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Sample records for actual job performance

  1. School Guidance Counselors' Perceptions of Actual and Preferred Job Duties

    ERIC Educational Resources Information Center

    Edwards, John Dexter

    2010-01-01

    The purpose of this study was to provide process data for school counselors, administrators, and the public, regarding school counselors' actual roles within the guidance counselor preferred job duties and actual job duties. In addition, factors including National Certification or no National Certification, years of counseling experience, and…

  2. Measuring Clerical Job Performance

    ERIC Educational Resources Information Center

    Ronan, William W.; And Others

    1976-01-01

    Describes research which attempts to provide a solution to the performance criterion problem, concluding that is seems possible to measure many aspects of clerical work using psychometric measures that are highly job related; recommends that such devices be used to supplement ratings in the performance evaluation process.

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

    ERIC Educational Resources Information Center

    Johari, Johanim; Yahya, Khulida Kirana

    2016-01-01

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

  4. Job Performance and Job Satisfaction of Beginning Teachers.

    ERIC Educational Resources Information Center

    Pigge, Fred L.; Lovett, Martha T.

    This study sought to determine the relationships between various indices of job performance and job satisfaction of the first-year teacher. It also examined the possibility that job satisfaction of beginning teachers might vary among elementary, secondary, specialized and special education teaching fields. Subjects were 154 graduates of the…

  5. 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…

  6. Designing high-performance jobs.

    PubMed

    Simons, Robert

    2005-01-01

    Tales of great strategies derailed by poor execution are all too common. That's because some organizations are designed to fail. For a company to achieve its potential, each employee's supply of organizational resources should equal the demand, and the same balance must apply to every business unit and to the company as a whole. To carry out his or her job, each employee has to know the answers to four basic questions: What resources do I control to accomplish my tasks? What measures will be used to evaluate my performance? Who do I need to interact with and influence to achieve my goals? And how much support can I expect when I reach out to others for help? The questions correspond to what the author calls the four basic spans of a job-control, accountability, influence, and support. Each span can be adjusted so that it is narrow or wide or somewhere in between. If you get the settings right, you can design a job in which a talented individual can successfully execute on your company's strategy. If you get the settings wrong, it will be difficult for an employee to be effective. The first step is to set the span of control to reflect the resources allocated to each position and unit that plays an important role in delivering customer value. This setting, like the others, is determined by how the business creates value for customers and differentiates its products and services. Next, you can dial in different levels of entrepreneurial behavior and creative tension by widening or narrowing spans of accountability and influence. Finally, you must adjust the span of support to ensure that the job or unit will get the informal help it needs.

  7. Job hindrances, job resources, and safety performance: The mediating role of job engagement.

    PubMed

    Yuan, Zhenyu; Li, Yongjuan; Tetrick, Lois E

    2015-11-01

    Job engagement has received widespread attention in organizational research but has rarely been empirically investigated in the context of safety. In the present study, we examined the mediating role of job engagement in the relationships between job characteristics and safety performance using self-reported data collected at a coal mining company in China. Most of our study hypotheses were supported. Job engagement partially mediated the relationships between job resources and safety performance dimensions. Theoretical and practical implications and directions for future research are also discussed.

  8. Job Demands, Job Resources, and Job Performance in Japanese Workers: A Cross-sectional Study

    PubMed Central

    NAKAGAWA, Yuko; INOUE, Akiomi; KAWAKAMI, Norito; TSUNO, Kanami; TOMIOKA, Kimiko; NAKANISHI, Mayuko; MAFUNE, Kosuke; HIRO, Hisanori

    2014-01-01

    This study investigated the cross-sectional association of job demands (i.e., psychological demands) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward) with job performance. A total of 1,198 workers (458 males and 740 females) from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performance Questionnaire, and demographic survey. Hierarchical multiple regression analyses were conducted. After adjusting for demographic characteristics, decision latitude (β=0.107, p=0.001) and extrinsic reward (β=0.158, p<0.001) were positively and significantly associated with job performance while supervisor support (β=−0.102, p=0.002) was negatively and significantly associated with job performance. On the other hand, psychological demands or co-worker support was not significantly associated with job performance. These findings suggest that higher decision latitude and extrinsic reward enhance job performance among Japanese employees. PMID:25016948

  9. Job demands, job resources, and job performance in japanese workers: a cross-sectional study.

    PubMed

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

    2014-01-01

    This study investigated the cross-sectional association of job demands (i.e., psychological demands) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward) with job performance. A total of 1,198 workers (458 males and 740 females) from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performance Questionnaire, and demographic survey. Hierarchical multiple regression analyses were conducted. After adjusting for demographic characteristics, decision latitude (β=0.107, p=0.001) and extrinsic reward (β=0.158, p<0.001) were positively and significantly associated with job performance while supervisor support (β=-0.102, p=0.002) was negatively and significantly associated with job performance. On the other hand, psychological demands or co-worker support was not significantly associated with job performance. These findings suggest that higher decision latitude and extrinsic reward enhance job performance among Japanese employees.

  10. Simulating performance sensitivity of supercomputer job parameters.

    SciTech Connect

    Clearwater, Scott Harvey; Kleban, Stephen David

    2003-03-01

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

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

    PubMed

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

    2005-03-01

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

  12. Personality, Political Skill, and Job Performance

    ERIC Educational Resources Information Center

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

    2008-01-01

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

  13. A Performance Approach to Job Analysis.

    ERIC Educational Resources Information Center

    Folsom, Al

    2001-01-01

    Discussion of performance technology and training evaluation focuses on a job analysis process in the Coast Guard. Topics include problems with low survey response rates; costs; the need for appropriate software; discussions with stakeholders and subject matter experts; and maximizing worthy performance. (LRW)

  14. 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…

  15. Job performance aids: Human factoring maintenance procedures

    SciTech Connect

    Macris, A.C.; Fleming, S.T

    1991-11-01

    Job performance aids (JPAs) are human factors engineering techniques used to strengthen operating, maintenance, and engineering procedures. They are not a new concept, but one whose time has come. This paper focuses on the application of JPAs to maintenance procedures. Job performance aids research originates from US Department of Defense (DOD) efforts, primarily in maintenance-oriented tasks. While at Connecticut Yankee power plant, the authors, an instructional consultant, and the training manager were investigating ways to enhance training effectiveness. Based on historic research efforts, there is strong evidence that JPAs have the potential to improve human performance and realize additional benefits of reduced training time and should be incorporated into the training time and should be incorporated into the training curriculum.

  16. Job Satisfaction and Performance in a Changing Environment.

    ERIC Educational Resources Information Center

    Siggins, Jack A.

    1992-01-01

    Discusses the nature of job satisfaction, its relationship to performance, and associated organizational factors, such as commitment, in research libraries. Symptoms of job dissatisfaction are outlined, and a framework for improving job satisfaction provides suggestions in the areas of hiring, professional development, job design, empowerment, and…

  17. Job Literacy and Job Performance among Nurses at Varying Employment Levels.

    ERIC Educational Resources Information Center

    Mikulecky, Larry

    In a study designed to analyze differences between job performance and level of experience, 27 nurses from three different employment levels (in training, experienced, and supervisory) were observed, interviewed, tested, and rated for job performance. An observation checklist recorded job behavior in terms of the type of activity observed, the…

  18. 32 CFR 1656.11 - Job performance standards and sanctions.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  19. 32 CFR 1656.11 - Job performance standards and sanctions.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

  20. 32 CFR 1656.11 - Job performance standards and sanctions.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 32 National Defense 6 2010-07-01 2010-07-01 false Job performance standards and sanctions. 1656.11... ALTERNATIVE SERVICE § 1656.11 Job performance standards and sanctions. (a) Standards of Performance. An ASW is... employer of his other employees in similar jobs. If there are no other employees, the standards...

  1. 32 CFR 1656.11 - Job performance standards and sanctions.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  2. 32 CFR 1656.11 - Job performance standards and sanctions.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

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

    ERIC Educational Resources Information Center

    Kaufman, Gayle; Bernhardt, Eva

    2012-01-01

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

  4. Job Task Systems Management: A Performance Technology Success Story.

    ERIC Educational Resources Information Center

    DeWeaver, Mary J.; Huettner, Charles H.

    1988-01-01

    Description of a management strategy for assessing performance goals called Job Task Systems Management (JTSM) focuses on a study of inspector jobs at the Federal Aviation Administration (FAA). The adaptation of business planning strategies to the government sector is discussed, and a job and task analysis is described. (LRW)

  5. Relationship between Teachers' Job Satisfaction and Students' Academic Performance

    ERIC Educational Resources Information Center

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

    2016-01-01

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

  6. Is the Job Satisfaction-Job Performance Relationship Spurious? A Meta-Analytic Examination

    ERIC Educational Resources Information Center

    Bowling, Nathan A.

    2007-01-01

    The job satisfaction-job performance relationship has attracted much attention throughout the history of industrial and organizational psychology. Many researchers and most lay people believe that a causal relationship exists between satisfaction and performance. In the current study, however, analyses using meta-analytic data suggested that the…

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

  8. Does IQ Really Predict Job Performance?

    PubMed Central

    Richardson, Ken; Norgate, Sarah H.

    2015-01-01

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

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

    PubMed

    Butler, M C; Ehrlich, S B

    1991-12-01

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

  10. Predicting Job Entry, Job Satisfaction, and Job Performance of Graduates from Wisconsin Secondary School Vocational Programs.

    ERIC Educational Resources Information Center

    Perrone, Philip A.

    This report is concerned with the role of the secondary schools in implementing vocational direction. It contains a two-year follow up which sought self reports of on-the-job satisfaction and evaluations by immediate job supervisors. Thirty pilot programs in high school vocational education were started in 1964-65; 444 graduates of these programs…

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

    ERIC Educational Resources Information Center

    Bond, Frank W.; Flaxman, Paul E.

    2006-01-01

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

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

    ERIC Educational Resources Information Center

    Carette, Bernd; Anseel, Frederik; Lievens, Filip

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Wiley, Llewellyn N.; Hahn, Clifford P.

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

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

    PubMed

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

    2017-02-01

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

  15. High School Counselors' Perceived Self-Efficacy and Relationships with Actual and Preferred Job Activities

    ERIC Educational Resources Information Center

    Jellison, Vickie Dawn

    2013-01-01

    The purpose of this research was to explore the relationship between School Counselor self-efficacy, role definition and actual and preferred school counseling activities in a sample drawn from a population of school counselors. To measure these variables, the School Counselor Self-Efficacy Scale (SCSE) and the School Counselor Activity Rating…

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

    ERIC Educational Resources Information Center

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

    2014-01-01

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

  17. The Local Job Bank Program: Performance, Structure, and Direction.

    ERIC Educational Resources Information Center

    Ullman, Joseph C.; Huber, George P.

    The book represents an effort to assess the performance, structure, and direction of the Job Bank Program of the Public Employment Service, a program meant to improve the functioning of the labor market information system in the United States. The research had three goals: to assess the relative goal achievement of job banks; to determine its…

  18. 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.

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

    PubMed

    Ikeda, Hiroshi; Furukawa, Hisataka

    2015-04-01

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

  20. Organizational Variables on Nurses’ Job Performance in Turkey: Nursing Assessments

    PubMed Central

    TOP, Mehmet

    2013-01-01

    Background: The purpose of this study was to describe the influence of organizational variables on hospital staff nurses’ job performance as reported by staff nurses in two cities in Turkey. Hospital ownership status, employment status were examined for their effect on this influence. Methods: The reported influence of organizational variables on job performance was measured by a questionnaire developed for this study. Nurses were asked to evaluate the influence of 28 organizational variables on their job performance using a five-point Likert-type scale (1- Never effective, 5- Very effective). The study used comparative and descriptive study design. The staff nurses who were included in this study were 831 hospital staff nurses. Descriptive statistics, frequencies, t-test, ANOVA and factor analysis were used for data analysis. Results: The study showed the relative importance of the 28 organizational variables in influencing nurses’ job performance. Nurses in this study reported that workload and technological support are the most influential organizational variables on their job performance. Factor analysis yielded a five-factor model that explained 53.99% of total variance. Conclusion: Administratively controllable influence job organizational variables influence job performance of nurses in different magnitude. PMID:23641403

  1. Performance analysis of job scheduling policies in parallel supercomputing environments

    SciTech Connect

    Naik, V.K.; Squillante, M.S.; Setia, S.K.

    1993-12-31

    In this paper the authors analyze three general classes of scheduling policies under a workload typical of largescale scientific computing. These policies differ in the manner in which processors are partitioned among the jobs as well as the way in which jobs are prioritized for execution on the partitions. Their results indicate that existing static schemes do not perform well under varying workloads. Adaptive policies tend to make better scheduling decisions, but their ability to adjust to workload changes is limited. Dynamic partitioning policies, on the other hand, yield the best performance and can be tuned to provide desired performance differences among jobs with varying resource demands.

  2. The Relationship between Dogmatism Scores of County Extension Agents and Measures of their Job Performance, Job Satisfaction and Job Aspirations.

    ERIC Educational Resources Information Center

    Funk, Charles Dennis

    To determine the relationship of dogmatism to job performance and other aspects of a county Extension agent's situation, a study was made of 486 agricultural extension agents and 23 Extension supervisors in five states. Supervisors provided performance ratings, and both groups responded to mailed questionnaires. Personal information (age, tenure,…

  3. 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.

  4. The Economic Benefits of Predicting Job Performance

    DTIC Science & Technology

    1989-09-01

    placement, and to be able to use a terminology that permits the consideration of both unidimensional and multidimensional test and criterion sets for...largely random. The reason for the relatively low assignment efficiency is the reliance on low job standart - for a high quality recruit population

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

    ERIC Educational Resources Information Center

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

    2010-01-01

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

  6. Storage element performance optimization for CMS analysis jobs

    NASA Astrophysics Data System (ADS)

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

    2012-12-01

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

  7. "On the job" learning: A bioinformatics course incorporating undergraduates in actual research projects and manuscript submissions.

    PubMed

    Smith, Jason T; Harris, Justine C; Lopez, Oscar J; Valverde, Laura; Borchert, Glen M

    2015-01-01

    The sequencing of whole genomes and the analysis of genetic information continues to fundamentally change biological and medical research. Unfortunately, the people best suited to interpret this data (biologically trained researchers) are commonly discouraged by their own perceived computational limitations. To address this, we developed a course to help alleviate this constraint. Remarkably, in addition to equipping our undergraduates with an informatic toolset, we found our course design helped prepare our students for collaborative research careers in unexpected ways. Instead of simply offering a traditional lecture- or laboratory-based course, we chose a guided inquiry method, where an instructor-selected research question is examined by students in a collaborative analysis with students contributing to experimental design, data collection, and manuscript reporting. While students learn the skills needed to conduct bioinformatic research throughout all sections of the course, importantly, students also gain experience in working as a team and develop important communication skills through working with their partner and the class as a whole, and by contributing to an original research article. Remarkably, in its first three semesters, this novel computational genetics course has generated 45 undergraduate authorships across three peer-reviewed articles. More importantly, the students that took this course acquired a positive research experience, newfound informatics technical proficiency, unprecedented familiarity with manuscript preparation, and an earned sense of achievement. Although this course deals with analyses of genetic systems, we suggest the basic concept of integrating actual research projects into a 16-week undergraduate course could be applied to numerous other research-active academic fields.

  8. The role of acceptance and job control in mental health, job satisfaction, and work performance.

    PubMed

    Bond, Frank W; Bunce, David

    2003-12-01

    Acceptance, the willingness to experience thoughts, feelings, and physiological sensations without having to control them or let them determine one's actions, is a major individual determinant of mental health and behavioral effectiveness in a more recent theory of psychopathology. This 2-wave panel study examined the ability of acceptance also to explain mental health, job satisfaction, and performance in the work domain. The authors hypothesized that acceptance would predict these 3 outcomes 1 year later in a sample of customer service center workers in the United Kingdom (N = 412). Results indicated that acceptance predicted mental health and an objective measure of performance over and above job control, negative affectivity, and locus of control. These beneficial effects of having more job control were enhanced when people had higher levels of acceptance. The authors discuss the theoretical and practical relevance of this individual characteristic to occupational health and performance.

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

    ERIC Educational Resources Information Center

    James, Frank W.

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

  10. Relationship of job stressors to job performance: linear or an inverted-U?

    PubMed

    Abramis, D J

    1994-08-01

    This study evaluated the potential positive effects of stressors on job performance by examining the shape of the relation between stressors and job performance. The 281 respondents were a demographically and organizationally heterogeneous group from the Detroit area, who were employed during the study. They were given four structured in-home interviews, approximately 6 weeks apart, over a period of 18 weeks. Interviews were also conducted with a significant other, nonminated by each respondent from work life. Stressors examined were role ambiguity, role conflict, and job insecurity. Strains, also examined as potential stressors, were job dissatisfaction, anxiety, depression, and anger. Technical and social aspects of respondents' job performance were measured separately, as were absenteeism and tardiness. All zero-order Pearson correlations were either statistically significant and in predicted directions or essentially zero. All relationships were monotonic, suggesting that, for these stressors, their optimal amounts are generally zero. Results are discussed in terms of arousal and activation, information-processing, and expectancy theory.

  11. The interactive effects of conscientiousness and agreeableness on job performance.

    PubMed

    Witt, L A; Burke, Lisa A; Barrick, Murray R; Mount, Michael K

    2002-02-01

    The authors hypothesized that the relationship between conscientiousness and job performance would be stronger for persons high in agreeableness than for those low in agreeableness. Results of hierarchical moderated regression analyses for 7 independent samples of employees across diverse occupations provided support for the hypothesis in 5 of the samples. In samples supporting the hypothesis, among the highly conscientious workers, those low in agreeableness were found to receive lower ratings of job performance than workers high in agreeableness. One explanation for lack of an interaction between conscientiousness and agreeableness in the other 2 samples is that those jobs were not characterized by frequent, cooperative interactions with others. Overall, the results show that highly conscientious workers who lack interpersonal sensitivity may be ineffective, particularly in jobs requiring cooperative interchange with others.

  12. 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.

  13. Parents' job insecurity affects children's academic performance through cognitive difficulties.

    PubMed

    Barling, J; Zacharatos, A; Hepburn, C G

    1999-06-01

    The authors developed and tested a model in which children who perceive their parents to be insecure about their jobs are distracted cognitively, which in turn affects their academic performance negatively. Participants were 102 female and 18 male undergraduates (mean age = 18 years), their fathers (mean age = 49 years), and their mothers (mean age = 47 years). Students completed questionnaires measuring perceived parental job insecurity, identification with parents, and cognitive difficulties; 3 months later, they also reported their midyear grades. Fathers and mothers each completed questionnaires assessing their job insecurity. Support for the model was obtained using LISREL 8, and as predicted, children's identification with their mothers and fathers moderated the relationship between their perceptions of their mothers' and fathers' job insecurity and their own cognitive difficulties.

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

    ERIC Educational Resources Information Center

    Afshar, Hassan Soodmand; Doosti, Mehdi

    2016-01-01

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

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

    ERIC Educational Resources Information Center

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

    2015-01-01

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

  16. Job integration factors as predictors of travel nurse job performance: a mixed-methods study.

    PubMed

    Tuttas, Carol A

    2015-01-01

    Concerns about insufficient work setting familiarity and orientation of temporary nurses affecting job performance are documented in the literature. This mixed-methods study identified unique needs and characteristics of travel nurses, using Web conference focus groups and an Internet survey to reach this geographically dispersed workforce. New knowledge emerged to facilitate more effective travel nurse orientation strategies.

  17. Student Part-Time Jobs: The Relationship between Type of Job and Academic Performance.

    ERIC Educational Resources Information Center

    Bella, Surjit K.; Huba, Mary E.

    1982-01-01

    The relationship between type of work (work-study, university employment, and food service) and academic performance was examined to determine whether students with different types of jobs at Iowa State differed in their cumulative grade-point averages. They did not differ among themselves or from the nonworking students. (MLW)

  18. Team Primacy Concept (TPC) Based Employee Evaluation and Job Performance

    ERIC Educational Resources Information Center

    Muniute, Eivina I.; Alfred, Mary V.

    2007-01-01

    This qualitative study explored how employees learn from Team Primacy Concept (TPC) based employee evaluation and how they use the feedback in performing their jobs. TPC based evaluation is a form of multirater evaluation, during which the employee's performance is discussed by one's peers in a face-to-face team setting. The study used Kolb's…

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

    PubMed

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

    2012-03-01

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

  20. 29 CFR 1620.15 - Jobs requiring equal skill in performance.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 4 2014-07-01 2014-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the...

  1. 29 CFR 1620.16 - Jobs requiring equal effort in performance.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 4 2011-07-01 2011-07-01 false Jobs requiring equal effort in performance. 1620.16 Section... EQUAL PAY ACT § 1620.16 Jobs requiring equal effort in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs that require equal effort to perform. Where...

  2. 29 CFR 1620.16 - Jobs requiring equal effort in performance.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Jobs requiring equal effort in performance. 1620.16 Section... EQUAL PAY ACT § 1620.16 Jobs requiring equal effort in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs that require equal effort to perform. Where...

  3. 29 CFR 1620.16 - Jobs requiring equal effort in performance.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 4 2012-07-01 2012-07-01 false Jobs requiring equal effort in performance. 1620.16 Section... EQUAL PAY ACT § 1620.16 Jobs requiring equal effort in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs that require equal effort to perform. Where...

  4. 29 CFR 1620.15 - Jobs requiring equal skill in performance.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 4 2012-07-01 2012-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the...

  5. 29 CFR 1620.16 - Jobs requiring equal effort in performance.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 4 2014-07-01 2014-07-01 false Jobs requiring equal effort in performance. 1620.16 Section... EQUAL PAY ACT § 1620.16 Jobs requiring equal effort in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs that require equal effort to perform. Where...

  6. 29 CFR 1620.15 - Jobs requiring equal skill in performance.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 4 2011-07-01 2011-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the...

  7. 29 CFR 1620.16 - Jobs requiring equal effort in performance.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 4 2013-07-01 2013-07-01 false Jobs requiring equal effort in performance. 1620.16 Section... EQUAL PAY ACT § 1620.16 Jobs requiring equal effort in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs that require equal effort to perform. Where...

  8. 29 CFR 1620.15 - Jobs requiring equal skill in performance.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 4 2013-07-01 2013-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the...

  9. 29 CFR 1620.15 - Jobs requiring equal skill in performance.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the...

  10. Performance Content for Job Training. Volume 3. Identifying Relevant Job Performance. Research and Development Series No. 123.

    ERIC Educational Resources Information Center

    Ammerman, Harry L.

    This volume is the third of five volumes describing a systematic approach for constructing task inventories, surveying the task performance of occupations, and analyzing survey data to determine the appropriate performance content for job training. (The approach, referred to as the task survey process, is designed to be of value to both…

  11. Photovoltaic performance models: an evaluation with actual field data

    NASA Astrophysics Data System (ADS)

    TamizhMani, Govindasamy; Ishioye, John-Paul; Voropayev, Arseniy; Kang, Yi

    2008-08-01

    Prediction of energy production is crucial to the design and installation of the building integrated photovoltaic systems. This prediction should be attainable based on the commonly available parameters such as system size, orientation and tilt angle. Several commercially available as well as free downloadable software tools exist to predict energy production. Six software models have been evaluated in this study and they are: PV Watts, PVsyst, MAUI, Clean Power Estimator, Solar Advisor Model (SAM) and RETScreen. This evaluation has been done by comparing the monthly, seasonaly and annually predicted data with the actual, field data obtained over a year period on a large number of residential PV systems ranging between 2 and 3 kWdc. All the systems are located in Arizona, within the Phoenix metropolitan area which lies at latitude 33° North, and longitude 112 West, and are all connected to the electrical grid.

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

    PubMed

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

    2015-03-01

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

  13. Personality and Job Performance: Evidence of Incremental Validity.

    ERIC Educational Resources Information Center

    Day, David V.; Silverman, Stanley B.

    1989-01-01

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

  14. At-Risk Youth Appearance and Job Performance Evaluation

    ERIC Educational Resources Information Center

    Freeburg, Beth Winfrey; Workman, Jane E.

    2008-01-01

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

  15. Relationships between Emotional Labor, Job Performance, and Turnover

    ERIC Educational Resources Information Center

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

    2011-01-01

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

  16. The Effects of Job Sharing on Student Performance Literature Review.

    ERIC Educational Resources Information Center

    Garman, Dorothy

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

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

    PubMed

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

    2015-07-01

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

  18. Air Force Job Performance Appraisal System.

    DTIC Science & Technology

    1984-11-01

    Robinson , J. Interaction modeling: A new concept in supervisory training. Training and Development Journal, February 1976, 30(2), 20-33. Campbell, J. P...were required for 72 evaluations submittd. V THE OVERALL PERFORMANCE RATING (ds descrilwdin the rating scalel IS BASED UPON THF [MPLOYF E’S PEni OfIMAN

  19. Job Superscheduler Architecture and Performance in Computational Grid Environments

    NASA Technical Reports Server (NTRS)

    Shan, Hongzhang; Oliker, Leonid; Biswas, Rupak

    2003-01-01

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

  20. Preparatory power posing affects nonverbal presence and job interview performance.

    PubMed

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

    2015-07-01

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

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

    DTIC Science & Technology

    1994-08-01

    Rev 2-89) Author: James R. Van Scotter, Major, USAF Title: Evidence for the Usefulness of Task Performance, Job Dedication, and Interpersonal ...task performance, job dedication, interpersonal facilitation, and overall performance had acceptable reliability. Another group of supervisors provided...independent ratings of the task performance, job dedication, interpersonal facilitation, and overall performance of 760 Air Force mechanics in a second

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

    PubMed Central

    Han, Eui-Ryoung; Chung, Eun-Kyung

    2016-01-01

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

  3. Effect of Supervisor Actually Writing Performance Reports, Sex, and Communication between Workers on Organizational Effectiveness.

    DTIC Science & Technology

    1981-09-01

    SUPERVISOR ACTUALLY WRITING PERFORMANCE AU-APIT-LS Technical REPORTS, SEX, AND COMUNICATION BETWEEN WORKERS Report ON ORGANIZATIONAL EFFECTIVENESS 6...Technolcy (ATC Interpersonal comunication flterwfl A L 4.... Supervisory performance evalaution 20. ABSTRACT (Continue an reverse aide It necesry and

  4. 29 CFR 1620.18 - Jobs performed under similar working conditions.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  5. 29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  6. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

  7. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

  8. 29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  9. 29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 4 2011-07-01 2011-07-01 false Jobs requiring equal responsibility in performance. 1620.17... THE EQUAL PAY ACT § 1620.17 Jobs requiring equal responsibility in performance. (a) In general. The equal pay standard applies to jobs the performance of which requires equal...

  10. 29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 4 2012-07-01 2012-07-01 false Jobs requiring equal responsibility in performance. 1620.17... THE EQUAL PAY ACT § 1620.17 Jobs requiring equal responsibility in performance. (a) In general. The equal pay standard applies to jobs the performance of which requires equal...

  11. 29 CFR 1620.18 - Jobs performed under similar working conditions.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  12. 29 CFR 1620.18 - Jobs performed under similar working conditions.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  13. 29 CFR 1620.18 - Jobs performed under similar working conditions.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

  14. 29 CFR 1620.18 - Jobs performed under similar working conditions.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

  15. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  16. 29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Jobs requiring equal responsibility in performance. 1620.17... THE EQUAL PAY ACT § 1620.17 Jobs requiring equal responsibility in performance. (a) In general. The equal pay standard applies to jobs the performance of which requires equal...

