Science.gov

Sample records for actual job performance

  1. Reported vs. Actual Job Search by Unemployment Insurance Claimants.

    ERIC Educational Resources Information Center

    St. Louis, Robert D.; And Others

    1986-01-01

    Compares self-reported job search contacts of unemployment insurance recipients with independently verified job-search contacts. The separate equations estimated for reported and actual job contacts suggest that systematic misreporting may distort the conclusions. Some implications of the findings for reported unemployment rates also are explored.…

  2. The value of job analysis, job description and performance.

    PubMed

    Wolfe, M N; Coggins, S

    1997-01-01

    All companies, regardless of size, are faced with the same employment concerns. Efficient personnel management requires the use of three human resource techniques--job analysis, job description and performance appraisal. These techniques and tools are not for large practices only. Small groups can obtain the same benefits by employing these performance control measures. Job analysis allows for the development of a compensation system. Job descriptions summarize the most important duties. Performance appraisals help reward outstanding work.

  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. 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…

  5. Job Analysis, Job Descriptions, and Performance Appraisal Systems.

    ERIC Educational Resources Information Center

    Sims, Johnnie M.; Foxley, Cecelia H.

    1980-01-01

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

  6. 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.

  7. 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. PMID:25016948

  8. MODIS Solar Diffuser: Modelled and Actual Performance

    NASA Technical Reports Server (NTRS)

    Waluschka, Eugene; Xiong, Xiao-Xiong; Esposito, Joe; Wang, Xin-Dong; Krebs, Carolyn (Technical Monitor)

    2001-01-01

    The Moderate Resolution Imaging Spectroradiometer (MODIS) instrument's solar diffuser is used in its radiometric calibration for the reflective solar bands (VIS, NTR, and SWIR) ranging from 0.41 to 2.1 micron. The sun illuminates the solar diffuser either directly or through a attenuation screen. The attenuation screen consists of a regular array of pin holes. The attenuated illumination pattern on the solar diffuser is not uniform, but consists of a multitude of pin-hole images of the sun. This non-uniform illumination produces small, but noticeable radiometric effects. A description of the computer model used to simulate the effects of the attenuation screen is given and the predictions of the model are compared with actual, on-orbit, calibration measurements.

  9. 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)

  10. 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.…

  11. Self-Appraisal of Job Performance.

    ERIC Educational Resources Information Center

    Meyer, Herbert H.

    1980-01-01

    Research indicates that when self-appraisals are obtained on a "compared to others" basis, the leniency error is very strong. Using forced distributions in rating programs contributes to defensive behaviors and lowers job performance. More research should be conducted on the effects of appraisal on immediate motivation. (Author)

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

    PubMed

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

    1989-01-01

    In this study the authors investigate the percentage of mismatch between job demands and worker physical capacity in Utah National Guard mechanics. This population had demonstrated a higher incidence of low back trouble than other job descriptions reviewed. The authors utilized onsite still and videotape photography and a computerized biomechanical strength prediction model to assess loads on the lumbosacral spine due to various job tasks. Job demands were then compared to the actual physical capacity of the individual workers based on static strength testing in job-related positions. A load cell on the testing apparatus entered the force generated into a computer which averaged the force of the last three seconds of a five-second lift. It was determined that as much as a 38% mismatch existed within this population for some job tasks which these workers were exposed to. Suggestions for preventing job-related low back cumulative trauma disorders are presented, including: engineering redesign, worker selection programs, work hardening, and others. PMID:2522169

  13. 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...

  14. 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...

  15. 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...

  16. 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...

  17. 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...

  18. 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…

  19. How job demands, resources, and burnout predict objective performance: a constructive replication.

    PubMed

    Bakker, Arnold B; Van Emmerik, Hetty; Van Riet, Pim

    2008-07-01

    The present study uses the Job Demands-Resources model (Bakker & Demerouti, 2007) to examine how job characteristics and burnout (exhaustion and cynicism) contribute to explaining variance in objective team performance. A central assumption in the model is that working characteristics evoke two psychologically different processes. In the first process, job demands lead to constant psychological overtaxing and in the long run to exhaustion. In the second process, a lack of job resources precludes actual goal accomplishment, leading to cynicism. In the present study these two processes were used to predict objective team performance. A total of 176 employees from a temporary employment agency completed questionnaires on job characteristics and burnout. These self-reports were linked to information from the company's management information system about teams' (N=71) objective sales performance (actual sales divided by the stated objectives) during the 3 months after the questionnaire data collection period. The results of structural equation modeling analyses did not support the hypothesis that exhaustion mediates the relationship between job demands and performance, but confirmed that cynicism mediates the relationship between job resources and performance suggesting that work conditions influence performance particularly through the attitudinal component of burnout.

  20. Perceived Barriers to Effective Job Performance Among Nursing Assistants in Long-Term Care

    PubMed Central

    Parmelee, Patricia A.; Laszlo, Mary C.; Taylor, Jo A.

    2009-01-01

    to NAs' actual job performance, intent to stay on the job versus leave, absenteeism and turnover. PMID:19808154

  1. 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…

  2. 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…

  3. 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

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

    ERIC Educational Resources Information Center

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

    2006-01-01

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

  5. 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.

  6. Does Holding a Teacher Education Degree Make a Difference in School Counselors' Job Performance?

    ERIC Educational Resources Information Center

    Stein, David M.; DeBerard, Scott

    2010-01-01

    An important hiring criterion maintained by some school districts is that school counselors possess a teaching certificate and prior teaching experience. The present study examined the actual job performance of novice school counselor (interns) in relation to whether they had teacher certification and at least two years of teaching experience, or…

  7. Comparisons of pilot performance in simulated and actual flight.

    PubMed

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

    1975-03-01

    Five highly experienced professional pilots performed instrument landing system approaches under simulated instrument flight conditions in a Cessna 172 airplane and in a Link-Singer GAT-1 simulator while under the influence of orally administered secobarbital (0, 100, and 200 mg). Tracking performance in two axes and airspeed control were evaluated continuously during each approach. The data from the airplane and simulator were compared. Error and RMS variability were about half as large in the simulator as in the airplane. The observed data were more strongly associated with the drug level in the simulator than in the airplane. Further, the drug-related effects were more consistent in the simulator. Improvement in performance suggestive of learning effects were seen in the simulator, but not in actual flight. It is concluded that the GAT-1 simulator is a useful and sensitive device for studies of the effects of mild stress on pilot performance, but extrapolation of simulator data to the flight environment must be approached with considerable caution.

  8. Use Stress to Improve Your Job Performance.

    ERIC Educational Resources Information Center

    Saville, Anthony; Kavina, George

    1982-01-01

    On-the-job stress can be constructive (eustress) or destructive (distress). A survey of 276 school superintendents in 13 western states identified their 10 most distressful situations, the frequency of job-related illnesses, their habits and personality types, and their methods of coping with stress. (RW)

  9. 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…

  10. 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…

  11. 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…

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

    ERIC Educational Resources Information Center

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

    2007-01-01

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

  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. The Effect of Aptitude and Experience on Mechanical Job Performance.

    ERIC Educational Resources Information Center

    Mayberry, Paul W.; Carey, Neil B.

    1997-01-01

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

  15. Perceived job importance and job performance satisfaction of selected clinical nutrition management responsibilities.

