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Sample records for job separation rates

  1. Jobs with the Highest Suicide Rates

    MedlinePlus

    ... nlm.nih.gov/medlineplus/news/fullstory_159646.html Jobs With the Highest Suicide Rates Farmers, fishermen and ... 30, 2016 (HealthDay News) -- Can the type of job you choose affect your risk of suicide? Possibly, ...

  2. 29 CFR 778.112 - Day rates and job rates.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Day rates and job rates. 778.112 Section 778.112 Labor... Requirements Principles for Computing Overtime Pay Based on the âregular Rateâ § 778.112 Day rates and job rates. If the employee is paid a flat sum for a day's work or for doing a particular job, without...

  3. 29 CFR 778.112 - Day rates and job rates.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Day rates and job rates. 778.112 Section 778.112 Labor... Requirements Principles for Computing Overtime Pay Based on the âregular Rateâ § 778.112 Day rates and job rates. If the employee is paid a flat sum for a day's work or for doing a particular job, without...

  4. 29 CFR 778.112 - Day rates and job rates.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Day rates and job rates. 778.112 Section 778.112 Labor... Requirements Principles for Computing Overtime Pay Based on the âregular Rateâ § 778.112 Day rates and job rates. If the employee is paid a flat sum for a day's work or for doing a particular job, without...

  5. 29 CFR 778.112 - Day rates and job rates.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Day rates and job rates. 778.112 Section 778.112 Labor... Requirements Principles for Computing Overtime Pay Based on the âregular Rateâ § 778.112 Day rates and job rates. If the employee is paid a flat sum for a day's work or for doing a particular job, without...

  6. 29 CFR 778.112 - Day rates and job rates.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Day rates and job rates. 778.112 Section 778.112 Labor... Requirements Principles for Computing Overtime Pay Based on the âregular Rateâ § 778.112 Day rates and job rates. If the employee is paid a flat sum for a day's work or for doing a particular job, without...

  7. Reasons for job separations in a cohort of workers with psychiatric disabilities.

    PubMed

    Cook, Judith A; Burke-Miller, Jane K

    2015-01-01

    We explored the relative effects of adverse working conditions, job satisfaction, wages, worker characteristics, and local labor markets in explaining voluntary job separations (quits) among employed workers with psychiatric disabilities. Data come from the Employment Intervention Demonstration Program in which 2,086 jobs were ended by 892 workers during a 24 mo observation period. Stepped multivariable logistic regression analysis examined the effect of variables on the likelihood of quitting. Over half (59%) of all job separations were voluntary while 41% were involuntary, including firings (17%), temporary job endings (14%), and layoffs (10%). In multivariable analysis, workers were more likely to quit positions at which they were employed for 20 h/wk or less, those with which they were dissatisfied, low-wage jobs, non-temporary positions, and jobs in the structural (construction) occupations. Voluntary separation was less likely for older workers, members of racial and ethnic minority groups, and those residing in regions with lower unemployment rates. Patterns of job separations for workers with psychiatric disabilities mirrored some findings regarding job leaving in the general labor force but contradicted others. Job separation antecedents reflect the concentration of jobs for workers with psychiatric disabilities in the secondary labor market, characterized by low-salaried, temporary, and part-time employment. PMID:26348698

  8. Changing Consequences of Job Separation in the United States.

    ERIC Educational Resources Information Center

    Polsky, Daniel

    1999-01-01

    Panel Study of Income Dynamics data on job loss (1976 to 1981 and 1986 to 1991) indicated stability in overall incidence of job loss but significant increases in involuntary loss for older workers. Reemployment rate of workers who involuntarily lost jobs dropped from 67% to 62%. Chances of a large wage cut rose to 17% by 1986 to 1991. (SK)

  9. The Equivalence of Rater Sources on Job Analysis Ratings.

    ERIC Educational Resources Information Center

    Camara, Wayne J.

    Previous efforts to investigate the equivalence of rating sources for job analysis ratings have reported conflicting results. In the present research, correlational and generalizability analyses were conducted to examine the equivalency of rating sources for over 70 state civil service job classifications. Incumbent and supervisor ratings (N=697)…

  10. Determinants of Job Separation and Occupational Mobility in Australia. Working Paper No. 66

    ERIC Educational Resources Information Center

    Shah, Chandra

    2009-01-01

    In the year to February 2002, one in every five of the 9.8 million people who worked in Australia experienced at least one job separation. This paper looks at the determinants of job separation within a stayer/mover framework using individual-level data for Australia. Conditional on job separation the paper also investigates the determinants of…

  11. Effects of Job Attribute Categories, Applicant Job Experience, and Recruiter Sex on Applicant Job Attractiveness Ratings.

    ERIC Educational Resources Information Center

    Young, I. Phillip; And Others

    1993-01-01

    Examines the effects of job and organization attributes, applicant characteristics, and recruiter characteristics on job applicant attraction to an elementary school teaching position. Forty-eight university education majors (24 with teaching experience and 24 without prior teaching experience) role played the part of job applicant for an…

  12. Descriptive Job Statements Rated by Administrators.

    ERIC Educational Resources Information Center

    Rainey, Malcolm F.

    To obtain the views of practitioners on the importance of statements found in administrative job descriptions, a 73-item questionnaire was sent to 340 school administrators in Georgia. Of those, 207 administrators responded. The questionnaire dealt with the tasks, functions, and responsibilities of administrators and supervisors found in job…

  13. 26 CFR 1.53-3 - Separate rule for pass-through of jobs credit.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 26 Internal Revenue 1 2011-04-01 2009-04-01 true Separate rule for pass-through of jobs credit. 1... INCOME TAXES Tax Surcharge § 1.53-3 Separate rule for pass-through of jobs credit. (a) In general. Under section 53(b), in the case of a new jobs credit or targeted jobs credit earned under section 44B by...

  14. Can Raters with Reduced Job Descriptive Information Provide Accurate Position Analysis Questionnaire (PAQ) Ratings?

    ERIC Educational Resources Information Center

    Friedman, Lee; Harvey, Robert J.

    1986-01-01

    Job-naive raters provided with job descriptive information made Position Analysis Questionnaire (PAQ) ratings which were validated against ratings of job analysts who were also job content experts. None of the reduced job descriptive information conditions enabled job-naive raters to obtain either acceptable levels of convergent validity with…

  15. Factors influencing the rate of job turnover among hospital pharmacists.

    PubMed

    Smith, S N; Stewart, J E; Grussing, P G

    1986-08-01

    Factors influencing the rate of job turnover among hospital pharmacists were studied. In June 1982, pharmacists and pharmacy directors in acute-care hospitals in the Chicago area with more than 100 beds were asked both open-ended and multiple-choice questions pertaining to reasons for accepting and staying at current jobs, reasons for leaving previous and possibly current jobs, career goals, and demographic data. From the sample of 529 pharmacists, 217 (41%) usable responses were received. Pharmacy directors' responses indicated that the turnover rate for pharmacists was 14.4% and that relocation and layoffs or job termination were the most common reasons for job turnover. Overall, pharmacists' pay and benefits and opportunity for promotion or advancement were the reasons pharmacists cited most frequently both for leaving a job and for staying at a job. Men ranked pay and benefits as the most important reason for taking and staying at a position and for leaving, whereas women cited hospital location as the most important reason for taking, staying at, or leaving a job. Other factors cited as important were working hours, professional challenge, job duties, and continuation of education. Pharmacists who had been in the current job for more than two years were less likely to leave. Pregnancy of the employee or spouse was not a strong reason for leaving, and relocation was a more important reason for women than for men. Approximately half the respondents indicated they had a career goal; promotion to management and continuation of education were the goals most frequently mentioned. Regional or national studies should be conducted to gain further understanding of why pharmacists accept, remain in, and change jobs. PMID:3752133

  16. In Job-Placement Rates, Fuzzy Data

    ERIC Educational Resources Information Center

    Sandoval, Timothy

    2012-01-01

    As colleges and lawmakers seek better data about the employment success of graduates, a lack of standardized tracking makes much of the information unreliable. Many colleges release placement rates based on scant information: More than a third of colleges' reported rates in 2010 were based on responses from half of their graduates or fewer,…

  17. Jobs with the Highest Suicide Rates

    MedlinePlus

    ... than-normal rates of suicide included construction and extraction, with 53 suicides per 100,000; and installation, ... damage their neurological systems. That might contribute to memory loss and depression, the researchers suggested. Men working ...

  18. Self-serving bias effects on job analysis ratings.

    PubMed

    Cucina, Jeffrey M; Martin, Nicholas R; Vasilopoulos, Nicholas L; Thibodeuax, Henry F

    2012-01-01

    The purpose of this study was to investigate whether worker-oriented job analysis importance ratings were influenced by subject matter experts' (SME) standing (as measured by self-rated performance) on a competency. This type of relationship (whereby SMEs indicate that the traits they have are important for successful job performance) is an example of the self-serving bias (which is widely described in the social cognition literature and rarely described in the industrial/organizational psychology literature). An archival dataset covering 57 clerical and technical occupations with 26,682 participants was used. Support was found for the relationship between self-rated performance and importance ratings. Significant relationships (typically in the .30s) were observed for all 31 competencies that were studied. Controls were taken to account for common method bias and differences in the competencies required for each of the 57 occupations. Past research has demonstrated the effects of the self-serving bias on personality-based job analysis ratings. This study was the first to extend these findings to traditional job analysis, which covers other competencies in addition to personality. In addition, this study is the first to use operational field data instead of laboratory data. PMID:22931007

  19. Ratings of Job Performance of Georgia Correctional Officers.

    ERIC Educational Resources Information Center

    Nosin, Jerome Alan

    Expansion and modification of a 27-item Delphi derived form for assessing campus police performance resulted in a 43-item form to measure job performance of correctional officers in the Georgia Department of Corrections. The self-rating scale, with a reliability coefficient of .995 (n=120) was subjected to factor analysis and varimax rotation and…

  20. Expert ratings of job demand and job control as predictors of injury and musculoskeletal disorder risk in a manufacturing cohort

    PubMed Central

    Cantley, Linda F; Tessier-Sherman, Baylah; Slade, Martin D; Galusha, Deron; Cullen, Mark R

    2016-01-01

    Objective To examine associations between workplace injury and musculoskeletal disorder (MSD) risk and expert ratings of job-level psychosocial demand and job control, adjusting for job-level physical demand. Methods Among a cohort of 9260 aluminium manufacturing workers in jobs for which expert ratings of job-level physical and psychological demand and control were obtained during the 2 years following rating obtainment, multivariate mixed effects models were used to estimate relative risk (RR) of minor injury and minor MSD, serious injury and MSD, minor MSD only and serious MSD only by tertile of demand and control, adjusting for physical demand as well as other recognised risk factors. Results Compared with workers in jobs rated as having low psychological demand, workers in jobs with high psychological demand had 49% greater risk of serious injury and serious MSD requiring medical treatment, work restrictions or lost work time (RR=1.49; 95% CI 1.10 to 2.01). Workers in jobs rated as having low control displayed increased risk for minor injury and minor MSD (RR=1.45; 95% CI 1.12 to 1.87) compared with those in jobs rated as having high control. Conclusions Using expert ratings of job-level exposures, this study provides evidence that psychological job demand and job control contribute independently to injury and MSD risk in a blue-collar manufacturing cohort, and emphasises the importance of monitoring psychosocial workplace exposures in addition to physical workplace exposures to promote worker health and safety. PMID:26163544

  1. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Flat rate for special job performed in overtime hours. 778... COMPENSATION Special Problems Lump Sum Attributed to Overtime § 778.311 Flat rate for special job performed in... paid a flat rate for a special job performed during overtime hours, without regard to the time...

  2. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Flat rate for special job performed in overtime hours. 778... COMPENSATION Special Problems Lump Sum Attributed to Overtime § 778.311 Flat rate for special job performed in... paid a flat rate for a special job performed during overtime hours, without regard to the time...

  3. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Flat rate for special job performed in overtime hours. 778... COMPENSATION Special Problems Lump Sum Attributed to Overtime § 778.311 Flat rate for special job performed in... paid a flat rate for a special job performed during overtime hours, without regard to the time...

  4. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Flat rate for special job performed in overtime hours. 778... COMPENSATION Special Problems Lump Sum Attributed to Overtime § 778.311 Flat rate for special job performed in... paid a flat rate for a special job performed during overtime hours, without regard to the time...

  5. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Flat rate for special job performed in overtime hours. 778... COMPENSATION Special Problems Lump Sum Attributed to Overtime § 778.311 Flat rate for special job performed in... paid a flat rate for a special job performed during overtime hours, without regard to the time...

  6. Differential Reasons for Job Separation of Previously Employed Persons with Mental Retardation.

    ERIC Educational Resources Information Center

    Hill, Janet W.; And Others

    1986-01-01

    Reasons for 107 job separations of competitively employed mentally retarded persons were analyzed. Employee-related reasons (e.g. attitude problems, skill or behavioral deficits) were responsible for 50% of separations with reasons outside of employee control responsible for the rest. Employee-related reasons were more probable for higher I.Q.…

  7. Microalgal separation from high-rate ponds

    SciTech Connect

    Nurdogan, Y.

    1988-01-01

    High rate ponding (HRP) processes are playing an increasing role in the treatment of organic wastewaters in sunbelt communities. Photosynthetic oxygenation by algae has proved to cost only one-seventh as much as mechanical aeration for activated sludge systems. During this study, an advanced HRP, which produces an effluent equivalent to tertiary treatment has been studied. It emphasizes not only waste oxidation but also algal separation and nutrient removal. This new system is herein called advanced tertiary high rate ponding (ATHRP). Phosphorus removal in HRP systems is normally low because algal uptake of phosphorus is about one percent of their 200-300 mg/L dry weights. Precipitation of calcium phosphates by autofluocculation also occurs in HRP at high pH levels, but it is generally not complete due to insufficient calcium concentration in the pond. In the case of Richmond where the studies were conducted, the sewage is very low in calcium. Therefore, enhancement of natural autoflocculation was studied by adding small amounts of lime to the pond. Through this simple procedure phosphorus and nitrogen removals were virtually complete justifying the terminology ATHRP.

  8. Attribute Ratings and Profiles of the Job Elements of the Position Analysis Questionnaire (PAQ).

    ERIC Educational Resources Information Center

    Marquardt, Lloyd D.; McCormick, Ernest J.

    The primary purpose of this study was to obtain estimates of the human attribute requirements of the job elements of the Position Analysis Questionnaire (PAQ). A secondary purpose was to explore the reliability of job-related ratings as a function of the number of raters. A taxonomy of 76 human attributes was used and ratings of the relevance of…

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

    PubMed Central

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

    2016-01-01

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

  10. The Rated Desirability of Job Attributes: Age Differences and Similarities.

    ERIC Educational Resources Information Center

    Breaugh, James A.; DiMarco, Nicholas

    If consistent age differences can be delineated in the way job attributes are valued, such information should lead to a better psychological understanding of workers, and allow decisions relevant to the satisfaction and motivation of older and younger workers to be based on fact rather than assumptions and stereotypes. Two research samples were…

  11. Internal Homogeneity, Descriptiveness, and Halo: Resurrecting Some Answers and Questions About the Structure of Job Performance Rating Categories.

    ERIC Educational Resources Information Center

    Cooper, William H.

    1983-01-01

    Assessed the effects of two rating category attributes on halo in job performance ratings. Results suggested reducing halo by using rating categories that do not force raters to rely on their overall evaluation of the ratee, or use the same salient observations for rating job performance on multiple categories. (JAC)

  12. The impact of job complexity and performance measurement on the temporal consistency, stability, and test-retest reliability of employee job performance ratings.

    PubMed

    Sturman, Michael C; Cheramie, Robin A; Cashen, Luke H

    2005-03-01

    Although research has shown that individual job performance changes over time, the extent of such changes is unknown. In this article, the authors define and distinguish between the concepts of temporal consistency, stability, and test-retest reliability when considering individual job performance ratings over time. Furthermore, the authors examine measurement type (i.e., subjective and objective measures) and job complexity in relation to temporal consistency, stability, and test-retest reliability. On the basis of meta-analytic results, the authors found that the test-retest reliability of these ratings ranged from .83 for subjective measures in low-complexity jobs to .50 for objective measures in high-complexity jobs. The stability of these ratings over a 1-year time lag ranged from .85 to .67. The analyses also reveal that correlations between performance measures decreased as the time interval between performance measurements increased, but the estimates approached values greater than zero. PMID:15769237

  13. Long-Term Stability of Teacher Certification Test Objective Job Analysis Ratings.

    ERIC Educational Resources Information Center

    Silvestro, John R.; And Others

    Public school ratings of the importance of subject-matter test objectives associated with teacher certification tests were examined by means of a job-analysis survey conducted in 1986 and a similar survey conducted in 1993. It was predicted that there would be a high degree of change in the importance ratings assigned to these test objectives…

  14. Unemployment Benefit Exhaustion: Incentive Effects on Job-Finding Rates

    ERIC Educational Resources Information Center

    Filges, Trine; Geerdsen, Lars Pico; Knudsen, Anne-Sofie Due; Jørgensen, Anne-Marie Klint

    2015-01-01

    Purpose: This systematic review studied the impact of exhaustion of unemployment benefits on the exit rate out of unemployment and into employment prior to benefit exhaustion or shortly thereafter. Method: We followed Campbell Collaboration guidelines to prepare this review, and ultimately located 12 studies for final analysis and interpretation.…

  15. Job Evaluation: Pay Equity Problem or Solution?

    ERIC Educational Resources Information Center

    Mecham, Robert C.

    It has been hypothesized that current methods of determining pay rates value the characteristics of jobs held primarily by men differently than the characteristics of jobs held primarily by women, resulting in lower earnings for women. A policy capturing approach using numerically rated job characteristics (PAQ data) was applied separately to the…

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

    PubMed

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

    2013-09-01

    Prior research on job insecurity has demonstrated its detrimental effects on both employees and the organization, yet no research has detailed how people actively deal with it. Drawing from proactivity research, this article argues that job insecurity prompts a proactive use of impression management tactics in the workplace. The effectiveness of these tactics depends on the level of supervisory liking for the employee and the attributions supervisors make regarding the employee's motives for the impression management behaviors (i.e., for the good of the organization or for self-interest). A 3-wave survey study of 271 Chinese employees and their supervisors showed that employees experiencing job insecurity in Time 1 reported using a variety of tactics to impress their supervisors at Time 2 and that these tactics curbed the affect associated with job insecurity and enhanced supervisor rated performance, through supervisor's liking and attributed motives. The relationship between impression management and increased supervisor-rated performance was moderated by supervisor attributions; the relationship between impression management and reduced affective job insecurity depended on supervisor liking. PMID:23731028

  17. Is the Unemployment Rate of Women Too Low? A Direct Test of the Economic Theory of Job Search.

    ERIC Educational Resources Information Center

    Sandell, Steven H.