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

    ERIC Educational Resources Information Center

    Olorunsola, E. O.

    2012-01-01

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

  18. 29 CFR 785.12 - Work performed away from the premises or job site.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

  19. 29 CFR 785.12 - Work performed away from the premises or job site.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Work performed away from the premises or job site. 785.12 Section 785.12 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... premises or job site. The rule is also applicable to work performed away from the premises or the job...

  20. 29 CFR 785.12 - Work performed away from the premises or job site.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Work performed away from the premises or job site. 785.12 Section 785.12 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... premises or job site. The rule is also applicable to work performed away from the premises or the job...

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

    ERIC Educational Resources Information Center

    Oyetunji, Christianah O.

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Hatton, Chris; Wigham, Sarah; Craig, Jaime

    2009-01-01

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

  3. Moderating Effects of Employee Expectancies on the Relationship between Leadership Consideration and Job Performance of Engineers

    ERIC Educational Resources Information Center

    Arvey, Richard D.; Neel, C. Warren

    1974-01-01

    Ninety-four engineers were asked to describe their supervisors' leadership style, to indicate their expectancies whether performing effectively in their jobs would lead to job rewards and the valence of these rewards. Results indicated that leader consideration and employee expectancies operate in joint fashions to affect job performance. (Author)

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

    ERIC Educational Resources Information Center

    Onifade, Ademola; Keinde, Idou; Kehinde, Eunice

    2009-01-01

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

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

    PubMed

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

    2016-10-01

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

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

    PubMed

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

    2007-04-01

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

  7. Performance-based contracting: turning vocational policy into jobs.

    PubMed

    Gates, Lauren B; Klein, Suzanne W; Akabas, Sheila H; Myers, Robert; Schwager, Marian; Kaelin-Kee, Jan

    2004-01-01

    The New York State Office of Mental Health has implemented a 2-year demonstration to determine if performance-based contracting (PBC) improves rates of competitive employment for people with serious persistent mental health conditions, and promotes best practice among providers. This article reports the interim findings from the demonstration. Initial results suggest that PBC is reaching the target population and promoting employment for a significant proportion of participants. It is also stimulating agency re-evaluation of consumer recruitment strategies, job development models, staffing patterns, coordination with support services, methods of post-placement support, and commitment to competitive employment for consumers.

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

    PubMed

    Schat, Aaron; Frone, Michael R

    2011-01-01

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

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

    PubMed Central

    Schat, Aaron; Frone, Michael R.

    2011-01-01

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

  10. Nurses' self-assessment of their nursing competencies, job demands and job performance in the Taiwan hospital system.

    PubMed

    Tzeng, Huey-Ming

    2004-07-01

    This exploratory study investigated nurses' self-assessment of their own nursing competencies, job demands and job performance in Taiwan. Nurses' self-evaluation on their own job performance was conceptualized as an indicator of nursing care quality. A total of 21 competencies were clustered into three groups: basic-level patient care skills, intermediate-level patient care and fundamental management skills, and advanced-level patient care and supervision skills. Nurse subjects were randomly selected from the member roster of Kaohsiung Nurse Association; 850 nurses were invited to participate and questionnaire packets were sent to their homes. The overall response rate was 35.8%. Multiple regression analyses found that nurses' self-assessment of intermediate patient care skills, the difference between nurses' self-assessment and job demands for basic patient care skills, and nurses' overall satisfaction with their own nursing competencies were three significant predictors of overall satisfaction with nurses' own job performance. Nurses' self-assessment on basic patient care skills and advanced patient care skills contributed to nurses' levels of overall satisfaction with their own nursing competencies. These results suggest a relationship between competency and performance. These findings may serve as a guide to amend academic nursing courses and on-job training programs as appropriate to place a greater emphasis on the competencies desired for providing high quality of nursing services.

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

    ERIC Educational Resources Information Center

    Robinson, James D.; Nussbaum, Jon F.

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

  12. 20 CFR 670.980 - What are the indicators of performance for Job Corps?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... Job Corps? 670.980 Section 670.980 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management Provisions § 670.980 What are the indicators of performance for Job Corps? (a) At...

  13. An Analysis of Person-Job Fit, Job Satisfaction, and Student Academic Performance

    ERIC Educational Resources Information Center

    Westfall, Richard E., Jr.

    2012-01-01

    The major purpose of this study was to analyze the relationship between person-job fit in new teacher hires, those teachers' perceptions of job satisfaction and the resulting student academic achievement. The survey of teachers and principals was conducted by the Texas Public Schools Research Network (TPSRN). TPSRN received over 729 responses from…

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

    PubMed

    Nyberg, Anthony

    2010-05-01

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

  15. First-Grade Retention: Effects on Children's Actual and Perceived Performance throughout Elementary Education

    ERIC Educational Resources Information Center

    Goos, Mieke; Van Damme, Jan; Onghena, Patrick; Petry, Katja

    2011-01-01

    This study investigates the effects of repeating first grade on children's further academic growth, by tracking the actual performance and the teacher-rated performance of a cohort of Flemish first-graders until the end of elementary school. Two research questions are raised: (1) How do first-grade repeaters, at the cost of one extra year of…

  16. The Effect of Job Performance Aids on Quality Assurance

    SciTech Connect

    Fosshage, Erik

    2014-06-01

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

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

    PubMed

    Zhang, Xiaomeng; Bartol, Kathryn M

    2010-09-01

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

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

    PubMed

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

    2017-01-01

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

  19. The Wonderlic Scholastic Level Exam as a Predictor of Training Success and Job Performance.

    ERIC Educational Resources Information Center

    Hunter, John E.

    The relationship between general cognitive ability and both training and job performance is reviewed. Existing scientific data show that there are large differences in training achievement and in job performance. Consequently, any good predictor of achievement or performance can yield a large gain in workforce productivity. General cognitive…

  20. 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

  1. 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

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

    ERIC Educational Resources Information Center

    Cory, Charles H.

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

  3. Understanding Job Satisfaction and its Relationship to Student Academic Performance

    ERIC Educational Resources Information Center

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

    2013-01-01

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

  4. The On-Site Mentor of Counseling Interns: Perceptions of Ideal Role and Actual Role Performance

    ERIC Educational Resources Information Center

    Lazovsky, Rivka; Shimoni, Aviva

    2007-01-01

    This study examined the role of the ideal on-site mentor and the actual mentor's role performance, as perceived by 158 mentor counselors and 171 school counseling interns. Results indicated that the ideal mentor's professional traits were given priority by both groups and that the teacher role was the most salient among role domains. In the actual…

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

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

    PubMed Central

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

    2016-01-01

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

  7. The validity of interpersonal skills assessment via situational judgment tests for predicting academic success and job performance.

    PubMed

    Lievens, Filip; Sackett, Paul R

    2012-03-01

    This study provides conceptual and empirical arguments why an assessment of applicants' procedural knowledge about interpersonal behavior via a video-based situational judgment test might be valid for academic and postacademic success criteria. Four cohorts of medical students (N = 723) were followed from admission to employment. Procedural knowledge about interpersonal behavior at the time of admission was valid for both internship performance (7 years later) and job performance (9 years later) and showed incremental validity over cognitive factors. Mediation analyses supported the conceptual link between procedural knowledge about interpersonal behavior, translating that knowledge into actual interpersonal behavior in internships, and showing that behavior on the job. Implications for theory and practice are discussed.

  8. 29 CFR 778.331 - Awards for performance on the job.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  9. 29 CFR 778.331 - Awards for performance on the job.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Awards for performance on the job. 778.331 Section 778.331 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS... Problems Prizes As Bonuses § 778.331 Awards for performance on the job. Where a prize is awarded for...

  10. 29 CFR 778.331 - Awards for performance on the job.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

  11. 29 CFR 778.331 - Awards for performance on the job.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  12. 29 CFR 778.331 - Awards for performance on the job.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

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

    ERIC Educational Resources Information Center

    Murtedjo; Suharningsih

    2016-01-01

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

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

    ERIC Educational Resources Information Center

    Ozer, Muammer

    2011-01-01

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

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

    ERIC Educational Resources Information Center

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

    2010-01-01

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

  16. Prediction of Job Performance: Review of Military Studies

    DTIC Science & Technology

    1982-03-01

    found little reason for higher validities. If the selection process picks the correct people to train and the training is efficient, job experience...criterion variables were used in a larger sample (Eaton, Bessemer , & Kristiansen, 1979), none of the relationships was confirmed. nBrokaw indicated...methodology both to determine job requirements and to analyze rating process requirements. In some of the studies, trait ratings were used to predict

  17. Working memory and acquisition of implicit knowledge by imagery training, without actual task performance.

    PubMed

    Helene, A F; Xavier, G F

    2006-04-28

    This study investigated acquisition of a mirror-reading skill via imagery training, without the actual performance of a mirror-reading task. In experiment I, healthy volunteers simulated writing on an imaginary, transparent screen placed at eye level, which could be read by an experimenter facing the subject. Performance of this irrelevant motor task required the subject to imagine the letters inverted, as if seen in a mirror from their own point of view (imagery training). A second group performed the same imagery training interspersed with a complex, secondary spelling and counting task. A third, control, group simply wrote the words as they would normally appear from their own point of view. After training with 300 words, all subjects were tested in a mirror-reading task using 60 non-words, constructed according to acceptable letter combinations of the Portuguese language. Compared with control subjects, those exposed to imagery training, including those who switched between imagery and the complex task, exhibited shorter reading times in the mirror-reading task. Experiment II employed a 2 x 3 design, including two training conditions (imagery and actual mirror-reading) and three competing task conditions (a spelling and counting switching task, a visual working memory concurrent task, and no concurrent task). Training sessions were interspersed with mirror-reading testing sessions for non-words, allowing evaluation of the mirror-reading acquisition process during training. The subjects exposed to imagery training acquired the mirror-reading skill as quickly as those exposed to the actual mirror-reading task. Further, performance of concurrent tasks together with actual mirror-reading training severely disrupted mirror-reading skill acquisition; this interference effect was not seen in subjects exposed to imagery training and performance of the switching and the concurrent tasks. These results unequivocally show that acquisition of implicit skills by top

  18. Investigating the discrepancy between the predicted and actual energy performance of buildings

    NASA Astrophysics Data System (ADS)

    Demanuele, Christine

    The threat of climate change has increased the demand for energy efficiency in buildings, with various stakeholders requesting more accurate predictions of energy consumption, and energy consultants coming under increased pressure to guarantee the energy performance of buildings. This study aims to investigate the factors causing the discrepancy which currently exists between the predicted and actual energy performance of buildings, which will lead to a deeper understanding of this discrepancy and, ultimately, more accurate energy predictions. As part of this study, a non-domestic building in London was modelled and monitored, so as to identify the main contributors to the discrepancy between the predicted and actual energy consumption. In addition, sensitivity analysis was carried out on a number of input variables to establish the set of influential parameters, and to determine whether using such techniques would successfully predict the range in which building energy consumption is likely to fall. The results show that the uncertainty calculated from differential sensitivity analysis encompasses the actual energy performance of the building. The most variable and influential parameters are those which are controlled by occupants, therefore it is paramount that management and occupants are well-informed about the building operation for energy targets to be achieved. Although the sensitivity analysis methods employed are impractical for commercial use, it is possible to develop simpler methods, encompassing all stages of building design and operation, which would decrease the discrepancy between the actual and predicted energy performance of buildings. Such techniques would be invaluable to energy consultants, for whom the cost resting on uncertainties in predictions is substantial due to more demanding clients and fines liable to be paid if energy predictions go wrong. A better understanding of the discrepancy, together with more accurate predictions, would

  19. Performance comparison of some evolutionary algorithms on job shop scheduling problems

    NASA Astrophysics Data System (ADS)

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

    2016-09-01

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

  20. Job Tasks Performed by Career Preparation System Administrators in One Midwestern State: Implications for Leadership Development

    ERIC Educational Resources Information Center

    VanderMolen, Julia; Zinzer, Richard

    2009-01-01

    There is a need to prepare new leaders in Career and Technical Education due to retirements and because the job demands have changed over the years. In order to verify the curriculum for leadership development programs, a study was conducted to measure the importance and frequency of job tasks performed by Career Preparation System administrators…

  1. Job Characteristics and College Performance and Attitudes: A Model of Work-School Conflict and Facilitation

    ERIC Educational Resources Information Center

    Butler, Adam B.

    2007-01-01

    The processes linking job characteristics to school performance and satisfaction in a sample of 253 full-time college students were examined from 2 role theory perspectives, 1 of which emphasized resource scarcity and the other resource expansion. Model tests using structural equation modeling showed that 2 resource-enriching job characteristics,…

  2. 20 CFR 670.980 - What are the indicators of performance for Job Corps?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 4 2012-04-01 2012-04-01 false What are the indicators of performance for Job Corps? 670.980 Section 670.980 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management Provisions § 670.980 What are...

  3. 20 CFR 670.975 - How is the performance of the Job Corps program assessed?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 4 2012-04-01 2012-04-01 false How is the performance of the Job Corps program assessed? 670.975 Section 670.975 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management Provisions § 670.975 How is...

  4. 20 CFR 670.980 - What are the indicators of performance for Job Corps?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false What are the indicators of performance for Job Corps? 670.980 Section 670.980 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management Provisions § 670.980 What are...

  5. 20 CFR 670.975 - How is the performance of the Job Corps program assessed?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false How is the performance of the Job Corps program assessed? 670.975 Section 670.975 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management Provisions § 670.975 How is...

  6. 20 CFR 670.975 - How is the performance of the Job Corps program assessed?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

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

    ERIC Educational Resources Information Center

    Zhang, Xiaomeng; Bartol, Kathryn M.

    2010-01-01

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

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

    NASA Technical Reports Server (NTRS)

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

    1986-01-01

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

  9. Development of Physical Performance Standards for Army Jobs: The Job Analysis Methodology

    DTIC Science & Technology

    1980-05-01

    Social Sciences, October, 1978. Hogan, J. C., Jennings, M . C., Ogden, G. D., & Fleishman, E. A. Development of physical tests for Exxon apprentice jobs...behind a table to lift a 70 lb., ... ... ... . ..... j.... m b ont * he.table ........... 5 4 Carry a 5 gallon bucket of water. Lift one package of...W; 4 : M 9 3W~ 1, P% W 1, W W W C s W .0c - b .0 z rmn a sl 4, 4 ,, 4- :F. N - n; .t; W O In I-, a. In, -W; a., I az S391 C9 . . . . . . . . q W-~- W

  10. Graduates' Competence on Employability Skills and Job Performance

    ERIC Educational Resources Information Center

    Abas, Maripaz C.; Imam, Ombra A.

    2016-01-01

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

  11. Implications of Job Rotation Literature for Performance Improvement Practitioners

    ERIC Educational Resources Information Center

    Casad, Scott

    2012-01-01

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

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

    PubMed

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

    2016-10-02

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

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

    PubMed Central

    Cortini, Michela; Pivetti, Monica; Cervai, Sara

    2016-01-01

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

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

    PubMed

    Cortini, Michela; Pivetti, Monica; Cervai, Sara

    2016-01-01

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

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

    SciTech Connect

    Li, Cheng; Hong, Tianzhen; Yan, Da

    2014-07-12

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

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

    DOE PAGES

    Li, Cheng; Hong, Tianzhen; Yan, Da

    2014-07-12

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

  17. PERFORMANCE TESTING OF THE NEXT-GENERATION CSSX SOLVENT WITH ACTUAL SRS TANK WASTE

    SciTech Connect

    Pierce, R.; Peters, T.; Crowder, M.; Fink, S.

    2011-11-01

    Efforts are underway to qualify the Next-Generation Solvent for the Caustic Side Solvent Extraction (CSSX) process. Researchers at multiple national laboratories have been involved in this effort. As part of the effort to qualify the solvent extraction system at the Savannah River Site (SRS), SRNL performed a number of tests at various scales. First, SRNL completed a series of batch equilibrium, or Extraction-Scrub-Strip (ESS), tests. These tests used {approx}30 mL of Next-Generation Solvent and either actual SRS tank waste, or waste simulant solutions. The results from these cesium mass transfer tests were used to predict solvent behavior under a number of conditions. At a larger scale, SRNL assembled 12 stages of 2-cm (diameter) centrifugal contactors. This rack of contactors is structurally similar to one tested in 2001 during the demonstration of the baseline CSSX process. Assembly and mechanical testing found no issues. SRNL performed a nonradiological test using 35 L of cesium-spiked caustic waste simulant and 39 L of actual tank waste. Test results are discussed; particularly those related to the effectiveness of extraction.

  18. 20 CFR 670.980 - What are the indicators of performance for Job Corps?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

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

  19. Optimization of CCGT power plant and performance analysis using MATLAB/Simulink with actual operational data.

    PubMed

    Hasan, Naimul; Rai, Jitendra Nath; Arora, Bharat Bhushan

    2014-01-01

    In the Modern scenario, the naturally available resources for power generation are being depleted at an alarming rate; firstly due to wastage of power at consumer end, secondly due to inefficiency of various power system components. A Combined Cycle Gas Turbine (CCGT) integrates two cycles- Brayton cycle (Gas Turbine) and Rankine cycle (Steam Turbine) with the objective of increasing overall plant efficiency. This is accomplished by utilising the exhaust of Gas Turbine through a waste-heat recovery boiler to run a Steam Turbine. The efficiency of a gas turbine which ranges from 28% to 33% can hence be raised to about 60% by recovering some of the low grade thermal energy from the exhaust gas for steam turbine process. This paper is a study for the modelling of CCGT and comparing it with actual operational data. The performance model for CCGT plant was developed in MATLAB/Simulink.

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

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Are Job Corps students eligible to receive cash allowances and performance bonuses? 670.620 Section 670.620 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Student Support § 670.620 Are Job...

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

    ERIC Educational Resources Information Center

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

    2016-01-01

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

  2. Cognition and the Placebo Effect – Dissociating Subjective Perception and Actual Performance

    PubMed Central

    Schwarz, Katharina A.; Büchel, Christian

    2015-01-01

    The influence of positive or negative expectations on clinical outcomes such as pain relief or motor performance in patients and healthy participants has been extensively investigated for years. Such research promises potential benefit for patient treatment by deliberately using expectations as means to stimulate endogenous regulation processes. Especially regarding recent interest and controversies revolving around cognitive enhancement, the question remains whether mere expectancies might also yield enhancing or impairing effects in the cognitive domain, i.e., can we improve or impair cognitive performance simply by creating a strong expectancy in participants about their performance? Moreover, previous literature suggests that especially subjective perception is highly susceptible to expectancy effects, whereas objective measures can be affected in certain domains, but not in others. Does such a dissociation of objective measures and subjective perception also apply to cognitive placebo and nocebo effects? In this study, we sought to investigate whether placebo and nocebo effects can be evoked in cognitive tasks, and whether these effects influence objective and subjective measures alike. To this end, we instructed participants about alleged effects of different tone frequencies (high, intermediate, low) on brain activity and cognitive functions. We paired each tone with specific success rates in a Flanker task paradigm as a preliminary conditioning procedure, adapted from research on placebo hypoalgesia. In a subsequent test phase, we measured reaction times and success rates in different expectancy conditions (placebo, nocebo, and control) and then asked participants how the different tone frequencies affected their performance. Interestingly, we found no effects of expectation on objective measures, but a strong effect on subjective perception, i.e., although actual performance was not affected by expectancy, participants strongly believed that the placebo

  3. Cognition and the Placebo Effect--Dissociating Subjective Perception and Actual Performance.

    PubMed

    Schwarz, Katharina A; Büchel, Christian

    2015-01-01

    The influence of positive or negative expectations on clinical outcomes such as pain relief or motor performance in patients and healthy participants has been extensively investigated for years. Such research promises potential benefit for patient treatment by deliberately using expectations as means to stimulate endogenous regulation processes. Especially regarding recent interest and controversies revolving around cognitive enhancement, the question remains whether mere expectancies might also yield enhancing or impairing effects in the cognitive domain, i.e., can we improve or impair cognitive performance simply by creating a strong expectancy in participants about their performance? Moreover, previous literature suggests that especially subjective perception is highly susceptible to expectancy effects, whereas objective measures can be affected in certain domains, but not in others. Does such a dissociation of objective measures and subjective perception also apply to cognitive placebo and nocebo effects? In this study, we sought to investigate whether placebo and nocebo effects can be evoked in cognitive tasks, and whether these effects influence objective and subjective measures alike. To this end, we instructed participants about alleged effects of different tone frequencies (high, intermediate, low) on brain activity and cognitive functions. We paired each tone with specific success rates in a Flanker task paradigm as a preliminary conditioning procedure, adapted from research on placebo hypoalgesia. In a subsequent test phase, we measured reaction times and success rates in different expectancy conditions (placebo, nocebo, and control) and then asked participants how the different tone frequencies affected their performance. Interestingly, we found no effects of expectation on objective measures, but a strong effect on subjective perception, i.e., although actual performance was not affected by expectancy, participants strongly believed that the placebo

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

    ERIC Educational Resources Information Center

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

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

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

    PubMed

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

    2009-11-01

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

  6. Setting Enlistment Standards and Matching Recruits to Jobs Using Job Performance Criteria.

    DTIC Science & Technology

    1984-12-01

    than 30,000, the number assumed to be available based on the FY77-FYBO data (see text ). bFixed marginal (Category IV NHS set to zero). better...Manpower, Instal- lat ions and I ogistics under (Contract M I)A903-X:-(’-00417. Library of Congress Cataloging in Publication Data Fernandez...performance data to generate optimal matches yielded only small improvements in performance-5 to 6 percent-relative to what the Army achieved, regardless of

  7. The Job of a Performance Consultant: A Qualitative Content Analysis of Job Descriptions

    ERIC Educational Resources Information Center

    Carliner, Saul; Castonguay, Chantal; Sheepy, Emily; Ribeiro, Ofelia; Sabri, Hiba; Saylor, Chantal; Valle, Andre

    2015-01-01

    Purpose: This study aims to explore the competencies needed by performance consultants, a particular role identified for training and development professionals. The role was formally named and promoted nearly two decades ago. Two ongoing discussions in the field are the competencies needed by training and development professionals and the role of…

  8. A moderated mediation model of the relationship between organizational citizenship behaviors and job performance.

    PubMed

    Ozer, Muammer

    2011-11-01

    Addressing numerous calls for future research on understanding the theoretical mechanisms that explain the relationship between organizational citizenship behaviors (OCBs) and job performance, this study focused on how an employee's relationships with coworkers mediate the relationship between his or her OCBs and his or her job performance. It also looked at how task autonomy might moderate this mediated relationship. The results of an empirical study involving 364 jewelry designers, 310 coworkers, and 284 supervisors indicated that coworker relations mediated the relationship between OCBs and job performance. In addition, task autonomy positively moderated both paths of this mediated relationship. Finally, these results hold for OCBs that are targeted at individuals but not for OCBs that are targeted toward organizations.

  9. The work-family interface and job performance: moderating effects of conscientiousness and perceived organizational support.

    PubMed

    Witt, L A; Carlson, Dawn S

    2006-10-01

    Based on conservation of resources (COR) theory, the authors hypothesized that two aspects of the work-family interface--family-to-work conflict (FWC) and family-to-work enrichment (FWE)--are related to job performance. The authors also hypothesized that two variables moderate those relationships--individual differences in conscientiousness and aspects of the work environment in terms of perceived organizational support (POS). Data collected from a matched set of 136 private sector workers and their respective supervisors revealed that high FWC was more strongly related to lower job performance: (1) among high- than low-conscientiousness workers and (2) among workers reporting low rather than high levels of organizational support. However, FWE was unrelated to job performance.

  10. Job Performance of Transition-Age Youth with Emotional and Behavioral Disorders.

    ERIC Educational Resources Information Center

    Carter, Erik W.; Wehby, Joseph H.

    2003-01-01

    A study examined the job performance of 47 adolescents with emotional and behavioral disorders. Significant discrepancies were found between supervisors' ratings of the importance of work behaviors and their ratings of adolescents' performance of the same behaviors. Adolescents' self-evaluations were significantly more favorable than the ratings…

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

    ERIC Educational Resources Information Center

    Pieper, William J.; And Others

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

  12. 29 CFR 785.12 - Work performed away from the premises or job site.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Work performed away from the premises or job site. 785.12 Section 785.12 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... of Principles Employees âsuffered Or Permittedâ to Work § 785.12 Work performed away from...

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

    ERIC Educational Resources Information Center

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

    2007-01-01

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

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

    ERIC Educational Resources Information Center

    Ilyas, Muhammad; Abdullah, Tamrin

    2016-01-01

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

  15. Job Behaviour Sampling: A Method to Increase the Information Content of Performance Feedback.

    ERIC Educational Resources Information Center

    Schwind, Hermann F.

    Although the use of personality traits as criteria for performance appraisal is still dominant, behavior-oriented measures of job performance have become more and more popular. One such test used, Behaviorally Anchored Rating Scales (BARS), seems to have two shortcomings. The individual scales are multidimensional, making it difficult for a rater…

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

    ERIC Educational Resources Information Center

    Chughtai, Aamir Ali; Buckley, Finian

    2011-01-01

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

  17. Transformational, Transactional Leadership Styles and Job Performance of Academic Leaders

    ERIC Educational Resources Information Center

    Mahdinezhad, Maryam; Bin Suandi, Turiman; bin Silong, Abu Daud; Omar, Zoharah Binti

    2013-01-01

    In higher learning education, the performance is influenced by many factors. Effective leadership has an imperative role in the better performance and growth of the organization. Yet, several performance efforts were unsuccessful as a result of factors such as satisfactory leadership style of leaders. This study was carried out to identify the…

  18. Jobs, Jobs, Jobs!

    ERIC Educational Resources Information Center

    Jacobson, Linda

    2011-01-01

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

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

    PubMed

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

    2014-07-01

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

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

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

    ERIC Educational Resources Information Center

    Ordu, Aydan

    2016-01-01

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

  2. The Influence of Competence, Motivation, and Organisational Culture to High School Teacher Job Satisfaction and Performance

    ERIC Educational Resources Information Center

    Arifin, H. Muhammad

    2015-01-01

    The study aims to find out and analyze the influence of competence, motivation, and organizational competence to high school teacher job satisfaction and performance in Jayapura City, Papua, Indonesia. The study was conducted on 117 respondents of 346 teachers by means of questionnaire. Data is analyzed by SEM analysis method in AMOS program.…

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

    ERIC Educational Resources Information Center

    Frazier, Eugene

    2013-01-01

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

  4. The Influence of Metacognitive Aspects of Literacy on Job Performance of Electronics Technicians.

    ERIC Educational Resources Information Center

    Mikulecky, Larry; Ehlinger, Jeanne

    A study explored the relationship between literacy and on-the-job performance. Subjects were 29 electronics technicians who were employed at a technical school, a naval base, a major Fortune 500 electronics plant, and a small local electronics plant. Subjects, classified according to three different employment levels (training, experienced, and…

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

    ERIC Educational Resources Information Center

    Oluwatoyin, Fashiku Christopher

    2016-01-01

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

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

    ERIC Educational Resources Information Center

    Greenhaus, Jeffrey H.; And Others

    1987-01-01

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

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

    ERIC Educational Resources Information Center

    Ingle, Kyle; Rutledge, Stacey; Bishop, Jennifer

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Dana, Laura Beckham

    2014-01-01

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

  9. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... OF LABOR STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS OVERTIME COMPENSATION Special Problems Lump Sum Attributed to Overtime § 778.311 Flat rate for special job performed in... amount may be credited toward statutory overtime compensation due. (b) Application of rule...

