Employment and physical activity in the U.S.

PubMed

Van Domelen, Dane R; Koster, Annemarie; Caserotti, Paolo; Brychta, Robert J; Chen, Kong Y; McClain, James J; Troiano, Richard P; Berrigan, David; Harris, Tamara B

2011-08-01

Physical inactivity is a risk factor for obesity, cardiovascular disease, hypertension, and other chronic diseases that are increasingly prevalent in the U.S. and worldwide. Time at work represents a major portion of the day for employed people. To determine how employment status (full-time, part-time, or not employed) and job type (active or sedentary) are related to daily physical activity levels in American adults. Cross-sectional data from the National Health and Nutrition Examination Survey (NHANES) were collected in 2003-2004 and analyzed in 2010. Physical activity was measured using Actigraph uniaxial accelerometers, and participants aged 20-60 years with ≥4 days of monitoring were included (N=1826). Accelerometer variables included mean counts/minute during wear time and proportion of wear time spent in various intensity levels. In men, full-time workers were more active than healthy nonworkers (p=0.004), and in weekday-only analyses, even workers with sedentary jobs were more active (p=0.03) and spent less time sedentary (p<0.001) than nonworkers. In contrast with men, women with full-time sedentary jobs spent more time sedentary (p=0.008) and had less light and lifestyle intensity activity than healthy nonworkers on weekdays. Within full-time workers, those with active jobs had greater weekday activity than those with sedentary jobs (22% greater in men, 30% greater in women). In men, full-time employment, even in sedentary occupations, is positively associated with physical activity compared to not working, and in both genders job type has a major bearing on daily activity levels. Copyright © 2011. Published by Elsevier Inc.

Your Paycheck. Cooperative Work Experience Learning Activity Packet: Series on Job Entry and Adjustment; Packet Five.

ERIC Educational Resources Information Center

Herschbach, Dennis R.; And Others

This student booklet is fifth in an illustrated series of eleven learning activity packets for use in teaching job hunting and application procedures and the management of wages to secondary students. Two units are included in this packet: the first describing the various ways of being paid: salary (including overtime and compensatory time),…

Job Accommodations Availability and Utilization Among People With Lupus: An Examination of Workplace Activity Limitations and Work Context Factors.

PubMed

Al Dhanhani, Ali M; Gignac, Monique A M; Beaton, Dorcas E; Su, Jiandong; Fortin, Paul R

2015-11-01

The aim of this study was to examine the availability of diverse job accommodations (or flexible working arrangements) and to describe their use among people with systemic lupus erythematosus (lupus), as well as to examine factors associated with the use of job accommodations. A mail survey was sent to adult lupus patients receiving care from a lupus clinic based in Toronto, Canada. The survey assessed demographic information, self-reported disease activity, work history, workplace activity limitations, job strain, and the availability and use of job accommodations. Standard multivariable linear regression analysis was used to examine factors associated with the use of job accommodations. We received 362 responses of 604 mailed surveys (60% response rate). Participants who were employed within the last 5 years, but who were not currently working, were less likely than currently employed participants to report having had job accommodations available to them at their last place of employment. The use of job accommodations was reported by 70% of currently employed respondents and by 72% of those not currently employed. The most common job accommodation used was sick leave days. Factors positively associated with the use of job accommodations among those who were employed included higher levels of education, being diagnosed with fibromyalgia, at least 1 episode of short-term work disability, not belonging to a union, greater workplace activity limitations, and greater job strain. The use of job accommodations among people with lupus is common. Work context factors, such as workplace activity limitations and job strain, are the main factors associated with the use of job accommodations. © 2015, American College of Rheumatology.

Nurses Improve Their Communities' Health Where They Live, Learn, Work, and Play.

PubMed

McCollum, Meriel; Kovner, Christine T; Ojemeni, Melissa T; Brewer, Carol; Cohen, Sally

2017-02-01

Nurses are often recognized for their volunteer efforts following disasters and international humanitarian crises. However, little attention is paid to the activities of nurses who promote a culture of health in their communities through local volunteer work. In this article, we describe nurses' perceptions of how they promote health in their communities through formal and informal volunteer work. Using 315 written responses to an open-ended question included in a 2016 survey of the career patterns of nurses in the U.S., we utilized conventional content analysis methods to code and thematically synthesize responses. Two broad categories of nurse involvement in volunteer activities arose from the participants' responses to the open-ended question, "Please tell us what you have done in the past year to improve the health of your community": 17% identified job-related activities, and 74% identified non-job-related activities. 9% of respondents indicated they do not participate in volunteer work. Job-related activities included patient education, educating colleagues, and "other" job-related activities. Non-job-related activities included health-related community volunteering, volunteering related to a specific population or disease, family-related volunteering, church activities, health fairs, raising or donating money, and travelling abroad for volunteer work. Nurses are committed to promoting a culture of health in their communities both at work and in their daily lives. Leveraging nurses' interest in volunteer work could improve the way nurses engage with their communities, expand the role of nurses as public health professionals, and foster the social desirability of healthful living.

Work stress and innate immune response.

PubMed

Boscolo, P; Di Gioacchino, M; Reale, M; Muraro, R; Di Giampaolo, L

2011-01-01

Several reports highlight the relationship between blood NK cytotoxic activity and life style. Easy life style, including physical activity, healthy dietary habits as well as good mental health are characterized by an efficient immune response. Life style is related to the type of occupational activity since work has a central part in life either as source of income or contributing to represent the social identity. Not only occupational stress, but also job loss or insecurity are thus considered serious stressful situations, inducing emotional disorders which may affect both neuroendocrine and immune systems; reduced reactivity to mitogens and/or decreased blood NK cytotoxic activity was reported in unemployed workers or in those with a high perception of job insecurity and/or job stress. Although genetic factors have a key role in the pathogenesis of autoimmune disorders, occupational stress (as in night shifts) was reported associated to an increased incidence of autoimmune disorders. Monitoring blood NK response may thus be included in the health programs as an indirect index of stressful job and/or poor lifestyle.

Does race/ethnicity moderate the association between job strain and leisure time physical activity?

PubMed

Bennett, Gary G; Wolin, Kathleen Y; Avrunin, Jill S; Stoddard, Anne M; Sorensen, Glorian; Barbeau, Elizabeth; Emmons, Karen M

2006-08-01

Racial/ethnic minorities report myriad barriers to regular leisure time physical activity (LTPA), including the stress and fatigue resulting from their occupational activities. We sought to investigate whether an association exists between job strain and LTPA, and whether it is modified by race or ethnicity. Data were collected from 1,740 adults employed in 26 small manufacturing businesses in eastern Massachusetts. LTPA and job strain data were self-reported. Adjusted mean hours of LTPA per week are reported. In age and gender adjusted analyses, reports of job strain were associated with LTPA. There was a significant interaction between job strain and race or ethnicity (p = .04). Whites experiencing job strain reported 1 less hr of LTPA per week compared to Whites not reporting job strain. Collectively, racial/ethnic minorities reporting job strain exhibited comparatively higher levels of LTPA compared to their counterparts with no job strain, although patterns for individual groups did not significantly differ. Job strain was associated with LTPA in a lower income, multiethnic population of healthy adult men and women. The association between job strain and LTPA was modified by race or ethnicity, highlighting the importance of investigating the differential effects of psychosocial occupational factors on LTPA levels by race or ethnicity.

Evaluation of the Unified Compensation and Classification Plan.

ERIC Educational Resources Information Center

Dade County Public Schools, Miami, FL. Office of Educational Accountability.

The Unified Classification and Compensation Plan of the Dade County (Florida) Public Schools consists of four interdependent activities that include: (1) developing and maintaining accurate job descriptions, (2) conducting evaluations that recommend job worth and grade, (3) developing and maintaining rates of compensation for job values, and (4)…

Criteria used to judge obese persons in the workplace.

PubMed

Popovich, P M; Everton, W J; Campbell, K L; Godinho, R M; Kramer, K M; Mangan, M R

1997-12-01

Researchers have speculated that employers are less likely to hire obese persons for more publicly visible jobs, although this hypothesis remains untested. In the present study, 54 undergraduate students rated 40 jobs on several items, including the likelihood they would hire an obese person for each job. Multidimensional scaling showed a one-dimensional solution, labeled as physical activity, with participants less likely to hire obese persons for more active jobs. For hiring likelihood ratings for jobs at either end of the dimension appear to be most similar for men and individuals with more positive attitudes toward obese persons versus women and individuals with more negative attitudes toward obese persons. Implications for both theory and practice are discussed.

34 CFR 379.21 - What is the content of an application for an award?

Code of Federal Regulations, 2012 CFR

2012-07-01

... grant activities, including how the BAC will— (i) Identify job and career availability within the... 1998; (ii) Identify the skills necessary to perform the jobs and careers identified; and (iii) For individuals with disabilities in fields related to the job and career availability identified under paragraph...

34 CFR 379.21 - What is the content of an application for an award?

Code of Federal Regulations, 2013 CFR

2013-07-01

... grant activities, including how the BAC will— (i) Identify job and career availability within the... 1998; (ii) Identify the skills necessary to perform the jobs and careers identified; and (iii) For individuals with disabilities in fields related to the job and career availability identified under paragraph...

34 CFR 379.21 - What is the content of an application for an award?

Code of Federal Regulations, 2014 CFR

2014-07-01

... grant activities, including how the BAC will— (i) Identify job and career availability within the... 1998; (ii) Identify the skills necessary to perform the jobs and careers identified; and (iii) For individuals with disabilities in fields related to the job and career availability identified under paragraph...

[Investigation on job stress of pediatricians and nurses working in pediatric department].

PubMed

Yao, San-qiao; Tian, Ling; Pang, Bao-dong; Bai, Yu-ping; Fan, Xue-yun; Shen, Fu-hai; Jin, Yu-lan

2008-09-01

To investigate the occupational stressors and modifiers of pediatricians and nurses in order to find the measurements for control of the job stress. 427 pediatricians and nurses working in five hospitals of a city served as subjects. Of them, the staff in section of pharmacy and toll offices in each hospital mentioned above served as control group. The General Job Stress Questionnaire was used to investigate the job stress by self-assessment. The scores of job demand, job risk, drug using, daily job stress, positive feelings, patient A behavior, physical environment and feeling balance in pediatricians and nurses were higher than those of control group, but the scores of job-person conflict, environmental control, technology utility, mental health, responsibility on things were lower than those of control group (P<0.05). The points of job future, job locus of control, self-esteem, job satisfaction, job load variance, depression in nurses were higher than those of pediatricians, and non-work activities, job risk and daily life stress were lower than those of doctors (P<0.05). The main affecting factors on job strain of pediatric staff included job monotony, higher job demand, more non-work job, lower job control, more job risk, job future ambiguous, poorer social support, lower job locus control and lower self-esteem. The stress degree of pediatric staff is higher than that of controls. The pediatricians have more job stress than that of nurses. The main stressors of pediatric staff are job monotony, higher job demand, more non-worker activity, lower job control, higher job risk and ambiguous job future. The main modifiers are good social support, external job locus of control and higher self-esteem.

Do job demands and job control affect problem-solving?

PubMed

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

2012-01-01

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

Job Aids: Descriptive Authoring Flowcharts for Phase II--DESIGN of the Instructional Systems Development Model.

ERIC Educational Resources Information Center

Schulz, Russel E.; Farrell, Jean R.

This resource guide for the use of job aids ("how-to-do-it" guidance) for activities identified in the second phase of the Instructional Systems Development Model (ISD) contains an introduction to the use of job aids, as well as descriptive authoring flowcharts for Blocks II.1 through II.4. The introduction includes definitions;…

Job Aids: Descriptive Authoring Flowcharts for Phase I--ANALYZE of the Instructional Systems Development Model.

ERIC Educational Resources Information Center

Schulz, Russel E.; Farrell, Jean R.

This resource guide for the use of job aids ("how-to-do-it" guidance) for activities identified in the first phase of the Instructional Systems Development Model (ISD) contains an introduction to the use of job aids, as well as descriptive authoring flowcharts for Blocks I.2 through I.5. The introduction includes definitions;…

Job Aids: Descriptive Authoring Flowcharts for Phase III--DEVELOP of the Instructional Systems Development Model.

ERIC Educational Resources Information Center

Schulz, Russel E.; Farrell, Jean R.

This resource guide for the use of job aids ("how-to-do-it" guidance) for activities identified in the third phase of the Instructional Systems Development Model (ISD) contains an introduction to the use of job aids, as well as descriptive authoring flowcharts for Blocks III.1 through III.5. The introduction includes definitions;…

Getting a Raise. Cooperative Work Experience Learning Activity Packet: Series on Job Entry and Adjustment; Packet Seven.

ERIC Educational Resources Information Center

Herschbach, Dennis R.; And Others

This student booklet is seventh in an illustrated series of eleven learning activity packets for use in teaching job hunting and application procedures and the management of wages to secondary students. Two units are included in this packet, one explaining the differences between periodic and merit pay increases and between flat amount and…

Relationships Between Design Characteristics of Avionics Subsystems and Training Cost, Training Difficulty, and Job Performance. Final Report, Covering Activity from 1 July 1971 Through 1 September 1972.

ERIC Educational Resources Information Center

Lintz, Larry M.; And Others

A study investigated the relationship between avionics subsystem design characteristics and training time, training cost, and job performance. A list of design variables believed to affect training and job performance was established and supplemented with personnel variables, including aptitude test scores and the amount of training and…

GO, an exec for running the programs: CELL, COLLIDER, MAGIC, PATRICIA, PETROS, TRANSPORT, and TURTLE

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

Shoaee, H.

1982-05-01

An exec has been written and placed on the PEP group's public disk to facilitate the use of several PEP related computer programs available on VM. The exec's program list currently includes: CELL, COLLIDER, MAGIC, PATRICIA, PETROS, TRANSPORT, and TURTLE. In addition, provisions have been made to allow addition of new programs to this list as they become available. The GO exec is directly callable from inside the Wylbur editor (in fact, currently this is the only way to use the GO exec.). It provides the option of running any of the above programs in either interactive or batch mode.more » In the batch mode, the GO exec sends the data in the Wylbur active file along with the information required to run the job to the batch monitor (BMON, a virtual machine that schedules and controls execution of batch jobs). This enables the user to proceed with other VM activities at his/her terminal while the job executes, thus making it of particular interest to the users with jobs requiring much CPU time to execute and/or those wishing to run multiple jobs independently. In the interactive mode, useful for small jobs requiring less CPU time, the job is executed by the user's own Virtual Machine using the data in the active file as input. At the termination of an interactive job, the GO exec facilitates examination of the output by placing it in the Wylbur active file.« less

GO, an exec for running the programs: CELL, COLLIDER, MAGIC, PATRICIA, PETROS, TRANSPORT and TURTLE

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

Shoaee, H.

1982-05-01

An exec has been written and placed on the PEP group's public disk (PUBRL 192) to facilitate the use of several PEP related computer programs available on VM. The exec's program list currently includes: CELL, COLLIDER, MAGIC, PATRICIA, PETROS, TRANSPORT, and TURTLE. In addition, provisions have been made to allow addition of new programs to this list as they become available. The GO exec is directly callable from inside the Wylbur editor (in fact, currently this is the only way to use the GO exec.) It provides the option of running any of the above programs in either interactive ormore » batch mode. In the batch mode, the GO exec sends the data in the Wylbur active file along with the information required to run the job to the batch monitor (BMON, a virtual machine that schedules and controls execution of batch jobs). This enables the user to proceed with other VM activities at his/her terminal while the job executes, thus making it of particular interest to the users with jobs requiring much CPU time to execute and/or those wishing to run multiple jobs independently. In the interactive mode, useful for small jobs requiring less CPU time, the job is executed by the user's own Virtual Machine using the data in the active file as input. At the termination of an interactive job, the GO exec facilitates examination of the output by placing it in the Wylbur active file.« less

Job Prospects for Civil Engineers.

ERIC Educational Resources Information Center

Basta, Nicholas

1985-01-01

Government programs and renewed industrial activity have combined with stable enrollments to create bright job prospects for civil engineers. Areas with good opportunities include highway reconstruction and rehabilitation, water-resource management, and new factory construction. The subspecialty of structural engineering has a growing need in…

Work Activities and Compensation of Male and Female Cardiologists

PubMed Central

Jagsi, Reshma; Biga, Cathie; Poppas, Athena; Rodgers, George P.; Walsh, Mary N.; White, Patrick J.; McKendry, Colleen; Sasson, Joseph; Schulte, Phillip J.; Douglas, Pamela S.

2016-01-01

BACKGROUND Much remains unknown about experiences, including working activities and pay, of women in cardiology, which is a predominantly male specialty. OBJECTIVES The goal of this study was to describe the working activities and pay of female cardiologists compared with their male colleagues and to determine whether sex differences in compensation exist after accounting for differences in work activities and other characteristics. METHODS The personal, job, and practice characteristics of a national sample of practicing cardiologists were described according to sex. We applied the Peters-Belson technique and multivariate regression analysis to evaluate whether gender differences in compensation existed after accounting for differences in other measured characteristics. The study used 2013 data reported by practice administrators to MedAxiom, a subscription-based service provider to cardiology practices. Data regarding cardiologists from 161 U.S. practices were included, and the study sample included 2,679 subjects (229 women and 2,450 men). RESULTS Women were more likely to be specialized in general/noninvasive cardiology (53.1% vs. 28.2%), and a lower proportion (11.4% vs. 39.3%) reported an interventional subspecialty compared with men. Job characteristics that differed according to sex included the proportion working full-time (79.9% vs. 90.9%; p < 0.001), the mean number of half-days worked (387 vs. 406 days; p = 0.001), and mean work relative value units generated (7,404 vs. 9,497; p <0.001) for women and men, respectively. Peters-Belson analysis revealed that based on measured job and productivity characteristics, the women in this sample would have been expected to have a mean salary that was $31,749 (95% confidence interval: $16,303 to $48,028) higher than that actually observed. Multivariate analysis confirmed the direction and magnitude of the independent association between sex and salary. CONCLUSIONS Men and women practicing cardiology in this national sample had different job activities and salaries. Substantial sex-based salary differences existed even after adjusting for measures of personal, job, and practice characteristics. PMID:26560679

Work and Health among Latina Mothers in Farmworker Families

PubMed Central

Arcury, Thomas A.; Trejo, Grisel; Suerken, Cynthia K.; Grzywacz, Joseph G.; Ip, Edward H.; Quandt, Sara A.

2014-01-01

Background Work organization is important for the health of vulnerable workers, particularly women. This analysis describes work organization for Latinas in farmworker families and delineates the associations of work organization with health indicators. Methods 220 Latino women in farmworker families completed interviews from October 2012 - July 2013. Interviews addressed job structure, job demand, job control, and job support. Health measures included stress, depressive symptoms, physical activity, family conflict, and family economic security. Results Three-fifths of the women were employed. Several work organization dimensions, including shift, psychological demand, work safety climate, and benefits, were associated with participant health as expected, based on the work organization and job demands-control-support models. Conclusions Research should address women's health and specific work responsibilities. Occupational safety policy must consider the importance of work organization in the health of vulnerable workers. PMID:25742536

Psychosocial work conditions, unemployment, and leisure-time physical activity: a population-based study.

PubMed

Ali, Sadiq Mohammad; Lindström, Martin

2006-01-01

To investigate the association between psychosocial work conditions and unemployment, and low leisure-time physical activity. The 2000 public health survey in Scania is a cross-sectional postal questionnaire study with a 59% participation rate. A total of 5,180 persons aged 18-64 years who belonged to the workforce and the unemployed were included in this study. Logistic regression models were used to investigate the associations between psychosocial factors at work and unemployment, and low leisure-time physical activity. Psychosocial conditions at work were defined according to the Karasek-Theorell demand-control/decision latitudes into relaxed, active, passive, and job strain categories. The multivariate analyses included age, country of birth, education, economic stress, and social participation. In total, 16.1% of men and 14.8% of women had low leisure-time physical activity. The job strain (high demands/low control) and unemployed categories had significantly higher odds ratios of low leisure-time physical activity among both men and women compared with the relaxed (low demands/high control) reference category. However, the significant differences between the job strain, the unemployed, and the relaxed categories disappeared in the multivariate models. Respondents with job strain or unemployment have significantly higher odds ratios of low leisure-time physical activity than the relaxed category. However, after adjustments for education in particular the differences disappear. Nevertheless, the results suggest that the association between psychosocial work conditions, which are often dependent on education, and leisure-time physical activity may be interesting to study in more detail.

Enforcing Job Safety; A Union View of OSHA

ERIC Educational Resources Information Center

Wood, Michael

1975-01-01

A primary shortcoming of the Occupational Safety and Health Act of 1970 is that it provides the employer with too many phases of postponement of responsibility. However, positive administrative action has included organized labor's entry into all levels of job safety and health activities. (MW)

Job Stress in Young Adults is Associated With a Range of Poorer Health Behaviors in the Childhood Determinants of Adult Health (CDAH) Study.

PubMed

Wang, Shuo; Sanderson, Kristy; Dwyer, Terence; Venn, Alison; Gall, Seana

2018-03-01

To examine job stress and health behaviors, including their co-occurrence, in Australians aged 31 to 41 year assessed in 2009 to 2011. Cross-sectional analyses using multivariable regression models of the association between the Effort Reward Imbalance (ERI) scale and health behaviors (smoking, alcohol consumption, diet, physical activity, and body mass index [BMI]) both individually and co-occurring (0 to 3 vs 4 to 5 behaviors) were undertaken. Covariates included sociodemographics, personality, and life events. Greater ERI was associated with a significantly lower prevalence of having co-occurring healthy behaviors and poorer diets in both sexes. Higher ERI was also associated greater physical inactivity and sedentary behavior in men and smoking, high alcohol consumption, and more pedometer-measured physical activity in women. Job stress at work was associated with a range of unhealthy behaviors, which may explain the higher chronic disease associated with job stress.

Occupational stress, work-home interference and burnout among Belgian veterinary practitioners.

PubMed

Hansez, I; Schins, F; Rollin, F

2008-04-01

There have been few formal studies on stress in veterinary surgeons and, in the rare studies available, stress is not examined jointly through the levels of job strain and job engagement, the sources of stress in the issue of work environment and the work-home interference. The authors' goal in this study was to analyse job engagement, job strain, burnout, work-home interference and job stress factors among 216 Belgian veterinary surgeons. Rural practice was compared to small animal and mixed activity. The mean job strain and job engagement level in veterinary surgeons was not higher than what we found in other working populations. However, 15.6% of the group were found to be suffering from high burnout. Rural practitioners had a lower level of job engagement than small animal veterinary surgeons. These small animal practitioners had a lower level of job strain than the mixed practitioners. The level of burnout did not differ significantly across the three types of activity. In comparison to other Belgian and Dutch workers, veterinary surgeons perceived more negative work-home interference. Bovine and mixed practitioners were the most concerned with this problem. The two most important sources of stress reported by bovine practitioners were relations to farmers and working time management (including emergencies and availability).

20 CFR 632.78 - Training activities.

Code of Federal Regulations, 2010 CFR

2010-04-01

... determined by representatives of the Indian and Native American communities and groups served (sec. 401(a... the technical skills and information required to perform a specific job or group of jobs. It may be... world of work; (2) Counseling. This includes employment and training related counseling and testing; (3...

41 CFR 60-300.23 - Medical examinations and inquiries.

Code of Federal Regulations, 2010 CFR

2010-07-01

... medical examination (and/or inquiry) of an employee that is job-related and consistent with business... examinations and activities, including voluntary medical histories, which are part of an employee health... paragraphs (b)(2) and (b)(4) of this section do not have to be job-related and consistent with business...

41 CFR 60-741.23 - Medical examinations and inquiries.

Code of Federal Regulations, 2010 CFR

2010-07-01

... examination (and/or inquiry) of an employee that is job-related and consistent with business necessity. The... activities, including voluntary medical histories, which are part of an employee health program available to...)(4) of this section do not have to be job-related and consistent with business necessity. However, if...

Occupational Exploration at Ontario Junior High School: 8th Grade.

ERIC Educational Resources Information Center

Bates, Gene; And Others

The document contains 47 activities for Grade 8. The contents include the following areas: questionnaires; work vocabularies; employment seeking procedures--employment ads, application forms, resumes, job interviews, and resume preparation advice; a 24-page unit presenting occupational information in relation to career choice and job application…

Job strain among Malaysian office workers of a multinational company.

PubMed

Maizura, H; Retneswari, M; Moe, H; Hoe, V C W; Bulgiba, A

2010-05-01

Information on job strain exposure among Malaysian workers in multinational companies is limited. To investigate the prevalence and factors associated with high job strain among office workers of a multinational company in Malaysia. A cross-sectional study was conducted in November 2007 among 470 eligible workers. Respondents self-administered the Job Content Questionnaire downloaded from the company's intranet. A median-split procedure was applied to create four groups according to the Job Demand-Control Model: active, passive, high and low job strain. Logistic regression models were used to investigate the associations between socio-demographic, occupational and psychosocial factors and high job strain. A total of 356 questionnaires were received (response rate 76%). Twenty-one per cent of respondents were in the high job strain group, 35% were in the passive group, whereas 26% and 17% of workers were in the low strain and active groups, respectively. After controlling for confounders, three factors were found to be associated with high job strain: male workers (adjusted OR 1.94, 95% CI 1.04-3.64), working >48 h per week (adjusted OR 2.51, 95% CI 1.44-4.39) and job insecurity (adjusted OR 1.14, 95% CI 1.02-1.27). One protective factor for high job strain was the scale 'created skill', which is part of skill discretion (adjusted OR 0.70, 95% CI 0.57-0.86). About one in five workers in this study experience high job strain. Work improvement measures include reducing long working hours and job insecurity and giving workers the opportunity to learn, use creativity and develop abilities.

45 CFR 287.120 - What work activities may be provided under the NEW Program?

Code of Federal Regulations, 2010 CFR

2010-10-01

... employment services, job retention services, unsubsidized employment, subsidized public or private sector..., alternative education, post secondary education, job readiness activity, job search, job skills training, training and employment activities, job development and placement, on-the-job training (OJT), employer work...

Including the people with disabilities at work: a case study of the job of bricklayer in civil construction in Brazil.

PubMed

Martins, L B; Barkokébas Junior, B; Guimarães, B M

2012-01-01

The aim of this paper is to present the results of the evaluation of the job of bricklayer in the construction industry to determine the profile of workers with disabilities who could perform this function and what adjustments are needed. The methods and techniques used in the field study were: direct observation of the activities and the environment, interviews with bricklayers on building sites, a video and photographic record of tasks being carried out to analyze the job of bricklayer, software resources were used. This study set out the disabilities most commonly caused by work accidents in the civil construction industry and simulated the conditions of the individuals to determine whether they could perform the activities of this function and what adaptations are needed. It was observed that workers with hearing impairments could perform activities without any change in the workplace and individuals who had had a leg or foot amputated need to use appropriate prostheses to perform the activities of the function. Thus, it was shown that the activity of professionals with experience in Ergonomics is essential since, by the activity of gathering data and analysing the physical, cognitive and organizational requirements of jobs and by collecting data on and analysing the functional capabilities of the worker with a disability, adaptations to jobs can be adequately defined.

Vocational Rehabilitation in Spinal Cord Injury: What Vocational Service Activities Are Associated with Employment Program Outcome?

PubMed Central

Barnett, Scott D.; Goetz, Lance L.; Toscano, Richard

2015-01-01

Background: Designing effective vocational programs for persons with spinal cord injury (SCI) is essential for improving return to work outcome following injury. The relationship between specific vocational services and positive employment outcome has not been empirically studied. Objective: To examine the association of specific vocational service activities as predictors of employment. Method: Secondary analysis of a randomized, controlled trial of evidence-based supported employment (EBSE) with 12-month follow-up data among 81 Veteran participants with SCI. Results: Primary activities recorded were vocational counseling (23.9%) and vocational case management (23.8%). As expected, job development and employment supports were the most time-consuming activities per appointment. Though the amount of time spent in weekly appointments did not differ by employment outcome, participants obtaining competitive employment averaged significantly more individual activities per appointment. Further, for these participants, job development or placement and employment follow-along or supports were more likely to occur and vocational counseling was less likely to occur. Community-based employment services, including job development or placement and employment follow-along or supports as part of a supported employment model, were associated with competitive employment outcomes. Office-based vocational counseling services, which are common to general models of vocational rehabilitation, were associated with a lack of employment. Conclusions: Vocational services that actively engage Veterans with SCI in job seeking and acquisition and that provide on-the-job support are more likely to lead to employment than general vocational counseling that involves only job preparation. PMID:25762858

Associate residency training directors in psychiatry: demographics, professional activities, and job satisfaction.

PubMed

Arbuckle, Melissa R; Degolia, Sallie G; Esposito, Karin; Miller, Deborah A; Weinberg, Michael; Brenner, Adam M

2012-09-01

The purpose of this study was to characterize associate training director (ATD) positions in psychiatry. An on-line survey was e-mailed in 2009 to all ATDs identified through the American Association of Directors of Psychiatric Residency Training (AADPRT). Survey questions elicited information regarding demographics, professional activities, job satisfaction, and goals. Of 170 ATDs surveyed, 73 (42.9%) completed the survey. Most respondents (71.3%) had been in their positions for 3 years or less. Many ATDs indicated that they were involved in virtually all aspects of residency training; 75% of respondents agreed that they were happy with their experience. However, specific concerns included inadequate time and compensation for the ATD role in addition to a lack of mentorship and unclear job expectations. Thoughtful attention to the construction of the ATD role may improve job satisfaction.

Work Activities and Compensation of Male and Female Cardiologists.

PubMed

Jagsi, Reshma; Biga, Cathie; Poppas, Athena; Rodgers, George P; Walsh, Mary N; White, Patrick J; McKendry, Colleen; Sasson, Joseph; Schulte, Phillip J; Douglas, Pamela S

2016-02-09

Much remains unknown about experiences, including working activities and pay, of women in cardiology, which is a predominantly male specialty. The goal of this study was to describe the working activities and pay of female cardiologists compared with their male colleagues and to determine whether sex differences in compensation exist after accounting for differences in work activities and other characteristics. The personal, job, and practice characteristics of a national sample of practicing cardiologists were described according to sex. We applied the Peters-Belson technique and multivariate regression analysis to evaluate whether gender differences in compensation existed after accounting for differences in other measured characteristics. The study used 2013 data reported by practice administrators to MedAxiom, a subscription-based service provider to cardiology practices. Data regarding cardiologists from 161 U.S. practices were included, and the study sample included 2,679 subjects (229 women and 2,450 men). Women were more likely to be specialized in general/noninvasive cardiology (53.1% vs. 28.2%), and a lower proportion (11.4% vs. 39.3%) reported an interventional subspecialty compared with men. Job characteristics that differed according to sex included the proportion working full-time (79.9% vs. 90.9%; p < 0.001), the mean number of half-days worked (387 vs. 406 days; p = 0.001), and mean work relative value units generated (7,404 vs. 9,497; p < 0.001) for women and men, respectively. Peters-Belson analysis revealed that based on measured job and productivity characteristics, the women in this sample would have been expected to have a mean salary that was $31,749 (95% confidence interval: $16,303 to $48,028) higher than that actually observed. Multivariate analysis confirmed the direction and magnitude of the independent association between sex and salary. Men and women practicing cardiology in this national sample had different job activities and salaries. Substantial sex-based salary differences existed even after adjusting for measures of personal, job, and practice characteristics. Copyright © 2016 American College of Cardiology Foundation. Published by Elsevier Inc. All rights reserved.

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

NASA Astrophysics Data System (ADS)

Waddell, K.

2015-12-01

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

Education and Job Training: Preparing for the 21st Century Workforce. Hearing before the Subcommittee on 21st Century Competitiveness of the Committee on Education and the Workforce, House of Representatives. One Hundred Seventh Congress, Second Session (Angola, Indiana, March 22, 2002).

ERIC Educational Resources Information Center

Congress of the U.S., Washington, DC. House Committee on Education and the Workforce.

This is a congressional hearing on how vocational and technical education and job training work together to better prepare workers for the 21st century workforce and on successful educational and job training activities and initiatives in Indiana (IN). Testimony includes statements from United States representatives (Howard P. "Buck"…

A network dedicated to sciences dissemination : Scité

NASA Astrophysics Data System (ADS)

Botman, M.; Scité Network

2005-11-01

The activities of the network Scité are destined for the schools and the general public and include laboratories visits, training periods, seminars, conferences, adult courses specially designed for teachers, etc. Since 2002, collaborations between universities and enterprises are enhanced and developed to bring to light the variety of jobs linked to science and the multi-disciplinary process leading to industrial application of scientific findings. Activities will include, enterprises visits preparation of CD and video support presenting "passionate" jobs, and the set up of interactive workshops for students. Systematic relations and interactions with scientific as well as global media are established and formalised. Activities enhancing such interactions include the development of media-universities interface assuring the quality and the adequacy of scientific information transfer and vulgarisation. Based on the wide expertise accumulated through recent projects, Scité Network develop innovative activities involving a wide range of actors: universities, enterprises, media, schools, general public.

Study of the validity of a job-exposure matrix for the job strain model factors: an update and a study of changes over time.

PubMed

Niedhammer, Isabelle; Milner, Allison; LaMontagne, Anthony D; Chastang, Jean-François

2018-03-08

The objectives of the study were to construct a job-exposure matrix (JEM) for psychosocial work factors of the job strain model, to evaluate its validity, and to compare the results over time. The study was based on national representative data of the French working population with samples of 46,962 employees (2010 SUMER survey) and 24,486 employees (2003 SUMER survey). Psychosocial work factors included the job strain model factors (Job Content Questionnaire): psychological demands, decision latitude, social support, job strain and iso-strain. Job title was defined by three variables: occupation and economic activity coded using standard classifications, and company size. A JEM was constructed using a segmentation method (Classification and Regression Tree-CART) and cross-validation. The best quality JEM was found using occupation and company size for social support. For decision latitude and psychological demands, there was not much difference using occupation and company size with or without economic activity. The validity of the JEM estimates was higher for decision latitude, job strain and iso-strain, and lower for social support and psychological demands. Differential changes over time were observed for psychosocial work factors according to occupation, economic activity and company size. This study demonstrated that company size in addition to occupation may improve the validity of JEMs for psychosocial work factors. These matrices may be time-dependent and may need to be updated over time. More research is needed to assess the validity of JEMs given that these matrices may be able to provide exposure assessments to study a range of health outcomes.

A personality trait-based interactionist model of job performance.

PubMed

Tett, Robert P; Burnett, Dawn D

2003-06-01

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

Unpacking Early Work Experiences of Young Adults With Rheumatic Disease: An Examination of Absenteeism, Job Disruptions, and Productivity Loss.

PubMed

Jetha, Arif; Badley, Elizabeth; Beaton, Dorcas; Fortin, Paul R; Shiff, Natalie J; Gignac, Monique A M

2015-09-01

To examine work absenteeism, job disruptions, and perceived productivity loss and factors associated with each outcome in young adults living with systemic lupus erythematosus (SLE) and juvenile arthritis (JA). One hundred forty-three young adults, ages 18-30 years with SLE (54.5%) and JA (45.5%), completed an online survey of work experiences. Demographic, health (e.g., fatigue, disease activity), psychosocial (e.g., independence, social support), and work context (e.g., career satisfaction, job control, self-disclosure) information was collected. Participants were asked about absenteeism, job disruptions, and perceived productivity loss in the last 6 months. Log Poisson regression analyses examined factors associated with work outcomes. A majority of participants (59%) were employed and reported a well-managed health condition. Employed respondents were satisfied with their career progress and indicated moderate job control. More than 40% of participants reported absenteeism, job disruptions, and productivity loss. Greater job control and self-disclosure, and less social support, were related to a higher likelihood of absenteeism. More disease activity was related to a greater likelihood of reporting job disruptions. Lower fatigue and higher job control were associated with a reduced likelihood of a productivity loss. Young adult respondents with rheumatic disease experienced challenges with employment, including absenteeism, job disruptions, and productivity loss. While related to greater absenteeism, job control could play a role in a young person's ability to manage their health condition and sustain productive employment. Greater attention should also be paid to understanding health factors and social support in early work experiences. © 2015, American College of Rheumatology.

Arthritis symptoms, the work environment, and the future: measuring perceived job strain among employed persons with arthritis.

PubMed

Gignac, Monique A M; Sutton, Deborah; Badley, Elizabeth M

2007-06-15

To develop a measure of job strain related to differing aspects of working with arthritis and to examine the demographic, illness, work context, and psychosocial variables associated with it. Study participants were 292 employed individuals with osteoarthritis or inflammatory arthritis. Participants were from wave 3 of a 4-wave longitudinal study examining coping and adaptation efforts used to remain employed. Participants completed an interview-administered structured questionnaire, including a Chronic Illness Job Strain Scale (CIJSS) and questions on demographic (e.g., age, sex), illness and disability (e.g., disease type, pain, activity limitations), work context (e.g., job type, job control), and psychosocial variables (e.g., arthritis-work spillover, coworker/managerial support, job perceptions). Principal component analysis and multiple linear regression were used to analyze the data. A single factor solution emerged for the CIJSS. The scale had an internal reliability of 0.95. Greater job strain was reported for future uncertainty, balancing multiple roles, and difficulties accepting the disease than for current workplace conditions. Participants with inflammatory arthritis, more frequent severe pain, greater workplace activity limitations, fewer hours of work, less coworker support, and greater arthritis-work spillover reported greater job strain. The findings underscore the diverse areas that contribute to perceptions of job strain and suggest that existing models of job strain do not adequately capture the stress experienced by individuals working with chronic illnesses or the factors associated with job strain. Measures similar to the CIJSS can enhance the tools researchers and clinicians have available to examine the impact of arthritis in individuals' lives.

The Recent Pathology Residency Graduate Job Search Experience: A Synthesis of 5 Years of College of American Pathologists Job Market Surveys.

PubMed

Gratzinger, Dita; Johnson, Kristen A; Brissette, Mark D; Cohen, David; Rojiani, Amyn M; Conran, Richard M; Hoffman, Robert D; Post, Miriam D; McCloskey, Cindy B; Roberts, Cory A; Domen, Ronald E; Talbert, Michael L; Powell, Suzanne Z

2018-04-01

- Pathology residents and fellows tailor their training and job search strategies to an actively evolving specialty in the setting of scientific and technical advances and simultaneous changes in health care economics. - To assess the experience and outcome of the job search process of pathologists searching for their first non-fellowship position. - The College of American Pathologists (CAP) Graduate Medical Education Committee has during the past 5 years sent an annual job search survey each June to CAP junior members and fellows in practice 3 years or less who have actively searched for a non-fellowship position. - Job market indicators including job interviews, job offers, positions accepted, and job satisfaction have remained stable during the 5 years of the survey. Most survey respondents who had applied for at least 1 position had accepted a position at the time of the survey, and most applicants who had accepted a position were satisfied or very satisfied. However, most attested that finding a non-fellowship position was difficult. Despite a perceived push toward subspecialization in surgical pathology, the reported number of fellowships completed was stable. Respondent demographics were not associated with job search success with 1 significant exception: international medical school graduate respondents reported greater perceived difficulty in finding a position, and indeed, fewer reported having accepted a position. - Pathology residents and fellows seeking their first position have faced a relatively stable job market during the last 5 years, with most accepting positions with which they were satisfied.

Using a Computer Simulation to Improve Psychological Readiness for Job Interviewing in Unemployed Individuals of Pre-Retirement Age

PubMed Central

Aysina, Rimma M.; Efremova, Galina I.; Maksimenko, Zhanna A.; Nikiforov, Mikhail V.

2017-01-01

Unemployed individuals of pre-retirement age face significant challenges in finding a new job. This may be partly due to their lack of psychological readiness to go through a job interview. We view psychological readiness as one of the psychological attitude components. It is an active conscious readiness to interact with a certain aspect of reality, based on previously acquired experience. It includes a persons’ special competence to manage their activities and cope with anxiety. We created Job Interview Simulation Training (JIST) – a computer-based simulator, which allowed unemployed job seekers to practice interviewing repeatedly in a stress-free environment. We hypothesized that completion of JIST would be related to increase in pre-retirement job seekers’ psychological readiness for job interviewing in real life. Participants were randomized into control (n = 18) and experimental (n = 21) conditions. Both groups completed pre- and post-intervention job interview role-plays and self-reporting forms of psychological readiness for job interviewing. JIST consisted of 5 sessions of a simulated job interview, and the experimental group found it easy to use and navigate as well as helpful to prepare for interviewing. After finishing JIST-sessions the experimental group had significant decrease in heart rate during the post-intervention role-play and demonstrated significant increase in their self-rated psychological readiness, whereas the control group did not have changes in these variables. Future research may help clarify whether JIST is related to an increase in re-employment of pre-retirement job seekers. PMID:28580025

Using a Computer Simulation to Improve Psychological Readiness for Job Interviewing in Unemployed Individuals of Pre-Retirement Age.