    PubMed

    Pratt, Peggy E; Kwon, Junehee; Rew, Martha L

    2005-07-01

    A nationwide survey of clinical nutrition managers was conducted to assess perceived importance of selected job responsibilities and perceived performance satisfaction of those job responsibilities. A questionnaire was developed to achieve the study objectives, validated by an expert panel, and pilot-tested prior to data collection. All members of the American Dietetic Association's Clinical Nutrition Management dietetic practice group (N=1,668) were asked to rate the importance of selected job responsibilities and their satisfaction with those responsibilities using Likert-type scales with descriptions. Results revealed that clinical nutrition managers perceived all job responsibilities listed in the questionnaire to be important (ie, the mean score of each responsibility was >3.0 of a 4.0 scale). Respondents rated regulatory-related job responsibilities as most important and were most satisfied with their performance of these responsibilities. Following regulatory-related responsibilities, clinical nutrition managers perceived patient satisfaction and staff retention to be more important than other responsibilities. In general, clinical nutrition managers were more satisfied with their job performance for job responsibilities that they ranked as more important.

  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. [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.

  19. 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.

  20. 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. PMID:23469474

  1. 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

  2. Workers' Central Life Interests and Job Performance.

    ERIC Educational Resources Information Center

    Dubin, Robert; Champoux, Joseph E.

    Supervisors' ratings of individual industrial workers appear to be related to the central life interests (CLI) of the workers. The group of workers who had a job-oriented CLI received the highest ratings from their superivsors among the three CLI groups on Initiative and Application, Cooperation and Quantity of Work and were rated low on…

  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. PMID:22390388

  4. 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.

  5. "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. PMID:25643604

  6. "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.

  7. 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

  8. 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…

  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. 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.

  11. Recovery, health, and job performance: effects of weekend experiences.

    PubMed

    Fritz, Charlotte; Sonnentag, Sabine

    2005-07-01

    This study extended research on respites by examining the extent to which experiences during the weekend contribute to health and job performance after the weekend. Longitudinal data including 3 measurement occasions from 87 emergency service workers indicated that nonwork hassles, absence of positive work reflection, and low social activity during the weekend predicted burnout and poor general well-being after the weekend. Weekend experiences also predicted different aspects of job performance after the weekend. The results reveal practical implications for individual and organizational optimization of recovery processes. Suggestions for future research on specific recovery processes and their effects on individual health and performance are discussed.

  12. 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…

  13. Ratings of Job Performance of Georgia Correctional Officers.

    ERIC Educational Resources Information Center

    Nosin, Jerome Alan

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

  14. 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…

  15. Linking Job Performers to Their Work Processes: A Workshop Strategy.

    ERIC Educational Resources Information Center

    Nosal, Kathy Z.

    1994-01-01

    Provides directions for conducting a workshop providing technical training in a large organization that links job performances to work processes. Organizational levels of performance are discussed; relationship maps and process maps are explained; and an example of a workshop for a software maintenance environment is presented. (two references)…

  16. Job Performance Appraisal System Training Program. Final Report.

    ERIC Educational Resources Information Center

    Glasgow, Zita; Simkins, Mary Lou

    The Civil Service Reform Act of 1978 requires each government agency to develop a performance-based employee appraisal system. The purpose of this study was to determine how to train effectively more than 200,000 Air Force civilian employees to use the Job Performance Appraisal System (JPAS) designed by the Air Force. Experimental comparisons were…

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

    PubMed

    Demerouti, Evangelia

    2006-07-01

    The present article aims to show the importance of positive work-related experiences within occupational health psychology by examining the relationship between flow at work (i.e., absorption, work enjoyment, and intrinsic work motivation) and job performance. On the basis of the literature, it was hypothesized that (a) motivating job characteristics are positively related to flow at work and (b) conscientiousness moderates the relationship between flow and other ratings of (in-role and out-of-role) performance. The hypotheses were tested on a sample of 113 employees from several occupations. Results of moderated structural equation modeling analyses generally supported the hypotheses. Motivating job characteristics were predictive of flow, and flow predicted in-role and extra-role performance, for only conscientious employees. PMID:16834474

  18. 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...

  19. 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...

  20. 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...

  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 1620.15 - 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...

  3. 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...

  4. 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...

  5. 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...

  6. 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...

  7. 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...

  8. Self-regulation: from goal orientation to job performance.

    PubMed

    Porath, Christine L; Bateman, Thomas S

    2006-01-01

    The authors investigated the effects on job performance of 3 forms of goal orientation and 4 self-regulation (SR) tactics. In a longitudinal field study with salespeople, learning and performance-prove goal orientation predicted subsequent sales performance, whereas performance-avoid goal orientation negatively predicted sales performance. The SR tactics functioned as mediating variables between learning and performance-prove goal orientations and performance. Social competence and proactive behavior directly and positively predicted sales performance, and emotional control negatively predicted performance. PMID:16435948

  9. Selected correlates of job performance of community health nurses.

    PubMed

    Koerner, B L

    1981-01-01

    Using a study sample of 32 community health nurses employed by the Visiting Nurse Association of Hartford, Inc., the relationship of selected attribute and environmental variables was studied, and a quantitative rating of the nurses' job performances was developed. A nonhierarchical stepwise multiple regression analysis was used to determine the relationship between job performance and the independent variables: age, education, work experience, five state board licensure examinations, job satisfaction, and leadership behavior. A principal component analysis with Varimax rotation was used to reduce the independent variables to three components: state board examinations, biographical information, and attitude toward the work environment. The raw score model produced a larger multiple correlation (p < .05) than the reduced rank model in the regression analyses. This result was due, in part, to the small sample size in relation to the number of independent variables for the raw score model. However, the rank reduction of the raw scores captured only 38 percent of the variation among the items.

  10. 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

  11. An Evaluation of Methods for Predicting Job Performance of Personnelmen.

    ERIC Educational Resources Information Center

    Thomas, Patricia J.

    The Personnelman (PN) Rating was the subject of a recent study in which selection test scores were found to correlate satisfactorily with school grades. The purpose of this followup study was to determine whether correlations exist between selection test scores and job performance measures, and whether the experimental tests taken by PN students…

  12. 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…

  13. 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.…

  14. The Impact of Stuttering on Employment Opportunities and Job Performance

    ERIC Educational Resources Information Center

    Klein, Joseph F.; Hood, Stephen B.

    2004-01-01

    The purpose of this study was to examine the impact that stuttering has on job performance and employability. The method involved administration of a 17-item survey that was completed by 232 people who stutter, age 18 years or older. Results indicated that more than 70% of people who stutter agreed that stuttering decreases one's chances of being…

  15. Analysis of Job Performance Measurement Data. Report of a Workshop.

    ERIC Educational Resources Information Center

    Green, Bert F., Jr., Ed.; Wing, Hilda, Ed.

    This report describes a workshop at which Army researchers presented some results from the first phase of a two-phase Joint-Service Project. (The objective of this phase was to determine if technically adequate criterion measures can be developed that are representative of job performance.) Part I of the report presents the preliminary results of…

  16. 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…

  17. 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.

  18. 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. PMID:24174390

  19. Job performance failure and occupational carpal tunnel claims.

    PubMed

    Butler, Richard J; Liao, Hui

    2002-03-01

    Using a sample of one job type from one firm (to hold job tasks and sick leave/disability policy constant), we estimate the effect of demographic variables, job performance warnings, and workers' compensation benefits on the propensity to file a carpal tunnel syndrome (CTS) loss work-time claim. We find that disciplinary notices increase the employees' propensity to file a CTS claim. State maximum workers' compensation benefits are also positively related to CTS claim frequency, however, the relationship is not statistically significant. CTS claimants respond differently than other sprain/strain claimants to benefits and to gender. In particularly, women have relatively more CTS claims, while men have relatively more other sprain/strain claims in our sample. The estimates here underscore the importance of psychosocial factors in the filing of occupational CTS and sprain injuries claims. PMID:11837054

  20. 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.