    To test the economic theory of job search and the rationality of job search behavior by unemployed married women, the importance of reservation wages (or wages requested for employment) was studied for its effect on the duration of unemployment and its relationship to the subsequent rate of pay upon reemployment. Models were established to explain…

  18. A New Disability Rating Method according to the Job Using the Korean Academy of Medical Science Disability Guideline

    PubMed Central

    Yu, Jay-young; Kwon, Young-Jun; Kim, Yongkyu; Rhie, Jeong-Bae; Jeong, In-Chul

    2012-01-01

    The purpose of this study was to develop a disability rating scale according to job classification using the Korean Academy of Medical Society (KAMS) guidelines. All jobs were categorized based on their level of physical activity and professional skills. The KAMS guidelines were used for the impairment rating. We modified the California Schedule for rating permanent disabilities. The differences were plotted to compare between the impairment rate and the job-adjusted disability rate. The KAMS job-adjusted disability rates were then compared to the McBride and workers' compensation rates. A total of 1,206 occupations were classified into 44 groups. The occupational disability indexes were rated on a scale of 1 to 7. The differences in the McBride disability rates varied inconsistently from 0% to 35%, while the differences in the KAMS disability rates were between 0% and 18%. The KAMS disability rates were slightly higher than the McBride disability rates for the upper extremities, but were lower for the lower extremities and internal organs. This is the first Korean job-adjusted disability rating method. There are several limitations, but its impairment rating is more scientific and reflects the current Korean occupational environment. PMID:23255842

  19. Separating Spike Count Correlation from Firing Rate Correlation

    PubMed Central

    Vinci, Giuseppe; Ventura, Valérie; Smith, Matthew A.; Kass, Robert E.

    2016-01-01

    Populations of cortical neurons exhibit shared fluctuations in spiking activity over time. When measured for a pair of neurons over multiple repetitions of an identical stimulus, this phenomenon emerges as correlated trial-to-trial response variability via spike count correlation (SCC). However, spike counts can be viewed as noisy versions of firing rates, which can vary from trial to trial. From this perspective, the SCC for a pair of neurons becomes a noisy version of the corresponding firing-rate correlation (FRC). Furthermore, the magnitude of the SCC is generally smaller than that of the FRC, and is likely to be less sensitive to experimental manipulation. We provide statistical methods for disambiguating time-averaged drive from within-trial noise, thereby separating FRC from SCC. We study these methods to document their reliability, and we apply them to neurons recorded in vivo from area V4, in an alert animal. We show how the various effects we describe are reflected in the data: within-trial effects are largely negligible, while attenuation due to trial-to-trial variation dominates, and frequently produces comparisons in SCC that, because of noise, do not accurately reflect those based on the underlying FRC. PMID:26942746

  20. Separating Spike Count Correlation from Firing Rate Correlation.

    PubMed

    Vinci, Giuseppe; Ventura, Valérie; Smith, Matthew A; Kass, Robert E

    2016-05-01

    Populations of cortical neurons exhibit shared fluctuations in spiking activity over time. When measured for a pair of neurons over multiple repetitions of an identical stimulus, this phenomenon emerges as correlated trial-to-trial response variability via spike count correlation (SCC). However, spike counts can be viewed as noisy versions of firing rates, which can vary from trial to trial. From this perspective, the SCC for a pair of neurons becomes a noisy version of the corresponding firing rate correlation (FRC). Furthermore, the magnitude of the SCC is generally smaller than that of the FRC and is likely to be less sensitive to experimental manipulation. We provide statistical methods for disambiguating time-averaged drive from within-trial noise, thereby separating FRC from SCC. We study these methods to document their reliability, and we apply them to neurons recorded in vivo from area V4 in an alert animal. We show how the various effects we describe are reflected in the data: within-trial effects are largely negligible, while attenuation due to trial-to-trial variation dominates and frequently produces comparisons in SCC that, because of noise, do not accurately reflect those based on the underlying FRC. PMID:26942746

  1. Jobs, Jobs, Jobs!

    ERIC Educational Resources Information Center

    Jacobson, Linda

    2011-01-01

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

  2. Heart rate variability and urinary catecholamines from job stress in korean male manufacturing workers according to work seniority.

    PubMed

    Lee, Kyoung-Ho; Yoon, Kijung; Ha, Mina; Park, Jungsun; Cho, Soo-Hun; Kang, Daehee

    2010-01-01

    The aim of this study was to evaluate the relationships between job stress and indicators of autonomic nervous system activity in employees of the manufacturing industry. A total of 140 employees from a company that manufactures consumer goods (i.e., diapers and paper towels) were recruited for participation in this study. Job stress was assessed using Karasek's Job Content Questionnaire. Heart rate variability (HRV) was measured using a heart rate monitor, and urinary catecholamines were measured by an HPLC-ECD. Information on demographic characteristics, previous job history, smoking status and alcohol consumption was also collected. Job stress did not have a significant effect on HRV or catecholamines. However, low-frequency HRV was significantly higher in the high-strain group of subjects with a short duration of employment. Low- and high-frequency HRV were higher in the high-strain group than in the low-strain group, but these differences were not statistically significant. The results of the present study indicate that low-frequency HRV was significantly higher in the high-strain group of subjects with a short duration of employment. In addition, the results of this study show that HRV can be used as a potential physiologic indicator of job stress in employees with a short duration of employment. PMID:20562509

  3. 26 CFR 1.53-3 - Separate rule for pass-through of jobs credit.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... is $200. The $200 credit to be claimed on A's 1978 return is subject to the separate limitation in... Zero bracket amount ($2,200×$12,000/$20,000) 1,320 Total 1,770 Portion of A's taxable income... a partner in the CD Company. C's distributive share of the CD Company consists of the...

  4. 26 CFR 1.53-3 - Separate rule for pass-through of jobs credit.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... is $200. The $200 credit to be claimed on A's 1978 return is subject to the separate limitation in... Zero bracket amount ($2,200×$12,000/$20,000) 1,320 Total 1,770 Portion of A's taxable income... a partner in the CD Company. C's distributive share of the CD Company consists of the...

  5. 26 CFR 1.53-3 - Separate rule for pass-through of jobs credit.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... is $200. The $200 credit to be claimed on A's 1978 return is subject to the separate limitation in... Zero bracket amount ($2,200×$12,000/$20,000) 1,320 Total 1,770 Portion of A's taxable income... a partner in the CD Company. C's distributive share of the CD Company consists of the...

  6. 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

  7. Youth, Underemployment, and Property Crime: Differential Effects of Job Availability and Job Quality on Juvenile and Young Adult Arrest Rates.

    ERIC Educational Resources Information Center

    Allan, Emilie Andersen; Steffensmeier, Darrell J.

    1989-01-01

    Examination of age-specific state-level data from the 1977-1980 reports of the Federal Bureau of Investigation and the Census Bureau reveals that availability of employment produces strong effects on juvenile arrest rates. Unemployment and low quality of employment (e.g., inadequate pay and hours) is associated with high arrest rates. (Author/BJV)

  8. The Analysis of Rates of Naval Compensation by the Use of a Structured Job Analysis Procedure.

    ERIC Educational Resources Information Center

    Harris, Alma F.; McCormick, Ernest J.

    The study deals with the experimental application of a structured job analysis procedure to enlisted and officer billets in the Navy, with particular reference to its potential use in relating naval compensation for billet incumbents to compensation for civilian jobs with similar characteristics, and in assessing its utility for allocating naval…

  9. Development of a Job Evaluation and Rating Manual for Non-Academic Employees at Atlantic Baptist College.

    ERIC Educational Resources Information Center

    McKinnon, Norma Cole

    This paper provides a copy of the non-academic employees job evaluation and rating manual and a brief discussion of the process used to develop this manual at Atlantic Baptist College (New Brunswick). Atlantic Baptist is a small, private, Christian, liberal arts university founded in 1949. Over 7 months a four-member ad hoc Staff Compensation…

  10. Fluid/Vapor Separator for Variable Flow Rates

    NASA Technical Reports Server (NTRS)

    Lee, J. M.; Chuang, C.; Frederking, T. H.; Brown, G. S.; Kamioka, Y.; Vorreiter, J.

    1984-01-01

    Shutter varies gas throughput of porous plug. Variable area exposed on porous plug allows to pass varying rates of vapor flow while blocking flow of liquid helium II from cryogenic bath. Applications in refining operations, industrial chemistry, and steam-powered equipment.

  11. Factors influence flexibility resistivity and zinc dendrite penetration rate of inorganic separators for alkaline batteries

    NASA Technical Reports Server (NTRS)

    Sheibley, D. W.

    1975-01-01

    Developmental work resulted in a formulation which can improve the flexibility of the inorganic-organic-type separator for silver-zinc and nickel-zinc alkaline batteries. The effects of various fillers and reactive organic additives on separator volume resistivity are described. The effects of various inert fillers on the zinc dendrite penetration rate of the separator are shown. Conclusions regarding the operating mechanism of the separator are presented.

  12. Effect of food service form on eating rate: meal served in a separated form might lower eating rate.

    PubMed

    Suh, Hyung Joo; Jung, Eun Young

    2016-01-01

    In this study, we investigated the association between food form (mixed vs separated) and eating rate. The experiment used a within-subjects design (n=29, young healthy women with normal weight). Test meals (white rice and side dishes) with the same content and volume were served at lunch in a mixed or separated form. The form in which the food was served had significant effects on consumption volume and eating rate; subjects ate significantly more (p<0.05) when a test meal was served as a mixed form (285 g, 575 kcal) compared to a separated form (244 g, 492 kcal). Moreover, subjects also ate significantly faster (p<0.05) when the test meal was served as a mixed form (22.4 g/min) as compared to a separated form (16.2 g/min). Despite consuming more when the test meal was served as a mixed form than when served as a separated form, the subjects did not feel significantly fuller. In conclusion, we confirmed that meals served in a separated form might lower the eating rate and, moreover, slower eating might be associated with less energy intake, without compromising satiety. PMID:26965766

  13. Impact of noise on self-rated job satisfaction and health in open-plan offices: a structural equation modelling approach.

    PubMed

    Lee, Pyoung Jik; Lee, Byung Kwon; Jeon, Jin Yong; Zhang, Mei; Kang, Jian

    2016-02-01

    This study uses a structural equation model to examine the effects of noise on self-rated job satisfaction and health in open-plan offices. A total of 334 employees from six open-plan offices in China and Korea completed a questionnaire survey. The questionnaire included questions assessing noise disturbances and speech privacy, as well as job satisfaction and health. The results indicated that noise disturbance affected self-rated health. Contrary to popular expectation, the relationship between noise disturbance and job satisfaction was not significant. Rather, job satisfaction and satisfaction with the environment were negatively correlated with lack of speech privacy. Speech privacy was found to be affected by noise sensitivity, and longer noise exposure led to decreased job satisfaction. There was also evidence that speech privacy was a stronger predictor of satisfaction with environment and job satisfaction for participants with high noise sensitivity. In addition, fit models for employees from China and Korea showed slight differences. Practitioner Summary: This study is motivated by strong evidence that noise is the key source of complaints in open-plan offices. Survey results indicate that self-rated job satisfaction of workers in open-plan offices was negatively affected by lack of speech privacy and duration of disturbing noise. PMID:26366940

  14. Identifying elements of job satisfaction to improve retention rates in healthcare.

    PubMed

    Lamberth, Becky; Comello, Robert J

    2005-01-01

    According to the American Hospital Association, by the year 2010, the United States will need 1,000,000 qualified nurses to care for patients, an additional 75,000 licensed radiologic technologists, and several other ancillary medical staff employees. A number of health professionals question why there is such a significant shortage--especially considering that many facilities; are implementing cost initiatives and insurance companies are decreasing the length of patient hospital stays. One specific factor may not be fully appreciated: Although the length of stay is decreasing,the acuity level of the patient is increasing. The number and types of available opportunities also contribute to the staffing shortage. Hospitals and healthcare facilities are now working diligently to address the crisis and answer that one very important question: How can they keep employees satisfied and willing commit long-term to the organization? This review focuses on identifying those key variables of job satisfaction that will lead to long-term retention of healthcare workers, including money, work environment, performance feedback, advancement opportunities, group cohesion, and relationships with management. It also discusses the effects of demographic characteristics such as age and gender on job satisfaction. PMID:15988869

  15. The rate of separation of magnetic lines of force in a random magnetic field.

    NASA Technical Reports Server (NTRS)

    Jokipii, J. R.

    1973-01-01

    The mixing of magnetic lines of force, as represented by their rate of separation, as a function of distance along the magnetic field, is considered with emphasis on neighboring lines of force. This effect is particularly important in understanding the transport of charged particles perpendicular to the average magnetic field. The calculation is carried out in the approximation that the separation changes by an amount small compared with the correlation scale normal to the field, in a distance along the field of a few correlation scales. It is found that the rate of separation is very sensitive to the precise form of the power spectrum. Application to the interplanetary and interstellar magnetic fields is discussed, and it is shown that in some cases field lines, much closer together than the correlation scale, separate at a rate which is effectively as rapid as if they were many correlation lengths apart.

  16. Pink and Blue Collar Jobs: Children's Judgments of Job Status and Job Aspirations in Relation to Sex of Worker.

    ERIC Educational Resources Information Center

    Liben, Lynn S.; Bigler, Rebecca S.; Krogh, Holleen R.

    2001-01-01

    Examined whether 6- and 11-year-olds' beliefs about job status and job interests are affected by gendered nature of jobs. Found that children gave higher status ratings to masculine jobs and expressed greater interest in jobs culturally associated with their own sex. Older children rated novel jobs portrayed with males as having higher status than…

  17. Rate- and Temperature-Dependent Material Behavior of a Multilayer Polymer Battery Separator

    NASA Astrophysics Data System (ADS)

    Avdeev, Ilya; Martinsen, Michael; Francis, Alex

    2014-01-01

    Designing battery packs for safety in automotive applications requires multiscale modeling, as macroscopic deformations due to impact cause the mechanical failure of individual cells on a sub-millimeter level. The separator material plays a critical role in this process, as the thinning or perforating of the separator can lead to thermal runaway and catastrophic failure of an entire battery pack. The electrochemical properties of various polymer separators have been extensively investigated; however, the dependency of mechanical properties of these thin films on various factors, such as high temperature and strain rate, has not been sufficiently characterized. In this study, the macroscopic mechanical properties of a multilayer polymer thin film used as a battery separator are studied experimentally at various temperatures, strain rates, and solvent saturations. Due to the anisotropy of the material, material testing was conducted in two perpendicular directions (machine and transverse directions). Material samples were tested in both dry and saturated conditions at several temperatures, and it was found that temperature and strain rate have a nearly linear effect on the stress experienced by the material. Additionally, saturating the separator material in a common lithium-ion solvent had softened it and had a positive effect on its toughness. The experimental results obtained in this study can be used to develop mathematical constitutive models of the multilayer separator material for subsequent numerical simulations and design.

  18. Jobs in Construction. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

    The booklet describes jobs in the construction industry under the classifications of public and private building. Separate chapters discuss the process of building a city hospital, a model home, and a State highway. Chapters outline miscellaneous jobs in the industry such as elevator constructors, lathers, plasterers, roofers, and sheet metal…

  19. Experimental productivity rate optimization of rare earth element separation through preparative solid phase extraction chromatography.

    PubMed

    Knutson, Hans-Kristian; Max-Hansen, Mark; Jönsson, Christian; Borg, Niklas; Nilsson, Bernt

    2014-06-27

    Separating individual rare earth elements from a complex mixture with several elements is difficult and this is emphasized for the middle elements: Samarium, Europium and Gadolinium. In this study we have accomplished an overloaded one-step separation of these rare earth elements through preparative ion-exchange high-performance liquid chromatography with an bis (2-ethylhexyl) phosphoric acid impregnated column and nitric acid as eluent. An inductively coupled plasma mass spectrometry unit was used for post column element detection. The main focus was to optimize the productivity rate, subject to a yield requirement of 80% and a purity requirement of 99% for each element, by varying the flow rate and batch load size. The optimal productivity rate in this study was 1.32kgSamarium/(hmcolumn(3)), 0.38kgEuropium/(hmcolumn(3)) and 0.81kgGadolinium/(hmcolumn(3)). PMID:24835593

  20. An analysis of landing rates and separations at the Dallas/Fort Worth International Airport

    NASA Technical Reports Server (NTRS)

    Ballin, Mark G.; Erzberger, Heinz

    1996-01-01

    Advanced air traffic management systems such as the Center/TRACON Automation System (CTAS) should yield a wide range of benefits, including reduced aircraft delays and controller workload. To determine the traffic-flow benefits achievable from future terminal airspace automation, live radar information was used to perform an analysis of current aircraft landing rates and separations at the Dallas/Fort Worth International Airport. Separation statistics that result when controllers balance complex control procedural constraints in order to maintain high landing rates are presented. In addition, the analysis estimates the potential for airport capacity improvements by determining the unused landing opportunities that occur during rush traffic periods. Results suggest a large potential for improving the accuracy and consistency of spacing between arrivals on final approach, and they support earlier simulation findings that improved air traffic management would increase capacity and reduce delays.

  1. Rate-constrained source separation for speech enhancement in wireless-communicated binaural hearing aids

    NASA Astrophysics Data System (ADS)

    Ayllón, David; Gil-Pita, Roberto; Rosa-Zurera, Manuel

    2013-12-01

    A recent trend in hearing aids is the connection of the left and right devices to collaborate between them. Binaural systems can provide natural binaural hearing and support the improvement of speech intelligibility in noise, but they require data transmission between both devices, which increases the power consumption. This paper presents a novel sound source separation algorithm for binaural speech enhancement based on supervised machine learning and time-frequency masking. The system is designed considering the power restrictions in hearing aids, constraining both the computational cost of the algorithm and the transmission bit rate. The transmission schema is optimized using a tailored evolutionary algorithm that assigns a different number of bits to each frequency band. The proposed algorithm requires less than 10% of the available computational resources for signal processing and obtains good separation performance using bit rates lower than 64 kbps.