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

    ERIC Educational Resources Information Center

    Filipkowski, Monica; Johnson, C. Merle

    2008-01-01

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

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

    ERIC Educational Resources Information Center

    Yelboga, Atilla; Tavsancil, Ezel

    2010-01-01

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

  12. Effects of Individual Characteristics on Expatriates' Adjustment and Job Performance

    ERIC Educational Resources Information Center

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

    2013-01-01

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

  13. The Rigors of Predictive Validation: Some Comments on "A Job Learning Approach to Performance Prediction"

    ERIC Educational Resources Information Center

    Cohen, Stephen L.; Penner, Louis A.

    1976-01-01

    In a recent article in this journal (EJ 130 391) Siegel and Bergman described a "miniature job training and evaluation" approach to performance prediction. This research highlights their methodology's strengths and weaknesses in light of standard procedures recommended in developing any set of predictors. (Author/RK)

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

    ERIC Educational Resources Information Center

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

    2006-01-01

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

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

    ERIC Educational Resources Information Center

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

    1980-01-01

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

  16. 29 CFR 785.12 - Work performed away from the premises or job site.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Work performed away from the premises or job site. 785.12 Section 785.12 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS HOURS WORKED Application of Principles Employees âsuffered...

  17. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Flat rate for special job performed in overtime hours. 778.311 Section 778.311 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS OVERTIME COMPENSATION Special Problems Lump...

  18. Effects of the job stress education for supervisors on psychological distress and job performance among their immediate subordinates: a supervisor-based randomized controlled trial.

    PubMed

    Takao, Soshi; Tsutsumi, Akizumi; Nishiuchi, Kyoko; Mineyama, Sachiko; Kawakami, Norito

    2006-11-01

    As job stress is now one of the biggest health-related problems in the workplace, several education programs for supervisors have been conducted to reduce job stress. We conducted a supervisor-based randomized controlled trial to evaluate the effects of an education program on their subordinates' psychological distress and job performance. The subjects were 301 employees (46 supervisors and 255 subordinates) in a Japanese sake brewery. First, we randomly allocated supervisors to the education group (24 supervisors) and the waiting-list group (22 supervisors). Then, for the allocated supervisors we introduced a single-session, 60-min education program according to the guidelines for employee mental health promotion along with training that provided consulting skills combined with role-playing exercises. We conducted pre- and post-intervention (after 3 months) surveys for all subordinates to examine psychological distress and job performance. We defined the intervention group as those subordinates whose immediate supervisors received the education, and the control group was defined as those subordinates whose supervisors did not. To evaluate the effects, we employed a repeated measures analysis of variance (ANOVA). Overall, the intervention effects (time x group) were not significant for psychological distress or job performance among both male (p=0.456 and 0.252) and female (p=0.714 and 0.106) subordinates. However, young male subordinates engaged in white-collar occupations showed significant intervention effects for psychological distress (p=0.012) and job performance (p=0.029). In conclusion, our study indicated a possible beneficial effect of supervisor education on the psychological distress and job performance of subordinates. This effect may vary according to specific groups.

  19. An Analysis of the Association of Selected Factors to Job Performance of Cooperative Extension Area-Specialists.

    ERIC Educational Resources Information Center

    Woeste, John Theodore

    The job performance of area-specialists and county agents in Kentucky and Indiana Cooperative Extension Services was measured; and relationships between their job performance and personal and organizational variables were identified. Data were collected by 350 self-reported work samplings per respondent during one work cycle in the Spring of 1966,…

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

    ERIC Educational Resources Information Center

    Cooper, William H.

    1983-01-01

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

  1. Performance as a Moderator of the Job Satisfaction-Turnover Relationship.

    DTIC Science & Technology

    1981-01-01

    employees were: 1) required to review the performance appraisal with their supervisor; 2) given the opportunity to make written comments on the appraisal...form; and 3) required to place their signature on the form at the conclusion of the review . A composite measure of employee job performance, which was...charac- teristics. Journal of Applied Psychology , 1971, 55, 259-286. Marsh, R., and Mannari, H. Organizational commitment and turnover: A predictive

  2. The Moderating Effect of Psychological Empowerment on the Relationship between Network Centrality and Individual Job Performance

    DTIC Science & Technology

    2012-03-22

    school teacher, task performance may include developing lesson plans, providing instruction to students , and evaluating academic and social growth...does not determine whether an individual will have an increased level of job performance. For example, just because students have access to books...in a library does not make them better students . The students have to have motivation to use the resources available to them in order to increase

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

    PubMed

    Sinden, Kathryn E; Martin Ginis, Kathleen A

    2013-09-01

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

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

    PubMed

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

    2015-10-01

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

  5. Aging and work: how do SOC strategies contribute to job performance across adulthood?

    PubMed

    Yeung, Dannii Y; Fung, Helene H

    2009-12-01

    The authors examined the impacts of selection, optimization, and compensation (SOC) strategies-elective selection, loss-based selection, optimization, and compensation-on job performance across adulthood. A cross-sectional survey (Study 1, N=355) and a 5-day experience sampling study (Study 2, N=87) were conducted to assess Chinese insurance sales workers' global and momentary employment of SOC strategies at work and compare the effectiveness of these strategies in predicting their job performance. Study 1 revealed that the use of compensation predicted higher performance maintenance among older workers, whereas the use of elective selection contributed positively to sales productivity for both age groups, with stronger association for younger workers. Study 2 demonstrated that the positive impact of SOC strategies on global and momentary measures of job performance differed across tasks with various difficulty levels. When the task was perceived as highly difficult, older workers' greater use of elective selection predicted higher self-rated task performance; however, the positive association was weaker among younger workers. Older workers' greater use of the 4 SOC strategies was positively associated with sales increases when the task was not difficult or moderately difficult, yet the relationship was negative when the task was highly difficult. A reverse pattern was observed among younger workers. This article contributes to the understanding of working adults' psychological adaptation to the process of aging and reveals the moderating role of task difficulty on the association between SOC strategies and performance outcomes.

  6. 43 CFR 3137.112 - What happens if I am prevented from performing actual or constructive drilling or reworking...

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 43 Public Lands: Interior 2 2014-10-01 2014-10-01 false What happens if I am prevented from... prevented from performing actual or constructive drilling or reworking operations? (a) If you demonstrate to BLM that reasons beyond your control prevent you, despite reasonable diligence, from starting...

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

    PubMed

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

    2017-03-28

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

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

    PubMed

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

    2010-07-01

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

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

    ERIC Educational Resources Information Center

    Howard, Ann

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

  10. 20 CFR 670.620 - Are Job Corps students eligible to receive cash allowances and performance bonuses?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 4 2012-04-01 2012-04-01 false Are Job Corps students eligible to receive cash allowances and performance bonuses? 670.620 Section 670.620 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Student Support § 670.620 Are...

  11. 20 CFR 670.620 - Are Job Corps students eligible to receive cash allowances and performance bonuses?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false Are Job Corps students eligible to receive cash allowances and performance bonuses? 670.620 Section 670.620 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Student Support § 670.620 Are...

  12. 20 CFR 670.915 - When is a Job Corps student considered to be in the performance of duty?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false When is a Job Corps student considered to be in the performance of duty? 670.915 Section 670.915 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management Provisions §...

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

    PubMed Central

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

    2014-01-01

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

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

    PubMed Central

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

    2015-01-01

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

  15. Feasibility of Using Individual Differences in Emotionality as Predictors of Job Performance

    DTIC Science & Technology

    1998-05-01

    predicting job performance is difficult and imprecise. Generally, the predictive validities of cognitive tests rarely exceed .50, which explains...psychomotor tests as well as examining the predictive validities of personality measures. There has been little, if any, attention placed on examining...that attempts to control emotional displays and foster a certain " culture " constitute a new form of control which they describe as the "dark side

  16. Job Performance Measurement in the Military: A Classification Scheme, Literature Review, and Directions for Research

    DTIC Science & Technology

    1987-09-01

    Pond, 1981; Spool, 1978; Stockford & Bissell, 1949; Taylor & Hastman, IS56; Thornton & Zorich , 1980; Warmke & Billings, 1979; Zedeck & Cascio, 1982... Zorich , 1980) or better decislcn makers (Hedge, 1982) has been shown to have positive effects on the accuracy of the measures. Though not extensive, the...of self-appraisals of job performance. Personnel Psychology, 33, 363-371. Thornton, G. C., 4 Zorich , S. (1980). Training to improve observer accuracy

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

    PubMed

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

    1998-09-01

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

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

    PubMed

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

    2011-07-01

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

  19. Frontoparietal cortex and cerebellum contribution to the update of actual and mental motor performance during the day

    PubMed Central

    Bonzano, Laura; Roccatagliata, Luca; Ruggeri, Piero; Papaxanthis, Charalambos; Bove, Marco

    2016-01-01

    Actual and imagined movement speed increases from early morning until mid-afternoon. Here, we investigated the neural correlates of these daily changes. Fifteen subjects performed actual and imagined right finger opposition movement sequences at 8 am and 2 pm. Both actual and imagined movements were significantly faster at 2 pm than 8 am. In the morning, actual movements significantly activated the left primary somatosensory and motor areas, and bilaterally the cerebellum; in the afternoon activations were similar but reduced. Contrast analysis revealed greater activity in the cerebellum, the left primary sensorimotor cortex and parietal lobe in the morning than in the afternoon. Imagined movements in the morning significantly activated the parietal association cortices bilaterally, the left supplementary and premotor areas, and the right orbitofrontal cortex and cerebellum. In the afternoon, the frontal lobe was significantly activated with the right cerebellum. Contrast analysis revealed increased activity in the left parietal lobe in the morning than in the afternoon. For both tasks, speed in the morning was significantly related to the BOLD signal in the brain areas resulted more active. These findings suggest that motor performance is continuously updated on a daily basis with a predominant role of the frontoparietal cortex and cerebellum. PMID:27444783

  20. Job Stress, Stress Related to Performance-Based Accreditation, Locus of Control, Age, and Gender As Related to Job Satisfaction and Burnout in Teachers and Principals.

    ERIC Educational Resources Information Center

    Hipps, Elizabeth Smith; Halpin, Glennelle

    The purpose of the study described here was to: (1) determine the amount of variance in burnout and job satisfaction in public school teachers and principals which could be accounted for by stress related to the state's performance-based accreditation standards; (2) examine the relationship between stress related to state standards and the age and…

  1. Core self-evaluations and job performance: the role of the perceived work environment.

    PubMed

    Kacmar, K Michele; Collins, Brian J; Harris, Kenneth J; Judge, Timothy A

    2009-11-01

    Using trait activation theory as a framework, the authors examined the moderating role of two situational variables-perceptions of organizational politics and perceptions of leader effectiveness-on the relationship between core self-evaluations and job performance. Results from two samples (N = 137 and N = 226) indicate that employee perceptions of their work environment moderated the relationship between their core self-evaluations and supervisor ratings of their performance. In particular, those with higher core self-evaluations received higher performance ratings in environments perceived as favorable than in environments perceived as unfavorable.

  2. 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.

  3. How accurately can students estimate their performance on an exam and how does this relate to their actual performance on the exam?

    NASA Astrophysics Data System (ADS)

    Rebello, N. Sanjay

    2012-02-01

    Research has shown students' beliefs regarding their own abilities in math and science can influence their performance in these disciplines. I investigated the relationship between students' estimated performance and actual performance on five exams in a second semester calculus-based physics class. Students in a second-semester calculus-based physics class were given about 72 hours after the completion of each of five exams, to estimate their individual and class mean score on each exam. Students were given extra credit worth 1% of the exam points for estimating their score correct within 2% of the actual score and another 1% extra credit for estimating the class mean score within 2% of the correct value. I compared students' individual and mean score estimations with the actual scores to investigate the relationship between estimation accuracies and exam performance of the students as well as trends over the semester.

  4. Enhancing the job performance of employees with disabilities using the self-determined career development model.

    PubMed

    Devlin, Patricia

    2011-08-01

    The impact of the Self-Determined Career Development Model (hereafter called the Self-Determined Career Model) on the job performance of four adults with moderate intellectual disability employed in competitive work settings was examined. Employees learned to set work-related goals, develop an action plan, implement the plan, and adjust their goals and plans as needed. A multiple baseline design across employees was implemented. All participants achieved their self-selected goal at levels that exceeded the expectations of their supervisor and job coach. Findings extend the current line of research utilizing the Self-Determined Career Model and support the use of this model by personnel providing support to individuals with disabilities in work settings.

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

    PubMed

    Peck, Jessica A; Levashina, Julia

    2017-01-01

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

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

    PubMed Central

    Peck, Jessica A.; Levashina, Julia

    2017-01-01

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

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

    PubMed

    Khim, Keovathanak

    2016-01-01

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

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

    PubMed Central

    Khim, Keovathanak

    2016-01-01

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

  9. Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance.

    PubMed

    Konovsky, M A; Cropanzano, R

    1991-10-01

    Although management of drug testing programs is becoming a critical organizational issue, no systematic conceptual framework has been applied to the study of employee reactions to drug testing. In this study an organizational justice framework was used to explain and predict the relationships among two types of justice (procedural justice and outcome fairness) employee attitudes (job satisfaction, commitment, and management trust), and behavior (turnover intentions and performance). Survey data from 195 employees in a pathology laboratory indicated that justice predicts employee attitudes and performance. Specifically, procedural justice, but not outcome fairness, predicted all 5 criterion variables. These results demonstrate the importance of procedural justice perceptions for predicting employee reactions to drug testing programs.

  10. Performance of population specific job exposure matrices (JEMs): European collaborative analyses on occupational risk factors for chronic obstructive pulmonary disease with job exposure matrices (ECOJEM)

    PubMed Central

    Le Moual, N; Bakke, P; Orlowski, E; Heederik, D; Kromhout, H; Kennedy, S; Rijcken, B; Kauffmann, F

    2000-01-01

    OBJECTIVES—To compare the performance of population specific job exposure matrices (JEMs) and self reported occupational exposure with data on exposure and lung function from three European general populations.
METHODS—Self reported occupational exposure (yes or no) and present occupation were recorded in the three general population surveys conducted in France, The Netherlands, and Norway. Analysis was performed on subjects, aged 25-64, who provided good forced expiratory volume in 1 second (FEV1) tracings and whose occupations were performed by at least two people, in the French (6217 men and 5571 women), the Dutch (men from urban (854) and rural (780) areas), and the Norwegian (395 men) surveys. Two population specific JEMs, based on the percentage of subjects who reported themselves exposed in each job, were constructed for each survey and each sex. The first matrix classified jobs into three categories of exposure according to the proportion of subjects who reported themselves exposed in each job (P10-50 JEM, low < 10%, moderate 10-49%, high ⩾ 50%). For the second matrix, a dichotomous variable was constructed to have the same statistical power as the self reported exposure—that is, the exposure prevalence (p) was the same with both exposure assessment methods (Pp JEM). Relations between occupational exposure, as estimated by the two JEMs and self reported exposure, and age, height, city, and smoking adjusted FEV1 score were compared.
RESULTS—Significant associations between occupational exposure estimated by the population specific JEM and lung function were found in the French and the rural Dutch surveys, whereas no significant relation was found with self reported exposure. In populations with few subjects in most jobs, exposure cannot be estimated with sufficient precision by a population specific JEM, which may explain the lack of relation in the Norwegian and the Dutch (urban area) surveys.
CONCLUSION—The population specific JEM

  11. Self-appraised social problem solving abilities, emotional reactions and actual problem solving performance.

    PubMed

    Shewchuk, R M; Johnson, M O; Elliott, T R

    2000-07-01

    Self-report measures of social problem solving abilities have yet to be associated with objective problem solving performance in any consistent manner. In the present study, we investigated the relation of social problem solving abilities--as measured by the Social Problem Solving Skills Inventory--Revised (SPSI-R [Maydeu-Olivares, A. & D'Zurilla, T. J. (1996). A factor analytic study of the Social Problem Solving Inventory: an integration of theory and data. Cognitive Therapy and Research, 20, 115-133])--to performance on a structured problem solving task. Unlike previous studies, we examined the relation of problem solving skills to performance curves observed in repeated trials, while controlling for affective reactions to each trial. Using hierarchical modeling techniques, a negative problem orientation was significantly predictive of performance and this effect was not mediated by negative affectivity. Results are discussed as they pertain to contemporary models of social problem solving.

  12. Can medical students accurately predict their learning? A study comparing perceived and actual performance in neuroanatomy.

    PubMed

    Hall, Samuel R; Stephens, Jonny R; Seaby, Eleanor G; Andrade, Matheus Gesteira; Lowry, Andrew F; Parton, Will J C; Smith, Claire F; Border, Scott

    2016-10-01

    It is important that clinicians are able to adequately assess their level of knowledge and competence in order to be safe practitioners of medicine. The medical literature contains numerous examples of poor self-assessment accuracy amongst medical students over a range of subjects however this ability in neuroanatomy has yet to be observed. Second year medical students attending neuroanatomy revision sessions at the University of Southampton and the competitors of the National Undergraduate Neuroanatomy Competition were asked to rate their level of knowledge in neuroanatomy. The responses from the former group were compared to performance on a ten item multiple choice question examination and the latter group were compared to their performance within the competition. In both cohorts, self-assessments of perceived level of knowledge correlated weakly to their performance in their respective objective knowledge assessments (r = 0.30 and r = 0.44). Within the NUNC, this correlation improved when students were instead asked to rate their performance on a specific examination within the competition (spotter, rS = 0.68; MCQ, rS = 0.58). Despite its inherent difficulty, medical student self-assessment accuracy in neuroanatomy is comparable to other subjects within the medical curriculum. Anat Sci Educ 9: 488-495. © 2016 American Association of Anatomists.

  13. Predicted versus Actual Performance in Undergraduate Organic Chemistry and Implications for Student Advising

    ERIC Educational Resources Information Center

    Pursell, David P.

    2007-01-01

    Performance as measured by grades in the first and second semesters of organic chemistry was predicted using pre-college measures (SAT scores, high school rank, validation exams) and college measures (general chemistry GPA, overall college GPA prior to beginning organic chemistry, first-semester organic chemistry GPA). Data indicate that overall…

  14. Burnout and job performance: the moderating role of selection, optimization, and compensation strategies.

    PubMed

    Demerouti, Evangelia; Bakker, Arnold B; Leiter, Michael

    2014-01-01

    The present study aims to explain why research thus far has found only low to moderate associations between burnout and performance. We argue that employees use adaptive strategies that help them to maintain their performance (i.e., task performance, adaptivity to change) at acceptable levels despite experiencing burnout (i.e., exhaustion, disengagement). We focus on the strategies included in the selective optimization with compensation model. Using a sample of 294 employees and their supervisors, we found that compensation is the most successful strategy in buffering the negative associations of disengagement with supervisor-rated task performance and both disengagement and exhaustion with supervisor-rated adaptivity to change. In contrast, selection exacerbates the negative relationship of exhaustion with supervisor-rated adaptivity to change. In total, 42% of the hypothesized interactions proved to be significant. Our study uncovers successful and unsuccessful strategies that people use to deal with their burnout symptoms in order to achieve satisfactory job performance.

  15. How does sport psychology actually improve athletic performance? A framework to facilitate athletes' and coaches' understanding.

    PubMed

    Gee, Chris J

    2010-09-01

    The popularity of sport psychology, both as an academic discipline and an applied practice, has grown substantially over the past two decades. Few within the realm of competitive athletics would argue with the importance of being mentally prepared prior to an athletic competition as well as the need to maintain that particular mindset during a competitive contest. Nevertheless, recent research has shown that many athletes, coaches, and sporting administrators are still quite reluctant to seek out the services of a qualified sport psychologist, even if they believe it could help. One of the primary reasons for this hesitation appears to be a lack of understanding about the process and the mechanisms by which these mental skills affect performance. Unlike the "harder sciences" of sport physiology and biochemistry where athletes can see the tangible results in themselves or other athletes (e.g., he or she lifted weights, developed larger muscles, and is now stronger/faster as a result), the unfamiliar and often esoteric nature of sport psychology appears to be impeding a large number of athletes from soliciting these important services. As such, the purpose of this article is to provide the reader with a simple framework depicting how mental skills training translates into improved within-competition performance. This framework is intended to help bridge the general "understanding gap" that is currently being reported by a large number of athletes and coaches, while also helping sport psychology practitioners sell their valuable services to individual athletes and teams.

  16. The relationship of emotional exhaustion to work attitudes, job performance, and organizational citizenship behaviors.

    PubMed

    Cropanzano, Russell; Rupp, Deborah E; Byrne, Zinta S

    2003-02-01

    The authors investigated the negative consequences of emotional exhaustion for individual employees and their employers. On the basis of social exchange theory, the authors proposed that emotional exhaustion would predict job performance, 2 classes of organizational citizenship behavior, and turnover intentions. In addition, the authors posited that the relationship between emotional exhaustion and effective work behaviors would be mediated by organizational commitment. With only a few exceptions, the results of 2 field studies supported the authors' expectations. In addition, emotional exhaustion exerted an independent effect on these criterion variables beyond the impact of age, gender, and ethnicity.

  17. Classification Utility: Measuring and Improving Benefits in Matching Personnel to Jobs

    DTIC Science & Technology

    1990-04-01

    fillcd, predicted benefit may be maximized by rank ordering both applicants and jobs; the highest scoring applicant is assigned to the highest valued job... maximizing the prediction of either predicted performance scores or actual performance scores. Also, applicants rank ordered on predicted performance would...efficient ones in order to accommodate personnel policies. In many real situations, policy considerations take precedence over maximization of

  18. Measuring the job performance of district health managers in Latin America.

    PubMed

    Díaz-Monsalve, S J

    2003-04-01

    In resource-poor countries, district health managers (DHM) have gained importance as health systems have become decentralized. Although the roles and key functions of DHM have been described in the literature, there appears to have been no analysis of what they are really doing. In this context, the knowledge and job performance of 218 DHM from nine Latin American countries were investigated. The study was based on 12 performance indicators, two self-administered questionnaires (which included internal consistency tests), formal and informal, check interviews in the work place, and direct observations of the DHM. The DHM investigated were found to be particularly weak in systems management (community involvement and intersectoral co-operation), monitoring activities and the systematic organization of meetings. They were rarely involved in the identification of priority health problems or of high-risk groups, and failed to use health-service indicators sufficiently for the analysis of the district health system. The managers were stronger in relation to the organization of technical meetings and the development and implementation of local health plans. Factors associated with good management performance were a favourable organizational structure (including written job descriptions and support from the authorities), 'decision power' (i.e. the ability to select and appoint new staff ) and a good knowledge of the local situation. In Latin America, at least, DHM need to be better prepared, supervised and supported.

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

    PubMed

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

    2016-09-01

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

  20. Propensity-matched analysis of the gap between capacity and actual performance of dressing in patients with stroke.

    PubMed

    Fujita, Takaaki; Sato, Atsushi; Yamamoto, Yuichi; Otsuki, Koji; Iokawa, Kazuaki; Sone, Toshimasa; Midorikawa, Manabu; Tsuchiya, Kenji; Bumsuk, Lee; Tozato, Fusae

    2016-06-01

    [Purpose] Dressing is an activity of daily living for which stroke patients often show discrepancies between capacity and actual performance. The aim of this study was to elucidate the physical function and unilateral spatial neglect in stroke patients that reduce their level of actual performance despite having the capacity for dressing independently. [Subjects and Methods] This retrospective study included 60 first-time stroke patients judged by occupational therapists as able to dress independently. The patients were divided into two groups according to their FIM(®) instrument scores for dressing the upper and lower body: an independent group with both scores ≥6 and an assistance group with one or both scores ≤5. After adjusting for confounding factors through propensity score matching, the groups were compared by using Stroke Impairment Assessment Set items, the Simple Test for Evaluating Hand Function of both upper limbs, and the Berg balance scale. [Results] The assistance group had a significantly lower score for the Berg balance scale than the independent dressing group (31.0 ± 12.3 vs. 47.8 ± 7.4). [Conclusion] The results of the present study suggested that the balance function has an effect on the discrepancy between dressing capacity and performance.

  1. 20 CFR 670.980 - What are the indicators of performance for Job Corps?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ..., DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management... number of graduates who attained job readiness and employment skills. (b) The Secretary issues...

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

    PubMed Central

    2015-01-01

    Introduction Sensitivity analyses refer to investigations of the degree to which the results of a meta-analysis remain stable when conditions of the data or the analysis change. To the extent that results remain stable, one can refer to them as robust. Sensitivity analyses are rarely conducted in the organizational science literature. Despite conscientiousness being a valued predictor in employment selection, sensitivity analyses have not been conducted with respect to meta-analytic estimates of the correlation (i.e., validity) between conscientiousness and job performance. Methods To address this deficiency, we reanalyzed the largest collection of conscientiousness validity data in the personnel selection literature and conducted a variety of sensitivity analyses. Results Publication bias analyses demonstrated that the validity of conscientiousness is moderately overestimated (by around 30%; a correlation difference of about .06). The misestimation of the validity appears to be due primarily to suppression of small effects sizes in the journal literature. These inflated validity estimates result in an overestimate of the dollar utility of personnel selection by millions of dollars and should be of considerable concern for organizations. Conclusion The fields of management and applied psychology seldom conduct sensitivity analyses. Through the use of sensitivity analyses, this paper documents that the existing literature overestimates the validity of conscientiousness in the prediction of job performance. Our data show that effect sizes from journal articles are largely responsible for this overestimation. PMID:26517553

  3. A Model for Integrating a Job-Aiding, Training, and Performance Assessment System--A Preliminary Concept Paper. Final Technical Paper for Period June-August 1985.

    ERIC Educational Resources Information Center

    Kline, Charles R., Jr.; Lester, Mark

    This paper presents a model for an integrated system used for job-aiding, training, and performance assessment for persons who maintain systems of various types. The model is driven by updatable job aids, by integrated human-machine heuristics, and by an expanding matrix of maintenance activities. The model uses the job-aiding base, updated by…

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

    PubMed

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

    2016-01-01

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

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

    PubMed Central

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

    2016-01-01

    Emotional intelligence skills help nurses to cope with the emotional demands of healthcare environment. The aim of this study was to identify the relationship between emotional intelligence and perception of job performance among nurses. Using a correlational descriptive design with stratified random sampling, 338 registered nurses from teaching hospitals in North West of Iran were surveyed. Emotional intelligence and perception of job performance were measured using validated self-report measures. The collected data were analyzed through descriptive and inferential methods using SPSS/13. The mean of nurses' emotional intelligence and their perception of job performance was, respectively, 235.83 ± 37.98 and 157.63 ± 33.23. There was no significant relationship between nurses' emotional intelligence and their perception of job performance. Although there was a significant relationship between intrapersonal subscale of emotional intelligence and job performance, there was none with other subscales. In order to get rid of the physical and psychological effects of stressful work in wards, it seems that nurses just do routine activities and refuse working closely with the patients. It seems that fitting the patient to nurse ratio, dividing work between nurses, and supporting each other are necessary. PMID:27433375

  6. Placing perceptions of politics in the context of the feedback environment, employee attitudes, and job performance.

    PubMed

    Rosen, Christopher C; Levy, Paul E; Hall, Rosalie J

    2006-01-01

    The authors proposed a model suggesting that organizational environments supporting high levels of informal supervisor and coworker feedback are associated with lower employee perceptions of organizational politics. Furthermore, these lowered perceptions of politics were proposed to result in higher employee morale (as reflected in job satisfaction and affective commitment) and, through morale, to higher levels of task performance and organizational citizenship. The proposed mediational model was supported with empirical results from 150 subordinate-supervisor dyads sampled across a variety of organizations. Higher quality feedback environments were associated with lower perceptions of organizational politics, and morale mediated the relationships between organizational politics and various aspects of work performance. These findings suggest that when employees have greater access to information regarding behaviors that are acceptable and desired at work, perceptions of politics are reduced and work outcomes are enhanced.

