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Sample records for employee relations

  1. Training Guidelines for Employee Relations.

    ERIC Educational Resources Information Center

    Hotel and Catering Training Board, Wembley (England).

    This set of guidelines is intended for use by employers desiring to establish the training needs of those involved in employee relations. The 16 guidelines cover the following principal activities normally associated with employee relations: staff management policy and aims, staff recruitment and selection, terms and conditions of employment,…

  2. How to Calculate an Employee Relations Index.

    ERIC Educational Resources Information Center

    Cash, William B., Jr.

    1979-01-01

    Proposes using an employee relations index (ERI) to measure factors affecting employee relations and job performance ability. Examines five of ten major ERI factors: attenance, turnover, safety, grievances/complaints, and motor vehicle accidents. Discusses weighing the factors and interpreting the outcome. (CSS)

  3. The Increasing Importance of Employee Relations

    ERIC Educational Resources Information Center

    Keckley, Paul

    1977-01-01

    Surveys corporate public relations executives for information about their concern for and involvement with employee relations programming in their organizations and analyzes current public relations education as it relates to these findings. Available from: Public Relations Review, Ray Hiebert, Dean, College of Journalism, University of Maryland,…

  4. 49 CFR 805.735-18 - Interests of employees' relatives.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... TRANSPORTATION SAFETY BOARD EMPLOYEE RESPONSIBILITIES AND CONDUCT § 805.735-18 Interests of employees' relatives. The interest of a spouse, minor child, or other members of an employee's immediate household...

  5. Effective employee relations in reengineered organizations.

    PubMed

    Terry, D

    1999-09-01

    The degree to which a healthcare organization can effectively respond to changes that are brought about by managed care is often the result of how well the organization engages the workforce in the changes. The goal of a process-centered healthcare organization is to deliver service that is truly patient-centered. Successful organizations understand that the actualization of this goal begins with the decision to engage in an employee-guided approach to reengineering. This article describes issues of effective employee relations in the postreengineering era. Strategies for dealing effectively with labor unions or for preventing unionization are also discussed. PMID:10824002

  6. 18 CFR 706.406 - Interests of employees' relatives.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... EMPLOYEE RESPONSIBILITIES AND CONDUCT Statements of Employment and Financial Interests § 706.406 Interests of employees' relatives. The interests of a spouse, minor child, or other member of an employee's immediate household are considered to be interests of the employee. For the purpose of this section,...

  7. Employees.

    ERIC Educational Resources Information Center

    Sorenson, Gail Paulus; Mawdsley, Ralph D.

    This chapter covers the nearly 250 cases reported in 1987 involving precollegiate public-sector employees. Those cases where purely procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. Although no United States Supreme Court cases in 1987 related to school employees, those from prior years are…

  8. Give the Employee What He Wants in the Corporate Newspaper: Improve Employee Relations.

    ERIC Educational Resources Information Center

    Surlin, Stuart H.; Walker, Barry

    Undertaken to isolate employee characteristics and to determine how they relate to several aspects of employee attitudes toward the corporate newspaper, this study measured the characteristics of employee tenure, job rank, and perceived "self-newspaper" agreement on the manner in which topics were handled within corporate publications. The random…

  9. 19 CFR 200.735-118 - Interests of employees' relatives.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 19 Customs Duties 3 2010-04-01 2010-04-01 false Interests of employees' relatives. 200.735-118 Section 200.735-118 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION EMPLOYEE RESPONSIBILITIES... of an employee's immediate household means those blood relations who are residents of the...

  10. Job-related motivational factors among Malaysian employees.

    PubMed

    Manshor, Amat Taap; Abdullah, Adilah

    2002-12-01

    This study identified job-related motivational factors among Malaysian employees in several telecommunication companies. Responses were obtained from 1,179 employees at all levels up to senior managers and six different functional divisions, sales and marketing, human resources, finance, technical, information, technology, and support division. All employees were asked to rate the importance of Kovach's 10 job-motivational factors. These factors were good wages, job security, opportunity for career growth in the organization, good working conditions, interesting work, company loyalty to employees, tactful discipline, full appreciation of work done, sympathetic help with personal problems, and feeling of being involved in the organization. The top five factors employees identified as motivating them in their jobs were good wages, job security, company loyalty to employees, good working conditions, and full appreciation for work done. Findings were in accordance with Kovach for U.S. employees, in which the top motivational factors were good wages and job security. PMID:12585535

  11. An Employee Assistance Model of Health Care Management for Employees with Alcohol-Related Problems.

    ERIC Educational Resources Information Center

    Carson, Kerry D.; Balkin, David B.

    1992-01-01

    Describes employee assistance model in which cost-effective, high-quality treatment can be offered for a complex range of alcohol-related problems. Notes that this system of care allows the employee to be treated in the least restrictive therapeutic environment, thus encouraging continued productivity at work. (Author/NB)

  12. Employees.

    ERIC Educational Resources Information Center

    Biggs, Thomas S., Jr.

    In 1979 judicial activity continued to add to the body of law available relative to relationships between universities and colleges and their employees. Cases touched on the nature of the contract when an offer of employment has been made and accepted, benefits and working conditions, and termination and the procedural safeguards involved.…

  13. Employees.

    ERIC Educational Resources Information Center

    Levin, Betsy

    This chapter summarizes recent state supreme court and federal court decisions involving school employees. The cases discussed are generally limited to those decided during 1975 and reported in the General Digest as of March 1976. In her discussion, the author attempts to integrate related cases and to illuminate any unifying legal principles that…

  14. Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    This chapter covers over 200 cases reported in 1990 involving precollegiate, public-sector employees. Those cases where procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. Unlike many years in the past, 1990 saw no Supreme Court cases related to school employment. As in previous years, the…

  15. 18 CFR 706.406 - Interests of employees' relatives.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 18 Conservation of Power and Water Resources 2 2014-04-01 2014-04-01 false Interests of employees' relatives. 706.406 Section 706.406 Conservation of Power and Water Resources WATER RESOURCES COUNCIL EMPLOYEE RESPONSIBILITIES AND CONDUCT Statements of Employment and Financial Interests § 706.406...

  16. 18 CFR 706.406 - Interests of employees' relatives.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 18 Conservation of Power and Water Resources 2 2013-04-01 2012-04-01 true Interests of employees' relatives. 706.406 Section 706.406 Conservation of Power and Water Resources WATER RESOURCES COUNCIL EMPLOYEE RESPONSIBILITIES AND CONDUCT Statements of Employment and Financial Interests § 706.406...

  17. 18 CFR 706.406 - Interests of employees' relatives.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 18 Conservation of Power and Water Resources 2 2012-04-01 2012-04-01 false Interests of employees' relatives. 706.406 Section 706.406 Conservation of Power and Water Resources WATER RESOURCES COUNCIL EMPLOYEE RESPONSIBILITIES AND CONDUCT Statements of Employment and Financial Interests § 706.406...

  18. 18 CFR 706.406 - Interests of employees' relatives.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 18 Conservation of Power and Water Resources 2 2011-04-01 2011-04-01 false Interests of employees' relatives. 706.406 Section 706.406 Conservation of Power and Water Resources WATER RESOURCES COUNCIL EMPLOYEE RESPONSIBILITIES AND CONDUCT Statements of Employment and Financial Interests § 706.406...

  19. Subjective Relational Experiences and Employee Innovative Behaviors in the Workplace

    ERIC Educational Resources Information Center

    Vinarski-Peretz, Hedva; Binyamin, Galy; Carmeli, Abraham

    2011-01-01

    This paper presents two studies that explore the implications of subjective relational experiences (positive regard, mutuality and vitality) on employee engagement in innovative behaviors at work. Data collected at two points in time were used to test two mediation models that link subjective relational experiences and innovative behaviors. The…

  20. Employee Relations. A Guide and Reference Book for Those Involved or Training to Be Involved in Employee Relations in the Hotel and Catering Industry. Seventh Edition.

    ERIC Educational Resources Information Center

    Martin, Rodney; Hayter, Roy, Ed.

    This guide and reference book is designed to help those involved or training to be involved in employee relations in the hotel and catering industry. Chapter 1 attempts to define employee relations. Chapter 2 describes the institutions and parties involved in employee relations in the hotel and catering industry. The focus of chapter 3 is on…

  1. Employees' Willingness to Participate in Work-Related Learning: A Multilevel Analysis of Employees' Learning Intentions

    ERIC Educational Resources Information Center

    Kyndt, Eva; Onghena, Patrick; Smet, Kelly; Dochy, Filip

    2014-01-01

    The current study focuses on employees' learning intentions, or the willingness to undertake formal work-related learning. This cross-sectional survey study included a sample of 1,243 employees that are nested within 21 organisations. The results of the multilevel analysis show that self-directedness in career processes, time management,…

  2. Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    This chapter covers the nearly 220 cases reported in 1989 involving precollegiate, public-sector employees. Those cases where purely procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. As in previous years, the section on dismissal, nonrenewal, demotion, and discipline has the greatest…

  3. Employees.

    ERIC Educational Resources Information Center

    Sorenson, Gail Paulus

    This chapter analyzes more than 200 cases reported in 1986 involving public-sector employees in elementary and secondary education. Also included, where appropriate, are relevant 1986 Supreme Court cases from outside the field of education, as well as leading cases from prior years. Legal issues covered by the review include the following: (1)…

  4. Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    This chapter covers the nearly 230 cases reported in 1988 involving precollegiate, public-sector employees. Those cases where purely procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. As in previous years, the section on dismissal, nonrenewal, demotion, and discipline has the greatest…

  5. Employees.

    ERIC Educational Resources Information Center

    Beckham, Joseph C.

    This chapter examines cases reported during 1981 concerning school employees. In the format used, federal questions are addressed first, then issues associated with state laws. The author deals with cases in the areas of discrimination in employment, substantive constitutional rights of speech and association and privacy, and procedural due…

  6. Employees.

    ERIC Educational Resources Information Center

    Beckham, Joseph C.

    Decisions made by federal and state courts during 1983 concerning the employment, dismissal, and tenuring of the employees of public agencies--in particular, public schools--are reported in this chapter. The chapter first addresses discrimination in employment based on race, sex, age, or physical limitations and notes that the shifting burden of…

  7. 25 CFR 1000.280 - What employees are covered by FTCA for medical-related claims?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 25 Indians 2 2011-04-01 2011-04-01 false What employees are covered by FTCA for medical-related... INDIAN SELF-DETERMINATION AND EDUCATION ACT Federal Tort Claims § 1000.280 What employees are covered by FTCA for medical-related claims? The following employees are covered by FTCA for medical-related...

  8. Influences of New Employee Development Practices on Temporary Employee Work-Related Attitudes

    ERIC Educational Resources Information Center

    Slattery, Jeffrey P.; Selvarajan, T. T.; Anderson, John E.

    2006-01-01

    The need to make organizations more flexible and thus more responsive to environmental change has led to many organizations using a flexible workforce that includes temporary employees. The article's purpose was to examine relationships between new employee development (NED) practices that promote organizational socialization and temporary…

  9. 25 CFR 900.192 - What employees are covered by FTCA for medical-related claims?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... EDUCATION ASSISTANCE ACT Federal Tort Claims Act Coverage General Provisions Medical-Related Claims § 900.192 What employees are covered by FTCA for medical-related claims? (a) Permanent employees; (b... 25 Indians 2 2011-04-01 2011-04-01 false What employees are covered by FTCA for...

  10. 29 CFR 785.29 - Training directly related to employee's job.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new...

  11. 29 CFR 785.29 - Training directly related to employee's job.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new...

  12. 29 CFR 785.29 - Training directly related to employee's job.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new...

  13. 29 CFR 785.29 - Training directly related to employee's job.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new...

  14. 29 CFR 785.29 - Training directly related to employee's job.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new...

  15. 29 CFR 776.11 - Employees doing work related to instrumentalities of commerce.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Employees doing work related to instrumentalities of... OF 1938 General Engaging âin Commerceâ § 776.11 Employees doing work related to instrumentalities of... employees performing the work involved in the maintenance, repair, or improvement of...

  16. 29 CFR 776.11 - Employees doing work related to instrumentalities of commerce.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Employees doing work related to instrumentalities of... OF 1938 General Engaging âin Commerceâ § 776.11 Employees doing work related to instrumentalities of... employees performing the work involved in the maintenance, repair, or improvement of...

  17. 29 CFR 776.11 - Employees doing work related to instrumentalities of commerce.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Employees doing work related to instrumentalities of... OF 1938 General Engaging âin Commerceâ § 776.11 Employees doing work related to instrumentalities of... employees performing the work involved in the maintenance, repair, or improvement of...

  18. Factors related to presenteeism among employees of the private sector.

    PubMed

    Mandiracioglu, Aliye; Bolukbas, Osman; Demirel, Mehmet; Gumeli, Filiz

    2015-01-01

    The objective was to explore the relationship between person-based variables and work-related variables of presenteeism in four different private sector workplaces. Employees (N=413) filled in a questionnaire related to demographic and socio-economic characteristics, social networks, work-related factors, lifestyle factors and state of health. Presenteeism was assessed using the Stanford Presenteeism Scale 6 (SPS-6). The majority of respondents were male (77.2%), and mean age was 34.7±8.1 years. The prevalence of chronic conditions was 15.9%. The mean score for the SPS-6 was 19.9 (SD, 3.3). The female score was higher than the male score on the SPS-6 in this study. Total score was higher among workers who reported working at high speed. SPS-6 score was higher among individuals with a chronic health problem. Understanding of the workplace and personal factors related to presenteeism may support the health and well-being of workers. PMID:26327266

  19. How the Government Ties Your Hands in Employee Relations

    ERIC Educational Resources Information Center

    Ellentuck, Elmer

    1976-01-01

    Gives highlights of statutes and court and administrative decisions which tell company chief executives what their organizations can and cannot do in the entire gamut between employee recruitment and retirement. Topics cover equal job rights, wages and hours, unions, veterans' rights, retirement, wage garnishment, and employee safety. (WL)

  20. Supervision Practices and Employee Relations in Adult Basic Education

    ERIC Educational Resources Information Center

    Even, Mary Jane

    1977-01-01

    Results of a study of supervisory practices among administrators of adult basic education (ABE) programs in Nebraska are reported. Highly significant associations were found between supervisory practices and employee attitudes toward their work, longevity, interest in promotion, productivity, and salary, among others. (TA)

  1. The Relation between Employee Organizational and Professional Development Activities

    ERIC Educational Resources Information Center

    Blau, Gary; Andersson, Lynne; Davis, Kathleen; Daymont, Tom; Hochner, Arthur; Koziara, Karen; Portwood, Jim; Holladay, Blair

    2008-01-01

    A model is presented showing hypothesized common and parallel antecedents of employee organizational development activity (ODA) versus professional development activity (PDA). A common antecedent is expected to affect both ODA and PDA, while a parallel antecedent is expected to affect its corresponding work referent. This model was tested using a…

  2. A research model for relating job characteristics to job satisfaction of university foodservice employees.

    PubMed

    Duke, K M; Sneed, J

    1989-08-01

    The purpose of this study was to determine the relationship between job characteristics and job satisfaction and between demographic variables and job satisfaction for university foodservice employees. A three-part survey was developed which included the 30-item Job Characteristics Inventory, 6 items related to job satisfaction, and 7 demographic items. Separate written questionnaires were administered to 32 managerial and 147 non-managerial employees of a large state university foodservice department. The response rate was 98% (32 managers and 143 non-managers). The reliability for the instrument, as determined by Cronbach's alpha, was 0.88 for employees and 0.91 for supervisors. Multiple linear regression analyses were used to test research hypotheses at a significance level of p less than or equal to .05. There was a positive relationship between job characteristics (autonomy, task identity, feedback, variety, dealing with others, and friendship opportunities) and job satisfaction for both employees and supervisors. Feedback and dealing with others were the individual job characteristics that were significant. Only one job characteristic, dealing with others, was rated higher by managerial than by non-managerial employees. There was no difference in job satisfaction by role (managerial vs. non-managerial) or demographic variables, except age for non-managerial employees. Older, non-managerial employees tended to be more satisfied with their jobs than did younger employees. Dietitians and foodservice managers can use the findings for implementing job design strategies, such as job enrichment and job rotation, to improve employee satisfaction. PMID:2760368

  3. Unionization and Positive Employee Relations: The Cornell Experience--A Case Study.

    ERIC Educational Resources Information Center

    Posner, Gary J.

    1981-01-01

    The 1981 unionization of service and maintenance employees at Cornell University marked a growing trend. The university's policy and procedure throughout the process is chronicled and discussed from the perspective of maintaining good personnel relations. (MSE)

  4. 29 CFR 2509.78-1 - Interpretive bulletin relating to payments by certain employee welfare benefit plans.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... employee welfare benefit plans. 2509.78-1 Section 2509.78-1 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL INTERPRETIVE BULLETINS RELATING TO THE EMPLOYEE RETIREMENT INCOME SECURITY ACT OF 1974 § 2509.78-1 Interpretive bulletin relating...