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

    PubMed

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

    2007-04-01

    The aims of the present study were twofold: First, in differentiating between specific job characteristics, the authors examined the moderating influence of role clarity on the relationship between job demands and psychological and physical strain. Second, in providing a more comprehensive link between job demands and job performance, the authors examined strain as a mediator of that relationship. Participants were 1,418 Army cadets attending a 35-day assessment center. Survey data were collected on Day 26 of the assessment center and performance ratings were assessed throughout the assessment center period by expert evaluators. Role clarity was found to moderate the job demands-strain relationship. Specifically, cadets experiencing high demands reported less physical and psychological strain when they reported high role clarity. Moreover, psychological strain significantly mediated the demands-performance relationship. Implications are discussed from theoretical and applied perspectives. PMID:17469994

  2. 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...

  3. 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...

  4. 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...

  5. 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...

  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 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...

  8. 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...

  9. 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...

  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, 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...

  12. 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...

  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, 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...

  15. 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…

  16. 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..., DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management Provisions § 670.975 How is the performance of the Job Corps program assessed? The performance of the...

  17. Job characteristics and college performance and attitudes: a model of work-school conflict and facilitation.

    PubMed

    Butler, Adam B

    2007-03-01

    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, job-school congruence and job control, were positively related to work-school facilitation (WSF). Two resource-depleting job characteristics, job demands and work hours, were positively related to work-school conflict (WSC), and job control was negatively related to WSC. In turn, WSF was positively related to school performance and satisfaction, and WSC was negatively related to school performance. Both WSF and WSC mediated the relationship between the job characteristics and school outcomes. There was no evidence of interactive effects between enriching and depleting job characteristics on interrole processes.

  18. Job characteristics and college performance and attitudes: a model of work-school conflict and facilitation.

    PubMed

    Butler, Adam B

    2007-03-01

    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, job-school congruence and job control, were positively related to work-school facilitation (WSF). Two resource-depleting job characteristics, job demands and work hours, were positively related to work-school conflict (WSC), and job control was negatively related to WSC. In turn, WSF was positively related to school performance and satisfaction, and WSC was negatively related to school performance. Both WSF and WSC mediated the relationship between the job characteristics and school outcomes. There was no evidence of interactive effects between enriching and depleting job characteristics on interrole processes. PMID:17371094

  19. Emotional exhaustion and job performance: the mediating role of motivation.

    PubMed

    Halbesleben, Jonathon R B; Bowler, Wm Matthew

    2007-01-01

    The literature concerning the relationship between emotional exhaustion and performance led researchers to raise questions about the extent to which the variables are related. In 2 time-lagged samples, the authors found that motivation mediates the emotional exhaustion-job performance relationship. Moreover, the authors found that participants appear to target their investment of resources in response to emotional exhaustion to develop social support through social exchange; specifically, emotional exhaustion was associated with communion striving resources that were manifest in the form of organizational citizenship behaviors targeted at individuals. Implications of this relationship for theories of burnout and for management practice are discussed. PMID:17227154

  20. 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…

  1. 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...

  2. 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...

  3. 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...

  4. 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…

  5. 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…

  6. Functional equivalence for response programming of actually performing versus imagining movements.

    PubMed

    Ito, M

    1999-06-01

    The present study was conducted to test the hypothesis that response programming occurs when movements are only imagined. 12 subjects were required to react and produce the sequence of same or different force by squeezing a handle as quickly and accurately as possible after the two reaction signals which were separated by the interstimulus interval of 1 sec. The reaction time to initiate the second response was examined when the first response is covertly performed, but the second response is actually performed. The reaction times to initiate the second responses were significantly shorter for imagining and actually performing different movements or the control condition. There was no significant difference in reaction time between the conditions with the same movements. These findings were interpreted as evidence for functional equivalence for response programming of actually performing versus imagining movements. PMID:10407903

  7. 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…

  8. 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. PMID:17469992

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

    PubMed

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

    2004-10-01

    This study extends the literature on personality and job performance through the use of random coefficient modeling to test the validity of the Big Five personality traits in predicting overall sales performance and sales performance trajectories--or systematic patterns of performance growth--in 2 samples of pharmaceutical sales representatives at maintenance and transitional job stages (K. R. Murphy, 1989). In the maintenance sample, conscientiousness and extraversion were positively associated with between-person differences in total sales, whereas only conscientiousness predicted performance growth. In the transitional sample, agreeableness and openness to experience predicted overall performance differences and performance trends. All effects remained significant with job tenure statistically controlled. Possible explanations for these findings are offered, and theoretical and practical implications of findings are discussed. PMID:15506864

  10. 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

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

    PubMed

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

    2015-01-01

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

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

    ERIC Educational Resources Information Center

    Morgan, Robert L.; Horrocks, Erin L.

    2011-01-01

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

  13. 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. PMID:20476825

  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. Using Criterion-Referenced Performance Indicators To Measure On-the-Job Performance of Graduates.

    ERIC Educational Resources Information Center

    Monson, Kyle C.

    This study from the Community College of the Air Force (CCAF) evaluates the effectiveness of occupationally-related degree programs by using criterion-referenced performance indicators to measure the on-the-job performance of graduates. This study is designed to answer the question of whether there is a relationship between educational attainment…

  16. 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…

  17. Biomechanical modelling and evaluation of construction jobs for performance improvement.

    PubMed

    Parida, Ratri; Ray, Pradip Kumar

    2012-01-01

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

  18. CNA empowerment: effects on job performance and work attitudes.

    PubMed

    Cready, Cynthia M; Yeatts, Dale E; Gosdin, Melissa M; Potts, Helen F

    2008-03-01

    In this analysis, the effects of empowerment were examined among a sample of certified nursing assistants (CNAs) representing a wide range of empowerment levels. On the basis of survey responses from 298 CNAs and 136 nurses in five nursing homes where CNA-empowered work teams had been implemented and five nursing homes with more traditional management approaches, the results indicated that CNA empowerment had a variety of effects. CNAs with high empowerment and the nurses who worked with them tended to report better CNA performance and work-related attitudes. Both were also less likely to be thinking about leaving their jobs. With the help of lessons learned from new culture change initiatives, and with commitment, effort, and attention, nursing homes and other health care providers can reap the benefits associated with employee empowerment strategies, such as CNA-empowered work teams.

  19. 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.

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

    PubMed Central

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

    2015-01-01

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

  1. 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

  2. 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

  3. 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

  4. 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

  5. Study on Actual Performance and Exhaust Heat of Air-conditioner Concerning Heat Island Problem

    NASA Astrophysics Data System (ADS)

    Shinomiya, Naruaki; Nishimura, Nobuya; Iyota, Hiroyuki; Kurata, Satoru

    A novel simple measuring method of actual performance of room air-conditioners by neural net work analysis (NNW) has been developed. The actual performance for a long term which is difficult to be measured by air enthalpy method is able to be measured easily by this method. In other words, actual performance of room air-conditioners can be measured by the proposed NNW method without measurement of air flow at indoor unit and outdoor unit which changes due to clogging of heat exchanger by dust. In order to gather data for training and testing the proposed NNW method, the room air-conditioner for experiment was set up. Inputs to NNW are outdoor temperature, indoor temperature, indoor wet-bulb temperature, inlet temperature of evaporator, outlet temperature of evaporator, condensation temperature and power consumption. The output from NNW is COP. The COP by NNW method has mean errors under 2.8% in quasi-steady operation condition and has mean errors under 4.6% in unsteady operation condition, compared to the COP of air enthalpy method. Results show that the COP of air conditioners can be measured easily for a long term using NNW within a high degree of accuracy.

  6. 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…

  7. 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,…

  8. 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)…

  9. 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.

  10. 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

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

    PubMed

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

    2016-01-01

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

  12. 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…

  13. 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…

  14. 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...

  15. 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...

  16. 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...

  17. 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...

  18. 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...