PubMed

Aysina, Rimma M; Efremova, Galina I; Maksimenko, Zhanna A; Nikiforov, Mikhail V

2017-05-01

Unemployed individuals of pre-retirement age face significant challenges in finding a new job. This may be partly due to their lack of psychological readiness to go through a job interview. We view psychological readiness as one of the psychological attitude components. It is an active conscious readiness to interact with a certain aspect of reality, based on previously acquired experience. It includes a persons' special competence to manage their activities and cope with anxiety. We created Job Interview Simulation Training (JIST) - a computer-based simulator, which allowed unemployed job seekers to practice interviewing repeatedly in a stress-free environment. We hypothesized that completion of JIST would be related to increase in pre-retirement job seekers' psychological readiness for job interviewing in real life. Participants were randomized into control (n = 18) and experimental (n = 21) conditions. Both groups completed pre- and post-intervention job interview role-plays and self-reporting forms of psychological readiness for job interviewing. JIST consisted of 5 sessions of a simulated job interview, and the experimental group found it easy to use and navigate as well as helpful to prepare for interviewing. After finishing JIST-sessions the experimental group had significant decrease in heart rate during the post-intervention role-play and demonstrated significant increase in their self-rated psychological readiness, whereas the control group did not have changes in these variables. Future research may help clarify whether JIST is related to an increase in re-employment of pre-retirement job seekers.

The association between job strain and coronary heart disease: a meta-analysis of prospective cohort studies.

PubMed

Xu, Shuxian; Huang, Yuli; Xiao, Jiping; Zhu, Wenjing; Wang, Lulu; Tang, Hongfeng; Hu, Yunzhao; Liu, Tiebang

2015-01-01

Studies about work stress and the risk of coronary heart disease (CHD) have yielded inconsistent results. This meta-analysis aimed to investigate the association between job strain and the risk of CHD. We searched PubMed and Embase databases for studies reporting data on job strain and the risk of CHD. Studies were included if they reported multiple-adjusted relative risk (RR) with 95% confidence interval (CI) with respect to CHD from job strain. Fourteen prospective cohort studies comprising 232,767 participants were included. The risk of CHD was increased in high-strain (RR 1.26; 95% CI 1.12-1.41) and passive jobs (RR 1.14; 95% CI 1.02-1.29) but not in active jobs (RR 1.09; 95% CI 0.97-1.22), when compared with low-strain group. The increased risk of CHD in high-strain and passive jobs was mainly driven by studies with a follow-up duration of ≥ 10 years. Neither the low-control (RR 1.06; 95% CI 0.93-1.19) nor high-demand (RR 1.13; 95% CI 0.97-1.32) dimension was independently associated with the risk of CHD. Individuals with high-strain and passive jobs were more likely to experience a CHD event. Intervention programs incorporating individual and organizational levels are crucial for reducing job strain and the risk of CHD.

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

PubMed

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

2013-01-01

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

Planning Jobs for People. Annual Report, No. 5, 1 July 71-30 June 72.

ERIC Educational Resources Information Center

Economic Development Administration (DOC), Washington, DC.

The study reports on activities which include 59 management assistance projects resulting in 1,983 jobs and payrolls amounting to $9,097,000. In addition, the report describes work with local community leaders to make available information and techniques needed to provide public facilities in support of economic development. The report describes…

The benefits of sustained leisure-time physical activity on job strain.

PubMed

Yang, X; Telama, R; Hirvensalo, M; Hintsanen, M; Hintsa, T; Pulkki-Råback, L; Viikari, J S A

2010-08-01

The long-term effects of leisure-time physical activity (LTPA) on job strain have not been assessed in a large prospective population-based cohort study. To examine the relationship between the LTPA and the prevalence of job strain. The participants were 861 full-time employees (406 men and 455 women), aged 24-39 years in 2001, from the ongoing Cardiovascular Risk in Young Finns Study. LTPA was assessed using a self-report questionnaire in 1992 and in 2001. The participants were grouped into four categories according to tertiles of LTPA index at two time points: persistently active, increasingly active, decreasingly active and persistently inactive. Job strain was measured in 2001 by indicators of job demands and job control. Baseline LTPA was inversely associated with job strain (P < 0.001) and job demands (P < 0.05) and directly associated with job control (P < 0.05) in both sexes in a model adjusted for the change in 9-year LTPA, age, educational level, occupational status and smoking. Compared with persistently active participants, persistently inactive participants had a 4.0-fold higher job strain after adjustment for the confounders. Similarly, persistently inactive participants had a 2.7-fold higher job demands and a 1.8-fold lower job control. Decreasing physical activity was independently associated with high job strain (P < 0.01) and with low job control (P < 0.01). Participation in regular LTPA during leisure may help young adults to cope with job strain. A long-term benefit of LTPA may play a role in the development of mental well-being.

Occupational Exploration at Ontario Junior High School: 9th Grade.

ERIC Educational Resources Information Center

Bates, Gene; And Others

The document contains 56 activities for Grade 9. The contents include the following areas: questions about the future; job seeking activities and guidelines; career games; a personal interest check list; unit guides for courses in World of Work (55 pages), and Career Educational Planning (40 pages) which include objectives, activities, evaluation,…

Active Job Monitoring in Pilots

NASA Astrophysics Data System (ADS)

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

2015-12-01

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

Jobs and Renewable Energy Project

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

Sterzinger, George

2006-12-19

Early in 2002, REPP developed the Jobs Calculator, a tool that calculates the number of direct jobs resulting from renewable energy development under RPS (Renewable Portfolio Standard) legislation or other programs to accelerate renewable energy development. The calculator is based on a survey of current industry practices to assess the number and type of jobs that will result from the enactment of a RPS. This project built upon and significantly enhanced the initial Jobs Calculator model by (1) expanding the survey to include other renewable technologies (the original model was limited to wind, solar PV and biomass co-firing technologies); (2)more » more precisely calculating the economic development benefits related to renewable energy development; (3) completing and regularly updating the survey of the commercially active renewable energy firms to determine kinds and number of jobs directly created; and (4) developing and implementing a technology to locate where the economic activity related to each type of renewable technology is likely to occur. REPP worked directly with groups in the State of Nevada to interpret the results and develop policies to capture as much of the economic benefits as possible for the state through technology selection, training program options, and outreach to manufacturing groups.« less

Evaluation of a team-building retreat to promote nursing faculty cohesion and job satisfaction.

PubMed

Birx, Ellen; Lasala, Kathleen B; Wagstaff, Mark

2011-01-01

With the growing global shortage of nursing faculty, there is increased need to develop and evaluate strategies to promote nursing faculty job satisfaction. Using quantitative and qualitative research methods, a team-building faculty retreat including challenge course activities was evaluated to determine its effects on group cohesion and job satisfaction. Mean Job in General scores for the sample (n = 29) at the start of the study were comparable with national norms for employees with graduate degrees. There were statistically significant increases in Job in General scores and group cohesion scores from pretest to posttest on the day of the retreat. However, the positive changes were not maintained at the end of the semester when follow-up data were gathered. Content analysis of the retreat day reflections revealed the following themes: getting to know each other better, seeing commonalities and differences, spending time together, developing trust, and working as a group. Several themes were identified in the end of the semester reflections: getting to know each other, feeling closer as a group, setting a friendlier tone for the semester, and that the retreat was a positive experience. Based on these findings, we recommend the use of a faculty retreat with challenge course activities to promote nursing faculty cohesion and job satisfaction. However, follow-up activities are recommended to maintain positive results over time. 2011 Elsevier Inc. All rights reserved.

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

ERIC Educational Resources Information Center

Goodman-Scott, Emily

2013-01-01

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

Change in Job Strain as a Predictor of Change in Insomnia Symptoms: Analyzing Observational Data as a Non-randomized Pseudo-Trial.

PubMed

Halonen, Jaana I; Lallukka, Tea; Pentti, Jaana; Stenholm, Sari; Rod, Naja H; Virtanen, Marianna; Salo, Paula; Kivimäki, Mika; Vahtera, Jussi

2017-01-01

To examine whether change in job strain leads to change in insomnia symptoms. Among 24873 adults (82% women, mean age 44 years) who participated in a minimum of three consecutive study waves (2000-2012), job strain was assessed at the first and second wave and insomnia symptoms at all three waves. We analyzed observational data as a "pseudo-trial" including participants with no job strain in the first wave and no insomnia symptoms in the first and second wave (n = 7354) to examine whether the onset of job strain between the first and second waves predicted the onset of insomnia symptoms in the third wave. We used a corresponding approach, including those with job strain in the first wave and insomnia symptoms in the first and second wave (n = 2332), to examine whether the disappearance of job strain between the first two waves predicted remission of insomnia symptoms in the third wave. The onset of job strain predicted the onset of subsequent insomnia symptoms after adjustment for sex, age, marital status, education, smoking, physical activity, alcohol consumption, body mass index, and comorbidities (odds ratio compared to no onset of job strain 1.32, 95% CI 1.16-1.51). The disappearance of job strain was associated with lower odds of repeated insomnia symptoms (odds ratio compared to no disappearance of job strain 0.78, 95% CI 0.65-0.94). Further adjustment for shift work or sleep apnea did not change these associations. These results suggest that job strain is a modifiable risk factor for insomnia symptoms. © Sleep Research Society 2016. Published by Oxford University Press [on behalf of the Sleep Research Society].

Change in Job Strain as a Predictor of Change in Insomnia Symptoms: Analyzing Observational Data as a Non-randomized Pseudo-Trial

PubMed Central

Lallukka, Tea; Pentti, Jaana; Stenholm, Sari; Rod, Naja H.; Virtanen, Marianna; Salo, Paula; Kivimäki, Mika; Vahtera, Jussi

2017-01-01

Abstract Study objectives: To examine whether change in job strain leads to change in insomnia symptoms. Methods: Among 24873 adults (82% women, mean age 44 years) who participated in a minimum of three consecutive study waves (2000–2012), job strain was assessed at the first and second wave and insomnia symptoms at all three waves. We analyzed observational data as a “pseudo-trial” including participants with no job strain in the first wave and no insomnia symptoms in the first and second wave (n = 7354) to examine whether the onset of job strain between the first and second waves predicted the onset of insomnia symptoms in the third wave. We used a corresponding approach, including those with job strain in the first wave and insomnia symptoms in the first and second wave (n = 2332), to examine whether the disappearance of job strain between the first two waves predicted remission of insomnia symptoms in the third wave. Results: The onset of job strain predicted the onset of subsequent insomnia symptoms after adjustment for sex, age, marital status, education, smoking, physical activity, alcohol consumption, body mass index, and comorbidities (odds ratio compared to no onset of job strain 1.32, 95% CI 1.16–1.51). The disappearance of job strain was associated with lower odds of repeated insomnia symptoms (odds ratio compared to no disappearance of job strain 0.78, 95% CI 0.65–0.94). Further adjustment for shift work or sleep apnea did not change these associations. Conclusions: These results suggest that job strain is a modifiable risk factor for insomnia symptoms. PMID:28364463

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

PubMed

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

2014-05-01

The aim of this study was to assess the status of the radiology job market as represented by the ACR Jobs Board from October 2010 to June 2013. With the assistance of the ACR, data from the ACR Jobs Board from October 2010 through June 2013, including the numbers of monthly new job seekers, new job postings, and job posting clicks, were gathered and used to calculate a monthly competitive index, defined as the ratio of new job seekers to new job postings. During the study period, the mean number of new job seekers was 168 per month, which was significantly greater than the 84 average new job postings for any given month (P = .0002). There was no significant difference between 2011 and 2012 with regard to the number of new job seekers or job postings. Over the time period assessed, more new job seekers registered in October and November 2010, August to November 2011, and October and November 2012. These periods were also associated with the highest competitive index values. There were less job seekers in the winter and spring of 2011, 2012, and 2013, periods associated with lower competitive index values. ACR Jobs Board activity, measured by job posting clicks, was significantly higher in 2012 than in 2011 (P < .004). On the basis of the ACR Jobs Board, there were consistently more new job seekers than job postings throughout the study period, and fall is the period in the year most associated with the highest competitive index for radiologist employment. Copyright © 2014 American College of Radiology. Published by Elsevier Inc. All rights reserved.

Job strain and binge eating among Brazilian workers participating in the ELSA-Brasil study: does BMI matter?

PubMed Central

Pena Gralle, Ana Paula Bruno; Barbosa Moreno, Arlinda; Lopes Juvanhol, Leidjaira; Mendes da Fonseca, Maria de Jesus; Prates Melo, Enirtes Caetano; Antunes Nunes, Maria Angélica; Toivanen, Susanna; Griep, Rosane Härter

2017-01-01

Objective: To assess the association between job strain and binge eating as well as the effect-modifying influence of body mass index (BMI) on this association. Methods: A total of 11,951 active civil servants from the multicenter Brazilian Longitudinal Study of Adult Health (ELSA-Brasil) was included in this cross-sectional analysis. Job strain was assessed using the Demand-Control-Support Questionnaire. Binge eating was defined as eating a large amount of food with a sense of lack of control over what and how much is eaten in less than 2 hours at least twice a week. Multiple logistic regression was used to determine the association between binge eating and job strain as well as its interaction with BMI. Results: After adjustment, and using low-strain job as the reference category, binge eating was associated with high-strain job (high demand/low control: odds ratio [OR]=1.58, 95% confidence interval [CI] 1.26-1.98), active job (high demand/high control: OR=1.35, 95% CI 1.07-1.70), and passive job (low demand/low control: OR=1.24, 95% CI 1.01-1.53). Psychological job demands were positively associated with binge eating (OR=1.04, 95% CI 1.01-1.07), while greater job control and social support at work were each inversely associated with binge eating (OR=0.95, 95% CI 0.92-0.97 and OR=0.96, 95% CI 0.94-0.98, respectively). BMI modified the association between job strain and binge eating: Heavier psychological job demands were associated with higher odds of binge eating among obese participants, while a stronger inverse association between job control and binge eating was seen among slimmer participants. Conclusions: Job strain increases the odds of binge eating and this association is modified by BMI. PMID:28163281

Job stressors and job stress among teachers engaged in nursing activity.

PubMed

Muto, Shigeki; Muto, Takashi; Seo, Akihiko; Yoshida, Tsutomu; Taoda, Kazushi; Watanabe, Misuzu

2007-01-01

Teachers and staff members engaged in nursing activity experience more stress than other workers. However, it is unknown whether teachers engaged in nursing activity in schools for handicapped children experience even greater stress. This study evaluated job stressors and job stress among such teachers using a cross-sectional study design. The subjects were all 1,461 teachers from all 19 prefectural schools for handicapped children in Shizuoka Prefecture, Japan. We used a brief job stress questionnaire for the survey and 831 teachers completed the questionnaire. Job stressors among teachers engaged in nursing activity were compared with those among teachers not engaged in nursing activity. Job stress among such teachers was estimated by the score for total health risk, and was compared with the score in the Japanese general population. Male and female teachers engaged in nursing activity had a significantly higher level of job stressors for physical work load and job control compared with those not engaged in nursing activity. The scores for total health risk among male and female teachers engaged in nursing activity were 102 points and 98 points, respectively. These scores were not markedly above 100 points which is the mean score in the Japanese general population.

UH-1 Helicopter Mechanic (MOS 67N20) Job Description Survey: Performance of Specific Maintenance Tasks.

ERIC Educational Resources Information Center

Schulz, Russel E.; And Others

The report is the second of two describing the results of a world-wide survey of the maintenance activities of UH-1 helicopter mechanics for the purpose of studying the relationships among job requirements, training, and manpower considerations for aviation maintenance. A summary of the results of the first report is included. The survey…

Interviewing for a Job. The Wisconsin Guide to Local Curriculum Improvement in Industrial Education, K-12.

ERIC Educational Resources Information Center

Ritz, John M.

The intent of this field tested instructional package is to provide the student with an overview of the management element of industry and how it relates to the duties of a shop foreman. Defining behavioral objectives, the course description includes an information section, classroom activities, sample job application forms, and student evaluation…

24 CFR 585.305 - Eligible activities.

Code of Federal Regulations, 2011 CFR

2011-04-01

...) Architectural and engineering work associated with Youthbuild housing; (c) Construction of housing and related... recruitment activities, emphasizing special outreach efforts to be undertaken to recruit eligible young women (including young women with dependent children); (h) Education and job training services and activities...

Quality management and job related factors predicting satisfaction of dental clinic staff in Estonia.

PubMed

Merisalu, Eda; Männik, Georg; Põlluste, Kaja

2014-01-01

The aim of the study was to explore the role of managerial style, work environment factors and burnout in determining job satisfaction during the implementation of quality improvement activities in a dental clinic. Quantitative research was carried out using a prestructured anonymous questionnaire to survey 302 respondents in Kaarli Dental Clinic, Estonia. Dental clinic staff assessed job satisfaction, managerial style, work stress and burnout levels through the implementation period of ISO 9000 quality management system in 2003 and annually during 2006-2009. Binary logistic regression was used to explain the impact of satisfaction with management and work organisation, knowledge about managerial activities, work environment and psychosocial stress and burnout on job satisfaction. The response rate limits were between 60% and 89.6%. Job satisfaction increased significantly from 2003 to 2006 and the percentage of very satisfied staff increased from 17 to 38 (p<0.01) over this period. In 2007, the proportion of very satisfied people dropped to 21% before increasing again in 2008-2009 (from 24% to 35%). Binary logistic regression analysis resulted in a model that included five groups of factors: managerial support, information about results achieved and progress to goals, work organisation and working environment, as well as factors related to career, security and planning. The average scores of emotional exhaustion showed significant decrease, correlating negatively with job satisfaction (p<0.05). The implementation of quality improvement activities in the Kaarli Dental Clinic has improved the work environment by decreasing burnout symptoms and increased job satisfaction in staff.

Got Skills? On-the-Job Activities of Physicists

NASA Astrophysics Data System (ADS)

Ivie, Rachel

2011-03-01

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

Association of job sectors with type 2 diabetes mellitus, hypercholesterolemia and obesity: a cross-sectional study from the Malaysian Cohort (TMC) project.

PubMed

Borhanuddin, Boekhtiar; Ahmad, Norfazilah; Shah, Shamsul Azhar; Murad, Nor Azian Abdul; Zakaria, Syed Zulkifli Syed; Kamaruddin, Mohd Arman; Jalal, Nazihah Abd; Yusuf, Nurul Ain Mhd; Patah, Afzan Effiza Abdul; Dauni, Andri; Sallam, Wan Ahmad Faisal Wan; Jamal, Rahman

2018-02-15

The investigation of risk factors of cardiovascular disease (e.g., major endocrine, nutritional and metabolic diseases) across job sectors is useful for targeted public health intervention. This study examined the occurrence of type 2 diabetes mellitus (T2DM), hypercholesterolemia and obesity in 21 job sectors in the general population. A baseline cross-sectional analysis of the Malaysian Cohort was conducted, which included 105 391 adults. Multiple logistic regression analyses were conducted for these three diseases across 20 job sectors compared with the unemployed/homemaker sector. The prevalence of T2DM, hypercholesterolemia and obesity was 16.7%, 38.8% and 33.3%, respectively. The Accommodation & Food Service Activities and Transportation & Storage sectors had significantly higher odds for T2DM (adjusted [adj.] prevalence odds ratio [POR] 1.18, p=0.007 and adj. POR 1.15, p=0.008, respectively). No job sector had significantly higher odds for hypercholesterolemia compared with the unemployed/homemaker sector. Only the Accommodation & Food Service Activities sector had significantly higher odds for obesity (adj. POR 1.17, p≤0.001). Many job sectors were significantly associated with lower odds of having these three diseases when compared with the unemployed/homemaker sector. These differing associations between diverse job sectors and these diseases are important for public health intervention initiatives and prioritization.

Mentorship and job satisfaction among Navy family physicians.

PubMed

Saperstein, Adam K; Viera, Anthony J; Firnhaber, Gina C

2012-08-01

Among civilian academic physicians, having a mentor is associated with greater job satisfaction. Whether this is true for military physicians is unknown. We sought to examine whether having a mentor is associated with positive job satisfaction among Navy family physicians. A web-based survey was sent to all Navy family physicians in the Specialty leader's database in May 2008. Our main outcome variable was "positive job satisfaction," and our main exposure variable was being in a mentor relationship. Chi-square was used to test for difference in frequencies in categorical variables and logistic regression was used to adjust for covariates. The response rate was 60.2% (186/309). Among respondents, 73.7% reported positive job satisfaction. Factors associated with positive job satisfaction included having a mentor, being >9 years postresidency, spending <50% of time in patient care, higher rank, male gender, and being active in research. After adjustment for these factors, having a mentor remained significantly associated with positive job satisfaction (odds ratio 2.86, 95% confidence interval 1.22-6.71). Having a mentor is associated with positive job satisfaction among Navy family physicians, even after adjusting for multiple other factors. An implication is that a mentorship program may be a strategy for improving job satisfaction.

The application of subjective job task analysis techniques in physically demanding occupations: evidence for the presence of self-serving bias.

PubMed

Lee-Bates, Benjamin; Billing, Daniel C; Caputi, Peter; Carstairs, Greg L; Linnane, Denise; Middleton, Kane

2017-09-01

The aim of this study was to determine if perceptions of physically demanding job tasks are biased by employee demographics and employment profile characteristics including: age, sex, experience, length of tenure, rank and if they completed or supervised a task. Surveys were administered to 427 Royal Australian Navy personnel who characterised 33 tasks in terms of physical effort, importance, frequency, duration and vertical/horizontal distance travelled. Results showed no evidence of bias resulting from participant characteristics, however participants who were actively involved in both task participation and supervision rated these tasks as more important than those involved only in the supervision of that task. This may indicate self-serving bias in which participants that are more actively involved in a task had an inflated perception of that task's importance. These results have important implications for the conduct of job task analyses, especially the use of subjective methodologies in the development of scientifically defensible physical employment standards. Practitioner Summary: To examine the presence of systematic bias in subjective job task analysis methodologies, a survey was conducted on a sample of Royal Australian Navy personnel. The relationship between job task descriptions and participant's demographic and job profile characteristics revealed the presence of self-serving bias affecting perceptions of task importance.

Job Search and Social Cognitive Theory: The Role of Career-Relevant Activities

ERIC Educational Resources Information Center

Zikic, Jelena; Saks, Alan M.

2009-01-01

Social cognitive theory was used to explain the relationships between career-relevant activities (environmental and self career exploration, career resources, and training), self-regulatory variables (job search self-efficacy and job search clarity), variables from the Theory of Planned Behavior (job search attitude, subjective norm, job search…

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…

24 CFR 1003.208 - Criteria for compliance with the primary objective.

Code of Federal Regulations, 2010 CFR

2010-04-01

... considered is the creation or retention of jobs except as provided in paragraph (b)(4) of this section.) To... households. (d) Job creation or retention activities. An activity designed to create or retain permanent jobs.... (4) An activity designed to provide job training and placement and/or other employment support...

Job and life satisfaction among remote physicians in Taiwan.

PubMed

Lee, M C; Chou, M C

1991-07-01

To determine the nature and current level of job and life satisfaction among remote physicians in Taiwan, 115 physicians practicing in 31 aboriginal townships and on 3 offshore islands were interviewed through a mail survey. Out of 95 respondents, 93% were male. The average age was 46.0 years, and 82% of the physicians practiced only primary care. About half of the respondents had not received any residency training prior to their beginning practice. Physicians aboriginal areas and on offshore islands appear to be moderately satisfied with their jobs and with their lives in general. In aggregate, the areas of greatest job satisfaction included their contacts with other physicians and their relationships with other health care workers. Areas of least satisfaction included physicians' salary/income and their opportunities for promotion in the future. Most respondents felt that the greatest causes of work stress were the realities of medical practice and the time pressures. Areas of least stress included clinical competence/interpersonal relations and anxieties about the future. In aggregate, the areas of lowest life satisfaction included the physicians' incomes and the lack of leisure activities. It is suggested that a family practice residency training course prior to practice and access to continuing medical education programs are urgently needed for remote physicians in Taiwan. On the other hand, economic incentives seem to be the best strategy to increase the job and life satisfaction of these physicians.

Firefighter noise exposure during training activities and general equipment use.

PubMed

Root, Kyle S; Schwennker, Catherine; Autenrieth, Daniel; Sandfort, Delvin R; Lipsey, Tiffany; Brazile, William J

2013-01-01

Multiple noise measurements were taken on 6 types of fire station equipment and 15 types of emergency response vehicle-related equipment used by firefighters during routine and emergency operations at 10 fire stations. Five of the six types of fire station equipment, when measured at a distance of one meter and ear level, emitted noise equal to or greater than 85 dBA, including lawn maintenance equipment, snow blowers, compressors, and emergency alarms. Thirteen of 15 types of equipment located on the fire engines emitted noise levels equal to or greater than 85 dBA, including fans, saws, alarms, and extrication equipment. In addition, noise measurements were taken during fire engine operations, including the idling vehicle, vehicle sirens, and water pumps. Results indicated that idling fire-engine noise levels were below 85 dBA; however, during water pump and siren use, noise levels exceeded 85 dBA, in some instances, at different locations around the trucks where firefighters would be stationed during emergency operations. To determine if the duration and use of fire fighting equipment was sufficient to result in overexposures to noise during routine training activities, 93 firefighter personal noise dosimetry samples were taken during 10 firefighter training activities. Two training activities per sampling day were monitored during each sampling event, for a mean exposure time of 70 min per day. The noise dosimetry samples were grouped based on job description to compare noise exposures between the different categories of job tasks commonly associated with fire fighting. The three job categories were interior, exterior, and engineering. Mean personal dosimetry results indicated that the average noise exposure was 78 dBA during the training activities that lasted 70 min on average. There was no significant difference in noise exposure between each of the three job categories. Although firefighters routinely use equipment and emergency response vehicles that can produce hazardous levels of noise, this study showed that the average noise levels experienced by firefighters was below generally accepted guidelines.

Mediated definite delegation - Certified Grid jobs in ALICE and beyond

NASA Astrophysics Data System (ADS)

Schreiner, Steffen; Grigoras, Costin; Litmaath, Maarten; Betev, Latchezar; Buchmann, Johannes

2012-12-01

Grid computing infrastructures need to provide traceability and accounting of their users’ activity and protection against misuse and privilege escalation, where the delegation of privileges in the course of a job submission is a key concern. This work describes an improved handling of Multi-user Grid Jobs in the ALICE Grid Services. A security analysis of the ALICE Grid job model is presented with derived security objectives, followed by a discussion of existing approaches of unrestricted delegation based on X.509 proxy certificates and the Grid middleware gLExec. Unrestricted delegation has severe security consequences and limitations, most importantly allowing for identity theft and forgery of jobs and data. These limitations are discussed and formulated, both in general and with respect to an adoption in line with Multi-user Grid Jobs. A new general model of mediated definite delegation is developed, allowing a broker to dynamically process and assign Grid jobs to agents while providing strong accountability and long-term traceability. A prototype implementation allowing for fully certified Grid jobs is presented as well as a potential interaction with gLExec. The achieved improvements regarding system security, malicious job exploitation, identity protection, and accountability are emphasized, including a discussion of non-repudiation in the face of malicious Grid jobs.

Job Design and Ethnic Differences in Working Women’s Physical Activity

PubMed Central

Grzywacz, Joseph G.; Crain, A. Lauren; Martinson, Brian C.; Quandt, Sara A.

2014-01-01

Objective To document the role job control and schedule control play in shaping women’s physical activity, and how it delineates educational and racial variability in associations of job and social control with physical activity. Methods Prospective data were obtained from a community-based sample of working women (N = 302). Validated instruments measured job control and schedule control. Steps per day were assessed using New Lifestyles 800 activity monitors. Results Greater job control predicted more steps per day, whereas greater schedule control predicted fewer steps. Small indirect associations between ethnicity and physical activity were observed among women with a trade school degree or less but not for women with a college degree. Conclusions Low job control created barriers to physical activity among working women with a trade school degree or less. Greater schedule control predicted less physical activity, suggesting women do not use time “created” by schedule flexibility for personal health enhancement. PMID:24034681

Job design and ethnic differences in working women's physical activity.

PubMed

Grzywacz, Joseph G; Crain, A Lauren; Martinson, Brian C; Quandt, Sara A

2014-01-01

To document the role job control and schedule control play in shaping women's physical activity, and how it delineates educational and racial variability in associations of job and social control with physical activity. Prospective data were obtained from a community-based sample of working women (N = 302). Validated instruments measured job control and schedule control. Steps per day were assessed using New Lifestyles 800 activity monitors. Greater job control predicted more steps per day, whereas greater schedule control predicted fewer steps. Small indirect associations between ethnicity and physical activity were observed among women with a trade school degree or less but not for women with a college degree. Low job control created barriers to physical activity among working women with a trade school degree or less. Greater schedule control predicted less physical activity, suggesting women do not use time "created" by schedule flexibility for personal health enhancement.

Occupational stress in human computer interaction.

PubMed

Smith, M J; Conway, F T; Karsh, B T

1999-04-01

There have been a variety of research approaches that have examined the stress issues related to human computer interaction including laboratory studies, cross-sectional surveys, longitudinal case studies and intervention studies. A critical review of these studies indicates that there are important physiological, biochemical, somatic and psychological indicators of stress that are related to work activities where human computer interaction occurs. Many of the stressors of human computer interaction at work are similar to those stressors that have historically been observed in other automated jobs. These include high workload, high work pressure, diminished job control, inadequate employee training to use new technology, monotonous tasks, por supervisory relations, and fear for job security. New stressors have emerged that can be tied primarily to human computer interaction. These include technology breakdowns, technology slowdowns, and electronic performance monitoring. The effects of the stress of human computer interaction in the workplace are increased physiological arousal; somatic complaints, especially of the musculoskeletal system; mood disturbances, particularly anxiety, fear and anger; and diminished quality of working life, such as reduced job satisfaction. Interventions to reduce the stress of computer technology have included improved technology implementation approaches and increased employee participation in implementation. Recommendations for ways to reduce the stress of human computer interaction at work are presented. These include proper ergonomic conditions, increased organizational support, improved job content, proper workload to decrease work pressure, and enhanced opportunities for social support. A model approach to the design of human computer interaction at work that focuses on the system "balance" is proposed.

Psychosocial working conditions and exhaustion in a working population sample of Swedish middle-aged men and women.

PubMed

Lindeberg, Sara I; Rosvall, Maria; Choi, Bongkyoo; Canivet, Catarina; Isacsson, Sven-Olof; Karasek, Robert; Ostergren, Per-Olof

2011-04-01

Exhaustion is a concept of interest for both occupational health research and stress-disease theory research. The aim of the present study was to explore associations between chronic stressors, in terms of psychosocial working conditions, and exhaustion in a Swedish middle-aged population sample. A vocationally active population sample of the Malmö Shoulder and Neck Study cohort, comprising 2555 men and 2466 women between 45 and 64 years of age, was used. Psychosocial working conditions, assessed by means of the demand-control-support model, were measured longitudinally with a 1-year interval. Exhaustion was assessed by the SF-36 vitality scale and measured at follow-up, yielding a cross-sectional study design. Exhaustion was twice as common in women as in men. High psychological job demands, low job control and low job support were independently associated with exhaustion in both men and women. These associations remained after controlling for a variety of potential confounders and mediators, including socio-demographic factors, lifestyle factors, musculoskeletal pain, disease, other work-related factors (including physical workload) and non-work-related factors. High demands in combination with low control (job strain), and job strain combined with low job support (iso-strain), increased the risk for exhaustion. Psychosocial working conditions seem to contribute to exhaustion in middle-aged men and women. Future research should include exploration of exhaustion as a possible mediator between work stress and disease, as well as exploration of other chronic stressors, including non-work-related stressors, regarding their effects on exhaustion in men and women.

Summer Institute in Engineering and Computer Applications: Learning Through Experience

NASA Technical Reports Server (NTRS)

Langdon, Joan S.

1995-01-01

The document describing the Summer Institute project is made up of the following information: Administrative procedures; Seminars/Special Courses/Tours/College fair; Facilities/ Transportation; Staff and Administration; Collaboration; Participant/Project monitoring and evaluation; Fiscal and developmental activities; Job readiness/Job internship development and placement; and Student Follow-up/Tracking. Appendices include presentations, self-evaluations; abstracts and papers developed by the students during their participation in the program.

Predictors of job satisfaction among Academic Faculty: Do instructional and clinical faculty differ?

PubMed Central

Chung, Kevin C.; Song, Jae W.; Kim, H. Myra; Woolliscroft, James O.; Quint, Elisabeth H.; Lukacs, Nicholas W.; Gyetko, Margaret R.

2010-01-01

Objectives To identify and compare predictors of job satisfaction between the instructional and clinical faculty tracks. Method A 61-item faculty job satisfaction survey was distributed to 1,898 academic faculty at the University of Michigan Medical School. The anonymous survey was web-based. Questions covered topics on departmental organization, research, clinical and teaching support, compensation, mentorship, and promotion. Levels of satisfaction were contrasted between the two tracks, and predictors of job satisfaction were identified using linear regression models. Results The response rates for the instructional and clinical tracks were 43.1% and 41.3%, respectively. Clinical faculty reported being less satisfied with how they are mentored, and fewer reported understanding the process for promotion. There was no significant difference in overall job satisfaction between faculty tracks. Surprisingly, clinical faculty with mentors were significantly less satisfied with how they were being mentored, with career advancement and overall job satisfaction, compared to instructional faculty mentees. Additionally, senior-level clinical faculty were significantly less satisfied with their opportunities to mentor junior faculty compared to senior-level instructional faculty. Significant predictors of job satisfaction for both tracks included areas of autonomy, meeting career expectations, work-life balance, and departmental leadership. Unique to the clinical track, compensation and career advancement variables also emerged as significant predictors. Conclusion Greater effort must be placed in the continued attention to faculty well-being both at the institutional level and at the level of departmental leadership. Success in enhancing job satisfaction is more likely if directed by locally designed assessments involving department chairs, specifically in fostering more effective mentoring relationships focused on making available career advancement activities such as research activities. Our findings show this strategy to significantly impact the job satisfaction and retention of clinical track faculty members. PMID:20880368

Incidence of ill-health related job loss and related social and occupational factors. The "unfit for the job" study: a one-year follow-up study of 51,132 workers.

PubMed

Lesage, Francois-Xavier; Dutheil, Frederic; Godderis, Lode; Divies, Aymeric; Choron, Guillaume

2018-01-01

The analysis of ill-health related job loss may be a relevant indicator for the prioritization of actions in the workplace or in the field of public health, as well as a target for health promotion. The aim of this study was to analyze the medical causes, the incidence, and the characteristics of employees medically unfit to do their job. This one-year prospective study included all workers followed by occupational physicians in an occupational health service in the south of France. The incidence of unfitness for work have been grouped according to the main medical causes and analyzed. We performed a multivariate analysis in order to adjust the observed risk of job loss based on the age groups, sex, occupation and the activity sectors. A total of 17 occupational physicians followed up 51,132 workers. The all-cause incidence of being unfit to return to one's job was 7.8‰ ( n = 398). The two main causes of being unfit for one's job were musculoskeletal disorders (47.2%, n = 188) and mental ill-health (38.4%, n = 153). Being over 50 years old (Odds ratio (OR) 2.63, confidence interval 95% CI [2.13-3.25]) and being a woman (OR 1.52, 95% CI [1.21-1.91]) were associated with the all-cause unfitness, independent of occupation and activity sector. Identification of occupational and demographic determinants independently associated with ill-health related job loss may provide significant and cost-effective arguments for health promotion and job loss prevention.

Japanese dietary pattern consistently relates to low depressive symptoms and it is modified by job strain and worksite supports.

PubMed

Suzuki, Tomoko; Miyaki, Koichi; Tsutsumi, Akizumi; Hashimoto, Hideki; Kawakami, Norito; Takahashi, Masaya; Shimazu, Akihito; Inoue, Akiomi; Kurioka, Sumiko; Kakehashi, Masayuki; Sasaki, Yasuharu; Shimbo, Takuro

2013-09-05

This study examined the association between traditional Japanese dietary pattern and depressive symptoms in Japanese workers, employing large-scale samples, considering socioeconomic status (SES) and job stress factors. A cross-sectional study of 2266 Japanese employees aged 21-65 years from all areas of Japan was conducted as part of the Japanese Study of Health, Occupation and Psychosocial factors related Equity (J-HOPE). Habitual diet was assessed by FFQ (BDHQ). The depression degree and job stress factors (job demand, job control, and worksite support) were measured by K6 and Job Content Questionnaire. Participants with high scores for the balanced Japanese dietary pattern were significantly less likely to show probable mood/anxiety disorders (K6≥9) with multivariate adjustment including SES and job stress factors (odds ratio=0.66 [0.51-0.86], trend P=0.002). Other dietary patterns were not associated with depressive symptoms. Even after stratification by job stress factors, the Japanese dietary pattern was consistently protective against depressive symptoms. Furthermore, a highly significant difference between the first and third tertiles of the dietary pattern was observed in participants with active strain (high demand and high control) with low worksite supports (8.5 vs. 5.2, P=0.011). Female participant sample was relatively small. Japanese dietary pattern consistently related to low depressive symptoms in this large-scale cohort of Japanese workers, even after adjusting for SES and job stress factors. The protective impact is especially strong for workers with active strain and low support. Making better use of traditional dietary patterns may facilitate reducing social disparities in mental health. Copyright © 2013 Elsevier B.V. All rights reserved.

Minnesota multiphasic personality inventory as related factor for post traumatic stress disorder symptoms according to job stress level in experienced firefighters: 5-year study.

PubMed

Chung, In-Sung; Lee, Mi-Young; Jung, Sung-Won; Nam, Chang-Wook

2015-01-01

As first responders to an increasing number of natural and manmade disasters, active-duty firefighters are at increased risk for physical and psychiatric impairment as reflected by high rates of posttraumatic stress disorder (PTSD). Because little is known about related factor with PTSD according to job stress level among firefighters, we assessed utility of the Minnesota Multiphasic Personality Inventory (MMPI) using 5-year medical surveillance. Data were analyzed from 185 male firefighters without psychiatric disease history and who at assessments in 2006 and 2011 completed all questionnaires on personal behaviors (including exercise, drinking and smoking habits) and job history (including job duration and department). MMPI, Events Scale-Revised-Korean version (IES-R-K) and Korean Occupational Stress Scale-Short Form (KOSS-SF) were used to screen for personality trait, PTSD symptom presence and job stress level, respectively. IES-R-K subgroups were compared using two-sample t- and χ2 tests, and factors influencing IES-R-K according to KOSS-SF were determined using uni- and multivariate logistic regression. Mean age and job duration were higher in PTSD-positive than negative groups. In multivariate analysis, increased PTSD risk was associated with: job duration (Odds ratio (OR) = 1.064, 95 % CI 1.012-1.118) for firefighters overall; masculinity-femininity (OR = 5.304, 95 % CI 1.191-23.624) and job duration (OR = 1.126, 95 % CI 1.003-1.265) for lower job stress level; and social introversion (OR = 3.727, 95 % CI 1.096-12.673) for higher job stress level. MMPI relates with PTSD according to job stress level among experienced firefighters. Masculinity-femininity and social introversion were the strongest related factor for PTSD symptom development in low and high job stress levels, respectively.

People into Employment: supporting people with disabilities and carers into work.

PubMed

Arksey, Hilary

2003-05-01

Carers and people with disabilities are two disadvantaged groups at risk of social exclusion. Work is an important route to social inclusion, but carers and people with disabilities are under-represented in the work force. The present paper reports key findings from a new study that evaluated People into Employment (PIE), a pilot employment project in the north-east of England designed to support people with disabilities, carers and former carers in gaining mainstream work. The study aimed to identify what clients, partner agencies and employers perceived to be PIE's most important services, its strengths and areas where there was scope for further development. The study collected quantitative and qualitative data at the mid-point and at the end of the project through two questionnaire surveys, and interviews with PIE clients, the project development officer, partner agencies and employers. Drawing on the 'pathway model', the findings show that PIE's interventions included mobilising, matching, mediating and supporting activities. Key ingredients in PIE's success include: tailor-made job-search activities and training; adjusting the pace at which people move towards sustained employment; recognising and responding to the differing needs of people with disabilities, carers and former carers; confidence boosting; accompanying clients to job interviews; good job matching; and ongoing practical and emotional support for both clients and employers. Rudimentary calculations suggest that the cost per job to the project is less than the cost per job for large national projects. Overall, these findings illustrate how access to employment via flexible job-search services geared up to the local labour market can successfully promote social inclusion for carers and people with disabilities.

Job strain and health-related quality of life in a national sample.

PubMed

Lerner, D J; Levine, S; Malspeis, S; D'Agostino, R B

1994-10-01

Studies of the health effects of job strain have focused on morbidity and mortality as outcomes. This is the first study to examine the relationship of job strain to more comprehensive health status measures that encompass health-related quality of life. In a national cross-sectional survey, 1319 working men and women, aged 18 through 64 years, completed a modified version of the Job Content Questionnaire that classified workers' jobs into four categories: high strain, passive, low strain, and active. Subjects also completed the Medical Outcomes Study Short-Form Health Survey and a health distress scale. Logistic regression analyses were employed that controlled for age, race/ethnicity, gender, and education. Both work and nonwork variables were included. Job strain was significantly associated with five of nine components of health-related quality of life: physical functioning, role functioning related to physical health, vitality, social functioning, and mental health. Job strain made a modest yet statistically significant contribution beyond the effects of chronic illness and psychosocial variables. The results provide justification for further investigating the role of job strain as an independent risk factor for health-related quality of life.