  5. 29 CFR 780.908 - Relation of employee's work to specified transportation.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Relation of employee's work to specified transportation. 780.908 Section 780.908 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS EXEMPTIONS APPLICABLE TO AGRICULTURE, PROCESSING...

  6. 29 CFR 780.908 - Relation of employee's work to specified transportation.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Relation of employee's work to specified transportation. 780.908 Section 780.908 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS EXEMPTIONS APPLICABLE TO AGRICULTURE, PROCESSING...

  7. Relating Performance Evaluation to Compensation of Public Sector Employees

    ERIC Educational Resources Information Center

    Van Adelsberg, Henri

    1978-01-01

    Provides a variety of approaches to administering individual salaries on the basis of evaluated performance. Describes methods of precalculating and controlling salary expenditures while simultaneously administering salaries on a "relative" rather than "absolute" performance rating system. (Author)

  8. The Relation Between Supervisors' Big Five Personality Traits and Employees' Experiences of Abusive Supervision.

    PubMed

    Camps, Jeroen; Stouten, Jeroen; Euwema, Martin

    2016-01-01

    The present study investigates the relation between supervisors' personality traits and employees' experiences of supervisory abuse, an area that - to date - remained largely unexplored in previous research. Field data collected from 103 supervisor-subordinate dyads showed that contrary to our expectations supervisors' agreeableness and neuroticism were not significantly related to abusive supervision, nor were supervisors' extraversion or openness to experience. Interestingly, however, our findings revealed a positive relation between supervisors' conscientiousness and abusive supervision. That is, supervisors high in conscientiousness were more likely to be perceived as an abusive supervisor by their employees. Overall, our findings do suggest that supervisors' Big Five personality traits explain only a limited amount of the variability in employees' experiences of abusive supervision. PMID:26903919

  9. Antecedents of Employees' Involvement in Work-Related Learning: A Systematic Review

    ERIC Educational Resources Information Center

    Kyndt, Eva; Baert, Herman

    2013-01-01

    Involvement in work-related learning seems to be more complex than a simple supply-demand fit. An interplay of several factors can influence this involvement at different stages of the decision-making process of the employee. The aim of this systematic review is to examine which antecedents of work-related learning have been identified in previous…

  10. State and Local Public Employee Labor Relations--Where Are They Headed?

    ERIC Educational Resources Information Center

    Kovach, Kenneth A.

    1979-01-01

    Presents an overview of the history, current status, and trends in state and local employee unionism, and the laws relating to bargaining in these sectors. Concludes that state and local laws and practices are following the pattern of federal public-sector labor relations, which are based on the private-sector. (Author/IRT)

  11. Work/Family Benefits: Variables Related to Employees' Fairness Perceptions.

    ERIC Educational Resources Information Center

    Parker, Lauren; Allen, Tammy D.

    2001-01-01

    A study of 283 workers showed that younger people, minorities, those who used flexible work arrangements, and those whose jobs required greater interdependence had more favorable perceptions of family-related benefits. Gender and children's ages influenced perceptions of the fairness of benefits. (Contains 37 references.) (SK)

  12. The daily commute from work to home: examining employees' experiences in relation to their recovery status.

    PubMed

    van Hooff, Madelon L M

    2015-04-01

    Sufficient recovery after daily effort expenditure at work is important to protect employee health and well-being. However, the role of commuting in the daily effort-recovery process is still not very well understood. The present study aimed to advance insight in this respect by examining if relaxation, detachment, mastery and stressful delays experienced during the commute from work to home affect employees' recovery status after returning home from work and at the end of the evening. Daily job demands were expected to moderate these effects. Serenity and (low) anxiety were included as indicators of employees' recovery status. Data were collected by means of a 5-day daily diary study (three measurements daily) among 76 participants from various industries. Multilevel analyses showed that relaxation was positively and stressful delays were negatively related to employees' recovery status after returning home from work but not to indicators of recovery at the end of the evening. For detachment, similar relations were found but only on days with high job demands. Mastery was not related to employees' recovery status. These findings enhance our insight in the daily effort-recovery cycle and underline the importance of promoting detachment (on demanding workdays) and relaxation on the way home from work. PMID:24124028

  13. Health care supervisors and employee relations success: three C's a day keep the union away.

    PubMed

    Bolon, D S

    1995-09-01

    The health care industry is experiencing rapid change and uncertainty. Given the tremendous amount of instability in the industry, many observers are not surprised at the high level of militancy currently being displayed by many health care workers. However, it should not automatically follow that turbulent times will lead to uneasy management-labor relations. Maintaining nonunion status depends largely on the employee relations skills and capabilities of first-line supervisors. The article reviews and discusses three key attributes (communication, consideration, and commitment) that supervisors must display in order to promote employee satisfaction and remain union-free. Practical guidelines and suggestions are provided. PMID:10144616

  14. Physical Work Environment as a Managerial Tool for Decreasing Job-Related Anxiety and Improving Employee-Employer Relations.

    PubMed

    Sadatsafavi, Hessam; Walewski, John; Shepley, Mardelle

    2015-01-01

    The expected increase in healthcare needs resulting from the Affordable Care Act and the growing population of older citizens in the United States is challenging owners and operators of hospitals to improve quality of care and reduce operational costs. Meanwhile, studies have indicated a serious shortage in the healthcare workforce and have highlighted the critical role of employees' job-related attitudes and feelings. The main objective of this study was to test whether employees' evaluations of important environments within hospitals were significantly associated with their job-related attitudes and feelings, and whether this relationship varied across different demographic groups. About 700 healthcare professionals from 10 acute-care hospitals run by three healthcare organizations participated in this cross-sectional study. Structural equation modeling found that employees' evaluations of their physical work environment were significantly associated with lower rates of job-related anxiety, higher levels of job satisfaction, and increased rates of organizational commitment. Perceived organizational support was responsible for mediating part of these relationships, indicating that employees can perceive a healthy work environment as a sign of their organization valuing them and caring about their well-being. When distinguishing between different spaces, analysis found that satisfaction with rest areas and work spaces had the largest effect size, while the influence of patient areas was small. Employees newer to the facility and to the organization were more influenced by the physical work environment. This study provides preliminary evidence that facility design can be used as a managerial tool for improving employees' job-related attitudes and feelings and earning their commitment. PMID:26529848

  15. 25 CFR 900.192 - What employees are covered by FTCA for medical-related claims?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false What employees are covered by FTCA for medical-related claims? 900.192 Section 900.192 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR, AND INDIAN HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES CONTRACTS UNDER THE INDIAN SELF-DETERMINATION AND EDUCATION ASSISTANCE ACT Federal...

  16. 25 CFR 1000.280 - What employees are covered by FTCA for medical-related claims?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false What employees are covered by FTCA for medical-related claims? 1000.280 Section 1000.280 Indians OFFICE OF THE ASSISTANT SECRETARY, INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR ANNUAL FUNDING AGREEMENTS UNDER THE TRIBAL SELF-GOVERNMENT ACT AMENDMENTS TO THE INDIAN SELF-DETERMINATION AND EDUCATION ACT...

  17. The National Labor Relations Act and the Regulation of Public Employee Collective Bargaining

    ERIC Educational Resources Information Center

    McCann, Walter; Smiley, Stafford

    1976-01-01

    The arguments for and against federal assumption of the responsibility for regulating the relationship between public employers and public employees are analyzed. It is suggested that the National Labor Relations Act should be extended to include them, thereby imposing upon them a duty to bargain collectively. Available from: the Harvard…

  18. The Impact of Proposition 13 on Public Employee Relations: The Case of Los Angeles.

    ERIC Educational Resources Information Center

    Swimmer, Gene

    1982-01-01

    The impact of Proposition 13 and subsequent state bailout legislation on public employee relations in the City and County of Los Angeles (California) has been a new collective bargaining environment. The 1979 negotiations, where a countywide strike was narrowly averted, illustrate the hardening of management attitudes and union militancy. (MLF)

  19. The Work-Related Quality of Life Scale for Higher Education Employees

    ERIC Educational Resources Information Center

    Edwards, Julian A.; Van Laar, Darren; Easton, Simon; Kinman, Gail

    2009-01-01

    Previous research suggests that higher education employees experience comparatively high levels of job stress. A range of instruments, both generic and job-specific, has been used to measure stressors and strains in this occupational context. The Work-related Quality of Life (WRQoL) scale is a measure designed to capture perceptions of the working…

  20. 26 CFR 31.3306(p)-1 - Employees of related corporations.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Employees of related corporations. 31.3306(p)-1 Section 31.3306(p)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED... SOURCE Federal Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(p)-1...

  1. 26 CFR 31.3306(p)-1 - Employees of related corporations.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 26 Internal Revenue 15 2011-04-01 2011-04-01 false Employees of related corporations. 31.3306(p)-1 Section 31.3306(p)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED... SOURCE Federal Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(p)-1...

  2. Workplace skills and the skills gaps related to employee critical thinking ability and science education curriculum

    NASA Astrophysics Data System (ADS)

    Alexander, William A.

    In recent years, business and industry have been vocal critics of education. Critics complain the American workforce, particularly young people, are deficient in workplace skills. A survey of 500 randomly selected Ohio businesses was used to determine opinions of respondents related to workplace skills gaps, rising skill levels, and level and type of critical thinking used on the job by all employees and entry-level employees. Four of 18 science outcomes promoted by the Ohio Department of Education had an application in business and these required critical-thinking skills to complete. These four formed the foundation in the survey because they provided a connection between thinking skills required on the Ohio 12 th Grade Proficiency Test and those required on the job. Pearson correlation coefficient was used to identify correlation between responses. The alpha level was p ≤ .05. Stepwise multiple linear regression analysis was conducted to identify significant (p ≤ .05) relationships between variables as represented by responses. In addition, one version of the Science Section of the Ohio 12th Grade Proficiency Test was analyzed for use of critical thinking using the SCAN's critical-thinking attributes as a standard. There were several findings related to workplace skills and critical thinking. Only 17.1% of respondents indicated dissatisfaction with the basic academic skill level of their employees. A majority (71.1%) of responding businesses perceived a lack of work ethic as more important than deficient academic skills. Only 17.1% of respondents reported the skill level of their entry-level employees was rising. Approximately 1/3 of responding businesses required no critical thinking at all from their entry-level employees. Small businesses were significantly more likely to require higher levels of critical thinking from their entry level employees than larger businesses. Employers who reported rising skill levels in entry-level employees required all of

  3. The Association between Job-Related Psychosocial Factors and Prolonged Fatigue among Industrial Employees in Taiwan

    PubMed Central

    Tang, Feng-Cheng; Li, Ren-Hau; Huang, Shu-Ling

    2016-01-01

    Background and Objectives Prolonged fatigue is common among employees, but the relationship between prolonged fatigue and job-related psychosocial factors is seldom studied. This study aimed (1) to assess the individual relations of physical condition, psychological condition, and job-related psychosocial factors to prolonged fatigue among employees, and (2) to clarify the associations between job-related psychosocial factors and prolonged fatigue using hierarchical regression when demographic characteristics, physical condition, and psychological condition were controlled. Methods A cross-sectional study was employed. A questionnaire was used to obtain information pertaining to demographic characteristics, physical condition (perceived physical health and exercise routine), psychological condition (perceived mental health and psychological distress), job-related psychosocial factors (job demand, job control, and workplace social support), and prolonged fatigue. Results A total of 3,109 employees were recruited. Using multiple regression with controlled demographic characteristics, psychological condition explained 52.0% of the variance in prolonged fatigue. Physical condition and job-related psychosocial factors had an adjusted R2 of 0.370 and 0.251, respectively. Hierarchical multiple regression revealed that, among job-related psychosocial factors, job demand and job control showed significant associations with fatigue. Conclusion Our findings highlight the role of job demand and job control, in addition to the role of perceived physical health, perceived mental health, and psychological distress, in workers’ prolonged fatigue. However, more research is required to verify the causation among all the variables. PMID:26930064

  4. 29 CFR 2509.94-3 - Interpretive bulletin relating to in-kind contributions to employee benefit plans.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... employee benefit plans. 2509.94-3 Section 2509.94-3 Labor Regulations Relating to Labor (Continued... THE EMPLOYEE RETIREMENT INCOME SECURITY ACT OF 1974 § 2509.94-3 Interpretive bulletin relating to in... property between a plan and a “party in interest” as defined in section 3(14) of ERISA. The Code imposes...

  5. 25 CFR 900.206 - What employees are covered by FTCA for non-medical-related claims?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ...-DETERMINATION AND EDUCATION ASSISTANCE ACT Federal Tort Claims Act Coverage General Provisions Non-Medical Related Claims § 900.206 What employees are covered by FTCA for non-medical-related claims? (a) Permanent... 25 Indians 2 2011-04-01 2011-04-01 false What employees are covered by FTCA for...

  6. 20 CFR 234.34 - When an entitled relative of the employee dies before receiving payment of a due but unpaid annuity.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true When an entitled relative of the employee dies... Death § 234.34 When an entitled relative of the employee dies before receiving payment of a due but... the employee, dies before negotiating the check in payment of the unpaid annuities, the amount...

  7. 20 CFR 234.34 - When an entitled relative of the employee dies before receiving payment of a due but unpaid annuity.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true When an entitled relative of the employee dies... Death § 234.34 When an entitled relative of the employee dies before receiving payment of a due but... the employee, dies before negotiating the check in payment of the unpaid annuities, the amount...

  8. Perception and practice regarding allergen labeling: focus on food-related employees

    PubMed Central

    Park, Si-Eun; Kwon, Yong-Seok; Paik, Jin-Kyoung; Kwak, Tong-Kyung

    2016-01-01

    BACKGROUND/OBJECTIVES Most consumers are able to recognize allergenic foods. However, the frequency of checking such foods is reportedly low, resulting in higher prevalence of food-related allergic reactions in Korea compared to other countries. Thus, this study was performed to investigate the overall perception of allergenic food labeling and its practice level in food manufacturing company employees. SUBJECTS/METHODS The survey was administered to food safety employees and food development teams at food companies located in metropolitan areas. A total of 399 (93.8%) valid samples were used in the final analysis. Statistical analyses, including Frequency Analysis, t-test, Anova, PCA (Principal Component Analysis), and Pearson Correlation Analysis using SPSS ver. 21.0, were performed. RESULTS The correct answer rate in the analysis of allergy-related knowledge level ranged from 15.0% to 89.7%. Analysis of differences in allergy-related perception by knowledge level showed significant differences in introduction of a food recall system, strengthening of relevant laws and regulations, content labeling, description of substitutional food, and differentiated package by age. CONCLUSIONS It can be concluded that labeling of allergenic foods should be made easier and more convenient for checking by employees, developers, and consumers, and it is necessary to provide contents through the development of publicity, guidelines, or APP along with labeling. PMID:27478550

  9. 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…

  10. Risk for work-related fatigue among the employees on semiconductor manufacturing lines.

    PubMed

    Lin, Yu-Cheng; Chen, Yen-Cheng; Hsieh, Hui-I; Chen, Pau-Chung

    2015-03-01

    To examine the potential risk factors for work-related fatigue (WRF) among workers in modern industries, the authors analyzed the records of need-for-recovery questionnaires and health checkup results for 1545 employees. Compared with regular daytime workers, and after adjusting for confounders, the workers adapting to day-and-night rotating shift work (RSW) had a 4.0-fold (95% confidence interval [CI] = 2.7-5.9) increased risk for WRF, higher than the 2.2-fold risk (95% CI = 1.5-3.3) for persistent shift workers. Based on highest education level, the male employees with university degrees had the highest adjusted odds ratio (a-OR) 2.8 (95% CI = 1.0-7.8) for complaining of WRF versus compulsory education group. For female workers, currently married/cohabiting status was inversely associated with WRF (a-OR = 0.5; 95% CI = 0.2-0.9), and child-rearing responsibility moderately increased WRF risk (a-OR = 1.9; 95% CI = 1.0-3.7). Day-and-night RSW and the adaptation, educational levels of males, and domestic factors for females contributed to WRF among semiconductor manufacturing employees. PMID:23761590

  11. Lead absorption in children of employees in a lead-related industry

    SciTech Connect

    Morton, D.E.; Saah, A.J.; Silberg, S.L.; Owens, W.L.; Roberts, M.A.; Saah, M.D.