  2. An Investigation of the Relationship between Teachers' Ratings of Their Principals' Leadership Style and Teachers' Job Satisfaction in Public Education

    ERIC Educational Resources Information Center

    Shead, Lisa M.

    2010-01-01

    This study examined the relationship between principals' leadership styles and teachers' job satisfaction. A demographic survey, the School-Level Environment Questionnaire (Fisher and Fraser, 1990), and the Job Descriptive Index (Smith, et, al. 1969) were administered to 232 teachers representing the San Antonio Independent School District. The…

  3. High-rate wastewater treatment combining a moving bed biofilm reactor and enhanced particle separation.

    PubMed

    Helness, H; Melin, E; Ulgenes, Y; Järvinen, P; Rasmussen, V; Odegaard, H

    2005-01-01

    Many cities around the world are looking for compact wastewater treatment alternatives since space for treatment plants is becoming scarce. In this paper development of a new compact, high-rate treatment concept with results from experiments in lab-scale and pilot-scale are presented. The idea behind the treatment concept is that coagulation/floc separation may be used to separate suspended and colloidal matter (resulting in > 70% organic matter removal in normal wastewater) while a high-rate biofilm process (based on Moving Bed biofilm reactors) may be used for removing low molecular weight, easily biodegradable, soluble organic matter. By using flotation for floc/biomass separation, the total residence time for a plant according to this concept will normally be < 1 hour. A cationic polymer combined with iron is used as coagulant at low dosages (i.e. 1-2 mg polymer/l, 5-10 mg Fe/l) resulting in low sludge production (compared to conventional chemical treatment) and sufficient P-removal. PMID:16459783

  4. Measurements of Aircraft Wake Vortex Separation at High Arrival Rates and a Proposed New Wake Vortex Separation Philosophy

    NASA Technical Reports Server (NTRS)

    Rutishauser, David; Donohue, George L.; Haynie, Rudolph C.

    2003-01-01

    This paper presents data and a proposed new aircraft wake vortex separation standard that argues for a fundamental re-thinking of international practice. The current static standard, under certain atmospheric conditions, presents an unnecessary restriction on system capacity. A new approach, that decreases aircraft separation when atmospheric conditions dictate, is proposed based upon the availability of new instrumentation and a better understanding of wake physics.

  5. A novel laminated separator with multi functions for high-rate dischargeable lithium-sulfur batteries

    NASA Astrophysics Data System (ADS)

    Cai, Wenlong; Li, Gaoran; He, Fan; Jin, Liming; Liu, Binhong; Li, Zhoupeng

    2015-06-01

    A novel high-rate dischargeable semi-solid Li-S battery without free liquid electrolyte is assembled using a multi-functional separator with a polysulfide shield. The polysulfide shield is composed of Li+-Nafion, polyethylene oxide, and super P carbon. Hierarchical porous carbon is used as a sulfur holder to anchor polysulfide and improve cathode conductivity. Unlike all-solid Li-S batteries, the resultant Li-S battery shows excellent performance in both rate capacity and cycleability. The sulfur lithiation capacity reaches 1330 mAh g-1 at 0.2 C (0.335 A g-1 of S) and 690 mAh g-1 (338 mAh g-1 of electrode materials) at 10 C (16.75 A g-1 of S). The cell with the fabricated separator (SNP/Celgard) showed very low capacity degradation rate of less than 0.1% per cycle at 1 C (a discharge current density of 1.675 A g-1).

  6. Photoinduced charge separation and recombination: The influence of medium on rates and energetics

    NASA Astrophysics Data System (ADS)

    Wasielewski, M. R.; Gaines, G. L.; Oneil, M. P.; Svec, W. A.; Niemczyk, M. P.

    Recent interest in the role of the solvent in electron transfer reactions has focused on ultrafast photoinduced electron transfers, highlighted by investigations into the primary events of bacterial photosynthesis. Rates of photoinduced charge separation proceeding from the lowest excited singlet state in 14 fixed-distance porphyrin triptycene acceptor molecules were measured in 2-methyl tetrahydrofuran glass at 77 K. Analysis of the rate data as a function of free energy of reaction reveals that the ion-pair state of the oxidized donor and reduced acceptor is destabilized in a rigid glass medium by 0.8 eV relative to the ion-pair state energy determined from the sum of the one-electron redox potentials for the donor and acceptor in polar liquids. The measured value of this destabilization energy agrees remarkably well with predictions based on the dielectric continuum model of the solvent. From the maximum of the rate vs free energy profile for photoinduced charge separation, the total reorganization energy of the reaction is 0.6 eV. Analysis of this data shows that the solvent reorganization energy is 0.3 eV, while the internal nuclear reorganization energy of the donor-acceptor molecules is 0.3 eV.

  7. Interview for the Job. Job Search. Competency 4.0.

    ERIC Educational Resources Information Center

    Ohio State Univ., Columbus. National Center for Research in Vocational Education.

    This competency booklet for individualized competency-based instruction is the fourth of five in the Job Search Skills package. (Instructor program and guides are available separately as CE 031 965 and 966, the other booklets as CE 031 967-971.) It contains 13 operational units related to the job search competency of interviewing for the job. (The…

  8. [Effects of carrier liquid and flow rate on the separation in gravitational field-flow fractionation].

    PubMed

    Guo, Shuang; Zhu, Chenqi; Gao-Yang, Yaya; Qiu, Bailing; Wu, Di; Liang, Qihui; He, Jiayuan; Han, Nanyin

    2016-02-01

    Gravitational field-flow fractionation is the simplest field-flow fractionation technique in terms of principle and operation. The earth' s gravity is its external field. Different sized particles are injected into a thin channel and carried by carrier fluid. The different velocities of the carrier liquid in different places results in a size-based separation. A gravitational field-flow fractionation (GrFFF) instrument was designed and constructed. Two kinds of polystyrene (PS) particles with different sizes (20 µm and 6 µm) were chosen as model particles. In this work, the separation of the sample was achieved by changing the concentration of NaN3, the percentage of mixed surfactant in the carrier liquid and the flow rate of carrier liquid. Six levels were set for each factor. The effects of these three factors on the retention ratio (R) and plate height (H) of the PS particles were investigated. It was found that R increased and H decreased with increasing particle size. On the other hand, the R and H increased with increasing flow rate. The R and H also increased with increasing NaN3 concentration. The reason was that the electrostatic repulsive force between the particles and the glass channel wall increased. The force allowed the samples approach closer to the channel wall. The results showed that the resolution and retention time can be improved by adjusting the experimental conditions. These results can provide important values to the further applications of GrFFF technique. PMID:27382718

  9. Job Turnover and Job Satisfaction among Nursing Home Aides.

    ERIC Educational Resources Information Center

    Waxman, Howard M.; And Others

    1984-01-01

    Interviewed 234 aides in seven nursing homes concerning job turnover rate, job satisfaction, and perception of milieu. A positive association found between turnover rate and aides' perceptions of the homes' order, organization, and control suggested that job turnover would lessen with more involvement in the decision-making process. (JAC)

  10. 45 CFR 286.105 - What limitations concerning vocational education, job search and job readiness assistance exist...

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ..., job search and job readiness assistance exist with respect to the work participation rate? 286.105... vocational education, job search and job readiness assistance exist with respect to the work participation... 12 months. (b) There are two limitations concerning job search and job readiness: (1) Job search...

  11. 45 CFR 286.105 - What limitations concerning vocational education, job search and job readiness assistance exist...

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ..., job search and job readiness assistance exist with respect to the work participation rate? 286.105... vocational education, job search and job readiness assistance exist with respect to the work participation... 12 months. (b) There are two limitations concerning job search and job readiness: (1) Job search...

  12. Job Placement Rates for Graduates of Washington Community and Technical College Vocational Programs. Research Report No. 94-7.

    ERIC Educational Resources Information Center

    Seppanen, Loretta

    Each year, the Washington State Board for Community and Technical Colleges (SBCTC) compiles data on educational and job related outcomes for graduates of vocational preparation programs. The automated data matching procedure examines state unemployment insurance and benefits records, public post-secondary enrollments, U.S. Armed Forces…

  13. Direct Measurement of the Effective Rate Constant for Primary Charge Separation in Isolated Photosystem II Reaction Centers

    SciTech Connect

    Greenfield, S. R.; Seibert, M.; Govindjee; Wasielewski, M. R.

    1997-03-27

    Transient absorption measurements of the pheophytin a anion band and Qx band bleach region using preferential excitation of P680 are performed on isolated photosystem II reaction centers to determine the effective rate constant for charge separtion. A novel analysis of the Qx band bleach region explicity takes the changing background into account in order to directly measure the rate of growth of the bleach. Both spectral regions reveal biphasic kinetics, with a ca. (8 ps)-1 rate constant for the faster component, and a ca. (50 ps)-1 rate constant for the slower component. We propose that the fster component corresponds to the effective rate constant for charge separation from within the equilibrated reaction center core and provides a lower limit for the intrinsic rate constant for charge separation. The slower component corresponds to charge separation that is limited by slow energy transfer from a long-wavelength accessory chlorophyll a.

  14. Auditory stream segregation in monkey auditory cortex: effects of frequency separation, presentation rate, and tone duration

    NASA Astrophysics Data System (ADS)

    Fishman, Yonatan I.; Arezzo, Joseph C.; Steinschneider, Mitchell

    2004-09-01

    Auditory stream segregation refers to the organization of sequential sounds into ``perceptual streams'' reflecting individual environmental sound sources. In the present study, sequences of alternating high and low tones, ``...ABAB...,'' similar to those used in psychoacoustic experiments on stream segregation, were presented to awake monkeys while neural activity was recorded in primary auditory cortex (A1). Tone frequency separation (ΔF), tone presentation rate (PR), and tone duration (TD) were systematically varied to examine whether neural responses correlate with effects of these variables on perceptual stream segregation. ``A'' tones were fixed at the best frequency of the recording site, while ``B'' tones were displaced in frequency from ``A'' tones by an amount=ΔF. As PR increased, ``B'' tone responses decreased in amplitude to a greater extent than ``A'' tone responses, yielding neural response patterns dominated by ``A'' tone responses occurring at half the alternation rate. Increasing TD facilitated the differential attenuation of ``B'' tone responses. These findings parallel psychoacoustic data and suggest a physiological model of stream segregation whereby increasing ΔF, PR, or TD enhances spatial differentiation of ``A'' tone and ``B'' tone responses along the tonotopic map in A1.

  15. The impact of ratee's disability on performance judgments and choice as partner: the role of disability-job fit stereotypes and interdependence of rewards.

    PubMed

    Colella, A; DeNisi, A S; Varma, A

    1998-02-01

    An experiment assessed the impact of disability-job fit stereotypes and reward interdependence on personnel judgments about persons with disabilities. Students (N = 87) evaluated 3 confederates. The experiment varied disability of the target confederate (dyslexia vs. nondisabled), task, and dependence of rater rewards on partner performance. Two disability-task combinations represented stereotypical poor fit and good fit. Dependent variables were performance evaluations, performance expectations, and ranking of target as a partner. There was negative bias against the confederate with dyslexia in poor-fit conditions. In the interdependent reward condition, there was a negative main effect for disability, regardless of fit. No effects for disability were found on performance ratings or expectations. Results indicate the need to consider disability-job fit stereotypes and consequences to raters when assessing the impact of disability on personnel judgments. PMID:9494442

  16. Job satisfaction of CNMs. Luxury or necessity?

    PubMed

    Collins, C

    1990-01-01

    Employees with high job satisfaction demonstrate a low job turnover rate. Identifying specific factors related to CNM job satisfaction and restructuring job designs accordingly may reduce CNM job turnover. This approach may also aid in recruiting nurses into the profession and CNMs into open positions. General theories of job satisfaction and the results of research in industry and general nursing are discussed. The results of a preliminary study of CNM job satisfaction indicate that CNMs are mostly satisfied with their jobs. In addition, CNMs in different types of practice show differences in the rank order of job satisfaction factors. Recommendations are made for future research. PMID:2398409

  17. Job Enrichment and the Mentally Retarded Worker.

    ERIC Educational Resources Information Center

    Morris, Jerry L.; And Others

    1981-01-01

    The effect of job enrichment on the production rate of 14 mentally retarded adult workers was evaluated. Job enrichment led to increases in standard rates of production for high IQ Ss and lower rates for low IQ Ss. (Author)

  18. What Controls the Rate of Ultrafast Charge Transfer and Charge Separation Efficiency in Organic Photovoltaic Blends.

    PubMed

    Jakowetz, Andreas C; Böhm, Marcus L; Zhang, Jiangbin; Sadhanala, Aditya; Huettner, Sven; Bakulin, Artem A; Rao, Akshay; Friend, Richard H

    2016-09-14

    In solar energy harvesting devices based on molecular semiconductors, such as organic photovoltaics (OPVs) and artificial photosynthetic systems, Frenkel excitons must be dissociated via charge transfer at heterojunctions to yield free charges. What controls the rate and efficiency of charge transfer and charge separation is an important question, as it determines the overall power conversion efficiency (PCE) of these systems. In bulk heterojunctions between polymer donor and fullerene acceptors, which provide a model system to understand the fundamental dynamics of electron transfer in molecular systems, it has been established that the first step of photoinduced electron transfer can be fast, of order 100 fs. But here we report the first study which correlates differences in the electron transfer rate with electronic structure and morphology, achieved with sub-20 fs time resolution pump-probe spectroscopy. We vary both the fullerene substitution and donor/fullerene ratio which allow us to control both aggregate size and the energetic driving force for charge transfer. We observe a range of electron transfer times from polymer to fullerene, from 240 fs to as short as 37 fs. Using ultrafast electro-optical pump-push-photocurrent spectroscopy, we find the yield of free versus bound charges to be weakly dependent on the energetic driving force, but to be very strongly dependent on fullerene aggregate size and packing. Our results point toward the importance of state accessibility and charge delocalization and suggest that energetic offsets between donor and acceptor levels are not an important criterion for efficient charge generation. This provides design rules for next-generation materials to minimize losses related to driving energy and boost PCE. PMID:27538341

  19. Accumulative job demands and support for strength use: Fine-tuning the job demands-resources model using conservation of resources theory.

    PubMed

    van Woerkom, Marianne; Bakker, Arnold B; Nishii, Lisa H

    2016-01-01

    Absenteeism associated with accumulated job demands is a ubiquitous problem. We build on prior research on the benefits of counteracting job demands with resources by focusing on a still untapped resource for buffering job demands-that of strengths use. We test the idea that employees who are actively encouraged to utilize their personal strengths on the job are better positioned to cope with job demands. Based on conservation of resources (COR) theory, we hypothesized that job demands can accumulate and together have an exacerbating effect on company registered absenteeism. In addition, using job demands-resources theory, we hypothesized that perceived organizational support for strengths use can buffer the impact of separate and combined job demands (workload and emotional demands) on absenteeism. Our sample consisted of 832 employees from 96 departments (response rate = 40.3%) of a Dutch mental health care organization. Results of multilevel analyses indicated that high levels of workload strengthen the positive relationship between emotional demands and absenteeism and that support for strength use interacted with workload and emotional job demands in the predicted way. Moreover, workload, emotional job demands, and strengths use interacted to predict absenteeism. Strengths use support reduced the level of absenteeism of employees who experienced both high workload and high emotional demands. We conclude that providing strengths use support to employees offers organizations a tool to reduce absenteeism, even when it is difficult to redesign job demands. PMID:26121090

  20. The Contribution of Sex Distribution, Job Content, and Occupational Classification to Job Sextyping: Two Studies.

    ERIC Educational Resources Information Center

    Krefting, Linda A.; And Others

    1978-01-01

    The distribution of males and females on a job, occupational classification, and job content were examined as predictors of job sex stereotypes in two studies. Results indicate that the base rate of males and females in the job is the most important predictor of job sextypes. (Author)

  1. Masculinity-Femininity Perceptions of Job Requirements and Their Relationship to Job-Sex Stereotypes.

    ERIC Educational Resources Information Center

    Krefting, Linda A.; Berger, Philip K.

    1979-01-01

    Defined sex appropriateness either as to the entire job or with respect to tasks which comprise the job. Sex appropriateness was examined by obtaining subjective estimates of the masculinity-femininity of the job requirement dimensions. Suggests that sex appropriateness of a job and of the tasks are distinct, separate concepts. (Author)

  2. High-rate/high-temperature capability of a single-layer zicar-separator nickel-hydrogen cell

    NASA Technical Reports Server (NTRS)

    Wheeler, James R.

    1995-01-01

    A 50 Ampere-hour nickel-hydrogen cell with a single-layer Zircar separator stack design was fully charged and then discharged at a 2C current rate to an end voltage of 1 volt. This extreme test resulted in high temperatures which were recorded at three locations on the cell, i.e., the cell wall, the boss (barrel of the compression seal), and a terminal. The results provide new information about the high-temperature and high-discharge-rate capabilities of nickel-hydrogen cells. This information also adds to the growing data base for single-layer zirconium-oxide-cloth (Zircar) separator cell designs.

  3. Job center

    NASA Astrophysics Data System (ADS)

    To better meet the needs of AGU members, a program has been started to increase the effectiveness of the Job Center activity at the Spring and Fall Meetings. As a result, participation in the Job Center at the 1988 AGU Spring Meeting in Baltimore increased substantially compared to previous Spring Meetings. The number of employers, applicants, and interviews scheduled more than doubled compared to the 1987 Spring Job Center.In order to make the meeting Job Centers even better, a survey is being conducted of employers and applicants who participated in the 1988 Spring Job Center. Evaluation of this survey will be useful in continuing increased participation in and the effectiveness of the Job Center at the 1988 Fall Meeting. Past participants and those interested in the future of the Job Center are encouraged to forward comments and suggestions to AGU, Member Programs Division, 2000 Florida Ave., N.W., Washington, DC 20009.

  4. Job Search Methods: Internet versus Traditional.

    ERIC Educational Resources Information Center

    Kuhn, Peter; Skuterud, Mikal

    2000-01-01

    In 1998, 15 percent of unemployed job seekers used the Internet to seek jobs, as did half of all job seekers with online access from home. Internet search rates exceeded those of traditional methods, but Internet job seekers were more likely to use traditional methods as well. Unemployed blacks and Hispanics used the Internet least in job…

  5. Localized polyselenides in a graphene-coated polymer separator for high rate and ultralong life lithium-selenium batteries.

