Quantitative muscle strength testing: a comparison of job strength requirements and actual worker strength among military technicians.

PubMed

Pedersen, D M; Clark, J A; Johns, R E; White, G L; Hoffman, S

1989-01-01

In this study the authors investigate the percentage of mismatch between job demands and worker physical capacity in Utah National Guard mechanics. This population had demonstrated a higher incidence of low back trouble than other job descriptions reviewed. The authors utilized onsite still and videotape photography and a computerized biomechanical strength prediction model to assess loads on the lumbosacral spine due to various job tasks. Job demands were then compared to the actual physical capacity of the individual workers based on static strength testing in job-related positions. A load cell on the testing apparatus entered the force generated into a computer which averaged the force of the last three seconds of a five-second lift. It was determined that as much as a 38% mismatch existed within this population for some job tasks which these workers were exposed to. Suggestions for preventing job-related low back cumulative trauma disorders are presented, including: engineering redesign, worker selection programs, work hardening, and others.

Performance-Reward Contingencies: The Role and Relationships of Perceived Equity in the Job Performance-Job Satisfaction Question.

ERIC Educational Resources Information Center

Van Tilburg, Emmalou

A study examined the relationship between reward contingencies and the levels of job performance and job satisfaction of Cooperative Extension Service county agents. Variables included self-rating of job performance; overall job satisfaction; satisfaction with pay, promotion, co-workers, the work itself, and supervision; agent program area; the…

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

PubMed

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.

An Exploration of the Impact of Employee Job Satisfaction, Affect, Job Performance, and Organizational Financial Performance: A Review of the Literature

ERIC Educational Resources Information Center

Reio, Thomas G., Jr.; Kidd, Cathy A.

2006-01-01

Extensive research has explored job satisfaction, job performance, and the financial performance of organizations. Job satisfaction and job performance have been explored separately and collectively. However, scholars only have begun to explore the relationship between employee job satisfaction and financial performance of organization. This paper…

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

PubMed

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

2011-09-01

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

Job Analysis, Job Descriptions, and Performance Appraisal Systems.

ERIC Educational Resources Information Center

Sims, Johnnie M.; Foxley, Cecelia H.

1980-01-01

Job analysis, job descriptions, and performance appraisal can benefit student services administration in many ways. Involving staff members in the development and implementation of these techniques can increase commitment to and understanding of the overall objectives of the office, as well as communication and cooperation among colleagues.…

Marijuana and actual driving performance

DOT National Transportation Integrated Search

1993-11-01

This report concerns the effects of marijuana smoking on actual driving performance. It presents the results of one pilot and three actual driving studies. The pilot study's major purpose was to establish the THC dose current marijuana users smoke to...

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

ERIC Educational Resources Information Center

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…

Career commitment and job performance of Jordanian nurses.

PubMed

Mrayyan, Majd T; Al-Faouri, Ibrahim

2008-01-01

Career commitment and job performance are complex phenomena that have received little attention in nursing research. A survey was used to assess nurses' career commitment and job performance, and the relationship between the two concepts. Predictors of nurses' career commitment and job performance were also studied. A convenience sample of 640 Jordanian registered nurses was recruited from 24 teaching, governmental, and private hospitals. Nurses "agreed" on the majority of statements about career commitment, and they reported performing "well" their jobs. Using total scores, nurses were equal in their career commitment but they were different in their job performance; the highest mean was scored for nurses in private hospitals. Using the individual items of subscales, nurses were willing to be involved, on their own time, in projects that would benefit patient care. The correlation of the total scores of nurses' career commitment and job performance revealed the presence of a significant and positive relationship (r = .457). Nurses' job performance, gender, and marital status were the best predictors of nurses' career commitment: they explained 21.8% of variance of nurses' career commitment. Nurses' career commitment, time commitment, marital status, and years of experience in nursing were the best predictors of nurses' job performance: they explained 25.6% of variance of nurses' job performance. The lowest reported means of nurses' job performance require managerial interventions.

Relationship between Organizational Climate, Job Stress and Job Performance Officer at State Education Department

ERIC Educational Resources Information Center

Suandi, Turiman; Ismail, Ismi Arif; Othman, Zulfadli

2014-01-01

This research aims at finding out the relationship between Organizational Climate, job stress and job performance among State Education Department (JPN) officers . The focus of the research is to determine the job performance of state education department officers, level of job stress among the officers, level of connection between organizational…

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

PubMed

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

2012-04-01

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

[Job performance and climacteric in female workers].

PubMed

Salazar, Alide; Paravic, Tatiana

2005-03-01

During climacteric, the presence of disabling symptoms and the higher incidence of chronic diseases, may impair the job performance of women. To relate job performance levels with the climacteric period and associated factors in working women aged from 42 to 55 years old. In a cross-sectional and correlative design, 64 secretaries at two public organizations at the Eighth Region of Chile, were assessed using the following instruments: Menopause-Specific Quality of Life Questionnaire (University of Toronto), adapted for Chile by PROSAM, Climacteric Self-care Questionnaire, Perceived Social Support Scale and Biodemographics Variables Questionnaire. A Perception of the Job Performance Scale was applied to the persons that superintended these woman. The Department Heads or persons supervising these women, determined that most workers did their work well. The best evaluations were given by older bosses. Most women under study showed a moderate alteration of the Menopause Quality of Life. A deficit of self-care during the climacteric period was detected in 92.2%. The perceived social support from friends correlated with job performance. Menopause quality of life in its different domains had no correlation with job performance variable. No association between changes during the climacteric period and job performance was observed among women participating in this study.

Job Performance Deficits Due to Depression

PubMed Central

Adler, David A.; McLaughlin, Thomas J.; Rogers, William H.; Chang, Hong; Lapitsky, Leueen; Lerner, Debra

2014-01-01

Objective This study assessed the relationship between depression severity and job performance among employed primary care patients. Method In a 2001–2004 longitudinal observational study of depression’s affect on work productivity, 286 patients with DSM-IV major depressive disorder and/or dysthymia were compared to 93 individuals with rheumatoid arthritis, a condition associated with work disability, and 193 depression-free healthy control subjects. Participants were employed at least 15 hours per week, did not plan to stop working, and had no major medical co-morbidities. Measures at baseline, six, 12, and 18 months included the Work Limitations Questionnaire for work outcomes, and the Patient Health Questionnaire-9 for depression. Results At baseline and each follow-up, the depression group had significantly greater deficits in managing mental-interpersonal, time, and output tasks, as measured by the Work Limitations Questionnaire: The rheumatoid arthritis group’s deficits in managing physical job demands surpassed those of either the depression or comparison groups. Improvements in job performance were predicted by symptom severity. However, the job performance of even the “clinically improved” subset of depressed patients remained consistently worse than the control groups. Conclusions Multiple dimensions of job performance are impaired by depression. This impact persisted after symptoms have improved. Efforts to reduce work-impairment secondary to depression are needed. PMID:16946182

Storage element performance optimization for CMS analysis jobs

NASA Astrophysics Data System (ADS)

Behrmann, G.; Dahlblom, J.; Guldmyr, J.; Happonen, K.; Lindén, T.

2012-12-01

Tier-2 computing sites in the Worldwide Large Hadron Collider Computing Grid (WLCG) host CPU-resources (Compute Element, CE) and storage resources (Storage Element, SE). The vast amount of data that needs to processed from the Large Hadron Collider (LHC) experiments requires good and efficient use of the available resources. Having a good CPU efficiency for the end users analysis jobs requires that the performance of the storage system is able to scale with I/O requests from hundreds or even thousands of simultaneous jobs. In this presentation we report on the work on improving the SE performance at the Helsinki Institute of Physics (HIP) Tier-2 used for the Compact Muon Experiment (CMS) at the LHC. Statistics from CMS grid jobs are collected and stored in the CMS Dashboard for further analysis, which allows for easy performance monitoring by the sites and by the CMS collaboration. As part of the monitoring framework CMS uses the JobRobot which sends every four hours 100 analysis jobs to each site. CMS also uses the HammerCloud tool for site monitoring and stress testing and it has replaced the JobRobot. The performance of the analysis workflow submitted with JobRobot or HammerCloud can be used to track the performance due to site configuration changes, since the analysis workflow is kept the same for all sites and for months in time. The CPU efficiency of the JobRobot jobs at HIP was increased approximately by 50 % to more than 90 %, by tuning the SE and by improvements in the CMSSW and dCache software. The performance of the CMS analysis jobs improved significantly too. Similar work has been done on other CMS Tier-sites, since on average the CPU efficiency for CMSSW jobs has increased during 2011. Better monitoring of the SE allows faster detection of problems, so that the performance level can be kept high. The next storage upgrade at HIP consists of SAS disk enclosures which can be stress tested on demand with HammerCloud workflows, to make sure that the I/O-performance

Does On-the-Job Training Improve an Employee's Job Performance?

ERIC Educational Resources Information Center

Duff, Juanita

A study examined the link between on-the-job training (OJT) and job performance in a randomly selected sample of 50 skilled maintenance craftpersons employed by the city of Chicago. The sample was identified from the training sheets signed by 160 employees who participated in OJT in a 1-month period. The majority of the employees agreed with…

Enhancing Job Performance

ERIC Educational Resources Information Center

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…

Job Performance and Retention among Welfare Recipients.

ERIC Educational Resources Information Center

Holzer, Harry J.; Stoll, Michael A.; Wissoker, Douglas

Data from interviews with 750 employers in Chicago, Cleveland, Milwaukee, and Los Angeles were used to analyze the job performance and retention rates of recently hired welfare recipients. The 20-minute interviews focused on employers' subjective ratings of recently hired welfare recipients' job performance and whether employers experienced the…

32 CFR 1656.11 - Job performance standards and sanctions.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 32 National Defense 6 2013-07-01 2013-07-01 false Job performance standards and sanctions. 1656.11... ALTERNATIVE SERVICE § 1656.11 Job performance standards and sanctions. (a) Standards of Performance. An ASW is... employer of his other employees in similar jobs. If there are no other employees, the standards shall...

32 CFR 1656.11 - Job performance standards and sanctions.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 32 National Defense 6 2011-07-01 2011-07-01 false Job performance standards and sanctions. 1656.11... ALTERNATIVE SERVICE § 1656.11 Job performance standards and sanctions. (a) Standards of Performance. An ASW is... employer of his other employees in similar jobs. If there are no other employees, the standards shall...

32 CFR 1656.11 - Job performance standards and sanctions.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 32 National Defense 6 2012-07-01 2012-07-01 false Job performance standards and sanctions. 1656.11... ALTERNATIVE SERVICE § 1656.11 Job performance standards and sanctions. (a) Standards of Performance. An ASW is... employer of his other employees in similar jobs. If there are no other employees, the standards shall...

32 CFR 1656.11 - Job performance standards and sanctions.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 32 National Defense 6 2014-07-01 2014-07-01 false Job performance standards and sanctions. 1656.11... ALTERNATIVE SERVICE § 1656.11 Job performance standards and sanctions. (a) Standards of Performance. An ASW is... employer of his other employees in similar jobs. If there are no other employees, the standards shall...

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 4 2012-07-01 2012-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... 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...

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 4 2013-07-01 2013-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... 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...

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 4 2014-07-01 2014-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... 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...

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... 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...

Political Skill as Neutralizer of Felt Accountability-Job Tension Effects on Job Performance Ratings: A Longitudinal Investigation

ERIC Educational Resources Information Center

Hochwarter, Wayne A.; Ferris, Gerald R.; Gavin, Mark B.; Perrewe, Pamela L.; Hall, Angela T.; Frink, Dwight D.

2007-01-01

This study examined the effects of felt accountability, political skill, and job tension on job performance ratings. Specifically, we hypothesized that felt accountability would lead to higher (lower) job performance ratings when coupled with high (low) levels of political skill, and that these relationships would be mediated by job tension. Data…

School Counselors' Perceptions of Their Academic Preparedness for Job Activities and Actual Job Activities

ERIC Educational Resources Information Center

Goodman-Scott, Emily

2013-01-01

The school counseling field has evolved over the years and increasingly clarified school counselors' job roles and activities (Burnham & Jackson, 2000; Cervoni & DeLucia-Waack, 2011; Shillingford & Lambie, 2010; Trolley, 2011); however, school counselors' job roles and activities remain inconsistently understood and practiced (Burnham…

Chronic Conditions, Workplace Safety, And Job Demands Contribute To Absenteeism And Job Performance.

PubMed

Jinnett, Kimberly; Schwatka, Natalie; Tenney, Liliana; Brockbank, Claire V S; Newman, Lee S

2017-02-01

An aging workforce, increased prevalence of chronic health conditions, and the potential for longer working lives have both societal and economic implications. We analyzed the combined impact of workplace safety, employee health, and job demands (work task difficulty) on worker absence and job performance. The study sample consisted of 16,926 employees who participated in a worksite wellness program offered by a workers' compensation insurer to their employers-314 large, midsize, and small businesses in Colorado across multiple industries. We found that both workplace safety and employees' chronic health conditions contributed to absenteeism and job performance, but their impact was influenced by the physical and cognitive difficulty of the job. If employers want to reduce health-related productivity losses, they should take an integrated approach to mitigate job-related injuries, promote employee health, and improve the fit between a worker's duties and abilities. Project HOPE—The People-to-People Health Foundation, Inc.

Job insecurity and job performance: The moderating role of organizational justice and the mediating role of work engagement.

PubMed

Wang, Hai-jiang; Lu, Chang-qin; Siu, Oi-ling

2015-07-01

Organizational justice has been shown to play an important role in employees' affective and performance outcomes particularly in uncertain contexts. In this study, we investigated the interaction effect of job insecurity and organizational justice on employees' performance, and examined the mediating role of work engagement from the perspective of uncertainty management theory. We used 2-wave data (Study 1) from a sample of 140 Chinese employees and 3-wave data (Study 2) from a sample of 125 Chinese employees to test our hypotheses. In Study 1, we found that when employees perceived low levels of organizational justice, job insecurity was significantly negatively related to job performance. In contrast, we found that job insecurity was not related to job performance when there were high levels of organizational justice. Study 2 again supported the interaction of job insecurity and organizational justice on job performance. Furthermore, it was found that work engagement mediated the interaction effect. The results of the mediated moderation analysis revealed that job insecurity was negatively associated with job performance through work engagement when organizational justice was low. (c) 2015 APA, all rights reserved).

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

ERIC Educational Resources Information Center

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…

Predicting Job Performance by Use of Ability Tests and Studying Job Satisfaction as a Moderating Variable

ERIC Educational Resources Information Center

Ivancevich, John M.

1976-01-01

This empirically based study of 324 technicians investigated the moderating impact of job satisfaction in the prediction of job performance criteria from ability test scores. The findings suggest that the type of job satisfaction facet and the performance criterion used are important considerations when examining satisfaction as a moderator.…

JOB PERFORMANCE AIDS AND THEIR IMPACT ON MANPOWER UTILIZATION.

ERIC Educational Resources Information Center

CHALUPSKY, ALBERT B.; KOPF, THOMAS J.

THE PURPOSE OF THE STUDY WAS TO REVIEW AND SYNTHESIZE THE RESULTS OF RESEARCH ON JOB PERFORMANCE AIDS AND EXPLORE THEIR CURRENT AND POTENTIAL ON INDUSTRIAL MANPOWER UTILIZATION. JOB PERFORMANCE AIDS ARE AUXILIARY INFORMATION STORAGE DEVICES WHICH PRESENT JOB INSTRUCTIONS OR REFERENCE DATA FOR USE BY THE EMPLOYEE DURING THE COURSE OF HIS JOB…

29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 4 2013-07-01 2013-07-01 false Jobs requiring equal responsibility in performance. 1620.17... THE EQUAL PAY ACT § 1620.17 Jobs requiring equal responsibility in performance. (a) In general. The equal pay standard applies to jobs the performance of which requires equal responsibility...

29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 4 2014-07-01 2014-07-01 false Jobs requiring equal responsibility in performance. 1620.17... THE EQUAL PAY ACT § 1620.17 Jobs requiring equal responsibility in performance. (a) In general. The equal pay standard applies to jobs the performance of which requires equal responsibility...

Task Level Job Performance Criteria Development. Final Report.

ERIC Educational Resources Information Center

Wiley, Llewellyn N.; Hahn, Clifford P.

This study investigated possibilities for improving identification of job performance requirements by examining job incumbent's performance on separate tasks. Three specialties were studied: 291X0, Telecommunications Operation Specialist; 304X4, Group Radio Communications Equipment Repairman; and 431X1C, Aircraft Maintenance Specialist.…

Organizational variables on nurses' job performance in Turkey: nursing assessments.

PubMed

Top, Mehmet

2013-01-01

The purpose of this study was to describe the influence of organizational variables on hospital staff nurses' job performance as reported by staff nurses in two cities in Turkey. Hospital ownership status, employment status were examined for their effect on this influence. The reported influence of organizational variables on job performance was measured by a questionnaire developed for this study. Nurses were asked to evaluate the influence of 28 organizational variables on their job performance using a five-point Likert-type scale (1- Never effective, 5- Very effective). The study used comparative and descriptive study design. The staff nurses who were included in this study were 831 hospital staff nurses. Descriptive statistics, frequencies, t-test, ANOVA and factor analysis were used for data analysis. The study showed the relative importance of the 28 organizational variables in influencing nurses' job performance. Nurses in this study reported that workload and technological support are the most influential organizational variables on their job performance. Factor analysis yielded a five-factor model that explained 53.99% of total variance. Administratively controllable influence job organizational variables influence job performance of nurses in different magnitude.

Predictors of career commitment and job performance of Jordanian nurses.

PubMed

Mrayyan, Majd T; Al-Faouri, Ibrahim

2008-04-01

Few studies focused on nurses' career commitment and nurses' job performance. This research aimed at studying variables of nurses' career commitment and job performance, and assessing the relationship between the two concepts as well as their predictors. A survey was used to collect data from a convenient sample of 640 Registered Nurses employed in 24 hospitals. Nurses 'agreed' to be committed to their careers and they were performing their jobs 'well'. As a part of career commitment, nurses were willing to be involved, in their own time, in projects that would benefit patient care. The highest and lowest means of nurses' job performance were reported for the following aspects: leadership, critical care, teaching/collaboration, planning/evaluation, interpersonal relations/communications and professional development. Correlating of total scores of nurses' career commitment and job performance revealed the presence of a significant and positive relationship between the two concepts. Stepwise regression models revealed that the explained variance in nurses' career commitment was 23.9% and that in nurses' job performance was 29.9%. Nurse managers should promote nursing as a career and they should develop and implement various strategies to increase nurses' career commitment and nurses' job performance. These strategies should focus on nurse retention, staff development and quality of care. Nurses' career commitment and job performance are inter-related complex concepts that require further studies to understand, promote and maintain these positive factors in work environments.

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

ERIC Educational Resources Information Center

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

2014-01-01

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

Improving Job Performance: Workplace Learning Is the First Step

ERIC Educational Resources Information Center

Daryoush, Younes; Silong, Abu Daud; Omar, Zohara; Othman, Jamilah

2013-01-01

The present study aims to contribute new knowledge to the existing literature on workplace learning and job performance. Particularly, the study analyzes contemporary literature on workplace learning and job performance, specifically formal and informal learning as well as employee task performance and contextual performance. The study…

Emotional intelligence, teamwork effectiveness, and job performance: the moderating role of job context.

PubMed

Farh, Crystal I C Chien; Seo, Myeong-Gu; Tesluk, Paul E

2012-07-01

We advance understanding of the role of ability-based emotional intelligence (EI) and its subdimensions in the workplace by examining the mechanisms and context-based boundary conditions of the EI-performance relationship. Using a trait activation framework, we theorize that employees with higher overall EI and emotional perception ability exhibit higher teamwork effectiveness (and subsequent job performance) when working in job contexts characterized by high managerial work demands because such contexts contain salient emotion-based cues that activate employees' emotional capabilities. A sample of 212 professionals from various organizations and industries indicated support for the salutary effect of EI, above and beyond the influence of personality, cognitive ability, emotional labor job demands, job complexity, and demographic control variables. Theoretical and practical implications of the potential value of EI for workplace outcomes under contexts involving managerial complexity are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved).

29 CFR 1620.18 - Jobs performed under similar working conditions.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 4 2012-07-01 2012-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...

29 CFR 1620.18 - Jobs performed under similar working conditions.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 4 2014-07-01 2014-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...

29 CFR 1620.18 - Jobs performed under similar working conditions.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 4 2011-07-01 2011-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...

29 CFR 1620.18 - Jobs performed under similar working conditions.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 4 2013-07-01 2013-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...

29 CFR 1620.18 - Jobs performed under similar working conditions.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...

Job stress, recognition, job performance and intention to stay at work among Jordanian hospital nurses.

PubMed

AbuAlRub, Raeda Fawzi; Al-Zaru, Ibtisam Moawiah

2008-04-01

To investigate: (1) relationships between job stress, recognition of nurses' performance, job performance and intention to stay among hospital nurses; and (2) the buffering effect of recognition of staff performance on the 'stress-intention to stay at work' relationship. Workplace stress tremendously affects today's workforce. Recognition of nurses' performance needs further investigation to determine if it enhances the level of intention to stay at work and if it can buffer the negative effects of stress on nurses' intention to stay at work. The sample of the present study was a convenience one. It consisted of 206 Jordanian staff nurses who completed a structured questionnaire. The findings of the study indicated a direct and a buffering effect of recognition of nurses' performance on job stress and the level of intention to stay at work. The results of the study indicated the importance of recognition for outstanding performance as well as achievements. Implications for nursing management The results of this study support the need to focus on the implementation of recognition strategies in the workplace to reduce job stress and enhance retention.

Hospital nurse job attitudes and performance: the impact of employment status.

PubMed

Chu, Cheng-I; Hsu, Yao-Feng

2011-03-01

According to the 2007 Taiwan Labor Front Human Resources Report, as much as 47.6% of nurses at some public hospitals were contracted rather than full time. Furthermore, turnover rates for contract nurses were found to be as high as five to eight times of those for full-time nurses. Because high turnover rates are likely to induce negative impacts on the stability of care provided in the absence of staffing continuity, the association between nursing employment arrangement and nursing care quality is attracting greater attention. This study was designed to investigate the work status of contract versus full-time nurses at a public hospital in Taiwan and to examine the impact of such on work-related attitudes, organizational citizenship behavior, and job performance. Samples were recruited from a public hospital in Taiwan. In addition to self-rated items, researchers used supervisor-rated structured questionnaires for job performance to attenuate the possible effect of common method bias. The study investigated the impact of hospital nurse employment status on work-related attitudes, organizational citizenship behavior, and job performance using a regression model that included the critical work-related attitudes variables of job satisfaction and organizational commitment. Study findings included the following: (a) organizational commitment, job satisfaction, organizational citizenship behavior, and job performance correlate positively with one another. (b) No significant difference between contract and full-time nurses was found in terms of organizational commitment, job satisfaction, organizational citizenship behavior, and self-rated job performance. However, when rated by supervisors, reported job performance levels for full-time nurses were significantly higher than those of contract nurses. (c) Organizational citizenship behavior exhibited a mediating effect between job satisfaction, organizational commitment, and job performance. In this study, supervisors

Physical fitness and job performance of firefighters.

PubMed

Rhea, Matthew R; Alvar, Brent A; Gray, Rayne

2004-05-01

Accurate correlations between a wide range of physical fitness measures and occupational demands are needed in order to identify specific fitness tests and training needs for firefighters. Twenty professional firefighters performed numerous fitness and job-related performance tests. Pearson product moment correlations were performed to identify the relationship between fitness components and job performance. Significant correlations (p <0.05) with job performance were identified for total fitness (r = -0.62), bench press strength (r = -0.66), hand grip strength (r = -0.71), bent-over row endurance (r = -0.61), bench press endurance (r = -0.73), shoulder press endurance (r = -0.71), bicep endurance (r = -0.69), squat endurance (r = -0.47), and 400-m sprint time (r = 0.79). It is apparent that firefighting taxes virtually all aspects of physical fitness. These data can help the exercise specialist choose appropriate tests and prescribe specific fitness programs for firefighters. Traditional firefighter exercise programs focusing mainly on cardiovascular fitness should be replaced with physical conditioning programs that address all components of fitness.

The impact of psychological capital on job embeddedness and job performance among nurses: a structural equation approach.

PubMed

Sun, Tao; Zhao, Xiao Wen; Yang, Li Bin; Fan, Li Hua

2012-01-01

The objective of this study was to provide empirical evidence on the relationships between psychological capital, job embeddedness and performance. This paper also seeks to present the theoretical development of psychological capital and job embeddedness in nursing research and their application to nursing practices. Psychological capital was recently identified as a core construct in the literature of positive psychology. However, there is considerably less evidence on its positive effects on job embeddedness and performance among nursing personnel. Questionnaires were distributed to approximately 1000 nurses employed in five university hospitals in Heilongjiang province in China. Data were collected in november 2009. the response rate was 73·3%. structural equation modelling was employed to test the proposed relationships. The results support the hypothesized model. This research outlined a strong relationship between the self-reported psychological capital, job embeddedness and performance of the nurses. The study findings suggest that improving the individual-accumulated psychological state of nurses will have a positive impact on their retention intention and job performance. These findings suggest that higher psychological capital increases the self-reported job embeddedness and performance of these nurses. © 2011 Blackwell Publishing Ltd.

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

ERIC Educational Resources Information Center

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

2010-01-01

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

Exposure to Psychological Aggression at Work and Job Performance: The Mediating Role of Job Attitudes and Personal Health

PubMed Central

Schat, Aaron; Frone, Michael R.

2011-01-01

Despite the growing literature on workplace aggression and the importance of employee performance at work, few studies have examined the relation between workplace aggression and job performance. The purpose of this study was to investigate the relations between psychological aggression at work and two forms of job performance (task performance and contextual performance) and potential mediators of these relations. Based on Conservation of Resources theory and prior research, a model was developed and tested in which overall job attitudes (i.e., job satisfaction and organizational commitment) and overall personal health (i.e., physical and psychological health) fully mediate the relations between exposure to psychological aggression at work and both task performance and contextual performance. Data were obtained from a national probability sample of US workers (N = 2376) and the model was tested using structural equation modelling. The results supported the hypothesized model, demonstrating that exposure to psychological aggression at work negatively predicted both task performance and contextual performance, and that these relations were explained by decrements in job attitudes and health associated with exposure to psychological aggression at work. PMID:21643471

Exposure to Psychological Aggression at Work and Job Performance: The Mediating Role of Job Attitudes and Personal Health.

PubMed

Schat, Aaron; Frone, Michael R

2011-01-01

Despite the growing literature on workplace aggression and the importance of employee performance at work, few studies have examined the relation between workplace aggression and job performance. The purpose of this study was to investigate the relations between psychological aggression at work and two forms of job performance (task performance and contextual performance) and potential mediators of these relations. Based on Conservation of Resources theory and prior research, a model was developed and tested in which overall job attitudes (i.e., job satisfaction and organizational commitment) and overall personal health (i.e., physical and psychological health) fully mediate the relations between exposure to psychological aggression at work and both task performance and contextual performance. Data were obtained from a national probability sample of US workers (N = 2376) and the model was tested using structural equation modelling. The results supported the hypothesized model, demonstrating that exposure to psychological aggression at work negatively predicted both task performance and contextual performance, and that these relations were explained by decrements in job attitudes and health associated with exposure to psychological aggression at work.

Relationship between Teachers' Job Satisfaction and Students' Academic Performance

ERIC Educational Resources Information Center

Iqbal, Asif; Aziz, Fakhra; Farooqi, Tahir Khan; Ali, Shabbir

2016-01-01

Problem Statement: An extensive literature on Job satisfaction has shown, teachers who are satisfied with their jobs perform better. Along with various indicators of teachers' job satisfaction, variables such as organizational justice (Nojani, Arjmandnia, Afrooz, & Rajabi, 2012), organizational culture (Hosseinkhanzadeh, Hosseinkhanzadeh,…

Marijuana, alcohol and actual driving performance

DOT National Transportation Integrated Search

1999-07-01

The purpose of this study was to empirically determine the separate and combined effects of Delta-9-tetrahydrocannabinol (THC) and alcohol on actual driving performance. This was the first study ever in which the drugs' combined effects were measured...

[Job performance in work organizations: the effects of management by group goals and job interdependence].

PubMed

Ikeda, Hiroshi; Furukawa, Hisataka

2015-04-01

cThis study examined the interactive effect of management by group goals and job interdependence on employee's activities in terms of task and contextual performance. A survey was conducted among 140 Japanese employees. Results indicated that management by group goals was related only to contextual performance. Job interdependence, however, had a direct effect on both task and contextual performance. Moreover, moderated regression analyses revealed that for work groups requiring higher interdependence among employees, management by group goals had a positive relation to contextual performance but not to task performance. When interdependence was not necessarily required, however, management by group goals had no relation to contextual performance and even negatively impacted task performance, respectively. These results show that management by group goals affects task and contextual performance, and that this effect is moderated by job interdependence. This provides a theoretical extension as well as a practical application to the setting and management of group goals.

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2011 CFR

2011-07-01

.... As a simple illustration of the principle of equal skill, suppose that a man and a woman have jobs... majority of their work, whether or not these jobs require equal skill in performance will depend upon the nature of the work performed during the latter period to meet the requirements of the jobs. ...

Combined effects of positive and negative affectivity and job satisfaction on job performance and turnover intentions.

PubMed

Bouckenooghe, Dave; Raja, Usman; Butt, Arif Nazir

2013-01-01

Capturing data from employee-supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice.

The Association between Meditation Practice and Job Performance: A Cross-Sectional Study

PubMed Central

Sugimoto, Minami; Ishikawa, Yoshiki

2015-01-01

Many previous studies have shown that meditation practice has a positive impact on cognitive and non-cognitive functioning, which are related to job performance. Thus, the aims of this study were to (1) estimate the prevalence of meditation practice, (2) identify the characteristics of individuals who practice meditation, and (3) examine the association between meditation practice and job performance. Two population-based, cross-sectional surveys were conducted. In study 1, we examined the prevalence of meditation practice and the characteristics of the persons practicing meditation; in Study 2, we examined the association between meditation practice and job performance. The outcome variables included work engagement, subjective job performance, and job satisfaction. The Utrecht Work Engagement Scale was used to assess work engagement, the World Health Organization Health and Work Performance Questionnaire (HPQ) was used to measure subjective job performance, and a scale developed by the Japanese government was used to assess job satisfaction. Hierarchical multiple regression analyses were used in Study 2. Demographic characteristics and behavioral risk factors were included as covariates in the analyses. The results of Study 1 indicated that 3.9% of persons surveyed (n = 30,665) practiced meditation; these individuals were younger and had a higher education, higher household income, higher stress level, and lower body mass index than those who did not practice meditation. The results of Study 2 (n = 1,470) indicated that meditation practice was significantly predictive of work engagement (β = 0.112, p < .001), subjective job performance (β = 0.116, p < .001), and job satisfaction (β = 0.079, p = .002), even after adjusting for covariates (β = 0.083, p < .001; β = 0.104, p < .001; β = 0.060, p = .015, respectively). The results indicate that meditation practice may positively influence job performance, including job satisfaction, subjective job performance

The Association between Meditation Practice and Job Performance: A Cross-Sectional Study.

PubMed

Shiba, Koichiro; Nishimoto, Masahiro; Sugimoto, Minami; Ishikawa, Yoshiki

2015-01-01

Many previous studies have shown that meditation practice has a positive impact on cognitive and non-cognitive functioning, which are related to job performance. Thus, the aims of this study were to (1) estimate the prevalence of meditation practice, (2) identify the characteristics of individuals who practice meditation, and (3) examine the association between meditation practice and job performance. Two population-based, cross-sectional surveys were conducted. In study 1, we examined the prevalence of meditation practice and the characteristics of the persons practicing meditation; in Study 2, we examined the association between meditation practice and job performance. The outcome variables included work engagement, subjective job performance, and job satisfaction. The Utrecht Work Engagement Scale was used to assess work engagement, the World Health Organization Health and Work Performance Questionnaire (HPQ) was used to measure subjective job performance, and a scale developed by the Japanese government was used to assess job satisfaction. Hierarchical multiple regression analyses were used in Study 2. Demographic characteristics and behavioral risk factors were included as covariates in the analyses. The results of Study 1 indicated that 3.9% of persons surveyed (n = 30,665) practiced meditation; these individuals were younger and had a higher education, higher household income, higher stress level, and lower body mass index than those who did not practice meditation. The results of Study 2 (n = 1,470) indicated that meditation practice was significantly predictive of work engagement (β = 0.112, p < .001), subjective job performance (β = 0.116, p < .001), and job satisfaction (β = 0.079, p = .002), even after adjusting for covariates (β = 0.083, p < .001; β = 0.104, p < .001; β = 0.060, p = .015, respectively). The results indicate that meditation practice may positively influence job performance, including job satisfaction, subjective job performance

Effects of age, tenure, training, and job complexity on technical performance.

PubMed

Sparrow, P R; Davies, D R

1988-09-01

Effects on performance of age, tenure, training level, and job complexity were investigated in a cross-sectional study using a sample of 1,308 service engineers employed by a multinational office equipment company. Two measures of job performance were derived from production record data, one relating to the quality of servicing and the other to the speed with which services were completed. Scores for each performance measure were analyzed by analysis of variance. For the quality of servicing measure, a significant main effect of age and a significant Age X Training interaction were obtained, and the relation between age and job performance took the form of an inverted U. For the speed of servicing measure, the main effects of age, tenure, training level, and job complexity were significant and there were no significant interactions. However, for both performance measures, age accounted for only a very small proportion of the variance. We discuss these results with reference to the existing literature on age and technical job performance, and conclude that training, especially if it is recent, may moderate adverse effects of age on job performance.

