WorldWideScience

Sample records for valuable job skills

  1. Mechatronics: Skilled Industrial Job Training

    OpenAIRE

    Bill Jones

    2013-01-01

    Currently, skills required for these jobs are available through many avenues, but we have centered our efforts on a program called mechatronics. Mechatronics combines the industrial fields of electronics, fluid power (hydraulic and pneumatic), mechanics, and computer processing (programmable logic controller, or PLC, and microprocessors). Businesses, community resources, legislators, and educators are beginning to work together in Tennessee and in Rutherford County to develop pathways for K-1...

  2. Assertiveness Training for Job-Seeking Skills

    Science.gov (United States)

    Ball, Patricia G.; McLoughlin, Mary Ellen

    1977-01-01

    Assertiveness Training for Job-Seeking Skills includes skill development in initiating the job search; arranging actual interviews; preparing a resume; articulating strengths, weaknesses, and career objectives; responding assertively in interviews; asking appropriate questions; accepting or rejecting job offers; confronting discrimination;…

  3. Personality, political skill, and job performance

    DEFF Research Database (Denmark)

    Blickle, G.; Meurs, J.A.; Zettler, Ingo

    2008-01-01

    constructs of agreeableness and conscientiousness with political skill predict job performance. Our results supported our hypothesis for the agreeableness-political skill interaction. Additionally, after correcting for the unreliability and restricted range of conscientiousness, we found that its interaction...... with political skill also significantly predicted job performance, although not precisely as hypothesized. Implications of the results and directions for future research are provided....

  4. Employees' Political Skill and Job Performance

    DEFF Research Database (Denmark)

    Zettler, Ingo; Lang, Jonas W.B.

    2015-01-01

    skill received higher job performance ratings compared to those with lower and higher levels, respectively. In addition, the nature of the relationships between employees and their raters was found to moderate this curvilinear effect. Specifically, besides the fact that employees who had close working......During the past decade, the construct of political skill has attracted a lot of attention. In particular, its relation to job performance has been examined. With regard to this link, it is typically proposed that political skill affects job performance in a positive linear manner. However......, in this article it is suggested that intermediate levels of employees' political skill yield the highest job performance, implying that this association is in fact represented by an inverted U-shape. Findings from two field studies (N = 178, N = 115 employee-supervisor-colleague triads) that incorporated...

  5. Are Skill Requirements Rising? Evidence from Production and Clerical Jobs.

    Science.gov (United States)

    Cappelli, Peter

    1993-01-01

    Examination of production jobs in 93 manufacturing firms (1978-86) and clerical jobs in 211 firms (1978-88) suggests (1) significant upskilling within most production jobs; (2) in clerical jobs, an even split between raised and lowered skill levels; and (3) decreasing skill levels associated with office automation. (SK)

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

    Science.gov (United States)

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

    2005-03-01

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

  7. Delegation skills and nurse job satisfaction.

    Science.gov (United States)

    Parsons, L C

    1998-01-01

    In this study, the mean age was 41 and these nurses had been out of school for approximately 13 years. Over half of these RNs had never been taught delegation skills in nursing school. Of those who were exposed to the concept of delegation, their skills were not adequate to meet the patient care demands in the restructured health care system. During these challenging periods in health care, it is imperative that nursing service administrators provide RNs with the continuing education necessary to develop delegation strategies to adapt to their evolving professional roles. Continuing education classes on delegation skills are requisite for RNs practicing in a competitive managed care environment. As we approach the year 2000, the economic climate will dictate that RNs be skilled not only as clinicians, but also as leaders of the health care team. The findings of this study support that delegation decision-making skills enhance job satisfaction in the areas of decision making and promotional opportunity. Delegation knowledge is crucial to the successful direction of the health care team in the managed care environment.

  8. Articulating Skills in the Job Search: Proving by Example

    Science.gov (United States)

    Smart, Karl L.

    2004-01-01

    No matter how skilled students may be, those skills will not lead to a job if potential employers do not know the applicant has them. Job seekers--using a strategy of age-old rhetoric--must provide concrete, detailed support to demonstrate the skills they possess. Because many recruiters feel that the best predictor of future performance is past…

  9. How immigrants and job mobility help low-skilled workers

    DEFF Research Database (Denmark)

    Foged, Mette; Peri, Giovanni

    2015-01-01

    The inflow of low-skilled migrants may encourage natives to upgrade their skills, taking advantage of immigrant-native complementarity. This column uses exogenous dispersion of refugees in Denmark to investigate this issue. The findings confirm that for low-skilled native workers, the presence...... of refugee-country immigrants spurred mobility and increased specialisation into complex jobs....

  10. Teaching Job Interviewing Skills with the Help of Television Shows

    Science.gov (United States)

    Bloch, Janel

    2011-01-01

    Because of its potential for humor and drama, job interviewing is frequently portrayed on television. This article discusses how scenes from popular television series such as "Everybody Loves Raymond," "Friends," and "The Mary Tyler Moore Show" can be used to teach effective job interview skills in business communication courses. Television…

  11. Wanted: Soft Skills for Today's Jobs

    Science.gov (United States)

    Hirsch, Barton J.

    2017-01-01

    Educating high school students for both college and career is difficult. Teaching trade skills seems alien to the academic culture. But new research indicates that soft skills are quite important to judgments of employability and that youth learn many soft skills in traditional academic subjects (e.g., literature). A focus on soft skills allows…

  12. Improving Interpersonal Job Skills by Applying Cross-Cultural Training

    Science.gov (United States)

    Barker, S. A.

    2004-01-01

    This paper presents an experimental study that examined the effects of cross-cultural instruction on the interpersonal job skills of students in secondary vocational programs. The findings indicated that students receiving the cross-cultural instruction had significantly higher generalizable interpersonal relations skills achievement than students…

  13. Hollowing Out: Job Loss, Job Growth and Skills for the Future. Executive Summary

    Science.gov (United States)

    Halbert, Hannah; Krueger, Tim

    2011-01-01

    Even as unemployment in Ohio has remained high, headlines regularly feature employers lamenting the lack of qualified job applicants. Some have even suggested that a dearth of skilled workers is driving Ohio's unemployment crisis. In this report, Policy Matters Ohio uses Bureau of Labor Statistics job projections and wage data to look at whether a…

  14. Personality, Political Skill, and Job Performance

    Science.gov (United States)

    Blickle, Gerhard; Meurs, James A.; Zettler, Ingo; Solga, Jutta; Noethen, Daniela; Kramer, Jochen; Ferris, Gerald R.

    2008-01-01

    Based on the socioanalytic perspective of performance prediction [Hogan, R. (1991). Personality and personality assessment. In M. D. Dunnette, L. Hough, (Eds.), "Handbook of industrial and organizational psychology" (2nd ed., pp. 873-919). Chicago: Rand McNally; Hogan, R., & Shelton, D. (1998). A socioanalytic perspective on job performance.…

  15. Effective Autonomy, Organisational Relationships and Skilled Jobs in Subsidiaries

    DEFF Research Database (Denmark)

    Gammelgaard, Jens; McDonald, Frank; Tüselmann, Heinz

    2011-01-01

    Purpose – The purpose of this paper is to explore how the proportion of skilled jobs in subsidiaries is influenced by resource gaps created by subsidiary development. Design/methodology/approach – This paper develops a range of propositions that connect the constructs of effective autonomy...... implications – The conceptual model can help parent company managers assess the likely effects of developments in effective autonomy and organisational relationships in their subsidiaries. Subsidiary managers can assess the possible impact of such factors as development of entrepreneurial activities......, specialization within the multinational corporation supply chain and enhancement of absorptive capacity on the proportion of skilled jobs. Originality/value – This paper is the first to describe subsidiary development from a skilled job perspective. It further develops the concept of autonomy and introduces...

  16. Predicting Job Crafting From the Socially Embedded Perspective: The Interactive Effect of Job Autonomy, Social Skill, and Employee Status

    OpenAIRE

    Sekiguchi, Tomoki; Li, Jie; Hosomi, Masaki

    2017-01-01

    Job crafting represents the bottom-up process of change employees make in their work boundaries and plays an important role in the management of organizational change. Following the socially embedded perspective, we examine the roles of job autonomy, social skill, and employee status in predicting job crafting. Study 1 with a sample of 509 part-time employees found that job autonomy and social skill not only directly but also interactively influenced job crafting. Study 2 with a sample of 564...

  17. 29 CFR 1620.15 - Jobs requiring equal skill in performance.

    Science.gov (United States)

    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...

  18. Influence of professional skills and personal competencies on job ...

    African Journals Online (AJOL)

    This study investigated the influences of professional skills and personal competencies on job performances of registry staff in University of Ibadan, Nigeria. The study adopted the survey research deign while 102 registry staff participated. Finding from the study revealed that registry staff in University of Ibadan presses ...

  19. Graduates' Competence on Employability Skills and Job Performance

    Science.gov (United States)

    Abas, Maripaz C.; Imam, Ombra A.

    2016-01-01

    One critical measure of success in workplaces is an employee's ability to use competently the knowledge, skills and values that match the needs of his job, satisfy the demands of his employer, and contribute to the overall achievement of institutional goals. An explanatory-correlational research design was used to determine the extent of…

  20. Improving Career Development in Students by Developing Job Analysis Skills

    Science.gov (United States)

    Cheramie, Robin A.

    2014-01-01

    One of the main goals of business school education is to prepare graduates for employment after graduation. However, many managers complain about the lack of communication skills developed in many graduates seeking employment in the job market (Abraham & Karns, 2009). This paper describes the experiential exercise designed to help students…

  1. The skill-divide in job quality: a cross-national analysis of 28 countries.

    Science.gov (United States)

    Stier, Haya

    2015-01-01

    This study focuses on the skill divide in job quality and the role of social institutions in structuring the relation of workers' qualifications to the attributes of their jobs. Four measures of job quality are examined: job security, job achievement, job content and work schedule flexibility. The study is based on the 2005 ISSP module on work orientations and encompasses 28 countries. Obtained through multilevel modeling, the findings show that low-skilled workers are disadvantaged in all aspects of job quality. However, skill inequality in the quality of employment depends on countries' characteristics, with declining inequality in countries at higher levels of technological development and to some extent also in times of technological growth. At times of high unemployment, skill disparities in job security widen while on other measures of job quality they decline. Under high market regulation, the low skilled enjoy better job security but on other measures, skill inequalities increase. Copyright © 2014 Elsevier Inc. All rights reserved.

  2. Job demands as a moderator of the political skill-job performance relationship

    DEFF Research Database (Denmark)

    Blickle, G.; Kramer, J.; Zettler, Ingo

    2009-01-01

    .g. enterprising jobs) where they have the opportunity to exercise interpersonal influence, and where that interpersonal influence is directly related to their performace. Originality/value - This paper makes several contributions to theory and practice in vocational achievement and political skill. Perhaps, most...

  3. Entrepreneurial Skills and Education-job Matching of Higher Education Graduates

    Science.gov (United States)

    Kucel, Aleksander; Róbert, Péter; Buil, Màrian; Masferrer, Núria

    2016-01-01

    This article studies entrepreneurial education and its impact on job-skills matches for higher education graduates. Those who possess entrepreneurial skills are assumed to be more market aware and creative in their job search. They are also expected to foresee which job offers would and would not, match their skills. Using a large comparative…

  4. Engineering Job Skills in Croatian Economy: Employers’ Perspective

    Directory of Open Access Journals (Sweden)

    Nikša Dubreta

    2018-03-01

    Full Text Available Different actors, or stakeholders, are interested and want to participate in discussions and interventions related to the topic of skills as an important outcome of engineering education. In the Croatian context, the entire process is still predominantly internally driven and determined by academic evaluations while the involvement of the alumni and employers as external stakeholders is sporadic and under researched. Since Croatian employers are not sufficiently familiar with the levels and structures of reformed study programs, the main objective of this research was to assess to what extent the current and largely accepted set of engineering skills fit their expectations. By reviewing available literature, 36 key skills were identified and used in a questionnaire administrated to Croatian employers, resulting in 418 completed and usable responses. Results show that employers find every assessed skill as somewhat/extremely valuable. However, it is found that employers most valued skills related to the wider set of transferable skills with somewhat greater emphases on skills that reflect professionalism and work ethic. In general, it turned out that employers approach transferable skills in terms of their functionality. Mean comparison within subgroups has shown statistically significant differences with regard to respondent’s gender. In general, women fit the theorized dimensions more than their male counterparts, perhaps indicating that they understand all skills, and transferable skills in particular, more holistically than men. Finally, in order to understand the underlying structure of the explored items, exploratory factor analysis was employed, resulting in 8 clear dimensions suggesting engineering “employability skills” in the Croatian context.

  5. Financial Management and Job Social Skills Training Components in a Summer Business Institute

    Science.gov (United States)

    Donohue, Brad; Conway, Debbie; Beisecker, Monica; Murphy, Heather; Farley, Alisha; Waite, Melissa; Gugino, Kristin; Knatz, Danielle; Lopez-Frank, Carolina; Burns, Jack; Madison, Suzanne; Shorty, Carrie

    2005-01-01

    Ninety-two adolescents, predominantly ethnic minority high school students, participated in a structured Summer Business Institute (SBI). Participating youth were randomly assigned to receive either job social skills or financial management skills training components. Students who additionally received the job social skills training component were…

  6. New Skills, New Jobs: Return Migration, Skill Transfers, and Business Formation in Mexico.

    Science.gov (United States)

    Hagan, Jacqueline Maria; Wassink, Joshua

    2016-11-01

    Numerous studies have documented a high propensity for self-employment and business formation among return migrants relative to non-migrants. The literature points to the importance of remitted savings, migration duration, and number and types of jobs abroad for business formation upon return. Implicit in this scholarship is the assumption that migrants acquire not only financial capital, but also human capital, which expands their opportunities upon return. Empirical work has demonstrated how the transfer of formal human capital, such as language skills and professional credentials, influences the mobility pathways of professional return migrants. More recent research has also found that the transfer of informal human capital, such as social and technical skills learned on the job, shape the mobility pathways of return migrants with little schooling. Absent from this scholarship, however, are studies that directly test the relationship between the transfer of informal human capital and the odds of business formation among return migrants. In this paper, we address this gap. Using a multidimensional skills variable, which includes social, technical, and English language competences, we measure and test the relationship between skill acquisition and transfer and business formation among return migrants. Drawing on findings from a survey of 200 return migrants and 200 non-migrants in Mexico, we show that return migrants who successfully acquire and transfer new skills across the migratory circuit often leverage their new knowledge to launch businesses. Our findings have wide implications for how social scientists conceptualize and measure human capital formation across the migratory circuit.

  7. A Job Announcement Analysis of Educational Technology Professional Positions: Knowledge, Skills, and Abilities

    Science.gov (United States)

    Kang, YoungJu; Ritzhaupt, Albert D.

    2015-01-01

    The purpose of this research was to identify the competencies of an educational technologist via a job announcement analysis. Four hundred job announcements were collected from a variety of online job databases over a 5-month period. Following a systematic process of collection, documentation, and analysis, we derived over 150 knowledge, skill,…

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

    Science.gov (United States)

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

    2018-01-01

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

  9. Getting Your Foot in the Door. III. Skills for Job-Getting.

    Science.gov (United States)

    New York City Board of Education, Brooklyn, NY. Office of Occupational and Career Education.

    This workbook is the third in a series of four student workbooks designed to prepare youth with the employability skills needed for the world of work. The four student workbooks contain all phases of employability skills in seven individual packages. This workbook on skills for job getting includes one learning package, which is divided into three…

  10. Microsoft Excel®: Is It an Important Job Skill for College Graduates?

    Science.gov (United States)

    Formby, Sam K.; Medlin, B. Dawn; Ellington, Virginia

    2017-01-01

    Several studies have found that a large percentage of middle-skilled jobs require at least a basic understanding of spreadsheets, and some even advanced level skills. A study was conducted at a four-year university to identify Excel skill sets that were determined as necessary by employers of the university's current students, advisory boards,…

  11. Students Do Not Need High-Level Skills in Today's Job Market

    Science.gov (United States)

    Bracey, Gerald W.

    2006-01-01

    In this article, the author discusses the "high-skills hoax"--the notion that everyone must have high skills to be employable. While he recognizes the civil rights issue in the debate--everyone should have the opportunity to develop the skills to land a high-paying job--the law of supply and demand dictates that more high-skilled workers would…

  12. Relationship between empathy skill levels and job selection: A study on business administration students

    OpenAIRE

    TATARLAR, Ceren Deniz; CERİT, A.Güldem

    2016-01-01

    Every person needs to earn money and take care of themselves in order to obtain and maintain their standards of living by finding a job that suits their needs and qualifications. Since their first educational period, each person has chosen different paths in their professional/educational life. In professional life, different jobs have different requirements. For example some jobs require more social and people skills than others. Empathy, which is our concern in this paper, is one of these p...

  13. Identifying Skill Requirements for GIS Positions: A Content Analysis of Job Advertisements

    Science.gov (United States)

    Hong, Jung Eun

    2016-01-01

    This study identifies the skill requirements for geographic information system (GIS) positions, including GIS analysts, programmers/developers/engineers, specialists, and technicians, through a content analysis of 946 GIS job advertisements from 2007-2014. The results indicated that GIS job applicants need to possess high levels of GIS analysis…

  14. Principal Time Management Skills: Explaining Patterns in Principals' Time Use, Job Stress, and Perceived Effectiveness

    Science.gov (United States)

    Grissom, Jason A.; Loeb, Susanna; Mitani, Hajime

    2015-01-01

    Purpose: Time demands faced by school principals make principals' work increasingly difficult. Research outside education suggests that effective time management skills may help principals meet job demands, reduce job stress, and improve their performance. The purpose of this paper is to investigate these hypotheses. Design/methodology/approach:…

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

    Science.gov (United States)

    Handel, Michael J.

    2008-01-01

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

  16. Knowledge and Skill Requirements for Marketing Jobs in the 21st Century

    Science.gov (United States)

    Schlee, Regina Pefanis; Harich, Katrin R.

    2010-01-01

    This study examines the skills and conceptual knowledge that employers require for marketing positions at different levels ranging from entry- or lower-level jobs to middle- and senior-level positions. The data for this research are based on a content analysis of 500 marketing jobs posted on Monster.com for Atlanta, Chicago, Los Angeles, New York…

  17. The relationship between job search skills and employability for persons with mild mental retardation.

    Science.gov (United States)

    Suzuki, Y

    1998-01-01

    Persons with mental retardation who possess applicable adaptive skills are usually able to obtain jobs in labor markets. However, some persons who show high scores with social and prevocational skills are unable to obtain jobs and the reasons for their unemployability are unknown. Twelve subjects with mild retardation who failed to obtain jobs were evaluated for their social and prevocational skills at the Tokyo Metropolitan Rehabilitation Center for the Physically and Mentally Handicapped. The evaluation was performed using the Social and Prevocational Information Battery-Revised which was developed by Halpen and Irvin. The results showed 12 subjects presented lower scores either in the Job Search Skills area or in other areas in spite of their high scores on the Total Battery. Moreover, these subjects also showed behavior problems. The study suggests that those with high scores on the Total Battery, but low scores in Job Search Skills, show a tendency to fail to obtain a job in competitive job placement. It seems that these persons have adjustment problems and need special support services to secure their employability.

  18. Use of speech generating devices can improve perception of qualifications for skilled, verbal, and interactive jobs.

    Science.gov (United States)

    Stern, Steven E; Chobany, Chelsea M; Beam, Alexander A; Hoover, Brittany N; Hull, Thomas T; Linsenbigler, Melissa; Makdad-Light, Courtney; Rubright, Courtney N

    2017-01-01

    We have previously demonstrated that when speech generating devices (SGD) are used as assistive technologies, they are preferred over the users' natural voices. We sought to examine whether using SGDs would affect listener's perceptions of hirability of people with complex communication needs. In a series of three experiments, participants rated videotaped actors, one using SGD and the other using their natural, mildly dysarthric voice, on (a) a measurement of perceptions of speaker credibility, strength, and informedness and (b) measurements of hirability for jobs coded in terms of skill, verbal ability, and interactivity. Experiment 1 examined hirability for jobs varying in terms of skill and verbal ability. Experiment 2 was a replication that examined hirability for jobs varying in terms of interactivity. Experiment 3 examined jobs in terms of skill and specific mode of interaction (face-to-face, telephone, computer-mediated). Actors were rated more favorably when using SGD than their own voices. Actors using SGD were also rated more favorably for highly skilled and highly verbal jobs. This preference for SGDs over mildly dysarthric voice was also found for jobs entailing computer-mediated-communication, particularly skillful jobs.

  19. The Rise of Market-Based Job Search Institutions and Job Niches for Low-Skilled Chinese Immigrants

    Directory of Open Access Journals (Sweden)

    Zai Liang

    2018-01-01

    Full Text Available Increasingly, market-based job search institutions, such as employment agencies and ethnic media, are playing a more important role than migrant networks for low-skilled Chinese immigrants searching for jobs. We argue that two major factors are driving this trend: the diversification of Chinese immigrants’ provinces of origin, and the spatial diffusion of businesses in the United States owned by Chinese immigrants. We also identify some new niche jobs for Chinese immigrants and assess the extent to which this development is driven by China’s growing prosperity. We use data from multiple sources, including a survey of employment agencies in Manhattan’s Chinatown, job advertisements in Chinese-language newspapers, and information on Chinese immigrant hometown associations in the United States.

  20. Job Skills Workshop: Finding Employment in Environmental Toxicology and Chemistry

    Science.gov (United States)

    A “practical short course” designed to aid students with the process of career job hunting and will be taught by SETAC members. Applying, interviewing, and approaching a job is challenging and one of most important in career planning. The application, interview and selection proc...

  1. Further Examination of Job-Related Social Skills Measures for Adolescents and Young Adults with Emotional and Behavioral Disorders.

    Science.gov (United States)

    Bullis, Michael; Davis, Cheryl

    1996-01-01

    This study conducted item reduction analyses on two measures of job-related social behavior for adolescents and young adults with emotional/behavioral disorders (Scale of Job-Related Social Skill Knowledge and Scale of Job-Related Social Skill Performance). The shortened measures contained 40 and 94 items, respectively. Reliability was…

  2. Assessment Work: Examining the Prevalence and Nature of Assessment Competencies and Skills in Student Affairs Job Postings

    Science.gov (United States)

    Hoffman, John L.; Bresciani, Marilee J.

    2010-01-01

    This mixed method study explored the assessment-related skills and job duties that student affairs administrators expect from new employees as reflected in 1,759 job openings posted in 2008, of which seven job postings were specialist positions in outcomes-based assessment. The skills and duties required of these seven positions were primarily…

  3. Utilizing Cross-Cultural Curricula To Improve Interpersonal Job Skills Training.

    Science.gov (United States)

    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.)…

  4. Teaching Personal Skills in Technology and Engineering Education: Is It Our Job?

    Science.gov (United States)

    Loveland, Thomas R.

    2017-01-01

    Recent papers on career and college readiness have emphasized preparation of secondary students for either future college and/or career choices (Robles, 2012, Rateau, Kaufman & Cletzer, 2015). While technologies used in business change rapidly and make the teaching of job-specific skills somewhat impractical, the foundational skills needed for…

  5. Geographic Skills Mismatch, Job Search, and Race. Discussion Paper No. 1288-04

    Science.gov (United States)

    Stoll, Michael A.

    2004-01-01

    This paper examines whether a geographic skills mismatch exists between the location of less-educated minorities, in particular African Americans, and high-skill job concentrations, and if so, whether it contributes to the relatively poor employment outcomes of this group. It explores these questions by examining data on the recent geographic…

  6. A multi-source, multi-study investigation of job performance prediction by political skill

    DEFF Research Database (Denmark)

    Blickle, G.; Ferris, G.R.; Munyon, T.P.

    2011-01-01

    -sectional and longitudinal designs, this research tested the hypotheses that employee political skill, measured from the perspective of employees' assessor A, will positively predict job performance rated by assessor B (i.e. Hypothesis 1a), and vice versa, that employee political skill measured by assessor B will predict...

  7. An Examination of Job Skills Posted on Internet Databases: Implications for Information Systems Degree Programs.

    Science.gov (United States)

    Liu, Xia; Liu, Lai C.; Koong, Kai S.; Lu, June

    2003-01-01

    Analysis of 300 information technology job postings in two Internet databases identified the following skill categories: programming languages (Java, C/C++, and Visual Basic were most frequent); website development (57% sought SQL and HTML skills); databases (nearly 50% required Oracle); networks (only Windows NT or wide-area/local-area networks);…

  8. Relationship between coping skills and job satisfaction among Japanese full-time occupational physicians.

    Science.gov (United States)

    Shimizu, Takashi; Nagata, Shoji

    2003-09-01

    The present study investigated the relationship between coping skills and job satisfaction among Japanese full-time occupational physicians (OPs). In 2000 we mailed self-administered questionnaires to 716 full-time OPs who were members of "Sanyu-kai", the only Japanese association of full-time OPs. The questionnaires included age, gender, marital status, main type of company's work, the number of full-time OPs, the number of employees, working years as an OP, tenure in the present company, job stress, and coping skills question. The coping skills questions consisted of 11 items which were decided after discussion among several experienced full-time OPs. In total, 351 (49%) of the OPs returned suitable questionnaires for analyses. Considering age, gender, marital status, and coping skills, multiple regression analysis (stepwise method) found that age, simplification of work, obvious roles for staff, consultations, and communication in the community and company were factors which contributed significantly to job satisfaction. Structural equation modeling showed that age and coping skills such as work system improvements, consultations, and communication in the community and company influenced job satisfaction. Our results indicated that the age and coping skills influenced job satisfaction among full-time OPs. Our results are also considered to support the training of OPs in the future.

  9. Interactive Distance Learning and Job Support Strategies for Soft Skills.

    Science.gov (United States)

    Campbell, J. Olin; And Others

    1996-01-01

    Discusses the development of soft skills such as management and sales or collaborative problem solving through the use of interactive distance education. Highlights include performance support, including interpersonal skills; long-term cognitive restructuring; and linking training to organizational goals. (Author/LRW)

  10. Employment barriers, skills, and aspirations among unemployed job seekers with and without social anxiety disorder.

    Science.gov (United States)

    Himle, Joseph A; Weaver, Addie; Bybee, Deborah; O'Donnell, Lisa; Vlnka, Sarah; Laviolette, Wayne; Steinberger, Edward; Golenberg, Zipora; Levine, Debra Siegel

    2014-07-01

    The literature has consistently demonstrated that social anxiety disorder has substantial negative impacts on occupational functioning. However, to date, no empirical work has focused on understanding the specific nature of vocational problems among persons with social anxiety disorder. This study examined the association between perceived barriers to employment, employment skills, and job aspirations and social anxiety among adults seeking vocational rehabilitation services. Data from intake assessments (June 2010-December 2011) of 265 low-income, unemployed adults who initiated vocational rehabilitation services in urban Michigan were examined to assess perceived barriers to employment, employment skills, job aspirations, and demographic characteristics among participants who did or did not screen positive for social anxiety disorder. Bivariate and multiple logistic regression analyses were performed. After adjustment for other factors, the multiple logistic regression analysis revealed that perceiving more employment barriers involving experience and skills, reporting fewer skills related to occupations requiring social skills, and having less education were significantly associated with social anxiety disorder. Participants who screened positive for social anxiety disorder were significantly less likely to aspire to social jobs. Employment-related characteristics that were likely to have an impact on occupational functioning were significantly different between persons with and without social anxiety problems. Identifying these differences in employment barriers, skills, and job aspirations revealed important information for designing psychosocial interventions for treatment of social anxiety disorder. The findings underscored the need for vocational services professionals to assess and address social anxiety among their clients.

  11. An endogenous relationship between wages, job opportunity, and skilled labor shortage in Norway

    OpenAIRE

    Lee, Yin Jien

    2010-01-01

    Norway's economy has gone through unprecedented growth in the past decade. The strong growth in GDP, employment, labor productivity, real wage, and labor immigration combines with increasing outflows from the labor force, such as early retirement scheme, sickness and disability, and old age retirement implies that Norway's labor market is tight. We hypothesize demographic changes and skilled and unskilled job composition affects tertiary education participation through wage premium and job ...

  12. Improving Job Prospects for Young, Low-Skilled and Women ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    Vathana

    2015-06-30

    Jun 30, 2015 ... 2025(RGC 2015) and help mitigate negative effects, if any, of the ASEAN Economic. Community ... workers have not undergone any formal training to gain skills and qualifications. ..... “Labor Contracts as Partial Gift Exchange.

  13. perception of job opportunities and entrepreneurial skills in library ...

    African Journals Online (AJOL)

    2018-02-01

    Feb 1, 2018 ... entrepreneurial skills in Library and Information Science LIS). Investigative ... such as acquisition of documents, management ... centers as effective communication system, the ... but because of economic contributions of the.

  14. Jobs, Skills and Incomes in Ghana: How Was Poverty Halved?

    Science.gov (United States)

    Nsowah-Nuamah, Nicholas; Teal, Francis; Awoonor-Williams, Moses

    2012-01-01

    On the basis of official statistics, poverty has halved in Ghana over the period from 1991 to 2005. Our objective in this paper is to assess how far this fall was linked to the creation of better paying jobs and the increase in education. We find that earnings rose rapidly in the period from 1998 to 2005, by 64% for men and by 55% for women. While…

  15. Got Skills? On-the-Job Activities of Physicists

    Science.gov (United States)

    Ivie, Rachel

    2011-03-01

    It goes almost without saying that physics doctorates do a lot more than just physics research or teaching at their jobs. But what exactly do they do? First, I will share basic data showing where physics doctorates are employed. Then I will present data from two of AIP's surveys about the employment of physicists. The first set of data comes from our survey of physics PhDs one year after doctorate. We will consider how often physics doctorates do a variety of activities on the job, including management, technical writing, teamwork, design and development, programming, and advanced mathematics. The second set of data comes from AIP's new survey of PhDs in physics 10 to 13 years after graduation. Data for many of the same activities will be shown for physics doctorates who have been in the workplace about a decade. Depending on the type of job, most industrially employed physics doctorates do some type of physics at work, but they are also very likely to report managing projects, writing for technical audiences, working on a team, and collaborating with non-physicists, among many other activities. This examination of the types of activities physics doctorates perform in the workplace will provide insight on the non-scientific training that would benefit graduate students the most.

  16. Jobs

    DEFF Research Database (Denmark)

    Schubart, Rikke

    2013-01-01

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

  17. The 21st Century Skills and Job Performance of Teachers

    Science.gov (United States)

    Pa-alisbo, Mark Anthony Cenas

    2017-01-01

    The Philippines' Department of Education through the implementation of the Basic Education Sector Reform Agenda (BESRA) is pursuing a package of policy reforms to further improve education. One of its reforms is the K-12 Program which has opened the way to the mandated 21st Century Skills. These include Learning and Innovation; Information, Media…

  18. Contributions of Self-Efficacy and Problem Solving Skills on Secretaries' Job Performance in Ogun State Public Service, Nigeria

    Science.gov (United States)

    Abosede, Subuola Catherine; Adesanya, Adebimpe Olusola

    2017-01-01

    This study is aimed at determining the contributions of self-efficacy and problem solving skills to the job performance of secretaries. The study also ascertained the relationship among self-efficacy, problem solving skills and job performance of the secretaries. The study employed the descriptive research design. Ten (10) secretaries were…

  19. An Examination of Soft Skills Listed in Texas Electronic Job Postings and Undergraduate Business Information Systems Syllabi

    Science.gov (United States)

    Scott-Bracey, Pamela

    2011-01-01

    The purpose of this study was to explore the alignment of soft skills sought by current business IS entry-level employers in electronic job postings, with the integration of soft skills in undergraduate business information systems (IS) syllabi of public four-year universities in Texas. One hundred fifty job postings were extracted from two major…

  20. Personal Skills, Job Satisfaction, and Productivity in Members of High Performance Teams

    Science.gov (United States)

    Valdes-Flores, Patricia; Campos-Rodriguez, Javier Arturo

    2008-01-01

    The intention of the study is to identify the development of personal skills, as well as the increase of job satisfaction and productivity of the employee, as a result of their participation in high performance teams. Volunteered in the study 139 members of self-managed teams belonging to the Production Area, 39 of Operational Administrative…

  1. A Content Analysis of Accounting Job Advertisements: Skill Requirements for Graduates

    Science.gov (United States)

    Dunbar, Kirsty; Laing, Gregory; Wynder, Monte

    2016-01-01

    The purpose of this study is to investigate the emphasis placed on technical and soft skills by prospective employers for accounting positions and graduate accounting positions in particular. The data was gathered from job advertisements placed in the careers section of a major newspaper in Queensland Australia over a four-year period from 2006 to…

  2. Hospital Job Skills Enhancement Program: A Workplace Literacy Project. Final Evaluation Report.

    Science.gov (United States)

    Nurss, Joanne R.

    A workplace literacy program was designed to improve the literacy skills of entry-level workers in the housekeeping, food service, and laundry departments of Grady Memorial Hospital in Atlanta. Classes were held twice per week for 36 weeks at the hospital on job time. Literacy was defined as reading, writing, oral communication, and problem…

  3. Guidelines for Assessing Job-Related Social Skills of Mildly Handicapped Students.

    Science.gov (United States)

    Bullis, Michael; Foss, Gilbert

    1986-01-01

    Effective assessment of job-related social skills of mildly handicapped workers should consider three components of social competence: context, cognition, and performance. A comprehensive profile of social competence is best obtained through use of several assessment tools, such as: rating scales; role play; problem-solving tests; applied…

  4. Labour Market Intermediaries: A Corrective to the Human Capital Paradigm (Mis)matching Skills and Jobs?

    Science.gov (United States)

    Dobbins, Tony; Plows, Alexandra

    2017-01-01

    The orthodox supply-side human capital theory (HCT) paradigm is inadequate for understanding and adjusting to labour market volatility in UK regional economies like Wales. This article explores the role of regional labour market intermediaries (LMIs) in matching supply (skills) and demand (job opportunities) in regional labour markets. Some LMIs…

  5. Cross-national differences in job quality among low-skilled young workers in Europe

    NARCIS (Netherlands)

    Grip, A. de; Wolbers, M.H.J.

    2006-01-01

    Purpose - The purpose of this paper is to analyse the extent to which the quality of the jobs of low-skilled young workers is affected by the structure of education and training systems in various European countries. It focuses on the differences between countries providing fairly general education

  6. Cross-national differences in job quality among low-skilled young workers in Europe

    NARCIS (Netherlands)

    de Grip, A.; Wolbers, M.H.J.

    2006-01-01

    Purpose – The purpose of this paper is to analyse the extent to which the quality of the jobs of low-skilled young workers is affected by the structure of education and training systems in various European countries. It focuses on the differences between countries providing fairly general education

  7. Informal learning of temporary agency workers in low-skill jobs: The role of self-profiling, career control, and job challenge

    NARCIS (Netherlands)

    Preenen, P.; Verbiest, S.; van Vianen, A.; van Wijk, E.