    1982-04-01

    Children can be exposed to lead from a variety of environmental sources. It has been repeatedly reported that children of employees in a lead-related industry are at increased risk of lead absorption because of the high levels of lead found in the household dust of these workers. A case-control study was done in Oklahoma in 1978 to determine whether children of employees in a battery manufacturing plant has a higher prevalence of high levels of blood lead than children whose parents were not employed in a lead-related industry. The data obtained indicated that the blood lead levels of the study children were significantly greater than those of the control children. None of the control children had blood lead levels >30 ..mu..g/dl, while 53% of the exposed children had blood lead levels of >30 ..mu..g/dl. Trends indicated that the children whose fathers had higher lead exposure at work also had higher blood lead levels. However, the study children whose fathers had good personal hygiene had blood lead levels comparable to the control children. It appeared that only good personal hygiene, i.e., showering, shampooing and changing clothes and shoes before leaving work, was effective for lead containment. The mere changing of clothes and shoes appeared to be inadequate for lead containment.

  12. The relation between overcommitment and burnout: does it depend on employee job satisfaction?

    PubMed

    Avanzi, Lorenzo; Zaniboni, Sara; Balducci, Cristian; Fraccaroli, Franco

    2014-01-01

    Using the Conservation of Resources (COR) theory as a framework, we hypothesized a maladaptive role played by overcommitment in the escalation of burnout. We further specified our model by testing an interaction effect of job satisfaction. By using a longitudinal design, we proposed a moderated mediational model in which burnout at Time 1 (T1) increases overcommitment, which in turn leads to more burnout one month later. We further expected to find a moderating role of job satisfaction in the link between overcommitment and burnout at Time 2 (T2). A group of 86 white-collar workers in personnel services in Italy (longitudinal response rate = 77.48%) participated in our study. The findings supported our hypotheses even when controlling for gender and role stressors. In particular, by using bootstrapping procedures to test mediation, we found evidence that employees reporting burnout tend to develop a maladaptive coping style, i.e., overcommitment, which in turn increases burnout over time. This relation was particularly strong for dissatisfied employees. These results highlight the importance of overcommitment for burnout escalation, as well as of job satisfaction, since it may mitigate, at least in the short term, the effect of such dysfunctional strategies. PMID:24245551

  13. 20 CFR 234.34 - When an entitled relative of the employee dies before receiving payment of a due but unpaid annuity.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... dies before receiving payment of a due but unpaid annuity. 234.34 Section 234.34 Employees' Benefits... Unpaid at Death § 234.34 When an entitled relative of the employee dies before receiving payment of a due... relationship to the employee, dies before negotiating the check in payment of the unpaid annuities, the...

  14. 20 CFR 234.34 - When an entitled relative of the employee dies before receiving payment of a due but unpaid annuity.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... dies before receiving payment of a due but unpaid annuity. 234.34 Section 234.34 Employees' Benefits... Unpaid at Death § 234.34 When an entitled relative of the employee dies before receiving payment of a due... relationship to the employee, dies before negotiating the check in payment of the unpaid annuities, the...

  15. 20 CFR 234.34 - When an entitled relative of the employee dies before receiving payment of a due but unpaid annuity.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... dies before receiving payment of a due but unpaid annuity. 234.34 Section 234.34 Employees' Benefits... Unpaid at Death § 234.34 When an entitled relative of the employee dies before receiving payment of a due... relationship to the employee, dies before negotiating the check in payment of the unpaid annuities, the...

  16. Factors Relating to Managerial Stereotypes: The Role of Gender of the Employee and the Manager and Management Gender Ratio.

    PubMed

    Stoker, Janka I; Van der Velde, Mandy; Lammers, Joris

    2012-03-01

    PURPOSE: Several studies have shown that the traditional stereotype of a "good" manager being masculine and male still exists. The recent changes in the proportion of women and female managers in organizations could affect these two managerial stereotypes, leading to a stronger preference for feminine characteristics and female leaders. This study examines if the gender of an employee, the gender of the manager, and the management gender ratio in an organization are related to employees' managerial stereotypes. DESIGN/METHODOLOGY/APPROACH: 3229 respondents working in various organizations completed an electronic questionnaire. FINDINGS: The results confirm our hypotheses that, although the general stereotype of a manager is masculine and although most prefer a man as a manager, female employees, employees with a female manager, and employees working in an organization with a high percentage of female managers, have a stronger preference for feminine characteristics of managers and for female managers. Moreover, we find that proximal variables are much stronger predictors of these preferences than more distal variables. IMPLICATIONS: Our study suggests that managerial stereotypes could change as a result of personal experiences and changes in the organizational context. The results imply that increasing the proportion of female managers is an effective way to overcome managerial stereotyping. ORIGINALITY/VALUE: This study examines the influence on managerial stereotypes of various proximal and distal factors derived from theory among a large group of employees (in contrast to students). PMID:22363099

  17. An Analysis of Pressure Group Activities in the Context of Open Meeting and Public Employee Relations Laws.

    ERIC Educational Resources Information Center

    Cassidy, George W.

    1979-01-01

    Interest and pressure group activity is analyzed in the context of state public employee relations laws and state "open meeting" laws. Suggests that the courts and state labor relations boards are susceptible receptors of pressure- and interest-group influence. (Author/IRT)

  18. It Is Not Just a Matter of Having the Time: Job-Related Training Participation of Hong Kong Employees

    ERIC Educational Resources Information Center

    Tam, May Yeuk-Mui

    2014-01-01

    Participation in job-related training as part and parcel of lifelong learning is widely advocated. While many empirical research about job-related training of employees are about advanced western economies, little is known about advanced Asian economies. To fill this void in the literature, this study applies the human capital, institutional and…

  19. 14 CFR 120.221 - Consequences for employees engaging in alcohol-related conduct.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ...) Except as provided in 49 CFR part 40, no covered employee shall perform safety-sensitive functions if the... otherwise required by 49 CFR part 40 or this subpart. (5) Once the Federal Air Surgeon has recommended under... that the employee meets the return to duty requirements in accordance with 49 CFR part 40. (d)...

  20. 14 CFR 120.221 - Consequences for employees engaging in alcohol-related conduct.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ...) Except as provided in 49 CFR part 40, no covered employee shall perform safety-sensitive functions if the... 49 CFR part 40 or this subpart. (5) Once the Federal Air Surgeon has recommended under paragraph (c... the employee meets the return to duty requirements in accordance with 49 CFR part 40. (d) Notice...

  1. 14 CFR 120.221 - Consequences for employees engaging in alcohol-related conduct.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ...) Except as provided in 49 CFR part 40, no covered employee shall perform safety-sensitive functions if the... otherwise required by 49 CFR part 40 or this subpart. (5) Once the Federal Air Surgeon has recommended under... that the employee meets the return to duty requirements in accordance with 49 CFR part 40. (d)...

  2. 14 CFR 120.221 - Consequences for employees engaging in alcohol-related conduct.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ...) Except as provided in 49 CFR part 40, no covered employee shall perform safety-sensitive functions if the... otherwise required by 49 CFR part 40 or this subpart. (5) Once the Federal Air Surgeon has recommended under... that the employee meets the return to duty requirements in accordance with 49 CFR part 40. (d)...

  3. 14 CFR 120.221 - Consequences for employees engaging in alcohol-related conduct.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ...) Except as provided in 49 CFR part 40, no covered employee shall perform safety-sensitive functions if the... otherwise required by 49 CFR part 40 or this subpart. (5) Once the Federal Air Surgeon has recommended under... that the employee meets the return to duty requirements in accordance with 49 CFR part 40. (d)...

  4. The Separate, Relative, and Joint Effects of Employee Job Performance Domains on Supervisors' Willingness to Mentor

    ERIC Educational Resources Information Center

    Lapierre, Laurent M.; Bonaccio, Silvia; Allen, Tammy D.

    2009-01-01

    The purpose of our study was to further elucidate how employees should behave at work to increase their chances of being mentored by their immediate supervisor. To that end, we experimentally tested how three domains of employee performance [task performance (TP), organizational citizenship behavior (OCB) targeting the supervisor, and…

  5. 76 FR 82133 - Notification of Employee Rights Under the National Labor Relations Act

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-12-30

    ... (NLRA) to post notices informing their employees of their rights as employees under the NLRA. (76 FR... from November 14, 2011, to January 31, 2012. (76 FR 63188, October 12, 2011.) The Board hereby further...: This amendment is effective December 30, 2011. The effective date of the final rule published at 76...

  6. Risk factors for work-related injuries among university student employees.

    PubMed

    Ou, Judy; Thygerson, Steven M

    2012-01-01

    This study identified contributing risk factors in the occurrence of work-related injuries among university students employed at a single university. Four hundred seventy-six student employees completed the survey in March 2010. The majority of respondents were female (66%) and the average age of all respondents was 20.7 yr. A pre-validated survey instrument was taken from the Youth Employment and School Study (YESS) and contained scales for the risk factors of interest. Results show significant differences in the amount of work-school conflict, boredom, workplace hazards, and workload between injured and non-injured groups. Odds ratios show that physical hazards and heavy workload have a significant two-fold increase on the likelihood of 1-3 injuries (OR=1.80, 1.09-3.00; OR=1.72, 1.12-2.60), and a 2 to 3 fold increase in 4 or more injuries (OR=2.94, 1.65-5.24; OR=2.34,1.51-3.64). Good supervisor relations appear to reduce injury risk (OR=0.48, 0.25-0.91; OR=0.59, 0.32-1.09). Reducing workload stress, teaching students how to manage the workload, reducing exposure to physical hazards, and providing examples of standard work practices may reduce the number of injuries seen in the population. PMID:22878354

  7. 25 CFR 900.206 - What employees are covered by FTCA for non-medical-related claims?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false What employees are covered by FTCA for non-medical-related claims? 900.206 Section 900.206 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR, AND INDIAN HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES CONTRACTS UNDER THE INDIAN SELF-DETERMINATION AND EDUCATION ASSISTANCE ACT Federal...

  8. 29 CFR 2509.75-3 - Interpretive bulletin relating to investments by employee benefit plans in securities of...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR... investment company registered under the Investment Company Act of 1940 shall not by itself cause the investment company, its investment adviser or principal underwriter to be deemed to be a fiduciary or...

  9. 41 CFR 105-64.107 - What standards of conduct apply to employees with privacy-related responsibilities?

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false What standards of conduct apply to employees with privacy-related responsibilities? 105-64.107 Section 105-64.107 Public Contracts and Property Management Federal Property Management Regulations System (Continued) GENERAL SERVICES ADMINISTRATION Regional...

  10. Characteristics of the work environment related to older employees' willingness to continue working: intrinsic motivation as a mediator.

    PubMed

    van den Berg, Peter T

    2011-08-01

    The relationships between older employees' willingness to continue working and characteristics of the work environment for older workers were investigated, as well as a possible mediation by intrinsic motivation. 103 employees ages 50 to 65 years, from various sectors of the Dutch labor market, completed questionnaires that measured willingness to continue working, intrinsic motivation, organizational stimulation, work variety, work challenge, and job autonomy. Hierarchical regression analyses showed organizational stimulation, as well as the various job characteristics, were positively related to employees' willingness to continue working. Moreover, intrinsic motivation fully mediated the relationship of work variety with willingness to continue working and partially mediated the relationships of organizational stimulation, work challenge, and job autonomy with willingness to continue working. It was concluded that organizations can encourage older workers to work until age 65 and beyond by shifting their focus from extrinsic to intrinsic rewards. PMID:22049660

  11. 41 CFR 303-70.2 - Must we pay death-related expenses when the employee's death is not work-related?

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false Must we pay death-related expenses when the employee's death is not work-related? 303-70.2 Section 303-70.2 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES CONNECTED WITH THE...

  12. 41 CFR 303-70.2 - Must we pay death-related expenses when the employee's death is not work-related?

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 41 Public Contracts and Property Management 4 2013-07-01 2012-07-01 true Must we pay death-related expenses when the employee's death is not work-related? 303-70.2 Section 303-70.2 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES CONNECTED WITH THE DEATH...

  13. Increased Decline in Pulmonary Function Among Employees in Norwegian Smelters Reporting Work-Related Asthma-Like Symptoms

    PubMed Central

    Søyseth, Vidar; Johnsen, Helle Laier; Henneberger, Paul K.; Kongerud, Johny

    2015-01-01

    Objective To investigate associations between work-related asthma-like symptoms (WASTH) and annual pulmonary function decline among employees of 18 Norwegian smelters. Methods A 5-year longitudinal study in which WASTH was defined as a combination of dyspnea and wheezing that improved on rest days and vacation. Results A total of 12,966 spirometry examinations were performed in 3084 employees. Crude annual decline in forced expiratory volume in 1 second (FEV1) (dFEV1) was 32.9 mL/yr (95% confidence interval, 30.5 to 35.3), and crude annual decline in forced vital capacity (FVC) (dFVC) was 40.9 mL/yr (37.8 to 43.9). After adjustment for relevant covariates, employees reporting WASTH showed higher dFEV1 by 16.0 m:/yr (3.4 to 28.6) and higher dFVC by 20.5 mL/yr (6.0 to 35.0) compared with employees not reporting WASTH. Conclusion Work-related asthma-like symptom was associated with greater annual declines in FEV1 and FVC, indicating a restrictive pattern. PMID:26340289

  14. 20 CFR 10.113 - What should the employer do when an employee dies from a work-related injury or disease?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... dies from a work-related injury or disease? 10.113 Section 10.113 Employees' Benefits OFFICE OF WORKERS... Notices and Claims for Injury, Disease, and Death-Employer's Actions § 10.113 What should the employer do when an employee dies from a work-related injury or disease? (a) The employer shall immediately...

  15. 20 CFR 10.113 - What should the employer do when an employee dies from a work-related injury or disease?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... dies from a work-related injury or disease? 10.113 Section 10.113 Employees' Benefits OFFICE OF WORKERS... Notices and Claims for Injury, Disease, and Death-Employer's Actions § 10.113 What should the employer do when an employee dies from a work-related injury or disease? (a) The employer shall immediately...

  16. 20 CFR 10.113 - What should the employer do when an employee dies from a work-related injury or disease?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... dies from a work-related injury or disease? 10.113 Section 10.113 Employees' Benefits OFFICE OF WORKERS... Notices and Claims for Injury, Disease, and Death-Employer's Actions § 10.113 What should the employer do when an employee dies from a work-related injury or disease? (a) The employer shall immediately...

  17. 20 CFR 10.113 - What should the employer do when an employee dies from a work-related injury or disease?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... dies from a work-related injury or disease? 10.113 Section 10.113 Employees' Benefits OFFICE OF WORKERS... Notices and Claims for Injury, Disease, and Death-Employer's Actions § 10.113 What should the employer do when an employee dies from a work-related injury or disease? (a) The employer shall immediately...

  18. 20 CFR 10.113 - What should the employer do when an employee dies from a work-related injury or disease?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... dies from a work-related injury or disease? 10.113 Section 10.113 Employees' Benefits OFFICE OF WORKERS... Notices and Claims for Injury, Disease, and Death-Employer's Actions § 10.113 What should the employer do when an employee dies from a work-related injury or disease? (a) The employer shall immediately...

  19. 26 CFR 301.6521-1 - Mitigation of effect of limitation in case of related employee social security tax and self...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 26 Internal Revenue 18 2011-04-01 2011-04-01 false Mitigation of effect of limitation in case of related employee social security tax and self-employment tax. 301.6521-1 Section 301.6521-1 Internal... effect of limitation in case of related employee social security tax and self-employment tax. (a)...

  20. 26 CFR 301.6521-1 - Mitigation of effect of limitation in case of related employee social security tax and self...

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 26 Internal Revenue 18 2012-04-01 2012-04-01 false Mitigation of effect of limitation in case of related employee social security tax and self-employment tax. 301.6521-1 Section 301.6521-1 Internal... effect of limitation in case of related employee social security tax and self-employment tax. (a)...

  1. 26 CFR 301.6521-1 - Mitigation of effect of limitation in case of related employee social security tax and self...

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 26 Internal Revenue 18 2014-04-01 2014-04-01 false Mitigation of effect of limitation in case of related employee social security tax and self-employment tax. 301.6521-1 Section 301.6521-1 Internal... effect of limitation in case of related employee social security tax and self-employment tax. (a)...

  2. 26 CFR 301.6521-1 - Mitigation of effect of limitation in case of related employee social security tax and self...

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 26 Internal Revenue 18 2013-04-01 2013-04-01 false Mitigation of effect of limitation in case of related employee social security tax and self-employment tax. 301.6521-1 Section 301.6521-1 Internal... effect of limitation in case of related employee social security tax and self-employment tax. (a)...

  3. 26 CFR 301.6521-1 - Mitigation of effect of limitation in case of related employee social security tax and self...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 26 Internal Revenue 18 2010-04-01 2010-04-01 false Mitigation of effect of limitation in case of related employee social security tax and self-employment tax. 301.6521-1 Section 301.6521-1 Internal... effect of limitation in case of related employee social security tax and self-employment tax. (a)...