Age Differences in the Relationship Between Perceived Job Characteristics and Job Satisfaction.

ERIC Educational Resources Information Center

Voydanoff, Patricia

Extrinsic job characteristics focus on the work environment and include working conditions, co-worker relations, supervision, company policy, salary, and job security. Intrinsic characteristics deal with the content and tasks involved in the job as well as opportunities provided for self expression and self actualization, e.g. the type of work…

Job Performance Aid Methods (for Job Guide Manuals and Other Formats).

ERIC Educational Resources Information Center

James, Frank W.

The report provides simplified instructions for writing and illustrating Job Performance Aids (JPAs). JPAs are step-by-step work instructions geared to the intellectual level of the performer and background training aids for psychological task preparedness. The first two sections of the report discuss the origin of JPAs and the principles of task…

Effects of Goal Setting on Performance and Job Satisfaction

ERIC Educational Resources Information Center

Ivancevich, John M.

1976-01-01

Studied the effect of goal-setting training on the performance and job satisfaction of sales personnel. One group was trained in participative goal setting; one group was trained in assigned goal setting; and one group received no training. Both trained groups showed temporary improvements in performance and job satisfaction. For availability see…

Need Satisfaction at Work, Job Strain, and Performance: A Diary Study.

PubMed

De Gieter, Sara; Hofmans, Joeri; Bakker, Arnold B

2017-08-24

We performed a daily diary study to examine the mediating role of autonomy need satisfaction and competence need satisfaction in the relationships between job characteristics (i.e., job resources, challenge and hindrance demands) and strain and performance. For 10 consecutive working days, 194 employees reported on their daily job resources, challenge and hindrance demands, task performance, strain level, and satisfaction of the needs for competence and autonomy. Multilevel path modeling demonstrated that the within-person relationships between job resources, challenge and hindrance demands, and strain are mediated by autonomy need satisfaction, but not by competence need satisfaction. However, the relationships between job resources and hindrance demands, and performance are mediated by both competence and autonomy need satisfaction. Our findings show that organizations may benefit from designing jobs that provide employees with the opportunity to satisfy their basic needs for competence and autonomy. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

A personality trait-based interactionist model of job performance.

PubMed

Tett, Robert P; Burnett, Dawn D

2003-06-01

Evidence for situational specificity of personality-job performance relations calls for better understanding of how personality is expressed as valued work behavior. On the basis of an interactionist principle of trait activation (R. P. Tett & H. A. Guterman, 2000), a model is proposed that distinguishes among 5 situational features relevant to trait expression (job demands, distracters, constraints, releasers, and facilitators), operating at task, social, and organizational levels. Trait-expressive work behavior is distinguished from (valued) job performance in clarifying the conditions favoring personality use in selection efforts. The model frames linkages between situational taxonomies (e.g., J. L. Holland's [1985] RIASEC model) and the Big Five and promotes useful discussion of critical issues, including situational specificity, personality-oriented job analysis, team building, and work motivation.

Administrative Staff Members' Job Competency and Their Job Satisfaction in a Korean Research University

ERIC Educational Resources Information Center

Jung, Jisun; Shin, Jung Cheol

2015-01-01

The purpose of this study is to explore the impact of administrative staff's job competency on their job satisfaction in a Korean research university. We conceptualized job satisfaction into three subcomponents: satisfaction in the job field, in the workplace, and with the actual task. In the regression analysis, we included demographics, inner…

The big five personality traits and individual job performance growth trajectories in maintenance and transitional job stages.

PubMed

Thoresen, Carl J; Bradley, Jill C; Bliese, Paul D; Thoresen, Joseph D

2004-10-01

This study extends the literature on personality and job performance through the use of random coefficient modeling to test the validity of the Big Five personality traits in predicting overall sales performance and sales performance trajectories--or systematic patterns of performance growth--in 2 samples of pharmaceutical sales representatives at maintenance and transitional job stages (K. R. Murphy, 1989). In the maintenance sample, conscientiousness and extraversion were positively associated with between-person differences in total sales, whereas only conscientiousness predicted performance growth. In the transitional sample, agreeableness and openness to experience predicted overall performance differences and performance trends. All effects remained significant with job tenure statistically controlled. Possible explanations for these findings are offered, and theoretical and practical implications of findings are discussed. (c) 2004 APA, all rights reserved

Personality, Political Skill, and Job Performance

ERIC Educational Resources Information Center

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.…

Emotional intelligence and job performance: The mediating role of work-family balance.

PubMed

Weinzimmer, Laurence G; Baumann, Heidi M; Gullifor, Daniel P; Koubova, Veronika

2017-01-01

In this study, we examine the dynamics between emotional intelligence, work-family balance, and job performance. A review of the literature to date has shown distinct relationships between emotional intelligence to job performance and work-family balance to job performance. We utilize a sample of 233 respondents to empirically test our set of hypotheses that contend work-family balance mediates the relationship between emotional intelligence and job performance. Our results support these hypotheses. Practical implications and directions for future research are discussed.

The moderating role of employee positive well being on the relation between job satisfaction and job performance.

PubMed

Wright, Thomas A; Cropanzano, Russell; Bonett, Douglas G

2007-04-01

This research provides further clarification to the age-old quest to better understand the happy/productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r=.36, p<.01, 95% CI=.18 to .52) and psychological well-being (PWB; r=.43, p<.01, 95% CI=.26 to .58) were associated with supervisory performance ratings. Using Fredrickson's (2001) broaden-and-build model as the theoretical base, the authors found that PWB moderates the relation between job satisfaction and job performance. Consistent with Fredrickson's model, performance was highest when employees reported high scores on both PWB and job satisfaction. This moderating effect of PWB may account for some of the inconsistent results of previous studies. Copyright (c) 2007 APA, all rights reserved.

Work stressors, Chinese coping strategies, and job performance in Greater China.

PubMed

Lu, Luo; Kao, Shu-Fang; Siu, Oi-Ling; Lu, Chang-Qin

2010-08-01

The aim of this research was to jointly test effects of work stressors and coping strategies on job performance among employees in the Greater China region. A self-administered survey was conducted to collect data from three major cities in the region, namely Beijing, Hong Kong, and Taipei (N = 380). Four important work stressors were assessed: heavy workload, organizational constraints, lack of work autonomy, and interpersonal conflict. We used a four-factor model of Chinese coping strategies composed of hobbies/relaxation, active action, seeking social support, and passive adaptation. Job performance was indicated by both task performance (quantity of work, quality of work, job knowledge) and contextual performance (attendance, getting along with others). We found that: (1) work stressors were related to job performance. Specifically, workload had a positive relation with quantity of work, whereas organizational constraints had negative relations with quantity of work and attendance. In addition, interpersonal conflict had a negative relation with getting along with others. (2) Chinese positive coping strategies were positively related to job performance. Specifically, seeking social support had positive relations with quantity of work and getting along with others, whereas active action had positive relations with attendance and job knowledge. (3) Chinese passive adaptation coping behaviors were negatively related to job performance. Specifically, passive adaptation had negative relations with quantity of work, quality of work, and getting along with others. The present study thus found joint effects of work stressors and coping behaviors among Chinese employees in the Greater China region, encompassing three sub-societies of mainland China, Hong Kong, and Taiwan. Differential effects of Chinese positive and passive coping strategies were also noted. Most importantly, all these effects were demonstrated on multiple indicators of job performance, a rarely studied

Does Career Timing of Challenging Job Assignments Influence the Relationship with In-Role Job Performance?

ERIC Educational Resources Information Center

Carette, Bernd; Anseel, Frederik; Lievens, Filip

2013-01-01

To prevent the potential threats of career plateauing for mid-career employees, it has been suggested to give them challenging assignments. This approach is inspired by empirical findings demonstrating that challenging job assignments generally have positive effects on job performance and career development. However, these studies have…

The influence of creative process engagement on employee creative performance and overall job performance: a curvilinear assessment.

PubMed

Zhang, Xiaomeng; Bartol, Kathryn M

2010-09-01

Integrating theories addressing attention and activation with creativity literature, we found an inverted U-shaped relationship between creative process engagement and overall job performance among professionals in complex jobs in an information technology firm. Work experience moderated the curvilinear relationship, with low-experience employees generally exhibiting higher levels of overall job performance at low to moderate levels of creative process engagement and high-experience employees demonstrating higher overall performance at moderate to high levels of creative process engagement. Creative performance partially mediated the relationship between creative process engagement and job performance. These relationships were tested within a moderated mediation framework. Copyright 2010 APA, all rights reserved

Job Demands-Control-Support model and employee safety performance.

PubMed

Turner, Nick; Stride, Chris B; Carter, Angela J; McCaughey, Deirdre; Carroll, Anthony E

2012-03-01

The aim of this study was to explore whether work characteristics (job demands, job control, social support) comprising Karasek and Theorell's (1990) Job Demands-Control-Support framework predict employee safety performance (safety compliance and safety participation; Neal and Griffin, 2006). We used cross-sectional data of self-reported work characteristics and employee safety performance from 280 healthcare staff (doctors, nurses, and administrative staff) from Emergency Departments of seven hospitals in the United Kingdom. We analyzed these data using a structural equation model that simultaneously regressed safety compliance and safety participation on the main effects of each of the aforementioned work characteristics, their two-way interactions, and the three-way interaction among them, while controlling for demographic, occupational, and organizational characteristics. Social support was positively related to safety compliance, and both job control and the two-way interaction between job control and social support were positively related to safety participation. How work design is related to employee safety performance remains an important area for research and provides insight into how organizations can improve workplace safety. The current findings emphasize the importance of the co-worker in promoting both safety compliance and safety participation. Crown Copyright © 2011. Published by Elsevier Ltd. All rights reserved.

Resource scarcity, effort, and performance in physically demanding jobs: An evolutionary explanation.

PubMed

Pitesa, Marko; Thau, Stefan

2018-03-01

Based on evolutionary theory, we predicted that cues of resource scarcity in the environment (e.g., news of droughts or food shortages) lead people to reduce their effort and performance in physically demanding work. We tested this prediction in a 2-wave field survey among employees and replicated it experimentally in the lab. In Study 1, employees who perceived resources in the environment to be scarce reported exerting less effort when their jobs involved much (but not little) physical work. In Study 2, participants who read that resources in the environment were scarce performed worse on a task demanding more (carrying books) but not less (transcribing book titles) physical work. This result was found even though better performance increased participants' chances of additional remuneration, and even though scarcity cues did not affect individuals' actual ability to meet their energy needs. We discuss implications for managing effort and performance, and the potential of evolutionary psychology to explain core organizational phenomena. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Relationship between meaningful work and job performance in nurses.

PubMed

Tong, Ling

2018-04-01

The present study was designed to determine the relationship between meaningful work and job performance, and the impact of meaningful work on nursing care quality. Meaningful work has been suggested as a significant factor affecting job performance, but the relationship has never been studied in nurses in China. A descriptive correlational study was designed to assess the level of meaningful work, tasks, and contextual performance as well as their relationships. We used a stratified random-sampling approach to enrol nurses from hospitals. Multivariate regression analysis was applied to determine the relationship between meaningful work and their demographic data. There were significant, positive relationships between meaningful work and task performance and contextual performance. Education level, work unit, and employment type influenced meaningful work. The work motivation score of the nurses was lower than that of the other 2 dimensions, and a negative work motivation score negatively influenced job performance. Improving meaningful work and providing more support and assistance could improve nurse performance, thereby improving the quality of nursing care. © 2018 John Wiley & Sons Australia, Ltd.

Predicting job satisfaction: a new perspective on person-environment fit.

PubMed

Hardin, Erin E; Donaldson, James R

2014-10-01

There may be 2 ways to look at person-environment (P-E) fit: the extent to which the environment matches the person (which, in the case of person-job [P-J] fit, we term ideal-job actualization) and the extent to which the person matches the environment (which we term actual-job regard; cf. Hardin & Larsen, 2014). Adults employed full time in the United States (n = 251; 49.8% women) completed an online survey that included measures assessing these 2 perspectives on P-J fit, along with measures of job and life satisfaction. Ideal-job actualization and actual-job regard were empirically and conceptually distinct, each accounting for unique variance in overall job satisfaction, even after controlling for overall life satisfaction and remuneration. Looking at fit from these 2 frames of reference may give a more complete perspective that accounts for critical outcomes, like satisfaction, as well as suggest novel approaches to career counseling. PsycINFO Database Record (c) 2014 APA, all rights reserved.

Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance.

PubMed

McCarthy, Julie M; Van Iddekinge, Chad H; Lievens, Filip; Kung, Mei-Chuan; Sinar, Evan F; Campion, Michael A

2013-09-01

Considerable evidence suggests that how candidates react to selection procedures can affect their test performance and their attitudes toward the hiring organization (e.g., recommending the firm to others). However, very few studies of candidate reactions have examined one of the outcomes organizations care most about: job performance. We attempt to address this gap by developing and testing a conceptual framework that delineates whether and how candidate reactions might influence job performance. We accomplish this objective using data from 4 studies (total N = 6,480), 6 selection procedures (personality tests, job knowledge tests, cognitive ability tests, work samples, situational judgment tests, and a selection inventory), 5 key candidate reactions (anxiety, motivation, belief in tests, self-efficacy, and procedural justice), 2 contexts (industry and education), 3 continents (North America, South America, and Europe), 2 study designs (predictive and concurrent), and 4 occupational areas (medical, sales, customer service, and technological). Consistent with previous research, candidate reactions were related to test scores, and test scores were related to job performance. Further, there was some evidence that reactions affected performance indirectly through their influence on test scores. Finally, in no cases did candidate reactions affect the prediction of job performance by increasing or decreasing the criterion-related validity of test scores. Implications of these findings and avenues for future research are discussed. PsycINFO Database Record (c) 2013 APA, all rights reserved

The Effect of Aptitude and Experience on Mechanical Job Performance.

ERIC Educational Resources Information Center

Mayberry, Paul W.; Carey, Neil B.

1997-01-01

The validity of the Armed Services Vocational Aptitude Battery (ASVAB) in predicting mechanical job performance was studied with 891 automotive and 522 helicopter mechanics. The mechanical maintenance component of the ASVAB predicted hands-on performance, job knowledge, and training grades quite well, but experience was more predictive of…

Crafting in context: Exploring when job crafting is dysfunctional for performance effectiveness.

PubMed

Dierdorff, Erich C; Jensen, Jaclyn M

2018-05-01

Job crafting theory purports that the consequences of revising one's work role can be simultaneously beneficial and detrimental. Previous research, however, has almost exclusively emphasized the beneficial outcomes of job crafting. In the current study, we proposed dysfunctional consequences of crafting for performance-related outcomes in the form of a U-shaped relationship between job crafting and performance effectiveness (managerial ratings of job proficiency and peer ratings of citizenship behavior). We further predicted that elements of the task context (autonomy and ambiguity) and the social context (interdependence and social support) moderate these curvilinear relationships. Consistent with previous research, job crafting displayed positive and linear effects on work-related attitudes (job satisfaction and affective commitment). Consistent with our predictions, moderate levels of crafting were associated with dysfunctional performance-related outcomes and features of work context either exacerbated or dissipated these dysfunctional consequences of job crafting for individuals. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

The Relationship between Followership Style and Job Performance in Botswana Private Universities

ERIC Educational Resources Information Center

Oyetunji, Christianah O.

2013-01-01

This paper describes the followership style and job performance in Botswana private universities. Attempt was made to determine if there is a significant relationship between followership styles in relation to job performance. A total of 102 randomly selected lecturers from the two private universities completed followership and job performance…

Workplace stress, job satisfaction, job performance, and turnover intention of health care workers in rural Taiwan.

PubMed

Chao, Ming-Che; Jou, Rong-Chang; Liao, Cing-Chu; Kuo, Chung-Wei

2015-03-01

Workplace stress (WS) has been found to affect job satisfaction (JS), performance, and turnover intentions (TIs) in developed countries, but there is little evidence from other countries and especially rural areas. In rural Taiwan, especially, there is an insufficient health care workforce, and the situation is getting worse. To demonstrate the relationship, we used a cross-sectional structured questionnaire, and data from 344 licensed professionals in 1 rural regional hospital were analyzed using the structural equation model. The results showed that WS had a positive effect on both TI and job performance (JP) but a negative effect on satisfaction. JS did improve performance. For the staff with an external locus of control, stress affected JP and satisfaction significantly. For the staff with lower perceived job characteristics, JS affected performance significantly. The strategies to decrease stress relating to work load, role conflict, family factors, and working environment should be focused and implemented urgently to lower the turnover rate of health care workers in rural Taiwan. © 2013 APJPH.

Instructional Materials for Improved Job Performance.

ERIC Educational Resources Information Center

Foley, John P., Jr.

1978-01-01

Instructional materials developed in military research to improve performance of electromechanical maintenance tasks are described, with implications for teacher education. The materials require task analysis, job task relevance, and task-oriented training. Although many industries have implemented these techniques, teacher training institutions…

Influence of transactive memory on perceived performance, job satisfaction and identification in anaesthesia teams.

PubMed

Michinov, E; Olivier-Chiron, E; Rusch, E; Chiron, B

2008-03-01

There is an increasing awareness in the medical community that human factors are involved in effectiveness of anaesthesia teams. Communication and coordination between physicians and nurses seems to play a crucial role in maintaining a good level of performance under time pressure, particularly for anaesthesia teams, who are confronted with uncertainty, rapid changes in the environment, and multi-tasking. The aim of this study was to examine the relationship between a specific form of implicit coordination--the transactive memory system--and perceptions of team effectiveness and work attitudes such as job satisfaction and team identification. A cross-sectional study was conducted among 193 nurse and physician anaesthetists from eight French public hospitals. The questionnaire included some measures of transactive memory system (coordination, specialization, and credibility components), perception of team effectiveness, and work attitudes (Minnesota Job Satisfaction Questionnaire, team identification scale). The questionnaire was designed to be filled anonymously, asking only biographical data relating to sex, age, status, and tenure. Hierarchical multiple regression analyses revealed as predicted that transactive memory system predicted members' perceptions of team effectiveness, and also affective outcomes such as job satisfaction and team identification. Moreover, the results demonstrated that transactive memory processes, and especially the coordination component, were a better predictor of teamwork perceptions than socio-demographic (i.e. gender or status) or contextual variables (i.e. tenure and size of team). These findings provided empirical evidence of the existence of a transactive memory system among real anaesthesia teams, and highlight the need to investigate whether transactive memory is actually linked with objective measures of performance.

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

PubMed

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

2016-01-01

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

29 CFR 778.331 - Awards for performance on the job.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 3 2013-07-01 2013-07-01 false Awards for performance on the job. 778.331 Section 778.331 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS... Problems Prizes As Bonuses § 778.331 Awards for performance on the job. Where a prize is awarded for the...

29 CFR 778.331 - Awards for performance on the job.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 3 2012-07-01 2012-07-01 false Awards for performance on the job. 778.331 Section 778.331 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS... Problems Prizes As Bonuses § 778.331 Awards for performance on the job. Where a prize is awarded for the...

29 CFR 778.331 - Awards for performance on the job.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 3 2014-07-01 2014-07-01 false Awards for performance on the job. 778.331 Section 778.331 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS... Problems Prizes As Bonuses § 778.331 Awards for performance on the job. Where a prize is awarded for the...

29 CFR 778.331 - Awards for performance on the job.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Awards for performance on the job. 778.331 Section 778.331 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS... Problems Prizes As Bonuses § 778.331 Awards for performance on the job. Where a prize is awarded for the...

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

ERIC Educational Resources Information Center

Olorunsola, E. O.

2012-01-01

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

Running Jobs on the Peregrine System | High-Performance Computing | NREL

Science.gov Websites

on the Peregrine high-performance computing (HPC) system. Running Different Types of Jobs Batch jobs scheduling policies - queue names, limits, etc. Requesting different node types Sample batch scripts

The Ability of Psychological Flexibility and Job Control to Predict Learning, Job Performance, and Mental Health

ERIC Educational Resources Information Center

Bond, Frank W.; Flaxman, Paul E.

2006-01-01

This longitudinal study tested the degree to which an individual characteristic, psychological flexibility, and a work organization variable, job control, predicted ability to learn new skills at work, job performance, and mental health, amongst call center workers in the United Kingdom (N = 448). As hypothesized, results indicated that job…

Consumer Guide New Job Opportunities for Women.

ERIC Educational Resources Information Center

Lederer, Muriel; And Others

Combining actual interviews with job information, the author explores current job opportunities for women without college degrees who are entering the job market for the first time, returning to work, or changing positions. The book supplies the reader with guidelines on locating job openings, obtaining inexpensive job training, and advancing up…

29 CFR 778.331 - Awards for performance on the job.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Awards for performance on the job. 778.331 Section 778.331... Problems Prizes As Bonuses § 778.331 Awards for performance on the job. Where a prize is awarded for the quality, quantity or efficiency of work done by the employee during his customary working hours at his...

Learning Climate and Job Performance among Health Workers. A Pilot Study

PubMed Central

Cortini, Michela; Pivetti, Monica; Cervai, Sara

2016-01-01

This paper will explore if and how psychological strain plays a mediator role between the learning climate and job performance in a group of health workers. Although the relationship between learning climate and job performance has already been explored in the international literature, the role of psychological strain, which may hamper or deepen this relationship, has yet to be investigated. The research hypothesis is that psychological strain mediates the relationship between the climate toward learning (including also the error avoidance climate) and job performance. Data were gathered in a Public hospital in Italy. Participants (N = 61) were health professionals (nurses and obstetricians). Considering the relatively small sample size, a mediation analysis with the aid of the SPSS macro PROCESS was performed. The results show that the relationship between the learning climate (specifically its dimension of organizational appreciation toward learning) and job performance is mediated by psychological strain. The future research agenda and practical implications are discussed in the paper. PMID:27826274

Learning Climate and Job Performance among Health Workers. A Pilot Study.

PubMed

Cortini, Michela; Pivetti, Monica; Cervai, Sara

2016-01-01

This paper will explore if and how psychological strain plays a mediator role between the learning climate and job performance in a group of health workers. Although the relationship between learning climate and job performance has already been explored in the international literature, the role of psychological strain, which may hamper or deepen this relationship, has yet to be investigated. The research hypothesis is that psychological strain mediates the relationship between the climate toward learning (including also the error avoidance climate) and job performance. Data were gathered in a Public hospital in Italy. Participants ( N = 61) were health professionals (nurses and obstetricians). Considering the relatively small sample size, a mediation analysis with the aid of the SPSS macro PROCESS was performed. The results show that the relationship between the learning climate (specifically its dimension of organizational appreciation toward learning) and job performance is mediated by psychological strain. The future research agenda and practical implications are discussed in the paper.

Job stress, depression, work performance, and perceptions of supervisors in military personnel.

PubMed

Pflanz, Steven E; Ogle, Alan D

2006-09-01

Recent studies have identified high levels of job stress in military personnel. This study examined the relationship among job stress, depression, work performance, types of stressors, and perceptions about supervisors in military personnel. Eight hundred nine military personnel answered a 43-item survey on work stress, physical and emotional health, work performance, perceptions about leadership, job stressors, and demographics. More than one- quarter (27.4%) of this military population reported suffering from significant job stress. Both the report of work stress and depression were significantly related to impaired work performance, more days of missed work, poorer physical health, and negative perceptions about the abilities of supervisors and commanders. Depression and job stress were significantly and positively related to each other. These results support accumulating data indicating that work stress is a significant occupational health hazard in the routine military work environment. Targeting and eliminating sources of job stress should be a priority for the U.S. military to preserve and protect the mental health of military personnel.

Job demands and job performance: the mediating effect of psychological and physical strain and the moderating effect of role clarity.

PubMed

Lang, Jessica; Thomas, Jeffrey L; Bliese, Paul D; Adler, Amy B

2007-04-01

The aims of the present study were twofold: First, in differentiating between specific job characteristics, the authors examined the moderating influence of role clarity on the relationship between job demands and psychological and physical strain. Second, in providing a more comprehensive link between job demands and job performance, the authors examined strain as a mediator of that relationship. Participants were 1,418 Army cadets attending a 35-day assessment center. Survey data were collected on Day 26 of the assessment center and performance ratings were assessed throughout the assessment center period by expert evaluators. Role clarity was found to moderate the job demands-strain relationship. Specifically, cadets experiencing high demands reported less physical and psychological strain when they reported high role clarity. Moreover, psychological strain significantly mediated the demands-performance relationship. Implications are discussed from theoretical and applied perspectives. Copyright (c) 2007 APA, all rights reserved.

Job characteristics, flow, and performance: the moderating role of conscientiousness.

PubMed

Demerouti, Evangelia

2006-07-01

The present article aims to show the importance of positive work-related experiences within occupational health psychology by examining the relationship between flow at work (i.e., absorption, work enjoyment, and intrinsic work motivation) and job performance. On the basis of the literature, it was hypothesized that (a) motivating job characteristics are positively related to flow at work and (b) conscientiousness moderates the relationship between flow and other ratings of (in-role and out-of-role) performance. The hypotheses were tested on a sample of 113 employees from several occupations. Results of moderated structural equation modeling analyses generally supported the hypotheses. Motivating job characteristics were predictive of flow, and flow predicted in-role and extra-role performance, for only conscientious employees.

Job Performance Tests for CH-53E Helicopter Mechanics. Volume 2: Administrative Duties and Job Knowledge Tests

DTIC Science & Technology

1992-01-01

SUBTmI.E 5 FU.NDING NUMBERS Job Performance Tests for CII-53E Helicopter Miechanacs - Volume I1: Admiutstrative Duties and Job Knowlede Tests C - N...performance measures to Marine Corps personnel managers . training instructors, and interested researchers who may find them useful. This work comprises...Corps personnel managers , training instructors, and interested researchers who may find them useful. 3. This work comprises two parts: volume I

29 CFR 785.12 - Work performed away from the premises or job site.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Work performed away from the premises or job site. 785.12... of Principles Employees âsuffered Or Permittedâ to Work § 785.12 Work performed away from the premises or job site. The rule is also applicable to work performed away from the premises or the job site...

The significance of task significance: Job performance effects, relational mechanisms, and boundary conditions.

PubMed

Grant, Adam M

2008-01-01

Does task significance increase job performance? Correlational designs and confounded manipulations have prevented researchers from assessing the causal impact of task significance on job performance. To address this gap, 3 field experiments examined the performance effects, relational mechanisms, and boundary conditions of task significance. In Experiment 1, fundraising callers who received a task significance intervention increased their levels of job performance relative to callers in 2 other conditions and to their own prior performance. In Experiment 2, task significance increased the job dedication and helping behavior of lifeguards, and these effects were mediated by increases in perceptions of social impact and social worth. In Experiment 3, conscientiousness and prosocial values moderated the effects of task significance on the performance of new fundraising callers. The results provide fresh insights into the effects, relational mechanisms, and boundary conditions of task significance, offering noteworthy implications for theory, research, and practice on job design, social information processing, and work motivation and performance. 2008 APA

What Differentiates Employees' Job Performance Under Stressful Situations: The Role of General Self-Efficacy.

PubMed

Lu, Chang-Qin; Du, Dan-Yang; Xu, Xiao-Min

2016-10-02

The aim of this research is to verify the two-dimensional challenge-hindrance stressor framework in the Chinese context, and investigate the moderating effect of general self-efficacy in the stress process. Data were collected from 164 Chinese employee-supervisor dyads. The results demonstrated that challenge stressors were positively related to job performance while hindrance stressors were negatively related to job performance. Furthermore, general self-efficacy strengthened the positive relationship between challenge stressors and job performance, whereas the attenuating effect of general self-efficacy on the negative relationship between hindrance stressors and job performance was nonsignificant. These findings qualify the two-dimensional challenge-hindrance stressor framework, and support the notion that employees with high self-efficacy benefit more from the positive effect of challenge stressors in the workplace. By investigating the role of an individual difference variable in the challenge-hindrance stressor framework, this research provides a more accurate picture of the nature of job stress, and enhances our understanding of the job stressor-job performance relationship.

The effect of head nurse behaviors on nurse job satisfaction and performance.

PubMed

Sorrentino, E A; Nalli, B; Schriesheim, C

1992-01-01

Many nursing executives ponder the repeated problems at the unit level and occasionally surmise that effective supervision at that level holds the key to quality patient care. These pragmatic concerns, while commonplace, have yet to be explored empirically. The relationship of head nurse direction and support on subordinate job satisfaction and performance is not clearly understood. This study examines these relationships in the context of three moderating factors--role clarity, job anxiety, and unit size. Additionally, head nurse support is examined as a moderator of relationships between head nurse direction and subordinate satisfaction and job performance. Using a sample of 103 registered nurses in a medium-capacity metropolitan general hospital, the results show some significant correlations between head nurse behavior and job satisfaction and performance, and in moderating the effects of job anxiety, unit size, and support. The study highlights the need for replication in other settings. Additionally, other variables relevant to job satisfaction and performance such as life stressors (death or illness in the family) require investigation. The findings of this study reveal implications for management at the unit level and the importance of understanding subordinate behaviors in the context of head nurse support and direction.

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

PubMed

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

2002-02-01

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

41 CFR 60-2.12 - Job group analysis.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 2-AFFIRMATIVE ACTION PROGRAMS Purpose and Contents of Affirmative Action Programs § 60-2.12 Job... jobs. If the establishment at which the jobs actually are located maintains an affirmative action...

Job-Seeking Behavior and Vocational Development.

ERIC Educational Resources Information Center

Stevens, Nancy D.

Noting that job-seeking behavior, as contrasted with the processes of vocational choice and work adjustment, has been neglected in theories of vocational development, the author identifies three job seeking behavior patterns: (1) individuals exhibiting specific goals and self actualized behavior obtain desired jobs most successfully; (2) those…

Commitment to Nonwork Roles and Job Performance: Enrichment and Conflict Perspectives

ERIC Educational Resources Information Center

Weer, Christy H.; Greenhaus, Jeffrey H.; Linnehan, Frank

2010-01-01

An extensive commitment to nonwork roles was negatively associated with the job performance of 182 women legal secretaries. In addition to its direct negative effect on job performance, nonwork role commitment had both a negative indirect effect (through emotional energy expended on nonwork roles) and a positive indirect effect (through resources…

Preferred 11 different job rotation types in automotive company and their effects on productivity, quality and musculoskeletal disorders: comparison between subjective and actual scores by workers' age.

PubMed

Jeon, In Sik; Jeong, Byung Yong; Jeong, Ji Hyun

2016-10-01

This study investigates workers' favoured rotation types by their age and compares means between subjective and actual scores on productivity, quality and musculoskeletal disorders (MSDs). The subjects of research were 422 assembly line units in Hyundai Motor Company. The survey of 422 units focused on the workers' preference for 11 different rotation types and subjective scores for each type's perceived benefits, both by the workers' age. Then, actual scores on production-related indices were traced over a five-year period. The results suggest that different rotation types lead to different results in productivity, product quality and MSDs. Workers tend to perceive job rotation as a helpful method to enhance satisfaction, productivity and product quality more so than the actual production data suggests. Job rotation was especially effective in preventing MSDs for workers aged under 45, while its effects were not clear for the workers aged 45 years or older. Practitioner's Summary: This research presents appropriate rotation type for different age groups. Taking workers' age into account, administrators can use the paper's outcomes to select and implement the suitable rotation type to attain specific goals such as enhancing productivity, improving product quality or reducing MSDs.

Correspondence between Video-Based Preference Assessment and Subsequent Community Job Performance

ERIC Educational Resources Information Center

Morgan, Robert L.; Horrocks, Erin L.

2011-01-01

Researchers identified high and low preference jobs using a video web-based assessment program with three young adults ages 18 to 19 with intellectual disabilities. Individual participants were then taught to perform high and low preference jobs in community locations. The order of 25-min high and low preference job sessions was randomized. A…

Performance-Reward Contingencies: The Role and Relationships of Perceived Equity in the Job Performance-Job Satisfaction Question.

ERIC Educational Resources Information Center

Van Tilburg, Emmalou

1988-01-01

High satisfaction with intrinsic components of the job and lower satisfaction with extrinsic components as well as low scores on the extrinsic reward contingency and high scores on the intrinsic reward contingency indicate that county extension agents tend to reward themselves for high performance whereas they perceive the organization does not.…

Retaining your high performers: moderators of the performance-job satisfaction-voluntary turnover relationship.

PubMed

Nyberg, Anthony

2010-05-01

Two divergent ideas explain the relationship between performance and voluntary turnover. One suggests that higher performing employees, who are rewarded for their superior work product, will desire to remain with an organization that values their performance and will, consequently, be less likely than lower performing employees to voluntarily leave. An alternative idea suggests that higher performing employees, who are more desirable to external companies as a result of their superior work product, will have more external job opportunities and will, consequently, be more likely than their lower performing colleagues to voluntarily leave. The current study evaluated the behaviors and attitudes of 12,545 insurance employees over a 3-year period to examine how these 2 divergent expectations influence the performance-voluntary turnover relationship. Results show that both pay growth and the relevant unemployment rate interact with performance to influence the performance-voluntary turnover relationship and that they work independently of employee job satisfaction influences. PsycINFO Database Record (c) 2010 APA, all rights reserved.