    2015-01-01

    Purpose: The purpose of this paper is to develop and investigate the idea that self-profiling and career control by temporary agency workers (TAWs) in low-skill jobs are positively related to informal learning and that this relationship is mediated by job challenge. Design/methodology/approach: An

  8. Informal learning of temporary agency workers in low-skill jobs : the role of self-profiling, career control and job challenge

    NARCIS (Netherlands)

    Preenen, P.T.Y.; Verbiest, S.; Vianen, A. van; Wijk, E. van

    2015-01-01

    Purpose. The purpose of this paper is to develop and investigate the idea that self-profiling and career control by temporary agency workers (TAWs) in low-skill jobs are positively related to informal learning and that this relationship is mediated by job challenge. Design/methodology/approach. An

  9. The Effectiveness of Communication Skills Training to Increase Job Satisfaction and Job Performance of Employees in Bandar Imam Petrochemical Plant in Mahshahr

    Directory of Open Access Journals (Sweden)

    Shayesteh Khaleghi

    2017-06-01

    Full Text Available The aim of this study was to determine the effectiveness of communication skills training to increase job satisfaction and job performance in employees of Bandar Imam petrochemical plant in Mahshahr in 2016. The statistical population consisted of all employees of Bandar Imam petrochemical plant in Mahshahr in 2015. 30 employees who were selected by convenient sampling constituted the sample of the study and were assigned to experimental and control groups (15=experiment and 15=control.  The research employed quasi-experimental and pretest-posttest methods with control group. The tools used in this study were Fildoroso's job satisfaction and Paterson’s job performance questionnaires.  The results of the test using analysis of covariance showed that, according to the average job satisfaction in the experimental group compared to the control group, communication skills training increased job satisfaction in the experimental group. The effect or difference is equal to 0/44. According to the average job performance in an experimental group compared to the average control group, communication skills training increased job performance in the experimental groups. The effect or difference is equal to 0/46.

  10. An evidence-based evaluation of transferrable skills and job satisfaction for science PhDs.

    Directory of Open Access Journals (Sweden)

    Melanie Sinche

    Full Text Available PhD recipients acquire discipline-specific knowledge and a range of relevant skills during their training in the life sciences, physical sciences, computational sciences, social sciences, and engineering. Empirically testing the applicability of these skills to various careers held by graduates will help assess the value of current training models. This report details results of an Internet survey of science PhDs (n = 8099 who provided ratings for fifteen transferrable skills. Indeed, analyses indicated that doctoral training develops these transferrable skills, crucial to success in a wide range of careers including research-intensive (RI and non-research-intensive (NRI careers. Notably, the vast majority of skills were transferrable across both RI and NRI careers, with the exception of three skills that favored RI careers (creativity/innovative thinking, career planning and awareness skills, and ability to work with people outside the organization and three skills that favored NRI careers (time management, ability to learn quickly, ability to manage a project. High overall rankings suggested that graduate training imparted transferrable skills broadly. Nonetheless, we identified gaps between career skills needed and skills developed in PhD training that suggest potential areas for improvement in graduate training. Therefore, we suggest that a two-pronged approach is crucial to maximizing existing career opportunities for PhDs and developing a career-conscious training model: 1 encouraging trainees to recognize their existing individual skill sets, and 2 increasing resources and programmatic interventions at the institutional level to address skill gaps. Lastly, comparison of job satisfaction ratings between PhD-trained employees in both career categories indicated that those in NRI career paths were just as satisfied in their work as their RI counterparts. We conclude that PhD training prepares graduates for a broad range of satisfying careers

  11. An evidence-based evaluation of transferrable skills and job satisfaction for science PhDs.

    Science.gov (United States)

    Sinche, Melanie; Layton, Rebekah L; Brandt, Patrick D; O'Connell, Anna B; Hall, Joshua D; Freeman, Ashalla M; Harrell, Jessica R; Cook, Jeanette Gowen; Brennwald, Patrick J

    2017-01-01

    PhD recipients acquire discipline-specific knowledge and a range of relevant skills during their training in the life sciences, physical sciences, computational sciences, social sciences, and engineering. Empirically testing the applicability of these skills to various careers held by graduates will help assess the value of current training models. This report details results of an Internet survey of science PhDs (n = 8099) who provided ratings for fifteen transferrable skills. Indeed, analyses indicated that doctoral training develops these transferrable skills, crucial to success in a wide range of careers including research-intensive (RI) and non-research-intensive (NRI) careers. Notably, the vast majority of skills were transferrable across both RI and NRI careers, with the exception of three skills that favored RI careers (creativity/innovative thinking, career planning and awareness skills, and ability to work with people outside the organization) and three skills that favored NRI careers (time management, ability to learn quickly, ability to manage a project). High overall rankings suggested that graduate training imparted transferrable skills broadly. Nonetheless, we identified gaps between career skills needed and skills developed in PhD training that suggest potential areas for improvement in graduate training. Therefore, we suggest that a two-pronged approach is crucial to maximizing existing career opportunities for PhDs and developing a career-conscious training model: 1) encouraging trainees to recognize their existing individual skill sets, and 2) increasing resources and programmatic interventions at the institutional level to address skill gaps. Lastly, comparison of job satisfaction ratings between PhD-trained employees in both career categories indicated that those in NRI career paths were just as satisfied in their work as their RI counterparts. We conclude that PhD training prepares graduates for a broad range of satisfying careers, potentially

  12. Jobs and Skills in Industry 4.0: An Exploratory Research

    OpenAIRE

    Pinzone , Marta; Fantini , Paola; Perini , Stefano; Garavaglia , Stefano; Taisch , Marco; Miragliotta , Giovanni

    2017-01-01

    Part 5: Sustainable Human Integration in Cyber-Physical Systems: The Operator 4.0; International audience; Industry 4.0 is at the center of the current debate among manufacturing leaders, industrial practitioners, policy makers and researchers. Despite the increasing attention paid to changes in jobs and skills generated by Industry 4.0, research in this domain is still scarce. Our study focuses on the evolution of technical skills in the context of Industry 4.0 and it provides qualitative in...

  13. Changes in job stress and coping skills among caregivers after dementia care practitioner training.

    Science.gov (United States)

    Takizawa, Takeya; Takahashi, Megumi; Takai, Michiko; Ikeda, Taichiro; Miyaoka, Hitoshi

    2017-01-01

    Dementia care practitioner training is essential for professional caregivers to acquire medical knowledge and care skills for dementia patients. We investigated the significance of training in stress management by evaluating caregivers' job stress and coping style before and after they have completed training. The subjects included 134 professional caregivers (41 men, 93 women) recruited from participants in training programmes held in Kanagawa Prefecture from August 2008 to March 2010. A survey using a brief job stress questionnaire and a coping scale was carried out before and after they completed their training. A t-test and multiple regression analysis were performed to evaluate the effects of the training. After the training, the scores of modifiers on the job stress scale and of the coping scale increased, whereas the scores of stress reactions on the job stress scale decreased. However, there were no changes in participants' subjective cognition concerning their workplace environment. Furthermore, the change in stress reaction score tended to correlate with the change in consultation score in all participants and with the change in problem-solving and consultation in male participants. Among female participants, the change in stress reaction score tended to correlate with change in support from superiors and colleagues as modifiers. The factors that correlated to the change in stress reaction score differed between genders. The findings suggest that training caregivers improves their stress reaction and coping skills. © 2016 The Authors. Psychogeriatrics © 2016 Japanese Psychogeriatric Society.

  14. Identifying Multimedia Production Competencies and Skills of Instructional Design and Technology Professionals: An Analysis of Recent Job Postings

    Science.gov (United States)

    Sugar, William; Hoard, Brent; Brown, Abbie; Daniels, Lee

    2012-01-01

    In an effort to document necessary multimedia production competencies of Instructional Design and Technology graduates, a recent analysis of over 7 months' worth of Instructional Design and Technology job advertisements (n = 615) were conducted. Specific job skills from these postings were categorized and analyzed. The data set includes three job…

  15. Reinforcing Productivity in a Job-Skills Training Program for Unemployed Substance-Abusing Adults.

    Science.gov (United States)

    Subramaniam, Shrinidhi; Everly, Jeffrey J; Silverman, Kenneth

    2017-05-01

    Chronically unemployed adults may benefit from intensive job-skills training; however, training programs do not always reliably engage participants in mastering skills. This study examined effects of voucher reinforcement for performance on a job-skills training program in the therapeutic workplace. Participants were four unemployed, substance abusing adults who earned monetary vouchers for working on programs targeting typing skills. Participants were exposed to two payment conditions that differed in whether or not pay was dependent on performance in a within-subject reversal design. In the productivity-pay condition, participants earned $8.00 per hour for attending the workplace plus a bonus for performance. In the base-pay condition, participants were paid an hourly wage that was equivalent to the total hourly earnings from the previous productivity-pay condition. Participants completed less work on the typing programs in the base- than the productivity-pay condition, but the amount of time spent in the workroom and the accuracy and rate of typing were not affected by the pay manipulation. All participants reported preferring base pay over productivity pay. Explicit reinforcement of productivity maintains consistent work in training programs, but more aspects of productivity pay need to be refined for effective, efficient, and socially valid implementation with unemployed, substance-abusing adults.

  16. Interpersonal relations and nurses' job satisfaction through knowledge and usage of relational skills.

    Science.gov (United States)

    Lapeña-Moñux, Yolanda Raquel; Cibanal-Juan, Luis; Maciá-Soler, M Loreto; Orts-Cortés, M Isabel; Pedraz-Marcos, Azucena

    2015-11-01

    Many interpersonal labor disputes stem from the lack of communication skills and the relational problems in the interactions between health professionals. A qualitative study was conducted in a Spanish hospital in order to get to know how the communicative interaction between hospital nurses is like in relation to the nurses' interpersonal interaction and communication skills developed in their working relationships. Twenty-one hospital nurses between 29 and 55 years old, working in different wards, were interviewed. Open-ended interview discourses were transcribed verbatim and analyzed using qualitative content analysis. The following four key themes were analyzed: communication and sender; communication and awareness of who has the problem; non-verbal communication; communication and recipient. The results of this study highlight the need to broaden nurses' relational-communication skills in order to increase job satisfaction. Copyright © 2015 Elsevier Inc. All rights reserved.

  17. A Clinic-Based Assessment for Evaluating Job-Related Social Skills in Adolescents and Adults with Autism.

    Science.gov (United States)

    Lerman, Dorothea C; White, Bridgette; Grob, Carolyn; Laudont, Courtney

    2017-12-01

    Many individuals with autism spectrum disorder (ASD) have difficulties obtaining and maintaining employment, yet little research has evaluated methods for assessing and improving critical vocational skills. In this study, we evaluated an assessment of job-related social skills for individuals with ASD by arranging conditions that simulated on-the-job experiences in a clinic setting. The experimenter contrived situations to assess a variety of social skills, including asking for help, asking for more materials, and responding to corrective feedback. A total of eight individuals, aged 16 to 32 years, participated. Results suggested that the assessment was useful for identifying specific social skills that could be targeted for intervention to increase success in the work environment. These findings add to the current literature by demonstrating an objective method for assessing a variety of job-related social skills under controlled, naturalistic conditions.

  18. The influence of a real job on upper limb performance in motor skill tests: which abilities are transferred?

    Science.gov (United States)

    Giangiardi, Vivian Farahte; Alouche, Sandra Regina; de Freitas, Sandra Maria Sbeghen Ferreira; Pires, Raquel Simoni; Padula, Rosimeire Simprini

    2018-06-01

    To investigate whether the specificities of real jobs create distinctions in the performance of workers in different motor tests for the upper limbs, 24 participants were divided into two groups according to their specific job: fine and repetitive tasks and general tasks. Both groups reproduced tasks related to aiming movements, handling and strength of the upper limbs. There were no significant differences between groups in the dexterity and performance of aiming movements. However, the general tasks group had higher grip strength than the repetitive tasks group, demonstrating differences according to job specificity. The results suggest that a particular motor skill in a specific job cannot improve performance in other tasks with the same motor requirements. The transfer of the fine and gross motor skills from previous experience in a job-specific task is the basis for allocating training and guidance to workers.

  19. Simulated job interview skill training for people with psychiatric disability: feasibility and tolerability of virtual reality training.

    Science.gov (United States)

    Bell, Morris D; Weinstein, Andrea

    2011-09-01

    The job interview is an important step toward successful employment and often a significant challenge for people with psychiatric disability. Vocational rehabilitation specialists can benefit from a systematic approach to training job interview skills. The investigators teamed up with a company that specializes in creating simulated job interview training to create software that provides a virtual reality experience with which learners can systematically improve their job interview skills, reduce their fears, and increase their confidence about going on job interviews. The development of this software is described and results are presented from a feasibility and tolerability trial with 10 participants with psychiatric disability referred from their vocational service programs. Results indicate that this representative sample had a strongly positive response to the prototype job interview simulation. They found it easy to use, enjoyed the experience, and thought it realistic and helpful. Almost all described the interview as anxiety provoking but that the anxiety lessened as they became more skilled. They saw the benefit of its special features such as ongoing feedback from a "coach in the corner" and from being able to review a transcript of the interview. They believed that they could learn the skills being taught through these methods. Participants were enthusiastic about wanting to use the final product when it becomes available. The advantages of virtual reality technology for training important skills for rehabilitation are discussed.

  20. Development and Validation of Mechanical Engineering Trade Skills Assessment Instrument for Sustainable Job Security in Yobe State

    Science.gov (United States)

    Adamu, Gishua Garba; Dawha, Josphine Musa; Kamar, Tiamiyu Salihu

    2015-01-01

    Mechanical Engineering Trade Skills Assessment Instrument (METSAI) is aimed at determining the extent to which students have acquired practical skills before graduation that will enable them get employment for sustainable job security in Yobe state. The study employed instrumentation research design. The populations of the study were 23 mechanical…

  1. The impact of intermediate care services on job satisfaction, skills and career development opportunities.

    Science.gov (United States)

    Nancarrow, Susan

    2007-07-01

    The purpose of this study was to examine, in depth, the impact of intermediate care services on staff job satisfaction, skills development and career development opportunities. Recruitment and retention difficulties present a major barrier to the effective delivery of intermediate care services in the UK. The limited existing literature is contradictory, but points to the possibility of staff deskilling and suggests that intermediate care is poorly understood and may be seen by other practitioners as being of lower status than hospital work. These factors have the potential to reduce staff morale and limit the possibilities of recruiting staff. The research is based on interviews with 26 staff from case studies of two intermediate care services in South Yorkshire. Participants reported high levels of job satisfaction, which was because of the enabling philosophy of care, increased autonomy, the setting of care and the actual teams within which the workers were employed. For most disciplines, intermediate care facilitated the application of existing skills in a different way; enhancing some skills, while restricting the use of others. Barriers to career development opportunities were attributed to the relative recency of intermediate care services, small size of the services and lack of clear career structures. Career development opportunities in intermediate care could be improved through staff rotations through acute, community and intermediate care to increase their awareness of the roles of intermediate care staff. The non-hierarchical management structures limits management career development opportunities, instead, there is a need to enhance professional growth opportunities through the use of consultant posts and specialization within intermediate care. This study provides insight into the impact of an increasingly popular model of care on the roles and job satisfaction of workers and highlights the importance of this learning for recruitment and retention of

  2. Principals' instructional management skills and middle school science teacher job satisfaction

    Science.gov (United States)

    Gibbs-Harper, Nzinga A.

    The purpose of this research study was to determine if a relationship exists between teachers' perceptions of principals' instructional leadership behaviors and middle school teacher job satisfaction. Additionally, this study sought to assess whether principal's instructional leadership skills were predictors of middle school teachers' satisfaction with work itself. This study drew from 13 middle schools in an urban Mississippi school district. Participants included teachers who taught science. Each teacher was given the Principal Instructional Management Rating Scale (PIMRS; Hallinger, 2011) and the Teacher Job Satisfaction Questionnaire (TJSQ; Lester, 1987) to answer the research questions. The study was guided by two research questions: (a) Is there a relationship between the independent variables Defining the School's Mission, Managing the Instructional Program, and Developing the School Learning Climate Program and the dependent variable Work Itself?; (b) Are Defining the School's Mission, Managing the Instructional Program, and Developing the School Learning Climate Program predictors of Work Itself? The Pearson's correlation and multiple regression analysis were utilized to examine the relationship between the three dimensions of principals' instructional leadership and teacher satisfaction with work itself. The data revealed that there was a strong, positive correlation between all three dimensions of principals' instructional leadership and teacher satisfaction with work itself. However, the multiple regression analysis determined that teachers' perceptions of principals' instructional management skills is a slight predictor of Defining the School's Mission only.

  3. The impact of nursing education and job characteristics on nurse's perceptions of their family nursing practice skills.

    Science.gov (United States)

    Svavarsdottir, Erla Kolbrun; Sigurdardottir, Anna Olafia; Konradsdottir, Elisabet; Tryggvadottir, Gudny Bergthora

    2018-04-25

    Implementing family system nursing in clinical settings is on the rise. However, little is known about the impact of graduate school education as well as continuing education in family systems nursing (FSN) on nurses' perceptions of their family nursing practice. To evaluate the level of nursing education, having taken a continuing hospital educational course in family system nursing (FN-ETI programme), and the impact of job characteristics on nurses' perceptions of their family nursing practice skills. Participants were 436 nurses with either a BSc degree or graduate degree in nursing. The Job Demand, Control and Support model guided the study (R. Karasek and T. Theorell, 1992, Healthy Work: Stress, Productivity, and the Reconstruction of Working Life, Basic Books, New York, NY). Scores for the characteristics of job demands and job control were created to categorise participants into four job types: high strain (high demand, low control), passive (low demand, low control), low strain (low demand, high control) and active (high demand, high control). Nurses with a graduate education who had taken the FN-ETI programme scored significantly higher on the Family Nursing Practice Scale than nurses with an undergraduate education. Nurses who were characterised as low strain or active scored significantly higher on the Family Nursing Practice Scale than the nurses who were characterised as high strain. Further, the interaction of education by job type was significant regarding family nursing practice skills. Hierarchical regression revealed 25% of the variance in family nursing practice skills was explained by job control, family policy on the unit, graduate education and employment on the following divisions: Maternal-Child, Emergency, Mental Health or Internal Medicine. Graduate education plus continuing education in FSN can offer nurses increased job opportunities more control over one's work as well as increased skills working with families in clinical settings.

  4. The Effectiveness of Communication Skills Training to Increase Job Satisfaction and Job Performance of Employees in Bandar Imam Petrochemical Plant in Mahshahr

    OpenAIRE

    Shayesteh Khaleghi; Rezvan Homaei

    2017-01-01

    The aim of this study was to determine the effectiveness of communication skills training to increase job satisfaction and job performance in employees of Bandar Imam petrochemical plant in Mahshahr in 2016. The statistical population consisted of all employees of Bandar Imam petrochemical plant in Mahshahr in 2015. 30 employees who were selected by convenient sampling constituted the sample of the study and were assigned to experimental and control groups (15=experiment and 15=control).  The...

  5. Financial management and job social skills training components in a summer business institute: a controlled evaluation in high achieving predominantly ethnic minority youth.

    Science.gov (United States)

    Donohue, Brad; Conway, Debbie; Beisecker, Monica; Murphy, Heather; Farley, Alisha; Waite, Melissa; Gugino, Kristin; Knatz, Danielle; Lopez-Frank, Carolina; Burns, Jack; Madison, Suzanne; Shorty, Carrie

    2005-07-01

    Ninety-two adolescents, predominantly ethnic minority high school students, participated in a structured Summer Business Institute (SBI). Participating youth were randomly assigned to receive either job social skills or financial management skills training components. Students who additionally received the job social skills training component were more likely to recommend their employment agency to others than were youth who received the financial management component, rated their overall on-the-job work experience more favorably, and demonstrated higher scores in areas that were relevant to the skills that were taught in the job social skills workshops. The financial management component also appeared to be relatively effective, as youth who received this intervention improved their knowledge of financial management issues more than youth who received job social skills, and rated their workshops as more helpful in financial management, as well as insurance management. Future directions are discussed in light of these results.

  6. EFFECT OF JOB SKILLS TRAINING ON EMPLOYMENT AND JOB SEEKING BEHAVIORS IN AN AMERICAN INDIAN SUBSTANCE ABUSE TREATMENT SAMPLE.

    Science.gov (United States)

    Foley, K; Pallas, D; Forcehimes, A A; Houck, J M; Bogenschutz, M P; Keyser-Marcus, L; Svikis, D

    2010-10-26

    Employment difficulties are common among American Indian individuals in substance abuse treatment. To address this problem, the Southwest Node of NIDA's Clinical Trials Network conducted a single-site adaptation of its national Job Seekers Workshop study in an American Indian treatment program, Na'Nizhoozhi Center (NCI). 102 (80% men, 100% American Indian) participants who were in residential treatment and currently unemployed were randomized to (1) a three session, manualized program (Job seekers workshop: JSW) or (2) a 40-minute Job Interviewing Video: JIV). Outcomes were assessed at 3-month follow up: 1) number of days to a new taxed job or enrollment in a job-training program, and 2) total hours working or enrolled in a job-training program. No significant differences were found between the two groups for time to a new taxed job or enrollment in a job-training program. There were no significant differences between groups in substance use frequency at 3-month follow-up. These results do not support the use of the costly and time-consuming JSW intervention in this population and setting. Despite of the lack of a demonstrable treatment effect, this study established the feasibility of including a rural American Indian site in a rigorous CTN trial through a community-based participatory research approach.

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

    Science.gov (United States)

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

    2016-12-01

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

  8. What Technology Skills Do Developers Need? A Text Analysis of Job Listings in Library and Information Science (LIS from Jobs.code4lib.org

    Directory of Open Access Journals (Sweden)

    Monica Maceli

    2015-09-01

    Full Text Available Technology plays an indisputably vital role in library and information science (LIS work; this rapidly moving landscape can create challenges for practitioners and educators seeking to keep pace with such change.  In pursuit of building our understanding of currently sought technology competencies in developer-oriented positions within LIS, this paper reports the results of a text analysis of a large collection of job listings culled from the Code4lib jobs website.  Beginning over a decade ago as a popular mailing list covering the intersection of technology and library work, the Code4lib organization's current offerings include a website that collects and organizes LIS-related technology job listings.  The results of the text analysis of this dataset suggest the currently vital technology skills and concepts that existing and aspiring practitioners may target in their continuing education as developers.

  9. Establishing and maintaining job skills and professional behaviors in chronically unemployed drug abusers.

    Science.gov (United States)

    Wong, Conrad J; Silverman, Kenneth

    2007-01-01

    The therapeutic workplace intervention is an employment-based drug user intervention that integrates abstinence reinforcement contingencies into an employment setting, intended for individuals manifesting chronic unemployment and drug addiction. Research on the therapeutic workplace intervention has provided a unique and rare opportunity to collect data and conduct fine-grained analyses of the training and work performance of participants. Results from a series of studies document that chronically unemployed drug users display behaviors that likely limit their success in conventional businesses. This article reviews a systematic line of research showing that targeted and intensive contingency management interventions and training programs have been effective in promoting consistent attendance and high rates of productivity and establishing job skills for employment.

  10. Politics Perceptions as Moderator of the Political Skill-Job Performance Relationship: A Two-Study, Cross-National, Constructive Replication

    Science.gov (United States)

    Kapoutsis, Ilias; Papalexandris, Alexandros; Nikolopoulos, Andreas; Hochwarter, Wayne A.; Ferris, Gerald R.

    2011-01-01

    We developed a two-study, cross-national, constructive replication to examine the role of organizational politics perceptions as a contextual moderator of the political skill-job performance relationship. Specifically, we hypothesized that high levels of political skill would demonstrate its strongest positive effects on job performance when…

  11. Technical Training Skills Needs of Youth for Sustainable Job Security in Rice Production in Ebonyi State, Nigeria

    Science.gov (United States)

    Edu, Chukwuma Nwofe; Ogba, Ernest Ituma

    2016-01-01

    The study identifies technical training skills needs of youth for sustainable job security in rice production in Ebonyi State, Nigeria. This study was carried out in secondary schools in three educational zones in Ebonyi State, Nigeria. Ebonyi state is one of the states in the southeast geopolitical zone in Nigeria. Descriptive survey design was…

  12. A Tale of Sea Turtles: Job-Seeking Experiences of "Hai Gui" (High-Skilled Returnees) in China

    Science.gov (United States)

    Hao, Jie; Welch, Anthony

    2012-01-01

    A key feature of contemporary globalization is the increasing mobility of high-skilled talent. While for many countries in the developing world the loss of such individuals represents a longstanding concern, countries such as China have now developed key policies to harness their overseas talent. The article examines the job-seeking experiences of…

  13. Applying Consumer and Homemaking Skills to Jobs and Careers. Secondary Learning Guide 13. Project Connect. Linking Self-Family-Work.

    Science.gov (United States)

    Emily Hall Tremaine Foundation, Inc., Hartford, CT.

    This competency-based secondary learning guide on applying consumer and homemaking skills to jobs and careers is part of a series that are adaptations of guides developed for adult consumer and homemaking education programs. The guides provide students with experiences that help them learn to do the following: make decisions; use creative…

  14. Performance Pay Improves Engagement, Progress, and Satisfaction in Computer-Based Job Skills Training of Low-Income Adults

    Science.gov (United States)

    Koffarnus, Mikhail N.; DeFulio, Anthony; Sigurdsson, Sigurdur O.; Silverman, Kenneth

    2013-01-01

    Advancing the education of low-income adults could increase employment and income, but adult education programs have not successfully engaged low-income adults. Monetary reinforcement may be effective in promoting progress in adult education. This experiment evaluated the benefits of providing incentives for performance in a job-skills training…

  15. Examining the Role of Emotional Intelligence and Political Skill to Educational Leadership and Their Effects to Teachers' Job Satisfaction

    Science.gov (United States)

    Taliadorou, Nikoletta; Pashiardis, Petros

    2015-01-01

    Purpose: The purpose of this paper is to examine whether emotional intelligence and political skill (PS) of school principals influence the way they exercise leadership and the job satisfaction of their teachers. Design/methodology/approach: As regards to the methodology, quantitative research methods were used to conduct the research.…

  16. Instructional Skills for On-the-Job Training and Experiential Learning: An Empirical Study of Japanese Firms

    Science.gov (United States)

    Matsuo, Makoto

    2014-01-01

    Despite the effectiveness of on-the-job training (OJT), few systematic empirical studies have been conducted on how OJT trainers instruct trainees in firms. The primary goal of this study was to investigate the characteristics of the trainer's instructional skills for OJT using survey data collected from 715 employees covering 22 firms. Results…

  17. Monetary Incentives to Reinforce Engagement and Achievement in a Job-Skills Training Program for Homeless, Unemployed Adults

    Science.gov (United States)

    Koffarnus, Mikhail N.; Wong, Conrad J.; Fingerhood, Michael; Svikis, Dace S.; Bigelow, George E.; Silverman, Kenneth

    2013-01-01

    The current study examined whether monetary incentives could increase engagement and achievement in a job-skills training program for unemployed, homeless, alcohol-dependent adults. Participants (n?=?124) were randomized to a no-reinforcement group (n?=?39), during which access to the training program was provided but no incentives were given; a…

  18. Rapid training of a community job skill to nonvocal adults with autism: an extension of intensive teaching.

    Science.gov (United States)

    Lattimore, L Perry; Parsons, Marsha B; Reid, Dennis H

    2009-01-01

    We evaluated an intensive program in a simulated format for rapidly teaching a job skill to nonvocal adults with autism. Following baseline probes with a new work task of assembling mailing boxes at a publishing company, 3 supported workers individually received repeated teaching sessions at a simulated work site. All workers met criterion with 1 day of simulation teaching, with subsequent criterion level performance upon returning to the job (1 worker required booster trials). Intensive teaching did not occasion problem behavior nor unhappiness indices. Improved work performance also occurred with two generalization tasks involving different materials. Implications for practitioners focus on improving worker performance without interfering with work completion that often accompanies on-the-job training. Potential applications of intensive programs for rapidly teaching other skills are discussed.

  19. Knowledge and skills of the lamaze certified childbirth educator: results of a job task analysis.

    Science.gov (United States)

    Budin, Wendy C; Gross, Leon; Lothian, Judith A; Mendelson, Jeanne

    2014-01-01

    Content validity of certification examinations is demonstrated over time with comprehensive job analyses conducted and analyzed by experts, with data gathered from stakeholders. In November 2011, the Lamaze International Certification Council conducted a job analysis update of the 2002 job analysis survey. This article presents the background, methodology, and findings of the job analysis. Changes in the test blueprint based on these findings are presented.

  20. Distance Learning Skills and Responsibilities: A Content Analysis of Job Announcements 1996-2010

    Science.gov (United States)

    Rebmann, Kristen Radsliff; Molitor, Simone; Rainey, Bonnie

    2012-01-01

    Archived job advertisements from the "International Federation of Library Associations and Institutions (IFLA) LIBJOBS" mailing list (1996-2010) were examined using content analysis. Findings suggest that distance learning (DL) skillsets as job qualifications emerged in the late 1990's and continue to be relevant today. Jobs with DL…

  1. The effect of communication skills training on quality of care, self-efficacy, job satisfaction and communication skills rate of nurses in hospitals of tabriz, iran.

    Science.gov (United States)

    Khodadadi, Esmail; Ebrahimi, Hossein; Moghaddasian, Sima; Babapour, Jalil

    2013-03-01

    Having an effective relationship with the patient in the process of treatment is essential. Nurses must have communication skills in order to establish effective relationships with the patients. This study evaluated the impact of communication skills training on quality of care, self-efficacy, job satisfaction and communication skills of nurses. This is an experimental study with a control group that has been done in 2012. The study sample consisted of 73 nurses who work in hospitals of Tabriz; they were selected by proportional randomizing method. The intervention was only conducted on the experimental group. In order to measure the quality of care 160 patients, who had received care by nurses, participated in this study. The Data were analyzed by SPSS (ver.13). Comparing the mean scores of communication skills showed a statistically significant difference between control and experimental groups after intervention. The paired t-test showed a statistically significant difference in the experimental group before and after the intervention. Independent t-test showed a statistically significant difference between the rate of quality of care in patients of control and experimental groups after the intervention. The results showed that the training of communication skills can increase the nurse's rate of communication skills and cause elevation in quality of nursing care. Therefore, in order to improve the quality of nursing care it is recommended that communication skills be established and taught as a separate course in nursing education.

  2. Cognitive Skill, Skill Demands of Jobs, and Earnings among Young European American, African American, and Mexican American Workers.

    Science.gov (United States)

    Farkas, George; And Others

    1997-01-01

    Analyses of National Longitudinal Survey data indicate that cognitive skill level affects access to high-skill occupations and earnings. Lower cognitive skill levels for African Americans and U.S.-born Mexican Americans explain a substantial proportion of income differences between these groups and European Americans but not the gender gap in pay…

  3. So you want to work? What employers say about job skills, recruitment and hiring employees who rely on AAC.

    Science.gov (United States)

    Bryen, Diane Nelson; Potts, Blyden B; Carey, Allison C

    2007-06-01

    In order to better understand employer perspectives with respect to hiring and working with people who use AAC and the kinds of employment barriers they believe exist for these individuals, a study into the job requirements, recruitment processes, and hiring processes of 27 employers in the United States was conducted. Interviews with the 27 employers focused on 48 jobs in 25 unique categories, many of which had previously been identified as desirable by 38 adults who used AAC (some of whom were employed and some of whom were seeking employment). Findings suggest that, while level of education is still important to employers, skills such as time management, problem solving, communication, use of an understandable and standard voice, and basic technology may be even more so. The study also found that having an effective job-related network is important, as is the ability to provide credible references and do well during in-person interviews with potential employers.

  4. Monetary incentives to reinforce engagement and achievement in a job-skills training program for homeless, unemployed adults.

    Science.gov (United States)

    Koffarnus, Mikhail N; Wong, Conrad J; Fingerhood, Michael; Svikis, Dace S; Bigelow, George E; Silverman, Kenneth

    2013-01-01

    The current study examined whether monetary incentives could increase engagement and achievement in a job-skills training program for unemployed, homeless, alcohol-dependent adults. Participants (n=124) were randomized to a no-reinforcement group (n=39), during which access to the training program was provided but no incentives were given; a training reinforcement group (n=42), during which incentives were contingent on attendance and performance; or an abstinence and training reinforcement group (n=43), during which incentives were contingent on attendance and performance, but access was granted only if participants demonstrated abstinence from alcohol. abstinence and training reinforcement and training reinforcement participants advanced further in training and attended more hours than no-reinforcement participants. Monetary incentives were effective in promoting engagement and achievement in a job-skills training program for individuals who often do not take advantage of training programs. © Society for the Experimental Analysis of Behavior.

  5. TECHNICAL AND VOCATIONAL EDUCATION AND TRAINING SKILLS: AN ANTIDOTE FOR JOB CREATION AND SUSTAINABLE DEVELOPMENT OF NIGERIAN ECONOMY

    Directory of Open Access Journals (Sweden)

    James Edomwonyi Edokpolor

    2017-12-01

    Full Text Available The research is aimed at assessing the important role of TVET on job creation and sustainable development of Nigerian economy. Two research questions were answered using mean and standard deviation statistics, while two hypotheses were tested using t-test statistic. A survey method was employed for the research. A four-point scale questionnaire was employed as the instrument for collection of data. The population consists of 332 TVET lecturers in 3 universities and 4 colleges of education in Edo and Delta States. There was no need to adopt sampling technique, nor select any sample size, since the entire population is of a manageable size. The instrument was validated by two experts and its reliability coefficient value using Cronbach alpha method was 0.81. The research revealed that TVET can equip students with skills for job creation and sustainable development of Nigerian economy. It also revealed that there was no significant difference between the mean ratings of TVET lecturers in Edo and Delta States on the extent to which TVET can equip students with skills for job creation. It further revealed that there was no significant difference between the mean ratings of male and female TVET lecturers on the extent to which TVET can equip students with skills for sustainable development of Nigerian economy. Optimizing sufficient amount of financial resources, regular supplies of state-of-the-art facilities, sourcing for qualified manpower, and organization of advocacy programme, that would help in effective management delivery of TVET were further recommended.

  6. Are Our Special Education Students Ready for Work? An Investigation of the Teaching of Job-Related Social Skills in Northern Taiwan

    Science.gov (United States)

    Chu, Yin-An; Zhang, Liang-Cheng

    2015-01-01

    This study is concerned with the current job preparation programmes for special education students in Taiwan. Two hundred and three randomly selected special education teachers in Northern Taiwan responded to a questionnaire about job-related social skills. The relationship between teachers' demographic characteristics and their teaching of…

  7. Offshoring of medium-skill jobs, polarization, and productivity effect: Implications for wages and low-skill unemployment

    NARCIS (Netherlands)

    Vallizadeh, E.; Muysken, J.; Ziesemer, T.H.W.

    2015-01-01

    We examine the effects of endogenous offshoring on cost-efficiency, wages and unemployment in a task assignment model with skill heterogeneity. Exact conditions for the following insights are derived. The distributional effect of offshoring (high-) low-skill-intensive tasks is similar to

  8. On-the-Job Orientation of Unemployed Negro Skill Center Trainees and Their Supervisors. Final Report.

    Science.gov (United States)

    Rosen, Hjalmar

    The problems inherent in employing hard-core unemployed Negroes and the optimal locus of on-the-job orientation to integrate such employees into thework force were subjects of this study. It focused on young Negro females who, because of their inability to meet selections minimums for job entry, had a high potential for chronic unemployment. Among…

  9. Assessing Faculty Beliefs about the Importance of Various Marketing Job Skills

    Science.gov (United States)

    Hyman, Michael R.; Hu, Jing

    2005-01-01

    The need to improve the professional skills of those with marketing degrees has spurred surveys of current students, alumni, practitioners, and faculty about the importance of various professional skills; however, previous surveys of marketing faculty have focused only on computer skills. To address this limitation, the goals of this study were…

  10. The Moderating Effect of Employee Political Skill on the Link between Perceptions of a Victimizing Work Environment and Job Performance

    Directory of Open Access Journals (Sweden)

    Jeffrey R. Bentley

    2017-05-01

    Full Text Available Research has generally revealed only a weak link, if any at all, between victimization-related experiences and job performance. Drawing on the commonly used conservation of resources perspective, we argue that such inconsistent evidence in the organizational literature stems from an over-focus on personal resources at the expense of considering the role of social resources. Victimization is an interpersonal phenomenon with social ramifications. Its effects may be better captured when measured from the standpoint of the social environment, and analyzed relative to an employee’s capacity to effectively regulate those social resources. With the latter capacity being encapsulated by the construct of political skill, we conducted two studies to explore the moderating influence of employee political skill on the relationship between employee perceptions of a victimizing work environment and employee task performance. In Study 1, employees with low political skill exhibited reduced task performance when perceiving a victimizing environment, and this link was found to be mediated by tension in Study 2. Those with high political skill exhibit no change in performance across victimization perceptions in Study 2, yet an increase in performance in Study 1. We discuss our findings relative to the victimization and political skill literatures.