Work-induced changes in feelings of mastery.

PubMed

Bradley, Graham L

2010-01-01

Past theory and research indicate that conditions of work can have lasting effects on job incumbents. R. A. Karasek and T. Theorell (1990), for example, proposed that workers' feelings of mastery increase with levels of job demands and job control, and that these effects are mediated by the process of active learning. To test these propositions, 657 school teachers completed scales assessing job demands, control, active learning, and mastery on 2 occasions, 8 months apart. As hypothesized, job control predicted change in mastery, an effect that was mediated by active learning. Job demands had a weaker effect on change in mastery. The demands-mastery relationship was moderated by job control, so that under conditions of high control, but not low control, increasing job demands were associated with gains in mastery. The findings partially support R. A. Karasek and T. Theorell's (1990) predictions regarding the main, interactive, and mediated effects of job conditions on employee mastery.

Focusing on Teacher Learning Opportunities to Identify Potentially Productive Coaching Activities

ERIC Educational Resources Information Center

Gibbons, Lynsey K.; Cobb, Paul

2017-01-01

Instructional improvement initiatives in many districts include instructional coaching as a primary form of job-embedded support for teachers. However, the coaching literature provides little guidance about what activities coaches should engage in with teachers to improve instruction. When researchers do propose activities, they rarely justify why…

Community-based participatory research to decrease smoking prevalence in a high-risk young adult population: an evaluation of the Students Against Nicotine and Tobacco Addiction (SANTA) project.

PubMed

Mendenhall, Tai J; Harper, Peter G; Henn, Lisa; Rudser, Kyle D; Schoeller, Bill P

2014-03-01

Students Against Nicotine and Tobacco Addiction is a community-based participatory research project that engages local medical and mental health providers in partnership with students, teachers, and administrators at the Minnesota-based Job Corps. This intervention contains multiple and synchronous elements designed to allay the stress that students attribute to smoking, including physical activities, nonphysical activities, purposeful modifications to the campus's environment and rules/policies, and on-site smoking cessation education and peer support. The intent of the present investigation was to evaluate (a) the types of stress most predictive of smoking behavior and/or nicotine dependence, (b) which activities students are participating in, and (c) which activities are most predictive of behavior change (or readiness to change). Quantitative data were collected through 5 campus-wide surveys. Response rates for each survey exceeded 85%. Stressors most commonly cited included struggles to find a job, financial problems, family conflict, lack of privacy or freedom, missing family or being homesick, dealing with Job Corps rules, and other-unspecified. The most popular activities in which students took part were physically active ones. However, activities most predictive of beneficent change were nonphysical. Approximately one third of respondents were nicotine dependent at baseline. Nearly half intended to quit within 1 month and 74% intended to quit within 6 months. Interventions perceived as most helpful toward reducing smoking were nonphysical in nature. Future efforts with this and comparable populations should engage youth in advancing such activities within a broader range of activity choices, alongside conventional education and support.

The association of the reporting of somatic symptoms with job stress and active coping among Japanese white-collar workers.

PubMed

Nomura, Kyoko; Nakao, Mutsuhiro; Sato, Mikiya; Ishikawa, Hirono; Yano, Eiji

2007-09-01

To assess the associations between job stress and somatic symptoms and to investigate the effect of individual coping on these associations. In July 2006, a cross-sectional study was conducted during a periodic health check-up of 185 Japanese male office workers (21-66 yr old) at a Japanese company. Job stress was measured by job demand, control, and strain (=job demand/control) based on the Job Content Questionnaire (JCQ). Major somatic symptoms studied were headache, dizziness, shoulder stiffness, back pain, shortness of breath, abdominal pain, general fatigue, sleep disturbance, and skin itching. Five kinds of coping were measured using the Job Stress Scale: active coping, escape, support seeking, reconciliation, and emotional suppression. Comorbidities of hypertension, diabetes, obesity, depression, and anxiety were also evaluated. The most frequently cited somatic symptom was general fatigue (66%), followed by shoulder stiffness (63%) and sleep disturbance (53%). Of the five kinds of coping, only "active coping" was significantly and negatively associated with the number of somatic symptoms. The generalized linear models showed that the number of somatic symptoms increased as job strain index (p=0.001) and job demand (p=0.001) became higher, and decreased as active coping (p=0.018) increased, after adjusting for age and comorbidities. There was no statistical interaction among active coping, the number of somatic symptoms, and the three JCQ scales. Reporting somatic symptoms may be a simple indicator of job stress, and active coping could be used to alleviate somatization induced by job stress.

Job strain and cognitive decline: a prospective study of the framingham offspring cohort.

PubMed

Agbenyikey, W; Karasek, R; Cifuentes, M; Wolf, P A; Seshadri, S; Taylor, J A; Beiser, A S; Au, R

2015-04-01

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

Burnout and engagement at work as a function of demands and control.

PubMed

Demerouti, E; Bakker, A B; de Jonge, J; Janssen, P P; Schaufeli, W B

2001-08-01

The present study was designed to test the demand-control model using indicators of both health impairment and active learning or motivation. A total of 381 insurance company employees participated in the study. Discriminant analysis was used to examine the relationship between job demands and job control on one hand and health impairment and active learning on the other. The amount of demands and control could be predicted on the basis of employees' perceived health impairment (exhaustion and health complaints) and active learning (engagement and commitment). Each of the four combinations of demand and control differentially affected the perception of strain or active learning. Job demands were the most clearly related to health impairment, whereas job control was the most clearly associated with active learning. These findings partly contradict the demand-control model, especially with respect to the validity of the interaction between demand and control. Job demands and job control seem to initiate two essentially independent processes, and this occurrence is consistent with the recently proposed job demands-resources model.

Introduction to Agricultural Sales and Service. Teacher Edition.

ERIC Educational Resources Information Center

Kauer, Les

This Oklahoma curriculum guide contains 12 units. Each instructional unit includes some or all of these components: performance objectives, suggested activities, basic academic skills taxonomy, handouts, information sheets, supplements, transparency masters, activity sheets, assignment sheets, assignment sheet answers, job sheets, practical tests,…

78 FR 67222 - Proposed Information Collection Activity; Comment Request: Other On-the-Job Training and...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-11-08

... Activity; Comment Request: Other On-the-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training AGENCY: Veterans Benefits Administration... requirements for job training program. DATES: Written comments and recommendations on the proposed collection...

Commitment to Broadening Participation at NOAO

NASA Astrophysics Data System (ADS)

Garmany, Catharine D.; Norman, D.

2011-01-01

AURA and NOAO take seriously the importance of Broadening Participation in Astronomy. At the request of the AURA President, each of the AURA centers (NOAO, NSO, STSCI, Gemini) appointed a Diversity Advocates (DA). At NOAO this job is shared by Dara Norman and Katy Garmany, who were appointed by Dave Silva in Jan 2009. The DA's are members of the AURA Committee on Workforce and Diversity (WDC), a designated subcommittee of the AURA Board of Directors. The role of this committee includes reviewing activities and plans on an AURA wide basis aimed at broadening the participation within AURA, and reviewing AURA wide policies on the workforce. At NOAO, the role of the DAs spans a number of departments and activities. They serve on observatory search committees, and offer suggestions on how NOAO job searches can reach the most diverse audience. The DA's job is to insure that NOAO actively pursues every opportunity to increase diversity: to this end they are involved in outreach and educational activities that focus on workplace development and encourage inclusion of woman, minorities and persons with disabilities.

Predicting flow at work: investigating the activities and job characteristics that predict flow states at work.

PubMed

Nielsen, Karina; Cleal, Bryan

2010-04-01

Flow (a state of consciousness where people become totally immersed in an activity and enjoy it intensely) has been identified as a desirable state with positive effects for employee well-being and innovation at work. Flow has been studied using both questionnaires and Experience Sampling Method (ESM). In this study, we used a newly developed 9-item flow scale in an ESM study combined with a questionnaire to examine the predictors of flow at two levels: the activities (brainstorming, planning, problem solving and evaluation) associated with transient flow states and the more stable job characteristics (role clarity, influence and cognitive demands). Participants were 58 line managers from two companies in Denmark; a private accountancy firm and a public elder care organization. We found that line managers in elder care experienced flow more often than accountancy line managers, and activities such as planning, problem solving, and evaluation predicted transient flow states. The more stable job characteristics included in this study were not, however, found to predict flow at work. Copyright 2010 APA, all rights reserved.

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

PubMed Central

Agbenyikey, W; Karasek, R; Cifuentes, M; Wolf, PA; Seshadri, S; Taylor, JA; Beiser, AS; Au, R

2017-01-01

Background Workplace stress is known to be related with many behavioral and disease outcomes. However, little is known about its prospective relationship with measures of cognitive decline. Objective To investigate the association of job strain, psychological demands and job control on cognitive decline. Methods Participants from Framingham Offspring cohort (n=1429), were assessed on job strain, and received neuropsychological assessment approximately 15 years and 21 years afterwards. Results High job strain and low control were associated with decline in verbal learning and memory. Job strain was associated with decline in word recognition skills. Active job and passive job predicted decline in verbal learning and memory relative to low strain jobs in the younger subgroup. Active job and demands were positively associated with abstract reasoning skills. Conclusions Job strain and job control may infuence decline in cognitive performance. PMID:25890602

Upper Grades Ideas.

ERIC Educational Resources Information Center

Classroom Computer Learning, 1983

1983-01-01

Offers such teaching activities as a one-line program contest, field trips, examining job openings in newspapers, and a writing activity speculating what would happen if robots did not follow Isaac Asimov's "Three Laws of Robotics." Includes "Logo Goes to High School" by E. Paul Goldenberg, discussing problem-solving tasks…

How does stress exert its effects--smoking, diet and obesity, physical activity?

PubMed Central

Kornitzer, M.; Kittel, F.

1986-01-01

Using a job stress questionnaire a negative correlation was found between job stress and physical fitness and a positive one with Type A behaviour. No correlation was found between job stress and obesity, nutritional patterns or physical activity. Subjects with angina had higher scores on the job stress questionnaire than normal controls. The job stress score was not predictive of future coronary heart disease. PMID:3748939

25 CFR 700.453 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-04-01

... normally found in a community and includes but is not limited to water, sewer and electrical lines, community centers, health centers and clinics, roads, and business establishments. (i) Services means activities relating to human development including, but not limited to, educational and job training, mental...

Directory of Development Activities.

ERIC Educational Resources Information Center

Control Data Corp., Minneapolis, Minn.

Assembled in a loose leaf notebook, this collection of independent on-the-job activities is designed to facilitate employee development and intended to help improve an organization's performance appraisal system. The on-the-job development activities described derive from job descriptions, performance appraisal forms, and discussions with job…

Employment arrangement, job stress, and health-related quality of life ☆

PubMed Central

Ray, Tapas K.; Kenigsberg, Tat’Yana A.; Pana-Cryan, Regina

2017-01-01

Objective We aimed to understand the characteristics of U.S. workers in non-standard employment arrangements, and to assess associations between job stress and Health-related Quality of Life (HRQL) by employment arrangement. Background As employers struggle to stay in business under increasing economic pressures, they may rely more on non-standard employment arrangements, thereby increasing the pool of contingent workers. Worker exposure to job stress may vary by employment arrangement. Excessive exposure to stressors at work is considered to be a potential health hazard, and may adversely affect health and HRQL. Methods We used the Quality of Worklife (QWL) module which supplemented the General Social Survey (GSS) in 2002, 2006, 2010, and 2014. GSS is a biannual, nationally representative cross-sectional survey of U.S. households that yields a representative sample of the civilian, non-institutionalized, English-speaking, U.S. adult population. The QWL module assesses an array of psychosocial working conditions and quality of work life topics among GSS respondents. We used pooled QWL responses from 2002 to 2014 by only those who reported being employed at the time of the survey. After adjusting for sampling probabilities, including subsampling for non-respondents and correcting for the number of adults in the household, 6005 respondents were included in our analyses. We grouped respondents according to their employment arrangement, including: (i) independent contractors (contractor), (ii) on call workers (on call), (iii) workers paid by a temporary agency (temporary), (iv) workers who work for a contractor (under contract), or (v) workers in standard employment arrangements (standard). Respondents were further grouped into those who were stressed and those who were not stressed at work. Descriptive population prevalence rates were calculated by employment arrangement for select demographic and organizational characteristics, psychosocial working conditions, work-family balance, and health and well-being outcomes. We also assessed the effect of employment arrangement on job stress, and whether job stress was associated with the number of reported unhealthy days and days with activity limitations. These two health and well-being outcomes capture aspects of worker HRQL. Results Our results underscored the importance of employment arrangement in understanding job stress and associated worker health and well-being outcomes. Between 2002 and 2014, the prevalence of workers in non-standard employment arrangements increased from 19% to 21%; however, the observed trend did not monotonically increase during that period. Compared with workers in standard arrangements, independent contractors and on call workers were significantly less likely to report experiencing job stress. For workers in standard arrangements and for contractors, we observed significant association between perceived job stress and reported unhealthy days. We observed a similar association for reported days with activity limitations, for workers in standard and temporary arrangements. Conclusion The major contribution of our study was to highlight the differences in job stress and HRQL by employment arrangement. Our results demonstrated the importance of studying each of these employment arrangements separately and in depth. Furthermore, employment arrangement was an important predictor of job stress, and compared with non-stressed workers, stressed workers across all employment arrangements reported more unhealthy days and more days with activity limitations. PMID:29097848

Employment arrangement, job stress, and health-related quality of life.

PubMed

Ray, Tapas K; Kenigsberg, Tat'Yana A; Pana-Cryan, Regina

2017-12-01

We aimed to understand the characteristics of U.S. workers in non-standard employment arrangements, and to assess associations between job stress and Health-related Quality of Life (HRQL) by employment arrangement. As employers struggle to stay in business under increasing economic pressures, they may rely more on non-standard employment arrangements, thereby increasing the pool of contingent workers. Worker exposure to job stress may vary by employment arrangement. Excessive exposure to stressors at work is considered to be a potential health hazard, and may adversely affect health and HRQL. We used the Quality of Worklife (QWL) module which supplemented the General Social Survey (GSS) in 2002, 2006, 2010, and 2014. GSS is a biannual, nationally representative cross-sectional survey of U.S. households that yields a representative sample of the civilian, non-institutionalized, English-speaking, U.S. adult population. The QWL module assesses an array of psychosocial working conditions and quality of work life topics among GSS respondents. We used pooled QWL responses from 2002 to 2014 by only those who reported being employed at the time of the survey. After adjusting for sampling probabilities, including subsampling for non-respondents and correcting for the number of adults in the household, 6005 respondents were included in our analyses. We grouped respondents according to their employment arrangement, including: (i) independent contractors (contractor), (ii) on call workers (on call), (iii) workers paid by a temporary agency (temporary), (iv) workers who work for a contractor (under contract), or (v) workers in standard employment arrangements (standard). Respondents were further grouped into those who were stressed and those who were not stressed at work. Descriptive population prevalence rates were calculated by employment arrangement for select demographic and organizational characteristics, psychosocial working conditions, work-family balance, and health and well-being outcomes. We also assessed the effect of employment arrangement on job stress, and whether job stress was associated with the number of reported unhealthy days and days with activity limitations. These two health and well-being outcomes capture aspects of worker HRQL. Our results underscored the importance of employment arrangement in understanding job stress and associated worker health and well-being outcomes. Between 2002 and 2014, the prevalence of workers in non-standard employment arrangements increased from 19% to 21%; however, the observed trend did not monotonically increase during that period. Compared with workers in standard arrangements, independent contractors and on call workers were significantly less likely to report experiencing job stress. For workers in standard arrangements and for contractors, we observed significant association between perceived job stress and reported unhealthy days. We observed a similar association for reported days with activity limitations, for workers in standard and temporary arrangements. The major contribution of our study was to highlight the differences in job stress and HRQL by employment arrangement. Our results demonstrated the importance of studying each of these employment arrangements separately and in depth. Furthermore, employment arrangement was an important predictor of job stress, and compared with non-stressed workers, stressed workers across all employment arrangements reported more unhealthy days and more days with activity limitations.

Future preparation of occupational health nurse managers.

PubMed

Scalzi, C C; Wilson, D L; Ebert, R

1991-03-01

This article presents the results of a national survey of job activities of corporate level occupational health nurse managers. The survey was designed to identify the relative amount of time spent and importance attributed to specific areas of their current job. In general this sample tended to have more management experience and educational preparation than previously cited studies: over 50% had completed a graduate degree. The scores for importance and time spent were highly correlated. That is, occupational health corporate nurse managers seemed to allocate their time to job responsibilities they considered most important. Management activities related to policy, practice standards, quality assurance, staff development, and systems for client care delivery appear to represent the core responsibilities of occupational health nursing management. Curriculum recommendations for management positions in occupational health include: health policy, program planning, and evaluation; business strategy; applications of management information systems; quality assurance; and marketing.

Projects for increasing job satisfaction and creating a healthy work environment.

PubMed

Brunges, Michele; Foley-Brinza, Christine

2014-12-01

Workplace culture is one of the biggest factors driving employee commitment and engagement. Multiple studies have shown that hospitals will perform better over time if employees are committed to their jobs and engaged in what they do. By creating and implementing multiple projects during a three-year period, a team at the University of Florida Health Shands Hospital, Gainesville, increased job satisfaction. Projects included ensuring meal breaks were offered, creating a serenity area, developing the patient ambassador role, actively addressing bullying and unprofessional behavior, assigning a student mentee to work with staff members on culture change, offering regular fun activities, redesigning the unit, reorganizing schedules to reduce stress, implementing education and training initiatives, establishing a Unit Practice Council, and implementing reward and recognition programs. Survey results and anecdotal evidence suggest that these projects combined to increase employee satisfaction and employee retention rates. Copyright © 2014 AORN, Inc. Published by Elsevier Inc. All rights reserved.

Psychosocial job quality and mental health among young workers: a fixed-effects regression analysis using 13 waves of annual data.

PubMed

Milner, Allison; Krnjack, Lauren; LaMontagne, Anthony D

2017-01-01

Objectives Entry into employment may be a time when a young person's well-being and mental health is challenged. Specifically, we examined the difference in mental health when a young person was "not in the labor force" (NILF) (ie, non-working activity such as participating in education) compared to being in a job with varying levels of psychosocial quality. Method The data source for this study was the Household Income and Labor Dynamics in Australia (HILDA) study, and the sample included 10 534 young people (aged ≤30 years). We used longitudinal fixed-effects regression to investigate within-person changes in mental health comparing circumstances where individuals were NILF to when they were employed in jobs of varying psychosocial quality. Results Compared to when individuals were not in the labor force, results suggest a statistically significant decline in mental health when young people were employed in jobs with poor psychosocial working conditions and an improvement in mental health when they were employed in jobs with optimal psychosocial working conditions. Our results were robust to various sensitivity tests, including adjustment for life events and the lagged effects of mental health and job stressors. Conclusions If causal, the results suggest that improving the psychosocial quality of work for younger workers will protect and promote their wellbeing, and may reduce the likelihood of mental health problems later on.

76 FR 73019 - Proposed Information Collection (Agreement To Train on the Job Disabled Veterans) Activity...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-11-28

... (Agreement To Train on the Job Disabled Veterans) Activity: Comment Request AGENCY: Veterans Benefits... to assure that on the job training establishments are providing veterans with the appropriate... information technology. Title: Agreement to Train on the Job Disabled Veterans, VA Form 28- 1904. OMB Control...

Effectiveness of job search interventions: a meta-analytic review.

PubMed

Liu, Songqi; Huang, Jason L; Wang, Mo

2014-07-01

The current meta-analytic review examined the effectiveness of job search interventions in facilitating job search success (i.e., obtaining employment). Major theoretical perspectives on job search interventions, including behavioral learning theory, theory of planned behavior, social cognitive theory, and coping theory, were reviewed and integrated to derive a taxonomy of critical job search intervention components. Summarizing the data from 47 experimentally or quasi-experimentally evaluated job search interventions, we found that the odds of obtaining employment were 2.67 times higher for job seekers participating in job search interventions compared to job seekers in the control group, who did not participate in such intervention programs. Our moderator analysis also suggested that job search interventions that contained certain components, including teaching job search skills, improving self-presentation, boosting self-efficacy, encouraging proactivity, promoting goal setting, and enlisting social support, were more effective than interventions that did not include such components. More important, job search interventions effectively promoted employment only when both skill development and motivation enhancement were included. In addition, we found that job search interventions were more effective in helping younger and older (vs. middle-aged) job seekers, short-term (vs. long-term) unemployed job seekers, and job seekers with special needs and conditions (vs. job seekers in general) to find employment. Furthermore, meta-analytic path analysis revealed that increased job search skills, job search self-efficacy, and job search behaviors partially mediated the positive effect of job search interventions on obtaining employment. Theoretical and practical implications and future research directions are discussed. PsycINFO Database Record (c) 2014 APA, all rights reserved.

A job analysis of care helpers

PubMed Central

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

2012-01-01

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

The effects of workplace psychosocial factors on whether Japanese dual-earner couples with preschool children have additional children: a prospective study.

PubMed

Eguchi, Hisashi; Shimazu, Akihito; Fujiwara, Takeo; Iwata, Noboru; Shimada, Kyoko; Takahashi, Masaya; Tokita, Masahito; Watai, Izumi; Kawakami, Norito

2016-12-07

This study explored the effect of workplace psychosocial factors (job demand, job control, and workplace social support) on dual-earner couples in Japan having additional children, using a prospective study design. We conducted a 2-year prospective cohort study with 103 dual-earner couples with preschool children in Japan, as part of the Tokyo Work-Family Interface Study II. We used multivariable logistic regression analyses to evaluate the prospective association of job strain (categorized into low-strain job, active job, passive job, and strain job groups) and workplace social support (high and low) with couples having additional children during the follow-up period, adjusting for age, for men and women separately. Men in the active job group (i.e., with high job demands and high job control) had a significantly higher odds ratio (OR) of having additional children during the follow-up period, after controlling for age (OR 9.07, 95% confidence interval: 1.27-64.85). No significant association between any workplace psychosocial factor and having additional children was confirmed among women. Having an active job may have a positive influence on having additional children among men in dual-earner couples.

Relationships between followers’ behaviors and job satisfaction in a sample of nurses

PubMed Central

Ghislieri, Chiara; Cortese, Claudio G.

2017-01-01

The study investigated two followership behaviors, followers’ active engagement and followers’ independent critical thinking, and their relationship with job satisfaction in a sample of nurses. In addition, the study also considered a number of control variables and classical job demands and job resources—workload and emotional dissonance for job demands, and meaningful work for job resources—which have an impact on well-being at work. A paper-and-pencil questionnaire was administered to 425 nurses in an Italian hospital, and a hierarchical multiple regression was used to test the hypotheses. In addition to the job demands and job resources considered, followers’ active engagement had a significant impact on job satisfaction. Moreover, it showed a significant linear and curvilinear relationship with the outcome variable. Followers’ independent critical thinking has a non significant relationship with job satisfaction, confirming the mixed results obtained in the past for this dimension. These findings bore out the importance of analyzing followers’ behaviors as potential resources that people can use on the job to increase their own well-being. Looking at followers not just as passive recipients but as active and proactive employees can also benefit the organization. PMID:28982186

A prospective study of carpal tunnel syndrome: workplace and individual risk factors.

PubMed

Burt, Susan; Deddens, James A; Crombie, Ken; Jin, Yan; Wurzelbacher, Steve; Ramsey, Jessica

2013-08-01

To quantify the risk for carpal tunnel syndrome (CTS) from workplace physical factors, particularly hand activity level and forceful exertion, while taking into account individual factors including age, gender, body mass index (BMI), and pre-existing medical conditions. Three healthcare and manufacturing workplaces were selected for inclusion on the basis of range of exposure to hand activity level and forceful exertion represented by their jobs. Each study participant's job tasks were observed and evaluated onsite and videotaped for further analysis, including frequency and duration of exertion and postural deviation. Individual health assessment entailed electrodiagnostic testing of median and ulnar nerves, physical examination and questionnaires at baseline with annual follow-up for 2 years. The incidence of dominant hand CTS during the study was 5.11 per 100 person-years (29 cases). Adjusted HRs for dominant hand CTS were as follows: working with forceful exertion ≥ 20% but <60% of the time: 2.83 (1.18, 6.79) and ≥ 60% of the time vs <20%: 19.57 (5.96, 64.24), BMI ≥ 30 kg/m(2) (obesity): 3.19 (1.28, 7.98). The American Conference for Governmental Industrial Hygienists (ACGIH) Threshold Limit Value (TLV) for hand activity level also predicted CTS, HR=1.40 (1.11, 1.78) for each unit increase in the TLV ratio, controlling for obesity and job strain. Workplace and individual risk factors both contribute to the risk for CTS. Time spent in forceful exertion can be a greater risk for CTS than obesity if the job exposure is high. Preventive workplace efforts should target forceful exertions.

Work locus of control: the intrinsic factor behind empowerment and work excitement.

PubMed

Erbin-Roesemann, M A; Simms, L M

1997-01-01

A positive focus on empowerment explores the relationship between locus of control, work excitement, and receptivity to new information. Concepts related to control, mastery, and stress management are explored as they relate to an individual's affinity for generative learning, as opposed to adaptive learning. Internally oriented, proactive individuals perceive their jobs to be more enriched and intrinsically motivating than externally oriented, reactive individuals who report low levels of job satisfaction and higher levels of perceived powerlessness. Those whose jobs are being changed should be offered active participation in those redesign efforts. Internally oriented individuals will be more likely to volunteer, and thus to both seek and share information. Participation in such change efforts will enhance perceptions of control and offer the best chances for job satisfaction and successful redesign outcomes, including sustained work excitement among internally motivated employees.

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

ERIC Educational Resources Information Center

Klein, Edie

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

The association between job stress and leisure-time physical inactivity adjusted for individual attributes: evidence from a Japanese occupational cohort survey.

PubMed

Oshio, Takashi; Tsutsumi, Akizumi; Inoue, Akiomi

2016-05-01

We examined the association between job stress and leisure-time physical inactivity, adjusting for individual time-invariant attributes. We used data from a Japanese occupational cohort survey, which included 31 025 observations of 9871 individuals. Focusing on the evolution of job stress and leisure-time physical inactivity within the same individual over time, we employed fixed-effects logistic models to examine the association between job stress and leisure-time physical inactivity. We compared the results with those in pooled cross-sectional models and fixed-effects ordered logistic models. Fixed-effects models showed that the odds ratio (OR) of physical inactivity were 22% higher for those with high strain jobs [high demands/low control; OR 1.22, 95% confidence interval (95% CI) 1.03-1.43] and 17% higher for those with active jobs (high demands/high control; OR 1.17, 95% CI 1.02-1.34) than those with low strain jobs (low demands/high control). The models also showed that the odds of physical inactivity were 28% higher for those with high effort/low reward jobs (OR 1.28, 95% CI 1.10-1.50) and 24% higher for those with high effort/high reward jobs (OR 1.24, 95% CI 1.07-1.43) than those with low effort/high reward jobs. Fixed-effects ordered logistic models led to similar results. Job stress, especially high job strain and effort-reward imbalance, was modestly associated with higher risks of physical inactivity, even after controlling for individual time-invariant attributes.

Job strain in physical therapists.

PubMed

Campo, Marc A; Weiser, Sherri; Koenig, Karen L

2009-09-01

Job stress has been associated with poor outcomes. In focus groups and small-sample surveys, physical therapists have reported high levels of job stress. Studies of job stress in physical therapy with larger samples are needed. The purposes of this study were: (1) to determine the levels of psychological job demands and job control reported by physical therapists in a national sample, (2) to compare those levels with national norms, and (3) to determine whether high demands, low control, or a combination of both (job strain) increases the risk for turnover or work-related pain. This was a prospective cohort study with a 1-year follow-up period. Participants were randomly selected members of the American Physical Therapy Association (n=882). Exposure assessments included the Job Content Questionnaire (JCQ), a commonly used instrument for evaluation of the psychosocial work environment. Outcomes included job turnover and work-related musculoskeletal disorders. Compared with national averages, the physical therapists reported moderate job demands and high levels of job control. About 16% of the therapists reported changing jobs during follow-up. Risk factors for turnover included high job demands, low job control, job strain, female sex, and younger age. More than one half of the therapists reported work-related pain. Risk factors for work-related pain included low job control and job strain. The JCQ measures only limited dimensions of the psychosocial work environment. All data were self-reported and subject to associated bias. Physical therapists' views of their work environments were positive, including moderate levels of demands and high levels of control. Those therapists with high levels of demands and low levels of control, however, were at increased risk for both turnover and work-related pain. Physical therapists should consider the psychosocial work environment, along with other factors, when choosing a job.

Perceived job stress and health complaints at a bank call center: comparison between inbound and outbound services.

PubMed

Lin, Yen-Hui; Chen, Chih-Yong; Hong, Wei-Hsien; Lin, Yu-Chao

2010-01-01

This study investigated how perceived job stress and health status differ, as well as the relationships to inbound (incoming calls) versus outbound (outgoing calls) calling activities, for call center workers in a bank in Taiwan. The sample bank employed 289 call center workers at the time of the survey, ranging in age from 19 to 54 yr old. Data were obtained on individual factors, health complaints, perceived level job stress, and major job stressors. Overall, 33.5% of outbound operators and 27.1% of inbound operators reported frequently or always experiencing high stress at work, however, the differences between inbound and outbound operators were insignificant. "Having to deal with difficult customers" was the most frequent job stressor for all workers. Musculoskeletal discomfort, eye strain, and hoarse or sore throat were the most prevalent complaints among call center workers. The relationship between perceived job stress and health complaints indicated that workers who perceived higher job stress had significantly increased risk of multiple health problems, including eye strain, tinnitus, hoarse or sore throat, chronic cough with phlegm, chest tightness, irritable stomach or peptic ulcers, and musculoskeletal discomfort (with odds ratios ranging from 2.13 to 8.24). These analytical results suggest that perceived job stress in the call center profoundly affected worker health. This study identified main types of job stressors requiring further investigation.

Disordered gambling among Chinese casino employees.

PubMed

Wu, Anise M S; Wong, Eva M W

2008-06-01

A previous study suggests that casino employees are at higher risk for disordered gambling than non-casino employees. The present study examined the cognitive correlates of the gambling involvement of Chinese casino employees. These potential cognitive correlates included attitudes toward the gaming industry and gambling activities, perceived job meaningfulness, and job stress. One hundred and nineteen Chinese respondents (M = 57; F = 62) working as dealers in Macao casinos were recruited through convenience sampling to fill out a questionnaire. The results revealed that about 7% of the respondents scored 10 or more on the South Oaks Gambling Screen and engaged in disordered gambling. Path analysis showed that attitude toward the gaming industry had a positive impact on job meaningfulness, which largely explained variances of job stress among casino employees. Job stress had a significant, but weak, direct impact on disordered gambling. Though causality between variables cannot be confirmed, this study provided insights into the impacts of cognitive factors on gambling involvement among Chinese front-line employees in the gaming industry. Implications of the findings were also discussed.

[Temporary employment and health: a multivariate analysis of occupational injury risk by job tenure].

PubMed

Bena, Antonella; Giraudo, Massimiliano

2013-01-01

To study the relationship between job tenure and injury risk, controlling for individual factors and company characteristics. Analysis of incidence and injury risk by job tenure, controlling for gender, age, nationality, economic activity, firm size. Sample of 7% of Italian workers registered in the INPS (National Institute of Social Insurance) database. Private sector employees who worked as blue collars or apprentices. First-time occupational injuries, all occupational injuries, serious occupational injuries. Our findings show an increase in injury risk among those who start a new job and an inverse relationship between job tenure and injury risk. Multivariate analysis confirm these results. Recommendations for improving this situation include the adoption of organizational models that provide periods of mentoring from colleagues already in the company and the assignment to simple and not much hazardous tasks. The economic crisis may exacerbate this problem: it is important for Italy to improve the systems of monitoring relations between temporary employment and health.

Bringing social identity to work: the influence of manifestation and suppression on perceived discrimination, job satisfaction, and turnover intentions.

PubMed

Madera, Juan M; King, Eden B; Hebl, Michelle R

2012-04-01

In the current article, we explored whether manifesting or suppressing an identity (race/ethnicity, gender, age, religion, sexual orientation, or disability) at work is related to perceived discrimination, job satisfaction, and turnover intentions. Participants included 211 working adults who completed an online survey. The results showed that efforts to suppress a group identity were positively (and behavioral manifestations of group identity negatively) related to perceived discrimination, which predicted job satisfaction and turnover intentions. These results suggest that diverse employees actively manage their nonwork identities while at work and that these identity management strategies have important consequences. PsycINFO Database Record (c) 2012 APA, all rights reserved.

Scheduling with non-decreasing deterioration jobs and variable maintenance activities on a single machine

NASA Astrophysics Data System (ADS)

Zhang, Xingong; Yin, Yunqiang; Wu, Chin-Chia

2017-01-01

There is a situation found in many manufacturing systems, such as steel rolling mills, fire fighting or single-server cycle-queues, where a job that is processed later consumes more time than that same job when processed earlier. The research finds that machine maintenance can improve the worsening of processing conditions. After maintenance activity, the machine will be restored. The maintenance duration is a positive and non-decreasing differentiable convex function of the total processing times of the jobs between maintenance activities. Motivated by this observation, the makespan and the total completion time minimization problems in the scheduling of jobs with non-decreasing rates of job processing time on a single machine are considered in this article. It is shown that both the makespan and the total completion time minimization problems are NP-hard in the strong sense when the number of maintenance activities is arbitrary, while the makespan minimization problem is NP-hard in the ordinary sense when the number of maintenance activities is fixed. If the deterioration rates of the jobs are identical and the maintenance duration is a linear function of the total processing times of the jobs between maintenance activities, then this article shows that the group balance principle is satisfied for the makespan minimization problem. Furthermore, two polynomial-time algorithms are presented for solving the makespan problem and the total completion time problem under identical deterioration rates, respectively.

A systematic review of job-specific workers' health surveillance activities for fire-fighting, ambulance, police and military personnel.

PubMed

Plat, M J; Frings-Dresen, M H W; Sluiter, J K

2011-12-01

Some occupations have tasks and activities that require monitoring safety and health aspects of the job; examples of such occupations are emergency services personnel and military personnel. The two objectives of this systematic review were to describe (1) the existing job-specific workers' health surveillance (WHS) activities and (2) the effectiveness of job-specific WHS interventions with respect to work functioning, for selected jobs. The search strategy systematically searched the PubMed, PsycINFO and OSH-update databases. The search strategy consisted of several synonyms of the job titles of interest, combined with synonyms for workers' health surveillance. The methodological quality was checked. At least one study was found for each of the following occupations fire fighters, ambulance personnel, police personnel and military personnel. For the first objective, 24 studies described several job-specific WHS activities aimed at aspects of psychological, 'physical' (energetic, biomechanical and balance), sense-related, environmental exposure or cardiovascular requirements. The seven studies found for the second objective measured different outcomes related to work functioning. The methodological quality of the interventions varied, but with the exception of one study, all scored over 55% of the maximum score. Six studies showed effectiveness on at least some of the defined outcomes. The studies described several job-specific interventions: a trauma resilience training, healthy lifestyle promotion, physical readiness training, respiratory muscle training, endurance and resistance training, a physical exercise programme and comparing vaccines. Several examples of job-specific WHS activities were found for the four occupations. Compared to studies focusing on physical tasks, a few studies were found that focus on psychological tasks. Effectiveness studies for job-specific WHS interventions were scarce, although their results were promising. We recommend studying job-specific WHS in effectiveness studies.

Five-year workplace wellness intervention in the NHS.

PubMed

Blake, Holly; Zhou, Dingyuan; Batt, Mark E

2013-09-01

Poor health and well-being has been observed among NHS staff and has become a key focus in current public health policy. The objective of this study was to deliver and evaluate a five-year employee wellness programme aimed at improving the health and well-being of employees in a large NHS workplace. A theory-driven multi-level ecological workplace wellness intervention was delivered including health campaigns, provision of facilities and health-promotion activities to encourage employees to make healthy lifestyle choices and sustained behaviour changes. An employee questionnaire survey was distributed at baseline (n = 1,452) and at five years (n = 1,134), including measures of physical activity, BMI, diet, self-efficacy, social support, perceived general health and mood, smoking behaviours, self-reported sickness absence, perceived work performance and job satisfaction. Samples were comparable at baseline and follow-up. At five years, significantly more respondents actively travelled (by walking or cycling both to work and for non-work trips) and more were active while at work. Significantly more respondents met current recommendations for physical activity at five years than at baseline. Fewer employers reported 'lack of time' as a barrier to being physically active following the intervention. Significantly lower sickness absence, greater job satisfaction and greater organisational commitment was reported at five years than at baseline. Improvements in health behaviours, reductions in sickness absence and improvements in job satisfaction and organisational commitment were observed following five years of a workplace wellness intervention for NHS employees. These findings suggest that health-promoting programmes should be embedded within NHS infrastructure.

Factors Associated With Participation in a University Worksite Wellness Program.

PubMed

Beck, Angela J; Hirth, Richard A; Jenkins, Kristi Rahrig; Sleeman, Kathryn K; Zhang, Wei

2016-07-01

Healthcare reform legislation encourages employers to implement worksite wellness activities as a way to reduce rising employer healthcare costs. Strategies for increasing program participation is of interest to employers, though few studies characterizing participation exist in the literature. The University of Michigan conducted a 5-year evaluation of its worksite wellness program, MHealthy, in 2014. MHealthy elements include Health Risk Assessment, biometric screening, a physical activity tracking program (ActiveU), wellness activities, and participation incentives. Individual-level data were obtained for a cohort of 20,237 employees who were continuously employed by the university all 5 years. Multivariate logistic regression was used to assess the independent predictive power of characteristics associated with participation in the Health Risk Assessment, ActiveU, and incentive receipt, including employee and job characteristics, as well as baseline (2008) healthcare spending and health diagnoses obtained from claims data. Data were collected from 2008 to 2013; analyses were conducted in 2014. Approximately half of eligible employees were MHealthy participants. A consistent profile emerged for Health Risk Assessment and ActiveU participation and incentive receipt with female, white, non-union staff and employees who seek preventive care among the most likely to participate in MHealthy. This study helps characterize employees who choose to engage in worksite wellness programs. Such information could be used to better target outreach and program content and reduce structural barriers to participation. Future studies could consider additional job characteristics, such as job type and employee attitudinal variables regarding health status and wellness program effectiveness. Copyright © 2016 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

When I Grow Up... Career Activities for Kindergarten through Sixth Grade.

ERIC Educational Resources Information Center

Oklahoma State Dept. of Education, Oklahoma City. Curriculum Div.

This resource unit provides activities and resources for career awareness at the elementary school level. Student pages which can be used as a basis for activities are included for both primary and intermediate levels. The student pages are related to the following job areas in which growth has been predicted: (1) manufacturing; (2) foods; (3)…

Career Paths of Recipients of a Master's Degree in Health Communication: Understanding Employment Opportunities, Responsibilities, and Choices.

PubMed

Edgar, Timothy; Silk, Kami J; Abroms, Lorien C; Cruz, Tess Boley; Evans, W Douglas; Gallagher, Susan Scavo; Miller, Gregory A; Hoffman, Alice; Schindler-Ruwisch, Jennifer M; Sheff, Sarah E

2016-01-01

A growing number of institutions offer a master's degree in health communication to prepare individuals for applied work in the field, but there is very little literature on the career paths graduates pursue. The current study reports the results of a national survey that targeted the alumni of five institutions that offer the degree. Of the 522 total graduates to whom the survey was sent, 398 responded (76.2% response rate). Results show that the degree recipients have found employment in a wide variety of organizations across the country, including jobs within very prestigious organizations, such as the National Cancer Institute. Common job titles include manager, coordinator, communication associate/specialist, and program/project director. The most common job responsibilities include research activities, the development of health communication materials, project/program management, communication management, and social media/website management. The results also include stories of graduates across programs that illustrate details of career paths. The discussion of the findings addresses implications for career preparation, curriculum development, and advising.

75 FR 16868 - Agency Information Collection Activities: Proposed Collection; Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2010-04-02

... access authorization. Personal history information which is submitted on applicants for relevant jobs is... minimized, including the use of automated collection techniques or other forms of information technology? A...

Using the Medium to Teach the Medium: Radio Broadcasting.

ERIC Educational Resources Information Center

Ryland, Edwin H.