    PubMed

    Fang, Ruopian; Zhou, Guangmin; Pei, Songfeng; Li, Feng; Cheng, Hui-Ming

    2015-02-28

    A graphene-coated polymer separator was developed for lithium-selenium batteries with pure selenium powder as the active material. The structure is a simple yet effective strategy for improving Li-Se battery's electrochemical performance, yielding long cycle life up to 1000 cycles with high capacity and excellent rate behavior. PMID:25643659

  6. 5 CFR 532.217 - Appropriated fund survey jobs.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Appropriated fund survey jobs. 532.217... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.217 Appropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Janitor (Heavy)...

  7. 5 CFR 532.225 - Nonappropriated fund survey jobs.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Nonappropriated fund survey jobs. 532.225... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.225 Nonappropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Food...

  8. 5 CFR 532.217 - Appropriated fund survey jobs.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Appropriated fund survey jobs. 532.217... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.217 Appropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Janitor (Heavy)...

  9. 5 CFR 532.225 - Nonappropriated fund survey jobs.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Nonappropriated fund survey jobs. 532.225... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.225 Nonappropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Food...

  10. 5 CFR 532.225 - Nonappropriated fund survey jobs.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Nonappropriated fund survey jobs. 532.225... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.225 Nonappropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Food...

  11. 5 CFR 532.217 - Appropriated fund survey jobs.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Appropriated fund survey jobs. 532.217... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.217 Appropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Janitor (Heavy)...

  12. 5 CFR 532.225 - Nonappropriated fund survey jobs.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Nonappropriated fund survey jobs. 532.225... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.225 Nonappropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Food...

  13. 5 CFR 532.217 - Appropriated fund survey jobs.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Appropriated fund survey jobs. 532.217... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.217 Appropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Janitor (Heavy)...

  14. Jobs for Americans.

    ERIC Educational Resources Information Center

    Ginzberg, Eli, Ed.

    Written under a contract with the National Commission for Manpower Policy, this book contains eight chapters (each by a separate author) intended to aid in charting a national employment strategy and assessing the goal of full employment. Three main themes that pervade the book are (1) the responsibility of the federal government to create jobs,…

  15. Together yet Separate: Students' Associating Amounts of Change in Quantities Involved in Rate of Change

    ERIC Educational Resources Information Center

    Johnson, Heather L.

    2015-01-01

    This paper extends work about quantitative reasoning related to covarying quantities involved in rate of change. It reports a multiple case study of three students' reasoning about quantities involved in rate of change when working on tasks incorporating multiple representations of covarying quantities. When interpreting relationships between…

  16. Job Enrichment

    ERIC Educational Resources Information Center

    Sanders, Rick

    1970-01-01

    Job enrichment means giving people more decision-making power, more responsibility, more grasp of the totality of the job, and a sense of their own importance in the company. This article presents evidence of the successful working of this approach (Donnelly Mirrors), and the lack of success with an opposing approach (General Motors). (NL)

  17. Application of X-Y separable 2-D array beamforming for increased frame rate and energy efficiency in handheld devices.

    PubMed

    Owen, Kevin; Fuller, Michael; Hossack, John

    2012-07-01

    Two-dimensional arrays present significant beamforming computational challenges because of their high channel count and data rate. These challenges are even more stringent when incorporating a 2-D transducer array into a battery-powered hand-held device, placing significant demands on power efficiency. Previous work in sonar and ultrasound indicates that 2-D array beamforming can be decomposed into two separable line-array beamforming operations. This has been used in conjunction with frequency-domain phase-based focusing to achieve fast volume imaging. In this paper, we analyze the imaging and computational performance of approximate near-field separable beamforming for high-quality delay-and-sum (DAS) beamforming and for a low-cost, phase-rotation-only beamforming method known as direct-sampled in-phase quadrature (DSIQ) beamforming. We show that when high-quality time-delay interpolation is used, separable DAS focusing introduces no noticeable imaging degradation under practical conditions. Similar results for DSIQ focusing are observed. In addition, a slight modification to the DSIQ focusing method greatly increases imaging contrast, making it comparable to that of DAS, despite having a wider main lobe and higher side lobes resulting from the limitations of phase-only time-delay interpolation. Compared with non-separable 2-D imaging, up to a 20-fold increase in frame rate is possible with the separable method. When implemented on a smart-phone-oriented processor to focus data from a 60 x 60 channel array using a 40 x 40 aperture, the frame rate per C-mode volume slice increases from 16 to 255 Hz for DAS, and from 11 to 193 Hz for DSIQ. Energy usage per frame is similarly reduced from 75 to 4.8 mJ/ frame for DAS, and from 107 to 6.3 mJ/frame for DSIQ. We also show that the separable method outperforms 2-D FFT-based focusing by a factor of 1.64 at these data sizes. This data indicates that with the optimal design choices, separable 2-D beamforming can

  18. Application of X-Y Separable 2-D Array Beamforming for Increased Frame Rate and Energy Efficiency in Handheld Devices

    PubMed Central

    Owen, Kevin; Fuller, Michael I.; Hossack, John A.

    2015-01-01

    Two-dimensional arrays present significant beamforming computational challenges because of their high channel count and data rate. These challenges are even more stringent when incorporating a 2-D transducer array into a battery-powered hand-held device, placing significant demands on power efficiency. Previous work in sonar and ultrasound indicates that 2-D array beamforming can be decomposed into two separable line-array beamforming operations. This has been used in conjunction with frequency-domain phase-based focusing to achieve fast volume imaging. In this paper, we analyze the imaging and computational performance of approximate near-field separable beamforming for high-quality delay-and-sum (DAS) beamforming and for a low-cost, phaserotation-only beamforming method known as direct-sampled in-phase quadrature (DSIQ) beamforming. We show that when high-quality time-delay interpolation is used, separable DAS focusing introduces no noticeable imaging degradation under practical conditions. Similar results for DSIQ focusing are observed. In addition, a slight modification to the DSIQ focusing method greatly increases imaging contrast, making it comparable to that of DAS, despite having a wider main lobe and higher side lobes resulting from the limitations of phase-only time-delay interpolation. Compared with non-separable 2-D imaging, up to a 20-fold increase in frame rate is possible with the separable method. When implemented on a smart-phone-oriented processor to focus data from a 60 × 60 channel array using a 40 × 40 aperture, the frame rate per C-mode volume slice increases from 16 to 255 Hz for DAS, and from 11 to 193 Hz for DSIQ. Energy usage per frame is similarly reduced from 75 to 4.8 mJ/ frame for DAS, and from 107 to 6.3 mJ/frame for DSIQ. We also show that the separable method outperforms 2-D FFT-based focusing by a factor of 1.64 at these data sizes. This data indicates that with the optimal design choices, separable 2-D beamforming can

  19. Separating spatial search and efficiency rates as components of predation risk.

    PubMed

    DeCesare, Nicholas J

    2012-11-22

    Predation risk is an important driver of ecosystems, and local spatial variation in risk can have population-level consequences by affecting multiple components of the predation process. I use resource selection and proportional hazard time-to-event modelling to assess the spatial drivers of two key components of risk--the search rate (i.e. aggregative response) and predation efficiency rate (i.e. functional response)--imposed by wolves (Canis lupus) in a multi-prey system. In my study area, both components of risk increased according to topographic variation, but anthropogenic features affected only the search rate. Predicted models of the cumulative hazard, or risk of a kill, underlying wolf search paths validated well with broad-scale variation in kill rates, suggesting that spatial hazard models provide a means of scaling up from local heterogeneity in predation risk to population-level dynamics in predator-prey systems. Additionally, I estimated an integrated model of relative spatial predation risk as the product of the search and efficiency rates, combining the distinct contributions of spatial heterogeneity to each component of risk. PMID:22977145

  20. Footprint methods to separate N2O emission rates from adjacent paddock areas.

    PubMed

    Mukherjee, Sandipan; McMillan, Andrew M S; Sturman, Andrew P; Harvey, Mike J; Laubach, Johannes

    2015-03-01

    Using micrometeorological techniques to measure greenhouse gas emissions from differently treated adjacent plots is a promising avenue to verify the effect of mitigation strategies at the field scale. In pursuing such an approach, it is crucial to accurately characterize the source area of the fluxes measured at each sampling point. Hence, a comprehensive footprint analysis method is required so that emission rates can be obtained for a specific field within a biochemically heterogeneous area. In this study, a footprint analysis method is developed to estimate the emission for an experiment where the flux of N2O is measured from several control and treated plots. The emission rate of an individual plot is estimated using an inverse footprint fraction approach where the footprint fractions are obtained from an analytical footprint model. A numerical solution for obtaining the background flux for such a multiplot measurement system is also provided. Results of the footprint analysis method are assessed, first, by comparing footprint fractions obtained from both an analytical footprint model and a "forward" simulation of a backward Lagrangian stochastic (bLs) model; and second, by comparing the emission rates of a control plot obtained from the footprint analysis method and from the "backward" simulation of the bLs model. It is found that the analytical footprint fractions compare well with the values obtained from the bLs model (correlation coefficient of 0.58 and 0.66 within p value <0.001). An average of 4.3 % of the measured fluxes is found to be contributed by sources outside the measured area and, excluding this outside area contribution to the measured flux, footprint corrected emission rates within the defined domain are found to increase by 2.1 to 5.8 % of the measured flux. Also, the proposed method of emission rate estimation is found to work well under a wide range of atmospheric stability. PMID:24899395

  1. 41 CFR 60-2.12 - Job group analysis.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 41 Public Contracts and Property Management 1 2011-07-01 2009-07-01 true Job group analysis. 60-2... group analysis. (a) Purpose: A job group analysis is a method of combining job titles within the... employed. (b) In the job group analysis, jobs at the establishment with similar content, wage rates,...

  2. 41 CFR 60-2.12 - Job group analysis.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Job group analysis. 60-2... group analysis. (a) Purpose: A job group analysis is a method of combining job titles within the... employed. (b) In the job group analysis, jobs at the establishment with similar content, wage rates,...

  3. Integration of scale-down experimentation and general rate modelling to predict manufacturing scale chromatographic separations.

    PubMed

    Gerontas, Spyridon; Asplund, Magnus; Hjorth, Rolf; Bracewell, Daniel G

    2010-10-29

    Chromatography is an essential downstream processing step in the production of biopharmaceuticals. Here we present an approach to chromatography scale-up using scale-down experimentation integrated with general rate modelling. This type of modelling takes account all contributions to the mass transfer kinetics providing process understanding. The model is calibrated using a 2.5 cm height, 1 ml column and used to predict chromatograms for 20 cm height columns from 40 ml to 160 L volume. Simulations were found to be in good agreement with experimental results. The envisaged approach could potentially reduce the number of experiments, shorten development time and reduce costs. PMID:20880533

  4. Job Mobility and Drug Use: An Event History Analysis.

    ERIC Educational Resources Information Center

    Kandel, Denise B.; Yamaguchi, Kazuo

    1987-01-01

    Reports the results of a study of 1,325 young adults aged 24 to 25, to investigate the relationship between patterns of drug use and job separations. The relationships observed between job mobility and drug use support the general hypothesis that drug use predicts job turnover and decreased tenure on the job. (JDH)

  5. Development and Validation of the Job Crafting Scale

    ERIC Educational Resources Information Center

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

    2012-01-01

    We developed and validated a scale to measure job crafting behavior in three separate studies conducted in The Netherlands (total N=1181). Job crafting is defined as the self-initiated changes that employees make in their own job demands and job resources to attain and/or optimize their personal (work) goals. In Study 1 and 2 the Dutch job…

  6. Electrospun Polymer Blend Nanofibers for Tunable Drug Delivery: The Role of Transformative Phase Separation on Controlling the Release Rate.

    PubMed

    Tipduangta, Pratchaya; Belton, Peter; Fábián, László; Wang, Li Ying; Tang, Huiru; Eddleston, Mark; Qi, Sheng

    2016-01-01

    Electrospun fibrous materials have a wide range of biomedical applications, many of them involving the use of polymers as matrices for incorporation of therapeutic agents. The use of polymer blends improves the tuneability of the physicochemical and mechanical properties of the drug loaded fibers. This also benefits the development of controlled drug release formulations, for which the release rate can be modified by altering the ratio of the polymers in the blend. However, to realize these benefits, a clear understanding of the phase behavior of the processed polymer blend is essential. This study reports an in depth investigation of the impact of the electrospinning process on the phase separation of a model partially miscible polymer blend, PVP K90 and HPMCAS, in comparison to other conventional solvent evaporation based processes including film casting and spin coating. The nanoscale stretching and ultrafast solvent removal of electrospinning lead to an enhanced apparent miscibility between the polymers, with the same blends showing micronscale phase separation when processed using film casting and spin coating. Nanoscale phase separation in electrospun blend fibers was confirmed in the dry state. Rapid, layered, macroscale phase separation of the two polymers occurred during the wetting of the fibers. This led to a biphasic drug release profile from the fibers, with a burst release from PVP-rich phases and a slower, more continuous release from HPMCAS-rich phases. It was noted that the model drug, paracetamol, had more favorable partitioning into the PVP-rich phase, which is likely to be a result of greater hydrogen bonding between PVP and paracetamol. This led to higher drug contents in the PVP-rich phases than the HPMCAS-rich phases. By alternating the proportions of the PVP and HPMCAS, the drug release rate can be modulated. PMID:26655957

  7. Job Task Analysis.

    ERIC Educational Resources Information Center

    Clemson Univ., SC.

    This publication consists of job task analyses for jobs in textile manufacturing. Information provided for each job in the greige and finishing plants includes job title, job purpose, and job duties with related educational objectives, curriculum, assessment, and outcome. These job titles are included: yarn manufacturing head overhauler, yarn…

  8. Good Jobs or Bad Jobs? Evaluating the American Job Creation Experience.

    ERIC Educational Resources Information Center

    Loveman, Gary W.; Tilly, Chris

    1988-01-01

    The authors discuss the rate of job creation in the United States between 1973 and 1985. The controversy regarding the quality of the new jobs is emphasized. Four points of view on this controversy are reviewed. The authors also present recent research findings concerning average earnings and earnings inequality. (CH)

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

    ERIC Educational Resources Information Center

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

    2006-01-01

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

  10. 5 CFR 532.315 - Additional survey jobs.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Additional survey jobs. 532.315 Section... RATE SYSTEMS Determining Rates for Principal Types of Positions § 532.315 Additional survey jobs. (a... add to the required survey jobs the specialized survey jobs listed below opposite the industry...

  11. 5 CFR 532.315 - Additional survey jobs.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Additional survey jobs. 532.315 Section... RATE SYSTEMS Determining Rates for Principal Types of Positions § 532.315 Additional survey jobs. (a... add to the required survey jobs the specialized survey jobs listed below opposite the industry...

  12. 5 CFR 532.315 - Additional survey jobs.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Additional survey jobs. 532.315 Section... RATE SYSTEMS Determining Rates for Principal Types of Positions § 532.315 Additional survey jobs. (a... add to the required survey jobs the specialized survey jobs listed below opposite the industry...

  13. 5 CFR 532.315 - Additional survey jobs.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Additional survey jobs. 532.315 Section... RATE SYSTEMS Determining Rates for Principal Types of Positions § 532.315 Additional survey jobs. (a... add to the required survey jobs the specialized survey jobs listed below opposite the industry...

  14. Job attitudes.

    PubMed

    Judge, Timothy A; Kammeyer-Mueller, John D

    2012-01-01

    Job attitudes research is arguably the most venerable and popular topic in organizational psychology. This article surveys the field as it has been constituted in the past several years. Definitional issues are addressed first, in an attempt to clarify the nature, scope, and structure of job attitudes. The distinction between cognitive and affective bases of job attitudes has been an issue of debate, and recent research using within-persons designs has done much to inform this discussion. Recent research has also begun to reformulate the question of dispositional or situational influences on employee attitudes by addressing how these factors might work together to influence attitudes. Finally, there has also been a continual growth in research investigating how employee attitudes are related to a variety of behaviors at both the individual and aggregated level of analysis. PMID:22129457

  15. Distance dependent rates of photoinduced charge separation and dark charge recombination in fixed distance porphyrin-quinone molecules

    SciTech Connect

    Wasielewski, M.R.; Niemczyk, M.P.

    1986-01-01

    Three zinc tetraphenylporphyrin-anthraquinone derivatives were prepared in which the edge-to-edge distances between the porphyrin and quinone ..pi.. systems are fixed by a rigid hydrocarbon spacer molecule. Triptycene, trans-1,2-diphenylcyclopentane, and adamantane were used to fix the porphyrin-anthraquinone distance at 2.5, 3.7, and 4.9 A, respectively. These molecules possess 1,2, and 3 saturated carbon atoms, respectively, between the porphyrin donor and the quinone acceptor. Rate constants for photoinduced electron transfer from the lowest excited singlet state of the zinc tetraphenylporphyrin donor to the anthraquinone acceptor were measured. In addition, the corresponding radical ion pair recombination rate constants for each of these molecules were also determined. The rate constants for both photoinduced charge separation and subsequent radical ion pair recombination decrease by approximately a factor of 10 for each saturated carbon atom intervening between the porphyrin donor and the quinone acceptor. These results are consistent with a model in which the rate of electron transfer is determined by weak mixing of the sigma orbitals of the saturated hydrocarbon spacer with the ..pi.. orbitals of the donor and acceptor. 22 refs., 5 figs.

  16. Counseling Job Hunters in Salary Negotiation Tactics.

    ERIC Educational Resources Information Center

    Karp, Marshall J.

    A common mistake made by job seekers is to discuss salary before receiving a job offer. This paper offers two basic rules for discussing compensation: (1) Do not mention salary in an interview if the employer does not broach the subject; and (2) when negotiating a pay rate, never give the first figure. Although a job's salary is usually paramount…

  17. Job Ready.

    ERIC Educational Resources Information Center

    Easter Seal Society for Crippled Children and Adults of Washington, Seattle.