  7. Predicting law enforcement officer job performance with the Personality Assessment Inventory.

    PubMed

    Lowmaster, Sara E; Morey, Leslie C

    2012-01-01

    This study examined the descriptive and predictive characteristics of the Personality Assessment Inventory (PAI; Morey, 1991) in a sample of 85 law enforcement officer candidates. Descriptive results indicate that mean PAI full-scale and subscale scores are consistently lower than normative community sample scores, with some exceptions noted typically associated with defensive responding. Predictive validity was examined by relating PAI full-scale and subscale scores to supervisor ratings in the areas of job performance, integrity problems, and abuse of disability status. Modest correlations were observed for all domains; however, predictive validity was moderated by defensive response style, with greater predictive validity observed among less defensive responders. These results suggest that the PAI's full scales and subscales are able to predict law enforcement officers' performance, but their utility is appreciably improved when taken in the context of indicators of defensive responding.

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

    PubMed

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

    2011-04-01

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

  9. A meta-analysis of the relationship between individual assessments and job performance.

    PubMed

    Morris, Scott B; Daisley, Rebecca L; Wheeler, Megan; Boyer, Peggy

    2015-01-01

    Though individual assessments are widely used in selection settings, very little research exists to support their criterion-related validity. A random-effects meta-analysis was conducted of 39 individual assessment validation studies. For the current research, individual assessments were defined as any employee selection procedure that involved (a) multiple assessment methods, (b) administered to an individual examinee, and (c) relying on assessor judgment to integrate the information into an overall evaluation of the candidate's suitability for a job. Assessor recommendations were found to be useful predictors of job performance, although the level of validity varied considerably across studies. Validity tended to be higher for managerial than nonmanagerial occupations and for assessments that included a cognitive ability test. Validity was not moderated by the degree of standardization of the assessment content or by use of multiple assessors for each candidate. However, higher validities were found when the same assessor was used across all candidates than when different assessors evaluated different candidates. These results should be interpreted with caution, given a small number of studies for many of the moderator subgroups as well as considerable evidence of publication bias. These limitations of the available research base highlight the need for additional empirical work to inform individual assessment practices. (PsycINFO Database Record (c) 2015 APA, all rights reserved).

  10. 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…

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

    PubMed

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

    2015-03-01

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

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

    ERIC Educational Resources Information Center

    Jing, Lizhen

    2008-01-01

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

  13. The Differences in Teachers' and Principals' General Job Stress and Stress Related to Performance-Based Accreditation.

    ERIC Educational Resources Information Center

    Hipps, Elizabeth Smith; Halpin, Glennelle

    Whether different amounts of general job stress and stress related to the Alabama Performance-Based Accreditation Standards were experienced by teachers and principals was studied in a sample of 65 principals and 242 teachers from 9 Alabama school systems. All subjects completed the Alabama Performance-Based Accreditation Standards Stress Measure,…

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

    PubMed

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

    2016-07-01

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

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

    PubMed

    Cardador, M Teresa

    2014-01-01

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

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

    DTIC Science & Technology

    1977-04-12

    DATA GATHERING TASK OBSERVATION STRUCTURAL PRIORITIZATION PORN INVENTORYq CHECKLIST FIGUJRE 2 In order to establish Job Language Performance Requirements...AL CP 2i .&ZC * zc L r Sf t Xu OA , L1 0% LA6m& fn* n -NI’ r "M r in’ p." r. ONO MP M’ .4 r. P. I.. M ’P .Mf " . u aon 4o 3 ,0v 04 -6 Ai fn fŘ 04 44...N r- In tv 10*1 4 - .~~- -44 * Iq tv 4 CM IV %-4e 4 tv aM V W v0 021 f - -9-ooo-ocp. CP 0, C. v0 fv. -r f-UI L . h I -1 - t- - ’ 0w - LU 0 L- N 4 7,L

  17. An Exploratory Study of Job Satisfaction, Retention, and Performance of Navy Enlisted Men,

    DTIC Science & Technology

    The paper examines the relationship of 2 aspects of job satisfaction : satisfaction with the work itself (job content) and satisfaction of the job...influence on reenlistment decision. The findings suggested that the Navy should concentrate on improving the aspects of naval life associated with the... satisfaction of more basic needs -- such as pay, image of the Navy, and ship-board living conditions -- to retain enlisted men, particularly those in the

  18. Performance changes and relationship between vertical jump measures and actual sprint performance in elite sprinters with visual impairment throughout a Parapan American games training season.

    PubMed

    Loturco, Irineu; Winckler, Ciro; Kobal, Ronaldo; Cal Abad, Cesar C; Kitamura, Katia; Veríssimo, Amaury W; Pereira, Lucas A; Nakamura, Fábio Y

    2015-01-01

    The aims of this study were to estimate the magnitude of variability and progression in actual competitive and field vertical jump test performances in elite Paralympic sprinters with visual impairment in the year leading up to the 2015 Parapan American Games, and to investigate the relationships between loaded and unloaded vertical jumping test results and actual competitive sprinting performance. Fifteen Brazilian Paralympic sprinters with visual impairment attended seven official competitions (four national, two international and the Parapan American Games 2015) between April 2014 and August 2015, in the 100- and 200-m dash. In addition, they were tested in five different periods using loaded (mean propulsive power [MPP] in jump squat [JS] exercise) and unloaded (squat jump [SJ] height) vertical jumps within the 3 weeks immediately prior to the main competitions. The smallest important effect on performances was calculated as half of the within-athlete race-to-race (or test-to-test) variability and a multiple regression analysis was performed to predict the 100- and 200-m dash performances using the vertical jump test results. Competitive performance was enhanced during the Parapan American Games in comparison to the previous competition averages, overcoming the smallest worthwhile enhancement in both the 100- (0.9%) and 200-m dash (1.43%). In addition, The SJ and JS explained 66% of the performance variance in the competitive results. This study showed that vertical jump tests, in loaded and unloaded conditions, could be good predictors of the athletes' sprinting performance, and that during the Parapan American Games the Brazilian team reached its peak competitive performance.

  19. Performance changes and relationship between vertical jump measures and actual sprint performance in elite sprinters with visual impairment throughout a Parapan American games training season

    PubMed Central

    Loturco, Irineu; Winckler, Ciro; Kobal, Ronaldo; Cal Abad, Cesar C.; Kitamura, Katia; Veríssimo, Amaury W.; Pereira, Lucas A.; Nakamura, Fábio Y.

    2015-01-01

    The aims of this study were to estimate the magnitude of variability and progression in actual competitive and field vertical jump test performances in elite Paralympic sprinters with visual impairment in the year leading up to the 2015 Parapan American Games, and to investigate the relationships between loaded and unloaded vertical jumping test results and actual competitive sprinting performance. Fifteen Brazilian Paralympic sprinters with visual impairment attended seven official competitions (four national, two international and the Parapan American Games 2015) between April 2014 and August 2015, in the 100- and 200-m dash. In addition, they were tested in five different periods using loaded (mean propulsive power [MPP] in jump squat [JS] exercise) and unloaded (squat jump [SJ] height) vertical jumps within the 3 weeks immediately prior to the main competitions. The smallest important effect on performances was calculated as half of the within-athlete race-to-race (or test-to-test) variability and a multiple regression analysis was performed to predict the 100- and 200-m dash performances using the vertical jump test results. Competitive performance was enhanced during the Parapan American Games in comparison to the previous competition averages, overcoming the smallest worthwhile enhancement in both the 100- (0.9%) and 200-m dash (1.43%). In addition, The SJ and JS explained 66% of the performance variance in the competitive results. This study showed that vertical jump tests, in loaded and unloaded conditions, could be good predictors of the athletes' sprinting performance, and that during the Parapan American Games the Brazilian team reached its peak competitive performance. PMID:26594181

  20. The role of stress and level of burnout in job performance among nurses

    PubMed Central

    2011-01-01

    Nurses' empathy for and connection with patients demonstrates core professional values which are essential but, consequently, attract certain factors capable of inducing stress. Studies of the roles and responsibilities associated with nursing have implicated multiple and conflicting demands which might not be without some resultant effects. However, little research has been conducted on these work characteristics in developing economies to determine how these might impact the nurse employees' performance. There is need for evidence-based empirical findings to facilitate improvement in healthcare services. This study examined stress and level of burnout among Nigerian nurses (n = 2245) who were selected using stratified random sampling. The participants were measured using an ‘abridged measures booklet’ adopted from the Maslach Burnout Inventory-General Survey (MBI-GS), Job Autonomy Questionnaire (JAQ), Questionnaire on Organisational Stress-Doetinchem (VOS-D) and Job Diagnostic Survey (JDS). The roles of work–home interference (WHI) and home–work interference (HWI), with respect to work characteristics and burnout (paying special attention to gender), were examined. Analyses using t-tests and linear regression showed no gender differences in burnout levels among Nigerian nurses, who experience medium to high levels of emotional exhaustion, medium levels of depersonalisation and high levels of personal accomplishment. WHI and HWI were found to mediate the relationship between work characteristics and burnout. The meditational relationship differs between genders. This study calls for further research into gender and burnout among the caring professions, especially in under-developed and developing economies of the world. PMID:22942900

  1. Performance of Extended Local Clustering Organization (LCO) for Large Scale Job-Shop Scheduling Problem (JSP)

    NASA Astrophysics Data System (ADS)

    Konno, Yohko; Suzuki, Keiji

    This paper describes an approach to development of a solution algorithm of a general-purpose for large scale problems using “Local Clustering Organization (LCO)” as a new solution for Job-shop scheduling problem (JSP). Using a performance effective large scale scheduling in the study of usual LCO, a solving JSP keep stability induced better solution is examined. In this study for an improvement of a performance of a solution for JSP, processes to a optimization by LCO is examined, and a scheduling solution-structure is extended to a new solution-structure based on machine-division. A solving method introduced into effective local clustering for the solution-structure is proposed as an extended LCO. An extended LCO has an algorithm which improves scheduling evaluation efficiently by clustering of parallel search which extends over plural machines. A result verified by an application of extended LCO on various scale of problems proved to conduce to minimizing make-span and improving on the stable performance.

  2. Young Workers' Job Self-Efficacy and Affect: Pathways to Health and Performance

    ERIC Educational Resources Information Center

    Lubbers, Ralph; Loughlin, Catherine; Zweig, David

    2005-01-01

    This longitudinal study of 195 young workers responds to calls for the study of healthy work at discrete life stages. Based on social cognitive and affective events theories and using structural equation modeling, results indicated that both perceived job self-efficacy and job-related affect fully mediate the relationship between interpersonal…

  3. Application of Content Validity Methods to the Development of a Job-Related Performance Rating Criterion.

    ERIC Educational Resources Information Center

    Distefano, M. K., Jr.; And Others

    1983-01-01

    Demonstrated the use of quantitative content validity procedures in the development of a job-related behavioral rating scale criterion for entry-level psychiatric aides. Found that 78 of 83 items were significantly job-relevant using the computation procedures of both Lawshe and Aiken. (JAC)

  4. The Relationship between Happiness, Subjective Well-Being, Creativity and Job Performance of Primary School Teachers in Ramhormoz City

    ERIC Educational Resources Information Center

    Jalali, Zohreh; Heidari, Alireza

    2016-01-01

    The research aimed to investigate the relationship between happiness, subjective well-being, creativity and job performance of primary school teachers in Ramhormoz City. Hence, a sample of 330 individuals was selected through random stratified sampling. The research tools included Oxford Happiness Inventory, Subjective Well-being Scale by Keyes…

  5. Moderation Effects of Personality and Organizational Support on the Relationship between Prior Job Experience and Academic Performance of Management Students

    ERIC Educational Resources Information Center

    Uppal, Nishant; Mishra, Sushanta Kumar

    2014-01-01

    The study investigates the relationship between prior job experience and current academic performance among management students in India. It further explores the impact of individual and situational factors on the above relationship. Based on a longitudinal study spanning over nine months in the academic year 2010-11 among a sample of 324…

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

    ERIC Educational Resources Information Center

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

    2013-01-01

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

  7. Examination of Information Technology (IT) Certification and the Human Resources (HR) Professional Perception of Job Performance: A Quantitative Study

    ERIC Educational Resources Information Center

    O'Horo, Neal O.

    2013-01-01

    The purpose of this quantitative survey study was to test the Leontief input/output theory relating the input of IT certification to the output of the English-speaking U.S. human resource professional perceived IT professional job performance. Participants (N = 104) rated their perceptions of IT certified vs. non-IT certified professionals' job…

  8. Criterion Development for Job Performance Evaluation: Proceedings from [a] Symposium (San Antonio, Texas, June 23-24, 1977).

    ERIC Educational Resources Information Center

    Mullins, Cecil J., Ed.; Winn, William R., Ed.

    These conference proceedings contain statements from those concerned with various aspects of research on job performance measures. Following introductory remarks, the formal presentations of work and ideas include "Air Training Command Interest in the Criterion Problem," by Donald E. Meyer, "The Criterion Problem: A Personnel…

  9. The Effects of Doing Part-Time Jobs on College Student Academic Performance and Social Life in a Chinese Society

    ERIC Educational Resources Information Center

    Wang, Hongyu; Kong, Miosi; Shan, Wenjing; Vong, Sou Kuan

    2010-01-01

    Student employment has been treated as a homogeneous category in studying the effects of doing part-time jobs on student academic performance or social life. In the present study, using data collected from a well-known public university in Macau, we treat student employment as a heterogeneous experience and compare the relative importance of…

  10. Leadership Behavior and Job Performance of Teachers in Public and Private Kindergartens: The Perspectives of Institutionalization, Reason, and Feeling

    ERIC Educational Resources Information Center

    Chen, Yigean; Cheng, Jaonan

    2012-01-01

    Chinese society is accustomed to using feelings, reasons, and institutionalizations to determine how to deal with events, which raises a number of questions. How can the directors of early education institutions incorporate feelings, reasons, and institutionalizations into their management? How can they enhance the job performance of teachers?…

  11. Stress Coping Strategies among Guidance Counsellors in the Performance of Their Jobs in Secondary Schools Delta North Senatorial District

    ERIC Educational Resources Information Center

    Onoyase, Anna

    2015-01-01

    The study was set out to investigate stress coping strategies among Guidance Counsellors in the performance of their jobs. One research question and four hypotheses were formulated to guide the study. Two instruments were used to collect data for the study. One hundred and ten copies of the instruments were administered on one hundred and ten…

  12. Academic performance, career potential, creativity, and job performance: can one construct predict them all?

    PubMed

    Kuncel, Nathan R; Hezlett, Sarah A; Ones, Deniz S

    2004-01-01

    This meta-analysis addresses the question of whether 1 general cognitive ability measure developed for predicting academic performance is valid for predicting performance in both educational and work domains. The validity of the Miller Analogies Test (MAT; W. S. Miller, 1960) for predicting 18 academic and work-related criteria was examined. MAT correlations with other cognitive tests (e.g., Raven's Matrices [J. C. Raven, 1965]; Graduate Record Examinations) also were meta-analyzed. The results indicate that the abilities measured by the MAT are shared with other cognitive ability instruments and that these abilities are generalizably valid predictors of academic and vocational criteria, as well as evaluations of career potential and creativity. These findings contradict the notion that intelligence at work is wholly different from intelligence at school, extending the voluminous literature that supports the broad importance of general cognitive ability (g).

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

    ERIC Educational Resources Information Center

    Richardson, J. Jeffrey

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

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

  15. Performance of Job-Related Skill Training for Young People with Disabilities.

    ERIC Educational Resources Information Center

    Tomblin, Mary; Haring, Kathryn A.

    2000-01-01

    A male student with learning disabilities was trained in job-related social skills designed to improve punctuality and work attendance. His attendance improved over time; punctuality rose to only 85% of target behavior. (SK)

  16. Job security and work performance in Chinese employees: The mediating role of organisational identification.

    PubMed

    Ma, Bing; Liu, Shanshi; Liu, Donglai; Wang, Hongchun

    2016-04-01

    This research focuses on investigating whether organisational identification mediates the effects of job security on in-role behaviour and extra-role behaviour and how these mediation mechanisms differ according to gender. Through analysing 212 supervisor-subordinate dyads from a Chinese air transportation group, the research indicated that organisational identification partially mediated the effect of job security on in-role behaviour and fully mediated the effect of job security on extra-role behaviour. A multi-group analysis also showed that there were significant differences between male and female employees in these relationships. In addition, moderated mediation analyses showed that gender moderated the indirect effects of job security on in-role behaviour and extra-role behaviour through organisational identification. Limitations and implications of these findings are discussed.

  17. Job satisfaction of professional Irish dancers: implications for performer health and well-being.

    PubMed

    Cahalan, Roisin; O'Sullivan, Kieran

    2013-12-01

    This study investigates for the first time whether experienced former and current professional Irish dancers (PIDs) would recommend a career in Irish dance, and their perceived positive and negative attitudes toward this occupation. One hundred and sixty-five (71 current, 94 retired) PIDs participated in an online survey. Additional focus group interviews of six current and three retired PIDs were conducted to validate survey findings. PID comments were examined independently by the two investigators using thematic analysis and then cross-indexed and coded into the most common positive and negative themes. Ninety-four percent of surveyed PIDs and 100% of focus group participants stated that they would recommend a career in professional Irish dance. The main positive attributes identified included the opportunity to travel and experience diverse cultures, the development of enduring friendships, the pursuit of a hobby as a financially lucrative career, evolving personal life skills, and the maintenance of good physical health and fitness. The main negative themes included the insecure and short-term nature of the career, physical consequences in terms of pain and injury, potentially damaging psychological consequences, and practical difficulties inherent in a touring lifestyle. The effects of dancer job satisfaction on health, wellbeing, and performance are discussed, and recommendations for company managers and dance captains are developed based on findings.

  18. Actual distribution of Cronobacter spp. in industrial batches of powdered infant formula and consequences for performance of sampling strategies.

    PubMed

    Jongenburger, I; Reij, M W; Boer, E P J; Gorris, L G M; Zwietering, M H

    2011-11-15

    The actual spatial distribution of microorganisms within a batch of food influences the results of sampling for microbiological testing when this distribution is non-homogeneous. In the case of pathogens being non-homogeneously distributed, it markedly influences public health risk. This study investigated the spatial distribution of Cronobacter spp. in powdered infant formula (PIF) on industrial batch-scale for both a recalled batch as well a reference batch. Additionally, local spatial occurrence of clusters of Cronobacter cells was assessed, as well as the performance of typical sampling strategies to determine the presence of the microorganisms. The concentration of Cronobacter spp. was assessed in the course of the filling time of each batch, by taking samples of 333 g using the most probable number (MPN) enrichment technique. The occurrence of clusters of Cronobacter spp. cells was investigated by plate counting. From the recalled batch, 415 MPN samples were drawn. The expected heterogeneous distribution of Cronobacter spp. could be quantified from these samples, which showed no detectable level (detection limit of -2.52 log CFU/g) in 58% of samples, whilst in the remainder concentrations were found to be between -2.52 and 2.75 log CFU/g. The estimated average concentration in the recalled batch was -2.78 log CFU/g and a standard deviation of 1.10 log CFU/g. The estimated average concentration in the reference batch was -4.41 log CFU/g, with 99% of the 93 samples being below the detection limit. In the recalled batch, clusters of cells occurred sporadically in 8 out of 2290 samples of 1g taken. The two largest clusters contained 123 (2.09 log CFU/g) and 560 (2.75 log CFU/g) cells. Various sampling strategies were evaluated for the recalled batch. Taking more and smaller samples and keeping the total sampling weight constant, considerably improved the performance of the sampling plans to detect such a type of contaminated batch. Compared to random sampling

  19. Computer-Based Video Instruction to Teach Young Adults with Moderate Intellectual Disabilities to Perform Multiple Step, Job Tasks in a Generalized Setting

    ERIC Educational Resources Information Center

    Mechling, Linda C.; Ortega-Hurndon, Fanny

    2007-01-01

    This study evaluated the effectiveness of computer-based video instruction (CBVI) to teach three young adults with moderate intellectual disabilities to perform complex, multiple step, job tasks in a generalized setting. A multiple probe design across three job tasks and replicated across three students was used to evaluate the effectiveness of…

  20. 20 CFR 670.910 - If a student is injured in the performance of duty as a Job Corps Student, what benefits may they...

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false If a student is injured in the performance of duty as a Job Corps Student, what benefits may they receive? 670.910 Section 670.910 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT...

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

    PubMed Central

    Veerasamy, Chanthiran; Sambasivan, Murali; Kumar, Naresh

    2013-01-01

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

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

    PubMed

    Veerasamy, Chanthiran; Sambasivan, Murali; Kumar, Naresh

    2013-01-01

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

  3. Job Language Performance Requirements for MOS 91C, Clinical Specialist, Reference Soldier’s Manual Dated 30 August 1977.

    DTIC Science & Technology

    1977-08-30

    of tile repoitj Training Developments Institute UNCLASSIFIED ATTN: ATTG-DOR UNCLASS ___F__ED 150. DECL ASSI FCATION/ DOWNIGRADIN GFort Monroe, VA...research data used to develop Job Language Performance Requirements (JLPR). Please look through these sections to get a general understanding of the...constitute the basis for development of any MOS-oriented English language materials. Section V contains the JLPR by cluster/topic, while Section VI contains

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

    PubMed

    Maruyama, Junichi; Fuji, Kei

    2016-04-01

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

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

    PubMed Central

    2012-01-01

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

  6. A Proposal for Job Descriptions and Performance Standards for Webster University Extended Campus Support Staff.

    ERIC Educational Resources Information Center

    King, John R., III

    A survey was conducted of all Webster University (Missouri) Extended Campus site directors (N=37) addressing the duties they associated with support staff positions at their sites. The directors were asked to assign relative importance in the duty rankings they listed and to show the job titles used for the positions at their sites. The 16…

  7. Principal Self-Efficacy, Teacher Perceptions of Principal Performance, and Teacher Job Satisfaction

    ERIC Educational Resources Information Center

    Evans, Molly Lynn

    2016-01-01

    In public schools, the principal's role is of paramount importance in influencing teachers to excel and to keep their job satisfaction high. The self-efficacy of leaders is an important characteristic of leadership, but this issue has not been extensively explored in school principals. Using internet-based questionnaires, this study obtained…

  8. Basic Skills for Job Performance: Private Industry Councils and Workplace Literacy.

    ERIC Educational Resources Information Center

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

    This guide is designed to provide private industry councils (PICs) with information on developing workplace literacy or job-related basic skills programs. Chapter 1 contains an overview of the nation's literacy problem and how it affects business and is designed to provide PIC members with background information to use when discussing the problem…

  9. Expectancy Work Motivation, Central Life Interests, Voluntarism, Organizational Situation, Job Satisfaction, and Perceived Teaching Performance.

    ERIC Educational Resources Information Center

    Miskel, Cecil; And Others

    This study tested the hypotheses that expectancy work motivation, individual attitudes toward work, and structural and environmental components are predictions of teacher job satisfaction and effectiveness. Samples were selected from junior high school and higher education faculties. Subjects responded to open-ended questionnaires, and results…

  10. Chinese Cultural Values and Performance at Job Interviews: A Singapore Perspective.

    ERIC Educational Resources Information Center

    Wong, Irene F. H.; Phooi-Ching, Lai

    2000-01-01

    Analyzes transcripts of job interviews involving nine English-speaking applicants from Chinese backgrounds and two experienced interviewers from Anglo-American MNCs (Multinational Corporations) in Singapore in order to reveal subtle clashes in culture. Finds that applicants from a Chinese background may be disadvantaged when being interviewed for…

  11. Job-Embedded Professional Development: Its Impact on Teacher Self-Efficacy and Student Performance

    ERIC Educational Resources Information Center

    Althauser, Krista

    2015-01-01

    A quantitative approach was used to investigate the impact of a district-wide, job-embedded mathematics professional development program on elementary teachers' general and personal efficacy. This investigation was based on the principles of mathematics professional development, efficacy theory, and student achievement. It was designed to…

  12. Administrative Challenges and Response Strategies to the Job Performance of Marketing Department Chairs.

    ERIC Educational Resources Information Center

    Dyer, Beverly G.; Miller, Michael T.

    This study reports on the job challenges and corresponding response strategies that department chairs at graduate and undergraduate colleges and universities encounter and rely upon. Literature and research related to marketing department chairs, marketing education, and marketing majors indicates that business schools have come under attack by…

  13. The Role of Teacher and Family Opinions in Identifying Gifted Kindergarten Children and the Consistence of These Views with Children's Actual Performance

    ERIC Educational Resources Information Center

    Daglioglu, H. Elif; Suveren, Senem

    2013-01-01

    This study was conducted in order to identify gifted children attending kindergartens of elementary schools, determine how successful families and teachers were in selecting these children, and see how consistent their opinions were with children's actual performance. Participants were children attending kindergartens of elementary schools, their…

  14. Prototype Procedures to Describe Army Jobs

    DTIC Science & Technology

    2010-07-01

    D. (2009). Assessing professional competence by using occupational judgment tests derived from job analysis questionnaires (Technical Report 1242...occupation/ job and that differentiate an Army occupation/ job , or cluster of occupations/ jobs , from others (e.g., performing operator maintenance ...wheeled vehicle. 1 Obtain service box and read orders for maintenance job . 2 Perform routine inspection and checks of wheeled vehicle. 3

  15. 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…

  16. Job Satisfaction Within the Military Entrance Processing Station and Its Relationship to Quality of Performance

    DTIC Science & Technology

    1990-06-01

    of computer and printer time to run the answer sheets. The job cannot always be accomplished during normal working hours. To compensate for this fact...many as five nights per week. Others may only give the ASVAB a few times per month. To compensate for the times the test is not given in-house, the...dates of mervice and senhority. and for such other routinle personnel managiment attio-’s required to maintain normal career progression at a member of a

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

    PubMed

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

    2013-01-01

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

  18. Performance evaluation of different types of particle representation procedures of Particle Swarm Optimization in Job-shop Scheduling Problems

    NASA Astrophysics Data System (ADS)

    Izah Anuar, Nurul; Saptari, Adi

    2016-02-01

    This paper addresses the types of particle representation (encoding) procedures in a population-based stochastic optimization technique in solving scheduling problems known in the job-shop manufacturing environment. It intends to evaluate and compare the performance of different particle representation procedures in Particle Swarm Optimization (PSO) in the case of solving Job-shop Scheduling Problems (JSP). Particle representation procedures refer to the mapping between the particle position in PSO and the scheduling solution in JSP. It is an important step to be carried out so that each particle in PSO can represent a schedule in JSP. Three procedures such as Operation and Particle Position Sequence (OPPS), random keys representation and random-key encoding scheme are used in this study. These procedures have been tested on FT06 and FT10 benchmark problems available in the OR-Library, where the objective function is to minimize the makespan by the use of MATLAB software. Based on the experimental results, it is discovered that OPPS gives the best performance in solving both benchmark problems. The contribution of this paper is the fact that it demonstrates to the practitioners involved in complex scheduling problems that different particle representation procedures can have significant effects on the performance of PSO in solving JSP.