  19. Too much of a good thing: curvilinear relationships between personality traits and job performance.

    PubMed

    Le, Huy; Oh, In-Sue; Robbins, Steven B; Ilies, Remus; Holland, Ed; Westrick, Paul

    2011-01-01

    The relationships between personality traits and performance are often assumed to be linear. This assumption has been challenged conceptually and empirically, but results to date have been inconclusive. In the current study, we took a theory-driven approach in systematically addressing this issue. Results based on two different samples generally supported our expectations of the curvilinear relationships between personality traits, including Conscientiousness and Emotional Stability, and job performance dimensions, including task performance, organizational citizenship behavior, and counterproductive work behaviors. We also hypothesized and found that job complexity moderated the curvilinear personality–performance relationships such that the inflection points after which the relationships disappear were lower for low-complexity jobs than they were for high-complexity jobs. This finding suggests that high levels of the two personality traits examined are more beneficial for performance in high- than low-complexity jobs. We conclude by discussing the implications of these findings for the use of personality in personnel selection. PMID:20939656

  20. An Analysis of Critical Behaviors of Cooperative Extension Agents in the Performance of Their Jobs.

    ERIC Educational Resources Information Center

    Hampton, Leonard Albert

    Using the critical incident technique, this study assessed the consistency between actual on the job behaviors of Cooperative Extension agents and their expected or inferred tasks as portrayed in a county agent role model encompassing 31 tasks and seven phases, and three broad categories of activity. Interviews were held with 204 Extension agents,…

  1. 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

  2. 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

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

    PubMed

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

    2013-09-01

    Considerable evidence suggests that how candidates react to selection procedures can affect their test performance and their attitudes toward the hiring organization (e.g., recommending the firm to others). However, very few studies of candidate reactions have examined one of the outcomes organizations care most about: job performance. We attempt to address this gap by developing and testing a conceptual framework that delineates whether and how candidate reactions might influence job performance. We accomplish this objective using data from 4 studies (total N = 6,480), 6 selection procedures (personality tests, job knowledge tests, cognitive ability tests, work samples, situational judgment tests, and a selection inventory), 5 key candidate reactions (anxiety, motivation, belief in tests, self-efficacy, and procedural justice), 2 contexts (industry and education), 3 continents (North America, South America, and Europe), 2 study designs (predictive and concurrent), and 4 occupational areas (medical, sales, customer service, and technological). Consistent with previous research, candidate reactions were related to test scores, and test scores were related to job performance. Further, there was some evidence that reactions affected performance indirectly through their influence on test scores. Finally, in no cases did candidate reactions affect the prediction of job performance by increasing or decreasing the criterion-related validity of test scores. Implications of these findings and avenues for future research are discussed. PMID:23937298

  4. 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.

  5. 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.

  6. 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,…

  7. 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…

  8. The Impact of Certain Types of Downward Communication on Job Performance.

    ERIC Educational Resources Information Center

    Anderson, John; Level, Dale A.

    1980-01-01

    Reports on a study examining the relationship between specific types of downward communication and job performance within an organization. Supports the theory that factors within the job, the organization, and the employee should all be influencing agents in determining managerial style. (JMF)

  9. 20 CFR 670.980 - What are the indicators of performance for Job Corps?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... Job Corps? 670.980 Section 670.980 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION... assessment system established under § 670.975 will include expected levels of performance established for... provider; (2) The job placement rate of graduates into unsubsidized employment, analyzed by the...

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

    ERIC Educational Resources Information Center

    Ree, Malcolm James; And Others

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

  11. Time interval moderates the relationship between psyching-up and actual sprint performance.

    PubMed

    Hammoudi-Nassib, Sarra; Chtara, Moktar; Nassib, Sabri; Briki, Walid; Hammoudi-Riahi, Sabra; Tod, David; Chamari, Karim

    2014-11-01

    This study attempted to test whether the strongest effect of psyching-up (PU) strategy on actual sprint performance can be observed when the strategy is used immediately (or almost) before performance compared with when there is a delay between PU and performance. To do so, 16 male sprinters (age, 20.6 ± 1.3 years; body mass, 77.5 ± 7.1 kg; height, 180.8 ± 5.6 cm) were enrolled in a counterbalanced experimental design in which participants were randomly assigned to 10 sessions (2 [Experimental Condition: imagery vs. distraction] × 5 [Time Intervals: no interval, 1 minute, 2 minutes, 3 minutes, and 5 minutes]). Before performing the experimental tasks, participants rated: (a) the Hooper index, (b) their degree of self-confidence, and (c) after the completion of the experimental test; they rated their perceived effort. Findings showed that the imagery significantly improved sprint performance. Specifically, the imagery enhanced performance on the phase of acceleration (0-10 m) and on the overall sprint (0-30 m) when used immediately before performance and at 1- and 2-minute intervals but not for 3- and 5-minute intervals. These findings support the hypothesis that the potential effect of the PU strategy on performance vanishes over time. The pre-experimental task Hooper and self-efficacy indexes did not change across the 10 experimental sessions, reinforcing the view that the observed performance changes were directly caused by the experimental manipulation and not through any altered status of the athletes (self-efficacy, fatigue/recovery, and stress). The potential mechanisms underlying such a process and practical applications are discussed.

  12. 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.

  13. Actual versus design performance of solar systems in the National Solar Data Network

    NASA Astrophysics Data System (ADS)

    Logee, T. L.; Kendall, P. W.

    1984-09-01

    Field measured performance were compared to the designer predicted performance. The field measured data were collected by the National Solar Data Network (NSDN) over a period of 6 years. Data from 25 solar systems were selected from a data pool of some 170 solar systems. Several concerns arose which can be partially allayed by study of the NSDN data. These are: what types of failures occurred and why; how good was the design versus actual performance; why was predicted performance not achieved in the field; and which components should be integrated with a system type for good performance. The measured results were also compared to f-chart 5.1 results. This comparison is a type of normalization in that all systems are modeled with the same process. An added benefit of this normalization is a further validation of the f-Chart model on a fairly large scale. The systems are modeled using equipment design parameters, measured loads, and f-Chart weather data from nearby cities.

  14. Time-management training: effects on time behaviors, attitudes, and job performance.

    PubMed

    Macan, T H

    1996-05-01

    This quasi-experimental field study examined the effects of a time-management training program on 44 employees' self-reports of time-management behavior control over their time, job satisfaction, and stress responses, and on supervisor's ratings of these employees' job performance. Contrary to expectations, respondents did not report more frequent use of time-management behaviors, more job satisfaction, or less job-induced tension after training, compared with those not receiving training. Job performance did not significantly change after training. The training-group participants' perceptions of control over time, however, increased 4 to 5 months after training, approaching the level maintained by the no-training group. Thus, in general, the assertions made about time management were not supported.

  15. 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,…

  16. 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…

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

    PubMed

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

    2016-10-01

    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.

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

    PubMed

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

    2016-10-01

    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. PMID:27419467

  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. PMID:24936394

  20. 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.

  1. 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

  2. A new look at psychological climate and its relationship to job involvement, effort, and performance.

    PubMed

    Brown, S P; Leigh, T W

    1996-08-01

    This study investigated the process by which employee perceptions of the organizational environment are related to job involvement, effort, and performance. The researchers developed an operational definition of psychological climate that was based on how employees perceive aspects of the organizational environment and interpret them in relation to their own well-being. Perceived psychological climate was then related to job involvement, effort, and performance in a path-analytic framework. Results showed that perceptions of a motivating and involving psychological climate were related to job involvement, which in turn was related to effort. Effort was also related to work performance. Results revealed that a modest but statistically significant effect of job involvement on performance became nonsignificant when effort was inserted into the model, indicating the mediating effect of effort on the relationship. The results cross-validated well across 2 samples of outside salespeople, indicating that relationships are generalizable across these different sales contexts.