Job Language Performance Requirements for MOS 75C. Personnel Management Specialist. Reference Soldier’s Manual Dated 22 May 1979.

DTIC Science & Technology

1979-05-22

STANDARDS-1963-A •4 OCT 1982 kJOB LANGUAGE PERFORMANCE REQUIREMENTS FOR 75C PERSONNEL MANAGEENT SPECIALIST REFERENCE SOLDIER’S MANUAL DATED 22 May 1979...task by task listing of the vocabulary extracted from the Soldier’s Manual .. iii [’ Appendix seven contains the machine-generated vocabulary f3r this...Observation Form and an analysis of language structures in the Soldier’s Manual for this MOS. The Observation Form (Appendix 4) was used to record actual

29 CFR 785.12 - Work performed away from the premises or job site.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Work performed away from the premises or job site. 785.12 Section 785.12 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... premises or job site. The rule is also applicable to work performed away from the premises or the job site...

Change in organizational justice and job performance in Japanese employees: A prospective cohort study.

PubMed

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

2015-01-01

The aim of the present study was to investigate the association of one-year change in organizational justice (i.e., procedural justice and interactional justice) with job performance in Japanese employees. This study surveyed 425 men and 683 women from a manufacturing company in Japan. Self-administered questionnaires, including the Organizational Justice Questionnaire (OJQ), the World Health Organization Health and Work Performance Questionnaire (WHO-HPQ) and the scales on demographic characteristics, were administered at baseline (August 2009). At one-year follow-up (August 2010), the OJQ and WHO-HPQ were used again to assess organizational justice and job performance. The change in organizational justice was measured by dichotomizing each OJQ subscale score by median at baseline and follow-up, and the participants were classified into four groups (i.e., stable low, adverse change, favorable change and stable high). Analysis of covariance (ANCOVA) was employed. After adjusting for demographic and occupational characteristics and job performance at baseline, the groups classified based on the change in procedural justice differed significantly in job performance at follow-up (ANCOVA: F [3, 1097]=4.35, p<0.01). Multiple comparisons revealed that the stable high procedural justice group had significantly higher job performance at follow-up compared with the stable low procedural justice group. The groups classified based on change in interactional justice did not differ significantly in job performance at follow-up (p>0.05). The present findings suggest that keeping the level of procedural justice high predicts higher levels of job performance, whereas the psychosocial factor of interactional justice is not so important for predicting job performance.

Linking job-relevant personality traits, transformational leadership, and job performance via perceived meaningfulness at work: A moderated mediation model.

PubMed

Frieder, Rachel E; Wang, Gang; Oh, In-Sue

2018-03-01

By integrating the fundamental principles of the theory of purposeful work behavior (TPWB; Barrick, Mount, & Li, 2013) with cognitive-affective personality system (CAPS) theory (Mischel, 1977; Mischel & Shoda, 1995), we examine how and when salespeople's job-relevant personality traits relate to their performance. We argue that individuals with personality traits that fit outdoor sales jobs (i.e., conscientious, extraversion, openness to experience) will perceive their work as more meaningful and as a result achieve heightened performance. Moreover, drawing from TPWB and CAPS theory, we expect that as an important element of the social context, transformational leadership moderates the indirect effect of salespeople's job-relevant personality traits on their job performance via enhanced perceptions of meaningfulness at work. Results based on data from 496 outdoor salespeople and their 218 supervisors and regional managers provide support for the hypotheses pertaining to conscientiousness and openness, but not extraversion. Specifically, the conditional indirect effects of conscientiousness or openness on performance through perceived meaningfulness are more positive under low, rather than high, levels of transformational leadership. Implications for research and practice are discussed along with study limitations and future research directions. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Efficiency improvements of offline metrology job creation

NASA Astrophysics Data System (ADS)

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.

Performance criteria for emergency medicine residents: a job analysis.

PubMed

Blouin, Danielle; Dagnone, Jeffrey Damon

2008-11-01

A major role of admission interviews is to assess a candidate's suitability for a residency program. Structured interviews have greater reliability and validity than do unstructured ones. The development of content for a structured interview is typically based on the dimensions of performance that are perceived as important to succeed in a particular line of work. A formal job analysis is normally conducted to determine these dimensions. The dimensions essential to succeed as an emergency medicine (EM) resident have not yet been studied. We aimed to analyze the work of EM residents to determine these essential dimensions. The "critical incident technique" was used to generate scenarios of poor and excellent resident performance. Two reviewers independently read each scenario and labelled the performance dimensions that were reflected in each. All labels assigned to a particular scenario were pooled and reviewed again until a consensus was reached. Five faculty members (25% of our total faculty) comprised the subject experts. Fifty-one incidents were generated and 50 different labels were applied. Eleven dimensions of performance applied to at least 5 incidents. "Professionalism" was the most valued performance dimension, represented in 56% of the incidents, followed by "self-confidence" (22%), "experience" (20%) and "knowledge" (20%). "Professionalism," "self-confidence," "experience" and "knowledge" were identified as the performance dimensions essential to succeed as an EM resident based on our formal job analysis using the critical incident technique. Performing a formal job analysis may assist training program directors with developing admission interviews.

Reliability and Validity of the Turkish Version of the Job Performance Scale Instrument.

PubMed

Harmanci Seren, Arzu Kader; Tuna, Rujnan; Eskin Bacaksiz, Feride

2018-02-01

Objective measurement of the job performance of nursing staff using valid and reliable instruments is important in the evaluation of healthcare quality. A current, valid, and reliable instrument that specifically measures the performance of nurses is required for this purpose. The aim of this study was to determine the validity and reliability of the Turkish version of the Job Performance Instrument. This study used a methodological design and a sample of 240 nurses working at different units in four hospitals in Istanbul, Turkey. A descriptive data form, the Job Performance Scale, and the Employee Performance Scale were used to collect data. Data were analyzed using IBM SPSS Statistics Version 21.0 and LISREL Version 8.51. On the basis of the data analysis, the instrument was revised. Some items were deleted, and subscales were combined. The Turkish version of the Job Performance Instrument was determined to be valid and reliable to measure the performance of nurses. The instrument is suitable for evaluating current nursing roles.

Job Superscheduler Architecture and Performance in Computational Grid Environments

NASA Technical Reports Server (NTRS)

Shan, Hongzhang; Oliker, Leonid; Biswas, Rupak

2003-01-01

Computational grids hold great promise in utilizing geographically separated heterogeneous resources to solve large-scale complex scientific problems. However, a number of major technical hurdles, including distributed resource management and effective job scheduling, stand in the way of realizing these gains. In this paper, we propose a novel grid superscheduler architecture and three distributed job migration algorithms. We also model the critical interaction between the superscheduler and autonomous local schedulers. Extensive performance comparisons with ideal, central, and local schemes using real workloads from leading computational centers are conducted in a simulation environment. Additionally, synthetic workloads are used to perform a detailed sensitivity analysis of our superscheduler. Several key metrics demonstrate that substantial performance gains can be achieved via smart superscheduling in distributed computational grids.

Self-regulation: from goal orientation to job performance.

PubMed

Porath, Christine L; Bateman, Thomas S

2006-01-01

The authors investigated the effects on job performance of 3 forms of goal orientation and 4 self-regulation (SR) tactics. In a longitudinal field study with salespeople, learning and performance-prove goal orientation predicted subsequent sales performance, whereas performance-avoid goal orientation negatively predicted sales performance. The SR tactics functioned as mediating variables between learning and performance-prove goal orientations and performance. Social competence and proactive behavior directly and positively predicted sales performance, and emotional control negatively predicted performance. (c) 2006 APA, all rights reserved.

Levels of Job Satisfaction and Performance of Sports Officers in Lagos State Secondary Schools

ERIC Educational Resources Information Center

Onifade, Ademola; Keinde, Idou; Kehinde, Eunice

2009-01-01

The purpose of this paper was to examine the relationship between job satisfaction levels of sports officers and sports performance of secondary schools in Lagos State. Data were collected from 200 subjects across 10 Local Education Districts. Job Descriptive Index was used to determine job satisfaction while performance in the Principals' Soccer…

The Mediating Role of Job Satisfaction on the Relationship between Teachers' Perceptions of Supervisor Support and Job Performances

ERIC Educational Resources Information Center

Uzun, Tevfik; Ozdem, Güven

2017-01-01

The main purpose of this study is to examine the relationship between teachers' perceptions of supervisor support and job performances and the mediating role of job satisfaction in this relationship. The study group consists of 206 teachers working in the public high schools in the Giresun province centre during the 2016-2017 academic year. The…

Investigating the Impact of Job Satisfaction/Dissatisfaction on Iranian English Teachers' Job Performance

ERIC Educational Resources Information Center

Afshar, Hassan Soodmand; Doosti, Mehdi

2016-01-01

As part of a large-scale project, this study investigated the differences between satisfied and dissatisfied Iranian junior secondary school English teachers in terms of their job performance. To this end, 64 Iranian English teachers and 1774 of their students completed a validated questionnaire specifically developed to investigate EFL teachers'…

Active Job Monitoring in Pilots

NASA Astrophysics Data System (ADS)

Kuehn, Eileen; Fischer, Max; Giffels, Manuel; Jung, Christopher; Petzold, Andreas

2015-12-01

Recent developments in high energy physics (HEP) including multi-core jobs and multi-core pilots require data centres to gain a deep understanding of the system to monitor, design, and upgrade computing clusters. Networking is a critical component. Especially the increased usage of data federations, for example in diskless computing centres or as a fallback solution, relies on WAN connectivity and availability. The specific demands of different experiments and communities, but also the need for identification of misbehaving batch jobs, requires an active monitoring. Existing monitoring tools are not capable of measuring fine-grained information at batch job level. This complicates network-aware scheduling and optimisations. In addition, pilots add another layer of abstraction. They behave like batch systems themselves by managing and executing payloads of jobs internally. The number of real jobs being executed is unknown, as the original batch system has no access to internal information about the scheduling process inside the pilots. Therefore, the comparability of jobs and pilots for predicting run-time behaviour or network performance cannot be ensured. Hence, identifying the actual payload is important. At the GridKa Tier 1 centre a specific tool is in use that allows the monitoring of network traffic information at batch job level. This contribution presents the current monitoring approach and discusses recent efforts and importance to identify pilots and their substructures inside the batch system. It will also show how to determine monitoring data of specific jobs from identified pilots. Finally, the approach is evaluated.

An Evaluation of Computerized Tests as Predictors of Job Performance: II. Differential Validity for Global and Job Element Criteria. Final Report.

ERIC Educational Resources Information Center

Cory, Charles H.

This report presents data concerning the validity of a set of experimental computerized and paper-and-pencil tests for measures of on-job performance on global and job elements. It reports on the usefulness of 30 experimental and operational variables for predicting marks on 42 job elements and on a global criterion for Electrician's Mate,…

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

PubMed

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

2013-09-01

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

Performance comparison of some evolutionary algorithms on job shop scheduling problems

NASA Astrophysics Data System (ADS)

Mishra, S. K.; Rao, C. S. P.

2016-09-01

Job Shop Scheduling as a state space search problem belonging to NP-hard category due to its complexity and combinational explosion of states. Several naturally inspire evolutionary methods have been developed to solve Job Shop Scheduling Problems. In this paper the evolutionary methods namely Particles Swarm Optimization, Artificial Intelligence, Invasive Weed Optimization, Bacterial Foraging Optimization, Music Based Harmony Search Algorithms are applied and find tuned to model and solve Job Shop Scheduling Problems. To compare about 250 Bench Mark instances have been used to evaluate the performance of these algorithms. The capabilities of each these algorithms in solving Job Shop Scheduling Problems are outlined.

His and Her Job: What Matters Most for Fertility Plans and Actual Childbearing?

ERIC Educational Resources Information Center

Kaufman, Gayle; Bernhardt, Eva

2012-01-01

This study examines workplace culture and fertility plans and transitions in Sweden. This study goes beyond previous research in examining the effect of particular job characteristics as well as the influence of a partner's job characteristics on women's and men's birth plans and transitions. We use data from the 1999 and 2003 Swedish Young Adult…

Relationship of core self-evaluations traits--self-esteem, generalized self-efficacy, locus of control, and emotional stability--with job satisfaction and job performance: a meta-analysis.

PubMed

Judge, T A; Bono, J E

2001-02-01

This article presents meta-analytic results of the relationship of 4 traits--self-esteem, generalized self-efficacy, locus of control, and emotional stability (low neuroticism) with job satisfaction and job performance. With respect to job satisfaction, the estimated true score correlations were .26 for self-esteem, .45 for generalized self-efficacy, .32 for internal locus of control, and .24 for emotional stability. With respect to job performance, the correlations were .26 for self-esteem, .23 for generalized self-efficacy, .22 for internal locus of control, and .19 for emotional stability. In total, the results based on 274 correlations suggest that these traits are among the best dispositional predictors of job satisfaction and job performance. T. A. Judge, E. A. Locke. and C. C. Durham's (1997) theory of core self-evaluations is used as a framework for discussing similarities between the 4 traits and their relationships to satisfaction and performance.

Evaluating Maintenance Performance: The Development of Graphic Symbolic Substitutes for Criterion Referenced Job Task Performance Tests for Electronic Maintenance. Final Report.

ERIC Educational Resources Information Center

Shriver, Edgar L.; Foley, John P., Jr.

A battery of criterion referenced Job Task Performance Tests (JTPT) was developed because paper and pencil tests of job knowledge and electronic theory had very poor criterion-related or empirical validity with respect to the ability of electronic maintenance men to perform their job. Although the original JTPT required the use of actual…

Authentic leadership, performance, and job satisfaction: the mediating role of empowerment.

PubMed

Wong, Carol A; Laschinger, Heather K S

2013-04-01

To report a study conducted to test a model linking authentic leadership of managers with nurses' perceptions of structural empowerment, performance, and job satisfaction. Authentic leadership has been proposed as the root element of effective leadership needed to build healthier work environments because there is special attention to the development of empowering leader-follower relationships. Although the influence of leadership style and empowerment on job satisfaction is well documented, there are few studies examining the influence of authentic leadership on nurses' empowerment and work outcomes. A non-experimental, predictive survey. In 2008, a random sample of 600 Registered Nurses working in acute care hospitals across Ontario in Canada was surveyed. The final sample consisted of 280 (48% response rate) nurses. Variables were measured using the Authentic Leadership Questionnaire, Conditions of Work Effectiveness Questionnaire, Global Job Satisfaction Survey, and General Performance scale. The theoretical model was tested using structural equation modelling. The final model fit the data acceptably. Authentic leadership significantly and positively influenced staff nurses' structural empowerment, which in turn increased job satisfaction and self-rated performance. The results suggest that the more managers are seen as authentic, by emphasizing transparency, balanced processing, self-awareness and high ethical standards, the more nurses perceive they have access to workplace empowerment structures, are satisfied with their work, and report higher performance. © 2012 Blackwell Publishing Ltd.

Personality and Job Performance: Evidence of Incremental Validity.

ERIC Educational Resources Information Center

Day, David V.; Silverman, Stanley B.

1989-01-01

Investigated relationship between personality variables and job performance in 43 accountants. Results indicated that, even with effects of cognitive ability taken into account, 3 personality scales (orientation toward work, degree of ascendancy, and degree and quality of interpersonal orientation) were significantly related to important aspects…

Family incivility and job performance: a moderated mediation model of psychological distress and core self-evaluation.

PubMed

Lim, Sandy; Tai, Kenneth

2014-03-01

This study extends the stress literature by exploring the relationship between family incivility and job performance. We examine whether psychological distress mediates the link between family incivility and job performance. We also investigate how core self-evaluation might moderate this mediated relationship. Data from a 2-wave study indicate that psychological distress mediates the relationship between family incivility and job performance. In addition, core self-evaluation moderates the relationship between family incivility and psychological distress but not the relationship between psychological distress and job performance. The results hold while controlling for general job stress, family-to-work conflict, and work-to-family conflict. The findings suggest that family incivility is linked to poor performance at work, and psychological distress and core self-evaluation are key mechanisms in the relationship.

Preparatory power posing affects nonverbal presence and job interview performance.

PubMed

Cuddy, Amy J C; Wilmuth, Caroline A; Yap, Andy J; Carney, Dana R

2015-07-01

The authors tested whether engaging in expansive (vs. contractive) "power poses" before a stressful job interview--preparatory power posing--would enhance performance during the interview. Participants adopted high-power (i.e., expansive, open) poses or low-power (i.e., contractive, closed) poses, and then prepared and delivered a speech to 2 evaluators as part of a mock job interview. All interview speeches were videotaped and coded for overall performance and hireability and for 2 potential mediators: verbal content (e.g., structure, content) and nonverbal presence (e.g., captivating, enthusiastic). As predicted, those who prepared for the job interview with high- (vs. low-) power poses performed better and were more likely to be chosen for hire; this relation was mediated by nonverbal presence, but not by verbal content. Although previous research has focused on how a nonverbal behavior that is enacted during interactions and observed by perceivers affects how those perceivers evaluate and respond to the actor, this experiment focused on how a nonverbal behavior that is enacted before the interaction and unobserved by perceivers affects the actor's performance, which, in turn, affects how perceivers evaluate and respond to the actor. This experiment reveals a theoretically novel and practically informative result that demonstrates the causal relation between preparatory nonverbal behavior and subsequent performance and outcomes. (c) 2015 APA, all rights reserved).

The Influence of Creative Process Engagement on Employee Creative Performance and Overall Job Performance: A Curvilinear Assessment

ERIC Educational Resources Information Center

Zhang, Xiaomeng; Bartol, Kathryn M.

2010-01-01

Integrating theories addressing attention and activation with creativity literature, we found an inverted U-shaped relationship between creative process engagement and overall job performance among professionals in complex jobs in an information technology firm. Work experience moderated the curvilinear relationship, with low-experience employees…

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

PubMed

Olsen, Espen; Bjaalid, Gunhild; Mikkelsen, Aslaug

2017-11-01

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

Staffing and job satisfaction: nurses and nursing assistants.

PubMed

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.

Correlating Emotional Intelligence and Job Performance Among Jordanian Hospitals' Registered Nurses.

PubMed

Al-Hamdan, Zaid; Oweidat, Islam Ali; Al-Faouri, Ibrahim; Codier, Estelle

2017-01-01

Emotional intelligence (EI) is an ability to recognize our and others' emotions, and manage emotions in ourselves and in relationships with other people. A large body of research evidence outside nursing shows that measured (EI) abilities correlated with employee performance, motivation, and job satisfaction; and preliminary nursing research evidence shows the correlation between EI ability and nurses' clinical performance. There is less research on the EI ability of Jordanian nurses, and the present study was undertaken to address this gap. A descriptive, cross-sectional, correlation comparative design (nonexperimental) was employed. Six Jordanian hospitals were included in the study. Two hundred fifty questionnaires were distributed to prospective participants. One hundred ninety-four questionnaires were returned, giving a response rate of 78%. EI was measured using the Genos Instrument. Clinical performance was measured using a self-report measure. Findings demonstrated significant positive relationships between all subscales of EI and job performance, ranging from r = .250, p = .000 to r = .193, p = .007. Regression analysis indicated working in medical-surgical wards, recognizing and expressing emotions scores (β = 0.186, p = .048), and controlling emotions (β = 0.255, p = .027) explained 19.1% of variance in nurses' job performance. The study findings confirm the correlation between nurse EI ability and clinical performance. © 2016 Wiley Periodicals, Inc.

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

PubMed

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

2013-01-01

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

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

PubMed Central

2013-01-01

When mental health counselors have limited and/or inadequate training in substance use disorders (SUDs), effective clinical supervision (ECS) may advance their professional development. The purpose of the current study was to investigate whether ECS is related to the job performance of SUD counselors. Data were obtained in person via paper-and-pencil surveys from 392 matched SUD counselor-clinical supervisor dyads working in 27 SUD treatment organizations across the United States. ECS was rated by counselors and measured with five multi-item scales (i.e., sponsoring counselors’ careers, providing challenging assignments, role modeling, accepting/confirming counselors’ competence, overall supervisor task proficiency). Clinical supervisors rated counselors’ job performance, which was measured with two multi-item scales (i.e., task performance, performance within supervisory relationship). Using mixed-effects models, we found that most aspects of ECS are related to SUD counselor job performance. Thus, ECS may indeed enhance counselors’ task performance and performance within the supervisory relationship, and, as a consequence, offset limited formal SUD training. PMID:25061265

Job Attitudes and Performance during Three Career Stages.

ERIC Educational Resources Information Center

Slocum, John W., Jr.; Cron, William L.

1985-01-01

Tested a theory suggesting three distinct career stages between 21 and 60, each with its own career issues, job attitudes, and behavior. Attitudinal and career measures from 675 salespersons supported the theory. Within each stage, different attitudes and behaviors predicted sales performance in accordance with the theory. (Author/NRB)

Relationships between Emotional Labor, Job Performance, and Turnover

ERIC Educational Resources Information Center

Goodwin, Robyn E.; Groth, Markus; Frenkel, Stephen J.

2011-01-01

The present study investigates the relationship between the emotional labor strategies surface acting and deep acting and organizational outcomes, specifically, employees' overall job performance and turnover. Call center employees from two large financial service organizations completed an online survey about their use of surface and deep acting.…

The cultural effects of job mobility and the belief in a fixed world: evidence from performance forecast.

PubMed

Chen, Jing; Chiu, Chi-yue; Chan, S Fiona

2009-11-01

Results from 5 studies illustrate how perception of and experiences with low job mobility can shape culture-characteristic pattern of judgments and behaviors. Although both Americans and some Asian groups (e.g., Chinese, Asian Americans) consider having successful practitioners' personality traits (role personalities) to be important to job performance, the Asian groups place heavier emphasis on possessing role personalities when making performance forecast than do Americans (Studies 1-3). Moreover, even among Americans, a brief subjective experience with low job mobility can increase the perceived importance of possessing role personalities in performance forecast (Study 4), and a brief direct experience with low job mobility can increase job applicants' tendency to claim possession of role personality traits in job applications (Study 5). Furthermore, the belief in a fixed world mediates the relationship between perception of low job mobility and perceived importance of possessing role personalities in performance forecast (Study 2).

Evidence for the Usefulness of Task Performance, Job Dedication, and Interpersonal Facilitation as Components of Overall Performance

DTIC Science & Technology

1994-08-01

effectiveness. Recent research in organizational citizenship behavior (Smith, Organ, & Near, 1983; Organ, 1988); prosocial organizational behavior (Brief...performance, interpersonal facilitation and job dedication. Job dedication consists of self- motivated , disciplined behaviors like working hard...organizational citizenship behavior (Smith et al., 1983), prosocial organizational behavior (Brief & Motowidlo, 1986), organizational spontaneity (George

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

PubMed

Olafsen, Anja H; Halvari, Hallgeir

2017-08-07

This study investigates the job demands-resources (JD-R) model in relation to work motivation in a self-determination theory (SDT) perspective, with the purpose of developing a model where social-contextual factors are seen in relation to psychological needs in order to explain autonomous work motivation and, in turn, self-reported work performance and somatic symptom burden. SEM-analyses of cross-sectional survey data including 405 waiters/waitresses in Norway were conducted to evaluate the hypothesized model. Results indicate that different job resources have different relations to psychological need satisfaction, and that certain types of job demands (i.e., job challenges) actually may enhance satisfaction of specific psychological needs. In particular, task autonomy had a positive relation to autonomy satisfaction (p < .001) and to competence satisfaction (p < .05), positive feedback had a positive relation to autonomy-, competence-, and relatedness satisfaction (p < .001), and workload had a positive relation to competence satisfaction (p < .001). Furthermore, psychological needs for autonomy, competence, and relatedness positively related to autonomous work motivation and, in turn, positively to work performance and negatively to somatic symptom burden (p < .001). Indirect relations were also detected between the job characteristics and autonomous work motivation and between the basic needs and work performance (p < .05). Hence, when explaining autonomous work motivation and work outcomes, it is important to distinguish between different job demands and job resources, as well as among the three psychological needs.

It's My Job: Job Descriptions for Over 30 Camp Jobs.

ERIC Educational Resources Information Center

Klein, Edie

This book was created to assist youth-camp directors define their camp jobs to improve employee performance assessment, training, and hiring. The book, aimed at clarifying issues in fair-hiring practices required by the 1990 Americans with Disabilities Act (ADA), includes the descriptions of 31 jobs. Each description includes the job's minimum…

Developing Measures of Job Performance for Support Staff in Housing Services for People with Intellectual Disabilities

ERIC Educational Resources Information Center

Hatton, Chris; Wigham, Sarah; Craig, Jaime

2009-01-01

Background: There is an absence of research concerning the assessment of housing support worker job performance, particularly in the development of job performance measures that reflect the priorities of people with intellectual disabilities and their families. Method: A worker-oriented job analysis method was used to develop four short job…

Self-rated job performance and absenteeism according to employee engagement, health behaviors, and physical health.

PubMed

Merrill, Ray M; Aldana, Steven G; Pope, James E; Anderson, David R; Coberley, Carter R; Grossmeier, Jessica J; Whitmer, R William

2013-01-01

To better understand the combined influence of employee engagement, health behavior, and physical health on job performance and absenteeism. Analyses were based on 20,114 employees who completed the Healthways Well-Being Assessment from 2008 to 2010. Employees represented three geographically dispersed companies in the United States. Employee engagement, health behavior, and physical health indices were simultaneously significantly associated with job performance and also with absenteeism. Employee engagement had a greater association with job performance than did the health behavior or physical health indices, whereas the physical health index was more strongly associated with absenteeism. Specific elements of the indices were evaluated for association with self-rated job performance and absenteeism. Efforts to improve worker productivity should take a holistic approach encompassing employee health improvement and engagement strategies.

A Moderated Mediation Model of the Relationship between Organizational Citizenship Behaviors and Job Performance

ERIC Educational Resources Information Center

Ozer, Muammer

2011-01-01

Addressing numerous calls for future research on understanding the theoretical mechanisms that explain the relationship between organizational citizenship behaviors (OCBs) and job performance, this study focused on how an employee's relationships with coworkers mediate the relationship between his or her OCBs and his or her job performance. It…

At-Risk Youth Appearance and Job Performance Evaluation

ERIC Educational Resources Information Center

Freeburg, Beth Winfrey; Workman, Jane E.

2008-01-01

The goal of this study was to identify the relationship of at-risk youth workplace appearance to other job performance criteria. Employers (n = 30; each employing from 1 to 17 youths) evaluated 178 at-risk high school youths who completed a paid summer employment experience. Appearance evaluations were significantly correlated with evaluations of…

The honeymoon effect in job performance - Temporal increases in the predictive power of achievement motivation

NASA Technical Reports Server (NTRS)

Helmreich, Robert L.; Sawin, Linda L.; Carsrud, Alan L.

1986-01-01

Correlations between a job performance criterion and personality measures reflecting achievement motivation and an interpersonal orientation were examined at three points in time after completion of job training for a sample of airline reservations agents. Although correlations between the personality predictors and performance were small and nonsignificant for the 3-month period after beginning the job, by the end of six and eight months a number of significant relationships had emerged. Implications for the utility of personality measures in selection and performance prediction are discussed.

Jobs masonry in LHCb with elastic Grid Jobs

NASA Astrophysics Data System (ADS)

Stagni, F.; Charpentier, Ph

2015-12-01

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

Transformational leadership and employee safety performance: a within-person, between-jobs design.

PubMed

Inness, Michelle; Turner, Nick; Barling, Julian; Stride, Chris B

2010-07-01

We investigated the extent to which the safety performance (i.e., self-reported safety compliance and safety participation) of employees with 2 jobs was predicted by their respective supervisors' transformational leadership behaviors. We compared 2 within-person models: a context-specific model (i.e., transformational leadership experienced by employees in 1 context related to those same employees' safety performance only in that context) and a context-spillover model (i.e., transformational leadership experienced by employees in 1 context related to those same employees' safety performance in the same and other contexts). Our sample comprised 159 "moonlighters" (73 men, 86 women): employees who simultaneously hold 2 different jobs, each with a different supervisor, providing within-person data on the influence of different supervisors on employee safety performance across 2 job contexts. Having controlled for individual differences (negative affectivity and conscientiousness) and work characteristics (e.g., hours worked and length of relationship with supervisor), the context-specific model provided the best fit to the data among alternative nested models. Implications for the role of transformational leadership in promoting workplace safety are discussed.

Women Share in Science and Technology Education and Their Job Performance in Nigeria

NASA Astrophysics Data System (ADS)

Osezuah, Simon; Nwadiani, C. O.

2012-10-01

This investigation focused on womenís share in Science and Technology education and their job performance in Nigeria. The investigation was conducted with two questions that were raised as a guide. A sample of 4886 was drawn through the questionnaire method. Analysis of the data was conducted through the use of frequency count. Findings obtained indicated that there was disparity between male and female gender in access to Science and Technology education in Nigeria, and also that there were no differences between women and men scientists and technologists in job performance. The conclusion was therefore reached that women do not have equal share with men in Science and Technology education even though the male and female scientists and technologists perform jobs equally in Nigeria. Recommendation was therefore made accordingly.

Training Affects Variability in Training Performance both Within and Across Jobs

DTIC Science & Technology

2016-03-01

was measured by a verbal/ math composite derived from the US military enlistment test, the Armed Services Vocational Aptitude Battery. Training...performance was assessed by written tests of job-related knowledge content. Predictive validity of the verbal/ math composite ranged from .124 to .836...job over several years. Participants were 116,310 enlistees enrolled in 108 US Air Force training specialties. Aptitude was measured by a verbal/ math

The Relationship Between Cosmopolitan-Local Orientation and Job Performance

ERIC Educational Resources Information Center

London, Manuel; And Others

1977-01-01

Relationships between cosmopolitan--local orientation and measures of job performance were examined for 150 technical employees in three architectural firms. Cosmopolitan orientation was positively related to supervisor ratings of following prescribed work hours and supervisor and co-worker ratings of impressing others. (Author)

Design of the DIRECT-project: interventions to increase job resources and recovery opportunities to improve job-related health, well-being, and performance outcomes in nursing homes.

PubMed

Spoor, Ellen; de Jonge, Jan; Hamers, Jan P H

2010-05-28

Because of high demands at work, nurses are at high risk for occupational burnout and physical complaints. The presence of job resources (such as job autonomy or social support) and recovery opportunities could counteract the adverse effect of high job demands. However, it is still unclear how job resources and recovery opportunities can be translated into effective workplace interventions aiming to improve employee health, well-being, and performance-related outcomes. The aim of the current research project is developing and implementing interventions to optimize job resources and recovery opportunities, which may lead to improved health, well-being and performance of nurses. The DIRECT-project (DIsc Risk Evaluating Controlled Trial) is a longitudinal, quasi-experimental field study. Nursing home staff of 4 intervention wards and 4 comparison wards will be involved. Based on the results of a base-line survey, interventions will be implemented to optimize job resources and recovery opportunities. After 12 and 24 month the effect of the interventions will be investigated with follow-up surveys. Additionally, a process evaluation will be conducted to map factors that either stimulated or hindered successful implementation as well as the effectiveness of the interventions. The DIRECT-project fulfils a strong need for intervention research in the field of work, stress, performance, and health. The results could reveal (1) how interventions can be tailored to optimize job resources and recovery opportunities, in order to counteract job demands, and (2) what the effects of these interventions will be on health, well-being, and performance of nursing staff.

Design of the DIRECT-project: interventions to increase job resources and recovery opportunities to improve job-related health, well-being, and performance outcomes in nursing homes

PubMed Central

2010-01-01

Background Because of high demands at work, nurses are at high risk for occupational burnout and physical complaints. The presence of job resources (such as job autonomy or social support) and recovery opportunities could counteract the adverse effect of high job demands. However, it is still unclear how job resources and recovery opportunities can be translated into effective workplace interventions aiming to improve employee health, well-being, and performance-related outcomes. The aim of the current research project is developing and implementing interventions to optimize job resources and recovery opportunities, which may lead to improved health, well-being and performance of nurses. Methods/design The DIRECT-project (DIsc Risk Evaluating Controlled Trial) is a longitudinal, quasi-experimental field study. Nursing home staff of 4 intervention wards and 4 comparison wards will be involved. Based on the results of a base-line survey, interventions will be implemented to optimize job resources and recovery opportunities. After 12 and 24 month the effect of the interventions will be investigated with follow-up surveys. Additionally, a process evaluation will be conducted to map factors that either stimulated or hindered successful implementation as well as the effectiveness of the interventions. Discussion The DIRECT-project fulfils a strong need for intervention research in the field of work, stress, performance, and health. The results could reveal (1) how interventions can be tailored to optimize job resources and recovery opportunities, in order to counteract job demands, and (2) what the effects of these interventions will be on health, well-being, and performance of nursing staff. PMID:20509923

Analyzing data flows of WLCG jobs at batch job level

NASA Astrophysics Data System (ADS)

Kuehn, Eileen; Fischer, Max; Giffels, Manuel; Jung, Christopher; Petzold, Andreas

2015-05-01

With the introduction of federated data access to the workflows of WLCG, it is becoming increasingly important for data centers to understand specific data flows regarding storage element accesses, firewall configurations, as well as the scheduling of batch jobs themselves. As existing batch system monitoring and related system monitoring tools do not support measurements at batch job level, a new tool has been developed and put into operation at the GridKa Tier 1 center for monitoring continuous data streams and characteristics of WLCG jobs and pilots. Long term measurements and data collection are in progress. These measurements already have been proven to be useful analyzing misbehaviors and various issues. Therefore we aim for an automated, realtime approach for anomaly detection. As a requirement, prototypes for standard workflows have to be examined. Based on measurements of several months, different features of HEP jobs are evaluated regarding their effectiveness for data mining approaches to identify these common workflows. The paper will introduce the actual measurement approach and statistics as well as the general concept and first results classifying different HEP job workflows derived from the measurements at GridKa.