  19. I won't let you down... or will I? Core self-evaluations, other-orientation, anticipated guilt and gratitude, and job performance.

    PubMed

    Grant, Adam M; Wrzesniewski, Amy

    2010-01-01

    Although core self-evaluations have been linked to higher job performance, research has shown variability in the strength of this relationship. We propose that high core self-evaluations are more likely to increase job performance for other-oriented employees, who tend to anticipate feelings of guilt and gratitude. We tested these hypotheses across 3 field studies using different operationalizations of both performance and other-orientation (prosocial motivation, agreeableness, and duty). In Study 1, prosocial motivation strengthened the association between core self-evaluations and the performance of professional university fundraisers. In Study 2, agreeableness strengthened the association between core self-evaluations and supervisor ratings of initiative among public service employees. In Study 3, duty strengthened the association between core self-evaluations and the objective productivity of call center employees, and this moderating relationship was mediated by feelings of anticipated guilt and gratitude. We discuss implications for theory and research on personality and job performance.

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

    PubMed

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

    2016-11-01

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

  1. Is less really more: Does a prefrontal efficiency genotype actually confer better performance when working memory becomes difficult?

    PubMed

    Ihne, Jessica L; Gallagher, Natalie M; Sullivan, Marie; Callicott, Joseph H; Green, Adam E

    2016-01-01

    Perhaps the most widely studied effect to emerge from the combination of neuroimaging and human genetics is the association of the COMT-Val(108/158)Met polymorphism with prefrontal activity during working memory. COMT-Val is a putative risk factor in schizophrenia, which is characterized by disordered prefrontal function. Work in healthy populations has sought to characterize mechanisms by which the valine (Val) allele may lead to disadvantaged prefrontal cognition. Lower activity in methionine (Met) carriers has been interpreted as advantageous neural efficiency. Notably, however, studies reporting COMT effects on neural efficiency have generally not reported working memory performance effects. Those studies have employed relatively low/easy working memory loads. Higher loads are known to elicit individual differences in working memory performance that are not visible at lower loads. If COMT-Met confers greater neural efficiency when working memory is easy, a reasonable prediction is that Met carriers will be better able to cope with increasing demand for neural resources when working memory becomes difficult. To our knowledge, this prediction has thus far gone untested. Here, we tested performance on three working memory tasks. Performance on each task was measured at multiple levels of load/difficulty, including loads more demanding than those used in prior studies. We found no genotype-by-load interactions or main effects of COMT genotype on accuracy or reaction time. Indeed, even testing for performance differences at each load of each task failed to find a single significant effect of COMT genotype. Thus, even if COMT genotype has the effects on prefrontal efficiency that prior work has suggested, such effects may not directly impact high-load working memory ability. The present findings accord with previous evidence that behavioral effects of COMT are small or nonexistent and, more broadly, with a growing consensus that substantial effects on phenotype will

  2. Assertiveness Training for Job-Seeking Skills

    ERIC Educational Resources Information Center

    Ball, Patricia G.; McLoughlin, Mary Ellen

    1977-01-01

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

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

    PubMed

    Yun, Seokhwa; Takeuchi, Riki; Liu, Wei

    2007-05-01

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

  4. The relationship between job performance and perceived organizational support in faculty members at Chinese universities: a questionnaire survey

    PubMed Central

    2014-01-01

    Background Although several studies have been conducted to investigate the relationship between perceived organizational support (POS) and job performance (JP), it remains unclear whether this relationship is appropriate for faculty members at Chinese universities. The objectives of this study were to (a) examine the correlation between POS andJP; (b) identify the predictors of POS, including demographic and organizational characteristics among faculty members at a Chinese university; (c) investigate the influence of mediating factors between POS and JP; and (d) compare the findings of this study with related studies. Methods A cross-sectional questionnaire survey was used in this study. The questionnaire was administered to 700 faculty members who were randomly selected from all faculty members at six universities. A total of 581 questionnaires were obtained. A statistical model for JP was developed based on the literature review. Results The analysis results indicated that the relationship between POS and JP was mediated by job satisfaction (JS), positive affectivity (PA), and affective commitment (AC). In addition, procedural and distributive justice contribute to POS. Conclusions The study concludes that the relationship between POS and JP is mediated by JS, PA, and AC and is influenced by POS. These results can provide evidence for university administrators to improve POS and increase the JP of faculty members at universities. PMID:24624932

  5. Review of actual proficiency-testing performance under CLIA '67 (March 14, 1990) rules: perspective from the first year's data.

    PubMed

    Lanphear, B J; Burmeister, B J; Ehrmeyer, S S; Laessig, R H; Hassemer, D J

    1992-07-01

    Under the Clinical Laboratory Improvement Act of 1967 the Health Care Financing Administration's proficiency-testing requirement applies to approximately 12,000 hospital, reference, and large-clinic laboratories in the United States. The Wisconsin State Laboratory of Hygiene is approved by the Health Care Financing Administration to provide proficiency testing in all specialties and subspecialties. The focus of the program is to provide highly specialized service and support to a limited number of participants in order to assess intralaboratory performance correctly. We report the findings over the four proficiency-testing events in 1991 for the subspecialty of routine chemistry, which serves approximately 470 participants. Failure rates for individual analytes on single proficiency testing events ranged from 0% to 13%. After four events or one year, if the mandated evaluation criteria and failure rules were strictly applied, as many as 11% of the laboratories could have found themselves involuntarily suspended from offering all routine chemistry testing.

  6. Evaluating a nursing communication skills training course: The relationships between self-rated ability, satisfaction, and actual performance.

    PubMed

    Mullan, Barbara A; Kothe, Emily J

    2010-11-01

    Effective communication is a vital component of nursing care, however, nurses often lack the skills to communicate with patients, carers and other health care professionals. Communication skills training programs are frequently used to develop these skills. However, there is a paucity of data on how best to evaluate such courses. The aim of the current study was to evaluate the relationship between student self rating of their own ability and their satisfaction with a nurse training course as compared with an objective measure of communication skills. 209 first year nursing students completed a communication skills program. Both qualitative and quantitative data were collected and associations between measures were investigated. Paired samples t-tests showed significant improvement in self-rated ability over the course of the program. Students generally were very satisfied with the course which was reflected in both qualitative and quantitative measures. However, neither self-rated ability nor satisfaction was significantly correlated with the objective measure of performance, but self-rated ability and satisfaction were highly correlated with one another. The importance of these findings is discussed and implications for nurse education are proposed.

  7. Acute and subchronic effects of bilastine (20 and 40 mg) and hydroxyzine (50 mg) on actual driving performance in healthy volunteers.

    PubMed

    Conen, Silke; Theunissen, Eef L; Van Oers, Anita C M; Valiente, Román; Ramaekers, Johannes G

    2011-11-01

    Bilastine is a new second-generation H1 antagonist. Although bilastine has been demonstrated to produce little or no performance impairment in laboratory tests, it cannot be excluded that it produces impairments in real-life performance such as driving. This study aims to assess the effects of two doses of bilastine (20 and 40 mg) on actual driving after single and repeated administration. Hydroxyzine 50 mg was included as an active control. Twenty-two participants (11 females, 11 males) were tested in a placebo-controlled, randomized, double-blind, four-way cross-over design. Participants were treated with once-daily doses for eight consecutive days. On day 1 and 8 of each treatment period participants performed an actual highway driving test. The primary variable was standard deviation of lateral position (SDLP), a measure of weaving. Results demonstrated that hydroxyzine significantly increased SDLP on days 1 and 8 of treatment. Bilastine did not affect SDLP. It is concluded that hydroxyzine produces severe driving impairment after single doses and that this impairment only partly mitigates over time due to a lack of complete tolerance. Bilastine did not produce any driving impairment after single and repeated doses and can be safely used in traffic in doses up to 40 mg.

  8. Job Language Performance Requirements for MOS 62B, Construction Equipment Repairer, Reference Soldier’s Manual Dated 13 March 1978.

    DTIC Science & Technology

    1978-03-13

    the backgroun underlying the JLPR. Sections V and VI are the major substantive portions of the analysis. They are the results of the analysis and...Writing 25% II. JOB LANGUAGEp:;O.’ ANCE REQ1R.t"EI;TS TASK: Listen to learn and perform CONDITIONS: Given oral instructions or verbal comm:nds in any...performianc’IIIIi6II 1 ~ I~~ hN 111 S hands-on I,~I I L IIII S demonstratio;III’ I’M ~~=ec~~u~to jI 1,1 ilili II I II 09 i*~ ance difficul? t 11 Ill 11

  9. Job Characteristics and Job Attitudes: A Multivariate Study.

    ERIC Educational Resources Information Center

    Porter, Lyman W.; Stone, Eugene F.

    Attitude data were obtained from 556 employees in a western telephone company. Respondents held one of sixteen "craft" jobs in the department selected for study. Multiple discriminant function analysis was performed using sixteen groups formed on the basis of subjects' job titles. Variables used in this primary analysis included job satisfaction,…

  10. Job Satisfaction.

    DTIC Science & Technology

    1979-07-01

    well include an "overall, global or unidimensional component" (p 184) but that additional specific factors were also evident, ie. "job satisfaction is...between a person’s life style and organisational structure. They hypothesised that job satisfaction may be adversely affected if there is any significant...between job satisfaction and an independent life style, and; thirdly, that "job satisfac- tion is maximispd when the individual places a high value

  11. 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…

  12. Job satisfaction and motivation: how do we inspire employees?

    PubMed

    Alshallah, Sahar

    2004-01-01

    Productivity is defined as the efficient and effective use of resources with minimum waste and effort to achieve outcome. We live in a world that has limited resources. The health care industry faces this limitation more than any other industry. With these challenges facing health care administrators, the concept of productivity, job satisfaction and motivation become very important. Employee satisfaction and retention have always been an important issue for physicians, medical centers and businesses in general. Conventional human resources theories, developed some 50 years ago by Maslow and Herzberg, suggest that satisfied employees tend to be more productive, creative and committed to their employers. People are essential to productivity. The success of productivity improvement strategy is dependent on employee commitment, job satisfaction, skills, and motivation. Maslow's theory consists of a 5-level pyramid: physiologic or basic survival; physical and mental safety; sense of belonging; accomplishment, creativity, and growth; and self-actualization. Herzberg's theory suggests there are 2 groups of factors: hygiene (which satisfy) and motivation. The terms "job satisfaction" and "motivation" have, in my experience, become used interchangeably. There is a difference. Job satisfaction is an individual's emotional response to his or her current job condition, while motivation is the driving force to pursue and satisfy one's needs. Maslow and Herzberg's theories can be easily applied to the workplace. Managers can help employees achieve overall job satisfaction, which, with the employee's internal motivation drive, increase performance on the job.

  13. Performance Appraisal System Impact on University Academic Staff Job Satisfaction and Productivity

    ERIC Educational Resources Information Center

    Ndambakuwa, Yustina; Mufunda, Jacob

    2006-01-01

    The University of Zimbabwe (UZ) introduced a performance appraisal system (PAS) designed to improve performance indicators across the board in Public Service including academic/faculty staff at the University of Zimbabwe as part of a nation wide strategy. The Public service is a body responsible for all civil workers including academic staff,…

  14. The Interactive Effects of Conscientiousness, Work Effort, and Psychological Climate on Job Performance

    ERIC Educational Resources Information Center

    Byrne, Zinta S.; Stoner, Jason; Thompson, Kenneth R.; Hochwarter, Wayne

    2005-01-01

    Historically, conscientiousness-performance relationships have been modest, suggesting the need to examine theoretically-relevant moderating variables. Based on theory and empirical research suggesting that performance variance is maximally predicted in the presence of person and situation variables, we examined the moderating potential of work…

  15. Prediction of Supported Employment Placements by Job Developers.

    ERIC Educational Resources Information Center

    Culver, Jill Blair; And Others

    1990-01-01

    The study attempted to identify activities performed by 47 job developers that positively or negatively influenced job placement. Variance in job placement was influenced by marketing activities, available job development time, use of specific client assessment procedures, frequency of use of trial job placements, and gender of the job developers.…

  16. 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…

  17. Is the Emotional Intelligence of Secondary School Principals Correlated with the Job Satisfaction or Performance of Their Teachers?

    ERIC Educational Resources Information Center

    Cobbs, Ryan E.

    2012-01-01

    This study examines the association between secondary school administrators' emotional intelligence (EI) and teacher job satisfaction. Two separate questions guided the study. First, does the emotional intelligence of secondary school administrators relate to teacher job satisfaction and secondly, is there a relationship between EI of…

  18. Academic Job Placements in Library and Information Science Field: A Case Study Performed on ALISE Web-Based Postings

    ERIC Educational Resources Information Center

    Abouserie, Hossam Eldin Mohamed Refaat

    2010-01-01

    The study investigated and analyzed the state of academic web-based job announcements in Library and Information Science Field. The purpose of study was to get in depth understanding about main characteristics and trends of academic job market in Library and Information science field. The study focused on web-based version announcement as it was…

  19. Predicting Radiation Induced Performance Decrements of AH-1 Helicopter Crews. Volume 1. Predicted Versus Actual Performance of AH-1 Crews Induced with Symptons Simulating Radiation Sickness

    DTIC Science & Technology

    1993-07-01

    principal method under study was the Performance Decrement Questionnaire, developed as part of DNA’s Intermediate Dose Program. A secondary aspect of...3) Develop MicroSAINT models of AH-1 crew performance based on simulation data and PDQ estimates, and (4) Evaluate the relationship between Walter...48 5.2 Approach ...................................................................................................... 49 5.3 Model Development

  20. Team Performance Improvement: Mediating Roles of Employee Job Autonomy and Quality of Team Leader-Member Relations in Supportive Organizations in the Korean Business Context

    ERIC Educational Resources Information Center

    Song, Ji Hoon

    2011-01-01

    The purpose of this research was to examine the mediating roles of job autonomy and the quality of the leader-member relationship to explain the impact of organizational support on team performance. A total of 228 cases collected from Korean business organizations were used for data analysis. Hierarchical multiple regression, Type 1 SS-based…

  1. A Better Leveled Playing Field for Assessing Satisfactory Job Performance of Superintendents on the Basis of High-Stakes Testing Outcomes

    ERIC Educational Resources Information Center

    Young, I. Phillip; Cox, Edward P.; Buckman, David G.

    2014-01-01

    To assess satisfactory job performance of superintendents on the basis of school districts' high-stakes testing outcomes, existing teacher models were reviewed and critiqued as potential options for retrofit. For these models, specific problems were identified relative to the choice of referent groups. An alternate referent group (statewide…

  2. The Influence of Leadership Styles, Work Environment and Job Satisfaction of Employee Performance--Studies in the School of SMPN 10 Surabaya

    ERIC Educational Resources Information Center

    Chandra, Teddy; Priyono

    2016-01-01

    This research aims to know and test the influence of leadership styles, work environment and job satisfaction of employees on performance. Research methods with the use of a quantitative approach, the population in this study as many as 45 people while the sample in this research is 45 people. In this study the researchers data analysis using SPSS…

  3. Impact of In-Service Training and Staff Development on Workers' Job Performance and Optimal Productivity in Public Secondary Schools in Osun State, Nigeria

    ERIC Educational Resources Information Center

    Fejoh, Johnson; Faniran, Victoria Loveth

    2016-01-01

    This study investigated the impact of in-service training and staff development on workers' job performance and optimal productivity in public secondary schools in Osun State, Nigeria. The study used the ex-post-facto research design. Three research questions and three hypotheses were generated and tested using questionnaire items adapted from…

  4. The Effects of Formal Learning and Informal Learning on Job Performance: The Mediating Role of the Value of Learning at Work

    ERIC Educational Resources Information Center

    Park, Yoonhee; Choi, Woojae

    2016-01-01

    Although research has widely recognized the relationships between formal and informal learning and job performance, empirical studies have not paid sufficient attention to these relationships. In addition, there is little understanding how individual perceptions toward learning influence the relationships between the aforementioned two types of…

  5. Toward Understanding the Role of Web 2.0 Technology in Self-Directed Learning and Job Performance in a Single Organizational Setting: A Qualitative Case Study

    ERIC Educational Resources Information Center

    Caruso, Shirley J.

    2016-01-01

    This single instrumental qualitative case study explores and thickly describes job performance outcomes based upon the manner in which self-directed learning activities of a purposefully selected sample of 3 construction managers are conducted, mediated by the use of Web 2.0 technology. The data collected revealed that construction managers are…

  6. The Relationship of Locus of Control, Stress Related to Performance-Based Accreditation, and Job Stress to Burnout in Public School Teachers and Principals.

    ERIC Educational Resources Information Center

    Hipps, Elizabeth Smith; Malpin, Glennelle

    Results of a study to determine the amount of burnout experienced by Alabama public school teachers and principals that could be accounted for by stress related to the Alabama Performance-Based Accreditation Standards, job stress, locus of control, age, and gender are reported in this paper. Objectives of the study were to develop a measure of…

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

    PubMed

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

    2010-12-01

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

  8. Got political skill? The impact of justice on the importance of political skill for job performance.

    PubMed

    Andrews, Martha C; Kacmar, K Michele; Harris, Kenneth J

    2009-11-01

    The present study examined the moderating effects of procedural and distributive justice on the relationships between political skill and task performance and organizational citizenship behavior (OCB) among 175 supervisor-subordinate dyads of a government organization. Using Mischel's (1968) situationist perspective, high justice conditions were considered "strong situations," whereas low justice conditions were construed as "weak situations." We found that when both procedural and distributive justice were low, political skill was positively related to performance. Under conditions of both high procedural and high distributive justice, political skill was negatively related to performance. Finally, under conditions of low distributive justice, political skill was positively related to OCB, whereas under conditions of high distributive justice, political skill had little effect on OCB. These results highlight the importance of possessing political skill in weak but not strong situations.

  9. The Relationship of Compensation to Job Attraction and Performance in Public Schools

    ERIC Educational Resources Information Center

    Rose, Richard

    2012-01-01

    The need for more effective schools and the centrality of the teacher's role in any substantive school improvement plans are well known. Educators, political factions, and policymakers are engaged in a lively debate as to whether performance pay schemes or more substantial increments across the salary schedule are more likely to motivate teachers…

  10. Teacher Retention in a Small Rural School as Related to Job Satisfaction and Student Performance

    ERIC Educational Resources Information Center

    Dykstra, Dirk D.

    2014-01-01

    Reductions in student performance and increased non-instructional costs have been found to be direct results of high teacher turnover. In one district in the southern United States, the teacher turnover rate was almost 3 times the state average, prompting administrators to adjust local policies and procedures. The purpose of this project study was…

  11. The Validity of Selection and Classification Procedures for Predicting Job Performance.

    DTIC Science & Technology

    1987-04-01

    direct lineal descendant of the Army Alpha of 1917, the services are now more active than ever before in seeking improvements in the Battery. Several...regression equationa An algebraic equation used to predict criterion performance from predictor scores. relevancea The extent to which a criterion measure

  12. Modeling the Direct and Indirect Determinants of Different Types of Individual Job Performance

    DTIC Science & Technology

    2008-06-01

    to difficulties or anticipated difficulties in goal-directed action. Such skills provide agentic control of affect , cognition , and behavior that... affect and cognition . The items assessed respondents’ agreement that poor emotion, motivation, or behavioral control hurt their performance. The three...and affective commitment can lead directly to cooperative, social behaviors that support others without any cognition directed at evaluating possible

  13. Maximizing the Performance and Job-Related Behaviors of Contract and Permanent IT Workers

    ERIC Educational Resources Information Center

    Pai, Tanusree

    2010-01-01

    As the use of contracting for Information Technology (IT) services steadily increases, IT managers are challenged with reconciling the need for flexibility achieved through the use of contract workers, with the need to understand the factors that maximize the performance and behaviors of contract and permanent IT workers. While several research…

  14. Selecting Resident Assistants: The Relationship between Candidate Assessment and Job Performance

    ERIC Educational Resources Information Center

    Berg, Stephen A.; Stoner, James C.

    2016-01-01

    Selecting resident assistants is integral to the success of housing operations on college and university campuses. Recruiting high-performing student staff is a priority in achieving departmental goals. Despite the importance of this process and the amount of time and resources expended during selection, there is scarce research investigating the…

  15. Factors Complicating Expectancy Theory Predictions of Work Motivation and Job Performance.

    ERIC Educational Resources Information Center

    Kopelman, Richard E.

    The conventional paradigm for testing expectancy theory predictions of work behavior has been to correlate expectancy-value reports with concurrent measures of motivation and performance. Although this static, two-variable approach has typically yielded statistically significant results, correlations have not been sizable. This study, using a…

  16. Using Performance on the Job to Inform Teacher Tenure Decisions. Brief 10

    ERIC Educational Resources Information Center

    Goldhaber, Dan; Hansen, Michael

    2010-01-01

    In recent months a number of states, such as Tennessee, have considered tying teacher evaluations and tenure to student achievement as part of their Race to the Top plans. This research brief evaluates how well early-career performance signals teacher effectiveness after tenure. The brief presents selected findings from a larger study using North…

  17. Determining Performance Levels of Competencies for Job Entry Required of Beginning Farm Operators. Final Report.

    ERIC Educational Resources Information Center

    Avery, John H.

    A sample of 145 people representing eighty farm operations and a statewide sample of 233 agricultural and agribusiness workers participated in a study to identify competencies, their importance (on a one to five rating scale), and the performance level required of a beginning farm operator in each of the following five cluster areas considered…

  18. The (Mis)Measurement of Job Performance in Child Welfare Using (Non)Experimental Design

    ERIC Educational Resources Information Center

    Lieberman, Alice A.; Levy, Michelle M.

    2006-01-01

    This commentary explicates two principal arguments against the conclusions drawn by Robin Perry in his article "Do Social Workers Make Better Child Welfare Workers Than Non-Social Workers?" The first concerns the methodology used, whereas the second centers on the measurement of the dependent variable, performance expectation. Considering the…

  19. Job demands × job control interaction effects: do occupation-specific job demands increase their occurrence?

    PubMed

    Brough, Paula; Biggs, Amanda

    2015-04-01

    Despite evidence that the accurate assessment of occupational health should include measures of both generic job demands and occupation-specific job demands, most research includes only generic job demands. The inclusion of more focused occupation-specific job demands is suggested to explain a larger proportion of variance for both direct effects and job demands × job control/support interaction effects, as compared with the inclusion of generic job demands. This research tested these two propositions via a self-report survey assessing key psychological job characteristics administered twice to a sample of correctional workers (N = 746). The research clearly identified that the assessment of correctional-specific job demands (CJD) was more strongly associated with job satisfaction, work engagement, turnover intentions and psychological strain, as compared with an assessment of generic job demands. However, the CJD did not produce a greater proportion of significant job demands × job control/support interaction effects, as compared with the generic job demands measure. The results thereby provide further support for the acknowledged 'elusiveness' of these theoretical interactions. Overall, however, the results did support the inclusion of occupation-specific measures of job demands for the accurate assessment of the health and job performance of high-risk workers. The implications for theoretical discussions that describe how high job demands are moderated by job resources are discussed.

  20. Indivisible. Good Schools=Health Economy. Poor Academic Achievement=Increased Unemployment. A Longitudinal Pilot Study on the Relationship between Job Growth and School Performance in 15 of Illinois' Largest Counties. A Report to Cook County Assessor Thomas Hynes.

    ERIC Educational Resources Information Center

    Kyle, Charles L.; Sufritz, Erica

    This longitudinal study indicates that educational reform and economic performance are indivisible. The first part of the study examines job growth or decline by type of job between 1972 and 1985 by county and ranks the counties based on their performance during the 13-year period. The second part of the study examines the relationship between the…

  1. Jobs masonry in LHCb with elastic Grid Jobs

    NASA Astrophysics Data System (ADS)

    Stagni, F.; Charpentier, Ph

    2015-12-01

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

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

    DTIC Science & Technology

    1978-07-01

    1) devices such as holography and three - dimensional models, and (2) interactive devices such as hand-held computers and slide rules. Frey (1976...with hard-copy print. For example, motion pictures could be used to describe complex alignments o: adjustments; holography , to aid three - dimensional ... recognition tasks (Booher, 1975), three - dimensional performance tasks (Frey, 1976), and long-term retention (Sitterley, 1974) suggest that major

  3. The Fatigue Equivalent of Job Experience and Performance in Sustained Operations

    DTIC Science & Technology

    2006-05-01

    Participants 4 Training and Software Development 4 Fatigue Experience Questionnaire 4 ANAM Subset Battery 4 Study Design 5 RESULTS 7 DISCUSSION 13...incumbents. Each incumbent, performing 16 tasks, was rated by AGE experts with a week of training on rating AGE personnel. Incumbents with all the steps...test results. 3 METHOD Participants A pool of USAF officers awaiting Air Battle Management Training at Tyndall AFB FL was the source of the research

  4. Training Affects Variability in Training Performance both Within and Across Jobs

    DTIC Science & Technology

    2016-03-01

    TR-81-34. Brooks AFB, TX: Manpower and Personnel Division, Air Force Human Resources Laboratory. Carretta, T. R. (2014). Predictive validity of the...aptitude requirement minimums, AFHRL-SR-84-26. Brooks AFB, TX: Manpower and Personnel Division, Air Force Human Resources Laboratory. 76 Thomas R...Force Research Laboratory 711 Human Performance Wing Human Effectiveness Directorate Warfighter Interface Division Supervisory Control and

  5. Job Language Performance Requirements for MOS 16P. Short Range Air Defense Artillery Missile Crewman.

    DTIC Science & Technology

    1982-10-01

    AD MARMM FOF DONTAMINATD AREAS. CE .BASI TECiI:ICAL allo. commander average radiation 6xposure ballpoint pen entire unit charging end capable...everyday English. 3. Technical’vocabulary. Technical vocabulary is defined as those words, terms, and acronyms that are specific to the HOS training...course. Also. u. be included as part of the language performance requirements is the 14OS specific vocabulary. (Appendix 6) 2-5-16P /3 CONCLUSION

  6. Real-time job monitoring and performance control of primary cementing operations as a way to total quality management

    SciTech Connect

    Spoerker, H.F.

    1995-12-01

    A high-accuracy wellsite mud-logging system was developed and implemented to compare standpipe pressures and annular flow rates during primary cementing operations with real-time predictions from a hydraulic simulation model. This paper investigates the development of possible cementing job execution problems, such as low (laminar) flow rates in the annulus at critical job stages, resulting in unsatisfactory mud displacement and ultimately inadequate zonal isolation. Ways to eliminate or at least control free-fall-induced problems through hydraulic simulation at the rigsite and comparison with real-time job parameters, such as pump rates, standpipe pressures, and annular return rates, are presented with detailed descriptions of tested flowmeter equipment and logging experience gained during field testing. Several case studies are presented that compare predictions from job simulation with recorded data (flow-in/-out and standpipe pressure) highlighting special trends, such as fracturing formations, caused by excessive equivalent circulating densities (ECD`s) during free-fall conditions.