  4. 26 CFR 1.162-10T - Questions and answers relating to the deduction of employee benefits under the Tax Reform Act of...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 26 Internal Revenue 2 2010-04-01 2010-04-01 false Questions and answers relating to the deduction of employee benefits under the Tax Reform Act of 1984; certain limits on amounts deductible... and Corporations § 1.162-10T Questions and answers relating to the deduction of employee...

  5. 26 CFR 1.162-10T - Questions and answers relating to the deduction of employee benefits under the Tax Reform Act of...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 26 Internal Revenue 2 2011-04-01 2011-04-01 false Questions and answers relating to the deduction of employee benefits under the Tax Reform Act of 1984; certain limits on amounts deductible... and Corporations § 1.162-10T Questions and answers relating to the deduction of employee...

  6. 41 CFR 303-70.3 - Must we pay death-related expenses for an employee who dies while on leave, or who dies on a...

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 41 Public Contracts and Property Management 4 2012-07-01 2012-07-01 false Must we pay death-related expenses for an employee who dies while on leave, or who dies on a nonworkday while on TDY or... we pay death-related expenses for an employee who dies while on leave, or who dies on a...

  7. 41 CFR 303-70.3 - Must we pay death-related expenses for an employee who dies while on leave, or who dies on a...

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 41 Public Contracts and Property Management 4 2013-07-01 2012-07-01 true Must we pay death-related expenses for an employee who dies while on leave, or who dies on a nonworkday while on TDY or stationed... we pay death-related expenses for an employee who dies while on leave, or who dies on a...

  8. 41 CFR 303-70.3 - Must we pay death-related expenses for an employee who dies while on leave, or who dies on a non...

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ...-related expenses for an employee who dies while on leave, or who dies on a non-workday, while on temporary... MEMBERS General Policies § 303-70.3 Must we pay death-related expenses for an employee who dies while on leave, or who dies on a non-workday, while on temporary duty (TDY) or stationed OCONUS? Yes,...

  9. 41 CFR 303-70.3 - Must we pay death-related expenses for an employee who dies while on leave, or who dies on a...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false Must we pay death-related expenses for an employee who dies while on leave, or who dies on a nonworkday while on TDY or... we pay death-related expenses for an employee who dies while on leave, or who dies on a...

  10. 41 CFR 303-70.3 - Must we pay death-related expenses for an employee who dies while on leave, or who dies on a...

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 41 Public Contracts and Property Management 4 2011-07-01 2011-07-01 false Must we pay death-related expenses for an employee who dies while on leave, or who dies on a nonworkday while on TDY or... we pay death-related expenses for an employee who dies while on leave, or who dies on a...

  11. A Group Exercise to Explore Employee Ethics in Business-Related Psychology Courses.

    ERIC Educational Resources Information Center

    Carkenord, David M.

    1996-01-01

    Recounts an in-class group exercise where students individually rate 10 employee behaviors of a questionable ethical nature (use company car, call in sick). The students then calculate mean group ratings for each behavior and determine appropriate consequences for some of the actions. Includes statistical data and student responses. (MJP)

  12. 48 CFR 52.222-40 - Notification of Employee Rights Under the National Labor Relations Act.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... and electronically, in the languages employees speak, in accordance with 29 CFR 471.2(d) and (f). (1... referred to in this clause is located at Appendix A, Subpart A, 29 CFR Part 471. (d) The Contractor shall..., and the Contractor may be suspended or debarred in accordance with 29 CFR 471.14 and subpart 9.4....

  13. 76 FR 54005 - Notification of Employee Rights Under the National Labor Relations Act

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-08-30

    ... enable the exercise of rights under the statute. A beneficial side effect may well be the promotion of... practice and procedure of collective bargaining and by protecting the exercise by workers of full freedom... the exercise of employees' rights under the NLRA.\\2\\ \\2\\ The original NLRA did not...

  14. 48 CFR 52.222-40 - Notification of Employee Rights Under the National Labor Relations Act.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... and electronically, in the languages employees speak, in accordance with 29 CFR 471.2(d) and (f). (1... referred to in this clause is located at Appendix A, Subpart A, 29 CFR Part 471. (d) The Contractor shall..., and the Contractor may be suspended or debarred in accordance with 29 CFR 471.14 and subpart 9.4....

  15. 48 CFR 52.222-40 - Notification of Employee Rights Under the National Labor Relations Act.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... and electronically, in the languages employees speak, in accordance with 29 CFR 471.2(d) and (f). (1... referred to in this clause is located at Appendix A, Subpart A, 29 CFR Part 471. (d) The Contractor shall..., and the Contractor may be suspended or debarred in accordance with 29 CFR 471.14 and subpart 9.4....

  16. [Challenges Related to Employees with Developmental Disabilities, from the Perspective of an Occupational Physician].

    PubMed

    Morita, Tetsuya

    2015-01-01

    Changing in the work environment in recent years, an occupational physician needs to make a countermeasure to mental health disorders. When the occupational physician works with employees who have, or are suspected of having, high-functioning developmental disorders, it is necessary to consider the following: Whether, in the course of addressing problems faced by employees, occupational health staff members are able to consider the possibility of developmental disorders. An additional issue is whether the occupational physician, when working with the treating psychiatrist, is able to appropriately provide precise information. Furthermore, when an employee is diagnosed with a developmental disorder, there are questions of whether a smooth internal company approach is possible in the context of appropriate workplace support, and whether it is possible to obtain the understanding of colleagues prior to implementing appropriate workplace assignments and accommodations. Additionally, it is necessary to consider the career paths of employees with high-functioning developmental disorders that are discovered subsequent to being hired. In this paper, introducing some cases, It was summarized the challenges of developmental disabilities in the workplace and discussed correspondence in the workplace. PMID:26524846

  17. Documenting Employee Conduct

    ERIC Educational Resources Information Center

    Dalton, Jason

    2009-01-01

    One of the best ways for a child care program to lose an employment-related lawsuit is failure to document the performance of its employees. Documentation of an employee's performance can provide evidence of an employment-related decision such as discipline, promotion, or discharge. When properly implemented, documentation of employee performance…

  18. Line manager implementation perceptions as a mediator of relations between high-performance work practices and employee outcomes.

    PubMed

    Sikora, David M; Ferris, Gerald R; Van Iddekinge, Chad H

    2015-11-01

    Strategic human resources management (SHRM) scholars recently have suggested that high-performance work practices (HPWP) implementation might serve as a critical mediator between HPWP and workplace outcomes. This study proposes and tests a model that positions line managers' perceptions regarding the extent to which they implement their organization's HPWP as a mediator of relations between HPWP and employee attitudes (i.e., turnover intentions and participative decision-making perceptions) and behavior (i.e., job performance). Using data from 507 line managers and 109 matched line manager-subordinate response sets, the results suggest that line managers' HPWP implementation perceptions fully mediate relations between HPWP and employee outcomes. The authors also found that line managers' human resources competency and political skill affect their HPWP implementation perceptions. Overall, these findings contribute to a more informed understanding of relationships between HPWP and work outcomes and suggest that additional SHRM research is needed to better understand whether and how HPWP are implemented. PMID:26011722

  19. 26 CFR 1.1042-1T - Questions and answers relating to the sales of stock to employee stock ownership plans or certain...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... stock to employee stock ownership plans or certain cooperatives (temporary). 1.1042-1T Section 1.1042-1T...) INCOME TAXES Common Nontaxable Exchanges § 1.1042-1T Questions and answers relating to the sales of stock to employee stock ownership plans or certain cooperatives (temporary). Q-1: What does section...

  20. Prevalence of Depressive Symptoms and Related Factors in Korean Employees: The Third Korean Working Conditions Survey (2011).

    PubMed

    Park, Ji Nam; Han, Mi Ah; Park, Jong; Ryu, So Yeon

    2016-04-01

    The aim of this study was to analyze the association between general working conditions and depressive symptoms among Korean employees. The target population of the study was native employees nationwide who were at least 15 years old, and 50,032 such individuals were enrolled in the study. Depressive symptoms was assessed using the WHO-5 wellbeing index. Associations between general characteristics, job-related characteristics, work environment, and depressive symptoms were tested using chi-square tests, t-tests, and multiple logistic regression analysis. The prevalence of depressive symptoms was 39% (40.7% in males and 36.5% in females). Multiple regression analysis revealed that male subjects, older subjects, subjects with higher education status, subjects with lower monthly income, current smokers, and frequent drinkers were more likely to have depressive symptoms. In addition, longer weekly work hours, occupation type (skilled, unskilled, operative, or economic sector), shift work, working to tight deadlines, exposure to stress at work, and hazard exposure were associated with depressive symptoms. This representative study will be a guide to help manage depression among Korean employees. We expect that further research will identify additional causal relationships between general or specific working conditions and depression. PMID:27089355

  1. Prevalence of Depressive Symptoms and Related Factors in Korean Employees: The Third Korean Working Conditions Survey (2011)

    PubMed Central

    Park, Ji Nam; Han, Mi Ah; Park, Jong; Ryu, So Yeon

    2016-01-01

    The aim of this study was to analyze the association between general working conditions and depressive symptoms among Korean employees. The target population of the study was native employees nationwide who were at least 15 years old, and 50,032 such individuals were enrolled in the study. Depressive symptoms was assessed using the WHO-5 wellbeing index. Associations between general characteristics, job-related characteristics, work environment, and depressive symptoms were tested using chi-square tests, t-tests, and multiple logistic regression analysis. The prevalence of depressive symptoms was 39% (40.7% in males and 36.5% in females). Multiple regression analysis revealed that male subjects, older subjects, subjects with higher education status, subjects with lower monthly income, current smokers, and frequent drinkers were more likely to have depressive symptoms. In addition, longer weekly work hours, occupation type (skilled, unskilled, operative, or economic sector), shift work, working to tight deadlines, exposure to stress at work, and hazard exposure were associated with depressive symptoms. This representative study will be a guide to help manage depression among Korean employees. We expect that further research will identify additional causal relationships between general or specific working conditions and depression. PMID:27089355

  2. Do you see what I see? Effects of national culture on employees' safety-related perceptions and behavior.

    PubMed

    Casey, Tristan W; Riseborough, Karli M; Krauss, Autumn D

    2015-05-01

    Growing international trade and globalization are increasing the cultural diversity of the modern workforce, which often results in migrants working under the management of foreign leadership. This change in work arrangements has important implications for occupational health and safety, as migrant workers have been found to be at an increased risk of injuries compared to their domestic counterparts. While some explanations for this discrepancy have been proposed (e.g., job differences, safety knowledge, and communication difficulties), differences in injury involvement have been found to persist even when these contextual factors are controlled for. We argue that employees' national culture may explain further variance in their safety-related perceptions and safety compliance, and investigate this through comparing the survey responses of 562 Anglo and Southern Asian workers at a multinational oil and gas company. Using structural equation modeling, we firstly established partial measurement invariance of our measures across cultural groups. Estimation of the combined sample structural model revealed that supervisor production pressure was negatively related to willingness to report errors and supervisor support, but did not predict safety compliance behavior. Supervisor safety support was positively related to both willingness to report errors and safety compliance. Next, we uncovered evidence of cultural differences in the relationships between supervisor production pressure, supervisor safety support, and willingness to report errors; of note, among Southern Asian employees the negative relationship between supervisor production pressure and willingness to report errors was stronger, and for supervisor safety support, weaker as compared to the model estimated with Anglo employees. Implications of these findings for safety management in multicultural teams within the oil and gas industry are discussed. PMID:25790976

  3. "Not another meeting!" Are meeting time demands related to employee well-being?

    PubMed

    Rogelberg, Steven G; Leach, Desmond J; Warr, Peter B; Burnfield, Jennifer L

    2006-01-01

    Using an interruptions framework, this article proposes and tests a set of hypotheses concerning the relationship of meeting time demands with job attitudes and well-being (JAWB). Two Internet surveys were administered to employees who worked 35 hr or more per week. Study 1 examined prescheduled meetings attended in a typical week (N=676), whereas Study 2 investigated prescheduled meetings attended during the current day (N=304). As proposed, the relationship between meeting time demands and JAWB was moderated by task interdependence, meeting experience quality, and accomplishment striving. However, results were somewhat dependent on the time frame of a study and the operational definition used for meeting time demands. Furthermore, perceived meeting effectiveness was found to have a strong, direct relationship with JAWB. PMID:16435940

  4. Relations of job characteristics from multiple data sources with employee affect, absence, turnover intentions, and health.

    PubMed

    Spector, P E; Jex, S M

    1991-02-01

    Much of the evidence in support of job characteristics theory is limited to incumbent reports of job characteristics. In this study, job characteristics data from three independent sources--incumbents, ratings from job descriptions, and the Dictionary of Occupational Titles--were used. Convergent validities of incumbent reports with other sources were quite modest. Although incumbent reports of job characteristics correlated significantly with several employee outcomes (job satisfaction, work frustration, anxiety on the job, turnover intentions, and number of doctor visits), the other sources showed few significant correlations, except for number of doctor visits. Caution is urged in the use of incumbent self-reports of job characteristics as indicators of actual work environments. New methods for studying job characteristics are suggested. PMID:2016216

  5. Prevalence of Depressive Symptoms and Related Factors in Japanese Employees: A Comparative Study between Surveys from 2007 and 2010

    PubMed Central

    Fushimi, Masahito

    2015-01-01

    Aims. The aim of this study was to examine the prevalence of depressive symptoms and their related factors in Japan. The results were analyzed to identify the relationship between high scores on the CES-D, sociodemographic status, and employment-related variables. Methods. Employees in Akita prefecture completed the Center for Epidemiologic Studies Depression Scale (CES-D) during a survey period between November and December 2010. The cutoff point for the CES-D scores was 16 or above (high scorers). Results. Data from 1,476 employees indicated that 44.2% had high scores on the CES-D. Sociodemographic and occupation-related factors associated with a high risk of depression were being female, young age, fewer hours of sleep on weekdays, and working over 8 hours per day, whereas drinking alcohol one to two days per week, albeit only in men, was significantly associated with a low risk of depression. The present results were consistent with the results of a previous survey completed in 2007; however, the present results regarding job categories and smoking behavior were not significantly associated with depression and thus were inconsistent with the 2007 survey data. Conclusions. These results can be useful as benchmark values for the CES-D and might help predict depressive disorders. PMID:26247008

  6. Employee Selection Process: Integrating Employee Needs and Employer Motivators.

    ERIC Educational Resources Information Center

    Carroll, Brian J.

    1989-01-01

    Offers suggestions for managers relative to the employee selection process, focusing on the identification of a potential employee's needs and the employer's motivators that affect employee productivity. Discusses the use of a preemployment survey and offers a questionnaire that allows matching of the employee's needs with employment…

  7. Do I just look stressed or am I stressed? Work-related stress in a sample of Italian employees.

    PubMed

    Giorgi, Gabriele; Leon-Perez, Jose M; Cupelli, Vincenzo; Mucci, Nicola; Arcangeli, Giulio

    2014-01-01

    Work-related stress is becoming a significant problem in Italy and it is therefore essential to advance the theory and methodology required to detect this phenomenon at work. Thus, the aim of this paper is to propose a new method for evaluating stress at work by measuring the discrepancies between employees' perceptions of stress and their leaders' evaluation of the stress of their subordinates. In addition, a positive impression scale was added to determine whether workers might give socially desirable responses in organizational diagnosis. Over 1,100 employees and 200 leaders within several Italian organizations were involved in this study. Structural equation modeling was used to test such new method for evaluating stress in a model of stress at work that incorporates relationships among individual (positive impression), interpersonal (workplace bullying) and organizational factors (working conditions, welfare culture, training). Results showed that the leaders' capacity to understand subordinates' stress is associated with subordinates' psychological well-being since higher disagreement between self and leaders' ratings was related to lower well-being. We discuss the implications of healthy leadership for the development of healthy organizations. PMID:24292877

  8. Depression in employees in privately owned enterprises in China: is it related to work environment and work ability?

    PubMed

    Sun, Jing; Buys, Nicholas; Wang, Xinchao

    2013-04-01

    This study examines the individual and workplace factors related to depression and stress in a large privately owned enterprise in China. The cross-sectional study design involved 13 privately owned retail enterprises in China. A self-report survey was administered to 4,847 employees aged 18-54 recruited through the management boards of the 13 enterprises. A chi-square test was used to compare differences between the depressed and non-depressed groups on a number of demographic variables and chronic diseases. Logistic regression analysis was performed to assess depression in relation to individual factors (work ability and resilience) and organisational environmental factors (workplace ethos and culture, psychosocial environment and health promotion policies and activities). Significant relationships were found between employee depression all personal factors, and one organisational environmental factor. Personal factors include poor work ability and low resilience, while workplace factors include workplace ethos and culture. The primary organisational environmental factor was a low level of enterprise ethos and culture. PMID:23528811

  9. Sexual Harassment by School Employees.

    ERIC Educational Resources Information Center

    Borkowski, John W.; Brown, Lisa A.; Dodge, Jean Arnold; Ford, Tonya L.; Hoffman, Adam; Jacobs, Jennifer W.; Jaffe, Geraldine; Krent, Nancy Fredman; Schwartz, Richard A.; Shaw, Brian C.; Sneed, Maree

    This monograph was designed to assist school attorneys, school board members, and administrators in their efforts to prevent, respond to, and defend against claims of sexual harassment by employees. It includes discussion of the law relating to harassment of employees by other employees and employee harassment of students. Practical advice is…

  10. Career-Related Continuous Learning: Longitudinal Predictive Power of Employees' Job and Career Attitudes

    ERIC Educational Resources Information Center

    Rowold, Jens; Schilling, Jan

    2006-01-01

    Purpose: Within the framework of learning in organizations, the concept of career-related continuous learning (CRCL) has gained increasing attention from the research community. The purpose of the present study is to explore the combined effect of job- and career-related variables on formal CRCL activities. Design/methodology/approach: The study…

  11. The Role of Corporate Public Relations Executives in the Future of Employee Communications.

    ERIC Educational Resources Information Center

    Wright, Donald K.

