Sample records for urban jobs act
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76 FR 12395 - Small Business Jobs Act Implementation
2011-03-07
... SMALL BUSINESS ADMINISTRATION Small Business Jobs Act Implementation AGENCY: U.S. Small Business Administration. ACTION: Notice of public meetings. SUMMARY: The U.S. Small Business Administration (SBA) announces it is holding a series of public meetings on its implementation of the Small Business Jobs Act...
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20 CFR 626.1 - Scope and purpose of the Job Training Partnership Act.
2010-04-01
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Scope and purpose of the Job Training... LABOR INTRODUCTION TO THE REGULATIONS UNDER THE JOB TRAINING PARTNERSHIP ACT § 626.1 Scope and purpose of the Job Training Partnership Act. It is the purpose of the Job Training Partnership Act (JTPA or...
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Work motivation and job satisfaction of health workers in urban and rural areas.
Grujičić, Maja; Jovičić-Bata, Jelena; Rađen, Slavica; Novaković, Budimka; Šipetić-Grujičić, Sandra
2016-08-01
Motivated and job satisfied health professionals represent a basis of success of modern health institutions. The aim of this study was to investigate whether there was a difference in work motivation and job satisfaction between health workers in urban and rural areas in the region of Central Serbia. The study included 396 health professionals from urban setting, and 436 from a rural area, employed in four randomly selected health facilities. An anonymous questionnaire was used for data gathering. Statistical analysis was performed using χ2, Student t-test, Spearman's correlation coefficient, and logistic regression analysis. Urban health professionals were significantly more motivated and job satisfied than respondents from rural area. In relation to work motivation factors and job satisfaction of health professionals in urban and rural areas, there were no significant differences in working conditions and current equipment, and in terms of job satisfaction there were no significant differences in relation to income either. In order to increase the level of work motivation and job satisfaction of health workers in rural areas, apart from better income, they should get more assistance and support from their supervisors, and awards for good job performance; interpersonal relationships, promotion and advancement opportunities, managerial performance and cooperation at work should be improved; employment security should be provided, as well as more independence at work, with professional supervision of health workers.
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20 CFR 626.2 - Format of the Job Training Partnership Act regulations.
2010-04-01
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Format of the Job Training Partnership Act regulations. 626.2 Section 626.2 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR INTRODUCTION TO THE REGULATIONS UNDER THE JOB TRAINING PARTNERSHIP ACT § 626.2 Format of the Job...
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Work motivation and job satisfaction of health workers in urban and rural areas
Directory of Open Access Journals (Sweden)
Grujičić Maja
2016-01-01
Full Text Available Background/Aim. Motivated and job satisfied health professionals represent a basis of success of modern health institutions. The aim of this study was to investigate whether there was a difference in work motivation and job satisfaction between health workers in urban and rural areas in the region of Central Serbia. Methods. The study included 396 health professionals from urban setting, and 436 from a rural area, employed in four randomly selected health facilities. An anonymous questionnaire was used for data gathering. Statistical analysis was performed using χ2, Student t-test, Spearman's correlation coefficient, and logistic regression analysis. Results. Urban health professionals were significantly more motivated and job satisfied than respondents from rural area. In relation to work motivation factors and job satisfaction of health professionals in urban and rural areas, there were no significant differences in working conditions and current equipment, and in terms of job satisfaction there were no significant differences in relation to income either. Conclusion. In order to increase the level of work motivation and job satisfaction of health workers in rural areas, apart from better income, they should get more assistance and support from their supervisors, and awards for good job performance; interpersonal relationships, promotion and advancement opportunities, managerial performance and cooperation at work should be improved; employment security should be provided, as well as more independence at work, with professional supervision of health workers.
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Campbell, P C; Ebuehi, O M
2011-01-01
Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one' efforts. Several factors affect job satisfaction. To compare factors influencing job satisfaction amongst rural and urban primary health care workers in southwestern Nigeria. A cross sectional comparative study recruited qualified health workers selected by multi stage sampling technique from rural and urban health facilities in four local government areas (LGAs) of Ogun State in Southwestern Nigeria. Data were collected and analysed using Epi info V 3.5.1 RESULTS: The response rates were 88(88%) and 91(91%) respectively in the rural and urban areas. While urban workers derived satisfaction from availability of career development opportunities, materials and equipment, in their current job, rural workers derived satisfaction from community recognition of their work and improved staff relationship. Major de-motivating factors common to both groups were lack of supportive supervision, client-provider relationship and lack of in-service training. However more rural 74(84.1%) than urban 62(68.1%) health workers would prefer to continue working in their present health facilities (p=0.04). There was a statistically significant difference between the two groups in job satisfaction with respect to tools availability and career development opportunities (pfactors influencing job satisfaction between rural and urban healthcare workers. There is need for human resource policy to be responsive to the diverse needs of health workers particularly at the primary level.
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Marketing the Job Training Partnership Act.
Markowicz, Arlene, Ed.; And Others
1984-01-01
This quarterly contains 11 bulletins that profile marketing campaigns for the Job Training Partnership Act (JTPA) that have been implemented successfully in local programs throughout the United States. For each program, the description provides information on the operator, funding, results, time span, background, marketing/public relations…
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The nurse work environment, job satisfaction and turnover rates in rural and urban nursing units.
Baernholdt, Marianne; Mark, Barbara A
2009-12-01
The aim of the present study was to determine whether there are differences in hospital characteristics, nursing unit characteristics, the nurse work environment, job satisfaction and turnover rates in rural and urban nursing units. Research in urban hospitals has found an association between the nurse work environment and job satisfaction and turnover rates, but this association has not been examined in rural hospitals. Rural and urban nursing units were compared in a national random sample of 97 United States hospitals (194 nursing units) with between 99 and 450 beds. Significant differences were found between hospital and nursing unit characteristics and the nurse work environment in rural and urban nursing units. Both nursing unit characteristics and the work environment were found to have a significant influence on nurse job satisfaction and turnover rates. Job satisfaction and turnover rates in rural and urban nursing units are associated with both nursing unit characteristics and the work environment. Both rural and urban hospitals can improve nurse job satisfaction and turnover rates by changing unit characteristics, such as creating better support services and a work environment that supports autonomous nursing practice. Rural hospitals can also improve the work environment by providing nurses with more educational opportunities.
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20 CFR 626.3 - Purpose, scope, and applicability of the Job Training Partnership Act regulations.
2010-04-01
... ADMINISTRATION, DEPARTMENT OF LABOR INTRODUCTION TO THE REGULATIONS UNDER THE JOB TRAINING PARTNERSHIP ACT § 626.3 Purpose, scope, and applicability of the Job Training Partnership Act regulations. (a) Parts 626..., part C of the Job Training Partnership Act) establish the Federal programmatic and administrative...
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77 FR 76861 - Removal of Job Training Partnership Act Implementing Regulations
2012-12-31
..., 633, 634, 636, 637, and 638 RIN 1205-AB68 Removal of Job Training Partnership Act Implementing...=FR . SUPPLEMENTARY INFORMATION: I. Direct Final Rule Procedure Since removal of the Job Training... barriers to employment for participation in the labor force by providing job training and other services...
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Rural-urban migration, urban unemployment and underemployment, and job-search activity in LDCs.
Fields, G S
1975-06-01
A quantity adjustment framework is used to analyze unemployment and underemployment in less developed countries (LDCs). The basic premise of the formal theoretical model presented is that the same kinds of forces that explain the choices of workers between the rural and urban sectors can also explain thier choices between 1 labor market and another within an urban area and are most likely made simultaneously. The decision makers, whether family units or individuals, are presumed to consider the various labor market opportunities available to them and to choose the one which maximizes their expected future income. In the model the primary equilibrating force is taken to be the movement of workers between labor markets, not changes in wages. The point of departure is the received theory of rural urban migration in LDS, which is the model of Harris and Todaro (1970). The 1st step is a summary of the basic features of the model. While accepting their basic approach emphasizing movement of workers rather than changes in wages, it is shown that the particular implication of the model with respect to the equilibrium urban unemployment rate substantially overstates the rates actually observed by Turnham (1971) and others. The analysis is then extended to consider several important factors which have previously been neglected--a more generalized approach to the job search process, the possibility of underemployment in the so-called urban "murky sector," preferential treatment by employers of the better educated, and consideration of labor turnover--and demonstrate that the resulting framework gives predictions closer to actual experience. Harris and Todaro in their original discussion concluded that a combination of a wage subsidy in the modern sector and physical restriction of migration would be required to realize a first best state lying on the economy's production possibility frontier. Subsequently Bhagwati and Srinivasan (1974) challenged them and demonstrated that a
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Urban job creation and unemployment in LDCs: Todaro vs. Harris and Todaro.
Blomqvist, A G
1978-03-01
Overwhelming urban migration occurred so rapidly in many developing countries that widespread unemployment and squalid living conditions are commonplace. For many of these countries, stopping urban migration has become a major policy. Two models propose 2 different theories of urban unemployment. Todaro's short-term effects model concludes that job creation actually causes unemployment. Todaro and Harris formulated a long-term effects model in which welfare subsidies create more employment and stimulate the economy. A real solution to urban job creation would include optimal allocation of investment between the rural and labor sectors. A once and for all hiring tax would reduce replacement hiring. It is impossible to design an optimal tax subsidy package for urban unemployment unless it includes knowledge of the dynamic response of migration and unemployment to the rate of net and gross hiring of labor. If subsidy taxes are levied on the agricultural sector, the net result may be a higher rate of capital formation in the (low social return) manufacturing sector and a lower one in the agricultural sector.
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Job satisfaction among urban secondary-school teachers in Namibia
Directory of Open Access Journals (Sweden)
Evy George
2008-05-01
Full Text Available An exploratory study on the role of extrinsic and intrinsic factors in determining job satisfaction amongst urban secondary-school teachers in Namibia was undertaken. Biographical variables pertaining to the teachers' gender, age, marital status, school resources, teaching experience, academic qualifications, and rank were investigated to determine whether these had any significant relevance, or made any notable contribution, to the level of job satisfaction experienced. Also, the correlation between burnout and job satisfaction was investigated to determine the extent to which these two factors are related. A sample of 337 secondary-school teachers randomly selected from 17 government schools, in the Windhoek region of Namibia, voluntarily participated in the study. Results showed significant levels of dissatisfaction pertaining to intrinsic factors of work and, more especially, those factors relating to school area and rank. A significant correlation between levels of burnout and job satisfaction was found, particularly in respect of emotional exhaustion and depersonalization, which were shown to correlate with low levels of job satisfaction. Limitations and recommendations pertaining to the study are discussed.
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Job satisfaction of primary health-care providers (public sector in urban setting
Directory of Open Access Journals (Sweden)
Pawan Kumar
2013-01-01
Full Text Available Introduction: Job satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. The core components of information necessary for what satisfies and motivates the health work force in our country are missing at policy level. Therefore present study will help us to know the factors for job satisfaction among primary health care providers in public sector. Materials and Methods: Present study is descriptive in nature conducted in public sector dispensaries/primary urban health centers in Delhi among health care providers. Pretested structured questionnaire was administered to 227 health care providers. Data was analyzed using SPSS and relevant statistical test were applied. Results: Analysis of study reveals that ANMs are more satisfied than MOs, Pharmacist and Lab assistants/Lab technicians; and the difference is significant (P < 0.01. Age and education level of health care providers don′t show any significant difference in job satisfaction. All the health care providers are dissatisfied from the training policies and practices, salaries and opportunities for career growth in the organization. Majority of variables studied for job satisfaction have low scores. Five factor were identified concerned with job satisfaction in factor analysis. Conclusion: Job satisfaction is poor for all the four groups of health care providers in dispensaries/primary urban health centers and it is not possible to assign a single factor as a sole determinant of dissatisfaction in the job. Therefore it is recommended that appropriate changes are required at the policy as well as at the dispensary/PUHC level to keep the health work force motivated under public sector in Delhi.
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Job Satisfaction of Elementary Principals in Large Urban Communities
Mitchell, Cathryn M.
2010-01-01
The purpose of this study was to determine job satisfaction levels of elementary principals in "major urban" districts in Texas and to identify strategies these principals used to cope with the demands of the position. Additionally, the project sought to find structures and supports needed to attract and retain principals in the…
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2011-05-10
...] Small Business Jobs Act Tour: Selected Provisions Having an Effect on Government Contracting AGENCY: U.S... INFORMATION CONTACT: Richard L. Miller, Small Business Job's Act Tour-Office of Government Contracting and..., concerning the Small Business Act Tour: Selected Provisions Having an Effect on Government that announced a...
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Urban form and job access: Disparate realities in the Randstad
Ham, M. van; Hooimeijer, P.; Mulder, C.H.
2001-01-01
Deconcentration of employment is the driving force behind the rise of the complex urban forms of the polycentric city and the polynucleated metropolis. It is often assumed that the deconcentration process improves job access for average and highly skilled workers, allowing them to move to peripheral
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Directory of Open Access Journals (Sweden)
Luis Huicho
Full Text Available Robust evidence on interventions to improve the shortage of health workers in rural areas is needed. We assessed stated factors that would attract short-term contract nurses and midwives to work in a rural area of Peru.A discrete choice experiment (DCE was conducted to evaluate the job preferences of nurses and midwives currently working on a short-term contract in the public sector in Ayacucho, Peru. Job attributes, and their levels, were based on literature review, qualitative interviews and focus groups of local health personnel and policy makers. A labelled design with two choices, rural community or Ayacucho city, was used. Job attributes were tailored to these settings. Multiple conditional logistic regressions were used to assess the determinants of job preferences. Then we used the best-fitting estimated model to predict the impact of potential policy incentives on the probability of choosing a rural job or a job in Ayacucho city. We studied 205 nurses and midwives. The odds of choosing an urban post was 14.74 times than that of choosing a rural one. Salary increase, health center-type of facility and scholarship for specialization were preferred attributes for choosing a rural job. Increased number of years before securing a permanent contract acted as a disincentive for both rural and urban jobs. Policy simulations showed that the most effective attraction package to uptake a rural job included a 75% increase in salary plus scholarship for a specialization, which would increase the proportion of health workers taking a rural job from 36.4% up to 60%.Urban jobs were more strongly preferred than rural ones. However, combined financial and non-financial incentives could almost double rural job uptake by nurses and midwifes. These packages may provide meaningful attraction strategies to rural areas and should be considered by policy makers for implementation.
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Wang, Chih-Chung; Lin, How-Ming; Liang, Tsang-lang
2017-01-01
The purpose of this study is to compare the relationship between job satisfaction and job involvement of teachers with urban-rural discrepancy, as well as to include it into moderator for investigation according to organizational climate theory. Therefore, this case study involves teachers from cities (N=354) and countries (N=446), and requested…
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20 CFR 626.4 - Table of contents for the Job Training Partnership Act regulations.
2010-04-01
.... 628.210State Job Training Coordinating Council. 628.215State Human Resource Investment Council... and for general program management. Subpart G [Reserved] Subpart H—Job Training Partnership Act... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Table of contents for the Job Training...
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Improving job performance of Neighborhood Youth Corps aides in an urban recreation program1
Pierce, Charles H.; Risley, Todd R.
1974-01-01
In most federal job training and employment programs, trainees' pay is not contingent on job performance, but upon physical presence. This study sought to increase the job performance of seven Neighborhood Youth Corps workers being paid an hourly wage for serving as aides in an urban recreation program. When thorough job descriptions and threatened termination of employment were insufficient to maintain adequate job performance, an attempt was made to make the hourly wage (required by the Neighborhood Youth Corps program) more contingent on job performance. When the number of hours credited the workers on their payroll sheets was proportional to their rating on a simple checklist of job performance, rather than to the number of hours they were present, their job performance was maintained at near-perfect levels. Although this simple semantic shift in emphasis—from “hours worked” to “hours worked”—was still interpreted as meeting the Neighborhood Youth Corps requirements for hourly pay, its behavioral effects were substantial. This simple procedure might be used in other training programs handicapped by hourly wage requirements. PMID:4436168
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Directory of Open Access Journals (Sweden)
Seongwook Ha
2018-04-01
Full Text Available This study empirically examines the synergistic negative effect of two kinds of job demand on job-related affective wellbeing (JAW and the accelerating effects of cynicism in the negative relationships between job demands and JAW using a sample of 299 employees in the Chinese banking industry. Job demands include quantitative role overload and surface acting to represent the quantitative and qualitative aspects of job demands. Cynicism is introduced as a state where one’s energy resource is lost. The results of this study show that surface acting has a negative relationship with JAW, but quantitative role overload has no relationship with JAW. High levels of quantitative role overload exacerbate the negative relationship between surface acting and JAW. Cynicism also exacerbates the negative relationship between surface acting and JAW but does not have any moderating effect in the relationship between quantitative role overload and JAW. These results are consistent with the relationships predicted by resource loss spiral and resource loss cycle. The resource loss spiral means that resource loss, caused by handling with a quantitative role overload, lessens the employee’s ability to cope with surface acting. The resource loss cycle represents a vicious circle that amplifies the resource loss caused by surface acting. Surface acting reduces the level of one’s resources. Furthermore, surface acting reduces JAW and resources more strongly when an individual has low levels of previous energy resources than it reduces JAW and resources when he or she has high levels of previous energy resources.
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76 FR 9213 - Small Business Jobs Act: 504 Loan Program Debt Refinancing
2011-02-17
... history instead of only one year. The Jobs Act also provides that this refinancing program is not... year period was either deferred or more than 30 days past due. Any delinquency in payment of the loan...
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Reforestation tax incentives under the American jobs creation act of 2004
Thomas J. Straka; John L. Greene
2007-01-01
The American jobs creation act of 2004 made significant changes in the reforestation tax incentives available to private forest owners. Owners can now deduct outright reforestation costs up to $10,000 per year for each qualifying timber property and amortize any additional amount over 8 tax years. to assess the financial benefit the new incentives provide to forest...
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Directory of Open Access Journals (Sweden)
Jamile Ahmadian
2016-10-01
Full Text Available This study examines the relationship between job satisfaction and isolationist behavior in the General Directorate of Roads and Urban's Kurdistan province. The study population included General Directorate of Roads and Urban Development Kurdistan province is limited to the study of the formula for example, Simple random sampling is available to use on the basis of sampling, the number of samples 191 shows. Questionnaires were used to collect data from a questionnaire used in the study were standard. Data with Statistical programs were both descriptive and inferential analysis. The reliability of the questionnaire with Cronbach's alpha coefficient for job satisfaction and isolationist behavior respectively 0.877 and 0.889 was. All assumptions were confirmed at the level of 95% and all relations based on Pearson correlation coefficient test results were confirmed. Based on the findings of job satisfaction Behavior had a significant relationship with isolationist, isolationist behavior to reduce. Finally, this study has provided practical suggestions.
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76 FR 63151 - Small Business Jobs Act: 504 Loan Program Debt Refinancing
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...
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Report card on low level ozone in urban areas
Energy Technology Data Exchange (ETDEWEB)
Onischak, M.
1994-12-31
It has been four years since the Clean Air Act was amended in November of 1990. Much work has been done in this time, and the country is beginning to see real air quality benefits. Although these changes have not completely licked the urban ozone problem yet, they have made a lot of progress. All of the urban areas which have been required to reduce their ozone levels have done a good job of lowering their emissions. While the urban areas have not all been able to meet every federal deadline, the areas have all been able to achieve the control milestones before the mandatory Clean Air Act sanctions have taken effect. Some areas are even ready to declare their ozone problems solved.
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Report card on low level ozone in urban areas
International Nuclear Information System (INIS)
Onischak, M.
1994-01-01
It has been four years since the Clean Air Act was amended in November of 1990. Much work has been done in this time, and the country is beginning to see real air quality benefits. Although these changes have not completely licked the urban ozone problem yet, they have made a lot of progress. All of the urban areas which have been required to reduce their ozone levels have done a good job of lowering their emissions. While the urban areas have not all been able to meet every federal deadline, the areas have all been able to achieve the control milestones before the mandatory Clean Air Act sanctions have taken effect. Some areas are even ready to declare their ozone problems solved
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An application of SGA: How urban resident acts in making traveling decisions
Directory of Open Access Journals (Sweden)
Long Chenxu
2013-03-01
Full Text Available Purpose: To study how urban resident acts in making traveling decisions.Design/methodology/approach: Simple Genetic Algorithm (SGAFindings: Using SGA to make the model of urban resident's decisions is rational.Research limitations/implications: This study is just about single one and the SGA could be made better.Originality/value: Use SGA to describe urban resident's traveling behavior, and combine the management problem with the AI.
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24 CFR 3.520 - Job classification and structure.
2010-04-01
... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Job classification and structure. 3.520 Section 3.520 Housing and Urban Development Office of the Secretary, Department of Housing and... Activities Prohibited § 3.520 Job classification and structure. A recipient shall not: (a) Classify a job as...
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Improving the environment in urban areas
Energy Technology Data Exchange (ETDEWEB)
Adamkus, V.V.
1994-12-31
The author discusses the need for improvements to the environment in urban areas, and efforts being made under the direction of the Environmental Protection Agency (EPA) to address these problems. The impact the new Clean Air Act can have on emissions from gasoline powered autos, diesel burning trucks, fixed emission sources ranging from utilities to chemical plants, and consumer products like hair sprays and charcoal starters, will all work together to improve air quality in urban areas. The author also discusses Brownfields Economic Redevelopment Plan efforts being supported by the EPA in a coordinated plan to get municipalities involved in cleaning up areas with pollution, to remove the blight on the urban areas, provide new land for development, and promote additional jobs.
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Zhang, Mingji; Yang, Rongrong; Wang, Wei; Gillespie, James; Clarke, Susan; Yan, Fei
2016-02-01
In 2009 China introduced a new round of healthcare reform to strengthen primary care networks through the development of Community Health Services (CHS). This study aimed to measure the degree of overall job satisfaction and also satisfaction dimensions and then find common causes of dissatisfaction among Community Health Workers (CHWs) in urban China by conducting a systematic review of relevant studies on CHWs' job satisfaction. Web of Science, PubMed, Google scholar, Wanfangdata and CNKI were searched. Publications about job satisfaction of CHWs were screened and assessed. Finally 18 Chinese articles and 4 English articles were included. Quantitative and qualitative data were extracted for nine themes concerning job satisfaction. Narrative synthesis was employed to analyze the data. CHWs were generally neither satisfied nor dissatisfied with their work after 2009. Financial rewards and opportunities for professional development were the most important determinants of job dissatisfaction. Workers were generally satisfied with interpersonal relationships in the workplace. The expanded public health services package and human-resources related regulations, e.g. the professional rank promotion system, government-controlled staffing policy (i.e. staff-quota system) and government-controlled budgetary planning (i.e. the Separation of Revenue and Expenditure), were policies that had an effect on job satisfaction. Financial rewards and professional development were the two main predictors of job satisfaction. To improve CHS in China, policy-makers (especially the central government) need to consider the impact of current policies on job satisfaction in order to reduce job dissatisfaction. © The Author 2015. Published by Oxford University Press in association with the International Society for Quality in Health Care; all rights reserved.
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Job stressors and job satisfaction in a major metropolitan public EMS service.
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
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Zhang, Yimin; Feng, Xueshan
2011-09-24
Throughout China, a growing number of physicians are leaving or intending to depart from their organizations owing to job dissatisfaction. Little information is available about the role of occupational burnout in this association. We set out to analyze the relationship between job satisfaction, burnout, and turnover intention, and further to determine whether occupational burnout can serve as a mediator among Chinese physicians from urban state-owned medical institutions. A cross-sectional survey was carried out in March 2010 in Hubei Province, central China. The questionnaires assessed sociodemographic characteristics, job satisfaction, burnout, and turnover intention. The job satisfaction and occupational burnout instruments were obtained by modifying the Chinese Physicians' Job Satisfaction Questionnaire (CPJSQ) and the Chinese Maslach Burnout Inventory (CMBI), respectively. Such statistical methods as one-way ANOVA, Pearson correlation, GLM-univariate and structural equation modeling were used. Of the 1600 physicians surveyed, 1451 provided valid responses. The respondents had medium scores (3.18 +/-0.73) on turnover intention, in which there was significant difference among the groups from three urban areas with different development levels. Turnover intention, which significantly and negatively related to all job-satisfaction subscales, positively related to each subscale of burnout syndrome. Work environment satisfaction (b = -0.074, p job rewards satisfaction (b = -0.073, p satisfaction (b = -0.146, p job-itself satisfaction no longer became significant, with the estimated parameter on job rewards satisfaction smaller after burnout syndrome variables were included. As congregated latent concepts, job satisfaction had both significant direct effects (gamma21 = -0.32, p job satisfaction and burnout syndrome are relevant factors affecting physicians' turnover intention, and there may be partial mediation effects of occupational burnout, mainly through
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Luo, Hao; Yang, Hui; Xu, Xiujuan; Yun, Lin; Chen, Ruoling; Chen, Yuting; Xu, Longmei; Liu, Jiaxian; Liu, Linhua; Liang, Hairong; Zhuang, Yali; Hong, Liecheng; Chen, Ling; Yang, Jinping; Tang, Huanwen
2016-08-17
In China, there have been an increasing number of migrant workers from rural to urban areas, and migrant workers have the highest incidence of occupational diseases. However, few studies have examined the impact of occupational stress on job burnout in these migrant workers. This study aimed to investigate the relationship between occupational stress and job burnout among migrant workers. This study used a cross-sectional survey. This investigation was conducted in Dongguan city, Guangdong Province, China. 3806 migrant workers, aged 18-60 years, were randomly selected using multistage sampling procedures. Multistage sampling procedures were used to examine demographic characteristics, behaviour customs and job-related data. Hierarchical linear regression and logistic regression models were constructed to explore the relationship between occupational stress and burnout. Demographics, behaviour customs and job-related characteristics significantly affected on burnout. After adjusting for the control variable, a high level of emotional exhaustion was associated with high role overload, high role insufficiency, high role boundary, high physical environment, high psychological strain, high physical strain, low role ambiguity, low responsibility and low vocational strain. A high level of depersonalisation was associated with high role overload, high role ambiguity, high role boundary, high interpersonal strain, high recreation, low physical environment and low social support. A low level of personal accomplishment was associated with high role boundary, high role insufficiency, low responsibility, low social support, low physical environment, low self-care and low interpersonal strain. Compared to the personal resources, the job strain and personal strain were more likely to explain the burnout of rural-to-urban migrant workers in our study. The migrant workers have increased job burnouts in relation to occupational stress. Relieving occupational stress and maintaining
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2010-04-01
... 24 Housing and Urban Development 4 2010-04-01 2010-04-01 false Are the requirements of section 3 of the Housing and Urban Development Act of 1968 applicable? 1000.42 Section 1000.42 Housing and... ACTIVITIES General § 1000.42 Are the requirements of section 3 of the Housing and Urban Development Act of...
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Chatterji, Pinka; Brandon, Peter; Markowitz, Sara
2016-07-01
We examine the effects of the 2010 Patient Protection and Affordable Care Act's (ACA) prohibition of preexisting conditions exclusions for children on job mobility among parents. We use a difference-in-difference approach, comparing pre-post policy changes in job mobility among privately-insured parents of children with chronic health conditions vs. privately-insured parents of healthy children. Data come from the 2004 and 2008 Survey of Income and Program Participation (SIPP). Among married fathers, the policy change is associated with about a 0.7 percentage point, or 35 percent increase, in the likelihood of leaving an employer voluntarily. We find no evidence that the policy change affected job mobility among married and unmarried mothers. Copyright © 2016 Elsevier B.V. All rights reserved.
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Implications of the 2017 Tax Cuts and Jobs Act for Public Health.
Glied, Sherry
2018-03-22
The recently passed Tax Cuts and Jobs Act will reduce total federal revenues by about 4% between 2018 and 2027. The law makes multiple changes to the taxation of individuals and corporations. It also repeals the Affordable Care Act's (ACA's) individual mandate penalties, which will erase some of the gains in insurance coverage achieved since implementation of the ACA's coverage expansions. The resulting increases in rates of uninsurance will likely lead to increased uncompensated care and deflect hospitals and health departments from addressing other prevention and public health needs. In addition, the law is expected to lead to substantial increases in the federal debt and, consequently, to calls for reductions in spending on entitlement programs, particularly Medicare, and on discretionary programs, including public health. Many other provisions of the law could also have second-order effects on public health. (Am J Public Health. Published online ahead of print March 22, 2018: e1-e3. doi:10.2105/AJPH.2018.304388).
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African Journals Online (AJOL)
Administrator
Job Satisfaction: Rural Versus Urban Primary Health Care Workers'. Perception in ... doing it well, and being suitably rewarded for one's efforts. Several ... community recognition of their work and improved staff relationship. ..... study found important differences about attractors to ... their work, work-life balance, bureaucracy.
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Strategies for Urbanization and Economic Competitiveness in Burundi
World Bank Group
2015-01-01
This report argues that urbanization brings significant opportunities for both rural and urban areas and that Burundi needs to prioritize issues of economic growth and job creation. Based on a diagnostic evaluation of the current urbanization and spatial growth, GDP, and job potential, the report highlights the importance of prioritizing policies and investments to address deficiencies in ...
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Congress of the U.S., Washington, DC. Senate Committee on Labor and Human Resources.
This congressional hearing focuses on the Endangered Species Employment Transition Assistance Act of 1992, which would amend the Job Training Partnership Act to provide job training and supportive services to workers dislocated as a result of enforcement of the Endangered Species Act. Testimony includes statements, articles, publications,…
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20 CFR 628.420 - Job training plan.
2010-04-01
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job training plan. 628.420 Section 628.420... THE JOB TRAINING PARTNERSHIP ACT Local Service Delivery System § 628.420 Job training plan. (a) The Governor shall issue instructions and schedules to assure that job training plans and plan modifications...
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Directory of Open Access Journals (Sweden)
Zhang Yimin
2011-09-01
Full Text Available Abstract Background Throughout China, a growing number of physicians are leaving or intending to depart from their organizations owing to job dissatisfaction. Little information is available about the role of occupational burnout in this association. We set out to analyze the relationship between job satisfaction, burnout, and turnover intention, and further to determine whether occupational burnout can serve as a mediator among Chinese physicians from urban state-owned medical institutions. Methods A cross-sectional survey was carried out in March 2010 in Hubei Province, central China. The questionnaires assessed sociodemographic characteristics, job satisfaction, burnout, and turnover intention. The job satisfaction and occupational burnout instruments were obtained by modifying the Chinese Physicians' Job Satisfaction Questionnaire (CPJSQ and the Chinese Maslach Burnout Inventory (CMBI, respectively. Such statistical methods as one-way ANOVA, Pearson correlation, GLM-univariate and structural equation modeling were used. Results Of the 1600 physicians surveyed, 1451 provided valid responses. The respondents had medium scores (3.18 +/-0.73 on turnover intention, in which there was significant difference among the groups from three urban areas with different development levels. Turnover intention, which significantly and negatively related to all job-satisfaction subscales, positively related to each subscale of burnout syndrome. Work environment satisfaction (b = -0.074, p , job rewards satisfaction (b = -0.073, p , organizational management satisfaction (b = -0.146, p , and emotional exhaustion (b = 0.135, p were identified as significant direct predictors of the turnover intention of physicians, with 41.2% of the variance explained unitedly, under the control of sociodemographic variables, among which gender, age, and years of service were always significant. However, job-itself satisfaction no longer became significant, with the estimated
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Social influence, agent heterogeneity and the emergence of the urban informal sector
García-Díaz, César; Moreno-Monroy, Ana I.
2012-02-01
We develop an agent-based computational model in which the urban informal sector acts as a buffer where rural migrants can earn some income while queuing for higher paying modern-sector jobs. In the model, the informal sector emerges as a result of rural-urban migration decisions of heterogeneous agents subject to social influence in the form of neighboring effects of varying strengths. Besides using a multinomial logit choice model that allows for agent idiosyncrasy, explicit agent heterogeneity is introduced in the form of socio-demographic characteristics preferred by modern-sector employers. We find that different combinations of the strength of social influence and the socio-economic composition of the workforce lead to very different urbanization and urban informal sector shares. In particular, moderate levels of social influence and a large proportion of rural inhabitants with preferred socio-demographic characteristics are conducive to a higher urbanization rate and a larger informal sector.
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Directory of Open Access Journals (Sweden)
J Jaime Miranda
Full Text Available Doctors' scarcity in rural areas remains a serious problem in Latin America and Peru. Few studies have explored job preferences of doctors working in underserved areas. We aimed to investigate doctors' stated preferences for rural jobs.A labelled discrete choice experiment (DCE was performed in Ayacucho, an underserved department of Peru. Preferences were assessed for three locations: rural community, Ayacucho city (Ayacucho's capital and other provincial capital city. Policy simulations were run to assess the effect of job attributes on uptake of a rural post. Multiple conditional logistic regressions were used to assess the relative importance of job attributes and of individual characteristics. A total of 102 doctors participated. They were five times more likely to choose a job post in Ayacucho city over a rural community (OR 4.97, 95%CI 1.2; 20.54. Salary increases and bonus points for specialization acted as incentives to choose a rural area, while increase in the number of years needed to get a permanent post acted as a disincentive. Being male and working in a hospital reduced considerably chances of choosing a rural job, while not living with a partner increased them. Policy simulations showed that a package of 75% salary increase, getting a permanent contract after two years in rural settings, and getting bonus points for further specialisation increased rural job uptake from 21% to 77%. A package of 50% salary increase plus bonus points for further specialisation would also increase the rural uptake from 21% to 52%.Doctors are five times more likely to favour a job in urban areas over rural settings. This strong preference needs to be overcome by future policies aimed at improving the scarcity of rural doctors. Some incentives, alone or combined, seem feasible and sustainable, whilst others may pose a high fiscal burden.
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: Urban design, urban project, urban art, urban composition ... a question of vocabulary?
Pinson , Daniel
2014-01-01
Actes à paraître; International audience; The term "urbanism" of Pierre Clerget (1910) put the mess in the practice and the formations in France. Urban planning is thus, on the academic level, a coexistence of disciplinary approaches, which does not help to a multidisciplinary urban training. Thinking about "urban design", after beautifull city, urban composition, or alongside the urban project and other territorial approaches can help to see more clearly in town planning.; Le terme « urbanis...
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20 CFR 638.541 - Job Corps training opportunities.
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...
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Emotional intelligence, emotional labor, and job satisfaction among physicians in Greece
Directory of Open Access Journals (Sweden)
Psilopanagioti Aristea
2012-12-01
Full Text Available Abstract Background There is increasing evidence that psychological constructs, such as emotional intelligence and emotional labor, play an important role in various organizational outcomes in service sector. Recently, in the “emotionally charged” healthcare field, emotional intelligence and emotional labor have both emerged as research tools, rather than just as theoretical concepts, influencing various organizational parameters including job satisfaction. The present study aimed at investigating the relationships, direct and/or indirect, between emotional intelligence, the surface acting component of emotional labor, and job satisfaction in medical staff working in tertiary healthcare. Methods Data were collected from 130 physicians in Greece, who completed a series of self-report questionnaires including: a the Wong Law Emotional Intelligence Scale, which assessed the four dimensions of emotional intelligence, i.e. Self-Emotion Appraisal, Others’ Emotion Appraisal, Use of Emotion, and Regulation of Emotion, b the General Index of Job Satisfaction, and c the Dutch Questionnaire on Emotional Labor (surface acting component. Results Emotional intelligence (Use of Emotion dimension was significantly and positively correlated with job satisfaction (r=.42, p, whereas a significant negative correlation between surface acting and job satisfaction was observed (r=−.39, p. Furthermore, Self-Emotion Appraisal was negatively correlated with surface acting (r=−.20, p. Self-Emotion Appraisal was found to influence job satisfaction both directly and indirectly through surface acting, while this indirect effect was moderated by gender. Apart from its mediating role, surface acting was also a moderator of the emotional intelligence-job satisfaction relationship. Hierarchical multiple regression analysis revealed that surface acting could predict job satisfaction over and above emotional intelligence dimensions. Conclusions The results of the present
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Personality, personnel selection, and job performance
Linden, Dimitri; Pelt, Dirk; Dunkel, Curtis; Born, Marise
2017-01-01
markdownabstractJob Performance: The term job performance can either refer to the objective or subjective outcomes one achieves in a specific job (e.g., the profit of a sales persons, the number of publications of a scientist, the number of successful operations of a surgeon) or to work-related activities (e.g., writing an article, conducting specific surgical acts). In the majority of research on this topic, job performance as an outcome is used. Personnel selection: Personnel selection refe...