  7. Job Language Performance Requirements for MOS 75D. Personnel Records Specialist. Reference Soldier’s Manual Dated 1 June 1979.

    DTIC Science & Technology

    1979-06-01

    English Language Skills Speaking Task Prioritization Checklist Readin AUTRACr ( .. e -- mve ee sit numem, amd Idetty by block numbw) The Job Language...written speaing, reading Rating of English *a response of 2 or 3 on a scale Language Skills of 1 to 3 was tallied listening speaking a response of 1, 2... skills (listening, reading, writing, speaking ) required to learn each Army job task were identified, conditions studied and standards determined. The data

  8. The role of visual perception measures used in sports vision programmes in predicting actual game performance in Division I collegiate hockey players.

    PubMed

    Poltavski, Dmitri; Biberdorf, David

    2015-01-01

    Abstract In the growing field of sports vision little is still known about unique attributes of visual processing in ice hockey and what role visual processing plays in the overall athlete's performance. In the present study we evaluated whether visual, perceptual and cognitive/motor variables collected using the Nike SPARQ Sensory Training Station have significant relevance to the real game statistics of 38 Division I collegiate male and female hockey players. The results demonstrated that 69% of variance in the goals made by forwards in 2011-2013 could be predicted by their faster reaction time to a visual stimulus, better visual memory, better visual discrimination and a faster ability to shift focus between near and far objects. Approximately 33% of variance in game points was significantly related to better discrimination among competing visual stimuli. In addition, reaction time to a visual stimulus as well as stereoptic quickness significantly accounted for 24% of variance in the mean duration of the player's penalty time. This is one of the first studies to show that some of the visual skills that state-of-the-art generalised sports vision programmes are purported to target may indeed be important for hockey players' actual performance on the ice.

  9. Relationships between University Characteristics and Early Job Outcomes of Accountants.

    ERIC Educational Resources Information Center

    Colarelli, Stephen M.; And Others

    1991-01-01

    A study investigated relationships between university characteristics and job offers, employment status, job attitudes, and job performance of newly hired college graduates in accounting. Results indicate little correlation between institutional characteristics and job attitudes or performance, some correlation with number of job offers, more with…

  10. Development of job performance aids to increase human performance reliability: A case study in the evaluation of human factors principles

    SciTech Connect

    Hallbert, B.P.; Rodriguez, M.A.; Harbour, G.L.

    1992-01-01

    In an assessment of criticality safety it is reported that human elements are the primary criticality risk at the Rocky Flats Plant. This statement was based on two findings. First, the most of the tasks and manipulations conducted with radioactive material used in the manufacture of nuclear weapons components are carried out by humans. Secondly, and more importantly, that the results of an analysis of recent criticality safety procedural infractions indicates that many infractions are due to human error and human performance issues. The results of this investigation are supported by analysis of all criticality safety procedural infractions that have occurred at the Rocky Flats Plant (RFP) through July 1989.

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

  12. Jobs Corps Oversight. Hearings on Examining Performance, Accountability, and the Incidence of Violence at Job Corps Sites, before the Committee on Labor and Human Resources. United States Senate, One Hundred Fourth Congress, First Session. (January 18-19, 1995).

    ERIC Educational Resources Information Center

    Congress of the U.S., Washington, DC. Senate Committee on Labor and Human Resources.

    This document records the oral and written testimony of witnesses who testified at 2 days of U.S. Senate oversight hearings on Job Corps programs. Witnesses included several Senators who have been involved in Job Corps legislation since the program's beginning in 1968, Job Corps program completers and dropouts, and local officials in areas of Job…

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

    PubMed

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

    2012-01-01

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

  14. The Role of Job Coaching in Vocational Rehabilitation

    ERIC Educational Resources Information Center

    Doane, Raymond C.; Valente, Michael E.

    1977-01-01

    Delineates the functions of a job coach, whose responsibilities include client readiness and adjustment to competitive employment, and client worker performance and occupational success. Skills a job coach should possess and the rationale for job coaching are discussed. (TA)

  15. What you see may not be what you get: relationships among self-presentation tactics and ratings of interview and job performance.

    PubMed

    Barrick, Murray R; Shaffer, Jonathan A; DeGrassi, Sandra W

    2009-11-01

    The image candidates portray in the interview, via appearance, impression management, and verbal and nonverbal behavior, has been hypothesized to influence interviewer ratings. Through the lenses of social influence and interdependence theories, this meta-analysis investigated (a) the magnitude of the relationship between these 3 self-presentation tactics and interviewer ratings, (b) whether these tactics also are correlated with later job performance, and (c) whether important theoretical moderators (e.g., the level of interview structure, the rating source, the use of field or experimental designs) affect these relationships. Results reveal that what you see in the interview may not be what you get on the job and that the unstructured interview is particularly impacted by these self-presentation tactics. Additionally and surprisingly, moderator analyses of these relationships found that the type of research design (experimental vs. field) does not moderate these findings.

  16. Guide to Jobs and Energy.

    ERIC Educational Resources Information Center

    Grossman, Richard; Daneker, Gail

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

  17. 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…

  18. Improvements in and actual performance of the Plant Experiment Unit onboard Kibo, the Japanese experiment module on the international space station

    NASA Astrophysics Data System (ADS)

    Yano, Sachiko; Kasahara, Haruo; Masuda, Daisuke; Tanigaki, Fumiaki; Shimazu, Toru; Suzuki, Hiromi; Karahara, Ichirou; Soga, Kouichi; Hoson, Takayuki; Tayama, Ichiro; Tsuchiya, Yoshikazu; Kamisaka, Seiichiro

    2013-03-01

    In 2004, Japan Aerospace Exploration Agency developed the engineered model of the Plant Experiment Unit and the Cell Biology Experiment Facility. The Plant Experiment Unit was designed to be installed in the Cell Biology Experiment Facility and to support the seed-to-seed life cycle experiment of Arabidopsis plants in space in the project named Space Seed. Ground-based experiments to test the Plant Experiment Unit showed that the unit needed further improvement of a system to control the water content of a seedbed using an infrared moisture analyzer and that it was difficult to keep the relative humidity inside the Plant Experiment Unit between 70 and 80% because the Cell Biology Experiment Facility had neither a ventilation system nor a dehumidifying system. Therefore, excess moisture inside the Cell Biology Experiment Facility was removed with desiccant bags containing calcium chloride. Eight flight models of the Plant Experiment Unit in which dry Arabidopsis seeds were fixed to the seedbed with gum arabic were launched to the International Space Station in the space shuttle STS-128 (17A) on August 28, 2009. Plant Experiment Unit were installed in the Cell Biology Experiment Facility with desiccant boxes, and then the Space Seed experiment was started in the Japanese Experiment Module, named Kibo, which was part of the International Space Station, on September 10, 2009 by watering the seedbed and terminated 2 months later on November 11, 2009. On April 19, 2010, the Arabidopsis plants harvested in Kibo were retrieved and brought back to Earth by the space shuttle mission STS-131 (19A). The present paper describes the Space Seed experiment with particular reference to the development of the Plant Experiment Unit and its actual performance in Kibo onboard the International Space Station. Downlinked images from Kibo showed that the seeds had started germinating 3 days after the initial watering. The plants continued growing, producing rosette leaves, inflorescence

  19. Your Job.

    ERIC Educational Resources Information Center

    Torre, Liz; And Others

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

  20. Job Ready.

    ERIC Educational Resources Information Center

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

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

  1. Job Olympics.

    ERIC Educational Resources Information Center

    Gerweck, Debra R.; Chauza, Phyllis J.

    This document consists of materials on Hiawatha (Kansas) High School's 1993 Job Olympics, a competition for high school students with disabilities. The materials are those included in a packet for student participants. A cover/information sheet details eligibility, entry deadline, date and place of competition, opening ceremonies, events, and a…

  2. Job Language Performance Requirements for MOS 63G, Fuel and Electrical System Repairman, Reference Soldier’s Manual Dated 30 July 1976.

    DTIC Science & Technology

    1976-07-30

    CM eri4 of~a ss. C. sCe de bars𔃼 for development of any N8-orieuted English language materials . Sec:..’oa V contains the JiLP by cluster/topic, while...extracted from the Soldier’s Manual with a struc- tural inventory list extracted from ALC (American Language Center) materials through Volume 2400, at...MAINTENANCE ON AUTOMOTIVE ELECTRICAL SYSTEMS 15. PERFORM MAINTENANCE ON AJTOOTIVE FUEL SYSTEMS C *1*v Irma" JOB LANGUAG9 INTRODUCTION This section

  3. Selective Recruiting: College Characteristics and Job Outcomes.

    ERIC Educational Resources Information Center

    Colarelli, Stephen M.; And Others

    Although institutions of higher education differ widely, little is known about the effects of different college characteristics on early career outcomes. A study was conducted to examine the relationships among nine college characteristics and job offers, employment status, job attitudes, and job performance of recent college graduates. College…

  4. Productivity Improvement by the Crawford Slip Method. How to Write, Publish, Instruct, Supervise, and Manage for Better Job Performance.

    DTIC Science & Technology

    1984-07-01

    this book. We need a new breed of authors to capture, re- Those inputs were INDEPENDENT, not echoes of cord, and recycle the unrecorded job know-how that...few "stew in their own juice" and miss are not adversaries chasing you like hungry wolves . the insights of the more cautious many. How many new They...SOLD or DISTRIBUTED. Your articles are automatically can still be drilled for notebooks. Pages can be put in a sold or distributed to captive

  5. Job Readiness Training Curriculum.

    ERIC Educational Resources Information Center

    Tesolowski, Dennis G.

    Designed for professionals in rehabilitation settings, this curriculum guide presents fifteen lessons that focus on preparing to seek a job, job seeking, and job maintenance. Among the lesson titles included in the guide are (1) How to Find the Right Job and Categories of Jobs, (2) Self-Expressed Interests and Attitudes for Specific Jobs, (3)…

  6. Job Literacy: A Framework for Categorizing Skills and Assessing Complexity.

    ERIC Educational Resources Information Center

    Norback, Judith Shaul; Forehand, Garlie A.

    Job Literacy Analysis (JLA) is a systematic, comprehensive process for identifying the literacy requirements of jobs. It examines materials used for real tasks in real jobs and provides data about the materials used in jobs, tasks performed using them, and skills required to perform the tasks. Researchers reviewing the materials and tasks infer…

  7. Experience with Remote Job Execution

    SciTech Connect

    Lynch, Vickie E; Cobb, John W; Green, Mark L; Kohl, James Arthur; Miller, Stephen D; Ren, Shelly; Smith, Bradford C; Vazhkudai, Sudharshan S

    2008-01-01

    The Neutron Science Portal at Oak Ridge National Laboratory submits jobs to the TeraGrid for remote job execution. The TeraGrid is a network of high performance computers supported by the US National Science Foundation. There are eleven partner facilities with over a petaflop of peak computing performance and sixty petabytes of long-term storage. Globus is installed on a local machine and used for job submission. The graphical user interface is produced by java coding that reads an XML file. After submission, the status of the job is displayed in a Job Information Service window which queries globus for the status. The output folder produced in the scratch directory of the TeraGrid machine is returned to the portal with globus-url-copy command that uses the gridftp servers on the TeraGrid machines. This folder is copied from the stage-in directory of the community account to the user's results directory where the output can be plotted using the portal's visualization services. The primary problem with remote job execution is diagnosing execution problems. We have daily tests of submitting multiple remote jobs from the portal. When these jobs fail on a computer, it is difficult to diagnose the problem from the globus output. Successes and problems will be presented.

  8. Performance evaluation of 24 ion exchange materials for removing cesium and strontium from actual and simulated N-Reactor storage basin water

    SciTech Connect

    Brown, G.N.; Carson, K.J.; DesChane, J.R.; Elovich, R.J.

    1997-09-01

    This report describes the evaluation of 24 organic and inorganic ion exchange materials for removing cesium and strontium from actual and simulated waters from the 100 Area 105 N-Reactor fuel storage basin. The data described in this report can be applied for developing and evaluating ion exchange pre-treatment process flowsheets. Cesium and strontium batch distribution ratios (K{sub d}`s), decontamination factors (DF), and material loadings (mmol g{sup -1}) are compared as a function of ion exchange material and initial cesium concentration. The actual and simulated N-Basin waters contain relatively low levels of aluminum, barium, calcium, potassium, and magnesium (ranging from 8.33E-04 to 6.40E-05 M), with slightly higher levels of boron (6.63E-03 M) and sodium (1.62E-03 M). The {sup 137}Cs level is 1.74E-06 Ci L-{sup 1} which corresponds to approximately 4.87E-10 M Cs. The initial Na/Cs ratio was 3.33E+06. The concentration of total strontium is 4.45E-06 M, while the {sup 90}Sr radioactive component was measured to be 6.13E-06 Ci L{sup -1}. Simulant tests were conducted by contacting 0.067 g or each ion exchange material with approximately 100 mL of either the actual or simulated N-Basin water. The simulants contained variable initial cesium concentrations ranging from 1.00E-04 to 2.57E- 10 M Cs while all other components were held constant. For all materials, the average cesium K{sub d} was independent of cesium concentration below approximately 1.0E-06 M. Above this level, the average cesium K{sub d} values decreased significantly. Cesium K{sub d} values exceeding 1.0E+07 mL g{sup -1} were measured in the simulated N-Basin water. However, when measured in the actual N-Basin water the values were several orders of magnitude lower, with a maximum of 1.24E+05 mL g{sup -1} observed.

  9. The Course of Actualization

    ERIC Educational Resources Information Center

    De Smet, Hendrik

    2012-01-01

    Actualization is traditionally seen as the process following syntactic reanalysis whereby an item's new syntactic status manifests itself in new syntactic behavior. The process is gradual in that some new uses of the reanalyzed item appear earlier or more readily than others. This article accounts for the order in which new uses appear during…

  10. The influence of the perception of a familial climate on job performance: mediation of loyalty to supervisors and moderation of filial behaviour.

    PubMed

    Jen, Chin-Kang; Chou, Li-Fang; Lin, Chu-Yen; Tsai, Ming-Che

    2012-01-01

    With a collectivist cultural perspective, we examined the positive effects of employees' perceptions of a familial climate on loyalty to supervisors, the mediation of loyalty between perception of a familial climate and job performance, and the moderation of employees' filial behaviour on the relationship between perception of a familial climate and loyalty. The participants consisted of 247 supervisor-and-subordinate dyads in Taiwan. The results supported our hypotheses. Through the mechanisms of family behaviour transference, social identification and supervisor-subordinate exchange, perception of an organizational familial climate enhanced loyalty to supervisors. Furthermore, loyalty to supervisors mediated the relationship between perception of a familial climate and job performance. Filial behaviour moderated the relationship between perception of a familial climate and loyalty; thus, the relationship of perception of a familial climate and loyalty was stronger for employees with low levels of filial behaviour and weaker for employees with high levels of filial behaviour. These findings are discussed in terms of their theoretical and practical implications for future research and management practices.

  11. Modeling students’ instrumental (mis-) use of substances to enhance cognitive performance: Neuroenhancement in the light of job demands-resources theory

    PubMed Central

    2014-01-01

    Background Healthy university students have been shown to use psychoactive substances, expecting them to be functional means for enhancing their cognitive capacity, sometimes over and above an essentially proficient level. This behavior called Neuroenhancement (NE) has not yet been integrated into a behavioral theory that is able to predict performance. Job Demands Resources (JD-R) Theory for example assumes that strain (e.g. burnout) will occur and influence performance when job demands are high and job resources are limited at the same time. The aim of this study is to investigate whether or not university students’ self-reported NE can be integrated into JD-R Theory’s comprehensive approach to psychological health and performance. Methods 1,007 students (23.56 ± 3.83 years old, 637 female) participated in an online survey. Lifestyle drug, prescription drug, and illicit substance NE together with the complete set of JD-R variables (demands, burnout, resources, motivation, and performance) were measured. Path models were used in order to test our data’s fit to hypothesized main effects and interactions. Results JD-R Theory could successfully be applied to describe the situation of university students. NE was mainly associated with the JD-R Theory’s health impairment process: Lifestyle drug NE (p < .05) as well as prescription drug NE (p < .001) is associated with higher burnout scores, and lifestyle drug NE aggravates the study demands-burnout interaction. In addition, prescription drug NE mitigates the protective influence of resources on burnout and on motivation. Conclusion According to our results, the uninformed trying of NE (i.e., without medical supervision) might result in strain. Increased strain is related to decreased performance. From a public health perspective, intervention strategies should address these costs of non-supervised NE. With regard to future research we propose to model NE as a means to reach an end (i

  12. Team-building through sailing: effects on health status, job satisfaction and work performance of health care professionals involved in organ and tissue donation.

    PubMed

    Ponzin, Diego; Fasolo, Adriano; Vidale, Enrico; Pozzi, Annalaura; Bottignolo, Elisa; Calabrò, Francesco; Rupolo, Giampietro

    2015-01-01

    The aim of this study was to evaluate the effects of a team-building learning project on job satisfaction, psychological wellbeing, and performance of health care workers involved in the process of organ and tissue donation. The project was conducted between June and September 2011 and consisted of two one-day meetings and a one week sailing, involving 20 staff members. GHQ-12, MBI-HSS, and 25 items taken from the Multidimensional Organizational Health Questionnaire (MOHQ) were used to assess health status, burnout, and job satisfaction. Results of the descriptive analyses were expressed as mean ± SD and as counts and percentages; Chi-square test was used to evaluate statistical significance of differences before and after the initiative. 6 (30,0%) participants showed the likelihood to suffering from anxiety and depression (i.e. recognized as 'cases' by the GHQ-12), 3 (15.0%) of them at baseline and 3 (15.0%), different from the previous ones, in the post-intervention. The presence of stress was revealed in 9 (45.0%) and 12 subjects (60.0%) before and after the experience, respectively (6 subjects showed the presence of stress in both circumstances). We documented 4 burnout cases, 3 (15.0%) at baseline and 1 (5.0%) after the experience. Nevertheless, about 80% of the participants showed a high degree ofjob satisfaction, in terms of positive influence of job in the professional satisfaction and of clear satisfaction for the organization, during both evaluation. In respect to 2010, the number of organ donors and that of ocular tissue donors improved of about 16% and 10%, respectively, during the year of the project and in the following year (mean value). We recognize that our team-building project for personnel involved in the stressful and demanding setting of organ and tissue donation, worthwhile and recompensing at the same time, possibly influenced the personal commitment and the quality of job provided. The high level of stress showed by participants should be

  13. Why does interactional justice promote organizational loyalty, job performance, and prevent mental impairment? The role of social support and social stressors.

    PubMed

    Otto, Kathleen; Mamatoglu, Nihal

    2015-01-01

    Using social exchange theory as a conceptual framework, we investigated the relationship between interactional justice and the outcomes organizational loyalty (affective commitment, turnover intentions), perceived job performance (self-rated performance, personal accomplishment), and mental impairment (cognitive irritation, emotional exhaustion) in an online survey of 218 employees working in the field of computer technology. Specifically, we predicted that interactional justice would heighten the quality of social exchange relationships and therefore expected perceived social support (POS) and bullying to mediate the proposed relationships. We tested our hypotheses applying a latent structural equation model. Our findings revealed that POS mediated the relationship between interactional justice and organizational loyalty, whereas bullying mediated the relationship between interactional justice and mental impairment. Practical implications are discussed concerning how to foster interactional justice and POS and how to weaken bullying behavior.

  14. Analyzing data flows of WLCG jobs at batch job level

    NASA Astrophysics Data System (ADS)

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

    2015-05-01

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

  15. A Job Retention Model for Individuals with Mental Retardation

    ERIC Educational Resources Information Center

    Fornes, Sandra

    2006-01-01

    This structured literature review examines the literature and addresses issues of job retention for adult workers with moderate to mild mental retardation (MR), investigating the relationships between work-related social behaviors, self-determination, person-job congruency of individuals with MR, and their job performance and job satisfaction with…

  16. Fair Equality of Opportunity in Our Actual World

    ERIC Educational Resources Information Center

    Sachs, Benjamin

    2016-01-01

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

  17. The validity and incremental validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations for predicting job performance in advanced-level high-stakes selection.

    PubMed

    Lievens, Filip; Patterson, Fiona

    2011-09-01

    In high-stakes selection among candidates with considerable domain-specific knowledge and experience, investigations of whether high-fidelity simulations (assessment centers; ACs) have incremental validity over low-fidelity simulations (situational judgment tests; SJTs) are lacking. Therefore, this article integrates research on the validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations in advanced-level high-stakes settings. A model and hypotheses of how these 3 predictors work in combination to predict job performance were developed. In a sample of 196 applicants, all 3 predictors were significantly related to job performance. Both the SJT and the AC had incremental validity over the knowledge test. Moreover, the AC had incremental validity over the SJT. Model tests showed that the SJT fully mediated the effects of declarative knowledge on job performance, whereas the AC partially mediated the effects of the SJT.

  18. Job Hazard Analysis

    DTIC Science & Technology

    1998-01-01

    lifting heavy objects? • Do environmenta on, welding rays, heat, or excessiv Job Hazard Analysis U.S. Department of Labor Occupational Safety and...Performing Organization Name(s) and Address(es) U.S. Department of Labor Occupational Safety & Health Administration 200 Constitution Avenue Washington, DC...not itself alter or determine compliance responsibilities, which are set forth in OSHA standards themselves and the Occupational Safety and Health Act

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

    ERIC Educational Resources Information Center

    Tindall, Lloyd W.; And Others

    Intended for teachers, counselors, job placement specialists, employers, and disabled persons, this publication provides information about jobs performed in business and industry by persons with disabilities. Each of the 71 job descriptions presented specifies the type of job, disability of the person performing the job, company information, job…

  20. The Impact of Level of Performance on Feedback Strategy

    ERIC Educational Resources Information Center

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

    2006-01-01

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

  1. Job scheduling on a hypercube

    SciTech Connect

    Zhu, Yahui.

    1990-01-01

    The author studies the scheduling of independent jobs on hypercube multiprocessors. He assumes that the hypercube system supports space-sharing for multiprogramming, i.e., a hypercube is partitioned into subcubes and each job is assigned to a dedicated subcube and many jobs can be running simultaneously without interfering with each other. Then the problem of how to schedule a set of jobs so that they can be finished as early as possible becomes important. He investigates two kinds of scheduling algorithms for the problem. The first one is nonpreemptive scheduling, i.e., no job is allowed to be interrupted during its execution. In this case, the problem is NP-Complete. He proposes an approximation algorithm called LDF, which generates a schedule with a finish time less than twice that of an optimal schedule. Compared with the earlier proposed algorithm, his algorithm is simpler and has almost the same performance. More importantly, his LDF algorithm can achieve this performance without knowing the job processing times, which may be hard to obtain in practice. Also he proves a lower bound result which implies that it is unlikely to find simple heuristic algorithms that can perform much better than the existing algorithms including LDF. The second kind is preemptive scheduling, i.e., a job can be preempted during its execution and rescheduled later. He develops a feasibility algorithm that runs in O (n log n) time and generates a schedule with at most min{l brace}n-2, 2{sup m}-1{r brace} preemptions. It can generate a feasible schedule for the given job set if there exists one. This improvement is important because many scheduling algorithms depend on a feasibility algorithm as a building block. Furthermore, based on an advanced search technique, he presents an algorithm that can find the optimal schedule in O(n{sup 2} log {sup 2}n) time.

  2. Job task analysis: Guide to good practice. [Contains glossary

    SciTech Connect

    Mazour, T.; Riplinger, J.; Wetzel, M.; Wolfe, P.; Harris, G.

    1989-08-01

    A job analysis is a process used to determine what a job includes. A task analysis is a process used to determine how to perform a job. Simply put, a job/task analysis (JTA) tells you exactly what is included in a particular job and exactly how it is supposed to be done. This manual was designed for the analysis team(s) and supervisors of the team(s) assigned the responsibility of conducting a JTA and/or needs analysis.

  3. 'I've used the word cancer but it's actually good news': discursive performativity of cancer and the identity of urological cancer services.

    PubMed

    Kazimierczak, Karolina Agata; Skea, Zoe

    2015-03-01

    Drawing on the ethnographic study of urological cancer services, this article explores how a set of particular discourses embedded in the everyday clinical work in a large teaching hospital in the UK helps materialise particular configurations of cancer and related professional identities. Emerging on the intersection of specific socio-material arrangements (cancer survival rates, treatment regimens, cancer staging classifications, metaphors, clinical specialities) and operating across a number of differential relations (curable/incurable, treatable/untreatable, aggressive/nonaggressive), these configurations help constitute the categories of 'good' and 'bad' cancers as separate and contrasting entities. These categories help materialise particular distributions of power and are thus implicated in the making of specific claims about the identity of urological cancer services as unique and privileged. Exploring these issues in view of feminist and material-semiotic approaches to studying science, technology and medicine, this article seeks to move away from the understanding of cancer discourses as primarily linguistic performances, proposing to see them instead as arrangements of practices and relations simultaneously material and semiotic through which particular categories, entities and phenomena acquire their determinate nature. In doing so, it seeks to contribute to sociology's broader concern with discursive performativity of cancer.

  4. Analyses of WIN Team Functioning and Job Requirements, Final Report: Duties Performed and Style of Functioning, in Relation to Team Effectiveness. Technical Report 72-12.

    ERIC Educational Resources Information Center

    Kern, Richard P.

    Data were collected from a total of 110 WIN (Work Incentive Programs) Employability Development Teams to obtain information regarding the staffing composition of WIN teams, the extent to which distribution of job effort among team members emphasizes duty area specialization by job position title, the style of functioning in making client-oriented…

  5. School Counselors' Perceptions of Their Academic Preparedness and Job Activities

    ERIC Educational Resources Information Center

    Goodman-Scott, Emily

    2015-01-01

    School counselors are trained in academic preparation programs for future job activities. However, job expectations taught in such programs can differ from actual school counseling activities. This article reports the findings of a national survey of school counselors' (N = 1,052) perceived preparation and practice.

  6. The Sweet Spot of a Nonacademic Job Search

    ERIC Educational Resources Information Center

    Lord, Alexandra M.

    2012-01-01

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

  7. Predicting Occupational Role Choices after Involuntary Job Loss.

    ERIC Educational Resources Information Center

    Kinicki, Angelo J.

    1989-01-01

    Analyzed longitudinal data from 126 employees 1 month prior to being permanently displaced. Behavioral choice model significantly predicted behavioral intention to look for job, effort in looking, and actual behavior/role choice 18 months later. Expectancy for obtaining job was inversely related with age, positively related with education,…

  8. Get a job

    NASA Astrophysics Data System (ADS)

    Carlowicz, Michael

    At AGU's 1996 Fall Meeting, a record number of jobs were advertised through the AGU Job Center. Approximately 150 employers advertised 164 jobs at the meeting in San Francisco, while 302 applicants used the center's services and about 50 sat for on-site interviews. At the 1995 Fall Meeting, the Job Center attracted 87 employers and 230 applicants.