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

    ERIC Educational Resources Information Center

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

    1999-01-01

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

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

    PubMed

    Sparrow, P R; Davies, D R

    1988-09-01

    Effects on performance of age, tenure, training level, and job complexity were investigated in a cross-sectional study using a sample of 1,308 service engineers employed by a multinational office equipment company. Two measures of job performance were derived from production record data, one relating to the quality of servicing and the other to the speed with which services were completed. Scores for each performance measure were analyzed by analysis of variance. For the quality of servicing measure, a significant main effect of age and a significant Age X Training interaction were obtained, and the relation between age and job performance took the form of an inverted U. For the speed of servicing measure, the main effects of age, tenure, training level, and job complexity were significant and there were no significant interactions. However, for both performance measures, age accounted for only a very small proportion of the variance. We discuss these results with reference to the existing literature on age and technical job performance, and conclude that training, especially if it is recent, may moderate adverse effects of age on job performance. PMID:3268273

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

    PubMed

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

    1992-01-01

    Many nursing executives ponder the repeated problems at the unit level and occasionally surmise that effective supervision at that level holds the key to quality patient care. These pragmatic concerns, while commonplace, have yet to be explored empirically. The relationship of head nurse direction and support on subordinate job satisfaction and performance is not clearly understood. This study examines these relationships in the context of three moderating factors--role clarity, job anxiety, and unit size. Additionally, head nurse support is examined as a moderator of relationships between head nurse direction and subordinate satisfaction and job performance. Using a sample of 103 registered nurses in a medium-capacity metropolitan general hospital, the results show some significant correlations between head nurse behavior and job satisfaction and performance, and in moderating the effects of job anxiety, unit size, and support. The study highlights the need for replication in other settings. Additionally, other variables relevant to job satisfaction and performance such as life stressors (death or illness in the family) require investigation. The findings of this study reveal implications for management at the unit level and the importance of understanding subordinate behaviors in the context of head nurse support and direction. PMID:10116107

  6. Event related brain electrical and magnetic activity: toward predicting on-job performance.

    PubMed

    Lewis, G W

    1983-01-01

    Personnel assessment has depended on paper and pencil tests. These tests are able to predict academic performance fairly well, but have been criticized for their ineffectiveness in predicting on-job performance. Research on brain function which emphasizes "process" rather than "content" variables, may be able to predict on-job performance better than traditional tests. Relationships have been found between event related brain potentials (ERPs) and performance in fighter aircraft and on a sonar simulator, as well as enlistees promotions and attrition. Research has suggested that ERP records are better able to discriminate and classify performance groups than paper-and-pencil test scores. Biomagnetic data are described from heart and brain. These data suggest increased sensitivity to individual differences, and may offer greater opportunity for improving prediction of on-job performance, than ERP records or paper-and-pencil tests.

  7. 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…

  8. 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…

  9. Using individual differences to predict job performance: correcting for direct and indirect restriction of range.

    PubMed

    Sjöberg, Sofia; Sjöberg, Anders; Näswall, Katharina; Sverke, Magnus

    2012-08-01

    The present study investigates the relationship between individual differences, indicated by personality (FFM) and general mental ability (GMA), and job performance applying two different methods of correction for range restriction. The results, derived by analyzing meta-analytic correlations, show that the more accurate method of correcting for indirect range restriction increased the operational validity of individual differences in predicting job performance and that this increase primarily was due to general mental ability being a stronger predictor than any of the personality traits. The estimates for single traits can be applied in practice to maximize prediction of job performance. Further, differences in the relative importance of general mental ability in relation to overall personality assessment methods was substantive and the estimates provided enables practitioners to perform a correct utility analysis of their overall selection procedure. PMID:22612634

  10. 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…

  11. 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…

  12. 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…

  13. 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…

  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. 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...

  17. 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. PMID:17059298

  18. 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.

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

    NASA Astrophysics Data System (ADS)

    Osezuah, Simon; Nwadiani, C. O.

    2012-10-01

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

  20. 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.

  1. When and how is job embeddedness predictive of turnover? a meta-analytic investigation.

    PubMed

    Jiang, Kaifeng; Liu, Dong; McKay, Patrick F; Lee, Thomas W; Mitchell, Terence R

    2012-09-01

    The present meta-analytic study introduces an overall model of the relationships between job embeddedness and turnover outcomes. Drawing on 65 independent samples (N = 42,907), we found that on-the-job and off-the-job embeddedness negatively related to turnover intentions and actual turnover, after controlling for job satisfaction, affective commitment, and job alternatives. In addition, the negative relationships between on-the-job embeddedness (off-the-job embeddedness) and turnover criteria were stronger in female-dominated samples and public organizations (collectivistic countries). Finally, turnover intentions, job search behavior, and job performance fully (partially) mediated the effect of on-the-job embeddedness (off-the-job embeddedness) on actual turnover. The research and practical implications of our findings are noted, in light of study limitations and future research needs. PMID:22663557

  2. 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…

  3. How leaders cultivate social capital and nurture employee vigor: implications for job performance.

    PubMed

    Carmeli, Abraham; Ben-Hador, Batia; Waldman, David A; Rupp, Deborah E

    2009-11-01

    This study examined how leader relational behaviors (i.e., relational leadership) cultivate bonding social capital among organizational members and the way bonding social capital augments feelings of vigor at work. In addition, the authors examined how vigor enhances employee job performance. Using a sample of 209 participants in Israeli community centers, the results of structural equation modeling indicate a 2-stage mediation model in which leader relational behaviors are positively related to bonding social capital; this, in turn, results in feelings of vigor, which are positively associated with manager ratings of employee job performance. PMID:19916662

  4. Performance Consulting: Job Aids for Interacting with Clients.

    ERIC Educational Resources Information Center

    Chevalier, Roger

    2001-01-01

    Discussion of the human performance technology process focuses on interacting with clients. Describes a seven-step process that includes assessment; a performance consulting guide that explains the leadership process used in interacting with clients; and how to ask the right questions in the right order. (LRW)

  5. Self-Assessed Skill Needs and Job Performance.

    ERIC Educational Resources Information Center

    Cappelli, Peter; Rogovsky, Nikolai

    Since 1983, discussions focused increasingly on the contribution to economic performance associated with the skills of the work force. Government policy went further by specifying skills important to economic performance and advocating their introduction into schools and training programs. Surprisingly little empirical research examined the…

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

    PubMed

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

    2013-09-01

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

  7. Supervisor Ratings and the Perceived Importance of Engineering Job Performance Criteria. Working Paper No. 1974-03.

    ERIC Educational Resources Information Center

    Muchinsky, Paul M.

    A sample of 82 engineers and 82 supervisors rated the importance of 10 job performance criteria in relation to the successful performance of the engineer's job. Supervisors also rated the engineer's performance on each of the 10 specific criteria and two global measures. The ratings were intercorrelated and factor analyzed; the extracted factors…

  8. 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. PMID:24188394

  9. 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…

  10. 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…

  11. 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'…

  12. 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…

  13. 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…

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

    ERIC Educational Resources Information Center

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

    2004-01-01

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

  15. 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…

  16. 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…

  17. 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.…

  18. Relation of Principal Transformational Leadership to School Staff Job Satisfaction, Staff Turnover, and School Performance

    ERIC Educational Resources Information Center

    Griffith, James

    2004-01-01

    In the present study, the direct effect of principal transformational leadership to school staff turnover and school performance was examined, in addition to its indirect effect through school staff job satisfaction. Survey data were obtained from elementary school staff and students, and school-aggregated student achievement test scores were…

  19. 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…

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

    ERIC Educational Resources Information Center

    Booher, Harold R.