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Johnson, David G
2005-01-01
The American Jobs Creation Act (AJCA), which was signed into law in October 2004, will have an impact on almost every deferred compensation program in the United States. This article argues that as companies continue to evaluate the transition alternatives under AJCA and contemplate the necessary changes to the plan program, companies also should consider simultaneously addressing broader issues surrounding nonqualified deferred compensation arrangements. These include ongoing business purpose, financial planning considerations, education of participants, corporate governance considerations and the potential implications to international assignees.
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20 CFR 628.210 - State Job Training Coordinating Council.
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...
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29 CFR 1620.15 - Jobs requiring equal skill in performance.
2010-07-01
... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the amount... another job, the equal pay standard cannot apply even though the jobs may be equal in all other respects...
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20 CFR 627.240 - On-the-job training.
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...
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Pay Equity Act (No. 34 of 1987), 29 June 1987.
1987-01-01
This document contains major provisions of Ontario, Canada's 1987 Pay Equity Act. The Act seeks to redress systemic gender discrimination in compensation for work performed by employees in "female job classes" and applies to all private sector employers in Ontario with 10 or more employees, all public sector employers, and the employees of applicable employers. The Act continues to apply even if an employer subsequently reduces the number of employees below 10. The Act calls for identification of systemic gender discrimination in compensation through comparisons between female job classes and male job classes in terms of compensation and value of work performed, which is a composite of skill, effort, and responsibility normally required. Pay equity is deemed achieved when the job rate for the female job class is at least equal to the rate for a male job class in the same establishment. If there is no male job class to use for comparison, pay equity is achieved when the female job rate is at least equal to the job rate of a male job class in the same establishment that, at the time of comparison, had a higher job rate while performing work of lower value than the female job class. Differences in compensation between a female and a male job class are allowed if they result from a formal seniority system that does not discriminate on basis of gender, a temporary training or development assignment equally available to males and females, a specified merit compensation plan, actions taken as the result of a gender-neutral reevaluation process, or a skills shortage leading to a temporary inflation in compensation. Pay equity will not be achieved by reducing any employee's compensation. The Act establishes a Pay Equity Commission to oversee implementation.
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Job Stress and Police Burnout: Moderating Roles of Gender and Marital Status
Directory of Open Access Journals (Sweden)
Bolanle Ogungbamila
2016-12-01
Full Text Available Previous studies on occupational burnout among police personnel did not pay enough attention to how gender and marital status may influence the connection between job stress and occupational burnout, especially where cultural beliefs direct gender and marital issues in relation to work, such as Nigeria. This study, therefore, investigated the extent to which gender and marital status moderate the relationship between job stress and occupational burnout. Participants were 213 police personnel (male = 120; female = 93 selected from 10 urban and 10 semi-urban police divisions in Nigeria. Their ages ranged between 20 and 54 years (Mage=38.15 years; SD =10.0. Results revealed that job stress significantly predicted occupational burnout such that an increase in job stress led to increase in the level of occupational burnout. Gender moderated the effects of job stress on occupational burnout in such a way that job stress tended to result in higher level of occupational burnout in female than in male police personnel. Similarly, marital status moderated the relationship between job stress and occupational burnout in such a way that police personnel who were married tended to report higher level of occupational burnout in the presence of job stress than those who were single. Implications for gender sensitivity and family supportiveness were discussed.
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An explanatory model of nurse practitioner job satisfaction.
Koelbel, P W; Fuller, S G; Misener, T R
1991-01-01
Job satisfaction influences employee retention, worker productivity, and performance quality. To retain qualified nurse practitioners (NPs), health administrators must identify sources of job satisfaction and dissatisfaction. Herzberg's dual-factor theory of job satisfaction addresses extrinsic and intrinsic work-related factors. Expansion of the model to include global job satisfaction and individual differences provided a broad framework for the assessment of nurse practitioner job satisfaction. The expanded model was used to analyze the job satisfaction of 132 NPs registered with the South Carolina State Board of Nursing in 1988 (final response rate = 90%). Participants completed the Index of Job Satisfaction (IJS), the Minnesota Satisfaction Questionnaire-Short Form (MSQ-SF), and the Personal and Work Background Questionnaire (PWBQ). Although the NPs were moderately satisfied with their overall jobs, extrinsic factors were found to be major sources of dissatisfaction. The optimal combination of variables predicted by regression analysis to influence global job satisfaction were age, number of children, urban locations, achievement, company policies and practices, creativity, independence, and compensation. Implications for health administrators to improve the work environments of NPs are discussed.
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Directory of Open Access Journals (Sweden)
Ning Tao
2015-12-01
Full Text Available The purpose of this study was to explore the relationship between job burnout and neuroendocrine indicators in soldiers living in a harsh environment. Three hundred soldiers stationed in the arid desert and 600 in an urban area were recruited. They filled in the Chinese Maslach Burnout Inventory questionnaire. One hundred soldiers were randomly selected from each group to measure their levels of noradrenaline, serotonin, heat shock protein (HSP-70, adrenocorticotropic hormone, and serum cortisol. Job burnout was more common in soldiers from urban areas than those from rural areas. Job burnout was significantly higher among soldiers stationed in the arid desert than those in urban areas. For soldiers in the arid desert, the levels of HSP-70, serum cortisol, and adrenocorticotropic hormone were significantly higher than in soldiers in urban areas. Correlation analyses showed that the degree of job burnout was weakly negatively correlated with the level of HSP-70. Being an only child, HSP-70 levels, cortisol levels, and ACTH levels were independently associated with job burnout in soldiers stationed in the arid desert. A higher level of job burnout in soldiers stationed in arid desert and a corresponding change in neuroendocrine indicators indicated a correlation between occupational stress and neurotransmitters.
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Multiple job holding, local labor markets, and the business cycle
Directory of Open Access Journals (Sweden)
Barry T. Hirsch
2016-04-01
Full Text Available Abstract About 5 % of US workers hold multiple jobs, which can exacerbate or mitigate employment changes over the business cycle. Theory is ambiguous and prior literature is not fully conclusive. We examine the relationship between multiple job holding and local unemployment rates using a large Current Population Survey data set of workers in urban labor markets during 1998–2013. Labor markets with high unemployment have moderately lower rates of multiple job holding. Yet no relationship between multiple job holding and unemployment is found within markets over time, with near-zero estimates being precisely estimated. Multiple job holding is largely acyclic. JEL Classification: J21
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Job embeddedness and nurse retention.
Reitz, O Ed; Anderson, Mary Ann; Hill, Pamela D
2010-01-01
Nurse retention is a different way of conceptualizing the employer-employee relationship when compared with turnover. Job embeddedness (JE), a construct based on retention, represents the sum of reasons why employees remain at their jobs. However, JE has not been investigated in relation to locale (urban or rural) or exclusively with a sample of registered nurses (RNs). The purpose of this study was to determine what factors (JE, age, gender, locale, and income) help predict nurse retention. A cross-sectional mailed survey design was used with RNs in different locales (urban or rural). Job embeddedness was measured by the score on the composite, standardized instrument. Nurse retention was measured by self-report items concerning intent to stay. A response rate of 49.3% was obtained. The typical respondent was female (96.1%), white, non-Hispanic (87.4%), and married (74.9%). Age and JE were predictive of nurse retention and accounted for 26% of the explained variance in intent to stay. Although age was a significant predictor of intent to stay, it accounted for only 1.4% of the variance while JE accounted for 24.6% of the variance of nurse retention (as measured by intent to stay). Older, more "embedded" nurses are more likely to remain employed in their current organization. Based on these findings, JE may form the basis for the development of an effective nurse retention program.
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The effects of privatization on wages and job satisfaction: the case of Ghana
Asiedu, K.F.
2002-01-01
Key words : privatization, wages, job satisfaction, state owned enterprise, Ghana, Africa
In this thesis, we examine the impact of privatization on wages and job satisfaction in selected urban-based enterprises
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McDonough, P
2000-01-01
As employers respond to new competitive pressures of global capitalism through layoffs and the casualization of labor, job insecurity affects a growing number of workers. It appears to harm mental health, but less is known about its effects on physical health and health behaviors and the mechanisms through which it may act. The prevailing individual-centered conceptualization of job insecurity as the perception of a threat to job continuity precludes systematic investigation of the social patterning of its health effects. Analysis of data from a 1994 Canadian national probability sample of adults determined that high levels of job insecurity lowered self-rated health and increased distress and the use of medications, but had no impact on heavy drinking. The findings support one possible mechanism of action whereby job insecurity reduces feelings of control over one's environment and opportunities for positive self-evaluation; these psychological experiences, in turn, have deleterious health consequences. There is little evidence of social patterning of this relationship by gender, education, household income, age, marital status, and social support at work.
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Emotional intelligence, emotional labor, and job satisfaction among physicians in Greece.
Psilopanagioti, Aristea; Anagnostopoulos, Fotios; Mourtou, Efstratia; Niakas, Dimitris
2012-12-17
There is increasing evidence that psychological constructs, such as emotional intelligence and emotional labor, play an important role in various organizational outcomes in service sector. Recently, in the "emotionally charged" healthcare field, emotional intelligence and emotional labor have both emerged as research tools, rather than just as theoretical concepts, influencing various organizational parameters including job satisfaction. The present study aimed at investigating the relationships, direct and/or indirect, between emotional intelligence, the surface acting component of emotional labor, and job satisfaction in medical staff working in tertiary healthcare. Data were collected from 130 physicians in Greece, who completed a series of self-report questionnaires including: a) the Wong Law Emotional Intelligence Scale, which assessed the four dimensions of emotional intelligence, i.e. Self-Emotion Appraisal, Others' Emotion Appraisal, Use of Emotion, and Regulation of Emotion, b) the General Index of Job Satisfaction, and c) the Dutch Questionnaire on Emotional Labor (surface acting component). Emotional intelligence (Use of Emotion dimension) was significantly and positively correlated with job satisfaction (r=.42, peffect was moderated by gender. Apart from its mediating role, surface acting was also a moderator of the emotional intelligence-job satisfaction relationship. Hierarchical multiple regression analysis revealed that surface acting could predict job satisfaction over and above emotional intelligence dimensions. The results of the present study may contribute to the better understanding of emotion-related parameters that affect the work process with a view to increasing the quality of service in the health sector.
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Relationships between Emotional Labor, Job Performance, and Turnover
Goodwin, Robyn E.; Groth, Markus; Frenkel, Stephen J.
2011-01-01
The present study investigates the relationship between the emotional labor strategies surface acting and deep acting and organizational outcomes, specifically, employees' overall job performance and turnover. Call center employees from two large financial service organizations completed an online survey about their use of surface and deep acting.…
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29 CFR 1620.18 - Jobs performed under similar working conditions.
2010-07-01
... 29 Labor 4 2010-07-01 2010-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...
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Heponiemi, Tarja; Kuusio, Hannamaria; Sinervo, Timo; Elovainio, Marko
2011-08-01
The present study examined whether there are differences in job-related attitudes and well-being among physicians working in private sector and public sector. In addition, we examined whether psychosocial factors (organizational justice and job control) could mediate these possible differences in different sectors. Cross-sectional survey data from the Finnish Health Professional Study was used. A random sample of Finnish physicians included 1522 women and 1047 men aged 25-65 years. Outcome variables were job satisfaction, organizational commitment, psychological distress, work ability and sleeping problems. Job control and organizational justice were measured using established questionnaires. Series of regression analyses were performed and the mediational effects were tested following the procedures outlined by Baron and Kenny. Physicians working in private sector had higher levels of job satisfaction and organizational commitment and lower levels of psychological distress and sleeping problems when compared with physicians working in public sector. Private physicians also had higher levels of organizational justice, which acted as a mediator behind more positive attitudes and better well-being in private sector. Private physicians had higher levels of job control but it did not act as a mediator. Private physicians feel better than public physicians and this is partly due to higher organizational justice in private sector. Public health care organizations should invest effort to increase the fairness in their organizations and management and pay more attention in improving the well-being of their employees, which could possibly increase the attractiveness of public sector as a career option.
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Connecting rural-urban economies?
DEFF Research Database (Denmark)
Larsen, Marianne Nylandsted; Birch-Thomsen, Torben; Lazaro, Evelyn
The interlinked relationships between urban settlements and their rural hinterlands in Sub-Saharan Africa are perceived crucial in enhancing possibilities for livelihood diversification and poverty reduction. Urban settlements provide opportunities for investment in more remunerative economic...... activities, job/employment opportunities that retain potential migrants in the area, and access to services for the rural hinterlands. This paper examines the role of emerging urban centres (EUCs) as ‘drivers’ of rural development based on a study of two EUCs and their rural hinterlands in Tanzania. Findings...... and poverty reduction....
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Safe and Inclusive Cities: Research to Reduce Urban Violence ...
International Development Research Centre (IDRC) Digital Library (Canada)
Urbanization brings with it possibilities of improved access to jobs, goods, and services ... base on the connections between urban violence, poverty, and inequalities. ... IWRA/IDRC webinar on climate change and adaptive water management.
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Chou, Huei Yin; Hecker, Rob; Martin, Angela
2012-05-01
The aim of the present study was to investigate the effects of job demands and resources as well as emotional labour on job satisfaction and emotional exhaustion among nurses. While emotional labour is a construct that has considerable significance in health care as nurses often need to express organizationally desired emotions, little research has investigated the relationships between emotional labour, job demands and resources in the prediction of nurses' well-being. The questionnaire was distributed to 450 registered nurses (RN) working in a teaching hospital in Taiwan during February 2007, of which 240 valid questionnaires were returned and analysed (53.33% response rate). In addition to descriptive statistics and correlation, structural equation modelling (LISREL 8.8) was conducted. The findings showed that the frequency of interacting with difficult patients positively related to surface acting. Perceived organizational support (POS) positively related to deep acting and negatively to surface acting. The results also showed that surface acting related negatively, and deep acting related positively, to job satisfaction. The frequency of interactions with difficult patients related positively to emotional exhaustion, and negatively to job satisfaction. Perceived organizational support related negatively to emotional exhaustion and positively to job satisfaction. The results suggest that job demands, resources and emotional labour can predict nurses' well-being. The results of the present study indicate that nurses' well-being can be predicted by job demands, resources and emotional labour. There is a need to address organizational support and training programmes to enhance job satisfaction and reduce emotional exhaustion among nurses. © 2011 Blackwell Publishing Ltd.
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29 CFR 1620.16 - Jobs requiring equal effort in performance.
2010-07-01
..., however, that men and women are working side by side on a line assembling parts. Suppose further that one... 29 Labor 4 2010-07-01 2010-07-01 false Jobs requiring equal effort in performance. 1620.16 Section... EQUAL PAY ACT § 1620.16 Jobs requiring equal effort in performance. (a) In general. The jobs to which...
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General information on Urban Waters Small Grants is provided in this document. Grantees are listed by themes, including Environmental Justice, Water Quality, Job Training and Creation, and Green Infrastructure.
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de Jonge, Jan; Le Blanc, Pascale M; Peeters, Maria C W; Noordam, Hanneke
2008-10-01
Research on emotional labour in health care work has not yet revealed under what conditions emotional job demands have an impact on employee health and well-being. There is a need for more theory to unveil the black box of emotional labour processes. To test the moderating role of matching (i.e. emotional) and non-matching (i.e. cognitive) job resources in the relation between emotional job demands and employee health/well-being (i.e. emotional exhaustion, employee creativity, and work motivation). A cross-sectional survey with anonymous questionnaires was conducted. A large organization for residential elderly care with eight locations in an urban area in the Netherlands. Questionnaires were distributed to 1259 health care workers, of which 826 people returned the questionnaire (66% response rate). In addition to descriptive statistics, multivariate multiple regression analysis (LISREL 8.54) with cross-validation was conducted. Findings showed that emotional job resources moderated the relation between emotional job demands and health/well-being outcomes. Firstly, emotional job resources were able to moderate the relation between emotional job demands and emotional exhaustion. Secondly, both emotional job resources and, to a lesser extent, cognitive job resources were able to moderate the relation between emotional job demands and positive well-being outcomes (i.e. employee creativity and work motivation). Finally, cross-validation showed that parameter estimates did not vary across subsamples. Job resources could compensate for resources lost through meeting the requirements of emotional job demands, thereby reducing stress-reactions and increasing well-being. Providing health care workers with more, preferably matching, job resources could make emotional job demands less stressful, and even stimulating and challenging. Future longitudinal studies should investigate the interplay of emotional job demands and (matching) job resources more profoundly.
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Job Sharing: An Alternative to Traditional Employment Patterns.
Duttweiler, Robert W.
Taking the view that job sharing is a positive alternative for workers and employers, this article defines job sharing in broad terms and describes its evolution from the Fair Labor Standards Act of 1938 to the present. The advantages, such as increased productivity, are felt to be impressive, but disadvantages also exist, including significant…
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MONITORING URBAN SPRAWL IN THE FEDERAL CAPITAL ...
African Journals Online (AJOL)
Osondu
2013-01-11
Jan 11, 2013 ... factors include job opportunities or moving to a better climates. ... balance between the two and to provide suggestion that can ..... varied policies for managing urban growth and most of the ... and Citizen: Life in the Urban Third World. Earthscan ... August 17-28, 1998 Zschortau, Germany. Okosun A.E ...
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LIU, YANG
2012-01-01
Immigration restrictions usually arise from the idea that immigrants compete with original residents for jobs. Their effects on urban job creation are often ignored. In this study, we develop an inner-city dual labor market model that incorporates both of those effects, and apply it to empirical studies on China. We find that rural-urban immigration does not contribute to urban unemployment in China. Migrants take away some jobs from residents, but at the same time, they lower equilibrium wag...
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Gountas, Sandra; Gountas, John; Soutar, Geoffrey; Mavondo, Felix
2014-07-01
To explore the complex relationships between nurses' personal resources, job satisfaction and 'customer' (patient) orientation. Previous research has shown that nursing is highly intensive, emotionally charged work, which affects nurses' job performance and their customer orientation as well as patient or 'customer' satisfaction. This study contributes to the literature by examining how nurses' personal resources relate to their personal satisfaction and customer orientation and the relationships between them. Specifically, this study explores the effects of two facets of emotional labour (deep acting and surface acting), empathic concern, self-efficacy and emotional exhaustion on personal job satisfaction and customer orientation. We also test the moderating effects of inauthenticity and emotional contagion. A quantitative survey. Data were collected through a self-completion questionnaire administered to a sample of 159 Australian nurses, in a public teaching hospital, in 2010. The data were analysed using Partial Least Square analysis. Partial Least Square analysis indicates that the final model is a good fit to the data (Goodness of Fit = 0.51). Deep acting and surface acting have different effects (positive and negative) on job satisfaction and 'customer' orientation, self-efficacy has a positive effect on both and emotional exhaustion has a positive effect on customer orientation and a negative effect on job satisfaction. The moderating effects of emotional contagion and empathic concern, in the final model, are discussed. Understanding the complex interactions between personal resources, job satisfaction and customer orientation helps to increase service providers' (nurses in this study) personal satisfaction and 'customer' orientation particularly in difficult contexts. © 2013 John Wiley & Sons Ltd.
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Rural-urban migration in Nigeria: consequences on housing, health-care and employment.
Johnnie, P B
1988-01-01
This article explores the results of an on-going longitudinal study in selected high-density areas of Port Harcourt metropolis involving 240 respondents from 4 groups. When respondents in the 1st cohort (watchnights, laborers, and messengers) were asked what motivated them to move from rural areas to the city, 94% said to get better jobs and increase their earnings. 98% of the clerks migrated to Port Harcourt for better jobs and to find employment. All 40 school leavers confirmed that they had moved to the city to find jobs. In spite of the various statutory provisions and policy statements relating to housing in Nigeria there still exists an acute and noticeable shortage both in rural and urban housing. There not only exists a dearth of residential accommodation in these urban centers, but there is also a seemingly atrocious disparity in housing conditions between a large majority of poor urban dwellers and a negligible number of urban residents who are reasonably wealthy. With the growing number of persons migrating from the rural areas to the urban centers, there are also likely to be problems of overcrowding which would exacerbate the problems of communicable diseases and pollution. In terms of the allocation of medical personnel, equipment, and drugs, there is a disproportionately skewed distribution in favor of urban dwellers. 1 important cause of urban employment problems is the phenomenal growth in urbanization and the inability of these urban centers to be able to utilize or absorb the urban labor that was created through the process of urbanization. The other problem is the extremely slow pace of industrialization as compared to urbanization . A serious malady responsible for urban unemployment is the staggering rate at which young school leavers migrate to the city. Nigeria as a nation state has assumed the most dangerous dimensions of capitalism by deliberately erecting inequality and poverty in society. 1 way by which the state, controlled by the
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Core Self-Evaluations and Job Satisfaction: The Role of Organizational and Community Embeddedness.
Oyler, Jennifer D.
2007-01-01
This study extends job embeddedness and job satisfaction theory in several notable directions. As hypothesized, structural equation modeling revealed that community embeddedness was a partial mediator of the relationship between core self-evaluations and job satisfaction. Contrary to job embeddedness theory, this study found that organizational embeddedness and job satisfaction were best represented by a single latent factor. Thus, organizational embeddedness did not act as a mediator of the ...
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Directory of Open Access Journals (Sweden)
Maria Teresa Carinci
2016-02-01
Full Text Available The introduction aims at giving an overview of the new article 4 of the Worker’s Statute (Law no. 300/1970, concerning the employer’s monitoring powers, as recently reformed by the latest Italian Labour Reform (the so called Jobs Act.In particular, after a brief explanation of the rationale underlying the new rule, in order to make the employer’s control power compatible with the improvement of technological tools in the workplace, the Author critically lists and takes into consideration the heterogeneous and complicated interpretative issues raised by the brand new reform.
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Molinari, D L; Monserud, M A
2008-01-01
The lack of rural nursing studies makes it impossible to know whether rural and urban nurses perceive personal and organizational factors of job satisfaction similarly. Few reports of rural nurse job satisfaction are available. Since the unprecedented shortage of qualified rural nurses requires a greater understanding of what factors are important to retention, studies are needed. An analysis of the literature indicates job satisfaction is studied as both an independent and dependent variable. In this study, the concept is used to examine the intention to remain employed by measuring individual and organizational characteristics; thus, job satisfaction is used as a dependent variable. One hundred and three rural hospital nurses, from hospitals throughout the Northwest region of the United States were recruited for the study. Only nurses employed for more than one year were accepted. The sample completed surveys online. The McCloskey/Mueller Satisfaction Scale, the Gerber Control Over Practice Scale, and two open-ended job satisfaction questions were completed. The qualitative analysis of the open-ended questions identified themes which were then used to support the quantitative findings. Overall alphas were 0.89 for the McCloskey/Mueller Scale and 0.96 for the Gerber Control Over Practice Scale. Rural nurses indicate a preference for rural lifestyles and the incorporation of rural values in organizational practices. Nurses preferred the generalist role with its job variability, and patient variety. Most participants intended to remain employed. The majority of nurses planning to leave employment were unmarried, without children at home, and stated no preference for a rural lifestyle. The least overall satisfied nurses in the sample were employed from 1 to 3 years. Several new findings inform the literature while others support previous workforce studies. Data suggest some job satisfaction elements can be altered by addressing organizational characteristics and by
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Feasibility of home management using ACT for childhood malaria episodes in an urban setting
Directory of Open Access Journals (Sweden)
Nsagha DS
2011-12-01
Full Text Available Dickson S Nsagha1,2, Jean-Bosco N Elat2,3, Proper AB Ndong2,4, Peter N Tata2,5, Maureen-Nill N Tayong2, Francios F Pokem2, Christian C Wankah61Department of Public Health and Hygiene, Faculty of Health Sciences, University of Buea, Buea, Cameroon; 2Public Health Research Group, Yaounde, Cameroon; 3National AIDS Control Committee, Ministry of Public Health, Cameroon; 4National Malaria Control Programme, Ministry of Public Health, Cameroon; 5Department of Anthropology, Faculty of Arts, Letters and Social Sciences, University of Yaounde 1, Yaounde, Cameroon; 6Department of Public Health, Faculty of Medicine and Biomedical Sciences, University of Yaounde 1, Yaounde, CameroonBackground: Over 90% of malaria cases occur in Sub-Saharan Africa, where a child under the age of 5 years dies from this illness every 30 seconds. The majority of families in Sub-Saharan Africa treat malaria at home, but therapy is often incomplete, hence the World Health Organization has adopted the strategy of home management of malaria to solve the problem. The purpose of this study was to determine community perception and the treatment response to episodes of childhood malaria in an urban setting prior to implementation of home management using artemisinin-based combination therapy (ACT.Methods: This qualitative exploratory study on the home management of malaria in urban children under 5 years of age used 15 focus group discussions and 20 in-depth interviews in various categories of caregivers of children under 5 years. One hundred and eighteen people participated in the focus group discussions and 20 in the in-depth interviews. The study explored beliefs and knowledge about malaria, mothers' perception of home management of the disease, health-seeking behavior, prepackaged treatment of malaria using ACT and a rapid diagnostic test, preferred channels for home management of uncomplicated malaria, communication, the role of the community in home management of malaria, and
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Effect of Participation in Performance Pay Systems and Employees’ Satisfaction with Job Conditions
Directory of Open Access Journals (Sweden)
Arman Ismail
2017-10-01
Full Text Available The aim of this research is to evaluate the association between participation in performance pay systems and employees’ satisfaction with job conditions. A survey method was utilized to collect data from subordinates who serve at disaster management agencies in West Malaysia. The findings of SmartPLS path model analysis display four important outcomes: first, the relationship between participation in pay plans and satisfaction with intrinsic job conditions was not significant. Second, relationship between participation in pay operations and satisfaction with intrinsic job conditions was not significant. Third, the relationship between participation in pay plans and satisfaction with extrinsic job conditions was significance. Finally, the relationship between participation in pay operations and satisfaction with extrinsic job conditions was significance. This finding demonstrates that participation in pay plans and participation in pay operations do not act as important predictors of employees’ satisfaction with intrinsic job conditions. Conversely, participation in pay plans and participation in pay operations do act as important predictors of employees’ satisfaction with extrinsic job conditions. Further, this research delivers discussion, implications and conclusion.
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20 CFR 670.975 - How is the performance of the Job Corps program assessed?
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...
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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.)
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Rural-Urban Migration and Unemployment: Theory and Policy Implications
Zenou, Yves
2010-01-01
We develop a regional model where, in the city, unemployment prevails because of too high (efficiency) wages, while, in the rural area, workers are paid at their marginal productivity. We characterize the steady-state equilibrium and show that it is unique. We then consider two policies: decreasing urban unemployment benefits and subsidizing urban employment. We find that decreasing the unemployment benefit in the city creates urban jobs and reduces rural-urban migration since new migrants ha...
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29 CFR 1620.27 - Relationship to the Equal Pay Act of title VII of the Civil Rights Act.
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...
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HIV Stigma and Nurse Job Satisfaction in Five African Counties
Chirwa, Maureen L.; Greeff, Minrie; Kohi, Thecla W.; Naidoo, Joanne R.; Makoae, Lucy N.; Dlamini, Priscilla S.; Kaszubski, Christopher; Cuca, Yvette P.; Uys, Leana R.; Holzemer, William L.
2009-01-01
This study explored the demographic and social factors, including perceived HIV stigma, that influence job satisfaction in nurses from 5 African countries. A cross-sectional survey was conducted of nurses (n = 1,384) caring for patients living with HIV infection in Lesotho, Malawi, South Africa, Swaziland, and Tanzania. Total job satisfaction in this sample was lower than 2 comparable studies in South Africa and the United Kingdom. The subscale, Personal Satisfaction, was the highest in this sample as in the other 2. Job Satisfaction scores differed significantly among the 5 countries and these differences were consistent across all subscales. A hierarchical regression demonstrated that mental and physical health, marital status, education level, urban/rural setting, and perceived HIV stigma had significant influences on job satisfaction. Perceived HIV stigma was the strongest predictor of job dissatisfaction. These findings provide new areas for intervention strategies that might enhance the work environment for nurses in these countries. PMID:19118767
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HIV stigma and nurse job satisfaction in five African countries.
Chirwa, Maureen L; Greeff, Minrie; Kohi, Thecla W; Naidoo, Joanne R; Makoae, Lucy N; Dlamini, Priscilla S; Kaszubski, Christopher; Cuca, Yvette P; Uys, Leana R; Holzemer, William L
2009-01-01
This study explored the demographic and social factors, including perceived HIV stigma, that influence job satisfaction in nurses from 5 African countries. A cross-sectional survey was conducted of nurses (n = 1,384) caring for patients living with HIV infection in Lesotho, Malawi, South Africa, Swaziland, and Tanzania. Total job satisfaction in this sample was lower than 2 comparable studies in South Africa and the United Kingdom. The Personal Satisfaction subscale was the highest in this sample, as in the other 2. Job satisfaction scores differed significantly among the 5 countries, and these differences were consistent across all subscales. A hierarchical regression showed that mental and physical health, marital status, education level, urban/rural setting, and perceived HIV stigma had significant influence on job satisfaction. Perceived HIV stigma was the strongest predictor of job dissatisfaction. These results provide new areas for intervention strategies that might enhance the work environment for nurses in these countries.
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Yang, Feng-Hua; Chang, Chen-Chieh
2008-06-01
According to Hochschild's (1983. The Managed Heart. Berkeley: University of California Press) classification of emotional labour, nursing staff express high emotional labour. This paper investigates how nursing staff influence job satisfaction and organizational commitment when they perform emotional labour. This paper examines the relationship between emotional labour, job satisfaction, and organizational commitment from the perspective of nursing staff. A questionnaire survey was carried out to explore these interrelationships. Teaching hospital in Taiwan. Questionnaires were distributed to 500 nursing staff; 295 valid questionnaires were collected and analysed-a 59% response rate. The questionnaires contained items on emotional labour, job satisfaction, and organizational commitment as well as some basic socio-demographics. In addition, descriptive statistics, correlation and linear structure relation (LISREL) were computed. Emotional display rule (EDR) was significantly and negatively related to job satisfaction. Surface acting (SA) was not significantly related to job satisfaction but demonstrated a significantly negative relationship with organizational commitment. Deep acting (DA) significantly and positively correlated with job satisfaction but demonstrated no significance with organizational commitment. The variety of emotions required (VER) was not significantly related to job satisfaction; frequency and duration of interaction (FDI) and negatively related to job satisfaction; and job satisfaction significantly and positively correlated with organizational commitment. We found that some dimensions of emotional labour significantly relate to job satisfaction. Job satisfaction positively affects organizational commitment and has an intervening effect on DA and organizational commitment.
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Rashad, Inas; Sarpong, Eric
2008-12-01
The incidence of 'job lock' in the health insurance context has long been viewed as a potential problem with employer-provided health insurance, a concept that was instrumental in the passage of the United States Consolidated Omnibus Budget Reconciliation Act of 1986, and later, the Health Insurance Portability and Accountability Act in 1996. Several recent developments in healthcare in the USA include declining healthcare coverage and a noticeable shift in the burden of medical care costs to employees. If these developments cause employees with employer-provided health insurance to feel locked into their jobs, optimal job matches in the labor force may not take place. A summary of the seminal papers in the current literature on the topic of job lock is given, followed by an empirical exercise using single individuals from the National Health Interview Survey (1997-2003) and the 1979 cohort of the National Longitudinal Survey of Youth (1989-2000). Econometric methods used include difference in differences, ordinary least squares and individual fixed effects models, in gauging the potential effect that employer-provided health insurance may have on job tenure and voluntary job departure. Our findings are consistent with recent assertions that there is some evidence of job lock. Individuals with employer-provided health insurance stay on the job 16% longer and are 60% less likely to voluntarily leave their jobs than those with insurance that is not provided by their employers. Productivity may not be optimal if incentives are altered owing to the existence of fringe benefits, such as health insurance. Further research in this area should determine whether legislation beyond the Consolidated Omnibus Budget Reconciliation Act and Health Insurance Portability and Accountability Act laws is needed.
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Webster-Trotman, Shana P.
2010-01-01
In 2008, 33.7 million Americans teleworked from home. The Telework Enhancement Act (S. 707) and the Telework Improvements Act (H.R. 1722) of 2009 were designed to increase the number of teleworkers. The research problem addressed was the lack of understanding of factors that influence home-based teleworkers' job satisfaction. Job dissatisfaction…
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Energy Technology Data Exchange (ETDEWEB)
Fahl, U.; Kuester, R.; Ellersdorfer, I. [Inst. fuer Energiewirtschaft und Rationelle Energieanwendung (IER), Univ. Stuttgart (Germany)
2005-07-15
In view of the high unemployment rate in Germany today, the criterion of job creation should also applied to environmental and energy policy. At the same time, the climate protection goals of the Kyoto convention must be met. In this light, the established instrument of job effect analysis of political decisions is gaining new topicality. Especially the EEG (Renewables Act) is viewed by many as a means of creating jobs, with an estimate of about 120,000 new jobs. The contribution presents a critical analysis of this expectation. (orig.)
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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)
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2010-04-27
... Non-Urban Homeless Female Veterans and Homeless Veterans With Families' Reintegration Into Employment... addresses complex problems facing Homeless Female Veterans and/or Veterans with Families eligible to... (including job readiness, literacy training, and skills training) to expedite the reintegration of homeless...
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Zoss, Angela M.; Conover, Michael; Börner, Katy
This paper details a methodology for capturing, analyzing, and communicating one specific type of real time data: advertisements of currently available academic jobs. The work was inspired by the American Recovery and Reinvestment Act of 2009 (ARRA) [2] that provides approximately 100 billion for education, creating a historic opportunity to create and save hundreds of thousands of jobs. Here, we discuss methodological challenges and practical problems when developing interactive visual interfaces to real time data streams such as job advertisements. Related work is discussed, preliminary solutions are presented, and future work is outlined. The presented approach should be valuable to deal with the enormous volume and complexity of social and behavioral data that evolve continuously in real time, and analyses of them need to be communicated to a broad audience of researchers, practitioners, clients, educators, and interested policymakers, as originally suggested by Hemmings and Wilkinson [1].
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UNEMPLOYMENT IN URBAN ETHIOPIA: DETERMINANTS AND ...
African Journals Online (AJOL)
Eyerusalem
Data from the 2004 wave of the Ethiopian Urban Socio Economic Survey on four major cities of .... public sector jobs and for those with their fathers are civil servants. Haile (2003), using ... not address rural unemployment. Two econometric ...
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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...
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Air quality and urban form in U.S. urban areas: evidence from regulatory monitors.
Clark, Lara P; Millet, Dylan B; Marshall, Julian D
2011-08-15
The layout of an urban area can impact air pollution via changes in emissions and their spatial distribution. Here, we explore relationships between air quality and urban form based on cross-sectional observations for 111 U.S. urban areas. We employ stepwise linear regression to quantify how long-term population-weighted outdoor concentrations of ozone, fine particulate matter (PM(2.5)), and other criteria pollutants measured by the U.S. Environmental Protection Agency depend on urban form, climate, transportation, city size, income, and region. Aspects of urban form evaluated here include city shape, road density, jobs-housing imbalance, population density, and population centrality. We find that population density is associated with higher population-weighted PM(2.5) concentrations (p urban form variables are associated with 4%-12% changes in population-weighted concentrations-amounts comparable, for example, to changes in climatic factors. Our empirical findings are consistent with prior modeling research and suggest that urban form could potentially play a modest but important role in achieving (or not achieving) long-term air quality goals.