  9. Public High School Assistant Principals' Reports of Self-Efficacy in Performing Their Professional Job Responsibilities in Accordance with the Educational Leadership Constituency Council's Standards for Advanced Programs in Educational Leadership

    ERIC Educational Resources Information Center

    Bell, Susan A.

    2011-01-01

    The purpose of this study was to explore and describe public high school assistant principals' reports of self-efficacy (Bandura, 1997) in performing their professional job responsibilities in accordance with the Educational Leadership Constituency Council's (ELCC) Standards for Advanced Programs in Educational Leadership (National Policy Board…

  10. Assessing the performance of two models on calculating maize actual evapotranspiration in a semi-humid and drought-prone region of China

    NASA Astrophysics Data System (ADS)

    Wang, J.; Wang, J. L.; Zhao, C. X.; McGiffen, M. E.; Liu, J. B.; Wang, G. D.

    2017-01-01

    The two-step and one-step models for calculating evapotranspiration of maize were evaluated in a semi-humid and drought-prone region of northern China. Data were collected in the summers of 2013 and 2014 to determine relative model accuracy in calculating maize evaopotranspiration. The two-step model predicted daily evaoptranspiration with crop coefficients proposed by FAO and crop coefficient calibrated by local field data; the one-step model predicted daily evapotranspiration with coefficients derived by other researcher and coefficients calibrated by local field data. The predicted daily evapotranspiration in 2013 and 2014 growing seasons with the above two different models was both compared with the observed evapotranspiration with eddy covariance method. Furthermore, evapotranspiration in different growth stages of 2013 and 2014 maize growing seasons was predicted using the models with the local calibrated coefficients. The results indicated that calibration of models was necessary before using them to predict daily evapotranspiration. The model with the calibrated coefficients performed better with higher coefficient of determination and index of agreement and lower mean absolute error and root mean square error than before. And the two-step model better predicted daily evapotranspiration than the one-step model in our experimental field. Nevertheless, as to prediction ET of different growth stages, there still had some uncertainty when predicting evapotranspiration in different year. So the comparisons suggested that model prediction of crop evapotranspiration was practical, but requires calibration and validation with more data. Thus, considerable improvement is needed for these two models to be practical in predicting evapotranspiration for maize and other crops, more field data need to be measured, and an in-depth study still needs to be continued.

  11. Does Constructive Performance Feedback Improve Citizenship Intentions and Job Satisfaction? The Roles of Perceived Opportunities for Advancement, Respect, and Mood

    ERIC Educational Resources Information Center

    Sommer, Kristin L.; Kulkarni, Mukta

    2012-01-01

    Organizational experts have long touted the importance of delivering negative performance feedback in a manner that enhances employee receptivity to feedback, yet the broader impacts of constructive feedback have received relatively little attention. The present investigation explored the impact of constructive, critical feedback on organizational…

  12. College Students' Perceptions of Job Demands, Recommended Retirement Ages, and Age of Optimal Performance in Selected Occupations

    ERIC Educational Resources Information Center

    Panek, Paul E.; Staats, Sara; Hiles, Amanda

    2006-01-01

    Two studies were conducted. In study one 100 participants rated 60 occupations on the amount of cognitive/intellectual, physical, sensory-perceptual, and perceptual-motor demands they perceived as required for successful performance in that particular occupation. Results of a cluster analysis determined four clusters of occupations on the basis of…

  13. Factors Impacting Job Performance and Role Attractiveness in Academic Directors and Their Implications for Policy and Practice in Higher Education

    ERIC Educational Resources Information Center

    Vilkinas, Tricia; Ladyshewsky, Richard K.

    2014-01-01

    The purpose of this study was to identify factors that impacted on the performance and attractiveness of the Academic Director's role. Academic Directors are responsible for leading and managing an academic qualification. Academic Directors (n = 101) participating in a leadership development programme were invited to respond to an online 360…

  14. Occupational Curricula: The School/Job Match

    ERIC Educational Resources Information Center

    Cohen, Lee; West, Leonard J.

    1978-01-01

    Substantial gaps often exist between occupational education and actual job duties, dominantly because of technological developments. The schools' response to needed change in curricula has been sluggish, piecemeal, and tardy. Authors suggest a strategy for accomplishing a closer match between school and work, and they illustrate its use in…

  15. Job Language Performance Requirements for MOS 67N, Helicopter Repairer, Reference Soldier’s Manual Dated 29 March 1978.

    DTIC Science & Technology

    1978-03-29

    11111li Ill , 11l I written’ il I I Ii I S oral IIII~ _______performance tl lulli iltlii ’IItil I111 Iti~~ II t Uhands-on I Ii LI lit 11 Ill 111Ill...TRAIMING SPECIALIS rea ski I l , IBaIla t il B I BBB ______ listening i: ;:I ; , ;;: ________porformancs 5’~l B’ 44~~~ jb ~P 4 , 1if1114 ’dne e ti to I

  16. Job Language Performance Requirements for MOS 12B. Combat Engineer. Reference Soldier’s Manual Dated 29 November 1977.

    DTIC Science & Technology

    1977-11-29

    Language Performance Requirements (JLPR) Task Inventory * Lexical Analysis Common Tasks Structural Analysis Listening English Language Skills Speaking ... speaking written writing, reading Rating of English *a response of 2 or 3 on a scale Language Skills of 1 to 3 was tallied listening speaking a response of...STRUCTURAL PRIORITIZATION FORM I INVENTORY CHECKLIST DETERMINATION OF ENGLISH LANGUAGE SKILLS COMPILED ENGLqISH STRUCTURAL DLIELC* DATALAGAEADI-OS FORM

  17. Job Language Performance Requirements for MOS 76Y. Unit Supply Specialist. Reference Soldier’s Manual Dated 27 May 1980.

    DTIC Science & Technology

    1980-05-27

    LANGUAGE PERFORMANCE REQUIREMENTS FOR-r76Y UNIT SUPPLY SPECIALIST REFERENCE SOLDIER’S MANUAL DATED 27 May 1980 C6 vg to DtO C td *e not~ pumit", fleoI.ible...AL 0 PA - 0 - - ma wt55 9% m in m m5 m ma L" inaw td nmi % ni ni i ni r ni %i nO nv nO S 7% 40 on I. ’I - -. - , 4: (* .d -4 - r,. :t...I* *I I .1 *~~C4.’E~ .e.4m~,4..m,4 td ~* 1 * *1*1 SI.. t I * S I - * S * * S Ia I * I I 55’ I -I I * * * ’.1 I I OI tau 5Z c 9 iuu ow IJ W UsjI I sU JA

  18. Safety and You on the Job.

    ERIC Educational Resources Information Center

    West Virginia State Vocational Curriculum Lab., Cedar Lakes.

    Designed to assist instructors to be consistent with the Fair Labor Standards Act, which requires schools to provide safety instruction to students involved in any type of work experience or on-the-job training program, this curriculum guide presents a program to prepare students to perform their job function in a safe and healthy fashion. There…

  19. Contextualized Literacy in Green Jobs Training

    ERIC Educational Resources Information Center

    Waugh, Alexandra

    2013-01-01

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

  20. A Marketing Manual for Job Developers.

    ERIC Educational Resources Information Center

    Serapio, Manuel G., Jr.

    This manual is intended for job developers and people working in educational, vocational, and training organizations with responsibilities for job development and placement. It is designed to help them perform their responsibilities more effectively by making them more responsive to market needs and more efficient in executing their…

  1. Jobs in Construction. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

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

  2. Measuring Job Security.

    ERIC Educational Resources Information Center

    Nardone, Thomas; And Others

    1997-01-01

    Discusses issues in measuring job security and presents a comparison of data from the National Longitudinal Survey of Youth and the Current Population Survey on job tenure and contingent employment. (SK)

  3. GMAG Jobs Mixer

    NASA Astrophysics Data System (ADS)

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

  4. Creating Motivating Job Aids.

    ERIC Educational Resources Information Center

    Tilaro, Angie; Rossett, Allison

    1993-01-01

    Explains how to create job aids that employees will be motivated to use, based on a review of pertinent literature and interviews with professionals. Topics addressed include linking motivation with job aids; Keller's ARCS (Attention, Relevance, Confidence, Satisfaction) model of motivation; and design strategies for job aids based on Keller's…

  5. 48 CFR 217.7103-3 - Solicitations for job orders.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 48 Federal Acquisition Regulations System 3 2013-10-01 2013-10-01 false Solicitations for job... Master Agreement for Repair and Alteration of Vessels 217.7103-3 Solicitations for job orders. (a) When a... perform the work and agree to execute a master agreement before award of a job order. (b) Follow...

  6. 48 CFR 217.7103-3 - Solicitations for job orders.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 48 Federal Acquisition Regulations System 3 2014-10-01 2014-10-01 false Solicitations for job... Master Agreement for Repair and Alteration of Vessels 217.7103-3 Solicitations for job orders. (a) When a... perform the work and agree to execute a master agreement before award of a job order. (b) Follow...

  7. 48 CFR 217.7103-3 - Solicitations for job orders.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 48 Federal Acquisition Regulations System 3 2010-10-01 2010-10-01 false Solicitations for job... Master Agreement for Repair and Alteration of Vessels 217.7103-3 Solicitations for job orders. (a) When a... perform the work and agree to execute a master agreement before award of a job order. (b) Follow...

  8. 48 CFR 217.7103-3 - Solicitations for job orders.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 48 Federal Acquisition Regulations System 3 2012-10-01 2012-10-01 false Solicitations for job... Master Agreement for Repair and Alteration of Vessels 217.7103-3 Solicitations for job orders. (a) When a... perform the work and agree to execute a master agreement before award of a job order. (b) Follow...

  9. 41 CFR 60-20.3 - Job policies and practices.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 41 Public Contracts and Property Management 1 2013-07-01 2013-07-01 false Job policies and... OF LABOR 20-SEX DISCRIMINATION GUIDELINES § 60-20.3 Job policies and practices. (a) Written personnel... available job that he or she is qualified to perform, unless sex is a bona fide occupational...

  10. 41 CFR 60-20.3 - Job policies and practices.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 41 Public Contracts and Property Management 1 2011-07-01 2009-07-01 true Job policies and... OF LABOR 20-SEX DISCRIMINATION GUIDELINES § 60-20.3 Job policies and practices. (a) Written personnel... available job that he or she is qualified to perform, unless sex is a bona fide occupational...

  11. 48 CFR 217.7103-3 - Solicitations for job orders.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 48 Federal Acquisition Regulations System 3 2011-10-01 2011-10-01 false Solicitations for job... Master Agreement for Repair and Alteration of Vessels 217.7103-3 Solicitations for job orders. (a) When a... perform the work and agree to execute a master agreement before award of a job order. (b) Follow...

  12. 41 CFR 60-20.3 - Job policies and practices.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 41 Public Contracts and Property Management 1 2014-07-01 2014-07-01 false Job policies and... OF LABOR 20-SEX DISCRIMINATION GUIDELINES § 60-20.3 Job policies and practices. (a) Written personnel... available job that he or she is qualified to perform, unless sex is a bona fide occupational...

  13. 41 CFR 60-20.3 - Job policies and practices.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 41 Public Contracts and Property Management 1 2012-07-01 2009-07-01 true Job policies and... OF LABOR 20-SEX DISCRIMINATION GUIDELINES § 60-20.3 Job policies and practices. (a) Written personnel... available job that he or she is qualified to perform, unless sex is a bona fide occupational...

  14. 29 CFR 1620.14 - Testing equality of jobs.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 4 2012-07-01 2012-07-01 false Testing equality of jobs. 1620.14 Section 1620.14 Labor... Testing equality of jobs. (a) In general. What constitutes equal skill, equal effort, or equal... equality of job content in general. In determining whether employees are performing equal work within...

  15. 29 CFR 1620.14 - Testing equality of jobs.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 4 2014-07-01 2014-07-01 false Testing equality of jobs. 1620.14 Section 1620.14 Labor... Testing equality of jobs. (a) In general. What constitutes equal skill, equal effort, or equal... equality of job content in general. In determining whether employees are performing equal work within...

  16. 29 CFR 1620.14 - Testing equality of jobs.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 4 2013-07-01 2013-07-01 false Testing equality of jobs. 1620.14 Section 1620.14 Labor... Testing equality of jobs. (a) In general. What constitutes equal skill, equal effort, or equal... equality of job content in general. In determining whether employees are performing equal work within...

  17. 29 CFR 1620.14 - Testing equality of jobs.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Testing equality of jobs. 1620.14 Section 1620.14 Labor... Testing equality of jobs. (a) In general. What constitutes equal skill, equal effort, or equal... equality of job content in general. In determining whether employees are performing equal work within...

  18. 29 CFR 1620.14 - Testing equality of jobs.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 4 2011-07-01 2011-07-01 false Testing equality of jobs. 1620.14 Section 1620.14 Labor... Testing equality of jobs. (a) In general. What constitutes equal skill, equal effort, or equal... equality of job content in general. In determining whether employees are performing equal work within...

  19. The impact of professional isolation on teleworker job performance and turnover intentions: does time spent teleworking, interacting face-to-face, or having access to communication-enhancing technology matter?

    PubMed

    Golden, Timothy D; Veiga, John F; Dino, Richard N

    2008-11-01

    Although the teleworking literature continues to raise concerns regarding the adverse consequences of professional isolation, researchers have not examined its impact on work outcomes. Consequently, the authors first examine professional isolation's direct impact on job performance and turnover intentions among teleworkers and then investigate the contingent role of 3 salient work-mode-related factors. Survey data from a matched sample of 261 professional-level teleworkers and their managers revealed that professional isolation negatively impacts job performance and, contrary to expectations, reduces turnover intentions. Moreover, professional isolation's impact on these work outcomes is increased by the amount of time spent teleworking, whereas more face-to-face interactions and access to communication-enhancing technology tend to decrease its impact. On the basis of these findings, an agenda for future research on professional isolation is offered that takes into account telework's growing popularity as a work modality.

  20. Height premium for job performance.

    PubMed

    Kim, Tae Hyun; Han, Euna

    2017-02-02

    This study assessed the relationship of height with wages, using the 1998 and 2012 Korean Labor and Income Panel Study data. The key independent variable was height measured in centimeters, which was included as a series of dummy indicators of height per 5cm span (<155cm, 155-160cm, 160-165cm, and ≥165cm for women; <165cm, 165-170cm, 170-175cm, 175-180cm, and ≥180cm for men). We controlled for household- and individual-level random effects. We used a random-effect quantile regression model for monthly wages to assess the heterogeneity in the height-wage relationship, across the conditional distribution of monthly wages. We found a non-linear relationship of height with monthly wages. For men, the magnitude of the height wage premium was overall larger at the upper quantile of the conditional distribution of log monthly wages than at the median to low quantile, particularly in professional and semi-professional occupations. The height-wage premium was also larger at the 90th quantile for self-employed women and salaried men. Our findings add a global dimension to the existing evidence on height-wage premium, demonstrating non-linearity in the association between height and wages and heterogeneous changes in the dispersion and direction of the association between height and wages, by wage level.

  1. 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…

  2. Job Aids: Give the Readers What They Want.

    ERIC Educational Resources Information Center

    Lawson, Patricia

    The term "job aids" is a phrase used to describe a genre of ready-guidance tools or prompts that assist a person in performing a job or task. The purpose of job aids is to specify what is to be done, how to do it, the order in which it is to be done, and the standards to be met in doing it. Because job aids are not instructional…

  3. Employee engagement and job satisfaction in the information technology industry.

    PubMed

    Kamalanabhan, T J; Sai, L Prakash; Mayuri, Duggirala

    2009-12-01

    Employee engagement has been identified as being important to employee productivity and performance. Measures of employee engagement and job satisfaction in the context of information technology (IT) were developed to explore how employee engagement affects perceived job satisfaction. In a sample of IT professionals (N = 159), controlling for age, sex, job tenure, and marital status, employee engagement had a significant and positive correlation with job satisfaction.

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

    PubMed

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

    2006-09-01

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

  5. Realizing actual feedback control of complex network

    NASA Astrophysics Data System (ADS)

    Tu, Chengyi; Cheng, Yuhua

    2014-06-01

    In this paper, we present the concept of feedbackability and how to identify the Minimum Feedbackability Set of an arbitrary complex directed network. Furthermore, we design an estimator and a feedback controller accessing one MFS to realize actual feedback control, i.e. control the system to our desired state according to the estimated system internal state from the output of estimator. Last but not least, we perform numerical simulations of a small linear time-invariant dynamics network and a real simple food network to verify the theoretical results. The framework presented here could make an arbitrary complex directed network realize actual feedback control and deepen our understanding of complex systems.

  6. Estimating job runtime for CMS analysis jobs

    NASA Astrophysics Data System (ADS)

    Sfiligoi, I.

    2014-06-01

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

  7. Expected-Credibility-Based Job Scheduling for Reliable Volunteer Computing

    NASA Astrophysics Data System (ADS)

    Watanabe, Kan; Fukushi, Masaru; Horiguchi, Susumu

    This paper presents a proposal of an expected-credibility-based job scheduling method for volunteer computing (VC) systems with malicious participants who return erroneous results. Credibility-based voting is a promising approach to guaranteeing the computational correctness of VC systems. However, it relies on a simple round-robin job scheduling method that does not consider the jobs' order of execution, thereby resulting in numerous unnecessary job allocations and performance degradation of VC systems. To improve the performance of VC systems, the proposed job scheduling method selects a job to be executed prior to others dynamically based on two novel metrics: expected credibility and the expected number of results for each job. Simulation of VCs shows that the proposed method can improve the VC system performance up to 11%; It always outperforms the original round-robin method irrespective of the value of unknown parameters such as population and behavior of saboteurs.

  8. Job Scheduling in a Heterogeneous Grid Environment

    NASA Technical Reports Server (NTRS)

    Shan, Hong-Zhang; Smith, Warren; Oliker, Leonid; Biswas, Rupak

    2004-01-01

    Computational grids have the potential for solving large-scale scientific problems using heterogeneous and geographically distributed resources. However, a number of major technical hurdles must be overcome before this potential can be realized. One problem that is critical to effective utilization of computational grids is the efficient scheduling of jobs. This work addresses this problem by describing and evaluating a grid scheduling architecture and three job migration algorithms. The architecture is scalable and does not assume control of local site resources. The job migration policies use the availability and performance of computer systems, the network bandwidth available between systems, and the volume of input and output data associated with each job. An extensive performance comparison is presented using real workloads from leading computational centers. The results, based on several key metrics, demonstrate that the performance of our distributed migration algorithms is significantly greater than that of a local scheduling framework and comparable to a non-scalable global scheduling approach.

  9. Mentally retarded workers' reactions to their jobs.

    PubMed

    Shapira, Z; Cnaan, R A; Cnaan, A

    1985-09-01

    Reactions of 34 mentally retarded employees to their jobs were examined in a field study conducted at a sheltered workshop. Three experienced social workers observed a group of retarded employees whose job was assembling toys. The workers were then interviewed on their perceptions of and reactions to their job characteristics and supervision, and these were related to performance data that included performance time, productivity, and effort ratings. Results showed that performance measures were related to perceived job characteristics and that growth-need strength (people's needs for personal development and achievement) affected these relationships. On the basis of these results, we discussed the feasibility of using motivation models for retarded workers that were designed for nonretarded workers.

  10. Job scheduling in a heterogenous grid environment

    SciTech Connect

    Oliker, Leonid; Biswas, Rupak; Shan, Hongzhang; Smith, Warren

    2004-02-11

    Computational grids have the potential for solving large-scale scientific problems using heterogeneous and geographically distributed resources. However, a number of major technical hurdles must be overcome before this potential can be realized. One problem that is critical to effective utilization of computational grids is the efficient scheduling of jobs. This work addresses this problem by describing and evaluating a grid scheduling architecture and three job migration algorithms. The architecture is scalable and does not assume control of local site resources. The job migration policies use the availability and performance of computer systems, the network bandwidth available between systems, and the volume of input and output data associated with each job. An extensive performance comparison is presented using real workloads from leading computational centers. The results, based on several key metrics, demonstrate that the performance of our distributed migration algorithms is significantly greater than that of a local scheduling framework and comparable to a non-scalable global scheduling approach.

  11. Effect of Past Mentoring Experiences on Job Satisfaction of Nurses in Management Positions

    DTIC Science & Technology

    1993-08-01

    that increased job satisfaction leads to higher job performance appears to have been refuted in the literature (Greene, 1972; Iaffaldano & Muchinsky...satisfied with their jobs. There is also no question that our society places a great deal of value on the importance of satisfied employees ( Iaffaldano ...Review, 8(3), 475-485. Iaffaldano , M. T. & Muchinsky, P. M. (1985). Job satisfaction and job performance: A meta-analysis. Psychological Bulletin, 97(2

  12. 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

    ... Notice of Proposed Information Collection Requests; Office of the 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 those that provide educational and...

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

    ERIC Educational Resources Information Center

    Fornes, Sandra L.

    2008-01-01

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

  14. Job Burnout, Job Satisfaction, and Related Factors among Health Care Workers in Golestan Province, Iran

    PubMed Central

    Kabir, Mohammad Javad; Heidari, Alireza; Etemad, Koorosh; Gashti, Ashrafi Babazadeh; Jafari, Nahid; Honarvar, Mohammad Reza; Ariaee, Mohammad; Lotfi, Mansureh

    2016-01-01

    Introduction Burnout causes physical and emotional tireness, job dissatisfaction, resulting in reduced efficiency and a feeling of alienation from colleagues. Also, job satisfaction has a major impact on job-related behaviors, such as turnover intention, absenteeism, and job performance. The aim of this study was to determine job burnout, job satisfaction rate, and related factors among health care workers in Golestan Province in Iran. Methods This cross-sectional study was conducted with 1,141 health workers in Golestan Province in northern Iran. Data were collected using a questionnaire that was comprised of four sections. It consisted of socio-economic characteristics, physical environment and facilities of health house (rural health clinic), Maslach burnout inventory, and a satisfaction questionnaire. Multi-nomial Logistic Regression was conducted to analyze the data using SPSS software, version 22. Results There were significant relationships between the intensity of job burnout and age (p < 0.001), years of experience (p < 0.001), low education level (p = 0.027), number of children (p = 0.002), dissatisfaction with income (p < 0.001), physical environment of health houses (p = 0.003), facilities of health houses (p = 0.025). There were significant relationships between the frequency of job burnout and age (p < 0.001), years of experience (p < 0.001), low education level (p = 0.016), number of children (p = 0.003), dissatisfaction with income (p < 0.001), and the physical environment of health houses (p = 0.008). There were significant relationships between job satisfaction and the satisfaction from income (p = 0.001), the physical environment of health houses (p = 0.001), and the facilities of health houses (p = 0.001). Conclusion Burnout was average among health workers, and health workers job satisfaction rate was lower than the average level in health workers. Effective interventions are recommended with regards to the unfavorable condition of job

  15. Job satisfaction trends during nurses' early career

    PubMed Central

    Murrells, Trevor; Robinson, Sarah; Griffiths, Peter

    2008-01-01

    Background Job satisfaction is an important component of nurses' lives that can impact on patient safety, productivity and performance, quality of care, retention and turnover, commitment to the organisation and the profession. Little is known about job satisfaction in early career and how it varies for different groups of nurses. This paper investigates how the components of job satisfaction vary during early career in newly qualified UK nurses. Methods Nurses were sampled using a combined census and multi-stage approach (n = 3962). Data were collected by questionnaire at 6 months, 18 months and 3 years after qualification between 1998 and 2001. Scores were calculated for seven job satisfaction components and a single item that measured satisfaction with pay. Scores were compared longitudinally and between nursing speciality (general, children's, mental health) using a mixed model approach. Results No single pattern across time emerged. Trends varied by branch and job satisfaction component. Rank order of job satisfaction components, from high to low scores, was very similar for adult and child branch nurses and different for mental health. Nurses were least satisfied with pay and most satisfied with relationships at 6 and 18 months and with resources (adult and child) and relationships (mental health) at 3 years. Trends were typically upwards for adult branch nurses, varied for children's nurses and downwards for mental health nurses. Conclusion The impact of time on job satisfaction in early career is highly dependent on specialism. Different contexts, settings and organisational settings lead to varying experiences. Future research should focus on understanding the relationships between job characteristics and the components of job satisfaction rather than job satisfaction as a unitary construct. Research that further investigates the benefits of a formal one year preceptorship or probationary period is needed. PMID:18534023

  16. Job task analysis: Guide to good practice. [Contains glossary

    SciTech Connect

    Mazour, T.; Riplinger, J.; Wetzel, M.; Wolfe, P.; Harris, G.

    1989-08-01

    A JOB ANALYSIS is a process used to determine what a job includes. A TASK ANALYSIS is a process used to determine how to perform a job. Simply put, a job/task analysis (JTA) tells you exactly what is included in a particular job and exactly how it is supposed to be done. This manual was designed for the analysis team(s) and supervisors of the team(s) assigned the responsibility of conducting a JTA and/or needs analysis. However, anyone involved with a JTA or needs analysis (such as subject-matter experts) may find this information helpful.

  17. Linguistic Theory and Actual Language.

    ERIC Educational Resources Information Center

    Segerdahl, Par

    1995-01-01

    Examines Noam Chomsky's (1957) discussion of "grammaticalness" and the role of linguistics in the "correct" way of speaking and writing. It is argued that the concern of linguistics with the tools of grammar has resulted in confusion, with the tools becoming mixed up with the actual language, thereby becoming the central…

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

    PubMed

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

    2016-10-01

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

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

    PubMed

    Steyn, Renier; Vawda, Naseema

    2014-05-01

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

  20. Stress Management: Job Stress

    MedlinePlus

    Healthy Lifestyle Stress management Job stress can be all-consuming — but it doesn't have to be. Address your triggers, keep perspective and know when ... effects of stress at work. Effectively coping with job stress can benefit both your professional and personal ...

  1. Jobs for Renewing America

    ERIC Educational Resources Information Center

    Shatkin, Laurence

    2011-01-01

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

  2. Job Training Partnership Act.

    ERIC Educational Resources Information Center

    Tindall, Lloyd W.; Hedberg, Sally B.

    1987-01-01

    The Job Training Partnership Act, which provides money to programs preparing disadvantaged (including disabled) individuals for entry into the labor force, has helped special education students in such programs as the Special Education Local Plan Areas Job Project and the Day Training Activity Center at the Las Trampas School, Inc. in Lafayette,…

  3. Learning on the Job

    ERIC Educational Resources Information Center

    Hand, Alyse; Winningham, Kathleen

    2009-01-01

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

  4. On-site diagnosis of cement job problems

    SciTech Connect

    Beirute, R.M.

    1988-12-01

    Since the introduction of free-fall models are primary cementing, several companies have been monitoring cementing operations by continually measuring the rate of returns, the rate of pumping, the density of the fluids pumped, the density of the fluids returned to the surface, and the surface pressure. Measured values of surface pressure and rate of returns have been compared to predicted values obtained with cementing simulators. Discrepancies between measured and simulated behaviors that cannot be explained as normal simulation and job measurement limitations are attributed to problems that develop during the cementing operation. Although problems have been detected by this approach, in some cases it has not been possible to ascertain the exact cause of the misbehavior. Therefore, proper and timely corrective adjustments have not always been made during the job. To improve our ability to diagnose cement jet problems while the cement job is in progress, thee authors investigated six potential job problems with a cement job simulator that includes free fall. The job problems were channeling, unsuspected (unmeasured) washout, lost circulation, influx, flow restrictions, and slurry dehydration. Representative graphs show the behavior trends for each of the six potential cement job problems. The graphs show the normal (without trouble) behavior and the departure from the norm for the problem situation. Lists of generalized ''job signatures'' for each case are also given. characteristics that are considered the main indicators of each job problem are highlighted. Three field cases illustrate how the concept of job signatures can be used effectively to assist in detecting potential job problems during the actual job.