    1995-01-01

    Suggests the existence of a third major organizational role for public relations: "communication executive," composed mainly of corporate senior vice presidents of public relations and communication who report directly to CEOs. Reports on a survey of those in this role, and shows that communications methods used five years ago to motivate…

  12. 26 CFR 31.3306(p)-1 - Employees of related corporations.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... of related corporations. (a) In general. For purposes of sections 3301, 3302, and 3306(b)(1), when... allocating these taxes among the related corporations. Those rules also apply to the tax under section 3301... considered references to sections 3301 and 3302, and references to section 3121 are considered references...

  13. 26 CFR 31.3306(p)-1 - Employees of related corporations.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... of related corporations. (a) In general. For purposes of sections 3301, 3302, and 3306(b)(1), when... allocating these taxes among the related corporations. Those rules also apply to the tax under section 3301... considered references to sections 3301 and 3302, and references to section 3121 are considered references...

  14. 26 CFR 31.3306(p)-1 - Employees of related corporations.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... of related corporations. (a) In general. For purposes of sections 3301, 3302, and 3306(b)(1), when... allocating these taxes among the related corporations. Those rules also apply to the tax under section 3301... considered references to sections 3301 and 3302, and references to section 3121 are considered references...

  15. Public sector employment, relative deprivation and happiness in adult urban Chinese employees.

    PubMed

    Hu, Anning

    2013-09-01

    The decline in perceived happiness within economic prosperity in Chinese society calls for further examination. In this research, we investigate the effect of employment in public sector work units on perceived happiness through the mediation of economic and social status relative deprivations. In the reform era of China, work unit is still an important mechanism maintaining social inequality, and those working in government/Communist Party agencies and public institutions have advantages of getting access to high wage, comprehensive welfare and the manipulation of administrative public power. Such economic and social status advantages are expected to reduce their relative deprivation and further promote their perceived happiness. Using a nationwide survey data conducted in 2006, we find working in public sector can significantly reduce the odds of experiencing economic relative deprivation, which is further contributive to the improvement of subjective wellbeing. PMID:22717616

  16. 26 CFR 54.4978-1T - Questions and answers relating to the tax on certain dispositions by employee stock ownership...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 26 Internal Revenue 17 2011-04-01 2011-04-01 false Questions and answers relating to the tax on certain dispositions by employee stock ownership plans and certain cooperatives (temporary). 54.4978-1T...) MISCELLANEOUS EXCISE TAXES (CONTINUED) PENSION EXCISE TAXES § 54.4978-1T Questions and answers relating to...

  17. 26 CFR 54.4978-1T - Questions and answers relating to the tax on certain dispositions by employee stock ownership...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 26 Internal Revenue 17 2010-04-01 2010-04-01 false Questions and answers relating to the tax on certain dispositions by employee stock ownership plans and certain cooperatives (temporary). 54.4978-1T...) MISCELLANEOUS EXCISE TAXES (CONTINUED) PENSION EXCISE TAXES § 54.4978-1T Questions and answers relating to...

  18. Relations of Work Identity, Family Identity, Situational Demands, and Sex with Employee Work Hours

    ERIC Educational Resources Information Center

    Greenhaus, Jeffrey H.; Peng, Ann C.; Allen, Tammy D.

    2012-01-01

    This study examined relations of multiple indicators of work identity and family identity with the number of weekly hours worked by 193 married business professionals. We found that men generally worked long hours regardless of the situational demands to work long hours and the strength of their work and family identities. Women's work hours, on…

  19. 76 FR 63188 - Notification of Employee Rights Under the National Labor Relations Act

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-10-12

    ... date of the final rule published at 76 FR 54006, August 30, 2011, is delayed from November 14, 2011 to...), 1-866-315-6572 (TTY/TDD). SUPPLEMENTARY INFORMATION: On August 30, 2011 (76 FR 54006), the National... National Labor Relations Act, further public education and outreach efforts would be helpful. The Board...

  20. Association between work-related health problems and job insecurity in permanent and temporary employees

    PubMed Central

    2013-01-01

    Objectives This research was conducted with an aim of determining the correlation between job insecurity and an employee’s work-related health problems among permanent and temporary workers. Methods Using the data from the First Korean Working Conditions Survey conducted in 2006, a total of 7,071 workers, excluding employers and the self-employed, were analyzed. Work-related health problems were categorized as backache, headache, abdominal pain, muscular pain, stress, fatigue, insomnia, anxiety or depression. Each problem was then analyzed for its relationship to job insecurity through logistic regression analysis. Results Among the 7,071 workers, 5,294 (74.9%) were permanent workers and 1,777 (25.1%) were temporary workers. For the permanent workers, presence of high or moderate job insecurity appeared more closely linked to backache, headache, abdominal pain, muscular pain, stress, fatigue, insomnia, anxiety, and depression compared to absence of job insecurity. However, for the temporary workers, only depression appeared to be associated with the presence of high job insecurity. Conclusion The study showed that the presence of job insecurity is correlated with work-related health problems. The deleterious effects of job insecurity appeared to be stronger in permanent than temporary workers. Additional research should investigate ways to effectively reduce job insecurity. PMID:24472497

  1. Managers’ Practices Related to Work–Family Balance Predict Employee Cardiovascular Risk and Sleep Duration in Extended Care Settings

    PubMed Central

    Berkman, Lisa F.; Buxton, Orfeu; Ertel, Karen; Okechukwu, Cassandra

    2012-01-01

    An increasing proportion of U.S. workers have family caregiving responsibilities. The purpose of this study was to determine whether employees in extended care settings whose managers are supportive, open, and creative about work–family needs, such as flexibility with work schedules, have lower cardiovascular disease (CVD) risk and longer sleep than their less supported counterparts. From semistructured interviews with managers, we constructed a work–family balance score of manager openness and creativity in dealing with employee work–family needs. Trained interviewers collected survey and physiologic outcome data from 393 employees whose managers had a work–family score. Employee outcomes are sleep duration (actigraphy) and CVD risk assessed by blood cholesterol, high glycosylated hemoglobin/diabetes, blood pressure/hypertension, body-mass index, and tobacco consumption. Employees whose managers were less supportive slept less (29 min/day) and were over twice as likely to have 2 or more CVD risk factors (ORs = 2.1 and 2.03 for low and middle manager work–family scores, respectively) than employees whose managers were most open and creative. Employees who provide direct patient care exhibited particularly elevated CVD risk associated with low manager work–family score. Managers’ attitudes and practices may affect employee health, including sleep duration and CVD risk. PMID:20604637

  2. Effects of organizational change on work-related empowerment, employee satisfaction, and motivation.

    PubMed

    Kuokkanen, Liisa; Suominen, Tarja; Härkönen, Eeva; Kukkurainen, Marja-Leena; Doran, Diane

    2009-01-01

    This article reports the results of a longitudinal quantitative study on nurses' views on factors promoting and impeding empowerment and examines the relationship between work-related empowerment and background variables in one hospital. Data were collected using a self-administered questionnaire and analyzed statistically. Nurses gave lowest assessments of promoting factors on the second measurement occasion, a time when the organization was going through major changes. Both job satisfaction and motivation showed a positive relationship with factors promoting empowerment. Organizational changes have a direct effect on the work environment in terms of empowerment and job satisfaction. To cope successfully with changes, special attention must be paid to personnel management. It seems that factors promoting and impeding empowerment can be used to measure effects of organizational changes as well. PMID:19305308

  3. Perception differences between groups of employees identifying the factors that influence a return to work after a work-related musculoskeletal injury.

    PubMed

    Fisher, Thomas F

    2003-01-01

    Employee health and productivity losses as a result of work-related injury are estimated to be US dollars 1.2 trillion annually to US companies. This is approximately 14.3% of the gross domestic product [6,8,11,35]. Workers' compensation, medical care, and short and long-term disability are a part of these costs. Controlling or eliminating these costs is a problem for US employers [3,6,14,21,29]. The study discussed in this article examined the perceptions of manufacturing employees in identifying factors that influence a return to work after a work-related musculoskeletal injury. The classification of employees who participated in this study were safety professionals, supervisors and workers from the manufacturing industry in central Kentucky. The worker group consisted of material handlers, assembly line workers and quality control inspectors. The participants completed a developed survey instrument, the Return to Work Perception Survey. This survey instrument examined the perception of the participants on factors related to return to work: company policies and procedures, job satisfaction, worker relationships and work environment. The results indicated safety professionals and supervisors perceptions differ from workers on the variables of job satisfaction, worker relationships and work environment. Their perceptions did not differ on the variable relating to company policies and procedures. In addition, the safety professional and supervisor groups rated the items addressing job satisfaction higher than did the worker group. The worker group did not differ from one another on any of the factors. Implications of this study for manufacturing companies suggest (a). identifying those issues contributing to employee job satisfaction, (b). developing a plan for achieving increased job satisfaction and employee recognition at the workplace among all workers, and (c). consider allowing employees to develop new capacities and new learning, thus fostering motivation and

  4. Do I Just Look Stressed or am I Stressed? Work-related Stress in a Sample of Italian Employees

    PubMed Central

    GIORGI, Gabriele; LEON-PEREZ, Jose M.; CUPELLI, Vincenzo; MUCCI, Nicola; ARCANGELI, Giulio

    2013-01-01

    Work-related stress is becoming a significant problem in Italy and it is therefore essential to advance the theory and methodology required to detect this phenomenon at work. Thus, the aim of this paper is to propose a new method for evaluating stress at work by measuring the discrepancies between employees’ perceptions of stress and their leaders’ evaluation of the stress of their subordinates. In addition, a positive impression scale was added to determine whether workers might give socially desirable responses in organizational diagnosis. Over 1,100 employees and 200 leaders within several Italian organizations were involved in this study. Structural equation modeling was used to test such new method for evaluating stress in a model of stress at work that incorporates relationships among individual (positive impression), interpersonal (workplace bullying) and organizational factors (working conditions, welfare culture, training). Results showed that the leaders’ capacity to understand subordinates’ stress is associated with subordinates’ psychological well-being since higher disagreement between self and leaders’ ratings was related to lower well-being. We discuss the implications of healthy leadership for the development of healthy organizations. PMID:24292877

  5. Organizational factors related to safety in a psychiatric hospital: employee perceptions.

    PubMed

    Calabro, Karen; Baraniuk, Sarah

    2003-10-01

    Physical assaults on mental health care workers by aggressive patients were the leading cause of occupational injuries to staff working in a community psychiatric hospital. More than dollar 1 million was estimated to be lost in 1 year because of these occupational injuries. This problem was assessed by examining the organizational factors related to safety at the hospital. The cross sectional survey design measured the perceptions of mental health care workers about the commitment of management to safety (i.e., safety climate). Overall, results indicated the subscale for safety climate was high (3.77 +/- .66 [mean +/- SD] on a 5 scale), given the magnitude of recalled incidents and injuries involving patients against staff. Safety climate was associated with three variables that included administrative controls, occupational stress, and job task demands. Results of the study were useful in determining specific changes for improving safety. The study findings demonstrated the practicality and feasibility of in-house assessments to diagnose areas that require attention, support, and improvement. PMID:14596382

  6. 29 CFR 2509.75-3 - Interpretive bulletin relating to investments by employee benefit plans in securities of...

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... because the plan has invested in the investment company's shares. This principle applies, for example, to a plan covering employees of an investment adviser to an investment company where the plan...

  7. A cross-lagged test of the association between customer satisfaction and employee job satisfaction in a relational context.

    PubMed

    Zablah, Alex R; Carlson, Brad D; Donavan, D Todd; Maxham, James G; Brown, Tom J

    2016-05-01

    Due to its practical importance, the relationship between customer satisfaction and frontline employee (FLE) job satisfaction has received significant attention in the literature. Numerous studies to date confirm that the constructs are related and rely on this empirical finding to infer support for the "inside-out" effect of FLE job satisfaction on customer satisfaction. In doing so, prior studies ignore the possibility that-as suggested by the Service Profit Chain's satisfaction mirror-a portion of the observed empirical effect may be due to the "outside-in" impact of customer satisfaction on FLE job satisfaction. Consequently, both the magnitude and direction of the causal relationship between the constructs remain unclear. To address this oversight, this study builds on multisource data, including longitudinal satisfaction data provided by 49,242 customers and 1,470 FLEs from across 209 retail stores, to examine the association between FLE job satisfaction and customer satisfaction in a context where service relationships are the norm. Consistent with predictions rooted in social exchange theory, the results reveal that (a) customer satisfaction and FLE job satisfaction are reciprocally related; (b) the outside-in effect of customer satisfaction on FLE job satisfaction is predominant (i.e., larger in magnitude than the inside-out effect); and (c) customer engagement determines the extent of this outside-in predominance. Contrary to common wisdom, the study's findings suggest that, in relational contexts, incentivizing FLEs to satisfy customers may prove to be more effective for enhancing FLE and customer outcomes than direct investments in FLE job satisfaction. (PsycINFO Database Record PMID:26783827

  8. Understanding Employee Motivation.

    ERIC Educational Resources Information Center

    Lindner, James R.

    1998-01-01

    Extension employees (n=23) ranked the following as the most important motivational factors: interesting work, good wages, appreciation, job security, and good working conditions. The findings were related to theories of motivation formulated by Herzberg, Adams, and Vroom. (SK)

  9. Development of a workplace intervention for sick-listed employees with stress-related mental disorders: Intervention Mapping as a useful tool

    PubMed Central

    van Oostrom, Sandra H; Anema, Johannes R; Terluin, Berend; Venema, Anita; de Vet, Henrica CW; van Mechelen, Willem

    2007-01-01

    Background To date, mental health problems and mental workload have been increasingly related to long-term sick leave and disability. However, there is, as yet, no structured protocol available for the identification and application of an intervention for stress-related mental health problems at the workplace. This paper describes the structured development, implementation and planning for the evaluation of a return-to-work intervention for sick-listed employees with stress-related mental disorders (SMDs). The intervention is based on an existing successful return-to-work intervention for sick-listed employees with low back pain. Methods The principles of Intervention Mapping were applied to combine theory and evidence in the development, implementation and planning for the evaluation of a participatory workplace intervention, aimed at an early return-to-work for sick-listed employees with SMDs. All stakeholders were involved in focus group interviews: i.e. employees recently sick-listed with SMDs, supervisors and occupational health professionals. Results The development of the participatory workplace intervention according to the Intervention Mapping principles resulted in a structured return-to-work intervention, specifically tailored to the needs of sick-listed employees with SMDs. Return-to-work was proposed as a behavioural change, and the Attitude – Social influence – self-Efficacy model was identified as a theoretical framework. Stakeholder involvement in focus group interviews served to enhance the implementation. The cost-effectiveness of the intervention will be evaluated in a randomised controlled trial. Conclusion Intervention Mapping was found to be a promising method to develop interventions tailored to a specific target group in the field of occupational health. Trial registration ISRCTN92307123 PMID:17697364

  10. Employee voice and employee retention.

    PubMed

    Spencer, D G

    1986-09-01

    This study investigates the relationship between the extent to which employees have opportunities to voice dissatisfaction and voluntary turnover in 111 short-term, general care hospitals. Results show that, whether or not a union is present, high numbers of mechanisms for employee voice are associated with high retention rates. Implications for theory and research as well as management practice are discussed. PMID:10278801

  11. Cross-lagged relations between mentoring received from supervisors and employee OCBs: Disentangling causal direction and identifying boundary conditions.