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Diogo, V.; Schlecht, E.; Buerkert, A.; Rufino, M.C.; Wijk, van M.T.
2013-01-01
In many African cities urban and peri-urban agriculture (UPA) plays a major role in creating jobs and contributing to food security. However, many small-scale UPA systems are characterised by excessive nutrient inputs to the livestock unit and poor handling of manure. To assess the impact of
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Tran, Bach Xuan; Van Hoang, Minh; Nguyen, Hinh Duc
2013-01-30
Job satisfaction among health workers is an important indicator in assessing the performance and efficiency of health services. This study measured job satisfaction and determined associated factors among health workers in 38 commune health stations in an urban district and a rural district of Hanoi, Vietnam. A total of 252 health workers (36 medical doctors and 216 nurses and technicians; 74% female) were interviewed. A job satisfaction measure was developed using factor analysis, from which four dimensions emerged, namely 'benefits and prospects,' 'facility and equipment,' 'performance,' and 'professionals.' The results demonstrate that respondents were least satisfied with the following categories: salary and incentives (24.0%), benefit packages (25.1%), equipment (35.7%), and environment (41.8%). The average satisfaction score was moderate across four domains; it was the highest for 'performance' (66.6/100) and lowest for 'facility and equipment' (50.4/100). Tobit-censored regression models, constructed using stepwise selection, determined significant predictors of job satisfaction including age, areas of work and expertise, professional education, urban versus rural setting, and sufficient number of staff. The findings highlight the need to implement health policies that focus on incentives, working conditions, workloads, and personnel management at grassroots level.
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Antrop-Gonzalez, Rene
2011-01-01
Large, comprehensive urban high schools were designed and constructed with the belief that they could meet the needs of all its students, academic and otherwise. By and large, however, these schools have only done a good job of sorting students for specific jobs in a society based on capitalism and White supremacy. Consequently, students schooled…
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77 FR 64514 - Sunshine Act Meeting; Open Commission Meeting; Wednesday, October 17, 2012
2012-10-22
... Middle Class Tax Relief and Job AFFAIRS. Creation Act of 2012 (CG Docket No. 12-129); Establishment of a... Class Tax Relief and Job Creation Act of 2012. 3 OFFICE OF Title: Amendment of Part 27 of ENGINEERING... other mobility aids. Sign language interpreters, open captioning, and assistive listening devices will...
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20 CFR 638.812 - State and local taxation of Job Corps deliverers.
2010-04-01
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false State and local taxation of Job Corps deliverers. 638.812 Section 638.812 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF... § 638.812 State and local taxation of Job Corps deliverers. The Act provides that transactions conducted...
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Utilizing Cross-Cultural Curricula To Improve Interpersonal Job Skills Training.
Barker, Shirl A.
2002-01-01
An experimental group of 65 secondary vocational students received cross-cultural training focused on interpersonal communication and job skills. Compered with 65 controls, the experimental group had significantly better interpersonal skills. Differences in terms of gender, ethnicity, and rural/urban location were found. (Contains 18 references.)…
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Job-Structure and Job-Related Information
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.
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The U.S. Forest Service Job Corps 28 Civilian Conservation Centers
Larry J. Dawson; Alicia D. Bennett
2011-01-01
In 1964, President Lyndon B. Johnson laid out his plan for the Great Society. His vision for America was one in which all segments of society could participate equally. To this end, the Economic Opportunity Act, which created Job Corps, was passed. The Job Corps program provides economically disadvantaged youth, ages 16-24, with the academic, vocational, and social...
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Whipp, Joan L.; Geronime, Lara
2017-01-01
Correlation analysis was used to analyze what experiences before and during teacher preparation for 72 graduates of an urban teacher education program were associated with urban commitment, first job location, and retention in urban schools for 3 or more years. Binary logistic regression was then used to analyze whether urban K-12 schooling,…
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[Current status of job burnout in in-service sailors from 13 provinces and cities in China].
Shi, L C; Dai, J J; Wang, H R; Wang, J L; Miao, L Q; Yang, L R
2017-12-20
Objective: To investigate the current status of job burnout in in-service sailors, and to provide a basis for the development of intervention measures for job burnout in sailors. Methods: From September 2015 to May 2016, stratified cluster random sampling was used to select 6 172 in-service sailors from 13 provinces and cities as research subjects. General demographic data including age, education background, and household registration and occupational characteristics such as job position, navigating zone, and nature of employment were collected. The Maslach Burnout Inventory-General Survey (MBI-GS) was used to measure the levels of emotional exhaustion, depersonalization, low occupational efficiency, and job burnout, and the influencing factors for job burnout were also analyzed. Results: Of all 6 172 in-service sailors, 112 (1.8%) had a positive result in emotional exhaustion, 870 (14.1%) had a positive result in depersonalization, and 3 517 (57.0%) had a positive result in low occupational efficiency. Of all sailors, 63.3% had job burnout, among whom 54.1% had mild burnout, 8.7% had moderate burnout, and 0.5% had severe burnout. There was a significant difference in the score of job burnout between the sailors with different ages, education backgrounds, types of household registration, job positions, navigating zones, ornature of employment ( P burnout in in-service sailors ( P burnout in the sailors with an age of 30-39 years, education background of junior college or above, urban registration, a job position of second mate/third engineer, a navigating zone of coastal lines, orthe nature of employment of freelance sailor. Conclusion: There is a high incidence rate of job burnout among in-service sailors, and the sailors with a young age, urban registration, a navigating zone of coastal lines, or thenature of employment of freelance sailor tend to have low occupational efficiency. Related measures should be adopted for active intervention.
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Driving forces in the Greenlandic urbanization
DEFF Research Database (Denmark)
Hendriksen, Kåre
2014-01-01
Generally urbanization is recognised as a natural development where the population is mowing into the larger towns driven by e.g. better job opportunities, larger product and service supply and better education and health services, and it is often argued that this is also the driving forces...... support and with limited export oriented value creation. It will be disused how the previous and present urbanization interact with a sustainable development and what is the core prerequisites for sustainable towns and settlements....
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Ephraim, Patti L; Hill-Briggs, Felicia; Roter, Debra L; Bone, Lee R; Wolff, Jennifer L; Lewis-Boyer, LaPricia; Levine, David M; Aboumatar, Hanan J; Cooper, Lisa A; Fitzpatrick, Stephanie J; Gudzune, Kimberly A; Albert, Michael C; Monroe, Dwyan; Simmons, Michelle; Hickman, Debra; Purnell, Leon; Fisher, Annette; Matens, Richard; Noronha, Gary J; Fagan, Peter J; Ramamurthi, Hema C; Ameling, Jessica M; Charlston, Jeanne; Sam, Tanyka S; Carson, Kathryn A; Wang, Nae-Yuh; Crews, Deidra C; Greer, Raquel C; Sneed, Valerie; Flynn, Sarah J; DePasquale, Nicole; Boulware, L Ebony
2014-07-01
Given their high rates of uncontrolled blood pressure, urban African Americans comprise a particularly vulnerable subgroup of persons with hypertension. Substantial evidence has demonstrated the important role of family and community support in improving patients' management of a variety of chronic illnesses. However, studies of multi-level interventions designed specifically to improve urban African American patients' blood pressure self-management by simultaneously leveraging patient, family, and community strengths are lacking. We report the protocol of the Achieving Blood Pressure Control Together (ACT) study, a randomized controlled trial designed to study the effectiveness of interventions that engage patient, family, and community-level resources to facilitate urban African American hypertensive patients' improved hypertension self-management and subsequent hypertension control. African American patients with uncontrolled hypertension receiving health care in an urban primary care clinic will be randomly assigned to receive 1) an educational intervention led by a community health worker alone, 2) the community health worker intervention plus a patient and family communication activation intervention, or 3) the community health worker intervention plus a problem-solving intervention. All participants enrolled in the study will receive and be trained to use a digital home blood pressure machine. The primary outcome of the randomized controlled trial will be patients' blood pressure control at 12months. Results from the ACT study will provide needed evidence on the effectiveness of comprehensive multi-level interventions to improve urban African American patients' hypertension control. Copyright © 2014 Elsevier Inc. All rights reserved.
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Nowak, Kenneth M.; Hanson, Alan L.
1983-01-01
Examined the relationship of stress, personality characteristics, and cognitive hardiness to job performance, burnout, and physical illness in resident assistants (N=37). Results indicated cognitive hardiness acts as a buffer against burnout and physical illness. Resident assistants rating themselves as Type A received poorer job performance…
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24 CFR 570.614 - Architectural Barriers Act and the Americans with Disabilities Act.
2010-04-01
... with disabilities. Further, the ADA requires the removal of architectural barriers and communication... 24 Housing and Urban Development 3 2010-04-01 2010-04-01 false Architectural Barriers Act and the... GRANTS Other Program Requirements § 570.614 Architectural Barriers Act and the Americans with...
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General Accounting Office, Washington, DC.
The Government Accounting Office (GAO) conducted an examination of patterns and causes of fraud in Comprehensive Employment and Training Act (CETA) programs to determine how implementation of Job Training Partnership Act (JTPA) programs might be made less vulnerable to exploitation. GAO's investigation found that fraud and abuse in CETA programs…
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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...
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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...
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Americans with Disabilities Act considerations for the practice of occupational medicine
St.clair, Steven; Shults, Theodore
1993-01-01
The Americans with Disabilities Act (ADA), although developed in the context of civil rights legislation, is likely to have notable impact on the practice of occupational medicine. The ADA contains provisions limiting the use of preplacement examinations to determinations of the capability to perform the essential functions of the job and of direct threat to the health and safety of the job applicant and others. The Title 1 employment provisions of the ADA established definitions and requirements similar to those found in section 504 of the Rehabilitation Act of 1973, as amended; leading cases that have been litigated under the Rehabilitation Act, as amended, are described. The limitations of available scientific and medical information related to determinations of job capability and direct threat and ramifications of the ADA on the practice of occupational medicine are discussed.
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A theoretical framework on CSR and urban development
Tsavdaridou, Maria; Metaxas, Theodore
2015-01-01
The role of enterprises in society is without doubt controversial nowadays due to the economic crisis. Although enterprises offer infrastructures, jobs, innovative solutions to local communities their primary goal is profit in order to be competitive and sustainable. This article examines the implementation of urban development projects under the CSR strategy and provides case studies of European enterprises that offered successful urban development projects in their local communities. There...
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The Influence of Green Infrastructure on Urban Resilience in Greater London
Oh, Yukyung
2017-04-01
High population densities and diverse economic activities in urban areas create social issues as well as a range of environmental impacts including air pollution, soil contamination, loss of biodiversity and health problems (Alberti et al., 2003; Dobbs, Escobedo, & Zipperer, 2011; Grimm et al., 2008). The concept of urban resilience has been used for increasing the capacity of the entities and players to adapt to rapid changes, and urban green spaces play a crucial role in increasing urban resilience. Greater London has a good case for increasing urban green spaces and resilience under the London Plan. The relevance of urban open spaces and several socioeconomic indicators would provide researchers and policy makers with the information for managing green coverage. The correlation analysis of two quantitative data such as open space and socioeconomic data of Greater London was conducted with SPSS. The data for open spaces in Greater London was gained through Greenspace Information for Greater London. The data was converted from vector to raster in Geographic Information System (GIS), so as to calculate landscape metrics for open spaces in Greater London through a spatial pattern analysis program, FRAGSTATS 4.2. The socioeconomic data was obtained from "London Borough Profile", London Datastore. In addition, data on total carbon emissions from Industry and Commercial, Domestic, Transport, LULUCF Net Emissions, and per capita emissions were gained from UK local authority and regional carbon dioxide emissions national statistics: 2005-2014 released from Department of Energy and Climate Change. The indicators from open spaces are total area of open space and patch density or contagion of open spaces. The latter indicator allows to figure out the level of fragmentation of open spaces. The socioeconomic indicators cover number of jobs by workplace, jobs density, crime rates per thousand population, and several wellbeing indicators such as life satisfaction
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Directory of Open Access Journals (Sweden)
Bach Xuan Tran
2013-01-01
Full Text Available Background: Job satisfaction among health workers is an important indicator in assessing the performance and efficiency of health services. Objective: This study measured job satisfaction and determined associated factors among health workers in 38 commune health stations in an urban district and a rural district of Hanoi, Vietnam. A total of 252 health workers (36 medical doctors and 216 nurses and technicians; 74% female were interviewed. A job satisfaction measure was developed using factor analysis, from which four dimensions emerged, namely ‘benefits and prospects,’ ‘facility and equipment,’ ‘performance,’ and ‘professionals.’ Results: The results demonstrate that respondents were least satisfied with the following categories: salary and incentives (24.0%, benefit packages (25.1%, equipment (35.7%, and environment (41.8%. The average satisfaction score was moderate across four domains; it was the highest for ‘performance’ (66.6/100 and lowest for ‘facility and equipment’ (50.4/100. Tobit-censored regression models, constructed using stepwise selection, determined significant predictors of job satisfaction including age, areas of work and expertise, professional education, urban versus rural setting, and sufficient number of staff. Conclusion: The findings highlight the need to implement health policies that focus on incentives, working conditions, workloads, and personnel management at grassroots level.
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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.
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Developing Jobs and Neighborhoods through Small Business Growth: Recommendations for Action.
Holzman, Michael S.
Research was conducted to define methods for creating jobs for urban youth through small business expansion, particularly in Chicago. This report presents recommendations derived from the research. The first section suggests ways of increasing the effectiveness of Chicago's small business/neighborhood economic development efforts. The second…
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Bozionelos, Georgios
2016-08-01
The research investigated the relationship of emotion work directed towards customers and towards coworkers with job satisfaction in Saudi Arabia. Emotion work means the requirement to display particular emotions as part of the job and includes surface acting where actual emotions differ from displayed emotions and deep acting where displayed and felt emotions are congruent. Participants were 147 flight attendants (31 men, 116 women; mean age = 36.9 years, SD = 7.5) employed by a major Saudi Arabian airline, who were either Saudi nationals or nationals of other Gulf Arab countries. Data were collected with questionnaires. Analysis was based on the General Linear Model and indicated that deep acting towards customers and towards coworkers was positively related to job satisfaction. On the other hand, the hypothesized negative relationship between surface acting and job satisfaction was not supported. Organizational trust moderated the relationship of emotion work with job satisfaction. The findings indicate the importance of considering emotion work in interactions with coworkers along with the influence of national culture in the relationships of emotion work with key variables. © The Author(s) 2016.
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CSIR Research Space (South Africa)
Simalabwi, Alex
2017-01-01
Full Text Available , 2017 Pretoria, South Africa Water, Jobs, Industrial development and implementation of SDGs in Africa www.gwp.org October 2017 2/19 Outline 1. Introduction: industry and its linkages with resources, other devts., society) 2. Some initiatives.....GWP Africa and AU collaboration Water, Jobs, Industrial development and implementation of SDGs in Africa www.gwp.org October 2017 8/19 Water SDG Investment and Financing Water, Climate and Development Integrated Urban Water Management...
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Training young rural women to find urban jobs in Bangladesh | IDRC ...
International Development Research Centre (IDRC) Digital Library (Canada)
2016-04-20
Apr 20, 2016 ... But not everyone has equal access to these jobs. ... Researchers supported by IDRC evaluate a training program to ... in Bangladesh's Daily Star Equip youth with skills to accelerate growth ... Careers · Contact Us · Site map.
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The impact of job crafting on job demands, job resources, and well-being.
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.
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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
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Rural-to-urban migration and the shadow wage in LDCs.
Renard, R
1984-04-01
"This paper discusses the amount of rural-to-urban migration which will be forthcoming when a new urban job is created for which an institutionally fixed wage above the market-clearing level is offered. A simple formula is proposed to estimate migration response. It can be used to calculate the shadow wage in cost-benefit analysis (CBA) in less developed countries (LDCs)." excerpt
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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.
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20 CFR 670.400 - Who is eligible to participate in the Job Corps program?
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...
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20 CFR 670.490 - How long may a student be enrolled in Job Corps?
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...
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Job design and job stress in office workers.
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.
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Adult Learning Meets the Green Economy: Lessons from a Green Jobs Education Project
Wagner, Cecelia
2013-01-01
The new "green economy" affects adult education and workforce development as adult workers seek skills and knowledge that will help them find success in work and life. Recent years have brought about increased interest in and discussion of training for green jobs. Since the introduction of the Green Jobs Act in 2007, questions about how exactly to…
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How Urbanization Affects Employment and Social Interactions
Sato, Yasuhiro; Zenou, Yves
2014-01-01
We develop a model where the unemployed workers in the city can find a job either directly or through weak or strong ties. We show that, in denser areas, individuals choose to interact with more people and meet more random encounters (weak ties) than in sparsely populated areas. We also demonstrate that, for a low urbanization level, there is a unique steady-state equilibrium where workers do not interact with weak ties, while, for a high level of urbanization, there is a unique steady-state ...
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How Urbanization Affect Employment and Social Interactions
Sato, Yasuhiro; Zenou, Yves
2014-01-01
We develop a model where the unemployed workers in the city can find a job either directly or through weak or strong ties. We show that, in denser areas, individuals choose to interact with more people and meet more random encounters (weak ties) than in sparsely populated areas. We also demonstrate that, for a low urbanization level, there is a unique steady-state equilibrium where workers do not interact with weak ties, while, for a high level of urbanization, there is a unique steady-state ...
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78 FR 38975 - Sunshine Act Meetings
2013-06-28
...-Implementation Section 6401 of the Middle Class Tax Relief and Job Creation Act of 2012 Related to the 1915-1920.... The meeting site is fully accessible to people using wheelchairs or other mobility aids. Sign language...
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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....
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Institute of Scientific and Technical Information of China (English)
陆德梅
2005-01-01
When studying job mobility, economists and sociologists have different focuses: The former tend to emphasize "pure rationality" and "maximized profit" as the driving forces; whereas the latter usually focus on the societal and non-economic factors. Further differences are seen in their discussion of the paths of job mobility: In addition to the formal paths based on the "human (intellectual) capital" illustrated by economists, sociologists emphasize the informal or relational paths based on the "social capital." This paper presents the results of an empirical analysis of the job mobility paths in the Chinese urban labor market in transition. Workers with low levels of education tend to rely upon their "social capital" when they have to change jobs. In contrast, those with higher education tend to obtain job mobility via formal paths, reflecting the value of their "human capital", which is an indicator of a highly effective labor market.
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20 CFR 670.510 - Are Job Corps center operators responsible for providing all vocational training?
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...
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Job autonomy and job satisfaction: new evidence
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, ...
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Decker, Paul T.; Berk, Jillian A.
2011-01-01
In 1998, President Clinton signed the federal Workforce Investment Act (WIA). Implemented in 2000, WIA replaced the Job Partnership Training Act (JTPA) as the primary federal job training program. Congress viewed WIA as a way to end "business as usual" in the workforce investment system. WIA aimed to transform the employment and training…
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Job control and coworker support improve employee job performance.
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.
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RECRUITING NEW TEACHERS TO URBAN SCHOOL DISTRICTS: WHAT INCENTIVES
Directory of Open Access Journals (Sweden)
ANTHONY T. MILANOWSKI
2009-08-01
Full Text Available Many urban districts in the United States have difficulty attracting and retaining quality teachers, yet they are often themost in need of them. In response, U.S. states and districts are experimenting with financial incentives to attract andretain high-quality teachers in high-need, low-achieving, or hard-to-staff urban schools. However, relatively little isknown about how effective financial incentives are for recruiting new teachers to high-need urban schools. This researchexplores factors that are important to the job choices of teachers in training. Focus groups were held with students atthree universities, and a policy-capturing study was done using 64 job scenarios representing various levels of pay andworking conditions. Focus group results suggested that: a many pre-service teachers, even relatively late in their preparation,are not committed to a particular district and are willing to consider many possibilities, including high needschools; b although pay and benefits were attractive to the students, loan forgiveness and subsidies for further educationwere also attractive; and c small increments of additional salary did not appear as important or attractive as otherjob characteristics. The policy-capturing study showed that working conditions factors, especially principal support, hadmore influence on simulated job choice than pay level, implying that money might be better spent to attract, retain, ortrain better principals than to provide higher beginning salaries to teachers in schools with high-poverty or a high proportionof students of color.
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Factors associated with job satisfaction by Chinese primary care providers.
Shi, Leiyu; Song, Kuimeng; Rane, Sarika; Sun, Xiaojie; Li, Hui; Meng, Qingyue
2014-01-01
This study provides a snapshot of the current state of primary care workforce (PCW) serving China's grassroots communities and examines the factors associated with their job satisfaction. Data for the study were from the 2011 China Primary Care Workforce Survey, a nationally representative survey that provides the most current assessment of community-based PCW. Outcome measures included 12 items on job satisfaction. Covariates included intrinsic and extrinsic factors associated with job satisfaction. In addition, PCW type (i.e., physicians, nurses, public health, and village doctors) and practice setting (i.e., rural versus urban) were included to identify potential differences due to the type of PCW and practice settings. The overall satisfaction level is rather low with only 47.6% of the Chinese PCW reporting either satisfied or very satisfied with their job. PCW are least satisfied with their income level (only 8.6% are either satisfied or very satisfied), benefits (12.8%), and professional development (19.5%). They (particularly village doctors) are also dissatisfied with their workload (37.2%). Lower income and higher workload are the two major contributing factors toward job dissatisfaction. To improve the general satisfaction level, policymakers must provide better pay and benefits and more opportunities for career development, particularly for village doctors.
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20 CFR 628.535 - Limitations on job search assistance.
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...
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76 FR 27103 - Privacy Act of 1974; System of Records
2011-05-10
...., Education Jobs Fund, Public Law 111-226, 124 Stat. 2389, sec. 101 (Aug. 10, 2010) (``[T]he amount under this... Recovery Act was enacted on February 17, 2009, in order to make supplemental appropriations for job... of records contains information relevant to the retention of an employee, the retention of a security...
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COORDINATES OF THE DEVELOPMENT OF TOURISM IN URBAN AREA
Directory of Open Access Journals (Sweden)
Carmen-Maria IORDACHE
2012-01-01
Full Text Available Internationally, urban tourism began to develop gradually from the '80s, nowadays being a distinct form of tourism whose importance is increasing. Thus, there were concerns about specific facilities for different categories of visitors and their harmonization with the demands of caring for the smooth functioning of urban settlements. By adding tourism to the local economy inventory activities of an urban area, it can be considered a catalyst and a reviving factor for strengthening urban cities especially because it represents an important source of income and it is responsible for creating thousands of jobs. Given the need to adapt to the demands of tourists, this paper attempts to clarify some issues related to content, characteristics and influencing factors of urban tourism, but also the adoption of policies for exploitation through tourism of the specific elements of urban space and urban tourism prospects.
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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 ...
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Job Satisfaction and Job Performance at the Work Place
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...
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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
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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...
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The impact of job crafting on job demands, job resources, and well-being
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
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Big Five personality traits, job satisfaction and subjective wellbeing in China.
Zhai, Qingguo; Willis, Mike; O'Shea, Bob; Zhai, Yubo; Yang, Yuwen
2013-01-01
This paper examines the effect of the Big Five personality traits on job satisfaction and subjective wellbeing (SWB). The paper also examines the mediating role of job satisfaction on the Big Five-SWB relationship. Data were collected from a sample of 818 urban employees from five Chinese cities: Harbin, Changchun, Shenyang, Dalian, and Fushun. All the study variables were measured with well-established multi-item scales that have been validated both in English-speaking populations and in China. The study found only extraversion to have an effect on job satisfaction, suggesting that there could be cultural difference in the relationships between the Big Five and job satisfaction in China and in the West. The study found that three factors in the Big Five--extraversion, conscientiousness, and neuroticism--have an effect on SWB. This finding is similar to findings in the West, suggesting convergence in the relationship between the Big Five and SWB in different cultural contexts. The research found that only the relationship between extraversion and SWB is partially mediated by job satisfaction, implying that the effect of the Big Five on SWB is mainly direct, rather than indirect via job satisfaction. The study also found that extraversion was the strongest predictor of both job satisfaction and SWB. This finding implies that extraversion could be more important than other factors in the Big Five in predicting job satisfaction and SWB in a "high collectivism" and "high power distance" country such as China. The research findings are discussed in the Chinese cultural context. The study also offers suggestions on the directions for future research.
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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...
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29 CFR 1620.14 - Testing equality of jobs.
2010-07-01
... Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.14... must be met in order for the equal pay standard to apply. It should be kept in mind that “equal” does..., or responsibility required for the performance of jobs will not render the equal pay standard...
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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...
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Determinants of urban job attainment in Kenya across time : Education and quality of jobs by gender
W.R. Wamuthenya (Wambui Rose)
2010-01-01
textabstractKenya has experienced a sharp decline in formal sector employment and a corresponding increase in informal sector employment. This paper examines the role played by various factors in influencing the sorting of individuals into different sectors of employment in urban Kenya. It examines
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Restaurant employment before and after the New York City Smoke-Free Air Act.
Hyland, A; Cummings, K M
1999-01-01
The purpose of this study was to observe trends in the number of restaurants and restaurant employees two years before and two years after the New York City Smoke-Free Air Act took effect in April, 1995. Between April 1993 and April 1997, New York City added 19,347 new restaurant jobs (18% increase) while the rest of the state outside the immediate metropolitan area added 7,423 new jobs (5% increase). The rate of growth in the number of restaurants was comparable among New York City, neighboring counties, and the rest of the state. The data suggest that the New York City Smoke-Free Air Act did not result in job losses for the city's restaurant industry.
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20 CFR 670.520 - Are students permitted to hold jobs other than work-based learning opportunities?
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...
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20 CFR 670.430 - What entities conduct outreach and admissions activities for the Job Corps program?
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...
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On-the-job-training, job search and job mobility
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...
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Wang, Bo; Wu, Tao; Huang, Yafang; Guo, Aimin
2014-01-01
Background On-the-job training is an important strategy for general practitioners to deliver appropriately community health services in China. The development of basic professional competence for general practitioners is the main goal of on-the-job training program. The aim of this study was to explore the needs of and the challenges to on-the-job training for general practitioners, and to provide advices for policy-makers to carry out this program more effectively. Methods We conducted 3 nominal group techniques, 17 in-depth interviews and 3 focus groups to identify the status of, needs of and challenges to on-the-job training for general practitioners in Liaoning, Ningxia, and Fujian provinces from September 2011 until December 2011. Audiotapes and transcripts were analyzed to identify major themes. Content analysis of the data was completed from January 2012 to March 2012. Results Basic theoretical knowledge and clinical skills were the main needs for general practitioners during on-the-job training. The challenges during training included the time contradiction between work and training, deficiencies of qualified preceptors, and lack of training funds. Participants gave recommendations how to resolve the above problems. Conclusions In order to improve the outcomes of general practice on-the-job training, it is necessary for government officials to resolve the contradiction between work and training, train preceptors continuously, and increase financial support in the training program. PMID:24728399
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Zhao, Yali; Chen, Rui; Wang, Bo; Wu, Tao; Huang, Yafang; Guo, Aimin
2014-01-01
On-the-job training is an important strategy for general practitioners to deliver appropriately community health services in China. The development of basic professional competence for general practitioners is the main goal of on-the-job training program. The aim of this study was to explore the needs of and the challenges to on-the-job training for general practitioners, and to provide advices for policy-makers to carry out this program more effectively. We conducted 3 nominal group techniques, 17 in-depth interviews and 3 focus groups to identify the status of, needs of and challenges to on-the-job training for general practitioners in Liaoning, Ningxia, and Fujian provinces from September 2011 until December 2011. Audiotapes and transcripts were analyzed to identify major themes. Content analysis of the data was completed from January 2012 to March 2012. Basic theoretical knowledge and clinical skills were the main needs for general practitioners during on-the-job training. The challenges during training included the time contradiction between work and training, deficiencies of qualified preceptors, and lack of training funds. Participants gave recommendations how to resolve the above problems. In order to improve the outcomes of general practice on-the-job training, it is necessary for government officials to resolve the contradiction between work and training, train preceptors continuously, and increase financial support in the training program.
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An Analysis of the Determinants of Rural to Urban Migration Among ...
African Journals Online (AJOL)
An Analysis of the Determinants of Rural to Urban Migration Among Rural Youths ... and permanent job opportunities, access to social services and infrastructure, ... partnerships and management of value chains for effective mainstreaming of ...
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Fiscal autonomy of urban councils in Zimbabwe
African Journals Online (AJOL)
LAW
current system of decentralisation entrenches the financial autonomy of urban ..... of the UCA to deploy auditors to inspect the accounts of urban councils ..... Act; the payment of compensation; the liquidation of the principal monies owing on.
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Zhao, Yali; Chen, Rui; Wang, Bo; Wu, Tao; Huang, Yafang; Guo, Aimin
2014-01-01
BACKGROUND: On-the-job training is an important strategy for general practitioners to deliver appropriately community health services in China. The development of basic professional competence for general practitioners is the main goal of on-the-job training program. The aim of this study was to explore the needs of and the challenges to on-the-job training for general practitioners, and to provide advices for policy-makers to carry out this program more effectively. METHODS: We conducted 3 n...
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2012-06-07
... of a data breach. (See also on HUD's privacy Web site, Appendix I for other ways that the Privacy Act... DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT [Docket No. FR-5613-N-04] Privacy Act of 1974; Notification to Update an Existing Privacy Act System of Records, ``Grievance Records'' AGENCY: Office of the...
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Jobs masonry in LHCb with elastic Grid Jobs
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
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Bobos in Paradise: Urban Politics and the New Economy
Gilles Saint-Paul
2015-01-01
This paper provides some elements to explain the observed takeover in some urban areas of a new kind of elite associated with new economy jobs, also known as "bourgeois bohème" (bobos). This takeover has been associated with greater investment in urban amenities and "clean" means of transport, with adverse effects on commuting time. The model allows us to explain those developments by productivity is growth in the new economy, and by the differences in production processes between the new and...
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Cho, Sung-Hyun; Lee, Ji Yun; Mark, Barbara A; Jones, Cheryl B
2014-01-01
Nurses are known to migrate from rural to urban areas, which may cause geographic imbalances in the workforce. The aim of this study was to compare new graduate nurse retention based on the type of geographic area (capital, metropolitan, and nonmetropolitan) of their first job and their job satisfaction by geographic location. The sample included 533 nursing graduates working full-time as registered nurses in hospitals or clinics. Survival analysis was conducted to compare nurse retention in three geographic locations. Survival curves for nurses in capital and nonmetropolitan areas were significantly different. The 1-, 2-, and 3-year survival probabilities of nurses in the capital were .923, .881, and .872, respectively, whereas those in nonmetropolitan areas were .887, .776, and .672, respectively. Nurses in nonmetropolitan areas were more dissatisfied with pay (odd ratio [OR] = 1.820, p = .009), fringe benefits (OR =1.893, p = .015), employment security (OR =2.640, p = .033), and personal growth (OR =1.626, p = .045) than those in the capital. Nurses employed in nonmetropolitan areas were more mobile and less satisfied with their jobs than those in the capital. Copyright © 2014 Elsevier Inc. All rights reserved.
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Gold, Paul B; Meisler, Neil; Santos, Alberto B; Carnemolla, Mark A; Williams, Olivia H; Keleher, Jennie
2006-01-01
Urban-based randomized clinical trials of integrated supported employment (SE) and mental health services in the United States on average have doubled the employment rates of adults with severe mental illness (SMI) compared to traditional vocational rehabilitation. However, studies have not yet explored if the service integrative functions of SE will be effective in coordinating rural-based services that are limited, loosely linked, and geographically dispersed. In addition, SE's ability to replicate the work outcomes of urban programs in rural economies with scarce and less diverse job opportunities remains unknown. In a rural South Carolina county, we designed and implemented a program blending Assertive Community Treatment (ACT) with an SE model, Individual Placement and Support (IPS). The ACT-IPS program operated with ACT and IPS subteams that tightly integrated vocational with mental health services within each self-contained team. In a 24-month randomized clinical trial, we compared ACT-IPS to a traditional program providing parallel vocational and mental health services on competitive work outcomes for adults with SMI (N = 143; 69% schizophrenia, 77% African American). More ACT-IPS participants held competitive jobs (64 versus 26%; p < .001, effect size [ES] = 0.38) and earned more income (median [Mdn] = $549, interquartile range [IQR] = $0–$5,145, versus Mdn = $0, IQR = $0–$40; p < .001, ES = 0.70) than comparison participants. The competitive work outcomes of this rural ACT-IPS program closely resemble those of urban SE programs. However, achieving economic self-sufficiently and developing careers probably require increasing access to higher education and jobs imparting marketable technical skills. PMID:16177278
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women's access to emerging urban land in the sissala east district
African Journals Online (AJOL)
User
The evidence shows that though women do access and hold urban land rights through purchase, they ..... More married women own land than unmarried women. ... satisfied with her” (UNCHS-Habitat, 2001). ... nerative jobs as shown in Fig.
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Directory of Open Access Journals (Sweden)
Yali Zhao
Full Text Available BACKGROUND: On-the-job training is an important strategy for general practitioners to deliver appropriately community health services in China. The development of basic professional competence for general practitioners is the main goal of on-the-job training program. The aim of this study was to explore the needs of and the challenges to on-the-job training for general practitioners, and to provide advices for policy-makers to carry out this program more effectively. METHODS: We conducted 3 nominal group techniques, 17 in-depth interviews and 3 focus groups to identify the status of, needs of and challenges to on-the-job training for general practitioners in Liaoning, Ningxia, and Fujian provinces from September 2011 until December 2011. Audiotapes and transcripts were analyzed to identify major themes. Content analysis of the data was completed from January 2012 to March 2012. RESULTS: Basic theoretical knowledge and clinical skills were the main needs for general practitioners during on-the-job training. The challenges during training included the time contradiction between work and training, deficiencies of qualified preceptors, and lack of training funds. Participants gave recommendations how to resolve the above problems. CONCLUSIONS: In order to improve the outcomes of general practice on-the-job training, it is necessary for government officials to resolve the contradiction between work and training, train preceptors continuously, and increase financial support in the training program.
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The radiology job market: analysis of the ACR jobs board.
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.
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Directory of Open Access Journals (Sweden)
Garry Jacobs
2013-05-01
Full Text Available The remarkable achievements of one of the world's greatest entrepreneurs offer profound insights into the fundamental nature of economy and essential missing links in prevailing economic theory. The career of Steve Jobs dramatically illustrates the central importance of human capital in modern economy and the almost incalculable contribution that a single individual can make to technological advancement, social innovation and wealth creation, while enhancing the lifestyle of hundreds of millions of people. Jobs demonstrated that the real basis of economic value is providing valuable products and services that fulfill human needs and aspirations, not unregulated markets and financial speculation. His apparent failures point to the dual nature of uncertainty that presides over all human activity - both the ever present threat of error and the untold opportunities hidden behind the veil. Widely regarded as a genius for inventing better products, his greatest commercial achievement has been in recognizing the central importance of services in modern society and fashioning integrated social service systems within which products act as an enabling technology.
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Abusive supervision, psychosomatic symptoms, and deviance: Can job autonomy make a difference?