  5. Jobs in Public Service. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

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

  6. 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…

  7. Jobs in Manufacturing. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

    The instructional booklet explores various occupations in the occupational cluster of manufacturing. In the first chapter, the student is briefly introduced to the occupational cluster concept and to the general area of manufacturing. Chapter 2 describes jobs involved in the production of materials and processing of goods. Chapter 3 discusses…

  8. Validation of the Japanese version of the job crafting scale

    PubMed Central

    Eguchi, Hisashi; Shimazu, Akihito; Bakker, Arnold B.; Tims, Maria; Kamiyama, Kimika; Hara, Yujiro; Namba, Katsuyuki; Inoue, Akiomi; Ono, Masakatsu; Kawakami, Norito

    2016-01-01

    Objectives: The aim of this study was to validate the Japanese version of the job crafting scale (JCS-J). JCS measures four independent job crafting dimensions, namely increasing structural job resources, decreasing hindering job demands, increasing social job resources, and increasing challenging job demands. Methods: The translated and back-translated JCS-J questionnaires were administered online to 972 employees of a Japanese manufacturing company. The data were then divided into independent explorative and confirmative samples. Exploratory and confirmatory factor analyses were performed to evaluate the factorial validity of JCS-J. The relationship with potential consequences of job crafting (e.g., job demands, job resources, and psychological well-being) was investigated to evaluate construct validity. Internal consistency was examined to evaluate the reliability of the four JCSs. Results: An exploratory factor analysis extracted a five-factor solution. Decreasing hindering job demands was further split into two separate dimensions supporting a five- rather than four-factor structure. A series of confirmatory factor analyses revealed that the modified five-factor model that allows covariance between items fits the data best. Construct validity was generally supported by the expected correlations of each job crafting dimension with each corresponding job resource (+), job demand (+), and psychological well-being (+). Cronbach's α coefficient was sufficient for each of the four dimensions of job crafting (α ranged between 0.76 and 0.90). Conclusions: This study confirmed that JCS-J is an adequate measure of job crafting that can be used in the Japanese context. PMID:27108643

  9. Surface Warfare Officer Manpower Utilization: Introduction of Person-Job Matching on the Assignment Process

    DTIC Science & Technology

    1991-12-01

    performance. A review of many job satisfaction-performance studies by Iaffaldano and Muchinsky (1985) revealed that the best estimate’ of the true correlation...Press, 1958. Iaffaldano , M.T. & Muchinsky, P.M., "Job Satisfaction and Job Performance: A Meta Analysis," Psychology Bulletin, 1985, No. 97: 251-273

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

    ERIC Educational Resources Information Center

    Salomone, Paul R.; Rubin, Donna C.

    1979-01-01

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

  11. A job analysis of care helpers.

    PubMed

    Shin, Su Jin; 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.

  12. 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

  13. The long road to employment: Incivility experienced by job seekers.

    PubMed

    Ali, Abdifatah A; Ryan, Ann Marie; Lyons, Brent J; Ehrhart, Mark G; Wessel, Jennifer L

    2016-03-01

    This study addresses how job seekers' experiences of rude and discourteous treatment--incivility--can adversely affect self-regulatory processes underlying job searching. Using the social-cognitive model (Zimmerman, 2000), we integrate social-cognitive theory with the goal orientation literature to examine how job search self-efficacy mediates the relationship between incivility and job search behaviors and how individual differences in learning goal orientation and avoid-performance goal orientation moderate that process. We conducted 3 studies with diverse methods and samples. Study 1 employed a mixed-method design to understand the nature of incivility within the job search context and highlight the role of attributions in linking incivility to subsequent job search motivation and behavior. We tested our hypotheses in Study 2 and 3 employing time-lagged research designs with unemployed job seekers and new labor market entrants. Across both Study 2 and 3 we found evidence that the negative effect of incivility on job search self-efficacy and subsequent job search behaviors are stronger for individuals low, rather than high, in avoid-performance goal orientation. Theoretical implications of our findings and practical recommendations for how to address the influence of incivility on job seeking are discussed.

  14. Job Savvy: How To Be a Success at Work [and] Instructor's Guide.

    ERIC Educational Resources Information Center

    Ludden, LaVerne; Ludden, Marsha

    Designed for a working person or one who soon plans to enter the world of work, this handbook and its companion instructor's guide are about keeping a job and getting ahead. Based on research into what employers actually look for in the people who succeed or fail, this handbook is designed to develop critical job survival skills, increase…

  15. Video Job Shadows. Project SEED.

    ERIC Educational Resources Information Center

    Kucinkas, Gene; Noyce, Gary

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

  16. Getting a Job in Teaching.

    ERIC Educational Resources Information Center

    Wachter, Joanne C.

    This book is designed to help education students, recent graduates, and experienced teachers attain new teaching positions. Chapter 1, "The Right Job," discusses the process of deciding what kind of job best suits the job seeker's talents and preferences. The chapter highlights exploring important aspects of the job, such as education…

  17. "Ruralizing" Presidential Job Advertisements

    ERIC Educational Resources Information Center

    Leist, Jay

    2007-01-01

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

  18. How People Actually Use Thermostats

    SciTech Connect

    Meier, Alan; Aragon, Cecilia; Hurwitz, Becky; Mujumdar, Dhawal; Peffer, Therese; Perry, Daniel; Pritoni, Marco

    2010-08-15

    Residential thermostats have been a key element in controlling heating and cooling systems for over sixty years. However, today's modern programmable thermostats (PTs) are complicated and difficult for users to understand, leading to errors in operation and wasted energy. Four separate tests of usability were conducted in preparation for a larger study. These tests included personal interviews, an on-line survey, photographing actual thermostat settings, and measurements of ability to accomplish four tasks related to effective use of a PT. The interviews revealed that many occupants used the PT as an on-off switch and most demonstrated little knowledge of how to operate it. The on-line survey found that 89% of the respondents rarely or never used the PT to set a weekday or weekend program. The photographic survey (in low income homes) found that only 30% of the PTs were actually programmed. In the usability test, we found that we could quantify the difference in usability of two PTs as measured in time to accomplish tasks. Users accomplished the tasks in consistently shorter times with the touchscreen unit than with buttons. None of these studies are representative of the entire population of users but, together, they illustrate the importance of improving user interfaces in PTs.

  19. Multiple Sclerosis Questionnaire for Job Difficulties (MSQ-Job): definition of the cut-off score.

    PubMed

    Schiavolin, Silvia; Giovannetti, Ambra Mara; Leonardi, Matilde; Brenna, Greta; Brambilla, Laura; Confalonieri, Paolo; Frangiamore, Rita; Mantegazza, Renato; Moscatelli, Marco; Clerici, Valentina Torri; Cortese, Francesca; Covelli, Venusia; Ponzio, Michela; Zaratin, Paola; Raggi, Alberto

    2016-05-01

    Multiple Sclerosis (MS) mainly affects people of working age. The Multiple Sclerosis Questionnaire for Job Difficulties (MSQ-Job) was designed to measure difficulties in work-related tasks. Our aim is to define cut-off score of MSQ-Job to identify potential critical situations that might require specific attention. A sample of patients with MS completed the MSQ-Job, WHODAS 2.0 and MSQOL-54 respectively for work difficulties, disability and health-related quality of life (HRQoL) evaluation. K-means Cluster Analysis was used to divide the sample in three groups on the basis of HRQoL and disability. ANOVA test was performed to compare the response pattern between these groups. The cut-off score was defined using the receiver operating characteristic (ROC) curve analyses for MSQ-Job total and count of MSQ-Job items scores ≥3: a score value corresponding to the maximum of the sensitivity-to-specificity ratio was chosen as the cut-off. Out of 180 patients enrolled, twenty were clustered in the higher severity group. The area under the ROC curve was 0.845 for the MSQ-Job total and 0.859 for the count of MSQ-Job items scores ≥3 while the cut-off score was 15.8 for MSQ-Job total and 8 for count of items scored ≥3. We recommend the use of MSQ-Job with this calculation as cut-off for identifying critical situations, e.g. in vocational rehabilitation services, where work-related difficulties have a significant impact in terms of lower quality of life and higher disability.

  20. The real leadership lessons of Steve Jobs.

    PubMed

    Isaacson, Walter

    2012-04-01

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

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

    PubMed

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

    2017-01-01

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

  2. Scheduling periodic jobs using imprecise results

    NASA Technical Reports Server (NTRS)

    Chung, Jen-Yao; Liu, Jane W. S.; Lin, Kwei-Jay

    1987-01-01

    One approach to avoid timing faults in hard, real-time systems is to make available intermediate, imprecise results produced by real-time processes. When a result of the desired quality cannot be produced in time, an imprecise result of acceptable quality produced before the deadline can be used. The problem of scheduling periodic jobs to meet deadlines on a system that provides the necessary programming language primitives and run-time support for processes to return imprecise results is discussed. Since the scheduler may choose to terminate a task before it is completed, causing it to produce an acceptable but imprecise result, the amount of processor time assigned to any task in a valid schedule can be less than the amount of time required to complete the task. A meaningful formulation of the scheduling problem must take into account the overall quality of the results. Depending on the different types of undesirable effects caused by errors, jobs are classified as type N or type C. For type N jobs, the effects of errors in results produced in different periods are not cumulative. A reasonable performance measure is the average error over all jobs. Three heuristic algorithms that lead to feasible schedules with small average errors are described. For type C jobs, the undesirable effects of errors produced in different periods are cumulative. Schedulability criteria of type C jobs are discussed.

  3. Are We Training Our Students for Real Jobs?

    ERIC Educational Resources Information Center

    Brill, Arthur S.; Larson, Daniel J.

    1995-01-01

    While doctoral degree remains standard degree of preference when hiring for industrial laboratories, trends in actual job requirements suggest doctoral degree may provide training that is too narrow, and a master's degree may be a more appropriate qualification. In physical sciences, faculty should work with industry leaders to shape curricula…

  4. Job security and fear: Do these drive our radiation guidelines

    SciTech Connect

    Thomas, R.G.

    1994-01-01

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

  5. Individual, Organizational, and Job Factors Affecting the Quality of Work Life Among Navy Nurse Corps Officers

    DTIC Science & Technology

    1987-03-01

    predicted performance, job satisfaction, turnover, and perceived quality of nursing care in the Navy. The majority of nurses were dissatisfied or ambivalent...with the quality of nursing care delivered in the Navy, and they were dissatisfied or ambivalent with the quality of their work lives. Keywords: Job satisfaction, Job performance, Quality of nursing care .

  6. Under What Conditions is Off-The-Job Stress a Significant Determinant of Occupational Behavior?

    ERIC Educational Resources Information Center

    Shostak, Arthur B.

    1973-01-01

    Through new attention to role expansion, physical environment design, hostility scalebacks, and information enlargement, we can make substantial new gains against off-the-job stresses that depress on-the-job performance. (Author)

  7. A History-based Estimation for LHCb job requirements

    NASA Astrophysics Data System (ADS)

    Rauschmayr, Nathalie

    2015-12-01

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

  8. Organization, Contents and Methods of Adult Vocational Education in Relation to Job Changes and the Acquisition of New Skills in the GDR. Studies in Technical and Vocational Education.

    ERIC Educational Resources Information Center

    Pogodda, Gerhard, Ed.; And Others

    Economic and social policies are at the core of the job development process in the German Democratic Republic. New jobs must be available before the process of transfer of labor is actually initiated by further education and training of the work force. The acceleration of the rate of technological innovation has caused a demand for job change…

  9. Job Hunting, Introduction

    NASA Astrophysics Data System (ADS)

    Goldin, Ed; Stringer, Susan

    1998-05-01

    The AAS is again sponsoring a career workshop for Astronomers seeking employment. The workshop will cover a wide range of tools needed by a job seeker with a background in astronomy. There are increasingly fewer job opportunities in the academic areas. Today, astronomers need placement skills and career information to compete strongly in a more diversified jobs arena. The workshop will offer practical training on preparing to enter the job market. Topics covered include resume and letter writing as well as how to prepare for an interview. Advice is given on resources for jobs in astronomy, statistics of employment and education, and networking strategies. Workshop training also deals with a diverse range of career paths for astronomers. The workshop will consist of an two approximately three-hour sessions. The first (1-4pm) will be on the placement tools and job-search skills described above. The second session will be for those who would like to stay and receive personalized information on individual resumes, job search problems, and interview questions and practice. The individual appointments with Ed Goldin and Susan Stringer that will take place during the second session (6-9pm) will be arranged on-site during the first session. A career development and job preparation manual "Preparing Physicists for Work" will be on sale at the workshop for \\9.00. TOPICS FOR DISCUSSION: How to prepare an effective resume How to research prospective employers Interviewing skills Networking to uncover employment Job prospects present and future Traditional and non-traditional positions for astronomers This workshop will be presented by Ed Goldin and Susan Stringer of the American Institute of Physics. The cost of the workshop is \\15.00 which includes a packet of resource materials supporting the workshop presentation. Please send your request for attendance by 8 May 1998 to the Executive Office along with a check, payable to the AAS, for the fee. Credit cards will not be

  10. Components of Job Satisfaction in Psychiatric Social Workers.

    ERIC Educational Resources Information Center

    Marriott, Anne; And Others

    1994-01-01

    Surveyed 188 psychiatric social workers, finding overall positive level of job satisfaction. Overall job satisfaction was found to be primarily determined by position satisfaction. Major correlate of position satisfaction was professional respect received from other disciplines and not specific tasks performed. Results showed importance of…

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

    ERIC Educational Resources Information Center

    Smart, Karl L.

    2004-01-01

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

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

    PubMed

    Hardin, Erin E; Donaldson, James R

    2014-10-01

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

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

    PubMed

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

    2015-07-01

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

  14. The actual goals of geoethics

    NASA Astrophysics Data System (ADS)

    Nemec, Vaclav

    2014-05-01

    The most actual goals of geoethics have been formulated as results of the International Conference on Geoethics (October 2013) held at the geoethics birth-place Pribram (Czech Republic): In the sphere of education and public enlightenment an appropriate needed minimum know how of Earth sciences should be intensively promoted together with cultivating ethical way of thinking and acting for the sustainable well-being of the society. The actual activities of the Intergovernmental Panel of Climate Changes are not sustainable with the existing knowledge of the Earth sciences (as presented in the results of the 33rd and 34th International Geological Congresses). This knowledge should be incorporated into any further work of the IPCC. In the sphere of legislation in a large international co-operation following steps are needed: - to re-formulate the term of a "false alarm" and its legal consequences, - to demand very consequently the needed evaluation of existing risks, - to solve problems of rights of individuals and minorities in cases of the optimum use of mineral resources and of the optimum protection of the local population against emergency dangers and disasters; common good (well-being) must be considered as the priority when solving ethical dilemmas. The precaution principle should be applied in any decision making process. Earth scientists presenting their expert opinions are not exempted from civil, administrative or even criminal liabilities. Details must be established by national law and jurisprudence. The well known case of the L'Aquila earthquake (2009) should serve as a serious warning because of the proven misuse of geoethics for protecting top Italian seismologists responsible and sentenced for their inadequate superficial behaviour causing lot of human victims. Another recent scandal with the Himalayan fossil fraud will be also documented. A support is needed for any effort to analyze and to disclose the problems of the deformation of the contemporary

  15. A Program of Army Functional Job Reading Training: Development Implementation, and Delivery Systems.

    DTIC Science & Technology

    ARMY TRAINING, *PERSONNEL DEVELOPMENT, *READING, MILITARY REQUIREMENTS, SKILLS, JOB TRAINING, PERFORMANCE TESTS, PERFORMANCE(HUMAN), FEASIBILITY STUDIES, DEFICIENCIES, INDIVIDUALIZED TRAINING, LITERACY .

  16. Emotional Exhaustion and Job Satisfaction in Airport Security Officers - Work-Family Conflict as Mediator in the Job Demands-Resources Model.

    PubMed

    Baeriswyl, Sophie; Krause, Andreas; Schwaninger, Adrian

    2016-01-01

    The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners). Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners' job performance. The present study bridges this research gap by applying the job demands-resources (JD-R) model and using work-family conflict (WFC) as an intervening variable to study relationships between work characteristics (workload and supervisor support), emotional exhaustion, and job satisfaction in 1,127 screeners at a European airport. Results of structural equation modeling revealed that (a) supervisor support as a major job resource predicted job satisfaction among screeners; (b) workload as a major job demand predicted their emotional exhaustion; and (c) WFC proved to be a promising extension to the JD-R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed.

  17. Gender, job authority, and depression.

    PubMed

    Pudrovska, Tetyana; Karraker, Amelia

    2014-12-01

    Using the 1957-2004 data from the Wisconsin Longitudinal Study, we explore the effect of job authority in 1993 (at age 54) on the change in depressive symptoms between 1993 and 2004 (age 65) among white men and women. Within-gender comparisons indicate that women with job authority (defined as control over others' work) exhibit more depressive symptoms than women without job authority, whereas men in authority positions are overall less depressed than men without job authority. Between-gender comparisons reveal that although women have higher depression than men, women's disadvantage in depression is significantly greater among individuals with job authority than without job authority. We argue that macro- and meso-processes of gender stratification create a workplace in which exercising job authority exposes women to interpersonal stressors that undermine health benefits of job authority. Our study highlights how the cultural meanings of masculinities and femininities attenuate or amplify health-promoting resources of socioeconomic advantage.

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

    PubMed

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

    2013-04-01

    This longitudinal study examined whether employees can impact their own well-being by crafting their job demands and resources. Based on the job demands-resources model, we hypothesized that employee job crafting would have an impact on work engagement, job satisfaction, and burnout through changes in job demands and job resources. Data was collected in a chemical plant at three time points with one month in between the measurement waves (N = 288). The results of structural equation modeling showed that employees who crafted their job resources in the first month of the study showed an increase in their structural and social resources over the course of the study (2 months). This increase in job resources was positively related to employee well-being (increased engagement and job satisfaction, and decreased burnout). Crafting job demands did not result in a change in job demands, but results revealed direct effects of crafting challenging demands on increases in well-being. We conclude that employee job crafting has a positive impact on well-being and that employees therefore should be offered opportunities to craft their own jobs.

  19. Communicating on the Job.

    ERIC Educational Resources Information Center

    Burt, Lorna; And Others

    This guide is intended for use in a course in on-the-job communication that was developed as a component of a workplace literacy program for persons employed in the manufacturing and service industries. The course is structured so that, upon its completion, students will be able to accomplish the following: identify different personality types and…

  20. Predicting Job Satisfaction.

    ERIC Educational Resources Information Center

    Blai, Boris, Jr.

    Psychological theories about human motivation and accommodation to environment can be used to achieve a better understanding of the human factors that function in the work environment. Maslow's theory of human motivational behavior provided a theoretical framework for an empirically-derived method to predict job satisfaction and explore the…

  1. Historians' Rocky Job Market

    ERIC Educational Resources Information Center

    Grafton, Anthony; Townsend, Robert B.

    2008-01-01

    In this article, the authors discuss how the historians' job market is perennially rocky. The history profession had its "golden age" in the 1950s and early 1960s when a generation born in the demographic trench of the Depression entered the market just as the first of the baby boomers began to swell college enrollments. But that moment was…

  2. Will My Job Survive?

    ERIC Educational Resources Information Center

    Schaffhauser, Dian

    2009-01-01

    In an economic downturn that seems to defy fiscal doctrine, how can one be sure that an IT job will remain safe through the coming ups and downs? Since no one can guarantee that IT position will remain intact through a turbulent economy, the author discusses how one can plan now to protect himself/herself later.

  3. Jobs, Welfare and Homelessness.

    ERIC Educational Resources Information Center

    Einbinder, Susan; And Others

    This report provides objective information about the relationship of poverty, welfare, and homelessness to California's regional economy and about the design of programs that help people in poverty build working lives. California does not have enough jobs for its workforce, and welfare caseloads are consequently determined by the economy. The…

  4. Where the Jobs Are

    ERIC Educational Resources Information Center

    Gordon, Rachel Singer

    2004-01-01

    Despite the discussion about the greying of the profession, librarians seem to agree on little but this: the jobs being vacated are generally upper-level and the departure of retiring library managers fails to translate into a glut of entry level spots. This article describes how NextGens should prepare to move into management and other upper…

  5. Job-Market Blues.

    ERIC Educational Resources Information Center

    Magner, Denise K.

    1994-01-01

    Graduate students told a few years ago that the academic job market would open up significantly are disappointed in the shortage of tenure-track openings and glut of candidates. White males feel women and minorities are favored. Some observers find it unethical for departments to continue producing doctoral recipients. (MSE)

  6. Job Aids and Motivation.

    ERIC Educational Resources Information Center

    Grau, Joseph A.

    1986-01-01

    Suggests job aids have motivational benefits and discusses three ways in which they positively affect motivation: increases worker's confidence of success and amount of effort they are willing to invest in attempting tasks; increases expectancy while decreasing amount of motivation needed; and reinforces task importance. (MBR)

  7. The Manager's Job: Folklore and Fact

    ERIC Educational Resources Information Center

    Mintzberg, Henry

    1975-01-01

    Contrasts popular myths about managers' duties with the facts, as indicated by various studies of managers and how they function. The author argues that managers often have distorted views of their role, and that they must first recognize what their job really involves in order to perform it effectively. (JG)

  8. Job Migration: A Collaborative Effort

    ERIC Educational Resources Information Center

    Wagoner, Cynthia L.

    2012-01-01

    Music teachers often change jobs several times during their careers. Reasons for job changes vary, but regardless, these changes bring a different set of challenges. Sharing knowledge and learning are part and parcel of collaboration. So what if, as education professionals, music teachers decided to collaborate during job migrations? For all music…

  9. College Faculty and Job Satisfaction.

    ERIC Educational Resources Information Center

    Diener, Thomas

    Attitudes of 277 faculty members about their work were surveyed in 1983. Herzberg and colleagues' theory that work satisfaction stems from the work itself and dissatisfaction from the work environment was also explored. Attention was directed to attitudes toward work, job stress, overall job satisfaction, and chief job satisfactions and…

  10. Implementing JOBS: Initial State Choices.

    ERIC Educational Resources Information Center

    Hagen, Jan L.; Lurie, Irene

    This report presents the findings from the first of three rounds of research in a projected 3-year study of the way state governments have begun to implement the new Job Opportunities and Basic Skills Training Program (JOBS). JOBS is a part of the Family Support Act of 1988 and provides employment, education, and training services that recipients…

  11. Job Satisfaction: An International Overview

    ERIC Educational Resources Information Center

    Thurman, J. E.

    1977-01-01

    An international comparison of job satisfaction levels strongly suggests that the idea of job satisfaction as a gauge of well-being at the workplace should be rejected, but that workers' reactions to aspects of their jobs may be meaningful. The article presents data from national surveys of managers, workers, and trade unions to explain this…

  12. EEO Implications of Job Analyses.

    ERIC Educational Resources Information Center

    Lacy, D. Patrick, Jr.

    1979-01-01

    Discusses job analyses as they relate to the requirements of Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, and the Rehabilitation Act of 1973. Argues that job analyses can establish the job-relatedness of entrance requirements and aid in defenses against charges of discrimination. Journal availability: see EA 511 615.

  13. Job Management Requirements for NAS Parallel Systems and Clusters

    NASA Technical Reports Server (NTRS)

    Saphir, William; Tanner, Leigh Ann; Traversat, Bernard

    1995-01-01

    A job management system is a critical component of a production supercomputing environment, permitting oversubscribed resources to be shared fairly and efficiently. Job management systems that were originally designed for traditional vector supercomputers are not appropriate for the distributed-memory parallel supercomputers that are becoming increasingly important in the high performance computing industry. Newer job management systems offer new functionality but do not solve fundamental problems. We address some of the main issues in resource allocation and job scheduling we have encountered on two parallel computers - a 160-node IBM SP2 and a cluster of 20 high performance workstations located at the Numerical Aerodynamic Simulation facility. We describe the requirements for resource allocation and job management that are necessary to provide a production supercomputing environment on these machines, prioritizing according to difficulty and importance, and advocating a return to fundamental issues.

  14. Optimization Models for Scheduling of Jobs.

    PubMed

    Indika, S H Sathish; Shier, Douglas R

    2006-01-01

    This work is motivated by a particular scheduling problem that is faced by logistics centers that perform aircraft maintenance and modification. Here we concentrate on a single facility (hangar) which is equipped with several work stations (bays). Specifically, a number of jobs have already been scheduled for processing at the facility; the starting times, durations, and work station assignments for these jobs are assumed to be known. We are interested in how best to schedule a number of new jobs that the facility will be processing in the near future. We first develop a mixed integer quadratic programming model (MIQP) for this problem. Since the exact solution of this MIQP formulation is time consuming, we develop a heuristic procedure, based on existing bin packing techniques. This heuristic is further enhanced by application of certain local optimality conditions.

  15. Optimization Models for Scheduling of Jobs

    PubMed Central

    Indika, S. H. Sathish; Shier, Douglas R.

    2006-01-01

    This work is motivated by a particular scheduling problem that is faced by logistics centers that perform aircraft maintenance and modification. Here we concentrate on a single facility (hangar) which is equipped with several work stations (bays). Specifically, a number of jobs have already been scheduled for processing at the facility; the starting times, durations, and work station assignments for these jobs are assumed to be known. We are interested in how best to schedule a number of new jobs that the facility will be processing in the near future. We first develop a mixed integer quadratic programming model (MIQP) for this problem. Since the exact solution of this MIQP formulation is time consuming, we develop a heuristic procedure, based on existing bin packing techniques. This heuristic is further enhanced by application of certain local optimality conditions. PMID:27274921

  16. The Attitudes of Navy Corrections Staff Members: What they Think About Confinees and their Jobs

    DTIC Science & Technology

    1994-02-01

    Bhagat, 1982; Iaffaldano & Muchinsky, 1985.) Job satisfaction also results in fewer counterproductive behaviors (Mangoine & Quinn, 1975). Finally...Psychology, 77, 952-962. Iaffaldano , M. Y., & Muchinsky, P. M. (1985). Job satisfaction and job performance: A meta analysis. Psychological Bulletin, 97

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

    ERIC Educational Resources Information Center

    Imel, Susan

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

  18. Job Satisfaction through Organizational Citizenship Behaviour: A Case of University Teachers of Pakistan

    ERIC Educational Resources Information Center

    Abdullah, Nauman; Akhtar, Mahr Muhammad Saeed

    2016-01-01

    Teachers' job satisfaction leads to job continuity, which in turn affects teacher performance as well as the effectiveness of their institutions. The purpose of this study was to identify if there was a relationship between the Organizational Citizenship Behavior (OCB) and Job Satisfaction (JS) of teachers since discretionary behaviours have a…

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

    SciTech Connect

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

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Cumings, Laura; Coryn, Chris L. S.

    2009-01-01

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