  11. The Moderating Effect of Employee Political Skill on the Link between Perceptions of a Victimizing Work Environment and Job Performance.

    Science.gov (United States)

    Bentley, Jeffrey R; Treadway, Darren C; Williams, Lisa V; Gazdag, Brooke Ann; Yang, Jun

    2017-01-01

    Research has generally revealed only a weak link, if any at all, between victimization-related experiences and job performance. Drawing on the commonly used conservation of resources perspective, we argue that such inconsistent evidence in the organizational literature stems from an over-focus on personal resources at the expense of considering the role of social resources. Victimization is an interpersonal phenomenon with social ramifications. Its effects may be better captured when measured from the standpoint of the social environment, and analyzed relative to an employee's capacity to effectively regulate those social resources. With the latter capacity being encapsulated by the construct of political skill, we conducted two studies to explore the moderating influence of employee political skill on the relationship between employee perceptions of a victimizing work environment and employee task performance. In Study 1, employees with low political skill exhibited reduced task performance when perceiving a victimizing environment, and this link was found to be mediated by tension in Study 2. Those with high political skill exhibit no change in performance across victimization perceptions in Study 2, yet an increase in performance in Study 1. We discuss our findings relative to the victimization and political skill literatures.

  12. DAMPAK ON-THE-JOB TRAINING DI LUAR NEGERI PADA STRATEGI PEMBELAJARAN BAHASA INGGRIS DAN KEMAMPUAN SOFT SKILLS MAHASISWA

    Directory of Open Access Journals (Sweden)

    Kun Aniroh

    2011-11-01

    Full Text Available Globalization opens up the chances for students of hotel studies to have on-the-job training at hotels abroad with the duration of six months up to one year. At the first three months the students got difficulties in using their English and get less interaction and appropriate behavior because in a hotel abroad there are many staffs from many countries using English with different accents and different cultures. Such environment triggered students to learn English with a particular strategy that lead them to improve their English and their soft skills convincingly.

  13. Performance pay improves engagement, progress, and satisfaction in computer-based job skills training of low-income adults.

    Science.gov (United States)

    Koffarnus, Mikhail N; DeFulio, Anthony; Sigurdsson, Sigurdur O; Silverman, Kenneth

    2013-01-01

    Advancing the education of low-income adults could increase employment and income, but adult education programs have not successfully engaged low-income adults. Monetary reinforcement may be effective in promoting progress in adult education. This experiment evaluated the benefits of providing incentives for performance in a job-skills training program for low-income, unemployed adults. Participants worked on typing and keypad programs for 7 months. Participants randomly assigned to Group A (n = 23) earned hourly and productivity pay on the typing program (productivity pay), but earned only equalized hourly pay on the keypad program (hourly pay). Group B (n = 19) participants had the opposite contingencies. Participants worked more on, advanced further on, and preferred their productivity pay program. These results show that monetary incentives can increase performance in a job-skills training program, and indicate that payment in adult education programs should be delivered contingent on performance in the training program instead of simply on attendance. © Society for the Experimental Analysis of Behavior.

  14. Contributions of On-the-Job Training Program to the Skills, Personal Qualities and Competencies of Tourism Graduates

    Directory of Open Access Journals (Sweden)

    Elroy Joseph C. Valdez

    2015-11-01

    Full Text Available This study ascertains the contributions of on-the-job training (OJT program of a university to the development of skills, personal qualities and competencies of tourism students. The study is descriptive and uses survey questionnaire for data gathering. Respondents consist of 74 tourism graduates from 2009 to 2013, which is 75.5% of the total number of graduates. Results show that the OJT program of the university has significant contributions to the development of students’ basic skills, thinking skills, personal qualities and competencies on resources, interpersonal, information, systems and technology. Further, the similarities of OJT contributions for males and females imply that there is no gender bias in the training places while the differences on OJT contributions for self-employed, casual, contractual and permanent employees indicate that those with more skills and competencies are more inclined to entrepreneurial activities than to employment. The OJT program is also consistent throughout the years in providing skills and personal qualities as indicated by the non-difference on OJT contributions when grouped according to graduation year. Of immediate concern, however, is the decline of OJT contributions to the competencies of 2013 graduates. The study recommends that the university should tie-up with more tourism industry partners that can give excellent trainings for students and offer more international OJT for them to be more globally competitive. The training of students should also be regularly monitored by university training coordinators. Finally, the university may also consider and study ways on how to develop the entrepreneurial skills of tourism students.

  15. Communication for the Workplace: An Integrated Language Approach. Second Edition. Job Skills. Net Effect Series.

    Science.gov (United States)

    Ettinger, Blanche; Perfetto, Edda

    Using a developmental, hands-on approach, this text/workbook helps students master the basic English skills that are essential to write effective business correspondence, to recognize language errors, and to develop decision-making and problem-solving skills. Its step-by-step focus and industry-specific format encourages students to review,…

  16. Acquisition of Innovative and Entrepreneurial Skills in Basic Science Education for Job Creation in Nigeria

    Science.gov (United States)

    Mbanefo, Maryrose Chinwe; Eboka, Obiajulu C.

    2017-01-01

    Innovative and entrepreneurial skill acquisition in Nigeria entails focusing on what should be done to bridge the gap between the school and labor market, where the learner will work after graduation, so as to be self-reliant in the society. Specifically, the study determined: The innovative and entrepreneurial skills needed in basic science…

  17. Rural Dilemmas in School-to-Work Transition: Low Skill Jobs, High Social Demands.

    Science.gov (United States)

    Danzig, Arnold

    1996-01-01

    Thirty-three employers in rural Arizona were interviewed concerning employer expectations, workplace opportunities, authority patterns, rewards, and social interaction at work regarding entry level workers directly out of high school. Available work was low skill with few rewards, yet demanded strong social skills and work ethic. Discusses…

  18. Challenging and valuable

    NARCIS (Netherlands)

    Van Hal, J.D.M.

    2008-01-01

    Challenging and valuable Inaugural speech given on May 7th 2008 at the occasion of the acceptance of the position of Professor Sustainable Housing Transformation at the faculty of Architeeture of the Delft University of Technology by Prof. J.D.M. van Hal MSc PhD.

  19. Labour with Different Types of Skills and Jobs as Production Factor

    NARCIS (Netherlands)

    J. Tinbergen (Jan)

    1973-01-01

    textabstractA Cobb-Douglas production function with labour of three different levels of education is proposed. The quantity of labour with primary education is defined as the number of people having jobs requiring primary education plus the number of people with primary education who actually have

  20. Individual Skills Based Volunteerism and Life Satisfaction among Healthcare Volunteers in Malaysia: Role of Employer Encouragement, Self-Esteem and Job Performance, A Cross-Sectional Study

    OpenAIRE

    Veerasamy, Chanthiran; Sambasivan, Murali; Kumar, Naresh

    2013-01-01

    The purpose of this paper is to analyze two important outcomes of individual skills-based volunteerism (ISB-V) among healthcare volunteers in Malaysia. The outcomes are: job performance and life satisfaction. This study has empirically tested the impact of individual dimensions of ISB-V along with their inter-relationships in explaining the life satisfaction and job performance. Besides, the effects of employer encouragement to the volunteers, demographic characteristics of volunteers, and se...

  1. Recovering valuable liquid hydrocarbons

    Energy Technology Data Exchange (ETDEWEB)

    Pier, M

    1931-06-11

    A process for recovering valuable liquid hydrocarbons from coking coal, mineral coal, or oil shale through treatment with hydrogen under pressure at elevated temperature is described. Catalysts and grinding oil may be used in the process if necessary. The process provides for deashing the coal prior to hydrogenation and for preventing the coking and swelling of the deashed material. During the treatment with hydrogen, the coal is either mixed with coal low in bituminous material, such as lean coal or active coal, as a diluent or the bituminous constituents which cause the coking and swelling are removed by extraction with solvents. (BLM)

  2. Situation analysis of the knowledge, competencies and skill requirements of jobs in renewable energy technologies in Canada

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2003-07-01

    This paper described the technological and marketing challenges of developing Canada's vast renewable energy sources. Canada's basic educational infrastructure provides a good foundation for developing renewable energy technologies in the coming decade. The following renewable energy technologies were highlighted: photovoltaic power systems; wind power systems; micro and small hydro power systems; solar air heating systems; solar water heating systems; biomass combustion systems; and, geothermal ground source heat pump systems. Each renewable technology has its own set of requirements that may differ from traditional technologies. The labour market needs and human resource considerations for these seven renewable energy technology industries were outlined. One of the main challenges lies in preparing technicians in renewable energy technologies and ensuring the availability of appropriate labour sources in relation to demand. Observations on training in renewable energies were also summarized with reference to typical jobs available within each sector, job description for each technology, qualifications and the required knowledge, skills and aptitudes for each industry. A list of Canadian company contacts by technology area was included. refs.

  3. Assessing Job Applicants for Skills To Keep the Automotive Industry Competitive.

    Science.gov (United States)

    Advanced Integrated Manufacturing Center, Dayton, OH.

    The Advanced Integrated Manufacturing (AIM) Center is a partnership between Sinclair Community College and the University of Dayton (Ohio) that was established to help local manufacturing companies achieve world-class performance by improving their business practices, selecting/developing a highly skilled work force, and making appropriate use of…

  4. Instructional Design in Job Skills Training for Welfare Recipients and Displaced Workers

    Science.gov (United States)

    Richardson, Arline; Storberg-Walker, Julia

    2006-01-01

    Scully-Russ (2005) described the low-wage labor market issue and the tendency in academic literature to view the problem as "fixing" the skills of low wageworkers. However, the article does not address instructional design issues surrounding low-wage employee training interventions. This manuscript attempts to discover the key factors surrounding…

  5. Knowledge Acquisition and Job Training for Advanced Technical Skills Using Immersive Virtual Environment

    Science.gov (United States)

    Watanuki, Keiichi; Kojima, Kazuyuki

    The environment in which Japanese industry has achieved great respect is changing tremendously due to the globalization of world economies, while Asian countries are undergoing economic and technical development as well as benefiting from the advances in information technology. For example, in the design of custom-made casting products, a designer who lacks knowledge of casting may not be able to produce a good design. In order to obtain a good design and manufacturing result, it is necessary to equip the designer and manufacturer with a support system related to casting design, or a so-called knowledge transfer and creation system. This paper proposes a new virtual reality based knowledge acquisition and job training system for casting design, which is composed of the explicit and tacit knowledge transfer systems using synchronized multimedia and the knowledge internalization system using portable virtual environment. In our proposed system, the education content is displayed in the immersive virtual environment, whereby a trainee may experience work in the virtual site operation. Provided that the trainee has gained explicit and tacit knowledge of casting through the multimedia-based knowledge transfer system, the immersive virtual environment catalyzes the internalization of knowledge and also enables the trainee to gain tacit knowledge before undergoing on-the-job training at a real-time operation site.

  6. Evaluating Impact Of Communication Skills Training On Level Of Job Stress Among Nursing Personnel Working At Rehabilitation Centers In Cities: Ray- Tehran- Shemiranat

    Directory of Open Access Journals (Sweden)

    Sh. Rhezaii

    2006-05-01

    Full Text Available Background and Aim: Today, work related stress has become a common and costly problem in work places that most of studies in the last 30 decades have engaged in this problem. Several reports indicate that the occupations such as nursing which have high psychological job demands and low decision latitude are very stressful. This stress can cause harmful physical and psychological effects on nurses’ health. On the other hand, job stress may result in high rates of injury, tardiness and absenteeism at work place and reduced productivity and organizational commitment leading to low quality of nursing care. Numerous studies suggested that learning new activities and skills such as communication skills is one of the best strategies against job stress .The purpose of this study was to test the effectiveness of communication Skills training in reducing work stress level among nursing personnel in rehabilitation centers. Materials and Methods: The quasi- experimental design was conducted. A sample of 48 nursing personnel participated in the study. Subjects were randomly assigned to one of two experimental or control groups. Subjects in experimental group participated in a 7- hour’s workshop, all subjects were pre and post tested (one month later for job stress and communication skills with the Karasek’s Job Content Questionnaire (JCQ and communication skills test. Results: Results revealed the following: (1 subjects in both groups after pretest were the middle level of stress and communication skills. (2 After training the experimental group scored higher on the rating of communication skills than control group and had successfully maintained their improvements for 4 weeks. (3 After training the experimental group showed lower level of stress than control group and had successfully maintained their improvements for 4 weeks. Conclusion: As a result of this research communication skills training could reduce level of stress among nursing personnel

  7. Evaluation of a Workplace Basic Skills Program: An Impact Study of AVC Edmonton's 1990 Job Effectiveness Training Program at Stelco Steel. Report Summary.

    Science.gov (United States)

    Barker, Kathryn Chang

    The pilot Job Effectiveness Training (JET) workplace basic skills program, developed by Canada's Alberta Vocational College (AVC), Edmonton, for Stelco Steel during 1989-90, was evaluated in terms of impacts or changes from the perspective of the four major stakeholder groups: the students (12 Stelco employees); the employers (Stelco management);…

  8. Health, job characteristics, skills, and social and financial factors in relation to early retirement - Results from a longitudinal study in the Netherlands

    NARCIS (Netherlands)

    de Wind, Astrid; Geuskens, Goedele A.; Ybema, Jan Fekke; Blatter, Birgitte M.; Burdorf, Alex; Bongers, Paulien M.; van der Beek, Allard J.

    2014-01-01

    Objective This study aimed to investigate the relative contribution of health, job characteristics, skills and knowledge, and social and financial factors to the transition from work to (non-disability) early retirement. Methods Employees aged 59-63 years (N=2317) were selected from the Study on

  9. Health, job characteristics, skills, and social and financial factors in relation to early retirement - results from a longitudinal study in the Netherlands

    NARCIS (Netherlands)

    de Wind, A.; Geuskens, G.A.; Ybema, J.F.; Blatter, B.M.; Burdorf, A.; Bongers, P.M.; van der Beek, A.J.

    2014-01-01

    Objective This study aimed to investigate the relative contribution of health, job characteristics, skills and knowledge, and social and financial factors to the transition from work to (non-disability) early retirement. Methods Employees aged 59-63 years (N=2317) were selected from the Study on

  10. Health, job characteristics, skills, and social and financial factors in relation to early retirement: results from a longitudinal study in the Netherlands

    NARCIS (Netherlands)

    Wind, A. de; Geuskens, G.A.; Ybema, J.F.; Blatter, B.M.; Burdorf, A.; Bongers, P.M.; Beek, A.J. van der

    2014-01-01

    Objectives This study aimed to investigate the relative contribution of health, job characteristics, skills and knowledge, and social and financial factors to the transition from work to (non-disability) early retirement. Methods Employees aged 59–63 years (N=2317) were selected from the Study on

  11. Assessing the effectiveness of interpersonal communication skills training on job satisfaction among nurses in Al-Zahra Hospital of Isfahan, Iran.

    Science.gov (United States)

    Dehaghani, Abdollah Rezaei; Akhormeh, Kobra Ahmadi; Mehrabi, Tayyebeh

    2012-05-01

    The worldwide nursing shortage is threatening the quality of healthcare. The two most common causes in maintaining nurses are job satisfaction, a positive working environment, and good relationships among staff. This study aimed to determine the effect of interpersonal communication skills training on job satisfaction among the nurses working in Al-Zahra Hospital affiliated to Isfahan University of Medical Sciences, Isfahan, Iran, in 2011. This study was a quasi-experimental research with two groups and two phases, and was carried out on 70 nurses from Al-Zahra University Hospital. Only nurses who had been employed for more than one year were accepted into the study. There were 35 nurses in the test group and 35 nurses in the control group. The study questionnaire included personal details and job satisfaction scale by Smith and Kendall. Sampling was done randomly and nurses were divided into test and control groups. In the test group, the communication skills training program was done in 6 sessions, twice a week and each session was held for 2 hours. The questionnaire was completed in two stages; before, and two months after the study. Data were analyzed by descriptive and inferential statistics through SPSS Software version 18. Findings showed that pre-intervention mean score of job satisfaction of nurses in both groups had no significant difference (p = 0.92). After the communication skills training program in the experimental group, mean score of job satisfaction increased and it was significant compared to the control group (p interpersonal communication skills training program increased the mean score of job satisfaction in the test group. Therefore, it seems necessary that nursing managers design training programs for them.

  12. Individual Skills Based Volunteerism and Life Satisfaction among Healthcare Volunteers in Malaysia: Role of Employer Encouragement, Self-Esteem and Job Performance, A Cross-Sectional Study

    Science.gov (United States)

    Veerasamy, Chanthiran; Sambasivan, Murali; Kumar, Naresh

    2013-01-01

    The purpose of this paper is to analyze two important outcomes of individual skills-based volunteerism (ISB-V) among healthcare volunteers in Malaysia. The outcomes are: job performance and life satisfaction. This study has empirically tested the impact of individual dimensions of ISB-V along with their inter-relationships in explaining the life satisfaction and job performance. Besides, the effects of employer encouragement to the volunteers, demographic characteristics of volunteers, and self-esteem of volunteers on job performance and life satisfaction have been studied. The data were collected through a questionnaire distributed to 1000 volunteers of St. John Ambulance in Malaysia. Three hundred and sixty six volunteers responded by giving their feedback. The model was tested using Structural Equation Modeling (SEM). The main results of this study are: (1) Volunteer duration and nature of contact affects life satisfaction, (2) volunteer frequency has impact on volunteer duration, (3) self-esteem of volunteers has significant relationships with volunteer frequency, job performance and life satisfaction, (4) job performance of volunteers affect their life satisfaction and (5) current employment level has significant relationships with duration of volunteering, self esteem, employer encouragement and job performance of volunteers. The model in this study has been able to explain 39% of the variance in life satisfaction and 45% of the variance in job performance. The current study adds significantly to the body of knowledge on healthcare volunteerism. PMID:24194894

  13. Individual skills based volunteerism and life satisfaction among healthcare volunteers in Malaysia: role of employer encouragement, self-esteem and job performance, a cross-sectional study.

    Science.gov (United States)

    Veerasamy, Chanthiran; Sambasivan, Murali; Kumar, Naresh

    2013-01-01

    The purpose of this paper is to analyze two important outcomes of individual skills-based volunteerism (ISB-V) among healthcare volunteers in Malaysia. The outcomes are: job performance and life satisfaction. This study has empirically tested the impact of individual dimensions of ISB-V along with their inter-relationships in explaining the life satisfaction and job performance. Besides, the effects of employer encouragement to the volunteers, demographic characteristics of volunteers, and self-esteem of volunteers on job performance and life satisfaction have been studied. The data were collected through a questionnaire distributed to 1000 volunteers of St. John Ambulance in Malaysia. Three hundred and sixty six volunteers responded by giving their feedback. The model was tested using Structural Equation Modeling (SEM). The main results of this study are: (1) Volunteer duration and nature of contact affects life satisfaction, (2) volunteer frequency has impact on volunteer duration, (3) self-esteem of volunteers has significant relationships with volunteer frequency, job performance and life satisfaction, (4) job performance of volunteers affect their life satisfaction and (5) current employment level has significant relationships with duration of volunteering, self esteem, employer encouragement and job performance of volunteers. The model in this study has been able to explain 39% of the variance in life satisfaction and 45% of the variance in job performance. The current study adds significantly to the body of knowledge on healthcare volunteerism.

  14. Individual skills based volunteerism and life satisfaction among healthcare volunteers in Malaysia: role of employer encouragement, self-esteem and job performance, a cross-sectional study.

    Directory of Open Access Journals (Sweden)

    Chanthiran Veerasamy

    Full Text Available The purpose of this paper is to analyze two important outcomes of individual skills-based volunteerism (ISB-V among healthcare volunteers in Malaysia. The outcomes are: job performance and life satisfaction. This study has empirically tested the impact of individual dimensions of ISB-V along with their inter-relationships in explaining the life satisfaction and job performance. Besides, the effects of employer encouragement to the volunteers, demographic characteristics of volunteers, and self-esteem of volunteers on job performance and life satisfaction have been studied. The data were collected through a questionnaire distributed to 1000 volunteers of St. John Ambulance in Malaysia. Three hundred and sixty six volunteers responded by giving their feedback. The model was tested using Structural Equation Modeling (SEM. The main results of this study are: (1 Volunteer duration and nature of contact affects life satisfaction, (2 volunteer frequency has impact on volunteer duration, (3 self-esteem of volunteers has significant relationships with volunteer frequency, job performance and life satisfaction, (4 job performance of volunteers affect their life satisfaction and (5 current employment level has significant relationships with duration of volunteering, self esteem, employer encouragement and job performance of volunteers. The model in this study has been able to explain 39% of the variance in life satisfaction and 45% of the variance in job performance. The current study adds significantly to the body of knowledge on healthcare volunteerism.

  15. Job rotation and internal marketing for increased job satisfaction and organisational commitment in hospital nursing staff.

    Science.gov (United States)

    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.

  16. Nuclear skill related training and job identification and placement service for migrant and seasonal farm workers

    International Nuclear Information System (INIS)

    1980-01-01

    The success rate of the NSRT Program - based on placement in unsubsidized employment - was 90%. Most of the participants who did not graduate from the NSRT Program were transferred to other less technical programs, such as TAT, REECO, and the EAST/SLAC programs, and obtained skills that made them employable elsewhere. The follow-up process at the Center for Nuclear Studies continues. Officials here can list place of employment, technical rating, and salary of all of the 90 graduates. Several are now full-fledged nuclear reactor operators licensed by the Nuclear Regulatory Commission

  17. Nuclear skill related training and job identification and placement service for migrant and seasonal farm workers

    Energy Technology Data Exchange (ETDEWEB)

    1980-01-01

    The success rate of the NSRT Program - based on placement in unsubsidized employment - was 90%. Most of the participants who did not graduate from the NSRT Program were transferred to other less technical programs, such as TAT, REECO, and the EAST/SLAC programs, and obtained skills that made them employable elsewhere. The follow-up process at the Center for Nuclear Studies continues. Officials here can list place of employment, technical rating, and salary of all of the 90 graduates. Several are now full-fledged nuclear reactor operators licensed by the Nuclear Regulatory Commission.

  18. Middle-Skilled Workforce Needs in a Changing Oil and Gas Industry: the Role of Flexibility. As the Oil Industry continues to shed jobs due to the global downturn in oil prices, one of the most vulnerable sectors to job loss are the middle-skilled workers such as the technicians and drill operators. We present options and ideas to mitigate the problem.

    Science.gov (United States)

    Waddell, K.

    2015-12-01

    Middle-skilled workers are those whose jobs require considerable skill but not an advanced degree. Nationwide, one-third of the projected job growth for 2010-2020 will require middle-skilled workers. The educational paths to these jobs include career and technical education (CTE), certificates and associate's degrees from community colleges, apprenticeship programs, and training provided by employers. In the oil industry, the demand is expected to about 150,000 jobs. In environmental restoration and monitoring, there will be a need for at least 15,000 middle-skilled workers. Examples of the types of jobs include geological and petroleum technicians, derrick and drill operators, and pump system and refinery operators for the oil and gas sector. For the environmental restoration and monitoring sector, the types of jobs include environmental science technicians, and forest (and coastal) conservation technicians and workers. However, all of these numbers will be influenced by the growth and contraction of the regional or national economy that is not uncommon in the private sector. Over the past year, for example, the oil and gas industry has shed approximately 75,000 jobs (out of a workforce of 600,000) here in the United States, due almost exclusively to the drop of oil prices globally. A disproportionate number of the lost jobs were among the middle-skilled workforce. Meanwhile, the recent settlements stemming from the Deepwater Horizon oil spill are expected to create a surge of environmental restoration activity in the Gulf of Mexico region that has the potential to create thousands of new jobs over the next decade and beyond. Consequently, there is a need to develop education, training and apprenticeship programs that will help develop flexibility and complementary skill sets among middle-skilled workers that could help reduce the impacts of economic downturns and meet the needs of newly expanding sectors such as the environmental restoration field. This

  19. Jobs, Jobs, Jobs!

    Science.gov (United States)

    Jacobson, Linda

    2011-01-01

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

  20. Job-Keeping and Revitalization. The Career Life Assessment Skills Series, Booklet Seven. A Program to Meet Adult Developmental Needs.

    Science.gov (United States)

    Curtin, Bernadette M.; Hecklinger, Fred J.

    As part of a series on career and life planning for adults, this four-part booklet examines factors that affect job satisfaction and success. After introductory material noting today's tight job market, Part I lists the qualities employers want employees to have and then discusses: (1) job survival tactics, such as remaining knowledgeable of the…

  1. Job Campaign Strategies. The Career Life Assessment Skills Series, Booklet Three. A Program to Meet Adult Developmental Needs.

    Science.gov (United States)

    Curtin, Bernadette M.; Hecklinger, Fred J.

    As part of a series on career and life planning for adults, this four-part booklet discusses job search strategies, resume writing, and job interviews. Part I discourages conventional job-hunting techniques (i.e., visiting employment agencies, researching want ads, going through company personnel offices, and sending resumes and cover letters in…

  2. Transferability of Skills: Convergent, Postdictive, Criterion-Related, and Construct Validation of Cross-Job Retraining Time Estimates

    National Research Council Canada - National Science Library

    Kavanagh, Michael

    1997-01-01

    ... (job learning difficulty and cross-AFS differences in aptitude requirements), (b) XJRThs exhibited some postdictive validity when evaluated against Airman Retraining Program Survey retraining ease criteria, (c...

  3. Socioanalytic Theory and Work Behavior: Roles of Work Values and Political Skill in Job Performance and Promotability Assessment

    Science.gov (United States)

    Blickle, Gerhard; Frohlich, Julia K.; Ehlert, Sandra; Pirner, Katharina; Dietl, Erik; Hanes, T. Johnston; Ferris, Gerald R.

    2011-01-01

    Socioanalytic theory postulates that job performance ratings are predicted by basic social motives moderated by social competency. The two motives are the motive to get along with others and the motive to achieve status and power. The present two-study investigation assessed these motives as work values and collected supervisors' job performance…

  4. Identification of the Learning Styles and "On-the-Job" Learning Methods Implemented by Nurses for Promoting Their Professional Knowledge and Skills.

    Science.gov (United States)

    Rassin, Michal; Kurzweil, Yaffa; Maoz, Yael

    2015-05-09

    The aim of this study was to identify the learning styles and methods used by nurses to promote their professional knowledge and skills. 928 nurses from 11 hospitals across Israel completed 2 questionnaires, (1) Kolb's Learning Style Inventory, Version 3.1. and (2) the On-The-Job Learning Styles Questionnaire for the Nursing Profession. The most common learning style was the convergent style. The other learning styles were rated in the following descending order: accommodation, assimilation, and divergence. The on-the-job learning style consistently ranked highest was experience of relevant situations. On the other hand, seeking knowledge from books, journals, television, or the Internet was ranked lowest on all the indicators examined. With respect to general and on-the-job learning styles, statistically significant differences were found between groups of nurses by: country of birth, gender, department, age, education, and role. Nurses required to take more personal responsibility for their own professional development by deepening their self-learning skills.

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

    Science.gov (United States)

    Wong, Carol M.; Tetrick, Lois E.

    2017-01-01

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

  6. 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.

  7. Participation in Job-Related Training in European Countries: The Impact of Skill Supply and Demand Characteristics

    Science.gov (United States)

    Saar, Ellu; Räis, Mari Liis

    2017-01-01

    Ageing populations and accelerating economic change make it increasingly important to update the skill levels of populations over the whole life course. Adult education is believed to allow adults' skills to adapt continuously to constantly changing economic requirements. Both research into adult education, and discussions on lifelong learning…

  8. Recovering valuable shale oils, etc

    Energy Technology Data Exchange (ETDEWEB)

    Engler, C

    1922-09-26

    A process is described for the recovery of valuable shale oils or tars, characterized in that the oil shale is heated to about 300/sup 0/C or a temperature not exceeding this essentially and then is treated with a solvent with utilization of this heat.

  9. Job Requirements for Marketing Graduates: Are There Differences in the Knowledge, Skills, and Personal Attributes Needed for Different Salary Levels?

    Science.gov (United States)

    Schlee, Regina Pefanis; Karns, Gary L.

    2017-01-01

    Several studies in the business press and in the marketing literature point to a "transformation" of marketing caused by the availability of large amounts of data for marketing analysis and planning. However, the effects of the integration of technology on entry-level jobs for marketing graduates have not been fully explored. This study…

  10. Health, job characteristics, skills, and social and financial factors in relation to early retirement--results from a longitudinal study in the Netherlands.

    Science.gov (United States)

    de Wind, Astrid; Geuskens, Goedele A; Ybema, Jan Fekke; Blatter, Birgitte M; Burdorf, Alex; Bongers, Paulien M; van der Beek, Allard J

    2014-03-01

    This study aimed to investigate the relative contribution of health, job characteristics, skills and knowledge, and social and financial factors to the transition from work to (non-disability) early retirement. Employees aged 59-63 years (N=2317) were selected from the Study on Transitions in Employment, Ability and Motivation in the Netherlands (STREAM). Individual characteristics, health, job characteristics, skills and knowledge, and social and financial factors were measured using a questionnaire at baseline. Information on early retirement was derived from the one-year follow-up questionnaire. Logistic regression analyses were used to identify predictors of early retirement. Population Attributable Fractions (PAF) were calculated. Older age [odds ratio (OR) 1.79], poor physical health (OR 1.78), a positive attitude of the partner with respect to early retirement (OR 3.85), and the financial possibility to stop working before the age of 65 (OR 10.2) predicted the transition to early retirement, whereas employees that reported high appreciation at work (OR 0.58) and higher focus on development of skills and knowledge (OR 0.54) were less likely to retire early. PAF were 0.75 for the financial possibility to stop working, 0.43 for a positive attitude of the partner with respect to early retirement, 0.27 for low appreciation at work, 0.23 for a low focus on development, and 0.21 for poor health. The financial possibility to stop working before the age of 65 importantly contributes to early retirement. In the context of rapidly diminishing financial opportunities to retire early in the Netherlands, the prolongation of working life might be promoted by workplace health promotion and disability management, and work-related interventions focusing on appreciation and the learning environment.

  11. Preparing valuable hydrocarbons by hydrogenation

    Energy Technology Data Exchange (ETDEWEB)

    Pier, M

    1930-08-22

    A process is described for the preparation of valuable hydrocarbons by treatment of carbonaceous materials, like coal, tars, minerals oils, and their distillation and conversion products, and for refining of liquid hydrocarbon mixture obtained at raised temperature and under pressure, preferably in the presence of catalysts, by the use of hydrogen-containing gases, purified and obtained by distilling solid combustibles, characterized by the purification of the hydrogen-containing gases being accomplished for the purpose of practically complete removal of the oxygen by heating at ordinary or higher pressure in the presence of a catalyst containing silver and oxides of metals of group VI of the periodic system.

  12. Energy threat to valuable land

    International Nuclear Information System (INIS)

    Caufield, C.

    1982-01-01

    Having considered the varying estimates of future UK energy requirements which have been made, the impact on the environment arising from the use of valuable sites for energy production is examined. It is shown that energy installations of all kinds clash with areas of natural beauty or ecological importance. As an example, a recent investigation of potential sites for nuclear power stations found that most of them were on or next to sites of special scientific interest, and other areas officially designated to be regarded as special or to be protected in some way. (U.K.)

  13. Information Professional Job Advertisements in the U.K. Indicate Professional Experience is the Most Required Skill. A Review of: Orme, Verity. “You will be…: A Study of Job Advertisements to Determine Employers’ Requirements for LIS Professionals in the UK in 2007.” Library Review 57.8 (2008: 619-33.

    Directory of Open Access Journals (Sweden)

    Stephanie J. Schulte

    2009-06-01

    Full Text Available Objective –To determine what skills employers in the United Kingdom (U.K. want from information professionals as revealed through their job advertisements.Design – Content analysis, combining elements of both quantitative and qualitative content analysis. Orme describes it as “a descriptive non-experimental approach of content analysis” (62.Setting – Data for this study were obtained from job advertisements in the Chartered Institute of Library and Information Professional’s (CILIP Library and Information Gazette published from June 2006 through May 2007.Subjects – A total of 180 job advertisements.Methods – Job advertisements were selected using a random number generator, purposely selecting only 15 advertisements per first issue of each month of the Library and Information Gazette (published every two weeks. The author used several sources to create an initial list of skills required by information professionals, using such sources as prior studies that examined this topic, the Library and Information Science Abstracts (LISA database thesaurus, and personal knowledge. Synonyms for the skills were then added to the framework for coding. Skills that were coded had to be noted in such a way that the employer plainly stated the employee would be a certain skill or attribute or they were seeking a skill or a particular skill was essential or desirable. Skills that were stated in synonymous ways within the same advertisement were counted as two incidences of that skill. Duties for the position were not counted unless they were listed as a specific skill. Data were all coded by hand and then tallied. The author claims to have triangulated the results of this study with the literature review, the synonym ring used to prepare the coding framework, and a few notable studies.Main Results – A wide variety of job titles was observed, including “Copyright Clearance Officer,” “Electronic Resources and Training Librarian,” and

  14. Generic ICT Skills Profiles: Future Skills for Tomorrow's World.

    Science.gov (United States)

    International Co-operation Europe Ltd. (ICEL), Brussels, Belgium.

    This document describes generic skills profiles relevant to key jobs in information and communications technology (ICT). The profiles cover the main job areas for which the ICT industry is experiencing skills shortages. These types of information are provided for 18 generic job profiles: job description (vision, role, lifestyle); examples of job…

  15. AN ASSESSMENT OF TYPEWRITING SKILLS IN THE SECONDARY SCHOOLS OF THE STATE OF UTAH IN RELATION TO JOB ENTRY REQUIREMENTS.

    Science.gov (United States)

    PEHRSON, PATSY MAY

    THE PURPOSE OF THIS STUDY WAS TO DETERMINE HOW MANY SEMESTERS OF TYPEWRITING SHOULD BE OFFERED TO AN ABLE STUDENT TO ATTAIN EMPLOYABLE SKILL. THE INFLUENCE OF THE FOLLOWING FACTORS ON TYPEWRITING ACHIEVEMENT WAS STUDIED--(1) STUDENT GRADE LEVEL, (2) CLASS SIZE, (3) SCHOOL SIZE, (4) LENGTH OF CLASS PERIOD, (5) USE OF MANUAL OR ELECTRIC TYPEWRITERS,…

  16. Speech Communication Instruction Based on Employers' Perceptions of the Importance of Selected Communication Skills for Employees on the Job.

    Science.gov (United States)

    Crocker, Jim

    To determine which communication skills employers in business and industry perceive as important for employees, a questionnaire was mailed to a random sample of personnel directors in business and industry in the Greater Cincinnati metropolitan area. Of the questionnaires mailed, 89 were returned (29.3% response rate). Analysis of the responses…

  17. Occupational Essentials: Skills and Attitudes for Employment. Third Edition.

    Science.gov (United States)

    Richter, David J.

    The student handbook teaches six skills which are basic to seeking employment, working on the job, and resigning from the job. These skills include matching talents to the job, locating job openings, securing a job, succeeding and advancing on the job, and how to "quit" a job. Although it is useful as a course in orientation to the world of work…

  18. Job Instruction Training.

    Science.gov (United States)

    Pfau, Richard H.