Velez, Maria João; Neves, Pedro
2016-07-01
Recently, interest in abusive supervision has grown (Tepper, 2000). However, little is still known about organizational factors that can reduce its adverse effects on employee behavior. Based on the Job Demands-Resources Model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001), we predict that job autonomy acts as a buffer of the positive relationship between abusive supervision, psychosomatic symptoms and deviance. Therefore, when job autonomy is low, a higher level of abusive supervision should be accompanied by increased psychosomatic symptoms and thus lead to higher production deviance. When job autonomy is high, abusive supervision should fail to produce increased psychosomatic symptoms and thus should not lead to higher production deviance. Our model was explored among a sample of 170 supervisor-subordinate dyads from 4 organizations. The results of the moderated mediation analysis supported our hypotheses. That is, abusive supervision was significantly related to production deviance via psychosomatic symptoms when job autonomy was low, but not when job autonomy was high. These findings suggest that job autonomy buffers the impact of abusive supervision perceptions on psychosomatic symptoms, with consequences for production deviance. (PsycINFO Database Record (c) 2016 APA, all rights reserved).
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Job hindrances, job resources, and safety performance: The mediating role of job engagement.
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.
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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 ...
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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 ...
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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.
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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.
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Bamundo, Paul J.; Kopelman, Richard E.
1980-01-01
Education and income had a strong impact on the job satisfaction-life satisfaction relationship. Occupation had a modest effect; self-employment had a stronger one. Age and job longevity had a strong curvilinear effect. These relationships become more relevant over time. (Author/JAC)
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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...
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Job Satisfaction and the Neglected Variable of Job Seniority
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…
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20 CFR 670.480 - At what point is an applicant considered to be enrolled in Job Corps?
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...
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The 1970 Clean Air Act and termination of rainfall suppression in a U.S. urban area
Diem, Jeremy E.
2013-08-01
The purpose of this paper is to determine the impact of reduced atmospheric particulate resulting from the Clean Air Act of 1970 on changes in summer rainfall in the Atlanta, Georgia USA region. In order to determine if rainfall at nine candidate stations in the metropolitan area was influenced by changes in particulate concentrations within the 1948-2009 period, predicted rainfall characteristics were derived from rainfall frequencies at nine reference stations located more than 80 km from downtown Atlanta. Both parametric and non-parametric tests were used to test for significant differences between observed values and predicted values within 34 overlapping 30-year periods. For the country as a whole, emissions of PM10 (i.e. particulates with a diameter less than or equal to 10 μm) decreased by approximately 40% from 1970 to 1975. The reduction in emissions caused a rapid rebound in summer rainfall in the Atlanta region. There was suppression of rainfall over and downwind of the Atlanta urbanized area during 30-yr periods that comprise all or portions of the decades of the 1950s, 1960s, and 1970s. This suppression occurred even while urban-related factors that promote rainfall enhancement were present. During the 1948-1977 suppression period, there was a decrease in rainfall of at least 40 mm at affected locales, which is substantial given that the mean seasonal rainfall was approximately 300 mm. The rainfall suppression involved a decrease of heavy-rainfall days. Atlanta is most likely not a unique case; therefore, particulate-induced rainfall suppression might have occurred over and downwind of other U.S. urban areas prior to the late 1970s.
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Airila, Auli; Hakanen, Jari J.; Schaufeli, Wilmar B.|info:eu-repo/dai/nl/073779563; Luukkonen, Ritva; Punakallio, Anne; Lusa, Sirpa
2014-01-01
Using a two-wave 10-year longitudinal design, this study examined the motivational process proposed by the Job Demands-Resources (JD-R) model. The aim was to examine whether work engagement acts as a mediator between job resources (i.e. supervisory relations, interpersonal relations and task
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Jobs masonry in LHCb with elastic Grid Jobs
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...
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DEFF Research Database (Denmark)
Pons Rotger, Gabriel Angel; Nielsen, Thomas Alexander Sick
2015-01-01
This study examines the effect of accessibility to urban jobs via a public transport system on individual earnings and commuting behaviour. The effect of improved public transport based accessibility on these outcomes is determined by exploiting the exogenous variation in access to a public rail ...... with a change in commuting patterns as the improved access to public transport facilitates a shift from employment within the township to better paid jobs in the city centre, as well as in other suburbs of the Copenhagen Metropolitan area...
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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.
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Job demands, job resources, and job performance in japanese workers: a cross-sectional study.
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.
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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.
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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
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Job satisfaction and intention to quit the job.
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.
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Enhancing Self Presentation through Drama at a Community College: Rehearsing for the Job Interview
Socas, John
2014-01-01
In these times of economic uncertainty, successful performance at job interviews has become increasingly important in order to obtain employment. This study examines the experiences of students at an urban community college in an intervention where drama embodied with reflection is used to enhance professionally relevant self-presentation skills.…
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Job Matching and On-the-Job Training.
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...
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Modernism and Urban Renewal in Denmark 1939-1983
DEFF Research Database (Denmark)
Thomsen, Kristian Buhl
The Danish slum clearance and urban renewal policy is an example of a state-led urban planning topic, which was introduced in the years around the Second World War. In this paper it is explained how this topic was under a strong influence from modernist urban planning ideals, which reached Denmark...... through a transnational flow of urban planning ideas in the Western world. The paper explains how the topic developed from the adoption of the first Danish Slum Clearance Act in 1939. Furthermore it explains how modernism as the result of another transnational flow of ideas in the 1960s and 1970s was met...... with criticism, which resulted in a new policy and in the adoption of a new Urban Renewal Act in 1983. The paper is placing Denmark in a Northern European context, and it has its main focus on cases from the two biggest cities of Denmark, Copenhagen and Aarhus....
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One-fifth of nonelderly Californians do not have access to job-based health insurance coverage.
Lavarreda, Shana Alex; Cabezas, Livier
2010-11-01
Lack of job-based health insurance does not affect just workers, but entire families who depend on job-based coverage for their health care. This policy brief shows that in 2007 one-fifth of all Californians ages 0-64 who lived in households where at least one family member was employed did not have access to job-based coverage. Among adults with no access to job-based coverage through their own or a spouse's job, nearly two-thirds remained uninsured. In contrast, the majority of children with no access to health insurance through a parent obtained public health insurance, highlighting the importance of such programs. Low-income, Latino and small business employees were more likely to have no access to job-based insurance. Provisions enacted under national health care reform (the Patient Protection and Affordable Care Act of 2010) will aid some of these populations in accessing health insurance coverage.
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Job Demands, Job Resources, and Job Performance in Japanese Workers: A Cross-sectional Study
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...
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Physician job satisfaction related to actual and preferred job size.
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.
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Di Marco, Donatella; Arenas, Alicia; Giorgi, Gabriele; Arcangeli, Giulio; Mucci, Nicola
2018-01-01
Many studies have focused on the negative effects of discrimination on workers' well-being. However, discrimination does not affect just victims but also those people who witness discriminatory acts or who perceived they are working in a discriminatory work environment. Although perceiving a discriminatory work environment might be a stressor, the presence of job resources might counteract its negative effects, as suggested by the Job Demand-Resources model. The goal of this study is to test the effect of perceiving a discriminatory work environment on workers' psychological well-being when job autonomy and co-workers and supervisor support act as mediator and moderators respectively. To test the moderated mediation model data were gathered with a sample of Italian 114 truckers. Results demonstrated that job autonomy partially mediates the relationship between perceiving a discriminatory work environment and workers' well-being. Main interactional effects have been observed when co-workers support is introduced in the model as moderator, while no main interactional effects exist when supervisor support is introduced. Theoretical and practical implications are discussed.
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Directory of Open Access Journals (Sweden)
Donatella Di Marco
2018-04-01
Full Text Available Many studies have focused on the negative effects of discrimination on workers’ well-being. However, discrimination does not affect just victims but also those people who witness discriminatory acts or who perceived they are working in a discriminatory work environment. Although perceiving a discriminatory work environment might be a stressor, the presence of job resources might counteract its negative effects, as suggested by the Job Demand-Resources model. The goal of this study is to test the effect of perceiving a discriminatory work environment on workers’ psychological well-being when job autonomy and co-workers and supervisor support act as mediator and moderators respectively. To test the moderated mediation model data were gathered with a sample of Italian 114 truckers. Results demonstrated that job autonomy partially mediates the relationship between perceiving a discriminatory work environment and workers’ well-being. Main interactional effects have been observed when co-workers support is introduced in the model as moderator, while no main interactional effects exist when supervisor support is introduced. Theoretical and practical implications are discussed.
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1992-05-01
Urban centers are growing due to natural increase and the movement of people from rural areas. Urban areas are the traditional centers of trade, science, and culture, but growth over a threshold results in crime, congestion, and pollution. Sustainability is threatened in modern towns that are dependent on other sources for food, fuel, or water. Housing, water, food supplies, and sanitation, communication, and transportation services are threatened in rapidly growing cities. In 1990 45/100 people lived in towns or cities. Hyper-cities have grown in number to 20, of which 14 are in developing countries. 83% of world population increase is expected to occur in cities. In 48 countries with faster population growth cities had growth rates averaging about 6.1% per year, and the urban share of total population averaged 2.8%. In 49 countries with slower population growth, urban growth rates averaged only 3.6% per year, and the urban share of total population averaged about 1.8%. Squatter settlements are endemic to urban areas that are congested and without basic services, limited housing particularly for the poor, and few job opportunities. The number of street children in urban areas has risen. This child population is subjected to low wages, overwork, auto accidents, poor health, and lack of social services. Malnutrition is a more serious issue in urban areas. In the Philippines malnutrition is 3% nationally and 9% in Metro Manila. Rural land reform in the Philippines is no longer a viable solution. In Metro Manila squatters are expected to increase in number to 4 million people by the year 2000, which would be almost 50% of total population. The squatter areas are areas of neglect, decay, and poverty. Cities are viewed as development's "blind alleys."
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Job characteristics as determinants of job satisfaction and labour mobility
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...
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Crisis-counselor perceptions of job training, stress, and satisfaction during disaster recovery.
Bellamy, Nikki D; Wang, Min Qi; McGee, Lori A; Liu, Julie S; Robinson, Maryann E
2018-05-03
The United States Crisis Counseling Assistance and Training Program (CCP; authorized by the Robert T. Stafford Disaster Relief and Emergency Assistance Act, 1974/2013) aims to provide disaster-recovery support to communities following natural or human-caused disasters through outreach. Job satisfaction among the crisis counselors the CCP employs may affect the delivery of outreach services to survivors and their communities. The present study was conducted to gain insight into CCP crisis counselors' experiences with job training and work-related stress as predictors of job satisfaction. Data was collected from 47 CCP service-provider agencies, including 532 completed service-provider feedback surveys to examine the usefulness of the CCP training they had received, the support and supervision provided by program management, the workload and its duration, resources provided, and the stress experienced. Quantitative and qualitative data were examined, and a multiple linear regression was calculated to predict job satisfaction based on training usefulness, job stress, gender, age, race, full- or part-time status, highest level of education achieved, and supervisory position. The overall regression equation was significant, F(8, 341) = 8.428, p job training was rated as useful (p job stress (p job satisfaction. Findings suggest that proper training and management of stress among crisis counselors are necessary for influencing levels of staff job satisfaction. Where self-care and stress management were not adequately emphasized, more stress was reported. (PsycINFO Database Record (c) 2018 APA, all rights reserved).
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Job Stress with Supervisor’s Social Support as a Determinant of Work Intrusion on Family Conflict
Directory of Open Access Journals (Sweden)
Azman Ismail
2013-09-01
Full Text Available Purpose: The primary objective of this study is to examine the influence of supervisor’s social support in the correlation between job stress and work intrusion on family conflict.Design/methodology/approach: A survey method was employed to gather survey questionnaires from academic staff in a Malaysian government university in Borneo. Findings: The outcomes of SmartPLS path model showed three major findings: first, supervisor’s social support does act as an important moderating variable in the relationship between role ambiguity and work intrusion on family conflict. Second, supervisor’s social support does not act as an important moderating variable in the relationship between role conflict and work intrusion on family conflict. Third, supervisor’s social support does not act as an important moderating variable in the relationship between role overload and work intrusion on family conflict. In sum, supervisor’s social support does act as a partial moderating variable in the hypothesized model.Practical implications: The findings of this study can be used as guidelines by management to overcome job stress problems through updating the content and methods of stress management training program, strengthening work groups and group cohesiveness in executing job, improving work-life balance programs to reduce the employee physiological and psychological stresses, revisiting the existing job designs based on the qualifications and expectations of individual employees, and revising compensation and benefits policies and procedures to cover stress-related disorder diseases, and activating internal employee assistance programme in order to help employees and their families with problems arising from both work-related and external resources. If these suggestions are given highly attention this may increase the capability of employees to enhance the performance of institutions of higher learning.Originality/value: The role of supervisor
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Improving Job Performance of Neighborhood Youth Corps Aides in an Urban Recreation Program
Pierce, Charles H.; Risley, Todd R.
1974-01-01
Neighborhood Youth Corps (NYC) aides were paid on the basis of proportion of tasks completed on a simple checklist of job performance rather than on simply being physically present. This procedure was found to be effective for increasing the level of work performance. (EH)
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The Job Training and Job Satisfaction Survey Technical Manual
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…
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Good job, bad job: The employment experiences of women in recovery from substance abuse.
Sinakhone, Joyce K; Hunter, Bronwyn A; Jason, Leonard A
2017-01-01
Women in metropolitan areas have lower employment participation and employment rates than men. Although women face multiple challenges in the labor market, those who have a history of substance use and are abstinent may have a greater disadvantage in obtaining viable employment opportunities due to factors associated with substance use. No research to date has examined employment experiences among women in recovery from substance use. This study examined employment characteristics and experiences of women who had a history of substance use and lived in sober-living environments in urban areas. Data were collected through telephone interviews to sober living homes that were located in 20 urban areas. Themes identified through thematic analysis included employment challenges, the importance of work to substance abuse recovery, job satisfaction, employment aspirations, and employment support in the sober living home. Employment is important to women in substance abuse recovery, not only as a means for financial support, but also as a life priority. The results highlight how employer scheduling practices, low-level positions, and lack of employment supports impact recovery. Findings provide insight into the need for employment support services, including employer education and flexible policies for women in recovery.
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A Glimpse of Urban Youth Unemployment in Ethiopia | Gizaw ...
African Journals Online (AJOL)
The objective of this article is to explore the employment status, issues, causes, and possible policy options. The study used both secondary and primary data sources. The study indicated that urban youth unemployment in Ethiopia is fast growing mainly due to the imbalance between the demand and supply sides of the job ...
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Long-Term Outcomes of an Urban Farming Internship Program
Sonti, Nancy Falxa; Campbell, Lindsay K.; Johnson, Michelle L.; Daftary-Steel, Sarita
2016-01-01
Long-term impacts of an urban farming youth internship were evaluated in Brooklyn, New York. Alumni surveyed 1 to 9 years after program completion were enrolled in college or graduate school at higher rates than their peers and reported connections to the environment and healthy eating. Participants reported learning job skills through the…
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Impact of financial pressure on unemployed job search, job find success and job quality
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
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Nitrogen sources, transport and processing in peri-urban floodplains
Gooddy, D.C.; Macdonald, D.M.J.; Lapworth, D.J.; Bennett, S.A.; Griffiths, K.J.
2014-01-01
Peri-urban floodplains are an important interface between developed land and the aquatic environment and may act as a source or sink for contaminants moving from urban areas towards surface water courses. With increasing pressure from urban development the functioning of floodplains is coming under greater scrutiny. A number of peri-urban sites have been found to be populated with legacy landfills which could potentially cause pollution of adjacent river bodies. Here, a peri-urban floodplain ...
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Arneberg, Marie W.; Dagsvik, John K.; Jia, Zhiyang
2002-01-01
Abstract: This paper analyzes labor market behavior of urban Eritrean women with particular reference to the impact of education, earnings and labor market opportunities. Unlike traditional models of labor supply, which assume that work can be supplied freely in the labor market, we develop a framework that explicitly takes into account the notion of job opportunities and observable sets of feasible jobs. The framework is formulated within a random utility setting in which unob...
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DEFF Research Database (Denmark)
Netterstrøm, B; Suadicani, P
1993-01-01
Several studies have shown that bus driving is a high-risk occupation for ischaemic heart disease (IHD). In order to study contributing factors in the job, all male full-time bus drivers in the three major cities in Denmark were followed for 10 years. It was hypothesized that bus drivers who...... working in a high traffic intensity area, RR = 1.6. In contrast to what was expected, men who reported a high degree of job satisfaction had increased risk of IHD. Those who did not look for another job had a highly significant sixfold increased risk of future death from IHD. Also those who reported never...... in the literature on self-assessed job strain and risk of IHD may be partly explained by the fact that studies in general have focused on absence or presence of the psychosocial factor in question. A more differentiated assessment of exposure might prove more useful....
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Comparison Analysis and Evaluation of Urban Competitiveness in Chinese Urban Clusters
Directory of Open Access Journals (Sweden)
Haixiang Guo
2015-04-01
Full Text Available With accelerating urbanization, urban competitiveness has become a worldwide academic focus. Previous studies always focused on economic factors but ignored social elements when measuring urban competitiveness. In this paper, a city was considered as a whole containing different units such as departments, individuals and economic activities, which interact with each other and affect its economic operation. Moreover, a city’s development was compared to an object’s movement, and the components were compared to different forces acting upon the object. With the analysis of the principle of object movement, this study has established a more scientific evaluation index system that involves 4 subsystems, 12 elements and 58 indexes. By using the TOPSIS method, the study has worked out the urban competitiveness of 141 cities from 28 Chinese urban clusters in 2009. According to the calculation results, these cities were divided into four levels: A, B, C, D. Furthermore, in order to analyze the competitiveness of cities and urban clusters, cities and urban clusters have been divided into four groups according to their distributive characteristics: the southeast, the northeast and Bohai Rim, the central region and the west. Suggestions and recommendations for each group are provided based on careful analysis.
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Job flexibility and job insecurity : the Dutch case
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
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Directory of Open Access Journals (Sweden)
Hyun Jeong Kim
2017-04-01
Full Text Available This study was designed to examine the moderating roles of perceived supervisor, coworker, and organizational support in the relationship between emotional labor and job performance in the airline service context. A sample of flight attendants working for one major airline company in South Korea participated in this study. The flight attendants’ official job performance data were provided by the airline company. For data analyses, a series of hierarchical moderated regression analyses were employed. The results showed differential moderation effects of the three sources of support at work. Specifically, the positive relationship between deep acting and job performance was strengthened by perceived supervisor and coworker support. The negative relationship between surface acting and job performance was exacerbated by perceived supervisor support, indicating the reverse buffering effect. Perceived organizational support showed only main effects on employee performance with no moderation effects.
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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.
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[Modifications in health and welfare jobs transferred to thirty-five participating "core cities"].
Hara, Kunio; Hoshiko, Michiko; Ishitake, Tatsuya
2010-06-01
The aim of this study was to determine modifications in health and welfare jobs transferred to thirty-five participating "core cities. We focused on health and welfare jobs in the following sectors: (1) local welfare; (2) health care; (3) city planning; (4) environmental protection; (5) education; and (6) urban revitalization. We developed a self-report questionnaire regarding implementation of administrative jobs transferred from prefectures to the core cities with attention to affects of changes in the jobs on the city administrative efficiency and the health of both the citizens and the city officials. The questionnaire, consisting of 27 multiple-choice and 12 open-ended questions, was forwarded via e-mail to lead city officials of the thirty-five core cities in mid-February 2008. Twenty-seven cities responded to the questionnaire in mid-March 2008 (collection rate: 77%). The core cities incorporated almost all the jobs transferred from the prefectures, in spite of some limitations regarding time taken for delivering assistive equipment to disabled children, implementing wider administrative plans and establishing educational centers. Almost all core cities answered that they implemented their jobs independently, autonomously and systematically. Seventeen out of 27 core cities established new health care centers during the transition period and increased their number of staff. The majority of these 17 answered that establishment of organizations directly providing services to citizens contributed to improvement in the efficiency of the administrative jobs. The core cities incorporated almost all the jobs transferred from the prefectures in spite of some limitations. The core cities which established their new health care centers during this transition period increased their number of staff to address modifications to the work load.
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Proceedings: energy from urban wastes workshop, Washington, DC, September 11-12, 1978
Energy Technology Data Exchange (ETDEWEB)
Cohen, A.S.; Brooks, C. (eds.)
1979-06-01
This workshop, for members of public interest groups, was sponsored by DOE's Urban Waste Technology Branch to provide information on the use of urban waste as an energy resource. A separate abstract was prepared for each of seven presentations plus the Summary of discussions. Two acts are included as appendices: (1) Public Law 95-238: Department of Energy Act of 1978 - Civilian Applications; and (2) Public Law 94-580: Resource Conservation and Recovery Act of 1976.
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Urbanization and Slum Formation
Phua, Kai Hong
2007-01-01
The formation of slums need not be inevitable with rapid urbanization. Such an argument appears to be contradicted by evidence of large slum populations in a large number of developing countries and particularly in rapidly urbanizing regions like Asia. The evidence discussed suggests that city authorities faced with rapid urban development lack the capacity to cope with the diverse demands for infrastructural provision to meet economic and social needs. Not only are strategic planning and intervention major issues in agenda to manage rapid urbanization, but city governments are not effectively linking the economic development trajectory to implications for urban growth and, hence, housing needs. In the following discussion, a case study is presented in support of the argument that city governments have to first recognize and then act to establish the link that is crucial between economic development, urban growth, and housing. This is the agendum that has been largely neglected by city and national governments that have been narrowly focused on economic growth with the consequent proliferation of slum formation as a housing solution. PMID:17387618
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Impact of Transformational Leadership on Job Performance
Directory of Open Access Journals (Sweden)
Jeevan Jyoti
2015-11-01
Full Text Available The present study focuses on the role of leader–member exchange and relational identification (RI between transformational leadership and job performance relationship. The model has been tested in higher education sector. All the permanent teachers working in higher education sector were contacted. The data have been duly validated with the help of confirmatory factor analysis (CFA. Reliability has been assessed through Cronbach’s alpha and composite reliability. Structural equation modeling (SEM has been used for hypotheses testing, and hierarchical regression has been used to test the moderating effect of RI. The results indicated that leader–member exchange acts as a mediator and RI acts as a moderator instead of mediator. The managerial implications and future scope have been discussed.
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Environment and Personal Well-being in Urban China
Institute of Scientific and Technical Information of China (English)
Yang Yuwen; Yang Wenya
2011-01-01
The aim of this study is to examine the relationship between environment and personal well-being using a sample of 562 urban employees from three cities in Liaoning province in the People＇s Republic of China. In contrast to previous studies, this study controlled positive affectivity （PA）, negative affectivity （NA）, job satisfaction and Big Five personality traits. In addition, the research variables of personal well-being index （PWI）, positive affectivity, negative affectivity, job satisfaction, Big Five, and environmental satisfaction are measured with multi-item scales. The research finds that environmental satisfaction is positively related to personal well-being, suggesting that improvement of the natural surroundings in the cities can improve people＇s well-being.
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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...
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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.
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77 FR 15143 - Privacy Act of 1974; System of Records
2012-03-14
... abuse. Recovery Act, Sec. Sec. 1521, 1523(a)(1). The Education Jobs Fund requires, among other things... signature (or submitted with date and signature under penalty of perjury), and any other identifying number...
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Job Flow Distribution and Ranked Jobs Scheduling in Grid Virtual Organizations
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.
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Sickness absenteeism during a period of job-to-job transition
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
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Job Analysis and the Preparation of Job Descriptions. Mendip Papers MP 037.
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…
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Equality Act 2010: knowledge, perceptions and practices of occupational physicians.
Masupe, T; Parker, G
2013-04-01
Historically, many prospective employees in Great Britain have undergone pre-employment health screening (PEHS) assessments before a job offer. Section 60 of the Equality Act 2010 stipulates that PEHS assessments before a job offer may contravene the disability provisions of the Act except under specific circumstances. PEHS assessments in the current format may not fully comply with the provisions of the legislation. To describe the knowledge, perceptions and practices of occupational health physicians in UK following implementation of the Equality Act 2010. Data were collected through an anonymous online survey of occupational health physicians (OHPs) actively reporting to the Occupational Physicians Reporting Activity (OPRA) at the Centre for Occupational and Environmental Health, the University of Manchester. There were 126 responses available for analysis (response rate 43%). Most participants (81%) were accredited occupational health specialists providing occupational health advice to various industry sectors; 96% reported involvement in PEHS assessments; 81% reported awareness of section 60 of the Equality Act 2010. Further analysis of these participants revealed varying knowledge levels and practices relating to specific requirements of section 60. Changes in professional practice resulting from the Act were reported by 38%, while 46% reported no change. There have been minimal immediate changes to PEHS practices by OHPs in response to section 60 of the Act. Some OHPs displayed inadequate knowledge of specific requirements of section 60 of the Act. OHPs could benefit from further training on specific requirements of this legislation.
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DEFF Research Database (Denmark)
Pons Rotger, Gabriel Angel; Nielsen, Thomas Alexander Sick
2015-01-01
This study examines the effect of accessibility to urban jobs via a public transport system on individual earnings and commuting behaviour. The effect of improved public transport based accessibility on these outcomes is determined by exploiting the exogenous variation in access to a public rail...... and Metro system resulting from the construction of a new terminal Metro station connecting southern townships to Copenhagen city centre. The results show that public transport based job accessibility has a positive and permanent effect on individual earnings. The increase in earnings is associated...... with a change in commuting patterns as the improved access to public transport facilitates a shift from employment within the township to better paid jobs in the city centre, as well as in other suburbs of the Copenhagen Metropolitan area...
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Anthony, Taiwanna D.; Kritsonis, William Allan; Herrington, David E.
2007-01-01
Attracting the most highly qualified employees and matching them to a particular job in which they are best suited for is important for the success of any organization or urban school district, However, under the No Child Left Behind act, school districts are obligated to do just that. Urban school districts are enormously large and cannot permit…
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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.
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Railing for safety: job demands, job control, and safety citizenship role definition.
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.
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Long-term outcomes of an urban farming internship program
Nancy Falxa Sonti; Lindsay Campbell; Michelle Johnson; S. Daftary-Steel
2016-01-01
Long-term impacts of an urban farming youth internship were evaluated in Brooklyn, New York. Alumni surveyed 1 to 9 years after program completion were enrolled in college or graduate school at higher rates than their peers and reported connections to the environment and healthy eating. Participants reported learning job skills through the internship, including farming...
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Fertility behavior in rural and urban Indonesia.
Chernichovsky, D; Newlon, B; Sigit, H
1982-06-01
restraining effect on average fertility. Both traditional and modern sector jobs have a negative association with fertility. Those jobs which take a woman away from the home were the most forceful in their association with lower fertility. Also noticed was what might be an overriding direct effect of the government's family planning program on the compatibility of agricultural occupations with childbearing, through its promotion of birth control. When stratified, the data yield variations in urban and rural fertility behavior which speak of change occurring in the traditional rural society.
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The Magic of the New: How Job Changes Affect Job Satisfaction
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...
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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...
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Comparative metagenome of a stream impacted by the urbanization phenomenon
Directory of Open Access Journals (Sweden)
Julliane Dutra Medeiros
Full Text Available Abstract Rivers and streams are important reservoirs of freshwater for human consumption. These ecosystems are threatened by increasing urbanization, because raw sewage discharged into them alters their nutrient content and may affect the composition of their microbial community. In the present study, we investigate the taxonomic and functional profile of the microbial community in an urban lotic environment. Samples of running water were collected at two points in the São Pedro stream: an upstream preserved and non-urbanized area, and a polluted urbanized area with discharged sewage. The metagenomic DNA was sequenced by pyrosequencing. Differences were observed in the community composition at the two sites. The non-urbanized area was overrepresented by genera of ubiquitous microbes that act in the maintenance of environments. In contrast, the urbanized metagenome was rich in genera pathogenic to humans. The functional profile indicated that the microbes act on the metabolism of methane, nitrogen and sulfur, especially in the urbanized area. It was also found that virulence/defense (antibiotic resistance and metal resistance and stress response-related genes were disseminated in the urbanized environment. The structure of the microbial community was altered by uncontrolled anthropic interference, highlighting the selective pressure imposed by high loads of urban sewage discharged into freshwater environments.
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Job disamenities, job satisfaction, and on-the-job search: is there a nexus?
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...
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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.
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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.
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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.
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Suhash Chakraborty; Anantha H. C. Subramanya
2013-01-01
Context: Public sector undertakings are facing a threat of privatization due to unsatisfactory performance putting pressure on management and in turn to employees. There is an increasing trend of absenteeism observed amongst employees citing job stress. Aim: To find an association between job stress and absenteeism in relation to socio-demographic and clinical profile. Materials and Methods: The study was conducted in an urban aeronautical industry with 68 employees who mentioned stress at wo...
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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.
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Job Crafting: Older Workers’ Mechanism for Maintaining Person-Job Fit
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
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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.
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Lu, Yong; Hu, Xiao-Min; Huang, Xiao-Liang; Zhuang, Xiao-Dong; Guo, Pi; Feng, Li-Fen; Hu, Wei; Chen, Long; Zou, Huachun; Hao, Yuan-Tao
2017-01-01
Objective To investigate the relationship between job satisfaction, work stress, work–family conflict and turnover intention, and explore factors associated with turnover intention, among physicians in Guangdong Province, China. Methods From August to October 2013, physicians completed questionnaires and scales with regard to their job satisfaction, work stress, work–family conflict, and turnover intention. Binary logistic regression and structural equation modelling (SEM) were used in data analysis. Results A total of 3963 physicians were approached, with 3563 completing the questionnaire. The mean score of the overall perception of turnover intention of physicians who worked in Guangdong was 2.71 on a scale ranging from 1 to 6. Hours worked per week, working in an urban/rural area, type of institution, and age significantly impacted on turnover intention. Turnover intention was directly and negatively related to job satisfaction, and it was directly, indirectly and positively related to work stress and work–family conflict. Conclusion Job satisfaction, work stress, work–family conflict, hours worked per week, working in an urban/rural area, types of institution and age are influencing factors of turnover intention. Reducing working hours, raising salary, providing more opportunities for career development and training, supporting and encouraging physicians by senior managers could potentially contribute to the reduction in turnover intention. PMID:28501813
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Job Creation and Job Destruction, Worker Reallocation, and Wages.
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...
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Accounting for job satisfaction: Examining the interplay of person and situation.
Elfstrand Corlin, Tinna; Kazemi, Ali
2017-10-01
In the present study, we investigate the interplay of personality traits (i.e., person) in frontline care staff in nursing homes and the way they relate to the residents (i.e., situation) to account for their job satisfaction. Participants completed a survey including Mini-IPIP tapping the five-factor model of personality, Individualized Care Inventory tapping four aspects of person-centered care and job satisfaction. The results revealed that staff scoring high on neuroticism experienced less job satisfaction. This relationship was partly accounted for by resident autonomy, suggesting that part of the adverse influence of neuroticism on job satisfaction may be mitigated by organizations providing a supportive care environment. In contrast, staff scoring high on agreeableness experienced higher job satisfaction. This relationship was accounted for by another aspect of person-centered care, that is, knowing the person. This suggests that agreeableness in a sense facilitated adjustment of acts of care toward the unique needs and preferences of residents and this partly explained why the more agreeable the staff was the more they felt satisfied at work. In sum, effects of personality traits on job satisfaction in care staff are partially mediated by the perception of working conditions and care policy and to the extent that a certain personality trait affects whether the staff have a positive or negative perception of the way they relate to the residents, they will experience, respectively, higher or a lower job satisfaction. This finding has implications for how to combine a focus on delivering person-centered care with improving personal job satisfaction. © 2017 Scandinavian Psychological Associations and John Wiley & Sons Ltd.
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Job satisfaction and job content in Dutch dental hygienists.
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.
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Age-Differential Effects of Job Characteristics on Job Attraction: A Policy-Capturing Study.
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.
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Urban Land Expansion and Structural Change in the Yangtze River Delta, China
Directory of Open Access Journals (Sweden)
Jinlong Gao
2015-07-01
Full Text Available Urban development in China has attracted considerable scholarly attention. However, more work is still needed to examine and understand the mechanisms of urban land expansion, especially within the context of globalization/marketization, decentralization and urbanization. This paper analyzes urban land expansion and structural changes in the Yangtze River Delta (YRD. We find that cities in the YRD are experiencing urban land expansion mainly characterized by the growth of residential and industrial land. The dominant characteristics of urban land expansion in cities have also varied within different development and administrative levels. Based on our conceptual framework, we have used multi-models to investigate the driving forces of urban land expansion and structural changes in the YRD. The results reveal that six influencing factors—foreign direct investment (FDI, labor, government competition, institution, population, and job-housing relations—facilitate land use change in the economic transition process. However, their impacts differ in cities in different geographical locations, as well as with different administrative levels. Finally, this paper discusses policies to promote sustainable urban land use in the YRD.
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International Nuclear Information System (INIS)
2011-01-01
Within the frame of the Emission Trading Scheme (ETS), the authors study job evolutions considered globally, not only those concerning sectors which will provide 'green jobs', but also those where job destructions may occur because of the implementation of the Grenelle de l'Environnement. They propose a qualitative rather than quantitative analysis of consequences, and typological approaches of the vulnerability of some worker categories with respect to retraining possibilities. For each sector whether it is submitted to the ETS system (electricity production, gas transport, urban heating, steel metallurgy, refining, paper industry, cement industry, building materials, chemical industry) or not (automotive industry, motorization, phyto-sanitary products, renewable energies, electromechanical industry), they analyse actor strategies, propose a diagnostic and draw some perspectives
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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....
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Directory of Open Access Journals (Sweden)
Azman Ismail
2011-11-01
Full Text Available Purpose: This study was conducted to examine the effect of pay for performance and interactional justice on job satisfaction.Design/methodology/approach: A survey method was used to collect 107 usable questionnaires from employees who work in the US subsidiary manufacturing firm operating in a silicon valley in East Malaysia, Malaysia.Findings: The outcomes showed two important findings: first, relationship between interactional justice and adequacy of pay significantly correlated with job satisfaction. Second, relationship between interactional justice and participation in pay systems significantly correlated with job satisfaction. Statistically, this result confirms that interactional justice does act as a mediating variable in the pay for performance models of the studied organization.Originality/value: Most previous research tested a direct effect of pay for performance on job satisfaction. Unlike such research approach, this study discovers that interactional justice has strengthened the effect of pay for performance on job satisfaction in a compensation system framework.
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Job insecurity and its association with health among employees in the Taiwanese general population.
Cheng, Yawen; Chen, Chun-Wan; Chen, Chiou-Jong; Chiang, Tung-liang
2005-07-01
As employers respond to intensive global competition through the deregulation of labor, job insecurity has become a widespread problem. It has been shown to have significant health impacts in a growing number of workers, but less is known about its social distribution, the mechanisms through which it may act, and the moderating effects of gender, socioeconomic position, and company size. Utilizing data from a national survey of a representative sample of paid employees in Taiwan, we examined the prevalence of job insecurity and its associations with psychosocial work characteristics and health status. A total of 8705 men and 5986 women aged between 25 and 65 years old were studied. Information on perceived job insecurity, industrial and occupational types, psychosocial work characteristics as assessed by the Job Strain model, and various measures of health status were obtained by a self-administered questionnaire. The overall prevalence of job insecurity was high (50%). Job insecurity was more prevalent among employees with lower education attainment, in blue-collar and construction workers, those employed in smaller companies, and in older women. Insecure employees also reported lower job control, higher job demands, and poor workplace social support, as compared with those who held secure positions. Regression analyses showed that job insecurity was strongly associated with poor health, even with adjustment of age, job control, job demands, and work place social support. The deleterious effects of job insecurity appeared to be stronger in men than women, in women who held managerial or professional jobs than women in other employment grades, and in those working in larger companies than smaller ones. The findings of this study suggest that perceived job insecurity is an important source of stress, and it is accompanied with adverse psychosocial work conditions and poor health. High-risk groups were identified for further investigation.