    PubMed

    Eby, Lillian T; Butts, Marcus M; Hoffman, Brian J; Sauer, Julia B

    2015-07-01

    Although mentoring has documented relationships with employee attitudes and outcomes of interest to organizations, neither the causal direction nor boundary conditions of the relationship between mentoring and organizational citizenship behaviors (OCBs) has been fully explored. On the basis of Social Learning Theory (SLT; Bandura, 1977, 1986), we predicted that mentoring received by supervisors would causally precede OCBs, rather than employee OCBs resulting in the receipt of more mentoring from supervisors. Results from cross-lagged data collected at 2 points in time from 190 intact supervisor-employee dyads supported our predictions; however, only for OCBs directed at individuals (OCB-Is) and not for OCBs directed at the organization (OCB-Os). Further supporting our theoretical rationale for expecting mentoring to precede OCBs, we found that coworker support operates as a substitute for mentoring in predicting OCB-Is. By contrast, no moderating effects were found for perceived organizational support. The results are discussed in terms of theoretical implications for mentoring and OCB research, as well as practical suggestions for enhancing employee citizenship behaviors. PMID:25602124

  12. Leadership Styles and Work-Related Values of Managers and Employees of Manufacturing Enterprises in Post-Communist Countries.

    ERIC Educational Resources Information Center

    Ardichvili, Alexander

    2001-01-01

    Survey responses from 695 managers and 1,696 employees in Georgia, Kazakhstan, Kyrgyzstan, and Russia revealed significant differences in cultural values between the two groups. Significant differences among countries were found in terms of cultural value dimensions of leadership style, such as masculinity, paternalism, and long-term orientation.…

  13. 5 CFR 846.726 - Delegation of authority to act as OPM's agent for receipt of employee communications relating to...

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-ELECTIONS OF COVERAGE 1998 Open Enrollment Elections Election Procedures § 846... elections. The employing office is delegated authority to act as OPM's agent for the receipt of...

  14. The Link between Age, Career Goals, and Adaptive Development for Work-Related Learning among Local Government Employees

    ERIC Educational Resources Information Center

    Tones, Megan; Pillay, Hitendra; Kelly, Kathy

    2011-01-01

    More recently, lifespan development psychology models of adaptive development have been applied to the workforce to investigate ageing worker and lifespan issues. The current study uses the Learning and Development Survey (LDS) to investigate employee selection and engagement of learning and development goals and opportunities and constraints for…

  15. 5 CFR 846.726 - Delegation of authority to act as OPM's agent for receipt of employee communications relating to...

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-ELECTIONS OF COVERAGE 1998 Open Enrollment Elections Election Procedures § 846... elections. The employing office is delegated authority to act as OPM's agent for the receipt of...

  16. 29 CFR 2509.75-8 - Questions and answers relating to fiduciary responsibility under the Employee Retirement Income...

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... fiduciary responsibility under the Act, thereby supplementing ERISA IB 75-5 (29 CFR 2555.75-5) which was... example, a plan might designate as a “benefit supervisor” a plan employee whose sole function is to... fiduciary of the same plan under circumstances giving rise to co-fiduciary liability, as provided in...

  17. Employee health.

    PubMed

    2015-09-01

    The National Institute for Health and Care Excellence has produced a new guideline looking at improving the health and wellbeing of employees, with a particular focus on organisational culture and context, and the role of line managers. PMID:26309009

  18. 29 CFR 1201.4 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1201.4 Section 1201.4 Labor Regulations Relating to Labor (Continued) NATIONAL MEDIATION BOARD DEFINITIONS § 1201.4 Employee. The term employee as... that of an employee or subordinate official in the orders of the Interstate Commerce Commission now...

  19. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 45 Public Welfare 3 2011-10-01 2011-10-01 false Employee. 630.640 Section 630.640 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.640 Employee. (a) Employee means the employee of a recipient directly...

  20. Employee Handbook

    SciTech Connect

    Bello, Madelyn

    2008-09-05

    Welcome to Berkeley Lab. You are joining or are already a part of a laboratory with a sterling tradition of scientific achievement, including eleven Nobel Laureates and thirteen National Medal of Science winners. No matter what job you do, you make Berkeley Lab the outstanding organization that it is. Without your hard work and dedication, we could not achieve all that we have. We value you and thank you for choosing to be part of our community. This Employee Handbook is designed to help you navigate the Lab. With over 3,000 employees, an additional 3,000 guests visiting from countries around the world, a 200-acre campus and many policies and procedures, learning all the ins and outs may seem overwhelming, especially if you're a new employee. However, even if you have been here for a while, this Handbook should be a useful reference tool. It is meant to serve as a guide, highlighting and summarizing what you need to know and informing you where you can go for more detailed information. The general information provided in this Handbook serves only as a brief description of many of the Lab's policies. Policies, procedures and information are found in the Lab's Regulations and Procedures Manual (RPM), Summary Plan Descriptions, University of California policies, and provisions of Contract 31 between the Regents of the University and the U.S. Department of Energy. In addition, specific terms and conditions for represented employees are found in applicable collective bargaining agreements. Nothing in this Handbook is intended to supplant, change or conflict with the previously mentioned documents. In addition, the information in this Handbook does not constitute a contract or a promise of continued employment and may be changed at any time by the Lab. We believe employees are happier and more productive if they know what they can expect from their organization and what their organization expects from them. The Handbook will familiarize you with the privileges, benefits

  1. Employee Participation

    ERIC Educational Resources Information Center

    Jarratt, Alex

    1975-01-01

    The article presents another approach to individual motivation--participative management--which concerns an emotional rather than financial commitment to the job through involvement and job satisfaction. The author favors within this approach: employee participation in decision-making, entitlement to information, and the establishment of…

  2. Making sense of diversity in the workplace: organizational justice and language abstraction in employees' accounts of diversity-related incidents.

    PubMed

    Roberson, Quinetta M; Stevens, Cynthia Kay

    2006-03-01

    To discern patterns of employee sense-making about workplace diversity, the authors analyzed 751 natural language accounts of diversity incidents from 712 workers in one department of a large organization. Six generic incident types emerged: discrimination, representation, treatment by management, work relationships, respect between groups, and diversity climates. Consistent with hypotheses, incidents that respondents viewed as negative, accounts from women, and those involving members of respondents' in-groups were more likely to cite justice issues. Partially consistent with research on the linguistic intergroup bias, both negative and positive accounts involving out-group members and accounts from men were more likely to be expressed using abstract verb forms. The authors discuss future opportunities to integrate research on diversity, justice, and the linguistic category model. PMID:16551190

  3. Employee recruitment.

    PubMed

    Breaugh, James A

    2013-01-01

    The way an organization recruits can influence the type of employees it hires, how they perform, and their retention rate. This article provides a selective review of research that has addressed recruitment targeting, recruitment methods, the recruitment message, recruiters, the organizational site visit, the job offer, and the timing of recruitment actions. These and other topics (e.g., the job applicant's perspective) are discussed in terms of their potential influence on prehire (e.g., the quality of job applicants) and posthire (e.g., new employee retention) recruitment outcomes. In reviewing research, attention is given to the current state of scientific knowledge, limitations of previous research, and important issues meriting future investigation. PMID:23121331

  4. 22 CFR 901.17 - Charged employee.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Charged employee. 901.17 Section 901.17 Foreign Relations FOREIGN SERVICE GRIEVANCE BOARD GENERAL Meanings of Terms As Used in This Chapter § 901.17 Charged employee. Charged employee means a member of the Senior Foreign Service or a member of the Service...

  5. 22 CFR 901.17 - Charged employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Charged employee. 901.17 Section 901.17 Foreign Relations FOREIGN SERVICE GRIEVANCE BOARD GENERAL Meanings of Terms As Used in This Chapter § 901.17 Charged employee. Charged employee means a member of the Senior Foreign Service or a member of the Service...

  6. 22 CFR 120.39 - Regular employee.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 1 2013-04-01 2013-04-01 false Regular employee. 120.39 Section 120.39 Foreign Relations DEPARTMENT OF STATE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS PURPOSE AND DEFINITIONS § 120.39 Regular employee. (a) A regular employee means for purposes of this subchapter: (1) An...

  7. 22 CFR 120.39 - Regular employee.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 1 2012-04-01 2012-04-01 false Regular employee. 120.39 Section 120.39 Foreign Relations DEPARTMENT OF STATE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS PURPOSE AND DEFINITIONS § 120.39 Regular employee. (a) A regular employee means for purposes of this subchapter: (1) An...

  8. 22 CFR 120.39 - Regular employee.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 1 2014-04-01 2014-04-01 false Regular employee. 120.39 Section 120.39 Foreign Relations DEPARTMENT OF STATE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS PURPOSE AND DEFINITIONS § 120.39 Regular employee. (a) A regular employee means for purposes of this subchapter: (1) An...

  9. The "Seven Cs" for Employee Retention.

    ERIC Educational Resources Information Center

    Taguchi, Sherrie Gong

    2001-01-01

    Defines the "Seven Cs," traditional yet effective business fundamentals used to engage employees. Discusses how many companies are leveraging the basics of good employee relations in order to inspire staff productivity and loyalty. (GCP)

  10. 20 CFR 234.45 - Payment to the employee's estate.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... employee's estate is paid. If no designated beneficiaries or relatives survive the employee when the RLS becomes payable, the employee's estate may be paid the RLS. Employees may also designate their estates to receive all or a share of the RLS as beneficiaries. (b) How the employee's estate is paid. If a...

  11. 20 CFR 234.45 - Payment to the employee's estate.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... employee's estate is paid. If no designated beneficiaries or relatives survive the employee when the RLS becomes payable, the employee's estate may be paid the RLS. Employees may also designate their estates to receive all or a share of the RLS as beneficiaries. (b) How the employee's estate is paid. If a...

  12. 20 CFR 234.45 - Payment to the employee's estate.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... employee's estate is paid. If no designated beneficiaries or relatives survive the employee when the RLS becomes payable, the employee's estate may be paid the RLS. Employees may also designate their estates to receive all or a share of the RLS as beneficiaries. (b) How the employee's estate is paid. If a...

  13. 20 CFR 234.45 - Payment to the employee's estate.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... employee's estate is paid. If no designated beneficiaries or relatives survive the employee when the RLS becomes payable, the employee's estate may be paid the RLS. Employees may also designate their estates to receive all or a share of the RLS as beneficiaries. (b) How the employee's estate is paid. If a...

  14. 20 CFR 234.45 - Payment to the employee's estate.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... employee's estate is paid. If no designated beneficiaries or relatives survive the employee when the RLS becomes payable, the employee's estate may be paid the RLS. Employees may also designate their estates to receive all or a share of the RLS as beneficiaries. (b) How the employee's estate is paid. If a...

  15. Occupational stress and health-related quality of life among public sector bank employees: A cross-sectional study in Mysore, Karnataka, India

    PubMed Central

    Malamardi, Sowmya N.; Kamath, Ramachandra; Tiwari, Rajnarayan; Nair, Binu Valsalakumari Sreekumaran; Chandrasekaran, Varalakshmi; Phadnis, Sameer

    2015-01-01

    Background: Occupational morbidities have been estimated to cause an economic loss up to 10–20% of the gross national product of a country. It is an important cause of occupational morbidity and decreased quality of life (QOL) for the workers. Aim: The aim of the present study is to assess the level of occupational stress and its association with the QOL among the public sector bank employees. Materials and Methods: The present study was conducted among employees of public sector banks in Mysore district, Karnataka, India. A cross-sectional study design was used for the study. Job stress was measured by using occupational stress index (OSI) scale questionnaire and health-related QOL was measured using the short form 12 (SF-12) questionnaire. The sample size estimated for the study was 526 and cluster random sampling technique was used. Chi-square test was used to find the association between the study variables and level of stress. Multiple linear regression model was used to find the determinants of health-related QOL among the study subjects. Results: The total number of the study subjects was 546 out of which 57% were males and 43% were females. The proportion of study subjects reporting to be current smokers was 4.2% and almost all study subjects reported occasional alcohol consumption. The mean physical component summary (PCS) score and mental component summary (MCS) using the original United States standardization were 47.90 and 48.30, respectively. The individuals with mild stress scored higher in both PCS and MCS than the individuals who had moderate to severe stress levels. There was significant association of health related quality of life with the age of the respondent,presence of at least one morbidity and level of stress with health-related QOL. Conclusion: This study has shown an association of occupational stress with the QOL. There is a need for interventions aimed at mitigating the occupational stress among employees of the banking sector. PMID

  16. Building-Related Symptoms among Office Employees Associated with Indoor Carbon Dioxide and Total Volatile Organic Compounds

    PubMed Central

    Lu, Chung-Yen; Lin, Jia-Min; Chen, Ying-Yi; Chen, Yi-Chun

    2015-01-01

    This study investigated whether sick building syndrome (SBS) complaints among office workers were associated with the indoor air quality. With informed consent, 417 employees in 87 office rooms of eight high-rise buildings completed a self-reported questionnaire for symptoms experienced at work during the past month. Carbon dioxide (CO2), temperature, humidity and total volatile organic compounds (TVOCs) in each office were simultaneously measured for eight office hours using portable monitors. Time-averaged workday difference between the indoor and the outdoor CO2 concentrations (dCO2) was calculated as a surrogate measure of ventilation efficiency for each office unit. The prevalence rates of SBS were 22.5% for eye syndrome, 15.3% for upper respiratory and 25.4% for non-specific syndromes. Tiredness (20.9%), difficulty in concentrating (14.6%), eye dryness (18.7%) were also common complaints. The generalized estimating equations multivariate logistic regression analyses showed that adjusted odds ratios (aORs) and 95% confidence interval (CI) per 100 ppm increase in dCO2 were significantly associated with dry throat (1.10, 95% CI = (1.00–1.22)), tiredness (1.16, 95% CI = (1.04–1.29)) and dizziness (1.22, 95% CI = (1.08–1.37)). The ORs for per 100 ppb increases in TVOCs were also associated with upper respiratory symptoms (1.06, 95% CI = (1.04–1.07)), dry throat (1.06, 95% CI = (1.03–1.09)) and irritability (1.02, 95% CI = (1.01–1.04)). In conclusion, the association between some SBS symptoms and the exposure to CO2 and total VOCs are moderate but may be independently significant. PMID:26024357

  17. Building-Related Symptoms among Office Employees Associated with Indoor Carbon Dioxide and Total Volatile Organic Compounds.

    PubMed

    Lu, Chung-Yen; Lin, Jia-Min; Chen, Ying-Yi; Chen, Yi-Chun

    2015-06-01

    This study investigated whether sick building syndrome (SBS) complaints among office workers were associated with the indoor air quality. With informed consent, 417 employees in 87 office rooms of eight high-rise buildings completed a self-reported questionnaire for symptoms experienced at work during the past month. Carbon dioxide (CO2), temperature, humidity and total volatile organic compounds (TVOCs) in each office were simultaneously measured for eight office hours using portable monitors. Time-averaged workday difference between the indoor and the outdoor CO2 concentrations (dCO2) was calculated as a surrogate measure of ventilation efficiency for each office unit. The prevalence rates of SBS were 22.5% for eye syndrome, 15.3% for upper respiratory and 25.4% for non-specific syndromes. Tiredness (20.9%), difficulty in concentrating (14.6%), eye dryness (18.7%) were also common complaints. The generalized estimating equations multivariate logistic regression analyses showed that adjusted odds ratios (aORs) and 95% confidence interval (CI) per 100 ppm increase in dCO2 were significantly associated with dry throat (1.10, 95% CI=(1.00-1.22)), tiredness (1.16, 95% CI=(1.04-1.29)) and dizziness (1.22, 95% CI=(1.08-1.37)). The ORs for per 100 ppb increases in TVOCs were also associated with upper respiratory symptoms (1.06, 95% CI=(1.04-1.07)), dry throat (1.06, 95% CI=(1.03-1.09)) and irritability (1.02, 95% CI=(1.01-1.04)). In conclusion, the association between some SBS symptoms and the exposure to CO2 and total VOCs are moderate but may be independently significant. PMID:26024357

  18. 29 CFR 1917.122 - Employee exits.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 7 2010-07-01 2010-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) MARINE TERMINALS Terminal Facilities § 1917.122 Employee exits. (a) Employee exits shall be...

  19. 29 CFR 401.6 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 2 2010-07-01 2010-07-01 false Employee. 401.6 Section 401.6 Labor Regulations Relating to Labor OFFICE OF LABOR-MANAGEMENT STANDARDS, DEPARTMENT OF LABOR LABOR-MANAGEMENT STANDARDS MEANING OF TERMS USED IN THIS SUBCHAPTER § 401.6 Employee. Employee means any individual employed by an...

  20. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 45 Public Welfare 3 2014-10-01 2014-10-01 false Employee. 630.640 Section 630.640 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR... direct charge employees; (2) All indirect charge employees, unless their impact or involvement in...