    Job Instruction Training (JIT) is a step-by-step, relatively simple technique used to train employees on the job. It is especially suitable for teaching manual skills or procedures; the trainer is usually an employee's supervisor but can be a co-worker. The JIT technique consists of a series of steps that a supervisor or other instructor follows…

  19. MVT a most valuable theorem

    CERN Document Server

    Smorynski, Craig

    2017-01-01

    This book is about the rise and supposed fall of the mean value theorem. It discusses the evolution of the theorem and the concepts behind it, how the theorem relates to other fundamental results in calculus, and modern re-evaluations of its role in the standard calculus course. The mean value theorem is one of the central results of calculus. It was called “the fundamental theorem of the differential calculus” because of its power to provide simple and rigorous proofs of basic results encountered in a first-year course in calculus. In mathematical terms, the book is a thorough treatment of this theorem and some related results in the field; in historical terms, it is not a history of calculus or mathematics, but a case study in both. MVT: A Most Valuable Theorem is aimed at those who teach calculus, especially those setting out to do so for the first time. It is also accessible to anyone who has finished the first semester of the standard course in the subject and will be of interest to undergraduate mat...

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

    Science.gov (United States)

    Johari, Johanim; Yahya, Khulida Kirana

    2016-01-01

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

  1. [TYPE A BEHAVIOUR AS A PREDICTOR OF BURNOUT AND JOB SATISFACTION IN INTENSIVE CARE UNITS NURSES].

    Science.gov (United States)

    Włodarczyk, Dorota; Pawliszewska, Anna

    2015-01-01

    Working at intensive care unit (ICU) is one ot the most difticult and taxing nursing speciaites. It demans not only extensive knowledge and professional skills but also specific personality temperamental dispositions. The aim of the study was to verify if typeA behavior (TAB) is a predictor ofburnout and job satisfaction in ICU nurses and if this effect still exists after controlling for selected demographic and job characteristics. The study group consisted of 99 nurses (77 women), aged 24-58 (mean (M) = 32.33; standard deviation (SD) = 8:81) working at ICU. The following tools were used: to measure TAB - Type A Behavior Survey BWZ by Wrzesniewski; job burnout - the Oldenburg Burnout Inventory OLBI by Demerouti et al.; and job satisfaction - the Job Satisfaction Scale by Zalewska. The results of hierarchical regression analyses showed that after controlling for selected demographic and job characteristics, tendency for aggressibn was a predictor of higher exhaustion, disengagement and lower job satisfaction. Achievement striving and tendency to dominate were related to higher job satisfaction and lower exhaustion, respectively. Significant predictors of professional functioning were also: duty work system, place of living and gender. The results of the study.confirmed that all 3 content features of TAB were significant predictors of job functioning of ICU nurses. They also indicate that considering TAB in the context of individual adjustment to the environment of the job at ICU would be a valuable direction forfuture research.

  2. How do homeless adults change their lives after completing an intensive job-skills program? A prospective study.

    Science.gov (United States)

    Gray, Heather M; Nelson, Sarah E; Shaffer, Howard J; Stebbins, Patricia; Farina, Andrea Ryan

    2017-09-01

    Among people experiencing homelessness, difficulty securing housing is often compounded by concurrent challenges including unemployment, chronic illness, criminal justice involvement, and victimization. The Moving Ahead Program (MAP) is a vocational rehabilitation program that seeks to help adults facing these challenges to secure competitive employment. We prospectively studied how MAP graduates (N = 97) changed from the beginning of MAP to about six months after graduation. We observed a variety of positive outcomes not just in employment and housing but also in health, substance use, and criminal justice involvement. However, these gains were not universal; for instance, participants were less likely to report positive outcomes at follow-up if they started MAP with a serious mental illness, made relatively small gains in work skills, or did not seek mental health treatment during the six months after they completed MAP. These findings might encourage program staff to devote additional resources toward supporting at-risk students.

  3. Virtual reality simulators: valuable surgical skills trainers or video games?

    Science.gov (United States)

    Willis, Ross E; Gomez, Pedro Pablo; Ivatury, Srinivas J; Mitra, Hari S; Van Sickle, Kent R

    2014-01-01

    Virtual reality (VR) and physical model (PM) simulators differ in terms of whether the trainee is manipulating actual 3-dimensional objects (PM) or computer-generated 3-dimensional objects (VR). Much like video games (VG), VR simulators utilize computer-generated graphics. These differences may have profound effects on the utility of VR and PM training platforms. In this study, we aimed to determine whether a relationship exists between VR, PM, and VG platforms. VR and PM simulators for laparoscopic camera navigation ([LCN], experiment 1) and flexible endoscopy ([FE] experiment 2) were used in this study. In experiment 1, 20 laparoscopic novices played VG and performed 0° and 30° LCN exercises on VR and PM simulators. In experiment 2, 20 FE novices played VG and performed colonoscopy exercises on VR and PM simulators. In both experiments, VG performance was correlated with VR performance but not with PM performance. Performance on VR simulators did not correlate with performance on respective PM models. VR environments may be more like VG than previously thought. © 2013 Published by Association of Program Directors in Surgery on behalf of Association of Program Directors in Surgery.

  4. Ostomy Home Skills Program

    Medline Plus

    Full Text Available ... JACS Jobs Events Find a Surgeon Patients and Family Contact My Profile Shop ( 0 ) Cart Donate American College of Surgeons Education Patients and Family Skills Programs Ostomy Home Skills Program Ostomy Home ...

  5. Ostomy Home Skills Program

    Medline Plus

    Full Text Available ... Stay Up to Date with ACS Association Management Jobs Events Find a Surgeon Patients and Family Contact My Profile Shop ( 0 ) Cart Donate American College of Surgeons Education Patients and Family Skills Programs Ostomy Home Skills ...

  6. Ostomy Home Skills Program

    Medline Plus

    Full Text Available ... Up to Date with ACS Association Management JACS Jobs Events Find a Surgeon Patients and Family Contact My Profile Shop ( 0 ) Cart Donate American College of Surgeons Education Patients and Family Skills Programs Ostomy Home Skills ...

  7. Skill effort: A new theoretical perspective on the relation between skills, skill use, mismatches, and wages

    NARCIS (Netherlands)

    van der Velden, Rolf; Bijlsma, Ineke

    2017-01-01

    Mismatches between workers’ skills and job demands have large negative effects on productivity, job satisfaction, and other outcomes. Current approaches to measure the impact of skills and skill mismatches on wages fail to specify the mechanism through which skills and mismatches may affect

  8. Job burnout.

    Science.gov (United States)

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

    2001-01-01

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

  9. 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.

  10. The intrapreneur: A distinct and valuable role to be institutionalized and strategically managed

    DEFF Research Database (Denmark)

    Ashourizadeh, Shayegheh; Schøtt, Thomas

    are distinct from routine employees and somewhat similar to entrepreneurs. Thereby intrapreneurs are a human resource that by developing new activities for their employer and also by creating new jobs is very valuable. – The rate of intrapreneurship among employees is higher in Denmark than in almost all other......, especially in Denmark, to adopt strategies for institutionalization and management of this human resource....... more frequently than routine employees are self-efficacious, opportunity-perceiving, risk-willing and role-modeling starters, have meaningful and autonomous jobs, and are satisfied with their jobs and salary, but also experience more stress in work; and in these job-characteristics intrapreneurs...

  11. Europe's Skill Challenge: Lagging Skill Demand Increases Risks of Skill Mismatch. Briefing Note

    Science.gov (United States)

    Cedefop - European Centre for the Development of Vocational Training, 2012

    2012-01-01

    The main findings of Cedefop's latest skill demand and supply forecast for the European Union (EU) for 2010-20, indicate that although further economic troubles will affect the projected number of job opportunities, the major trends, including a shift to more skill-intensive jobs and more jobs in services, will continue. Between 2008 and 2010…

  12. 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....

  13. How is new technology changing job design?

    OpenAIRE

    Gibbs, Michael

    2017-01-01

    The information technology revolution has had dramatic effects on jobs and the labor market. Many routine and manual tasks have been automated, replacing workers. By contrast, new technologies complement non-routine, cognitive, and social tasks, making work in such tasks more productive. These effects have polarized labor markets: While low-skill jobs have stagnated, there are fewer and lower paid jobs for middle-skill workers, and higher pay for high-skill workers, increasing wage inequality...

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

    Science.gov (United States)

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

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

  15. Assessing the Job-Related Social Skills of Adolescents and Young Adults with Behavioral Disorders: Development and Preliminary Psychometric Characteristics of Two Measures.

    Science.gov (United States)

    Bullis, Michael; And Others

    This report describes the development and testing of two measures of job-related social behavior of adolescents and young adults, ages 14-21, with behavior disorders (BD). Following an introduction of the concept of job-related social behavior, detailed descriptive information and data are provided on development and field testing of the…

  16. Determining Composite Validity Coefficients for Army Jobs and Job Families

    National Research Council Canada - National Science Library

    Zeidner, Joseph

    2002-01-01

    ...) is to compute composite validity coefficients. using criterion data derived from the 1987 - 1989 Skill Qualifications Test program, for the 7-test ASVAB for 150, 17, and 9 job family structures...

  17. An Introduction to Job Analysis

    Science.gov (United States)

    Boydell, T. H.

    1970-01-01

    Job training involves preparing a job description and specification, and, if necessary, further analyses of skills, knowledge, and attitudes in order to identify areas of difficulty which will affect the choice of what must be learned and appropriate training techniques. (DM)

  18. Job-sharing: an innovative approach for administration.

    Science.gov (United States)

    Foster, D; Wilcox, C; Gibson, H

    1992-01-01

    A job-sharing arrangement for the Assistant Directors of Physiotherapy at the Royal Jubilee Hospital proved to be an innovative and successful experience demonstrating the feasibility of job-sharing at administrative levels in rehabilitation. Physiotherapy is traditionally a female dominated profession. By the time therapists are most highly skilled and clinically experienced, they have arrived at prime marriage and child-bearing years. Many valuable members are lost to the profession each year as therapists leave the work force to take care of their families, continue their education and participate in recreational activities. Alternative employment opportunities are needed to retain and return therapists to the work force. Convenience of work time is often important. Financial expectations may become a secondary consideration. A search of the literature revealed that while job-sharing has much to recommend it, it is not yet generally accepted in most health professional situations. A few anecdotal references described job-sharing in nursing. An industry-wide literature search revealed few references to the application of job-sharing at administrative levels.

  19. More Job Services--Better Employment Outcomes: Increasing Job Attainment for People with IDD

    Science.gov (United States)

    Nord, Derek

    2016-01-01

    Job search, job placement, and on-the-job supports are valuable services provided to many people with intellectual and developmental disabilities (IDD) to obtain work in the community. Investigating those who were unemployed at the time of service entry, this study seeks to extend understanding about the effect of services. Using extant data, a…

  20. Stress Management: Job Stress

    Science.gov (United States)

    Healthy Lifestyle Stress management Job stress can be all-consuming — but it doesn't have to be. Address your triggers, keep perspective and ... stress triggers, it's often helpful to improve time management skills — especially if you tend to feel overwhelmed ...

  1. Valuable human capital: the aging health care worker.

    Science.gov (United States)

    Collins, Sandra K; Collins, Kevin S

    2006-01-01

    With the workforce growing older and the supply of younger workers diminishing, it is critical for health care managers to understand the factors necessary to capitalize on their vintage employees. Retaining this segment of the workforce has a multitude of benefits including the preservation of valuable intellectual capital, which is necessary to ensure that health care organizations maintain their competitive advantage in the consumer-driven market. Retaining the aging employee is possible if health care managers learn the motivators and training differences associated with this category of the workforce. These employees should be considered a valuable resource of human capital because without their extensive expertise, intense loyalty and work ethic, and superior customer service skills, health care organizations could suffer severe economic repercussions in the near future.

  2. Job Creation and Job Types

    DEFF Research Database (Denmark)

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

    2016-01-01

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

  3. Job Creation and Job Types

    DEFF Research Database (Denmark)

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

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

  4. Enhancing Job-Site Training of Supported Workers With Autism: A Reemphasis on Simulation

    OpenAIRE

    Perry Lattimore, L; Parsons, Marsha B; Reid, Dennis H; Ahearn, William

    2006-01-01

    Currently recommended practice in supported work emphasizes training job skills to workers with severe disabilities while on the job. Early behavioral research indicated that skills needed in natural environments could also be trained in simulated settings. We compared job-site plus simulation training for teaching job skills to supported workers with autism to provision of training exclusively on the job. Job-site training occurred in a small publishing company during the regular work routin...

  5. Job embeddedness: a theoretical foundation for developing a comprehensive nurse retention plan.

    Science.gov (United States)

    Holtom, Brooks C; O'Neill, Bonnie S

    2004-05-01

    Using a new construct, job embeddedness, from the business management literature, this study first examines its value in predicting employee retention in a healthcare setting and second, assesses whether the factors that influence the retention of nurses are systematically different from those influencing other healthcare workers. The shortage of skilled healthcare workers makes it imperative that healthcare providers develop effective recruitment and retention plans. With nursing turnover averaging more than 20% a year and competition to hire new nurses fierce, many administrators rightly question whether they should develop specialized plans to recruit and retain nurses. A longitudinal research design was employed to assess the predictive validity of the job embeddedness concept. At time 1, surveys were mailed to a random sample of 500 employees of a community-based hospital in the Northwest region of the United States. The survey assessed personal characteristics, job satisfaction, organizational commitment, job embeddedness, job search, perceived alternatives, and intent to leave. One year later (time 2) the organization provided data regarding voluntary leavers from the hospital. Hospital employees returned 232 surveys, yielding a response rate of 46.4 %. The results indicate that job embeddedness predicted turnover over and beyond a combination of perceived desirability of movement measures (job satisfaction, organizational commitment) and perceived ease of movement measures (job alternatives, job search). Thus, job embeddedness assesses new and meaningful variance in turnover in excess of that predicted by the major variables included in almost all the major models of turnover. The findings suggest that job embeddedness is a valuable lens through which to evaluate employee retention in healthcare organizations. Further, the levers for influencing retention are substantially similar for nurses and other healthcare workers. Implications of these findings and

  6. Job Creation and Job Types

    DEFF Research Database (Denmark)

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

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

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

    Science.gov (United States)

    Kawada, Tomoyuki; Otsuka, Toshiaki

    2011-01-01

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

  8. Show Them You Really Want the Job

    Science.gov (United States)

    Perlmutter, David D.

    2012-01-01

    Showing that one really "wants" the job entails more than just really wanting the job. An interview is part Broadway casting call, part intellectual dating game, part personality test, and part, well, job interview. When there are 300 applicants for a position, many of them will "fit" the required (and even the preferred) skills listed in the job…

  9. Work schedule manager gap analysis : assessing the future training needs of work schedule managers using a strategic job analysis approach

    Science.gov (United States)

    2010-05-01

    This report documents the results of a strategic job analysis that examined the job tasks and knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform the job of a work schedule manager. The strategic job analysis compared in...

  10. Contextualized Literacy in Green Jobs Training

    Science.gov (United States)

    Waugh, Alexandra

    2013-01-01

    Millions of adult Americans lack the basic literacy skills necessary to perform everyday tasks requiring basic reading and math. This stifles our economy, given that employers are increasingly likely to require education or training beyond high school. Organizations that provide job training to lower-skilled adults through Jobs for the Future's…

  11. Health information technology knowledge and skills needed by HIT employers.

    Science.gov (United States)

    Fenton, S H; Gongora-Ferraez, M J; Joost, E

    2012-01-01

    To evaluate the health information technology (HIT) workforce knowledge and skills needed by HIT employers. Statewide face-to-face and online focus groups of identified HIT employer groups in Austin, Brownsville, College Station, Dallas, El Paso, Houston, Lubbock, San Antonio, and webinars for rural health and nursing informatics. HIT employers reported needing an HIT workforce with diverse knowledge and skills ranging from basic to advanced, while covering information technology, privacy and security, clinical practice, needs assessment, contract negotiation, and many other areas. Consistent themes were that employees needed to be able to learn on the job and must possess the ability to think critically and problem solve. Many employers wanted persons with technical skills, yet also the knowledge and understanding of healthcare operations. The HIT employer focus groups provided valuable insight into employee skills needed in this fast-growing field. Additionally, this information will be utilized to develop a statewide HIT workforce needs assessment survey.

  12. Job satisfaction of nursing assistants.

    Science.gov (United States)

    Lerner, Nancy; Resnick, Barbara; Galik, Elizabeth; Flynn, Linda

    2011-11-01

    This secondary data analysis explored factors influencing job satisfaction in a sample of nursing assistants employed in Maryland skilled nursing facilities. Multiple factors have been shown to affect job satisfaction and turnover in nursing assistants (NAs), but the problem of turnover persists in skilled nursing facility environments affecting quality of care. An existing data set of 556 nursing assistants from 12 Maryland skilled nursing facilities was used. To explore factors found to influence job satisfaction from other studies, a multiple regression analysis was performed. Nine dependent variables previously shown to affect job satisfaction were used. Of these variables, only years of experience (β = .230) and performance of restorative care (β = .095) were found to be positively associated with job satisfaction. Self-esteem (β = -.094) was found to be negatively associated with job satisfaction. Only length of experience and exemplary care as evidenced by the performance of restorative care were associated with job satisfaction. These results mirror results found in other studies. Self-esteem was negatively associated with job satisfaction in this population, a finding needing further study. Copyright © 2011 Wolters Kluwer Health | Lippincott Williams & Wilkins

  13. International Outsourcing and Individual Job Separations

    DEFF Research Database (Denmark)

    Munch, Jakob Roland

    This paper studies the effects of international outsourcing on individual transitions out of jobs in the Danish manufacturing sector for the period 1992-2001. Estimation of a single risk duration model, where no distinction is made between different types of transitions out of the job, shows...... that outsourcing has a clear significant positive effect on the job separation rate, but the effect corresponds to a limited number of lost jobs. A competing risks duration model that distinguishes between job-to-job and job-to-unemployment transitions is also estimated. Outsourcing is found to increase...... the unemployment risk of workers and in particular low-skilled workers, but again the quantitative impact is not dramatic. Outsourcing also increases the job change hazard rate and mostly so for high-skilled workers...

  14. Jobs API

    Data.gov (United States)

    General Services Administration — This Jobs API returns job openings across the federal government and includes all current openings posted on USAJobs.gov that are open to the public and located in...

  15. Job satisfaction

    OpenAIRE

    PODROUŽKOVÁ, Lucie

    2013-01-01

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

  16. Ostomy Home Skills Program

    Medline Plus

    Full Text Available JACS Jobs Events Find a Surgeon Patients and Family Contact My Profile Shop ( 0 ) Cart Donate Become ... a Surgical Residency Practice Management Workshops Patients and Family Patient Education Patient Education Patients Medical Professionals Skills ...

  17. Exploring the Mismatch between Skills and Jobs for Women in Saudi Arabia in Technical and Vocational Areas: The Views of Saudi Arabian Private Sector Business Managers.

    Science.gov (United States)

    Calvert, John R.; Al-Shetaiwi, A. S.

    2002-01-01

    Gives an overview of women in both general and technical-vocational education and employment in Saudi Arabia. Reports on a survey of 220 private business managers: 83% indicated that Saudi women had limited participation in technical jobs; 63% suggested that vocational-technical education did not promote women's participation. (Contains 51…

  18. Future Job Openings: Australia in the Knowledge Economy. Project 2000-02: Changing Skill Requirements in the Australian Labour Force in a Knowledge Economy. Working Paper.

    Science.gov (United States)

    Shah, Chandra; Burke, Gerald

    Forecasts of Australian labor market growth, net replacement needs, and net job openings to 2006 are presented using the nine-way grouping of occupations described by (Maglen and Shah, 1999). Analysis is based on classifying occupations by whether they are advantaged by globalization and technological change, relatively insulated, or vulnerable.…

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

    Science.gov (United States)

    Rajesh, J. Irudhaya; Suganthi, L.

    2013-01-01

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

  20. Job longevity as a situational factor in job satisfaction.

    Science.gov (United States)

    Katz, R

    1978-06-01

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

  1. Job Analysis

    OpenAIRE

    Bravená, Helena

    2009-01-01

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

  2. Type A behaviour as a predictor of burnout and job satisfaction in intensive care units nurses

    Directory of Open Access Journals (Sweden)

    Dorota Włodarczyk

    2015-06-01

    Full Text Available Background: Working at intensive care unit (ICU is one of the most difficult and taxing nursing specialties. It demands not only extensive knowledge and professional skills but also specific personality-temperamental dispositions. The aim of the study was to verify if type A behavior (TAB is a predictor of burnout and job satisfaction in ICU nurses and if this effect still exists after controlling for selected demographic and job characteristics. Material and Methods: The study group consisted of 99 nurses (77 women, aged 24–58 (mean (M = 32.33; standard deviation (SD = 8.81 working at ICU. The following tools were used: to measure TAB – Type A Behavior Survey BWZ by Wrzesniewski; job burnout – the Oldenburg Burnout Inventory OLBI by Demerouti et al.; and job satisfaction – the Job Satisfaction Scale by Zalewska. Results: The results of hierarchical regression analyses showed that after controlling for selected demographic and job characteristics, tendency for aggression was a predictor of higher exhaustion, disengagement and lower job satisfaction. Achievement striving and tendency to dominate were related to higher job satisfaction and lower exhaustion, respectively. Significant predictors of professional functioning were also: duty work system, place of living and gender. Conclusions: The results of the study confirmed that all 3 content features of TAB were significant predictors of job functioning of ICU nurses. They also indicate that considering TAB in the context of individual adjustment to the environment of the job at ICU would be a valuable direction for future research. Med. Pr. 2015;66(2:213–224

  3. Job Hunting, Introduction

    Science.gov (United States)

    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

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

    NARCIS (Netherlands)

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

    2010-01-01

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

  5. Job Clubs: Getting into the Hidden Labor Market.

    Science.gov (United States)

    Kimeldorf, Martin; Tornow, Janice A.

    1984-01-01

    A job club approach for secondary disabled youth focuses on mastering job seeking skills by behaviorally sequenced steps learned in situational experiences within a self-help group process framework. Students learn to penetrate the hidden job market, to use social networking via the telephone, and to participate successfully in job interviews. (CL)

  6. Switchgrass a valuable biomass crop for energy

    CERN Document Server

    2012-01-01

    The demand of renewable energies is growing steadily both from policy and from industry which seeks environmentally friendly feed stocks. The recent policies enacted by the EU, USA and other industrialized countries foresee an increased interest in the cultivation of energy crops; there is clear evidence that switchgrass is one of the most promising biomass crop for energy production and bio-based economy and compounds. Switchgrass: A Valuable Biomass Crop for Energy provides a comprehensive guide to  switchgrass in terms of agricultural practices, potential use and markets, and environmental and social benefits. Considering this potential energy source from its biology, breed and crop physiology to its growth and management to the economical, social and environmental impacts, Switchgrass: A Valuable Biomass Crop for Energy brings together chapters from a range of experts in the field, including a foreword from Kenneth P. Vogel, to collect and present the environmental benefits and characteristics of this a ...

  7. Vulnerability of particularly valuable areas. Summary

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2012-07-01

    This report is part of the scientific basis for the management plan for the North Sea and Skagerrak. The report focuses on the vulnerability of particularly valuable areas to petroleum activities, maritime transport, fisheries, land-based and coastal activities and long-range transboundary pollution. A working group with representatives from many different government agencies, headed by the Institute of Marine Research and the Directorate for Nature Management, has been responsible for drawing up the present report on behalf of the Expert Group for the North Sea and Skagerrak. The present report considers the 12 areas that were identified as particularly valuable during an earlier stage of the management plan process on the environment, natural resources and pollution. There are nine areas along the coast and three open sea areas in the North Sea that were identified according to the same predefined criteria as used for the management plans for the Barents Sea: Lofoten area and the Norwegian Sea. The most important criteria for particularly valuable areas are importance for biological production and importance for biodiversity.(Author)

  8. Vulnerability of particularly valuable areas. Summary

    International Nuclear Information System (INIS)

    2012-01-01

    This report is part of the scientific basis for the management plan for the North Sea and Skagerrak. The report focuses on the vulnerability of particularly valuable areas to petroleum activities, maritime transport, fisheries, land-based and coastal activities and long-range transboundary pollution. A working group with representatives from many different government agencies, headed by the Institute of Marine Research and the Directorate for Nature Management, has been responsible for drawing up the present report on behalf of the Expert Group for the North Sea and Skagerrak. The present report considers the 12 areas that were identified as particularly valuable during an earlier stage of the management plan process on the environment, natural resources and pollution. There are nine areas along the coast and three open sea areas in the North Sea that were identified according to the same predefined criteria as used for the management plans for the Barents Sea: Lofoten area and the Norwegian Sea. The most important criteria for particularly valuable areas are importance for biological production and importance for biodiversity.(Author)

  9. Logistics management skills development: A Zimbabwean case

    Directory of Open Access Journals (Sweden)

    Jacobus N. Cronjé

    2015-02-01

    Full Text Available Background: Since logistics emerged as an applied discipline during the latter part of the 20th century, there has been an increased need for skills development in logistics and supply chain management. However, literature suggests a general shortage of educated and skilled logistics and supply chain managers worldwide. Objectives: The purpose of this article was to benchmark an in-house training programme in logistics management in the beverage industry of Zimbabwe with international best practice. Method: A case study approach was followed focusing on the programme curriculum, content and delivery. The article reports on the nature and effectiveness of the programme. The curriculum was benchmarked with skills requirements identified in literature. Relevance was evaluated based on participant perceptions over a period of 3 years using questionnaires with both closed- and open-ended questions. Results: Findings suggested that the programme offering is in line with international practice whilst it also addresses particular issues in Third World countries. Participants perceived the programme as being practical and valuable for enhancing their job performance and career development. Conclusion: The article provides a framework for evaluating logistics training programmes. Future research could include an evaluation that measures changes in on-the-job behaviour of participants.

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

    Science.gov (United States)

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

    2012-08-01

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

  11. The subjective determinants of job performance and job involvement in organizational context.

    OpenAIRE

    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...

  12. 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....

  13. The changing nature of jobs in Central and Eastern Europe

    OpenAIRE

    Lewandowski, Piotr

    2017-01-01

    Job polarization can pose serious problems for emerging economies that rely on worker reallocation from low-skilled to middle-skilled jobs to converge toward advanced economies. Evidence from Central and Eastern European (CEE) countries shows that structural change and education expansion can prevent polarization, as they enable a shift from manual to cognitive work and prevent the “hollowing out” of middle-skilled jobs. However, in CEE countries they have also led to a high routine cognitive...

  14. Hard skills or soft skills? Findings about importance of various skills in work

    OpenAIRE

    Niva, Anu

    2016-01-01

    Getting a job requires many things: hard skills, soft skills, the right attitude and motivation. To develop the degree programme in Business Information Systems in Oulu university of Applied Sciences (Oulu UAS), three surveys were conducted, to study importance of skills and knowledge in professional life: a graduate career survey in 2013, an employer survey in 2014, and a student survey in 2015. According to the results, readiness for change, learning skills and basic ICT skills seem to be t...

  15. Employability Skills. At a Glance

    Science.gov (United States)

    Wibrow, Bridget

    2011-01-01

    In a competitive workforce it is not just having the right qualification or technical skills that will land an individual a job; it could very well be their interpersonal skills. How someone communicates is often the first impression an employer has of a possible worker. Yet, it is precisely communication skills that employers feel applicants are…

  16. Recovery and utilization of valuable metals from spent nuclear fuel. 3: Mutual separation of valuable metals

    International Nuclear Information System (INIS)

    Kirishima, K.; Shibayama, H.; Nakahira, H.; Shimauchi, H.; Myochin, M.; Wada, Y.; Kawase, K.; Kishimoto, Y.

    1993-01-01

    In the project ''Recovery and Utilization of Valuable Metals from Spent Fuel,'' mutual separation process of valuable metals recovered from spent fuel has been studied by using the simulated solution contained Pb, Ru, Rh, Pd and Mo. Pd was separated successfully by DHS (di-hexyl sulfide) solvent extraction method, while Pb was recovered selectively from the raffinate by neutralization precipitation of other elements. On the other hand, Rh was roughly separated by washing the precipitate with alkaline solution, so that Rh was refined by chelate resin CS-346. Outline of the mutual separation process flow sheet has been established of the combination of these techniques. The experimental results and the process flow sheet of mutual separation of valuable metals are presented in this paper

  17. Recovering valuable metals from recycled photovoltaic modules.

    Science.gov (United States)

    Yi, Youn Kyu; Kim, Hyun Soo; Tran, Tam; Hong, Sung Kil; Kim, Myong Jun

    2014-07-01

    Recovering valuable metals such as Si, Ag, Cu, and Al has become a pressing issue as end-of-life photovoltaic modules need to be recycled in the near future to meet legislative requirements in most countries. Of major interest is the recovery and recycling of high-purity silicon (> 99.9%) for the production of wafers and semiconductors. The value of Si in crystalline-type photovoltaic modules is estimated to be -$95/kW at the 2012 metal price. At the current installed capacity of 30 GW/yr, the metal value in the PV modules represents valuable resources that should be recovered in the future. The recycling of end-of-life photovoltaic modules would supply > 88,000 and 207,000 tpa Si by 2040 and 2050, respectively. This represents more than 50% of the required Si for module fabrication. Experimental testwork on crystalline Si modules could recover a > 99.98%-grade Si product by HNO3/NaOH leaching to remove Al, Ag, and Ti and other metal ions from the doped Si. A further pyrometallurgical smelting at 1520 degrees C using CaO-CaF2-SiO2 slag mixture to scavenge the residual metals after acid leaching could finally produce > 99.998%-grade Si. A process based on HNO3/NaOH leaching and subsequent smelting is proposed for recycling Si from rejected or recycled photovoltaic modules. Implications: The photovoltaic industry is considering options of recycling PV modules to recover metals such as Si, Ag, Cu, Al, and others used in the manufacturing of the PV cells. This is to retain its "green" image and to comply with current legislations in several countries. An evaluation of potential resources made available from PV wastes and the technologies used for processing these materials is therefore of significant importance to the industry. Of interest are the costs of processing and the potential revenues gained from recycling, which should determine the viability of economic recycling of PV modules in the future.

  18. [Psychopathology and film: a valuable interaction?].

    Science.gov (United States)

    van Duppen, Z; Summa, M; Fuchs, T

    2015-01-01

    Film or film fragments are often used in psychopathology education. However, so far there have been very few articles that have discussed the benefits and limitations of using films to explain or illustrate psychopathology. Although numerous films involves psychopathology in varying degrees, it is not clear how we can use films for psychopathology education. To examine the advantages, limitations and possible methods of using film as a means of increasing our knowledge and understanding of psychiatric illnesses. We discuss five examples that illustrate the interaction of film and psychopathology. On the one hand we explain how the psychopathological concepts are used in each film and on the other hand we explain which aspects of each film are valuable aids for teaching psychopathology. The use of film makes it possible to introduce the following topics in psychopathological teaching programme: holistic psychiatric reasoning, phenomenology and the subjective experience, the recognition of psychopathological prototypes and the importance of context. There is undoubtedly an analogy between the method we have chosen for teaching psychopathology with the help of films and the holistic approach of the psychiatrist and his or her team. We believe psychopathology education can benefit from films and we would recommend our colleagues to use it in this way.

  19. PICKLED PUMPKIN IS VALUABLE FOOD PRODUCT

    Directory of Open Access Journals (Sweden)

    T. A. Sannikova

    2017-01-01

    Full Text Available One of the main directions of the food industry development is the production of functional food products. Changes in the human’s diet structure cause that none of population group does receive necessary amount of vitamins, macro and microelements in healthy routine diet. To solve this problem, food stuffs enhanced by different ingredients enable to improve the biological and food value. The pumpkin is a valuable source of such important substances as carotene and pectin. Addition of garlic and hot pepper ingredients to process of pumpkin pickling enables to enrich the products with carbohydrates, proteins, microelements, which have low or no content in the pumpkin fruit. Therefore, the study of the influence of the different quantities of garlic and hot pepper additions on chemical composition of finished product is very important. The influence of plant additions used on chemical composition of finished product had been well determined. It was shown that through increased doses of garlic and hot pepper ingredients as compared with control, the carotene and dry matter content then decreased by 1.16%-3.43% in pickled pumpkin, while the pectin content depended on added component. The highest pectin content, 0.71% was observed at addition of 10 g. garlic ingredient per 1 kg. of raw matter, that was 4.1 times higher than control. With increased addition of hot pepper ingredient the pectin accumulation was decreasing from 0.58% in control to 0.36% in variant 10g. per 1kg. of raw matter.

  20. Rail industry job analysis : passenger conductor.

    Science.gov (United States)

    2013-02-01

    This document describes the results of a job analysis that was conducted for the position of railroad Passenger Conductor. Key aspects of the position were identified, including main tasks and knowledge, skills, abilities, and other characteristics (...

  1. Rail industry job analysis : freight conductor.

    Science.gov (United States)

    2013-03-01

    This document describes the results from a job analysis that was conducted for the position of Freight Conductor. Key aspects of the position were identified, including main tasks and knowledge, skills, abilities, and other characteristics (KSAOs) ne...

  2. Job crafting

    NARCIS (Netherlands)

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

    2014-01-01

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

  3. 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...

  4. Exploring employer job requirements: An analysis of pharmacy job announcements.

    Science.gov (United States)

    Wheeler, James S; Ngo, Tien; Cecil, Jasmine; Borja-Hart, Nancy

    Postgraduate training, dual degrees, and board certifications are credentials viewed by academic pharmacy communities and professional organizations as positive assets for those seeking pharmacist jobs; however, a key question merits further investigation: do these views match employer expectations? The primary objective of this study was to identify the most common qualifications employers require as stated in job advertisements. Pharmacist job postings from the aggregate jobs website Indeed.com were evaluated for the 20 largest metropolitan areas in the United States. Search criteria included: pharmacist, full-time, and within a 50-mile radius of the metropolitan area. Positions were excluded if they were not pharmacist specific, did not require a pharmacy degree, were part-time, or were temporary. Required and preferred qualifications were collected in the following categories: practice type, experience needed, training, certification, and desired skills. Six hundred and eleven of 1356 postings met inclusion criteria. Positions were classified as community (113), health-system (264), industry (149), academia (9), or other (76). Four hundred and six (66.4%) required a minimum of a Bachelor's of Pharmacy degree, while 174 (28.4%) required a Doctor of Pharmacy degree. Experience was required for 467 positions (range of 6 months to 14 years). Postgraduate training was required for 73 positions (66 residency/7 fellowship). One job required a Master's degree, type unspecified. BPS certifications were required for 7 positions (1.1%) and preferred for 22 positions (3.6%). Certifications and skills most required by employers were verbal and written skills (248), Microsoft Office proficiency (93), immunization certifications (51), and Basic Life Support/Cardiopulmonary Resuscitation certifications (37). Postgraduate training, dual degrees, and board certification were not significant factors in the qualification criteria for the positions identified. The qualifications

  5. Large-Scale Occupational Skills Normalization for Online Recruitment

    OpenAIRE

    Hoang, Phuong; Mahoney, Thomas; Javed, Faizan; McNair, Matt

    2018-01-01

    Job openings often go unfulfilled despite a surfeit of unemployed or underemployed workers. One of the main reasons for this is a mismatch between the skills required by employers and the skills that workers possess. This mismatch, also known as the skills gap, can pose socioeconomic challenges for an economy. A first step in alleviating the skills gap is to accurately detect skills in human capital data such as resumes and job ads. Comprehensive and accurate detection of skills facilitates a...

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

    Science.gov (United States)

    Chen, Chien-Cheng; Chiu, Su-Fen

    2009-08-01

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

  7. Job characteristics, core self-evaluations, and job satisfaction: what's age got to do with it?

    Science.gov (United States)

    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.