Effective broadcast education should get students to perform professionally in broadcast situations with a minimum of guidance. To do this, class assignments should include either activities similar to commercial work or on-the-job experiences at the campus or local commercial radio stations. The possibilities for such activities and experiences…

20 CFR 672.310 - What eligible activities may be funded under the YouthBuild program?

Code of Federal Regulations, 2012 CFR

2012-04-01

... shadowing; and (4) Job search assistance. (c) Other eligible activities include: (1) Supervision and... for homeless individuals and families or low-income families, or transitional housing for homeless individuals and families; (2) Supervision and training for participants in the rehabilitation or construction...

20 CFR 672.310 - What eligible activities may be funded under the YouthBuild program?

Code of Federal Regulations, 2014 CFR

2014-04-01

... shadowing; and (4) Job search assistance. (c) Other eligible activities include: (1) Supervision and... for homeless individuals and families or low-income families, or transitional housing for homeless individuals and families; (2) Supervision and training for participants in the rehabilitation or construction...

20 CFR 672.310 - What eligible activities may be funded under the YouthBuild program?

Code of Federal Regulations, 2013 CFR

2013-04-01

... shadowing; and (4) Job search assistance. (c) Other eligible activities include: (1) Supervision and... for homeless individuals and families or low-income families, or transitional housing for homeless individuals and families; (2) Supervision and training for participants in the rehabilitation or construction...

[Personal resources and nursing work: a research on coping strategies and job satisfaction].

PubMed

Formentin, Silvia; Dallago, Lorenza; Negrisolo, Adriana

2009-01-01

The coping (ability to face a difficult situation), is an essential resource for nurses, because it increases the effective functioning in the working environment, job satisfaction and individual level of wellness. The aim of this study is to explore the relationship between coping strategies and job satisfaction. A self report questionnaire was administered to all the nurses working in health services and hospitals of Padua province and to free lance nurses members of the College of Nurses, to collect information on coping strategies and job satisfaction. 2264 questionnaires were returned (71%). Active coping strategies are adopted mainly from older nurses while avoiding strategies are prevalent among younger. An association was observed between job satisfaction and active coping strategies, aimed at problem solving: active strategies increase job satisfaction while avoiding strategies descrease it. Individual coping strategies implemented to face difficult situations are associated to job satisfaction.

Analysis of multiple activity manual materials handling tasks using A Guide to Manual Materials Handling.

PubMed

Mital, A

1999-01-01

Manual handling of materials continues to be a hazardous activity, leading to a very significant number of severe overexertion injuries. Designing jobs that are within the physical capabilities of workers is one approach ergonomists have adopted to redress this problem. As a result, several job design procedures have been developed over the years. However, these procedures are limited to designing or evaluating only pure lifting jobs or only the lifting aspect of a materials handling job. This paper describes a general procedure that may be used to design or analyse materials handling jobs that involve several different kinds of activities (e.g. lifting, lowering, carrying, pushing, etc). The job design/analysis procedure utilizes an elemental approach (breaking the job into elements) and relies on databases provided in A Guide to Manual Materials Handling to compute associated risk factors. The use of the procedure is demonstrated with the help of two case studies.

29 CFR 778.332 - Awards for activities not normally part of employee's job.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Awards for activities not normally part of employee's job. 778.332 Section 778.332 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION... of employee's job. (a) Where the prize is awarded for activities outside the customary working hours...

Occupational Information Systems and Their Use in Rehabilitation. Revised.

ERIC Educational Resources Information Center

Kruger, Reuven

As our industrial-based economy changes into an information-based economy, information activities will continue to permeate rehabilitation. New technology in this area includes computerized occupational information systems used to aid vocational planning. Such systems include the federal government's Job Service Matching System, the Michigan…

The effects of workplace psychosocial factors on whether Japanese dual-earner couples with preschool children have additional children: a prospective study

PubMed Central

EGUCHI, Hisashi; SHIMAZU, Akihito; FUJIWARA, Takeo; IWATA, Noboru; SHIMADA, Kyoko; TAKAHASHI, Masaya; TOKITA, Masahito; WATAI, Izumi; KAWAKAMI, Norito

2016-01-01

This study explored the effect of workplace psychosocial factors (job demand, job control, and workplace social support) on dual-earner couples in Japan having additional children, using a prospective study design. We conducted a 2-year prospective cohort study with 103 dual-earner couples with preschool children in Japan, as part of the Tokyo Work–Family Interface Study II. We used multivariable logistic regression analyses to evaluate the prospective association of job strain (categorized into low-strain job, active job, passive job, and strain job groups) and workplace social support (high and low) with couples having additional children during the follow-up period, adjusting for age, for men and women separately. Men in the active job group (i.e., with high job demands and high job control) had a significantly higher odds ratio (OR) of having additional children during the follow-up period, after controlling for age (OR 9.07, 95% confidence interval: 1.27–64.85). No significant association between any workplace psychosocial factor and having additional children was confirmed among women. Having an active job may have a positive influence on having additional children among men in dual-earner couples. PMID:27760893

Job Strain in Physical Therapists

PubMed Central

Campo, Marc A.; Weiser, Sherri; Koenig, Karen L.

2009-01-01

Background: Job stress has been associated with poor outcomes. In focus groups and small-sample surveys, physical therapists have reported high levels of job stress. Studies of job stress in physical therapy with larger samples are needed. Objective: The purposes of this study were: (1) to determine the levels of psychological job demands and job control reported by physical therapists in a national sample, (2) to compare those levels with national norms, and (3) to determine whether high demands, low control, or a combination of both (job strain) increases the risk for turnover or work-related pain. Design: This was a prospective cohort study with a 1-year follow-up period. Methods: Participants were randomly selected members of the American Physical Therapy Association (n=882). Exposure assessments included the Job Content Questionnaire (JCQ), a commonly used instrument for evaluation of the psychosocial work environment. Outcomes included job turnover and work-related musculoskeletal disorders. Results: Compared with national averages, the physical therapists reported moderate job demands and high levels of job control. About 16% of the therapists reported changing jobs during follow-up. Risk factors for turnover included high job demands, low job control, job strain, female sex, and younger age. More than one half of the therapists reported work-related pain. Risk factors for work-related pain included low job control and job strain. Limitations: The JCQ measures only limited dimensions of the psychosocial work environment. All data were self-reported and subject to associated bias. Conclusions: Physical therapists’ views of their work environments were positive, including moderate levels of demands and high levels of control. Those therapists with high levels of demands and low levels of control, however, were at increased risk for both turnover and work-related pain. Physical therapists should consider the psychosocial work environment, along with other factors, when choosing a job. PMID:19608632

Employment and Wage Disparities for Nurses With Activity Limitations.

PubMed

Wilson, Barbara L; Butler, Richard J; Butler, Matthew J

2016-11-01

No studies quantify the labor market disparities between nurses with and without activity difficulties (physical impairment or disability). We explore disparate treatment of nurses with activity difficulties at three margins of the labor market: the ability to get a job, the relative wage rate offered once a nurse has a job, and the annual hours of work given that wage rate. Key variables from the American Community Survey (ACS) were analyzed, including basic demographic information, wages, hours of work, and employment status of registered nurses from 2006 to 2014. Although there is relatively little disparity in hourly wages, there is enormous disparity in the disabled's employment and hours of work opportunities, and hence a moderate amount of disparity in annual wages. This has significant implications for the nursing labor force, particularly as the nursing workforce continues to age and physical limitations or disabilities increase by 15-fold from 25 to 65 years of age.  Physical or psychological difficulties increase sharply over the course of a nurse's career, and employers must heighten efforts to facilitate an aging workforce and provide appropriate job accommodations for nurses with activity limitations. © 2016 Sigma Theta Tau International.

Work factors associated with return to work in out-of-hospital cardiac arrest survivors.

PubMed

Descatha, Alexis; Dumas, Florence; Bougouin, Wulfran; Cariou, Alain; Geri, Guillaume

2018-07-01

Although the survival rate after out-of-hospital cardiac arrest (OHCA) has increased over time, little is known about the return to work of OHCA survivors. We aim to evaluate prevalence and factors associated with return to work (RTW) in OHCA survivors. All consecutive OHCA survivors aged 18-65 years and discharged alive from a Paris tertiary intensive care unit between 2000 and 2013 were included. Pre-hospital care, in-hospital care, and after-hospital discharge data, such as work description (work location, job classification, nature of the job) were compared relative to work status and RTW. Factors associated with RTW were evaluated using multivariable logistic regression. 153 OHCA survivors were included in the analysis. Among them, 96 (62.8%) returned to work an average of 714 days after OHCA (SD 1031); mostly to the same job (n = 72, 75%). Six patients changed jobs (4%) and 12 reduced their activity (10.6%). Factors associated with RTW were younger age (adjusted odds ratio (aOR) 3.64 [1.10; 12.02]), being managers and professionals, and service and sales workers (compared to technicians and associate professionals, clerical support workers, respectively aOR 3.43 [1.05; 11.22] and 4.69 [1.14; 19.37]), and workplace occurrence (aOR 11.72 [1.37; 99.93]). Two thirds of OHCA survivors, in the present study, returned to work. Patients with a higher-level job, and with the arrest occurring in the workplace, were more likely to return to work. Further research should include more details of job contents, evolution, financial consequences, as well as prevention practices related to work location. Copyright © 2018 Elsevier B.V. All rights reserved.

A prospective study of carpal tunnel syndrome: workplace and individual risk factors

PubMed Central

Burt, Susan; Deddens, James A; Crombie, Ken; Jin, Yan; Wurzelbacher, Steve; Ramsey, Jessica

2015-01-01

Objectives To quantify the risk for carpal tunnel syndrome (CTS) from workplace physical factors, particularly hand activity level and forceful exertion, while taking into account individual factors including age, gender, body mass index (BMI), and pre-existing medical conditions. Methods Three healthcare and manufacturing workplaces were selected for inclusion on the basis of range of exposure to hand activity level and forceful exertion represented by their jobs. Each study participants job tasks were observed and evaluated ’ onsite and videotaped for further analysis, including frequency and duration of exertion and postural deviation. Individual health assessment entailed electrodiagnostic testing of median and ulnar nerves, physical examination and questionnaires at baseline with annual follow-up for 2 years. Results The incidence of dominant hand CTS during the study was 5.11 per 100 person-years (29 cases). Adjusted HRs for dominant hand CTS were as follows: working with forceful exertion ≥20% but <60% of the time: 2.83 (1.18, 6.79) and ≥60% of the time vs <20%: 19.57 (5.96, 64.24), BMI ≥30 kg/m2 (obesity): 3.19 (1.28, 7.98). The American Conference for Governmental Industrial Hygienists (ACGIH) Threshold Limit Value (TLV) for hand activity level also predicted CTS, HR=1.40 (1.11, 1.78) for each unit increase in the TLV ratio, controlling for obesity and job strain. Conclusions Workplace and individual risk factors both contribute to the risk for CTS. Time spent in forceful exertion can be a greater risk for CTS than obesity if the job exposure is high. Preventive workplace efforts should target forceful exertions. PMID:23788614

Measuring job stress among hospital nurses: an attempt to identify biological markers.

PubMed

Kawaguchi, Yoshichika; Toyomasu, Kouji; Yoshida, Noriko; Baba, Kaori; Uemoto, Masaharu; Minota, Shoichi

2007-02-01

The purpose of this study was to identify biological markers corresponding to job stress among hospital nurses. The subjects of this study were 128 nurses working at a university hospital. The NIOSH job stress questionnaire and the Miki Nurse Stressor 35-item Scale measured their job stress levels. The GHQ28 was also used to measure the subjects' general mental health status. Blood analyses for neuroendocrine function and immunity reaction were performed in order to identify biological markers of job stress. Stress is related to the plasma levels of catecholamine, cortisol, adrenocorticotrophic hormone, and natural killer cell activity, therefore these factors were measured accordingly. In consideration to circadian rhythms, blood was collected from the subjects prior to the start of the day shift. The nurses filled out the questionnaires on the day of the blood tests. In order to investigate the correlation between job stress reactions indicated by the questionnaires and the results of the blood tests, we utilized Pearson's correlation coefficient and partial correlation coefficient for which other affected items were controlled. In this study, significant correlations were found between job stress and biological factors; however, the correlations were not strong. Thus, it can be said that the biological markers associated with a specific kind of job stress remain unclear. In the future, rather than implementing a simple cross-sectional study, a longitudinal study including follow-up research will be more effective in establishing biological markers for job stress.

Job Stress and Related Factors Among Iranian Male Staff Using a Path Analysis Model.

PubMed

Azad-Marzabadi, Esfandiar; Gholami Fesharaki, Mohammad

2016-06-01

In recent years, job stress has been cited as a risk factor for some diseases. Given the importance of this subject, we established a new model for classifying job stress among Iranian male staff using path analysis. This cross-sectional study was done on male staff in Tehran, Iran, 2013. The participants in the study were selected using a proportional stratum sampling method. The tools used included nine questionnaires (1- HSE questionnaire; 2- GHQ questionnaire; 3- Beck depression inventory; 4- Framingham personality type; 5- Azad-Fesharaki's physical activity questionnaire; 6- Adult attachment style questionnaire; 7- Azad socioeconomic questionnaire; 8- Job satisfaction survey; and 9- demographic questionnaire). A total of 575 individuals (all male) were recruited for the study. Their mean (±SD) age was 33.49 (±8.9) and their mean job experience was 12.79 (±8.98) years. The pathway of job stress among Iranian male staff showed an adequate model fit (RMSEA=0.021, GFI=0.99, AGFI=0.97, P=0.136). In addition, the total effect of variables like personality type (β=0.283), job satisfaction (β=0.287), and age (β=0.108) showed a positive relationship with job stress, while variables like general health (β=-0.151) and depression (β=-0.242) showed the reverse effect on job stress. According to the results of this study, we can conclude that our suggested model is suited to explaining the pathways of stress among Iranian male staff.

Identifying and Applying for Professional Development Funding.

PubMed

Hyden, Christel; Escoffery, Cam; Kenzig, Melissa

2015-07-01

Participation in ongoing professional development can be critical for maintaining up-to-date knowledge in your field, as well as preparing for promotions and job changes. Career development activities may include formal classroom education, web-based courses, on-the-job training, workshops and seminars, professional conferences, and self-study programs. Developing a career development plan, cultivating a team to support your goals, and actively pursuing continuing education and skill-building opportunities are important across all career stages. However, the financial cost of these opportunities can often place them beyond reach. In this commentary, we summarize several potential sources for career development funding as well as best practices for completing the application process. © 2015 Society for Public Health Education.

Factors influencing nurses' job satisfaction in selected private hospitals in England.

PubMed

Lephalala, R P; Ehlers, V J; Oosthuizen, M J

2008-09-01

The quantitative descriptive survey used self-completion questionnaires to study factors influencing nurses' job satisfaction in selected private hospitals in England. Herzberg's Theory of Motivation was used to contextualise the results obtained from 85 completed questionnaires. In terms of Herzberg's Theory of Motivation, the most important extrinsic (hygiene) factor was no satisfaction with their salaries compared to nurses' salaries in other private hospitals in England, in the NHS and even at their own hospitals. However, most nurses were satisfied with the other extrinsic factors (organisation and administration policies, supervision and interpersonal relations). The most important intrinsic factors (motivators), influencing nurses' job satisfaction was their lack of satisfaction with promotions (including the fact that their qualifications were reportedly not considered for promotions), lack of advancement opportunities and being in dead-end jobs, and lack of involvement in decision- and policy-making activities. Nurses' levels of job satisfaction might be enhanced if promotion policies could be consistent, advancement opportunities implemented, qualifications considered for promotions, salary issues clarified, and if nurses could be involved in decision- and policy-making. Enhanced levels of job satisfaction could help to reduce turnover rates among registered nurses at the private hospitals in England that participated in this study.

Analyzing jobs for redesign decisions.

PubMed

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

1996-01-01

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

45 CFR 400.154 - Employability services.

Code of Federal Regulations, 2010 CFR

2010-10-01

...-sufficiency plan and an individual employability plan, world-of-work and job orientation, job clubs, job workshops, job development, referral to job opportunities, job search, and job placement and followup. (b) Employability assessment services, including aptitude and skills testing. (c) On-the job training, when such...

Job rotation in nursing: a study of job rotation among nursing personnel from the literature and via a questionnaire.

PubMed

Järvi, Maija; Uusitalo, Tarja

2004-09-01

To obtain information on job rotation among nursing personnel from the literature and via a questionnaire. A nursing career no longer means a series of steps leading up a hierarchy. It has become more like a process of individual growth, involving improvement of employee expertise and skills. Job rotation in connection with career development in a Finnish hospital is considered essential, and participating in job rotation is one requirement for newly vacant nursing posts. Describing job rotation by means of reference to literature, and studying a survey on attitudes of ophthalmic nurses (n = 84) to job rotation. There has been little theoretical or empirical research on job rotation. In this study, one in three had participated in job rotation that was most often considered a positive experience. Self-development was rated substantially useful, but fewer were interested in participating in various kinds of developmental activities. Employee's motivation is the foundation of successful development activity, e.g. job rotation.

"I'd Rather Watch TV": An Examination of Physical Activity in Adults with Mental Retardation

ERIC Educational Resources Information Center

Frey, Georgia C.; Buchanan, Alice M.; Rosser Sandt, Dawn D.

2005-01-01

Interpretive ethnography was used as a framework to examine perceptions of physical activity behavior of 12 adults with mild mental retardation. Four parents and two job supervisors also agreed to participate. Multiple data sources included in-depth interviews, diaries, accelerometry, and informal observations. Participants reported many physical…

Occupation is related to Weight and Lifestyle Factors among Employees at Worksites Involved in a Weight Gain Prevention Study

PubMed Central

Gans, Kim M.; Salkeld, Judith; Risica, Patricia Markham; Lenz, Erin; Burton, Deborah; Mello, Jennifer; Bell, Johanna P.

2015-01-01

Objective To examine the relationship between job type, weight status and lifestyle factors that are potential contributors to obesity including, diet, physical activity and perceived stress among employees enrolled in the Working on Wellness (WOW) project. Methods Randomly selected employees at 24 worksites completed a baseline survey (n=1700); some also an in-person survey and anthropometric measures (n=1568). Employees were classified by US Labor standards as: white collar (n=1297), blue collar (n=303), or service worker (n=92), 8 unknown. Associations were analyzed using Chi-Square, GLM procedures, and adjusted for demographics using Logistic Regression. Results In unadjusted models, BMI of service workers was higher than white collar workers; F&V intake was higher for service and blue collar than white collar; white collar workers reported highest stress levels in job and life. However, in models adjusted for demographics, the only significant difference was to physical activity (i.e., MET/min per week), with blue collar workers reporting higher levels of physical activity than service workers, who reported higher levels than the white collar workers. Conclusions Future research should further examine the relationship between health and job status to corroborate the results of the current study and to consider designing future worksite health promotion interventions that are tailored by job category. PMID:26461872

World Trade Center disaster: assessment of responder occupations, work locations, and job tasks.

PubMed

Woskie, Susan R; Kim, Hyun; Freund, Alice; Stevenson, Lori; Park, Bo Y; Baron, Sherry; Herbert, Robin; de Hernández, Micki Siegel; Teitelbaum, Susan; de la Hoz, Rafael E; Wisnivesky, Juan P; Landrigan, Phillip

2011-09-01

To date there have been no comprehensive reports of the work performedby 9/11 World Trade Center responders. 18,969 responders enrolled in the WTC Medical Monitoring and Treatment Program were used to describe workers’ pre-9/11 occupations, WTC work activities and locations from September 11, 2001 to June 2002. The most common pre-9/11 occupation was protective services (47%); other common occupations included construction, telecommunications, transportation, and support services workers. 14% served as volunteers. Almost one-half began work on 9/11 and >80% reported working on or adjacent to the ‘‘pile’’ at Ground Zero. Initially,the most common activity was search and rescue but subsequently, the activities of most responders related to their pre-9/11 occupations. Other major activities included security; personnel support; buildings and grounds cleaning; and telecommunications repair. The spatial, temporal, occupational, and task-related taxonomy reported here will aid the development of a job-exposure matrix, assist in assessment of disease risk, and improve planning and training for responders in future urban disasters.

Active Solution Space and Search on Job-shop Scheduling Problem

NASA Astrophysics Data System (ADS)

Watanabe, Masato; Ida, Kenichi; Gen, Mitsuo

In this paper we propose a new searching method of Genetic Algorithm for Job-shop scheduling problem (JSP). The coding method that represent job number in order to decide a priority to arrange a job to Gannt Chart (called the ordinal representation with a priority) in JSP, an active schedule is created by using left shift. We define an active solution at first. It is solution which can create an active schedule without using left shift, and set of its defined an active solution space. Next, we propose an algorithm named Genetic Algorithm with active solution space search (GA-asol) which can create an active solution while solution is evaluated, in order to search the active solution space effectively. We applied it for some benchmark problems to compare with other method. The experimental results show good performance.

20 CFR 655.150 - Interstate clearance of job order.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Interstate clearance of job order. 655.150... job order. (a) SWA posts in interstate clearance system. The SWA must promptly place the job order in... transmit a copy of its active job order to all States listed in the job order as anticipated worksites...

20 CFR 655.150 - Interstate clearance of job order.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false Interstate clearance of job order. 655.150... job order. (a) SWA posts in interstate clearance system. The SWA must promptly place the job order in... transmit a copy of its active job order to all States listed in the job order as anticipated worksites...

20 CFR 655.150 - Interstate clearance of job order.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Interstate clearance of job order. 655.150... job order. (a) SWA posts in interstate clearance system. The SWA must promptly place the job order in... transmit a copy of its active job order to all States listed in the job order as anticipated worksites...

20 CFR 655.150 - Interstate clearance of job order.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Interstate clearance of job order. 655.150... job order. (a) SWA posts in interstate clearance system. The SWA must promptly place the job order in... transmit a copy of its active job order to all States listed in the job order as anticipated worksites...

20 CFR 655.150 - Interstate clearance of job order.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 3 2014-04-01 2014-04-01 false Interstate clearance of job order. 655.150... job order. (a) SWA posts in interstate clearance system. The SWA must promptly place the job order in... transmit a copy of its active job order to all States listed in the job order as anticipated worksites...

Gender differences in the roles and functions of inpatient psychiatric nurses.

PubMed

Torkelson, Diane J; Seed, Mary S

2011-03-01

This study explored the difference between male and female psychiatric nurses' job performance and job satisfaction levels on an acute care inpatient unit. The amount of time male (n = 28) and female (n = 45) nurses spent on 10 specific functions and roles during a shift were observed and recorded. The nurses also self-rated the amount of time they spent on these specific functions and roles. The observed and self-rated functions were then correlated with job satisfaction. Female nurses were observed and self-rated as spending significantly more time on patient care activities, and these activities were significantly correlated with higher job satisfaction levels. Male nurses who self-rated spending more time on patient care activities had significantly lower job satisfaction scores. Findings confirm the concepts from social role theory that gender identity and expectations influence job performance in psychiatric nursing. The results offer insight for increasing job satisfaction and recruitment/retention efforts. Copyright 2011, SLACK Incorporated.

The relationship between occupational stress, burnout, and turnover intention among managerial staff from a Sino-Japanese joint venture in Guangzhou, China.

PubMed

Lin, Qiu-Hong; Jiang, Chao-Qiang; Lam, Tai Hing

2013-01-01

The aim of this study was to analyze the associations between occupational stress, burnout and turnover intention and explore their associated factors among managerial staff in Guangzhou, China. This cross-sectional study recruited 288 managerial employees from a Sino-Japanese joint venture automobile manufacturing enterprise in Guangzhou. The questionnaire included questions about sociodemographic characteristics, smoking, drinking and physical activity and the Chinese versio ns of the Occupational Stress Indicator (OSI), Maslach Burnout Inventory (MBI), Eysenck Personality Questionnaire (EPQ), Simplified Coping Style Questionnaire (SCSQ) and Social Support Rating Scale (SSRS). The response rate was 57.6%. Stepwise regression analysis was performed to examine the associations between burnout and occupational stress and turnover intention and related factors. The respondents had a high level burnout on the personal accomplishment subscale and had a high prevalence of turnover intention. Neuroticism, psychoticism, job satisfaction, occupational stress and social support were strong predictors of emotional exhaustion. Psychoticism, passive coping, occupational stress, objective support, utilization of support, male gender and job satisfaction were strong predictors of depersonalization. Active and passive coping and job satisfaction were strong predictors of personal accomplishment. Job dissatisfaction and emotional exhaustion were strong predictors of turnover intention. High occupational stress and low job satisfaction were associated with high burnout, particularly in the emotional exhaustion and depersonalization dimensions. Low job satisfaction and high emotional exhaustion were associated with high turnover intention among employees. Personality traits, social support and coping style were also found to be associated with burnout.

49 CFR 25.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-10-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 25.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

22 CFR 229.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-04-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 229.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

22 CFR 229.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-04-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 229.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

22 CFR 146.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-04-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 146.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

22 CFR 146.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-04-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 146.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

22 CFR 229.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-04-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 229.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

49 CFR 25.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-10-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 25.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

22 CFR 146.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-04-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 146.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

28 CFR 54.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-07-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 54.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

22 CFR 229.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-04-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 229.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

10 CFR 1042.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-01-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1042.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

22 CFR 229.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-04-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 229.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

10 CFR 1042.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-01-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1042.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

28 CFR 54.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-07-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 54.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

28 CFR 54.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-07-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 54.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

22 CFR 146.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-04-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 146.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

28 CFR 54.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-07-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 54.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

49 CFR 25.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-10-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 25.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

49 CFR 25.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-10-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 25.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

10 CFR 1042.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-01-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1042.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

10 CFR 1042.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-01-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1042.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

22 CFR 146.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-04-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 146.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

Job Sharing--Opportunities or Headaches?

ERIC Educational Resources Information Center

Leighton, Patricia

1986-01-01

Discusses the issue of job sharing as a new alternative available to workers. Topics covered include (1) a profile of job sharers, (2) response to job sharing, (3) establishing a job share, (4) job sharing in operation, and (5) legal analysis of job sharing. (CH)

Occupational stress, relaxation therapies, exercise and biofeedback.

PubMed

Stein, Franklin

2001-01-01

Occupational stress is a widespread occurrence in the United States. It is a contributing factor to absenteeism, disease, injury and lowered productivity. In general stress management programs in the work place that include relaxation therapies, exercise, and biofeedback have been shown to reduce the physiological symptoms such as hypertension, and increase job satisfaction and job performance. Strategies to implement a successful stress management program include incorporating the coping activities into one's daily schedule, monitoring one's symptoms and stressors, and being realistic in setting up a schedule that is relevant and attainable. A short form of meditation, daily exercise program and the use of heart rate or thermal biofeedback can be helpful to a worker experiencing occupational stress.

45 CFR 287.120 - What work activities may be provided under the NEW Program?

Code of Federal Regulations, 2013 CFR

2013-10-01

... Program? 287.120 Section 287.120 Public Welfare Regulations Relating to Public Welfare OFFICE OF FAMILY ASSISTANCE (ASSISTANCE PROGRAMS), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN..., alternative education, post secondary education, job readiness activity, job search, job skills training...

45 CFR 287.120 - What work activities may be provided under the NEW Program?

Code of Federal Regulations, 2014 CFR

2014-10-01

... Program? 287.120 Section 287.120 Public Welfare Regulations Relating to Public Welfare OFFICE OF FAMILY ASSISTANCE (ASSISTANCE PROGRAMS), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN..., alternative education, post secondary education, job readiness activity, job search, job skills training...

45 CFR 287.120 - What work activities may be provided under the NEW Program?

Code of Federal Regulations, 2012 CFR

2012-10-01

... Program? 287.120 Section 287.120 Public Welfare Regulations Relating to Public Welfare OFFICE OF FAMILY ASSISTANCE (ASSISTANCE PROGRAMS), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN..., alternative education, post secondary education, job readiness activity, job search, job skills training...

78 FR 15975 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job Clubs...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-03-13

... DEPARTMENT OF LABOR Office of the Secretary Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job Clubs Study ACTION: Notice; correction. SUMMARY: The Department... comments on site visits to job clubs. The document contained incorrect dates. FOR FURTHER INFORMATION...

Choice-Making in Vocational Activities Planning: Recommendations from Job Coaches

ERIC Educational Resources Information Center

Cobigo, Virginie; Lachapelle, Yves; Morin, Diane

2010-01-01

Choice in the job seeking process may lead to increased satisfaction with the chosen job, and improve attention, performance, and motivation. Consequently, providing opportunities to express choices and interests while planning vocational activities is a key factor in achieving employment outcomes. Despite their commitment to promoting…

76 FR 81981 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; “Green Jobs...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-12-29

... DEPARTMENT OF LABOR Office of the Secretary Agency Information Collection Activities; Submission for OMB Review; Comment Request; ``Green Jobs and Health Care Implementation Study'' ACTION: Notice...: Green Jobs and Health Care Implementation Study. OMB ICR Reference Number: 201110-1205-002. Affected...

6 CFR 17.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-01-01

... ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 17.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

43 CFR 41.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-10-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 41.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

41 CFR 101-4.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-07-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 101-4.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

43 CFR 41.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-10-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 41.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

6 CFR 17.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-01-01

... ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 17.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

41 CFR 101-4.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-07-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 101-4.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

43 CFR 41.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-10-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 41.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

14 CFR 1253.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1253.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

14 CFR 1253.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1253.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

6 CFR 17.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-01-01

... ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 17.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

41 CFR 101-4.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-07-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 101-4.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

6 CFR 17.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-01-01

... ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 17.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 86.55 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-10-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 86.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 86.55 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-10-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 86.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

41 CFR 101-4.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-07-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 101-4.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

40 CFR 5.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-07-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in 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...

43 CFR 41.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-10-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 41.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

41 CFR 101-4.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-07-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 101-4.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

40 CFR 5.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-07-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in 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...

45 CFR 86.55 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-10-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 86.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

43 CFR 41.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-10-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 41.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 86.55 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-10-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 86.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

14 CFR 1253.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1253.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 86.55 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-10-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 86.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

14 CFR 1253.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1253.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

40 CFR 5.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-07-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in 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...

40 CFR 5.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-07-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in 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...

6 CFR 17.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-01-01

... ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 17.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

25 CFR 26.11 - What type of Job Placement and Training assistance may be approved?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false What type of Job Placement and Training assistance may be... JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.11 What type of Job Placement and... supplemental assistance that supports job placement or training activities (see subpart B of this part for Job...

77 FR 61470 - Agency Information Collection Activities: Request for Comments for a New Information Collection

Federal Register 2010, 2011, 2012, 2013, 2014

2012-10-09

... information; and (4) ways that the burden could be minimized, including the use of computer technology... electronic technology, without reducing the quality of the collected information. All comments should include... reporting to FHWA on the projects, use of Recovery Act funds, and jobs supported. States and FLMA that...

Job strain and health-related lifestyle: findings from an individual-participant meta-analysis of 118,000 working adults.

PubMed

Heikkilä, Katriina; Fransson, Eleonor I; Nyberg, Solja T; Zins, Marie; Westerlund, Hugo; Westerholm, Peter; Virtanen, Marianna; Vahtera, Jussi; Suominen, Sakari; Steptoe, Andrew; Salo, Paula; Pentti, Jaana; Oksanen, Tuula; Nordin, Maria; Marmot, Michael G; Lunau, Thorsten; Ladwig, Karl-Heinz; Koskenvuo, Markku; Knutsson, Anders; Kittel, France; Jöckel, Karl-Heinz; Goldberg, Marcel; Erbel, Raimund; Dragano, Nico; DeBacquer, Dirk; Clays, Els; Casini, Annalisa; Alfredsson, Lars; Ferrie, Jane E; Singh-Manoux, Archana; Batty, G David; Kivimäki, Mika

2013-11-01

We examined the associations of job strain, an indicator of work-related stress, with overall unhealthy and healthy lifestyles. We conducted a meta-analysis of individual-level data from 11 European studies (cross-sectional data: n = 118,701; longitudinal data: n = 43,971). We analyzed job strain as a set of binary (job strain vs no job strain) and categorical (high job strain, active job, passive job, and low job strain) variables. Factors used to define healthy and unhealthy lifestyles were body mass index, smoking, alcohol intake, and leisure-time physical activity. Individuals with job strain were more likely than those with no job strain to have 4 unhealthy lifestyle factors (odds ratio [OR] = 1.25; 95% confidence interval [CI] = 1.12, 1.39) and less likely to have 4 healthy lifestyle factors (OR = 0.89; 95% CI = 0.80, 0.99). The odds of adopting a healthy lifestyle during study follow-up were lower among individuals with high job strain than among those with low job strain (OR = 0.88; 95% CI = 0.81, 0.96). Work-related stress is associated with unhealthy lifestyles and the absence of stress is associated with healthy lifestyles, but longitudinal analyses suggest no straightforward cause-effect relationship between work-related stress and lifestyle.

Job strain among blue-collar and white-collar employees as a determinant of total mortality: a 28-year population-based follow-up

PubMed Central

Seitsamo, Jorma; von Bonsdorff, Monika E; Ilmarinen, Juhani; Nygård, Clas-Håkan; Rantanen, Taina

2012-01-01

Objectives To investigate the effect of job demand, job control and job strain on total mortality among white-collar and blue-collar employees working in the public sector. Design 28-year prospective population-based follow-up. Setting Several municipals in Finland. Participants 5731 public sector employees from the Finnish Longitudinal Study on Municipal Employees Study aged 44–58 years at baseline. Outcomes Total mortality from 1981 to 2009 among individuals with complete data on job strain in midlife, categorised according to job demand and job control: high job strain (high job demands and low job control), active job (high job demand and high job control), passive job (low job demand and low job control) and low job strain (low job demand and high job control). Results 1836 persons died during the follow-up. Low job control among men increased (age-adjusted HR 1.26, 95% CI 1.12 to 1.42) and high job demand among women decreased the risk for total mortality HR 0.82 (95% CI 0.71 to 0.95). Adjustment for occupational group, lifestyle and health factors attenuated the association for men. In the analyses stratified by occupational group, high job strain increased the risk of mortality among white-collar men (HR 1.52, 95% CI 1.09 to 2.13) and passive job among blue-collar men (HR 1.28, 95% CI 1.05 to 1.47) compared with men with low job strain. Adjustment for lifestyle and health factors attenuated the risks. Among white-collar women having an active job decreased the risk for mortality (HR 0.78, 95% CI 0.60 to 1.00). Conclusion The impact of job strain on mortality was different according to gender and occupational group among middle-aged public sector employees. PMID:22422919

Selecting and implementing the PBS scheduler on an SGI Onyx 2/Orgin 2000.

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

Bittner, S.

1999-06-28

In the Mathematics and Computer Science Division at Argonne, the demand for resources on the Onyx 2 exceeds the resources available for consumption. To distribute these scarce resources effectively, we need a scheduling and resource management package with multiple capabilities. In particular, it must accept standard interactive user logins, allow batch jobs, backfill the system based on available resources, and permit system activities such as accounting to proceed without interruption. The package must include a mechanism to treat the graphic pipes as a schedulable resource. Also required is the ability to create advance reservations, offer dedicated system modes for largemore » resource runs and benchmarking, and track the resources consumed for each job run. Furthermore, our users want to be able to obtain repeatable timing results on job runs. And, of course, package costs must be carefully considered. We explored several options, including NQE and various third-party products, before settling on the PBS scheduler.« less

Job satisfaction among neonatal nurses.

PubMed

Archibald, Cynthia

2006-01-01

The purpose of this study was to understand the job satisfaction of nurses who work in intensive care nurseries. The design used a convenience sample of eight nurses with an average of 11 years of active and current experience as neonatal intensive care nurses. METHOD/DATA COLLECTION: Human rights were protected according to the institutional guidelines. Data collection included semi-structured, intensive face-to-face interviews, observation, and field notes. The interviews were tape recorded and transcribed. Collaizzi's (1978) interpretation method was used to interpret and analyze the data using significant statements, formulated meanings, and clustering. Each participant was allowed to review the typed interview as one means of credibility. Analysis of the described experiences revealed that nurses were able to identify enough satisfying situations that compelled them to continue working in the neonatal intensive care unit (NICU). These rewards included compensation, team spirit, support from physicians, and advocacy. Knowledge of the factors that contribute to nurses' job satisfaction can provide a useful framework to implement policies to improve working conditions for nurses.

20 CFR 670.500 - What services must Job Corps centers provide?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 4 2012-04-01 2012-04-01 false What services must Job Corps centers provide... LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.500 What services must Job Corps centers provide? (a) Job Corps centers must...

20 CFR 670.500 - What services must Job Corps centers provide?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 4 2013-04-01 2013-04-01 false What services must Job Corps centers provide... LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.500 What services must Job Corps centers provide? (a) Job Corps centers must...

20 CFR 670.500 - What services must Job Corps centers provide?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false What services must Job Corps centers provide... LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.500 What services must Job Corps centers provide? (a) Job Corps centers must...

20 CFR 670.500 - What services must Job Corps centers provide?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false What services must Job Corps centers provide... LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.500 What services must Job Corps centers provide? (a) Job Corps centers must provide: (1...

20 CFR 670.500 - What services must Job Corps centers provide?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What services must Job Corps centers provide... LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.500 What services must Job Corps centers provide? (a) Job Corps centers must provide: (1...

Women's Job Search Competence: A Question of Motivation, Behavior, or Gender.

PubMed

Llinares-Insa, Lucía I; González-Navarro, Pilar; Córdoba-Iñesta, Ana I; Zacarés-González, Juan J

2018-01-01

We examined motivation and behaviors in women's active job search in Spain and the gender gap in this process. The current crisis in Spain and the increase in the number of unemployed people have revealed new inequalities that particularly affect women's employability, especially the most vulnerable women. This paper addresses two exploratory studies: the first study analyzes gender differences in the active job search using a sample of 236 Spanish participants; the second study explores the heterogeneity and diversity of unemployed women in a sample of 235 Spanish women. To analyze the active job search, the respondents were invited to write open-ended responses to questions about their job search behaviors and complete some questionnaires about their motivation for their active job search. The content analysis and quantitative results showed no significant differences in motivational attributes, but there were significant gender differences in the job search behavior (e.g., geographical mobility). Moreover, the results showed heterogeneity in unemployed women by educational level and family responsibilities. The asynchronies observed in a neoliberal context reveal the reproduction of social roles, social-labor vulnerability, and a gender gap. Thus, women's behavior is an interface between employment and family work, but not their motivations or aspirations. Our results can have positive implications for labor gender equality by identifying indicators of effectiveness in training programs for women's job search, and it can contribute to designing intervention empowerment policies for women.

Measuring potential predictors of burnout and engagement among young veterinary professionals; construction of a customised questionnaire (the Vet-DRQ).

PubMed

Mastenbroek, N J J M; Demerouti, E; van Beukelen, P; Muijtjens, A M M; Scherpbier, A J J A; Jaarsma, A D C

2014-02-15

The Job Demands-Resources model (JD-R model) was used as the theoretical basis of a tailormade questionnaire to measure the psychosocial work environment and personal resources of recently graduated veterinary professionals. According to the JD-R model, two broad categories of work characteristics that determine employee wellbeing can be distinguished: job demands and job resources. Recently, the JD-R model has been expanded by integrating personal resource measures into the model. Three semistructured group interviews with veterinarians active in different work domains were conducted to identify relevant job demands, job resources and personal resources. These demands and resources were organised in themes (constructs). For measurement purposes, a set of questions ('a priori scale') was selected from the literature for each theme. The full set of a priori scales was included in a questionnaire that was administered to 1760 veterinary professionals. Exploratory factor analysis and reliability analysis were conducted to arrive at the final set of validated scales (final scales). 860 veterinarians (73 per cent females) participated. The final set of scales consisted of seven job demands scales (32 items), nine job resources scales (41 items), and six personal resources scales (26 items) which were considered to represent the most relevant potential predictors of work-related wellbeing in this occupational group. The procedure resulted in a tailormade questionnaire: the Veterinary Job Demands and Resources Questionnaire (Vet-DRQ). The use of valid theory and validated scales enhances opportunities for comparative national and international research.

Welfare to Work. Most AFDC Training Programs Not Emphasizing Job Placement. Report to the Ranking Minority Member, Committee on Finance, U.S. Senate.

ERIC Educational Resources Information Center

General Accounting Office, Washington, DC. Health, Education, and Human Services Div.

A study obtained information on examples of county or local Job Opportunities and Basic Skills (JOBS) or JOBS-like programs that emphasize job placement, subsidized employment, or work experience positions for welfare recipients. It also identified the extent to which county JOBS programs nationwide used these employment-focused activities and…

Job Characteristics and Off-Job Activities as Predictors of Need for Recovery, Well-Being, and Fatigue

ERIC Educational Resources Information Center

Sonnentag, Sabine; Zijlstra, Fred R. H.

2006-01-01

Two empirical studies examined need for recovery (i.e., a person's desire to be temporarily relieved from demands in order to restore his or her resources) as a mediator in the relationship between poor job characteristics (high job demands, low job control) and high off-job demands, on the one hand, and fatigue and poor individual well-being, on…

A Guide to Job Analysis for the Preparation of Job Training Programmes.