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Job longevity as a situational factor in job satisfaction.
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.
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Performative Urban Architecture
DEFF Research Database (Denmark)
Thomsen, Bo Stjerne; Jensen, Ole B.
The paper explores how performative urban architecture can enhance community-making and public domain using socio-technical systems and digital technologies to constitute an urban reality. Digital medias developed for the web are now increasingly occupying the urban realm as a tool for navigating...... the physical world e.g. as exemplified by the Google Walk Score and the mobile extension of the Google Maps to the iPhone. At the same time the development in pervasive technologies and situated computing extends the build environment with digital feedback systems that are increasingly embedded and deployed...... using sensor technologies opening up for new access considerations in architecture as well as the ability for a local environment to act as real-time sources of information and facilities. Starting from the NoRA pavilion for the 10th International Architecture Biennale in Venice the paper discusses...
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Environmental challenges threatening the growth of urban agriculture in the United States.
Wortman, Sam E; Lovell, Sarah Taylor
2013-09-01
Urban agriculture, though often difficult to define, is an emerging sector of local food economies in the United States. Although urban and agricultural landscapes are often integrated in countries around the world, the establishment of mid- to large-scale food production in the U.S. urban ecosystem is a relatively new development. Many of the urban agricultural projects in the United States have emerged from social movements and nonprofit organizations focused on urban renewal, education, job training, community development, and sustainability initiatives. Although these social initiatives have traction, critical knowledge gaps exist regarding the science of food production in urban ecosystems. Developing a science-based approach to urban agriculture is essential to the economic and environmental sustainability of the movement. This paper reviews abiotic environmental factors influencing urban cropping systems, including soil contamination and remediation; atmospheric pollutants and altered climatic conditions; and water management, sources, and safety. This review paper seeks to characterize the limited state of the science on urban agricultural systems and identify future research questions most relevant to urban farmers, land-use planners, and environmental consultants. Copyright © by the American Society of Agronomy, Crop Science Society of America, and Soil Science Society of America, Inc.
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Mindfulness, job satisfaction and job performance: Mutual relationships and moderation effect
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...
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Die funksie van Elihu (Job 32-37 in die boek Job
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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.
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Steptoe, A; Cropley, M
2000-05-01
To test the hypothesis that work stress (persistent high job demands over 1 year) in combination with high reactivity to mental stress predict ambulatory blood pressure. Assessment of cardiovascular responses to standardized behavioural tasks, job demands, and ambulatory blood pressure over a working day and evening after 12 months. We studied 81 school teachers (26 men, 55 women), 36 of whom experienced persistent high job demands over 1 year, while 45 reported lower job demands. Participants were divided on the basis of high and low job demands, and high and low systolic pressure reactions to an uncontrollable stress task. Blood pressure and concurrent physical activity were monitored using ambulatory apparatus from 0900 to 2230 h on a working day. Cardiovascular stress reactivity was associated with waist/hip ratio. Systolic and diastolic pressure during the working day were greater in high job demand participants who were stress reactive than in other groups, after adjustment for age, baseline blood pressure, body mass index and negative affectivity. The difference was not accounted for by variations in physical activity. Cardiovascular stress reactivity and sustained psychosocial stress may act in concert to increase cardiovascular risk in susceptible individuals.
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Job control and social support as coping resources in job satisfaction.
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.
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The importance of job training to job satisfaction of older workers.
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.
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Mental health, job satisfaction, and job stress among general practitioners.
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...
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[Subjective job strain and job satisfaction among neurologists in German hospitals].
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.
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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.
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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.
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Impact of management practices on job satisfaction
Directory of Open Access Journals (Sweden)
Alicia Omar
2017-10-01
Full Text Available Purpose: 1. to evaluate the effect of five human resource management practices (HRMP oriented towards results, employees, rigid systems, permanent recruitment of new markets, and open systems on job satis faction of employees; 2. to analyze whether perceptions of organizational justice act as mediators in such relationships. Originality/value: clarifying the mechanisms through which HRMP influence desirable organizational outcomes, such as job satisfaction. Design/methodology/approach: a quantitative and transversal study, framed within the guidelines of the associative-explanatory strategy, was carried out. A theoretical model was proposed and tested through structural equations, with confirmatory modeling strategy. The empirical verification was performed with a sample of 557 Argentine employees, who completed the scales of HRMP (25 items; Generic Work Satisfaction (7 items, and Organizational Justice (20 items. Findings: the HRMP that generate the greatest satisfaction among workers are those oriented to employees, and to open systems. Perceptions of justice partially mediate the relationships between HRMP and worker satisfaction.
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Mróz, Justyna; Kaleta, Kinga
2016-01-01
Although there have been studies linking personality to selected aspects of functioning at work, Polish literature reports a shortage of detailed analyses considering, e.g., specific professional groups or certain variables. The aim of our study was to explore the links between personality traits and emotional labor, work engagement and job satisfaction among service workers. The study was based on a cross-sectional, self-report survey of 137 workers representing different service industries in Poland. Each participant received a demographic data sheet and a set of questionnaires: NEO Five-Factor Inventory, the Deep Acting and Surface Acting Scale, the Job Satisfaction Scale and the Utrecht Work Engagement Scale - all in their Polish versions. A correlation analysis revealed numerous relationships between the examined variables. However, results of the regression analysis showed that only some personality traits were related with individual aspects of functioning at work. Neuroticism accounted for the phenomenon of faking emotions. Conscientiousness was significantly related to general work engagement, vigor and dedication. Agreeableness and neuroticism significantly predicted job satisfaction. Individual personality traits account for various aspects of work functioning. Int J Occup Med Environ Health 2016;29(5):767-782. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.
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Directory of Open Access Journals (Sweden)
Justyna Mróz
2016-10-01
Full Text Available Objectives: Although there have been studies linking personality to selected aspects of functioning at work, Polish literature reports a shortage of detailed analyses considering, e.g., specific professional groups or certain variables. The aim of our study was to explore the links between personality traits and emotional labor, work engagement and job satisfaction among service workers. Material and Methods: The study was based on a cross-sectional, self-report survey of 137 workers representing different service industries in Poland. Each participant received a demographic data sheet and a set of questionnaires: NEO Five-Factor Inventory, the Deep Acting and Surface Acting Scale, the Job Satisfaction Scale and the Utrecht Work Engagement Scale – all in their Polish versions. Results: A correlation analysis revealed numerous relationships between the examined variables. However, results of the regression analysis showed that only some personality traits were related with individual aspects of functioning at work. Neuroticism accounted for the phenomenon of faking emotions. Conscientiousness was significantly related to general work engagement, vigor and dedication. Agreeableness and neuroticism significantly predicted job satisfaction. Conclusions: Individual personality traits account for various aspects of work functioning. Int J Occup Med Environ Health 2016;29(5:767–782
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The Relationship between Job Training and Job Satisfaction: A Review of Literature
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…
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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…
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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 ...
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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.
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Academics Job Satisfaction and Job Stress across Countries in the Changing Academic Environments
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…
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The job self-efficacy and job involvement of clinical nursing teachers.
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.
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Urban Transport and Communication
International Nuclear Information System (INIS)
Irandu, E.M.
1999-01-01
The population according to the 1989 census was 21,448,774 inhabitants. This figure shows that on average the total population has been increasing by more than 40% every decade since 1948. As a result the widening gap between fertility and mortality, the population is growing at an accelerated rate. The current official population growth rate figure of 3.4% per annum puts the country among the world's most rapidly growing nations. It is projected that by the year 2010, the population will be about 37.4 million. At present the urban centres with a population size of 2,000 people and above constitute about 18.1% of the total population (Kenya, 1994). Rapid economic growth has led to the development of a number of urban centres as centres of commerce, industry and tourism. Consequently, this has led to rural urban drift. This drift to urban areas causes a number of problems which if unresolved will limit the ability of the urban centres to support their population The rapid increase in urban population causes a shortage of facilities to meet the increasing demand in services such as public transport, water supply, sewage and housing (Ramatullah, 1997: 161-168). Urban Transport acts as catalyst to both urban and national development, by facilitating the movements associated with urban and national Development. They provide a means by which goods and services are made available to industry and consumers, creating opportunity for social and economic interaction and employment. Without urban transport, access to health, education and employment would not be possible. Indeed urban transport is what gives life to urban development
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The Grid[Way] Job Template Manager, a tool for parameter sweeping
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
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Safety behavior: Job demands, job resources, and perceived management commitment to safety.
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.
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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.
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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.
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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....
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ACT: A Benchmark for College Readiness, 2007-2011
Uzzell, Renata; Lewis, Sharon; Simon, Candace; Palacios, Moses; Guzman, Amilcar; Casserly, Michael
2012-01-01
This report was prepared by the Council of Great City Schools in collaboration with ACT to collect and analyze urban student performance between 2007 and 2011 and to examine student achievement by race and gender. Following is a summary of the study's findings: (1) The total number of ACT test takers increased both nationally and in CGCS districts…
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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.
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Physician job satisfaction related to actual and preferred job size
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...
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Job evaluation for clinical nursing jobs by implementing the NHS JE system.
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.
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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.
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Asthma history, job type and job changes among US nurses.
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.
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Burnout, psychological morbidity, job stress, and job satisfaction in Chinese neurologists.
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.
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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
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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…
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Directory of Open Access Journals (Sweden)
Oula Aoun
2016-06-01
Full Text Available Driven by globalization and market openings, many architecture and engineering firms have become global. By focusing on the urban megaprojects in the Gulf, a particular cultural and political context, this paper argues that such firms have a major role in the rapid urban transformation of Gulf countries and act as transfer agents of an international knowledge in the urban planning domain. However, the transfer is adapted by several context-related characteristics, such as local governance, urban knowledge, and regulatory framework. This paper explores the procedural adaptation of these firms to the Gulf Cooperation Council (GCC in terms of internal structure, methodology, adopted tools, and interaction with the context. The level of learning that results from this transfer is also investigated.
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Relationship between job demand and burnout in nurses: does it depend on work engagement?
García-Sierra, Rosa; Fernández-Castro, Jordi; Martínez-Zaragoza, Fermín
2016-09-01
The present study aimed to deepen the understanding of the relationships among job demands, control, social support, burnout and engagement in nurses. Burnout is a prevalent phenomenon among nurses because of the interaction between high demands and low resources, according to the job demands-resources model. A descriptive, correlational design was used in a stratified random sample of 100 nurses recruited from two Spanish hospitals. Job demand, social support, control, engagement, and burnout were measured. Data were analysed by hierarchical regression analysis. Social support is a significant predictor of nurses' engagement and demands is a predictor of nurses' burnout. Work engagement moderates the relationship between job demands and burnout. The process that leads to burnout and the process that leads to engagement are not isolated processes; engagement acts as a moderator of burnout. The prevailing paradigm in combating burnout in nursing can be changed and could be based on the enhancement of nurses' strengths through increasing engagement. © 2016 John Wiley & Sons Ltd.
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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
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... 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 ...
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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)
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Boudreaux, Michel; Barath, Deanna; Blewett, Lynn A
2018-04-25
Prior to the Affordable Care Act, as many as 1.3 million veterans lacked health insurance. With the passage of the Affordable Care Act, veterans now have new pathways to coverage through Medicaid expansion in those states that chose to expand Medicaid and through private coverage options offered through the Health Insurance Marketplace. We examined the impact of the ACA on health insurance coverage for veterans in expansion and non-expansion states and for urban and rural veterans. We examined changes in veterans' health insurance coverage following the first year of the ACA, focusing on whether they lived in an urban or rural area and whether they live in a Medicaid expansion state. We used data on approximately 200,000 non-elderly community-dwelling veterans, obtained from the 2013-2014 American Community Survey and estimated differences in the adjusted probability of being uninsured between 2013 and 2014 for both urban and rural areas. Adjusted probabilities were computed by fitting logistic regressions controlling for age, gender, race, marital status, poverty status, education, and employment. There were an estimated 10.1 million U.S. non-elderly veterans in 2013; 82% lived in predominantly urban areas (8.3 million), and the remaining 18% (1.8 million) lived in predominately rural areas. Most veterans lived in the South (43.6%), and rural veterans were more likely to be Southerners than their urban counterparts. On every marker of economic well-being, rural veterans fared worse than urban veterans. They had a statistically significant higher chance of having incomes below 138% of FPG (20.0% versus 17.0%), of being out of the labor force (29.1% versus 23.0%), and of having no more than a high school education (39.6% versus 28.8%). Rural veterans were also more likely to experience at least one functional limitation. Overall, veterans in Medicaid expansion states experienced a significantly larger increase in insurance compared to veterans living in non
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Job Creation, Job Destruction and Plant Turnover in Norwegian Manufacturing
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...
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[Effects of job content on psychological stress in young recruits].
Zhang, J J; Tao, N; Jia, J M; Qin, X; Tian, H; Qiu, E C; Liu, J W
2016-04-20
To explore the effects of job content on psychological stress in young recruits. In October 2014, 625 young recruits enrolled in one troop of Xinjiang Military Command in 2014 were chosen as subjects by multi-stage stratified random sampling. The Chinese version of the job content questionnaire (JCQ)and the psychological stress self evaluation test (PEST)were used to investigate the subjects. The subjects were divided into two groups with scores higher and lower than the mean score of three subscales (job requirement, degree of autonomy, and social support)of JCQ to explore the effects of job content on psychological stress in young recruits. The correlation of psychological stress with three subscales of job content was evaluated using the Pearson' s correlation analysis. Binary logistic regression analysis was used to analyze the influencing factors for psychological stress. The PEST score of young recruits was 49.98±9.98. Forty-five (7.68%)out of them had scores of ≥70 points and were diagnosed with high levels of psychological stress. When the subjects were grouped based on socio-demographic characteristics, a high level of psychological stress was significantly more frequent in subjects less than 20 years of age than in those not less than 20 years of age, in smoking subjects than in non-smoking subjects, and in urban residents than in rural residents (10.42% vs 5.03%, P0.05). In various job content domains that had impacts on psychological stress, subjects with a low score of social support had significantly higher PEST scores than those with a high score of social support (50.96±10.35 vs 48.49±9.22, Pautonomy and social support (r=-0.103, Pjob requirement and social support were influencing factors for psychological stress (OR=0.718, 95% CI= 0.718 (0.607~0.851), Pjob requirement subscale and social support subscale may be potential protective factor and risk factor for psychological stress, respectively.
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Directory of Open Access Journals (Sweden)
Sisinyana H. Khunou
2016-02-01
Full Text Available Background: Job satisfaction and burnout have been recurring problems amongst nurses in the Republic of South Africa (RSA. As a result, nurses are still leaving the rural public sector in search of lucrative work at the urban and private sectors and in developed countries. Accordingly, Occupational Specific Dispensation (OSD was introduced as a strategy to ircumvent the problem. However, since the implementation of OSD in 2007, there have been no studies conducted regarding the level of job satisfaction amongst nurses after the implementation of OSD in the North-West Province, especially because each province has its own challenges that are unique to the area. Objectives: The study had two objectives: to describe the level of job satisfaction amongstprofessional and other category nurses (OCNs at a public hospital in the North-West Provinceand describe the perceptions of nurses about OSD and their intention to continue working inthe hospital. Method: A quantitative descriptive cross-sectional design was used. Stratified random sampling was used to select a sample of 92 professional nurses (PNs, 90 enrolled nurses and enrolled nursing assistants (Nursing Act 2005, which made a total of 182 participants. For the purpose of the study, the enrolled nurses and enrolled nursing assistants were referred to as OCNs. Data were collected using the Minnesota Satisfaction Questionnaire–short form and OSD statements and analysed with Statistical Package for Social Science (SPSS, version 18. Results: The majority of PNs (79.3%, n = 73 and OCNs (86.7%, n = 77 were dissatisfied with the working conditions and salary: PNs (80.4%, n = 74 and OCNs (87.8%, n = 79. The nurses mostly discredited the current state of the OSD implementation. Majority of the PNs (84%, n = 77 and OCNs (91%, n = 82 disagreed with the statement that ‘level of job satisfaction has improved after the implementation of OSD’. Conclusions: The National Department of Health should consider
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Job demands, job resources, and self-regulatory behavior : exploring the issue of match
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
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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
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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...
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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...
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International Nuclear Information System (INIS)
Lata, K.M.; Badarinath, K.V.S.; Rao, T.V. Ramakrishna; Reddy, R.R.; Ahammed, Y. Nazeer; Gopal, K. Rama; Azeem, P. Abdul
2003-01-01
Aerosols in the troposphere exert an important influence on global climate and the environment through scattering, transmission and absorption of radiation as well as acting as nuclei for cloud formation. Atmospheric aerosol particles influence the earth's radiation balance directly by scattering of infrared energy and indirectly by modifying the properties of clouds through microphysical processes. The present study addresses visibility, radiative forcing, size distribution and attenuation of aerosols over the period from January to May, 2001 for urban and semi-urban regions of Hyderabad and Anantapur. High aerosol loading has been observed over urban environment compared to semi-urban environment. Aerosol optical depth values increased from January to April and then decreased during May over both urban and semi-urban regions. Over urban region, visibility decreased from January to April and increased during May. Similar trend has been observed over semi-urban region with relatively higher values of visibility. Radiative forcing estimated using aerosol optical depth values increased from January to April and then decreased during the month of May over urban and semi-urban areas. High visibility and low radiative forcing has been noticed over semi-urban area due to less aerosol loading. Wavelength exponent and turbidity coefficient registered high values over urban environment compared to semi-urban environment. Attenuation coefficient showed high values over urban region compared to semi-urban region. It reveals that semi-urban environment receives high solar flux than urban environment. Using 10 channel quartz crystal microbalance, measurements of total mass concentration and mass size distribution of near surface aerosols has been made over semi-urban environment and compared with size distribution derived from inversion methods based on aerosol optical depth variation with wavelength. The sensitivity of constrained linear inversions for inferring columnar
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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.
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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...
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Impact of hospital mergers on staff job satisfaction: a quantitative study.
Lim, Ka Keat
2014-12-12
Hospital mergers began in the UK in the late 1990s to deal with underperformance. Despite their prevalence, there is a lack of research on how such organizational changes affect the staff morale. This study aims to assess the impact of NHS hospital mergers between financial years 2009/10 and 2011/12 on staff job satisfaction and to identify factors contributing to satisfaction. Data on staff job satisfaction were obtained from the annual NHS Staff Survey. A list of mergers was compiled using data provided by the Cooperation and Competition Panel and the Department of Health. Other sources of data included the NHS Hospital Estates and Facilities Statistics, the NHS 'Quarter' publication, official reports from health service regulators, individual hospitals' annual accounts, data from the NHS Information Centre and the NHS Recurrent Revenue Allocations Exposition Book. Only full mergers of acute and mental health hospitals were analyzed. Propensity scores were generated using observable factors likely to affect merger decision to select three comparable hospitals for every constituent hospital in a merger to act as a control group. A difference-in-difference was estimated between baseline (3 years before merger approval) and each subsequent year up to 4 years post-merger, controlling for work environment, drivers of job satisfaction, data year, type of hospital and occupation group. There were nine mergers during the study period. Only job satisfaction scores 1 to 2 years before (0.03 to 0.04 point) and 1 year after merger approval (0.06 point) were higher (P job clarity ratings would increase job satisfaction scores. Higher job satisfaction scores were also associated with being classified as medical, dental, management or administrative staff and working in a mental health trust. Hospital mergers have a small, transient positive impact on staff job satisfaction in the year immediately before and after merger approval. Continuous staff support and management of
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Principals' Self-Efficacy: Relations with Job Autonomy, Job Satisfaction, and Contextual Constraints
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…
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Jimmieson, Nerina L; Hannam, Rachel L; Yeo, Gillian B
2010-08-01
The present study investigated the impact of teachers' organizational citizenship behaviours (OCBs) on student quality of school life (SQSL) via the indirect effect of job efficacy. A measure of teacher OCBs was developed, tapping one dimension of individual-focused OCB (OCBI - student-directed behaviour) and two dimensions of organization-focused OCB (OCBO - civic virtue and professional development). In line with previous research suggesting that OCBs may enhance job efficacy, as well as studies demonstrating the positive effects of teacher efficacy on student outcomes, we expected an indirect relationship between teachers OCBs and SQSL via teachers' job efficacy. Hypotheses were tested in a multi-level design in which 170 teachers and their students (N=3,057) completed questionnaires. A significant proportion of variance in SQSL was attributable to classroom factors. Analyses revealed that the civic virtue and professional development behaviours of teachers were positively related to their job efficacy. The job efficacy of teachers also had a positive impact on all five indicators of SQSL. In regards to professional development, job efficacy acted as an indirect variable in the prediction of four student outcomes (i.e., general satisfaction, student-teacher relations, achievement, and opportunity) and fully mediated the direct negative effect on psychological distress.
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Job Characteristics, Work Involvement, and Job Performance of Public Servants
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…
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Is informality a good measure of job quality? Evidence from job satisfaction data
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...
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Safety factors predictive of job satisfaction and job retention among home healthcare aides.
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.
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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.
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Employment flexibility, job security and job satisfaction of knowledge workers in Poland
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 ...
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Changes to urban form and commuting patterns: trends in two Danish city regions
DEFF Research Database (Denmark)
Nielsen, Thomas Alexander Sick
2015-01-01
This paper compares indicators of polycentricity in a monocentric (MUR) and a polycentric urban region (PUR) in Denmark at two points in time (1982 and 2002). It describes how population, jobs and commuting indicators of polycentricity develop and interact over time. Both the MUR and the PUR tend...
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Teachers' Collective Efficacy, Job Satisfaction, and Job Stress in Cross-Cultural Context
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…
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Urban Evolutionary Ecology and the Potential Benefits of Implementing Genomics.
Schell, Christopher J
2018-02-14
Urban habitats are quickly becoming exceptional models to address adaptation under rapid environmental change, given the expansive temporal and spatial scales with which anthropogenic landscape conversion occurs. Urban ecologists in the last 10-15 years have done an extraordinary job of highlighting phenotypic patterns that correspond with urban living, as well as delineating urban population structure using traditional genetic markers. The underpinning genetic mechanisms that govern those phenotypic patterns, however, are less well established. Moreover, the power of traditional molecular studies is constrained by the number of markers being evaluated, which limits the potential to assess fine-scale population structure potentially common in urban areas. With the recent proliferation of low-cost, high-throughput sequencing methods, we can begin to address an emerging question in urban ecology: are species adapted to local optima within cities or are they expressing latent phenotypic plasticity? Here, I provide a comprehensive review of previous urban ecological studies, with special focus on the molecular ecology and phenotypic adjustments documented in urban terrestrial and amphibious fauna. I subsequently pinpoint areas in the literature that could benefit from a genomic investigation and briefly discuss the suitability of specific techniques in addressing eco-evolutionary questions within urban ecology. Though many challenges exist with implementing genomics into urban ecology, such studies provide an exceptional opportunity to advance our understanding of eco-evolutionary processes in metropolitan areas. © The American Genetic Association 2018. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.
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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...
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Urban form, demographic and socio-economic correlates of walking, cycling, and e-biking
DEFF Research Database (Denmark)
Zhao, Chunli; Nielsen, Thomas Alexander Sick; Olafsson, Anton Stahl
2018-01-01
Abstract This paper explores the urban form, demographic and socio-economic dependencies of walking, cycling and e-biking in Beijing based on a survey (N = 1427) of daily travel among residents in eight neighborhoods, enriched with urban form variables. The results show that walking is most...... frequently used, followed by cycling, which in turn is more frequent than e-biking. Walking and cycling are preferred when the accessibility of public facilities and services is good, while e-bikes are used when public transport provision is low. Urban form variables of population density, job employment...... be encouraged to keep on walking, cycling and e-biking even if their income situation may improve in the future....
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The Effects of College Major and Job Field Congruence on Job Satisfaction
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.…
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Occupational stress, job satisfaction and job performance among hospital nurses in Kampala, Uganda.
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.
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Influence of job demands and job control on work-life balance among Taiwanese nurses.
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.
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An Italian Urban “Fashion” The Urban 1 Programme as a Catalyst for Institutional Planning Shift
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Sara Verones
2014-02-01
Full Text Available Since the 1990s Italy has been going through changes and experiments concerning modes and tools of urban government. New methods, based on publicprivate partnership, on a consensual basis, were progressively adopted, overcoming the traditional authoritative mechanisms and role of public actors. The contribution of Community policies such as initiatives on urban areas, has been crucial in creating new tools, influencing the existing ones and activating new approaches to planning. This paper builds some theoretical considerations on the contributions the implementation of European Programmes has given to the changes in the conception of urban interventions and thedebated shift in urban policies from “government” to “governance”. The aim is to build a critical analysis about how the Urban 1 initiative acted as a “catalyst” for the evolution of urban practices,accelerating the innovation of the planning cultures and practices. The article examines three cities where an Urban 1 Programme has been developed: Genoa, Naples and Palermo. The cases have beenselected in order to present the variety of interpretations of EU initiatives across Italy, fostering a critical discussion on EU programmes and their relationships with local planning policies.
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The Impact of Employee Job Satisfaction Towards Employee Job Performance at PT.Y
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...
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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.
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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.
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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.
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Job Sharing--Opportunities or Headaches?
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)
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The Organizational Health of Urban Elementary Schools: School Health and Teacher Functioning.
Mehta, Tara G; Atkins, Marc S; Frazier, Stacy L
2013-09-01
This study examined the factor structure of the Organizational Health Inventory-Elementary version (OHI-E; Hoy, Tarter, & Kottkamp, 1991) in a sample of 203 teachers working in 19 high-poverty, urban schools and the association of organizational school health with teacher efficacy, teacher stress, and job satisfaction. Results indicated a similar factor structure of the OHI-E as compared with the population of schools in the original sample (Hoy et al., 1991), and that specific components of organizational health, such as a positive learning environment, are associated with teacher efficacy, stress, and satisfaction. Overall, teachers' relations with their peers, their school leadership, and their students appear especially critical in high-poverty, urban schools. Recommendations for research and practice related to improving high-poverty, urban schools are presented.
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78 FR 8833 - The Family and Medical Leave Act
2013-02-06
... creates a new qualifying exigency leave category for parental care. In military caregiver leave, the Final... covered employers to take job- protected, unpaid leave, or to substitute appropriate accrued paid leave... CFR Part 825 The Family and Medical Leave Act; Final Rule #0;#0;Federal Register / Vol. 78 , No. 25...
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JOB SATISFACTION IN HOTEL EMPLO YEES: A SYSTEMATIC REVIEW OF THE LITERATURE
Directory of Open Access Journals (Sweden)
Sérgio da Borralha
2016-03-01
Full Text Available Hotel employees’ job satisfaction is very important to their performance. In a systematic review of the previous literature on hotel employees, it was found that the most studied variable was job satisfaction; there were no other systematic reviews on the topic. In this review, performed in the Web of Knowledge, Web of Science (Social Sciences Index Expanded, Social Sciences Citation Index, Medline, and Science Direct between 2000 and 2014, 51 studies were found. These studies indicated that satisfaction is crucial to the financial performance and prosperity of hotels and acts a mediator in customer satisfaction. Contributing to greater satisfaction are factors such as greater autonomy and independence, greater power of decision making, flexible schedules, better working conditions, and training. The factors that promote dissatisfaction are wages and reduced benefits. The studies also indicated that a higher level of job satisfaction can have a direct impact on increasing the financial performance of the hotel. The implications of this study for hoteliers and directors relates to the creation of adequate working conditions to increase job satisfaction and provide hotel employees with a greater sense of subjective well-being.
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Job crafting in changing organizations: Antecedents and implications for exhaustion and performance.
Petrou, Paraskevas; Demerouti, Evangelia; Schaufeli, Wilmar B
2015-10-01
The present study addressed employee job crafting behaviors (i.e., seeking resources, seeking challenges, and reducing demands) in the context of organizational change. We examined predictors of job crafting both at the organizational level (i.e., perceived impact of the implemented changes on the working life of employees) and the individual level (i.e., employee willingness to follow the changes). Job crafting behaviors were expected to predict task performance and exhaustion. Two-wave longitudinal data from 580 police officers undergoing organizational changes were analyzed with structural equation modeling. Findings showed that the degree to which changes influence employees' daily work was linked to reducing demands and exhaustion, whereas employee willingness to change was linked to seeking resources and seeking challenges. Furthermore, while seeking resources and seeking challenges were associated with high task performance and low exhaustion respectively, reducing demands seemed to predict exhaustion positively. Our findings suggest that job crafting can act as a strategy of employees to respond to organizational change. While seeking resources and seeking challenges enhance employee adjustment and should be encouraged by managers, reducing demands seems to have unfavorable implications for employees. (c) 2015 APA, all rights reserved).
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Energy Technology Data Exchange (ETDEWEB)
Ambarwati, Lasmini, E-mail: L.Ambarwati@tudelft.nl [Department of Transport and Planning, TU Delft (Netherlands); Department of Civil Engineering, Brawijaya University (Indonesia); Verhaeghe, Robert, E-mail: R.Verhaeghe@tudelft.nl [Department of Transport and Planning, TU Delft (Netherlands); Arem, Bart van, E-mail: B.vanArem@tudelft.nl [Department of Transport and Planning, TU Delft (Netherlands); Pel, Adam J., E-mail: A.J.Pel@tudelft.nl [Department of Transport and Planning, TU Delft (Netherlands)
2017-03-15
The performance of urban transport depends on a variety of factors related to metropolitan structure; in particular, the patterns of commuting, roads and public transport (PT) systems. To evaluate urban transport planning efforts, there is a need for a metric expressing the aggregate performance of the city's transport systems which should relate to residents' preferences. The existing metrics have typically focused on a measure to express the proximity of job locations to residences. A Transport Performance Index (TPI) is proposed in which the total cost of transportation system (operational and environmental costs) is divided by willingness to pay (WTP) for transport plus the willingness to accept (WTA) the environmental effects on residents. Transport operational as well as the environmental costs are derived from a simulation of all transport systems, to particular designs of spatial development. Willingness to pay for transport and willingness to accept the environmental effects are derived from surveys among residents. Simulations were modelled of Surabaya's spatial structure and public transport expansion. The results indicate that the current TPI is high, which will double by 2030. With a hypothetical polycentric city structure and adjusted job housing balance, a lower index occurs because of the improvements in urban transport performance. A low index means that the residents obtain much benefit from the alternative proposed. This illustrates the importance of residents' preferences in urban spatial planning in order to achieve efficient urban transport. Applying the index suggests that city authorities should provide fair and equitable public transport systems for suburban residents in the effort to control the phenomenon of urban sprawl. This index is certainly a good tool and prospective benchmark for measuring sustainability in relation to urban development.
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International Nuclear Information System (INIS)
Ambarwati, Lasmini; Verhaeghe, Robert; Arem, Bart van; Pel, Adam J.
2017-01-01
The performance of urban transport depends on a variety of factors related to metropolitan structure; in particular, the patterns of commuting, roads and public transport (PT) systems. To evaluate urban transport planning efforts, there is a need for a metric expressing the aggregate performance of the city's transport systems which should relate to residents' preferences. The existing metrics have typically focused on a measure to express the proximity of job locations to residences. A Transport Performance Index (TPI) is proposed in which the total cost of transportation system (operational and environmental costs) is divided by willingness to pay (WTP) for transport plus the willingness to accept (WTA) the environmental effects on residents. Transport operational as well as the environmental costs are derived from a simulation of all transport systems, to particular designs of spatial development. Willingness to pay for transport and willingness to accept the environmental effects are derived from surveys among residents. Simulations were modelled of Surabaya's spatial structure and public transport expansion. The results indicate that the current TPI is high, which will double by 2030. With a hypothetical polycentric city structure and adjusted job housing balance, a lower index occurs because of the improvements in urban transport performance. A low index means that the residents obtain much benefit from the alternative proposed. This illustrates the importance of residents' preferences in urban spatial planning in order to achieve efficient urban transport. Applying the index suggests that city authorities should provide fair and equitable public transport systems for suburban residents in the effort to control the phenomenon of urban sprawl. This index is certainly a good tool and prospective benchmark for measuring sustainability in relation to urban development.
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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
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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...
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Job strain and male fertility.
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.
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Roberts, Richie; Ramsey, Jon W.
2017-01-01
Urban agricultural educators face a number of unique challenges in performing their job duties. Therefore, the purpose of this study was to understand the essence of urban agricultural educators' meaning in their work by exploring their lived experiences. In this study, the essence emerged in the form of a metaphor: A Black Swan. The black swan…
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Job level and national culture as joint roots of job satisfaction
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
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Urban Networking vs. Smart City
Directory of Open Access Journals (Sweden)
Păuna Carmen Beatrice
2017-04-01
Full Text Available Taking into consideration that the development of strong partnerships involving local citizens, civil society, the local economy and the various levels of government is an indispensable element for an Integrated Sustainable Urban Development, our paper is focusing on the role of an appropriate urban networking in the relationship with the objectives of a smart city. In this context, the Romanian good practices - as Oradea city - are worth to mention. In compliance with Europe 2020 Strategy’s objectives there will be discussed the particularities of urban networking in order to strengthen the resilience of cities, and to ensure synergies amongst the investments supported by European Structural and Investment (ESI funds. According to economic literature the urban network is not a funding instrument but a way for cities to share feedback on the use of these new approaches. The estimated results of our research are related to the conclusion that the urban networks act as a forum for capacity building and exchange between the cities pioneering new techniques and developing integrated investments.
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Job-demand for Learning, Job-related Learning and Need for Achievement
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...
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Job Demands, Job Resources, and Flexible Competence: The Mediating Role of Teachers’ Profession
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
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Do Job Security Guarantees Work?
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...
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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.
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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.
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Do job demands and job control affect problem-solving?
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.
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High Job Demands, Still Engaged and Not Burned Out? The Role of Job Crafting.
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.
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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.
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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.
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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…
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Gender differences in job quality and job satisfaction among doctors in rural western China.
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
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Revisiting Symbiotic Job Scheduling
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...
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Directory of Open Access Journals (Sweden)
Xiaoying Shi
2017-07-01
Full Text Available Information concerning the home and workplace of residents is the basis of analyzing the urban job-housing spatial relationship. Traditional methods conduct time-consuming user surveys to obtain personal job and housing location information. Some new methods define rules to detect personal places based on human mobility data. However, because the travel patterns of residents are variable, simple rule-based methods are unable to generalize highly changing and complex travel modes. In this paper, we propose a visual analysis approach to assist the analyzer in inferring personal job and housing locations interactively based on public bicycle data. All users are first clustered to find potential commuting users. Then, several visual views are designed to find the key candidate stations for a specific user, and the visited temporal pattern of stations and the user’s hire behavior are analyzed, which helps with the inference of station semantic meanings. Finally, a number of users’ job and housing locations are detected by the analyzer and visualized. Our approach can manage the complex and diverse cycling habits of users. The effectiveness of the approach is shown through case studies based on a real-world public bicycle dataset.
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Rural-urban migration in a developing country: Botswana, Africa.
Tarver, J D; Miller, H M
1987-01-01
Trends in internal migration in Botswana are analyzed, with a focus on rural-urban migration. Data are from the 1981 census and from a survey carried out in 1979. The authors note that even though the predominance of subsistence agriculture acts as a deterrent to rural-urban migration, it is probable that the total and percentage of people living in urban areas will increase. However, the magnitude and pattern of future migration will fluctuate over time as social and economic conditions change.
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Directory of Open Access Journals (Sweden)
Petrović Ivana B.