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

  1. 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…

  2. 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…

  3. Job enrichment in job design.

    PubMed

    Bobeng, B J

    1977-03-01

    For optimal operation in labor-intensive industries, such as foodservice, not only scientific management principles but also behavioral aspects (the people) must be considered in designing job content. Three psychologic states--work that is meaningful, responsibility for outcomes, and knowledge of outcomes--are critical in motivating people. These, in turn encompass the core dimensions of skill variety, task identity, task significance, autonomy, and feedback. Job enrichment and job enlargement--related but not identical means of expanding job content--when combined, offer the likelihood of redesigned jobs in the core dimensions. Effective implementation of a job enrichment program hinges on diagnosing problems in the work system, actual changes in the work, and systematic evaluation of the changes. The importance of the contribution of the behavioral sciences to management cannot be neglected.

  4. College Quality and Employee Job Performance: Evidence from Naval Officers.

    ERIC Educational Resources Information Center

    Bowman, William R.; Mehay, Stephen L.

    2002-01-01

    A study of college graduates working as Navy officers found that staff officers who graduated from private schools, regardless of quality, received better performance appraisals. Line officers who graduated from top-ranked public or private schools received better early-career appraisals. In both groups, graduates of top-rated private schools were…

  5. Evaluating the caregiver's intervention in the elder's task performance: capacity versus actual behavior.

    PubMed

    Fulmer, T; Gurland, B

    1997-09-01

    As an elder's functional impairment increases, so in general does the tendency for the caregiver to intervene in the elder's daily activities and initiatives. To a certain extent, such intervention is necessary to compensate for the elder's loss of independent ability, and without such intervention, adverse outcomes for the elder are a possibility. The need for some intervention is usually clear-cut for advanced dementia, given its associated severe disability and handicap, but less clear in elders who are just beginning to show signs of cognitive decline. This study used the paradigm of medication management to look at whether the discrepancy between capacity for self-medication administration and actual self-administration behavior as demonstrated by the Medication Management Test (MMT) is greater for elders with poorer cognitive functioning. A sample of 51 cognitively impaired elders and 74 cognitively normal elders was used to look at the relationship between predicted capacity and actual self-administration of medication, stratifying by level of cognitive status. The highly significant concordance between the MMT score and caregivers' report of medication administration supports the expectation that capacity is influenced by cognitive status. In those discordant cases, further information is needed to interpret help in medication administration as excessive or insufficient intervention. PMID:9309470

  6. An Investigation of Sources of Bias in the Prediction of Job Performance. A Six-Year Study.

    ERIC Educational Resources Information Center

    Crooks, Lois A., Ed.

    This invitational conference was convened to report the principal findings of a six-year study of possible sources of bias in the prediction of job performance. The research was conducted jointly by Educational Testing Service and the U.S. Civil Service Commission, supported by the Ford Foundation. Data were gathered on test and job performance of…

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

    ERIC Educational Resources Information Center

    Petelle, John L.; Garthright-Petelle, Kathleen

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

  8. 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

    ... Student Support § 670.620 Are Job Corps students eligible to receive cash allowances and performance... 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...

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

    PubMed

    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

  10. 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

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

    PubMed Central

    2013-01-01

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

  12. The influence of intergroup comparisons on Africans' intelligence test performance in a job selection context.

    PubMed

    Klein, Olivier; Pohl, Sabine; Ndagijimana, Chantal

    2007-09-01

    Sub-Saharan Africans living in Belgium (N = 69) completed a culture-free intelligence test in a simulated job selection environment. Prior to testing, the authors instructed participants that Africans' average performance on this test was generally better (positive comparison), worse (negative comparison), or equal to Belgians' performance. In a control condition, no such information was given. Results indicated that, compared with the equal and control conditions, performance was lower when intergroup comparisons were negative. In the former condition, participants were also more likely to endorse external factors that may account for lower performance. The authors interpreted the findings in line with stereotype threat theory (C. M. Steele & J. Aronson, 1995). In the context of job selection, the validity of intelligence tests conducted with members of stigmatized groups may be affected by the salience of social stereotypes and intergroup social comparisons. PMID:17933401

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

    PubMed

    Lim, Sandy; Tai, Kenneth

    2014-03-01

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

  14. Is there a general factor in ratings of job performance? A meta-analytic framework for disentangling substantive and error influences.

    PubMed

    Viswesvaran, Chockalingam; Schmidt, Frank L; Ones, Deniz S

    2005-01-01

    A database integrating 90 years of empirical studies reporting intercorrelations among rated job performance dimensions was used to test the hypothesis of a general factor in job performance. After controlling for halo error and 3 other sources of measurement error, there remained a general factor in job performance ratings at the construct level accounting for 60% of total variance. Construct-level correlations among rated dimensions of job performance were substantially inflated by halo for both supervisory (33%) and peer (63%) intrarater correlations. These findings have important implications for the measurement of job performance and for theories of job performance.

  15. 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.

  16. 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.

  17. 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

    ... 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... injured in the performance of duty as a Job Corps Student, what benefits may they receive? (a) Job...

  18. 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, 2013 CFR

    2013-04-01

    ... 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... injured in the performance of duty as a Job Corps Student, what benefits may they receive? (a) Job...

  19. Does verbal encouragement actually improve performance in the 6-minute walk test?

    PubMed

    Marinho, Patrícia E M; Raposo, Maria Cristina; Dean, Elizabeth; Guerra, Ricardo O; de Andrade, Arméle Dornelas

    2014-11-01

    The purpose of this study was to evaluate the performance in the 6-minute walk test (6 MWT) of elderly patients with chronic obstructive pulmonary disease (COPD) by comparing to a group of healthy elderly patients, performed with and without verbal encouragement. This cross-sectional study compared 40 patients with COPD (forced expiratory volume in the first second (FEV1%) = 53.7 ± 23.8%; forced vital capacity (FVC%) = 65.5 ± 20.8%; and the FEV1/FVC ratio = 55.4 ± 12.4) and 40 healthy elderly patients (control). The 6 MWT's were performed with and without verbal encouragement according to the American Thoracic Society (ATS), monitoring the distance walked (6 MWD), the duration of walking (TW) and the perceived effort index (PEI) through the Borg scale between the groups. No differences were observed in patients with COPD when the tests were performed with and without verbal encouragement for the 6 MWD, TW and PEI, the same occurring in the control group for the 6 MWD, TW and PEI, respectively. The use of verbal encouragement was not sufficient to promote improvement in the performance of the 6 MWT (6 MWD, TW and PEI) of patients with COPD and healthy elderly patients.

  20. 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. PMID:20604634

  1. 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.

  2. 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…

  3. 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

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

    PubMed

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

    2014-06-01

    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

  5. 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…

  6. 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.

  7. 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

  8. 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.

  9. Recognition of staff nurse job performance and achievements: staff and manager perceptions.

    PubMed

    Cronin, S N; Becherer, D

    1999-01-01

    Recognition for job performance is central to staff nurse morale. However, little research has been done to identify recognition methods most valued by nurses themselves. The authors report results of a multisite survey conducted to compare staff and manager perceptions of meaningful recognition behaviors. They provide data for developing management interventions that may help to improve morale and increase retention. Given the financial constraints of the current environment, the nonmonetary recognition practices identified are of particular significance.

  10. 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.

  11. 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.

  12. 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. PMID:19916664

  13. 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.

  14. 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.

  15. 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. PMID:27390439

  16. 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.

  17. Student Job Seekers

    ERIC Educational Resources Information Center

    Vincent, Helen

    1978-01-01

    The problem of graduate unemployment in India is examined in a study of 650 job seekers in Madras City. The relatively long period of waiting before a graduate actually finds and takes a job is attributed often to high income expectation. Correlations between job and studies preference of students are among the factors discussed. (LBH)

  18. 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

  19. 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.

  20. 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. PMID:24447224

  1. Managerial implications of medical sales representative perceptions of job duties, job qualifications, and other performance-related issues.