    Intended for use by employers for assessing how "job-ready" their particular business environment may be, the booklet provides information illustrating what physical changes could be made to allow persons with mobility limitations to enter and conduct business independently in a particular building. Illustrations along with brief explanations are…

  18. Your Job.

    ERIC Educational Resources Information Center

    Torre, Liz; And Others

    Information and accompanying exercises are provided in this learning module to reinforce basic reading, writing, and math skills and, at the same time, introduce personal assessment and job-seeking techniques. The module's first section provides suggestions for assessing personal interests and identifying the assets one has to offer an employer.…

  19. Variations of boundary reaction rate and particle size on the diffusion-induced stress in a phase separating electrode

    SciTech Connect

    Zhang, Lei; He, Linghui; Ni, Yong; Song, Yicheng

    2014-10-14

    In contrast to the case of single-phase delithiation wherein faster discharging leads to higher diffusion-induced stress (DIS), this paper reports nonmonotonous dependency of the boundary reaction rate on the DIS in nanosized spherical electrode accompanying phase separation. It is attributed to a transition from two-phase to single-phase delithiation driven by increase of the boundary reaction rate leading to narrowing and vanishing of the miscibility gap in a range of the particle size. The profiles of lithium concentration and the DIS are identified during the transition based on a continuum model. The resultant maximum DIS first decreases in the region of two-phase delithiation and later returns to increase in the region of single-phase delithiation with the increase of the boundary reaction rate. A map for the failure behavior in the spherical electrode particle is constructed based on the Tresca failure criterion. These results indicate that the failure caused by the DIS can be avoided by appropriate selection of the said parameters in such electrodes.

  20. Angle-dependent strong-field molecular ionization rates with tuned range-separated time-dependent density functional theory.

    PubMed

    Sissay, Adonay; Abanador, Paul; Mauger, François; Gaarde, Mette; Schafer, Kenneth J; Lopata, Kenneth

    2016-09-01

    Strong-field ionization and the resulting electronic dynamics are important for a range of processes such as high harmonic generation, photodamage, charge resonance enhanced ionization, and ionization-triggered charge migration. Modeling ionization dynamics in molecular systems from first-principles can be challenging due to the large spatial extent of the wavefunction which stresses the accuracy of basis sets, and the intense fields which require non-perturbative time-dependent electronic structure methods. In this paper, we develop a time-dependent density functional theory approach which uses a Gaussian-type orbital (GTO) basis set to capture strong-field ionization rates and dynamics in atoms and small molecules. This involves propagating the electronic density matrix in time with a time-dependent laser potential and a spatial non-Hermitian complex absorbing potential which is projected onto an atom-centered basis set to remove ionized charge from the simulation. For the density functional theory (DFT) functional we use a tuned range-separated functional LC-PBE*, which has the correct asymptotic 1/r form of the potential and a reduced delocalization error compared to traditional DFT functionals. Ionization rates are computed for hydrogen, molecular nitrogen, and iodoacetylene under various field frequencies, intensities, and polarizations (angle-dependent ionization), and the results are shown to quantitatively agree with time-dependent Schrödinger equation and strong-field approximation calculations. This tuned DFT with GTO method opens the door to predictive all-electron time-dependent density functional theory simulations of ionization and ionization-triggered dynamics in molecular systems using tuned range-separated hybrid functionals. PMID:27608987

  1. Career Patterns, Job Functions, and Role Perceptions of University Research Administrators. ASHE Annual Meeting 1981 Paper.

    ERIC Educational Resources Information Center

    Eveslage, Sonja A.; Shisler, Clifford L.

    The job functions, job goals, and career paths of 108 university research administrators randomly selected from the membership of the National Council of University Research Administrators were studied. A cluster analysis that included job functions, percentage of time in job functions, and job goals separated the respondents into three clusters:…

  2. Person-Environment Congruence and Personality Domains in the Prediction of Job Performance and Work Quality

    ERIC Educational Resources Information Center

    Kieffer, Kevin M.; Schinka, John A.; Curtiss, Glenn

    2004-01-01

    This study examined the contributions of the 5-Factor Model (FFM; P. T. Costa & R. R. McCrae, 1992) and RIASEC (J. L. Holland, 1994) constructs of consistency, differentiation, and person-environment congruence in predicting job performance ratings in a large sample (N = 514) of employees. Hierarchical regression analyses conducted separately by…

  3. Separating climate change signals into thermodynamic, lapse-rate and circulation effects: theory and application to the European summer climate

    NASA Astrophysics Data System (ADS)

    Kröner, Nico; Kotlarski, Sven; Fischer, Erich; Lüthi, Daniel; Zubler, Elias; Schär, Christoph

    2016-07-01

    Climate models robustly project a strong overall summer warming across Europe showing a characteristic north-south gradient with enhanced warming and drying in southern Europe. However, the processes that are responsible for this pattern are not fully understood. We here employ an extended surrogate or pseudo-warming approach to disentangle the contribution of different mechanisms to this response pattern. The basic idea of the surrogate technique is to use a regional climate model and apply a large-scale warming to the lateral boundary conditions of a present-day reference simulation, while maintaining the relative humidity (and thus implicitly increasing the specific moisture content). In comparison to previous studies, our approach includes two important extensions: first, different vertical warming profiles are applied in order to separate the effects of a mean warming from lapse-rate effects. Second, a twin-design is used, in which the climate change signals are not only added to present-day conditions, but also subtracted from a scenario experiment. We demonstrate that these extensions provide an elegant way to separate the full climate change signal into contributions from large-scale thermodynamic (TD), lapse-rate (LR), and circulation and other remaining effects (CO). The latter in particular include changes in land-ocean contrast and spatial variations of the SST warming patterns. We find that the TD effect yields a large-scale warming across Europe with no distinct latitudinal gradient. The LR effect, which is quantified for the first time in our study, leads to a stronger warming and some drying in southern Europe. It explains about 50 % of the warming amplification over the Iberian Peninsula, thus demonstrating the important role of lapse-rate changes. The effect is linked to an extending Hadley circulation. The CO effect as inherited from the driving GCM is shown to further amplify the north-south temperature change gradient. In terms of mean summer

  4. Project Employability: Community Job Task Analysis.

    ERIC Educational Resources Information Center

    Burrell, Lewis P.; Talarico, Robert L.

    The handbook, second in a series of six, provides a task description and a task detailing for 55 community jobs to be incorporated in curriculum and teaching strategies for high functioning trainable and low functioning educable mentally retarded high school students in Project Employability (Ohio). The 55 community jobs are separated into four…

  5. Job Placement of JTPA-Trained Welfare Recipients: Implications for the "JOBS" Program in Southern and Nonmetro States.

    ERIC Educational Resources Information Center

    Ghelfi, Linda M.

    1992-01-01

    Since 1990, all states must implement a Job Opportunities and Basic Skills Training Program (JOBS) for welfare recipients. The 1986 aggregated data indicate a job-placement rate of 60 percent. Estimates of unemployment suggest that JOBS participants would face stiff competition for employment, particularly in the South and nonmetro states. (SV)

  6. How Do Principals and Teachers in Special Schools in Turkey Rate Themselves on Levels of Burnout, Job Satisfaction, and Locus of Control?

    ERIC Educational Resources Information Center

    Sari, Hakan

    2005-01-01

    This study explores issues of burnout, job satisfaction, and locus of control among special school principals and teachers in Turkey. The purpose of the study was to determine whether there are differences between principals and teachers in terms of work status, sex, and work experiences. A quantitative approach was used: 295 participants (33…

  7. Comparison of Disability Rates Among Older Adults in Aggregated and Separate Asian American/Pacific Islander Subpopulations

    PubMed Central

    Brennenstuhl, Sarah; Hurd, Marion

    2011-01-01

    Objectives. We assessed the prevalence and adjusted odds of 4 types of disability among 7 groups of older Asian American/Pacific Islander (AAPI) subpopulations, both separately and aggregated, compared with non-Hispanic Whites. Methods. Data were from the nationally representative 2006 American Community Survey, which included institutionalized and community-dwelling Hawaiian/Pacific Islander (n = 524), Vietnamese (n = 2357), Korean (n = 2082), Japanese (n = 3230), Filipino (n = 5109), Asian Indian (n = 2942), Chinese (n = 6034), and non-Hispanic White (n = 641 177) individuals aged 55 years and older. The weighted prevalence, population estimates, and odds ratios of 4 types of disability (functional limitations, limitations in activities of daily living, cognitive problems, and blindness or deafness) were reported for each group. Results. Disability rates in older adults varied more among AAPI subpopulations than between non-Hispanic Whites and the aggregated Asian group. Asian older adults had, on average, better disability outcomes than did non-Hispanic Whites. Conclusions. This study provides the strongest evidence to date that exclusion of institutionalized older adults minimizes disparities in disabilities between Asians and Whites. The aggregation of Asians into one group obscures substantial subgroup variability and fails to identify the most vulnerable groups (e.g., Hawaiian/Pacific Islanders and Vietnamese). PMID:20299647

  8. Job satisfaction among multiple sclerosis certified nurses.

    PubMed

    Gulick, Elsie E; Halper, June; Costello, Kathleen

    2007-08-01

    Several studies document high levels of job satisfaction among certified nurses, but no study has examined job satisfaction and factors influencing job satisfaction of certified multiple sclerosis (MS) nurses. This study tested a theoretical model proposing that two organizational factors, colleague relationships and benefits, will predict job satisfaction. Job satisfaction was represented by four factors: autonomy, professional status, professional growth, and time efficiency. Participants included MS nurses certified for 6 months or more practicing mostly in three countries (Canada, Great Britain, and the United States) who anonymously completed the Misener Nurse Practitioner Job Satisfaction Scale, an overall job satisfaction rating, and demographic information. Findings indicate that colleague relationships and benefits significantly estimated organization structure and that autonomy, professional status, professional growth, and time efficiency significantly estimated job satisfaction; furthermore, organization factors such as colleague relationships and benefits significantly predict job satisfaction. Among the countries, several statistically significant differences were observed between job satisfaction factors as well as items in both organization and job satisfaction subscales. Average factor scores among the countries were mostly rated satisfactory. The International Organization of Multiple Sclerosis Nurses Executive Board plans to use the study findings to see how it needs to focus efforts as an organization toward enhancing and standardizing MS care and develop MS nurse professionalism worldwide. PMID:17847673

  9. 44 CFR 19.520 - Job classification and structure.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 44 Emergency Management and Assistance 1 2014-10-01 2014-10-01 false Job classification and... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  10. 10 CFR 5.520 - Job classification and structure.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 1 2012-01-01 2012-01-01 false Job classification and structure. 5.520 Section 5.520... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  11. 7 CFR 15a.55 - Job classification and structure.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 7 Agriculture 1 2011-01-01 2011-01-01 false Job classification and structure. 15a.55 Section 15a... Programs and Activities Prohibited § 15a.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

  12. 44 CFR 19.520 - Job classification and structure.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Job classification and... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  13. 7 CFR 15a.55 - Job classification and structure.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 7 Agriculture 1 2012-01-01 2012-01-01 false Job classification and structure. 15a.55 Section 15a... Programs and Activities Prohibited § 15a.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

  14. 10 CFR 5.520 - Job classification and structure.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 10 Energy 1 2011-01-01 2011-01-01 false Job classification and structure. 5.520 Section 5.520... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  15. 44 CFR 19.520 - Job classification and structure.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 44 Emergency Management and Assistance 1 2013-10-01 2013-10-01 false Job classification and... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  16. 44 CFR 19.520 - Job classification and structure.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 44 Emergency Management and Assistance 1 2011-10-01 2011-10-01 false Job classification and... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  17. 7 CFR 15a.55 - Job classification and structure.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 7 Agriculture 1 2010-01-01 2010-01-01 false Job classification and structure. 15a.55 Section 15a... Programs and Activities Prohibited § 15a.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

  18. 10 CFR 5.520 - Job classification and structure.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 10 Energy 1 2013-01-01 2013-01-01 false Job classification and structure. 5.520 Section 5.520... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  19. 29 CFR 36.520 - Job classification and structure.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 1 2014-07-01 2013-07-01 true Job classification and structure. 36.520 Section 36.520... Education Programs or Activities Prohibited § 36.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  20. 7 CFR 15a.55 - Job classification and structure.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 7 Agriculture 1 2014-01-01 2014-01-01 false Job classification and structure. 15a.55 Section 15a... Programs and Activities Prohibited § 15a.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

  1. 29 CFR 36.520 - Job classification and structure.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 1 2013-07-01 2013-07-01 false Job classification and structure. 36.520 Section 36.520... Education Programs or Activities Prohibited § 36.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  2. 10 CFR 5.520 - Job classification and structure.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 10 Energy 1 2010-01-01 2010-01-01 false Job classification and structure. 5.520 Section 5.520... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  3. 29 CFR 36.520 - Job classification and structure.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Job classification and structure. 36.520 Section 36.520... Education Programs or Activities Prohibited § 36.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  4. 10 CFR 5.520 - Job classification and structure.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 10 Energy 1 2014-01-01 2014-01-01 false Job classification and structure. 5.520 Section 5.520... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  5. 7 CFR 15a.55 - Job classification and structure.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 7 Agriculture 1 2013-01-01 2013-01-01 false Job classification and structure. 15a.55 Section 15a... Programs and Activities Prohibited § 15a.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

  6. 44 CFR 19.520 - Job classification and structure.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 44 Emergency Management and Assistance 1 2012-10-01 2011-10-01 true Job classification and... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  7. Job Performance and Retention among Welfare Recipients.

    ERIC Educational Resources Information Center

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

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

  8. Prosody and Semantics Are Separate but Not Separable Channels in the Perception of Emotional Speech: Test for Rating of Emotions in Speech

    ERIC Educational Resources Information Center

    Ben-David, Boaz M.; Multani, Namita; Shakuf, Vered; Rudzicz, Frank; van Lieshout, Pascal H. H. M.

    2016-01-01

    Purpose: Our aim is to explore the complex interplay of prosody (tone of speech) and semantics (verbal content) in the perception of discrete emotions in speech. Method: We implement a novel tool, the Test for Rating of Emotions in Speech. Eighty native English speakers were presented with spoken sentences made of different combinations of 5…

  9. Job Scheduling Under the Portable Batch System

    NASA Technical Reports Server (NTRS)

    Henderson, Robert L.; Woodrow, Thomas S. (Technical Monitor)

    1995-01-01

    The typical batch queuing system schedules jobs for execution by a set of queue controls. The controls determine from which queues jobs may be selected. Within the queue, jobs are ordered first-in, first-run. This limits the set of scheduling policies available to a site. The Portable Batch System removes this limitation by providing an external scheduling module. This separate program has full knowledge of the available queued jobs, running jobs, and system resource usage. Sites are able to implement any policy expressible in one of several procedural language. Policies may range from "bet fit" to "fair share" to purely political. Scheduling decisions can be made over the full set of jobs regardless of queue or order. The scheduling policy can be changed to fit a wide variety of computing environments and scheduling goals. This is demonstrated by the use of PBS on an IBM SP-2 system at NASA Ames.

  10. Overcoming job stress

    MedlinePlus

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

  11. Paid Sick Leave and Job Stability

    PubMed Central

    Hill, Heather D.

    2013-01-01

    A compelling, but unsubstantiated, argument for paid sick leave legislation is that workers with leave are better able to address own and family member health needs without risking a voluntary or involuntary job separation. This study tests that claim using the Medical Expenditure Panel Survey and regression models controlling for a large set of worker and job characteristics, as well as with propensity score techniques. Results suggest that paid sick leave decreases the probability of job separation by at least 2.5 percentage points, or 25%. The association is strongest for workers without paid vacation leave and for mothers. PMID:24235780

  12. Paid Sick Leave and Job Stability.

    PubMed

    Hill, Heather D

    2013-05-01

    A compelling, but unsubstantiated, argument for paid sick leave legislation is that workers with leave are better able to address own and family member health needs without risking a voluntary or involuntary job separation. This study tests that claim using the Medical Expenditure Panel Survey and regression models controlling for a large set of worker and job characteristics, as well as with propensity score techniques. Results suggest that paid sick leave decreases the probability of job separation by at least 2.5 percentage points, or 25%. The association is strongest for workers without paid vacation leave and for mothers. PMID:24235780

  13. Job burnout.

    PubMed

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

    2001-01-01

    Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by the three dimensions of exhaustion, cynicism, and inefficacy. The past 25 years of research has established the complexity of the construct, and places the individual stress experience within a larger organizational context of people's relation to their work. Recently, the work on burnout has expanded internationally and has led to new conceptual models. The focus on engagement, the positive antithesis of burnout, promises to yield new perspectives on interventions to alleviate burnout. The social focus of burnout, the solid research basis concerning the syndrome, and its specific ties to the work domain make a distinct and valuable contribution to people's health and well-being. PMID:11148311

  14. Communication Satisfaction, Job Satisfaction, and Job Performance.

    ERIC Educational Resources Information Center

    Pincus, J. David

    1986-01-01

    Explores the relationships between employee satisfaction with various types of organizational communication, employee job satisfaction, and job performance as evaluated by supervisors, in a field study of 327 hospital nurses. Correlates results with results of other studies. (MS)

  15. The Disappearance of Sex Discrimination in First Job Placement of New PhDs. HERI Research Report 75-1.

    ERIC Educational Resources Information Center

    Cartter, Allan M.; Ruhter, Wayne E.

    This investigation of first-time job placement of new PhD's was based on data from the National Research Council's doctorate record files and analyzed through the development of a new quality rating scheme that separates colleges and universities into 12 groups. An analysis of the percentages of new women doctorates in research, postdoctoral work,…

  16. Self-assembly of PEI/SiO2 on polyethylene separators for Li-ion batteries with enhanced rate capability.

    PubMed

    Wang, Zhuyi; Guo, Fangling; Chen, Cheng; Shi, Liyi; Yuan, Shuai; Sun, Lining; Zhu, Jiefang

    2015-02-11

    A simple and environmentally friendly self-assembly process of oppositely charged polymer PEI and inorganic oxide SiO2 was demonstrated for the construction of an ultrathin layer on the surface of PE separator. The XPS, FT-IR, SEM, and EDS characterizations give clear evidence of the successful self-assembly of PEI and SiO2 without significantly increasing the thickness and sacrificing the pristine porous structure of PE separator. This process improves a variety of crucial properties of PE separator such as the electrolyte wetting, the electrolyte uptake, the thermal stability, the ionic conductivity, Li+ transference number, the electrochemical stability and the compatibility with lithium electrode, endowing lithium-ion battery (Li as anode and LiCoO2 as cathode) with excellent capacity retention at high C-rates and superior cycling performance. At the current density of 5 C, the cell with PE separator almost loses all the capacity. In contrast, the cell with (PEI/SiO2)-modified PE separator still holds 45.2% of the discharge capacity at 0.2 C. The stabilized SEI formation and high Li+ transference number of (PEI/SiO2)-modified PE separator were interpreted to be the substantial reasons leading to the remarkably enhanced battery performance, rendering some new insights into the role of the separator in lithium-ion batteries. PMID:25602261

  17. Does job insecurity deteriorate health?

    PubMed

    Caroli, Eve; Godard, Mathilde

    2016-02-01

    This paper estimates the causal effect of perceived job insecurity - that is, the fear of involuntary job loss - on health in a sample of men from 22 European countries. We rely on an original instrumental variable approach on the basis of the idea that workers perceive greater job security in countries where employment is strongly protected by the law and more so if employed in industries where employment protection legislation is more binding; that is, in induastries with a higher natural rate of dismissals. Using cross-country data from the 2010 European Working Conditions Survey, we show that, when the potential endogeneity of job insecurity is not accounted for, the latter appears to deteriorate almost all health outcomes. When tackling the endogeneity issue by estimating an instrumental variable model and dealing with potential weak-instrument issues, the health-damaging effect of job insecurity is confirmed for a limited subgroup of health outcomes; namely, suffering from headaches or eyestrain and skin problems. As for other health variables, the impact of job insecurity appears to be insignificant at conventional levels. PMID:25431120

  18. The Job Search.

    ERIC Educational Resources Information Center

    Rolf, Marilyn

    1982-01-01

    Describes a college-level job search teaching unit that is a practical method of preparing appropriate resumes, participating in effective job interviews, and getting and keeping the job. The unit's four phases are explained: securing job leads, writing resumes and letters of application, the interview, and the postinterview. (CT)

  19. Measuring the 16O(α, γ)20Ne Reaction Rate with the Dragon Recoil Separator at Triumf

    NASA Astrophysics Data System (ADS)

    Hager, U.; Greife, U.; Buchmann, L.; Davids, B.; Fallis, J.; Hutcheon, D.; Ottewell, D.; Reeve, S.; Rojas, A.; Ruiz, C.; Sjue, S. K. L.; Erikson, L.; Carmona-Gallardo, M.; Vockenhuber, C.; Brown, J. R.; Irvine, D.