ERIC Educational Resources Information Center

Ceramics, Glass, and Mineral Products Industry Training Board, Harrow (England).

The paper deals with job analysis for the preparation of job training programs. The analytical approach involves five steps: enlisting support, examining the job, describing the job, analyzing training requirements, and planning the programs. Appendixes include methods of producing training schemes--the simple job breakdown, straightforward…

What Qualifications and Skills Are Important for Digital Librarian Positions in Academic Libraries? A Job Advertisement Analysis

ERIC Educational Resources Information Center

Choi, Youngok; Rasmussen, Edie

2009-01-01

As academic library functions and activities continue to evolve, libraries have broadened the traditional library model, which focuses on management of physical resources and activities, to include a digital library model, transforming resources and services into digital formats to support teaching, learning, and research. This transition has…

20 CFR 645.220 - What activities are allowable under this part?

Code of Federal Regulations, 2010 CFR

2010-04-01

...) Occupational skills training; (3) English as a second language training; and (4) Mentoring. (f) Job retention... job retention and support services funded with WtW monies while they are participating in WIA activities. Job retention and support services can be provided with WtW funds only if they are not otherwise...

Explore Your Future: Careers in the Natural Gas Industry.

ERIC Educational Resources Information Center

American Gas Association, Arlington, VA. Educational Services.

This career awareness booklet provides information and activities to help youth prepare for career and explore jobs in the natural gas industry. Students are exposed to career planning ideas and activities; they learn about a wide variety of industry jobs, what workers say about their jobs, and how the industry operates. Five sections are…

"Student as Worker:" A Simple Yet Effective Career Education Activity.

ERIC Educational Resources Information Center

Miller, Mark J.

1988-01-01

Describes career education activity, "Student as Worker," in which elementary school children pretend school is their job and respond to questions about what is expected of them on the job as students. Responses are related to factors considered important in most jobs, such as punctuality, appropriate attire, hard work and effort, competency,…

18 CFR 1317.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-04-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1317.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 618.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-10-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 618.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

18 CFR 1317.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-04-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1317.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

15 CFR 8a.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 8a.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

31 CFR 28.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-07-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 28.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

31 CFR 28.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-07-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 28.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 618.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-10-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 618.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

15 CFR 8a.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 8a.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

15 CFR 8a.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 8a.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

15 CFR 8a.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 8a.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

31 CFR 28.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-07-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 28.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

31 CFR 28.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-07-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 28.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

18 CFR 1317.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-04-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1317.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 618.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-10-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 618.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

18 CFR 1317.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-04-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1317.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 618.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-10-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 618.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

31 CFR 28.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-07-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 28.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 618.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-10-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 618.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

14 CFR § 1253.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-01-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1253.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

15 CFR 8a.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 8a.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

18 CFR 1317.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-04-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1317.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

Assessing Large-Scale Public Job Creation. R&D Monograph 67.

ERIC Educational Resources Information Center

Employment and Training Administration (DOL), Washington, DC.

To assess the feasibility of large-scale, countercyclical public job creation, a study was initiated. Job creation program activities were examined in terms of how many activities could be undertaken; what would be their costs; and what would be their characteristics (labor-intensity, skill-mix, and political acceptability) that might contribute…

The role of nurses and midwives in polio eradication and measles control activities: a survey in Sudan and Zambia

PubMed Central

Nkowane, Annette Mwansa; Boualam, Liliane; Haithami, Salah; El Sayed, El Tayeb Ahmed; Mutambo, Helen

2009-01-01

Background Nurses and midwives are the key providers of nursing and midwifery services; in many countries, they form the major category of frontline workers who provide both preventive and curative services in the community. When the skills and experience of nursing and midwifery personnel are maximized, they can contribute significantly to positive health outcomes. We conducted a survey among nurses and midwives working at district level in Sudan and Zambia to determine their roles and functions in polio eradication and measles elimination programmes. Methods Nurses and midwives practising in four selected districts in Sudan and in Zambia completed a self-administered questionnaire on their roles and responsibilities, their routine activities and their functions during supplementary immunization campaigns for polio and measles. Results Nurses and midwives were found to play significant roles in implementing immunization programme activities. The level of responsibilities of nurses and midwives in their routine work related more to existing opportunities than to their job descriptions. In Zambia, where nurses reported constraints in performing their tasks, the reasons cited were an increase in the burden of disease and the shortage of health personnel. Factors identified as key to improving work performance included written job descriptions, opportunities for staff and career development and opportunities to earn extra income through activities associated with their jobs. Other non-monetary incentives mentioned included reliable transport, resources and logistics to support routine work in the district. However, in both countries, during supplementary immunization activities or mass campaigns for polio eradication and measles control, nurses and midwives took on more management responsibilities. Conclusion This study shows that nurses and midwives play an important role in implementing immunization activities at the district level and that their roles can be maximized by creating opportunities that lead to their having more responsibilities in their work and in particular, their involvement in early phases of planning of priority health activities. This should be accompanied by written job descriptions, tasks and clear lines of authority as well as good supportive supervision. The lessons from supplementary immunization activities, where the roles of nurses and midwives are maximized, can be easily adopted to benefit the rest of the health services provided at district level. PMID:19737379

Effect of musculoskeletal pain of care workers on job satisfaction.

PubMed

Kim, DeokJu

2018-01-01

[Purpose] The purpose of this study was to examine the musculoskeletal pain of care workers and investigate its effect on their job satisfaction. [Subjects and Methods] Subjects were 87 care workers working at C elderly care service center in P region. The average age of men was 62.5 ± 3.4 years and that of women was 57.3 ± 2.7 years. The 'Guidelines for Risk Factor Survey on Tasks with Musculoskeletal Burden' of the KOSHA CODE (H-30-2003) of the Korea Occupational Safety and Health Agency (KOSHA) was used for measurement of musculoskeletal pain. This survey tool for job satisfaction consisted of 12 questions including the areas of wage satisfaction, professional satisfaction, job performance satisfaction, and relationship satisfaction. [Results] Study results showed that musculoskeletal pain varied depending on professional satisfaction, job performance satisfaction, and relationship satisfaction. The correlation between the areas of musculoskeletal pain and job satisfaction was examined and the following was revealed. Professional satisfaction was correlated with arm/elbow pain and lower back pain, job performance satisfaction with lower back pain, and relationship satisfaction with shoulder pain and lower back pain. [Conclusion] In this study, subjects were older and could have been easily exposed to diseases because of their age. To improve job efficiency among care workers, continuing education related to the job should take precedence. In addition, social support is required that can alleviate the heavy workload related to physical activity support, which is among the responsibilities of care workers. Moreover, application standards and coverage of industrial insurance for the treatment of musculoskeletal disorders of care workers should be extended further to relieve the burden of medical costs. A series of such measures will have a positive effect on improving the job satisfaction of care workers.

The active learning hypothesis of the job-demand-control model: an experimental examination.

PubMed

Häusser, Jan Alexander; Schulz-Hardt, Stefan; Mojzisch, Andreas

2014-01-01

The active learning hypothesis of the job-demand-control model [Karasek, R. A. 1979. "Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign." Administration Science Quarterly 24: 285-307] proposes positive effects of high job demands and high job control on performance. We conducted a 2 (demands: high vs. low) × 2 (control: high vs. low) experimental office workplace simulation to examine this hypothesis. Since performance during a work simulation is confounded by the boundaries of the demands and control manipulations (e.g. time limits), we used a post-test, in which participants continued working at their task, but without any manipulation of demands and control. This post-test allowed for examining active learning (transfer) effects in an unconfounded fashion. Our results revealed that high demands had a positive effect on quantitative performance, without affecting task accuracy. In contrast, high control resulted in a speed-accuracy tradeoff, that is participants in the high control conditions worked slower but with greater accuracy than participants in the low control conditions.

Occupational and socioeconomic differences in actigraphically measured sleep.

PubMed

Takahashi, Masaya; Tsutsumi, Akizumi; Kurioka, Sumiko; Inoue, Akiomi; Shimazu, Akihito; Kosugi, Yuki; Kawakami, Norito

2014-08-01

Occupational conditions, together with socioeconomic status, may modulate sleep. This study examined the association of occupational conditions and socioeconomic status with actigraphic measures of sleep in workers. Fifty-five employees (40 ± 12 years) wore a wrist actigraph during sleep for seven consecutive nights. Sleep variables addressed included total sleep time, sleep efficiency, mean activity during sleep, sleep-onset latency, and wake after sleep onset. We also measured household income, occupational class, work schedule, weekly work hours, job demand, job control, worksite social support, effort-reward imbalance, organizational justice, and workplace social capital. Multiple linear regression models were used to determine the association of occupational indicators, socioeconomic status, as well as age and gender with each sleep variable. Higher workplace social capital was associated consistently with longer total sleep time (P < 0.001), higher sleep efficiency (P < 0.05) and lower mean activity during sleep (P < 0.07). Low occupational class (P < 0.01), higher job demand (P < 0.05) and lower job control (P < 0.05) were associated with longer total sleep time. No associations were significant for sleep-onset latency or wake after sleep onset. These preliminary results suggest that enhanced workplace social capital is closely associated with better quality and quantity of sleep. © 2014 European Sleep Research Society.

Nursing stress and patient care: real-time investigation of the effect of nursing tasks and demands on psychological stress, physiological stress, and job performance: study protocol.

PubMed

Farquharson, Barbara; Bell, Cheryl; Johnston, Derek; Jones, Martyn; Schofield, Pat; Allan, Julia; Ricketts, Ian; Morrison, Kenny; Johnston, Marie

2013-10-01

To examine the effects of nursing tasks (including their physiological and psychological demands, and the moderating effects of reward and control) on distress and job performance in real time. Nurses working in hospital settings report high levels of occupational stress. Stress in nurses has been linked to reduced physical and psychological health, reduced job satisfaction, increased sickness absence, increased staff turnover, and poorer job performance. In this study, we will investigate theoretical models of stress and use multiple methods, including real-time data collection, to assess the relationship between stress and different nursing tasks in general medical and surgical ward nurses. A real-time, repeated measures design. During 2011/2012, 100 nurses from a large general teaching hospital in Scotland will: (a) complete self-reports of mood; (b) have their heart rate and activity monitored over two shifts to obtain physiological indices of stress and energy expenditure; (c) provide perceptions of the determinants of stress in complex ward environments; and (d) describe their main activities. All measures will be taken repeatedly in real time over two working shifts. Data obtained in this study will be analysed to examine the relationships between nursing tasks, self-reported and physiological measures of stress and to assess the effect of occupational stress on multiple work outcomes. The results will inform theoretical understanding of nurse stress and its determinants and suggest possible targets for intervention to reduce stress and associated harmful consequences. © 2013 Blackwell Publishing Ltd.

20 CFR 670.540 - What is Job Corps' zero tolerance policy?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 4 2012-04-01 2012-04-01 false What is Job Corps' zero tolerance policy? 670... (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.540 What is Job Corps' zero tolerance policy? (a) Each Job Corps center must have a zero...

20 CFR 670.505 - What types of training must Job Corps centers provide?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false What types of training must Job Corps centers... LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.505 What types of training must Job Corps centers provide? (a) Job Corps centers...

20 CFR 670.540 - What is Job Corps' zero tolerance policy?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false What is Job Corps' zero tolerance policy? 670... THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.540 What is Job Corps' zero tolerance policy? (a) Each Job Corps center must have a zero tolerance...

20 CFR 670.540 - What is Job Corps' zero tolerance policy?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What is Job Corps' zero tolerance policy? 670... THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.540 What is Job Corps' zero tolerance policy? (a) Each Job Corps center must have a zero tolerance...

20 CFR 670.540 - What is Job Corps' zero tolerance policy?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 4 2013-04-01 2013-04-01 false What is Job Corps' zero tolerance policy? 670... (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.540 What is Job Corps' zero tolerance policy? (a) Each Job Corps center must have a zero...

20 CFR 670.540 - What is Job Corps' zero tolerance policy?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false What is Job Corps' zero tolerance policy? 670... (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.540 What is Job Corps' zero tolerance policy? (a) Each Job Corps center must have a zero...

When Does Social Capital Matter? Non-Searching for Jobs across the Life Course

ERIC Educational Resources Information Center

McDonald, Steve; Elder, Glen H., Jr.

2006-01-01

Non-searchers--people who get their jobs without engaging in a job search--are often excluded from investigations of the role of personal relationships in job finding processes. This practice fails to capture the scope of informal job matching activity and underestimates the effectiveness of social capital. Moreover, studies typically obtain…

77 FR 35059 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job Corps...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-06-12

... for OMB Review; Comment Request; Job Corps Process Study ACTION: Notice. SUMMARY: The Department of... collection request (ICR) proposal titled, ``Job Corps Process Study,'' to the Office of Management and Budget... conduct site visits to Job Corps centers and a survey of center directors for a process study of the Job...

Incidence of shoulder and neck pain in a working population: effect modification between mechanical and psychosocial exposures at work? Results from a one year follow up of the Malmö shoulder and neck study cohort.

PubMed

Ostergren, Per-Olof; Hanson, Bertil S; Balogh, Istvan; Ektor-Andersen, John; Isacsson, Agneta; Orbaek, Palle; Winkel, Jörgen; Isacsson, Sven-Olof

2005-09-01

To assess the impact of mechanical exposure and work related psychosocial factors on shoulder and neck pain. A prospective cohort study. 4919 randomly chosen, vocationally active men and women ages 45-65 residing in a Swedish city. Neck and shoulder pain were determined by the standardised Nordic questionnaire. Mechanical exposure was assessed by an index based on 11 items designed and evaluated for shoulder and neck disorders. Work related psychosocial factors were measured by the Karasek and Theorell demand-control instrument. High mechanical exposure was associated with heightened risk for shoulder and neck pain among men and women during follow up. Age adjusted odds ratios (OR) were 2.17 (95% confidence intervals (CI): 1.65, 2.85) and 1.59 (95% CI: 1.22, 2.06), respectively. In women, job strain (high psychological job demands and low job decision latitude) correlated with heightened risk (OR = 1.73, 95% CI: 1.29, 2.31). These risk estimates remained statistically significant when controlled for high mechanical exposure regarding job strain (and vice versa), and for sociodemographic factors. Testing for effect modification between high mechanical exposure and job strain showed them acting synergistically only in women. Job related mechanical exposure in both sexes, and psychosocial factors in women, seem independently of each other to play a part for development of shoulder and neck pain in vocationally active people. The effect of psychosocial factors was more prominent in women, which could be the result of biological factors as well as gender issues. These results suggest that interventions aiming at reducing the occurrence of shoulder and neck pain should include both mechanical and psychosocial factors.

24 CFR 570.483 - Criteria for national objectives.

Code of Federal Regulations, 2010 CFR

2010-04-01

... is the creation or retention of jobs, except as provided in paragraph (b)(2)(v) of this section. (ii... § 92.252 or § 92.254 of this title are met. (4) Job creation or retention activities. (i) An activity... facilities or improvements which will result in the creation or retention of jobs by more than one business...

20 CFR 670.430 - What entities conduct outreach and admissions activities for the Job Corps program?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What entities conduct outreach and admissions activities for the Job Corps program? 670.430 Section 670.430 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment...

Jobs and Community Improvements--A Handbook for Enhanced Work Projects. Implementation Issues. Youth Knowledge Development Report 8.1.

ERIC Educational Resources Information Center

Corporation for Public/Private Ventures, Philadelphia, PA.

This volume is one of the products of the knowledge development activities mounted in conjunction with research, evaluation, and development activities funded under the Youth Employment and Demonstration Projects Act of 1977. Based on the Ventures in Community Improvement (VICI) "enhanced" job training/job placement approach, which used…

20 CFR 670.965 - What procedures apply to disclosure of information about Job Corps students and program activities?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What procedures apply to disclosure of information about Job Corps students and program activities? 670.965 Section 670.965 Employees' Benefits... as a screening agency, contract center operator, or placement agency on behalf of the Job Corps. ...

Occupational Education for Students with Special Needs: Master Table of Contents for 17-Volume Series.

ERIC Educational Resources Information Center

Nassau County Board of Cooperative Educational Services, Westbury, NY.

This master table of contents provides a comprehensive overview of all seventeen books included in a series of curriculum resource guides for occupational teachers who work with special needs students. Each includes performance objectives and suggested instructional activities for job behaviors and attitudes common to all employment as well as to…

Job Strain and Health-Related Lifestyle: Findings From an Individual-Participant Meta-Analysis of 118 000 Working Adults

PubMed Central

Heikkilä, Katriina; Fransson, Eleonor I.; Nyberg, Solja T.; Zins, Marie; Westerlund, Hugo; Westerholm, Peter; Virtanen, Marianna; Vahtera, Jussi; Suominen, Sakari; Steptoe, Andrew; Salo, Paula; Pentti, Jaana; Oksanen, Tuula; Nordin, Maria; Marmot, Michael G.; Lunau, Thorsten; Ladwig, Karl-Heinz; Koskenvuo, Markku; Knutsson, Anders; Kittel, France; Jöckel, Karl-Heinz; Goldberg, Marcel; Erbel, Raimund; Dragano, Nico; DeBacquer, Dirk; Clays, Els; Casini, Annalisa; Alfredsson, Lars; Ferrie, Jane E.; Singh-Manoux, Archana; Batty, G. David; Kivimäki, Mika

2013-01-01

Objectives. We examined the associations of job strain, an indicator of work-related stress, with overall unhealthy and healthy lifestyles. Methods. We conducted a meta-analysis of individual-level data from 11 European studies (cross-sectional data: n = 118 701; longitudinal data: n = 43 971). We analyzed job strain as a set of binary (job strain vs no job strain) and categorical (high job strain, active job, passive job, and low job strain) variables. Factors used to define healthy and unhealthy lifestyles were body mass index, smoking, alcohol intake, and leisure-time physical activity. Results. Individuals with job strain were more likely than those with no job strain to have 4 unhealthy lifestyle factors (odds ratio [OR] = 1.25; 95% confidence interval [CI] = 1.12, 1.39) and less likely to have 4 healthy lifestyle factors (OR = 0.89; 95% CI = 0.80, 0.99). The odds of adopting a healthy lifestyle during study follow-up were lower among individuals with high job strain than among those with low job strain (OR = 0.88; 95% CI = 0.81, 0.96). Conclusions. Work-related stress is associated with unhealthy lifestyles and the absence of stress is associated with healthy lifestyles, but longitudinal analyses suggest no straightforward cause–effect relationship between work-related stress and lifestyle. PMID:23678931

Effect of physical activity on musculoskeletal discomforts among handicraft workers

PubMed Central

Shakerian, Mahnaz; Rismanchian, Masoud; Khalili, Pejman; Torki, Akram

2016-01-01

Introduction: Handicrafts seems to be one of the high-risk jobs regarding work-related musculoskeletal disorders (WMSDs) which necessitate the implementation of different corrective intervention like regular physical activities. This study aimed to investigate the impact of physical activity on WMSDs among craftsmen. Methods: This cross-sectional study was an analytical – descriptive study carried out on 100 craftsmen working in Isfahan, Iran, in 2013. The sampling method was census, and all workshops involved with this job were included. Information on demographic parameters and physical activity was collected by demographic forms. The data related to worker's musculoskeletal discomforts were conducted using Cornell Musculoskeletal Discomfort Questionnaire. The data were analyzed using statistical tests including independent t-test, Chi-square, and ANOVA. The statistical analysis was performed using SPSS 18. Results: The highest percentages of complaints related to severe musculoskeletal discomfort were reported in right shoulder (%36), right wrist (%26), neck (%25), and upper right arm (%24), respectively. A significant relationship was observed between physical activity and musculoskeletal discomforts of left wrist (P = 0.012), lower back (P = 0.016), and neck (P = 0.006). Discussion and Conclusion: Based on the study results, it can be inferred that regular but not too heavy physical activity can have a positive impact on decreasing the musculoskeletal discomforts. PMID:27512700

The Impact of Job Characteristics on Burnout Among Chinese Correctional Workers.

PubMed

Jin, Xiaohong; Sun, Ivan Y; Jiang, Shanhe; Wang, Yongchun; Wen, Shufang

2018-02-01

Job burnout has long been recognized as a common occupational hazard among correctional workers. Although past studies have investigated the effects of job-related characteristics on correctional staff burnout in Western societies, this line of research has largely been absent from the literature on community corrections in China. Using data collected from 225 community correction workers in a Chinese province, this study assessed the effects of positive and negative job characteristics on occupational burnout. Positive job characteristics included job autonomy, procedural justice, and role clarity. Negative characteristics included role conflict, job stress, and job dangerousness. As expected, role clarity tended to reduce burnout, whereas role conflict, job stress, and job dangerousness were likely to produce greater burnout among Chinese community correction workers. Male correctional officers were also subjected to a higher level of burnout than their female coworkers. Implications for future research and policy were discussed.

Women’s Job Search Competence: A Question of Motivation, Behavior, or Gender

PubMed Central

Llinares-Insa, Lucía I.; Córdoba-Iñesta, Ana I.; Zacarés-González, Juan J.

2018-01-01

We examined motivation and behaviors in women’s active job search in Spain and the gender gap in this process. The current crisis in Spain and the increase in the number of unemployed people have revealed new inequalities that particularly affect women’s employability, especially the most vulnerable women. This paper addresses two exploratory studies: the first study analyzes gender differences in the active job search using a sample of 236 Spanish participants; the second study explores the heterogeneity and diversity of unemployed women in a sample of 235 Spanish women. To analyze the active job search, the respondents were invited to write open-ended responses to questions about their job search behaviors and complete some questionnaires about their motivation for their active job search. The content analysis and quantitative results showed no significant differences in motivational attributes, but there were significant gender differences in the job search behavior (e.g., geographical mobility). Moreover, the results showed heterogeneity in unemployed women by educational level and family responsibilities. The asynchronies observed in a neoliberal context reveal the reproduction of social roles, social-labor vulnerability, and a gender gap. Thus, women’s behavior is an interface between employment and family work, but not their motivations or aspirations. Our results can have positive implications for labor gender equality by identifying indicators of effectiveness in training programs for women’s job search, and it can contribute to designing intervention empowerment policies for women. PMID:29487557

Basic Facialist. Teacher Edition. Cosmetology Series.

ERIC Educational Resources Information Center

Rogers, Jeanette A.

This Oklahoma curriculum guide contains six units. Each instructional unit includes some or all of these basic components: performance objectives; suggested activities for the teacher; pretest; handouts; information sheets; transparency masters; assignment sheets; job sheets; practical tests; written tests; and answers to pretest, assignment…

Solar Energy Installers Curriculum Guides. Final Report.

ERIC Educational Resources Information Center

Walker, Gene C.

A project was conducted to develop solar energy installers curriculum guides for use in high school vocational centers and community colleges. Project activities included researching job competencies for the heating, ventilation, and air conditioning industry and determining through interviews and manufacturers' literature what additional…

The 1963 March on Washington.

ERIC Educational Resources Information Center

Lloyd, Natalie; Schamel, Wynell; Potter, Lee Ann

2001-01-01

Provides historical information on the "March on Washington for Jobs and Freedom" and the role of A. Philip Randolph who originally conceived the idea for the March. Features a letter from A. Philip Randolph to President John F. Kennedy. Includes a list of teaching activities. (CMK)

Welding, V-TECS Guide.

ERIC Educational Resources Information Center

Moore, Charles G.; And Others

This guide provides job-related tasks, performance objectives, performance guides, resources, teaching activities, evaluation standards, and criterion-referenced measures in three units of a welding course. Through the curriculum content of the welding course, the guide helps teachers lead students through the learning process, including the…

10 CFR 851.21 - Hazard identification and assessment.

Code of Federal Regulations, 2013 CFR

2013-01-01

.... Procedures must include methods to: (1) Assess worker exposure to chemical, physical, biological, or safety workplace hazards through appropriate workplace monitoring; (2) Document assessment for chemical, physical... hazards; (6) Perform routine job activity-level hazard analyses; (7) Review site safety and health...

10 CFR 851.21 - Hazard identification and assessment.

Code of Federal Regulations, 2014 CFR

2014-01-01

.... Procedures must include methods to: (1) Assess worker exposure to chemical, physical, biological, or safety workplace hazards through appropriate workplace monitoring; (2) Document assessment for chemical, physical... hazards; (6) Perform routine job activity-level hazard analyses; (7) Review site safety and health...

Understanding well-being and learning of Nigerian nurses: a job demand control support model approach.

PubMed

van Doorn, Yvonne; van Ruysseveldt, Joris; van Dam, Karen; Mistiaen, Wilhelm; Nikolova, Irina

2016-10-01

This study investigated whether Nigerian nurses' emotional exhaustion and active learning were predicted by job demands, control and social support. Limited research has been conducted concerning nurses' work stress in developing countries, such as Nigeria. Accordingly, it is not clear whether work interventions for improving nurses' well-being in these countries can be based on work stress models that are developed in Western countries, such as the job demand control support model, as well as on empirical findings of job demand control support research. Nurses from Nurses Across the Borders Nigeria were invited to complete an online questionnaire containing validated scales; 210 questionnaires were fully completed and analysed. Multiple regression analysis was used to test the hypotheses. Emotional exhaustion was higher for nurses who experienced high demands and low supervisor support. Active learning occurred when nurses worked under conditions of high control and high supervisor support. The findings suggest that the job demand control support model is applicable in a Nigerian nursing situation; the model indicates which occupational stressors contribute to poor well-being in Nigerian nurses and which work characteristics may boost nurses' active learning. Job (re)design interventions can enhance nurses' well-being and learning by guarding nurses' job demands, and stimulating job control and supervisor support. © 2016 John Wiley & Sons Ltd.

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 and...

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 and...

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 and...

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 and...

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 and...

77 FR 56194 - Notice of Proposed Information Collection Requests; Office of the Secretary; Education Jobs...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-09-12

... Secretary; Education Jobs Annual Performance Report SUMMARY: The Education Jobs program provides $10 billion in assistance to States to save or create education jobs. Jobs funded under this program include... of Collection: Education Jobs Annual Performance Report. OMB Control Number: Pending. Type of Review...

20 CFR 655.34 - Electronic job registry.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 3 2014-04-01 2014-04-01 false Electronic job registry. 655.34 Section 655... Electronic job registry. (a) Location of and placement in the electronic job registry. Upon acceptance of the... copy of the job order posted by the SWA on the Department's electronic job registry, including any...

20 CFR 655.34 - Electronic job registry.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false Electronic job registry. 655.34 Section 655... Electronic job registry. (a) Location of and placement in the electronic job registry. Upon acceptance of the... copy of the job order posted by the SWA on the Department's electronic job registry, including any...

20 CFR 669.420 - What must be included in an on-the-job training contract?

Code of Federal Regulations, 2010 CFR

2010-04-01

... in an on-the-job training contract? At a minimum, an on-the-job training contract must comply with... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What must be included in an on-the-job training contract? 669.420 Section 669.420 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION...

Tips on Finding and Getting a Job...Searching for, Writing a Resume, and Interviewing. ICPAC Information Series.

ERIC Educational Resources Information Center

Indiana Career and Postsecondary Advancement Center, Bloomington.

This packet documents suggestions for conducting a job search, writing a resume, and interviewing. Suggestions for a job search include the following: knowing one's skills, knowing what one is looking for, and knowing where to look for jobs, including newspaper advertisements, employment centers, employment firms, networking, and blind attempts.…

The moderating role of decision authority and coworker- and supervisor support on the impact of job demands in nursing homes: a cross-sectional study.

PubMed

Willemse, Bernadette M; de Jonge, Jan; Smit, Dieneke; Depla, Marja F I A; Pot, Anne Margriet

2012-07-01

Healthcare workers in nursing homes are faced with high job demands that can have a detrimental impact on job-related outcomes, such as job satisfaction. Job resources may have a buffering role on this relationship. The Demand-Control-Support (DCS) Model offers a theoretical framework to study how specific job resources can buffer the adverse effects of high demands, and can even activate positive consequences of high demands. The present study tests the moderating (i.e. buffering and activating) effects of decision authority and coworker- and supervisor support that are assumed by the hypotheses of the DCS Model. A national cross-sectional survey was conducted with an anonymous questionnaire. One hundred and thirty six living arrangements that provide nursing home care for people with dementia in the Netherlands. Fifteen healthcare workers per living arrangement. In total, 1147 people filled out the questionnaires (59% response rate). Hierarchical multilevel regression analyses were conducted to test the assumption that the effect of job demands on the dependent variables is buffered or activated the most when both decision authority and social support are high. This moderation is statistically represented by three-way interactions (i.e. demands×authority×support), while lower-order effects are taken into account (i.e. two-way interactions). The hypotheses are supported when three-way interaction effects are found in the expected direction. The dependent variables studied are job satisfaction, emotional exhaustion, and personal accomplishment. The proposed buffering and activation hypotheses of the DCS Model were not supported in our study. Three-way interaction effects were found for emotional exhaustion and personal accomplishment, though not in the expected direction. In addition, two-way interaction effects were found for job satisfaction and emotional exhaustion. Decision authority was found to buffer the adverse effect of job demands and to activate healthcare staff. Supervisor support was found to buffer the adverse effect of job demands on emotional exhaustion in situations with low decision authority. Finally, coworker support was found to have an adverse effect on personal accomplishment in high strain situations. Findings reveal that decision authority in particular makes healthcare workers in nursing homes less vulnerable to adverse effects of high job demands, and promotes positive consequences of work. Copyright © 2012 Elsevier Ltd. All rights reserved.

[Current status of job burnout in in-service sailors from 13 provinces and cities in China].

PubMed

Shi, L C; Dai, J J; Wang, H R; Wang, J L; Miao, L Q; Yang, L R

2017-12-20

Objective: To investigate the current status of job burnout in in-service sailors, and to provide a basis for the development of intervention measures for job burnout in sailors. Methods: From September 2015 to May 2016, stratified cluster random sampling was used to select 6 172 in-service sailors from 13 provinces and cities as research subjects. General demographic data including age, education background, and household registration and occupational characteristics such as job position, navigating zone, and nature of employment were collected. The Maslach Burnout Inventory-General Survey (MBI-GS) was used to measure the levels of emotional exhaustion, depersonalization, low occupational efficiency, and job burnout, and the influencing factors for job burnout were also analyzed. Results: Of all 6 172 in-service sailors, 112 (1.8%) had a positive result in emotional exhaustion, 870 (14.1%) had a positive result in depersonalization, and 3 517 (57.0%) had a positive result in low occupational efficiency. Of all sailors, 63.3% had job burnout, among whom 54.1% had mild burnout, 8.7% had moderate burnout, and 0.5% had severe burnout. There was a significant difference in the score of job burnout between the sailors with different ages, education backgrounds, types of household registration, job positions, navigating zones, ornature of employment ( P <0.05). Age, education background, household registration, job position, navigating zone, and nature of employment were major influencing factors for job burnout in in-service sailors ( P <0.05) , and there was a higher level of job burnout in the sailors with an age of 30-39 years, education background of junior college or above, urban registration, a job position of second mate/third engineer, a navigating zone of coastal lines, orthe nature of employment of freelance sailor. Conclusion: There is a high incidence rate of job burnout among in-service sailors, and the sailors with a young age, urban registration, a navigating zone of coastal lines, or thenature of employment of freelance sailor tend to have low occupational efficiency. Related measures should be adopted for active intervention.

75 FR 62188 - Proposed Information Collection (Other On-The-Job Training and Apprenticeship Training Agreement...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-10-07

... On-The-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training) Activity: Comment Request AGENCY: Veterans Benefits Administration, Department of... for job training program. DATES: Written comments and recommendations on the proposed collection of...

Workplace barriers encountered by employed persons with systemic sclerosis.

PubMed

Poole, Janet L; Anwar, Sahar; Mendelson, Cindy; Allaire, Saralynn

2016-01-01

Systemic sclerosis (SSc) is an auto-immune connective tissue disease characterized by fibrosis of skin, blood vessels, and internal organs that results in significant disability. To identify the work barriers faced by people with systemic sclerosis (SSc) in maintaining employment. Thirty-six people with SSc who were working more than 8 hours per week completed the Work Experience Survey, which contains lists of potential work barriers, including the ability to travel to and from work; get around at work; perform essential job functions, including physical, cognitive, and task-related activities; work with others; and manage work conditions. Thirty-three participants completed and returned the questionnaires, most of whom were female, and working full time and in professional careers. Principal disease symptoms included fatigue, Raynaud's phenomenon, esophageal involvement, and leg or hand/wrist pain. All participants reported some barriers with a mean of 18 barriers per participant. At least three quarters of participants cited outside temperature (82%), cold temperatures inside the workplace (76%), and household work (76%), as barriers. The next most common barriers were using both hands (64%), arranging and taking part in social activities (64%), being able to provide self-care (61%) and working 8 hours (58%). Participants reported a wide range of barriers, from cold temperatures, to physical job, fatigue related, and non-workplace demands, in maintaining the worker role. The barriers reflect the disease symptoms they reported. Identifying workplace barriers facilitates the creation of job accommodations or adaptations that will allow people with SSc to continue working.

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

PubMed

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

2014-12-01

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

Careers (A Course of Study). Unit VI: Interviewing for the Job.

ERIC Educational Resources Information Center

Turley, Kay

Designed to enable special needs students to arrange, complete, and follow up a job interview, this set of activities on job interviews is the sixth unit in a nine-unit secondary level careers course intended to provide handicapped students with the knowledge and tools necessary to succeed in the world of work. The eight activities in the first…

A Study of On-the-Job Training. Technical Paper No. 13.

ERIC Educational Resources Information Center

Scribner, Sylvia; Sachs, Patricia

A case study of on-the-job training in a factory stockroom took a close look at the working milieu, the way experienced people did their jobs within it, and the means used to induct (train) newcomers into work activities. Stockroom work and stockroom training were considered to represent two different activity systems; the interplay of these two…

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

ERIC Educational Resources Information Center

Richter, David J.

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

Job stress and intent to stay at work among registered female nurses working in Thai hospitals.

PubMed

Kaewboonchoo, Orawan; Yingyuad, Boonrord; Rawiworrakul, Tassanee; Jinayon, Adchara

2014-01-01

Job stress is one of the factors that increase the likelihood of turnover. Intent to leave work is one of the most accurate predictors of turnover. This cross-sectional study was created to evaluate the intent of nurses working at hospitals to continue working and to determine the relationship between job stress and intent to stay at work. The subjects were 514 female hospital nurses aged 21-58 years old, who had worked full time at the study hospitals for at least 1 year. Data were collected using a self-administered questionnaire, which included sections on demographic characteristics, the Thai version of the Job Content Questionnaire (JCQ), and intent to stay at work. Multiple regression analysis was used to identify factors related to intent to stay at work. The prevalences of high job strain and low intent to stay at work were 17.5 and 22.4%, respectively. The mean (SD) scores of the nurses for psychological job demand, decision latitude, workplace social support, and intent to stay at work were 33.5 (4.4), 70.7 (6.9), 23.8 (2.8), and 14.6 (2.9), respectively. Multiple regression analysis indicated that intent to stay at work was significantly correlated with only supervisor support among the nurses with high-strain jobs and with coworker support in nurses with active jobs. The findings suggest that different job types need different sources of social support in the workplace. Proactive steps by nurse managers to increase workplace social support might lead to an increase in intent to stay and reduce nursing turnover in hospitals and possibly other settings.

Assessing public health job portals over the internet.

PubMed

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

2016-09-01

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

The job content questionnaire in various occupational contexts: applying a latent class model

PubMed Central

Santos, Kionna Oliveira Bernardes; de Araújo, Tânia Maria; Karasek, Robert

2017-01-01

Objective To evaluate Job Content Questionnaire(JCQ) performance using the latent class model. Methods We analysed cross-sectional studies conducted in Brazil and examined three occupational categories: petroleum industry workers (n=489), teachers (n=4392) and primary healthcare workers (3078)and 1552 urban workers from a representative sample of the city of Feira de Santana in Bahia, Brazil. An appropriate number of latent classes was extracted and described each occupational category using latent class analysis, a multivariate method that evaluates constructs and takes into account the latent characteristics underlying the structure of measurement scales. The conditional probabilities of workers belonging to each class were then analysed graphically. Results Initially, the latent class analysis extracted four classes corresponding to the four job types (active, passive, low strain and high strain) proposed by the Job-Strain model (JSM) and operationalised by the JCQ. However, after taking into consideration the adequacy criteria to evaluate the number of extracted classes, three classes (active, low strain and high strain) were extracted from the studies of urban workers and teachers and four classes (active, passive, low strain and high strain) from the study of primary healthcare and petroleum industry workers. Conclusion The four job types proposed by the JSM were identified among primary healthcare and petroleum industry workers—groups with relatively high levels of skill discretion and decision authority. Three job types were identified for teachers and urban workers; however, passive job situations were not found within these groups. The latent class analysis enabled us to describe the conditional standard responses of the job types proposed by the model, particularly in relation to active jobs and high and low strain situations. PMID:28515185

Are occupational factors important determinants of socioeconomic inequalities in musculoskeletal pain?

PubMed

Mehlum, Ingrid Sivesind; Kristensen, Petter; Kjuus, Helge; Wergeland, Ebba

2008-08-01

The aim of this study was to quantify socioeconomic inequalities in low-back pain, neck-shoulder pain, and arm pain in the general working population in Oslo and to examine the impact of job characteristics on these inequalities. All economically active 30-, 40-, and 45-year-old persons who attended the Oslo health study in 2000-2001 and answered questions on physical job demands, job autonomy, and musculoskeletal pain were included (N=7293). Occupational class was used as an indicator of socioeconomic status. The lower occupational classes were compared with higher grade professionals, and prevalences, prevalence ratios, prevalence differences, and population attributable fractions were calculated. There were marked, stepwise socioeconomic gradients for musculoskeletal pain, steeper for the men than for the women. The relative differences (prevalence ratios) were larger for low-back pain and arm pain than for neck-shoulder pain. The absolute differences (prevalence differences) were the largest for low-back pain. Physical job demands explained a substantial proportion of the absolute occupational class inequalities in low-back pain, while job autonomy was more important in explaining the inequalities in neck-shoulder pain and arm pain. The estimated population attributable fractions supported the impact of job characteristics at the working population level, especially for low-back pain. In this cross-sectional study, physical job demands and job autonomy explained a substantial proportion of occupational class inequalities in self-reported musculoskeletal pain in the working population in Oslo. This finding indicates that the workplace may be an important arena for preventive efforts to reduce socioeconomic inequalities in musculoskeletal pain.

77 FR 16265 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-03-20

... for OMB Review; Comment Request; Job Openings and Labor Turnover Survey ACTION: Notice. SUMMARY: The... request (ICR) revision titled, ``Job Openings and Labor Turnover Survey,'' (JOLTS) to the Office [email protected] . SUPPLEMENTARY INFORMATION: The JOLTS collects data on job vacancies, labor hires...

75 FR 72841 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job Corps...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-11-26

... for OMB Review; Comment Request; Job Corps Health Questionnaire ACTION: Notice. SUMMARY: The...) sponsored information collection request (ICR) titled, ``Job Corps Health Questionnaire,'' to the Office of... without change of a currently approved collection. Title of Collection: Job Corps Health Questionnaire...

An ethnographic study of job seeking among people with severe mental illness.

PubMed

Alverson, Hoyt; Carpenter, Elizabeth; Drake, Robert E

2006-01-01

An ethnographic study employing intensive participant observation methods identified critical differences in styles of searching for competitive employment among people with severe mental illness and explored the social/cultural correlates of these job-seeking styles. Propensity for active job seeking was strongly associated with younger age, with participants' involvement in interdependent kin networks or households, with ethno-racial minority background, and with capacity for coherent discourse. Active job seekers did particularly well in a supported employment program, but also were able to find employment when assigned to other programs; passive job seekers had little success in any vocational program. The authors discuss several implications of these findings for vocational services.

Distributed Data Collection for the ATLAS EventIndex

NASA Astrophysics Data System (ADS)

Sánchez, J.; Fernández Casaní, A.; González de la Hoz, S.

2015-12-01

The ATLAS EventIndex contains records of all events processed by ATLAS, in all processing stages. These records include the references to the files containing each event (the GUID of the file) and the internal pointer to each event in the file. This information is collected by all jobs that run at Tier-0 or on the Grid and process ATLAS events. Each job produces a snippet of information for each permanent output file. This information is packed and transferred to a central broker at CERN using an ActiveMQ messaging system, and then is unpacked, sorted and reformatted in order to be stored and catalogued into a central Hadoop server. This contribution describes in detail the Producer/Consumer architecture to convey this information from the running jobs through the messaging system to the Hadoop server.