    PubMed

    Tengilimoğlu, Dilaver; Korkmaz, Sezer; Akinci, Fevzi; Parsons, Amy L

    2004-01-01

    This study examined the perceptions of medical sales representatives of job related duties, job qualifications needed, and motivating factors and tested for differences based on gender, age, years of experience and education using prior research as a base. This study also explored issues that may arise between sales people and physicians. The authors surveyed 132 medical sales representatives from pharmaceutical firms located in Ankara, Turkey. The authors' findings highlight the need in Turkey for developing in-service training programs for medical sales representatives, especially in the areas related to technical aspects of the product, effective marketing and personal selling strategies, and consumer relations. Training in these areas will help salespeople to better manage the problems typically encountered in physician-sales representative relations. While the study was conducted in Turkey, the results are similar to findings in prior research conducted in other countries and therefore may be of interest to all sales managers.

  2. Job descriptions for differentiated nursing practice and differentiated pay.

    PubMed

    Forsey, L M; Cleland, V S; Miller, B

    1993-05-01

    Compensation of nurses in differentiated practice is based on distinctive job descriptions. The employer can then pay according to education, position, and actual performance level and seek to hire the staff mix that is most cost-effective for the institution. Both staff nursing and manager job descriptions are presented in this article. The authors discuss generic job descriptions that differentiate the practice of the staff nurse and the nurse unit manager according to the incumbent's educational level.

  3. Justice, leader-member exchange, and job performance: are their relationships mediated by organizational culture?

    PubMed

    Tziner, Aharon; Shultz, Tamar; Fisher, Tom

    2008-10-01

    The hypothesis that organizational justice is linked to leader-member exchange, which in turn affects job performance, was examined. It was predicted that two dimensions of organizational culture, employee supportiveness and attention to detail, would affect both leader-member exchange and organizational justice. Results from a sample of 75 employees of a public service organization found solid support for the predicted model. Contrary to expectations, however, the two aspects of organizational culture were found to play a mediating role: they were affected by organizational justice and in turn affected leader-member exchange. The theoretical implications of the results are discussed. PMID:19102476

  4. 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. PMID:12803861

  5. 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.

  6. 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.

  7. 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. PMID:27593950

  8. Actual versus predicted performance of an active solar heating system - A comparison using FCHART 4.0

    NASA Astrophysics Data System (ADS)

    Wetzel, P. E.

    1981-11-01

    The performance of an active solar heating system added to a house in Denver, CO was compared with predictions made by the FCHART 4.0 computer program. The house featured 43.23 sq m of collectors with an ethylene-glycol/water heat transfer fluid, and a 3.23 cu m storage tank. The house hot water was preheated in the storage tank, and home space heat was furnished whenever the storage water was above 32 C. Actual meteorological and heating demand data were used for the comparison, rather than long-term averages. Although monthly predictions by the FCHART program were found to diverge from measured data, the annual demand and supply predictions provided a good fit, i.e. within 9%, and were within 1% of the measured solar energy contributed to storage.

  9. 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

  10. 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…

  11. Is Talk ‘Cheap’? An Initial Investigation of the Equivalence of Alcohol Purchase Task Performance for Hypothetical and Actual Rewards

    PubMed Central

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

    2011-01-01

    Background Behavioral economic alcohol purchase tasks (APTs) are self-report measures of alcohol demand that assess estimated consumption at escalating levels of price. However, the relationship between estimated performance for hypothetical outcomes and choices for actual outcomes has not been determined. The present study examined both the correspondence between choices for hypothetical and actual outcomes, and the correspondence between estimated alcohol consumption and actual drinking behavior. A collateral goal of the study was to examine the effects of alcohol cues on APT performance. Methods Forty one heavy-drinking adults (56% male) participated in a human laboratory protocol comprising APTs for hypothetical and actual alcohol and money, an alcohol cue reactivity paradigm, an alcohol self-administration period, and a recovery period. Results Pearson correlations revealed very high correspondence between APT performance for hypothetical and actual alcohol (ps < .001). Estimated consumption on the APT was similarly strongly associated with actual consumption during the self-administration period (r = .87, p <.001). Exposure to alcohol cues significantly increased subjective craving and arousal, and had a trend-level effect on intensity of demand, in spite of notable ceiling effects. Associations among motivational indices were highly variable, suggesting multidimensionality. Conclusions These results suggest there may be close correspondence both between value preferences for hypothetical alcohol and actual alcohol, and between estimated consumption and actual consumption. Methodological considerations and priorities for future studies are discussed. PMID:22017303

  12. 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

  13. 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. PMID:1960142

  14. Effects of a job-simulated exercise programme on employees performing manual handling operations.

    PubMed

    Genaidy, A; Davis, N; Delgado, E; Garcia, S; Al-Herzalla, E

    1994-01-01

    This study investigated the effects of physical training on employees performing manual handling operations in three manufacturing plants. Employees from two plants were trained using progressive resistance exercise (PRE) while employees in the third plant were trained using PRE and trunk flexibility exercises (TFE). The results were: (1) a combined TFE and PRE programme significantly improved muscular endurance (124%), dynamic (86%) and static (back: 59%; arm: 25%; shoulder: 23%) muscular strength, and trunk flexibility (low back flexibility: 11%; total trunk rotation: 48%); (2) a dynamic PRE programme did not improve static strength (arm: 3%; shoulder: 8%; back: 14%; composite: 7%) as much as dynamic strength (71%); (3) endurance time at a fixed workload increased without changing job demand perception, but daily operations were performed more easily. PMID:8112287

  15. 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.

  16. 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.

  17. 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. PMID:22224672

  18. 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

  19. 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. PMID:27433375

  20. 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. PMID:27486626

  1. 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.

  2. 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).

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

    PubMed

    Gandi, Joshua C; Wai, Paul S; Karick, Haruna; Dagona, Zubairu K

    2011-09-01

    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

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

    PubMed

    Gandi, Joshua C; Wai, Paul S; Karick, Haruna; Dagona, Zubairu K

    2011-09-01

    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.

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

    PubMed

    Berry, Christopher M; Zhao, Peng

    2015-01-01

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

  6. 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. PMID:25243996

  7. 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…

  8. 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…

  9. 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

  10. 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.

  11. 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 PMID:26652264

  12. 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

  13. 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.

  14. 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…

  15. 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…

  16. 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…

  17. 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…

  18. 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 Management…

  19. 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…

  20. 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…

  1. 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…

  2. 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?…

  3. Self-interest and other-orientation in organizational behavior: implications for job performance, prosocial behavior, and personal initiative.

    PubMed

    De Dreu, Carsten K W; Nauta, Aukje

    2009-07-01

    In this article, the authors develop the self-concern and other-orientation as moderators hypothesis. The authors argue that many theories on work behavior assume humans to be either self-interested or to be social in nature with strong other-orientation but that this assumption is empirically invalid and may lead to overly narrow models of work behavior. The authors instead propose that self-concern and other-orientation are independent. The authors also propose that job performance, prosocial behavior, and personal initiative are a function of (a) individual-level attributes, such as job characteristics when employees are high in self-concern, and (b) group-level attributes, such as justice climate when employees are high in other-orientation. Three studies involving 4 samples of employees from a variety of organizations support these propositions. Implications are discussed for theory on work behavior and interventions geared toward job enrichment and team-based working.

  4. Performance Assessment of Counseling Skills Based on Specific Theories: Acquisition, Retention and Transfer to Actual Counseling Sessions

    ERIC Educational Resources Information Center

    Schaefle, Scott; Smaby, Marlowe H.; Packman, Jill; Maddux, Cleborne D.

    2007-01-01

    The purposes of the present study were to determine if (a) students trained to demonstrate specific skills learn these skills and transfer them to actual counseling sessions; (b) mastery of counseling skills differs by students' adherence to one of four general counseling theories; (c) mastery of counseling skills is related to counseling goal…

  5. Direct and Indirect Effects of Completion versus Accuracy Contingencies on Practice-Exam and Actual-Exam Performance

    ERIC Educational Resources Information Center

    Oliver, Renee; Williams, Robert L.