Thermal Performance of Cryogenic Piping Multilayer Insulation in Actual Field Installations

NASA Technical Reports Server (NTRS)

Fesmire, J.; Augustnynowicz, S.; Thompson, K. (Technical Monitor)

2002-01-01

A standardized way of comparing the thermal performance of different pipelines in different sizes is needed. Vendor data for vacuum-insulated piping are typically given in heat leak rate per unit length (W/m) for a specific diameter pipeline. An overall k-value for actual field installations (k(sub oafi)) is therefore proposed as a more generalized measure for thermal performance comparison and design calculation. The k(sub oafi) provides a direct correspondence to the k-values reported for insulation materials and illustrates the large difference between ideal multilayer insulation (MLI) and actual MLI performance. In this experimental research study, a section of insulated piping was tested under cryogenic vacuum conditions, including simulated spacers and bending. Several different insulation systems were tested using a 1-meter-long cylindrical cryostat test apparatus. The simulated spacers tests showed significant degradation in the thermal performance of a given insulation system. An 18-meter-long pipeline test apparatus is now in operation at the Cryogenics Test Laboratory, NASA Kennedy Space Center, for conducting liquid nitrogen thermal performance tests.

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

ERIC Educational Resources Information Center

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

2015-01-01

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

Medication adherence, comorbidities, and health risk impacts on workforce absence and job performance.

PubMed

Loeppke, Ronald; Haufle, Vince; Jinnett, Kim; Parry, Thomas; Zhu, Jianping; Hymel, Pamela; Konicki, Doris

2011-06-01

To understand impacts of medication adherence, comorbidities, and health risks on workforce absence and job performance. Retrospective observational study using employees' medical/pharmacy claims and self-reported health risk appraisals. Statin medication adherence in individuals with Coronary Artery Disease was significant predictor (P < 0.05) of decreasing absenteeism. Insulin, oral hypoglycemic, or metformin medication adherence in type 2 diabetics was significant (P < 0.05) predictor of decreasing job performance. Number of comorbidities was found as significant (P < 0.5) predictor of absenteeism in five of nine subsamples. Significant links (P < 0.05) between high health risks and lower job performance were found across all nine subsamples. Results suggest integrated health and productivity management strategies should include an emphasis on primary and secondary prevention to reduce health risks in addition to tertiary prevention efforts of disease management and medication management.

Daily micro-breaks and job performance: General work engagement as a cross-level moderator.

PubMed

Kim, Sooyeol; Park, YoungAh; Headrick, Lucille

2018-03-29

Despite the growing research on work recovery and its well-being outcomes, surprisingly little attention has been paid to at-work recovery and its job performance outcomes. The current study extends the work recovery literature by examining day-level relationships between prototypical microbreaks and job performance as mediated by state positive affect. Furthermore, general work engagement is tested as a cross-level moderator weakening the indirect effects of microbreaks on job performance via positive affect. Using multisource experience sampling method, the authors collected two daily surveys from 71 call center employees and obtained objective records of daily sales performance for two consecutive weeks (n = 632). Multilevel path analysis results showed that relaxation, socialization, and cognitive microbreaks were related to increased positive affect at work which, in turn, predicted greater sales performance. However, breaks for nutrition-intake (having snacks and drinks) did not show significant effects. Importantly, microbreaks had significant indirect effects on job performance via positive affect only for workers who had lower general work engagement, whereas the indirect effects did not exist for workers who had higher general work engagement. Furthermore, Bayesian multilevel analyses confirmed the results. Theoretical and practical implications, limitations, and future research directions are discussed. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Consistency across Repeated Eyewitness Interviews: Contrasting Police Detectives’ Beliefs with Actual Eyewitness Performance

PubMed Central

Krix, Alana C.; Sauerland, Melanie; Lorei, Clemens; Rispens, Imke

2015-01-01

In the legal system, inconsistencies in eyewitness accounts are often used to discredit witnesses’ credibility. This is at odds with research findings showing that witnesses frequently report reminiscent details (details previously unrecalled) at an accuracy rate that is nearly as high as for consistently recalled information. The present study sought to put the validity of beliefs about recall consistency to a test by directly comparing them with actual memory performance in two recall attempts. All participants watched a film of a staged theft. Subsequently, the memory group (N = 84) provided one statement immediately after the film (either with the Self-Administered Interview or free recall) and one after a one-week delay. The estimation group (N = 81) consisting of experienced police detectives estimated the recall performance of the memory group. The results showed that actual recall performance was consistently underestimated. Also, a sharp decline of memory performance between recall attempts was assumed by the estimation group whereas actual accuracy remained stable. While reminiscent details were almost as accurate as consistent details, they were estimated to be much less accurate than consistent information and as inaccurate as direct contradictions. The police detectives expressed a great concern that reminiscence was the result of suggestive external influences. In conclusion, it seems that experienced police detectives hold many implicit beliefs about recall consistency that do not correspond with actual recall performance. Recommendations for police trainings are provided. These aim at fostering a differentiated view on eyewitness performance and the inclusion of more comprehensive classes on human memory structure. PMID:25695428

Consistency across repeated eyewitness interviews: contrasting police detectives' beliefs with actual eyewitness performance.

PubMed

Krix, Alana C; Sauerland, Melanie; Lorei, Clemens; Rispens, Imke

2015-01-01

In the legal system, inconsistencies in eyewitness accounts are often used to discredit witnesses' credibility. This is at odds with research findings showing that witnesses frequently report reminiscent details (details previously unrecalled) at an accuracy rate that is nearly as high as for consistently recalled information. The present study sought to put the validity of beliefs about recall consistency to a test by directly comparing them with actual memory performance in two recall attempts. All participants watched a film of a staged theft. Subsequently, the memory group (N = 84) provided one statement immediately after the film (either with the Self-Administered Interview or free recall) and one after a one-week delay. The estimation group (N = 81) consisting of experienced police detectives estimated the recall performance of the memory group. The results showed that actual recall performance was consistently underestimated. Also, a sharp decline of memory performance between recall attempts was assumed by the estimation group whereas actual accuracy remained stable. While reminiscent details were almost as accurate as consistent details, they were estimated to be much less accurate than consistent information and as inaccurate as direct contradictions. The police detectives expressed a great concern that reminiscence was the result of suggestive external influences. In conclusion, it seems that experienced police detectives hold many implicit beliefs about recall consistency that do not correspond with actual recall performance. Recommendations for police trainings are provided. These aim at fostering a differentiated view on eyewitness performance and the inclusion of more comprehensive classes on human memory structure.

Impression Management and Interview and Job Performance Ratings: A Meta-Analysis of Research Design with Tactics in Mind

PubMed Central

Peck, Jessica A.; Levashina, Julia

2017-01-01

Impression management (IM) is pervasive in interview and job performance settings. We meta-analytically examine IM by self- and other-focused tactics to establish base rates of tactic usage, to understand the impact of tactics on interview and job performance ratings, and to examine the moderating effects of research design. Our results suggest IM is used more frequently in the interview rather than job performance settings. Self-focused tactics are more effective in the interview rather than in job performance settings, and other-focused tactics are more effective in job performance settings rather than in the interview. We explore several research design moderators including research fidelity, rater, and participants. IM has a somewhat stronger impact on interview ratings in lab settings than field settings. IM also has a stronger impact on interview ratings when the target of IM is also the rater of performance than when the rater of performance is an observer. Finally, labor market participants use IM more frequently and more effectively than students in interview settings. Our research has implications for understanding how different IM tactics function in interview and job performance settings and the effects of research design on IM frequency and impact. PMID:28261135

Impression Management and Interview and Job Performance Ratings: A Meta-Analysis of Research Design with Tactics in Mind.

PubMed

Peck, Jessica A; Levashina, Julia

2017-01-01

Impression management (IM) is pervasive in interview and job performance settings. We meta-analytically examine IM by self- and other-focused tactics to establish base rates of tactic usage, to understand the impact of tactics on interview and job performance ratings, and to examine the moderating effects of research design. Our results suggest IM is used more frequently in the interview rather than job performance settings. Self-focused tactics are more effective in the interview rather than in job performance settings, and other-focused tactics are more effective in job performance settings rather than in the interview. We explore several research design moderators including research fidelity, rater, and participants. IM has a somewhat stronger impact on interview ratings in lab settings than field settings. IM also has a stronger impact on interview ratings when the target of IM is also the rater of performance than when the rater of performance is an observer. Finally, labor market participants use IM more frequently and more effectively than students in interview settings. Our research has implications for understanding how different IM tactics function in interview and job performance settings and the effects of research design on IM frequency and impact.

20 CFR 670.980 - What are the indicators of performance for Job Corps?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What are the indicators of performance for Job Corps? 670.980 Section 670.980 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management...

Domestic Job Shortage or Job Maldistribution? A Geographic Analysis of the Current Radiation Oncology Job Market.

PubMed

Chowdhary, Mudit; Chhabra, Arpit M; Switchenko, Jeffrey M; Jhaveri, Jaymin; Sen, Neilayan; Patel, Pretesh R; Curran, Walter J; Abrams, Ross A; Patel, Kirtesh R; Marwaha, Gaurav

2017-09-01

To examine whether permanent radiation oncologist (RO) employment opportunities vary based on geography. A database of full-time RO jobs was created by use of American Society for Radiation Oncology (ASTRO) Career Center website posts between March 28, 2016, and March 31, 2017. Jobs were first classified by region based on US Census Bureau data. Jobs were further categorized as academic or nonacademic depending on the employer. The prevalence of job openings per 10 million population was calculated to account for regional population differences. The χ 2 test was implemented to compare position type across regions. The number and locations of graduating RO during our study period was calculated using National Resident Matching Program data. The χ 2 goodness-of-fit test was then used to compare a set of observed proportions of jobs with a corresponding set of hypothesized proportions of jobs based on the proportions of graduates per region. A total of 211 unique jobs were recorded. The highest and lowest percentages of jobs were seen in the South (31.8%) and Northeast (18.5%), respectively. Of the total jobs, 82 (38.9%) were academic; the South had the highest percentage of overall academic jobs (35.4%), while the West had the lowest (14.6%). Regionally, the Northeast had the highest percentage of academic jobs (56.4%), while the West had the lowest (26.7%). A statistically significant difference was noted between regional academic and nonacademic job availability (P=.021). After we accounted for unit population, the Midwest had the highest number of total jobs per 10 million (9.0) while the South had the lowest (5.9). A significant difference was also observed in the proportion of RO graduates versus actual jobs per region (P=.003), with a surplus of trainees seen in the Northeast. This study presents a quantitative analysis of the RO job market. We found a disproportionately small number of opportunities compared with graduates trained in the Northeast, as well

Job crafting in changing organizations: Antecedents and implications for exhaustion and performance.

PubMed

Petrou, Paraskevas; Demerouti, Evangelia; Schaufeli, Wilmar B

2015-10-01

The present study addressed employee job crafting behaviors (i.e., seeking resources, seeking challenges, and reducing demands) in the context of organizational change. We examined predictors of job crafting both at the organizational level (i.e., perceived impact of the implemented changes on the working life of employees) and the individual level (i.e., employee willingness to follow the changes). Job crafting behaviors were expected to predict task performance and exhaustion. Two-wave longitudinal data from 580 police officers undergoing organizational changes were analyzed with structural equation modeling. Findings showed that the degree to which changes influence employees' daily work was linked to reducing demands and exhaustion, whereas employee willingness to change was linked to seeking resources and seeking challenges. Furthermore, while seeking resources and seeking challenges were associated with high task performance and low exhaustion respectively, reducing demands seemed to predict exhaustion positively. Our findings suggest that job crafting can act as a strategy of employees to respond to organizational change. While seeking resources and seeking challenges enhance employee adjustment and should be encouraged by managers, reducing demands seems to have unfavorable implications for employees. (c) 2015 APA, all rights reserved).

Work-family conflict and job performance in nurses: the moderating effects of social support.

PubMed

Wang, Mei-Ling; Tsai, Li-Jane

2014-09-01

A large number of women are employed in the labor market. This phenomenon has widely supplanted the traditional family model of full-time working fathers and full-time housewives with the dual-income family model. Most nurses have both family and work responsibilities and hope to balance these two aspects of their lives. Work-family conflict (WFC) is thus a significant issue faced by professional nurses. This study examines the relationship between WFC and job performance in the nursing context and explores the moderating effects of different sources of social support. This study questionnaire used a self-reporting scale. To avoid common method variance, research data were collected at two time points. Five hundred twenty questionnaires were sent to nurses working at five hospitals in Taiwan, and 501 were returned, of which 495 were valid and used in analysis. Hierarchical regression analysis was used to test study hypotheses. Study findings were (a) degree of family-to-work conflict influenced job performance negatively, (b) level of WFC did not significantly affect job performance, (c) support from friends strengthened the negative effect of family-to-work conflict on job performance, and (d) support from coworkers weakened the relationship between WFC and job performance. It is hoped that the findings of this study will be useful for nursing managers, organizations, and future research. Hospital organizations and nursing departments have a positive role to play in fostering an organizational culture that helps its staffs balance work and family responsibilities. A strategy of human resource management that is consistent with the demands of nurses may help reduce WFC.

The Impact of Simulated Aging on Nursing Staff Self Reports of Job Satisfaction and Performance.

ERIC Educational Resources Information Center

Robinson, James D.; Nussbaum, Jon F.

A study examined the impact of a simulated aging experience on nursing staff perceptions of job satisfaction and job performance. It was hypothesized that nurses and nurse aides who participated in the simulated aging experience would be more satisfied with their jobs and would receive fewer complaints from residents than those who did not…

Effects of Refresher Training on Job-Task Typewriting Performance.

ERIC Educational Resources Information Center

Hagman, Joseph D.; Schendel, Joel D.

Two groups of 15 Administrative Specialists, 7lL Military Occupational Speciality (MOS), participated in four job-task refresher training sessions designed to enhance the typewriting of military correspondence. One group performed under a study training method which allowed use of a Correspondence Manual while arranging materials into the correct…

Workplace Violence and Job Performance among Community Healthcare Workers in China: The Mediator Role of Quality of Life.

PubMed

Lin, Wei-Quan; Wu, Jiang; Yuan, Le-Xin; Zhang, Sheng-Chao; Jing, Meng-Juan; Zhang, Hui-Shan; Luo, Jia-Li; Lei, Yi-Xiong; Wang, Pei-Xi

2015-11-20

To explore the impact of workplace violence on job performance and quality of life of community healthcare workers in China, especially the relationship of these three variables. From December 2013 to April 2014, a total of 1404 healthcare workers were recruited by using the random cluster sampling method from Community Health Centers in Guangzhou and Shenzhen. The workplace violence scale, the job performance scale and the quality of life scale (SF-36) were self-administered. The structural equation model constructed by Amos 17.0 was employed to assess the relationship among these variables. Our study found that 51.64% of the respondents had an experience of workplace violence. It was found that both job performance and quality of life had a negative correlation with workplace violence. A positive association was identified between job performance and quality of life. The path analysis showed the total effect (β = -0.243) of workplace violence on job performance consisted of a direct effect (β = -0.113) and an indirect effect (β = -0.130), which was mediated by quality of life. Workplace violence among community healthcare workers is prevalent in China. The workplace violence had negative effects on the job performance and quality of life of CHCs' workers. The study suggests that improvement in the quality of life may lead to an effective reduction of the damages in job performance caused by workplace violence.

Recovery Processes During and After Work: Associations With Health, Work Engagement, and Job Performance.

PubMed

de Bloom, Jessica; Kinnunen, Ulla; Korpela, Kalevi

2015-07-01

We examined energy management during work, recovery experiences after work and their connections to health, work engagement, and job performance. An online survey was completed by 1208 Finnish employees. Energy management was assessed through 13 strategies and recovery experiences through four experiences. As outcomes of recovery, we examined self-reported health, work engagement, and job performance. On average, employees applied three energy management strategies. The most beneficial strategies were work-related: shifting focus, goal setting, and helping coworkers. Both energy management and recovery experiences contributed to the outcomes. Employees benefit in terms of energy from shifting their focus to positive aspects of their jobs and demonstrating proactive social behavior at work. Recovery processes during and after work are closely connected to each other, to well-being and performance at work.

General Cognitive Ability Predicts Job Performance

DTIC Science & Technology

1992-01-01

of criteria has been and remains the center of controversy. Early intelligence test developers such as Binet and Simon were proponents of g but...Vocational Behavior ( Gottfredson , 1986) documen --,d the renewed interest as did the evidence emerging from validity generalization studies (Hunter, 1983...Among the jobs with highest average estimated intelligence were accounting, engineering, and medicine. Jobs with middling average estimated intelligence

Does Personality Have a Different Impact on Self-Rated Distraction, Job Satisfaction, and Job Performance in Different Office Types?

PubMed

Seddigh, Aram; Berntson, Erik; Platts, Loretta G; Westerlund, Hugo

2016-01-01

This study investigates the joint effect of office type (cell, shared room, open-plan, and flex) and personality, measured by the Big Five personality traits, on self-rated measures of distraction, job satisfaction, and job performance (measured by professional efficacy). Regression analyses with interactions between personality and office type were conducted on 1205 participants working in 5 organizations from both the private and public sectors. While few interactions were observed in the cases of professional efficacy and job satisfaction, several were observed between personality traits and office type on the level of distraction reported. Specifically, more emotionally stable participants reported lower distraction, particularly those working in flex offices. Both agreeableness and openness to experience were associated with higher levels of distraction among participants in open-plan compared to cell offices.

Does Personality Have a Different Impact on Self-Rated Distraction, Job Satisfaction, and Job Performance in Different Office Types?

PubMed Central

Seddigh, Aram; Berntson, Erik; Platts, Loretta G.; Westerlund, Hugo

2016-01-01

This study investigates the joint effect of office type (cell, shared room, open-plan, and flex) and personality, measured by the Big Five personality traits, on self-rated measures of distraction, job satisfaction, and job performance (measured by professional efficacy). Regression analyses with interactions between personality and office type were conducted on 1205 participants working in 5 organizations from both the private and public sectors. While few interactions were observed in the cases of professional efficacy and job satisfaction, several were observed between personality traits and office type on the level of distraction reported. Specifically, more emotionally stable participants reported lower distraction, particularly those working in flex offices. Both agreeableness and openness to experience were associated with higher levels of distraction among participants in open-plan compared to cell offices. PMID:27223898

Performance factors of mobile rich media job aids for community health workers

PubMed Central

Florez-Arango, Jose F; Dunn, Kim; Zhang, Jiajie

2011-01-01

Objective To study and analyze the possible benefits on performance of community health workers using point-of-care clinical guidelines implemented as interactive rich media job aids on small-format mobile platforms. Design A crossover study with one intervention (rich media job aids) and one control (traditional job aids), two periods, with 50 community health workers, each subject solving a total 15 standardized cases per period per period (30 cases in total per subject). Measurements Error rate per case and task, protocol compliance. Results A total of 1394 cases were evaluated. Intervention reduces errors by an average of 33.15% (p=0.001) and increases protocol compliance 30.18% (p<0.001). Limitations Medical cases were presented on human patient simulators in a laboratory setting, not on real patients. Conclusion These results indicate encouraging prospects for mHealth technologies in general, and the use of rich media clinical guidelines on cell phones in particular, for the improvement of community health worker performance in developing countries. PMID:21292702

Performance factors of mobile rich media job aids for community health workers.

PubMed

Florez-Arango, Jose F; Iyengar, M Sriram; Dunn, Kim; Zhang, Jiajie

2011-01-01

To study and analyze the possible benefits on performance of community health workers using point-of-care clinical guidelines implemented as interactive rich media job aids on small-format mobile platforms. A crossover study with one intervention (rich media job aids) and one control (traditional job aids), two periods, with 50 community health workers, each subject solving a total 15 standardized cases per period per period (30 cases in total per subject). Error rate per case and task, protocol compliance. A total of 1394 cases were evaluated. Intervention reduces errors by an average of 33.15% (p = 0.001) and increases protocol compliance 30.18% (p < 0.001). Limitations Medical cases were presented on human patient simulators in a laboratory setting, not on real patients. These results indicate encouraging prospects for mHealth technologies in general, and the use of rich media clinical guidelines on cell phones in particular, for the improvement of community health worker performance in developing countries.

Fair Equality of Opportunity in Our Actual World

ERIC Educational Resources Information Center

Sachs, Benjamin

2016-01-01

Fair equality of opportunity, a principle that governs the competition for desirable jobs, can seem irrelevant in our actual world, for two reasons. First, parents have broad liberty to raise their children as they see fit, which seems to undermine the fair equality of opportunity-based commitment to eliminating the effects of social circumstances…

Attributional Retraining, Self-Esteem, and the Job Interview: Benefits and Risks for College Student Employment

ERIC Educational Resources Information Center

Hall, Nathan C.; Jackson Gradt, Shannan E.; Goetz, Thomas; Musu-Gillette, Lauren E.

2011-01-01

The present study evaluated the effectiveness of an attributional retraining program for helping upper-level undergraduates perform better in employment interviews as moderated by self-esteem levels. The sample consisted of 50 co-operative education students preparing for actual job interviews who were randomly assigned to an attributional…

Why does self-reported emotional intelligence predict job performance? A meta-analytic investigation of mixed EI.

PubMed

Joseph, Dana L; Jin, Jing; Newman, Daniel A; O'Boyle, Ernest H

2015-03-01

Recent empirical reviews have claimed a surprisingly strong relationship between job performance and self-reported emotional intelligence (also commonly called trait EI or mixed EI), suggesting self-reported/mixed EI is one of the best known predictors of job performance (e.g., ρ = .47; Joseph & Newman, 2010b). Results further suggest mixed EI can robustly predict job performance beyond cognitive ability and Big Five personality traits (Joseph & Newman, 2010b; O'Boyle, Humphrey, Pollack, Hawver, & Story, 2011). These criterion-related validity results are problematic, given the paucity of evidence and the questionable construct validity of mixed EI measures themselves. In the current research, we update and reevaluate existing evidence for mixed EI, in light of prior work regarding the content of mixed EI measures. Results of the current meta-analysis demonstrate that (a) the content of mixed EI measures strongly overlaps with a set of well-known psychological constructs (i.e., ability EI, self-efficacy, and self-rated performance, in addition to Conscientiousness, Emotional Stability, Extraversion, and general mental ability; multiple R = .79), (b) an updated estimate of the meta-analytic correlation between mixed EI and supervisor-rated job performance is ρ = .29, and (c) the mixed EI-job performance relationship becomes nil (β = -.02) after controlling for the set of covariates listed above. Findings help to establish the construct validity of mixed EI measures and further support an intuitive theoretical explanation for the uncommonly high association between mixed EI and job performance--mixed EI instruments assess a combination of ability EI and self-perceptions, in addition to personality and cognitive ability. PsycINFO Database Record (c) 2015 APA, all rights reserved.

Workplace Violence and Job Performance among Community Healthcare Workers in China: The Mediator Role of Quality of Life

PubMed Central

Lin, Wei-Quan; Wu, Jiang; Yuan, Le-Xin; Zhang, Sheng-Chao; Jing, Meng-Juan; Zhang, Hui-Shan; Luo, Jia-Li; Lei, Yi-Xiong; Wang, Pei-Xi

2015-01-01

Objective: To explore the impact of workplace violence on job performance and quality of life of community healthcare workers in China, especially the relationship of these three variables. Methods: From December 2013 to April 2014, a total of 1404 healthcare workers were recruited by using the random cluster sampling method from Community Health Centers in Guangzhou and Shenzhen. The workplace violence scale, the job performance scale and the quality of life scale (SF-36) were self-administered. The structural equation model constructed by Amos 17.0 was employed to assess the relationship among these variables. Results: Our study found that 51.64% of the respondents had an experience of workplace violence. It was found that both job performance and quality of life had a negative correlation with workplace violence. A positive association was identified between job performance and quality of life. The path analysis showed the total effect (β = −0.243) of workplace violence on job performance consisted of a direct effect (β = −0.113) and an indirect effect (β = −0.130), which was mediated by quality of life. Conclusions: Workplace violence among community healthcare workers is prevalent in China. The workplace violence had negative effects on the job performance and quality of life of CHCs’ workers. The study suggests that improvement in the quality of life may lead to an effective reduction of the damages in job performance caused by workplace violence. PMID:26610538

Does medical students’ clinical performance affect their actual performance during medical internship?

PubMed Central

Han, Eui-Ryoung; Chung, Eun-Kyung

2016-01-01

INTRODUCTION This study examines the relationship between the clinical performance of medical students and their performance as doctors during their internships. METHODS This retrospective study involved 63 applicants of a residency programme conducted at Chonnam National University Hospital, South Korea, in November 2012. We compared the performance of the applicants during their internship with their clinical performance during their fourth year of medical school. The performance of the applicants as interns was periodically evaluated by the faculty of each department, while their clinical performance as fourth-year medical students was assessed using the Clinical Performance Examination (CPX) and the Objective Structured Clinical Examination (OSCE). RESULTS The performance of the applicants as interns was positively correlated with their clinical performance as fourth-year medical students, as measured by the CPX and OSCE. The performance of the applicants as interns was moderately correlated with the patient-physician interaction items addressing communication and interpersonal skills in the CPX. CONCLUSION The clinical performance of medical students during their fourth year in medical school was related to their performance as medical interns. Medical students should be trained to develop good clinical skills through actual encounters with patients or simulated encounters using manikins, to enable them to become more competent doctors. PMID:26768172

Does medical students' clinical performance affect their actual performance during medical internship?

PubMed

Han, Eui-Ryoung; Chung, Eun-Kyung

2016-02-01

This study examines the relationship between the clinical performance of medical students and their performance as doctors during their internships. This retrospective study involved 63 applicants to a residency programme conducted at the Chonnam National University Hospital, South Korea, in November 2012. We compared the performance of the applicants during their internship with the clinical performance of the applicants during their fourth year of medical school. The performance of the applicants as interns was periodically evaluated by the faculty of each department, while the clinical performance of the applicants as fourth year medical students was assessed using the Clinical Performance Examination (CPX) and the Objective Structured Clinical Examination (OSCE). The performance of the applicants as interns was positively correlated with their clinical performance as fourth year medical students, as measured by CPX and OSCE. The performance of the applicants as interns was moderately correlated with the patient-physician interactions items addressing communication and interpersonal skills in the CPX. The clinical performance of medical students during their fourth year in medical school was related to their performance as medical interns. Medical students should be trained to develop good clinical skills, through actual encounters with patients or simulated encounters using manikins, so that they are able to become competent doctors. Copyright © Singapore Medical Association.

29 CFR 783.33 - Employment “as a seaman” depends on the work actually performed.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Employment âas a seamanâ depends on the work actually... § 783.33 Employment “as a seaman” depends on the work actually performed. Whether an employee is “employed as a seaman”, within the meaning of the Act, depends upon the character of the work he actually...

Decision-Making Processes in the Workplace: How Exhaustion, Lack of Resources and Job Demands Impair Them and Affect Performance

PubMed Central

Ceschi, Andrea; Demerouti, Evangelia; Sartori, Riccardo; Weller, Joshua

2017-01-01

The present study aims to connect more the I/O and the decision-making psychological domains, by showing how some common components across jobs interfere with decision-making and affecting performance. Two distinct constructs that can contribute to positive workplace performance have been considered: decision-making competency (DMCy) and decision environment management (DEM). Both factors are presumed to involve self-regulatory mechanisms connected to decision processes by influencing performance in relation to work environment conditions. In the framework of the job demands-resources (JD-R) model, the present study tested how such components as job demands, job resources and exhaustion can moderate decision-making processes and performance, where high resources are advantageous for decision-making processes and performance at work, while the same effect happens with low job demands and/or low exhaustion. In line with the formulated hypotheses, results confirm the relations between both the decision-making competences, performance (i.e., in-role and extra-role) and moderators considered. In particular, employees with low levels of DMCy show to be more sensitive to job demands toward in-role performance, whereas high DEM levels increase the sensitivity of employees toward job resources and exhaustion in relation to extra-role performance. These findings indicate that decision-making processes, as well as work environment conditions, are jointly related to employee functioning. PMID:28529491

Decision-Making Processes in the Workplace: How Exhaustion, Lack of Resources and Job Demands Impair Them and Affect Performance.

PubMed

Ceschi, Andrea; Demerouti, Evangelia; Sartori, Riccardo; Weller, Joshua

2017-01-01

The present study aims to connect more the I/O and the decision-making psychological domains, by showing how some common components across jobs interfere with decision-making and affecting performance. Two distinct constructs that can contribute to positive workplace performance have been considered: decision-making competency (DMCy) and decision environment management (DEM). Both factors are presumed to involve self-regulatory mechanisms connected to decision processes by influencing performance in relation to work environment conditions. In the framework of the job demands-resources (JD-R) model, the present study tested how such components as job demands, job resources and exhaustion can moderate decision-making processes and performance, where high resources are advantageous for decision-making processes and performance at work, while the same effect happens with low job demands and/or low exhaustion. In line with the formulated hypotheses, results confirm the relations between both the decision-making competences, performance (i.e., in-role and extra-role) and moderators considered. In particular, employees with low levels of DMCy show to be more sensitive to job demands toward in-role performance, whereas high DEM levels increase the sensitivity of employees toward job resources and exhaustion in relation to extra-role performance. These findings indicate that decision-making processes, as well as work environment conditions, are jointly related to employee functioning.

The Sweet Spot of a Nonacademic Job Search

ERIC Educational Resources Information Center

Lord, Alexandra M.

2012-01-01

Because academic culture frowns on Ph.D.'s who consider leaving the ivory tower, most of those who jump ship find themselves at a loss as to where and how to begin a job search. Yet a nonacademic job search is actually quite similar to a standard research project. Both require advance planning, substantial research, collating evidence for an…

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

PubMed

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

2017-06-12

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

Workplace ostracism, self-regulation, and job performance: Moderating role of intrinsic work motivation.

PubMed

Steinbauer, Robert; Renn, Robert W; Chen, H Shawna; Rhew, Nicholas

2018-01-08

Drawing from a self-regulation perspective, we examine how intrinsic work motivation changes the relation between workplace ostracism and employee job performance via self-leadership. We test a moderated mediated model with data collected from 101 employees at two points in time. Results provide support for the hypothesis that ostracized employees who are more intrinsically motivated use self-leadership strategies to a greater degree to improve their job performance than their counterparts who are not intrinsically motivated. The findings contribute to research regarding boundary conditions of ostracism theory and have important practical implications.

The role of age in the perceptions of politics--job performance relationship: a three-study constructive replication.

PubMed

Treadway, Darren C; Ferris, Gerald R; Hochwarter, Wayne; Perrewé, Pamela; Witt, L A; Goodman, Joseph M

2005-09-01

This research examined the interaction of organizational politics perceptions and employee age on job performance in 3 studies. On the basis of conservation of resources theory, the authors predicted that perceptions of politics would demonstrate their most detrimental effects on job performance for older workers. Results across the 3 studies provided strong support for the hypothesis that increases in politics perceptions are associated with decreases in job performance for older employees and that perceptions of politics do not affect younger employees' performance. Implications of these results, strengths and limitations, and directions for future research are discussed. Copyright 2005 APA, all rights reserved.

Contribution to Cultural Organization, Working Motivation and Job Satisfaction on the Performance of Primary School Teacher

ERIC Educational Resources Information Center

Murtedjo; Suharningsih

2016-01-01

The purposes of this study are: (1) describes the performance of the teacher, organizational culture, work motivation and job satisfaction; (2) determine whether there is a significant direct relationship between organizational culture, work motivation and job satisfaction on the performance of primary school teachers. Through the study of the…

Prediction of Job Performance: Review of Military Studies

DTIC Science & Technology

1982-03-01

NPRDC TN 52-37 MARCH 1982 0 PREDICTION OF JOB PERFORMANCE: 0 REVIEW OF MILITARY STUDIES NAVY PERSONNEL RESEARCH AND D~EVELOPMENT CENTER Sen Digoo...Personnel Research and Dlevelopment Center k San Diego, California 92152 UNCLASS IFIED SECURITY CLASSIFICATION Of THIC PAGE (35.., Date EunteaE REPORT...A00111141 t0. PROGRAM ELEMENT, PROJECT. TASK ARE A A WJRK UN IT NUMBERS Human Resources Research Organization Carmel, California 93923 ZF63-520-001-030

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

Code of Federal Regulations, 2010 CFR

2010-04-01

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

Job satisfaction and motivation: how do we inspire employees?

PubMed

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.

The Relationship between Emotional Intelligence and Perception of Job Performance among Nurses in North West of Iran.