  1. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 45 Public Welfare 3 2013-10-01 2013-10-01 false Employee. 630.640 Section 630.640 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR... direct charge employees; (2) All indirect charge employees, unless their impact or involvement in...

  2. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 45 Public Welfare 3 2012-10-01 2012-10-01 false Employee. 630.640 Section 630.640 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR... direct charge employees; (2) All indirect charge employees, unless their impact or involvement in...

  3. 29 CFR 1917.122 - Employee exits.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 7 2011-07-01 2011-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) MARINE TERMINALS Terminal Facilities § 1917.122 Employee exits. (a) Employee exits shall be...

  4. 29 CFR 1960.59 - Training of employees and employee representatives.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 9 2014-07-01 2014-07-01 false Training of employees and employee representatives. 1960.59 Section 1960.59 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) BASIC PROGRAM ELEMENTS FOR FEDERAL EMPLOYEE OCCUPATIONAL SAFETY AND HEALTH PROGRAMS AND RELATED...

  5. 29 CFR 1960.59 - Training of employees and employee representatives.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 9 2012-07-01 2012-07-01 false Training of employees and employee representatives. 1960.59 Section 1960.59 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) BASIC PROGRAM ELEMENTS FOR FEDERAL EMPLOYEE OCCUPATIONAL SAFETY AND HEALTH PROGRAMS AND RELATED...

  6. 29 CFR 1960.59 - Training of employees and employee representatives.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 9 2013-07-01 2013-07-01 false Training of employees and employee representatives. 1960.59 Section 1960.59 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) BASIC PROGRAM ELEMENTS FOR FEDERAL EMPLOYEE OCCUPATIONAL SAFETY AND HEALTH PROGRAMS AND RELATED...

  7. 29 CFR 1960.59 - Training of employees and employee representatives.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 9 2011-07-01 2011-07-01 false Training of employees and employee representatives. 1960.59 Section 1960.59 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) BASIC PROGRAM ELEMENTS FOR FEDERAL EMPLOYEE OCCUPATIONAL SAFETY AND HEALTH PROGRAMS AND RELATED...

  8. 29 CFR 1960.59 - Training of employees and employee representatives.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 9 2010-07-01 2010-07-01 false Training of employees and employee representatives. 1960.59 Section 1960.59 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) BASIC PROGRAM ELEMENTS FOR FEDERAL EMPLOYEE OCCUPATIONAL SAFETY AND HEALTH PROGRAMS AND RELATED...

  9. Individual Differences among Employees Management Communication Style and Employee Satisfaction: Replication and Extension.

    ERIC Educational Resources Information Center

    McCroskey, James C.; And Others

    Portions of three earlier studies relating differences in employees to employee satisfaction and one study relating management communication style (MCS) to employee satisfaction were replicated across four organizational contexts. Major findings supported the generalizability of the results revealed in the earlier research. The role of…

  10. Relations of Negative and Positive Work Experiences to Employee Alcohol Use: Testing the Intervening Role of Negative and Positive Work Rumination

    PubMed Central

    Frone, Michael R.

    2014-01-01

    This study tested a model linking work experiences to employee alcohol use. The model extended past research in three ways. First, it incorporated both negative and positive work experiences. Second, it incorporated a previously unexplored cognitive intervening process involving negative and positive work rumination. Third, it incorporated several important dimensions of alcohol use (heavy use, workday use, and after work use). Data were collected from a national probability sample of 2,831 U.S. workers. Structural equation modeling revealed that the conceptual model provided an excellent fit to the data. Negative work experiences were positively related to negative work rumination, which was positively related to heavy alcohol use, workday alcohol use, and after work alcohol use. Positive work experiences were positively related to positive work rumination, which was negatively related to heavy alcohol use and after work alcohol use, but was unrelated to workday alcohol use. The study also provided initial support for the psychometric properties and construct validity of the Negative and Positive Work Rumination Scale (NAPWRS). PMID:25528689

  11. Employee occupational stress in banking.

    PubMed

    Michailidis, Maria; Georgiou, Yiota

    2005-01-01

    Occupational stress literature emphasizes the importance of assessment and management of work related stress. The recognition of the harmful physical and psychological effects of stress on both individuals and organizations is widely studied in many parts of the world. However, in other regions such research is only at the introductory stages. The present study examines occupational stress of employees in the banking sector. A sample of 60 bank employees at different organizational levels and educational backgrounds was used. Data collection utilized the Occupational Stress Indicator (OSI). Results of data analysis provided evidence that employees' educational levels affect the degree of stress they experience in various ways. Bank employees cannot afford the time to relax and "wind down" when they are faced with work variety, discrimination, favoritism, delegation and conflicting tasks. The study also shows the degree to which some employees tend to bring work-related problems home (and take family problems to work) depends on their educational background, the strength of the employees' family support, and the amount of time available for them to relax. Finally, the drinking habits (alcohol) of the employees were found to play a significant role in determining the levels of occupational stress. PMID:15860902

  12. Are You Interested? A Meta-Analysis of Relations between Vocational Interests and Employee Performance and Turnover

    ERIC Educational Resources Information Center

    Van Iddekinge, Chad H.; Roth, Philip L.; Putka, Dan J.; Lanivich, Stephen E.

    2011-01-01

    A common belief among researchers is that vocational interests have limited value for personnel selection. However, no comprehensive quantitative summaries of interests validity research have been conducted to substantiate claims for or against the use of interests. To help address this gap, we conducted a meta-analysis of relations between…

  13. Labor Law--Full-Time Faculty Held Not to Be "Employees" under the National Labor Relations Act.

    ERIC Educational Resources Information Center

    Wilkinson, Bonnie

    1978-01-01

    Problems of faculty unionization cases stemming from the application of laws and doctrines developed for industrial labor situations to an academic setting and findings of the National Labor Relations Board (NLRB) are discussed. It is suggested that NLRB jurisdiction depends on definition of the role of the faculty. (BH)

  14. A Key to Organizations Working in: Employee Training, Labor-Management Relations, Work Restructuring, Workplace Literacy. Workforce Tools. Resource Guide.

    ERIC Educational Resources Information Center

    National Alliance of Business, Inc., Washington, DC.

    This guide is intended as a resource for service providers and small and midsized companies seeking assistance in the areas of employer training, labor-management relations, work restructuring, and workplace literacy. It contains annotated listings of 194 national and state organizations and agencies conducting work in the four areas. Among the…

  15. Prevalence of metabolic syndrome and related factors in bank employees according to different defining criteria, Vitória/ES, Brazil

    PubMed Central

    Salaroli, Luciane Bresciani; Saliba, Renata Aubin Dias; Zandonade, Eliana; Molina, Maria del Carmen Bisi; Bissoli, Nazaré Souza

    2013-01-01

    OBJECTIVE: To determine the prevalence of metabolic syndrome and related factors in bank employees in the city of Vitoria/ES, Brazil. METHODS: This was a cross-sectional study that included 521 working men and women ≥20 years of age. Sociodemographic, lifestyle, anthropometric, biochemical, and hemodynamic characteristics were collected. Metabolic syndrome was diagnosed using the criteria of the National Cholesterol Education Program-ATPIII and the International Diabetes Federation. A logistic regression model was used to calculate the crude and adjusted OR of the variables, and the statistical level of significance was set at 5.0%. RESULTS: We identified 86 (17.2%) and 113 (22.6%) subjects with metabolic syndrome according to the criteria of the National Cholesterol Education Program-ATPIII and the International Diabetes Federation, respectively. The risk of developing metabolic syndrome was higher in individuals with a high school education (OR 2.6 [CI95%, 1.1-6.1]). In overweight and obese subjects, the risks were also higher (OR 12.6 [CI95%, 4.8-33.2, p = 0.000] and OR 43.7% [CI95%, 16.1-118.9, p = 0.000], respectively). CONCLUSION: A large number of bank employees have metabolic syndrome, which can be associated with an increased risk of developing cardiovascular disease. Individuals who had college degrees had a higher prevalence of metabolic syndrome; this finding can be explained by the high rates of overweight and obesity found in subjects with college and graduate school educations. PMID:23420160

  16. 26 CFR 1.1042-1T - Questions and answers relating to the sales of stock to employee stock ownership plans or certain...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... property and the denominator of which is the total cost of all such items of property. For the rule... stock to employee stock ownership plans or certain cooperatives (temporary). 1.1042-1T Section 1.1042-1T... sales of stock to employee stock ownership plans or certain cooperatives (temporary). Q-1: What...

  17. The Department of Energy`s Rocky Flats Plant: A guide to record series useful for health-related research. Volume VII. Employee occupational exposure and health

    SciTech Connect

    1995-08-01

    This is the seventh in a series of seven volumes which constitute a guide to records of the Rocky Flats Plant useful for conducting health-related research. The primary purpose of Volume VII is to describe record series pertaining to employee occupational exposure and health at the Department of Energy`s (DOE) Rocky Flats Plant, now named the Rocky Flats Environmental Technology Site, near Denver, Colorado. History Associates Incorporated (HAI) prepared this guide as part of its work as the support services contractor for DOE`s Epidemiologic Records Inventory Project. This introduction briefly describes the Epidemiologic Records Inventory Project and HAI`s role in the project, provides a history of occupational exposure monitoring and health practices at Rocky Flats, and identifies organizations contributing to occupational exposure monitoring and health policies and activities. Other topics include the scope and arrangement of the guide and the organization to contact for access to these records. Comprehensive introductory and background information is available in Volume 1. Other volumes in the guide pertain to administrative and general subjects, facilities and equipment, production and materials handling, environmental and workplace monitoring, and waste management. In addition, HAI has produced a subject-specific guide, titled The September 1957 Rocky Flats Fire: A Guide to Record Series of the Department of Energy and Its Contractors, which researchers should consult for further information about records related to this incident.

  18. Determinants of employee punctuality.

    PubMed

    Dishon-Berkovits, Miriam; Koslowsky, Meni

    2002-12-01

    Although researchers have studied employee lateness empirically (e.g., S. Adler & J. Golan, 1981; C. W. Clegg, 1983), few have attempted to describe the punctual employee. In the present study, results of a discriminant analysis on employees in Israel indicated that a personality characteristic, time urgency, a subcomponent of Type A behavioral pattern, distinguished between punctual and late employees. Organizational commitment and age of employee's youngest child also distinguished between the groups. PMID:12450347

  19. Let Your People Know: Good Employee Communication Means Good PR.

    ERIC Educational Resources Information Center

    Newfarmer, Terry D.

    1981-01-01

    The goal of campus employee communications, to create an informed workforce that understands overall function of their organization, is described and related to institutional public relations. Media for informing employees in addition to newsletters and magazines are identified. (MLW)

  20. Personal Health Technologies in Employee Health Promotion: Usage Activity, Usefulness, and Health-Related Outcomes in a 1-Year Randomized Controlled Trial

    PubMed Central

    Orsama, Anna-Leena; Ahtinen, Aino; Hopsu, Leila; Leino, Timo; Korhonen, Ilkka

    2013-01-01

    Background Common risk factors such as obesity, poor nutrition, physical inactivity, stress, and sleep deprivation threaten the wellness and work ability of employees. Personal health technologies may help improve engagement in health promotion programs and maintenance of their effect. Objective This study investigated personal health technologies in supporting employee health promotion targeting multiple behavioral health risks. We studied the relations of usage activity to demographic and physiological characteristics, health-related outcomes (weight, aerobic fitness, blood pressure and cholesterol), and the perceived usefulness of technologies in wellness management. Methods We conducted a subgroup analysis of the technology group (114 subjects, 33 males, average age 45 years, average BMI 27.1 kg/m2) of a 3-arm randomized controlled trial (N=352). The trial was organized to study the efficacy of a face-to-face group intervention supported by technologies, including Web services, mobile applications, and personal monitoring devices. Technology usage was investigated based on log files and questionnaires. The associations between sustained usage of Web and mobile technologies and demographic and physiological characteristics were analyzed by comparing the baseline data of sustained and non-sustained users. The associations between sustained usage and changes in health-related outcomes were studied by repeated analysis of variance, using data measured by baseline and end questionnaires, and anthropometric and laboratory measurements. The experienced usability, usefulness, motivation, and barriers to using technologies were investigated by 4 questionnaires and 2 interviews. Results 111 subjects (97.4%) used technologies at some point of the study, and 33 (29.9%) were classified as sustained users of Web or mobile technologies. Simple technologies, weight scales and pedometer, attracted the most users. The sustained users were slightly older 47 years (95% CI 44 to 49

  1. 22 CFR 171.41 - Covered employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Covered employees. 171.41 Section 171.41 Foreign Relations DEPARTMENT OF STATE ACCESS TO INFORMATION AVAILABILITY OF INFORMATION AND RECORDS TO THE PUBLIC Ethics in Government Act Provisions § 171.41 Covered employees. (a) Officers and...

  2. 22 CFR 171.41 - Covered employees.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 1 2013-04-01 2013-04-01 false Covered employees. 171.41 Section 171.41 Foreign Relations DEPARTMENT OF STATE ACCESS TO INFORMATION AVAILABILITY OF INFORMATION AND RECORDS TO THE PUBLIC Ethics in Government Act Provisions § 171.41 Covered employees. (a) Officers and...

  3. Role ambiguity, employee gender, and workplace friendship.

    PubMed

    Chen, Chien-Yu; Mao, Hsiao-Yen; Hsieh, An-Tien

    2012-06-01

    The importance of workplace friendship is recognized by researchers and practitioners, but its antecedents with respect to work roles are not well understood. Employees' gender might moderate a relationship between work roles and friendships. Data from a survey of 221 international tourist hotel employees showed that a key aspect of job support, role ambiguity, was negatively related to having workplace friendships. However, employees' gender did not moderate this relationship. Role clarity (the opposite of role ambiguity) may facilitate workplace friendships. PMID:22897079

  4. 29 CFR 825.110 - Eligible employee.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Eligible employee. 825.110 Section 825.110 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Coverage Under the Family and Medical Leave Act § 825.110 Eligible employee. (a) An “eligible employee” is an employee...

  5. How employee engagement matters for hospital performance.

    PubMed

    Lowe, Graham

    2012-01-01

    Managers increasingly understand that employee engagement is a prerequisite for high performance. This article examines how job, work environment, management and organizational factors influence levels of engagement among healthcare employees. Original data come from the Ontario Hospital Association-NRC Picker Employee Experience Survey, involving over 10,000 employees in 16 Ontario hospitals. The article provides a clear definition and measure of engagement relevant to healthcare. In addition to identifying the main drivers of engagement, findings shows that a high level of employee engagement is related to retention, patient-centred care, patient safety culture and employees' positive assessments of the quality of care or services provided by their team. Implications of these findings for healthcare leaders are briefly considered. PMID:22688203

  6. Comparison of Work-related Symptoms and Visual Contrast Sensitivity between Employees at a Severely Water-damaged School and a School without Significant Water Damage

    EPA Science Inventory

    NIOSH received a request for a health hazard evaluation at a water-damaged school in New Orleans, Louisiana. Employees submitted the request because of concerns about exposure to mold in their school building. We administered a work history and health symptom questionnaire. We al...

  7. Employee attitude surveys: examining the attitudes of noncompliant employees.

    PubMed

    Rogelberg, S G; Luong, A; Sederburg, M E; Cristol, D S

    2000-04-01

    Employees (N = 194) from a wide variety of organizations participated in this study aimed at describing the attitudes of individuals who refuse to respond to an employee survey request (noncompliants). Noncompliants, in comparison with those individuals who would comply with the survey request, possessed greater intentions to quit, less organizational commitment, and less satisfaction toward supervisors and their own jobs. Noncompliants also possessed more negative beliefs regarding how their organization handles employee survey data (e.g., does not act on survey data). No significant differences were found for work-related demographic variables, satisfaction with pay, and satisfaction with promotion opportunities. Implications for survey research are discussed along with methods to address nonresponse and noncmpliance. PMID:10783544

  8. 22 CFR 12.2 - Claimants denied access to employees.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 1 2014-04-01 2014-04-01 false Claimants denied access to employees. 12.2 Section 12.2 Foreign Relations DEPARTMENT OF STATE PERSONNEL COMPLAINTS AGAINST EMPLOYEES BY ALLEGED CREDITORS § 12.2 Claimants denied access to employees. Persons claiming to be creditors or collectors...

  9. 22 CFR 12.2 - Claimants denied access to employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Claimants denied access to employees. 12.2 Section 12.2 Foreign Relations DEPARTMENT OF STATE PERSONNEL COMPLAINTS AGAINST EMPLOYEES BY ALLEGED CREDITORS § 12.2 Claimants denied access to employees. Persons claiming to be creditors or collectors...