A Job Pause Service under LAM/MPI+BLCR for Transparent Fault Tolerance

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

Wang, Chao; Mueller, Frank; Engelmann, Christian

2007-01-01

Checkpoint/restart (C/R) has become a requirement for long-running jobs in large-scale clusters due to a meantime- to-failure (MTTF) in the order of hours. After a failure, C/R mechanisms generally require a complete restart of an MPI job from the last checkpoint. A complete restart, however, is unnecessary since all but one node are typically still alive. Furthermore, a restart may result in lengthy job requeuing even though the original job had not exceeded its time quantum. In this paper, we overcome these shortcomings. Instead of job restart, we have developed a transparent mechanism for job pause within LAM/MPI+BLCR. This mechanismmore » allows live nodes to remain active and roll back to the last checkpoint while failed nodes are dynamically replaced by spares before resuming from the last checkpoint. Our methodology includes LAM/MPI enhancements in support of scalable group communicationwith fluctuating number of nodes, reuse of network connections, transparent coordinated checkpoint scheduling and a BLCR enhancement for job pause. Experiments in a cluster with the NAS Parallel Benchmark suite show that our overhead for job pause is comparable to that of a complete job restart. A minimal overhead of 5.6% is only incurred in case migration takes place while the regular checkpoint overhead remains unchanged. Yet, our approach alleviates the need to reboot the LAM run-time environment, which accounts for considerable overhead resulting in net savings of our scheme in the experiments. Our solution further provides full transparency and automation with the additional benefit of reusing existing resources. Executing continues after failures within the scheduled job, i.e., the application staging overhead is not incurred again in contrast to a restart. Our scheme offers additional potential for savings through incremental checkpointing and proactive diskless live migration, which we are currently working on.« less

Employer Engagement in Education

ERIC Educational Resources Information Center

Mann, Anthony; Dawkins, James

2014-01-01

The subject of this paper is employer engagement in education as it supports the learning and progression of young people through activities including work experience, job shadowing, workplace visits, career talks, mock interviews, CV workshops, business mentoring, enterprise competitions and the provision of learning resources. Interest has grown…

34 CFR 361.53 - Comparable services and benefits.

Code of Federal Regulations, 2010 CFR

2010-07-01

... this part. (4) Job-related services, including job search and placement assistance, job retention... employment outcome identified in the individualized plan for employment; (2) An immediate job placement; or...

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

PubMed

Carayon, P

1994-02-01

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

76 FR 81987 - Grupo Antolin, a Subsidiary of Grupo Antolin North America Including Workers Whose Unemployment...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-12-29

... Reported Through Keyland Usa, Inc. Including On-Site Leased Workers From Job Network Belvidere, IL; Amended... Job Network, Belvidere, Illinois. The workers produce door trim modules for the automotive industry...) wages are reported through Keyland USA, Inc., including on-site leased workers from Job Network...

75 FR 41523 - Paris Accessories, Inc., Including On-Site Leased Workers From Job Connections, New Smithville...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-07-16

... DEPARTMENT OF LABOR Employment and Training Administration [TA-W-71,106; TA-W-71,106A] Paris Accessories, Inc., Including On-Site Leased Workers From Job Connections, New Smithville, PA; Paris... Paris Accessories, Inc., including on-site leased workers from Job Connections, New Smithville...

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

PubMed

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

2016-05-01

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

Report to the Congress of the United States on the Activities of the Office of Correctional Job Training and Placement during Fiscal Year 1999.

ERIC Educational Resources Information Center

National Inst. of Corrections (Dept. of Justice/LEAA), Washington, DC.

During fiscal year 1999, the Office of Correctional Job Training and Placement (OCJTP) conducted numerous activities related to its primary functions, which are as follows: (1) coordinate federal departments' and agencies' efforts related to correctional job training and placement; (2) provide training to develop staff competencies needed by state…

Impact of an automated dispensing system in outpatient pharmacies.

PubMed

Humphries, Tammy L; Delate, Thomas; Helling, Dennis K; Richardson, Bruce

2008-01-01

To evaluate the impact of an automated dispensing system (ADS) on pharmacy staff work activities and job satisfaction. Cross-sectional, retrospective study. Kaiser Permanente Colorado (KPCO) outpatient pharmacies in September 2005. Pharmacists and technicians from 18 outpatient pharmacies. All KPCO outpatient pharmacists (n = 136) and technicians (n = 160) were surveyed regarding demographics and work activities and pharmacist job satisfaction. Work activities and job satisfaction were compared between pharmacies with and without ADS. Historical prescription purchase records from ADS pharmacies were assessed for pre-ADS to post-ADS changes in productivity. Self-reported pharmacy staff work activities and pharmacist job satisfaction. Pharmacists who responded to the demographic questionnaire (n = 74) were primarily women (60%), had a bachelor's degree in pharmacy (68%), and had been in practice for 10 years or more (53%). Responding technicians (n = 72) were predominantly women (80%) with no postsecondary degree (90%) and fewer than 10 years (68%) in practice. Pharmacists in ADS pharmacies who responded to the work activities questionnaire (n = 50) reported equivalent mean hours spent in patient care activities and filling medication orders compared with non-ADS pharmacists (n = 33; P > 0.05). Similarly, technicians in ADS pharmacies who responded to the work activities questionnaire (n = 64) reported equivalent mean hours spent in filling medication orders compared with non-ADS technicians (n = 38; P > 0.05). An equivalent proportion of ADS pharmacists reported satisfaction with their current job compared with non-ADS pharmacies (P > 0.05). Mean productivity did not increase appreciably after automation (P >0.05). By itself, installing an ADS does not appear to shift pharmacist work activities from dispensing to patient counseling or to increase job satisfaction. Shifting pharmacist work activities from dispensing to counseling and monitoring drug therapy outcomes may be warranted in ADS pharmacies.

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

ERIC Educational Resources Information Center

Van Tilburg, Emmalou

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

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

ERIC Educational Resources Information Center

Jung, Jisun; Shin, Jung Cheol

2015-01-01

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

Job strain and unhealthy lifestyle: results from the baseline cohort study, Brazilian Longitudinal Study of Adult Health (ELSA-Brasil).

PubMed

Griep, Rosane Härter; Nobre, Aline Araújo; Alves, Márcia Guimarães de Mello; da Fonseca, Maria de Jesus Mendes; Cardoso, Letícia de Oliveira; Giatti, Luana; Melo, Enirtes Caetano Prates; Toivanen, Susanna; Chor, Dóra

2015-03-31

Unhealthy lifestyle choices, such as smoking and sedentary behavior, are among the main modifiable risk factors for chronic non-communicable diseases. The workplace is regarded as an important site of potential health risks where preventive strategies can be effective. We investigated independent associations among psychosocial job strain, leisure-time physical inactivity, and smoking in public servants in the largest Brazilian adult cohort. We conducted a cross-sectional analysis of baseline data from the Brazilian Longitudinal Study of Adult Health (ELSA-Brasil)-a multicenter prospective cohort study of civil servants. Our analytical samples comprised 11,779 and 11,963 current workers for, respectively, analyses of job strain and leisure-time physical activity and analyses of job strain and smoking. Job strain was assessed using the Brazilian version of the Swedish Demand-Control-Support Questionnaire; physical activity was evaluated using a short form of the International Physical Activity Questionnaire. We also examined smoking status and number of cigarettes smoked per day. The association reported in this paper was assessed by means of multinomial and logistic regression, stratified by sex. Among men, compared with low-strain activities (low demand and high control), job strain showed an association with physical inactivity (odds ratio [OR] = 1.34; 95% confidence interval [CI] = 1.09-1.64) or with the practice of physical activities of less than recommended duration (OR = 1.44; 95% CI = 1.15-1.82). Among women, greater likelihood of physical inactivity was identified among job-strain and passive-job groups (OR = 1.47; 95% CI = 1.22-1.77 and OR = 1.42; 95% CI = 1.20-1.67, respectively). Greater control at work was a protective factor for physical inactivity among both men and women. Social support at work was a protective factor for physical inactivity among women, as was smoking for both genders. We observed no association between demand or control dimensions and smoking. Job strain, job control, and social support were associated with physical activity. Social support at work was protective of smoking. Our results are comparable to those found in more developed countries; they provide additional evidence of an association between an adverse psychosocial work environment and health-related behaviors.

Working Vacations: Jobs in Tourism and Leisure

ERIC Educational Resources Information Center

Torpey, Elka Maria

2011-01-01

Vacation jobs often mix work and play. For some, the job is their ticket to career happiness. The article's first section describes four jobs specific to entertainment and leisure: (1) cruise ship musician; (2) destination marketing manager; (3) resort activities director; and (4) river rafting guide. The second section helps a person decide if a…

24 CFR 570.482 - Eligible activities.

Code of Federal Regulations, 2012 CFR

2012-04-01

...) A job is considered to be lost due to the provision of CDBG assistance if the job is relocated... which the affected business is currently located and from which current jobs may be lost. For non... business is currently located and from which current jobs may be lost. For non-metropolitan areas, a LMA is...

24 CFR 570.482 - Eligible activities.

Code of Federal Regulations, 2014 CFR

2014-04-01

...) A job is considered to be lost due to the provision of CDBG assistance if the job is relocated... which the affected business is currently located and from which current jobs may be lost. For non... business is currently located and from which current jobs may be lost. For non-metropolitan areas, a LMA is...

24 CFR 570.482 - Eligible activities.

Code of Federal Regulations, 2011 CFR

2011-04-01

...) A job is considered to be lost due to the provision of CDBG assistance if the job is relocated... which the affected business is currently located and from which current jobs may be lost. For non... business is currently located and from which current jobs may be lost. For non-metropolitan areas, a LMA is...

24 CFR 570.482 - Eligible activities.

Code of Federal Regulations, 2013 CFR

2013-04-01

...) A job is considered to be lost due to the provision of CDBG assistance if the job is relocated... which the affected business is currently located and from which current jobs may be lost. For non... business is currently located and from which current jobs may be lost. For non-metropolitan areas, a LMA is...

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

Code of Federal Regulations, 2010 CFR

2010-10-01

... part of another activity, then there is no limitation on counting the time spent in job search/job... Section 286.105 Public Welfare Regulations Relating to Public Welfare OFFICE OF FAMILY ASSISTANCE (ASSISTANCE PROGRAMS), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN SERVICES...

76 FR 81980 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Green Jobs...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-12-29

... for OMB Review; Comment Request; Green Jobs and Health Care Impact Evaluation of ARRA-Funded Grants... Administration (ETA) sponsored information collection request (ICR) titled, ``Green Jobs and Health Care Impact... . SUPPLEMENTARY INFORMATION: ETA is undertaking the Green Jobs and Health Care Impact Evaluation of the Pathways...

An international perspective: job satisfaction among transplant nurses.

PubMed

Russell, Cynthia L; Van Gelder, Frank

2008-03-01

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

Jobs and Education: A Progress Report and Open Forum

NASA Astrophysics Data System (ADS)

Nero, Anthony V.

1996-03-01

Given its current importance, the issue of jobs and education has stimulated much activity in the last year on the part of members of the Society, various units of the Society, and related institutions, such as the AIP and AAPT. At the last March meeting in particular, many of the most well-attended and vigorous sessions and other events were those related to careers or related issues in education. In part stimulated by this high level of activity, but also because of independently arranged events and organizational activities, several important developments have been proceeding during the past year. This session will report briefly on progress in these areas, then proceed to an open forum on these developments and others that might be considered to improve the situation on jobs and education, including the role that individuals or groups - whether students, faculty, or other physicists, or whether young or older - may play. In the first part of the session, the panelists will make reports of 10 to 15 minutes each. The open forum will explore both the issues raised during the panel talks or other issues raised by the audience. Members of the audience or panel can pose questions, make statements, or respond to questions or statements, in any case being limited to three minutes. The chair will regulate the discussion to assure that a wide range of topics and views are expressed. Finally, we note that many of the issues dealt with in this session are under current discussion in the ongoing internet "conference" on "jobs and education" initiated after last March's session on this topic. Those wishing to subscribe to this discussion list should send an email message to majordomo@physics.wm.edu whose body reads "subscribe jobs-ed". They will, in return, receive information on how to participate in the internet discussion, including instructions on how to access various documents related to careers, such as a summary of last year's session (and, before long, of this session). Diandra L. Leslie-Pelecky (University of Nebraska, Forum on Education newsletter editor) will report on the AAPT/APS Department Chairs Conference held in May on "physics graduate education for diverse career options." Leonard J. Brillson (Xerox Webster Research Center, Chair of the Forum on Industrial and Applied Physics) will discuss FIAP's plans for more effectively connected employers and physicists, as well as other jobs-related initiatives. James K. Freericks (Georgetown University, member of the steering committee for the planned Forum on Careers and Professional Development) will discuss plans of the new Forum.

Systematically Extracting Metal- and Solvent-Related Occupational Information from Free-Text Responses to Lifetime Occupational History Questionnaires

PubMed Central

Friesen, Melissa C.; Locke, Sarah J.; Tornow, Carina; Chen, Yu-Cheng; Koh, Dong-Hee; Stewart, Patricia A.; Purdue, Mark; Colt, Joanne S.

2014-01-01

Objectives: Lifetime occupational history (OH) questionnaires often use open-ended questions to capture detailed information about study participants’ jobs. Exposure assessors use this information, along with responses to job- and industry-specific questionnaires, to assign exposure estimates on a job-by-job basis. An alternative approach is to use information from the OH responses and the job- and industry-specific questionnaires to develop programmable decision rules for assigning exposures. As a first step in this process, we developed a systematic approach to extract the free-text OH responses and convert them into standardized variables that represented exposure scenarios. Methods: Our study population comprised 2408 subjects, reporting 11991 jobs, from a case–control study of renal cell carcinoma. Each subject completed a lifetime OH questionnaire that included verbatim responses, for each job, to open-ended questions including job title, main tasks and activities (task), tools and equipment used (tools), and chemicals and materials handled (chemicals). Based on a review of the literature, we identified exposure scenarios (occupations, industries, tasks/tools/chemicals) expected to involve possible exposure to chlorinated solvents, trichloroethylene (TCE) in particular, lead, and cadmium. We then used a SAS macro to review the information reported by study participants to identify jobs associated with each exposure scenario; this was done using previously coded standardized occupation and industry classification codes, and a priori lists of associated key words and phrases related to possibly exposed tasks, tools, and chemicals. Exposure variables representing the occupation, industry, and task/tool/chemicals exposure scenarios were added to the work history records of the study respondents. Our identification of possibly TCE-exposed scenarios in the OH responses was compared to an expert’s independently assigned probability ratings to evaluate whether we missed identifying possibly exposed jobs. Results: Our process added exposure variables for 52 occupation groups, 43 industry groups, and 46 task/tool/chemical scenarios to the data set of OH responses. Across all four agents, we identified possibly exposed task/tool/chemical exposure scenarios in 44–51% of the jobs in possibly exposed occupations. Possibly exposed task/tool/chemical exposure scenarios were found in a nontrivial 9–14% of the jobs not in possibly exposed occupations, suggesting that our process identified important information that would not be captured using occupation alone. Our extraction process was sensitive: for jobs where our extraction of OH responses identified no exposure scenarios and for which the sole source of information was the OH responses, only 0.1% were assessed as possibly exposed to TCE by the expert. Conclusions: Our systematic extraction of OH information found useful information in the task/chemicals/tools responses that was relatively easy to extract and that was not available from the occupational or industry information. The extracted variables can be used as inputs in the development of decision rules, especially for jobs where no additional information, such as job- and industry-specific questionnaires, is available. PMID:24590110

Comprehensive Small Engine Repair.

ERIC Educational Resources Information Center

Hires, Bill; And Others

This curriculum guide contains the basic information needed to repair all two- and four-stroke cycle engines. The curriculum covers four areas, each consisting of one or more units of instruction that include performance objectives, suggested activities for teacher and students, information sheets, assignment sheets, job sheets, visual aids,…

Ideas for Teaching Job-Search Based ESL.

ERIC Educational Resources Information Center

Lotman, Marianne

1993-01-01

Focuses on the employment-related aspect of English-as-a-Second-Language (ESL) classes at the intermediate and advanced levels. Activities described include researched pair presentations, company research, working through occupational modules and an exercise to enhance self-image. Networking with colleagues and the community helps in the…

The Effects of Vocal Activity and Race of Applicant on Job Selection Interview Decisions.

ERIC Educational Resources Information Center

Byrd, Marquita L.

1981-01-01

Research on the effect of vocal activity and race of the applicant on evaluations in job interviews indicated that: 1) minimal vocal activity negatively influenced evaluation; 2) Black applicants were evaluated differently from White applicants; and 3) vocal activity was more important in interview evaluations than race. (Author/MJL)

Web Based Information System for Job Training Activities Using Personal Extreme Programming (PXP)

NASA Astrophysics Data System (ADS)

Asri, S. A.; Sunaya, I. G. A. M.; Rudiastari, E.; Setiawan, W.

2018-01-01

Job training is one of the subjects in university or polytechnic that involves many users and reporting activities. Time and distance became problems for users to reporting and to do obligations tasks during job training due to the location where the job training took place. This research tried to develop a web based information system of job training to overcome the problems. This system was developed using Personal Extreme Programming (PXP). PXP is one of the agile methods is combination of Extreme Programming (XP) and Personal Software Process (PSP). The information system that has developed and tested which are 24% of users are strongly agree, 74% are agree, 1% disagree and 0% strongly disagree about system functionality.

ATLAS user analysis on private cloud resources at GoeGrid

NASA Astrophysics Data System (ADS)

Glaser, F.; Nadal Serrano, J.; Grabowski, J.; Quadt, A.

2015-12-01

User analysis job demands can exceed available computing resources, especially before major conferences. ATLAS physics results can potentially be slowed down due to the lack of resources. For these reasons, cloud research and development activities are now included in the skeleton of the ATLAS computing model, which has been extended by using resources from commercial and private cloud providers to satisfy the demands. However, most of these activities are focused on Monte-Carlo production jobs, extending the resources at Tier-2. To evaluate the suitability of the cloud-computing model for user analysis jobs, we developed a framework to launch an ATLAS user analysis cluster in a cloud infrastructure on demand and evaluated two solutions. The first solution is entirely integrated in the Grid infrastructure by using the same mechanism, which is already in use at Tier-2: A designated Panda-Queue is monitored and additional worker nodes are launched in a cloud environment and assigned to a corresponding HTCondor queue according to the demand. Thereby, the use of cloud resources is completely transparent to the user. However, using this approach, submitted user analysis jobs can still suffer from a certain delay introduced by waiting time in the queue and the deployed infrastructure lacks customizability. Therefore, our second solution offers the possibility to easily deploy a totally private, customizable analysis cluster on private cloud resources belonging to the university.

Occupational activity and osteoarthritis of the knee.

PubMed Central

Cooper, C; McAlindon, T; Coggon, D; Egger, P; Dieppe, P

1994-01-01

OBJECTIVES--To test the hypothesis that specific occupational physical activities are risk factors for knee osteoarthritis (OA). METHODS--A population-based case-control study of knee osteoarthritis was carried out in which 109 men and women with painful, radiographically confirmed knee OA were compared with 218 age and sex matched controls who had not suffered knee pain and had normal radiographs. Information collected included a lifetime occupational history and details of specific workplace physical activities. RESULTS--After adjustment for obesity and Heberden's nodes, the risk of knee OA was significantly elevated in subjects whose main job entailed more than 30 minutes per day squatting (OR 6.9, 95% CI 1.8-26.4) or kneeling (OR 3.4, 95% CI 1.3-9.1), or climbing more than ten flights of stairs per day (OR 2.7, 95% CI 1.2-6.1). The increase in risk associated with kneeling or squatting appeared to be more marked in subjects whose jobs entailed heavy lifting, but the size of the study did not permit precise delineation of any such interaction. CONCLUSIONS--These data suggest that prolonged or repeated knee bending is a risk factor for knee OA, and that risk may be higher in jobs which entail both knee bending and mechanical loading. PMID:8129467

Psychosocial Working Conditions and Suicide Ideation: Evidence From a Cross-Sectional Survey of Working Australians.

PubMed

Milner, Allison; Page, Kathryn; Witt, Katrina; LaMontagne, Anthony

2016-06-01

This study examined the relationship between psychosocial working factors such as job control, job demands, job insecurity, supervisor support, and workplace bullying as risk factors for suicide ideation. We used a logistic analytic approach to assess risk factors for thoughts of suicide in a cross-sectional sample of working Australians. Potential predictors included psychosocial job stressors (described above); we also controlled for age, gender, occupational skill level, and psychological distress. We found that workplace bullying or harassment was associated with 1.54 greater odds of suicide ideation (95% confidence interval 1.64 to 2.05) in the model including psychological distress. Results also suggest that higher job control and security were associated with lower odds of suicide ideation. These results suggest the need for organizational level intervention to address psychosocial job stressors, including bullying.

Job Hunting? It's a Jungle out There! Jungle Survival Guide II.

ERIC Educational Resources Information Center

Florida State Dept. of Education, Tallahassee. Div. of Vocational, Adult, and Community Education.

This illustrated, jungle-theme book plans a job search. There are three major sections in the book: (1) plan your safari; (2) where to look for jobs; and (3) making contact. Section one includes information on resumes, references, official papers needed for a job, and 11 ideas to help find job openings. Section two suggests finding jobs in state…

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

PubMed

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

2012-07-01

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

Career Skills Workshop: Achieving Your Goals Through Effective Communication

NASA Astrophysics Data System (ADS)

2017-01-01

Physics students graduate with a huge array of transferrable skills, which are extremely useful to employers (particularly in the private sector, which is the largest employment base of physicists at all degree levels). However, the key to successfully connecting with these opportunities lies in how well graduates are able to communicate their skills and abilities to potential employers. The ability to communicate effectively is a key professional skill that serves scientists in many contexts, including interviewing for jobs, applying for grants, or speaking with law and policy makers. In this interactive workshop, Crystal Bailey (Careers Program Manager at APS) and Gregory Mack (Government Relations Specialist at APS) will lead activities to help attendees achieve their goals through better communication. Topics will include writing an effective resume, interviewing for jobs, and communicating to different audiences including Congress, among others. Light refreshments will be served.

Evaluation of impairment of the upper extremity.

PubMed

Blair, S J; McCormick, E; Bear-Lehman, J; Fess, E E; Rader, E

1987-08-01

Evaluation of impairment of the upper extremity is the product of a team effort by the physician, occupational therapist, physical therapist, and rehabilitation counselor. A careful recording of the anatomic impairment should be made because this is critical in determining the subsequent functional activities of the extremity. The measurement criteria for clinical and functional evaluation includes condition assessment instruments. Some assess the neurovascular system, others assess movements including the monitoring of articular motion and musculotendinous function. Sensibility assessment instruments measure sympathetic response and detect single joint stimulus, discrimination, quantification, and recognition abilities. A detailed description of each assessment is recorded and physical capacity evaluation is only one component of the entire vocational evaluation. This evaluation answers questions regarding the injured worker's ability to return to his previous job. The work simulator is a useful instrument that allows rehabilitation and testing of the injured upper extremity. Job site evaluation includes assessment criteria for work performance, work behavior, and work environment.

Predictors of job satisfaction among academic family medicine faculty

PubMed Central

Krueger, Paul; White, David; Meaney, Christopher; Kwong, Jeffrey; Antao, Viola; Kim, Florence

2017-01-01

Abstract Objective To identify predictors of job satisfaction among academic family medicine faculty members. Design A comprehensive Web-based survey of all faculty members in an academic department of family medicine. Bivariate and multivariable analyses (logistic regression) were used to identify variables associated with job satisfaction. Setting The Department of Family and Community Medicine at the University of Toronto in Ontario and its 15 affiliated community teaching hospitals and community-based teaching practices. Participants All 1029 faculty members in the Department of Family and Community Medicine were invited to complete the survey. Main outcome measures Faculty members’ demographic and practice information; teaching, clinical, administration, and research activities; leadership roles; training needs and preferences; mentorship experiences; health status; stress levels; burnout levels; and job satisfaction. Faculty members’ perceptions about supports provided, recognition, communication, retention, workload, teamwork, respect, resource distribution, remuneration, and infrastructure support. Faculty members’ job satisfaction, which was the main outcome variable, was obtained from the question, “Overall, how satisfied are you with your job?” Results Of the 1029 faculty members, 687 (66.8%) responded to the survey. Bivariate analyses revealed 26 predictors as being statistically significantly associated with job satisfaction, including faculty members’ ratings of their local department and main practice setting, their ratings of leadership and mentorship experiences, health status variables, and demographic variables. The multivariable analyses identified the following 5 predictors of job satisfaction: the Maslach Burnout Inventory subscales of emotional exhaustion and personal accomplishment; being born in Canada; the overall quality of mentorship that was received being rated as very good or excellent; and teamwork being rated as very good or excellent. Conclusion The findings from this study show that job satisfaction among academic family medicine faculty members is a multi-dimensional construct. Future improvement in overall level of job satisfaction will therefore require multiple strategies. PMID:28292815

Predictors of job satisfaction among academic family medicine faculty: Findings from a faculty work-life and leadership survey.

PubMed

Krueger, Paul; White, David; Meaney, Christopher; Kwong, Jeffrey; Antao, Viola; Kim, Florence

2017-03-01

To identify predictors of job satisfaction among academic family medicine faculty members. A comprehensive Web-based survey of all faculty members in an academic department of family medicine. Bivariate and multivariable analyses (logistic regression) were used to identify variables associated with job satisfaction. The Department of Family and Community Medicine at the University of Toronto in Ontario and its 15 affiliated community teaching hospitals and community-based teaching practices. All 1029 faculty members in the Department of Family and Community Medicine were invited to complete the survey. Faculty members' demographic and practice information; teaching, clinical, administration, and research activities; leadership roles; training needs and preferences; mentorship experiences; health status; stress levels; burnout levels; and job satisfaction. Faculty members' perceptions about supports provided, recognition, communication, retention, workload, teamwork, respect, resource distribution, remuneration, and infrastructure support. Faculty members' job satisfaction, which was the main outcome variable, was obtained from the question, "Overall, how satisfied are you with your job?" Of the 1029 faculty members, 687 (66.8%) responded to the survey. Bivariate analyses revealed 26 predictors as being statistically significantly associated with job satisfaction, including faculty members' ratings of their local department and main practice setting, their ratings of leadership and mentorship experiences, health status variables, and demographic variables. The multivariable analyses identified the following 5 predictors of job satisfaction: the Maslach Burnout Inventory subscales of emotional exhaustion and personal accomplishment; being born in Canada; the overall quality of mentorship that was received being rated as very good or excellent; and teamwork being rated as very good or excellent. The findings from this study show that job satisfaction among academic family medicine faculty members is a multi-dimensional construct. Future improvement in overall level of job satisfaction will therefore require multiple strategies. Copyright© the College of Family Physicians of Canada.

Differences in time use and activity patterns when adding a second job: implications for health and safety in the United States.

PubMed

Marucci-Wellman, Helen R; Lin, Tin-Chi; Willetts, Joanna L; Brennan, Melanye J; Verma, Santosh K

2014-08-01

We compared work and lifestyle activities for workers who work in 1 job with those who work in multiple jobs during a 1-week period. We used information from the 2003-2011 American Time Use Survey to classify workers into 6 work groups based on whether they were a single (SJH) or multiple (MJH) job holder and whether they worked their primary, other, multiple, or no job on the diary day. The MJHs often worked 2 part-time jobs (20%), long weekly hours (27% worked 60+ hours), and on weekends. The MJHs working multiple jobs on the diary day averaged more than 2 additional work hours (2.25 weekday, 2.75 weekend day; P < .05), odd hours (more often between 5 pm and 7 am), with more work travel time (10 minutes weekday, 9 minutes weekend day; P < .05) and less sleep (-45 minutes weekday, -62 minutes weekend day; P < .05) and time for other household (P < .05) and leisure (P < .05) activities than SJHs. Because of long work hours, long daily commutes, multiple shifts, and less sleep and leisure time, MJHs may be at heightened risk of fatigue and injury.

Differences in Time Use and Activity Patterns When Adding a Second Job: Implications for Health and Safety in the United States

PubMed Central

Willetts, Joanna L.; Brennan, Melanye J.; Verma, Santosh K.

2014-01-01

Objectives. We compared work and lifestyle activities for workers who work in 1 job with those who work in multiple jobs during a 1-week period. Methods. We used information from the 2003–2011 American Time Use Survey to classify workers into 6 work groups based on whether they were a single (SJH) or multiple (MJH) job holder and whether they worked their primary, other, multiple, or no job on the diary day. Results. The MJHs often worked 2 part-time jobs (20%), long weekly hours (27% worked 60+ hours), and on weekends. The MJHs working multiple jobs on the diary day averaged more than 2 additional work hours (2.25 weekday, 2.75 weekend day; P < .05), odd hours (more often between 5 pm and 7 am), with more work travel time (10 minutes weekday, 9 minutes weekend day; P < .05) and less sleep (–45 minutes weekday, −62 minutes weekend day; P < .05) and time for other household (P < .05) and leisure (P < .05) activities than SJHs. Conclusions. Because of long work hours, long daily commutes, multiple shifts, and less sleep and leisure time, MJHs may be at heightened risk of fatigue and injury. PMID:24922135

Job Analysis for Human Resource Management: A Review of Selected Research and Development. Manpower Research Monograph No. 36.

ERIC Educational Resources Information Center

Wilson, Michael

The report summarizes the various job analysis techniques that have been developed, discusses their applications to selected human resource management activities, and suggests priorities for further research and developmental work. The introduction defines job analysis and discusses the applications of job analysis data, and the structure of the…

Education, College Major, and Job Match: Gender Differences in Reasons for Mismatch

ERIC Educational Resources Information Center

Robst, John

2007-01-01

Many studies have examined the match between years of schooling and the schooling required for the job. The quantity of schooling is only one way to consider the match between schooling and jobs. This paper considers an alternative match between education and jobs based on the relationship between college majors and work activities. Twenty percent…

Work-Related Depression in Primary Care Teams in Brazil.

PubMed

da Silva, Andréa Tenório Correia; Lopes, Claudia de Souza; Susser, Ezra; Menezes, Paulo Rossi

2016-11-01

To identify work-related factors associated with depressive symptoms and probable major depression in primary care teams. Cross-sectional study among primary care teams (community health workers, nursing assistants, nurses, and physicians) in the city of São Paulo, Brazil (2011-2012; n = 2940), to assess depressive symptoms and probable major depression and their associations with job strain and other work-related conditions. Community health workers presented higher prevalence of probable major depression (18%) than other primary care workers. Higher odds ratios for depressive symptoms or probable major depression were associated with longer duration of employment in primary care; having a passive, active, or high-strain job; lack of supervisor feedback regarding performance; and low social support from colleagues and supervisors. Observed levels of job-related depression can endanger the sustainability of primary care programs. Public Health implications. Strategies are needed to deliver care to primary care workers with depression, facilitating diagnosis and access to treatment, particularly in low- and middle-income countries. Preventive interventions can include training managers to provide feedback and creating strategies to increase job autonomy and social support at work.

Job Strain, Job Insecurity, and Incident Cardiovascular Disease in the Women’s Health Study: Results from a 10-Year Prospective Study

PubMed Central

Slopen, Natalie; Glynn, Robert J.; Buring, Julie E.; Lewis, Tené T.; Williams, David R.; Albert, Michelle A.

2012-01-01

Objectives Research about work-related stressors and cardiovascular disease (CVD) has produced mixed findings. Moreover, a paucity of data exists regarding the long-term associations between job strain and job insecurity and CVD among women. Methods We used Cox proportional hazard models to examine the relationship between job strain, job insecurity, and incident CVD over 10 years of follow-up among 22,086 participants in the Women’s Health Study (mean age 57±5 years). Results During 10 years of follow-up there were 170 myocardial infarctions (MI), 163 ischemic strokes, 440 coronary revascularizations, and 52 CVD deaths. In models adjusted for age, race, education, and income, women with high job strain (high demand, low control) were 38% more likely to experience a CVD event than their counterparts who reported low job strain (low demand, high control; Rate Ratio (RR) = 1.38, 95% Confidence Interval (CI) = 1.08–1.77), and women with active jobs (high demand, high control) were 38% more likely to experience a CVD event relative to women who reported low job strain (95% CI = 1.07–1.77). Outcome-specific analyses revealed that high job strain predicted non-fatal myocardial infarction (RR = 1.67, CI = 1.04–2.70), and coronary revascularization (RR = 1.41, CI = 1.05–1.90). No evidence of an association between job insecurity and long-term CVD risk was observed. Conclusion High strain and active jobs, but not job insecurity, were related to increased CVD risk among women. Both job strain and job insecurity were significantly related to CVD risk factors. With the increase of women in the workforce, these data emphasize the importance of addressing job strain in CVD prevention efforts among working women. PMID:22815754

Obese Employee Participation Patterns in a Wellness Program.

PubMed

Fink, Jennifer T; Smith, David R; Singh, Maharaj; Ihrke, Doug M; Cisler, Ron A

2016-04-01

The purpose of this research was to retrospectively examine whether demographic differences exist between those who participated in an employee wellness program and those who did not, and to identify the selection of employees' choice in weight management activities. A nonequivalent, 2-group retrospective design was used. This study involved employees at a large, not-for-profit integrated health system. Of the total organization employee pool (29,194), 19,771 (68%) employees volunteered to be weighed (mean body mass index [BMI]=28.9) as part of an employee wellness program. Weight management activities available included: (1) Self-directed 5% total body weight loss; (2) Healthy Solutions at home; (3) Weight Watchers group meetings; (4) Weight Watchers online; and (5) Employee Assistance Program (EAP)-directed healthy weight coaching. Measures were participation rate and available weight management activity participation rate among obese employees across demographic variables, including sex, age, race, job type, and job location. The analysis included chi-square tests for all categorical variables; odds ratios were calculated to examine factors predictive of participation. Of the total 19,771 employees weighed, 6375 (32%) employees were obese (defined as BMI ≥30); of those, 3094 (49%) participated in available weight management activities. Participation was higher among females, whites, those ages >50 years, and non-nursing staff. In conclusion, participation rate varied significantly based on demographic variables. Self-directed 5% weight loss was the most popular weight management activity selected. (Population Health Management 2016;19:132-135).

JobCenter: an open source, cross-platform, and distributed job queue management system optimized for scalability and versatility.

PubMed

Jaschob, Daniel; Riffle, Michael

2012-07-30

Laboratories engaged in computational biology or bioinformatics frequently need to run lengthy, multistep, and user-driven computational jobs. Each job can tie up a computer for a few minutes to several days, and many laboratories lack the expertise or resources to build and maintain a dedicated computer cluster. JobCenter is a client-server application and framework for job management and distributed job execution. The client and server components are both written in Java and are cross-platform and relatively easy to install. All communication with the server is client-driven, which allows worker nodes to run anywhere (even behind external firewalls or "in the cloud") and provides inherent load balancing. Adding a worker node to the worker pool is as simple as dropping the JobCenter client files onto any computer and performing basic configuration, which provides tremendous ease-of-use, flexibility, and limitless horizontal scalability. Each worker installation may be independently configured, including the types of jobs it is able to run. Executed jobs may be written in any language and may include multistep workflows. JobCenter is a versatile and scalable distributed job management system that allows laboratories to very efficiently distribute all computational work among available resources. JobCenter is freely available at http://code.google.com/p/jobcenter/.

Study protocol title: a prospective cohort study of low back pain

PubMed Central

2013-01-01

Background Few prospective cohort studies of workplace low back pain (LBP) with quantified job physical exposure have been performed. There are few prospective epidemiological studies for LBP occupational risk factors and reported data generally have few adjustments for many personal and psychosocial factors. Methods/design A multi-center prospective cohort study has been incepted to quantify risk factors for LBP and potentially develop improved methods for designing and analyzing jobs. Due to the subjectivity of LBP, six measures of LBP are captured: 1) any LBP, 2) LBP ≥ 5/10 pain rating, 3) LBP with medication use, 4) LBP with healthcare provider visits, 5) LBP necessitating modified work duties and 6) LBP with lost work time. Workers have thus far been enrolled from 30 different employment settings in 4 diverse US states and performed widely varying work. At baseline, workers undergo laptop-administered questionnaires, structured interviews, and two standardized physical examinations to ascertain demographics, medical history, psychosocial factors, hobbies and physical activities, and current musculoskeletal disorders. All workers’ jobs are individually measured for physical factors and are videotaped. Workers are followed monthly for the development of low back pain. Changes in jobs necessitate re-measure and re-videotaping of job physical factors. The lifetime cumulative incidence of low back pain will also include those with a past history of low back pain. Incident cases will exclude prevalent cases at baseline. Statistical methods planned include survival analyses and logistic regression. Discussion Data analysis of a prospective cohort study of low back pain is underway and has successfully enrolled over 800 workers to date. PMID:23497211

Study protocol title: a prospective cohort study of low back pain.

PubMed

Garg, Arun; Hegmann, Kurt T; Moore, J Steven; Kapellusch, Jay; Thiese, Matthew S; Boda, Sruthi; Bhoyr, Parag; Bloswick, Donald; Merryweather, Andrew; Sesek, Richard; Deckow-Schaefer, Gwen; Foster, James; Wood, Eric; Sheng, Xiaoming; Holubkov, Richard

2013-03-07

Few prospective cohort studies of workplace low back pain (LBP) with quantified job physical exposure have been performed. There are few prospective epidemiological studies for LBP occupational risk factors and reported data generally have few adjustments for many personal and psychosocial factors. A multi-center prospective cohort study has been incepted to quantify risk factors for LBP and potentially develop improved methods for designing and analyzing jobs. Due to the subjectivity of LBP, six measures of LBP are captured: 1) any LBP, 2) LBP ≥ 5/10 pain rating, 3) LBP with medication use, 4) LBP with healthcare provider visits, 5) LBP necessitating modified work duties and 6) LBP with lost work time. Workers have thus far been enrolled from 30 different employment settings in 4 diverse US states and performed widely varying work. At baseline, workers undergo laptop-administered questionnaires, structured interviews, and two standardized physical examinations to ascertain demographics, medical history, psychosocial factors, hobbies and physical activities, and current musculoskeletal disorders. All workers' jobs are individually measured for physical factors and are videotaped. Workers are followed monthly for the development of low back pain. Changes in jobs necessitate re-measure and re-videotaping of job physical factors. The lifetime cumulative incidence of low back pain will also include those with a past history of low back pain. Incident cases will exclude prevalent cases at baseline. Statistical methods planned include survival analyses and logistic regression. Data analysis of a prospective cohort study of low back pain is underway and has successfully enrolled over 800 workers to date.

Factors associated with internal medicine physician job attitudes in the Veterans Health Administration.

PubMed

Mohr, David C; Eaton, Jennifer L; Meterko, Mark; Stolzmann, Kelly L; Restuccia, Joseph D

2018-04-05

US healthcare organizations increasingly use physician satisfaction and attitudes as a key performance indicator. Further, many health care organizations also have an academically oriented mission. Physician involvement in research and teaching may lead to more positive workplace attitudes, with subsequent decreases in turnover and beneficial impact on patient care. This article aimed to understand the influence of time spent on academic activities and perceived quality of care in relation to job attitudes among internal medicine physicians in the Veterans Health Administration (VHA). A cross-sectional survey was conducted with inpatient attending physicians from 36 Veterans Affairs Medical Centers. Participants were surveyed regarding demographics, practice settings, workplace staffing, perceived quality of care, and job attitudes. Job attitudes consisted of three measures: overall job satisfaction, intent to leave the organization, and burnout. Analysis used a two-level hierarchical model to account for the nesting of physicians within medical centers. The regression models included organizational-level characteristics: inpatient bed size, urban or rural location, hospital teaching affiliation, and performance-based compensation. A total of 373 physicians provided useable survey responses. The majority (72%) of respondents reported some level of teaching involvement. Almost half (46%) of the sample reported some level of research involvement. Degree of research involvement was a significant predictor of favorable ratings on physician job satisfaction and intent to leave. Teaching involvement did not have a significant impact on outcomes. Perceived quality of care was the strongest predictor of physician job satisfaction and intent to leave. Perceived levels of adequate physician staffing was a significant contributor to all three job attitude measures. Expanding opportunities for physician involvement with research may lead to more positive work experiences, which could potentially reduce turnover and improve system performance.

Application of Karasek's demand/control model a Canadian occupational setting including shift workers during a period of reorganization and downsizing.

PubMed

Schechter, J; Green, L W; Olsen, L; Kruse, K; Cargo, M

1997-01-01

To apply Karasek's Job Content Model to an analysis of the relationships between job type and perceived stress and stress behaviors in a large company during a period of reorganization and downsizing. Cross-sectional mail-out, mail-back survey. A large Canadian telephone/telecommunications company. Stratified random sample (stratified by job category) of 2200 out of 13,000 employees with a response rate of 48.8%. Responses to 25 of Karasek's core questions were utilized to define four job types: low-demand and high control = "relaxed"; high demand and high control = "active"; low demand and low control = "passive", and high demand and low control = "high strain." These job types were compared against self-reported stress levels, perceived general level of health, absenteeism, alcohol use, exercise level, and use of medications and drugs. Similar analyses were performed to assess the influence of shift work. Employees with "passive" or "high strain" job types reported higher levels of stress (trend test p < .0001); poorer health (trend test P = .006); and higher levels of absenteeism (trend test p < .0001). More shift workers reported themselves in poor or fair health (chi-square p = .018) and reported high levels of stress at home (chi-square p = .002) than nonshift workers. The relationships between job type and levels of stress, health and absenteeism, however, held for nonshift workers as well. Job types with high demand and low control were associated with increased stress, increased absenteeism, and poorer self-concept of health. The demand/control model of Karasek and Theorell was validated in this setting with respect to stress and some stress-associated attitudes and behaviors.