  8. Communication Techniques for Individual and Organizational Coping with Job Burnout.

    Science.gov (United States)

    Cronin, Michael

    This paper reviews the literature on the causes of job burnout, a condition which has been linked with high personnel turnover, friction with co-workers and supervisors, increased dissatisfaction with both the job and the organization, job withdrawal, decreased productivity and absenteeism. The paper discusses the communication skills necessary to…

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

    National Research Council Canada - National Science Library

    Stewart, James

    2001-01-01

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

  10. Inward Greenfield FDI and Patterns of Job Polarization

    Directory of Open Access Journals (Sweden)

    Sara Amoroso

    2018-04-01

    Full Text Available The unprecedented growth in foreign direct investment in the last few decades has caused drastic changes in the labor markets of the host countries. The major part of FDI takes place in low-tech industries, where the wages and skills are low, or in high-tech, where they offer a wage premium for the highly skilled workers. This mechanism may increase the polarization of employment into high-wage and low-wage jobs, at the expense of middle-skill jobs. This paper looks at the effects of two types of FDI inflows, namely foreign investment in high-skill and low-skill activities, on job polarization. We match data on greenfield FDI aggregated by country and sector with data on employment by occupational skill to investigate the extent to which different types of greenfield FDI are responsible for skill polarization. Our results show that low-skill foreign investment shifts employment from high- to medium- and low-skill jobs, while skill-intensive FDI generally leads to skill upgrading. Only FDI in information and communication technology (ICT is associated with job polarization, but only when accounting for the plurality of job polarization patterns across European sectors.

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

    Science.gov (United States)

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

    2012-01-01

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

  12. Job creation, heterogeneous workers and technical change : matched worker/plant data : evidence from Norway

    OpenAIRE

    Salvanes, Kjell G.; Førre, Svein Erik

    2001-01-01

    Abstract: Using matched worker/plant level data for Norway, theories explaining the change in skill composition are assessed using direct evidence on the job creation and destruction for high, medium and low skilled workers. Skill based job creation is analysed in detail for plants in a high-skill service sector and in low- and high-tech manufacturing sectors. Given a compressed wage structure in Norway and increased supply of high skilled workers, the supply of skills may also explain the...

  13. Designing Serious Games for getting transferable skills in training settings

    Directory of Open Access Journals (Sweden)

    Félix Buendía-García

    2014-02-01

    Full Text Available Nowadays, serious games are present in almost every educational context. The current work deals with the design of serious games oriented towards getting transferable skills in different kinds of training settings. These games can be a valuable way of engaging citizens and workers in the learning process by means of metaphors or similar mechanisms close to their user experience. They also contain an encouragement factor to uptake generic job competencies. An approach is proposed to develop this type of game by mixing traditional design steps with an instructional strategy to provide structured learning bites in training settings. Several game prototypes have been developed to test this approach in the context of courses for public employees. The obtained outcomes reveal the wider possibilities of serious games as educational resources, as well as the use of game achievements to evaluate the acquisition of transferable skills.

  14. Technologies for Extracting Valuable Metals and Compounds from Geothermal Fluids

    Energy Technology Data Exchange (ETDEWEB)

    Harrison, Stephen [SIMBOL Materials

    2014-04-30

    Materials is evaluating other products with greater commercial value. Potassium Silicotitanates, zeolites and other sorbents were evaluated as potential reagents for the extraction of potassium from geothermal brines and production of potassium chloride (potash). It was found that zeolites were effective at removing potassium but the capacity of the zeolites and the form that the potassium is in does not have economic potential. Iron-silica by-product The conversion of iron-silica by-product produced during silica management operations into more valuable materials was studied at the laboratory scale. Results indicate that it is technically feasible to convert the iron-silica by-product into ferric chloride and ferric sulfate solutions which are precursors to a ferric phosphate product. However, additional work to purify the solutions is required to determine the commercial viability of this process. Conclusion Simbol Materials is in the process of designing its first commercial plant based on the technology developed to the pilot scale during this project. The investment in the commercial plant is hundreds of millions of dollars, and construction of the commercial plant will generate hundreds of jobs. Plant construction will be completed in 2016 and the first lithium products will be shipped in 2017. The plant will have a lithium carbonate equivalent production capacity of 15,000 tonnes per year. The gross revenues from the project are expected to be approximately $ 80 to 100 million annually. During this development program Simbol grew from a company of about 10 people to over 60 people today. Simbol is expected to employ more than 100 people once the plant is constructed. Simbol Materials’ business is scalable in the Imperial Valley region because there are eleven geothermal power plants already in operation, which allows Simbol to expand its business from one plant to multiple plants. Additionally, the scope of the resource is vast in terms of potential products such

  15. Job Satisfaction

    African Journals Online (AJOL)

    Administrator

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

  16. Executive Perceptions of the Top 10 Soft Skills Needed in Today's Workplace

    Science.gov (United States)

    Robles, Marcel M.

    2012-01-01

    Hard skills are the technical expertise and knowledge needed for a job. Soft skills are interpersonal qualities, also known as people skills, and personal attributes that one possesses. Business executives consider soft skills a very important attribute in job applicants. Employers want new employees to have strong soft skills, as well as hard…

  17. Job autonomy and job satisfaction: new evidence

    OpenAIRE

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

    2003-01-01

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

  18. On-the-Job and Off-the-Job Assessment: Choosing a Balance.

    Science.gov (United States)

    Hager, Paul

    1998-01-01

    Proposes definitions for on- and off-the-job assessment. Presents a model for education and assessment in the workplace that includes (1) development of knowledge, skills, and abilities; (2) performance in simulated or practice situations; and (3) competence in occupational practice. Considers when to choose on- or off-the-job assessment. (SK)

  19. Subjective Estimates of Job Performance after Job Preview: Determinants of Anticipated Learning Curves

    Science.gov (United States)

    Ackerman, Phillip L.; Shapiro, Stacey; Beier, Margaret E.

    2011-01-01

    When people choose a particular occupation, they presumably make an implicit judgment that they will perform well on a job at some point in the future, typically after extensive education and/or on-the-job experience. Research on learning and skill acquisition has pointed to a power law of practice, where large gains in performance come early in…

  20. Job Hazard Analysis

    National Research Council Canada - National Science Library

    1998-01-01

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

  1. Education, underemployment and job satisfaction

    Directory of Open Access Journals (Sweden)

    Shujaat Farooq

    2008-09-01

    Full Text Available Education is an effective vehicle for producing the required skills to maintain economic growth. The benefits of education range from human to economic, social and cultural. In Pakistan, there is significant rise in the average level of education, but over time, more and more workers incapable to use their educational background on the job. Supply of labor may have outstripped the demand of labor in some professions, and high qualified peoples taking job on low positions. Such underemployment/overeducation has not been fully explored in Pakistan. The theme of paper is “underemployment symbolizes an inefficient usage of human resources and lost output for society”.The research is based on case study on clerical workers of SNGPL. By comparing their educational backgrounds with their nature of job, this paper examines the impact of overeducation on job satisfaction. Our results show that underemployment/overeducation is correlated with higher level of job dissatisfaction, reduced job involvement, impaired co-worker relationship, and more emphasis on future aspirations.

  2. Steve Jobs

    OpenAIRE

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

    2013-01-01

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

  3. Highly Skilled Migrants

    DEFF Research Database (Denmark)

    Hvidt, Martin

    2016-01-01

    . It is pointed out that while the system facilitated speedy entry to the job market, the lack of inclusion in the Gulf economies of the migrants, the lack of long-term prospects of residing in the countries and the highly asymmetric power balance between sponsor and migrant, provides few incentives...... for the highly skilled migrants to fully contribute to the Gulf economies....

  4. On-The-Job Training: A Practical Guide for Food Service Supervisors.

    Science.gov (United States)

    Hospital Research and Educational Trust, Chicago, IL.

    The on-the-job training guide was developed to assist food service supervisors in preparing, presenting, and evaluating a Job Instruction Training (JIT) lesson, a method which employs step-by-step learning of job-related tasks. Part 1, preparing for a JIT lesson, discusses the checklist of duties, the job description, the skills inventory, the…

  5. Examining a Proposed Job Retention Model for Adult Workers with Mental Retardation

    Science.gov (United States)

    Fornes, Sandra L.

    2008-01-01

    This research provides an analysis of factors predicting job retention (JR), job satisfaction (JS), and job performance (JP) of workers with mental retardation (MR). The findings highlight self-determination as a critical skill in influencing three important employee's outcomes, JR, JS, and JP. The intent of the study was to develop job retention…

  6. ORGANIZATIONAL CULTURE AND JOB SATISFACTION: A REVIEW

    Directory of Open Access Journals (Sweden)

    DIMITRIOS BELIAS

    2014-04-01

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

  7. Business Financial Occupations: Skill Standards.

    Science.gov (United States)

    Vocational Technical Education Consortium of States, Decatur, GA.

    This report organizes the information provided by 71 individuals in finance-related occupations in 11 states into skills inventories for persons in these jobs. The skills inventories contain the following sections: (1) occupation-specific knowledge (communication, mathematics, science); (2) workplace behaviors (work ethics, interpersonal…

  8. Job Strain and Cognitive Decline: A Prospective Study of the Framingham Offspring Cohort

    Directory of Open Access Journals (Sweden)

    W Agbenyikey

    2015-04-01

    Full Text Available Background: Workplace stress is known to be related with many behavioral and disease outcomes. However, little is known about its prospective relationship with measures of cognitive decline. Objective: To investigate the association of job strain, psychological demands and job control on cognitive decline. Methods: Participants from Framingham Offspring cohort (n=1429, were assessed on job strain, and received neuropsychological assessment approximately 15 years and 21 years afterwards. Results: High job strain and low control were associated with decline in verbal learning and memory. Job strain was associated with decline in word recognition skills. Active job and passive job predicted decline in verbal learning and memory relative to low strain jobs in the younger subgroup. Active job and demands were positively associated with abstract reasoning skills. Conclusions: Job strain and job control may influence decline in cognitive performance.

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

    International Nuclear Information System (INIS)

    Petullo, C.F.

    1988-01-01

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

  10. Work-related learning and skill development in Europe: Does initial skill mismatch matter?

    NARCIS (Netherlands)

    Ferreira Sequeda, Maria; Künn-Nelen, Annemarie; de Grip, Andries

    2017-01-01

    This paper provides more insight into the assumption of human capital theory that the productivity of job-related training is driven by the improvement of workers’ skills. We analyze the extent to which training and informal learning on the job are related to employee skill development and consider

  11. Work-related learning and skill development in Europe: Does initial skill mismatch matter?

    NARCIS (Netherlands)

    Ferreira Sequeda, Maria; Künn, Annemarie; de Grip, Andries

    2016-01-01

    This paper provides more insight into the relevance of the assumption of human capital theory that the productivity of job-related training is driven by the improvement of workers’ skills. We analyse the extent to which training and informal learning on the job are related to employee skill

  12. Presentation skills for nurses.

    Science.gov (United States)

    Foulkes, Mark

    2015-02-20

    This article emphasises the importance of effective presentation skills. Such skills allow nurses to share knowledge and expertise and to communicate clearly in a range of workplace scenarios. Nurses are increasingly being asked to present in formal and informal situations, such as conferences, poster presentations, job interviews, case reports and ward-based teaching. This article explores the principles underpinning the development of these skills, discusses the situations in which they could be applied and demonstrates how nurses might improve and develop as presenters.

  13. Empowering Engineering Students through Employability Skills

    Directory of Open Access Journals (Sweden)

    Urvashi Kaushal

    2016-12-01

    Full Text Available A professional course like engineering strives to get maximum number of its students placed through campus interviews. While communication skills have been added in all the engineering courses with the aim to improve their performance in placement, the syllabus mostly concentrates on the development of four language skills. The students are not made aware of the employability skills and their significance. the increasing competition makes it imperative that apart from a regular degree certain skills are required by engineers. Industries while advertising for various posts even mention essential skills required along with the essential qualification. However skills and the significance of skills while applying for jobs or while facing interviews is a topic which is rarely given consideration while preparing for job interviews or while entering the job market. This paper intends to enlist the importance of skills and why students need to be aware of the skills they possess and how they can work on packaging their candidature around a few skills.  Different profession requires different skills and if students identify their skills or acquire certain skills they can unquestionably have an added advantage in the interview and placement. Hence, this paper intends to enlist the skills, the importance of skills, ways to create awareness of individual skills specifically in engineering students who will step into the industry in near future.

  14. Graduate student's guide to necessary skills for nonacademic conservation careers.

    Science.gov (United States)

    Blickley, Jessica L; Deiner, Kristy; Garbach, Kelly; Lacher, Iara; Meek, Mariah H; Porensky, Lauren M; Wilkerson, Marit L; Winford, Eric M; Schwartz, Mark W

    2013-02-01

    Graduate education programs in conservation science generally focus on disciplinary training and discipline-specific research skills. However, nonacademic conservation professionals often require an additional suite of skills. This discrepancy between academic training and professional needs can make it difficult for graduate students to identify the skills and experiences that will best prepare them for the conservation job market. We analyzed job advertisements for conservation-science positions and interviewed conservation professionals with experience hiring early-career conservation scientists to determine what skills employers of conservation professionals seek; whether the relative importance of skills varies by job sector (government, nonprofit, and private); and how graduate students interested in careers in conservation science might signal competency in key skills to potential employers. In job advertisements, disciplinary, interpersonal, and project-management skills were in the top 5 skills mentioned across all job sectors. Employers' needs for additional skills, like program leadership, conflict resolution and negotiation, and technical and information technology skills, varied across sectors. Our interview results demonstrated that some skills are best signaled to employers via experiences obtained outside thesis or dissertation work. Our findings suggest that graduate students who wish to be competitive in the conservation job market can benefit by gaining skills identified as important to the job sector in which they hope to work and should not necessarily expect to be competent in these skills simply by completing their chosen degree path. © 2012 Society for Conservation Biology.

  15. The Nature of Employability Skills: Empirical Evidence from Singapore

    Science.gov (United States)

    Sung, Johnny; Ng, Michael Chi Man; Loke, Fiona; Ramos, Catherine

    2013-01-01

    This paper concerns the changing nature of employability skills, moving from the original life skills or basic skills concepts to the increasingly work-oriented interpretation. The early concept of employability skills linked employability skills to job readiness and holding down employment. However, the work-oriented focus is increasingly linking…

  16. "Soft Skills": A Phrase in Search of Meaning

    Science.gov (United States)

    Matteson, Miriam L.; Anderson, Lorien; Boyden, Cynthia

    2016-01-01

    Soft skills are a collection of people management skills, important to many professions and job positions, including academic librarianship. Yet the concept of soft skills lacks definition, scope, instrumentation, and systematic education and training. This literature review explores the definition of "soft skills"; contrasts skills with…

  17. Steve Jobs: Nobel Laureate

    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.

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

    Energy Technology Data Exchange (ETDEWEB)

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

    2016-07-01

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

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

    International Nuclear Information System (INIS)

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

    2016-01-01

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

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

    Science.gov (United States)

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

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

  1. Assessment of job training programmes

    International Nuclear Information System (INIS)

    Faber, H.; Desmares, E.

    1996-01-01

    In this document we describe the model which was used as a basis for assessing the training process. This process covers all the conventional aspects such as training courses, classes etc. as well as all other means of acquiring and imparting skills such as on-the-job training, shadow training, informal talks etc. The information results from the implementation of this assessment method. 1 ref., 3 figs

  2. Wind Energy Workforce Development & Jobs

    Energy Technology Data Exchange (ETDEWEB)

    Tegen, Suzanne

    2016-11-08

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

  3. Nursing satisfaction and job enrichment in Turkey.

    Science.gov (United States)

    Oztürk, Havva; Bahcecik, Nefise; Baumann, Steven L

    2006-10-01

    Survey research was conducted with the aim of better understanding nurses' perceptions of organizational factors which relate to their job satisfaction and motivation in Turkey. Nurses (N = 290) who were employed at a training and research hospital, part of the Turkish Republic Ministry of Health, were included. The questionnaire used was developed for this study based on Hackman and Oldman's job enrichment theory. The results showed that only one third of the nurse leaders and one in five of the staff nurses reported being satisfied with their job. The participants saw the five core job dimensions of Hackman and Oldman's work design model: skill variety, task identity, task significance, autonomy, and feedback as important for nurses. Nursing was described by the participants as hard and challenging, but they also found it meaningful and said that it gave them the opportunity to use their skills and abilities.

  4. A Civil Society Demands Education for Good Jobs.

    Science.gov (United States)

    Murnane, Richard J.; Levy, Frank

    1997-01-01

    To educate children for a civil society, teachers should work to raise (noncollege-bound) students' skills to the levels that good jobs require. Maintaining the status quo and educating children to participate in Jeremy Rifkin's "third sector" are misguided options. The new basic skills should include hard skills (in basic mathematics,…

  5. Interrelating Office Skills Leads to Vocational Success

    Science.gov (United States)

    Lynch, Claire

    1974-01-01

    The here-and-there approach to teaching and evaluating business and office skills will teach the skills, but training the totally competent office employee can best be accomplished by integrating and evaluating those skills as the business and office graduate will find them on the job--as a total performance. (Author/BP)

  6. Basic Employability Skills: A Triangular Design Approach

    Science.gov (United States)

    Rosenberg, Stuart; Heimler, Ronald; Morote, Elsa-Sofia

    2012-01-01

    Purpose: This paper seeks to examine the basic employability skills needed for job performance, the reception of these skills in college, and the need for additional training in these skills after graduation. Design/methodology/approach: The research was based on a triangular design approach, in which the attitudes of three distinct groups--recent…

  7. What Students Can Learn from Steve Jobs. Footnotes. Volume 16, Number 08

    Science.gov (United States)

    Husick, Lawrence

    2011-01-01

    A few days ago, Steve Jobs, the rockstar founder and Chief Executive Officer of Apple, Inc. resigned from his job to become Chairman of the Board, instead. For more than ten years, Mr. Jobs has been paid one dollar a year to run what has become the most valuable company in the world. From his first partner, Steve Wozniak, to the small team of…

  8. Overcoming job stress

    Science.gov (United States)

    ... medlineplus.gov/ency/patientinstructions/000884.htm Overcoming job stress To use the sharing features on this page, ... stay healthy and feel better. Causes of Job Stress Although the cause of job stress is different ...

  9. Physicians' Job Satisfaction.

    African Journals Online (AJOL)

    AmL

    doctors and retention of the existing doctors, in addition to the ... an employee's well-being Examples of job resources are job ..... increase physician job satisfaction for ensuring the .... both pay and benefits physicians at private hospitals.

  10. Second Job Entrepreneurs.

    Science.gov (United States)

    Gruenert, Jeffrey C.

    1999-01-01

    Data from the Current Population Survey reveal characteristics of second-job entrepreneurs, occupations in which these workers hold their second jobs, and the occupational and earnings relationships between their second and primary jobs. (Author)

  11. JOB MISMATCH – EFFECTS ON WORK PRODUCTIVITY

    Directory of Open Access Journals (Sweden)

    Magdalena Velciu

    2017-12-01

    Full Text Available Job matching and finding the best person to the right job inside the right company has become one of the most important and actual challenges of productivity. Not only full employment but the match between the employee and the job, in terms of educational level or field of activity, qualifications and skills of workforce; all have been the new gain of work productivity. Present article synthesizes the theoretical and empirical findings on effects of job mismatch by selecting the main findings about influence of job mismatches on work productivity including both employees and companies sides. on short term overeducation and overqualification could have a positive effect on productivity for one company, but on long term, mismatched worker would be affected by decreasing job satisfaction and lower wages. Also, at macroeconomic level, from a perspective of economy as a whole, job mismatches mean a loss of resources and human capital and could have negative effects on overall productivity. The opposite effects stay at the crossing between the employees, companies, policies and future development. In fact the effects of skill mismatch and productivity is a lost of work potential through inefficient resource (reallocation.

  12. Job and Work Design

    OpenAIRE

    Van den Broeck, Anja; Parker, Sharon K.

    2017-01-01

    Job design or work design refers to the content, structure, and organization of tasks and activities. It is mostly studied in terms of job characteristics, such as autonomy, workload, role problems, and feedback. Throughout history, job design has moved away from a sole focus on efficiency and productivity to more motivational job designs, including the social approach toward work, Herzberg’s two-factor model, Hackman and Oldham’s job characteristics model, the job demand control model of Kar...

  13. The Effects of Firm Size on Job Quality: A Comparative Study for Britain and France

    OpenAIRE

    Bryson, Alex; Erhel, Christine; Salibekyan, Zinaïda

    2017-01-01

    Using linked employer-employee data from two comparable surveys this article examines the links between non-pecuniary job quality and workplace characteristics in Britain and France countries with very different employment regimes. The results show that job quality is better in Britain than it is in France, despite its minimalist regulatory regime. The difference is apparent for all dimensions of job quality (skill development, training participation, job autonomy, job insecurity, work-life b...

  14. Short Term Gain, Long Term Pain:Informal Job Search Methods and Post-Displacement Outcomes

    OpenAIRE

    Green, Colin

    2012-01-01

    This paper examines the role of informal job search methods on the labour market outcomes of displaced workers. Informal job search methods could alleviate short-term labour market difficulties of displaced workers by providing information on job opportunities, allowing them to signal their productivity and may mitigate wage losses through better post-displacement job matching. However if displacement results from reductions in demand for specific sectors/skills, the use of informal job searc...

  15. New Therapies Offer Valuable Options for Patients with Melanoma

    Science.gov (United States)

    Two phase III clinical trials of new therapies for patients with metastatic melanoma presented in June at the 2011 ASCO conference confirmed that vemurafenib and ipilimumab (Yervoy™) offer valuable new options for the disease.

  16. Semantic Document Image Classification Based on Valuable Text Pattern

    Directory of Open Access Journals (Sweden)

    Hossein Pourghassem

    2011-01-01

    Full Text Available Knowledge extraction from detected document image is a complex problem in the field of information technology. This problem becomes more intricate when we know, a negligible percentage of the detected document images are valuable. In this paper, a segmentation-based classification algorithm is used to analysis the document image. In this algorithm, using a two-stage segmentation approach, regions of the image are detected, and then classified to document and non-document (pure region regions in the hierarchical classification. In this paper, a novel valuable definition is proposed to classify document image in to valuable or invaluable categories. The proposed algorithm is evaluated on a database consisting of the document and non-document image that provide from Internet. Experimental results show the efficiency of the proposed algorithm in the semantic document image classification. The proposed algorithm provides accuracy rate of 98.8% for valuable and invaluable document image classification problem.

  17. Valuable Internet Advertising and Customer Satisfaction Cycle(VIACSC)

    OpenAIRE

    Muhammad Awais; Tanzila Samin; Muhammad Bilal

    2012-01-01

    Now-a-days it is very important for the business persons to attract their target customers towards their products through valuable mode of promotion and communication. Increasing use of World Wide Web has completely changed the scenario of business sector. Customized products and services, customers preferences, @ and dot com craze have elevated the importance of internet advertising. This research paper investigates valuable internet advertising which will help to enhance the value of intern...

  18. Better Jobs for Central American Women: Labour Market Dynamics ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    More than 60% of women work in such jobs. ... self-employment and to provide technical and marketing skills to potential women entrepreneurs. ... prepare a comparative analysis of labour market dynamics in El Salvador and Nicaragua; ...

  19. Satisfaction with retention factors as predictors of the job ...

    African Journals Online (AJOL)

    2013-05-03

    May 3, 2013 ... strategies for professional staff with scarce skills in the medical and ..... goals and plans for the future must fit with the larger corporate culture as well ..... Exploring the relationship between career anchors, job satisfaction and.

  20. Efficiency improvements of offline metrology job creation

    Science.gov (United States)

    Zuniga, Victor J.; Carlson, Alan; Podlesny, John C.; Knutrud, Paul C.

    1999-06-01

    Progress of the first lot of a new design through the production line is watched very closely. All performance metrics, cycle-time, in-line measurement results and final electrical performance are critical. Rapid movement of this lot through the line has serious time-to-market implications. Having this material waiting at a metrology operation for an engineer to create a measurement job plan wastes valuable turnaround time. Further, efficient use of a metrology system is compromised by the time required to create and maintain these measurement job plans. Thus, having a method to develop metrology job plans prior to the actual running of the material through the manufacture area can significantly improve both cycle time and overall equipment efficiency. Motorola and Schlumberger have worked together to develop and test such a system. The Remote Job Generator (RJG) created job plans for new device sin a manufacturing process from an NT host or workstation, offline. This increases available system tim effort making production measurements, decreases turnaround time on job plan creation and editing, and improves consistency across job plans. Most importantly this allows job plans for new devices to be available before the first wafers of the device arrive at the tool for measurement. The software also includes a database manager which allows updates of existing job plans to incorporate measurement changes required by process changes or measurement optimization. This paper will review the result of productivity enhancements through the increased metrology utilization and decreased cycle time associated with the use of RJG. Finally, improvements in process control through better control of Job Plans across different devices and layers will be discussed.

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

    OpenAIRE

    Josef Zweimüller; Rudolf Winter-Ebmer

    2003-01-01

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

  2. Job and task analysis: a view from the inside

    International Nuclear Information System (INIS)

    Allison, C.E.

    1981-01-01

    This paper is not intended to describe how to perform a Job and Task Analysis. There are a wide variety of approaches to conducting a Job and Task Analysis, many of which have been developed by highy seasoned and skilled professionals in this field. This paper is intended to discuss the internal support, in terms of money, time, and people, required for the Job and Task Analysis Project

  3. Changes in the Nature and Structure of Work: Implications for Skill Requirements and Skill Formation.

    Science.gov (United States)

    Bailey, Thomas

    Changes in the economy and the workplace are changing job skill requirements and the process of skill acquisition. A study analyzed occupational trends and projections, performed case studies of four industry sectors (apparel and textile, accounting, management consulting, and software development), and reviewed research on changing skill demands…

  4. Teaching the "Soft Skills": A Professional Development Curriculum to Enhance the Employability Skills of Business Graduates

    Science.gov (United States)

    Winstead, Ann S.; Adams, Barbara L.; Sillah, Marion Rogers

    2009-01-01

    Today's business climate requires that management recruits not only know the technical aspects of their jobs, but also possess communication, teambuilding and leadership skills. Most business school curricula, however, focus only on technical skills, and do not address the "soft skills" in a formal setting or on a consistent basis. As…

  5. Job Outlook Information: Careers for the Future. InfoSeries.

    Science.gov (United States)

    Indiana Career and Postsecondary Advancement Center, Bloomington.

    Job outlook information forecasts the growth and decline of jobs in the near future--usually for a 10-year period. The purpose of this information is to help individuals understand where future employment opportunities may occur, but the individual must also consider his/her skills and interests and the level of education needed to accomplish…

  6. Ten essential skills for electrical engineers

    CERN Document Server

    Dorr, Barry

    2014-01-01

    Engineers know that, as in any other discipline, getting a good job requires practical, up-to-date skills. An engineering degree provides a broad set of fundamentals. Ten Essential Skills applies those fundamentals to practical tasks required by employers. Written in a user-friendly, no-nonsense format, the book reviews practical skills using the latest tools and techniques, and features a companion website with interview practice problems and advanced material for readers wishing to pursue additional skills. With this book, aspiring and current engineers may approach job interviews confident

  7. Securing the skills for a nuclear future

    International Nuclear Information System (INIS)

    Bonser, D.R.

    2004-01-01

    There is a growing concern regarding the loss of skills in some countries. There is also a negative trend in university entrants studying science and engineering. The labour market can respond to skills shortage. But we should not invent jobs just to retain skills. Capture and retention of knowledge is the key. We need to be able to explain clean-up as exciting and demanding of nuclear skills

  8. Revisiting Symbiotic Job Scheduling

    OpenAIRE

    Eyerman , Stijn; Michaud , Pierre; Rogiest , Wouter

    2015-01-01

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

  9. Word Processing Job Descriptions and Duties.

    Science.gov (United States)

    Gajewski-Johnson, Marlyce

    In order to develop a word processing career file at Milwaukee Area Technical College, employment managers at 124 Milwaukee-area businesses were asked to provide job descriptions for all word processing positions in the company; skill and knowledge requirements necessary to obtain these positions; employee appraisal forms; wage scales; a list of…

  10. Changing Trends in LIS Job Advertisements

    Science.gov (United States)

    Wise, Sharyn; Henninger, Maureen; Kennan, Mary Anne

    2011-01-01

    The study reported in this paper is part of a larger program of studies designed to review and renew the curricula of Library and Information Science (LIS) and the broader Information Management (IM) courses. This paper analysed job advertisements as readily accessible indicators of the knowledge, skills, and competencies required of IPs by…

  11. 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 ...

  12. Mechanism of Action for Obtaining Job Offers With Virtual Reality Job Interview Training.

    Science.gov (United States)

    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.

  13. Job Satisfaction and Job Performance at the Work Place

    OpenAIRE

    Vanden Berghe, Jae Hyung

    2011-01-01

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

  14. Welfare to Work: Effectiveness of Tribal JOBS Programs Unknown. Briefing Report to Congressional Committees.

    Science.gov (United States)

    General Accounting Office, Washington, DC. Div. of Human Resources.

    This report presents the results of a study of the Job Opportunities and Basic Skills Training (JOBS) programs operated by Indian tribes and Alaska Native organizations. Congress established the JOBS program to give recipients of Aid to Families with Dependent Children (AFDC) the education, training, work experience, and supportive services they…

  15. 25 CFR 26.27 - What kind of Job Placement support services can I expect?

    Science.gov (United States)

    2010-04-01

    ... resume preparation, interview techniques, job retention, and related living skills. ... 25 Indians 1 2010-04-01 2010-04-01 false What kind of Job Placement support services can I expect? 26.27 Section 26.27 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB...

  16. Self-control trumps work motivation in predicting job search behavior

    NARCIS (Netherlands)

    Baay, Pieter E.; de Ridder, Denise T D; Eccles, Jacquelynne S.; van der Lippe, T.; van Aken, Marcel A G

    2014-01-01

    Current labor market entrants face an increasingly challenging job search process. Effective guidance of job seekers requires identification of relevant job search skills. Self-control (i.e., the ability to control one's thoughts, actions, and response tendencies in view of a long-term goal, such as

  17. Linking Welfare Recipients to Jobs: The Role of Temporary Help Agencies.

    Science.gov (United States)

    Bugarin, Alicia

    Successful welfare reform requires quickly moving welfare recipients into jobs. Components to this challenge include the following: a poor fit between where jobs are located and where many welfare recipients live; recipients who lack experience and skills and do not know how to seek, find, or qualify for jobs; childcare and transportation needs;…

  18. Technological Proficiency as a Key to Job Security. Trends and Issues Alert No. 6.

    Science.gov (United States)

    Imel, Susan

    Although not all current jobs require basic computer skills, technological advances in society have created new jobs and changed the ways many existing jobs are performed. Clearly, workers who are proficient in technology have a greater advantage in the current workplace and the need for technologically proficient workers will only continue to…

  19. A Job Analysis for K-8 Principals in a Nationwide Charter School System

    Science.gov (United States)

    Cumings, Laura; Coryn, Chris L. S.

    2009-01-01

    Background: Although no single technique on its own can predict job performance, a job analysis is a customary approach for identifying the relevant knowledge, skills, abilities, and other characteristics (KSAO) necessary to successfully complete the job tasks of a position. Once the position requirements are identified, the hiring process is…

  20. Field Trips as Valuable Learning Experiences in Geography Courses

    Science.gov (United States)

    Krakowka, Amy Richmond

    2012-01-01

    Field trips have been acknowledged as valuable learning experiences in geography. This article uses Kolb's (1984) experiential learning model to discuss how students learn and how field trips can help enhance learning. Using Kolb's experiential learning theory as a guide in the design of field trips helps ensure that field trips contribute to…

  1. an assessment of timber trees producing valuable fruits and seeds ...

    African Journals Online (AJOL)

    User

    It is observed that most of the timber trees producing valuable fruits and seeds have low ... sector of the economy by providing major raw materials (saw logs, ... the trees also produce industrial raw materials like latex, ... villagers while avoiding some of the ecological costs of ..... enzymes of rats with carbon tetrachloride.

  2. Ravens reconcile after aggressive conflicts with valuable partners.

    Science.gov (United States)

    Fraser, Orlaith N; Bugnyar, Thomas

    2011-03-25

    Reconciliation, a post-conflict affiliative interaction between former opponents, is an important mechanism for reducing the costs of aggressive conflict in primates and some other mammals as it may repair the opponents' relationship and reduce post-conflict distress. Opponents who share a valuable relationship are expected to be more likely to reconcile as for such partners the benefits of relationship repair should outweigh the risk of renewed aggression. In birds, however, post-conflict behavior has thus far been marked by an apparent absence of reconciliation, suggested to result either from differing avian and mammalian strategies or because birds may not share valuable relationships with partners with whom they engage in aggressive conflict. Here, we demonstrate the occurrence of reconciliation in a group of captive subadult ravens (Corvus corax) and show that it is more likely to occur after conflicts between partners who share a valuable relationship. Furthermore, former opponents were less likely to engage in renewed aggression following reconciliation, suggesting that reconciliation repairs damage caused to their relationship by the preceding conflict. Our findings suggest not only that primate-like valuable relationships exist outside the pair bond in birds, but that such partners may employ the same mechanisms in birds as in primates to ensure that the benefits afforded by their relationships are maintained even when conflicts of interest escalate into aggression. These results provide further support for a convergent evolution of social strategies in avian and mammalian species.

  3. Salt Lakes of the African Rift System: A Valuable Research ...

    African Journals Online (AJOL)

    Salt Lakes of the African Rift System: A Valuable Research Opportunity for Insight into Nature's Concenrtated Multi-Electrolyte Science. JYN Philip, DMS Mosha. Abstract. The Tanzanian rift system salt lakes present significant cultural, ecological, recreational and economical values. Beyond the wealth of minerals, resources ...

  4. Rise of the machines: the effects of labor-saving innovations on jobs and wages

    OpenAIRE

    Andy Feng; Georg Graetz

    2015-01-01

    Job polarization the rise in employment shares of high and low skill jobs at the expense of middle skill jobs occurred in the US not just recently, but also in the late nineteenth and early twentieth centuries. We argue that in each case polarization resulted from increased automation, and provide a theoretical explanation. In our model, firms deciding whether to employ machines or workers in a given task weigh the cost of using machines, which is increasing in the complexity (in an engineeri...

  5. Domestic supply, job-specialisation and sex-differences in pay

    OpenAIRE

    Polavieja, Javier G.

    2008-01-01

    This paper proposes an explanation of sex-differences in job-allocation and pay. Job allocation calculations are considered to be related to 1) the distribution of housework and 2) the skill-specialization requirements of jobs. Both elements combined generate a particular incentive structure for each sex. Welfare policies and services can, however, lower the risks of skill-depreciation for women as well as increase their intra-household bargaining power, hence reducing the economic pay-offs o...

  6. Mathematical Games: Skill + Luck = Learning

    Science.gov (United States)

    Parsons, John

    2008-01-01

    Left to their own devices, many students are happy to work within their comfort zone of skill and understanding, a level where they are confident that they will achieve regular success. The job of the classroom teacher is to help students reach beyond this and to help them make this level their new comfort zone. Clearly, teachers need to employ a…

  7. Job Sharing in Education.

    Science.gov (United States)

    Davidson, Wilma; Kline, Susan

    1979-01-01

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

  8. Illinois Occupational Skill Standards: Accounting Services Cluster.

    Science.gov (United States)

    Illinois Occupational Skill Standards and Credentialing Council, Carbondale.

    These Illinois skill standards for the accounting services cluster are intended to serve as a guide to workforce preparation program providers as they define content for their programs and to employers as they establish the skills and standards necessary for job acquisition. They could also serve as a mechanism for communication among education,…

  9. Illinois Occupational Skill Standards: Welding Cluster.

    Science.gov (United States)

    Illinois Occupational Skill Standards and Credentialing Council, Carbondale.