PubMed

Vahidi, Maryam; Namdar Areshtanab, Hossein; Arshadi Bostanabad, Mohammad

2016-01-01

Emotional intelligence skills help nurses to cope with the emotional demands of healthcare environment. The aim of this study was to identify the relationship between emotional intelligence and perception of job performance among nurses. Using a correlational descriptive design with stratified random sampling, 338 registered nurses from teaching hospitals in North West of Iran were surveyed. Emotional intelligence and perception of job performance were measured using validated self-report measures. The collected data were analyzed through descriptive and inferential methods using SPSS/13. The mean of nurses' emotional intelligence and their perception of job performance was, respectively, 235.83 ± 37.98 and 157.63 ± 33.23. There was no significant relationship between nurses' emotional intelligence and their perception of job performance. Although there was a significant relationship between intrapersonal subscale of emotional intelligence and job performance, there was none with other subscales. In order to get rid of the physical and psychological effects of stressful work in wards, it seems that nurses just do routine activities and refuse working closely with the patients. It seems that fitting the patient to nurse ratio, dividing work between nurses, and supporting each other are necessary.

Work-family enrichment and job performance: a constructive replication of affective events theory.

PubMed

Carlson, Dawn; Kacmar, K Michele; Zivnuska, Suzanne; Ferguson, Merideth; Whitten, Dwayne

2011-07-01

Based on affective events theory (AET), we hypothesize a four-step model of the mediating mechanisms of positive mood and job satisfaction in the relationship between work-family enrichment and job performance. We test this model for both directions of enrichment (work-to-family and family-to-work). We used two samples to test the model using structural equation modeling. Results from Study 1, which included 240 full-time employees, were replicated in Study 2, which included 189 matched subordinate-supervisor dyads. For the work-to-family direction, results from both samples support our conceptual model and indicate mediation of the enrichment-performance relationship for the work-to-family direction of enrichment. For the family-to-work direction, results from the first sample support our conceptual model but results from the second sample do not. Our findings help elucidate mixed findings in the enrichment and job performance literatures and contribute to an understanding of the mechanisms linking these concepts. We conclude with a discussion of the practical and theoretical implications of our findings.

Job Priorities on Peregrine | High-Performance Computing | NREL

Science.gov Websites

allocation when run with qos=high. Requesting a Node Reservation If you are doing work that requires real scheduler more efficiently plan resources for larger jobs. When projects reach their allocation limit, jobs associated with those projects will run at very low priority, which will ensure that these jobs run only when

Job stress models, depressive disorders and work performance of engineers in microelectronics industry.

PubMed

Chen, Sung-Wei; Wang, Po-Chuan; Hsin, Ping-Lung; Oates, Anthony; Sun, I-Wen; Liu, Shen-Ing

2011-01-01

Microelectronic engineers are considered valuable human capital contributing significantly toward economic development, but they may encounter stressful work conditions in the context of a globalized industry. The study aims at identifying risk factors of depressive disorders primarily based on job stress models, the Demand-Control-Support and Effort-Reward Imbalance models, and at evaluating whether depressive disorders impair work performance in microelectronics engineers in Taiwan. The case-control study was conducted among 678 microelectronics engineers, 452 controls and 226 cases with depressive disorders which were defined by a score 17 or more on the Beck Depression Inventory and a psychiatrist's diagnosis. The self-administered questionnaires included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, demography, psychosocial factors, health behaviors and work performance. Hierarchical logistic regression was applied to identify risk factors of depressive disorders. Multivariate linear regressions were used to determine factors affecting work performance. By hierarchical logistic regression, risk factors of depressive disorders are high demands, low work social support, high effort/reward ratio and low frequency of physical exercise. Combining the two job stress models may have better predictive power for depressive disorders than adopting either model alone. Three multivariate linear regressions provide similar results indicating that depressive disorders are associated with impaired work performance in terms of absence, role limitation and social functioning limitation. The results may provide insight into the applicability of job stress models in a globalized high-tech industry considerably focused in non-Western countries, and the design of workplace preventive strategies for depressive disorders in Asian electronics engineering population.

Reading Ease Level of D.C. Fire Department Written Materials Required for Entry-Level Job Performance.

ERIC Educational Resources Information Center

Payne, Sandra S.

On the assumption that the verbal complexity of written examination materials used to select personnel for a job should be similar to the verbal complexity of materials that must be read and understood on the job, the Flesch Reading Ease Index was applied to samples of the reading materials required for successful entry-level job performance in…

Task Characteristics, Structural Characteristics, Organizational Relationships, and Communication Processes: A Contingency Approach to Job Performance. Phase III.

ERIC Educational Resources Information Center

Petelle, John L.; Garthright-Petelle, Kathleen

A study examined the relationships between (1) employee job performance and organizational relationships, (2) employee job performance and communication processes, (3) organizational relationships and communication processes, and (4) task characteristics and structural characteristics. Data were gathered from approximately 200 employees of a state…

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

PubMed

Smith, Madison; Wilder, David A

2018-06-01

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

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

PubMed

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.

Examining the relationships between span of control and manager job and unit performance outcomes.

PubMed

Wong, Carol A; Elliott-Miller, Pat; Laschinger, Heather; Cuddihy, Michael; Meyer, Raquel M; Keatings, Margaret; Burnett, Camille; Szudy, Natalie

2015-03-01

Our aim was to examine the combination of frontline manager (FLM) personal characteristics and span of control (SOC) on their job and unit performance outcomes. Healthcare downsizing and reform have contributed to larger spans for FLMs in Canadian hospitals and increased concerns about manager workload. Despite a heightened awareness of SOC issues among decision makers, there is limited empirical evidence related to the effects of SOC on outcomes. A non-experimental predictive survey design was used to examine FLM SOC in 14 Canadian academic hospitals. Managers (n = 121) completed an online survey of work characteristics and The Ottawa Hospital (TOH) SOC tool. Unit turnover data were collected from organisational databases. The combination of SOC and core self-evaluation significantly predicted role overload, work control and job satisfaction, but only SOC predicted unit adverse outcomes and neither significantly predicted unit turnover. The findings contribute to an understanding of connections between the combination of SOC and core self-evaluation and manager job and unit performance outcomes. Organisational strategies to create manageable FLM SOC are essential to ensure exemplary job and unit outcomes. Core self-evaluation is a personality characteristic that may enhance manager performance in the face of high spans of control. © 2013 John Wiley & Sons Ltd.

The effects of proximal withdrawal states on job attitudes, job searching, intent to leave, and employee turnover.

PubMed

Li, Junchao Jason; Lee, Thomas W; Mitchell, Terence R; Hom, Peter W; Griffeth, Rodger W

2016-10-01

We present the first major test of proximal withdrawal states theory (PWST; Hom, Mitchell, Lee, & Griffeth, 2012). In addition, we develop and test new ideas to demonstrate how PWST improves our understanding and prediction of employee turnover. Across 2 studies, we corroborate that reluctant stayers (those who want to leave but have to stay) are similar to enthusiastic leavers (those who want to leave and can leave) in affective commitment, job satisfaction, and job embeddedness, and that reluctant leavers (those who want to stay but have to leave) are similar to enthusiastic stayers (those who want to stay and can stay) on these dimensions. We find that job satisfaction and job embeddedness more strongly influence the intent to leave and job search behavior for enthusiastic stayers and leavers than for reluctant stayers and leavers. More important, we show that for those experiencing low control over their preference for leaving or staying (i.e., reluctant stayers and leavers), traditional variables such as job satisfaction, job embeddedness, and intent to leave are poor predictors of their turnover behavior. We further demonstrate that focusing on enthusiastic stayers and leavers can significantly enhance the accuracy of job satisfaction, job embeddedness, and intent to leave for predicting actual employee turnover. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Longest jobs first algorithm in solving job shop scheduling using adaptive genetic algorithm (GA)

NASA Astrophysics Data System (ADS)

Alizadeh Sahzabi, Vahid; Karimi, Iman; Alizadeh Sahzabi, Navid; Mamaani Barnaghi, Peiman

2012-01-01

In this paper, genetic algorithm was used to solve job shop scheduling problems. One example discussed in JSSP (Job Shop Scheduling Problem) and I described how we can solve such these problems by genetic algorithm. The goal in JSSP is to gain the shortest process time. Furthermore I proposed a method to obtain best performance on performing all jobs in shortest time. The method mainly, is according to Genetic algorithm (GA) and crossing over between parents always follows the rule which the longest process is at the first in the job queue. In the other word chromosomes is suggested to sorts based on the longest processes to shortest i.e. "longest job first" says firstly look which machine contains most processing time during its performing all its jobs and that is the bottleneck. Secondly, start sort those jobs which are belonging to that specific machine descending. Based on the achieved results," longest jobs first" is the optimized status in job shop scheduling problems. In our results the accuracy would grow up to 94.7% for total processing time and the method improved 4% the accuracy of performing all jobs in the presented example.

The Use of the Position Analysis Questionnaire in Selecting Correlates of Job Performance Among Mentally Retarded Workers

ERIC Educational Resources Information Center

And Others; Townsend, J. William

1974-01-01

The present study investigated the efficiency of various existing measures, mainly psychological tests, for predicting job performance of mentally retarded workers in a sheltered occupational shop. Results indicated that existing measures are predictive of performance on some but not all jobs in a sheltered workshop. (Author)

Job Satisfaction in Pharmacies Staffed Predominantly with Technicians.

DTIC Science & Technology

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

The effects of positive versus negative impact reflection on change in job performance and work-life conflict.

PubMed

Cardador, M Teresa

2014-01-01

Research on task significance and relational job design suggests that information from beneficiaries of one's work fosters perceptions of impact, and thus improved work outcomes. This paper presents results from a longitudinal field experiment examining the effect of another strategy for fostering perceptions of impact - engaging employees in regular reflection about how their work benefits others. With a sample of professionals from multiple organizations, this longitudinal study examined the effect on job performance and work-life conflict of both positive and negative impact reflection. Results show that negative impact reflection had a pronounced negative effect on job performance, but no effect on work-life conflict. Positive impact reflection had a weak positive effect on work-life conflict, but no significant effect on job performance. The direction of effects seen in the no intervention condition mirrored that of the negative impact reflection condition, suggesting a possible buffering effect for positive impact reflection. This research provides empirical and theoretical contributions to the literatures on relational job design and task significance.

The effects of positive versus negative impact reflection on change in job performance and work-life conflict

PubMed Central

Cardador, M. Teresa

2014-01-01

Research on task significance and relational job design suggests that information from beneficiaries of one’s work fosters perceptions of impact, and thus improved work outcomes. This paper presents results from a longitudinal field experiment examining the effect of another strategy for fostering perceptions of impact – engaging employees in regular reflection about how their work benefits others. With a sample of professionals from multiple organizations, this longitudinal study examined the effect on job performance and work-life conflict of both positive and negative impact reflection. Results show that negative impact reflection had a pronounced negative effect on job performance, but no effect on work-life conflict. Positive impact reflection had a weak positive effect on work-life conflict, but no significant effect on job performance. The direction of effects seen in the no intervention condition mirrored that of the negative impact reflection condition, suggesting a possible buffering effect for positive impact reflection. This research provides empirical and theoretical contributions to the literatures on relational job design and task significance. PMID:25505890

The Effects of Job Sharing on Student Performance Literature Review.

ERIC Educational Resources Information Center

Garman, Dorothy

The River Forest (Illinois) District 90 wished to examine the educational literature on the effects of job sharing by teachers on student performance. This document presents a review of the literature and summarizes and synthesizes this information. Only limited information was found on this subject. However, anecdotal reports of the impact of job…

Autonomy, Workload, Work-Life Balance and Job Performance among Teachers

ERIC Educational Resources Information Center

Johari, Johanim; Yean Tan, Fee; Zulkarnain, Zati Iwani Tjik

2018-01-01

Purpose: The purpose of this paper is to examine the influence of autonomy, workload, and work-life balance on job performance among teachers. A survey was carried out among teachers in public schools in the Northern Region of Peninsular Malaysia. Design/methodology/approach: This study adopted a quantitative approach to address the research…

Analysis of empty ATLAS pilot jobs

NASA Astrophysics Data System (ADS)

Love, P. A.; Alef, M.; Dal Pra, S.; Di Girolamo, A.; Forti, A.; Templon, J.; Vamvakopoulos, E.; ATLAS Collaboration

2017-10-01

In this analysis we quantify the wallclock time used by short empty pilot jobs on a number of WLCG compute resources. Pilot factory logs and site batch logs are used to provide independent accounts of the usage. Results show a wide variation of wallclock time used by short jobs depending on the site and queue, and changing with time. For a reference dataset of all jobs in August 2016, the fraction of wallclock time used by empty jobs per studied site ranged from 0.1% to 0.8%. Aside from the wall time used by empty pilots, we also looked at how many pilots were empty as a fraction of all pilots sent. Binning the August dataset into days, empty fractions between 2% and 90% were observed. The higher fractions correlate well with periods of few actual payloads being sent to the site.

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

PubMed

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

2011-04-01

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

Uncovering curvilinear relationships between conscientiousness and job performance: how theoretically appropriate measurement makes an empirical difference.

PubMed

Carter, Nathan T; Dalal, Dev K; Boyce, Anthony S; O'Connell, Matthew S; Kung, Mei-Chuan; Delgado, Kristin M

2014-07-01

The personality trait of conscientiousness has seen considerable attention from applied psychologists due to its efficacy for predicting job performance across performance dimensions and occupations. However, recent theoretical and empirical developments have questioned the assumption that more conscientiousness always results in better job performance, suggesting a curvilinear link between the 2. Despite these developments, the results of studies directly testing the idea have been mixed. Here, we propose this link has been obscured by another pervasive assumption known as the dominance model of measurement: that higher scores on traditional personality measures always indicate higher levels of conscientiousness. Recent research suggests dominance models show inferior fit to personality test scores as compared to ideal point models that allow for curvilinear relationships between traits and scores. Using data from 2 different samples of job incumbents, we show the rank-order changes that result from using an ideal point model expose a curvilinear link between conscientiousness and job performance 100% of the time, whereas results using dominance models show mixed results, similar to the current state of the literature. Finally, with an independent cross-validation sample, we show that selection based on predicted performance using ideal point scores results in more favorable objective hiring outcomes. Implications for practice and future research are discussed.

Assessing public health job portals over the internet.

PubMed

Joshi, Ashish; Mirza, Attiqa; McFarlane, Kim; Amadi, Chioma

2016-09-01

The objective of our study was to search existing public health job websites over the internet and describe the challenges related to finding these job websites. An internet search was conducted using different search engines, including Google, Yahoo and Bing, with several keywords including: Public Health Jobs, Epidemiology Jobs, Biostatistics Jobs, Health Policy and Management Jobs, Community Health Jobs, Health Administration Jobs, Nutrition Jobs, Environmental and Occupational Health Science Jobs, GIS Jobs, and Public Health Informatics Jobs. We recorded the first 20 websites that appeared in the results of each keyword search, thus generating 600 URLs. Duplicate sites and non-functional sites were excluded from this search, allowing analysis of unique sites only. The initial search resulted in 600 websites of which there were 470 duplicates. More than half of the website categories were ".com" (54%; n = 323) followed by ".gov" (19%; n = 111) and ".edu" 15% (n = 90). Results of our findings showed 194 unique websites resulting from a search of 600 website links. More than half of them had actual public health or its related jobs (56%; n = 108). There is a need to establish standard occupational classification categories for the public health workforce. © Royal Society for Public Health 2016.

20 CFR 670.980 - What are the indicators of performance for Job Corps?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false What are the indicators of performance for... Provisions § 670.980 What are the indicators of performance for Job Corps? (a) At a minimum, the performance... each of the indicators of performance contained in WIA section 159(c). These are: (1) The number of...

Job Language Performance Requirements for MOS 15E PERSHING Missile Crewman.

DTIC Science & Technology

1977-04-12

DATA GATHERING TASK OBSERVATION STRUCTURAL PRIORITIZATION PORN INVENTORYq CHECKLIST FIGUJRE 2 In order to establish Job Language Performance Requirements...Profanity F. Shop talk/slang G. Non-standard English Media of Instruction I. Other Comments: A. 𔄁ilms B. Video cassettes C. Graphic Training Aids

Can sleep quality and burnout affect the job performance of shift-work nurses? A hospital cross-sectional study.

PubMed

Giorgi, Fabio; Mattei, Antonella; Notarnicola, Ippolito; Petrucci, Cristina; Lancia, Loreto

2018-03-01

The aim of this study was to investigate any possible relationship between sleep disorders, burnout and job performance in a shift-work population of nurses. Sleep disorders and burnout can affect the job performance of nurses in terms of efficiency, productivity, task execution speed and supervision, which can be compromised when work shifts are organized on a 24-hour schedule and when the shift itself is irregular. A cross-sectional observational study was conducted from August 2014 - January 2015 on a sample of 315 shift-work nurses across 39 wards in seven central Italian hospitals. The Pittsburgh Sleep Quality Index was used to detect the presence of sleep disorders, the Copenhagen Burnout Inventory was used to detect the presence of any possible type of burnout and the Job Performance Scale was used to measure job performance. Data analysis was mainly based on a multivariate logistic regression to identify variables significantly associated with investigated outcomes. On shift-work nurses' sleep quality and burnout correlated positively. The female gender and personal burnout were significantly associated with impaired sleep quality, while working in the psychiatric setting, working a long cycle shift pattern and experiencing daytime dysfunction were significantly associated with burnout. A significant negative association between patient-related burnout and job performance was observed. Specific characteristics of shift-work nurses can directly affect sleep quality and burnout and indirectly job performance. This evidence offers healthcare administrators opportunities to intervene with measures to promote nurse's health, well-being and safety. © 2017 John Wiley & Sons Ltd.

Impact of a poka-yoke device on job performance of individuals with cognitive impairments.

PubMed

Erlandson, R F; Noblett, M J; Phelps, J A

1998-09-01

Job performance and production related issues are important not only to successful vocational training and ultimate job placement for individuals with cognitive disabilities, but also for their ability to have expanded vocational options. This study hypothesized that the application of Kaizen philosophy, and poka-yoke techniques in particular, could create job opportunities and improve productivity of individuals with cognitive disabilities. Poka-yoke or error-proofing techniques are part of the collection of Kaizen techniques. Kaizen refers to continuous improvement in performance, cost/effectiveness, and quality. Kaizen strives to empower the worker, increase worker satisfaction, facilitate a sense of accomplishment, and thereby create pride-of-work. These techniques typically reduce the physical and cognitive demands of a task and thereby render the task more accessible. The job was a fuel clamp assembly. A redesigned assembly fixture was the poka-yoke intervention. Consistent with poka-yoke principles, the intervention improved the productivity of everyone attempting the assembly. In particular, the workers in this study showed an 80% increase in productivity and an average percent error drop from 52% to about 1% after the process redesign. Furthermore, the workers showed improved morale, self-esteem, and pride-of-work. Prior to the process redesign, only the higher functioning workers could successfully perform the assembly. After the redesign a greater number of workers could successfully perform the assembly. These results not only validated the study hypothesis, but demonstrated that the success facilitated by applying Kaizen techniques had similar results with individuals with cognitive disabilities as with nondisabled workers.

A Study of Truck Drivers and Their Job Performance Regarding Highway Safety

ERIC Educational Resources Information Center

Nafukho, Fredrick M.; Hinton, Barbara E.; Graham, Carroll M.

2007-01-01

Limited research has addressed the issue of truck drivers and their performance regarding highway safety in terms of reduced number of crashes per driver. The primary purpose of this study was to determine how tractor trailer truck drivers' job performance could be improved while at the same time ensuring increased revenue for the transportation…

Learner-Centered Instruction (LCI). Volume 5. Description of the Job Performance Test.

ERIC Educational Resources Information Center

Pieper, William J.; And Others

An account is presented of the development of a job performance test for the Learner Centered Instruction (LCI) weapon control systems mechanic/technician Air Force course. The performance test was administered to the LCI experimental course subjects as well as the control course subjects upon graduation. Test items are, for the most part, based…

Using Emotional Intelligence and Social Support to Predict Job Performance of Health Educators

ERIC Educational Resources Information Center

Branscum, Paul; Haider, Taj; Brown, David; Sharma, Manoj

2016-01-01

Background: The theory of emotional intelligence (EI) has been developed to evaluate and highlight the importance of emotional health, especially on job performance. Purpose: No study has examined EI's role on the performance of public health educators; therefore, this study examined the role of EI and social support on the performance of health…

Status of Job Motivation and Job Performance of Field Level Extension Agents in Ogun State: Implications for Agricultural Development

ERIC Educational Resources Information Center

Fabusoro, E.; Awotunde, J. A.; Sodiya, C. I.; Alarima, C. I.

2008-01-01

The field level extension agents (FLEAs) are the lifeline of the agricultural extension system in Nigeria. Their motivation and job performance are therefore important to achieving faster agricultural development in Nigeria. The study identified the factors motivating the FLEAs working with Ogun State Agricultural development programme (OGADEP)…

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

ERIC Educational Resources Information Center

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…

General Cognitive Ability Predicts Job Performance. Interim Technical Paper for Period November 1990 - November 1991.

ERIC Educational Resources Information Center

Ree, Malcolm James; And Others

A study investigated the roles of general ability and specific abilities as predictors of several job performance criteria for Air Force enlistees in eight jobs. Subjects were 1,545 Air Force enlistees entering from 1984 through 1988 who had tested with the Armed Services Vocational Aptitude Battery (ASVAB) parallel forms 11, 12, or 13. Subjects…

Pennsylvania Blue Shield's Job Linked Skills Program. A Basic Skills Education Program. Final Performance Report.

ERIC Educational Resources Information Center

Pennsylvania Blue Shield, Camp Hill.

A project developed a model curriculum to be delivered by computer-based instruction to teach the required literacy skills for entry workers in the health insurance industry. Literacy task analyses were performed for the targeted jobs and then validated with focus groups. The job tasks and related basic skills were divided into modules. The job…

Quits and job changes among home care workers in Maine: the role of wages, hours, and benefits.

PubMed

Morris, Lisa

2009-10-01

Figuring out how to make home care jobs more attractive has become a top policy priority. This study investigates the impact of wages, hours, and benefits on the retention of home care workers. Using a 2-wave survey design and a sample of home care workers from Maine, the factors associated with turnover intentions, actual turnover, and job-to-job transitions are examined. The analysis uses actual data on hours, wages, and benefits at current and subsequent jobs and controls for perceived rewards and work conditions, personal characteristics, and local labor market conditions. Although the analysis finds that improved work conditions and non-pecuniary rewards of home-based direct care work have significant negative effects on turnover intentions, compensation accounts for more actual job turnover. Higher wages, more hours, and travel cost reimbursement are found to be significantly associated with reduced turnover. Although wages and hours appear to have stronger effects, health benefits do appear to have some significance in predicting job-to-job transitions. Although improving compensation presents budgetary challenges to home care agencies, for this low-income workforce, the ability to earn higher wages and work more hours may be more of an imperative than improved work conditions.

Cancer and treatment effects on job task performance for gynecological cancer survivors.

PubMed

Nachreiner, Nancy M; Shanley, Ryan; Ghebre, Rahel G

2013-01-01

Over 91,000 new cases of gynecological cancers are expected to be diagnosed in 2013 in the US alone. As cancer detection technology and treatment options improve, the number of working-age cancer survivors continues to grow. To describe US gynecological cancer survivors' perceptions of the effects of cancer and treatment on their job tasks. 104 adult gynecological cancer survivors who were working at the time of their cancer diagnosis, treated at a University-based women's health clinic, diagnosed in the previous 24 months, and spoke English. Women completed written surveys to describe their work experiences following diagnosis. Clinical characteristics were obtained through medical record review. Descriptive statistics and cross tabulations were performed to describe characteristics and associations. Fifteen percent of women had chemotherapy and radiation treatment; 48% had only chemotherapy, 9% only radiation therapy, and 28% had neither. Survivors described the frequency of performing seven job tasks, such as 'intense concentration', 'analyzing data', and 'lifting heavy loads.' Women who had undergone radiation treatment were more likely to indicate limitations for physical tasks; women undergoing chemotherapy were more likely to report limitations in more analytic tasks. Only 29% of women noted an employer-based policy facilitated their return-to-work process. Cancer and treatment have important effects on job performance and may vary by type of treatment. Employer-based policies focusing on improved communication and work accommodations may improve the return to work process.

The Effect of Leadership, Organizational Culture, Emotional Intellegence, and Job Satisfaction on Performance

ERIC Educational Resources Information Center

Ilyas, Muhammad; Abdullah, Tamrin

2016-01-01

This research aimed to study the influence of Leadership, Organizational Culture, Emotional Quotation, and Job Satisfaction to Teacher Performance of Senior High School at Palopo Municipality South Sulawesi. There were 78 teachers participated in this research. The results were: (1) Leadership directly affects teacher performance; (2) Emotional…

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

ERIC Educational Resources Information Center

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…

Effects of Individual Characteristics on Expatriates' Adjustment and Job Performance

ERIC Educational Resources Information Center

Bhatti, Muhammad Awais; Kaur, Sharan; Battour, Mohamed Mohamed

2013-01-01

Purpose: Researchers have been focusing on the predictors of expatriates' adjustment and job performance at different levels (individual level, organizational level and societal level), but still some of the predictors have been ignored or unclear in the expatriate literature. The purpose of this paper is to develop a comprehensive framework…

Impact of Providing Compassion on Job Performance and Mental Health: The Moderating Effect of Interpersonal Relationship Quality.

PubMed

Chu, Li-Chuan

2017-07-01

To examine the relationships of providing compassion at work with job performance and mental health, as well as to identify the role of interpersonal relationship quality in moderating these relationships. This study adopted a two-stage survey completed by 235 registered nurses employed by hospitals in Taiwan. All hypotheses were tested using hierarchical regression analyses. The results show that providing compassion is an effective predictor of job performance and mental health, whereas interpersonal relationship quality can moderate the relationships of providing compassion with job performance and mental health. When nurses are frequently willing to listen, understand, and help their suffering colleagues, the enhancement engendered by providing compassion can improve the provider's job performance and mental health. Creating high-quality relationships in the workplace can strengthen the positive benefits of providing compassion. Motivating employees to spontaneously exhibit compassion is crucial to an organization. Hospitals can establish value systems, belief systems, and cultural systems that support a compassionate response to suffering. In addition, nurses can internalize altruistic belief systems into their own personal value systems through a long process of socialization in the workplace. © 2017 Sigma Theta Tau International.

Know thyself: misperceptions of actual performance undermine achievement motivation, future performance, and subjective well-being.

PubMed

Kim, Young-Hoon; Chiu, Chi-Yue; Zou, Zhimin

2010-09-01

Contrary to the popular assumption that self-enhancement improves task motivation and future performance, the authors propose that both inflated and deflated self-assessments of performance are linked to an increased likelihood of practicing self-handicapping and having relatively poor performance in future tasks. Consistent with this proposal, we found that irrespective of the level of actual performance, compared with accurate self-assessment, both inflated and deflated self-assessments of task performance are associated with a greater tendency to (a) practice self-handicapping (Study 1: prefer to work under distraction; Study 2: withhold preparatory effort), (b) perform relatively poorly in a subsequent task (Study 3), (c) have relatively low academic achievement (Study 4), and (d) report a relatively low level of subjective well-being (Study 5). The authors discuss these results in terms of their educational implications. (PsycINFO Database Record (c) 2010 APA, all rights reserved).

Small Business Leadership and Organizational Culture, Job Satisfaction and Performance: Correlational Research

ERIC Educational Resources Information Center

Frazier, Eugene

2013-01-01

This study investigated the relationship among organizational leadership styles (criterion variables), organizational culture, and employee job satisfaction, and organizational performance (predictor variables). The study research method was the quantitative method using a correlational research design that investigated the relationship among the…

Guide to Jobs and Energy.

ERIC Educational Resources Information Center

Grossman, Richard; Daneker, Gail

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

Recurrent job loss and mental health among women.

PubMed

Nuttman-Shwartz, Orit; Gadot, Limor; Kacen, Lea

2009-06-01

Growing instability in the labor market has led to an increase in recurrent job loss, which primarily affects women (Tamir, 2007). Numerous studies have shown that job loss is a stressful, traumatic experience that has consequences for the individuals who are laid off. However, few studies have examined how recurrent job loss affects individuals. The present study of 134 Israeli women aged 30-45 years aimed to examine how recurrent job loss affected individual women's perceptions of the event and the extent to which it generated emotional stress and psychiatric symptoms. Most of the women perceived job loss as a challenging event and their assessments of job loss had a stronger impact on the development of mental health consequences than did the number of times they had actually been laid off. The more the women perceived job loss as threatening, the more they reported emotional stress and psychiatric symptoms. Conversely, the more they perceived job loss as challenging, the lower their levels of emotional stress. Never-married women were laid-off more, and they reported more mental health symptoms following recurrent job loss than did married women. The findings suggest that perception of job loss as a threatening event might cause mental health problems as results of lay-off.

The Impact of Level of Performance on Feedback Strategy

ERIC Educational Resources Information Center

Beaulieu, R. P.; Love, Kevin G.

2006-01-01

The primary purpose of this study was to investigate the impact of the level of observed performance on the feedback strategy selected by a performance evaluator. One hundred and twenty-three actual performance evaluators from 15 different organizations and 123 college students reviewed, in groups which ranged from 2 to 20, a job description for…

An Analysis of the Effect of Graduate Education on the Job Performance of Federal (DOD) Civilian Employees

DTIC Science & Technology

2002-03-01

speed. She also assessed the advantages and disadvantages of these measures. For example, education level was measured with error in the DMDC dataset...OF GRADUATE EDUCATION ON THE JOB PERFORMANCE OF FEDERAL (DOD) CIVILIAN EMPLOYEES by Guner Celik March 2002 Thesis Advisor: Stephen...Subtitle An Analysis of the Effect of Graduate Education on the Job Performance of Federal (DOD) Civilian Employees Contract Number Grant Number

Leaders' Communication Pattern: A Predictor of Lecturers' Job Performance in Nigeria

ERIC Educational Resources Information Center

Oluwatoyin, Fashiku Christopher

2016-01-01

The study investigated the influence leaders' communication pattern has on lecturers' job performance in Kwara State Colleges of Education, Nigeria. Using the descriptive survey method, the population of the study was made up of all lecturers and students of the existing three state government owned Colleges of Education in the state. Five hundred…

Job satisfaction and job content in Dutch dental hygienists.

PubMed

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 < 0.05). Skill variety is the strongest predictor for DHs' 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.

Brief International Cognitive Assessment for Multiple Sclerosis (BICAMS) and performance of everyday life tasks: Actual Reality.

PubMed

Goverover, Yael; Chiaravalloti, Nancy; DeLuca, John

2016-04-01

Recently, a brief cognitive assessment (Brief International Cognitive Assessment for Multiple Sclerosis: BICAMS) has been recommended for use with patients diagnosed with multiple sclerosis (MS) to screen for cognitive impairments. However, the relationship between the BICAMS and everyday life activity has not been examined. The aim of this study was to examine whether the BICAMS can predict performance of activities of daily living using Actual Reality(TM) (AR) in persons with MS. A between-subjects design was utilized to compare 41 individuals with MS and 32 healthy controls (HC) performing BICAMS and an AR task. Participants were asked to access the internet to purchase a flight ticket or cookies, and were administered the BICAMS and questionnaires to assess quality of life (QOL), affect symptomatology, and prior internet experience. Participants with MS performed significantly worse than HC on the BICAMS and the AR. Additionally, better BICAMS performance was associated with more independent AR performance. Self-reports of QOL were not correlated with AR or BICAMS performance. Individuals with MS have greater problems with actual everyday life tasks as compared to HC. The BICAMS is a promising cognitive screening tool to predict actual functional performance in participants with MS. © The Author(s), 2015.

Addressing criticisms of existing predictive bias research: cognitive ability test scores still overpredict African Americans' job performance.

PubMed

Berry, Christopher M; Zhao, Peng

2015-01-01

Predictive bias studies have generally suggested that cognitive ability test scores overpredict job performance of African Americans, meaning these tests are not predictively biased against African Americans. However, at least 2 issues call into question existing over-/underprediction evidence: (a) a bias identified by Aguinis, Culpepper, and Pierce (2010) in the intercept test typically used to assess over-/underprediction and (b) a focus on the level of observed validity instead of operational validity. The present study developed and utilized a method of assessing over-/underprediction that draws on the math of subgroup regression intercept differences, does not rely on the biased intercept test, allows for analysis at the level of operational validity, and can use meta-analytic estimates as input values. Therefore, existing meta-analytic estimates of key parameters, corrected for relevant statistical artifacts, were used to determine whether African American job performance remains overpredicted at the level of operational validity. African American job performance was typically overpredicted by cognitive ability tests across levels of job complexity and across conditions wherein African American and White regression slopes did and did not differ. Because the present study does not rely on the biased intercept test and because appropriate statistical artifact corrections were carried out, the present study's results are not affected by the 2 issues mentioned above. The present study represents strong evidence that cognitive ability tests generally overpredict job performance of African Americans. (c) 2015 APA, all rights reserved.

Relation of Employee and Manager Emotional Intelligence to Job Satisfaction and Performance

ERIC Educational Resources Information Center

Sy, Thomas; Tram, Susanna; O'Hara, Linda A.

2006-01-01

This study examined the relationships among employees' emotional intelligence, their manager's emotional intelligence, employees' job satisfaction, and performance for 187 food service employees from nine different locations of the same restaurant franchise. We predicted and found that employees' emotional intelligence was positively associated…

Influence of health on job-search behavior and re-employment: the role of job-search cognitions and coping resources.