2014-01-01
Full Text Available Workplace bullying has been identified as a widespread problem in contemporary organizational research. The aim of the paper was to acquire theoretically based and comparable findings about workplace bullying in Serbia: to explore the behavioral experience and self-labeling approaches (applying the Negative Acts Questionnaire - Revised, NAQ-R and their relationship with job-related behaviors. The sample comprised 1,998 employees. Prevalence rates of workplace bullying based on self-labeling and behavior experience approaches overlap significantly (70% of employees operationally identified as bullied had also labeled themselves as bullied. Both the self-labeling and behavioral experience approach showed significant correlations with job-related behaviors (perceived threat to a total job, absenteeism, intention to leave, and perceived productivity. Previously bullied, presently bullied and non-bullied employees differed significantly on all four job-related behaviors, with large effect size for the intention to leave and medium effect size for the perceived threat to a total job. The findings support combining self-labeling and behavioral experience approaches in workplace bullying research. [Projekat Ministarstva nauke Republike Srbije, br. 179018
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Jones, Antwan
2015-04-01
Using data from the 1994-2008 National Longitudinal Study of Adult Health (Add Health), this research examines the relationship between residential mobility and weight gain over time among urban and non-urban young adults. It is theorized that changes in residence act as a barrier to achieving an active lifestyle, which would increase an individual's body mass index (BMI) over time. Relying on linear mixed-effects growth curve models, the results indicate that mobility is protective against weight gain over time after controlling for sociodemographic characteristics. For young adults who are residentially stable in urban neighborhoods, increases in physical activity are associated with a linear decline in BMI. In non-urban areas where respondents are residentially mobile, body weight does not fluctuate as sedentary behavior increases. However, in those areas, weight increases as sedentary behavior increases for those who did not move. Overall, the results suggest that the effect of mobility on weight gain is partially due to the kind of health behaviors that one engages in as well as whether or not one lives in an urban area. Policies geared toward relocating residents (such as Moving to Opportunity), and neighborhood processes that can lead individuals to change residences (such as foreclosures or gentrification) may have adverse health effects depending on whether they are occurring in urban or non-urban areas.
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Are Green Jobs Real Jobs? The Case of Italy
Lavecchia, Luciano; Stagnaro, Carlo
2010-01-01
The European Union is strongly promoting the adoption of renewable energy sources (RES). This policy relies mostly on environmental reasons, but its promoters also claim that RES subsidies will result into the creation of a significant number of jobs. This papers takes into examination the case of Italian policies with regard to solar panels and wind turbines. The number of RES-related jobs is estimated and it is compared with the number of jobs that are displaced by higher energy prices, due...
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Potts, Deborah
2013-01-01
There is much speculation today about how rapid economic growth in sub-Saharan Africa is transforming development prospects in the region. However, in terms of a broad, multi-dimensional, understanding of the term ‘development’, into which social justice must be factored, there are real concerns about whether the undoubted improvements in GDP growth in many countries are strongly connected to urban-located investment and job growth. Many African countries remain poorly placed, in terms of glo...
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Lu, Yong; Hu, Xiao-Min; Huang, Xiao-Liang; Zhuang, Xiao-Dong; Guo, Pi; Feng, Li-Fen; Hu, Wei; Chen, Long; Zou, Huachun; Hao, Yuan-Tao
2017-05-12
To investigate the relationship between job satisfaction, work stress, work-family conflict and turnover intention, and explore factors associated with turnover intention, among physicians in Guangdong Province, China. From August to October 2013, physicians completed questionnaires and scales with regard to their job satisfaction, work stress, work-family conflict, and turnover intention. Binary logistic regression and structural equation modelling (SEM) were used in data analysis. A total of 3963 physicians were approached, with 3563 completing the questionnaire. The mean score of the overall perception of turnover intention of physicians who worked in Guangdong was 2.71 on a scale ranging from 1 to 6. Hours worked per week, working in an urban/rural area, type of institution, and age significantly impacted on turnover intention. Turnover intention was directly and negatively related to job satisfaction, and it was directly, indirectly and positively related to work stress and work-family conflict. Job satisfaction, work stress, work-family conflict, hours worked per week, working in an urban/rural area, types of institution and age are influencing factors of turnover intention. Reducing working hours, raising salary, providing more opportunities for career development and training, supporting and encouraging physicians by senior managers could potentially contribute to the reduction in turnover intention. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2017. All rights reserved. No commercial use is permitted unless otherwise expressly granted.
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Rosmiati, Rosmiati; Ekawarna, Ekawarna; Haryanto, Eddy
2017-01-01
The objective of this research is to obtain information on the effect of working environment, job Characteristic and job motivation to job satisfaction. The population of this research is the Lecture Jambi University. The total number of the research sample was 273 Official Member of Lecture Jambi University and they were taken randomly. Data analysis technique was used path analisys with SPSS and LISREL program.The formulation of this research are: 1) Is the work environment (X1) directly in...
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Chung-Yan, Greg A
2010-07-01
This study examines the interactive relationship between job complexity and job autonomy on job satisfaction, turnover intentions, and psychological well-being. It was hypothesized that the positive or motivating effects of job complexity are only realized when workers are given enough autonomy to effectively meet the challenges of complex jobs. Results show that not only do job complexity and job autonomy interact, but that the relationships to the outcome variables are curvilinear in form. Job complexity is shown to be both a motivator and a stressor when job autonomy is low. However, the most beneficial effects of job complexity occur when it is matched by a high level of job autonomy. Theoretical and practical implications are discussed.
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Bester, C L; Mouton, T
2006-08-01
In order to contribute to higher levels of job satisfaction, job involvement and productivity, a match or fit should be established between the dominant career anchor associated with a specific occupation and that of the employee. A career anchor is an individual's set of self-perceived talents, abilities, motives, needs and values that form the nucleus of one's occupational self-concept. Psychologists have always been part of the service orientated careers and therefore one would expect that it is likely that their dominant career anchor would be service orientation. If this is the case, psychologists with service as their dominant career anchor are supposed to have greater job satisfaction and job involvement compared to those with different career anchors. However, according to literature, this assumption is not necessarily correct. The primary goals of the current study were to determine whether in fact service is the dominant career anchor of psychologists in the Free State and whether there are significant differences regarding job satisfaction and job involvement between psychologists with and without service as their dominant career anchor. A third goal was to determine whether psychologists with different dominant career anchors differ significantly from one another regarding job satisfaction and job involvement. Questionnaires measuring career orientations, job satisfaction and job involvement were sent to 165 of the 171 registered psychologists in the Free State region. Only 75 psychologists (45,5%) responded which exceeded the traditional return rate of 20 to 30%. Due to the small sample of respondents, a nonparametric statistical test, namely the Mann Whitney U test was conducted to determine possible differences. An analysis of the data showed that 21 respondents had entrepreneurship as their dominant career orientation while 12 fell in the technical/functional, 12 in the challenging, 9 in the service and 8 in the autonomy categories of dominant
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Job Analysis, Job Descriptions, and Performance Appraisal Systems.
Sims, Johnnie M.; Foxley, Cecelia H.
1980-01-01
Job analysis, job descriptions, and performance appraisal can benefit student services administration in many ways. Involving staff members in the development and implementation of these techniques can increase commitment to and understanding of the overall objectives of the office, as well as communication and cooperation among colleagues.…
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Impact of job burnout, age and marital status on job involvement ...
African Journals Online (AJOL)
The present study was aimed to explore the effect of job burnout, age and marital status on job involvement among banking personnel. The sample consists of 100 employees working in banks of Eritrea, Asmara, North East Africa, selected randomly. Job involvement scale developed by Lodhal and Kejner (1965) and ...
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Directory of Open Access Journals (Sweden)
Noermijati Noermijati
2015-08-01
Full Text Available Job stress and motivation has a critical role to enhance female employee performance. The research attempts to analyze the direct effect of job stress and motivation on employee performance, and indirect effect of job stress and motivation on employee performance through job satisfaction. This research involves 108 married female employees, with minimal one year working period, as the population and respondents (census sampling. Using Path analysis, it was found that job stress have significant negative effect on employee performance. Motivation has a significant positive effect on employee performance. Job stress does not have an effect on job satisfaction. Motivation significantly positive influences job satisfaction. Job satisfaction significantly influences employee performance. Job stress does not have indirect effect on employee performance through job satisfaction. Motivation has an indirect effect on employee performance through job satisfaction. Motivation has the most important role to enhance employee performance. As an implication, company must give more attention and enhance employee motivation, especially on fulfilling self actualization need.
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Professional autonomy and job satisfaction: survey of critical care nurses in mainland Greece.
Iliopoulou, Katerina K; While, Alison E
2010-11-01
This paper is a report of a study conducted to describe Greek critical care nurses' views on professional autonomy and its relationship with job satisfaction and other work-related variables. Professional autonomy is generally considered a highly desirable nursing attribute and a major factor in nurse job satisfaction. In the critical care environment, a high level of accountability, responsibility and autonomy are required to optimize outcomes of critically unstable patients. A questionnaire survey was conducted with a convenience sample of Greek critical care nurses (n = 431; response rate 70%) in 2007. Data were collected on professional autonomy, job satisfaction, role conflict and role ambiguity. Overall, nurses reported acting moderately autonomously. Younger nurses reported statistically significant lower levels of autonomy. Higher levels of autonomy were reported by female nurses. Multiple logistic regression revealed that appointment level, type of critical care unit and registration with a professional organization were independently associated with autonomy. A positive moderate association was found between reported autonomy, job satisfaction, role conflict and role ambiguity, but there was no relationship between job satisfaction and reported role conflict and role ambiguity. Further education, role enhancement and support are required for nurses working in critical care in Greece if they are to achieve the maximum potential of their professional role. Failure to address the perceptions of professional autonomy may have an impact on staff retention, because of job dissatisfaction. © 2010 Blackwell Publishing Ltd.
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A comparison of unemployed job-seekers with and without social anxiety
Himle, Joseph A; Weaver, Addie; Bybee, Deborah; O'Donnell, Lisa; Vlnka, Sarah; Laviolette, Wayne; Steinberger, Edward; Zipora, Golenberg; Levine, Debra Siegel
2014-01-01
Objective Literature consistently demonstrates that social anxiety disorder has substantial negative impacts on occupational functioning. However, to date, no identified empirical work has focused on understanding the specific nature of vocational problems among persons with social anxiety disorder. This study examines the association between employment-related factors (i.e., barriers to employment; skills related to employment; and job aspirations) and social anxiety among a sample of adults seeking vocational rehabilitation services. Methods Data from intake assessments, including a screen for social anxiety disorder, of 265 low-income, unemployed adults who initiated vocational rehabilitation services in urban Michigan was examined to assess differences in barriers to employment, employment skills, job aspirations, and demographic characteristics among participants who screened positive for social anxiety disorder compared to those who did not. Bivariate and multiple logistic regression analyses were performed. Results Multiple logistic regression analysis revealed that greater perceived experience and skill barriers to employment, fewer skills related to social-type occupations, and less education were significantly associated with social anxiety, after adjusting for other factors. Bivariate analysis also suggested that participants who screened positive for social anxiety disorder were significantly less likely to aspire to social jobs. Conclusions Employment-related factors likely impacting occupational functioning were significantly different between persons with and without social anxiety problems. Identifying these differences in employment barriers, skills, and job aspirations offer potentially important functional targets for psychosocial interventions aimed at social anxiety disorder and suggest the need for vocational service professionals to assess and address social anxiety among their clients. PMID:24733524
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Urban Heat Wave Hazard Assessment
Quattrochi, Dale A.; Jedlovec, Gary; Meyer, Paul J.; LaFontaine, Frank J.; Crane, Dakota L.
2016-01-01
Heat waves are the largest cause of environment-related deaths globally. On average, over 6,000 people in the United States alone are hospitalized each summer due to excessive heat. Key elements leading to these disasters are elevated humidity and the urban heat island effect, which act together to increase apparent temperature and amplify the effects of a heat wave. Urban demographics and socioeconomic factors also play a role in determining individual risk. Currently, advisories of impending heat waves are often too generalized, with limited or no spatial variability over urban regions. This frequently contributes to a lack of specific response on behalf of the population. A goal of this project is to develop a product that has the potential to provide more specific heat wave guidance invoking greater awareness and action.
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Hoboubi, Naser; Choobineh, Alireza; Kamari Ghanavati, Fatemeh; Keshavarzi, Sareh; Akbar Hosseini, Ali
2017-03-01
Job stress and job satisfaction are important factors affecting workforce productivity. This study was carried out to investigate the job stress, job satisfaction, and workforce productivity levels, to examine the effects of job stress and job satisfaction on workforce productivity, and to identify factors associated with productivity decrement among employees of an Iranian petrochemical industry. In this study, 125 randomly selected employees of an Iranian petrochemical company participated. The data were collected using the demographic questionnaire, Osipow occupational stress questionnaire to investigate the level of job stress, Job Descriptive Index to examine job satisfaction, and Hersey and Goldsmith questionnaire to investigate productivity in the study population. The levels of employees' perceived job stress and job satisfaction were moderate-high and moderate, respectively. Also, their productivity was evaluated as moderate. Although the relationship between job stress and productivity indices was not statistically significant, the positive correlation between job satisfaction and productivity indices was statistically significant. The regression modeling demonstrated that productivity was significantly associated with shift schedule, the second and the third dimensions of job stress (role insufficiency and role ambiguity), and the second dimension of job satisfaction (supervision). Corrective measures are necessary to improve the shift work system. "Role insufficiency" and "role ambiguity" should be improved and supervisor support must be increased to reduce job stress and increase job satisfaction and productivity.
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Job stressors and job stress among teachers engaged in nursing activity.
Muto, Shigeki; Muto, Takashi; Seo, Akihiko; Yoshida, Tsutomu; Taoda, Kazushi; Watanabe, Misuzu
2007-01-01
Teachers and staff members engaged in nursing activity experience more stress than other workers. However, it is unknown whether teachers engaged in nursing activity in schools for handicapped children experience even greater stress. This study evaluated job stressors and job stress among such teachers using a cross-sectional study design. The subjects were all 1,461 teachers from all 19 prefectural schools for handicapped children in Shizuoka Prefecture, Japan. We used a brief job stress questionnaire for the survey and 831 teachers completed the questionnaire. Job stressors among teachers engaged in nursing activity were compared with those among teachers not engaged in nursing activity. Job stress among such teachers was estimated by the score for total health risk, and was compared with the score in the Japanese general population. Male and female teachers engaged in nursing activity had a significantly higher level of job stressors for physical work load and job control compared with those not engaged in nursing activity. The scores for total health risk among male and female teachers engaged in nursing activity were 102 points and 98 points, respectively. These scores were not markedly above 100 points which is the mean score in the Japanese general population.
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Job-to-job Transitions, Sorting, and Wage Growth
DEFF Research Database (Denmark)
Jinkins, David; Morin, Annaïg
unemployment, for whom the exogenous mobility assumption is not rejected, to estimate firm fixed effects. We then decompose the variance of wage growth of all job movers. We find that 66% of the variance of wage growth experienced by job movers can be attributed to variance in match quality. Expected match......We measure the contribution of match quality to the wage growth experienced by job movers. We reject the exogenous mobility assumption needed to estimate a standard fixed-effects wage regression in the Danish matched employer-employee data. We exploit the sub-sample of workers hired from...... quality growth is higher for higher-skilled occupations....
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Colin Green
2012-01-01
This paper examines the use and impact of job search methods of both unemployed and employed job seekers. Informal job search methods are associated with relativel high level of job exit and shorter search duration. Job exists through the public employment agency (PEA) display positive duration dependence for the unemployed. This may suggest that the PEA is used as a job search method of last resort. Informal job search methods have lower associated duration in search and higher wages than th...
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Job demand-control and job stress at work: A cross-sectional study among prison staff
Akbari, Jafar; Akbari, Rouhollah; Shakerian, Mahnaz; Mahaki, Behzad
2017-01-01
Introduction: Job stress can impose significant costs to the workplaces and organizations due to some issues such as absenteeism, less productivity, and medical costs. Job overload and lack of decision latitude can lead to job stress. The current study aimed to investigate the job demands and control as predictor of job stress and its relationship, with some of the demographic characteristics of Iranian prison staff. Materials and Methods: This study was performed on 171 male employees working in four prisons located in Ilam, Iran. The sampling method was census and all four prisons’ staff were selected to respond the Job Content Questionnaires. Finally, the data were analyzed using t-test or independent samples test as well as SPSS 20. Results: The highest amount of job demand (mean = 21.28) and the lowest amount of job control on average (9.76) were reported by those staff working in Darehshahr prison. There was also a significant relationship between job post and job control among the prison staff (β = −0.375, P = 0.001). Conclusion: The level of job stress reported by prison staff was high in this study mainly caused by high job demand and low job control, especially in Darehshahr prison staff. PMID:28546980
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Kosugi, Shoutaro; Otsuka, Yasumasa
2000-01-01
This study examined the effects of working conditions and the financial state as chronic job stressors and job event stressors. In study 1, the Job Stress Scale was applied to a total of 6,312 employees in an industrial research institute and a construction company to measure chronic job stressors. In study 2, 1,423 employees of these companies filled out the Job Events Checklist to measure job event stressors. Result: Employees in the industrial research institute had more chronic job stress...
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Distinguishing stressors acting on landbird communities in an urbanizing environment
Matthew D. Schlesinger; Patricia N. Manley; Marcel Holyoak
2008-01-01
Urbanization has profound influences on ecological communities, but our understanding of causal mechanisms is limited by a lack of attention to its component stressors. Published research suggests that at landscape scales, habitat loss and fragmentation are the major drivers of community change, whereas at local scales, human activity and vegetation management are the...
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The subjective determinants of job performance and job involvement in organizational context.
Koblicová, Leona
2016-01-01
The job performance is conditioned by range of objective factors and subjective determinants as well. This thesis dedicates to mapping of job involvement meaning engagement, enthusiasm, commitment and work motivation. Considering to that, oganization can influence future job performance of its employee through employee development, when it tries to grow up the job interest, develops requiered skills and so potencially supports one's performance. The text tries to sum up knowledge background o...
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Infection prevention needs assessment in Colorado hospitals: rural and urban settings.
Reese, Sara M; Gilmartin, Heather; Rich, Karen L; Price, Connie S
2014-06-01
The purpose of our study was to conduct a needs assessment for infection prevention programs in both rural and urban hospitals in Colorado. Infection control professionals (ICPs) from Colorado hospitals participated in an online survey on training, personnel, and experience; ICP time allocation; and types of surveillance. Responses were evaluated and compared based on hospital status (rural or urban). Additionally, rural ICPs participated in an interview about resources and training. Surveys were received from 62 hospitals (77.5% response); 33 rural (75.0% response) and 29 urban (80.6% response). Fifty-two percent of rural ICPs reported multiple job responsibilities compared with 17.2% of urban ICPs. Median length of experience for rural ICPs was 4.0 years compared with 11.5 years for urban ICPs (P = .008). Fifty-one percent of rural ICPs reported no access to infectious disease physicians (0.0% urban) and 81.8% of rural hospitals reported no antimicrobial stewardship programs (31.0% urban). Through the interviews it was revealed that priorities for rural ICPs were training and communication. Our study revealed numerous differences between infection prevention programs in rural versus urban hospitals. An infection prevention outreach program established in Colorado could potentially address the challenges faced by rural hospital infection prevention departments. Copyright © 2014 Association for Professionals in Infection Control and Epidemiology, Inc. Published by Mosby, Inc. All rights reserved.
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The Organizational Health of Urban Elementary Schools: School Health and Teacher Functioning
Mehta, Tara G.; Atkins, Marc S.; Frazier, Stacy L.
2013-01-01
This study examined the factor structure of the Organizational Health Inventory-Elementary version (OHI-E; Hoy, Tarter, & Kottkamp, 1991) in a sample of 203 teachers working in 19 high-poverty, urban schools and the association of organizational school health with teacher efficacy, teacher stress, and job satisfaction. Results indicated a similar factor structure of the OHI-E as compared with the population of schools in the original sample (Hoy et al., 1991), and that specific components of organizational health, such as a positive learning environment, are associated with teacher efficacy, stress, and satisfaction. Overall, teachers’ relations with their peers, their school leadership, and their students appear especially critical in high-poverty, urban schools. Recommendations for research and practice related to improving high-poverty, urban schools are presented. PMID:23935763
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[Job satisfaction among Norwegian doctors].
Nylenna, Magne; Aasland, Olaf Gjerløw
2010-05-20
Doctors' job satisfaction has been discussed internationally in recent years based on reports of increasing professional dissatisfaction. We have studied Norwegian doctors' job satisfaction and their general satisfaction with life. A survey was conducted among a representative sample of practicing Norwegian doctors in 2008. The validated 10-item Job Satisfaction Scale was used to assess job satisfaction. 1,072 (65 %) doctors responded. They reported a mean job satisfaction of 5.3 on a scale from 1 (very dissatisfied) to 7 (very satisfied). Job satisfaction increased with increasing age. Private practice specialists reported the highest level of job satisfaction (5.8), and general practitioners reported higher job satisfaction (5.5) than hospital doctors (5.1). Among specialty groups, community doctors scored highest (5.6) and doctors in surgical disciplines lowest (5.0). While long working hours was negatively correlated with job satisfaction, the perception of being professionally updated and having part-time affiliation(s) in addition to a regular job were positively correlated with job satisfaction. 52.9 % of doctors reported a very high general satisfaction. Norwegian doctors have a high level of job satisfaction. Satisfaction with life in general is also high and at least in line with that in the Norwegian population.
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Van Yperen, N.W.; Hagedoorn, M.
2003-01-01
Examined whether job control and job social support reduce signs of fatigue and enhance intrinsic motivation among employees facing high job demands. 555 nurses (mean age 35.5 yrs) working at specialized units for patients with different levels of mental deficiency completed surveys regarding: (1)
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Anderson, K; Forbes, R
1989-01-01
This article is the first of a three part series discussing the impact of nurses job sharing at University Hospital, London, Ontario. This first article explores the advantages and disadvantages of job sharing for staff nurses and their supervising nurse manager, as discussed in the literature. The results of a survey conducted on a unit with a large number of job sharing positions, concur with literature findings. The second article will present the evaluation of a pilot project in which two nurses job share a first line managerial position in the Operating Room. The third article will relate the effects of job sharing on women's perceived general well being. Job sharing in all areas, is regarded as a positive experience by both nurse and administrators.
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Directory of Open Access Journals (Sweden)
CL Bester
2006-09-01
Full Text Available In order to contribute to higher levels of job satisfaction, job involvement , and productivity, a match or fit should be established between the dominant career anchor associated with a specific occupation and that of the employee. A career anchor is an individual’s set of self-perceived talents, abilities, motives, needs and values that form the nucleus of one’s occupational self-concept. Psychologists have always been part of the service orientated careers and therefore one would expect that it is likely that their dominant career anchor would be service orientation. If this is the case, psychologists with service as their dominant career anchor are supposed to have greater job satisfaction and job involvement compared to those with different career anchors. However, according to literature, this assumption is not necessarily correct. The primary goals of the current study were to determine whether in fact service is the dominant career anchor of psychologists in the Free State and whether there are significant differences regarding job satisfaction and job involvement between psychologists with and without service as their dominant career anchor. A third goal was to determine whether psychologists with different dominant career anchors differ significantly from one another regarding job satisfaction and job involvement. Questionnaires measuring career orientations, job satisfaction and job involvement were sent to 165 of the 171 registered psychologists in the Free State region. Only 75 psychologists (45,5% responded which exceeded the traditional return rate of 20 to 30%. Due to the small sample of respondents, a nonparametric statistical test, namely the Mann Whitney U test was conducted to determine possible differences. An analysis of the data showed that 21 respondents had entrepreneurship as their dominant career orientation while 12 fell in the technical/functional, 12 in the challenging, 9 in the service and 8 in the autonomy
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Job involvement and job satisfaction of South African nurses compared with other professions
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R.A. Kaplan
1991-09-01
Full Text Available The study was designed primarily to compare the work outcomes of job satisfaction and job involvement of South African nurses with those of members of 13 other professional groups in South Africa and with American nurses where data was available. Secondary aims included identifying areas where job satisfaction was particularly low and demonstrating the relative independence of the job involvement and job satisfaction constructs. A questionnaire incorporating the Kanungo Job Involvement Scale and the Short Form of the Minnesota Job Satisfaction Questionnaire was mailed to random samples of people between the ages of 29 and 41 drawn from 14 professional registers. There were 114 nurses in the final sample and 1677members of other professions. Differences among professions were tested for significance using one-way analyses of variance and Bonferroni ranges tests. South African Nurses were shown to have extremely low job satisfaction relative to American nurses and to other professional groups in South-Africa. By contrast their job involvement was moderately high. The implications of these findings for the medical profession as a whole and for nurses in particular are discussed. The fear is expressed that wide spread dissatisfaction may lead to fewer people entering the profession and highly trained people leaving.
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Job demand and job resources as predictors of absence duration and frequency
Bakker, A.B.; Demerouti, E.; Boer, de E.; Schaufeli, W.B.
2003-01-01
This study among 214 nutrition production employees uses the Job Demands-Resources (JD-R) model to predict future company registered absenteeism. According to this model, job demands are primarily responsible for health impairment, whereas job resources lead primarily to increased motivation and
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The study was concerned with the identification of the job dimension underlying the job elements of the Position Analysis Questionnaire ( PAQ ), Form B...The PAQ is a structured job analysis instrument consisting of 187 worker-oriented job elements which are divided into six a priori major divisions...The statistical procedure of principal components analysis was used to identify the job dimensions of the PAQ . Forty-five job dimensions were
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Mijakoski, Dragan; Karadzinska-Bislimovska, Jovanka; Basarovska, Vera; Minov, Jordan; Stoleski, Sasho; Angeleska, Nada; Atanasovska, Aneta
2015-01-01
BACKGROUND: 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. AIM: 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. METHODS: Work demands, burnout, job engagement, and job satisfaction were measured with Hospital Experienc...
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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.
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Akkerman, Alma; Kef, Sabina; Meininger, Herman P
2018-05-01
Knowledge on what contributes to job satisfaction of people with intellectual disabilities is limited. Using self-determination theory, we investigated whether fulfillment of basic psychological needs (i.e., autonomy, relatedness, competence) affected job satisfaction, and explored associations between workplace participation, need fulfillment and job satisfaction. A total of 117 persons with intellectual disabilities, recruited from a Dutch care organization, were interviewed on need fulfillment at work and job satisfaction. Data on workplace participation was obtained from staff. Questionnaires were based on well-established instruments. Basic psychological need fulfillment predicted higher levels of job satisfaction. Level of workplace participation was not associated with need fulfillment or job satisfaction. Allowing workers with intellectual disabilities to act with a sense of volition, feel effective, able to meet challenges, and connected to others is essential and contributes to job satisfaction. It is needed to pay attention to this, both in selection and design of workplaces and in support style. Implications for rehabilitation Knowledge on factors that contribute to job satisfaction is necessary to improve employment situations and employment success of people with intellectual disabilities. In order to achieve job satisfaction, it is essential that workplaces allow for fulfillment of the basic psychological needs for autonomy, relatedness, and competence of people with intellectual disabilities. People with intellectual disabilities are able to report on their needs and satisfaction, and it is important that their own perspective is taken into account in decisions regarding their employment situation.
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Park, Jin-Hyuck; Park, Ji-Hyuk
2017-01-01
This study was conducted to investigate the associations among work-related musculoskeletal disorders (WMSDs), job stress, and job attitude of occupational therapists in South Korea. Self-reporting questionnaires were distributed to 150 occupational therapists. Of the 128 occupational therapists who responded, 110 (85.9%) reported WMSDs affecting at least one body site. The most affected WMSDs site was the low back (26.8%), and the most reported number of body site affected by WMSDs was one (53.9%). As a result, there were significant differences in job stress and job attitude depending on the age, work experience, working hour, presence or absence of WMSDs, and number of site of pain. Factors influencing job attitude included job stress, the presence or absence of WMSDs and duration of pain. The results showed that the occurrence of WMSDs in occupational therapists was associated with increased job stress and negative job attitude.
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Comparison of patterns of substance abuse disorders in urban and rural population
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Morad Rasouli-Azad
2011-03-01
Full Text Available Background: Studies of the prevalence of substance abuse in rural and urban population in different countries revealed variable results regarding to the study method, study population, age group and measuring tools. The purpose of this research is to compare the patterns of substance abuse disorders in urban and rural population in Mashhad.Materials and Method: Two groups consecutively admitted patients who referred to substance treatment clinics of Mashhad, were selected (110 urban and 100 rural patients. Samples were evaluated with structured demographic questionnaire and Structured Clinical Interview (SCID for DSM-IV. Data were analyzed by χ2 and independent t-test.Results: This study showed statistically significant differences between two groups in marital status, education level, monthly income and job. Also the samples were differed in substance type, history of injection and quit, abuse of nicotine, cannabis and alcohol in long life. Conclusion: Rural and urban societies have differences in patterns of substance abuse that can be originated from social-context differences
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Wong Yvonne; Rabeatul Husna Abdull Rahman; Choi Sang Long
2014-01-01
This study examines the relationship between job satisfaction and job performance among the employees. Job satisfaction is being discussed in term of its nine facets: pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of works and communication. On the other hand, job performance is being viewed in the aspects of contextual performance and task performance. The result of the study found that the two variables (job satisfaction and job pe...
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Aryaningsih, NN; Irianto, Kt; Marsa Arsana, Md; Juli Suarbawa, Kt
2018-01-01
The rapid increased of urban population can not be controlled by the city government. This will have an impact on the emergence of new poverty in urban areas, due to inadequate of the job opportunities and skills. Government programs for poverty alleviation can reduce some rural poverty, but have not been able to overcome poverty in urban areas. The diversity of urban issues and needs is greater than in rural areas. Therefore, it is necessary to conduct the research with the aim to build urban poverty reduction model through the development of entrepreneurship spirit and business competence. This research was conducted by investigation method, and questionnaire. Questionnaires are arranged with rating scale measurements. The validity and reliability of the questionnaire were tested by factor analysis. Model construction is constructed from various informant analyzes and descriptive statistical analysis. The results show that poverty alleviation model is very effective done by developing spirit of entrepreneurship and business competence.
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Hsieh, Hui-Hsien; Huang, Jie-Tsuen
2017-04-03
This study examined the mediating role of job insecurity in the relationship between core self-evaluations (CSE) and job satisfaction, while also investigating the moderating role of job insecurity in the mediated relationship between CSE and life satisfaction via job satisfaction. Survey data were collected from a sample of 346 full-time employees in Taiwan. We found that job insecurity partially mediated the CSE-job satisfaction relationship. Moreover, we found that job insecurity moderated not only the relationship between CSE and job satisfaction but also the mediated relationship between CSE and life satisfaction via job satisfaction. Specifically, both the CSE-job satisfaction relationship and the CSE-job satisfaction-life satisfaction relationship became stronger when job insecurity was low. Our results emphasize the importance of raising employees' CSE, which is beneficial not only for diminishing their perceptions of job insecurity, but also for boosting their job and life satisfaction. Practical implications and directions for future research are discussed.
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Job Growth and the Quality of Jobs in the U.S. Economy
Susan N. Houseman
1995-01-01
During the 1980's employment grew rapidly in the United States, prompting many analysts to label the U.S. economy the great American job machine. But while aggregate employment increased rapidly during the 1980's, many did not benefit from the expansion. Among less educated prime-age males, unemployment rates rose and labor force participation rates declined sharply. Moreover, although job growth was high, many argued that the quality of American jobs as measured by wages, benefits, and job s...
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Directory of Open Access Journals (Sweden)
Reyhane Izedi
2016-07-01
Full Text Available Background: Job burnout is an occupational hazard that reduces physical and mental energy of the staff. This study was aimed to investigate the relationship between the nurses' job burnout and their social responsibility considering the moderating role of control locus. Methods: In an analytical and cross-sectional study we used 3 valid questionnaires including Maslach burnout inventory, Dynson social responsibility and Rotter locus of control in 3 educational hospitals of Yazd, Iran. A total of 246 nurses contributed in the study. Data analysis was done through SPSS19. We used Pearson and Kendall correlation coefficient in data analysis. Findings: The mean scores of job burnout and social responsibility of studied group were 60.75 +8.37 and 71.84+15.47, respectively. Job burnout is negatively correlated with social responsibility statistically (r= -0.250 while locus of control acts as the moderator of this correlation. Conclusion: Our results suggest that creating a supportive work environment for nurses enhances their social responsibility trough affecting their level of job burnout. Also, the approved moderating role of control locus in the relationship of job burnout and social responsibility indicates that the personality traits can be considered as the appropriate criteria for entry to nursing schools.
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Directory of Open Access Journals (Sweden)
Lei Yao
2017-02-01
Full Text Available In the context of global urbanization, urban flood risk in many cities has become a serious environmental issue, threatening the health of residents and the environment. A number of hydrological studies have linked urban flooding issues closely to the spectrum of spatial patterns of urbanization, but relatively little attention has been given to small-scale catchments within the realm of urban systems. This study aims to explore the hydrological effects of small-scaled urbanized catchments assigned with various landscape patterns. Twelve typical residential catchments in Beijing were selected as the study areas. Total Impervious Area (TIA, Directly Connected Impervious Area (DCIA, and a drainage index were used as the catchment spatial metrics. Three scenarios were designed as different spatial arrangement of catchment imperviousness. Runoff variables including total and peak runoff depth (Qt and Qp were simulated by using Strom Water Management Model (SWMM. The relationship between catchment spatial patterns and runoff variables were determined, and the results demonstrated that, spatial patterns have inherent influences on flood risks in small urbanized catchments. Specifically: (1 imperviousness acts as an effective indicator in affecting both Qt and Qp; (2 reducing the number of rainwater inlets appropriately will benefit the catchment peak flow mitigation; (3 different spatial concentrations of impervious surfaces have inherent influences on Qp. These findings provide insights into the role of urban spatial patterns in driving rainfall-runoff processes in small urbanized catchments, which is essential for urban planning and flood management.
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Yao, Lei; Chen, Liding; Wei, Wei
2017-01-01
In the context of global urbanization, urban flood risk in many cities has become a serious environmental issue, threatening the health of residents and the environment. A number of hydrological studies have linked urban flooding issues closely to the spectrum of spatial patterns of urbanization, but relatively little attention has been given to small-scale catchments within the realm of urban systems. This study aims to explore the hydrological effects of small-scaled urbanized catchments assigned with various landscape patterns. Twelve typical residential catchments in Beijing were selected as the study areas. Total Impervious Area (TIA), Directly Connected Impervious Area (DCIA), and a drainage index were used as the catchment spatial metrics. Three scenarios were designed as different spatial arrangement of catchment imperviousness. Runoff variables including total and peak runoff depth (Qt and Qp) were simulated by using Strom Water Management Model (SWMM). The relationship between catchment spatial patterns and runoff variables were determined, and the results demonstrated that, spatial patterns have inherent influences on flood risks in small urbanized catchments. Specifically: (1) imperviousness acts as an effective indicator in affecting both Qt and Qp; (2) reducing the number of rainwater inlets appropriately will benefit the catchment peak flow mitigation; (3) different spatial concentrations of impervious surfaces have inherent influences on Qp. These findings provide insights into the role of urban spatial patterns in driving rainfall-runoff processes in small urbanized catchments, which is essential for urban planning and flood management. PMID:28264521
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Job Design, Training Effect and Job Satisfaction: Evidence from Work Placement at Audit Firms
Liu Guangyou
2017-01-01
This paper aims to test the relationships between job design aspects and job satisfaction, as well as the mediating role of training effect in these relationships. Regression and mediation analyses were performed based on the data collected from a questionnaire-based survey on the senior accounting students’ audit work placement at audit firms. I conclude that repeated tedious non-professional job aspect is negatively related to job satisfaction, whereas judgmental professional job aspect is ...