    These Illinois skill standards for the welding cluster are intended to serve as a guide to workforce preparation program providers as they define content for their programs and to employers as they establish the skills and standards necessary for job acquisition. They could also serve as a mechanism for communication among education, business,…

  10. Efficacy of Polytechnic Students' Interpersonal Communication Skills

    Science.gov (United States)

    Zainuddin, Zaharatul Akmar Ahmad; Selamat, Suzanah

    2012-01-01

    Every year polytechnics in Malaysia produce thousands of graduates in vocational areas, however, these graduates have to strive in a competitive job market against graduates from other tertiary institutions. This study aims to investigate polytechnic students efficacy on their communication skills. These skills are crucial in determining their…

  11. Attitudes towards Communication Skills among Engineering Students

    Science.gov (United States)

    Kovac, Mirjana M.; Sirkovic, N.

    2017-01-01

    Good communication skills are of utmost importance in the education of engineering students. It is necessary to promote not only their education, but also to prepare them for the demanding and competitive job market. The purpose of this study was to compare the attitudes towards communication skills after formal instruction between the students of…

  12. The Push Is on for People Skills.

    Science.gov (United States)

    Rooff-Steffen, Kay

    1991-01-01

    Notes that good communications skills are becoming a requirement for almost any job and that corporate leaders and human resources managers are realizing the importance of strong interpersonal communication skills to the performance of all employees not just those in supervisory and managerial positions. Discusses a variety of interpersonal…

  13. An international perspective: job satisfaction among transplant nurses.

    Science.gov (United States)

    Russell, Cynthia L; Van Gelder, Frank

    2008-03-01

    The high demand for transplant nurses across the world leads us to examine job design and job satisfaction because job satisfaction is linked to better outcomes for patients. To describe international transplant nurses' perspectives of job design and job satisfaction by using Herzberg's theory of motivation. Descriptive, correlational design. An electronic version of the Job Design and Job Satisfaction survey was mailed to all members of the International Transplant Nurses Society. A total of 331 members of the International Transplant Nurses Society responded to the survey. The mean age of respondents was 44.12 years, they had worked a mean of 19.12 years in nursing and 10.22 years in transplantation, and 50.6% of respondents were transplant nurse coordinators. Respondents were very satisfied overall with their jobs; they perceived that transplant nursing requires a high level of nonrepetitive, complex skills, autonomy in personal initiative and judgment, cooperation and collaboration with others, and that the job allows for completion of the work. Respondents were satisfied with pay, fringe benefits, and supervision. The feeling that the job could positively and significantly affect others was very strong. Results of this study provide empirical evidence supporting the perceived benefits and challenges of working in transplantation and support Herzberg's theory that motivators leading to job satisfaction include achievement, recognition, the work itself, responsibility, and advancement. Transplant nursing includes many of these motivators and desirable characteristics, including autonomy and working with a multidisciplinary team on a clear, patient-centered goal.

  14. Hard Skills Dan Soft Skills Pada Bagian Sumber Daya Manusia Di Organisasi Industri

    OpenAIRE

    Manara, Muhammad Untung

    2014-01-01

    This study aimed to answer the question "what are the skills required from prospective employees for HR position ?". This study used a qualitative descriptive survey approach. The data analysis used content analysis techniques. Source of data of this study study were 100 companies who advertise job openings in online job site with HR position with any of the terms was psychology graduate. From the analysis found two categories of skills required for the position HR company that was hard skil...

  15. VALUABLE AND ORIENTATION FOUNDATIONS OF EDUCATIONAL SYSTEM OF THE COUNTRY

    OpenAIRE

    Vladimir I. Zagvyazinsky

    2016-01-01

    The aim of the investigation is to show that in modern market conditions it is necessary to keep humanistic valuable and orientation installations of domestic education and not to allow its slipping on a line item of utilitarian, quickly achievable, but not long-term benefits. Theoretical significance. The author emphasizes value of forming of an ideal – harmonious development of the personality – and the collectivist beginnings for disclosure of potential of each school student, a student, a...

  16. Job Sharing in Geography.

    Science.gov (United States)

    Kay, Jeanne

    1982-01-01

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

  17. Hybrid job shop scheduling

    NARCIS (Netherlands)

    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

  18. Practical job shop scheduling

    NARCIS (Netherlands)

    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

  19. Mobility into favourable jobs

    NARCIS (Netherlands)

    Maurice Gesthuizen; Jaco Dagevos

    2005-01-01

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

  20. Tanzania : Productive Jobs Wanted

    OpenAIRE

    World Bank Group

    2014-01-01

    Over the past 18 months, the World Bank has been working on a comprehensive plan to address the challenge of productive jobs in Tanzania. This study represents a step towards a better understanding of how to promote job creation in Tanzania. Indeed, the growth of productive jobs is vital for alleviating poverty and promoting shared prosperity - two important goals of Tanzania's economic st...

  1. Leadership Skills.

    Science.gov (United States)

    Hutchison, Cathleen; And Others

    1988-01-01

    Lists skills identified by the Leadership Development Task Force as being critical skills for a leader. Discussion focuses on information managing skills, including problem solving, decision making, setting goals and objectives; project management; and people managing skills, including interpersonal communications, conflict management, motivation,…

  2. Maintaining a Cybersecurity Curriculum: Professional Certifications as Valuable Guidance

    Science.gov (United States)

    Knapp, Kenneth J.; Maurer, Christopher; Plachkinova, Miloslava

    2017-01-01

    Much has been published about developing a cybersecurity curriculum for institutes of higher learning (IHL). Now that a growing number of IHLs globally offer such programs, a need exists on how to guide, maintain, and improve the relevancy of existing curricula. Just as cybersecurity professionals must be hone their skills continually to keep with…

  3. Workers Can't Find Jobs, Jobs Can't Find Workers: Solving the Talent Paradox

    Science.gov (United States)

    Rao, Harika

    2015-01-01

    The purpose of the research was to understand the latest job skill requirements for undergraduates from the real world as perceived by the students themselves and their career counselors at a university in South Florida. The study intended to provide relevant inputs to enhance the marketability of the undergraduate students by seamless…

  4. Job Satisfaction and Affecting Factors in Primary Health Care Providers

    Directory of Open Access Journals (Sweden)

    Ferit Kaya

    2016-06-01

    Full Text Available Objective: The aim of this study is to assess the job sat­isfaction of the primary health care providers and the fac­tors affecting it. Methods: This cross-sectional and descriptive study was carried out among the staff in The Public Health Care Centers (PHCC by performing a questionnaire under di­rect observation. Results: Out of 310 people consisting of the study uni­verse, 282 participants (94% were reached. The par­ticipants were 104 doctors, 132 assistant health care providers and 46 others (janitors, drivers The mean age of the participants was 37.21±7.70; 60.6% of them were women, 80.1% married, 96.5% graduated from at least High school. The mean of the general job satisfac­tion point of the participants in the study is 63.24±13.63. While the mean of the general job satisfaction point of the physicians and the nurses is found higher, the mean of the general job satisfaction point of janitors and other staff was found lower. The mean of the general job sat­isfaction point was found higher among the permanent and contract employee, women, health care staff, those whose wife/husband works, who chose his job willingly, more educated; who has longer working hours, high in­come, has 3 or less children and finds his job suitable for his skills; however the marital status, having children and age do not affect the mean job satisfaction point. Conclusion: Subjects having high income, found his job suitable for his skills, chose his job willingly had higher job satisfaction scores. This implies that there should be a wage balance among the staff with the same status. The lower job satisfaction score in PHCC indicates the neces­sity of improving the conditions of these centers.

  5. Enhancing work motivation for Japanese female nurses in small to medium-sized private hospitals by analyzing job satisfaction.

    Science.gov (United States)

    Kudo, Yasushi; Kido, Shigeri; Shahzad, Machiko Taruzuka; Shida, Kyoko; Satoh, Toshihiko; Aizawa, Yoshiharu

    2010-03-01

    Proper work environments are important for nurses to feel motivated. We examined the associations between work motivation and job satisfaction among Japanese nurses to improve their motivation. In Japan, relatively small and medium-sized private hospitals play a central role in the healthcare industry. In the present study, the subjects were nurses working in 23 small and medium-sized private hospitals that had 65 to 326 beds. We analyzed 1,116 registered and licensed practical female nurses (average age, 38.3 years; standard deviation, 11.3 years). Many nurses with their specialized nursing skills dedicate themselves to patient care. However, many of these nurses may not be interested in contributing to their hospitals. Nurses may have different opinions regarding dedication to patient care and contribution to their hospitals. Therefore, concerning work motivation, we produced these two different items, "Nurses' dedication to patients" and "Nurses' contribution to their hospitals." We also produced our own original new job satisfaction questionnaire. We found 7 facets of job satisfaction: "Work as specialists," "Workplace safety," "Relationships with superiors," "Work-life balance," "Relationships among nurses," "Communications with physicians," and "Salary." Multiple linear regression analyses show that both "Nurses' dedication to patients" and "Nurses' contribution to their hospitals" were significantly associated with "Work as specialists." Nurses feel their jobs of protecting people's lives and health are valuable. They do not feel motivated only by money. They value the intrinsic nature of their jobs. Creating proper work environments is important for nurses to be able to work as specialists.

  6. JOB ANXIETY, ORGANIZATIONAL COMMITMENT AND JOB ...

    African Journals Online (AJOL)

    and work experience with job satisfaction. ... were more likely to perceive the appraisal as unfair and inappropriate (Desai and ... Working freedom, salary and fringe benefits are the major factors ..... Men, women and attitudinal commitment:.

  7. Valuable metals - recovery processes, current trends, and recycling strategies

    Energy Technology Data Exchange (ETDEWEB)

    Froehlich, Peter; Lorenz, Tom; Martin, Gunther; Brett, Beate; Bertau, Martin [Institut fuer Technische Chemie, TU Bergakademie Freiberg, Leipziger Strasse 29, 09599, Freiberg (Germany)

    2017-03-01

    This Review provides an overview of valuable metals, the supply of which has been classified as critical for Europe. Starting with a description of the current state of the art, novel approaches for their recovery from primary resources are presented as well as recycling processes. The focus lies on developments since 2005. Chemistry strategies which are used in metal recovery are summarized on the basis of the individual types of deposit and mineral. In addition, the economic importance as well as utilization of the metals is outlined. (copyright 2017 Wiley-VCH Verlag GmbH and Co. KGaA, Weinheim)

  8. Extraction of toxic and valuable metals from foundry sands

    International Nuclear Information System (INIS)

    Vite T, J.

    1996-01-01

    There were extracted valuable metals from foundry sands such as: gold, platinum, silver, cobalt, germanium, nickel and zinc among others, as well as highly toxic metals such as chromium, lead, vanadium and arsenic. The extraction efficiency was up to 100% in some cases. For this reason there were obtained two patents at the United States, patent number 5,356,601, in October 1994, given for the developed process and patent number 5,376,000, in December 1994, obtained for the equipment employed. Therefore, the preliminary parameters for the installation of a pilot plant have also been developed. (Author)

  9. Attitudes of College Graduates, Faculty, and Human Resource Managers Regarding the Importance of Skills Acquired in College and Needed for Job Performance and Career Advancement Potential in the Retail Sector

    Science.gov (United States)

    Heimler, Ronald

    2010-01-01

    The purpose of this study was to empirically examine college graduate, faculty, and human resource manager descriptions of needed, received, and further training in eight employability dimensions of literacy and numeracy, critical thinking, management, leadership, interpersonal, information technology, systems thinking skills, and work ethic…

  10. Job-Structure and Job-Related Information

    OpenAIRE

    川上, 善郎

    1981-01-01

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

  11. Staffing and job satisfaction: nurses and nursing assistants.

    Science.gov (United States)

    Kalisch, Beatrice; Lee, Kyung Hee

    2014-05-01

    The aim of this study was to examine the relationship between staffing and job satisfaction of registered nurses (RNs) and nursing assistants (NAs). Although a number of previous studies have demonstrated the link between the numbers of patients cared for on the last shift and/or perceptions of staffing adequacy, we could find only one study that utilized a measure of actual staffing (opposed to perceptions of staffing adequacy) and correlated it with job satisfaction of registered nurses. This cross-sectional study included 3523 RNs and 1012 NAs in 131 patient care units. Staff were surveyed to determine job satisfaction and demographic variables. In addition, actual staffing data were collected from each of the study units. Hours per patient day was a significant positive predictor for registered nurse job satisfaction after controlling for covariates. For NAs, a lower skill mix was marginally significant with higher job satisfaction. In addition, the more work experience the NAs reported, the lower their job satisfaction. Adequate staffing levels are essential for RN job satisfaction whereas NA job satisfaction depends on the number of assistive personnel in the mix of nursing staff. Two implications are (1) providing adequate staffing is critical to maintain RN job satisfaction and (2) the NA job needs to be re-engineered to make it a more attractive and satisfying career. © 2012 John Wiley & Sons Ltd.

  12. The Instructional Guide for Abbott Skills Enhancement Classes. Revised Edition.

    Science.gov (United States)

    Ballinger, Ronda; Gee, Mary Kay

    This guide, which integrates adult basic education (ABE) curriculum, job skills for Abbott Laboratories, and work-related foundation skills, is designed for an instructional program in the skill areas of reading, writing, oral communications, mathematics, and problem solving. In addition to creating a uniform process and product to promote…

  13. Strategies for Developing a High-Skilled Workforce

    Science.gov (United States)

    Sleezer, Catherine M.; Denny, Dan

    2004-01-01

    This article focuses on the human performance improvement and human resource development task of providing an organization with a skilled workforce. We begin by describing the U.S. demographic trends and the changing job skill requirements that will lead to a shortage of skilled workers and that highlight the importance of considering the various…

  14. Basic Skills--Identifying and Meeting Needs. Information for People Who Give Advice on Courses, Careers and Employment

    Science.gov (United States)

    Basic Skills Agency, 2007

    2007-01-01

    There are very few jobs today that do not require basic literacy and numeracy skills. Even when the job itself is manual, employees need to read health and safety notices, fill in a job sheet and check their pay and overtime hours. Service industry jobs place even more demands on the workforce, with their emphasis on efficiently and rapidly…

  15. Do Job Security Guarantees Work?

    OpenAIRE

    Alex Bryson; Lorenzo Cappellari; Claudio Lucifora

    2004-01-01

    We investigate the effect of employer job security guarantees on employee perceptions of job security. Using linked employer-employee data from the 1998 British Workplace Employee Relations Survey, we find job security guarantees reduce employee perceptions of job insecurity. This finding is robust to endogenous selection of job security guarantees by employers engaging in organisational change and workforce reductions. Furthermore, there is no evidence that increased job security through job...

  16. THE EFFECT OF JOB SATISFACTION ON IT EMPLOYEES TURNOVER INTENTION IN ISRAEL

    Directory of Open Access Journals (Sweden)

    Ladelsky Limor

    2014-07-01

    Full Text Available Employee voluntary turnover is very costly for companies, particularly for the Hi-Tech sector, where the costs of their IT labor force is expensive. Employees\\' voluntary turnover has substantial negative impacts on the companies especially costs, potential loss of valuable knowledge, skills and organizational knowledge.That is why it becomes a critical issue to take address. Studies have been carried out on the reasons which lead to this tendency, however the ability to explain and predict it remains restricted.The objective of this paper is to present the reasons for voluntary turnover of employees in the IT sector in Israel from the IT employees` perspective. A broad analysis of the field literature led to the following groups of causes affecting voluntary turnover: organizational causes: Human Resource Management (HRM related, organizational culture, job related, leadership and internal marketing related; extra organizational causes: individual and, respectively, labor market related causes. This could be approached as n light of this review this article will focus on one of the extra organizational causes of voluntary turnover, i.e. the effect of job satisfaction on voluntary turnover intention among IT employees in Hi-Tech companies in Israel. This correlation was researched in an extensive empirical study among two population groups: IT employees and IT managers and by using mixed method research (combination of quantitative and qualitative research.The findings that supported the literature show job satisfaction has a negative effect on voluntary turnover intention among IT employees in Hi-Tech companies in Israel. Additionally, it was found that job satisfaction indirectly affects voluntary turnover intentions and that emotional variables such as commitment, motivation and loyalty mediate voluntary turnover intention.This finding is supported partially in the literature which only pointed out commitment as a mediating factor in the

  17. Profile of job coaches in supported employment

    Directory of Open Access Journals (Sweden)

    Esther MERCADO GARCÍA

    2017-02-01

    Full Text Available This study analyzes the figure of the job coach in various Supported Employment services in Spain. A quality-oriented study carried out, based on the case study. Twenty-three semi-structured interviews held with professionals, along with thirtysix participant observations at different stages of Supported Employment. The results show disparity in the profiles associated with various areas of knowledge, as well as a diversity of functions related to the roles performed by the job coach depending on the number of staff taken on. The most significant competencies combined with personal skills and communicative abilities. It recommended that employment programs improve vocational retraining programs to make up for training deficiencies and provide professional skills for intervention in each service.

  18. Job sharing. Part 1.

    Science.gov (United States)

    Anderson, K; Forbes, R

    1989-01-01

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

  19. Exploring job embeddedness' antecedents

    Directory of Open Access Journals (Sweden)

    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.

  20. Job Satisfaction and the Neglected Variable of Job Seniority

    Science.gov (United States)

    Ronen, Simcha

    1978-01-01

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

  1. Job sharing for women pharmacists in academia.

    Science.gov (United States)

    Rogers, Kelly C; Finks, Shannon W

    2009-11-12

    The pharmacist shortage, increasing numbers of female pharmacy graduates, more pharmacy schools requiring faculty members, and a lower percentage of female faculty in academia are reasons to develop unique arrangements for female academic pharmacists who wish to work part-time. Job sharing is an example of a flexible alternative work arrangement that can be successful for academic pharmacists who wish to continue in a part-time capacity. Such partnerships have worked for other professionals but have not been widely adopted in pharmacy academia. Job sharing can benefit the employer through retention of experienced employees who collectively offer a wider range of skills than a single employee. Benefits to the employee include balanced work and family lives with the ability to maintain their knowledge and skills by remaining in the workforce. We discuss the additional benefits of job-sharing as well as our experience in a non-tenure track job-sharing position at the University of Tennessee College of Pharmacy.

  2. Animals as an indicator of carbon sequestration and valuable landscapes

    Directory of Open Access Journals (Sweden)

    Jan Szyszko

    2011-05-01

    Full Text Available Possibilities of the assessment of a landscape with the use of succession development stages, monitored with the value of the Mean Individual Biomass (MIB of carabid beetles and the occurrence of bird species are discussed on the basis of an example from Poland. Higher variability of the MIB value in space signifies a greater biodiversity. Apart from the variability of MIB, it is suggested to adopt the occurrence of the following animals as indicators, (in the order of importance, representing underlying valuable landscapes: black stork, lesser spotted eagle, white-tailed eagle, wolf, crane and white stork. The higher number of these species and their greater density indicate a higher value of the landscape for biodiversity and ecosystem services, especially carbon sequestration. All these indicators may be useful to assess measures for sustainable land use.

  3. Metagenomes provide valuable comparative information on soil microeukaryotes

    DEFF Research Database (Denmark)

    Jacquiod, Samuel Jehan Auguste; Stenbæk, Jonas; Santos, Susana

    2016-01-01

    has been identified. Our analyses suggest that publicly available metagenome data can provide valuable information on soil microeukaryotes for comparative purposes when handled appropriately, complementing the current view provided by ribosomal amplicon sequencing methods......., providing microbiologists with substantial amounts of accessible information. We took advantage of public metagenomes in order to investigate microeukaryote communities in a well characterized grassland soil. The data gathered allowed the evaluation of several factors impacting the community structure......, including the DNA extraction method, the database choice and also the annotation procedure. While most studies on soil microeukaryotes are based on sequencing of PCR-amplified taxonomic markers (18S rRNA genes, ITS regions), this work represents, to our knowledge, the first report based solely...

  4. Where Are the Academic Jobs? Interactive Exploration of Job Advertisements in Geospatial and Topical Space

    Science.gov (United States)

    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].

  5. CORRELATION LINKS BETWEEN SOME ECONOMICALLY VALUABLE SIGNS IN BROCCOLI

    Directory of Open Access Journals (Sweden)

    E. A. Zablotskaya

    2018-01-01

    Full Text Available The study of the correlation relationship between the signs, the informativeness of the indicators makes it possible to conduct a preliminary assessment of the plants and more objectively to identify forms with high economically valuable characteristics. Their integrated assessment will identify the best source material for further selection. In literary sources, information on the correlation in broccoli between yields and its elements are not the same. The purpose of our study was to analyze the contingency of various traits and to identify significant correlation links between quantitative traits in broccoli hybrids (42 samples. They were obtained using doubled haploid lines (DH-line of early maturity at 2 planting dates (spring and summer. Studies were conducted in the Odintsovo district of the Moscow region in field experience in 2015, 2016. Significant influence on growth and development was provided by the developing weather conditions during the growing period. The fluctuation of humidification and temperature conditions differed significantly during the years of study and the time of planting, which is an important circumstance for analyzing the data obtained. Based on the results of the research, it was concluded that the value of the correlation coefficient and the strength of the correlation relationship between the characteristics (mass, diameter, head height, plant height, vegetation period are different and depend on the set of test specimens and growing conditions. A significant stable manifestation of positive correlation was revealed during all the years of research and the time of planting between the diameter and mass of the head (r = 0.45-0.96. The variability of the correlation of other economically valuable traits is marked. 

  6. Virtual Reality Job Interview Training for Individuals with Psychiatric Disabilities

    Science.gov (United States)

    Smith, Matthew J.; Ginger, Emily J.; Wright, Michael; Wright, Katherine; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D.; Fleming, Michael F.

    2014-01-01

    Services are available to help support existing employment for individual with psychiatric disabilities; however, there is a gap in services targeting job interview skills that can help obtain employment. We assessed the feasibility and efficacy of Virtual Reality Job Interview Training (VR-JIT) in a randomized controlled trial. Participants were randomized to VR-JIT (n=25) or treatment as usual (TAU) (n=12) groups. VR-JIT consisted of 10 hours of simulated job interviews with a virtual character and didactic online training. Participants attended 95% of lab-based training sessions and found VR-JIT easy-to-use and felt prepared for future interviews. The VR-JIT group improved their job interview role-play performance (pinterview skills and self-confidence. Future research may help clarify whether this intervention is efficacious in community-based settings. PMID:25099298

  7. Job Stress and Self-Efficacy among Psychiatric Nursing Working in Mental Health Hospitals at Cairo, Egypt

    Science.gov (United States)

    Zaki, Rania. A.

    2016-01-01

    Nursing stress is considered a problem that affects the practice worldwide. Job stress is a harmful response physically and emotionally when the nurses' skills, resources, and needs could not fulfill the requirement of the job. This study was aimed to assess job stress and self-efficacy among psychiatric nursing working in mental health hospitals…

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

    NARCIS (Netherlands)

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

    2001-01-01

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

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

    Science.gov (United States)

    Xu, Hong

    1996-01-01

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

  10. Employer support for innovative work and employees' job satisfaction and job-related stress.

    Science.gov (United States)

    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.

  11. Job Offers to Individuals With Severe Mental Illness After Participation in Virtual Reality Job Interview Training.

    Science.gov (United States)

    Smith, Matthew J; Fleming, Michael F; Wright, Michael A; Jordan, Neil; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D

    2015-11-01

    Individuals with severe mental illness have low employment rates, and the job interview presents a critical barrier for them to obtain competitive employment. Prior randomized controlled trials (RCTs) indicated that virtual reality job interview training (VR-JIT) improved job interviewing skills among trainees. This study assessed whether VR-JIT participation was associated with greater odds of receiving job offers in the six-months after completion of training. To assess the efficacy of VR-JIT, trainees (N=39) in the method and a comparison group (N=12) completed a brief survey approximately six months after participating in the RCTs. Primary vocational outcome measures included receiving a job offer and number of weeks searching for employment. A larger proportion of trainees than comparison participants received a job offer (51% versus 25%, respectively). Trainees were more likely to receive a job offer than comparison participants (odds ratio=9.64, p=.02) after analyses accounted for cognition, recency of last job, and diagnosis. Trainees had greater odds of receiving a job offer for each completed VR-JIT trial (odds ratio=1.41, p=.04), and a greater number of completed VR-JIT trials predicted fewer weeks of searching for employment (β=-.74, p=.02). Results provide preliminary support that VR-JIT is a promising intervention associated with enhanced vocational outcomes among individuals with severe mental illness. Given that participants had minimal access to standardized vocational services, future research could evaluate the effectiveness of VR-JIT among individuals with and without access to standardized vocational services as well as evaluate strategies to implement VR-JIT within a large community mental health service provider.

  12. Job Satisfaction in Pharmacies Staffed Predominantly with Technicians.

    Science.gov (United States)

    1984-01-01

    educational experience a reality. I thank God for giving me the ability and opportunity to grow as a professional and as a person . I thank my classmate...1980). Hygines . Factors that prevent the development of job dissatisfaction. Hygiene factors include salary, status, and job security, quality of work...self-expression and self- actualization. Includes responsibility, variety, skill, autonomy, opportunities for personal growth and development, and

  13. A Content Analysis of Australian IS Early Career Job Advertisements

    Directory of Open Access Journals (Sweden)

    Mary Anne Kennan

    2008-05-01

    Full Text Available The purpose of this paper is to develop an understanding of the knowledge, skills and competencies demanded of early career information systems graduates in Australia. Job advertisements from 2006 were collected and investigated using content analysis software to determine the frequencies and patterns of occurrence of specific requirements. There was a high demand for technical knowledge and competencies as well as communication skills. A core cluster of IS knowledge and skills emerged which appear to be in demand across a wide variety of jobs. Issues raised include the role of entry level positions in the preparation of their incumbents for future more senior positions. The findings add an Australian perspective to the literature on information systems job ads and should be of value to educators.

  14. 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.

  15. Interpersonal Skills

    Directory of Open Access Journals (Sweden)

    Barakat NG

    2007-01-01

    Full Text Available INTRODUCTIONInterpersonal skills are becoming more and more a necessity in the medical profession. The expectation from health care professionals is beyond just knowledge of the medical facts. To practice medicine effectively, doctors need to develop interpersonal skills in communication, leadership, management, teaching and time management. All of these are vital tools and are becoming increasingly essential subjects in teaching both undergraduate students and postgraduate doctors. However, a degree of self-motivation and personal initiative is needed to develop these skills. In this article, I will give an overview on interpersonal skills and will be follow this by a series of articles, in future issues, dealing with these skills.

  16. CSR organisational taxonomy and job characteristics on performance: SME case studies

    Directory of Open Access Journals (Sweden)

    Thanalechumy Seeramulu

    2017-05-01

    Full Text Available This study examines the relationship between the CSR of organizational structure and job characteristics that influence employee job performance in the Malaysian context. Hence, it is important to study and analyze these two factors within the CSR taxonomy describing how these factors significantly influence employee job performance and to make recommendations how performance can be promoted among employees. This paper is based on a quantitative research approach where responses were gathered from the working population within Malaysia SMEs. The results from this study will help to point out the influence of these factors on the employee job performance and provide guidance to an organization for which these aspects should be emphasized in order to increase employees’ job performance to align performance with organizational goals. The analysis includes two dimensions of CSR taxonomy of organizational structure namely, centralization and formalization, as well as a set of five dimensions of job characteristics, such as task identity, task significance, skill variety, autonomy and feedback. The results of these findings show that job characteristics such as task significance, autonomy, feedback, and skill variety, positively influence job performance with autonomy having highest predictive power on job performance. The results of these findings reveal that the organizational structure does not contribute to the prediction of job performance even though a significant positive correlation exists between the structure and job performance in the Pearson correlation coefficient test. Therefore, this study will enrich the existing knowledge in the area of human resource management by focusing on job performance management.

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

    OpenAIRE

    Cornelißen, Thomas

    2006-01-01

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

  18. From job training to green jobs: a case study for a young adult employment program centered on environmental restoration in New York City, USA

    Science.gov (United States)

    Nancy Falxa-Raymond; Erika Svendsen; Lindsay K. Campbell

    2013-01-01

    The demand for a well-trained green-collar labor force will increase as many cities implement sustainability and green infrastructure plans. Additionally, many green jobs training programs are intended to provide pathways out of poverty for low-skilled workers. In this case study, we analyze the experiences of graduates from a New York City, USA green jobs training...

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

    Science.gov (United States)

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

    2013-02-01

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

  20. Job control and coworker support improve employee job performance.

    Science.gov (United States)

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

    2010-01-01

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

  1. Job Endings and Work Trajectories of Persons Receiving Supported Employment and Cognitive Remediation.

    Science.gov (United States)

    Teixeira, Carina; Mueser, Kim T; Rogers, E Sally; McGurk, Susan R

    2018-05-02

    This study examined job endings and work trajectories among participants in a study comparing the effects of adding cognitive remediation to supported employment among individuals who had not benefited from supported employment. Data were from a controlled trial of 107 persons with serious mental illness enrolled in supported employment but who had not obtained or sustained competitive work. Participants were randomly assigned to enhanced supported employment only (with employment specialists trained to recognize cognitive difficulties and teach coping strategies) or to the Thinking Skills for Work program (enhanced supported employment plus cognitive remediation). For the 52 participants who worked, the two groups were compared on types of job endings, reasons for job endings, successful versus unsuccessful jobs, and work trajectories over the two-year study period. The two groups did not differ in types of job ending, although participants in Thinking Skills for Work were less likely than those in enhanced supported employment only to cite dissatisfaction with the job as a reason for the job ending. Participants in Thinking Skills for Work were also less likely to have an overall unsuccessful work trajectory, more likely to have only successful jobs, and more likely to be employed at the end of the study. The Thinking Skills for Work program appeared to help participants who had not benefited from supported employment stick with and master their jobs more effectively than those in enhanced supported employment only, resulting in better work trajectories over the course of the study.

  2. FACTORS THAT AFFECT SOCIAL WORKERS’ JOB SATISFACTION, STRESS AND BURNOUT

    Directory of Open Access Journals (Sweden)

    Calitz, Taetske

    2014-11-01

    Full Text Available Social work was classified as a scare skill and the retention of social workers is an important aspect that needs urgent attention. The research goal of this study was to determine what degree of work engagement and job satisfaction South African social workers experience in their current positions and how this influences job turnover, burnout and the intention to leave the profession. The purpose was to determine the needs social workers experience that will affect turnover in the profession. The needs/problems social workers experienced were stress, burnout, lower job satisfaction and work engagement.

  3. Closing the Cybersecurity Skills Gap

    Directory of Open Access Journals (Sweden)

    Rebecca Vogel

    2016-05-01

    Full Text Available The current consensus is that there is a worldwide gap in skills needed for a competent cybersecurity workforce. This skills gap has implications for the national security sector, both public and private. Although the view is that this will take a concerted effort to rectify, it presents an opportunity for IT professionals, university students, and aspirants to take-up jobs in national security national intelligence as well military and law enforcement intelligence. This paper examines context of the issue, the nature of the cybersecurity skills gap, and some key responses by governments to address the problem. The paper also examines the emerging employment trends, some of the employment challenges, and what these might mean for practice. The paper argues that the imperative is to close the cyber skills gap by taking advantage of the window of opportunity, allowing individuals interested in moving into the cybersecurity field to do so via education and training.

  4. [Job Satisfaction of Young Professionals in Health Care].

    Science.gov (United States)

    Ulrich, Gert; Homberg, Angelika; Karstens, Sven; Goetz, Katja; Mahler, Cornelia

    2017-05-29

    Background Job satisfaction in health care is currently important in view of workforce shortage in the health care area. The purpose of this study was to evaluate job satisfaction in young health professionals and to identify factors possibly influencing overall job satisfaction. Methods About one year after graduating from vocational training, a total of 579 graduates from various health care professions [Nursing (N), Nursing and Geriatric Nursing; Therapy (TP), Physical therapy and Logopaedics; Diagnostics (D), Diagnostic Radiography and Biomedical Science], were invited to participate in an online-survey. Job satisfaction was assessed with the 10-item Warr-Cook-Wall (WCW) job satisfaction questionnaire. Descriptive analysis of the WCW was performed, and the impact of various factors on job satisfaction was determined by stepwise linear regression analysis. Results In total, 189 graduates (N, n=121; TP, n=32; D, n=36) were included in data analysis (32.6% response rate). Overall job satisfaction in all young professionals was 4.9±1.6 (mean±SD) and was slightly higher in TP (5.4±1.4) compared with N (4.7±1.6) and D (5.0±1.5), respectively. Highest satisfaction was identified with "colleagues" and lowest satisfaction with "income" was identified in all professional groups. Colleagues and fellow workers showed the highest score of association regarding overall job satisfaction in regression analysis. Conclusions As a whole, our data suggest good to very good satisfaction in various WCW items of job satisfaction. "Colleagues" were shown to have a high impact on job satisfaction. To improve the attractiveness of job profiles in health care, the presented results may provide a valuable input regarding workforce shortage. © Georg Thieme Verlag KG Stuttgart · New York.

  5. Conversion of waste polystyrene through catalytic degradation into valuable products

    Energy Technology Data Exchange (ETDEWEB)

    Shah, Jasmin; Jan, Muhammad Rasul; Adnan [University of Peshawar, Peshawar (Pakistan)

    2014-08-15

    Waste expanded polystyrene (EPS) represents a source of valuable chemical products like styrene and other aromatics. The catalytic degradation was carried out in a batch reactor with a mixture of polystyrene (PS) and catalyst at 450 .deg. C for 30 min in case of Mg and at 400 .deg. C for 2 h both for MgO and MgCO{sub 3} catalysts. At optimum degradation conditions, EPS was degraded into 82.20±3.80 wt%, 91.60±0.20 wt% and 81.80±0.53 wt% liquid with Mg, MgO and MgCO{sub 3} catalysts, respectively. The liquid products obtained were separated into different fractions by fractional distillation. The liquid fractions obtained with three catalysts were compared, and characterized using GC-MS. Maximum conversion of EPS into styrene monomer (66.6 wt%) was achieved with Mg catalyst, and an increase in selectivity of compounds was also observed. The major fraction at 145 .deg. C showed the properties of styrene monomer. The results showed that among the catalysts used, Mg was found to be the most effective catalyst for selective conversion into styrene monomer as value added product.

  6. GC Analyses of Salvia Seeds as Valuable Essential Oil Source

    Directory of Open Access Journals (Sweden)

    Mouna Ben Taârit

    2014-01-01

    Full Text Available The essential oils of seeds of Salvia verbenaca, Salvia officinalis, and Salvia sclarea were obtained by hydrodistillation and analyzed by gas chromatography (GC and GC-mass spectrometry. The oil yields (w/w were 0.050, 0.047, and 0.045% in S. verbenaca, S. sclarea, and S. officinalis, respectively. Seventy-five compounds were identified. The essential oil composition of S. verbenaca seeds showed that over 57% of the detected compounds were oxygenated monoterpenes followed by sesquiterpenes (24.04% and labdane type diterpenes (5.61%. The main essential oil constituents were camphor (38.94%, caryophyllene oxide (7.28%, and 13-epi-manool (5.61%, while those of essential oil of S. officinalis were α-thujone (14.77%, camphor (13.08%, and 1,8-cineole (6.66%. In samples of S. sclarea, essential oil consists mainly of linalool (24.25%, α-thujene (7.48%, linalyl acetate (6.90%, germacrene-D (5.88%, bicyclogermacrene (4.29%, and α-copaene (4.08%. This variability leads to a large range of naturally occurring volatile compounds with valuable industrial and pharmaceutical outlets.