    2013-03-01

    The DRAGON recoil separator facility at TRIUMF measures radiative α and proton capture reactions of astrophysical importance in inverse kinematics. This is done employing radioactive and stable ion beams produced and accelerated using the ISAC (Isotope Separator and ACcelerator) facility in conjunction with the DRAGON windowless gas target. Over the last few years, the DRAGON collaboration has embarked on a programme to measure a variety of reactions considered vital to the understanding of various astrophysical scenarios. An overview of DRAGON's separation, beam suppression, and detection capabilities will be given. In addition, examples of recent reaction cross section measurements will be discussed, such as the 16O(α, γ)20Ne reaction, which plays an important part in the He and Ne burning in massive stars.

  20. Job Design for Special Education Teachers

    ERIC Educational Resources Information Center

    Major, Amanda E.

    2012-01-01

    Special education teachers, especially those that teach students with behavioral/emotional challenges, have high attrition rates stemming from stress, job dissatisfaction, and low motivation. The external factors in the school setting and job contribute to special education teachers' attrition and disengagement. A relationship between motivation…

  1. Job Satisfaction among Elementary School Teachers

    ERIC Educational Resources Information Center

    Chambers, Sandy Kay Bass

    2010-01-01

    This study examined teacher job satisfaction as influenced by school factors. One hundred and twenty-four elementary teachers, from one large urban school district in North Carolina, rated their level of job satisfaction. The independent variables were schools factors of (a) academic achievement, (b) student racial composition, and (c) social…

  2. Predictors of Instrumental Music Teacher Job Satisfaction

    ERIC Educational Resources Information Center

    Bryant, Robert Louis, III

    2012-01-01

    Previous research studies related to teacher quality have found that teacher attrition rates are at an all-time high. Although much research has been conducted in the area of job satisfaction within the general teaching population, few studies of job satisfaction exist for instrumental music teachers. The purpose of this correlational study was to…

  3. The impact of socio-economic disadvantage on rates of hospital separations for diabetes-related foot disease in Victoria, Australia

    PubMed Central

    2011-01-01

    Background Information describing variation in health outcomes for individuals with diabetes related foot disease, across socioeconomic strata is lacking. The aim of this study was to investigate variation in rates of hospital separations for diabetes related foot disease and the relationship with levels of social advantage and disadvantage. Methods Using the Index of Relative Socioeconomic Disadvantage (IRSD) each local government area (LGA) across Victoria was ranked from most to least disadvantaged. Those LGAs ranked at the lowest end of the scale and therefore at greater disadvantage (Group D) were compared with those at the highest end of the scale (Group A), in terms of total and per capita hospital separations for peripheral neuropathy, peripheral vascular disease, foot ulceration, cellulitis and osteomyelitis and amputation. Hospital separations data were compiled from the Victorian Admitted Episodes Database. Results Total and per capita separations were 2,268 (75.3/1,000 with diabetes) and 2,734 (62.3/1,000 with diabetes) for Group D and Group A respectively. Most notable variation was for foot ulceration (Group D, 18.1/1,000 versus Group A, 12.7/1,000, rate ratio 1.4, 95% CI 1.3, 1.6) and below knee amputation (Group D 7.4/1,000 versus Group A 4.1/1,000, rate ratio 1.8, 95% CI 1.5, 2.2). Males recorded a greater overall number of hospital separations across both socioeconomic strata with 66.2% of all separations for Group D and 81.0% of all separations for Group A recorded by males. However, when comparing mean age, males from Group D tended to be younger compared with males from Group A (mean age; 53.0 years versus 68.7 years). Conclusion Variation appears to exist for hospital separations for diabetes related foot disease across socioeconomic strata. Specific strategies should be incorporated into health policy and planning to combat disparities between health outcomes and social status. PMID:21682928

  4. Middle-Aged Job-Losers.

    ERIC Educational Resources Information Center

    Parnes, Herbert S.; King, Randy

    A study involving ninety-nine men who had been involuntarily separated from their jobs was done to analyze (1) what happens to a man over forty-five years old when he loses a job after having served with his current employer for at least five years; (2) what are the probabilities of his finding work within a reasonable period of time; (3) how…

  5. Simulating performance sensitivity of supercomputer job parameters.

    SciTech Connect

    Clearwater, Scott Harvey; Kleban, Stephen David

    2003-03-01

    We report on the use of a supercomputer simulation to study the performance sensitivity to systematic changes in the job parameters of run time, number of CPUs, and interarrival time. We also examine the effect of changes in share allocation and service ratio for job prioritization under a Fair Share queuing Algorithm to see the effect on facility figures of merit. We used log data from the ASCI supercomputer Blue Mountain and the ASCI simulator BIRMinator to perform this study. The key finding is that the performance of the supercomputer is quite sensitive to all the job parameters with the interarrival rate of the jobs being most sensitive at the highest rates and increasing run times the least sensitive job parameter with respect to utilization and rapid turnaround. We also find that this facility is running near its maximum practical utilization. Finally, we show the importance of the use of simulation in understanding the performance sensitivity of a supercomputer.

  6. The role of awareness campaigns in the improvement of separate collection rates of municipal waste among university students: A Causal Chain Approach.

    PubMed

    Saladié, Òscar; Santos-Lacueva, Raquel

    2016-02-01

    One of the main objectives of municipal waste management policies is to improve separate collection, both quantitatively and qualitatively. Several factors influence people behavior to recycling and, consequently, they play an important role to achieve the goals proposed in the management policies. People can improve separate collection rates because of a wide range of causes with different weight. Here, we have determined the uplift in probability to improve separate collection of municipal waste created by the awareness campaigns among 806 undergraduate students at Universitat Rovira i Virgili (Catalonia) by means of the Causal Chain Approach, a probabilistic method. A 73.2% state having improved separate collection in recent years and the most of them (75.4%) remember some awareness campaign. The results show the uplift in probability to improve separate collection attributable to the awareness campaigns is 17.9%. They should be taken into account by policy makers in charge of municipal waste management. Nevertheless, it must be assumed an awareness campaign will never be sufficient to achieve the objectives defined in municipal waste management programmes. PMID:26684055

  7. Dimensions of Role Strain between Rehabilitation Counselors and Job Coaches.

    ERIC Educational Resources Information Center

    Szymanski, Edna Mora; And Others

    1989-01-01

    Used multidimensional scaling to examine dimensions underlying strain between rehabilitation counselors and job coaches. Counselors (N=36) rated 23 potential job-coach functions. Found these dimensions which rehabilitation counselors may perceive as role strain with job coaches: teaching versus coordination tasks, general versus client-specific…

  8. College to Career. The Guide to Job Opportunities.

    ERIC Educational Resources Information Center

    Mitchell, Joyce Slayton

    Job opportunities in various fields are described for college students. Each description begins with a definition of the job, followed by a report of the tasks involved, usually with perceptions from young people in their twenties or thirties. Each job lists requisite educational, computer, and personal skills. The computer skills are rated from…

  9. Positional influences on job satisfaction and job performance: a multivariate, predictive approach.

    PubMed

    Butler, M C; Ehrlich, S B

    1991-12-01

    This study examined relationships between job attitudes, work environment perceptions, and supervisors' ratings of job performance among health care employees occupying both medical care and administrative positions in ambulatory clinic settings. Between-group differences were noted on the perceived relationship with the supervisor, level of job/role conflict, and working conditions. Results are discussed in terms of functional and dysfunctional aspects of control systems and path-goal theory of leadership. PMID:1784677

  10. The Dynamics of Unemployment: Job Loss and Job Search.

    ERIC Educational Resources Information Center

    Amundson, Norman E.; Borgen, William A.

    1982-01-01

    Examines the dynamics of unemployment in terms of job loss and job search. Compares job loss to the grieving process and job search to burnout. Describes counseling strategies for people at various stages in the unemployment process. (Author)

  11. Job satisfaction in psychiatric nursing.

    PubMed

    Ward, M; Cowman, S

    2007-08-01

    In recent years, mental health services across Europe have undergone major organizational change with a move from institutional to community care. In such a context, the impact of change on the job satisfaction of psychiatric nurses has received little attention in the literature. This paper reports on the job satisfaction of psychiatric nurses and data were collected in 2003. The population of qualified psychiatric nurses (n = 800) working in a defined geographical health board area was surveyed. Methodological triangulation with a between-methods approach was used in the study. Data were collected on job satisfaction using a questionnaire adopted from the Occupational Stress Indicator. A response rate of 346 (43%) was obtained. Focus groups were used to collect qualitative data. Factors influencing levels of job satisfaction predominantly related to the nurses work location. Other factors influencing job satisfaction included choice of work location, work routine, off duty/staff allocation arrangements, teamwork and working environment. The results of the study highlight to employers of psychiatric nurses the importance of work location, including the value of facilitating staff with choices in their working environment, which may influence the recruitment and retention of nurses in mental health services. PMID:17635253

  12. Jobs in Transportation. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

    The instructional booklet explores various occupations in the job family of transportation. Following a brief introduction to the concept of occupational clusters, the student is given an overall orientation to the general area of transportation. Chapter 2 describes jobs in water transportation, and chapter 3 deals with rail transportation,…

  13. Flow-through rates and evaluation of solids separation of compost filter socks versus silt fence in sediment control applications.

    PubMed

    Keener, Harold M; Faucette, Britt; Klingman, Michael H

    2007-01-01

    Soil loss rates from construction sites can be 1000 times the average of natural soil erosion rates and 20 times that from agricultural lands. Silt fence (SF) is the current industry standard used to control sediment originating from construction activities. Silt fences are designed to act as miniature detention ponds. Research has indicated that SF sediment filtering efficiency is related to its ability to detain and pond water, not necessarily the filtration ability of the fabric. Design capacity and spacing is based on flow-through rate and design height. In addition, increased detention of runoff and pressure from ponding may increase the likelihood of overtopping or failure of SF in field application. Testing was conducted on compost silt socks (SS) and SF to determine sediment filtering efficiency, flow-through rate, ponding depth, overtopping point, design height, and design capacity. Results indicate flow-through rate changes with time, as does ponding depth, due to the accumulation of solids on/in the sediment filters. Changes in depth with time were a linear function of flow rate after 10 min of flow, up to the time the sediment filter is overtopped. Predicting the capacity of SF and SS to handle runoff without the filter being overtopped requires consideration of both runoff rate and length of runoff time. Data show SS half the heights of SF were less likely to overtop than SF when sediment-laden runoff water flow rates are less than 1.03 L(-1) s(-1) m(-1) (5 gpm/ft, gal per minute per lineal foot). Ponded depth behind a 61.0-cm (24 in) SF increased more rapidly than behind a 30.5-cm diam. (12 in) SS, and at the end of the thirty minutes, the depth behind the SF was 75% greater than that behind the SS. Removal of solids by the SF and the SS were not shown to be statistically different. Results were used to create a Microsoft Excel-based interactive design tool to assist engineers and erosion and sediment control planners on how to specify compost SS

  14. 45 CFR 261.34 - Are there any limitations in counting job search and job readiness assistance toward the...

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 45 Public Welfare 2 2011-10-01 2011-10-01 false Are there any limitations in counting job search and job readiness assistance toward the participation rates? 261.34 Section 261.34 Public Welfare... Work Activities and How Do They Count? § 261.34 Are there any limitations in counting job search...

  15. 45 CFR 261.34 - Are there any limitations in counting job search and job readiness assistance toward the...

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 45 Public Welfare 2 2013-10-01 2012-10-01 true Are there any limitations in counting job search and job readiness assistance toward the participation rates? 261.34 Section 261.34 Public Welfare... Work Activities and How Do They Count? § 261.34 Are there any limitations in counting job search...

  16. 45 CFR 261.34 - Are there any limitations in counting job search and job readiness assistance toward the...

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 2 2010-10-01 2010-10-01 false Are there any limitations in counting job search and job readiness assistance toward the participation rates? 261.34 Section 261.34 Public Welfare... Work Activities and How Do They Count? § 261.34 Are there any limitations in counting job search...

  17. 45 CFR 261.34 - Are there any limitations in counting job search and job readiness assistance toward the...

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 45 Public Welfare 2 2012-10-01 2012-10-01 false Are there any limitations in counting job search and job readiness assistance toward the participation rates? 261.34 Section 261.34 Public Welfare... Work Activities and How Do They Count? § 261.34 Are there any limitations in counting job search...

  18. 45 CFR 261.34 - Are there any limitations in counting job search and job readiness assistance toward the...

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 45 Public Welfare 2 2014-10-01 2012-10-01 true Are there any limitations in counting job search and job readiness assistance toward the participation rates? 261.34 Section 261.34 Public Welfare... Work Activities and How Do They Count? § 261.34 Are there any limitations in counting job search...

  19. GMAG Jobs Mixer

    NASA Astrophysics Data System (ADS)

    This event is open to the members of the magnetism community, especially postdocs and students, who are interested in jobs in industry, national labs, and academia, or have a job opportunity to offer. Refreshments will be served

  20. American and Danish Police "Dropout" Rates: Denmark's Force as a Case Study in High Job Satisfaction, Low Stress, and Low Turnover.

    ERIC Educational Resources Information Center

    DeLey, Warren W.

    1984-01-01

    Compares actual turnover rates of a sample of U.S. police departments from large cities (N=87) and small cities (N=39) with that of the Danish police force. Results showed rates of early leaving to be lower for the Danish police than for the U.S. sample. (LLL)

  1. On the Job Training.

    ERIC Educational Resources Information Center

    Barron, John M.; And Others

    Using a review of literature and data collected from worker and employer surveys, a study examined on-the-job training and its implications. Among the factors analyzed were the following: (1) on-the-job training as an investment in human capital; (2) measures of on-the-job training; (3) who receives on-the-job training; (4) how well do we measure…

  2. job.search@internet.

    ERIC Educational Resources Information Center

    Allen, Claudia.

    1995-01-01

    Presents job-hunting options and career opportunities available by searching the Internet, as well as tips for consulting others in a field of interest through a listserv or usenet news group. A collection of Internet addresses providing access to information on job search strategies or job availability is provided. (JPS)

  3. Replacing America's Job Bank

    ERIC Educational Resources Information Center

    Vollman, Jim

    2009-01-01

    The Job Central National Labor Exchange (www.jobcentral.com) has become the effective replacement for America's Job Bank with state workforce agencies and, increasingly, with community colleges throughout the country. The American Association of Community Colleges (AACC) has formed a partnership with Job Central to promote its use throughout the…

  4. NSF Examines Technical Job Characteristics

    ERIC Educational Resources Information Center

    Chemical and Engineering News, 1976

    1976-01-01

    Using 1972 statistics, examines the following job characteristics of chemists, chemical engineers, and other technical professionals: type of job, tenure in 1972 jobs, status prior to obtaining those jobs, tendency to hold a second job, and basic salary level in the primary job. (MLH)

  5. Job-Oriented Basic Skills (JOBS) Program for the Acoustic Sensor Operations Strand.

    ERIC Educational Resources Information Center

    U'Ren, Paula Kabance; Baker, Meryl S.

    An effort was undertaken to develop a job-oriented basic skills curriculum appropriate for the acoustic sensor operations area, which includes members of four ratings: ocean systems technician, aviation antisubmarine warfare operator, sonar technician (surface), and sonar technician (submarine). Analysis of the job duties of the four ratings…

  6. The macroeconomic context of job stress.

    PubMed

    Fenwick, R; Tausig, M

    1994-09-01

    Using data from the 1973-1977 Quality of Employment Panel Study, we test a model that conceptually links research on macroeconomic causes of stress with research on job structure causes of stress among employed workers. Results from LISREL 7 (Jöreskog and Sörbom 1989) indicate that, while both macroeconomic and job structure variables have significant cross-sectional and longitudinal effects on stress, the macroeconomic effects are almost entirely indirect in their effect on job structures. In particular, higher occupational unemployment rates increased stress and lowered life satisfaction indirectly through reduced decision latitude and increased job demands. Overall, results suggest that macroeconomic changes, such as recessions, can affect individual stress because they lead to changes in routine job structures that represent increased and continued exposure to stressful conditions. PMID:7983338

  7. Temporal behavior of peripheral organ distribution volume in mammillary systems. II. Application to background correction in separate glomerular filtration rate estimation in man

    SciTech Connect

    Decostre, P.L.; Salmon, Y. )

    1990-10-01

    An original approach to background subtraction is presented for 99mTc-DTPA separate glomerular filtration rate (SGFR) estimation in man. The method is based on the properties of the peripheral organ distribution volume (PODV) in mammillary systems. These PODV properties allow easy separation of the components of the renogram, i.e., interstitial fluid, plasma and renal activities. The proposed algorithm takes advantage of the linear time dependence of the kidney distribution volume, during the renal uptake phase, to correct for the plasma residual activity, which always remains after classical background correction. Theoretically, the ratio between kidney uptake and SGFR should be identical for both left and right kidneys, even for very asymmetrical kidney functions. This is best verified when the proposed plasma residual activity correction is applied.