  10. 22 CFR 12.2 - Claimants denied access to employees.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 1 2013-04-01 2013-04-01 false Claimants denied access to employees. 12.2 Section 12.2 Foreign Relations DEPARTMENT OF STATE PERSONNEL COMPLAINTS AGAINST EMPLOYEES BY ALLEGED CREDITORS § 12.2 Claimants denied access to employees. Persons claiming to be creditors or collectors...

  11. 49 CFR 269.15 - Access to facilities; employees.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... Accountability Act of 1997 relating to employees who provide food and beverage service. (c) Hiring preference. The winning bidder shall provide hiring preference to qualified Amtrak employees displaced by...

  12. 49 CFR 269.15 - Access to facilities; employees.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... Accountability Act of 1997 relating to employees who provide food and beverage service. (c) Hiring preference. The winning bidder shall provide hiring preference to qualified Amtrak employees displaced by...

  13. 49 CFR 269.15 - Access to facilities; employees.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... Accountability Act of 1997 relating to employees who provide food and beverage service. (c) Hiring preference. The winning bidder shall provide hiring preference to qualified Amtrak employees displaced by...

  14. 38 CFR 1.201 - Employee's duty to report.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... PROVISIONS Referrals of Information Regarding Criminal Violations § 1.201 Employee's duty to report. All VA employees with knowledge or information about actual or possible violations of criminal law related to...

  15. 49 CFR 1011.5 - Employee boards.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 49 Transportation 8 2010-10-01 2010-10-01 false Employee boards. 1011.5 Section 1011.5 Transportation Other Regulations Relating to Transportation (Continued) SURFACE TRANSPORTATION BOARD, DEPARTMENT OF TRANSPORTATION GENERAL RULES AND REGULATIONS BOARD ORGANIZATION; DELEGATIONS OF AUTHORITY § 1011.5 Employee boards. This section covers...

  16. 45 CFR 1226.12 - Sponsor employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Sponsor employees. 1226.12 Section 1226.12 Public Welfare Regulations Relating to Public Welfare (Continued) CORPORATION FOR NATIONAL AND COMMUNITY SERVICE PROHIBITIONS ON ELECTORAL AND LOBBYING ACTIVITIES Sponsor Employee Activities § 1226.12 Sponsor...

  17. 45 CFR 1155.640 - Employee.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 45 Public Welfare 3 2012-10-01 2012-10-01 false Employee. 1155.640 Section 1155.640 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL FOUNDATION ON THE ARTS AND THE HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1155.640 Employee....

  18. 45 CFR 1155.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 45 Public Welfare 3 2011-10-01 2011-10-01 false Employee. 1155.640 Section 1155.640 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL FOUNDATION ON THE ARTS AND THE HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1155.640 Employee....

  19. 45 CFR 1155.640 - Employee.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 45 Public Welfare 3 2014-10-01 2014-10-01 false Employee. 1155.640 Section 1155.640 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL FOUNDATION ON THE ARTS AND THE HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1155.640 Employee....

  20. 45 CFR 1155.640 - Employee.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 45 Public Welfare 3 2013-10-01 2013-10-01 false Employee. 1155.640 Section 1155.640 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL FOUNDATION ON THE ARTS AND THE HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1155.640 Employee....

  1. Generation X and the Public Employee.

    ERIC Educational Resources Information Center

    Jurkiewicz, Carole L.

    2000-01-01

    A cross-sectional study reported the work-related differences and similarities of 241 Generation X and Baby Boomer employees in the public sector. A more homogeneous pattern of what employees want across age cohorts emerges, contrary to the literature on generational differences. Three significant areas of difference focused on issues of personal…

  2. The Supervisory Status of Professional Employees

    ERIC Educational Resources Information Center

    Finkin, Matthew W.

    1977-01-01

    The National Labor Relations Board by law has authority over professional employees but not supervisory employees. The problems this creates for salaried professionals who are becoming more and more organized are discussed. Available from: Forham University School of Law, Lincoln Center, 140 West 62nd Street, New York, NY 10023. (LBH)

  3. Employees' Knowledge of Carpal Tunnel Syndrome.

    ERIC Educational Resources Information Center

    Gandy-Goldston, Terrie M.

    A study examined employees' knowledge of the causes of carpal tunnel syndrome (CTS), its prevention, and their legal rights after being diagnosed with CTS. A 24-item questionnaire was administered to a random sample of 30 Chicago-area employees who had been afflicted with CTS. Of those surveyed, 99% considered their CTS injury related to their…

  4. 29 CFR 825.110 - Eligible employee.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... compensable hours of work. See 29 CFR part 785. The determining factor is the number of hours an employee has... professional employees as defined in FLSA Regulations, 29 CFR part 541), the employer has the burden of showing... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE...

  5. 29 CFR 825.110 - Eligible employee.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... compensable hours of work. See 29 CFR part 785. The determining factor is the number of hours an employee has... professional employees as defined in FLSA Regulations, 29 CFR part 541), the employer has the burden of showing... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE...

  6. Employee Participation: Some Australian Cases.

    ERIC Educational Resources Information Center

    Lansbury, Russell D.; Davis, Edward M.

    1992-01-01

    The Australian Workplace Industrial Relations Survey of 2,353 companies showed sporadic employee participation in decision making. Although case studies of Ford Motor, Australia Post, Lend Lease, Telecom Australia, and Woodlawn Mining illustrate successful programs, most managers appear cautious about industrial democracy. (SK)

  7. The Federal Employees' Compensation Act.

    ERIC Educational Resources Information Center

    Nordlund, Willis J.

    1991-01-01

    The 1916 Federal Employees' Compensation Act is still the focal point around which the federal workers compensation program works today. The program has gone through many changes on its way to becoming a modern means of compensating workers for job-related injury, disease, and death. (Author)

  8. Applying Employee Involvement in Schools.

    ERIC Educational Resources Information Center

    Mohrman, Susan Albers; And Others

    1992-01-01

    The applicability of employee-involvement approaches to the management of schools is explored, describing three approaches (parallel-suggestion involvement, job involvement, and high involvement). Design issues (technology; organizational structure; leadership; organizational boundaries, customer definition, and relation to stakeholder; measures;…

  9. Employees as Customers: Exploring Service Climate, Employee Patronage, and Turnover

    ERIC Educational Resources Information Center

    Abston, Kristie A.; Kupritz, Virginia W.

    2011-01-01

    The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…

  10. 45 CFR 1608.4 - Prohibitions applicable to all employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Prohibitions applicable to all employees. 1608.4 Section 1608.4 Public Welfare Regulations Relating to Public Welfare (Continued) LEGAL SERVICES CORPORATION PROHIBITED POLITICAL ACTIVITIES § 1608.4 Prohibitions applicable to all employees. (a) No employee shall intentionally identify the...

  11. 29 CFR 1405.11 - Effect on employee benefits.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 4 2011-07-01 2011-07-01 false Effect on employee benefits. 1405.11 Section 1405.11 Labor Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE PART-TIME EMPLOYMENT Part-time Employment Program § 1405.11 Effect on employee benefits. Career part-time employees are...

  12. 20 CFR 701.302 - Who is an employee?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 4 2012-04-01 2012-04-01 false Who is an employee? 701.302 Section 701.302 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR LONGSHOREMEN'S AND HARBOR WORKERS' COMPENSATION ACT AND RELATED STATUTES GENERAL; ADMINISTERING AGENCY; DEFINITIONS AND USE OF TERMS Definitions and Use of Terms...

  13. 29 CFR 780.718 - Employees who may be exempt.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Employees who may be exempt. 780.718 Section 780.718 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL... Section 13(b)(14) Employees âemployed * * * Byâ the Country Elevator Establishment § 780.718 Employees...

  14. 29 CFR 780.718 - Employees who may be exempt.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Employees who may be exempt. 780.718 Section 780.718 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL... Section 13(b)(14) Employees âemployed * * * Byâ the Country Elevator Establishment § 780.718 Employees...

  15. 29 CFR 779.113 - Warehouse and stock room employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Warehouse and stock room employees. 779.113 Section 779.113 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS....113 Warehouse and stock room employees. Warehouse and stock room employees of retail businesses...

  16. 29 CFR 1405.11 - Effect on employee benefits.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 4 2014-07-01 2014-07-01 false Effect on employee benefits. 1405.11 Section 1405.11 Labor Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE PART-TIME EMPLOYMENT Part-time Employment Program § 1405.11 Effect on employee benefits. Career part-time employees are...

  17. 29 CFR 779.113 - Warehouse and stock room employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Warehouse and stock room employees. 779.113 Section 779.113 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS....113 Warehouse and stock room employees. Warehouse and stock room employees of retail businesses...

  18. 20 CFR 701.302 - Who is an employee?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false Who is an employee? 701.302 Section 701.302 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR LONGSHOREMEN'S AND HARBOR WORKERS' COMPENSATION ACT AND RELATED STATUTES GENERAL; ADMINISTERING AGENCY; DEFINITIONS AND USE OF TERMS Definitions and Use of Terms...

  19. 29 CFR 541.601 - Highly compensated employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Highly compensated employees. 541.601 Section 541.601 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS DEFINING AND... analysis of the employee's job duties. Thus, a highly compensated employee will qualify for exemption...

  20. 29 CFR 541.601 - Highly compensated employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Highly compensated employees. 541.601 Section 541.601 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS DEFINING AND... analysis of the employee's job duties. Thus, a highly compensated employee will qualify for exemption...

  1. 20 CFR 701.302 - Who is an employee?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 4 2013-04-01 2013-04-01 false Who is an employee? 701.302 Section 701.302 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR LONGSHOREMEN'S AND HARBOR WORKERS' COMPENSATION ACT AND RELATED STATUTES GENERAL; ADMINISTERING AGENCY; DEFINITIONS AND USE OF TERMS Definitions and Use of Terms...

  2. Why employees resist change in medical group practice acquisitions.

    PubMed

    Fabrizio, N

    1999-01-01

    Understanding employees' values and considerations is important in undergoing major organizational change. This research provides an insight of the business and financial aspects vs. the human relations aspects of acquiring a medical group practice. The five employees interviewed in this analysis provide insight as to the factors that employees consider in resisting change. Considering how employees feel through communicating will have a significant impact on efficiency, effectiveness and turnover. PMID:10351697

  3. Theme: Employee Ownership.

    ERIC Educational Resources Information Center

    Gordon, Michael E.; And Others

    1991-01-01

    Includes "Introduction" (Gordon); "Employee Ownership: Opportunities for Unions" (Blasi, Kruse); "Participation, Control, and Performance" (Rosen); Beyond the Contract: Taking on Ownership" (Mackin); "Worker Participation on Boards of Directors" (Hammer); and "Case Study of Employee Ownership and Governance in the Shipbuilding and Maritime…

  4. [A study of preventive medicine in relation to mental health among middle-management employees (Part 1)--Relationship between lifestyles and working-life satisfaction].

    PubMed

    Maruyama, S; Kohno, K; Morimoto, K

    1994-12-01

    This study examined the cross-sectional relationship between health practices and working-life satisfaction, which we used as a subjective index of Quality of Life (QOL), based on data obtained from a survey of 3,928 middle-management employees (1,026 department chiefs and 2,902 section chiefs) in 110 major companies in 1990. The results are summarized as follows. (1) The section chiefs had more poor health practices than the department chiefs. The section chiefs appeared to have significantly more poor habits in terms of cigarette smoking, eating breakfast, nutritional balance, working hours, snacking, salt consumption, obesity, enjoying hobbies and physical status than the department chiefs. Surprisingly, 66% of department chiefs and 77% of section chiefs worked more than 10 hours per day. (2) Both the Health Practice Index (HPI) and working-life satisfaction tended to be higher as their ages were higher. (3) The department chiefs who had a poor nutritional balance, did not maintain an adequate stress level, had poor eating habits, poor sleeping habits and physical inactivity appeared to have lower working-life satisfaction. (4) The working-life satisfaction of the management staff was significantly affected by health practices, occupational stress, physical health status and position after controlling simultaneously for the other potential confounders. From these results, it may be concluded that the behavioral lifestyle change of the middle-management employee is an important factor to promote mental health as evaluated by working-life satisfaction. PMID:7830345

  5. Cross-sectional study assessing HIV related knowledge, attitudes and behavior in Namibian public sector employees in capital and regional settings.

    PubMed

    Kiderlen, Til R; Conteh, Michael; Roll, Stephanie; Seeling, Stefanie; Weinmann, Stefan

    2013-01-01

    The study objective was to assess the current status of HIV knowledge, attitudes and behavior (KAB) among employees of Namibian ministries. As most HIV campaigning takes place in the capital of Windhoek, an additional aim was to compare Windhoek to four regions (Hardap, Erongo, Oshana, and Caprivi). Between January and March 2011 a cross-sectional survey was conducted in two Namibian ministries, with participants selected randomly from the workforce. Data collection was based on questionnaires. 832 participants were included in the study (51.6% male). Nearly 90% of participants reported to have been tested for HIV before. Knowledge about HIV transmission ranged from 67% to 95% of correct answers, with few differences between the capital and regions. However, a knowledge gap regarding HIV transmission and prevention was seen. In particular, we found significantly lower knowledge regarding transmission from mother-to-child during pregnancy and higher rate of belief in a supernatural role in HIV transmission. In addition, despite many years of HIV prevention activities, a substantial proportion of employees had well-known HIV risk factors including multiple concurrent partnership rates (21%), intergenerational sex (19%), and lower testing rates for men (82% compared to women with 91%). PMID:24073273

  6. What Is a Confidential Employee? Management Report 1981-2/5.

    ERIC Educational Resources Information Center

    Ryan, Caroline L.

    A "confidential employee" is defined by California law as "any employee who, in the regular course of his duties, has access to or possesses information relating to his employer's employer-employee relations." Under the auspices of the Association of California Community College Administrators, a four-part study of confidential employees was…

  7. 41 CFR 50-204.33 - Disclosure to former employee of individual employee's record.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Disclosure to former employee of individual employee's record. 50-204.33 Section 50-204.33 Public Contracts and Property Management Other Provisions Relating to Public Contracts PUBLIC CONTRACTS, DEPARTMENT OF LABOR 204-SAFETY AND HEALTH STANDARDS FOR FEDERAL...

  8. Employee Assistance Program Issues

    NASA Technical Reports Server (NTRS)

    Gettleman, Alan G.; McGuire, William

    1999-01-01

    Employee Assistance Program (EAP) officers, as well as personnel in other disciplines from eight NASA Centers, attended this breakout session. Ms. Brenda Blair, MA, CEAP, a guest speaker at the conference, also attended as a consultant. Representatives from the NASA Centers introduced themselves and spoke briefly about their programs. In a discussion related to the conference theme on benchmarking, quality control issues within the EAP community and adequate documentation of cases were addressed. Disposition and provision for quality assurance checks for EAP providers in single person offices were also discussed. Ms. Blair presented methods for consulting with other NASA personnel in single person EAP offices as a quality control measure. EAP intervention in critical incidents was discussed. The question of whether EAP assistance is an asset or a potential liability in those situations was addressed. Suggestions were made of topics for future EAP video-teleconference topics. A program on EAP ethics was planned for a September video teleconference. Each person was asked to provide intake forms they use to Mr. Gettleman or Ms. Blair. Ms. Blair said she would review the forms to ensure that adequate notification is provided to the client for confidentiality. She would also review them to ensure they have adequate limits of confidentiality--a topic for future video teleconferencing. Mr. Gettleman described the NASA initiative to reduce stresses in the workplace, and the activities of an ad-hoc EAP group that will make recommendations to NASA senior management. Alternative training methods were discussed for reaching target audiences such as employees at risk, supervisors, and others. Pfc. David A. Pendleton, Victim Assistance Coordinator, U.S. Capitol Police. U.S. House of Representatives made a special presentation. Pfc. Pendleton was on duty during the tragic shooting of two Federal guards at the U.S. Capitol. He related the events immediately after the incident. He

  9. Hiring the right employees.

    PubMed

    Reigle, Dale A

    2014-01-01

    Current employees provide the best examples of the type of aptitude, attitude, motivation, and fit we are looking for, or not looking for, in new employees. All four of these attributes are present in star employees. Using what we know about our best and worst employees can assist us in developing questions and scoring templates that will help us categorize current applicants. Hiring managers should formulate questions in a way that elicits informative responses from candidates about past performance in situations similar to those they will face on the job. Nonverbal clues can help provide insight beyond the simple verbal answer given by candidates. Practice, critique, and critical review of the outcomes of our hiring decisions improve our ability to become good hiring managers. PMID:25807621

  10. Employees with Cerebral Palsy

    MedlinePlus

    ... Resources Home | Accommodation and Compliance Series: Employees with Cerebral Palsy (CP) By Eddie Whidden, MA Preface Introduction Information About ... SOAR) at http://AskJAN.org/soar. Information about Cerebral Palsy (CP) What is CP? Cerebral palsy is a ...