  7. Sea Buckthorn Oil—A Valuable Source for Cosmeceuticals

    Directory of Open Access Journals (Sweden)

    Marijana Koskovac

    2017-10-01

    Full Text Available Sea buckthorn (Hippophae rhamnoides L., Elaeagnaceae. is a thorny shrub that has small, yellow to dark orange, soft, juicy berries. Due to hydrophilic and lipophilic ingredients, berries have been used as food and medicine. Sea buckthorn (SB oil derived from berries is a source of valuable ingredients for cosmeceuticals. The unique combination of SB oil ingredients, in qualitative and quantitative aspects, provides multiple benefits of SB oil for internal and external use. Externally, SB oil can be applied in both healthy and damaged skin (burns or skin damage of different etiology, as it has good wound healing properties. Due to the well-balanced content of fatty acids, carotenoids, and vitamins, SB oil may be incorporated in cosmeceuticals for dry, flaky, burned, irritated, or rapidly ageing skin. There have been more than 100 ingredients identified in SB oil, some of which are rare in the plant kingdom (e.g., the ratio of palmitoleic to γ-linolenic acid. This review discusses facts related to the origin and properties of SB oil that make it suitable for cosmeceutical formulation.

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

    Science.gov (United States)

    Cooper, J; Spencer, D

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

  9. Job demands-resources model

    OpenAIRE

    Bakker, Arnold; Demerouti, Eva

    2013-01-01

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

  10. Assessment of Production Skill Acquisition and Strategy for Capacity ...

    African Journals Online (AJOL)

    First Lady

    The study was a survey research which investigated the production skills possessed by .... like creative thinking, decision making, marketing etc. (Olutoyin ... difficult to get teaching jobs or set up and handle their own businesses which resulted ...

  11. The real leadership lessons of Steve Jobs.

    Science.gov (United States)

    Isaacson, Walter

    2012-04-01

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

  12. Job Security as an Endogenous Job Characteristic

    DEFF Research Database (Denmark)

    Jahn, Elke; Wagner, Thomas

    This paper develops a hedonic model of job security (JS). Workers with hetero-geneous JS-preferences pay the hedonic price for JS to employers, who incur labor-hoarding costs from supplying JS. In contrast to the Wage-Bill Argument, equilibrium unemployment is strictly positive, as workers with w...

  13. Jobs in Public Service. Job Family Series.

    Science.gov (United States)

    Science Research Associates, Inc., Chicago, IL.

    The booklet describes jobs in public service. The introductory chapter provides a definition and overview of public service work. Following chapters describe various levels of public service including: (1) neighborhood workers--letter carriers and postal employees, fire fighters, police officers, service repair workers, and bus drivers; (2) city…

  14. Radiology Jobs: Uncovering Hidden and Not-So-Hidden Opportunities From the ACR Jobs Board.

    Science.gov (United States)

    Misono, Alexander S; Saini, Sanjay; Prabhakar, Anand M

    2016-04-01

    The radiology job market remains daunting. Trainees choosing fellowships benefit from understanding employers' likely future needs. Radiology practices may similarly refine recruiting practices. This study quantitatively analyzes the current radiology job landscape. Job postings on the ACR Career Center online portal between June 2014 and June 2015 were reviewed. As entries are frequently added and removed, posts were manually collected weekly. Postings were recorded in a database and included date, practice, location, specialty/subspecialty, job type, years of experience, salary, and job description. The database was analyzed to characterize employer needs, salary, partnership track availability, and job availability by geography. A total of 1,778 jobs were posted during the study period. Of these, 1,529 (86.0%) were diagnostic; 240 (13.5%) were interventional; and 9 (0.5%) were administrative. Most jobs were in private practice (75.7%), compared with academic (16.3%) and other (7.9%). Although many did not require a specific specialty (46%), the most-frequent needs were breast (17%), neuroradiology (11%), musculoskeletal (8%), and body (7%). Of non-breast-imaging jobs, roughly 30% indicated an interest in breast-imaging skills. A minority (13%) requested prior experience of greater than 1 year, with some seeking 7-10 years of experience. Although most (87%) were full-time positions, part-time, temporary, and contractor roles were described in the remaining 13%. Salary data were rarely reported (7%), with a range of $98,967-$1,000,000. The most jobs were based in California (11%); New York (7%); Pennsylvania (7%); and Illinois (6%). However, when indexed per million population, the highest job rates were in Nevada (14.1); Washington DC (13.7); Hawaii (13.4); Montana (9.8); and Pennsylvania (9.1). Roughly 31% of postings described partnership tracks, with the highest rates in New England (58%), the Pacific Northwest (56%), the Midwest (40%), and Southern (40

  15. VALUABLE AND ORIENTATION FOUNDATIONS OF EDUCATIONAL SYSTEM OF THE COUNTRY

    Directory of Open Access Journals (Sweden)

    Vladimir I. Zagvyazinsky

    2016-01-01

    Full Text Available The aim of the investigation is to show that in modern market conditions it is necessary to keep humanistic valuable and orientation installations of domestic education and not to allow its slipping on a line item of utilitarian, quickly achievable, but not long-term benefits. Theoretical significance. The author emphasizes value of forming of an ideal – harmonious development of the personality – and the collectivist beginnings for disclosure of potential of each school student, a student, a worker, a specialist; also the author emphasizes on requirement of the stimulating, but not strictly regulated management of education. It is proved that copying of the western model of consecutive individualization of education without preserving the collectivist beginning is unacceptable in training, especially in educational process. In more general, strategic foreshortening this means that parity of the problem resolution of economy and the social sphere with which it is impossible to cope without support and educational development and first of all education, it is especially important during the periods of economic crises and stagnation for providing an exit from a crisis state on the basis of the advancing preparation and rational use of the personnel which neatly are considered as a human capital. Practical significance. Resources and positive tendencies in a development of education, especially elite, and also educational systems of some territories, including the Tyumen region where traditions of the enthusiasts-pioneers mastering the remote territories of oil and gas fields remain are shown. 

  16. Rabeto plus: a valuable drug for managing functional dyspepsia.

    Science.gov (United States)

    Ghosh, Asim; Halder, Susanta; Mandal, Sanjoy; Mandal, Arpan; Basu, Mitali; Dabholkar, Pareen

    2008-11-01

    The aim of the study was to evaluate and document the efficacy and tolerability of rabeto plus (FDC of rabeprazole and itopride) in management of functional dyspepsia. It was an open, prospective, non-comparative, multidose study. The patients with functional dyspepsia (NERD or non-erosive reflux disease) attending OPD of a leading, tertiary care, teaching hospital in West Bengal (BS Medical College, Bankura) were inducted in the study. A total of 46 adult patients of either sex with functional dyspepsia and a clinical diagnosis of NERD were given 1 capsule of rabeto plus before breakfast, for up to 4 weeks. Primary efficacy variables were relief from symptoms of heartburn, nausea, vomiting, waterbrash and fullness. Secondary efficacy variables were global assessment of efficacy and toleration by patients and treating physicians. The tolerability was assessed on the basis of record of spontaneously reported adverse events with their nature, intensity and outcome. Out of 55 patients enrolled in the study, 46 completed the study as planned, while 9 patients were lost to follow-up (dropped). Most patients reported near total symptom relief by the end of study. Total symptom score showed remarkable and significant improvement from baseline to end of the study. Importantly, none of the patients reported any side-effect. All participants tolerated the drug well. Moreover, response to study drug was rated as excellent or good by over 93% patients and their treating physicians. This means that 9 out 10 patients receiving rabeto plus reported desired symptom relief from dyspepsia. Thus it was concluded that rabeto plus is a valuable drug for treatment of functional dyspepsia or NERD.

  17. Whey-derived valuable products obtained by microbial fermentation.

    Science.gov (United States)

    Pescuma, Micaela; de Valdez, Graciela Font; Mozzi, Fernanda

    2015-08-01

    Whey, the main by-product of the cheese industry, is considered as an important pollutant due to its high chemical and biological oxygen demand. Whey, often considered as waste, has high nutritional value and can be used to obtain value-added products, although some of them need expensive enzymatic synthesis. An economical alternative to transform whey into valuable products is through bacterial or yeast fermentations and by accumulation during algae growth. Fermentative processes can be applied either to produce individual compounds or to formulate new foods and beverages. In the first case, a considerable amount of research has been directed to obtain biofuels able to replace those derived from petrol. In addition, the possibility of replacing petrol-derived plastics by biodegradable polymers synthesized during bacterial fermentation of whey has been sought. Further, the ability of different organisms to produce metabolites commonly used in the food and pharmaceutical industries (i.e., lactic acid, lactobionic acid, polysaccharides, etc.) using whey as growth substrate has been studied. On the other hand, new low-cost functional whey-based foods and beverages leveraging the high nutritional quality of whey have been formulated, highlighting the health-promoting effects of fermented whey-derived products. This review aims to gather the multiple uses of whey as sustainable raw material for the production of individual compounds, foods, and beverages by microbial fermentation. This is the first work to give an overview on the microbial transformation of whey as raw material into a large repertoire of industrially relevant foods and products.

  18. Recycled Cell Phones - A Treasure Trove of Valuable Metals

    Science.gov (United States)

    Sullivan, Daniel E.

    2006-01-01

    This U.S. Geological Survey (USGS) Fact Sheet examines the potential value of recycling the metals found in obsolete cell phones. Cell phones seem ubiquitous in the United States and commonplace throughout most of the world. There were approximately 1 billion cell phones in use worldwide in 2002. In the United States, the number of cell phone subscribers increased from 340,000 in 1985 to 180 million in 2004. Worldwide, cell phone sales have increased from slightly more than 100 million units per year in 1997 to an estimated 779 million units per year in 2005. Cell phone sales are projected to exceed 1 billion units per year in 2009, with an estimated 2.6 billion cell phones in use by the end of that year. The U.S. Environmental Protection Agency estimated that, by 2005, as many as 130 million cell phones would be retired annually in the United States. The nonprofit organization INFORM, Inc., anticipated that, by 2005, a total of 500 million obsolete cell phones would have accumulated in consumers' desk drawers, store rooms, or other storage, awaiting disposal. Typically, cell phones are used for only 1 1/2 years before being replaced. Less than 1 percent of the millions of cell phones retired and discarded annually are recycled. When large numbers of cell phones become obsolete, large quantities of valuable metals end up either in storage or in landfills. The amount of metals potentially recoverable would make a significant addition to total metals recovered from recycling in the United States and would supplement virgin metals derived from mining.

  19. Success Skills Curriculum for Teen Single Parents. Bulletin No. 96142.

    Science.gov (United States)

    Hendon, Sarah, Ed.; And Others

    This guide contains the materials required to teach a 36-hour program of competency-based instruction designed to meet the needs of teen single parents who require additional skill building before entering the job market or a job training program. The course is divided into 4 learning modules that cover 18 competencies as follows: taking…

  20. Assessing 21st Century Skills: Summary of a Workshop

    Science.gov (United States)

    Koenig, Judith Anderson

    2011-01-01

    The routine jobs of yesterday are being replaced by technology and/or shipped off-shore. In their place, job categories that require knowledge management, abstract reasoning, and personal services seem to be growing. The modern workplace requires workers to have broad cognitive and affective skills. Often referred to as "21st century…

  1. The God of Job

    Directory of Open Access Journals (Sweden)

    Leonard Mare

    2012-02-01

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

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

    Science.gov (United States)

    Daehlen, Marianne

    2008-12-01

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

  3. Learning Racial Hierarchies: Communication Skills Training in Transnational Customer Service Work

    Science.gov (United States)

    Mirchandani, Kiran

    2012-01-01

    Purpose: This paper aims to focus on the communications skills training given to transnational call center workers in India whose jobs involve providing customer service to Western customers. Emotion work is a key component of customer service jobs, and this work is constructed as an important soft skill. Design/methodology/approach: Between 2002…

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

    Science.gov (United States)

    Lee, Choong Kwon; Han, Hyo-Joo

    2008-01-01

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

  5. Job-hopping and New Firm Survival

    DEFF Research Database (Denmark)

    Failla, Virgilio

    The paper builds on Lazear´s (2005) jack-of-all-trades theory according to which individuals who invest in a balanced set of skills become entrepreneurs, while workers who specialize in a particular skill prefer to choose wage employment. Although a number of studies provide empirical support...... for this theory, little is known about the characteristics of this so called `balanced´ skills set. Do entrepreneurial outcomes of individuals presenting a highly varied work experiences differ from entrepreneurs with a less varied career' In particular, how do the characteristics of the entrepreneurs´ job...... intend to become entrepreneurs are able to move to the best firms in order to accumulate the right experiences and pursue an investment in human capital (i.e. a varied set of the right experiences) that will turn out to be the more useful for the new venture´s success. The data used consists of the whole...

  6. Learning about Job Search

    DEFF Research Database (Denmark)

    Altmann, Steffen; Falk, Armin; Jäger, Simon

    strategies and the consequences of unemployment, and motivated them to actively look for new employment. We study the causal impact of the brochure by comparing labor market outcomes of treated and untreated job seekers in administrative data containing comprehensive information on individuals’ employment...... findings indicate that targeted information provision can be a highly effective policy tool in the labor market.......We conduct a large-scale field experiment in the German labor market to investigate how information provision affects job seekers’ employment prospects and labor market outcomes. Individuals assigned to the treatment group of our experiment received a brochure that informed them about job search...

  7. On Job Rotation

    OpenAIRE

    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...

  8. The Job Training and Job Satisfaction Survey Technical Manual

    Science.gov (United States)

    Schmidt, Steven W.

    2004-01-01

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

  9. 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 ...

  10. 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 ...

  11. Efficacy of Polytechnic students’ Interpersonal Communication Skills

    Directory of Open Access Journals (Sweden)

    Zaharatul Akmar Ahmad Zainuddin

    2012-07-01

    Full Text Available Every year polytechnics in Malaysia produce thousands of graduates in vocational areas, however, these graduates have to strive in a competitive job market against graduates from other tertiary institutions. This study aims to investigate polytechnic students efficacy on their communication skills. These skills are crucial in determining their chances for employment and would also enable them to perform effectively at workplace. Final semester students from Politeknik Sultan Salahuddin Abdul Aziz Shah (n=120 were asked to assess their own communication skills ability using the Communication Skills self-assessment questionnaire. Findings indicate that polytechnic students are quite confident in their ability to communicate effectively at workplace and job interviews. However, interviews with potential employers indicate differently. Implications of the study include a call for the evaluation of the English proficiency courses currently being implemented in Malaysian polytechnics.

  12. Construction Professionals Job Performance and Characteristics: A Comparison of Indigenous and Expatriate Construction Companies in Nigeria

    Directory of Open Access Journals (Sweden)

    Henry Ndubuisi Onukwube

    2011-06-01

    Job performance is considered one of the most important constructs in human resources management because it helps to explain the value and utility that each employee adds to the organisation. The professionals in the Nigerian construction companies are not exception to the perceived low job performance rate within the industry. Extant literature points to the fact that job characteristics of employees can account for variance in their job performance rate.This study compares the job performance rate and job characteristics of construction professionals in indigenous and expatriate construction companies with a view to establish a relationship between job performance and job characteristics of construction professionals. A total of 762 questionnaires were collected and used for the study.  Eighty one (81 construction companies, 50 (62% indigenous and 31 (38% expatriate were selected using stratified random sampling technique. Data collected were analysed using mean item score, spearman rank correlation, linear regression analysis where appropriate. Findings of the study revealed that the relationship between job characteristics and job performance of construction professionals in construction companies in Nigeria is positive but low and the correlation coefficient is higher in expatriate construction companies. Based on the above finding, the study recommends that construction companies in Nigeria should endeavour and improve on their current core job dimensions (task significance, skill variety, task identity, autonomy and feedback inherent in various jobs designed within their respective organizations as this will constitute as one of the variants that will improve the job performance rate of construction professionals.

  13. The Relationship Between Personality Traits, Stress and Job Satisfaction of Employees of Iran Telecom Companies

    Directory of Open Access Journals (Sweden)

    Zahra Zamanian

    2015-11-01

    Full Text Available Background & Objectives: Job satisfaction is affected by several factors including personality characteristics and job stress. This study aimed to investigate the relationship between personality traits, job satisfaction, and stress-related. Materials and Methods: This analytical study was performed among the telecommunications industry workers. 254 persons were randomly selected as the population of the study . Eysenck Personality Questionnaire and job satisfaction and stress questionnaires were applied to gather the required data. The collected data were analyzed using SPSS statistical software. Results: There was an inverse relationship between job satisfaction and job stress. The results of job stress questionnaires showed that 176, 37, and 8 employees were under high, moderate, and low stress, respectively. Overall job satisfaction scores were 14.25 + 10.95. The relationship between job stress and scale E showed a significant positive correlation between two variables so that as the level of introspection increases, people will feel more jop stress. The two scale N and L have meaningful relationship with job satisfaction so that the more stable the character, the higher the job satisfaction . Conclusion: It can be concluded that in order for promoting the job satisfaction and reducing the job stress, self-confidence enhancing skills should be trained to the employees.

  14. 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.

  15. Supplementing supported employment with workplace skills training.

    Science.gov (United States)

    Wallace, Charles J; Tauber, Robert

    2004-05-01

    Introduction by the column editors: Supported employment, as designed for persons with serious and persistent mental illness, has been termed individual placement and support. In two randomized controlled trials (1,2), clients who received individual placement and support services were more likely to obtain at least one job in the competitive sector, to work more hours, and to have a higher total income than their counterparts who received more traditional types of vocational rehabilitation. However, individual placement and support did not improve the length of time the employed participants kept their jobs. An adjunctive or additional element of individual placement and support, aimed at improving the job tenure of individuals with mental illness, would be a constructive contribution to the vocational rehabilitation for this population. In a previous Rehab Rounds column, Wallace and colleagues (3) described the development of the workplace fundamental skills module, a highly structured and user-friendly curriculum designed to teach workers with mental illness the social and workplace skills needed to keep their jobs. The workplace fundamental skills module supplements individual placement and support by conveying specific skills that enable workers to learn the requirements of their jobs, anticipate the stressors associated with their jobs, and cope with stressors by using a problem-solving process. The earlier report described the production and validation of the module's content. The purpose of this month's column is to present the preliminary results of a randomized comparison of the module's effects on job retention, symptoms, and community functioning when coupled with individual placement and support. To enable wide generalization of the findings of the study, the program was conducted in a typical community mental health center.

  16. The Importance of the Competences Learned in the First Job

    OpenAIRE

    Bertuzi, Rui; Silva, Paulino

    2016-01-01

    This paper presents the results from a study conducted about the importance in the first job, of learned skills acquired at Business Simulation (BS) courses from the degree of Accounting and Administration at ISCAP / IPP. BS courses are part of the curriculum of the Accounting and Administration degree since 2003 and are an alternative to the internship to have access to the National Chamber of Accountants. In these courses, some important skills for the accountant profession are taught. Thes...

  17. Influence of working conditions on job satisfaction in anaesthetists.

    Science.gov (United States)

    Kinzl, J F; Knotzer, H; Traweger, C; Lederer, W; Heidegger, T; Benzer, A

    2005-02-01

    We studied job satisfaction, physical health, emotional well-being and working conditions in 125 Austrian and Swiss anaesthetists. Responses to self-reporting questionnaires were evaluated. Dependent variables included job satisfaction, emotional well-being and physical health. Independent variables included age, sex, marital status, position and working conditions as assessed by the Instrument for Stress-related Job Analysis. Control over work shows a strong effect on job satisfaction in anaesthetists, for example influence on handling tasks (P=0.001), time control (P=0.002) and participation (P=0.001), whereas task demands and task-related problems did not have any effect. Anaesthetists in leading positions and specialists reported lower job satisfaction (P=0.012) than did anaesthetists in non-leading positions. Job satisfaction was associated with better physical health (P=0.001) and better emotional well-being (P=0.005). Our results suggest that a high level of job satisfaction in anaesthetists correlates with interesting work demands and the opportunity to contribute skills and ideas. To improve job satisfaction, more attention should be paid to improving working conditions, including control over decision-making, and allowing anaesthetists to have more influence on their own work pace and work schedule.

  18. Skills Development and Transfer Strategy

    Energy Technology Data Exchange (ETDEWEB)

    Mutshena, M.T.; Nkuna, K.K. [Pebble Bed Modular Reactor Pty (Ltd), P O Box 9394, Centurion, 0046 (South Africa); South African Young Nuclear Professionals Society (South Africa); Thugwane, S.J. [South African Young Nuclear Professionals Society (South Africa); Rasweswe, M.A. [South African Young Nuclear Professionals Society (South Africa); Nuclear Energy Cooperation of South Africa, P O Box 582, PRETORIA 0001 (South Africa)

    2008-07-01

    South Africa as a developing country is faced with numerous challenges amongst them is the shortage of skills in the working environment. Skills shortage has been aggravated by the retirement of the ageing skilled workforce and emigration of most experienced professionals to first world countries. Some professionals once they acquire the experience they opt out for a consultative business. This leaves a gap or void in the industries which can results into poor performance and quality, lessening of business standards and loosing competition. This challenge need to be attended to, because it will lead to hiring of consultants in most jobs or having many young and less experienced professionals and new graduates filling these gaps. The South African Young Nuclear Professionals Society (SAYNPS) has developed a strategic plan to serve as a guideline on how these challenges mentioned above can be addressed [1]. The proposed strategy will be aligned with skills development in the line of work and should get support from the nuclear Industry. Young professionals and recent graduates are the most affected people who lack skills and shall benefit from these programmes. In order for skill development and transfer to be accomplished there should be a Skill Development and Transfer Strategy and procedures to be followed. (authors)

  19. Skills Development and Transfer Strategy

    International Nuclear Information System (INIS)

    Mutshena, M.T.; Nkuna, K.K.; Thugwane, S.J.; Rasweswe, M.A.

    2008-01-01

    South Africa as a developing country is faced with numerous challenges amongst them is the shortage of skills in the working environment. Skills shortage has been aggravated by the retirement of the ageing skilled workforce and emigration of most experienced professionals to first world countries. Some professionals once they acquire the experience they opt out for a consultative business. This leaves a gap or void in the industries which can results into poor performance and quality, lessening of business standards and loosing competition. This challenge need to be attended to, because it will lead to hiring of consultants in most jobs or having many young and less experienced professionals and new graduates filling these gaps. The South African Young Nuclear Professionals Society (SAYNPS) has developed a strategic plan to serve as a guideline on how these challenges mentioned above can be addressed [1]. The proposed strategy will be aligned with skills development in the line of work and should get support from the nuclear Industry. Young professionals and recent graduates are the most affected people who lack skills and shall benefit from these programmes. In order for skill development and transfer to be accomplished there should be a Skill Development and Transfer Strategy and procedures to be followed. (authors)

  20. Jobs for Shared Prosperity : Time for Action in the Middle East and North Africa

    OpenAIRE

    Gatti, Roberta; Morgandi, Matteo; Grun, Rebekka; Brodmann, Stefanie; Angel-Urdinola, Diego; Moreno, Juan Manuel; Marotta, Daniela; Schiffbauer, Marc; Mata Lorenzo, Elizabeth

    2013-01-01

    In the aftermath of the Arab Spring, when thousands of young women and men fought for the opportunity to realize their aspirations and potential, the question of jobs continues to be crucial in the Middle East and North Africa region. This report uses jobs as a lens to weave together the complex dynamics of employment creation, skills supply, and the institutional environment of labor markets. Consistent with the framework of the 2013 World Development Report on jobs, of which this report is...

  1. Are Job Search Programs a Promising Tool? : A Microeconometric Evaluation for Austria

    OpenAIRE

    Weber, Andrea Maria; Hofer, Helmut

    2004-01-01

    In Austria job search programs were introduced on a large scale in 1999. These programs aim at activating unemployed at an early stage and bringing them back to work by training job search related skills. We evaluate the impact of active labour market programs in Austria on individual unemployment durations, and allow program effects to vary between job search programs and formal training programs. We use the timing-of-events method which estimates the program effect as a shift in the transit...

  2. Job Accommodation Network

    Science.gov (United States)

    ... TTY) Email JAN Subscribe to Newsletters Share Through Social Networks Newsletter Live Help Link to Us Toolkit Webcasts FOR EMPLOYERS Private Employers Federal Employers State & Local Government FOR INDIVIDUALS Employees Job Seekers Entrepreneurs FOR OTHERS ...

  3. Management job ads

    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....

  4. "Ruralizing" Presidential Job Advertisements

    Science.gov (United States)

    Leist, Jay

    2007-01-01

    Rural community college presidential job advertisements that focus on geography, politics, and culture can improve the likelihood of a good fit between the senior leader and the institution. (Contains 2 figures.)

  5. Rural nurse job satisfaction.

    Science.gov (United States)

    Molinari, D L; Monserud, M A

    2008-01-01

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

  6. Job stress and occupational health

    NARCIS (Netherlands)

    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

  7. Job satisfaction of older workers

    NARCIS (Netherlands)

    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

  8. Returning to the Job Market: A Woman's Guide to Employment Planning.

    Science.gov (United States)

    American Association of Retired Persons, Washington, DC.

    Intended for midlife and older women in the job market, this booklet is designed to help them in the process of looking for work outside the home. It helps them assess current skills and identify potential employment barriers; teaches them how to prepare effective written materials to support the job search and how to interview successfully; and…

  9. Adult Learning Meets the Green Economy: Lessons from a Green Jobs Education Project

    Science.gov (United States)

    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…

  10. Career Technical Education: Keeping Adult Learners Competitive for High-Demand Jobs

    Science.gov (United States)

    National Association of State Directors of Career Technical Education Consortium, 2011

    2011-01-01

    In today's turbulent economy, how can adult workers best position themselves to secure jobs in high-demand fields where they are more likely to remain competitive and earn more? Further, how can employers up-skill current employees so that they meet increasingly complex job demands? Research indicates that Career Technical Education (CTE) aligned…

  11. Neuro-critical care: a valuable placement during foundation and early neurosurgical training.

    Science.gov (United States)

    Dyson, Edward W; Kolias, Angelos G; Burnstein, Rowan M; Hutchinson, Peter J A; Garnett, Matthew R; Menon, David K; Trivedi, Rikin A

    2014-10-01

    Neurosciences critical care units (NCCUs) present a unique opportunity to junior trainees in neurosurgery as well as foundation trainees looking to gain experience in the management of critically ill patients with neurological conditions. Placements in NCCUs are undertaken in the early years of neurosurgical training or during neurosciences themed foundation programmes. We sought to quantify the educational benefits of such placements from the trainee perspective. Thirty-two trainees who had undertaken placements at Foundation Year 2 (FY2) to Specialty Trainee Year 3 (ST3) level between August 2009 and April 2013 were invited to take part in an online questionnaire survey. Competence in individual skills was self-rated on a ranked scale from one (never observed) to five (performed unsupervised) both before and after the placement. Trainees were also asked a series of questions pertaining to their ability to manage common neurosurgical conditions, as well as the perceived educational rigour of their placement. Twenty-three responses were received. Eighteen responses were from FY2s and seven were from ST1-3 level trainees. Following their placements, 100% of respondents felt better equipped to deal with neurosurgical and neurological emergencies and cranial trauma. Most felt better equipped to manage hydrocephalus (95.7%), polytrauma patients (95.7%), spontaneous intracranial haemorrhage (91.3%) and spinal trauma (82.6%). Significant increases were seen in experience in all practical skills assessed. These included central venous catheterisation (p training programme as well as in the Foundation Programme. This supports the incorporation of a four- to six-month NCCU rotation in early years training as educationally valuable.

  12. Job design and job stress in office workers.

    Science.gov (United States)

    Carayon, P

    1993-05-01

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

  13. Catalytic conversion of CO2 into valuable products

    International Nuclear Information System (INIS)

    Pham-Huu, C.; Ledoux, M.J.

    2008-01-01

    inertness the recovery of the active phase is extremely easy, i.e. acidic or basic washing, which reduce the cost investment of the process for the final spent catalyst disposal and the fully re-use of the support. The high thermal conductivity of the SiC support could also allow the reduction of the temperature loss during the reaction taken into account the high endothermicity of the reaction. The aim of the presentation is to report the synthesis and use of SiC-based catalyst for CO 2 reforming which allows the conversion of CO 2 into a more valuable products for further fuel processing via the Fischer-Tropsch synthesis

  14. Microbial Leaching of Some Valuable Elements From Egyptian Phosphate Rock

    International Nuclear Information System (INIS)

    Kamal, H.M.; Hassanein, R.A.; Mahdy, H.M.A.; Mahmoud, K.F.; Abouzeid, M.A.

    2012-01-01

    Four phosphate rock samples representing different phosphate mineralization modes in Egypt were selected from Abu Tartar, Nile valley and Red sea areas. Factors affecting the phosphate rock solubilization and some of the contained valuable elements by Aspergillus niger, Penicillium sp. and Pseudomonas fluorescence, were studied with especial orientation towards the completion of phosphate rock samples solubilization especially die low grade one. Effect of nitrogen source type on leaching efficiency by Aspergillus niger when two nitrogen sources on the phosphate bioleaching efficiency, it is clear that the ammonium chloride is more favorable as nitrogen source than sodium nitrate in the bioleaching of phosphate rocks. When Aspergillus niger was applied under die following conditions: 50 g/1 of sucrose as a carbon source, 0.1 N of ammonium chloride as a nitrogen source, 10 days incubation period, 0.5% solid: liquid ratio for P 2 O 5 and 5% for U and REE and - 270 mesh of grain size. The optimum leaching of P 2 O 5 , U and REE from phosphate rock samples reached (23.27%, 17.4%, 11.4%, respectively), while at -60 mesh they reached to 16.58%, 28.9%, 30.2% respectively. The optimum conditions for the maximal leaching efficiencies of P 2 O 5 , U and REE when applying the Penicillium sp. from the phosphate rock samples were: 100 g/1 of sucrose as a carbon source for P 2 O 5 and U and 10 g/1 for REE, 7,15 and 10 days incubation period for P 2 O 5 , U and REE, respectively, 0.5% solid: liquid ratio for P 2 O 5 and 5% for U and REE. Finally, the application of phosphate rock samples grinded to -270 mesh of grain size for P 2 O 5 and (-60 to -140) for U and REE. The studied leaching efficiency of P 2 O 5 , U and REE gave at -270 mesh 33.66%, 24.3%, 15.9% respectively, while at -60 mesh they gave 33.76%, 26.7%, 17.8% and at -140 mesh gave 31.32%, 27.9%, 17.6%, respectively.The optimum conditions for the P 2 O 5 leaching efficiency when applying the Pseudomonas fluorescence were

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

    Science.gov (United States)

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

    2014-05-01

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

  16. Risk Aversion and Job Mobility

    OpenAIRE

    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 ...

  17. Job Satisfaction of Nursing Managers

    OpenAIRE

    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...

  18. Job stress and its related factors in Tehran firefighters in year 2000

    Directory of Open Access Journals (Sweden)

    Yazdi SM

    2001-11-01

    Full Text Available Job stress results from a mismatch between job requirements and capabilities, resources, or needs of the worker. Physiological, psychological and behavioral outcomes caused by job stress not only hurt the person but also impose expensive costs on organizations. Firefighting is a job that exposes workers to job stress. The purpose of this study is to determine the level of job stress and some related factors in firefighters of Tehran safety services and firefighters organization. This cross sectional study includes 155 male firefighters whom had selected randomly. In this research we used Leiden University Questionnaire. Also Karasek Questionnaire is used for classification of workers according to karasek’s model. Collected data were analyzed by spss9 software. The final grade of firefighter’s job stress shows a significant positive relationship with second job and a significant negative relationship with age. The level of job satisfaction have a significant negative relationship with job insecurity and lack of meaningfulness, and a significant positive relationship with skill discretion, social support supervisor and social support co-workers. According to karasek classification this job is grouped in active not in high strain grup. The highest level of job stress was seen in physical exertion and hazardous exposure factors. Also in work and time pressure factor, job stress level is high. But job stress is in a moderate or low level in other factors. The level of job stress in younger firefighters and in individuals with a second job indicate a significant increase. However, in western country’s studies, this job is classified as high-strain but in this research it is classified as active group.

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

    NARCIS (Netherlands)

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

    2013-01-01

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

  20. Project Management: Essential Skill of Nurse Informaticists.

    Science.gov (United States)

    Sipes, Carolyn

    2016-01-01

    With the evolution of nursing informatics (NI), the list of skills has advanced from the original definition that included 21 competencies to 168 basic competencies identified in the TIGER-based Assessment of Nursing Informatics Competencies (TANIC) and 178 advanced skills in the Nursing Informatics Competency Assessment (NICA) L3/L4 developed by Chamberlain College of Nursing, Nursing Informatics Research Team (NIRT). Of these competencies, project management is one of the most important essentials identified since it impacts all areas of NI skills and provides an organizing framework for processes and projects including skills such as design, planning, implementation, follow-up and evaluation. Examples of job roles that specifically require project management skills as an essential part of the NI functions include management, administration, leadership, faculty, graduate level master's and doctorate practicum courses. But first, better understanding of the NI essential skills is vital before adequate education and training programs can be developed.

  1. Analysis and training of cognitive skills

    International Nuclear Information System (INIS)

    Mumaw, R.J.

    1991-01-01

    Cognitive skills (e.g., decision making, problem solving) are critical to many jobs in the nuclear power industry, and yet the standard approach to training development does not always train these skills most effectively. In most cases, these skills are not described in sufficient detail, and training programs fail to address them explicitly. Cognitive psychologists have developed a set of techniques, based on analysis of expertise, for describing cognitive skills in more detail. These techniques incorporate a diverse set of human performance measures. An example is given to illustrate a method for determining how experts represent problems mentally. Cognitive psychologists have also established a set of empirical findings concerning skill acquisition. These findings can be used to provide some general rules for structuring the training of cognitive skills

  2. 20 CFR 628.535 - Limitations on job search assistance.

    Science.gov (United States)

    2010-04-01

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

  3. Urban form and job access: Disparate realities in the Randstad

    NARCIS (Netherlands)

    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

  4. Job Market Polarization and Employment Protection in Europe

    DEFF Research Database (Denmark)

    Pertold-Gebicka, Barbara

    Although much attention has been paid to the polarization of national labor markets, with employment and wage growth occurring in both low- and high- but not middle-skill occupations, there is little consistent evidence on cross-country dierences in this process. I analyze job polarization in 12...

  5. Implications of Job Rotation Literature for Performance Improvement Practitioners

    Science.gov (United States)

    Casad, Scott

    2012-01-01

    Job rotations have existed as a means of developing individual knowledge and skills since the industrial revolution, and in today's dynamic global workplace, they afford organizations an opportunity to manage changing psychological work contracts and employee desires for self-managed careers. Through the systematic mining of psychology, business,…

  6. Using Innovative Technology to Overcome Job Interview Anxiety

    Science.gov (United States)

    Rockawin, David

    2012-01-01

    University career counsellors invest a lot of time and effort in the development of the skills and knowledge associated with self-reliance in job interviews. The resource-intensive nature of this approach needs to be reconsidered in the context of overall careers service delivery. More specifically, the key barriers to achieving a competent degree…

  7. Job Attitudes among Different Occupational Status Groups. An Economic Analysis.

    Science.gov (United States)

    Ronen, Simcha; Sadan, Simcha

    1984-01-01

    An economic model is applied to employee attitudinal variables to compare the contribution of intrinsic and extrinsic factors to job satisfaction for skilled workers and managers in an electronics manufacturing organization. Intrinsic rewards are found to increase in importance as employment level increases, suggesting different frames of…

  8. Teachers Job Satisfaction and Motivation for School Effectiveness: An Assessment

    Science.gov (United States)

    Ololube, Nwachukwu Prince

    2006-01-01

    Significantly, job satisfaction and motivation are very essential to the continuing growth of educational systems around the world and they rank alongside professional knowledge and skills, center competencies, educational resources as well as strategies, in genuinely determining educational success and performance. This study assessed the…

  9. Job satisfaction among nurses in a public hospital in Gauteng

    Directory of Open Access Journals (Sweden)

    C. Selebi

    2007-09-01

    Full Text Available Introduction: The nursing profession in South Africa has lost skilled nurses due to intense international recruitment drives. The public hospital in this study has also failed to recruit and retain skilled nurses. The shortage of skilled nurses has led to deterioration in patient nursing care. The aim of this study: The aim of this study was to describe the level of job satisfaction among nurses in a public hospital. The methodology: A quantitative, descriptive survey was conducted. The data were collected using the Minnesota Satisfaction Questionnaire. The sample included nurses working in a specific public hospital. Results: Generally all the nurses experienced low satisfaction (42% with the motivational aspects of their job, such as motivation, responsibility, opportunity for creativity and innovation, independence, and recognition. Nurses also experienced very low levels of satisfaction (22% with the hygiene aspects of their job, namely, relationships in the workplace, supervisors’ decision-making skills, supervision, working conditions, policies, job security, and salaries. Conclusions: Health services need to be made aware of the high level of dissatisfaction of nurses. The hospital struggles to keep nurses in their posts, and could benefit from taking note of the results of this study. The findings indicate some of the aspects which need to be considered in a human resource planning strategy for nurses. The hospital and nursing management needs to rethink nurses’ salaries, supervision methods and relationships, and also how the Department of Health policies are implemented.