  8. Estimating job runtime for CMS analysis jobs

    NASA Astrophysics Data System (ADS)

    Sfiligoi, I.

    2014-06-01

    The basic premise of pilot systems is to create an overlay scheduling system on top of leased resources. And by definition, leases have a limited lifetime, so any job that is scheduled on such resources must finish before the lease is over, or it will be killed and all the computation is wasted. In order to effectively schedule jobs to resources, the pilot system thus requires the expected runtime of the users' jobs. Past studies have shown that relying on user provided estimates is not a valid strategy, so the system should try to make an estimate by itself. This paper provides a study of the historical data obtained from the Compact Muon Solenoid (CMS) experiment's Analysis Operations submission system. Clear patterns are observed, suggesting that making prediction of an expected job lifetime range is achievable with high confidence level in this environment.

  9. Determination of the primary charge separation rate in isolated photosystem II reaction centers with 500-fs time resolution

    SciTech Connect

    Wasielewski, M.R.; Johnson, D.G. ); Seibert, M. ); Govindjee )

    1989-01-01

    The authors have measured directly the rate of formation of the oxidized chlorophyll a electron donor (P680+) and the reduced electron acceptor pheophytin a{sup {minus}} (Pheoa{sup {minus}}) following excitation of isolated spinach photosystem II reaction centers at 4{degree}C. The reaction-center complex consists of D{sub 1}, D{sub 2}, and cytochrome b-559 proteins and was prepared by a procedure that stabilizes the protein complex. Transient absorption difference spectra were measured from 440 to 850 nm as a function of time with 500-fs resolution following 610-nm laser excitation. The formation of P680+-Pheoa{sup {minus}} is indicated by the appearance of a band due to P680+ at 820 nm and corresponding absorbance changes at 505 and 540 nm due to formation of Pheoa{sup {minus}}. The appearance of the 820-nm band is monoexponential with {tau} = 3.0 {plus minus} 0.6 ps. Treatment of the photosystem II reaction centers with sodium dithionite and methyl viologen followed by exposure to laser excitation, conditions known to result in accumulation of Pheoa{sup {minus}}, results in formation of a transient absorption spectrum due to {sup 1*}P680. They find no evidence for an electron acceptor that precedes the formation of Pheoa{sup {minus}}.

  10. The Matching of Men to Jobs: Mechanisms and Consequences for Organizations and Individuals. Discussion Papers No. 212-74.

    ERIC Educational Resources Information Center

    Kalleberg, Arne L.; Sorensen, Aage B.

    In an industrial society, jobs and men can be conceived of as separate entities that are brought together through a matching process. In this paper the "goodness-of-fit" between the individual and the job is taken as problematic and is used as an explanatory concept for both the reactions of individuals to their jobs (job satisfaction, stress,…

  11. Principal Recruitment: Assessing Job Pursuit Intentions among Educators Enrolled in Principal Certification Programs

    ERIC Educational Resources Information Center

    Winter, Paul A.; Rinehart, James S.; Keedy, John L.; Bjork, Lars G.

    2007-01-01

    A statewide cadre of principal certification students (N = 516) completed a principal job survey and role-played as applicants for a principal position by completing a principal job evaluation instrument. Significant predictors of principal job rating included the following: self-reported capability to do the job, expected satisfaction with work…

  12. The Derivation of Job Compensation Index Values from the Position Analysis Questionnaire (PAQ). Report No. 6.

    ERIC Educational Resources Information Center

    McCormick, Ernest J.; And Others

    The study deals with the job component method of establishing compensation rates. The basic job analysis questionnaire used in the study was the Position Analysis Questionnaire (PAQ) (Form B). On the basis of a principal components analysis of PAQ data for a large sample (2,688) of jobs, a number of principal components (job dimensions) were…

  13. Job Stability among Young Women: A Comparison of Traditional and Nontraditional Occupations. A Rand Note.

    ERIC Educational Resources Information Center

    Waite, Linda J.; Berryman, Sue E.

    This study explores young women's retention in sex-atypical jobs in the military and in civilian firms. It tests the hypothesis that women tend to leave stereotypically male jobs at higher rates than they leave stereotypically female jobs. The study models job turnover over a one-year period as a function of (1) the sex composition of an…

  14. Task Level Job Performance Criteria Development. Final Report.

    ERIC Educational Resources Information Center

    Wiley, Llewellyn N.; Hahn, Clifford P.

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

  15. Thermal sensitivity of metabolic rates and swimming performance in two latitudinally separated populations of cod, Gadus morhua L.

    PubMed

    Sylvestre, Eve-Lyne; Lapointe, Dominique; Dutil, Jean-Denis; Guderley, Helga

    2007-05-01

    Atlantic cod populations live in a wide thermal range and can differ genetically and physiologically. Thermal sensitivity of metabolic capacity and swimming performance may vary along a latitudinal gradient, to facilitate performance in distinct thermal environments. To evaluate this hypothesis, we compared the thermal sensitivity of performance in two cod stocks from the Northwest Atlantic that differ in their thermal experience: Gulf of St Lawrence (GSL) and Bay of Fundy (BF). We first compared the metabolic, physiological and swimming performance after short-term thermal change to that at the acclimation temperature (7 degrees C) for one stock (GSL), before comparing the performance of the two stocks after short-term thermal change. For cod from GSL, standard metabolism (SMR) increased with temperature, while active metabolism (AMR, measured in the critical swimming tests), EMR (metabolic rate after an exhaustive chase protocol), aerobic scope (AS) and critical swimming speeds (U (crit) and U (b-c)) were lower at 3 degrees C than 7 or 11 degrees C. In contrast, anaerobic swimming (sprint and burst-coasts in U (crit) test) was lower at 11 than 7 or 3 degrees C. Factorial AS (AMR SMR(-1)) decreased as temperature rose. Time to exhaustion (chase protocol) was not influenced by temperature. The two stocks differed little in the thermal sensitivities of metabolism or swimming. GSL cod had a higher SMR than BF cod despite similar AMR and AS. This led factorial AS to be significantly higher for the southern stock. Despite these metabolic differences, cod from the two stocks did not differ in their U (crit) speeds. BF cod were better sprinters at both temperatures. Cod from GSL had a lower aerobic cost of swimming at intermediate speeds than those from BF, particularly at low temperature. Only the activity of cytochrome C oxidase (CCO) in white muscle differed between stocks. No enzymatic correlates were found for swimming capacities, but oxygen consumption was best

  16. Proactive personality and the successful job search: a field investigation with college graduates.

    PubMed

    Brown, Douglas J; Cober, Richard T; Kane, Kevin; Levy, Paul E; Shalhoop, Jarrett

    2006-05-01

    The current article tests a model of proactive personality and job search success with a sample of 180 graduating college students. Using structural equation modeling, the authors tested a theoretical model that specified the relations among proactive personality, job search self-efficacy, job search behaviors, job search effort, and job search outcomes. Job seekers were surveyed at 2 separate points in time, once 3-4 months prior to graduation and once 2-3 months following graduation. The results suggest that proactive personality (a) significantly influenced the success of college graduates' job search, (b) was partially mediated through job search self-efficacy and job search behavior, and (c) was independent of self-esteem and conscientiousness. The findings are discussed in terms of their general implications for understanding the nature of the process through which distal personality factors, such as proactive personality, affect the nature and success of an individual's job search. PMID:16737367

  17. The effect of job loss on body weight during an economic collapse.

    PubMed

    Jónsdóttir, Sif; Ásgeirsdóttir, Tinna Laufey

    2014-07-01

    Studies on the relationship between unemployment and body weight show a positive relationship between Body Mass Index (BMI) and unemployment at the individual level, while aggregate unemployment is negatively related to a population's average BMI. The aim of this study was to examine the relationship between job loss and changes in body weight following the Icelandic economic collapse of 2008. The analysis relies on a health and lifestyle survey "Heilsa og líðan", carried out by The Public Health Institute of Iceland in the years 2007 and 2009. The sample is a stratified random sample of 9,807 Icelanders between the ages of 18 and 79, with a net response rate of 42.1% for individuals responding in both waves. A linear regression model was used when estimating the relationship between job loss following the economic collapse and changes in body weight. Family income and mental health were explored as mediators. Point estimates indicated that both men and women gain less weight in the event of a job loss relative to those who retained their employment. The coefficients of job loss were only statistically significant for females, but not in the male population. The results from all three models were inconsistent with results from other studies where job loss has been found to increase body weight. However, body weight has been shown to be procyclical, and the fact that the data used were gathered during a severe economic downturn might separate these results from earlier findings. PMID:23757095

  18. Nursing home administrators' level of job satisfaction.

    PubMed

    Murphy, Barbara

    2004-01-01

    Job satisfaction has been shown to have a direct relationship to the quality of work. Are nursing home administrators satisfied with their work? How do they compare with their counterparts in other industries? The results of this survey, using the Job Description Index (JDI) and the Job in General (JIG) scale as published by Bowling Green State University, indicate that nursing home administrators have a more compressed rate of job satisfaction than their counterparts in other industries. They focus their dissatisfaction on their coworkers and pay. They demonstrate dissatisfaction by rotating their positions at a rate of every 31 months. This suggests some significant problems in the development and maintenance of quality care and some areas that could be addressed to raise the level of satisfaction among nursing home administrators. PMID:15499807

  19. Job Satisfaction and the Neglected Variable of Job Seniority

    ERIC Educational Resources Information Center

    Ronen, Simcha

    1978-01-01

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

  20. Job Hunter's Guide Featuring the Seek-a-Job Flock.

    ERIC Educational Resources Information Center

    East Texas State Univ., Commerce. Educational Development and Training Center.

    This job hunter's guide features the "Seek-a-Job Flock," a set of bird characters that humorously help to illustrate job hunting basics. The guide contains five sections: (1) how to find job openings; (2) how to make the interview appointment; (3) how to complete the job application form; (4) how to act during the interview; and (5) how to follow…

  1. Product separator

    DOEpatents

    Welsh, Robert A.; Deurbrouck, Albert W.

    1976-01-20

    A secondary light sensitive photoelectric product separator for use with a primary product separator that concentrates a material so that it is visually distinguishable from adjacent materials. The concentrate separation is accomplished first by feeding the material onto a vibratory inclined surface with a liquid flow, such as a wet concentrating table. Vibrations generally perpendicular to the stream direction of flow cause the concentrate to separate from its mixture according to its color. When the concentrate and its surrounding stream reach the recovery end of the table, a detecting device notes the line of color demarcation and triggers a signal if it differs from a normal condition. If no difference is noted nothing moves on the second separator. However, if a difference is detected in the constant monitoring of the color line's location, a product splitter and recovery unit normally positioned near the color line at the recovery end, moves to a new position. In this manner the selected separated concentrate is recovered at a maximum rate regardless of variations in the flow stream or other conditions present.

  2. Job Satisfaction and Dissatisfaction in Higher Education.

    ERIC Educational Resources Information Center

    Oshagbemi, Titus

    1997-01-01

    Responses from 566 college faculty (51.4%) indicated that teaching and research each contribute about 25% to job satisfaction and 16% to dissatisfaction. Results do not support Herzberg's theory that satisfaction and dissatisfaction are separate and distinct; findings reveal the influence of situation. (SK)

  3. Job and Career Satisfaction among Advertising Practitioners.

    ERIC Educational Resources Information Center

    Jugenheimer, Donald W.

    A questionnaire survey of 300 advertising practitioners was used to determine the degree of job and career satisfaction among advertising practitioners. The subjects were separated according to whether they worked for advertising agencies, advertisers, or advertising media; 100 subjects in each area were selected from the prestigious directories…

  4. Can job redesign interventions influence a broad range of employee outcomes by changing multiple job characteristics? A quasi-experimental study.

    PubMed

    Holman, David; Axtell, Carolyn

    2016-07-01

    Many job redesign interventions are based on a multiple mediator-multiple outcome model in which the job redesign intervention indirectly influences a broad range of employee outcomes by changing multiple job characteristics. As this model remains untested, the aim of this study is to test a multiple mediator-multiple outcome model of job redesign. Multilevel analysis of data from a quasi-experimental job redesign intervention in a call center confirmed the hypothesized model and showed that the job redesign intervention affected a broad range of employee outcomes (i.e., employee well-being, psychological contract fulfillment, and supervisor-rated job performance) through changes in 2 job characteristics (i.e., job control and feedback). The results provide further evidence for the efficacy and mechanisms of job redesign interventions. (PsycINFO Database Record PMID:26641482

  5. Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment

    PubMed Central

    Ho, Wen-Hsien; Chang, Ching Sheng; Shih, Ying-Ling; Liang, Rong-Da

    2009-01-01

    Background The motivation for this study was to investigate how role stress among nurses could affect their job satisfaction and organizational commitment, and whether the job rotation system might encourage nurses to understand, relate to and share the vision of the organization, consequently increasing their job satisfaction and stimulating them to willingly remain in their jobs and commit themselves to the organization. Despite the fact that there have been plenty of studies on job satisfaction, none was specifically addressed to integrate the relational model of job rotation, role stress, job satisfaction, and organizational commitment among nurses. Methods With top managerial hospital administration's consent, questionnaires were only distributed to those nurses who had had job rotation experience. 650 copies of the questionnaire in two large and influential hospitals in southern Taiwan were distributed, among which 532 valid copies were retrieved with a response rate of 81.8%. Finally, the SPSS 11.0 and LISREL 8.54 (Linear Structural Relationship Model) statistical software packages were used for data analysis and processing. Results According to the nurses' views, the findings are as follows: (1) job rotation among nurses could have an effect on their job satisfaction; (2) job rotation could have an effect on organizational commitment; (3) job satisfaction could have a positive effect on organizational commitment; (4) role stress among nurses could have a negative effect on their job satisfaction; and (5) role stress could have a negative effect on their organizational commitment. Conclusion As a practical and excellent strategy for manpower utilization, a hospital could promote the benefits of job rotation to both individuals and the hospital while implementing job rotation periodically and fairly. And when a medical organization attempts to enhance nurses' commitment to the organization, the findings suggest that reduction of role ambiguity in role stress

  6. 41 CFR 60-2.13 - Placement of incumbents in job groups.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... in job groups. 60-2.13 Section 60-2.13 Public Contracts and Property Management Other Provisions....13 Placement of incumbents in job groups. The contractor must separately state the percentage of minorities and the percentage of women it employs in each job group established pursuant to § 60-2.12....

  7. 41 CFR 60-2.13 - Placement of incumbents in job groups.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... in job groups. 60-2.13 Section 60-2.13 Public Contracts and Property Management Other Provisions....13 Placement of incumbents in job groups. The contractor must separately state the percentage of minorities and the percentage of women it employs in each job group established pursuant to § 60-2.12....

  8. 41 CFR 60-2.13 - Placement of incumbents in job groups.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... in job groups. 60-2.13 Section 60-2.13 Public Contracts and Property Management Other Provisions....13 Placement of incumbents in job groups. The contractor must separately state the percentage of minorities and the percentage of women it employs in each job group established pursuant to § 60-2.12....

  9. 41 CFR 60-2.13 - Placement of incumbents in job groups.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... in job groups. 60-2.13 Section 60-2.13 Public Contracts and Property Management Other Provisions....13 Placement of incumbents in job groups. The contractor must separately state the percentage of minorities and the percentage of women it employs in each job group established pursuant to § 60-2.12....

  10. 41 CFR 60-2.13 - Placement of incumbents in job groups.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... in job groups. 60-2.13 Section 60-2.13 Public Contracts and Property Management Other Provisions....13 Placement of incumbents in job groups. The contractor must separately state the percentage of minorities and the percentage of women it employs in each job group established pursuant to § 60-2.12....

  11. Guidelines for Home Energy Professionals Project: Multifamily Job Task Analyses Needs Assessment

    SciTech Connect

    Dirr, N.; Hepinstall, D.; Douglas, M.; Buck, S.; Larney, C.

    2013-01-01

    This report describes the efforts carried out to determine whether there is a need to develop separate, multifamily-specific JTAs for the four proposed job categories. The multifamily SWS market committee considered these job designations to be the best candidates for developing JTAs and certification blueprints, as well as having the greatest potential for promoting job growth in the multifamily home performance industry.

  12. Case Studies in Job Analysis and Training Evaluation.

    ERIC Educational Resources Information Center

    McKillip, Jack

    2001-01-01

    An information technology certification program was evaluated by 1,671 systems engineers using job analysis that rated task importance. Professional librarians (n=527) rated importance of their tasks in similar fashion. Results of scatter diagrams provided evidence to enhance training effectiveness by focusing on job tasks significantly related to…

  13. Ferrofluid separator for nonferrous scrap separation

    NASA Technical Reports Server (NTRS)

    Kaiser, R.; Mir, L.

    1974-01-01

    Behavior of nonmagnetic objects within separator is essentially function of density, and independent of size or shape of objects. Results show close agreement between density of object and apparent density of ferrofluid required to float it. Results also demonstrate that very high separation rates are achievable by ferrofluid sink-float separation.