THE JOB DIMENSIONS OF ’WORKER ORIENTED’ JOB VARIABLES AND OF THEIR ATTRIBUTE PROFILES AS BASED ON DATA FROM THE POSITION ANALYSIS QUESTIONNAIRE.

DTIC Science & Technology

PAQ ). Two major data sources were developed and structured in terms of the behavioral job elements comprising the PAQ . One set of data consisted...of 536 jobs analyzed with the PAQ , while the second set of data consisted of the ratings of the relevance of 67 different human attributes to each of...the job activities and work situations described in the PAQ . Three different multivariate procedures were used to construct several sets of job

Job Sharing: A Part-Time Career for a Fuller Life.

ERIC Educational Resources Information Center

Koblinsky, Sally A.; Mikitka, Kathleen F.

1984-01-01

Describes job sharing as a rewarding alternative for those who wish to combine a career with child rearing, education, avocations, or leisure activities. Advantages and drawbacks for employers and suggestions for prospective job sharers are elaborated. (SK)

34 CFR 380.5 - What activities may the Secretary fund under community-based supported employment projects?

Code of Federal Regulations, 2011 CFR

2011-07-01

... the Secretary fund under community-based supported employment projects? (a) Authorized activities. The following activities are authorized under community-based projects: (1) Job search assistance. (2) Job... Community-Based Supported Employment projects for the provision of extended supported employment services...

48 CFR 852.207-70 - Report of employment under commercial activities.

Code of Federal Regulations, 2010 CFR

2010-10-01

... contracting officer with the following: (i) A list of employment openings including salaries and benefits, and... of employment; (v) The date of rejection of the offer, if applicable, and the salary and benefits... personnel exercising the right of first refusal, along with their completed job application forms. (2...

VISIONS2 Learning for Life Initiative. Final Report.

ERIC Educational Resources Information Center

Orangeburg-Calhoun Technical Coll., Orangeburg, SC.

During the Learning for Life Initiative, a technical college and an adult education center partnered with two area businesses to develop and deliver job-specific workplace literacy and basic skills training to employees. Major activities of the initiative included the following: comprehensive staff development program for all project instructors,…

Winning a Stake in America.

ERIC Educational Resources Information Center

Workplace Education, 1982

1982-01-01

The life and health insurance industry has begun to stimulate and support community initiatives to train and place the hard-to-employ disadvantaged in private sector jobs. Program activities include a variety of counseling, training, education, and support services. Available from W.C. Publications, Inc., P.O. Box 1578, Montclair, NJ 07042. (SK)

Curriculum Guide for Fashion Merchandising (Fashion Salesperson).

ERIC Educational Resources Information Center

Gregory, Margaret R.

This curriculum guide is designed to help teachers teach a course in fashion merchandising to high school students. The guide contains eight performance-based learning modules, each consisting of one to seven units. Each unit teaches a job-relevant task, and includes performance objectives, performance guides, resources, learning activities,…

Medical-Surgical II. Teacher Edition.

ERIC Educational Resources Information Center

Oklahoma State Dept. of Vocational and Technical Education, Stillwater. Curriculum and Instructional Materials Center.

This publication is designed to provide students with the knowledge they need to pursue a career in medical-surgical nursing. Fifteen units are provided. Each instructional unit includes some or all of the basic components of a unit of instruction: performance objectives, suggested activities for the teacher, information sheets, job sheets,…

Teens in Transition to Community Transportation

ERIC Educational Resources Information Center

Buning, Mary Ellen; Fuhrman, Susan; Shutrump, Sue

2007-01-01

In most families as children enter adolescence, conversations begin to include transportation as a way to gain greater independence. Teens naturally shift their interests toward friends, extra curricular activities, and earning money with part time jobs. Getting out of the house and developing a separate schedule from the rest of the family often…

Measuring the Impact of Port of Charleston Activities on Local Air Quality

EPA Science Inventory

Ports are a critical feature of the nation’s economy; port commerce supports 13 million jobs and contributes $3.15 trillion to the economy. The value of goods shipped through seaports represents 11% of the GDP. The US has 360 commercial ports, including 150 deep-draft seaports....

20. SITE BUILDING 002 SCANNER BUILDING IN COMPUTER ...

Library of Congress Historic Buildings Survey, Historic Engineering Record, Historic Landscapes Survey

20. SITE BUILDING 002 - SCANNER BUILDING - IN COMPUTER ROOM LOOKING AT "CONSOLIDATED MAINTENANCE OPERATIONS CENTER" JOB AREA AND OPERATION WORK CENTER. TASKS INCLUDE RADAR MAINTENANCE, COMPUTER MAINTENANCE, CYBER COMPUTER MAINTENANCE AND RELATED ACTIVITIES. - Cape Cod Air Station, Technical Facility-Scanner Building & Power Plant, Massachusetts Military Reservation, Sandwich, Barnstable County, MA

Principal's Time Use and School Effectiveness

ERIC Educational Resources Information Center

Horng, Eileen Lai; Klasik, Daniel; Loeb, Susanna

2010-01-01

School principals have complex jobs. To better understand the work lives of principals, this study uses observational time use data for all high school principals in one district. This article examines the relationship between the time principals spent on different types of activities and school outcomes, including student achievement, teacher and…

Medical-Surgical I. Teacher Edition.

ERIC Educational Resources Information Center

Oklahoma State Dept. of Vocational and Technical Education, Stillwater. Curriculum and Instructional Materials Center.

This publication is designed to provide students with the knowledge they need to pursue a career in medical-surgical nursing. Eight units are provided. Each instructional unit includes some or all of the basic components of a unit of instruction: performance objectives, suggested activities for the teacher, information sheets, job sheets, written…

Cardiac Rehabilitation. A Handbook for Vocational Rehabilitation Counselors.

ERIC Educational Resources Information Center

Brammell, H. L.; And Others

Basic information about heart disease and functional capacity assessment and its application to activity/job counseling are presented in this handbook for vocational rehabilitation counselors. Sections include the following: impact of heart disease; basic anatomy and physiology (e.g., the heart, pulmonary circulation, causes of cardiac pain, and…

Trends and tips for online recruiting and job hunts.

PubMed

Franz, D

1999-01-01

The Internet is providing new ways to find a new job or a great job candidate. Online job banks can make searches easy, but it's best to have a sense of what type of job bank will best serve your purposes. This article describes six different business models employed by Internet job banks and outlines their advantages and disadvantages. A list of online resources is included.

What Do Employers Want from Today's Job Applicants?

ERIC Educational Resources Information Center

Heinemann, Kenneth G.

1996-01-01

Discussion of what employers look for in job applicants focuses on the fields of electronics and computer technology. Highlights include people skills, including teamwork and communication; good grades and attitudes; where jobs may be advertised; curriculum; and examples from career colleges such as Heald College. (LRW)

Introduction to Agribusiness. Unit A-6.

ERIC Educational Resources Information Center

Luft, Vernon D.; Backlund, Paul

This secondary curriculum guides is comprised of two jobs (units of instruction) designed to introduce students to Agribusiness. An introductory section lists the jobs included in the guide, intended use, unit objectives, and references. Jobs included are (1) Understanding the Importance of Agribusiness and (2) Defining Types of Business…

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

ERIC Educational Resources Information Center

Voydanoff, Patricia

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

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…

Shorter can Also be Better: The Abridged Job in General Scale

ERIC Educational Resources Information Center

Russell, Steven S.; Spitzmuller, Christiane; Lin, Lilly F.; Stanton, Jeffrey M.; Smith, Patricia C.; Ironson, Gail H.

2004-01-01

The Job Descriptive Index family of job attitude measures includes the Job in General (JIG) scale, a measure of global satisfaction with one's job. The scale was originally developed and validated by Ironson, Smith, Brannick, Gibson, and Paul. Following structured scale reduction procedures developed by Stanton, Sinar, Balzer, and Smith, the…

Job Strategies for Professionals. A Survival Guide for Experienced White-Collar Workers.

ERIC Educational Resources Information Center

Farr, J. Michael, Ed.

This book, aimed at college-educated professional people, contains nine chapters covering job loss and strategies for finding new employment. Originally published by the U.S. Employment Service under the title "Job Search Guide: Strategies for Professionals," the guide presents an overview of the job search, including handling job loss, managing…

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

PubMed

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

2015-01-01

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

An investigation of coping strategies associated with job stress in teachers.

PubMed

Griffith, J; Steptoe, A; Cropley, M

1999-12-01

School teaching is regarded as a stressful occupation, but the perception of the job as stressful may be influenced by coping responses and social support. To assess the associations between teacher stress, psychological coping responses and social support, taking into account the plaintive set engendered by negative affectivity. Questionnaire survey of 780 primary and secondary school teachers (53.5% response rate). In stepwise multiple regression, social support at work and the coping responses behavioural disengagement and suppression of competing activities predicted job stress independently of age, gender, class size, occupational grade and negative affectivity. High job stress was associated with low social support at work and greater use of coping by disengagement and suppression of competing activities. It is suggested that behavioural disengagement and suppression of competing activities are maladaptive responses in a teaching environment and may actually contribute to job stress. Coping and social support not only moderate the impact of stressors on well-being but influence the appraisal of environmental demands as stressful.

The effectiveness of job rotation to prevent work-related musculoskeletal disorders: protocol of a cluster randomized clinical trial.

PubMed

Comper, Maria Luiza Caires; Padula, Rosimeire Simprini

2014-05-22

Job rotation has often been used in situations where the level of exposure cannot be reduced due to the characteristics of the job or through physical measures. However, the effectiveness of the job rotation strategy at preventing musculoskeletal complaints lacks adequate scientific data. A cluster randomized controlled trial will be used to investigate the effectiveness of job rotation to prevent musculoskeletal disorders in industrial workers. The randomized cluster was based in characteristics of production sectors. A total cluster will be 4 sectors, and 957 workers will be recruited from a textile industry and randomly allocated into intervention or control groups. Both groups will receive training on ergonomics guidelines. In addition, the intervention group will perform job rotation, switching between tasks with low, moderate, and high risk for musculoskeletal complaints. The primary outcome will be the number of working hours lost due to sick leave by musculoskeletal injuries recorded in employee administrative data bases. Secondary outcomes measured via survey include: body parts with musculoskeletal pain, the intensity of this pain, physical workload, fatigue, general health status, physical activity level, and work productivity. Secondary outcome measures will be assessed at baseline and after 3, 6, 9, and 12 months. The cost-effectiveness analysis will be performed from the societal and company perspective. Prevention of work-related musculoskeletal disorders is beneficial for workers, employers, and society. The results of this study will provide new information about the effectiveness of job rotation as a strategy to reduce work-related musculoskeletal disorders. NCT01979731, November 3, 2013.

The effectiveness of job rotation to prevent work-related musculoskeletal disorders: protocol of a cluster randomized clinical trial

PubMed Central

2014-01-01

Background Job rotation has often been used in situations where the level of exposure cannot be reduced due to the characteristics of the job or through physical measures. However, the effectiveness of the job rotation strategy at preventing musculoskeletal complaints lacks adequate scientific data. Methods/Design A cluster randomized controlled trial will be used to investigate the effectiveness of job rotation to prevent musculoskeletal disorders in industrial workers. The randomized cluster was based in characteristics of production sectors. A total cluster will be 4 sectors, and 957 workers will be recruited from a textile industry and randomly allocated into intervention or control groups. Both groups will receive training on ergonomics guidelines. In addition, the intervention group will perform job rotation, switching between tasks with low, moderate, and high risk for musculoskeletal complaints. The primary outcome will be the number of working hours lost due to sick leave by musculoskeletal injuries recorded in employee administrative data bases. Secondary outcomes measured via survey include: body parts with musculoskeletal pain, the intensity of this pain, physical workload, fatigue, general health status, physical activity level, and work productivity. Secondary outcome measures will be assessed at baseline and after 3, 6, 9, and 12 months. The cost-effectiveness analysis will be performed from the societal and company perspective. Discussion Prevention of work-related musculoskeletal disorders is beneficial for workers, employers, and society. The results of this study will provide new information about the effectiveness of job rotation as a strategy to reduce work-related musculoskeletal disorders. Trial registration NCT01979731, November 3, 2013 PMID:24885958

The job content questionnaire in various occupational contexts: applying a latent class model.

PubMed

Santos, Kionna Oliveira Bernardes; Araújo, Tânia Maria de; Carvalho, Fernando Martins; Karasek, Robert

2017-05-17

To evaluate Job Content Questionnaire(JCQ) performance using the latent class model. We analysed cross-sectional studies conducted in Brazil and examined three occupational categories: petroleum industry workers (n=489), teachers (n=4392) and primary healthcare workers (3078)and 1552 urban workers from a representative sample of the city of Feira de Santana in Bahia, Brazil. An appropriate number of latent classes was extracted and described each occupational category using latent class analysis, a multivariate method that evaluates constructs and takes into accountthe latent characteristics underlying the structure of measurement scales. The conditional probabilities of workers belonging to each class were then analysed graphically. Initially, the latent class analysis extracted four classes corresponding to the four job types (active, passive, low strain and high strain) proposed by the Job-Strain model (JSM) and operationalised by the JCQ. However, after taking into consideration the adequacy criteria to evaluate the number of extracted classes, three classes (active, low strain and high strain) were extracted from the studies of urban workers and teachers and four classes (active, passive, low strain and high strain) from the study of primary healthcare and petroleum industry workers. The four job types proposed by the JSM were identified among primary healthcare and petroleum industry workers-groups with relatively high levels of skill discretion and decision authority. Three job types were identified for teachers and urban workers; however, passive job situations were not found within these groups. The latent class analysis enabled us to describe the conditional standard responses of the job types proposed by the model, particularly in relation to active jobs and high and low strain situations. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2017. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

Targeted Jobs Tax Credit: Findings from Employer Surveys.

ERIC Educational Resources Information Center

Bishop, John, Ed.

This collection includes eight reports of findings from a series of employer surveys designed to assess the effectiveness of the Targeted Jobs Tax Credit (TJTC). The following papers are included: "Introduction," by John Bishop; "Utilization of the Targeted Jobs Tax Credit," by John Bishop and Susan Ashbrook; "Multivariate…

Introduction to Vocational Agriculture/Agribusiness. Unit A-1.

ERIC Educational Resources Information Center

Luft, Vernon D.; Backlund, Paul

This secondary curriculum guide is comprised of three jobs (units of instruction) designed to introduce students to vocational agriculture. An introductory section lists the jobs included in the guide, intended use, unit objectives, and references. Jobs included are (1) Recognizing the Importance of Agriculture, (2) Understanding the Vocational…

Job Satisfaction of Academic Librarians: A Review of Literature.

ERIC Educational Resources Information Center

Mirfakhrai, Mohammad H.

This literature review on job satisfaction of academic librarians is divided into two sections. The first section deals with the conceptual framework which includes two theoretical approaches to job satisfaction. These theories include Maslow's Needs Hierarchy Theory and Herzberg's Two-Factor (Motivation/Hygiene) Theory. Criticisms of these…

New Projections to 1995.

ERIC Educational Resources Information Center

Occupational Outlook Quarterly, 1986

1986-01-01

Projections of job outlook result from analysis of the economy, including labor force, consumer, and government spending trends. This article looks at expected changes in such factors and shows how they affect job prospects. Includes lists of the fastest growing occupations and the occupations that will provide the most new jobs between now and…

Job demand and cardiovascular disease risk factor in white-collar workers.

PubMed

Song, Young Kyu; Lee, Kang Koo; Kim, Hyoung Ryoul; Koo, Jung-Wan

2010-01-01

This study was conducted to determine whether job demand played a role as a risk factor of cardiovascular diseases by comparing changes of blood pressure, heart rate and rate pressure product (RPP) showing myocardial oxygen consumption (MVO2) according to levels of job demand. This cross-sectional study divided 177 male white-collar workers without a cardiovascular or metabolic disease according to their job demand and analyzed their body composition and results of graded exercise testing. There was no significant difference in height, body weight, body mass index (BMI), waist to hip ratio (WHR) and body fat percentage according to job demand. Maximal oxygen consumption (VO2max) and anaerobic threshold (AT) also did not show a significant difference. However, systolic blood pressures at the seventh and eighth stages over AT during exercise were significantly different and RPP was found to have a significant difference overall according to the job demand (p<0.05). These results meant that job demand affected systolic pressure in physical activities or at exercise intensity over AT and reduced energy efficiency of myocardium during physical activities. The results suggest that high job demand may be a risk factor of cardiovascular diseases.

Examination of arthritis-related work place activity limitations and intermittent disability over four-and-a-half years and its relationship to job modifications and outcomes.

PubMed

Gignac, Monique A M; Cao, Xingshan; Tang, Kenneth; Beaton, Dorcas E

2011-07-01

To examine the type, degree, and episodic nature of arthritis-related work place activity limitations and the consistency of the relationship of activity limitations to job modifications and work place outcomes. Using an interviewer-administered structured questionnaire, individuals with osteoarthritis (OA) or inflammatory arthritis (IA) were interviewed at 4 time points, 18 months apart. At baseline, all participants (n = 490; 381 women, 109 men) were employed. Respondents were recruited using community advertising and from rheumatology and rehabilitation clinics. The Workplace Activity Limitations Scale (WALS) assessed arthritis-related disability with job tasks. Job modifications/accommodations (e.g., scheduling changes), work place outcomes (e.g., absenteeism), demographics, illness, and work context were also measured. Repeated cross-sectional logistic regressions examined levels of WALS disability with job modifications and outcomes at each time point. Similar levels of activity limitations were found comparing OA and IA with fewer difficulties with global aspects of work (e.g., scheduling) than with specific tasks (e.g., working with hands). Three-quarters of the participants had episodic or intermittent WALS difficulty over time. Medium and high levels of work place activity limitations were significantly associated with job modifications, and high WALS difficulty was consistently related to negative work outcomes. Many individuals with arthritis report some difficulty with work place activities. However, these difficulties are often intermittent and may not result in changes to work productivity until they are consistently high. This is important for designing work place interventions and for employers, insurers, and the government to understand to avoid viewing individuals with arthritis as a permanent drain on work place and health resources. Copyright © 2011 by the American College of Rheumatology.

Job-specific mandatory medical examinations for the police force.

PubMed

Boschman, J S; Hulshof, C T J; Frings-Dresen, M H W; Sluiter, J K

2017-08-01

Mandatory medical examinations (MMEs) of workers should be based on the health and safety requirements that are needed for effectively performing the relevant work. For police personnel in the Netherlands, no job-specific MME exists that takes the specific tasks and duties into account. To provide the Dutch National Police with a knowledge base for job-specific MMEs for police personnel that will lead to equitable decisions from an occupational health perspective about who can perform police duties. We used a stepwise mixed-methods approach in which we included interviews with employees and experts and a review of the national and international literature. We determined the job demands for the various police jobs, determined which were regarded as specific job demands and formulated the matching health requirements as specific as possible for each occupation. A total of 21 specific job demands were considered relevant in different police jobs. These included biomechanical, physiological, physical, emotional, psychological/cognitive and sensory job demands. We formulated both police-generic and job-specific health requirements based on the specific job demands. Two examples are presented: bike patrol and criminal investigation. Our study substantiated the need for job-specific MMEs for police personnel. We found specific job demands that differed substantially for various police jobs. The corresponding health requirements were partly police-generic, and partly job-specific. © The Author 2017. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com

The Relationship Between Army CRNA Job Satisfaction and Turnover

DTIC Science & Technology

1998-10-01

performance . These factors would be predicted to influence job satisfaction . The third component in Stage II, interpersonal relations which includes group...produce more although this is not consistently substantiated ( Vroom , 1964). Vroom (1964) found that job satisfaction was directly related to the...from the job, and what is supplied by the job in terms of needs. Vroom identified an inverse relationship between job satisfaction and turnover. 16

What is a 'good' job? Modelling job quality for blue collar workers.

PubMed

Jones, Wendy; Haslam, Roger; Haslam, Cheryl

2017-01-01

This paper proposes a model of job quality, developed from interviews with blue collar workers: bus drivers, manufacturing operatives and cleaners (n  =  80). The model distinguishes between core features, important for almost all workers, and 'job fit' features, important to some but not others, or where individuals might have different preferences. Core job features found important for almost all interviewees included job security, personal safety and having enough pay to meet their needs. 'Job fit' features included autonomy and the opportunity to form close relationships. These showed more variation between participants; priorities were influenced by family commitments, stage of life and personal preference. The resulting theoretical perspective indicates the features necessary for a job to be considered 'good' by the person doing it, whilst not adversely affecting their health. The model should have utility as a basis for measuring and improving job quality and the laudable goal of creating 'good jobs'. Practitioner Summary: Good work can contribute positively to health and well-being, but there is a lack of agreement regarding the concept of a 'good' job. A model of job quality has been constructed based on semi-structured worker interviews (n  =  80). The model emphasises the need to take into account variation between individuals in their preferred work characteristics.

Incidence of shoulder and neck pain in a working population: effect modification between mechanical and psychosocial exposures at work? Results from a one year follow up of the Malmö shoulder and neck study cohort

PubMed Central

Ostergren, P.; Hanson, B.; Balogh, I.; Ektor-Andersen, J.; Isacsson, A.; Orbaek, P.; Winkel, J.; Isacsson, S.; t for

2005-01-01

Study objective: To assess the impact of mechanical exposure and work related psychosocial factors on shoulder and neck pain. Design: A prospective cohort study. Participants: 4919 randomly chosen, vocationally active men and women ages 45–65 residing in a Swedish city. Neck and shoulder pain were determined by the standardised Nordic questionnaire. Mechanical exposure was assessed by an index based on 11 items designed and evaluated for shoulder and neck disorders. Work related psychosocial factors were measured by the Karasek and Theorell demand-control instrument. Main results: High mechanical exposure was associated with heightened risk for shoulder and neck pain among men and women during follow up. Age adjusted odds ratios (OR) were 2.17 (95% confidence intervals (CI): 1.65, 2.85) and 1.59 (95% CI: 1.22, 2.06), respectively. In women, job strain (high psychological job demands and low job decision latitude) correlated with heightened risk (OR = 1.73, 95% CI: 1.29, 2.31). These risk estimates remained statistically significant when controlled for high mechanical exposure regarding job strain (and vice versa), and for sociodemographic factors. Testing for effect modification between high mechanical exposure and job strain showed them acting synergistically only in women. Conclusion: Job related mechanical exposure in both sexes, and psychosocial factors in women, seem independently of each other to play a part for development of shoulder and neck pain in vocationally active people. The effect of psychosocial factors was more prominent in women, which could be the result of biological factors as well as gender issues. These results suggest that interventions aiming at reducing the occurrence of shoulder and neck pain should include both mechanical and psychosocial factors. PMID:16100307

Which resources moderate the effects of demanding work schedules on nurses working in residential elder care? A longitudinal study.

PubMed

Peters, Velibor; Houkes, Inge; de Rijk, Angelique E; Bohle, Philip L; Engels, Josephine A; Nijhuis, Frans J N

2016-06-01

Shiftwork is a major job demand for nurses and has been related to various negative consequences. Research suggests that personal and job resources moderate the impact of work schedules on stress, health and well-being. This longitudinal study examined whether the interactions of personal and job resources with work schedule demands predicted work engagement and emotional exhaustion in nursing. This longitudinal study included two waves of data collection with a one year follow-up using self-report questionnaires among 247 nurses working shifts or irregular working hours in residential care for the elderly in the Netherlands. Moderated structural equation modelling was conducted to examine the interactions between personal and job resources and work schedule demands. Two work schedule demands were assessed: type of work schedule (demanding vs. less demanding) and average weekly working hours. Two personal resources, active coping and healthy lifestyle, and two job resources, work schedule control and the work schedule fit with nurses' private life, were assessed. Results showed that the work schedule fit with nurses' private life buffered the relationship between work schedule demands and emotional exhaustion one year later. Furthermore, the work schedule fit with nurses' private life increased work engagement one year later when work schedule demands were high. Work schedule control strengthened the positive relationship between work schedule demands and emotional exhaustion one year later. The personal resources, active coping and healthy lifestyle were no moderators in this model. Nurses suffer less from decreasing work engagement and emotional exhaustion due to work schedule demands when their work schedules fit with their private lives. Work schedule control did not buffer, but strengthened the positive relationship between weekly working hours and emotional exhaustion one year later. Job resources appeared to be more important for nurses' well-being than personal resources. These findings highlight the importance of the fit of a work schedule with nurse's private life, if the work schedule is demanding. Copyright © 2016. Published by Elsevier Ltd.

Replicating Jobs in Business and Industry for Persons with Disabilities. Volume Two.

ERIC Educational Resources Information Center

Tindall, Lloyd W; And Others

This publication provides information about jobs performed in business and industry by persons with disabilities. The first section suggests ways to use the guide. Section 2 lists 70 job descriptions, each of which includes information on the following: the type of job, disability of the person performing the job, company information, job…

Machine Shop Suggested Job and Task Sheets. Part I. 25 Elementary Jobs.

ERIC Educational Resources Information Center

Texas A and M Univ., College Station. Vocational Instructional Services.

This volume consists of elementary job and task sheets adaptable for use in the regular vocational industrial education programs for the training of machinists and machine shop operators. Twenty-five simple machine shop job sheets are included. Some or all of this material is provided for each job sheet: an introductory sheet with aim, checking…

Machine Shop Suggested Job and Task Sheets. Part II. 21 Advanced Jobs.

ERIC Educational Resources Information Center

Texas A and M Univ., College Station. Vocational Instructional Services.

This volume consists of advanced job and task sheets adaptable for use in the regular vocational industrial education programs for the training of machinists and machine shop operators. Twenty-one advanced machine shop job sheets are included. Some or all of this material is provided for each job: an introductory sheet with aim, checking…

Psychosocial job stress and immunity: a systematic review.

PubMed

Nakata, Akinori

2012-01-01

The purpose of this review was to provide current knowledge about the possible association between psychosocial job stress and immune parameters in blood, saliva, and urine. Using bibliographic databases (PubMed, PsychINFO, Web of Science, Medline) and the snowball method, 56 studies were found. In general, exposure to psychosocial job stress (high job demands, low job control, high job strain, job dissatisfaction, high effort-reward imbalance, overcommitment, burnout, unemployment, organizational downsizing, economic recession) had a measurable impact on immune parameters (reduced NK cell activity, NK and T cell subsets, CD4+/CD8+ ratio, and increased inflammatory markers). The evidence supports that psychosocial job stresses are related to disrupted immune responses but further research is needed to demonstrate cause-effect relationships.

Athletics, Clubs, or Music? The Influence of College Extracurricular Activities on Job Prestige and Satisfaction

ERIC Educational Resources Information Center

Kim, Jeongeun; Bastedo, Michael N.

2017-01-01

In this study, we investigate how college extracurricular activities influence students' early occupational outcomes. In particular, we examine how the type and number of extracurricular activities, as well as level of participation, influence occupational prestige and job satisfaction. Employing the three national databases, we compare the…

Physician Assistant Job Satisfaction: A Narrative Review of Empirical Research.

PubMed

Hooker, Roderick S; Kuilman, Luppo; Everett, Christine M

2015-12-01

To examine physician assistant (PA) job satisfaction and identify factors predicting job satisfaction and identify areas of needed research. With a global PA movement underway and a half-century in development, the empirical basis for informing employers of approaches to improve job satisfaction has not received a careful review. A narrative review of empirical research was undertaken to inform stakeholders about PA employment with a goal of improved management. The a priori criteria included published studies that asked PAs about job satisfaction. Articles addressing PA job satisfaction, written in English, were reviewed and categorized according to the Job Characteristics Model. Of 68 publications reviewed, 29 met criteria and were categorized in a Job Characteristics Model. Most studies report a high degree of job satisfaction when autonomy, income, patient responsibility, physician support, and career advancement opportunities are surveyed. Age, sex, specialty, and occupational background are needed to understand the effect on job satisfaction. Quality of studies varies widely. Employers may want to examine their relationships with PAs periodically. The factors of job satisfaction may assist policymakers and health administrators in creating welcoming professional employment environments. The main limitation: no study comprehensively evaluated all the antecedents of job satisfaction. PAs seem to experience job satisfaction supported by low attrition rates and competitive wages. Contributing factors are autonomy, experienced responsibility, pay, and supportive supervising physician. A number of intrinsic rewards derived from the performance of the job within the social environment, along with extrinsic rewards, may contribute to overall job satisfaction. PA job satisfaction research is underdeveloped; investigations should include longitudinal studies, cohort analyses, and economic determinants.

Brownfields Grants Information

EPA Pesticide Factsheets

This asset includes all types of information regarding Brownfields grant programs that subsidize/support Brownfield cleanup. This includes EPA's Brownfields Program grant funding for brownfields assessment, cleanup, revolving loans, and environmental job training. Assessment grants provide funding for a grant recipient to inventory, characterize, assess, and conduct planning and community involvement related to brownfield sites. Revolving Loan Fund Grants enable States, political subdivisions, and Indian tribes to make low interest loans to carryout cleanup activities at brownfields properties. Cleanup grants provide funding for a grant recipient to carry out cleanup activities at brownfield sites. Environmental Workforce Development and Job Training Grants are designed to provide funding to eligible entities, including nonprofit organizations, to recruit, train, and place predominantly low-income and minority, unemployed and under-employed residents of solid and hazardous waste-impacted communities with the skills needed to secure full-time, sustainable employment in the environmental field and in the assessment and cleanup work taking place in their communities. Training, Research, and Technical Assistance Grants provide funding to eligible organizations to provide training, research, and technical assistance to facilitate brownfields cleanup. Regulatory authority for the collection and use of this information is found in the Small Business Liability Relief

Relationships among work stress, job satisfaction, mental health, and healthy lifestyle behaviors in new graduate nurses attending the nurse athlete program: a call to action for nursing leaders.

PubMed

Melnyk, Bernadette Mazurek; Hrabe, David P; Szalacha, Laura A

2013-01-01

Although nurses are educated to take outstanding care of others, they themselves often have poor health outcomes, including high rates of depression and obesity, which are associated with stressful work environments. Furthermore, a high percentage of new graduate nurses leave their positions in the first year of employment, resulting in exorbitant costs to health care systems. The aim of this study was to determine the relationships among key variables that influence job satisfaction and healthy lifestyle behaviors of new graduate nurses, including workplace stress, work environment, lifestyle beliefs, and mental health. A descriptive correlational design was used with baseline data from 61 new graduate nurses attending the 2-day Nurse Athlete program, a workshop that focuses on nutrition, energy management, and physical activity. Higher levels of workplace stress were associated with higher levels of depression and anxiety as well as lower levels of resiliency, job satisfaction, and healthy lifestyle beliefs. Nurse leaders and managers must invest in creating healthy work environments for new and experienced nurses as well as provide mental health screening, resources, and intervention programs that focus on education and skills-building in health promoting behaviors, including emotional regulation of stress, anxiety, and depression.

JobCenter: an open source, cross-platform, and distributed job queue management system optimized for scalability and versatility

PubMed Central

2012-01-01

Background Laboratories engaged in computational biology or bioinformatics frequently need to run lengthy, multistep, and user-driven computational jobs. Each job can tie up a computer for a few minutes to several days, and many laboratories lack the expertise or resources to build and maintain a dedicated computer cluster. Results JobCenter is a client–server application and framework for job management and distributed job execution. The client and server components are both written in Java and are cross-platform and relatively easy to install. All communication with the server is client-driven, which allows worker nodes to run anywhere (even behind external firewalls or “in the cloud”) and provides inherent load balancing. Adding a worker node to the worker pool is as simple as dropping the JobCenter client files onto any computer and performing basic configuration, which provides tremendous ease-of-use, flexibility, and limitless horizontal scalability. Each worker installation may be independently configured, including the types of jobs it is able to run. Executed jobs may be written in any language and may include multistep workflows. Conclusions JobCenter is a versatile and scalable distributed job management system that allows laboratories to very efficiently distribute all computational work among available resources. JobCenter is freely available at http://code.google.com/p/jobcenter/. PMID:22846423

Rank, job stress, psychological distress and physical activity among military personnel.

PubMed

Martins, Lilian Cristina X; Lopes, Claudia S

2013-08-03

Physical fitness is one of the most important qualities in armed forces personnel. However, little is known about the association between the military environment and the occupational and leisure-time dimensions of the physical activity practiced there. This study assessed the association of rank, job stress and psychological distress with physical activity levels (overall and by dimensions). This a cross-sectional study among 506 military service personnel of the Brazilian Army examined the association of rank, job stress and psychological distress with physical activity through multiple linear regression using a generalized linear model. The adjusted models showed that the rank of lieutenant was associated with most occupational physical activity (β = 0.324; CI 95% 0.167; 0.481); "high effort and low reward" was associated with more occupational physical activity (β = 0.224; CI 95% 0.098; 0.351) and with less physical activity in sports/physical exercise in leisure (β = -0.198; CI 95% -0.384; -0.011); and psychological distress was associated with less physical activity in sports/exercise in leisure (β = -0.184; CI 95% -0.321; -0.046). The results of this study show that job stress and rank were associated with higher levels of occupational physical activity. Moreover job stress and psychological distress were associated with lower levels of physical activity in sports/exercises. In the military context, given the importance of physical activity and the psychosocial environment, both of which are related to health, these findings may offer input to institutional policies directed to identifying psychological distress early and improving work relationships, and to creating an environment more favorable to increasing the practice of leisure-time physical activity.

Rank, job stress, psychological distress and physical activity among military personnel

PubMed Central

2013-01-01

Background Physical fitness is one of the most important qualities in armed forces personnel. However, little is known about the association between the military environment and the occupational and leisure-time dimensions of the physical activity practiced there. This study assessed the association of rank, job stress and psychological distress with physical activity levels (overall and by dimensions). Methods This a cross-sectional study among 506 military service personnel of the Brazilian Army examined the association of rank, job stress and psychological distress with physical activity through multiple linear regression using a generalized linear model. Results The adjusted models showed that the rank of lieutenant was associated with most occupational physical activity (β = 0.324; CI 95% 0.167; 0.481); “high effort and low reward” was associated with more occupational physical activity (β = 0.224; CI 95% 0.098; 0.351) and with less physical activity in sports/physical exercise in leisure (β = −0.198; CI 95% −0.384; −0.011); and psychological distress was associated with less physical activity in sports/exercise in leisure (β = −0.184; CI 95% −0.321; −0.046). Conclusions The results of this study show that job stress and rank were associated with higher levels of occupational physical activity. Moreover job stress and psychological distress were associated with lower levels of physical activity in sports/exercises. In the military context, given the importance of physical activity and the psychosocial environment, both of which are related to health, these findings may offer input to institutional policies directed to identifying psychological distress early and improving work relationships, and to creating an environment more favorable to increasing the practice of leisure-time physical activity. PMID:23914802

Systematically extracting metal- and solvent-related occupational information from free-text responses to lifetime occupational history questionnaires.

PubMed

Friesen, Melissa C; Locke, Sarah J; Tornow, Carina; Chen, Yu-Cheng; Koh, Dong-Hee; Stewart, Patricia A; Purdue, Mark; Colt, Joanne S

2014-06-01

Lifetime occupational history (OH) questionnaires often use open-ended questions to capture detailed information about study participants' jobs. Exposure assessors use this information, along with responses to job- and industry-specific questionnaires, to assign exposure estimates on a job-by-job basis. An alternative approach is to use information from the OH responses and the job- and industry-specific questionnaires to develop programmable decision rules for assigning exposures. As a first step in this process, we developed a systematic approach to extract the free-text OH responses and convert them into standardized variables that represented exposure scenarios. Our study population comprised 2408 subjects, reporting 11991 jobs, from a case-control study of renal cell carcinoma. Each subject completed a lifetime OH questionnaire that included verbatim responses, for each job, to open-ended questions including job title, main tasks and activities (task), tools and equipment used (tools), and chemicals and materials handled (chemicals). Based on a review of the literature, we identified exposure scenarios (occupations, industries, tasks/tools/chemicals) expected to involve possible exposure to chlorinated solvents, trichloroethylene (TCE) in particular, lead, and cadmium. We then used a SAS macro to review the information reported by study participants to identify jobs associated with each exposure scenario; this was done using previously coded standardized occupation and industry classification codes, and a priori lists of associated key words and phrases related to possibly exposed tasks, tools, and chemicals. Exposure variables representing the occupation, industry, and task/tool/chemicals exposure scenarios were added to the work history records of the study respondents. Our identification of possibly TCE-exposed scenarios in the OH responses was compared to an expert's independently assigned probability ratings to evaluate whether we missed identifying possibly exposed jobs. Our process added exposure variables for 52 occupation groups, 43 industry groups, and 46 task/tool/chemical scenarios to the data set of OH responses. Across all four agents, we identified possibly exposed task/tool/chemical exposure scenarios in 44-51% of the jobs in possibly exposed occupations. Possibly exposed task/tool/chemical exposure scenarios were found in a nontrivial 9-14% of the jobs not in possibly exposed occupations, suggesting that our process identified important information that would not be captured using occupation alone. Our extraction process was sensitive: for jobs where our extraction of OH responses identified no exposure scenarios and for which the sole source of information was the OH responses, only 0.1% were assessed as possibly exposed to TCE by the expert. Our systematic extraction of OH information found useful information in the task/chemicals/tools responses that was relatively easy to extract and that was not available from the occupational or industry information. The extracted variables can be used as inputs in the development of decision rules, especially for jobs where no additional information, such as job- and industry-specific questionnaires, is available. Published by Oxford University Press on behalf of the British Occupational Hygiene Society 2014.

Dynamics of the job search process: developing and testing a mediated moderation model.

PubMed

Sun, Shuhua; Song, Zhaoli; Lim, Vivien K G

2013-09-01

Taking a self-regulatory perspective, we develop a mediated moderation model explaining how within-person changes in job search efficacy and chronic regulatory focus interactively affect the number of job interview offers and whether job search effort mediates the cross-level interactive effects. A sample of 184 graduating college students provided monthly reports of their job search activities over a period of 8 months. Findings supported the hypothesized relationships. Specifically, at the within-person level, job search efficacy was positively related with the number of interview offers for job seekers with strong prevention focus and negatively related with the number of interview offers for job seekers with strong promotion focus. Results show that job search effort mediated the moderated relationships. Findings enhance understandings of the complex self-regulatory processes underlying job search. PsycINFO Database Record (c) 2013 APA, all rights reserved

Workers' load and job-related stress after a reform and work system change in a hospital kitchen in Japan.

PubMed

Matsuzuki, Hiroe; Haruyama, Yasuo; Muto, Takashi; Aikawa, Kaoru; Ito, Akiyoshi; Katamoto, Shizuo

2013-03-01

Many kitchen work environments are considered to be severe; however, when kitchens are reformed or work systems are changed, the question of how this influences kitchen workers and environments arises. The purpose of this study is to examine whether there was a change in workload and job-related stress for workers after a workplace environment and work system change in a hospital kitchen. The study design is a pre-post comparison of a case, performed in 2006 and 2008. The air temperature and humidity in the workplace were measured. Regarding workload, work hours, fluid loss, heart rate, and amount of activity [metabolic equivalents of task (METs)] of 7 and 8 male subjects pre- and post-reform, respectively, were measured. Job-related stress was assessed using a self-reporting anonymous questionnaire for 53 and 45 workers pre- and post-system change, respectively. After the reform and work system change, the kitchen space had increased and air-conditioners had been installed. The workplace environment changes included the introduction of temperature-controlled wagons whose operators were limited to male workers. The kitchen air temperature decreased, so fluid loss in the subjects decreased significantly. However, heart rate and METs in the subjects increased significantly. As for job-related stress, although workplace environment scores improved, male workers' total job stress score increased. These results suggest that not only the workplace environment but also the work system influenced the workload and job stress on workers.

20 CFR 668.500 - What services may INA grantees provide to or for employers under section 166?

Code of Federal Regulations, 2010 CFR

2010-04-01

...-employment training; (4) Customized training; (5) On-the-Job training (OJT); (6) Post-employment services, including training and support services to encourage job retention and upgrading; (7) Work experience for... participants, including job restructuring services; (2) Recruitment and assessment of potential employees, with...

Job Sharing for Teachers. Bibliographies in Education. No. 79.

ERIC Educational Resources Information Center

Canadian Teachers' Federation, Ottawa (Ontario).

This annotated bibliography focusing on job sharing for teachers contains 37 book citations and 94 journal article citations. While the particular focus was on job sharing for teachers, general works which provide useful information on such arrangements have been included. A special effort was made to include all Canadian references related to job…

Levels and correlates of physical activity, inactivity and body mass index among Saudi women working in office jobs in Riyadh city.