  10. Determinants and Levels of Agricultural Development Agents Job ...

    African Journals Online (AJOL)

    user

    Job Satisfaction: The Case of Kalu Woreda, South Wollo Zone of the Amhara ... the form of “Agricultural Technology Scaling Up” as part of the national initiative of ... information and skill development, input supply, credit and saving, marketing ... and managed to increase the number of extension agents to more than 60,000.

  11. African immigrants in South Africa: Job takers or job creators?

    Directory of Open Access Journals (Sweden)

    Vivence Kalitanyi

    2010-12-01

    Full Text Available During the last decade African immigrants have been met with and exposed to severe forms of hostility towards their presence in this country. A significant number of these migrants have successfully applied their entrepreneurial flair in establishing small enterprises and employing workers, often to the envy of their local counterparts. This paper presents the findings of an empirical study conducted in 2007 on job creation by African immigrant entrepreneurs for South Africans with face-to-face interviews with 120 African immigrant entrepreneurs. These findings were triangulated 7 non-governmental organisations that interact with immigrants in Cape Town. A review of the literature on migration, entrepreneurship and immigrant entrepreneurs formed the basis for the study The findings indicate that more than 80% of African immigrant entrepreneurs interviewed employ South Africans in their businesses. Despite a generally negative national perception towards immigrants, this study has also revealed that entrepreneurial skills are transferred from immigrant entrepreneurs to their South African employees. Whilst the study was only conducted in the suburban areas of Cape Town, the researcher believes that the results represent the general trend for South Africa. Furthermore, the study only involved those migrants who come from African continent. The overall result is the acknowledgement of the contribution that non-citizens are making to the country’s growth and development. The findings suggest recommendations geared towards policy changes regarding South African immigration law, an inclusive research about the role of immigrants on job creation in South Africa, as well as the consideration of immigrant entrepreneurs when allocating financial support.

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

    OpenAIRE

    Akbar Zareshahabadi

    2013-01-01

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

  13. 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...

  14. Improving the interview skills of college students using behavioral skills training.

    Science.gov (United States)

    Stocco, Corey S; Thompson, Rachel H; Hart, John M; Soriano, Heidi L

    2017-07-01

    Obtaining a job as a college graduate is partly dependent on interview performance. We used a multiple baseline design across skills to evaluate the effects of behavioral skills training with self-evaluation for five college students. Training effects were evaluated using simulated interviews as baseline and posttraining assessments. All participants acquired targeted skills, but we observed some individual differences. Participants were satisfied with training outcomes and rated the procedures as acceptable. Furthermore, ratings from university staff who provide interview training indicated that training improved performance across several skills for the majority of participants. © 2017 Society for the Experimental Analysis of Behavior.

  15. Association between age, critical skills and work perspectives

    Directory of Open Access Journals (Sweden)

    S Krüger

    2014-01-01

    Full Text Available The main aim of this study is to report on the associations between age, critical skills and work perspectives (job satisfaction, career/organizational commitment and job characteristics as perceived by resort employees. It highlights that age and critical skills play an important role towards work perspectives. A descriptive research design approach was followed. Three hundred and eighteen fully completed questionnaires were included in the statistical analysis, which included exploratory factor analysis, Spearman's rho and a structural equation model. Resort employees of different ages do not experience job characteristics differently. Older employees are often more experienced in the work environment, which contributes to an increase in job satisfaction, while younger employees who start building a career in the hospitality sector experience less job satisfaction. Older employees are more committed to their careers than younger employees. Critical skills have no influence on participants' perception of job characteristics. However, resort employees who have a variety of critical skills experience an increase in job satisfaction.

  16. Writing Skills for Technical Students. Fourth Edition.

    Science.gov (United States)

    Carlisle, Vicky; Smith, Harriet; Baker, Fred; Ellegood, George; Kopay, Carol; Tanzer, Ward; Young, Diana; Dujordan, Jerome; Webster, Ron; Lewis, Sara Drew

    This self-paced text/workbook is designed for the adult learner who needs a review of grammar and writing skills in order to write clearly and concisely on the job. It offers career-minded students 14 individualized instructional modules on grammar, paragraph writing, report writing, letter writing, and spelling. It is designed for both self-paced…

  17. Functional flexibility good for skills development

    NARCIS (Netherlands)

    Goudswaard, A.

    2004-01-01

    Making optimal use of the employee’s capacity to perform different tasks (‘functional flexibility’) is positively related to skills development and involvement in decision-making. It may lead to emotional exhaustion, however, if an imbalance exists, such as high job demands combined with a lack of

  18. Functional flexibility good for skills development

    NARCIS (Netherlands)

    Houtman, I.L.D.

    2004-01-01

    Functional flexibility, making optimal use of the employee’s capacity to perform different tasks, is positively related to skills development and involvement in decision-making. It may lead to emotional exhaustion, however, if an imbalance exists, such as high job demands combined with a lack of

  19. Job satisfaction in mainland China: comparing critical care nurses and general ward nurses.

    Science.gov (United States)

    Zhang, Aihua; Tao, Hong; Ellenbecker, Carol Hall; Liu, Xiaohong

    2013-08-01

    To explore the level of nurses' job satisfaction and compare the differences between critical care nurses and general ward nurses in Mainland China. Hospitals continue to experience high nurse turnover. Job satisfaction is a key factor to retain skilled nurses. The differences in job satisfaction among critical care nurses and general ward nurses are unknown. A cross-sectional design was selected for this descriptive correlation study. Cross-sectional study of critical care nurses (n = 446) and general ward nurses (n = 1118) in 9 general hospitals by means of questionnaires that included the Chinese Nurses Job Satisfaction Scale and demographic scale. The data were collected from June 2010-November 2010. Chinese nurses had moderate levels of job satisfaction, were satisfied with co-workers and family/work balance; and dissatisfied with pay and professional promotion. Critical care nurses were younger; less educated and had less job tenure when compared with nurses working on general wards. Critical care nurses were significantly less satisfied than general ward nurses with many aspects of their job. Levels of nurses' job satisfaction can be improved. The lower job satisfaction of critical care nurses compared with general ward nurses should warn the healthcare administrators and managers of potentially increasing the critical care nurses turn over. Innovative and adaptable managerial interventions need to be taken to improve critical care nurse' job satisfaction and retain skilled nurse. © 2012 Blackwell Publishing Ltd.

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

    OpenAIRE

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

    2017-01-01

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

  1. The Role of Education Pathways in the Relationship between Job Mismatch, Wages and Job Satisfaction: A Panel Estimation Approach

    Science.gov (United States)

    Mavromaras, Kostas; Sloane, Peter; Wei, Zhang

    2012-01-01

    This paper examines the outcome of over-skilling and over-education on wages and job satisfaction of full-time employees in Australia between 2001 and 2008. We employ a random effects probit model with Mundlak corrections. We find differences by type of mismatch, education pathway, and gender. We categorise reported mismatches as genuine…

  2. Making On-the-Job Training Work: Lessons from the Boeing Manufacturing On-the-Job Training Project

    Science.gov (United States)

    Kobes, Deborah

    2013-01-01

    The need to build a more robust workforce development pipeline is evident in the hundreds of thousands of job openings in our nation's advanced manufacturing industry. Rapid technological change has created a severe skills gap, compounded by a pending wave of retirements due to the aging of the workforce. These challenges are particularly…

  3. Low skilled work, Work Life experiences and Learner identity

    DEFF Research Database (Denmark)

    Kondrup, Sissel

    on an educational optimism not necessarily shared by the target groups . I therefore wanted to examine how an unskilled work life conditions the experience of a need for and possibility to participate in different kind of formal, informal and non-formal learning activities related to the job, and how...... this constitutes a certain learner identity. By conducting narrative interviews with 23 employees in 6 different small and medium sized private manufacturing companies in Denmark, I have focused on peoples work life stories, how they entered the labour marked, what kind of jobs and tasks they have undertaken, how...... their jobs have developed and how they have obtained the skills required in their jobs. I have thus examined the specific work life experiences of people working in unskilled jobs, most likely to be marginalised in a labour marked characterised by skill bias, and how these experiences constitutes a certain...

  4. Job Security as an Endogenous Job Characteristic

    DEFF Research Database (Denmark)

    Jahn, Elke; Wagner, Thomas

    JS-preferences trade JS for higher wages. The relation between optimal job insecurity and the perceived dismissal probability is hump-shaped. If firms observe demand, but workers do not, separation is not contractible and firms dismiss workers at-will. Although the workers are risk-averse......, they respond to the one-sided private information by trading wage-risk for a higher JS. With two-sided private information, even JS-neutral workers pay the price for a JS guarantee, if their risk premium associated with the wage-replacement risk is larger than the social net loss from production....

  5. Job insecurity and health.

    Science.gov (United States)

    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.

  6. Skills core

    Science.gov (United States)

    Lawson, Laura

    Constantly changing technology and increasing competition mean that private companies are aggressively seeking new employees with high levels of technological literacy, good judgment, and communication and team-building skills. Industry also needs workers educated in science, math, engineering, and technology. But which of these skills are most important? Researchers at Indian River Community College at Fort Pierce, Fla., will attempt to answer that question with an NSF grant of nearly $1 million.

  7. Employability skills for the Romanian outsourcing industry

    Directory of Open Access Journals (Sweden)

    Foerster-Pastor Foerster-Metz Ulrike Stefanie

    2017-07-01

    Full Text Available The Romanian outsourcing sector as part of the service sector has evolved enormously in the last decade in Romania. Foreign Direct Investments in this sector continue to grow, thus the sector employs more than 100.000 people in 2016 in Romania. However, companies claim not to get the right skills from employees which will allow them to move the latter from a purely service sector to more value-added services. Therefore, there is a need to generate a workforce with the necessary employability skills which will serve the industry, thus allowing the continuity of growth as well as permitting to be competitive in regards to other East European countries in the outsourcing industry as salaries rise in the Romanian industry and the industry is being pressured by the 4th industrial revolution. So far, many Romanian studies have been done reflecting the skills need from the sector by using in first instance the questionnaire methodology or global surveys mostly on a very holistic view. This paper shows a new approach by deriving the skills needed by employers from their own data base: mainly job descriptions published in companies or recruitment sites by analysis of job entry positions. This allows a close and accelerated approach to define skills needed without a too high time delay in addition it permits to understand if the outsourcing industry is moving towards digitalization. The job descriptions are analyzed by using the method of qualitative content analysis according to Mayring (2014 using specific criteria based on literature review of employability skills. Key findings show that there is a need for specific skills technical skills but a trend to a higher demand in soft skills.

  8. Skill Flexibility among Schoolteachers: Operationalization and Organizational Implications.

    Science.gov (United States)

    Rosenblatt, Zehava; Inbal, Batia

    1999-01-01

    Investigates effects of skill flexibility on Israeli secondary teachers' work attitudes and job performance. Both role and functional flexibility were associated with improved teachers' work performance; role flexibility is linked to high organizational commitment and low powerlessness. Principals appreciate skill flexibility, but organizational…

  9. Non-Technical Skill Gaps in Australian Business Graduates

    Science.gov (United States)

    Jackson, Denise; Chapman, Elaine

    2012-01-01

    Purpose: The need for "job-ready" graduates has catalysed the development of non-technical skills in higher education institutions worldwide. Continued criticism of business school outcomes has provoked this examination of non-technical skill deficiencies in Australian business graduates. The purpose of this paper is to compare findings…

  10. Models for Delivering Written Business Communication Skills: Improving the Process

    Science.gov (United States)

    Penrod, Catherine B.; Tucker, Mary; Hartman, Katherine B.

    2017-01-01

    Employers, higher education faculty, and accrediting bodies value communication as an important entry-level job skill. Unfortunately, research indicates that college graduates have inadequate communication skills and, in particular, lack strong business writing acumen. The ways business communication is taught, integrated, and assessed varies by…

  11. Education Graduate Skill Development as Perceived by Employers ...

    African Journals Online (AJOL)

    Skill development and training in institution and industries serves as a veritable tool for the improvement of technical education graduates. Skill development through training and on-job-training constitute an inevitable strategy if standard must be improved in the institution and industries. It appears from available evidence ...

  12. Employer Perceptions of Student Informational Interviewing Skills and Behaviors

    Science.gov (United States)

    Orr, Claudia; Sherony, Bruce; Steinhaus, Carol

    2011-01-01

    Employers continue to report that soft skills are critically important in obtaining employment and achieving long-term career success. Given the challenging job market for college graduates, business school faculty need to provide practical opportunities for students to develop their soft skills in professional settings. A longitudinal study was…

  13. Developing Employability Skills: Peer Assessment in Higher Education

    Science.gov (United States)

    Cassidy, Simon

    2006-01-01

    Purpose: Reports examining graduate employment issues suggest that employers are concerned by the lack of employability skills exhibited by entry-level job applications. It is also suggested that employers consider it the responsibility of educational institutions to develop such skills. The current study seeks to identify peer assessment as a…

  14. Job applicants’ attitudes towards cognitive ability and personality testing

    Directory of Open Access Journals (Sweden)

    Rachelle Visser

    2017-10-01

    research findings on the determinants of attitudinal responses to cognitive ability and personality testing and produced valuable empirical findings on job applicants’ attitudes towards both test types when administered conjointly

  15. Determination of Constructs and Dimensions of Employability Skills Based Work Performance Prediction: A Triangular Approach

    OpenAIRE

    Rahmat, Normala; Buntat, Yahya; Ayub, Abdul Rahman

    2015-01-01

    The level of the employability skills of the graduates as determined by job role and mapped to the employability skills, which correspond to the requirement of employers, will have significant impact on the graduates’ job performance. The main objective of this study was to identify the constructs and dimensions of employability skills, which can predict the work performance of electronic polytechnic graduate in electrical and electronics industry. A triangular qualitative approach was used i...

  16. Taking control: Is job crafting related to the intention to leave surgical training?

    Science.gov (United States)

    Dominguez, Luis Carlos; Stassen, Laurents; de Grave, Willem; Sanabria, Alvaro; Alfonso, Edgar; Dolmans, Diana

    2018-01-01

    The intention to leave surgical training, hereinafter referred as proxy of "attrition," is associated with poor well-being in the workplace. Attrition is suggested to diminish when residents possess job-crafting skills, that is, the ability to redefine their job in meaningful ways and maximize well-being at work by increasing structural and social resources and challenges and decreasing hindering demands. However, the evidence supporting this relationship is scant. This study sought to: 1) investigate to what extent residents possess job-crafting skills and compare residents' levels of job-crafting skills across years of residency training; 2) investigate the relationship between job crafting, well-being as measured by burnout and work-engagement rates, and the intention to leave; and 3) compare the levels of job-crafting skills and well-being between residents with and without serious intentions to leave. This cross sectional study was conducted in fifteen residency programs in Colombia. Surgical residents completed different questionnaires including the Dutch Job Crafting Scale (DJCS), MBI-Human Services Survey (MBI-HSS), Utrecht Work Engagement Scale (UWES-17) and an adapted version of the Nurse Turnover Intention Scale (NTIS). The objectives were addressed by independent analyses of variance (ANOVA), structural equation modeling techniques (SEM) and independent t-tests, respectively. A total of 202 residents participated. Residents generally scored high on their job-crafting skills to increase structural and social resources as well as challenging demands, but were less positive about their skills to reduce hindering demands. No differences across years of training were found. Job crafting correlated positively with work-engagement, which was inversely related to the intention to leave. Conversely, job crafting correlated negatively with burnout, which bore a positive relationship to the intention to leave. Residents with serious intentions to leave exhibited

  17. Job Displacement and Crime

    DEFF Research Database (Denmark)

    Bennett, Patrick; Ouazad, Amine

    We use a detailed employer-employee data set matched with detailed crime information (timing of crime, fines, convictions, crime type) to estimate the impact of job loss on an individual's probability to commit crime. We focus on job losses due to displacement, i.e. job losses in firms losing...... a substantial share of their workers, for workers with at least three years of tenure. Displaced workers are more likely to commit offenses leading to conviction (probation, prison terms) for property crimes and for alcohol-related traffic violations in the two years following displacement. We find no evidence...... that displaced workers' propensity to commit crime is higher than non-displaced workers before the displacement event; but it is significantly higher afterwards. Displacement impacts crime over and above what is explained by earnings losses and weeks of unemployment following displacement....

  18. Job satisfaction and motivation: how do we inspire employees?

    Science.gov (United States)

    Alshallah, Sahar

    2004-01-01

    Productivity is defined as the efficient and effective use of resources with minimum waste and effort to achieve outcome. We live in a world that has limited resources. The health care industry faces this limitation more than any other industry. With these challenges facing health care administrators, the concept of productivity, job satisfaction and motivation become very important. Employee satisfaction and retention have always been an important issue for physicians, medical centers and businesses in general. Conventional human resources theories, developed some 50 years ago by Maslow and Herzberg, suggest that satisfied employees tend to be more productive, creative and committed to their employers. People are essential to productivity. The success of productivity improvement strategy is dependent on employee commitment, job satisfaction, skills, and motivation. Maslow's theory consists of a 5-level pyramid: physiologic or basic survival; physical and mental safety; sense of belonging; accomplishment, creativity, and growth; and self-actualization. Herzberg's theory suggests there are 2 groups of factors: hygiene (which satisfy) and motivation. The terms "job satisfaction" and "motivation" have, in my experience, become used interchangeably. There is a difference. Job satisfaction is an individual's emotional response to his or her current job condition, while motivation is the driving force to pursue and satisfy one's needs. Maslow and Herzberg's theories can be easily applied to the workplace. Managers can help employees achieve overall job satisfaction, which, with the employee's internal motivation drive, increase performance on the job.

  19. Ecobuilding and job creation

    CSIR Research Space (South Africa)

    Kolev, M

    2009-02-01

    Full Text Available directly or indirectly from the renewable energy sector. Million Jobs Geothermal 25 000 Small Hydro 39 000 Biomass 1 174 000 Solar Thermal 645 000 Solar PV 170 000 Wind Power 300 000 Figure 1: Worldwide employment in renewable energy... threat to the way we live our lives. We need to change the way we travel, build, cook, generate and consume energy, and heat and cool our living and office spaces. We need to change the way we think about our surroundings, our families and our jobs...

  20. Branding McJobs

    DEFF Research Database (Denmark)

    Noppeney, Claus; Endrissat, Nada; Kärreman, Dan

    Traditionally, employer branding has been considered relevant for knowledge intensive firms that compete in a ‘war for talent’. However, the continuous rise in service sector jobs and the negative image of these so-called McJobs has motivated a trend in rebranding service work. Building on critical...... oriented branding literature, our contribution to this stream of research is twofold: We provide an empirical account of employer branding of a grocery chain, which has repeatedly been voted among the ‘100 best companies to work for’. Second, we outline the role of symbolic compensation that employees...... of employer branding....

  1. Job satisfaction and intention to quit the job

    DEFF Research Database (Denmark)

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

    2013-01-01

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

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

    OpenAIRE

    Belzil, Christian

    2000-01-01

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

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

    OpenAIRE

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

    2017-01-01

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

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

    OpenAIRE

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

    1989-01-01

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

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

    Science.gov (United States)

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

    2017-05-11

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

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

    OpenAIRE

    Tor Jakob Klette; Astrid Mathiassen

    1995-01-01

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

  7. Big Five Personality Traits and Assertiveness do not Affect Mastery of Communication Skills

    OpenAIRE

    Kuntze, Jeroen; van der Molen, Henk T.; Born, Marise Ph.

    2016-01-01

    Background: Mastering communication skills is often emphasized as an important aspect of job or academic performance. However, research into the relationships between personality factors and these skills is scarce. Purpose: This study investigated whether the big-five personality factors and assertiveness predict mastery of communication skills before and after following communication skills training. Method: The skills level of 143 psychology students was assessed after two communicati...

  8. Instructional skills evaluation in nuclear industry training

    International Nuclear Information System (INIS)

    Mazour, T.J.; Ball, F.M.

    1985-11-01

    This report provides information to nuclear power plant training managers and their staffs concerning the job performance requirements of instructional personnel to implement prformance-based training programs (also referred to as the Systems Approach Training). The information presented in this report is a compilation of information and lessons learned in the nuclear power industry and in other industries using performance-based training programs. The job performance requirements in this report are presented as instructional skills objectives. The process used to develop the instructional skills objectives is described. Each objective includes an Instructional Skills Statement describing the behavior that is expected and an Instructional Skills Standard describing the skills/knowledge that the individual should possess in order to have achieved mastery. The instructional skills objectives are organized according to the essential elements of the Systems Approach to Training and are cross-referenced to three categories of instructional personnel: developers of instruction, instructors, and instructional managers/supervisors. Use of the instructional skills objectives is demonstrated for reviewing instructional staff training and qualification programs, developing criterion-tests, and reviewing the performance and work products of individual staff members. 22 refs

  9. A State of the Art Review on the Impact of Technology on Skill Demand in OECD Countries.

    Science.gov (United States)

    Kim, Young-Hwa

    2002-01-01

    Review of research since the 1980s shows a consistent trend toward higher skill demands in Organisation for Economic Cooperation and Development countries. There is evidence both that higher skills are needed to implement technology and that implementing technology raises skill requirements. Automation is displacing low-skilled jobs and creating…

  10. SoSTeM Model Development for Application of Soft Skills to Engineering Students at Malaysian Polytechnics

    Science.gov (United States)

    Esa, Ahmad; Padil, Suhaili; Selamat, Asri; Idris, Mohammad Talha Mohamed

    2015-01-01

    Soft skills are some of the skills needed to ensure that graduates fulfill the needs of the job market. Until 2010, almost 30% of unemployed graduates in Malaysia are technical graduates and one third comes are graduates from polytechnic. Most engineering graduates are proficient in technical skills but lack in soft skills. The lack of relevant…

  11. 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.

  12. 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.

  13. Job flexibility and job insecurity : the Dutch case

    NARCIS (Netherlands)

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

    1999-01-01

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

  14. Fine motor skills development of children with autism sepctrum disorder.

    OpenAIRE

    Marešová, Petra

    2010-01-01

    My diploma thesis topic is Fine motor skills development of children with autism spectrum disorder. The objective of this document is to create a well arranged group of exercises and structured tasks aimed to develop fine motor skills of children at pre-school age with autism spectrum disorder. Theoretical part of this diploma thesis contains basic information related to autism and various details about motor skills. Practical section describes individual jobs and structured tasks used for fi...

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

    Science.gov (United States)

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

    2012-12-30

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

  16. Responses to Information Systems Graduate Preparation and Job Needs: Implications for Higher Education

    Science.gov (United States)

    Simon, DeShea; Jackson, Kanata

    2015-01-01

    This study examined the perspectives on academic preparation and job skill needs of Information Systems program graduates from an Eastern state in the US. A historical review of the literature surrounding information systems skill requirements was conducted for this study, to provide an understanding of the changes in information systems over the…

  17. Destruction and reallocation of skills following large company closures

    DEFF Research Database (Denmark)

    Holm, Jacob Rubæk; Østergaard, Christian Richter; Olesen, Thomas Roslyng

    2017-01-01

    This paper analyzes what happens to redundant skills and workers when large companies close down and whether their skills are destroyed or reallocated. The analysis is based on a combination of qualitative and quantitative data of the closure of four companies. Getting a job in a skill......-related industry or moving to a spinoff firm leads to skill reallocation. Thus, the result depends on regional idiosyncrasies such as industry structure and urbanization. If local policy makers and the owners exert a coordinated effort, it is possible to create success stories of less skill destruction in urban...

  18. Youth job market specific features

    Directory of Open Access Journals (Sweden)

    Evgeniya Yu. Zhuravleva

    2011-05-01

    Full Text Available The article considers youth job market peculiarities, its specific features and regulation means, determines theoretical and application tasks of qualitative and quantitative comparison of vocations, which are highly in demand at the job market.

  19. Books for the Job Hunt.

    Science.gov (United States)

    Saltzman, Amy

    1992-01-01

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

  20. Community Resources and Job Placement

    Science.gov (United States)

    Preston, Jim

    1977-01-01

    In cooperation with the chamber of commerce, various businesses, associations, and other community agencies, the Sarasota schools (Florida) supplement their own job placement and follow-up efforts with community job development strategies for placing high school graduates. (JT)

  1. ATLAS Job Transforms

    CERN Document Server

    Stewart, G A; The ATLAS collaboration; Maddocks, H J; Harenberg, T; Sandhoff, M; Sarrazin, B

    2013-01-01

    The need to run complex workflows for a high energy physics experiment such as ATLAS has always been present. However, as computing resources have become even more constrained, compared to the wealth of data generated by the LHC, the need to use resources efficiently and manage complex workflows within a single grid job have increased. In ATLAS, a new Job Transform framework has been developed that we describe in this paper. This framework manages the multiple execution steps needed to `transform' one data type into another (e.g., RAW data to ESD to AOD to final ntuple) and also provides a consistent interface for the ATLAS production system. The new framework uses a data driven workflow definition which is both easy to manage and powerful. After a transform is defined, jobs are expressed simply by specifying the input data and the desired output data. The transform infrastructure then executes only the necessary substeps to produce the final data products. The global execution cost of running the job is mini...

  2. ATLAS Job Transforms

    CERN Document Server

    Stewart, G A; The ATLAS collaboration; Maddocks, H J; Harenberg, T; Sandhoff, M; Sarrazin, B

    2013-01-01

    The need to run complex workflows for a high energy physics experiment such as ATLAS has always been present. However, as computing resources have become even more constrained, compared to the wealth of data generated by the LHC, the need to use resources efficiently and manage complex workflows within a single grid job have increased. In ATLAS, a new Job Transform framework has been developed that we describe in this paper. This framework manages the multiple execution steps needed to 'transform' one data type into another (e.g., RAW data to ESD to AOD to final ntuple) and also provides a consistent interface for the ATLAS production system. The new framework uses a data driven workflow definition which is both easy to manage and powerful. After a transform is defined, jobs are expressed simply by specifying the input data and the desired output data. The transform infrastructure then executes only the necessary substeps to produce the final data products. The global execution cost of running the job is mini...

  3. Job prioritization in LHCb

    CERN Document Server

    Castellani, G

    2007-01-01

    LHCb is one of the four high-energy experiments running in the near future at the Large Hadron Collider (LHC) at CERN. LHCb will try to answer some fundamental questions about the asymmetry between matter and anti-matter. The experiment is expected to produce about 2PB of data per year. Those will be distributed to several laboratories all over Europe and then analyzed by the Physics community. To achieve this target LHCb fully uses the Grid to reprocess, replicate and analyze data. The access to the Grid happens through LHCb's own distributed production and analysis system, DIRAC (Distributed Infrastructure with Remote Agent Control). Dirac implements the ‘pull’ job scheduling paradigm, where all the jobs are stored in a central task queues and then pulled via generic grid jobs called Pilot Agents. The whole LHCb community (about 600 people) is divided in sets of physicists, developers, production and software managers that have different needs about their jobs on the Grid. While a Monte Carlo simulation...

  4. Jobs Plan Highlights Education

    Science.gov (United States)

    Klein, Alyson

    2011-01-01

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

  5. Predicting Job Satisfaction.

    Science.gov (United States)

    Blai, Boris, Jr.

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

  6. Enhancing Job Performance

    Science.gov (United States)

    Devlin, Patricia

    2011-01-01

    The impact of the Self-Determined Career Development Model (hereafter called the Self-Determined Career Model) on the job performance of four adults with moderate intellectual disability employed in competitive work settings was examined. Employees learned to set work-related goals, develop an action plan, implement the plan, and adjust their…

  7. Better Pay, More Jobs.

    Science.gov (United States)

    Gregory, Vicki L.; Wohlmuth, Sonia Ramirez

    2000-01-01

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

  8. What is Job Satisfaction?

    Science.gov (United States)

    Locke. Edwin A.

    Despite considerable interest in the study of job satisfaction and dissatisfaction, our understanding of these phenomena has not increased substantially in the past 30 years. It is argued that a major reason for this lack of progress is the implicit conception of casuality accepted by most psychologists. It is called the policy of "correlation…

  9. Exports and Job Training

    OpenAIRE

    Bastos, Paulo; Silva, Joana; Proenca, Rafael

    2016-01-01

    This paper examines whether export participation matters for job training. The paper draws on longitudinal worker-firm data for Brazilian manufacturing, linked with detailed records on training activity from the main provider. The analysis uses industry-specific exchange rate movements to generate exogenous variation in export status at the firm-level. The findings indicate that export par...

  10. Proverbs, Ecclesiastes, Job

    DEFF Research Database (Denmark)

    Nielsen, Kirsten

    2007-01-01

    The article consists of a literary reading of three Old Testament wisdom books, Proverbs, Ecclesiastes and the Book of Job. The reading strategies employed are analysis of imagery and intertextual reading. The articles concludes in a presenatation of images of God in wisdom literature....

  11. Implications of Information Technology for Employment, Skills, and Wages: Findings from Sectoral and Case Study Research. Final Report

    Science.gov (United States)

    Handel, Michael J.

    2004-01-01

    This paper reviews evidence from industry-specific and case studies that shed light on the extent to which computers and automation eliminate jobs, raise job skill requirements, and, consequently, contribute to increased wage inequality between less- and more skilled workers. This paper complements a previous review of large-scale econometric…

  12. Satisfaction with retention factors as predictors of the job ...

    African Journals Online (AJOL)

    Satisfaction with training and development opportunities was the best predictor of organisational fit, while satisfaction with career opportunities was the best predictor of organisational sacrifice. The findings add valuable new knowledge that may be used to inform retention strategies for professional staff with scarce skills in ...

  13. A view of the global conservation job market and how to succeed in it.

    Science.gov (United States)

    Lucas, Jane; Gora, Evan; Alonso, Alfonso

    2017-12-01

    The high demand for conservation work is creating a need for conservation-focused training of scientists. Although many people with postsecondary degrees in biology are finding careers outside academia, many programs and mentors continue to prepare students to follow-in-the-footsteps of their professors. Unfortunately, information regarding how to prepare for today's conservation-based job market is limited in detail and scope. This problem is complicated by the differing needs of conservation organizations in both economically developed and developing regions worldwide. To help scientists identify the tools needed for conservation positions worldwide, we reviewed the current global conservation job market and identified skills required for success in careers in academia, government, nonprofit, and for-profit organizations. We also interviewed conservation professionals across all conservation sectors. Positions in nonprofit organizations were the most abundant, whereas academic jobs were only 10% of the current job market. The most common skills required across sectors were a strong disciplinary background, followed by analytical and technical skills. Academic positions differed the most from other types of positions in that they emphasized teaching as a top skill. Nonacademic jobs emphasized the need for excellent written and oral communication, as well as project-management experience. Furthermore, we found distinct differences across job locations. Positions in developing countries emphasized language and interpersonal skills, whereas positions in countries with advanced economies focused on publication history and technical skills. Our results were corroborated by the conservation professionals we interviewed. Based on our results, we compiled a nondefinitive list of conservation-based training programs that are likely to provide training for the current job market. Using the results of this study, scientists may be better able to tailor their training to

  14. Social Interactions in Job Satisfaction

    OpenAIRE

    Tumen, Semih; Zeydanli, Tugba

    2015-01-01

    The literature documents that job satisfaction is positively correlated with worker performance and pro- ductivity. We examine whether aggregate job satisfaction in a certain labor market environment can have an impact on individual-level job satisfaction. If the answer is yes, then policies targeted to increase job satisfaction can increase productivity not only directly, but through spillover externalities too. We seek an answer to this question using two different data sets from the United...

  15. Jobs from Agriculture in Afghanistan

    OpenAIRE

    Leao, Izabela; Ahmed, Mansur; Kar, Anuja

    2018-01-01

    The agriculture sector can play an important role in poverty reduction and sustained growth in Afghanistan, primarily through job creation, improved productivity, and inclusiveness. Using an 'agricultural jobs lens' and multidimensional approach, this report explores the sector’s direct and indirect roles in explaining the dynamics of rural employment. The report critically examines three dimensions. First, it evaluates the current jobs structure in rural areas and finds that rural jobs are c...

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

    Science.gov (United States)

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

    2013-04-01

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

  17. Virtual reality job interview training for individuals with psychiatric disabilities.

    Science.gov (United States)

    Smith, Matthew J; Ginger, Emily J; Wright, Michael; Wright, Katherine; Boteler Humm, Laura; Olsen, Dale; Bell, Morris D; Fleming, Michael F

    2014-09-01

    Services are available to help support existing employment for individuals with psychiatric disabilities; however, there is a gap in services targeting job interview skills that can help obtain employment. We assessed the feasibility and efficacy of Virtual Reality Job Interview Training (VR-JIT) in a randomized controlled trial. Participants were randomized to VR-JIT (n = 25) or treatment-as-usual (TAU) (n = 12) groups. VR-JIT consisted of 10 hours of simulated job interviews with a virtual character and didactic online training. The participants attended 95% of laboratory-based training sessions and found VR-JIT easy to use and felt prepared for future interviews. The VR-JIT group improved their job interview role-play performance (p ≤ 0.05) and self-confidence (p ≤ 0.05) between baseline and follow-up as compared with the TAU group. VR-JIT performance scores increased over time (R = 0.65). VR-JIT demonstrated initial feasibility and efficacy at improving job interview skills and self-confidence. Future research may help clarify whether this intervention is efficacious in community-based settings.

  18. Prediction of nurses\\' job satisfaction by their emotional intelligence and competence

    Directory of Open Access Journals (Sweden)

    Azarmidokht Rezaie

    2013-06-01

    Full Text Available Background: Nurses play a crucial role in providing health care services in hospitals. Therefore, factors affecting job satisfaction of nurses are critical and important issues for study. The purpose of this research was to predict job satisfaction by emotional intelligence and competence among nurses working in central hospital of Bushehr University of Medical Sciences. Material and Methods: In this cross-sectional study, a total of 132 nurses working in main hospital of Bushehr University of Medical Sciences were selected and studied using census sampling. For data collection, a set of valid and reliable instruments including Shiberiyashring’s Emotional Intelligence Scale, Job Satisfaction Scale and Nurse Competence Scale were administered. The hypotheses were tested using linear Regression and Pearson correlation coefficient. Results: The findings of linear regression analysis showed that emotional intelligence component of empathy and social skills predicted the job satisfaction changes but none of competence domains had predictive power of job satisfaction. The results showed that there was a significant relationship between emotional intelligence and Job satisfaction but there was no significant relationship between competence and job satisfaction. Conclusion: Results indicated that component of emotional intelligence like empathy and social skills are good predictors for nurses' job satisfaction but competence cannot predict job satisfaction.

  19. Job Satisfaction: An International Overview

    Science.gov (United States)

    Thurman, J. E.

    1977-01-01

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

  20. Job strain and male fertility.

    Science.gov (United States)

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

    2004-01-01

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