PubMed

Carlier, B E; Schuring, M; van Lenthe, F J; Burdorf, A

2014-12-01

To investigate the influence of poor health on job-search behavior and re-employment, and the mediating role of job-search cognitions and coping resources. A prospective study was conducted among unemployed persons receiving social security benefits in the Netherlands (n = 510). Self-rated health, self-esteem, mastery, job-search cognitions, and the intention to search for a job were measured at baseline. Logistic regression analysis was used to investigate determinants of job-search behavior during a follow-up period of 6 months. Cox proportional hazards analysis was used to investigate the influence of health, job-search cognitions and coping resources on re-employment during a mean follow-up period of 23 months. Persons with poor health were less likely to search for paid employment (OR 0.58, 95 % CI 0.39-0.85) and were also less likely to find paid employment (HR 0.58, 95 % CI 0.39-0.89). Persons with a positive attitude toward job-search, high perceived social pressure to look for a job, high job-search self-efficacy and high job-search intention were more likely to search actively and also to actually find paid employment. Adjustment for job-search cognitions and coping reduced the influence of health on active search behavior by 50 % and on re-employment by 33 %. Health-related differences in job-search behavior and re-employment can be partly explained by differences in coping, job-search attitude, self-efficacy, and subjective norms towards job-search behavior. Measures to reduce the negative impact of poor health on re-employment should address the interplay of health with job-search cognitions and coping resources.

The influence of family-supportive supervisor training on employee job performance and attitudes: An organizational work-family intervention.

PubMed

Odle-Dusseau, Heather N; Hammer, Leslie B; Crain, Tori L; Bodner, Todd E

2016-07-01

Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB. Using a quasi-experimental, pretest-posttest design, 143 health care employees completed surveys at 2 time periods approximately 10 months apart, along with their supervisors who provided ratings of employees' job performance. Between these surveys, we offered their supervisors FSSB training; 86 (71%) of these supervisors participated. Results demonstrated significant and beneficial indirect effects of FSSB training on changes in employee job performance, organizational commitment, engagement, job satisfaction, and turnover intentions through changes in employee perceptions of their supervisor's overall FSSBs. Further analyses suggest that these indirect effects are due primarily to changes in the creative work-family management dimension of FSSB. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Developmental Climate: A Cross-level Analysis of Voluntary Turnover and Job Performance

PubMed Central

Spell, Hannah B.; Eby, Lillian T.; Vandenberg, Robert J.

2014-01-01

This research investigates the influence of shared perceptions of developmental climate on individual-level perceptions of organizational commitment, engagement, and perceived competence, and whether these attitudes mediate the relationship between developmental climate and both individual voluntary turnover and supervisor-rated job performance. Survey data were collected from 361 intact employee-supervisory mentoring dyads and matched with employee turnover data collected one year later to test the proposed framework using multilevel modeling techniques. As expected, shared perceptions of developmental climate were significantly and positively related to all three individual work attitudes. In addition, both organizational commitment and perceived competence were significant mediators of the positive relationship between shared perceptions of developmental climate and voluntary turnover, as well as shared perceptions of developmental climate and supervisor-rated job performance. By contrast, no significant mediating effects were found for engagement. Theoretical implications, limitations, and future research are discussed. PMID:24748681

Scope of Nursing Practice in a Tertiary Pediatric Setting: Associations With Nurse and Job Characteristics and Job Satisfaction.

PubMed

Déry, Johanne; Clarke, Sean P; D'Amour, Danielle; Blais, Régis

2018-01-01

While professional nursing, like other health professions, has a recognized educational base and a legal scope of practice that is remarkably consistent across societies, there are important variations even within the same institution or organization in the extent to which professional nurses engage in the full range of activities for which they are qualified. There has been limited study of enacted (actual) scope of nursing practice (ESOP) or of its impacts on nurse job outcomes, such as job satisfaction. The aim of this study is to measure ESOP, as well as its predictors and impact on job satisfaction, in a specialty university-affiliated tertiary referral center in one of the few remaining jurisdictions outside the United States that continue to educate registered nurses at multiple educational levels. This was a correlational cross-sectional design using structural equation modeling. Self-administered questionnaires were completed by 301 registered nurses holding permanent positions in specific clinical areas for 6 months or longer in a pediatric hospital in the province of Quebec, Canada. ESOP or actual scope of practice was low-on average, nurses applied the range of skills within their theoretical scopes of practice only occasionally or "less than frequently" in their daily work (3.21 out of a possible 6 points). ESOP was strongly related to decision latitude (β = 0.319; p  = .012), role ambiguity (β = 0.297; p  = .011), and role overload (β  =  0.201; p  = .012). The personal characteristics that exerted the greatest direct influence on ESOP were education level (β  =  0.128; p  = .015) and growth need strength (β  =  0.151; p  = .008). Results also showed that ESOP exerts a direct positive influence on nurses' job satisfaction (β  =  0.118; p  = .006). Structural equation modeling analyses revealed a good fit of the data to the hypothesized conceptual model (χ²/df ratio index =  1.68, root mean square error of approximation  =  0

Job Hazard Analysis

DTIC Science & Technology

1998-01-01

Performing Organization Name(s) and Address(es) U.S. Department of Labor Occupational Safety & Health Administration 200 Constitution Avenue Washington, DC...20210 Performing Organization Report Number OSHA 3071 Sponsoring/Monitoring Agency Name(s) and Address(es) Sponsor/Monitor’s Acronym(s) Sponsor...identifying existing or potential job hazards (both safety and health), and determining the best way to perform the job or to reduce or eliminate these

Bullying among radiation therapists: effects on job performance and work environment.

PubMed

Trad, Megan; Johnson, Jordan

2014-01-01

To identify the effects of workplace bullying in the radiation therapy department on job performance and explore the environment and morale of individuals who work with a bully. A quantitative research study was designed to assess the prevalence and effects of bullying in the radiation therapy workplace. A total of 308 radiation therapists participated in the study for a return rate of 46%. Of those, 194 indicated that workplace bullying was present either in their current workplace or in a previous radiation therapy environment and that it negatively affected job performance and satisfaction. Findings of this study indicate a need for evaluation of the radiation therapy workplace, education on how to identify and prevent bullying behavior, and better communication among members of the radiation therapy environment. Participants indicated that working in a hostile environment led to forgetfulness, ineffective communication, and perceived discrepancies in promotion and treatment by management. Any bullying behavior contributes to an overall toxic work environment, which is unhealthy and unsafe for patients and therapists. Those who manage therapists should promote a culture of safety and embrace their staff's independence.

Work Engagement: Antecedents, the Mediating Role of Learning Goal Orientation and Job Performance

ERIC Educational Resources Information Center

Chughtai, Aamir Ali; Buckley, Finian

2011-01-01

Purpose: The present paper aims to explore the effects of state (trust in supervisor) and trait (trust propensity) trust on employees' work engagement. Furthermore, it seeks to investigate the mediating role of learning goal orientation in the relationship between work engagement and two forms of performance: in-role job performance and innovative…

Perceived Motor Competence Differs From Actual Performance in 8-Year-Old Neonatal ECMO Survivors.

PubMed

Toussaint, Leontien C C; van der Cammen-van Zijp, Monique H M; Janssen, Anjo J; Tibboel, Dick; van Heijst, Arno F; IJsselstijn, Hanneke

2016-03-01

To assess perceived motor competence, social competence, self-worth, health-related quality of life, and actual motor performancein 8-year-old survivors of neonatal extracorporeal membrane oxygenation (ECMO). In a prospective nationwide study, 135 children completed the extended version of the "athletic competence" domain of the Self Perception Profile for Children (SPPC) called the m-CBSK (Motor supplement of the Competentie BelevingsSchaal voor Kinderen) to assess perceived motor competence, the SPPC, and the Pediatric Quality of Life Inventory (PedsQL), andwere tested with the Movement Assessment Battery for Children. SD scores (SDS) were used to compare with the norm. The mean (SD) SDS for perceived motor competence, social competence, and self-worth were all significantly higher than the norm: 0.18 (0.94), P = .03; 0.35 (1.03), P < .001; and 0.32 (1.08), P < .001, respectively. The total PedsQL score was significantly below the norm: mean (SD) SDS: -1.26 (1.53), P < .001. Twenty-two percent of children had actual motor problems. The SDS m-CBSK and actual motor performance did not correlate (r = 0.12; P = .17). The SDS m-CBSK significantly correlated with the athletic competence domain of the SPPC (r = 0.63; P < .001). Eight-year-old ECMO survivors feel satisfied with their motor- and social competence, despite impaired PedsQL scores and motor problems. Because motor problems in ECMO survivorsdeteriorate throughout childhood, clinicians should be aware that these patients may tend to "overrate" their actual motor performance. Education andstrict monitoring of actual motor performanceare important to enable timelyintervention. Copyright © 2016 by the American Academy of Pediatrics.

Effect of Active Workstation on Energy Expenditure and Job Performance: A Systematic Review and Meta-analysis.

PubMed

Cao, Chunmei; Liu, Yu; Zhu, Weimo; Ma, Jiangjun

2016-05-01

Recently developed active workstation could become a potential means for worksite physical activity and wellness promotion. The aim of this review was to quantitatively examine the effectiveness of active workstation in energy expenditure and job performance. The literature search was conducted in 6 databases (PubMed, SPORTDiscuss, Web of Science, ProQuest, ScienceDirect, and Scopuse) for articles published up to February 2014, from which a systematic review and meta-analysis was conducted. The cumulative analysis for EE showed there was significant increase in EE using active workstation [mean effect size (MES): 1.47; 95% confidence interval (CI): 1.22 to 1.72, P < .0001]. Results from job performance indicated 2 findings: (1) active workstation did not affect selective attention, processing speed, speech quality, reading comprehension, interpretation and accuracy of transcription; and (2) it could decrease the efficiency of typing speed (MES: -0.55; CI: -0.88 to -0.21, P < .001) and mouse clicking (MES: -1.10; CI: -1.29 to -0.92, P < .001). Active workstation could significantly increase daily PA and be potentially useful in reducing workplace sedentariness. Although some parts of job performance were significantly lower, others were not. As a result there was little effect on real-life work productivity if we made a good arrangement of job tasks.

5 CFR 430.208 - Rating performance.

Code of Federal Regulations, 2010 CFR

2010-01-01

... only on the evaluation of actual job performance for the designated appraisal period. (2) An agency... limited to, assigning additional retention service credit under § 351.504 of this chapter. (5) Under the provisions of § 351.504(e) of this chapter, the number of years of additional retention service credit...

Color perception and ATC job performance.

DOT National Transportation Integrated Search

1983-07-01

Current OMP policy and guidance requires demonstrated job-relatedness and reasonable accommodation in the application of physical qualifications. The OPM has accomplished an analysis of the Air Traffic Control Specialist (ATCS) series and recommended...

Career Commitment, Sense of Accomplishment, and Job Satisfaction: A Survey of Medical Technologists.

ERIC Educational Resources Information Center

Spencer, Charles T.

Job-related perceptions of medical technologists who had graduated from Illinois State University from 1972 through 1979 were surveyed. Of the 228 mailed questionnaires, 170 were returned. The questionnaire included items in which respondents judged the degree to which self-actualization characteristics were present in their jobs. An additional…

Does IQ Really Predict Job Performance?

PubMed Central

Richardson, Ken; Norgate, Sarah H.

2015-01-01

IQ has played a prominent part in developmental and adult psychology for decades. In the absence of a clear theoretical model of internal cognitive functions, however, construct validity for IQ tests has always been difficult to establish. Test validity, therefore, has always been indirect, by correlating individual differences in test scores with what are assumed to be other criteria of intelligence. Job performance has, for several reasons, been one such criterion. Correlations of around 0.5 have been regularly cited as evidence of test validity, and as justification for the use of the tests in developmental studies, in educational and occupational selection and in research programs on sources of individual differences. Here, those correlations are examined together with the quality of the original data and the many corrections needed to arrive at them. It is concluded that considerable caution needs to be exercised in citing such correlations for test validation purposes. PMID:26405429

Job Satisfaction and Performance: The Moderating Effects of Value Attainment and Affective Disposition.

ERIC Educational Resources Information Center

Hochwarter, Wayne A.; Perrewe, Pamela L.; Ferris, Gerald R.; Brymer, Robert A.

1999-01-01

A study of 270 hotel managers found that the strongest positive relationship between job satisfaction and performance occurred when high attainment of values associated with work was coupled with high-positive or low-negative affective disposition. (SK)

Realistic Job Previews: Can a Procedure to Reduce Turnover Also Influence the Relationship between Abilities and Performance?

ERIC Educational Resources Information Center

Wanous, John P.

1978-01-01

The current state of theory, research, and practice in realistic job previews (RJP) for recruitment is still immature. RJPs have been used to reduce employee turnover, but not necessarily to influence the job performance of newcomers. This research looks at the background, research results, and unanswered issues. (Author/RK)

Work Experiences, Job Performance, and Feelings of Personal and Family Well-Being.

ERIC Educational Resources Information Center

Greenhaus, Jeffrey H.; And Others

1987-01-01

Examined interaction between job performance and specific work experiences on three indicators of personal and family well-being among 336 accountants. Perceptions of nonsupportive and inequitable work environment, role conflict, and extensive time commitment to work were each related to one or more indicators of well-being. (Author)

Is talk "cheap"? An initial investigation of the equivalence of alcohol purchase task performance for hypothetical and actual rewards.

PubMed

Amlung, Michael T; Acker, John; Stojek, Monika K; Murphy, James G; MacKillop, James

2012-04-01

Behavioral economic alcohol purchase tasks (APTs) are self-report measures of alcohol demand that assess estimated consumption at escalating levels of price. However, the relationship between estimated performance for hypothetical outcomes and choices for actual outcomes has not been determined. The present study examined both the correspondence between choices for hypothetical and actual outcomes, and the correspondence between estimated alcohol consumption and actual drinking behavior. A collateral goal of the study was to examine the effects of alcohol cues on APT performance. Forty-one heavy-drinking adults (56% men) participated in a human laboratory protocol comprising APTs for hypothetical and actual alcohol and money, an alcohol cue reactivity paradigm, an alcohol self-administration period, and a recovery period. Pearson correlations revealed very high correspondence between APT performance for hypothetical and actual alcohol (ps < 0.001). Estimated consumption on the APT was similarly strongly associated with actual consumption during the self-administration period (r = 0.87, p < 0.001). Exposure to alcohol cues significantly increased subjective craving and arousal and had a trend-level effect on intensity of demand, in spite of notable ceiling effects. Associations among motivational indices were highly variable, suggesting multidimensionality. These results suggest there may be close correspondence both between value preferences for hypothetical alcohol and actual alcohol, and between estimated consumption and actual consumption. Methodological considerations and priorities for future studies are discussed. Copyright © 2011 by the Research Society on Alcoholism.

Determination of the effects of water adsorption on the sensitivity and detonation performance of the explosive JOB-9003 by molecular dynamics simulation.

PubMed

Hang, GuiYun; Yu, WenLi; Wang, Tao; Li, Zhen

2016-11-01

In order to determine the adsorption mechanism of water on the crystal surfaces of the explosive JOB-9003 and the effect of this adsorption on the sensitivity and detonation performance of this explosive, a model of the crystal of JOB-9003 was created in the software package Materials Studio (MS). The adsorption process was simulated, and molecular dynamics simulation was performed with the COMPASS force field in the NPT ensemble to calculate the sensitivity and detonation performance of the explosive. The results show that the maximum trigger bond length decreases whereas the interaction energy of the trigger bond and the cohesive energy density increase after adsorption, indicating that the sensitivity of JOB-9003 decreases. The results for the detonation performance show that the detonation pressure, detonation velocity, and detonation heat decrease upon the adsorption of water, thus illustrating that the detonation performance of JOB-9003 is degraded. In summary, the adsorption of water has a positive effect on the sensitivity and safety of the explosive JOB-9003 but a negative effect on its detonation performance.

The real leadership lessons of Steve Jobs.

PubMed

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."

How do nurse consultant job characteristics impact on job satisfaction? An Australian quantitative study.

PubMed

Giles, Michelle; Parker, Vicki; Mitchell, Rebecca; Conway, Jane

2017-01-01

There is a direct link between job satisfaction, nurses' job performance and improved patient outcomes. Understanding what job characteristics influence job satisfaction is vital if health organizations are to optimize individual employee satisfaction and performance. This is particularly necessary in the Nurse Consultant role, which is a multifaceted role that has evolved to meet the dynamic and changing needs of health services. This study aims to examine how job characteristics influence Nurse Consultant job satisfaction and identify differences across metropolitan and rural contexts. This paper presents quantitative findings that are part of a larger prospective cross sectional mixed method study. An online survey consisting of a variety of job characteristic factors was administered to all NCs working in a large Local Health District in New South Wales, Australia over an 8-week period in 2010. Descriptive analysis identified NC's perceptions of job satisfaction and job characteristics in their current role and factor and regression analysis identified relationships between these factors. Job satisfaction was identified as high (mean 4.3) and is strongly correlated with job autonomy, role clarity, role conflict and job support. A high level of role clarity has a moderating effect on the relationship between job autonomy and job satisfaction. Study findings inform how we prepare nurses for the NC role and how managers engage with and support NCs in their role taking into account context. Understanding the factors that influence job satisfaction and role effectiveness gives managers valuable information to assist in positioning and supporting these roles to maximize effectiveness across integrated and contemporary models of health care delivery.

Transformational leadership and safety performance among nurses: the mediating role of knowledge-related job characteristics.

PubMed

Lievens, Ilse; Vlerick, Peter

2014-03-01

To report the impact of transformational leadership on two dimensions of nurses' safety performance (i.e. safety compliance and safety participation) and to study the mediating role of knowledge-related job characteristics in this relationship. Safety performance refers to the behaviours that employees exhibit to adhere to safety guidelines and to promote health and safety at their workplace. Nurses' safety performance is a major challenge for healthcare settings, urging the need to identify the key determinants and psychological mechanisms that influence it. A cross-sectional survey study. The study was carried out in September 2010 in a large Belgian hospital. We used self-administered questionnaires; 152 nurses participated. The hypotheses were tested using hierarchical regression analyses. In line with our first hypothesis, the results show that transformational leadership exerted a significant positive impact on both dimensions of nurses' safety performance. This positive relation was mediated by knowledge-related job characteristics, supporting our second hypothesis. Head nurses' transformational leadership can enhance nurses' compliance with and participation in safety. Furthermore, transformational head nurses are able to influence the perception that their nurses have about the kind and amount of knowledge in their job, which can also lead to increases in both dimensions of nurses' safety performance. This study therefore demonstrates the key impact that transformational head nurses have, both directly and indirectly, on the safety performance of their nurses. © 2013 John Wiley & Sons Ltd.

Associations of job demands and intelligence with cognitive performance among men in late life.

PubMed

Potter, Guy G; Helms, Michael J; Plassman, Brenda L

2008-05-06

To examine the association of job characteristics and intelligence to cognitive status in members of the National Academy of Sciences-National Research Council Twins Registry of World War II veterans. Participants (n = 1,036) included individuals with an assessment of intelligence based on Armed Services testing in early adulthood. In late adulthood, these individuals completed the modified Telephone Interview for Cognitive Status (TICS-m) and occupational history as part of an epidemiologic study of aging and dementia. Occupational history was coded to produce a matrix of job characteristics. Based on factor analysis, job characteristics were interpreted as reflecting general intellectual demands (GI), human interaction and communication (HC), physical activity (PA), and visual attention (VA). Based on regression analysis of TICS-m score covarying for age, intelligence, and years of education, higher levels of GI and HC were independently associated with higher TICS-m performance, whereas higher PA was independently associated with lower performance. There was an interaction of GI and intelligence, indicating that individuals at the lower range of intellectual aptitude in early adulthood derived greater cognitive benefit from intellectually demanding work. Intellectually demanding work was associated with greater benefit to cognitive performance in later life independent of related factors like education and intelligence. The fact that individuals with lower intellectual aptitude demonstrated a stronger positive association between work and higher cognitive performance during retirement suggests that behavior may enhance intellectual reserve, perhaps even years after peak intellectual activity.

Associations of job demands and intelligence with cognitive performance among men in late life

PubMed Central

Potter, Guy G.; Helms, Michael J.; Plassman, Brenda L.

2013-01-01

Objective To examine the association of job characteristics and intelligence to cognitive status in members of the National Academy of Sciences–National Research Council Twins Registry of World War II veterans. Methods Participants (n = 1,036) included individuals with an assessment of intelligence based on Armed Services testing in early adulthood. In late adulthood, these individuals completed the modified Telephone Interview for Cognitive Status (TICS-m) and occupational history as part of an epidemiologic study of aging and dementia. Occupational history was coded to produce a matrix of job characteristics. Based on factor analysis, job characteristics were interpreted as reflecting general intellectual demands (GI), human interaction and communication (HC), physical activity (PA), and visual attention (VA). Results Based on regression analysis of TICS-m score covarying for age, intelligence, and years of education, higher levels of GI and HC were independently associated with higher TICS-m performance, whereas higher PA was independently associated with lower performance. There was an interaction of GI and intelligence, indicating that individuals at the lower range of intellectual aptitude in early adulthood derived greater cognitive benefit from intellectually demanding work. Conclusions Intellectually demanding work was associated with greater benefit to cognitive performance in later life independent of related factors like education and intelligence. The fact that individuals with lower intellectual aptitude demonstrated a stronger positive association between work and higher cognitive performance during retirement suggests that behavior may enhance intellectual reserve, perhaps even years after peak intellectual activity. PMID:18077796

The Job Accommodation Scale (JAS): psychometric evaluation of a new measure of employer support for temporary job modifications.

PubMed

Shaw, William S; Kristman, Vicki L; Williams-Whitt, Kelly; Soklaridis, Sophie; Huang, Yueng-Hsiang; Côté, Pierre; Loisel, Patrick

2014-12-01

An employer offer of temporary job modification is a key strategy for facilitating return-to-work for musculoskeletal conditions, but there are no validated scales to assess the level of support for temporary job modifications across a range of job types and organizations. To pilot test a new 21-item self-report measure [the Job Accommodation Scale (JAS)] to assess its applicability, internal consistency, factor structure, and relation to physical job demands. Supervisors (N = 804, 72.8 % male, mean age = 46) were recruited from 19 employment settings in the USA and Canada and completed a 30-min online survey regarding job modification practices. As part of the survey, supervisors nominated and described a job position they supervised and completed the JAS for a hypothetical worker (in that position) with an episode of low back pain. Job characteristics were derived from the occupational informational network job classification database. The full response range (1-4) was utilized on all 21 items, with no ceiling or floor effects. Avoiding awkward postures was the most feasible accommodation and moving the employee to a different site or location was the least feasible. An exploratory factor analysis suggested five underlying factors (Modify physical workload; Modify work environment; Modify work schedule; Find alternate work; and Arrange for assistance), and there was an acceptable goodness-of-fit for the five parceled sub-factor scores as a single latent construct in a measurement model (structural equation model). Job accommodations were less feasible for more physical jobs and for heavier industries. The pilot administration of the JAS with respect to a hypothetical worker with low back pain showed initial support for its applicability, reliability, and validity when administered to supervisors. Future studies should assess its validity for use in actual disability cases, for a range of health conditions, and to assess different stakeholder opinions about the

Relationship between job satisfaction and performance of primary care physicians after the family physician reform of east Azerbaijan province in Northwest Iran.

PubMed

Jabbari, Hossein; Pezeshki, Mohamad Zakarria; Naghavi-Behzad, Mohammad; Asghari, Mohammad; Bakhshian, Fariba

2014-01-01

Following the implementation of family physician program in 2004 in Iranian healthcare system, the understanding in changes in physicians' practice has become important. The objective of this study was to determine the level of family physicians' job satisfaction and its relationship with their performance level. A cross-sectional study was conducted among all 367 family physicians of East Azerbaijan province in during December 2009 to May 2011 using a self-administered, anonymous questionnaire for job satisfaction. The performance scores of primary care physicians were obtained from health deputy of Tabriz Medical University. In this study, overall response rate was 64.5%. The average score of job satisfaction was 42.10 (±18.46), and performance score was 87.52 (±5.74) out of 100. There was significant relationships between working history and job satisfaction (P = 0.014), marital status (P = 0.014), and sex (P = 0.018) with performance among different personal and organizational variables. However, there was no significant relationship between job satisfaction and performance, but satisfied people had about three times better performance than their counterparts (all P < 0.05). The low scores of family physicians in performance and job satisfaction are obvious indications for more extensive research in identifying causes and finding mechanisms to improve the situation, especially in payment methods and work condition, in existing health system.

Context Matters: Principals' Sensemaking of Teacher Hiring and On-the-Job Performance

ERIC Educational Resources Information Center

Ingle, Kyle; Rutledge, Stacey; Bishop, Jennifer

2011-01-01

Purpose: School principals make sense of multiple messages, policies, and contexts within their school environments. The purpose of this paper is to examine specifically how school leaders make sense of hiring and subjective evaluation of on-the-job teacher performance. Design/methodology/approach: This qualitative study drew from 42 interviews…

The Evaluation of Teachers' Job Performance Based on Total Quality Management (TQM)

ERIC Educational Resources Information Center

Shahmohammadi, Nayereh

2017-01-01

This study aimed to evaluate teachers' job performance based on total quality management (TQM) model. This was a descriptive survey study. The target population consisted of all primary school teachers in Karaj (N = 2917). Using Cochran formula and simple random sampling, 340 participants were selected as sample. A total quality management…

Job Performance Aids: Research and Technology State-of-the-Art. Final Report.

ERIC Educational Resources Information Center

Booher, Harold R.

Conducted as part of a major effort to test and evaluate Job Performance Aids (JPA) and their integration with Navy personnel and training systems, this study systematically reviewed and organized existing JPA techniques, related research data, and various applicable principles and concepts. One hundred and one JPA systems and techniques were…

The Relationship of Aptitudes to the Performance of Skilled Technical Jobs in Engine Manufacturing. Technical Report 1982-5 [and Supplement].

ERIC Educational Resources Information Center

Daniel, Mark; And Others

A study examined the relationship of aptitudes to the performance of skilled technical jobs in engine manufacturing. During the study, several approaches were utilized, including criterion-referenced validation, taxonomic validation, construct validation, and detailed anlaysis of the behaviors involved in performing the jobs. The study sample…

Identifying occupational attributes of jobs performed after spinal cord injury: implications for vocational rehabilitation.

PubMed

Sinden, Kathryn E; Martin Ginis, Kathleen A

2013-09-01

Although individuals after spinal cord injury (SCI) demonstrate a breadth of ability and employment potential, return-to-work (RTW) outcomes are low. In Canada, only 38% of individuals RTW after SCI. Refining the process of job suitability and enhancing job search strategies have been suggested to improve RTW outcomes. Our primary study objective was to identify occupational attributes of jobs performed after SCI that might be used to inform vocational rehabilitation strategies and improve RTW outcomes after SCI. A secondary analysis of participants from the Study of Health and Activity in People with Spinal Cord Injury employed in an occupation for which they received pay, was conducted. Frequency distributions for various occupational attributes including physical demands and educational requirements were examined across 181 reported occupations. χ-tests identified whether the primary mode of mobility was related to occupational physical demands. Analysis of the physical demand attribute identified that 58% of occupations required sitting and 33% required sitting/standing or walking. Forty-four percent of occupations required upper or multiple limb coordination. Eighty-three percent of occupations required a limited strength capacity. Sixty percent of occupations required college education and 58% required an undergraduate university education. χ-analysis revealed nonsignificant associations between primary mode of mobility and physical demands. In conclusion, a breadth of occupational attributes in jobs performed by individuals after SCI was identified. These results are suggested to inform future vocational rehabilitation strategies.

Analyzing jobs for redesign decisions.

PubMed

Conn, V S; Davis, N K; Occena, L G

1996-01-01

Job analysis, the collection and interpretation of information that describes job behaviors and activities performed by occupants of jobs, can provide nurse administrators with valuable information for redesigning effective and efficient systems of care.

Relationship of Academic Job Involvement To Biographical Data, Personal Characteristics, and Academic Performance.

ERIC Educational Resources Information Center

Edwards, Jack E.; Waters, L. K.

1980-01-01

A job involvement measure adapted to reflect course involvement was unrelated to age, sex, class rank, and tested verbal ability. However, it was significantly and positively related to achievement motivation, locus of control, Protestant ethic attitudes, academic satisfaction, and performance. (Author/CP)

On the relation between personality and job performance of airline pilots.

PubMed

Hormann, H J; Maschke, P

1996-01-01

The validity of a personality questionnaire for the prediction of job success of airline pilots is compared to validities of a simulator checkflight and of flying experience data. During selection, 274 pilots applying for employment with a European charter airline were examined with a multidimensional personality questionnaire (Temperature Structure Scales; TSS). Additionally, the applicants were graded in a simulator checkflight. On the basis of training records, the pilots were classified as performing at standard or below standard after about 3 years of employment in the hiring company. In a multiple-regression model, this dichotomous criterion for job success can be predicted with 73.8% accuracy through the simulator checkflight and flying experience prior to employment. By adding the personality questionnaire to the regression equation, the number of correct classifications increases to 79.3%. On average, successful pilots score substantially higher on interpersonal scales and lower on emotional scales of the TSS.

Securing Valid Information for Evaluation of Job Performance of the University Faculty.

ERIC Educational Resources Information Center

Donavan, Bruce

Approaches to obtaining valid information for evaluating faculty and the issue of alcoholism and job performance are addressed. Among the complications to this undertaking is the existence of an invalid self-perception on the part of faculty that they are not employees of the institution, and a tolerance among faculty for deviance or eccentricity.…

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

ERIC Educational Resources Information Center

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…

Do subjective measures of attention and memory predict actual performance? Metacognition in older couples.

PubMed

Volz-Sidiropoulou, Eftychia; Gauggel, Siegfried

2012-06-01

Older individuals who recognize their cognitive difficulties are more likely to adjust their everyday life to their actual cognitive functioning, particularly when they are able to estimate their abilities accurately. We assessed self- and spouse-ratings of memory and attention difficulties in everyday life of healthy, older individuals and compared them with the respective test performance. Eighty-four older individuals (women's age, M = 67.4 years, SD = 5.2; men's age, M = 68.5 years, SD = 4.9) completed both the self and the spouse versions of the Attention Deficit Questionnaire and the Everyday Memory Questionnaire and completed two neuropsychological tests. Using the residual score approach, subjective metacognitive measures of memory and attention were created and compared with actual test performance. Significant associations between subjective and objective scores were found only for men and only for episodic memory measures. Men who underreported memory difficulties performed more poorly; men who overreported memory difficulties performed better. Men's recognition performance was best predicted by subjective measures (R² = .25), followed by delayed recall (R² = .14) and forgetting rate (R² = .13). The results indicate gender-specific differences in metacognitive accuracy and predictive validity of subjective ratings. PsycINFO Database Record (c) 2012 APA, all rights reserved

Research on Self-Directed Learning to Meet Job Performance Requirements. Final Report.

ERIC Educational Resources Information Center

Munro, Allen; Towne, Douglas M.

Over a two-year period, research was conducted primarily in two areas of cognitive strategies for on-the-job training (OJT). The first area was the development and testing of a computer-based training system to improve selectivity in text processing in order to improve performance during OJT. The second area was the exploration of text-type…

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

PubMed Central

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

2002-01-01

Objectives: Building on Karasek's model of job demands and control (JD-C model), this study examined the effects of job control, quantitative workload, and two occupation specific job demands (physical demands and supervisor demands) on fatigue and job dissatisfaction in Dutch lorry drivers. Methods: From 1181 lorry drivers (adjusted response 63%) self reported information was gathered by questionnaire on the independent variables (job control, quantitative workload, physical demands, and supervisor demands) and the dependent variables (fatigue and job dissatisfaction). Stepwise multiple regression analyses were performed to examine the main effects of job demands and job control and the interaction effect between job control and job demands on fatigue and job dissatisfaction. Results: The inclusion of physical and supervisor demands in the JD-C model explained a significant amount of variance in fatigue (3%) and job dissatisfaction (7%) over and above job control and quantitative workload. Moreover, in accordance with Karasek's interaction hypothesis, job control buffered the positive relation between quantitative workload and job dissatisfaction. Conclusions: Despite methodological limitations, the results suggest that the inclusion of (occupation) specific job control and job demand measures is a fruitful elaboration of the JD-C model. The occupation specific JD-C model gives occupational stress researchers better insight into the relation between the psychosocial work environment and wellbeing. Moreover, the occupation specific JD-C model may give practitioners more concrete and useful information about risk factors in the psychosocial work environment. Therefore, this model may provide points of departure for effective stress reducing interventions at work. PMID:12040108

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

PubMed

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

2002-06-01

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

Running Batch Jobs on Peregrine | High-Performance Computing | NREL

Science.gov Websites

Using Resource Feature to Request Different Node Types Peregrine has several types of compute nodes incompatibility and get the job running. More information about requesting different node types in Peregrine is available. Queues In order to meet the needs of different types of jobs, nodes on Peregrine are available

It's all in the attitude: The role of job attitude strength in job attitude-outcome relationships.