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Organization Tenure as a Moderator of the Job Satisfaction-Job Performance Relationship.
Norris, Dwight R.; Niebuhr, Robert E.
1984-01-01
Examined organization tenure as a moderator of the job satisfaction-job performance relationship with technical employees (N=116) in a medium-sized industrial firm. Results provided support for a moderating influence of organization tenure on the relationship between job performance and overall satisfaction, satisfaction with work, and…
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IMPACT OF E-RECRUITMENT AND JOB-SEEKERS PERCEPTION ON INTENTION TO PURSUE THE JOBS
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Naveed R. KHAN
2014-06-01
Full Text Available The study highlighted the significance of e-recruitment in the firms. In current epoch technology integrated the information in a sophisticated manner and has influenced on every setting of daily affaires. Hence job seekers are also get benefited with the internet era and start searching the jobs on internet. This study examined the relationship between the recruitment sources, job seekers’ perception and intention to pursue the job. Data was collected from 257 respondents and analysed in relation with the research objectives. The findings of the study showed that internet is the most preferred source to search the job among other recruitment sources. Furthermore, it is also suggested that the effectiveness of e-recruitment depends upon the placement of advertisement and salary is the most influential motivator to find interest in the job applied. Lastly, statistics of the study found that the recruitment sources and applicant’s perceptions of job significantly influence the intention to pursue the position applied by the job seeker.
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Dehghan; Mobinyzadeh; Habibi
2016-01-01
Background Job satisfaction, job performance, job stress and heat stress affect the productivity of workers. Objectives This research aimed to study the relationship between heat stress indices with job satisfaction, job performance and job stress in casting workers. Patients and Methods This descriptive-analytical cross sectional survey was performed during summer 2013 on one hund...
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The Experience of Emotions during the Job Search and Choice Process among Novice Job Seekers
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…
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ReconnACT Blumenthal to the water
Restemeyer, Britta; Motta Zanin, Giulia; Kötterheinrich, Marie; Chan Lok Hei, Patricia; Warsewa, Günter; Mironowicz, Izabela
2016-01-01
The project “ReconnACT Blumenthal to the water” is a concept for a particular area in the north of Bremen, Blumenthal, which is currently in a transition phase from an industrial to a post-industrial urban district. In line with the general theme of the summer school, “City on Water”, making
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Job Performance, Job Satisfaction and Human Capital in the Labour Market in Bosnia
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Erkan Ilgün
2013-01-01
Full Text Available The paper analyses the effect of job performance, job satisfaction and humancapital. It shows that together with monetary factors, such factors as theperception of the social importance of the job, the ability to meet good friendsin the team, and the atmosphere within which the respondents work, may alsohave a high level of impact on labour supply through human capital. The paperdemonstrates the power of non-monetary factors in achieving improvementsin the context of the ‘job performance-job satisfaction-human capital’ chain,thus bringing about positive changes in labour market supply in Bosnia.
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78 FR 35635 - Agency Forms Undergoing Paperwork Reduction Act Review
2013-06-13
... the cognitive demands that affect a miner's ability to do his or her job. To be consistent with... Systems Integration Needs in Mining--New--National Institute for Occupational Safety and Health (NIOSH... 91-173 as amended by Public Law 95-164 (Federal Mine Safety and Health Act of 1977), and Public Law...
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Kabir, Mohammad Javad; Heidari, Alireza; Etemad, Koorosh; Gashti, Ashrafi Babazadeh; Jafari, Nahid; Honarvar, Mohammad Reza; Ariaee, Mohammad; Lotfi, Mansureh
2016-09-01
Burnout causes physical and emotional tireness, job dissatisfaction, resulting in reduced efficiency and a feeling of alienation from colleagues. Also, job satisfaction has a major impact on job-related behaviors, such as turnover intention, absenteeism, and job performance. The aim of this study was to determine job burnout, job satisfaction rate, and related factors among health care workers in Golestan Province in Iran. This cross-sectional study was conducted with 1,141 health workers in Golestan Province in northern Iran. Data were collected using a questionnaire that was comprised of four sections. It consisted of socio-economic characteristics, physical environment and facilities of health house (rural health clinic), Maslach burnout inventory, and a satisfaction questionnaire. Multi-nomial Logistic Regression was conducted to analyze the data using SPSS software, version 22. There were significant relationships between the intensity of job burnout and age (p income (p job burnout and age (p income (p job satisfaction and the satisfaction from income (p = 0.001), the physical environment of health houses (p = 0.001), and the facilities of health houses (p = 0.001). Burnout was average among health workers, and health workers job satisfaction rate was lower than the average level in health workers. Effective interventions are recommended with regards to the unfavorable condition of job satisfaction and its relationship with job burnout.
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Nurses' exhaustion: the role of flow at work between job demands and job resources.
Zito, Margherita; Cortese, Claudio G; Colombo, Lara
2016-01-01
In the light of the job demands-resources model, this study aimed to detect the mediating role of flow at work between job demands and job resources on one side, and exhaustion on the other. In a historical period where it is necessary to reduce the abandonment of nursing profession, flow is a useful tool to investigate the factors that can promote work motivation and prevent psychological distress. A cross-sectional study was conducted in a hospital, and 279 nurses completed a questionnaire. Analyses conducted are descriptive statistics, alphas, correlations and a structural equations model that considers the mediating role of flow at work. Findings show both the central role of job resources in determining flow at work, and the mediating role of flow at work in decreasing exhaustion, starting from job resources, and in decreasing the effect of job demands on exhaustion. Moreover, flow at work directly decreases exhaustion. Results show the relevance of containing job demands and provide job resources to promote positive experiences at work. To promote flow at work, organizations should offer specific resources, such as supervisors' support, job autonomy, and psychological support to manage the emotional charge. © 2015 John Wiley & Sons Ltd.
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Blanz, Mathias
2017-01-01
The present article describes an investigation of the Job Characteristics Model (JCM) by Hackman and Oldham (1976) for the prediction of job satisfaction of employees in social work areas. While there is considerable evidence for the JCM with respect to profit-oriented organizations, it was tested whether it can also be applied to the non-profit sector. The present study surveyed 734 holders of jobs in social work in Germany in order to assess their job satisfaction and the core variables of the JCM (i.e., the five job characteristics and the three psychological states). Regression and mediation analyses were used to examine the relations between these variables. The results showed that the expected relations were remarkably in accordance with the findings from the for-profit sector. All model variables correlated positively with job satisfaction, with the psychological states showing higher coefficients than the job characteristics. In addition, the influence of job characteristics on job satisfaction was significantly mediated through the psychological states. These findings were supported by a replication study. Implications of the JCM for practice, in particular for assessment and interventions in social work organizations, are discussed.
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The Effect of Job Satisfaction on Job Search: Not just whether, but also where
Josse Delfgaauw
2005-01-01
textabstractUsing survey data of public sector employees in the Netherlands, this paper shows that workers' satisfaction with various job domains not only affects whether but also where workers search for another job. An intuitive pattern emerges. Workers try to leave their current employer when their job search is instigated by dissatisfaction with an organisation-specific job domain, like management. Conversely, more job-specific problems, like a lack of autonomy, lead workers to opt for an...
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Exploring job embeddedness' antecedents
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Ghadeer Mohamed Badr ElDin Aboul-Ela
2018-04-01
Full Text Available Employees are the key resources of organizational success. Developing and maintaining job embeddedness is a cornerstone success in the workplace. The purpose of this research study is to analyze selected antecedents of job embeddedness. Role ambiguity, training, and demographics (age groups, gender and education were identified from the extant literature as the selected antecedents for this study. An in-depth statistical analysis of the job embeddedness sub-dimensions was conducted in relation to the selected antecedents. Questionnaires were administered among the employees working in the private banks in Egypt. Results revealed a negative relationship between role ambiguity and job embeddedness, a positive relationship between training and job embeddedness, elder employees held higher level of embeddedness compared to young employees, females possessed higher level of embeddedness compared to males, and no significant differences among the various education levels and job embeddedness.
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Winarja, Waluya; Sodikin, Akhmad; Widodo, Djoko Setyo
2018-01-01
This study aims to determine the effect of organizational commitment and the Job Pressure of the Job Performance partially determine the effect of organizational commitment the performance of employees through job satisfaction variables and determine the effect of work stress on job performance through job satisfaction. The study was conducted on the employees of the Directorate of transport and communications and information technology. The sampling technique using saturated samples involvin...
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Establishing sustainable strategies in urban underground engineering.
Curiel-Esparza, Jorge; Canto-Perello, Julian; Calvo, Maria A
2004-07-01
Growth of urban areas, the corresponding increased demand for utility services and the possibility of new types of utility systems are overcrowding near surface underground space with urban utilities. Available subsurface space will continue to diminish to the point where utilidors (utility tunnels) may become inevitable. Establishing future sustainable strategies in urban underground engineering consists of the ability to lessen the use of traditional trenching. There is an increasing interest in utility tunnels for urban areas as a sustainable technique to avoid congestion of the subsurface. One of the principal advantages of utility tunnels is the substantially lower environmental impact compared with common trenches. Implementing these underground facilities is retarded most by the initial cost and management procedures. The habitual procedure is to meet problems as they arise in current practice. The moral imperative of sustainable strategies fails to confront the economic and political conflicts of interest. Municipal engineers should act as a key enabler in urban underground sustainable development.
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Job Design, Training Effect and Job Satisfaction: Evidence from Work Placement at Audit Firms
Directory of Open Access Journals (Sweden)
Liu Guangyou
2017-01-01
Full Text Available This paper aims to test the relationships between job design aspects and job satisfaction, as well as the mediating role of training effect in these relationships. Regression and mediation analyses were performed based on the data collected from a questionnaire-based survey on the senior accounting students’ audit work placement at audit firms. I conclude that repeated tedious non-professional job aspect is negatively related to job satisfaction, whereas judgmental professional job aspect is positively related to job satisfaction. I also conclude that training effect of work placement is playing a partial mediating role in the identified positive relationship while having no mediation in the negative one.
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Energy Technology Data Exchange (ETDEWEB)
1994-12-01
The purpose of this Handbook is to establish general training program guidelines for training personnel in developing training for operation, maintenance, and technical support personnel at Department of Energy (DOE) nuclear facilities. TTJA is not the only method of job analysis; however, when conducted properly TTJA can be cost effective, efficient, and self-validating, and represents an effective method of defining job requirements. The table-top job analysis is suggested in the DOE Training Accreditation Program manuals as an acceptable alternative to traditional methods of analyzing job requirements. DOE 5480-20A strongly endorses and recommends it as the preferred method for analyzing jobs for positions addressed by the Order.
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Suandi, Turiman; Ismail, Ismi Arif; Othman, Zulfadli
2014-01-01
This research aims at finding out the relationship between Organizational Climate, job stress and job performance among State Education Department (JPN) officers . The focus of the research is to determine the job performance of state education department officers, level of job stress among the officers, level of connection between organizational…
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Lawston, Patricia M; Parker, Michael T
2017-01-01
Background : The proposed Tax Cuts and Jobs Act (H.R.1) has stirred significant public debate on the future of American economics. While supporters of the plan have championed it as a necessity for economic revitalization, detractors have pointed out areas of serious concern, particularly for low- and middle-income Americans. One particularly alarming facet of the plan is the radical change to education finance programs and taxation of students in higher education. Methods : By analyzing actual income and tuition of a public and a private university student, as well as the 'average' graduate student, we investigated the effect of both the House and Senate versions of H.R. 1 on taxation of students of various family structures. Results : Our findings indicate that taxable tuition would be the greatest contributor to graduate student tax burden across all four categories of filing status. However, when tuition reduction is upheld or a student is on sustaining fees rather than full tuition, graduate students would realize decreases in taxation. Conclusions : Overall, we conclude that removal of tuition reduction would result in enormous tax burdens for graduate students and their families and that these effects are dependent not only on the status of the student in their degree program but also on their tuition and stipend, and therefore the institution they attend.
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Lopes, Silvia; Chambel, Maria José; Castanheira, Filipa; Oliveira-Cruz, Fernando
2015-01-01
This article presents the psychometric properties of the Job Descriptive Index (JDI) and Job in General (JIG) instruments with a Portuguese representative sample of military sergeants and officers. Demographic correlates of job satisfaction are also investigated. The sample consists of 413 sergeants and 362 officers in different hierarchical positions, who equally perform different functions. The results show high internal consistency coefficients for the scores on the JDI and JIG subscales, ranging from .76 to .92. The data support a 6-factor structure of job satisfaction. The results offer empirical support for the Portuguese adaptation of the JDI and JIG scales with these militaries. Pay and promotion opportunities emerge as the job satisfaction dimensions more related to the demographic variables.
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Age Differences in the Relationship Between Perceived Job Characteristics and Job Satisfaction.
Voydanoff, Patricia
Extrinsic job characteristics focus on the work environment and include working conditions, co-worker relations, supervision, company policy, salary, and job security. Intrinsic characteristics deal with the content and tasks involved in the job as well as opportunities provided for self expression and self actualization, e.g. the type of work…
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24 CFR 146.1 - Purpose of the Age Discrimination Act of 1975.
2010-04-01
... ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE General § 146.1 Purpose of the Age Discrimination Act of... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Purpose of the Age Discrimination... programs or activities receiving Federal financial assistance. The Act, however, permits federally assisted...
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Factors influencing urban special education teachers' commitment, job satisfaction, and career plans
Hendricks, Mary Beth
1992-01-01
High teacher attrition rates coupled with critical personnel shortages in special education have augmented the need for research in teacher attrition/retention. Retaining quality personnel in special education teaching is vital to assuring that students with disabilities receive an appropriate education. The purpose of this study was to provide an in-depth exploration of factors influencing urban special education teachers' career plans. To gain a better understanding ...
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Directory of Open Access Journals (Sweden)
Jean Bernard Racine
2004-12-01
Full Text Available The paper explores what unites the social environment the material environment. both the material form, and, jointly, the sensibility that echoes it. .It argues that urban geographers need to develop a research model drawing on urban geography, on urbanism and on land management and capable of integrating the thoughts, the emotions, the affects and the valu-es of city dwellers and citizens and therefore knowledge situated at a micro-social level. However, such research still would need to lead to truly regulatory knowledge. Its translati-on into practical measures needs to be democratically approved, especially by actors who know how to think and act both locally and globally, in relation to multiple and complex territories of affiliation and intervention. This implies a huge effort of the imagination and of construction, both at the theoretical level and at the level of the operational tools needed. Indeed, the concept of “ urban project ”, which has been frequently encountered since the end of the ‘70s and which is supposed finally to supersede functionalist urbanism, cannot be conceived of without taking into consideration the population’s capability to participate and embrace projects or, on the contrary, to oppose them.
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[Job satisfaction and improvement factors in primary care professionals].
Pérez-Ciordia, I; Guillén-Grima, F; Brugos, A; Aguinaga, I
2013-09-06
The quality of services in a health system is related to the level of satisfaction of its professionals. The aim of this article is to determine job satisfaction in primary care professionals and rank those factors capable of improving it. Descriptive study carried out in Navarre in 2010. A validated questionnaire was sent by post to the population of the study: primary care doctors, pediatricians and nurses. Variables on socio-demographic data were collected and job satisfaction was self-evaluated on a scale of 1 to 10. Respondents were asked to rank 10 factors that could improve the previously mentioned satisfaction. Averages were compared and bivariate analysis was carried out using the chi-square test, studying the association between variables through the Odds Ratio (OR). The adjusted analysis was realized through unconditional logistic regression. We collected 432 questionnaires (77.5%). Average satisfaction was 6.7 (scale of 1 to 10), higher in nursing. Women showed a higher average than men (6.90:6.34). The workers at urban health centers (OR: 1.71; CI: 1.10-2.65) showed a higher risk of dissatisfaction with respect to professionals at rural centers. The training activities of the professional is the most highly valued item, followed by economic questions and questions of care pressure, with no differences found by profession. Job satisfaction is a dimension of quality management in primary care and its study enables identification of problems or opportunities for improvement with an impact on the quality of the services offered.
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Jung, Jisun; Shin, Jung Cheol
2015-01-01
The purpose of this study is to explore the impact of administrative staff's job competency on their job satisfaction in a Korean research university. We conceptualized job satisfaction into three subcomponents: satisfaction in the job field, in the workplace, and with the actual task. In the regression analysis, we included demographics, inner…
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THE INFLUENCE OF JOB STRESS AND COMPENSATION TO JOB SATISFACTION AT PT. TRI MEGAH MAKMUR
R Sudiarditha, I Ketut; Baqi, Fikri Haikal; Handaru, Agung Wahyu
2016-01-01
The purpose of this research are: 1 ) To know description and how picture level job stress, compensation and job satisfaction atPT Tri Megah Makmur. 2) To know the influence of job stress tojob satisfaction atPT Tri Megah Makmur. 3) To know the influence of compensation to job satisfaction atPT Tri Megah Makmur. 4) To know empirically the influence of job stress and compensation tojob satisfaction atPT Tri Megah Makmur. 5) To know how far the contribution of job stress and compensation tojob ...
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Brauchli, Rebecca; Jenny, Gregor J.; Füllemann, Désirée; Bauer, Georg F.
2015-01-01
Studies using the Job Demands-Resources (JD-R) model commonly have a heterogeneous focus concerning the variables they investigate?selective job demands and resources as well as burnout and work engagement. The present study applies the rationale of the JD-R model to expand the relevant outcomes of job demands and job resources by linking the JD-R model to the logic of a generic health development framework predicting more broadly positive and negative health. The resulting JD-R health model ...
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Directory of Open Access Journals (Sweden)
Xiaotong Ding
2018-04-01
Full Text Available Background: Low job satisfaction is the most common cause of nurses' turnover and influences the quality of nursing service. Moreover, we have no idea regarding whether job control, as an individual factor, can play a role in the relationship. Objective: To explore the relationship between work-family conflict and job satisfaction among Chinese registered nurses and the mediating role of job control in this relationship. Methods: From August 2015 to November 2016, 487 Chinese registered nurses completed a survey. The study used work-family conflict scale, job control scale, job satisfaction scale, as well as general information. Multiple regression analysis was used to explore the independent factors of job satisfaction. Structural equation model was used to explore the mediating role of job control. Results: Work-family conflict was negatively correlated with job satisfaction (r ‑0.432, p<0.01. In addition, job control was positively related to job satisfaction (r 0.567, p<0.01. Work-family conflict and job control had significant predictive effects on job satisfaction. Job control partially mediated the relationship between work-family conflict and job satisfaction. Conclusion: Work-family conflict affected job satisfaction and job control was a mediator in this relationship among Chinese registered nurses. Job control could potentially improve nurses' job satisfaction.
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Perceived Job Insecurity, Job Satisfaction And Intention To Quit ...
African Journals Online (AJOL)
This study examined the relationships between perceived job insecurity, job satisfaction and intention to quit among employees of selected banks in Nigeria. A total of two hundred and nine (n = 209) randomly selected employees of Guaranty Trust Bank, Oceanic International Bank, Zenith Bank, First Bank of Nigeria, Union ...
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Job Searchers, Job Matches and the Elasticity of Matching
Broersma, L.; van Ours, J.C.
1998-01-01
This paper stresses the importance of a specification of the matching function in which the measure of job matches corresponds to the measure of job searchers. In many empirical studies on the matching function this requirement has not been fulfilled because it is difficult to find information about
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Chen, Sue-Hui; Chiou, Chii-Jun
2010-04-01
Children of the so-called "net generation" began joining the nurse workforce from the mid-1990s. Studies on the characteristics of this generation have been done primarily outside of Taiwan, and results may not adequately reflect conditions in Taiwan due to cultural differences. This study aimed to investigate the relationships amongst work values, job characteristics and job involvement in "net generation" nurses. This study employed a cross-sectional design. A randomized sample of 370 nurses born between 1977 and 1985 working in a medical center or a community hospital in Southern Taiwan accepted our invitation to join this study. A structured questionnaire was used to collect data. (1) Variables including work values, job characteristics, head nurse leadership qualities, job structure and opportunities for in-service education all correlated significantly with job involvement. (2) Regression analysis showed work values, job characteristics, head nurse leadership and religious belief to be significant predictors of job involvement, explaining 22.6% of the variance. This study provides insights that may be of potential value to nursing administrators. We suggest that administrators adopt democratic management practices, build diverse learning methods, strengthen autonomy, completeness, and feedback, and provide appropriate work guidance for nurses to increase job involvement.
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Li, Mingjun; Wang, Zhenhong
2016-06-01
The purpose of this study was to examine the relationship between teachers' public service motivation (PSM) and their job satisfaction levels and to investigate the mediating effects of surface acting (SA) and deep acting (DA) on that relationship. The teacher PSM scale, as well as emotional labour strategies and intrinsic satisfaction (IS) and extrinsic satisfaction (ES) scales, were administered to 317 primary and middle school teachers. Results indicated that PSM among Chinese teachers was significantly and positively related to both IS and ES. Furthermore, structural equation modelling analysis showed that SA and DA played mediating roles in the PSM-IS and PSM-ES relationships, respectively. These findings provide a new perspective that explains the mechanism underlying the association between PSM among teachers and their job satisfaction levels. Finally, the possible explanations and implications are discussed. © 2014 International Union of Psychological Science.
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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)
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Job satisfaction of older workers
Maassen van den Brink, H.; Groot, W.J.N.
1999-01-01
Using data for The Netherlands, this paper analyzes the relation between allocation, wages and job satisfaction. Five conclusions emerge from the empirical analysis: satisfaction with the job content is the main factor explaining overall job satisfaction; the effects of individual and job
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Job characteristics, core self-evaluations, and job satisfaction: what's age got to do with it?
Besen, Elyssa; Matz-Costa, Christina; Brown, Melissa; Smyer, Michael A; Pitt-Catsouphes, Martha
2013-01-01
There is a well-established relationship between age and job satisfaction. To date, there is little research about how many well-known predictors of job satisfaction, specifically job characteristics and core self-evaluations, may vary with age. Using a multi-worksite sample of 1,873 employed adults aged 17 to 81, this study evaluated the extent to which several job characteristics and core self-evaluations varied in their relationships with job satisfaction for workers of different ages. Findings suggest that the positive relationships between job satisfaction and skill variety, autonomy, and friendship weaken as employee age increases, while the positive relationships between job satisfaction and dealing with others, task identity, task significance, feedback, and core self-evaluations did not vary with age. The findings extend previous research by examining how the factors important for job satisfaction vary for employees of different ages.
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Directory of Open Access Journals (Sweden)
Mouloud Kenioua
2016-06-01
Full Text Available The purpose: this study was to investigate the relation and correlation between job satisfaction, job performance, and organizational commitment among physical education teachers. Material: The participants where 100 physical educations teachers’ male and female from secondary schools. Job satisfaction, job performance, and organizational commitment were measured through a questionnaire has 05 axes. Results: The findings indicated that there was a strongly positive relationship between job satisfaction and job performance, and the same relationship between job satisfaction and organizational commitment. Conclusion: there is a need to create an appropriate environment to ensure the success of the professors of physical education as well as providing incentives and promotions through clear standards.
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29 CFR 1977.12 - Exercise of any right afforded by the Act.
2010-07-01
..., DEPARTMENT OF LABOR (CONTINUED) DISCRIMINATION AGAINST EMPLOYEES EXERCISING RIGHTS UNDER THE WILLIAMS-STEIGER... proceedings under or related to the Act, section 11(c) also protects employees from discrimination occurring... the job because of potential unsafe conditions at the workplace. Hazardous conditions which may be...
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The Complete Guide to Job Sharing.
Hohn, Marcia D.
This booklet provides information on job sharing that resulted from the research and experience of the Merrimack Valley Job Sharing Project. An overview of the topic considers the need for job sharing, employer benefits, types of jobs shared, job division, benefits, employer costs and savings, financial considerations for job sharers, perspectives…
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Job durations and the job search model : a two-country, multi-sample analysis
Bagger, Jesper; Henningsen, Morten
2008-01-01
Abstract: This paper assesses whether a parsimonious partial equilibrium job search model with on-the-job search can reproduce observed job durations and transitions to other jobs and to nonemployment. We allow for unobserved heterogeneity across individuals in key structural parameters. Observed heterogeneity and life cycle effects are accounted for by estimating separate models for flow samples of labor market entrants and stock samples of “mature” workers with 10-11 years of...
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Urban form and energy use for transport. A Nordic experience
Energy Technology Data Exchange (ETDEWEB)
Naess, P
1995-02-10
The main research problem addressed in this thesis is the possible influence of several urban form variables on the amount of transportation, on the modal split between different means of transport, and on energy use for transportation. This problem is elucidated through five empirical investigations covering different geographic levels in a Nordic context, from individual employees and households to commuting regions. A main feature of the study is the combination of socioeconomic and urban form variables in empirical investigations, employing techniques of multivariate analysis. The investigations of residential areas and job sites have been based on travel surveys, while the investigations where the units of analysis are towns or regions have been based on fuel sales. The socioeconomic data have been collected from official statistics and from questionnaires. It is found that urban form variables exert important influences on transportation energy use. Urban density affects energy use for transportation. A central location of residences as well as workplaces is favourable with respect to energy conservation on an intra-urban scale, but not in a wider geographical context, where decentralization into several dense, relatively self-contained local communities distributed over the region is the most energy-saving pattern of regional development. Urban form characteristics favourable for minimizing transport energy requirements also seem favourable for energy conservation in buildings. 160 refs., 39 figs., 46 tabs.
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Liu, Songqi; Wang, Mo; Liao, Hui; Shi, Junqi
2014-11-01
Adopting a self-regulatory perspective, the current study examined the within-person relationships among job search cognitions, job search behaviors, and job search success (i.e., number of job offers received). Specifically, conceptualizing job search behaviors as guided by a hierarchy of means-end (i.e., job search behavior-employment) goal structure, we differentiated employment self-efficacy from job search behavior self-efficacy. Our results showed that higher levels of perceived job search progress could lead to more frequent job search behaviors through enhancing job search behavior self-efficacy. However, higher levels of perceived job search progress could also lead to less frequent job search behaviors through elevating employment self-efficacy. In addition, the relationships between perceived job search progress and efficacy beliefs were moderated by job seekers' level of internal attribution of their progress. Finally, we found that at the within-person level, frequency of job search behaviors was positively related to number of job offers received. These findings were discussed in terms of their theoretical and practical implications. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
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Experiences from an ACT programme in Copenhagen
DEFF Research Database (Denmark)
Benjaminsen, Lars
groups of ACT are individuals who have complex support needs due to for instance mental illness and/or substance abuse and for whom it is difficult to use mainstream support systems. The team consists not only of social support workers but also of a psychiatrist, a nurse and an addiction councilor......, and social workers with administrative authority from the social office and the job center. In the international research literature ACT has been shown in randomized controlled trials to be a very effective method in bringing individuals out of homelessness and into a stable housing situation. This study...... is based on quantitative outcome measurement in an intervention group of about 60 homeless individuals who through the program has received both a housing solution and support from the ACT-team. The study is not a randomized controlled trial as there is no control group. Furthermore qualitative interviews...
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Ding, Xiaotong; Yang, Yajuan; Su, Dan; Zhang, Ting; Li, Lunlan; Li, Huiping
2018-04-01
Low job satisfaction is the most common cause of nurses' turnover and influences the quality of nursing service. Moreover, we have no idea regarding whether job control, as an individual factor, can play a role in the relationship. To explore the relationship between work-family conflict and job satisfaction among Chinese registered nurses and the mediating role of job control in this relationship. From August 2015 to November 2016, 487 Chinese registered nurses completed a survey. The study used work-family conflict scale, job control scale, job satisfaction scale, as well as general information. Multiple regression analysis was used to explore the independent factors of job satisfaction. Structural equation model was used to explore the mediating role of job control. Work-family conflict was negatively correlated with job satisfaction (r ‑0.432, pjob control was positively related to job satisfaction (r 0.567, pjob control had significant predictive effects on job satisfaction. Job control partially mediated the relationship between work-family conflict and job satisfaction. Work-family conflict affected job satisfaction and job control was a mediator in this relationship among Chinese registered nurses. Job control could potentially improve nurses' job satisfaction.
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Machine Shop Suggested Job and Task Sheets. Part II. 21 Advanced Jobs.
Texas A and M Univ., College Station. Vocational Instructional Services.
This volume consists of advanced job and task sheets adaptable for use in the regular vocational industrial education programs for the training of machinists and machine shop operators. Twenty-one advanced machine shop job sheets are included. Some or all of this material is provided for each job: an introductory sheet with aim, checking…
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Machine Shop Suggested Job and Task Sheets. Part I. 25 Elementary Jobs.
Texas A and M Univ., College Station. Vocational Instructional Services.
This volume consists of elementary job and task sheets adaptable for use in the regular vocational industrial education programs for the training of machinists and machine shop operators. Twenty-five simple machine shop job sheets are included. Some or all of this material is provided for each job sheet: an introductory sheet with aim, checking…
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Fluid Mechanics of Urban Environments
Fernando, Harindra J.
2008-11-01
The rapid urbanization of the Earth has led to highly populated cities that act as concentrated centers of anthropogenic stressors on the natural environment. The degradation of environmental quality due to such stressors, in turn, greatly impacts human behavior. Anthropogenic stressors largely originate as a result of coupling between man-made urban elements (i.e., networks of engineering and socio-economic infrastructures) and the environment, for which surrounding fluid motions play a key role. In recent years, research efforts have been directed at the understanding and modeling of fluid motions in urban areas, infrastructure dynamics and interactions thereof, with the hope of identifying environmental impacts of urbanization and complex outcomes (or ``emergent properties'') of nominally simple interactions between infrastructures and environment. Such consequences play an important role in determining the ``resilience'' of cities under anthropogenic stressors, defined as maintaining the structure and essential functions of an urbanity without regime shifts. Holistic integrated models that meld the dynamics of infrastructures and environment as well as ``quality of life'' attributes are becoming powerful decision-making tools with regard to sustainability of urban areas (continuance or even enhancement of socio-economic activities in harmony with the environment). The rudimentary forms of integrated models are beginning to take shape, augmented by comprehensive field studies and advanced measurement platforms to validate them. This presentation deals with the challenges of modeling urban atmosphere, subject to anthropogenic forcing. An important emergent property, the Urban Heat Island, and its role in determining resilience and sustainability of cities will be discussed based on the prediction of a coupled model.
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Zhang, J J; Jia, J M; Tao, N; Song, Z X; Ge, H; Jiang, Y; Tian, H; Qiu, E C; Tang, J H; Liu, J W
2017-03-20
Objective: To investigate the fatigue status of military personnel stationed in plateau and high cold region, and to analyze the mediator effect of trait coping style on job stress and fatigue. Methods: In October 2010, with the method of cluster random sampling survey, 531 military personnel stationed in plateau and high cold region were chosen as subject. The fatigue status were evaluated by the Chinese version multidimensional fatigue inventory (MFI-20) , job stress were evaluated by the Job Stress Survey (JSS) , and trait coping style were evaluated by the Trait Coping Style Questionnaire (TCSQ) . Results: According to the information of different population characteristics, mean rank of physical fatigue about the urban (town) group were higher than that of rural group ( Z =-2.200, P fatigue scores about the urban (town) group were higher than that of rural group ( Z =-3.026, P fatigue about the up or equal 20-years old age group were higher than that of below 20-years old age group ( Z =-4.045, P fatigue about the up or equal 20-years old age group were higher than that of below 20-years old age group ( Z =-2.879, P fatigue scores about the up or equal 20-years old age group were higher than that of below 20-years old age group ( Z =-3.647, P fatigue scores were significant statistical difference among the military officers, sergeancy and soldier group ( F =14.711, P fatigue ( r (s)=0.129) , reduced activity ( r (s)=0.123) , reduced motivation ( r (s)=0.149) and general fatigue ( r (s)=0.174) respectively, the score of organizational support lack strength were positively correlated with the score of physical fatigue ( r (s)=0.090) , reduced activity ( r (s)=0.098) , reduced motivation ( r (s)=0.099) and general fatigue ( r (s)=0.130) respectively. The mediator effect of negative coping style on the job stress and fatigue was 0.013 ( P fatigue statuses of the urban (town) group and the up or equal 20-years old age group are poor, and the negative coping style
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Job Stress, Job Dissatisfaction and Stress Related Illnesses Among ...
African Journals Online (AJOL)
The aim of this study was to explore the relationship between self-reported job stress and job dissatisfaction and the prevalence of stress related illnesses and risk factors amongst educators. A cross-sectional survey was conducted in a representative sample of 21,307 educators from public schools in South Africa.
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Schutten, Johannes M.J.
1998-01-01
The Shifting Bottleneck procedure is an intuitive and reasonably good approximation algorithm for the notoriously difficult classical job shop scheduling problem. The principle of decomposing a classical job shop problem into a series of single-machine problems can also easily be applied to job shop
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Fair Housing Act Cases Filed by Year and State
Department of Housing and Urban Development — The 'Fair Housing Act Cases Filed by Year and State with the Bases and Outcomes - 2000-2013' dataset summarizes the cases filed as a result of complaints made...
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Hoboubi, Naser; Choobineh, Alireza; Kamari Ghanavati, Fatemeh; Keshavarzi, Sareh; Akbar Hosseini, Ali
2016-01-01
Background: Job stress and job satisfaction are important factors affecting workforce productivity. This study was carried out to investigate the job stress, job satisfaction, and workforce productivity levels, to examine the effects of job stress and job satisfaction on workforce productivity, and to identify factors associated with productivity decrement among employees of an Iranian petrochemical industry. Methods: In this study, 125 randomly selected employees of an Iranian petrochemic...
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Analyzing data flows of WLCG jobs at batch job level
Kuehn, Eileen; Fischer, Max; Giffels, Manuel; Jung, Christopher; Petzold, Andreas
2015-05-01
With the introduction of federated data access to the workflows of WLCG, it is becoming increasingly important for data centers to understand specific data flows regarding storage element accesses, firewall configurations, as well as the scheduling of batch jobs themselves. As existing batch system monitoring and related system monitoring tools do not support measurements at batch job level, a new tool has been developed and put into operation at the GridKa Tier 1 center for monitoring continuous data streams and characteristics of WLCG jobs and pilots. Long term measurements and data collection are in progress. These measurements already have been proven to be useful analyzing misbehaviors and various issues. Therefore we aim for an automated, realtime approach for anomaly detection. As a requirement, prototypes for standard workflows have to be examined. Based on measurements of several months, different features of HEP jobs are evaluated regarding their effectiveness for data mining approaches to identify these common workflows. The paper will introduce the actual measurement approach and statistics as well as the general concept and first results classifying different HEP job workflows derived from the measurements at GridKa.
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Chatterjee, Moytrey; Ganguly, Swagata; Saha, Pabitra; Guha, Subhasish K; Maji, Ardhendu Kumar
2017-09-01
In India, sulphadoxine-pyrimethamine (SP) is now in use as a partner drug of ACT (AS+SP) to treat uncomplicated falciparum malaria since 2010. Declined trend of AS+SP efficacy has been reported from north-eastern states of the country. It is not possible to determine the efficacy of SP alone from any study with ACT. So, this work was designed to study the pattern of polymorphisms in pfdhfr and pfdhps genes to predict the SP resistance status among parasite population of urban Kolkata after five years of ACT implementation. A total of 125 P. falciparum positive patients were enrolled in the study during December 2014 to July 2016 and treated with AS+SP. Parasitic DNA was isolated and subjected to sequencing of pfdhfr and pfdhps genes directly from purified PCR products. Genotyping of both the genes was successfully done in 113 isolates. In pfdhfr, 94.69% (107/113) isolates showed mutations at codon 59 and 108. A double mutant genotype ANRNI was mostly prevalent (107/113, 94.69%), while wild-type genotype ANCSI was found only in 5.3% (6/113) isolates. In pfdhps, mutations were recorded at codon 436 and 437 in 65.49% (74/113) and 23.01% (26/113) isolates, respectively. In combined pfdhfr-pfdhps genes, triple mutant ANRNI-FAKAA was most prevalent (45/113, 39.82%) followed by double mutant ANRNI-SAKAA (37/113, 32.74%) and quadruple mutant ANRNI-FGKAA (24/113, 21.24%). SP resistance hallmark mutations i.e., quadruple (AIRNI-SAEAA) or quintuple (AIRNI-SGEAA) genotype in pfdhfr and pfdhps was absent which indicates that SP components of used ACT is still effective in the study area. It is also evident by the clinical response of AS+SP. Monitoring the efficacy of this combination (both by therapeutic and molecular marker study) at a regular interval is highly suggested to record any development of SP resistance in near future. Copyright © 2017 Elsevier B.V. All rights reserved.