  14. Job Soup for Job Shoppers. 80 Job Bits You Can Sink Your Teeth into.

    ERIC Educational Resources Information Center

    Martin, Melissa

    This guide contains 80 short items that provide information and insight to persons conducting a job search, as well as practical tips for keeping a job. The 80 items are organized into seven chapters that cover the following topics: (1) jobs and careers; (2) job skills; (3) job seekers; (4) paper power; (5) presentation package, "You"; (6) tool…

  15. Job evaluation in worker fitness determination.

    PubMed

    Rodgers, S H

    1988-01-01

    To assess work fitness on a placement exam requires detailed assessment of repetitive manual capabilities specific for the job, ability to withstand static loading of the back and other muscle groups in the working position, and tolerance of the heat and humidity conditions of the work environment. Less specific tests, such as aerobic capacity stress tests, grip strength, and back examination may not accurately reflect the demands of repetitive job activities and, therefore, may not satisfy the legal requirements of Title VII. Only occasionally will a job analysis lead to the establishment of a concrete capacity standard against which a potential worker's fitness or risk for injury can be measured in the physician's office. The most valuable contributions of a careful, quantitative job analysis are likely to be the identification of particular anatomic structures (e.g., joints and muscles) that will be subjected to high stress and a clear understanding of the job so that reasonable accommodation of the worker or modifications of the job and workplace can be considered. In summary, the following observations can be made: 1. Intensity of effort, continuous duration of effort, and frequency of repetition are the key factors for evaluating the physical demands on muscle groups during work. 2. Intensity of effort can be estimated by using psychophysical scaling techniques and by obtaining ratings from several people. 3. Timing the effort and recovery times for specific muscle groups during a task of interest can be used to quantify the possible fatigue. It will also provide information about ways to improve the task to bring it within the capabilities of more people. 4. Total workload is most easily evaluated by using estimation methods or lists of comparable jobs and then performing a time-weighted calculation of the full shift's work requirements. The workload should be related to the aerobic capacities of the active muscles. 5. Environmental heat and humidity reduce

  16. Job characteristics: their relationship to job satisfaction, stress and depression

    PubMed Central

    Steyn, Renier; Vawda, Naseema

    2015-01-01

    This study investigated the influences of job characteristics on job satisfaction, stress and depression among South African white collar workers. Participants were managers in full-time employment with large organisations. They completed the Job Diagnostic Survey, the Perceived Stress Scale and the Beck Depression Inventory. A regression approach was used to predict job satisfaction, stress and depression from job characteristics. Job characteristics (skill variety, task identity, task significance, autonomy and feedback) predicted job satisfaction, as well as stress and depression. Job characteristics are weak predictors of perceived stress and depression. Work related factors, such as interpersonal relations and organisational culture, may better predict mental health in work settings. PMID:25632265

  17. Job Instruction Training.

    ERIC Educational Resources Information Center

    Pfau, Richard H.

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

  18. Job Enrichment in Extension.

    ERIC Educational Resources Information Center

    Fourman, Louis S.; Jones, Jo

    1997-01-01

    Interviews with 10 participants in Ohio State University's job enrichment program for midcareer extension agents found that 5 returned to their same jobs after the experience but only 2 felt challenged/renewed. Part-time participation while working made it difficult to balance responsibilities. More information and a structured orientation were…

  19. Designing job enrichment projects.

    PubMed

    Clakeley, G L

    1988-01-01

    This paper describes a management strategy for a job satisfaction program utilized in a large occupational therapy department. The goal of the program is to retain satisfied, productive employees and reduce attrition of therapists and assistants. The use of job enrichment projects for occupational therapy assistants will be presented with brief descriptions of two projects. PMID:23944880

  20. Job Keeping Skills.

    ERIC Educational Resources Information Center

    South Carolina State Dept. of Education, Columbia. Office of Vocational Education.

    This curriculum is designed to help teachers teach a course in job keeping skills to high school students in order to instill in them appropriate attitudes for the world of work. The guide introduces the human aspects of working in an organization. "Job Keeping Skills" is divided into 10 instructional units. Each unit contains four or more lessons…

  1. Paraprofessionals: Critical Job Requirements

    ERIC Educational Resources Information Center

    Santopolo, Frank A.; Kell, Karolyn

    1976-01-01

    An evaluation of the Kentucky Expanded Food and Nutrition Education Program used the critical incident technique to (1) identify on-the-job behavior to determine critical job requirements and (2) draw implications for training. The aides identified continuous personal contact with clients and an enthusiastic attitude as crucial to success.…

  2. Jobs for Renewing America

    ERIC Educational Resources Information Center

    Shatkin, Laurence

    2011-01-01

    As America emerges from recession, certain industries are expected to grow particularly fast and will present many job opportunities for both young people and career changers. This article looks at these high-opportunity industries and the kinds of jobs they are expected to open up. In the global economy of the 21st century, many low-skill jobs…

  3. Job Placement Handbook.

    ERIC Educational Resources Information Center

    Los Angeles Unified School District, CA. Div. of Career and Continuing Education.

    Designed to serve as a guide for job placement personnel, this handbook is written from the point of view of a school or job preparation facility, based on methodology applicable to the placement function in any setting. Factors identified as critical to a successful placement operation are utilization of a systems approach, establishment of…

  4. Women's Job Training Agenda.

    ERIC Educational Resources Information Center

    Women Work! The National Network for Women's Employment, Washington, DC.

    The Coalition on Women and Job Training has developed a women's job training agenda that focuses on nine issues related to women's full participation in training and achievement of economic self-sufficiency. The issues highlighted in the agenda are as follows: (1) the need to make long-term economic self-sufficiency the goal of all employment and…

  5. Job Redesign Improves Productivity

    ERIC Educational Resources Information Center

    Kraft, W. Philip; Williams, Kathleen L.

    1975-01-01

    The unique challenges presented in good banking business are approached through the concept of job enrichment. Described in this article is one consulting firm's experience with one bank--how they transformed job satisfaction, motivation, and performance into useable tools benefiting the individual and the organization. (Author)

  6. Job Search Information Guide.

    ERIC Educational Resources Information Center

    Alberta Dept. of Education, Edmonton. Special Educational Services Branch.

    This guide was developed to help classroom teachers in Alberta, Canada, assist high school students in preparing for employment. (It was originally designed to accompany Alberta Job Search information presentations.) The guide contains 11 units covering the following topics: introduction, career planning, personal fact sheets, the job search,…

  7. Learning on the Job

    ERIC Educational Resources Information Center

    Hand, Alyse; Winningham, Kathleen

    2009-01-01

    Many students recognizes the value of participating in an internship program. The experience benefits not only students and potential future employers, but colleges, too--not the mention the workforce. Internships often equip students with a competitive advantage over other job seekers. On-the-job programs not only allow students to discover the…

  8. Status of Beam Line Detectors for the BigRIPS Fragment Separator at RIKEN RI Beam Factory: Issues on High Rates and Resolution

    NASA Astrophysics Data System (ADS)

    Sato, Yuki; Fukuda, Naoki; Takeda, Hiroyuki; Kameda, Daisuke; Suzuki, Hiroshi; Shimizu, Yohei; Ahn, DeukSoon; Murai, Daichi; Inabe, Naohito; Shimaoka, Takehiro; Tsubota, Masakatsu; Kaneko, Junichi H.; Chayahara, Akiyoshi; Umezawa, Hitoshi; Shikata, Shinichi; Kumagai, Hidekazu; Murakami, Hiroyuki; Sato, Hiromi; Yoshida, Koichi; Kubo, Toshiyuki

    A multiple sampling ionization chamber (MUSIC) and parallel-plate avalanche counters (PPACs) were installed within the superconducting in-flight separator, named BigRIPS, at the RIKEN Nishina Center for particle identification of RI beams. The MUSIC detector showed negligible charge collection inefficiency from recombination of electrons and ions, up to a 99-kcps incidence rate for high-energy heavy ions. For the PPAC detectors, the electrical discharge durability for incident heavy ions was improved by changing the electrode material. Finally, we designed a single crystal diamond detector, which is under development for TOF measurements of high-energy heavy ions, that has a very fast response time (pulse width <1 ns).

  9. Jobs in Marine Science. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

    The instructional booklet explores various occupations in the job family of marine science. Following a brief introduction to the concept of occupational clusters, the student is given an overall orientation to the general area of oceanography and marine-related careers. A shore research station and the activities of a marine biologist are…

  10. Jobs in Public Service. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

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

  11. The relationship of engagement and job satisfaction in working samples.

    PubMed

    Alarcon, Gene M; Lyons, Joseph B

    2011-01-01

    The present study explored the factor structure of engagement and its relationship with job satisfaction. The authors hypothesize that work engagement comprises 3 constructs: vigor, dedication, and absorption. Using structural equation modeling, the authors analyze data from 3 archival data sets to determine the factor structure of engagement. In addition, they examine the hypothesis that engagement and job satisfaction are separate but related constructs, using structural equation modeling and hierarchical regression. The authors test models in which engagement and job satisfaction items loaded onto a single latent variable and 1 in which they loaded onto 2 separate variables. Results from the confirmatory factor analysis indicate engagement has 3 factors. In addition, confirmatory factor analysis and hierarchical regressions indicate engagement and job satisfaction are separate constructs. Last, hierarchical regressions demonstrated the constructs have different relationships with the areas of work-life scale. Implications for theory and research are discussed. PMID:21902012

  12. Job Placement: New Tactics for Securing Job Leads.

    ERIC Educational Resources Information Center

    Salomone, Paul R.; Rubin, Donna C.

    1979-01-01

    This article is a compendium of strategies for rehabilitation counselors and their clients to secure job leads in relatively painless ways. Traditional job search mechanisms, such as want ads and state employment services, have been shown to be decidedly ineffective as compared to a good first-hand job lead. Job placement is not an exact science,…

  13. Training Program for Those with Autism Often Results in Low-Paying Jobs

    MedlinePlus

    ... fullstory_158637.html Training Program for Those With Autism Often Results in Low-Paying Jobs: Study While ... government-funded job training program for people with autism has a high success rate, many who get ...

  14. Migration-driven aggregation behaviors in job markets with direct foreign immigration

    NASA Astrophysics Data System (ADS)

    Sun, Ruoyan

    2014-09-01

    This Letter introduces a new set of rate equations describing migration-driven aggregation behaviors in job markets with direct foreign immigration. We divide the job market into two groups: native and immigrant. A reversible migration of jobs exists in both groups. The interaction between two groups creates a birth and death rate for the native job market. We find out that regardless of initial conditions or the rates, the total number of cities with either job markets decreases. This indicates a more concentrated job markets for both groups in the future. On the other hand, jobs available for immigrants increase over time but the ones for natives are uncertain. The native job markets can either expand or shrink or remain constant due to combined effects of birth and death rates. Finally, we test our analytical results with the population data of all counties in the US from 2000 to 2011.

  15. Fluid flow rate, temperature and heat flux at Mohns Ridge vent fields: evidence from isosampler measurements for phase separated hydrothermal circulation along the arctic ridge system

    NASA Astrophysics Data System (ADS)

    Schultz, A.; Pedersen, R. B.; Thorseth, I. H.; Taylor, P.; Flynn, M.

    2005-12-01

    tips available aboard ship was 260 deg C (800 deg C-capable isosampler sensors will be available for the 2006 field season). At this depth the phase separation point of seawater is 263 deg C. An isosampler sensor was deployed directly atop an apparently phase-separated white smoker chimney. The sensor indicated 260 deg C before terminating measurement. This was repeated at another vent site, indicating that the fluids were venting at the point of phase separation. Indicated smoker plume flow rates were approximately 1/2 meter per second. A second field "Soria Moria" of high temperature vents was discovered. This field is ~100 m on a side, and is densely populated by active white smoker chimneys, also with evidence for phase-separated flow. These vent fields comprise the first ever arctic vent plume sources ever visited by ROV and measured directly at the source of emission. A return to this area, and exploration and measurement further north is anticipated for 2006. The planned work includes comprehensive Isosampler and bioreactor fluid flow, sampling, geochemical and biogeochemical sampling and incubation.

  16. Job Change in Perspective.

    ERIC Educational Resources Information Center

    Black, David R.; Loughead, Teri A.

    1990-01-01

    Defines current perspectives on voluntary job change, documents its prevalence in North America, lists positive and negative effects, and considers theoretical frameworks, counseling interventions, and research needs. (22 references) (SK)

  17. "Ruralizing" Presidential Job Advertisements

    ERIC Educational Resources Information Center

    Leist, Jay

    2007-01-01

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

  18. Negotiating a Job Offer.

    ERIC Educational Resources Information Center

    Smith, Philip E.

    1997-01-01

    Suggests some operating principles for job candidates for academic appointments. Notes that candidates should receive offers in writing. Lists compensation, perquisites, fringe benefits, and other conditions that candidates should negotiate. (RS)

  19. Job Design in Perspective.

    ERIC Educational Resources Information Center

    Pierce, Jon L.

    1980-01-01

    Reviews studies of the relationship of job design and redesign (including skill required, variety afforded, autonomy allowed, identity of the task required, significance of the task required, feedback given, and friendship opportunities offered) to employee satisfaction and performance. (JM)

  20. Job Training Coordination Committee Report.

    ERIC Educational Resources Information Center

    Royall, Robert V., Jr.

    A governor-appointed committee examined South Carolina's job training systems and developed recommendations on providing more effective and efficient job training. A consensus was first developed on conditions that currently exist in the areas of job training, job training's relationship to economic development, and services to target groups.…

  1. Job Structure and Age Satisfaction

    ERIC Educational Resources Information Center

    Phillips, James S.; And Others

    1978-01-01

    From research findings on job design and redesign, the authors conclude that all individuals may not approve job enrichment programs which may actually decrease job satisfaction. Although job satisfaction may increase with age, individual differences and other variables make research results inconclusive. (MF)

  2. Video Job Shadows. Project SEED.

    ERIC Educational Resources Information Center

    Kucinkas, Gene; Noyce, Gary

    Video Job Shadows encourages students to develop questions about a job and offers them the chance to videotape a business person answering those questions about his or her job. The program can be an effective method of teaching high school students about the world of work and the specific requirements and responsibilities of some jobs in their…

  3. ARC Control Tower: A flexible generic distributed job management framework

    NASA Astrophysics Data System (ADS)

    Nilsen, J. K.; Cameron, D.; Filipčič, A.

    2015-12-01

    While current grid middleware implementations are quite advanced in terms of connecting jobs to resources, their client tools are generally quite minimal and features for managing large sets of jobs are left to the user to implement. The ARC Control Tower (aCT) is a very flexible job management framework that can be run on anything from a single users laptop to a multi-server distributed setup. aCT was originally designed to enable ATLAS jobs to be submitted to the ARC CE. However, with the recent redesign of aCT where the ATLAS specific elements are clearly separated from the ARC job management parts, the control tower can now easily be reused as a flexible generic distributed job manager for other communities. This paper will give a detailed explanation how aCT works as a job management framework and go through the steps needed to create a simple job manager using aCT and show that it can easily manage thousands of jobs.

  4. Mid-Ocean Ridge Hydrothermal Vent Fluid Chemistry at Ultrafast Spreading Rates: Control by Phase Separation and Water-Rock Equilibrium

    NASA Astrophysics Data System (ADS)

    O'Grady, K. M.; Von Damm, K. L.

    2001-12-01

    Phase separation, overprinted by water-rock equilibration are the major controls on the chemical composition of hydrothermal vent fluids sampled from two morphologically distinct areas (18\\deg 24-26'S and 21\\deg 24-27'S) along the ultrafast spreading ( ~15 cm/yr full rate) Southern East Pacific Rise (SEPR) during the 1998 SouEPR Cruise. This conclusion, along with the growing evidence that phase separation and water-rock equilibrium also control the composition of previously sampled hydrothermal vent fluids from slower-spreading ridges, indicates that to a first approximation neither spreading rate nor ridge morphology can be directly related to hydrothermal fluid compositions. Hydrothermal fluids from ultrafast spreading centers therefore do not form a unique subset in the global range of known chemical compositions. Previous geophysical surveys and submersible observations suggested that the hydrothermal system located at 21\\deg 24-27'S, the SouEPR Area, was dominated by tectonic activity (Renard et al., 1985; Tufar, 1995; Krasnov et al., 1997). Submersible observations and hydrothermal vent fluid chemistry indicated that the N. Hump Area, experienced volcanic activity shortly before the 1993 NADUR Cruise (Charlou et al., 1996). The N. Hump Area vent fluids sampled during the 1998 SouEPR Cruise displayed a relatively uniform chlorinity (616-670 mmol/kg Cl) that is greater than seawater. The Si and Cl data from the N. Hump Area vent fluids suggest reaction zone conditions up to ~360 bars (~1 km below the seafloor) and ~430\\deg C, indicating supercritical phase separation. The unusually large chlorinity variation (113-803 mmol/kg Cl) in the SouEPR Area hydrothermal vent fluids covers almost the entire range of sampled mid-ocean ridge (MOR) hydrothermal vent fluid chemistries worldwide (30.5-1245 mmol/kg Cl). The Si and Cl data from the SouEPR Area vent fluids suggest reaction zone conditions up to ~410 bars ( ~1.3 km below the seafloor) and ~450\\deg C. The

  5. Job Search Workbook. Student Book.

    ERIC Educational Resources Information Center

    Spence, Mary Catherine

    This manual is intended to assist nonreaders in developing job search skills. It includes materials for use in nine sessions involving the nonreader and a tutor. The following questions are addressed in the individual sessions: Am I ready to look for a job? What kind of job do I want? What do I want and need in a job? Where are the jobs? How do I…

  6. Effects of compensation strategy on job pay decisions.

    PubMed

    Weber, C L; Rynes, S L

    1991-03-01

    Previous research has revealed but not explained the occurrence of wide variations in pay for the same job, even within a single local labor market. We investigated how compensation managers from a wide variety of organizations combined information about current job pay rates, market rates, and job evaluation points to arrive at new pay rates. In addition, we examined the role of organizational pay leadership position and external or internal orientation in decisions about job pay, controlling for differences in organizational demographic characteristics. Results suggest that pay strategies affect assigned pay levels, with managers from market-leading and internally oriented firms assigning higher pay. In addition, pay strategies appear to influence the relative weights attached to market survey versus job evaluation information. Organizational demographics also affected assigned pay levels, but to a lesser extent than pay strategies. PMID:10110018

  7. The Relationship between Job Dissatisfaction and Training Transfer

    ERIC Educational Resources Information Center

    Jodlbauer, Susanne; Selenko, Eva; Batinic, Bernad; Stiglbauer, Barbara

    2012-01-01

    The high rates of training transfer failure that prevail still puzzle practitioners as well as researchers. The central aim of the present study is to analyze the relatively under-researched role of job dissatisfaction in the training transfer process. Specifically, we expect that job dissatisfaction would have a negative effect on transfer but…

  8. Work Rewards, Job Satisfaction and Accreditation in Long Day Care.

    ERIC Educational Resources Information Center

    Lyons, M. F.

    1997-01-01

    Surveyed Australian child-care workers on job satisfaction. Found that although 80% indicated satisfaction with their job, 40% said they frequently thought of quitting. Found a past and projected turnover rate of about 30%; although workers' qualifications and skills base have increased significantly in the past decade, the accreditation process…

  9. Using Job Embeddedness to Explain New Teacher Retention

    ERIC Educational Resources Information Center

    Watson, Jennifer Moradian; Olson-Buchanan, Julie

    2016-01-01

    The high turnover rates among teachers, particularly novice teachers, is a significant problem in the field of education. This study examines the relationship between teacher turnover and a construct found in organizational literature--job embeddedness. Job embeddedness is the extent to which an employee connects socially and emotionally to their…

  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