PubMed

Schleicher, Deidra J; Smith, Troy A; Casper, Wendy J; Watt, John D; Greguras, Gary J

2015-07-01

Integrating attitude theory with the job attitudes literature, we position job attitude strength (JAS) as a missing yet important theoretical concept in the study of job attitudes. We examine JAS as a moderator of the relationship between job satisfaction and several criteria of interest to organizational scholars (job performance, organizational citizenship behavior, withdrawal). We also examine multiple relevant indicators of JAS (i.e., attitude certainty, attitude extremity, latitude of rejection, and structural consistency), both to shed light on its conceptual nature and to provide meaningful practical direction to researchers interested in incorporating JAS into job attitude research. Data were collected in five field samples (total N = 816). Results support our hypotheses: JAS moderates the relationships between job satisfaction and performance, organizational citizenship behavior, and turnover intentions; in each case, these relationships are significantly stronger for employees with stronger job satisfaction attitudes. However, as expected, not all JAS indicators are equally effective as moderators. We discuss our findings in terms of their theoretical, empirical, and practical implications for the future study of job attitudes. (c) 2015 APA, all rights reserved).

Analysis of job satisfaction, burnout, and intent of respiratory care practitioners to leave the field or the job.

PubMed

Shelledy, D C; Mikles, S P; May, D F; Youtsey, J W

1992-01-01

Increased stress, burnout, and lack of job satisfaction may contribute to a decline in work performance, absenteeism, and intent to leave one's job or field. We undertook to determine organizational, job-specific, and personal predictors of level of burnout among respiratory care practitioners (RCPs). We also examined the relationships among burnout, job satisfaction (JS), absenteeism, and RCPs' intent to leave their job or the field. A pilot-tested assessment instrument was mailed to all active NBRC-credentialed RCPs in Georgia (n = 788). There were 458 usable returns (58% response rate). A random sample of 10% of the nonrespondents (n = 33) was then surveyed by telephone, and the results were compared to those of the mail respondents. Variables were compared to burnout and JS scores by correlational analysis, which was followed by stepwise multiple regression analyses to determine the ability of the independent variables to predict burnout and JS scores when used in combination. There were no significant differences between respondents and sampled nonrespondents in burnout scores (p = 0.56) or JS (p = 0.24). Prediction of burnout: The coefficient of multiple correlation, R2, indicated that in combination the independent variables accounted for 61% of the variance in burnout scores. The strongest predictor of burnout was job stress. Other job-related predictors of burnout were size of department, satisfaction with work, satisfaction with co-workers and co-worker support, job independence and job control, recognition by nursing, and role clarity. Personal-variable predictors were age, number of previous jobs held, social support, and intent to leave the field of respiratory care. Prediction of job satisfaction: R2 indicated that, in combination, the independent variables accounted for 63% of the variance observed in satisfaction with work, 36% of the variance observed in satisfaction with pay, 36% of the variance in satisfaction with promotions, 62% of the variance

Actual performance of mechanical ventilators in ICU: a multicentric quality control study.

PubMed

Govoni, Leonardo; Dellaca', Raffaele L; Peñuelas, Oscar; Bellani, Giacomo; Artigas, Antonio; Ferrer, Miquel; Navajas, Daniel; Pedotti, Antonio; Farré, Ramon

2012-01-01

Even if the performance of a given ventilator has been evaluated in the laboratory under very well controlled conditions, inappropriate maintenance and lack of long-term stability and accuracy of the ventilator sensors may lead to ventilation errors in actual clinical practice. The aim of this study was to evaluate the actual performances of ventilators during clinical routines. A resistance (7.69 cmH(2)O/L/s) - elastance (100 mL/cmH(2)O) test lung equipped with pressure, flow, and oxygen concentration sensors was connected to the Y-piece of all the mechanical ventilators available for patients in four intensive care units (ICUs; n = 66). Ventilators were set to volume-controlled ventilation with tidal volume = 600 mL, respiratory rate = 20 breaths/minute, positive end-expiratory pressure (PEEP) = 8 cmH(2)O, and oxygen fraction = 0.5. The signals from the sensors were recorded to compute the ventilation parameters. The average ± standard deviation and range (min-max) of the ventilatory parameters were the following: inspired tidal volume = 607 ± 36 (530-723) mL, expired tidal volume = 608 ± 36 (530-728) mL, peak pressure = 20.8 ± 2.3 (17.2-25.9) cmH(2)O, respiratory rate = 20.09 ± 0.35 (19.5-21.6) breaths/minute, PEEP = 8.43 ± 0.57 (7.26-10.8) cmH(2)O, oxygen fraction = 0.49 ± 0.014 (0.41-0.53). The more error-prone parameters were the ones related to the measure of flow. In several cases, the actual delivered mechanical ventilation was considerably different from the set one, suggesting the need for improving quality control procedures for these machines.

[THE EMPIRICAL DISTINCTIVENESS OF WORK ENGAGEMENT AND WORKAHOLISM AMONG HOSPITAL NURSES IN JAPAN : THE EFFECT ON SLEEP QUALITY AND JOB PERFORMANCE].

PubMed

Kubota, Kazumi; Shimazu, Akihito; Kawakami, Norito; Takahashi, Masaya; Nakata, Akinori; Schaufeli, Wilmar B

2011-01-01

The aim of the present study is to demonstrate the distinctiveness of work engagement and workaholism by examining their relationships with sleep quality and job performance. A total of 447 nurses from 3 hospitals in Japan were surveyed using a self-administrated questionnaire including Utrecht Work Engagement Scale (UWES), the Dutch Workaholism Scale (DUWAS), questions on sleep quality (7 items) regarding (1) difficulty initiating sleep, (2) difficulty maintaining sleep, (3) early morning awakening, (4) dozing off or napping in daytime, (5) excessive daytime sleepiness at work, (6) difficulty awakening in the morning, and (7) tiredness awakening in the morning, and the World Health Organization Health Work Performance Questionnaire. The Structural Equation Modeling showed that, work engagement was positively related to sleep quality and job performance whereas workaholism negatively to sleep quality and job performance. The findings suggest that work engagement and workaholism are conceptually distinctive and that the former is positively and the latter is negatively related to well-being (i.e., good sleep quality and job performance).

Productive and counterproductive job crafting: A daily diary study.

PubMed

Demerouti, Evangelia; Bakker, Arnold B; Halbesleben, Jonathon R B

2015-10-01

The present study aims to uncover the way daily job crafting influences daily job performance (i.e., task performance, altruism, and counterproductive work behavior). Job crafting was conceptualized as "seeking resources," "seeking challenges," and "reducing demands" and viewed as strategies individuals use to optimize their job characteristics. We hypothesized that daily job crafting relates to daily job demands and resources (work pressure and autonomy), which consequently relate to daily work engagement and exhaustion and ultimately to job performance. A sample of 95 employees filled in a quantitative diary for 5 consecutive working days (n occasions = 475). We predicted and found that daily seeking resources was positively associated with daily task performance because daily autonomy and work engagement increased. In contrast, daily reducing demands was detrimental for daily task performance and altruism, because employees lower their daily workload and consequently their engagement and exhaustion, respectively. Only daily seeking challenges was positively (rather than negatively) associated with daily counterproductive behavior. We conclude that employee job crafting can have both beneficial and detrimental effects on job performance. (c) 2015 APA, all rights reserved).

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

ERIC Educational Resources Information Center

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…

Are health workers motivated by income? Job motivation of Cambodian primary health workers implementing performance-based financing

PubMed Central

Khim, Keovathanak

2016-01-01

Background Financial incentives are widely used in performance-based financing (PBF) schemes, but their contribution to health workers’ incomes and job motivation is poorly understood. Cambodia undertook health sector reform from the middle of 2009 and PBF was employed as a part of the reform process. Objective This study examines job motivation for primary health workers (PHWs) under PBF reform in Cambodia and assesses the relationship between job motivation and income. Design A cross-sectional self-administered survey was conducted on 266 PHWs, from 54 health centers in the 15 districts involved in the reform. The health workers were asked to report all sources of income from public sector jobs and provide answers to 20 items related to job motivation. Factor analysis was conducted to identify the latent variables of job motivation. Factors associated with motivation were identified through multivariable regression. Results PHWs reported multiple sources of income and an average total income of US$190 per month. Financial incentives under the PBF scheme account for 42% of the average total income. PHWs had an index motivation score of 4.9 (on a scale from one to six), suggesting they had generally high job motivation that was related to a sense of community service, respect, and job benefits. Regression analysis indicated that income and the perception of a fair distribution of incentives were both statistically significant in association with higher job motivation scores. Conclusions Financial incentives used in the reform formed a significant part of health workers’ income and influenced their job motivation. Improving job motivation requires fixing payment mechanisms and increasing the size of incentives. PBF is more likely to succeed when income, training needs, and the desire for a sense of community service are addressed and institutionalized within the health system. PMID:27319575

Are health workers motivated by income? Job motivation of Cambodian primary health workers implementing performance-based financing.

PubMed

Khim, Keovathanak

2016-01-01

Financial incentives are widely used in performance-based financing (PBF) schemes, but their contribution to health workers' incomes and job motivation is poorly understood. Cambodia undertook health sector reform from the middle of 2009 and PBF was employed as a part of the reform process. This study examines job motivation for primary health workers (PHWs) under PBF reform in Cambodia and assesses the relationship between job motivation and income. A cross-sectional self-administered survey was conducted on 266 PHWs, from 54 health centers in the 15 districts involved in the reform. The health workers were asked to report all sources of income from public sector jobs and provide answers to 20 items related to job motivation. Factor analysis was conducted to identify the latent variables of job motivation. Factors associated with motivation were identified through multivariable regression. PHWs reported multiple sources of income and an average total income of US$190 per month. Financial incentives under the PBF scheme account for 42% of the average total income. PHWs had an index motivation score of 4.9 (on a scale from one to six), suggesting they had generally high job motivation that was related to a sense of community service, respect, and job benefits. Regression analysis indicated that income and the perception of a fair distribution of incentives were both statistically significant in association with higher job motivation scores. Financial incentives used in the reform formed a significant part of health workers' income and influenced their job motivation. Improving job motivation requires fixing payment mechanisms and increasing the size of incentives. PBF is more likely to succeed when income, training needs, and the desire for a sense of community service are addressed and institutionalized within the health system.

The Job Accommodation Scale (JAS): Psychometric evaluation of a new measure of employer support for temporary job modifications

PubMed Central

Shaw, William S.; Kristman, Vicki L.; Williams-Whitt, Kelly; Soklaridis, Sophie; Huang, Yueng-Hsiang; Côté, Pierre; Loisel, Patrick

2015-01-01

INTRODUCTION An employer offer of temporary job modification is a key strategy for facilitating return-to-work (RTW) for musculoskeletal conditions, but there are no validated scales to assess the level of support for temporary job modifications across a range of job types and organizations. OBJECTIVE To pilot test a new 21-item self-report measure (the Job Accommodation Scale [JAS]) to assess its applicability, internal consistency, factor structure, and relation to physical job demands. METHODS Supervisors (N = 804, 72.8% male, mean age = 46) were recruited from 19 employment settings in the USA and Canada and completed a 30-min online survey regarding job modification practices. As part of the survey, supervisors nominated and described a job position they supervised and completed the JAS for a hypothetical worker (in that position) with an episode of low back pain. Job characteristics were derived from the occupational informational network job classification database. RESULTS The full response range (1–4) was utilized on all 21 items, with no ceiling or floor effects. Avoiding awkward postures was the most feasible accommodation and moving the employee to a different site or location was the least feasible. An exploratory factor analysis suggested five underlying factors (Modify physical workload; Modify work environment; Modify work schedule; Find alternate work; and Arrange for assistance), and there was an acceptable goodness-of-fit for the five parceled sub-factor scores as a single latent construct in a measurement model (structural equation model). Job accommodations were less feasible for more physical jobs and for heavier industries. CONCLUSIONS The pilot administration of the JAS with respect to a hypothetical worker with LBP showed initial support for its applicability, reliability, and validity when administered to supervisors. Future studies should assess its validity for use in actual disability cases, for a range of health conditions, and to

Running High-Throughput Jobs on Peregrine | High-Performance Computing |

Science.gov Websites

unique name (using "name=") and usse the task name to create a unique output file name. For runs on and how many tasks to give to each worker at a time using the NITRO_COORD_OPTIONS environment . Finally, you start Nitro by executing launch_nitro.sh. Sample Nitro job script To run a job using the

Running Interactive Jobs on Peregrine | High-Performance Computing | NREL

Science.gov Websites

The qsub -I command is used to start an interactive session on one or more compute nodes. When . You will see a message such as qsub : waiting for job 12090.admin1 to start When it has, you'll see a exports your environment variables to the interactive job. Type exit when finished using the node. Like

[The effect of humor in the workplace on mental/physical health and self-evaluation of job performance].

PubMed

Maruyama, Junichi; Fuji, Kei

2016-04-01

In this study we aimed to examine the contents of humor in the Japanese workplace and to understand the effects of humor on mental/physical health and self-evaluation of job performance. Japanese workers (N = 436) responded to questionnaires addressing workplace humor, feelings about workplace, workplace communication, mental/physical health, and perceived job performance. An exploratory factor analysis indicated that there are five types of workplace humor: norm-violating humor, experience-sharing humor workplace-enjoying humor, people-recalling humor, and outside-mocking humor. A covariance structural analysis showed that norm-violating humor and workplace-enjoying humor decreased mental and physical health by promoting both negative feelings in the workplace and self-disclosure about the negative side of work. Results also revealed that experience-sharing humor, people-recalling humor, and outside-mocking humor had a positive effect on the self-evaluation of job performance as well as mental and physical health, by promoting both positive feelings and mutual communication in the workplace. Results suggest that humor in the workplace has various influences on workers depending on the type of workplace humor.

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.

PubMed

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.

Effects of Job Burnout and Emotional Labor on Objective Structured Clinical Examination Performance Among Interns and Residents in Taiwan.

PubMed

Wang, Chen-Yu; Chen, Jen-De; Wang, Chih-Hung; Wang, Jong-Yi; Tai, Chih-Jaan; Hsieh, Tsu-Yi; Chen, Der-Yuan

2017-01-01

Medical education faces challenges concerning job burnout and emotional labor among junior physicians, which poses a potential threat to the quality of medical care. Although studies have investigated job burnout and emotional labor among physicians, empirical research on the association between job burnout, emotional labor, and clinical performance is lacking. This study investigated the effects of job burnout and emotional labor on clinical performance by using the objective structured clinical examination (OSCE) scores of interns and residents. Specifically, this cross-sectional study utilized the Maslach Burnout Inventory and the Emotional Labor Questionnaire as measurement instruments. A total of 225 interns and residents in central Taiwan answered structured questionnaires before beginning their OSCE. The major statistical analysis method employed was logistic regression. After adjustment for covariates, first-year residents were less likely than other residents to obtain high OSCE scores. The odds of high OSCE performance among interns and residents with high interaction component scores in emotional labor were significantly higher than those with low interaction scores. A high score in the interaction dimension of emotional labor was associated with strong clinical performance. The findings suggest that interventions which motivate positive attitudes and increase interpersonal interaction skills among physicians should receive higher priority.

Relationships among Job Satisfaction, Professional Efficacy, Student and School Performance, and Teacher Absenteeism

ERIC Educational Resources Information Center

Dana, Laura Beckham

2014-01-01

The purpose of this study was to determine the relationships among job satisfaction, professional efficacy, student and school performance, and teacher absenteeism in Mississippi. This study also addressed methods that can be used by policymakers to better ensure low rates of absenteeism. The study measured the relationship between teachers'…

Job Performance Aids: Research and Technology State-of-the-Art

DTIC Science & Technology

1978-07-01

show how people develop hierarchical plans and strategies in organizing and executing their activities, and can best be applied to the integration of...NFROC FF1 78-25 JULY 1978 JOB PERFORMANCE AIDS: RESEARCH AND TECHNOLOGY STATE-OF-THE-ART A~rRVE~FO~PUBLIC RE LE ASEJ N4T~~ t;N U t. 141 fE BEST ...claims were made for the device, it is not known to be in use and no experimental results have been reported in the literature. Perhaps the best use of

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

PubMed

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

2006-09-01

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

The DACUM Job Analysis Process.

ERIC Educational Resources Information Center

Dofasco, Inc., Hamilton (Ontario).

This document explains the DACUM (Developing A Curriculum) process for analyzing task-based jobs to: identify where standard operating procedures are required; identify duplicated low value added tasks; develop performance standards; create job descriptions; and identify the elements that must be included in job-specific training programs. The…

Personal vulnerability and work-home interaction: the effect of job performance-based self-esteem on work/home conflict and facilitation.

PubMed

Innstrand, Siw Tone; Langballe, Ellen Melbye; Espnes, Geir Arild; Aasland, Olaf Gjerløw; Falkum, Erik

2010-12-01

The aim of the present study was to examine the longitudinal relationship between job performance-based self-esteem (JPB-SE) and work-home interaction (WHI) in terms of the direction of the interaction (work-to-home vs. home-to-work) and the effect (conflict vs. facilitation). A sample of 3,475 respondents from eight different occupational groups (lawyers, physicians, nurses, teachers, church ministers, bus drivers, and people working in advertising and information technology) supplied data at two points of time with a two-year time interval. The two-wave, cross-lagged structural equations modeling (SEM) analysis demonstrated reciprocal relationships between these variables, i.e., job performance-based self-esteem may act as a precursor as well as an outcome of work-home interaction. The strongest association was between job performance-based self-esteem and work-to-home conflict. Previous research on work-home interaction has mainly focused on situational factors. This longitudinal study expands the work-home literature by demonstrating how individual vulnerability (job performance-based self-esteem) contributes to the explanation of work-home interactions. © 2010 The Authors. Scandinavian Journal of Psychology © 2010 The Scandinavian Psychological Associations.

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

PubMed

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

2015-01-01

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

The Effects of Diversity Management on Job Satisfaction and Individual Performance of Teachers

ERIC Educational Resources Information Center

Ordu, Aydan

2016-01-01

In this research, the effects of teachers' perceptions of the diversity management on their job satisfaction and individual performance were examined. Teachers who are working in public high schools during 2014 to 2015 academic year constituted the study group of the research. The data of the research in which quantitative method used were…

Estimates of Job Performance for Applicants Differing in Gender, Marital and Parental Status.

ERIC Educational Resources Information Center

Borges, Marilyn A.; Clothier, Tamara A.

Women and men tend to be defined by their marital and parental status; thus, these factors may be crucial in understanding societal attitudes toward working men and women. The influence of marital and parental status on perceived job performance was investigated with a college undergraduate sample (N=128). From paragraph descriptions that varied…

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

PubMed

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

2018-05-14

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

Does order and timing in performance of imagined and actual movements affect the motor imagery process? The duration of walking and writing task.

PubMed

Papaxanthis, Charalambos; Pozzo, Thierry; Skoura, Xanthi; Schieppati, Marco

2002-08-21

The purpose of the present study was to investigate the effects on the duration of imagined movements of changes in timing and order of performance of actual and imagined movement. Two groups of subjects had to actually execute and imagine a walking and a writing task. The first group first executed 10 trials of the actual movements (block A) and then imagined the same movements at different intervals: immediately after actual movements (block I-1) and after 25 min (I-2), 50 min (I-3) and 75 min (I-4) interval. The second group first imagined and then actually executed the tasks. The duration of actual and imagined movements, recorded by means of an electronic stopwatch operated by the subjects, was analysed. The duration of imagined movements was very similar to those of actual movements, for both tasks, regardless of either the interval elapsed from the actual movements (first group) or the order of performance (second group). However, the variability of imagined movement duration was significantly increased compared to variability of the actual movements, for both motor tasks and groups. The findings give evidence of similar cognitive processes underlying both imagination and actual performance of movement. Copyright 2002 Elsevier Science B.V.

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

PubMed Central

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

A History-based Estimation for LHCb job requirements

NASA Astrophysics Data System (ADS)

Rauschmayr, Nathalie

2015-12-01

The main goal of a Workload Management System (WMS) is to find and allocate resources for the given tasks. The more and better job information the WMS receives, the easier will be to accomplish its task, which directly translates into higher utilization of resources. Traditionally, the information associated with each job, like expected runtime, is defined beforehand by the Production Manager in best case and fixed arbitrary values by default. In the case of LHCb's Workload Management System no mechanisms are provided which automate the estimation of job requirements. As a result, much more CPU time is normally requested than actually needed. Particularly, in the context of multicore jobs this presents a major problem, since single- and multicore jobs shall share the same resources. Consequently, grid sites need to rely on estimations given by the VOs in order to not decrease the utilization of their worker nodes when making multicore job slots available. The main reason for going to multicore jobs is the reduction of the overall memory footprint. Therefore, it also needs to be studied how memory consumption of jobs can be estimated. A detailed workload analysis of past LHCb jobs is presented. It includes a study of job features and their correlation with runtime and memory consumption. Following the features, a supervised learning algorithm is developed based on a history based prediction. The aim is to learn over time how jobs’ runtime and memory evolve influenced due to changes in experiment conditions and software versions. It will be shown that estimation can be notably improved if experiment conditions are taken into account.

A job analysis of care helpers

PubMed Central

Choi, Kyung-Sook; Jeong, Seungeun; Kim, Seulgee; Park, Hyeung-Keun; Seok, Jae Eun

2012-01-01

The aim of this study was to examine the roles of care helpers through job analysis. To do this, this study used the Developing A Curriculum Method (DACUM) to classify job content and a multi-dimensional study design was applied to identify roles and create a job description by looking into the appropriateness, significance, frequency, and difficulty of job content as identified through workshops and cross-sectional surveys conducted for appropriateness verification. A total of 418 care helpers working in nursing facilities and community senior service facilities across the country were surveyed. The collected data were analyzed using PASW 18.0 software. Six duties and 18 tasks were identified based on the job model. Most tasks were found to be "important task", scoring 4.0 points or above. Physical care duties, elimination care, position changing and movement assistance, feeding assistance, and safety care were identified as high frequency tasks. The most difficult tasks were emergency prevention, early detection, and speedy reporting. A summary of the job of care helpers is providing physical, emotional, housekeeping, and daily activity assistance to elderly patients with problems in independently undertaking daily activities due to physical or mental causes in long-term care facilities or at the client's home. The results of this study suggest a task-focused examination, optimizing the content of the current standard teaching materials authorized by the Ministry of Health and Welfare while supplementing some content which was identified as task elements but not included in the current teaching materials and fully reflecting the actual frequency and difficulty of tasks. PMID:22323929

Intrinsic Motivation and Its Determinants as Factors Enhancing the Prediction of Job Performance from Ability. Research Report No. 11.

ERIC Educational Resources Information Center

Howard, Ann

The primary purpose of the present research was to explore the relationship of ability and intrinsic motivation in the prediction of job performance. Intrinsic motivation was traced to two primary determinants. One, an organizational factor, is the extent to which an employee's job is "enriched," or incorporates challenging elements such as…

Comparisons of pilot performance in simulated and actual flight. [effects of ingested barbiturates

NASA Technical Reports Server (NTRS)

Billings, C. E.; Gerke, R. J.; Wick, R. L., Jr.

1975-01-01

Five highly experienced professional pilots performed instrument landing system approaches under simulated instrument flight conditions in a Cessna 172 airplane and in a Link-Singer GAT-1 simulator while under the influence of orally administered secobarbital (0, 100, and 200 mg). Tracking performance in two axes and airspeed control were evaluated continuously during each approach. Error and RMS variability were about half as large in the simulator as in the airplane. The observed data were more strongly associated with the drug level in the simulator than in the airplane. Further, the drug-related effects were more consistent in the simulator. Improvement in performance suggestive of learning effects were seen in the simulator, but not in actual flight.

Work Redesign and the Job Characteristics Model: A Longitudinal Field Study.

DTIC Science & Technology

1982-01-01

prior to and following work redesign. Their general job satisfaction , internal work motivation, job performance , conduct, and absenteeism, as well as...increase employee job satisfaction and internal work motivation and improve conduct and job performance , (2) the diagnostic phase is the most essential part...Strength on the Job Performance -Job Satisfaction Relationship . ....... . 117 Summary ....... .................. 119 4. RESEARCH METHODS

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

PubMed Central

2015-01-01

This article presents the psychometric properties of the Job Descriptive Index (JDI) and Job in General (JIG) instruments with a Portuguese representative sample of military sergeants and officers. Demographic correlates of job satisfaction are also investigated. The sample consists of 413 sergeants and 362 officers in different hierarchical positions, who equally perform different functions. The results show high internal consistency coefficients for the scores on the JDI and JIG subscales, ranging from .76 to .92. The data support a 6-factor structure of job satisfaction. The results offer empirical support for the Portuguese adaptation of the JDI and JIG scales with these militaries. Pay and promotion opportunities emerge as the job satisfaction dimensions more related to the demographic variables. PMID:28781429

Automation and Job Satisfaction among Reference Librarians.

ERIC Educational Resources Information Center

Whitlatch, Jo Bell

1991-01-01

Discussion of job satisfaction and the level of job performance focuses on the effect of automation on job satisfaction among reference librarians. The influence of stress is discussed, a job strain model is explained, and examples of how to design a job to reduce the stress caused by automation are given. (12 references) (LRW)

DETERMINING THE VOCATIONAL NEEDS IN AGRICULTURE OF BEGINNING AND PROSPECTIVE FARMERS IN NEWLY DEVELOPED AREAS IN ISRAEL.

ERIC Educational Resources Information Center

KATZ, GIDEON

THE OBJECTIVES OF THE STUDY WERE TO (1) IDENTIFY PRINCIPAL FARM JOBS IN PRODUCTION ENTERPRISES, (2) DETERMINE THE ACTUAL PERFORMER OF THESE JOBS ON MOSHAV FARMS, (3) ASCERTAIN THE IDEAL PERFORMER OF THESE JOBS, (4) CLASSIFY JOBS IN TERMS OF ACTUAL AND IDEAL PERFORMERS, AND (5) DRAW IMPLICATIONS FOR CURRICULUM DEVELOPMENT. LISTS OF FARM JOBS WERE…

Motivating medical information system performance by system quality, service quality, and job satisfaction for evidence-based practice.

PubMed

Chang, Ching-Sheng; Chen, Su-Yueh; Lan, Yi-Ting

2012-11-21

No previous studies have addressed the integrated relationships among system quality, service quality, job satisfaction, and system performance; this study attempts to bridge such a gap with evidence-based practice study. The convenience sampling method was applied to the information system users of three hospitals in southern Taiwan. A total of 500 copies of questionnaires were distributed, and 283 returned copies were valid, suggesting a valid response rate of 56.6%. SPSS 17.0 and AMOS 17.0 (structural equation modeling) statistical software packages were used for data analysis and processing. The findings are as follows: System quality has a positive influence on service quality (γ11= 0.55), job satisfaction (γ21= 0.32), and system performance (γ31= 0.47). Service quality (β31= 0.38) and job satisfaction (β32= 0.46) will positively influence system performance. It is thus recommended that the information office of hospitals and developers take enhancement of service quality and user satisfaction into consideration in addition to placing b on system quality and information quality when designing, developing, or purchasing an information system, in order to improve benefits and gain more achievements generated by hospital information systems.

48 CFR 252.225-7006 - Quarterly reporting of actual contract performance outside the United States.

Code of Federal Regulations, 2011 CFR

2011-10-01

... Director of Defense Procurement and Acquisition Policy (Contract Policy and International Contracting... actual contract performance outside the United States. 252.225-7006 Section 252.225-7006 Federal... SOLICITATION PROVISIONS AND CONTRACT CLAUSES Text of Provisions And Clauses 252.225-7006 Quarterly reporting of...

48 CFR 252.225-7006 - Quarterly reporting of actual contract performance outside the United States.

Code of Federal Regulations, 2010 CFR

2010-10-01

... Director of Defense Procurement and Acquisition Policy (Contract Policy and International Contracting... actual contract performance outside the United States. 252.225-7006 Section 252.225-7006 Federal... SOLICITATION PROVISIONS AND CONTRACT CLAUSES Text of Provisions And Clauses 252.225-7006 Quarterly reporting of...

Youth Aspirations and the Reality of Jobs in Developing Countries: Mind the Gap. Development Centre Studies

ERIC Educational Resources Information Center

OECD Publishing, 2017

2017-01-01

Many governments in developing countries are realising that good quality jobs matter for development. However, little attention has been paid so far to explore what actually matters for young people in terms of job characteristics and employment conditions. Today, in many developing and emerging countries, a key development challenge is that…

Workplace Incivility and Conflict Management Styles: Predicting Job Performance, Organizational Commitment and Turnover Intent

ERIC Educational Resources Information Center

Reio, Thomas G., Jr.; Trudel, Jeannie

2013-01-01

The purpose of this study was to examine the relations among conflict management styles and target and instigator incivility and job performance, organizational commitment, and turnover intent. Data from 270 employees suggested that experiencing and instigating uncivil behavior occurred frequently. Using an integrative conflict management style…

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

PubMed

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.

Job Stress and Job Satisfaction among Health-Care Workers of Endoscopy Units in Korea.

PubMed

Nam, Seung-Joo; Chun, Hoon Jai; Moon, Jeong Seop; Park, Sung Chul; Hwang, Young-Jae; Yoo, In Kyung; Lee, Jae Min; Kim, Seung Han; Choi, Hyuk Soon; Kim, Eun Sun; Keum, Bora; Jeen, Yoon Tae; Lee, Hong Sik; Kim, Chang Duck

2016-05-01

The management of job-related stress among health-care workers is critical for the improvement of healthcare services; however, there is no existing research on endoscopy unit workers as a team. Korea has a unique health-care system for endoscopy unit workers. In this study, we aimed to estimate job stress and job satisfaction among health-care providers in endoscopy units in Korea. We performed a cross-sectional survey of health-care providers in the endoscopy units of three university-affiliated hospitals in Korea. We analyzed the job stress levels by using the Korean occupational stress scale, contributing factors, and job satisfaction. Fifty-nine workers completed the self-administered questionnaires. The job stress scores for the endoscopy unit workers (46.39±7.81) were relatively lower compared to those of the national sample of Korean workers (51.23±8.83). Job stress differed across job positions, with nurses showing significantly higher levels of stress (48.92±7.97) compared to doctors (42.59±6.37). Job stress and job satisfaction were negatively correlated with each other (R (2) =0.340, p<0.001). An endoscopy unit is composed of a heterogeneous group of health-care professionals (i.e., nurses, fellows, and professors), and job stress and job satisfaction significantly differ according to job positions. Job demand, insufficient job control, and job insecurity are the most important stressors in the endoscopy unit.

Job Stress and Job Satisfaction among Health-Care Workers of Endoscopy Units in Korea

PubMed Central

Nam, Seung-Joo; Chun, Hoon Jai; Moon, Jeong Seop; Park, Sung Chul; Hwang, Young-Jae; Yoo, In Kyung; Lee, Jae Min; Kim, Seung Han; Choi, Hyuk Soon; Kim, Eun Sun; Keum, Bora; Jeen, Yoon Tae; Lee, Hong Sik; Kim, Chang Duck

2016-01-01

Background/Aims: The management of job-related stress among health-care workers is critical for the improvement of healthcare services; however, there is no existing research on endoscopy unit workers as a team. Korea has a unique health-care system for endoscopy unit workers. In this study, we aimed to estimate job stress and job satisfaction among health-care providers in endoscopy units in Korea. Methods: We performed a cross-sectional survey of health-care providers in the endoscopy units of three university-affiliated hospitals in Korea. We analyzed the job stress levels by using the Korean occupational stress scale, contributing factors, and job satisfaction. Results: Fifty-nine workers completed the self-administered questionnaires. The job stress scores for the endoscopy unit workers (46.39±7.81) were relatively lower compared to those of the national sample of Korean workers (51.23±8.83). Job stress differed across job positions, with nurses showing significantly higher levels of stress (48.92±7.97) compared to doctors (42.59±6.37). Job stress and job satisfaction were negatively correlated with each other (R2=0.340, p<0.001). Conclusions: An endoscopy unit is composed of a heterogeneous group of health-care professionals (i.e., nurses, fellows, and professors), and job stress and job satisfaction significantly differ according to job positions. Job demand, insufficient job control, and job insecurity are the most important stressors in the endoscopy unit. PMID:26898513

Understanding Job Satisfaction and its Relationship to Student Academic Performance

ERIC Educational Resources Information Center

Knox, Jeffrey A.; Anfara, Vincent A., Jr.

2013-01-01

There is a direct correlation between the variables of teacher job satisfaction and student academic achievement (Brookover & Lezotte, 1979; Mertler, 2002; Wynne, 1980). One would assume that schools that are not making AYP are doing everything possible to be removed from this status. One may also hypothesize that teacher job satisfaction is…

Problems in air traffic management. VII., Job training performance of air traffic control specialists - measurement, structure, and prediction.

DOT National Transportation Integrated Search

1965-07-01

A statistical study of training- and job-performance measures of several hundred Air Traffic Control Specialists (ATCS) representing Enroute, Terminal, and Flight Service Station specialties revealed that training-performance measures reflected: : 1....

Temperament and job stress in Japanese company employees.