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Teachers' Job Dislike Areas: Implications for Operational Modifications
Directory of Open Access Journals (Sweden)
S. 'Tayo Subair
2016-08-01
Full Text Available Teaching is the act, practice and occupation of a teacher. A teacher is a person who provides education for learners at a school or other place of formal education. The use of teacher in this study is conceptualized to involve all cadres of instructors and teaching team from primary and junior secondary (basic education to senior secondary school. The study examined the areas of job dislikes among teachers with their attendant implications for practice. Using a self-designed and pilot-tested questionnaire, data were collected from a random sample of 3,000 teachers drawn from Lagos, Ogun, and Osun states in the Southwestern geopolitical zone of the country. Specifically, 400 primary and 600 secondary school teachers were drawn from each state. The data were analyzed using simple percentage. It was found that teachers job dislike areas though differ but were within seven areas thus: writing lesson notes (98.5%, marking subject attendance register (98%, disciplining of students in school (90%, and serving as members of committees (78.9%. Other dislike areas include taking students out of school for extramural activities (73.3%, partaking in co-curricular activities in the school (60.3% and examination invigilation (59.1% as areas of common dislike and capable of inhibiting the satisfaction levels of teachers.Furthermore, it was found that differences exist in job dislikes between male and female teachers. The common job dislikes among male were non-interest in marking of scripts and invigilation of examinations whereas the female showed dislikes for serving as committee members and as year tutors.Thus, it was recommended that: some modifications in the operational approaches of classroom teachers (such as deemphasizing lesson note writing and marking of subject attendance register would be required. Teachers should also be financially encouraged via allowances for all other activities outside teaching.
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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.
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Hall, Garry B; Dollard, Maureen F; Winefield, Anthony H; Dormann, Christian; Bakker, Arnold B
2013-01-01
In a general population sample of 2343 Australian workers from a wide ranging employment demographic, we extended research testing the buffering role of psychosocial safety climate (PSC) as a macro-level resource within the health impairment process of the Job Demands-Resources (JD-R) model. Moderated structural equation modeling was used to test PSC as a moderator between emotional and psychological job demands and worker depression compared with control and social support as alternative moderators. We also tested PSC as a moderator between depression and positive organizational behaviors (POB; engagement and job satisfaction) compared with control and social support as moderators. As expected we found PSC moderated the effects of job demands on depression and further moderated the effects of depression on POB with fit to the data that was as good as control and social support as moderators. This study has shown that PSC is a macro-level resource and safety signal for workers acting to reduce demand-induced depression. We conclude that organizations need to focus on the development of a robust PSC that will operate to buffer the effects of workplace psychosocial hazards and to build environments conducive to worker psychological health and positive organizational behaviors.
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Job Satisfaction of Nursing Managers
Petrosova, Liana; Pokhilenko, Irina
2015-01-01
The aim of the study was to research levels of job satisfaction, factors affecting job satisfaction/dissatisfaction, and ways to improve job satisfaction among nursing managers. The purposes of the study were to extend knowledge in the field of healthcare management, to raise awareness about factors that affect job satisfaction in nursing management career, and to provide suggestions regarding how to increase job satisfaction among nursing managers. The method of this study is literature r...
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DEFF Research Database (Denmark)
Holmgreen, Lise-Lotte
2014-01-01
jobs by discursively constructing job ads that appeal to both sexes. This argument is part of the broader field of corporate social responsibility, corporate citizenship, and stakeholder management, which involves discussions of the obligations of corporations to acknowledge and mitigate...... the increasingly widespread impact that their activities have on communities and social structures. The article emphasises the need for more active engagement on the part of corporations by analysing the discursive construction of preferred candidates in a small sample of Danish management job ads. By means...... that this agreement reflects a high degree of conservatism in the system where men enjoy a considerable advantage and where procedures that ensure male dominance are perpetuated even in the linguistic and discursive construction of job ads....
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Goldin, Ed; Stringer, Susan
1998-05-01
The AAS is again sponsoring a career workshop for Astronomers seeking employment. The workshop will cover a wide range of tools needed by a job seeker with a background in astronomy. There are increasingly fewer job opportunities in the academic areas. Today, astronomers need placement skills and career information to compete strongly in a more diversified jobs arena. The workshop will offer practical training on preparing to enter the job market. Topics covered include resume and letter writing as well as how to prepare for an interview. Advice is given on resources for jobs in astronomy, statistics of employment and education, and networking strategies. Workshop training also deals with a diverse range of career paths for astronomers. The workshop will consist of an two approximately three-hour sessions. The first (1-4pm) will be on the placement tools and job-search skills described above. The second session will be for those who would like to stay and receive personalized information on individual resumes, job search problems, and interview questions and practice. The individual appointments with Ed Goldin and Susan Stringer that will take place during the second session (6-9pm) will be arranged on-site during the first session. A career development and job preparation manual "Preparing Physicists for Work" will be on sale at the workshop for \\9.00. TOPICS FOR DISCUSSION: How to prepare an effective resume How to research prospective employers Interviewing skills Networking to uncover employment Job prospects present and future Traditional and non-traditional positions for astronomers This workshop will be presented by Ed Goldin and Susan Stringer of the American Institute of Physics. The cost of the workshop is \\15.00 which includes a packet of resource materials supporting the workshop presentation. Please send your request for attendance by 8 May 1998 to the Executive Office along with a check, payable to the AAS, for the fee. Credit cards will not be
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Directory of Open Access Journals (Sweden)
Imran Shafique
2018-03-01
Full Text Available This study aims to examine the impact of ethical leadership on employees' job satisfaction, job performance, and turnover intention. A conceptual framework is developed which integrates job satisfaction as a mediating mechanism in explaining the nexus among ethical leadership, employee job performance, and turnover intention. The proposed model is tested by using the data collected from a sample (n = 196 of tourist companies in Pakistan. The results reveal that ethical leadership has a positive effect on employees' job satisfaction, job performance and negative effect on employees' turnover intentions. Further, job satisfaction mediates the effect of ethical leadership on employees' job performance and turnover intentions. The findings recommend that the demonstration of ethical leadership behaviours by managers at the workplace increases the likelihood of employees' job satisfaction and performance, while reducing their intention to leave the job. This study elucidates that, in Pakistani tourism sector, ethical leadership plays a key role in achieving performance goals. Future research could analyse the said nexus in different sectors and across different cultures while considering other measures of individual performance. The originality of this study is theorizing as well as empirically testing the intervening mechanism of job satisfaction in probing the linkages among ethical leadership, job performance, and turnover intention in Pakistani workplace context.
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Urban FFA Members' Sense of the Organizational Culture of the FFA
Martin, Michael J.; Kitchel, Tracy
2014-01-01
Organizational culture shapes how members of a group act. The culture has the power to exclude potential new members who do not fit into the culture of the organization. Research on urban school-based agriculture programs has indicated that urban agriculture students face barriers to their participation in the National FFA Organization (FFA).…
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Gender, job authority, and depression.
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.
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A.B. Bakker (Arnold); E. 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 &
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PENGARUH JOB DEMANDS, JOB RESOURCES DAN PERSONAL RESOURCES TERHADAP WORK ENGAGEMENT
Diah Restu Ayu; M. Syamsul Maarif; Anggraini Sukmawati
2015-01-01
The purposes of this study were to identify the influence of job demands, job resources and personal resources toward work engagement, define the best predictors of work engagement and the influence of work engagement towards turnover intention. Structural equation modeling was used in this research to estimate the influence of variables simultaneously. This research was conducted to 116 samples of manufacturing employees. The results showed that job demands have direct effect to work engagem...
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Model and Empirical Study on Several Urban Public Transport Networks in China
Ding, Yimin; Ding, Zhuo
2012-07-01
In this paper, we present the empirical investigation results on the urban public transport networks (PTNs) and propose a model to understand the results obtained. We investigate some urban public traffic networks in China, which are the urban public traffic networks of Beijing, Guangzhou, Wuhan and etc. The empirical results on the big cities show that the accumulative act-degree distributions of PTNs take neither power function forms, nor exponential function forms, but they are described by a shifted power function, and the accumulative act-degree distributions of PTNs in medium-sized or small cities follow the same law. In the end, we propose a model to show a possible evolutionary mechanism for the emergence of such network. The analytic results obtained from this model are in good agreement with the empirical results.
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The Relationship Between Job-Related Burnout and Job Satisfaction in Personal Selling
Directory of Open Access Journals (Sweden)
Dragan Benazić
2013-07-01
Full Text Available Job burnout is a multidimensional construct that has been linked to a number of negative consequences among which decreased job satisfaction plays an important role. Burnout frequently occurs in client-centered professions, such as the sales profession. There is little research focused on this issue in the sales field, especially outside the USA. The main aim of this paper is to investigate the influence of three burnout components of job satisfaction among salespeople. Present research suggests that emotional exhaustion and personal non-accomplishment negatively influence job satisfaction among salespeople, whereas depersonalization does not.
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Bhattacharya, Indrajit; Ramachandran, Anandhi
2015-07-31
Healthcare information technology (HIT) applications are being ubiquitously adopted globally and have been indicated to have effects on certain dimensions of recruitment and retention of healthcare professionals. Retention of healthcare professionals is affected by their job satisfaction (JS), commitment to the organization and intention to stay (ITS) that are interlinked with each other and influenced by many factors related to job, personal, organization, etc. The objectives of the current study were to determine if HIT was one among the factors and, if so, propose a probable retention model that incorporates implementation and use of HIT as a strategy. This was a cross-sectional survey study covering 20 hospitals from urban areas of India. The sample (n = 586) consisted of doctors, nurses, paramedics and hospital administrators. Data was collected through a structured questionnaire. Factors affecting job satisfaction were determined. Technology acceptance by the healthcare professionals was also determined. Interactions between the factors were predicted using a path analysis model. The overall satisfaction rate of the respondents was 51 %. Based on factor analysis method, 10 factors were identified for JS and 9 factors for ITS. Availability and use of information technology was one factor that affected JS. The need for implementing technology influenced ITS through work environment and career growth. Also, the study indicated that nearly 70 % of the respondents had awareness of HIT, but only 40 % used them. The importance of providing training for HIT applications was stressed by many respondents. The results are in agreement with literature studies exploring job satisfaction and retention among healthcare professionals. Our study documented a relatively medium level of job satisfaction among the healthcare professionals in the urban area. Information technology was found to be one among the factors that can plausibly influence their job satisfaction and
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Employer support for innovative work and employees' job satisfaction and job-related stress.
Raykov, Milosh
2014-01-01
There are high levels of global and national underemployment, but limited information is available on the impact of this phenomenon on the quality of employees' working lives. This study examines the relations among perceived employer support for creative work, different forms of underemployment and employee quality of life, including job satisfaction, perceived job security and job satisfaction. The study was performed using cross-sectional data from the Canadian 2010 Work and Lifelong Learning Survey (WALL), which included 1,042 randomly selected currently employed participants between the ages of 18 and 64 years of age. The study found a significant inverse association between employer support for innovative work and different forms of underemployment. It also suggested a strong relationship between support for such work and participation in work-related informal learning. The results from this study confirmed the hypothesis that employer support for creative work is significantly associated with the quality of employees' working lives, as manifested through increased job security and job satisfaction. Employees experiencing greater support for workplace creativity report less job-related stress. The present study identified relatively low employer support for creative work and significant differences in the perception of support among managers and workers. The results of this study indicate that employer support for innovative work can mitigate significant underutilization of employee knowledge and skills. Such support can contribute to the reduction of job-related stress, increased job satisfaction and perceived job security. This kind of support can also improve the quality of life of employees and facilitate creativity and overall organizational and social development.
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Chen, Su-Yueh; Wu, Wen-Chuan; Chang, Ching-Sheng; Lin, Chia-Tzu
2015-04-01
To develop or enhance the job satisfaction and organisational commitment of nurses by implementing job rotation and internal marketing practices. No studies in the nursing management literature have addressed the integrated relationships among job rotation, internal marketing, job satisfaction and organisational commitment. This cross-sectional study included 266 registered nurses (response rate 81.8%) in two southern Taiwan hospitals. Software used for data analysis were SPSS 14.0 and AMOS 14.0 (structural equation modelling). Job rotation and internal marketing positively affect the job satisfaction and organisational commitment of nurses, and their job satisfaction positively affects their organisational commitment. Job rotation and internal marketing are effective strategies for improving nursing workforce utilisation in health-care organisations because they help to achieve the ultimate goals of increasing the job satisfaction of nurses and encouraging them to continue working in the field. This in turn limits the vicious cycle of high turnover and low morale in organisations, which wastes valuable human resources. Job rotation and internal marketing help nursing personnel acquire knowledge, skills and insights while simultaneously improving their job satisfaction and organisational commitment. © 2013 John Wiley & Sons Ltd.
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Brauchli, Rebecca; Jenny, Gregor J; Füllemann, Désirée; Bauer, Georg F
2015-01-01
Studies using the Job Demands-Resources (JD-R) model commonly have a heterogeneous focus concerning the variables they investigate-selective job demands and resources as well as burnout and work engagement. The present study applies the rationale of the JD-R model to expand the relevant outcomes of job demands and job resources by linking the JD-R model to the logic of a generic health development framework predicting more broadly positive and negative health. The resulting JD-R health model was operationalized and tested with a generalizable set of job characteristics and positive and negative health outcomes among a heterogeneous sample of 2,159 employees. Applying a theory-driven and a data-driven approach, measures which were generally relevant for all employees were selected. Results from structural equation modeling indicated that the model fitted the data. Multiple group analyses indicated invariance across six organizations, gender, job positions, and three times of measurement. Initial evidence was found for the validity of an expanded JD-R health model. Thereby this study contributes to the current research on job characteristics and health by combining the core idea of the JD-R model with the broader concepts of salutogenic and pathogenic health development processes as well as both positive and negative health outcomes.
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Directory of Open Access Journals (Sweden)
Rebecca Brauchli
2015-01-01
Full Text Available Studies using the Job Demands-Resources (JD-R model commonly have a heterogeneous focus concerning the variables they investigate—selective job demands and resources as well as burnout and work engagement. The present study applies the rationale of the JD-R model to expand the relevant outcomes of job demands and job resources by linking the JD-R model to the logic of a generic health development framework predicting more broadly positive and negative health. The resulting JD-R health model was operationalized and tested with a generalizable set of job characteristics and positive and negative health outcomes among a heterogeneous sample of 2,159 employees. Applying a theory-driven and a data-driven approach, measures which were generally relevant for all employees were selected. Results from structural equation modeling indicated that the model fitted the data. Multiple group analyses indicated invariance across six organizations, gender, job positions, and three times of measurement. Initial evidence was found for the validity of an expanded JD-R health model. Thereby this study contributes to the current research on job characteristics and health by combining the core idea of the JD-R model with the broader concepts of salutogenic and pathogenic health development processes as well as both positive and negative health outcomes.
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Directory of Open Access Journals (Sweden)
Aries Susanty
2013-01-01
Full Text Available Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job and job experiences. The happier the individual, the higher is level of job satisfaction. It is assumed that positive attitude towards work and greater organizational commitment increases job satisfaction which in return enhances performance of the individual. Based on this phenomenon, this study is aimed to explain and empirically test the effect of attitude toward work, job satisfaction, and organizational commitment to the employee’s job performance at PT. Intech Anugrah Indonesia (PT. Intech. Data used in this study was primary data which were collected through closed questionnaires with 1-5 Likert scale. A sample of this study was 200 managerial and non-managerial staff of PT. Intech. Research carried out by using Structural Equation Modeling (SEM which was run by AMOS 20.0 program. The results of this study showed that attitude towards work have positive but not significant effect to job satisfaction and employee performance. Different with attitude towards work, the organization's commitment has positive and significant effect on job satisfaction and employee performance at PT. Intech. It means every improvement in organization’s commitment has a positive effect toward job satisfaction and employee performance at PT. Intech.
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Canadian nurse practitioner job satisfaction.
LaMarche, Kimberley; Tullai-McGuinness, Susan
2009-01-01
To examine the level of job satisfaction and its association with extrinsic and intrinsic job satisfaction characteristics among Canadian primary healthcare nurse practitioners (NPs). A descriptive correlational design was used to collect data on NPs' job satisfaction and on the factors that influence their job satisfaction. A convenience sample of licensed Canadian NPs was recruited from established provincial associations and special-interest groups. Data about job satisfaction were collected using two valid and reliable instruments, the Misener Nurse Practitioner Job Satisfaction Survey and the Minnesota Satisfaction Questionnaire. Descriptive statistics, Pearson correlation and regression analysis were used to describe the results. The overall job satisfaction for this sample ranged from satisfied to highly satisfied. The elements that had the most influence on overall job satisfaction were the extrinsic category of partnership/collegiality and the intrinsic category of challenge/autonomy. These findings were consistent with Herzberg's Dual Factor Theory of Job Satisfaction. The outcomes of this study will serve as a foundation for designing effective human health resource retention and recruitment strategies that will assist in enhancing the implementation and the successful preservation of the NP's role.
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Risk Aversion and Job Mobility
van Huizen, T.M.; Alessie, Rob
2016-01-01
Job mobility is inherently risky as workers have limited ex ante information about the quality of outside jobs. Using a large longitudinal Dutch dataset, which includes data on risk preferences elicited through (incentivized) experiments, we examine the relation between risk aversion and job mobility. The results for men show that risk averse workers are less likely to move to other jobs. For women, the evidence that risk aversion affects job mobility is weak. Our empirical findings indicate ...
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2010-04-01
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What are the financial management... WORKFORCE INVESTMENT ACT Administrative and Management Provisions § 670.950 What are the financial... and other service providers must manage Job Corps funds using financial management information systems...
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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
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Urban/rural interface: Governing the chaos
Ferreira, António
2016-04-01
Cities have become recently the home for more than half of the world's population. Cities are often seen as ecological systems just a short step away from collapse [Newman 2006]. Being a human construction, cities disrupt the natural cycles and the patterns of temporal and spatial distribution of environmental and ecological processes. Urbanization produces ruptures in biota, water, energy and nutrients connectivity that can lead to an enhanced exposure to disruptive events that hamper the wellbeing and the resilience of urban communities in a global change context. An important issue in what concerns urban sprawl is the interface between the urban and the rural territories. Being an extremely dynamic landscape, and assuring some quality of life and buffering some of the pervasive negative impacts of urban areas in terms of disrupting the function of the natural ecosystems, in limit situations this interface can act as a conveyor belt of catastrophic events originated in the rural world, into the urban space. The Coimbra 2005 wildfire is a fine example of how a poorly managed urban/rural interface can put populations in danger, by allowing the fire to spread towards the urban green infrastructure, burning houses in the process. Major river flows that flood urban areas are also good examples of the lack of management and planning can result in the loss of assets and even put in danger human lives. This presentation reviews the impact of extreme events and the transmission from the urban to the rural worlds, but also from the rural to the urban territories, and establishes the need to govern risk at various levels and using the full range of governance tools.
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Victor, Callie M.; Thacker, Leroy R.; Gary, Kelli W.; Pawluk, Dianne T. V.; Copolillo, Al
2017-01-01
To guarantee equal opportunities and treatment in employment for individuals with disabilities, Congress enacted Title I of the Americans with Disabilities Act (ADA) in 1992. This law states, "No covered entity shall discriminate against a qualified individual on the basis of disability in regard to job application procedures, the hiring,…
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Good Jobs, Bad Jobs: Workers' Evaluations in Five Countries.
Ritter, Joseph A.; Anker, Richard
2002-01-01
A study of workers from Argentina (n=2,920), Brazil (n=4,000), Chile (n=1,188), Hungary (1,000), and the Ukraine (n=8,099) examined relationships between job satisfaction and employee and employer characteristics. Satisfaction was related to job security, perceptions of workplace safety, higher education, and employer attitudes. (Contains 17…
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Mechanism of Action for Obtaining Job Offers With Virtual Reality Job Interview Training.
Smith, Matthew J; Smith, Justin D; Fleming, Michael F; Jordan, Neil; Brown, C Hendricks; Humm, Laura; Olsen, Dale; Bell, Morris D
2017-07-01
Four randomized controlled trials revealed that virtual-reality job interview training (VR-JIT) improved interviewing skills and the odds of obtaining a job offer among trainees with severe mental illness or autism spectrum disorder. This study assessed whether postintervention interviewing skills mediated the relationship between completion of virtual interviews and receiving job offers by six-month follow-up. VR-JIT trainees (N=79) completed pre- and posttest mock interviews and a brief survey approximately six months later to assess whether they received a job offer. As hypothesized, analyses indicated that the number of completed virtual interviews predicted greater posttest interviewing skills (β=.20, 95% posterior credible interval [PCI]=.08-.33), which in turn predicted trainees' obtaining a job offer (β=.28, 95% PCI=.01-.53). VR-JIT may provide a mechanism of action that helps trainees with various psychiatric diagnoses obtain job offers in the community. Future research can evaluate the community-based effectiveness of this novel intervention.
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Schutten, Johannes M.J.
1995-01-01
We consider the problem of scheduling jobs in a hybrid job shop. We use the term 'hybrid' to indicate that we consider a lot of extensions of the classic job shop, such as transportation times, multiple resources, and setup times. The Shifting Bottleneck procedure can be generalized to deal with
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Banawi, A.; Sopandi, W.; Kadarohman, A.; Solehuddin, M.
2018-05-01
The research aims to describe primary school teachers’ conceptual understandings about states of matter and their changes. The method was descriptive which involved 15 primary school teachers from three different school locations. They were from urban school (CS1), sub-urban school (CS2), and rular school (CS3) at Ambon Island on 2016/2017 academic year. The research instrument was a multiple-choice test combined with both essay and confidence level of their answers. The test was used to measure teachers’ understanding levels about states of matter and their changes. They were macroscopic, sub-microscopic and symbolic levels. Teachers’ understanding levels were classified into following categorization, they were understand, partly understand, misconception, and do not understand. The results show that primary school teachers’ conceptual understanding is varied based on their job locations and primary school teachers’ level understanding. Generally, primary school teachers’ conceptual understandings at sub-urban location (CS2) are better than those of both of urban (CS1) and rular locations (CS3). The results suggest that teachers need improvement to make better primary school teachers’ conceptual understanding. It can be on the job training and in service training activities. We also need a further research in order to investigate the program effectiveness.
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Nie, Peng; Sousa-Poza, Alfonso
2017-01-01
This study uses data from the 2012 China Labor Force Dynamics Survey and 2010–2012 China Family Panel Studies to investigate job satisfaction and job expectations, as well as the association between job satisfaction and job turnover by gender among employees aged 16–65. We find not only that job satisfaction levels are relatively low, with only 46% of workers explicitly satisfied, but also that worker expectations differ significantly from what their jobs actually provide. In particular, many...
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Job satisfaction of village doctors during the new healthcare reforms in China.
Zhang, Xiaoyan; Fang, Pengqian
2016-04-01
Objective China launched new healthcare reforms in 2009 and several policies targeted village clinics, which affected village doctors' income, training and duties. The aim of the present study was to assess village doctors' job satisfaction during the reforms and to explore factors affecting job satisfaction. Methods Using a stratified multistage cluster sampling process, 935 village doctors in Jiangxi Province were surveyed with a self-administered questionnaire that collected demographic information and contained a job satisfaction scale and questions regarding their work situation and individual perceptions of the new healthcare reforms. Descriptive analysis, Pearson's Chi-squared test and binary logistic regression were used to identify village doctors' job satisfaction and the factors associated with their job satisfaction. Results Only 12.72% of village doctors were either satisfied or very satisfied with their jobs and the top three items leading to dissatisfaction were pay and the amount of work that had to be done, opportunities for job promotion and work conditions. Marriage, income, intention to leave, satisfaction with learning and training, social status, relationship with patients and satisfaction with the new healthcare reforms were significantly associated with job satisfaction (Pjob satisfaction. For future healthcare reforms, policy makers should pay more attention to appropriate remuneration and approaches that incentivise village doctors to achieve the goals of the health reforms. What is known about the topic? Village doctors act as gatekeepers at the bottom tier of the rural health system. However, the policies of the new healthcare reform initiatives in China were centred on improving the quality of care delivered to the rural population and reducing fast-growing medical costs. There have been limited studies on village doctors' reactions to these reforms. What does this paper add? The findings of the present study indicate that in the
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Directory of Open Access Journals (Sweden)
Rüveyda Öztürk Basol
2017-09-01
Full Text Available The growth of service sector in Turkey occurs faster than the other sectors and the number of shopping malls increases correspondingly. The rapid growth of the number of shopping malls has necessitated the measurement of the attitudes of the employees in this sector. This study demonstrated that the gender, marital status and age were not the significant variables on job satisfaction, managerial satisfaction and job turnover intention; however, education status and income status were found to be significant variables on job satisfaction and job turnover intention. In addition, job satisfaction fully mediated the relationship between managerial satisfaction and job turnover intention.
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Directory of Open Access Journals (Sweden)
Azman Ismail
2009-03-01
Full Text Available This study was conducted to examine the moderating effect of distributive justice in the relationship between the forms of benefits program and job commitment. A survey research method was used to gather 150 usable questionnaires from employees who have worked in Malaysian federal government linked companies in Sarawak (MFGLS. The outcomes of testing moderating model using a hierarchical regression analysis showed two major findings: (1 distributive justice had not increased the effect of physical and safety benefits (i.e., health care, insurance, loan and claim on job commitment, and (2 distributive justice had increased the effect of self-satisfaction benefits (i.e., promotion opportunity and training on job commitment. This result confirms that distributive justice does act as a partial moderating variable in the benefit program models of the organizational sector sample. In addition, the implications of this study to benefit system theory and practice, methodological and conceptual limitations, and directions for future research are also discussed. Keywords: Forms of Benefits Program, Distributive Justice and Job Commitment
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Hofmans, Joeri; De Gieter, Sara; Pepermans, Roland
2013-01-01
Although previous research often showed a positive relationship between pay satisfaction and job satisfaction, we dispute the universality of this finding. Cluster-wise regression analyses on three samples consistently show that two types of individuals can be distinguished, each with a different job reward-job satisfaction relationship. For the…
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Job quality and inequality: parents' jobs and children's emotional and behavioural difficulties.
Strazdins, Lyndall; Shipley, Megan; Clements, Mark; Obrien, Léan V; Broom, Dorothy H
2010-06-01
In the context of high and rising rates of parental employment in Australia, we investigated whether poor quality jobs (without security, control, flexibility or paid family leave) could pose a health risk to employed parents' children. We examined the extent to which both mothers' and fathers' jobs matter, and whether disadvantaged children are more vulnerable than others. Multiple regression modelling was used to analyse cross-sectional data for 2004 from the Growing Up in Australia study, a nationally representative sample of 4-5 year old children and their families (N = 2373 employed mothers; 3026 employed fathers). Results revealed that when parents held poor quality jobs their children showed more emotional and behavioural difficulties. The associations with child difficulties were independent of income, parent education, family structure and work hours, and were evident for both mothers' and fathers' jobs. Further, the associations tended to be stronger for children in low-income households and lone-mother families. Thus job quality may be another mechanism underlying the intergenerational transmission of health inequality. Our findings also support the argument that a truly family-friendly job must not erode children's health. Copyright 2010 Elsevier Ltd. All rights reserved.
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Job stress and occupational health
Blanc, Le P.M.; Jonge, de J.; Schaufeli, W.B.; Chmiel, N.
2008-01-01
This chapter focuses on job stress in relation to workers’ physical and psycho logical health. We begin with an outline of job stress as a social problem, fol lowed by a discussion of the main perspectives on (job) stress, resulting in a process model of job stress that will be used as a frame of
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Swider, Brian W.; Boswell, Wendy R.; Zimmerman, Ryan D.
2011-01-01
This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search-turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These…
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Yang, Naiding; Lu, Jintao; Ye, Jinfu
2018-03-01
It has been suggested that individual job characteristics have a significant impact on job burnout, and the process is subject to the regulation of demographic variables. However, the influence path of job characteristics on job burnout is still a "black box". On the basis of a systematic literature review by employing Pub Med, Science Direct, Web of Science, Google Scholar, CNKI and Scopus for required information with the several keywords "Job burnout", "Emotion regulation", "Personality traits", and "Psychological stress", in this study, an improved mine rescue workers-oriented job demands-resources (JD-R) model was put forward. Then, a novel analysis framework, to explore the impact of job characteristics on job burnout from the view of emotion regulation theory, was proposed combining the personality trait theory. This study argues that job burnout is influenced by job demands through expressive suppression and by job resources through cognitive reappraisal respectively. Further more, job demands and job resources have the opposite effects on job burnout through the "loss-path" caused by job pressure and the "gain-path" arised from job motivation, respectively. Extrovert personality traits can affect the way the individual processes the information of work environment and then how individual further adopts emotion regulation strategies, finally resulting in indirectly affecting the influence path of mine rescue workers' job characteristics on job burnout. This present study can help managers to realize the importance of employees' psychological stress and job burnout problems. The obtained conclusions provide significant decision-making references for managers in intervening job burnout, managing emotional stress and mental health of employees.
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Job stress and productivity increase.
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.
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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...
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Noermijati Noermijati; Diana Primasari
2015-01-01
Job stress and motivation has a critical role to enhance female employee performance. The research attempts to analyze the direct effect of job stress and motivation on employee performance, and indirect effect of job stress and motivation on employee performance through job satisfaction. This research involves 108 married female employees, with minimal one year working period, as the population and respondents (census sampling). Using Path analysis, it was found that job stress have signific...
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Comprehensive evaluation system of intelligent urban growth
Li, Lian-Yan; Ren, Xiao-Bin
2017-06-01
With the rapid urbanization of the world, urban planning has become increasingly important and necessary to ensure people have access to equitable and sustainable homes, resources and jobs.This article is to talk about building an intelligent city evaluation system.First,using System Analysis Model(SAM) which concludes literature data analysis and stepwise regression analysis to describe intelligent growth scientifically and obtain the evaluation index. Then,using the improved entropy method to obtain the weight of the evaluation index.Afterwards, establishing a complete Smart Growth Comprehensive Evaluation Model(SGCEM).Finally,testing the correctness of the model.Choosing Otago(New Zealand )and Yumen(China) as research object by data mining and SGCEM model,then we get Yumen and Otago’s rational degree’s values are 0.3485 and 0.5376 respectively. It’s believed that the Otago’s smart level is higher,and it is found that the estimated value of rationality is consistent with the reality.
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Assessment of pharmacists' job satisfaction and job related stress in Amman.
Al Khalidi, Doaa; Wazaify, Mayyada
2013-10-01
The myriad changes in pharmacy practice in Jordan have transformed the pharmacist's role to be more focused on the patient and his/her therapeutic needs than on just the traditional dispensing. This, in addition to other possible factors, is believed to have influenced pharmacists' job satisfaction and stress level in different practice settings in Jordan. This study aimed to determine the level of job satisfaction and job related stress among pharmacists in Amman. Moreover, the main causes of dissatisfaction and stress-related factors affecting pharmacists at their working positions were also explored. The study was conducted in four pharmacy practice settings: independent and chain community pharmacies as well as private and public hospital pharmacies. The study adopted the self-administered survey methodology technique using a pre-validated pre-piloted questionnaire. The questionnaire was adapted from one previously used in Northern Ireland. Data were entered into SAS database and analysed using descriptive statistics, Chi square and regression analysis. The significance level was set at P marital status (P = 0.023). Moreover, job related stress situations like patient care responsibility have been associated significantly with the type of pharmacy practice settings (P = 0.043) and pharmacists' registration year (P = 0.013). Other job stressors like long working hours, lack of advancement, promotion opportunities and poor physician pharmacists' relationship have also been reported by participants. The study concluded that community pharmacists in Amman are found to be less satisfied with their jobs than their hospital counterparts. Pharmacists' job satisfaction should be enhanced to improve pharmacists' motivation and competence. Consequently, this will improve their productivity and provision of pharmaceutical care.
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Metin M. Cosgel; Thomas J. Miceli
1998-01-01
A fundamental principle of economics with which Adam Smith begins The Wealth of Nations is the division of labor. Some firms, however, have been pursuing a practice called job rotation, which assigns each worker not to a single and specific task but to a set of several tasks among which he or she rotates with some frequency. We examine the practice of job rotation as a serious alternative to specialization, with three objectives. The first is to consider current and historical examples of job...
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The Americans with Disabilities Act: prescription for tax relief.
Cook, E D; Judice, A K; Hazelwood, A C
1996-01-01
As employers, healthcare organizations must comply with Title I of the Americans with Disabilities Act of 1990-Employment Discrimination by Private Entities-which covers virtually all aspects of employment and prohibits employers from discriminating against otherwise qualified job applicants and workers who have disabilities or who become disabled. Further, healthcare organizations must comply with the provisions of Title III of the act-Nondiscrimination on the Basis of Disability by Public Accommodations and in Commercial Facilities-which requires places of public accommodations and commercial facilities to be designed, constructed, and altered in compliance with the accessibility standards of the act. While compliance with the ADA can be costly, four specific sections of the Internal Revenue Code offer tax relief to organizations that meet the guidelines of Titles I and III.
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Job satisfaction and job values among beginning nurses: a questionnaire survey.
Daehlen, Marianne
2008-12-01
Concepts such as the theory-practice gap and reality shock call attention to the challenges nurses experience in their professional lives. These challenges seem to be particularly acute in the transition from nursing school to work. Based on an assumption that the theories and skills taught in school are not directly applicable to nursing practice, beginning nurses may find that they are not prepared to do the work for which they have trained. Consequently, nurses may experience challenges to their work ideals, and their level of job satisfaction may decline. In addition, major life changes, such as buying a house/apartment, becoming a parent or getting married are likely to occur in the first year after graduation. Consequently, the emphasis on economic rewards may increase in the transition from school to work. To examine the relationship between work ideals, experiences of work and job satisfaction through a vital period in nurses' careers. To compare beginning nurses' job satisfaction, perceived job rewards and values with those of beginning doctors and teachers. Survey data were collected from two cohorts of students in several educational programs in Norway. The survey was repeated among the same respondents, as workers, 3 years after graduation. Almost 3000 students were originally invited to participate. The response rate in the surveys varied from 59% to 80%. Tabular analyses and linear regression models. The results indicate similarities in nurses', doctors' and teachers' preferences for work, but differences in what they obtain. In the transition from school to work, nurses increase their emphasis on high income and job security, and 3 years after graduating, nurses' emphasis on these two job values is higher than that of doctors and teachers. Nurses were fairly satisfied with their present job. In terms of level of job satisfaction and their preferences for work, the transition from school to work for nurses seems less dramatic than initially assumed.
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Rituals and the participation of urban form : informal and formal image making processes
Krishnamurthy, S.
2016-01-01
The author through this paper hypothesis that the role urban form plays in the act of rituals contributes to an urban imagery that is embedded in various formal and informal socio-spatial processes and practises. By studying the yearly Karaga jatre (ritual) in Bangalore, India ethnographically and