PubMed

Albawardi, Nada M; Jradi, Hoda; Al-Hazzaa, Hazzaa M

2016-06-20

Physical inactivity is among the leading risk factors for non-communicable diseases. Saudi Arabia has just begun to address physical inactivity as recent studies have shown an alarming prevalence of insufficiently physically active adults. Saudi women are identified as among the most overweight/obese and least active worldwide. With an increase in the number of women in office based jobs, the risk of physical inactivity is likely to increase. Identifying the level and correlates for high BMI and physical inactivity in Saudi women will help to plan more effective public health strategies. The aim of this study is to assess the level of physical activity, inactivity and body mass index among Saudi women working in office based jobs in Riyadh city and identify the correlates for overweight, obesity and low physical activity. A cross- sectional study was conducted on 420 Saudi women aged 18 to 58 years working in office based jobs in eight worksites in Riyadh, Saudi Arabia. Body mass index was determined using weight and height measurements and physical activity was assessed based on a validated self-administered questionnaire. The majority of the subjects were overweight or obese (58.3 %). Overweight/obesity was associated with increased age, lower income and with those working in the public versus private sector. More than half of the sample (52.1 %) were insufficiently physically active. Participants working seven or more hours per day and those working in private versus public sector were significantly associated with low physical activity. This study identified Saudi women working in office based jobs as a high risk group for overweight, obesity and physical inactivity. As sedentary jobs may compound the risk for obesity and physical inactivity, this may support the use of workplace health programs to reduce sitting time and promote physical activity as a viable public health initiative.

Psychosocial Risks Generated By Assets Specific Design Software

NASA Astrophysics Data System (ADS)

Remus, Furtună; Angela, Domnariu; Petru, Lazăr

2015-07-01

The human activity concerning an occupation is resultant from the interaction between the psycho-biological, socio-cultural and organizational-occupational factors. Tehnological development, automation and computerization that are to be found in all the branches of activity, the level of speed in which things develop, as well as reaching their complexity, require less and less physical aptitudes and more cognitive qualifications. The person included in the work process is bound in most of the cases to come in line with the organizational-occupational situations that are specific to the demands of the job. The role of the programmer is essencial in the process of execution of ordered softwares, thus the truly brilliant ideas can only come from well-rested minds, concentrated on their tasks. The actual requirements of the jobs, besides the high number of benefits and opportunities, also create a series of psycho-social risks, which can increase the level of stress during work activity, especially for those who work under pressure.

Abstracts of ARI Research Publications, FY 1977

DTIC Science & Technology

1980-04-01

significant part of the job and (b) the amount of preparation needed. Excluding technical skill specialty activities , the jobs of company corianders in...ground sensors (UGS). When personnel or vehicle movements 4 activate a UGS in the vicinity, a monitor display elsewhere indicates the activation . This...Operators were able to detect more targets during periods of low target activity than during periods of high target activity . However, accuracy of

The DACUM Job Analysis Process.

ERIC Educational Resources Information Center

Dofasco, Inc., Hamilton (Ontario).

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

Type A in relation to job-stress, social and bioclinical variables: the Belgian Physical Fitness Study.

PubMed

Kittel, F; Kornitzer, M; De Backer, G; Dramaix, M; Sobolski, J; Degré, S; Denolin, H

1983-12-01

The present study focuses on the relationship of Type A behavior, a suspected coronary-prone behavior pattern in its overall or specific aspects, to "stress" experienced at work, and to social and coronary bioclinical risk factors. In order to measure Type A behavior and Job-Stress, respectively, the Jenkins Activity Survey Questionnaire (J.A.S. for employed persons, 1969 version) and a self-constructed Job-Stress Questionnaire were administered at a base-line examination to 2,302 men aged 40-50 years. The multivariate analysis shows: A strong Type A behavior-Job-Stress relationship; An important relationship between employment grade, educational attainment and--to a lesser extent--, marital status and, overall Type A behavior, Speed and Impatience and Job-Involvement, A weak relationship between cholesterol and triglycerides (not found in univariate analysis), and, overall Type A behavior; a small weak relationship between smoking habits, and, Speed and Impatience and Hard-Driving. A direct relationship between heavy physical activity during leisure-time and Job-Involvement.

Relationships of job demand, job control, and social support on intention to leave and depressive symptoms in Japanese nurses.

PubMed

Saijo, Yasuaki; Yoshioka, Eiji; Kawanishi, Yasuyuki; Nakagi, Yoshihiko; Itoh, Toshihiro; Yoshida, Takahiko

2016-01-01

This study aims to elucidate the relationships among the factors of the demand-control-support model (DCS) on the intention to leave a hospital job and depressive symptoms. Participants included 1,063 nurses. Job demand, job control, and support from supervisors were found to be significantly related to both the intention to leave and depressive symptoms. Based on the odds ratios per 1 SD change in the DCS factors, low support from supervisors was found to be most related to the intention to leave, and low job control was found to be most related to depressive symptoms. In models that did not include "job demand" as an independent variable, 60-h working weeks were found to have a significantly higher odds ratio for depressive symptoms. Support from supervisors is more important in preventing intention to leave and depressive symptoms among nurses than is support from co-workers. Improving job control and avoiding long working hours may be important to prevent depressive symptoms.

Trial by fire: a multivariate examination of the relation between job tenure and work injuries.

PubMed

Breslin, F C; Smith, P

2006-01-01

This study examined the relation between months on the job and lost-time claim rates, with a particular focus on age related differences. Workers' compensation records and labour force survey data were used to compute claim rates per 1000 full time equivalents. To adjust for potential confounding, multivariate analyses included age, sex, occupation, and industry, as well job tenure as predictors of claim rates. At any age, the claim rates decline as time on the job increases. For example, workers in the first month on the job were over four times more likely to have a lost-time claim than workers with over one year in their current job. The job tenure injury associations were stronger among males, the goods industry, manual occupations, and older adult workers. The present results suggest that all worker subgroups examined show increased risk when new on the job. Recommendations for improving this situation include earlier training, starting workers in low hazard conditions, reducing job turnover rates in firms, and improved monitoring of hazard exposures that new workers encounter.

Retaining Low-Income Residents in the Workforce: Lessons from the Annie E. Casey Jobs Initiative.

ERIC Educational Resources Information Center

Giloth, Bob; Gewirtz, Susan

Annie E. Casey Jobs Initiative sites recognize the challenge that long-term retention poses in today's labor market for low-income residents. They have developed key elements of an operational definition of retention, including the following: no limitation to one job, but only very limited gaps between jobs; and jobs in construction or other…

20 CFR 638.813 - Nondiscrimination; nonsectarian activities.

Code of Federal Regulations, 2010 CFR

2010-04-01

.... 638.813 Section 638.813 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Administrative Provisions... assistance. (Section 167) (b) Nonsectarian activities. Students shall not be employed or trained on the...

The relationship between ethical climate at work and job satisfaction among nurses in Tehran.

PubMed

Joolaee, Soodabeh; Jalili, Hamid Reza; Rafii, Forough; Hajibabaee, Fatemeh; Haghani, Hamid

2013-01-01

This study aimed to provide an understanding of the relationship between the ethical climate at the workplace and job satisfaction among nurses. 210 nurses working in selected wards in the Tehran University of Medical Sciences were asked to fill out questionnaires on their work environment and level of job satisfaction. The data collection tools included a questionnaire to obtain demographic data, the Olson moral climate questionnaire and Minnesota job satisfaction questionnaire. The data were analysed using SPSS software version 14. We found a significant positive relationship between the ethical climate and the level of job satisfaction among the nurses. Among the demographic variables, the working shift, income level and type of duties allocated had a significant relationship with job satisfaction. Hospital managements should pay attention to the factors influencing job motivation among nurses, including the ethical climate of the work environment.

Office of the 21st Century Workforce. XXI, Fall 2002.

ERIC Educational Resources Information Center

XXI, 2002

2002-01-01

This document presents information on the U.S. Department of Labor's activities in the following topics areas: developing a skilled workforce; keeping workers safe; building workforce security; and connecting workers with jobs. The following items are included: (1) a discussion by the president and chief executive officer of Cisco Systems, Inc.,…

Project BABS (Bilingual Academic and Business Skills). O.E.E. Evaluation Report, 1981-1982.

ERIC Educational Resources Information Center

Torres, Judith A.; Puccio, Ignazio

Project BABS is a Title VII-funded comprehensive project designed to develop the business and basic skills of limited English proficient students of Chinese/Vietnamese, Greek, Russian, and Hispanic descent. Participating students come from six New York City high schools. Major program activities include career counseling, job internships with…

Radiology Aide. Instructor Key [and] Student Manual.

ERIC Educational Resources Information Center

Hartwein, Jon; Dunham, John

This manual can be used independently by students in secondary health occupations programs or by persons receiving on-the-job training in a radiology department. The manual includes an instructor's key that provides answers to the activity sheets and unit evaluations. The manual consists of the following five units: (1) orientation to radiology;…

Going "Green": Environmental Jobs for Scientists and Engineers

ERIC Educational Resources Information Center

Ramey, Alice

2009-01-01

Green is often used as a synonym for environmental or ecological, especially as it relates to products and activities aimed at minimizing damage to the planet. Scientists and engineers have long had important roles in the environmental movement. Their expertise is focused on a variety of issues, including increasing energy efficiency, improving…

Effects of psychosocial strain on back symptoms in Tehran general hospital nursing personnel.

PubMed

Golabadi, Majid; Attarchi, Mirsaeed; Raeisi, Saeed; Namvar, Mohamad

2013-12-01

Nursing is a stressful and highly demanding job. The aim of this study was to investigate the association between psychosocial job strain and the prevalence of back symptoms in nursing personnel using the demand-control model. In a cross-sectional study, 545 nursing professionals answered to a self-administered questionnaire on demography, job content, and lower and upper back symptoms (LBS and UBS, respectively). Based on their answers, the participants were grouped as follows: low strain, high strain, active job, and passive job. The groups were compared in regard to the prevalence of LBS and UBS (totalling 58.5% and 47.9%, respectively) over the past 12 months. We found no association between job control and back symptoms, but participants with high psychosocial job demands showed greater risk of LBS (OR=1.57 and p=0.014) and UBS (OR=1.73 and p=0.005) than those with low job demands. LBS in the low strain, high strain, and active job groups was more prevalent than in the passive group (OR=1.64, OR=2.49 and OR=1.90, respectively; p≤0.05). In addition, the high strain group showed greater prevalence of UBS than the passive group (OR=1.82 and p=0.019). Our study suggests that psychosocial job strain, high psychosocial demands in particular, may be associated with greater prevalence of back symptoms in nursing personnel. Our findings may help to design preventive measures that would lower the prevalence of musculoskeletal disorders in this profession.

Health behaviors and occupational stress of Brazilian civil servants living in an urban center.

PubMed

Goston, Janaina Lavalli; Caiaffa, Waleska Teixeira; de Souza Andrade, Amanda Cristina; Vlahov, David

2013-01-01

Occupational stress and unhealthy lifestyles are common characteristics of urban workers. The association between health behaviors and job stress of urban Brazilian civil servants was studied. A cross-sectional study included 893 workers. Health markers, the dependent variables, were: Fruit/vegetable (FV) and alcohol (A) intake, physical activity (PA), including at work (PAW), smoking (S), BMI ≥ 25 Kg/m(2). Occupational stress, assessed by Job Stress Scale-Brazilian version, classified employees into: High-strain, Low-strain, Active, and Passive. Prevalence rates and multivariate Poisson models were adopted. On average, employees (mean age = 40.2 years; 69.1% female) reported healthy lifestyle factors: FV (56%); PA (59.7%); S (13.3%); however, 49.4% were overweight. Compared to low-strain, high-strain workers reported higher PAW; passive workers lesser PA and higher PAW. After adjusting for socio-demographics and work characteristics, the occupational stress dimensions were no longer associated to health behaviors. Our results do not support the hypothesis of an effect for occupational stress on urban employees' health behaviors. Copyright © 2012 Wiley Periodicals, Inc.

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

PubMed

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

2008-05-06

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

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

PubMed Central

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

2013-01-01

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

Identifying the factors that affect the job satisfaction of early career Notre Dame graduate physiotherapists.

PubMed

Bacopanos, Eleni; Edgar, Susan

2016-11-01

Objective Previous studies have highlighted the short career intentions and high attrition rates of physiotherapists from the profession. The aim of the present study was to examine the job satisfaction and attrition rates of early career physiotherapists graduating from one Western Australian university. Methods A self-administered online survey was conducted of 157 Notre Dame physiotherapy graduates (2006-2012), incorporating a job satisfaction rating scale. Results Results showed that lowered job satisfaction was related to working in the cardiorespiratory area of physiotherapy and working in multiple jobs since graduation. The majority of graduates did not predict a long-term career in physiotherapy, highlighting a lack of career progression and limited scope of practice as influential factors. Conclusions Job satisfaction in early career physiotherapists varies across different clinical areas of practice related to several factors, including challenge and flexibility. New roles in the profession, including extended scope roles, may impact on the future job satisfaction of physiotherapists. Further studies are needed to explore the effect of these roles on workforce trends, including attrition rates. What is known about the topic? Physiotherapists predict careers of 10 years or less on entry into the profession. No previous studies have explored the individual factors influencing job satisfaction in early career physiotherapists across different clinical settings. What does this paper add? This study highlights specific factors influencing the job satisfaction of early career physiotherapists, including clinical area of practice. Physiotherapists working in the cardiorespiratory area were less satisfied, as were physiotherapists undertaking multiple positions since graduation. What are the implications for practitioners? This study informs employers and workforce planners on the factors affecting job satisfaction in early career physiotherapists. In addition, knowledge of issues affecting job satisfaction in the early career stage may assist educational institutions in their preparation of graduates for the future health workforce.

Jobs and Economic Development from New Transmission and Generation in Wyoming

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

Lantz, E.; Tegen, S.

2011-03-01

This report is intended to inform policymakers, local government officials, and Wyoming residents about the jobs and economic development activity that could occur should new infrastructure investments in Wyoming move forward. The report and analysis presented is not a projection or a forecast of what will happen. Instead, the report uses a hypothetical deployment scenario and economic modeling tools to estimate the jobs and economic activity likely associated with these projects if or when they are built.

Jobs and Economic Development from New Transmission and Generation in Wyoming

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

Lantz, Eric; Tegen, Suzanne

2011-03-31

This report is intended to inform policymakers, local government officials, and Wyoming residents about the jobs and economic development activity that could occur should new infrastructure investments in Wyoming move forward. The report and analysis presented is not a projection or a forecast of what will happen. Instead, the report uses a hypothetical deployment scenario and economic modeling tools to estimate the jobs and economic activity likely associated with these projects if or when they are built.

5 CFR 532.703 - Agency review.

Code of Federal Regulations, 2010 CFR

2010-01-01

... attachment to the decision of the reasons for the decision, including an analysis of the employee's job, i.e... Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PREVAILING RATE SYSTEMS Job...'s job. Note: Application for review will be hereafter referred to as an “application”. (b) In...

Predictors of job satisfaction among academics at an Iranian university.

PubMed

Zarafshani, Kiumars; Alibaygi, Amir Hossein

2009-04-01

The overall job satisfaction of 128 faculty of Razi University in Iran was investigated using a modified version of the Minnesota Satisfaction Questionnaire to elicit information in this stratified random sample. Faculty members were most satisfied with intrinsic aspects of the work such as "social service," "activity," and "ability utilization" and less satisfied with extrinsic aspects of work such as "security," "university policies," and "compensation." Publication counts and years of teaching experience contributed significantly to the prediction of overall job satisfaction among these faculty members. Intervention efforts must involve socializing faculty in the early stages of their careers, encouraging them to engage in research activities and write for reputable journals, while providing compensation and job security.

75 FR 74088 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job Corps...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-11-30

... for OMB Review; Comment Request; Job Corps Enrollee Allotment Determination ACTION: Notice. SUMMARY: The Department of Labor (DOL) hereby announces the submission of the Employment and Training Administration (ETA) sponsored information collection request (ICR) titled, ``Job Corps Enrollee Allotment...

Development of job standards for clinical nutrition therapy for dyslipidemia patients.

PubMed

Kang, Min-Jae; Seo, Jung-Sook; Kim, Eun-Mi; Park, Mi-Sun; Woo, Mi-Hye; Ju, Dal-Lae; Wie, Gyung-Ah; Lee, Song-Mi; Cha, Jin-A; Sohn, Cheong-Min

2015-04-01

Dyslipidemia has significantly contributed to the increase of death and morbidity rates related to cardiovascular diseases. Clinical nutrition service provided by dietitians has been reported to have a positive effect on relief of medical symptoms or reducing the further medical costs. However, there is a lack of researches to identify key competencies and job standard for clinical dietitians to care patients with dyslipidemia. Therefore, the purpose of this study was to analyze the job components of clinical dietitian and develop the standard for professional practice to provide effective nutrition management for dyslipidemia patients. The current status of clinical nutrition therapy for dyslipidemia patients in hospitals with 300 or more beds was studied. After duty tasks and task elements of nutrition care process for dyslipidemia clinical dietitians were developed by developing a curriculum (DACUM) analysis method. The developed job standards were pretested in order to evaluate job performance, difficulty, and job standards. As a result, the job standard included four jobs, 18 tasks, and 53 task elements, and specific job description includes 73 basic services and 26 recommended services. When clinical dietitians managing dyslipidemia patients performed their practice according to this job standard for 30 patients the job performance rate was 68.3%. Therefore, the job standards of clinical dietitians for clinical nutrition service for dyslipidemia patients proposed in this study can be effectively used by hospitals.

Exploring Differences in the Content of Job Interviews between Youth with and without a Physical Disability

PubMed Central

Lindsay, Sally; DePape, Anne-Marie

2015-01-01

Objective Although people with disabilities have great potential to provide advantages to work environments, many encounter barriers in finding employment, especially youth who are looking for their first job. A job interview is an essential component of obtaining employment. The objective of this study is to explore the content of the answers given in job interviews among youth with disabilities compared to typically developing youth. Methods A purposive sample of 31 youth (16 with typical development and 15 with disability) completed a mock job interview as part of an employment readiness study. The interview questions focused on skills and experiences, areas for improvement, and actions taken during problem-based scenarios. Transcribed interviews were analyzed using a content analysis of themes that emerged from the interviews. Results We found several similarities and differences between youth with disabilities and typically developing youth. Similarities included giving examples from school, emphasizing their “soft skills” (i.e., people and communication skills) and giving examples of relevant experience for the position. Both groups of youth gave similar examples for something they were proud of but fewer youth with disabilities provided examples. Differences in the content of job interview answers between the two groups included youth with disabilities: (1) disclosing their condition; (2) giving fewer examples related to customer service and teamwork skills; (3) experiencing greater challenges in providing feedback to team members and responding to scenario-based problem solving questions; and (4) drawing on examples from past work, volunteer and extra curricular activities. Conclusions Clinicians and educators should help youth to understand what their marketable skills are and how to highlight them in an interview. Employers need to understand that the experiences of youth with disabilities may be different than typically developing youth. Our findings also help to inform employment readiness programs by highlighting the areas where youth with disabilities may need extra help as compared to typically developing youth. PMID:25799198

A multiprocessor computer simulation model employing a feedback scheduler/allocator for memory space and bandwidth matching and TMR processing

NASA Technical Reports Server (NTRS)

Bradley, D. B.; Irwin, J. D.

1974-01-01

A computer simulation model for a multiprocessor computer is developed that is useful for studying the problem of matching multiprocessor's memory space, memory bandwidth and numbers and speeds of processors with aggregate job set characteristics. The model assumes an input work load of a set of recurrent jobs. The model includes a feedback scheduler/allocator which attempts to improve system performance through higher memory bandwidth utilization by matching individual job requirements for space and bandwidth with space availability and estimates of bandwidth availability at the times of memory allocation. The simulation model includes provisions for specifying precedence relations among the jobs in a job set, and provisions for specifying precedence execution of TMR (Triple Modular Redundant and SIMPLEX (non redundant) jobs.

[Use of hypertext as information and training tools in the prevention of occupational risk].

PubMed

Franco, G

1998-01-01

Modern medical education is based on a variety of teaching techniques, by means of which individuals learn most effectively. The availability of the new technologies together with the diffusion of personal computers is favouring the spreading of the use of hypertexts through the World Wide Web. This contribution describes 2 hypertexts ("Human Activities and Health Risk"; "Occupation, Risk and Disease. A Problem-Oriented Hypertext-Tool to Learn Occupational Medicine") and the prototype "Virtual Hospital". Assuming that prevention of health risks is based upon their knowledge, they have been created with the aim of providing users with problem-oriented tools, whose retorical aspects (content, information organization, user interface) are analysed. The "Human Activities and Health Risk" deals with the description of working activities and allows user to recognize health risks. The "Occupation, Risk and Disease. A Problem-Oriented Hypertext-Tool to Learn Occupational Medicine" embodies a case report containing the clustered information about the patient and the library including educational material (risk factors, symptoms and signs, organ system diseases, jobs, occupational risk factors, environment related diseases. The "Virtual Hospital" has been conceived assuming that an appropriate information can change workers' behaviour in hospital, where health risks can be often underevaluated. It consists of a variety of structured and unstructured information, which can be browsed by users, allowing the discovery of links and providing the awareness of the semantic relationship between related information elements (including environment, instruments, drugs, job analysis, situations at risk for health, preventive means). The "Virtual Hospital" aims making the understanding of the working situations at risk easier and more interesting, stimulating the awareness of the relationship between jobs and risks.

Severe occupational hand eczema, job stress and cumulative sickness absence.

PubMed

Böhm, D; Stock Gissendanner, S; Finkeldey, F; John, S M; Werfel, T; Diepgen, T L; Breuer, K

2014-10-01

Stress is known to activate or exacerbate dermatoses, but the relationships between chronic stress, job-related stress and sickness absence among occupational hand eczema (OHE) patients are inadequately understood. To see whether chronic stress or burnout symptoms were associated with cumulative sickness absence in patients with OHE and to determine which factors predicted sickness absence in a model including measures of job-related and chronic stress. We investigated correlations of these factors in employed adult inpatients with a history of sickness absence due to OHE in a retrospective cross-sectional explorative study, which assessed chronic stress (Trier Inventory for the Assessment of Chronic Stress), burnout (Shirom Melamed Burnout Measure), clinical symptom severity (Osnabrück Hand Eczema Severity Index), perceived symptom severity, demographic characteristics and cumulative days of sickness absence. The study group consisted of 122 patients. OHE symptoms were not more severe among patients experiencing greater stress and burnout. Women reported higher levels of chronic stress on some measures. Cumulative days of sickness absence correlated with individual dimensions of job-related stress and, in multiple regression analysis, with an overall measure of chronic stress. Chronic stress is an additional factor predicting cumulative sickness absence among severely affected OHE patients. Other relevant factors for this study sample included the 'cognitive weariness' subscale of the Shirom Melamed Burnout Measure and the physical component summary score of the SF-36, a measure of health-related life quality. Prevention and rehabilitation should take job stress into consideration in multidisciplinary treatment strategies for severely affected OHE patients. © The Author 2014. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

Lifetime achievement patterns, retirement and life satisfaction of gifted aged women.

PubMed

Holahan, C K

1981-11-01

The relationship of lifetime achievement patterns and retirement to life satisfaction for gifted aging women was investigated. Participants were 352 women in Terman's study of the gifted who were surveyed in 1977 at a mean age of 66. Lifetime achievement pattern was defined by either homemaker, job, or career work history. Dependent variables included health, happiness, life satisfaction, work attitudes, ambitions and aspirations, and participation in leisure activities. Results showed variations on life satisfaction measures as a function of lifetime career, with job holders generally less satisfied. There was a significant interaction between marital status and work pattern on overall life satisfaction suggesting an additive negative effect on the older woman of loss of spouse and a work history of working for income alone. Activity involvement varied as a function of retirement status and was differentially related to life satisfaction as a function of retirement status and career pattern.

Changing jobs: strategies for finding the best fit for you.

PubMed

Henry, Lydia

2012-01-01

The field of nursing offers a wide variety of roles and opportunities. Nurses seek to change jobs for several reasons, including burnout, work/life balance and personal growth. This article offers suggestions for making a smooth transition to a new job, including how to research the market, network and write an effective resume. © 2012 AWHONN.

40 CFR 5.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-07-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 5.520 Job... based on sex; or (c) Maintain or establish separate lines of progression, seniority systems, career...

28 CFR 54.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-07-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 54.520 Job classification... based on sex; or (c) Maintain or establish separate lines of progression, seniority systems, career...

75 FR 15421 - Proposed Agency Information Collection

Federal Register 2010, 2011, 2012, 2013, 2014

2010-03-29

... the status of activities, project progress, jobs created and retained, spend rates and performance... information that DOE is developing to collect data on the status of activities, project progress, jobs created and retained, spend rates and performance metrics under the American Recovery and Reinvestment Act of...

20 CFR 638.814 - Lobbying; political activities; unionization.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Lobbying; political activities; unionization. 638.814 Section 638.814 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Administrative Provisions...

48 CFR 52.222-36 - Affirmative Action for Workers With Disabilities.

Code of Federal Regulations, 2013 CFR

2013-10-01

...) Job assignments, job classifications, organizational structures, position descriptions, lines of progression, and seniority lists; (v) Leaves of absence, sick leave, or any other leave; (vi) Fringe benefits... related activities, and selection for leaves of absence to pursue training; (viii) Activities sponsored by...

48 CFR 52.222-36 - Affirmative Action for Workers With Disabilities.

Code of Federal Regulations, 2012 CFR

2012-10-01

...) Job assignments, job classifications, organizational structures, position descriptions, lines of progression, and seniority lists; (v) Leaves of absence, sick leave, or any other leave; (vi) Fringe benefits... related activities, and selection for leaves of absence to pursue training; (viii) Activities sponsored by...

Job stress and physical activity related to elevated symptom clusters in breast cancer survivors at work.

PubMed

Moskowitz, Michal C; Feuerstein, Michael; Todd, Briana L

2013-01-01

To identify whether clusters of symptoms (depression, anxiety, fatigue, cognitive limitations) appear in employed breast cancer survivors, and whether clusters are related to job stress and aerobic activity. Employed breast cancer survivors (n = 94) and women without a history of cancer (n = 100) completed questionnaires online in a cross-sectional study. A two-cluster solution of high or low symptom severity groups was observed. High symptom cluster was associated with breast cancer (odds ratio [OR] = 2.46; 95% confidence interval [CI], 1.22 to 4.93), more frequent job stress (OR = 1.78; 95% CI, 1.12 to 2.83), and lower levels of aerobic activity (OR = 0.55; 95% CI, 0.36 to 0.83). Levels of anxiety, depression, cognitive limitations, and fatigue are expressed as clusters with varying severity. Clusters are related to job stress and aerobic activity in breast cancer survivors at work. Findings suggest avenues for clinical management and research.

Is fatigue after work a barrier for leisure-time physical activity? Cross-sectional study among 10,000 adults from the general working population.

PubMed

Bláfoss, Rúni; Micheletti, Jéssica K; Sundstrup, Emil; Jakobsen, Markus D; Bay, Hans; Andersen, Lars L

2018-04-01

In spite of the many health-related benefits of regular physical activity, fatiguing work may be a barrier to performing leisure-time physical activity. This study investigates the association between work-related fatigue and the duration of low- and high-intensity leisure-time physical activity in workers with sedentary and physically demanding jobs. From the 2010 round of the Danish Work Environment Cohort Study, currently employed wage earners from the general working population ( N=10,427) replied to questions about work-related fatigue (predictor) and duration of low- and high-intensity leisure-time physical activity (outcome). Associations were modelled using general linear models controlling for various confounders. Among workers with physically demanding jobs, higher levels of work-related fatigue were associated with gradually lower levels of leisure-time physical activity - for low, moderate and high levels of work-related fatigue the duration of high-intensity leisure-time physical activity was 133 (95% confidence interval (CI) 127-178), 134 (95% CI 109-160) and 113 (95% CI 86-140) min per week, respectively (trend test p<0.001). The duration of high-intensity leisure-time physical activity was lower among older workers (≥50 years) compared to younger workers (<50 years) (132 ± 126 vs 168 ± 150 min per week) ( p<0.0001). The duration of high-intensity leisure-time physical activity gradually decreases with increased work-related fatigue in workers with physically demanding jobs. Older workers perform less high-intensity physical activity than younger workers. Workplaces should consider initiatives to allow workers with physically demanding jobs and older workers to perform physical exercise during working hours and thereby increase physical capacity to meet the job demands.

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

PubMed Central

Sugimoto, Minami; Ishikawa, Yoshiki

2015-01-01

Many previous studies have shown that meditation practice has a positive impact on cognitive and non-cognitive functioning, which are related to job performance. Thus, the aims of this study were to (1) estimate the prevalence of meditation practice, (2) identify the characteristics of individuals who practice meditation, and (3) examine the association between meditation practice and job performance. Two population-based, cross-sectional surveys were conducted. In study 1, we examined the prevalence of meditation practice and the characteristics of the persons practicing meditation; in Study 2, we examined the association between meditation practice and job performance. The outcome variables included work engagement, subjective job performance, and job satisfaction. The Utrecht Work Engagement Scale was used to assess work engagement, the World Health Organization Health and Work Performance Questionnaire (HPQ) was used to measure subjective job performance, and a scale developed by the Japanese government was used to assess job satisfaction. Hierarchical multiple regression analyses were used in Study 2. Demographic characteristics and behavioral risk factors were included as covariates in the analyses. The results of Study 1 indicated that 3.9% of persons surveyed (n = 30,665) practiced meditation; these individuals were younger and had a higher education, higher household income, higher stress level, and lower body mass index than those who did not practice meditation. The results of Study 2 (n = 1,470) indicated that meditation practice was significantly predictive of work engagement (β = 0.112, p < .001), subjective job performance (β = 0.116, p < .001), and job satisfaction (β = 0.079, p = .002), even after adjusting for covariates (β = 0.083, p < .001; β = 0.104, p < .001; β = 0.060, p = .015, respectively). The results indicate that meditation practice may positively influence job performance, including job satisfaction, subjective job performance, and work engagement. PMID:26024382

Organisational change, job strain and increased risk of stroke? A pilot study.

PubMed

Medin, Jennie; Ekberg, Kerstin; Nordlund, Anders; Eklund, Jörgen

2008-01-01

The objective of this pilot study was to explore whether organisational change and work-related stress, as measured by the Job Content Questionnaire, were associated with first-ever stroke among working people aged 30-65. In a case-control study a total of 65 consecutive cases, aged 30-65 years of age, with first-ever stroke were recruited from four hospitals in Sweden during 2000-2002. During the same period, 103 random population controls in the same age interval were recruited. Data on job-related stress and traditional medical risk factors were collected by a questionnaire. In the multivariate analyses, organisational change (OR 3.38) increased the likelihood of stroke, while experiencing an active job (OR 0.37) decreased the likelihood of stroke. Regarding risk factors outside work, age (OR 1.11), low physical activity (OR 5.21), low education (OR 2.48) and family history of stroke (OR 2.59) were associated with increased likelihood of stroke. This study suggests an association between organisational change, work-related stress and stroke. The likelihood of stroke was lower for people in active job situations.

Jobs: Finding and Keeping = Empleos: Buscandolos y Manteniendolos

ERIC Educational Resources Information Center

Private Industry Council of Lehigh Valley, Inc., Allentown, PA.

This document consists of the English and Spanish versions of a booklet to aid individuals in finding and keeping jobs for which they are best suited. Topics covered include analyzing personal requirements (abilities, interests), where to look for jobs, letters of application, resumes, application forms, employment interviews, and job keeping…

38 CFR 21.252 - Job development and placement services.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2014-07-01 2014-07-01 false Job development and... 38 U.S.C. Chapter 31 Employment Services § 21.252 Job development and placement services. (a) General. Job development and placement services may include: (1) Direct placement assistance by VA; (2...

38 CFR 21.123 - On-job course.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2011-07-01 2011-07-01 false On-job course. 21.123... Educational and Vocational Training Services § 21.123 On-job course. (a) Training establishment. This term means any establishment providing apprentice or other training on the job, including those under the...

38 CFR 21.252 - Job development and placement services.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2013-07-01 2013-07-01 false Job development and... 38 U.S.C. Chapter 31 Employment Services § 21.252 Job development and placement services. (a) General. Job development and placement services may include: (1) Direct placement assistance by VA; (2...

38 CFR 21.123 - On-job course.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2014-07-01 2014-07-01 false On-job course. 21.123... Educational and Vocational Training Services § 21.123 On-job course. (a) Training establishment. This term means any establishment providing apprentice or other training on the job, including those under the...

38 CFR 21.252 - Job development and placement services.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2011-07-01 2011-07-01 false Job development and... 38 U.S.C. Chapter 31 Employment Services § 21.252 Job development and placement services. (a) General. Job development and placement services may include: (1) Direct placement assistance by VA; (2...

38 CFR 21.123 - On-job course.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2013-07-01 2013-07-01 false On-job course. 21.123... Educational and Vocational Training Services § 21.123 On-job course. (a) Training establishment. This term means any establishment providing apprentice or other training on the job, including those under the...

38 CFR 21.123 - On-job course.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2012-07-01 2012-07-01 false On-job course. 21.123... Educational and Vocational Training Services § 21.123 On-job course. (a) Training establishment. This term means any establishment providing apprentice or other training on the job, including those under the...

38 CFR 21.252 - Job development and placement services.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2012-07-01 2012-07-01 false Job development and... 38 U.S.C. Chapter 31 Employment Services § 21.252 Job development and placement services. (a) General. Job development and placement services may include: (1) Direct placement assistance by VA; (2...

High Anxiety: Counseling the Job-Insecure Client

ERIC Educational Resources Information Center

Canaff, Audrey L.; Wright, Wanda

2004-01-01

In today's workplace, employees are faced with the potential of corporate downsizing, mergers and acquisitions, and job restructuring and relocation. These trends create a sense of job insecurity for the individual. Job insecurity affects the individual's life in a variety of ways, including emotional and psychological consequences, marital and…

The Relationship between Satisfaction with Workplace Training and Overall Job Satisfaction

ERIC Educational Resources Information Center

Schmidt, Steven W.

2007-01-01

Opportunities for training and development are paramount in decisions regarding employee career choices. Despite the importance, many research studies on job satisfaction do not address satisfaction with workplace training as an element of overall job satisfaction, and many job satisfaction survey instruments do not include a "satisfaction…

25 CFR 26.32 - What constitutes a complete Job Training Program application?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false What constitutes a complete Job Training Program... JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.32 What constitutes a complete Job Training Program application? A request for training includes: (a) Intake and application data; (b) Feasible...

38 CFR 21.123 - On-job course.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false On-job course. 21.123... Educational and Vocational Training Services § 21.123 On-job course. (a) Training establishment. This term means any establishment providing apprentice or other training on the job, including those under the...

New Hampshire VIEW (Vital Information for Education & Work). 1976 Revised Edition.

ERIC Educational Resources Information Center

Paul, Nicholas L.; Skinner, William R.

Designed as an aid to occupational guidance, this document contains 360 alphabetically arranged job descriptions. It is an update of the three-volume "New Hampshire Jobs" series published in 1973. Each job description sheet includes job title, "Dictionary of Occupational Titles" (DOT) number, brief description, skills required, appropriate…

[Methodological aspects in the evaluation of turn-over and up/down sizing as indicators of work-related stress].

PubMed

Veronesi, G; Bertù, L; Mombelli, S; Cimmino, L; Caravati, G; Conti, M; Abate, T; Ferrario, M M

2011-01-01

We discuss the methodological aspects related to the evaluation of turn-over and up-down sizing as indicators of work-related stress, in complex organizations like a university hospital. To estimate the active workers population we developed an algorithm which integrated several administrative databases. The indicators were standardized to take into account some potential confounders (age, sex, work seniority) when considering different hospital structures and job mansions. Main advantages of our method include flexibility in the choice of the analysis detail (hospital units, job mansions, a combination of both) and the possibility to describe over-time trends to measure the success of preventive strategies.

[Neuroticism, work demands, work-family conflict and job stress consequences].

PubMed

Lachowska, Bogusława Halina

2014-01-01

The objective of the study was to the determine of neuroticism, requirements of the labor market and work-family conflict while exploring consequences of various aspects of job stress in occupationally active parents. The investigations covered 159 females and 154 males from families where both parents are occupationally active and bring up at least one child aged up to 12 years. The following consequences of occupational stress were analyzed: the state of psychological health self-reported by the employees (symptoms of somatic disorders, anxiety and insomnia, functioning disorders, symptoms of depression, global distress), as well as distress experienced at work, employee intention to turnover, and job satisfaction. The importance of neuroticism, work demands, and work-family conflict varies when explaining individual consequences of job stress. Of all the predictors analyzed, neuroticism is significantly correlated with the majority of consequences. Having considered the importance of work-family conflict, the role of work demands in understanding various consequences of job stress is much lower or even statistically insignificant. The construction of complex theoretical models, taking account of a wide range of factors related with the sphere of occupational activity, the role of work-family conflict and individual factors, allow for a better understanding of the determinants of job stress and its consequences.

Lack of supportive leadership behavior predicts suboptimal self-rated health independent of job strain after 10 years of follow-up: findings from the population-based MONICA/KORA study.

PubMed

Schmidt, Burkhard; Herr, Raphael M; Jarczok, Marc N; Baumert, Jens; Lukaschek, Karoline; Emeny, Rebecca T; Ladwig, Karl-Heinz

2018-04-23

Emerging cross-sectional research has identified lack of supportive leadership behavior (SLB) as a risk factor for workforce health. However, prospective evidence is hitherto lacking. SLB denotes support in difficult situations, recognition and feedback on work tasks. This study aims to determine the effect of SLB on suboptimal self-rated health (SRH) after 10 years considering potential moderators such as ages, sex, occupation and job strain. The sample included 884 employed participants drawn from the population-based prospective MONICA/KORA Study. SLB, SRH, as well as job strain were assessed by questionnaire. Logistic regressions estimated odds ratios (ORs) and corresponding 95% confidence intervals (CIs) for the effect of SLB at baseline on suboptimal SRH at follow-up. Analyses were adjusted for age, gender, lifestyle (alcohol, smoking, physical activity), socioeconomic status as well as for SRH and job strain at baseline. Lack of SLB was associated with suboptimal SRH at baseline [OR 2.00, (95% CI 1.19-3.46)] and at follow-up [OR 2.33, (95% CI 1.40-3.89)]. Additional adjustment for job strain did not substantially alter this association [OR 2.06, (95% CI 1.20-3.52)]. However, interactions between SLB and job strain as well as gender became evident, indicating moderating influences on the association between SLB and SRH. Lack of supportive leadership was associated with suboptimal SRH at 10 years' follow-up in men, even if SRH at baseline and other risk factors were taken into account. This effect is likely to be moderated by job strain.

34 CFR 379.10 - What types of project activities are required of each grantee under this program?

Code of Federal Regulations, 2010 CFR

2010-07-01

... placement and career advancement opportunities; (b) Provide job development, job placement, and career... job and career availability within the community, consistent with the current and projected local employment opportunities identified by the local workforce investment board for the community under section...

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…

Interpreting JEDI Results | Jobs and Economic Development Impact Models |

Science.gov Websites

NREL Interpreting JEDI Results Interpreting JEDI Results The Jobs and Economic Development Impact (JEDI) models estimate the number of jobs and economic impacts associated with power generation Economic activity in input-output models is typically assessed in three categories. NREL's JEDI models

24 CFR 570.208 - Criteria for national objectives.

Code of Federal Regulations, 2014 CFR

2014-04-01

... an activity that retains jobs, the recipient must document that the jobs would actually be lost... due to the insufficiency of the amount of the available funds, restrictions on the use of such funds...- and moderate-income persons to be considered is the creation or retention of jobs, except as provided...

24 CFR 570.208 - Criteria for national objectives.

Code of Federal Regulations, 2013 CFR

2013-04-01

... an activity that retains jobs, the recipient must document that the jobs would actually be lost... due to the insufficiency of the amount of the available funds, restrictions on the use of such funds...- and moderate-income persons to be considered is the creation or retention of jobs, except as provided...

24 CFR 570.208 - Criteria for national objectives.

Code of Federal Regulations, 2011 CFR

2011-04-01

... an activity that retains jobs, the recipient must document that the jobs would actually be lost... due to the insufficiency of the amount of the available funds, restrictions on the use of such funds...- and moderate-income persons to be considered is the creation or retention of jobs, except as provided...

24 CFR 570.208 - Criteria for national objectives.

Code of Federal Regulations, 2012 CFR

2012-04-01

... an activity that retains jobs, the recipient must document that the jobs would actually be lost... due to the insufficiency of the amount of the available funds, restrictions on the use of such funds...- and moderate-income persons to be considered is the creation or retention of jobs, except as provided...

Jobs, collaborations, and women leaders of the global chemistry enterprise: An overview

USDA-ARS?s Scientific Manuscript database

The global chemistry enterprise continues to be active and contributes substantially to the gross domestic products and employment in many countries. This article provides an overview of the issues of jobs, collaborations, and women leaders of the global chemistry enterprise. The availability of job...