PubMed

Sakai, Y; Akiyama, T; Miyake, Y; Kawamura, Y; Tsuda, H; Kurabayashi, L; Tominaga, M; Noda, T; Akiskal, K; Akiskal, H

2005-03-01

This study aims to demonstrate the relevance of temperament to job stress. The subjects were 848 male and 366 female Japanese company employees. Temperament Evaluation of Memphis, Pisa, Paris and San Diego-Autoquestionnaire version (TEMPS-A) and Munich Personality Test (MPT) were administered to assess temperaments, and the NIOSH Generic Job Stress Questionnaire (GJSQ) to assess job stress. We used hierarchical multiple linear regression analysis in order to demonstrate whether temperament variables added any unique variance after controlling the effects of other predictors such as gender, age and job rank. In all subscales of the GJSQ, temperament predicted a large share of the variance in job stress. Remarkably, for interpersonal relationship stressors, the temperament variables added greater variance than that predicted by gender, age and job rank. Summary of the hierarchical linear regression analysis showed that the irritable temperament was associated with the most prominent vulnerability, followed by cyclothymic and anxious temperaments. The schizoid temperament had difficulty in the area of social support. On the other hand, the hyperthymic temperament displayed significant robustness in facing most job stressors; the melancholic type showed a similar pattern to a lesser degree. The findings may be different in a clinical Japanese sample, or a cohort of healthy employees from a different cultural background. Temperament influences job stress significantly-indeed, it impacts on such stress with greater magnitude than age, gender and job rank in most areas examined. Temperament influences interpersonal relationship stressors more than workload-related stressors. Interestingly, in line with previous clinical and theoretical formulations, the hyperthymic and melancholic types actually appear to be "hyper-adapted" to the workplace.

Biomechanical modelling and evaluation of construction jobs for performance improvement.

PubMed

Parida, Ratri; Ray, Pradip Kumar

2012-01-01

Occupational risk factors, such as awkward posture, repetition, lack of rest, insufficient illumination and heavy workload related to construction-related MMH activities may cause musculoskeletal disorders and poor performance of the workers, ergonomic design of construction worksystems was a critical need for improving their health and safety wherein a dynamic biomechanical models were required to be empirically developed and tested at a construction site of Tata Steel, the largest steel making company of India in private sector. In this study, a comprehensive framework is proposed for biomechanical evaluation of shovelling and grinding under diverse work environments. The benefit of such an analysis lies in its usefulness in setting guidelines for designing such jobs with minimization of risks of musculoskeletal disorders (MSDs) and enhancing correct methods of carrying out the jobs leading to reduced fatigue and physical stress. Data based on direct observations and videography were collected for the shovellers and grinders over a number of workcycles. Compressive forces and moments for a number of segments and joints are computed with respect to joint flexion and extension. The results indicate that moments and compressive forces at L5/S1 link are significant for shovellers while moments at elbow and wrist are significant for grinders.

An insight into actual energy use and its drivers in high-performance buildings

DOE PAGES

Li, Cheng; Hong, Tianzhen; Yan, Da

2014-07-12

Using portfolio analysis and individual detailed case studies, we studied the energy performance and drivers of energy use in 51 high-performance office buildings in the U.S., Europe, China, and other parts of Asia. Portfolio analyses revealed that actual site energy use intensity (EUI) of the study buildings varied by a factor of as much as 11, indicating significant variation in real energy use in HPBs worldwide. Nearly half of the buildings did not meet the American Society of Heating, Refrigerating, and Air Conditioning Engineers (ASHRAE) Standard 90.1-2004 energy target, raising questions about whether a building’s certification as high performing accuratelymore » indicates that a building is energy efficient and suggesting that improvement in the design and operation of HPBs is needed to realize their energy-saving potential. We studied the influence of climate, building size, and building technologies on building energy performance and found that although all are important, none are decisive factors in building energy use. EUIs were widely scattered in all climate zones. There was a trend toward low energy use in small buildings, but the correlation was not absolute; some small HPBs exhibited high energy use, and some large HPBs exhibited low energy use. We were unable to identify a set of efficient technologies that correlated directly to low EUIs. In two case studies, we investigated the influence of occupant behavior as well as operation and maintenance on energy performance and found that both play significant roles in realizing energy savings. We conclude that no single factor determines the actual energy performance of HPBs, and adding multiple efficient technologies does not necessarily improve building energy performance; therefore, an integrated design approach that takes account of climate, technology, occupant behavior, and operations and maintenance practices should be implemented to maximize energy savings in HPBs. As a result, these

Faculty's Job Stress and Performance in the Undergraduate Education Assessment in China: A Mixed-Methods Study

ERIC Educational Resources Information Center

Jing, Lizhen

2008-01-01

The Undergraduate Education Assessment (assessment) was launched to upgrade faculty's performance, but it also tends to intensify their job stress. Considering the little empirical research on the influence of stress on performance in the assessment and the confounded findings in literature, the study collected data with a survey and interviews to…

Commands to Monitor and Control Jobs on Peregrine | High-Performance

Science.gov Websites

also be used with flags to return more or less information. For example showq -u will . For example, [someuser@login1 ~]$ showstart -e Priority 3510197 job 3510197 requires 1560 procs for 00 use the showhist.moab.pl script with the job id. For example, [someuser@login1 ~]$ /nopt/moab/tools

Consequences of Team Job Demands: Role Ambiguity Climate, Affective Engagement, and Extra-Role Performance

PubMed Central

Mañas, Miguel A.; Díaz-Fúnez, Pedro; Pecino, Vicente; López-Liria, Remedios; Padilla, David; Aguilar-Parra, José M.

2018-01-01

In the absence of clearly established procedures in the workplace, employees will experience a negative affective state. This situation influences their well-being and their intention to behave in ways that benefit the organization beyond their job demands. This impact is more relevant on teamwork where members share the perception of ambiguity through emotional contagion (role ambiguity climate). In the framework of the job demands-resources model, the present study analyzes how high levels of role ambiguity climate can have such an effect to reduce employee affective engagement. Over time it has been associated with negative results for the organization due to a lack of extra-role performance. The sample included 706 employees from a multinational company, who were divided into 11 work teams. In line with the formulated hypotheses, the results confirm the negative influence of the role ambiguity climate on extra-role performance, and the mediated effect of affective engagement in the relationship between the role ambiguity climate and extra-role performance. These findings indicate that the role ambiguity climate is related to the adequate or inadequate functioning of employees within a work context. PMID:29375424

Consequences of Team Job Demands: Role Ambiguity Climate, Affective Engagement, and Extra-Role Performance.

PubMed

Mañas, Miguel A; Díaz-Fúnez, Pedro; Pecino, Vicente; López-Liria, Remedios; Padilla, David; Aguilar-Parra, José M

2017-01-01

In the absence of clearly established procedures in the workplace, employees will experience a negative affective state. This situation influences their well-being and their intention to behave in ways that benefit the organization beyond their job demands. This impact is more relevant on teamwork where members share the perception of ambiguity through emotional contagion (role ambiguity climate). In the framework of the job demands-resources model, the present study analyzes how high levels of role ambiguity climate can have such an effect to reduce employee affective engagement. Over time it has been associated with negative results for the organization due to a lack of extra-role performance. The sample included 706 employees from a multinational company, who were divided into 11 work teams. In line with the formulated hypotheses, the results confirm the negative influence of the role ambiguity climate on extra-role performance, and the mediated effect of affective engagement in the relationship between the role ambiguity climate and extra-role performance. These findings indicate that the role ambiguity climate is related to the adequate or inadequate functioning of employees within a work context.

Effect of Leadership Styles of School Administrators on Teacher Evaluation of Their Job Performance.

ERIC Educational Resources Information Center

Ogletree, Earl J.; Thomas, Vernadine

The effect of leadership styles of school administrators on teacher evaluations of their job performances is examined in this paper. A secondary focus is a comparison of teacher characteristics and their effects on administrator evaluation. A principal evaluation survey was administered to 120 Chicago public and nonpublic school teachers,…

Factors associated with intended staff turnover and job search behaviour in services for people with intellectual disability.

PubMed

Hatton, C; Emerson, E; Rivers, M; Mason, H; Swarbrick, R; Mason, L; Kiernan, C; Reeves, D; Alborz, A

2001-06-01

Staff turnover is a major problem in services for people with intellectual disability (ID). Therefore, understanding the reasons for staff turnover is vital for organizations seeking to improve their performance. The present study investigates the factors directly and indirectly associated with an intention to leave an organization and actual job search behaviour amongst staff in services for people with ID. As part of a large-scale survey of staff in services for people with ID, information was collected from 450 staff concerning intended turnover, job search behaviour and a wide range of factors potentially associated with these outcomes. Path analyses revealed that work satisfaction, job strain, younger staff age and easier subjective labour conditions were directly associated with intended turnover. The same factors, with the exception of younger staff age, were also directly associated with job search behaviour. Factors indirectly associated with these outcomes included wishful thinking, alienative commitment to the organization, lack of staff support, role ambiguity, working longer contracted hours, having a low-status job, a lack of influence over decisions at work and less orientation to working in community settings with people with ID. The models of staff turnover empirically derived in the present study confirm and extend previous research in this area. The implications for organizations are discussed.

Employee self-enhancement motives and job performance behaviors: investigating the moderating effects of employee role ambiguity and managerial perceptions of employee commitment.

PubMed

Yun, Seokhwa; Takeuchi, Riki; Liu, Wei

2007-05-01

This study examined the effects of employee self-enhancement motives on job performance behaviors (organizational citizenship behaviors and task performance) and the value of these behaviors to them. The authors propose that employees display job performance behaviors in part to enhance their self-image, especially when their role is not clearly defined. They further argue that the effects of these behaviors on managerial reward recommendation decisions should be stronger when managers believe the employees to be more committed. The results from a sample of 84 working students indicate that role ambiguity moderated the effects of self-enhancement motives on job performance behaviors and that managerial perceptions of an employee's commitment moderated the effects of those organizational citizenship behaviors that are aimed at other individuals on managers' reward allocation decisions. 2007 APA, all rights reserved

Job security and fear: Do these drive our radiation guidelines

DOE Office of Scientific and Technical Information (OSTI.GOV)

Thomas, R.G.

1994-01-01

This commentary asks why scientists want radiation standard setting at a level well below that at which any health related problem has been observed in a human being. The idea that job security and fear actually may drive radiation standards is presented as a possibility. 3 refs.

Job demand-control and job stress at work: A cross-sectional study among prison staff

PubMed Central

Akbari, Jafar; Akbari, Rouhollah; Shakerian, Mahnaz; Mahaki, Behzad

2017-01-01

Introduction: Job stress can impose significant costs to the workplaces and organizations due to some issues such as absenteeism, less productivity, and medical costs. Job overload and lack of decision latitude can lead to job stress. The current study aimed to investigate the job demands and control as predictor of job stress and its relationship, with some of the demographic characteristics of Iranian prison staff. Materials and Methods: This study was performed on 171 male employees working in four prisons located in Ilam, Iran. The sampling method was census and all four prisons’ staff were selected to respond the Job Content Questionnaires. Finally, the data were analyzed using t-test or independent samples test as well as SPSS 20. Results: The highest amount of job demand (mean = 21.28) and the lowest amount of job control on average (9.76) were reported by those staff working in Darehshahr prison. There was also a significant relationship between job post and job control among the prison staff (β = −0.375, P = 0.001). Conclusion: The level of job stress reported by prison staff was high in this study mainly caused by high job demand and low job control, especially in Darehshahr prison staff. PMID:28546980

Proposed qualification requirements for selected railroad jobs

DOT National Transportation Integrated Search

1975-01-01

This report proposes minimum safety-related knowledge, performance and training requirements for the jobs of railroad engineer, conductor, brakeman and train dispatchers. Analyses performed were primarily based upon job and task analytic documentatio...

20 CFR 670.620 - Are Job Corps students eligible to receive cash allowances and performance bonuses?

Code of Federal Regulations, 2014 CFR

2014-04-01

... performance bonuses? (a) Yes, according to criteria and rates established by the Secretary, Job Corps students... students with post-separation allowances. (b) In the event of a student's death, any amount due under this...

20 CFR 670.620 - Are Job Corps students eligible to receive cash allowances and performance bonuses?

Code of Federal Regulations, 2013 CFR

2013-04-01

... performance bonuses? (a) Yes, according to criteria and rates established by the Secretary, Job Corps students... students with post-separation allowances. (b) In the event of a student's death, any amount due under this...

20 CFR 670.620 - Are Job Corps students eligible to receive cash allowances and performance bonuses?

Code of Federal Regulations, 2012 CFR

2012-04-01

... performance bonuses? (a) Yes, according to criteria and rates established by the Secretary, Job Corps students... students with post-separation allowances. (b) In the event of a student's death, any amount due under this...

Budgetary participation and performance: The mediating effects of medical managers' job engagement and self-efficacy.

PubMed

Macinati, Manuela S; Bozzi, Stefano; Rizzo, Marco Giovanni

2016-09-01

Professional hybrids in healthcare have attracted a great deal of policy, managerial, and research interest. However, the current literature offers little guidance on (i) how hybrid roles can be supported by the hospital organization they work for as well as (ii) the cognitive and behavioral driving forces underpinning medical managers' managerial work that determine how they inhabit their roles and consequently meet the standards of performance that contribute to organizational effectiveness. Building on engagement theory and social cognitive theory and using data collected from clinical managers working in a large Italian public hospital, the current study focuses on the mediating role of psychological variables associated with the managerial role of medical managers, namely managerial job engagement and managerial self-efficacy, in the budgetary participation-job performance link. The results suggest that the information gained by participating in budgeting impact medical managers' thoughts and feelings about their managerial role and these, in turn, motivate different aspects of their performance. The findings are discussed in relation to theory and their managerial and policy implications. Copyright © 2016 Elsevier Ireland Ltd. All rights reserved.

Motivating medical information system performance by system quality, service quality, and job satisfaction for evidence-based practice

PubMed Central

2012-01-01

Background No previous studies have addressed the integrated relationships among system quality, service quality, job satisfaction, and system performance; this study attempts to bridge such a gap with evidence-based practice study. Methods The convenience sampling method was applied to the information system users of three hospitals in southern Taiwan. A total of 500 copies of questionnaires were distributed, and 283 returned copies were valid, suggesting a valid response rate of 56.6%. SPSS 17.0 and AMOS 17.0 (structural equation modeling) statistical software packages were used for data analysis and processing. Results The findings are as follows: System quality has a positive influence on service quality (γ11= 0.55), job satisfaction (γ21= 0.32), and system performance (γ31= 0.47). Service quality (β31= 0.38) and job satisfaction (β32= 0.46) will positively influence system performance. Conclusions It is thus recommended that the information office of hospitals and developers take enhancement of service quality and user satisfaction into consideration in addition to placing b on system quality and information quality when designing, developing, or purchasing an information system, in order to improve benefits and gain more achievements generated by hospital information systems. PMID:23171394

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

ERIC Educational Resources Information Center

Tolppanen, Bradley P.; Derr, Janice

2009-01-01

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

Principal Licensure Exams and Future Job Performance: Evidence from the School Leaders Licensure Assessment

ERIC Educational Resources Information Center

Grissom, Jason A.; Mitani, Hajime; Blissett, Richard S. L.

2017-01-01

Many states require prospective principals to pass a licensure exam to obtain an administrative license, but we know little about the potential effects of principal licensure exams on the pool of available principals or whether scores predict later job performance. We investigate the most commonly used exam, the School Leaders Licensure Assessment…

"Preparatory power posing affects nonverbal presence and job interview performance": Correction to Cuddy et al. (2015).

PubMed

2018-05-01

Reports an error in "Preparatory power posing affects nonverbal presence and job interview performance" by Amy J. C. Cuddy, Caroline A. Wilmuth, Andy J. Yap and Dana R. Carney ( Journal of Applied Psychology , 2015[Jul], Vol 100[4], 1286-1295). In the article, the degrees of freedom associated with the three F-tests noted on pages 1289 and 1290 should be 1 and 59 (and not 1 and 60, as previously reported). Also, on p. 1290, in the first sentence under the "Mediation" heading, it should be noted that the dependent variables were regressed onto the mediators, and not the other way around. Finally, in Figures 2 and 3 (on p.< 1292), the beta weights reported for Nonverbal Presence should be .773 (p < .001) for Overall Performance as the dependent variable, and .456 (p < .001) for Hireability as the dependent variable. (The following abstract of the original article appeared in record 2015-04973-001.) The authors tested whether engaging in expansive (vs. contractive) "power poses" before a stressful job interview-preparatory power posing-would enhance performance during the interview. Participants adopted high-power (i.e., expansive, open) poses or low-power (i.e., contractive, closed) poses, and then prepared and delivered a speech to 2 evaluators as part of a mock job interview. All interview speeches were videotaped and coded for overall performance and hireability and for 2 potential mediators: verbal content (e.g., structure, content) and nonverbal presence (e.g., captivating, enthusiastic). As predicted, those who prepared for the job interview with high- (vs. low-) power poses performed better and were more likely to be chosen for hire; this relation was mediated by nonverbal presence, but not by verbal content. Although previous research has focused on how a nonverbal behavior that is enacted during interactions and observed by perceivers affects how those perceivers evaluate and respond to the actor, this experiment focused on how a nonverbal behavior that is

Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction.

PubMed

Zito, Margherita; Emanuel, Federica; Molino, Monica; Cortese, Claudio Giovanni; Ghislieri, Chiara; Colombo, Lara

2018-01-01

Turnover intentions refer to employees' intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors' support, in the perception of job satisfaction and turnover intentions among an Italian call center. The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects. Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover. This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance.

Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction

PubMed Central

Zito, Margherita; Molino, Monica; Cortese, Claudio Giovanni; Ghislieri, Chiara; Colombo, Lara

2018-01-01

Background Turnover intentions refer to employees’ intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors’ support, in the perception of job satisfaction and turnover intentions among an Italian call center. Method The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects. Results Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover. Conclusion This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance. PMID:29401507

Job loss, human capital job feature, and work condition job feature as distinct job insecurity constructs.

PubMed

Blau, Gary; Tatum, Donna Surges; McCoy, Keith; Dobria, Lidia; Ward-Cook, Kory

2004-01-01

The projected growth of new technologies, increasing use of automation, and continued consolidation of health-related services suggest that continued study of job insecurity is needed for health care professionals. Using a sample of 178 medical technologists over a 5-year period, this study's findings extend earlier work by Blau and Sharp (2000) and suggest that job loss insecurity, human capital job feature insecurity, and work condition job feature insecurity are related but distinct types of job insecurity. A seven-item measure of job loss insecurity, a four-item measure of human capital job feature insecurity, and a four-item measure of work condition job feature insecurity were analyzed. Confirmatory factor analysis using a more heterogeneous sample of 447 working adults supported this three-factor structure. Using correlation and path analysis, different significant relationships of antecedent variables and subsequent organizational withdrawal cognitions to these three types of job insecurity were found.

The mediating role of psychophysic strain in the relationship between workaholism, job performance, and sickness absence: a longitudinal study.

PubMed

Falco, Alessandra; Girardi, Damiano; Kravina, Luca; Trifiletti, Elena; Bartolucci, Giovanni Battista; Capozza, Dora; De Carlo, Nicola A

2013-11-01

To test a theoretical model in which workaholism predicts both directly and indirectly, via psychophysic strain, job performance and sickness absences. A multimethod study was performed examining a sample of 322 workers in a private company. The study was articulated into two phases, over a time period of 15 months. Workaholism was assessed using a self-report measure (time 1). Psychophysic strain was measured by the occupational physician, performance by the supervisor, and data on sickness absences were collected from the company's database (time 2). Results highlighted a positive relationship between workaholism and psychophysic strain. Psychophysic strain was negatively associated with job performance and positively associated with sickness absences. In addition, workaholism predicted sickness absences. Workaholism negatively affects the health of workers. This is associated with lower working performance and greater sickness absences.

Organizational work-family resources as predictors of job performance and attitudes: the process of work-family conflict and enrichment.

PubMed

Odle-Dusseau, Heather N; Britt, Thomas W; Greene-Shortridge, Tiffany M

2012-01-01

The goal of the current study was to test a model where organizational resources (aimed at managing work and family responsibilities) predict job attitudes and supervisor ratings of performance through the mechanisms of work-family conflict and work-family enrichment. Employees (n = 174) at a large metropolitan hospital were surveyed at two time periods regarding perceptions of family supportive supervisor behaviors (FSSB), family supportive organizational perceptions (FSOP), bidirectional work-family conflict, bidirectional work-family enrichment, and job attitudes. Supervisors were also asked to provide performance ratings at Time 2. Results revealed FSSB at Time 1 predicted job satisfaction, organizational commitment and intention to leave, as well as supervisor ratings of performance, at Time 2. In addition, both work-family enrichment and family-work enrichment were found to mediate relationships between FSSB and various organizational outcomes, while work-family conflict was not a significant mediator. Results support further testing of supervisor behaviors specific to family support, as well models that include bidirectional work-family enrichment as the mechanism by which work-family resources predict employee and organizational outcomes.

Artificial Intelligence: An Analysis of Potential Applications to Training, Performance Measurement, and Job Performance Aiding. Interim Report for Period September 1982-July 1983.

ERIC Educational Resources Information Center

Richardson, J. Jeffrey

This paper is part of an Air Force planning effort to develop a research, development, and applications program for the use of artificial intelligence (AI) technology in three target areas: training, performance measurement, and job performance aiding. The paper is organized in five sections that (1) introduce the reader to AI and those subfields…

Comparisons of Performance and Job Insecurity in Union and Nonunion Sites of a Manufacturing Company

ERIC Educational Resources Information Center

Filipkowski, Monica; Johnson, C. Merle

2008-01-01

Layoffs and employment changes caused by current economic conditions have significant effects on employee work behavior and emotions as well as organizational outcomes. We examined the relationships between measures of job insecurity, organizational commitment, turnover, absenteeism, and worker performance within a manufacturer in Chapter 11…

The Value of Career ePortfolios on Job Applicant Performance: Using Data to Determine Effectiveness

ERIC Educational Resources Information Center

Ring, Gail L.; Waugaman, Chelsea; Brackett, Bob

2017-01-01

This research project investigated how the development of an ePortfolio, combined with ePortfolio pedagogies, impacted the interview performance of undergraduate students as they prepared to enter the job market. Participants were students in the Health Sciences and Biosystems Engineering programs at Clemson University, enrolled in…

The Validity of Conscientiousness Is Overestimated in the Prediction of Job Performance.

PubMed

Kepes, Sven; McDaniel, Michael A

2015-01-01

Sensitivity analyses refer to investigations of the degree to which the results of a meta-analysis remain stable when conditions of the data or the analysis change. To the extent that results remain stable, one can refer to them as robust. Sensitivity analyses are rarely conducted in the organizational science literature. Despite conscientiousness being a valued predictor in employment selection, sensitivity analyses have not been conducted with respect to meta-analytic estimates of the correlation (i.e., validity) between conscientiousness and job performance. To address this deficiency, we reanalyzed the largest collection of conscientiousness validity data in the personnel selection literature and conducted a variety of sensitivity analyses. Publication bias analyses demonstrated that the validity of conscientiousness is moderately overestimated (by around 30%; a correlation difference of about .06). The misestimation of the validity appears to be due primarily to suppression of small effects sizes in the journal literature. These inflated validity estimates result in an overestimate of the dollar utility of personnel selection by millions of dollars and should be of considerable concern for organizations. The fields of management and applied psychology seldom conduct sensitivity analyses. Through the use of sensitivity analyses, this paper documents that the existing literature overestimates the validity of conscientiousness in the prediction of job performance. Our data show that effect sizes from journal articles are largely responsible for this overestimation.

Hierarchical representations of the five-factor model of personality in predicting job performance: integrating three organizing frameworks with two theoretical perspectives.

PubMed

Judge, Timothy A; Rodell, Jessica B; Klinger, Ryan L; Simon, Lauren S; Crawford, Eean R

2013-11-01

Integrating 2 theoretical perspectives on predictor-criterion relationships, the present study developed and tested a hierarchical framework in which each five-factor model (FFM) personality trait comprises 2 DeYoung, Quilty, and Peterson (2007) facets, which in turn comprise 6 Costa and McCrae (1992) NEO facets. Both theoretical perspectives-the bandwidth-fidelity dilemma and construct correspondence-suggest that lower order traits would better predict facets of job performance (task performance and contextual performance). They differ, however, as to the relative merits of broad and narrow traits in predicting a broad criterion (overall job performance). We first meta-analyzed the relationship of the 30 NEO facets to overall job performance and its facets. Overall, 1,176 correlations from 410 independent samples (combined N = 406,029) were coded and meta-analyzed. We then formed the 10 DeYoung et al. facets from the NEO facets, and 5 broad traits from those facets. Overall, results provided support for the 6-2-1 framework in general and the importance of the NEO facets in particular. (c) 2013 APA, all rights reserved.

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

PubMed

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

2017-01-01

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

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

PubMed

Potocka, Adrianna; Waszkowska, Małgorzata

2013-01-01

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

Job stress and productivity increase.

PubMed

Adaramola, Samson Sunday

2012-01-01

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

Negative beliefs about accepting coworker help: Implications for employee attitudes, job performance, and reputation.

PubMed

Thompson, Phillip S; Bolino, Mark C

2018-04-16

For more than 30 years, researchers have investigated interpersonal helping in organizations, with much of this work focusing on understanding why employees help their colleagues. Although this is important, it is also critical that employees are willing to accept assistance that is offered by peers. Indeed, helping behavior should only enhance individual and organizational effectiveness if employees are actually willing to accept offers of assistance. Unfortunately, employees may sometimes have reservations about accepting help from their peers. In four studies, we examine the negative beliefs that employees have about accepting help from coworkers. In Study 1, we use inductive research to qualitatively understand why employees accept or decline coworker help. In Study 2, we develop a preliminary, second-order reflective measure of negative beliefs about accepting coworker help that is indicated by the five specific (first-order) reservations about accepting help identified in Study 1-diminished image, reciprocity obligation, self-reliance, coworker mistrust, and coworker incompetence. In Study 3, we refine our scale and demonstrate its convergent, discriminant, and criterion-related validity. Finally, in Study 4, we investigate the consequences of negative beliefs about accepting coworker help. We find that those who hold more negative beliefs are less likely to receive help from peers (and supervisors), report more negative job attitudes, and have lower levels of in-role performance, citizenship behavior, and creativity. Furthermore, employees with more negative beliefs about accepting help from coworkers are seen less favorably by their supervisors. Implications and future research directions are discussed. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Job Tenure of Workers, January 1968.

ERIC Educational Resources Information Center

O'Boyle, Edward J.

1969-01-01

Job tenure is determined by the interaction of such labor demand factors as wages, hours, working conditions, job duties and responsibilities with such labor supply factors as worker preferences and on-the-job performance. At any one point in time these factors vary from one person to the next, and at different points in time different sets of…

High workload and job stress are associated with lower practice performance in general practice: an observational study in 239 general practices in the Netherlands

PubMed Central

van den Hombergh, Pieter; Künzi, Beat; Elwyn, Glyn; van Doremalen, Jan; Akkermans, Reinier; Grol, Richard; Wensing, Michel

2009-01-01

Background The impact of high physician workload and job stress on quality and outcomes of healthcare delivery is not clear. Our study explored whether high workload and job stress were associated with lower performance in general practices in the Netherlands. Methods Secondary analysis of data from 239 general practices, collected in practice visits between 2003 to 2006 in the Netherlands using a comprehensive set of measures of practice management. Data were collected by a practice visitor, a trained non-physician observer using patients questionnaires, doctors and staff. For this study we selected five measures of practice performance as outcomes and six measures of GP workload and job stress as predictors. A total of 79 indicators were used out of the 303 available indicators. Random coefficient regression models were applied to examine associations. Results and discussion Workload and job stress are associated with practice performance. Workload: Working more hours as a GP was associated with more positive patient experiences of accessibility and availability (b = 0.16). After list size adjustment, practices with more GP-time per patient scored higher on GP care (b = 0.45). When GPs provided more than 20 hours per week per 1000 patients, patients scored over 80% on the Europep questionnaire for quality of GP care. Job stress: High GP job stress was associated with lower accessibility and availability (b = 0.21) and insufficient practice management (b = 0.25). Higher GP commitment and more satisfaction with the job was associated with more prevention and disease management (b = 0.35). Conclusion Providing more time in the practice, and more time per patient and experiencing less job stress are all associated with perceptions by patients of better care and better practice performance. Workload and job stress should be assessed by using list size adjusted data in order to realise better quality of care. Organisational development using this kind of data feedback

How do gender and anxiety affect students' self-assessment and actual performance on a high-stakes clinical skills examination?

PubMed

Colbert-Getz, Jorie M; Fleishman, Carol; Jung, Julianna; Shilkofski, Nicole

2013-01-01

Research suggests that medical students are not accurate in self-assessment, but it is not clear whether students over- or underestimate their skills or how certain characteristics correlate with accuracy in self-assessment. The goal of this study was to determine the effect of gender and anxiety on accuracy of students' self-assessment and on actual performance in the context of a high-stakes assessment. Prior to their fourth year of medical school, two classes of medical students at Johns Hopkins University School of Medicine completed a required clinical skills exam in fall 2010 and 2011, respectively. Two hundred two students rated their anxiety in anticipation of the exam and predicted their overall scores in the history taking and physical examination performance domains. A self-assessment deviation score was calculated by subtracting each student's predicted score from his or her score as rated by standardized patients. When students self-assessed their data gathering performance, there was a weak negative correlation between their predicted scores and their actual scores on the examination. Additionally, there was an interaction effect of anxiety and gender on both self-assessment deviation scores and actual performance. Specifically, females with high anxiety were more accurate in self-assessment and achieved higher actual scores compared with males with high anxiety. No differences by gender emerged for students with moderate or low anxiety. Educators should take into account not only gender but also the role of emotion, in this case anxiety, when planning interventions to help improve accuracy of students' self-assessment.

Job Attitudes of Workers with Two Jobs

ERIC Educational Resources Information Center

Zickar, Michael J.; Gibby, Robert E.; Jenny, Tim

2004-01-01

This article examines the job attitudes of people who hold more than one job. Satisfaction, stress, and organizational (continuance and affective) commitment were assessed for both primary and secondary jobs for 83 full-time workers who held two jobs concurrently. Consistency between job constructs across jobs was negligible, except for…

Stressful jobs and non-stressful jobs: a cluster analysis of office jobs.

PubMed

Carayon, P

1994-02-01

The purpose of the study was to determine if office jobs could be characterized by a small number of combinations of stressors that could be related to job-title information and self-report of psychological strain. Two-hundred-and-sixty-two office workers from three public service organizations provided data on nine job stressors and seven indicators of psychological strain. Using cluster analysis on the nine stressors, office jobs were classified into three clusters. The first cluster included jobs with high skill utilization, task clarity, job control and social support and low future ambiguity, but also high on job demands such as quantitative work-load, attention and work pressure. The second cluster included jobs with high demands and future ambiguity and low skill utilization, task clarity, job control and social support. The third cluster was intermediary between the first two clusters. The three clusters were related to job-title information. The second cluster was the highest on a range of psychological strain indicators, while the other two clusters were high on certain strain indicators but low on others. The study showed that office jobs could be characterized by a small number of combinations of stressors that were related to job-title information and psychological strain.

The Effect of Job Performance Aids on Quality Assurance

DOE Office of Scientific and Technical Information (OSTI.GOV)

Fosshage, Erik

Job performance aids (JPAs) have been studied for many decades in a variety of disciplines and for many different types of tasks, yet this is the first known research experiment using JPAs in a quality assurance (QA) context. The objective of this thesis was to assess whether a JPA has an effect on the performance of a QA observer performing the concurrent dual verification technique for a basic assembly task. The JPA used in this study was a simple checklist, and the design borrows heavily from prior research on task analysis and other human factors principles. The assembly task andmore » QA construct of concurrent dual verification are consistent with those of a high consequence manufacturing environment. Results showed that the JPA had only a limited effect on QA performance in the context of this experiment. However, there were three important and unexpected findings that may draw interest from a variety of practitioners. First, a novel testing methodology sensitive enough to measure the effects of a JPA on performance was created. Second, the discovery that there are different probabilities of detection for different types of error in a QA context may be the most far-reaching results. Third, these results highlight the limitations of concurrent dual verification as a control against defects. It is hoped that both the methodology and results of this study are an effective baseline from which to launch future research activities.« less

Why are they leaving? Causes of actual turnover in the Danish eldercare services.

PubMed

Clausen, Thomas; Tufte, Pernille; Borg, Vilhelm

2014-07-01

To investigate reasons for actual turnover among eldercare staff and to investigate changes in job design that could prevent turnover. Many Western countries have difficulties in recruiting healthcare staff to provide care for an ageing population. Knowledge on the causes of turnover among healthcare staff is therefore important. In a prospective cohort study (n = 7025) baseline characteristics were compared for employees who respectively quit, retired and worked in eldercare at follow-up. Additionally, a survey was conducted among those employees who left their jobs during follow-up. Employees who quit their jobs (n = 461) primarily stated that psychosocial work conditions caused them to quit, whereas retirees (n = 265) primarily stated reasons related to health and physical job demands. Improvements in the time available for the contact with the elderly, increased skill discretion and improved social relations could prompt employees to reconsider quitting or retiring. Work in eldercare has some 'core' aspects that appear desirable to employees who quit or retired. Building on those aspects offers a strategy for enhanced recruitment potential. To reduce turnover managers should improve psychosocial work conditions in eldercare and ensure that physical demands do not exceed the capacities of employees. © 2012 John Wiley & Sons Ltd.

The Examination of Reliability According to Classical Test and Generalizability on a Job Performance Scale

ERIC Educational Resources Information Center

Yelboga, Atilla; Tavsancil, Ezel

2010-01-01

In this research, the classical test theory and generalizability theory analyses were carried out with the data obtained by a job performance scale for the years 2005 and 2006. The reliability coefficients obtained (estimated) from the classical test theory and generalizability theory analyses were compared. In classical test theory, test retest…

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

PubMed

Cowin, Leanne S; Moroney, Robyn

2018-01-01

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

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

PubMed

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.