    2005-01-01

    Students in four sections of an undergraduate educational course (two large and two small sections) took out-of-class practice exams prior to actual exams for each of five course units. Each course unit consisted of five class sessions focusing on a specific developmental theme. Some sections received practice-exam credit based on the number of…

  6. Impact of potential and (scintillometer-based) actual evapotranspiration estimates on the performance of a lumped rainfall-runoff model

    NASA Astrophysics Data System (ADS)

    Samain, B.; Pauwels, V. R. N.

    2013-11-01

    Evapotranspiration (ET) plays a key role in hydrological impact studies and operational flood forecasting models as ET represents a loss of water from a catchment. Although ET is a major component of the catchment water balance, the evapotranspiration input for rainfall-runoff models is often simplified in contrast to the detailed estimates of catchment averaged precipitation. In this study, an existing conceptual rainfall-runoff model calibrated for and operational in the Bellebeek catchment in Belgium firstly has been validated and its sensitivity to different available potential ET input has been studied. It has been shown that when applying a calibrated rainfall-runoff model, the model input should be consistent with the input used for the calibration process, not only on the volume of ET, but also on the seasonal pattern. Secondly, estimates of the actual evapotranspiration based on measurements of a large aperture scintillometer (LAS) have been used as model forcing in the rainfall-runoff model. From this analysis, it has been shown that the actual evapotranspiration is a crucial factor in simulating the catchment water balance and the resulting stream flow. Regarding the actual evapotranspiration estimates from the LAS, it has been concluded that they can be considered realistic in summer months. In the months where stable conditions prevail (autumn, winter and (early) spring), an underestimation of the actual evapotranspiration is made, which has an important impact on the catchment's water balance.

  7. 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…

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

    ERIC Educational Resources Information Center

    Lintz, Larry M.; And Others

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

  9. 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.

  10. 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. PMID:25640308

  11. 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.

  12. Biodegradation of polyacrylamide by anaerobic digestion under mesophilic condition and its performance in actual dewatered sludge system.

    PubMed

    Dai, Xiaohu; Luo, Fan; Yi, Jing; He, Qunbiao; Dong, Bin

    2014-02-01

    Polyacrylamide (PAM) used in sludge dewatering widely exists in high-solid anaerobic digestion. Degradation of polyacrylamide accompanied with accumulation of its toxic monomer is important to disposition of biogas residues. The potential of anaerobic digestion activity in microbial utilization of PAM was investigated in this study. The results indicated that the utilization rate of PAM (as nitrogen source) was influenced by accumulation of ammonia, while cumulative removal of amide group was accorded with zeroth order reaction in actual dewatered system. The adjoining amide group can combined into ether group after biodegradation. PAM can be broken down in different position of its carbon chain backbone. In actual sludge system, the hydrolytic PAM was liable to combined tyrosine-rich protein to form colloid complex, and then consumed as carbon source to form monomer when easily degradable organics were exhausted. The accumulation of acrylamide was leveled off ultimately, accompanied with the yield of methane.

  13. Implications of Self-Deception for Self-Reported Intrinsic and Extrinsic Motivational Dispositions and Actual Learning Performance: A Higher Order Structural Model

    ERIC Educational Resources Information Center

    Hirschfeld, Robert R.; Thomas, Christopher H.; McNatt, D. Brian

    2008-01-01

    The authors explored implications of individuals' self-deception (a trait) for their self-reported intrinsic and extrinsic motivational dispositions and their actual learning performance. In doing so, a higher order structural model was developed and tested in which intrinsic and extrinsic motivational dispositions were underlying factors that…

  14. Differences Between Actual Motor Ability and Physical Self-Concept (Perceived Motor Performance/Body Image) of Fifth-Grade Boys.

    ERIC Educational Resources Information Center

    Boling, Robert; Kirk, Pamela

    Differences between high and low perceived physical self-concept and actual motor performance of 120 fifth grade boys were investigated. Self-concept was measured by the Physical Self-Concept Scale. Motor proficiency was measured by a four-item advanced agility/coordination test battery: hand-eye coordination; foot-eye coordination; whole body…

  15. 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,…

  16. Mothers' and Teachers' Estimations of First Graders' Literacy Level and Their Relation to the Children's Actual Performance in Different SES Groups

    ERIC Educational Resources Information Center

    Korat, Ofra

    2011-01-01

    The relationship between mothers' and teachers' estimations of 60 children's literacy level and their actual performance were investigated in two different socio-economic status (SES) groups: low (LSES) and high (HSES). The children's reading (fluency, accuracy and comprehension) and spelling levels were measured. The mothers evaluated their own…

  17. Performance-Based Certification in Georgia. Teaching Field Criterion-Referenced Tests Development. On-the-Job Assessment Development. Schedule for Implementation of Performance-Based Certification.

    ERIC Educational Resources Information Center

    Georgia State Dept. of Education, Atlanta. Office of Planning and Development.

    Performance-based teacher certification in Georgia is centered on: criterion-referenced tests, and on-the-job assessment procedures for student teachers and beginning teachers. A state-funded contract was awarded to develop teacher certification tests, resulting in a 250-item pool and 15 criterion-referenced tests for 32 teaching fields. Cutting…

  18. Evaluating Maintenance Performance: The Development and Tryout of Criterion Referenced Job Task Performance Tests for Electronic Maintenance. Final Report for Period January 1969-May 1974.

    ERIC Educational Resources Information Center

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

    A battery of criterion referenced job task performance tests (JIPT) for typical electronic maintenance activities were developed. The construction of a battery of such tests together with an appropriate scoring for reporting the results is detailed. The development of a Test Administrators Handbook also is described. This battery is considered to…

  19. The Effects of Supervisors' Support and Mediating Factors on the Nurses' Job Performance Using Structural Equation Modeling: A Case Study.

    PubMed

    Ravangard, Ramin; Yasami, Shamim; Shokrpour, Nasrin; Sajjadnia, Zahra; Farhadi, Payam

    2015-01-01

    Nurses are the largest group and an important part of the providers in the health care systems that who a key role in hospitals. Any defect and deficiency in their work can result in irreversible outcomes. This study aimed to determine the effect of supervisors' support and mediating factors on the job performance (JOBPER) of 400 nurses working in the teaching hospitals affiliated to Shiraz University of Medical Sciences, using structural equation modeling. The results showed that the supervisor's support had a significant negative effect on work-family conflict (t = -2.57) and a positive effect on organizational commitment (t = 4.03); Work-family conflict had a significant positive effect on job stress (t = 11.24) and a negative effect on organizational commitment (t = -3.35) and JOBPER (t = -2.29). Family-work conflict had a positive effect on job stress (t = 4.48) and a negative effect on organizational commitment (t = -2.54). Finally, job stress had a negative effect (t = -3.30), and organizational commitment showed a positive effect (t = 5.96) on the studied nurses' JOBPER. According to the results, supervisor's support could influence JOBPER through reducing work-family conflict and increasing organizational commitment. Therefore, to improve the nurses' JOBPER in the hospitals, some strategies are recommended. PMID:26218002

  20. Design and Convergence Performance Analysis of Aspherical Acoustic Lens Applied to Ambient Noise Imaging in Actual Ocean Experiment

    NASA Astrophysics Data System (ADS)

    Mori, Kazuyoshi; Ogasawara, Hanako; Nakamura, Toshiaki; Tsuchiya, Takenobu; Endoh, Nobuyuki

    2011-07-01

    In this study, an aspherical lens with the aperture diameter of 1.0 m was designed for utilization in an actual ocean experiment of ambient noise imaging (ANI). It was expected that this ANI system would realize directional resolution, which is a beam width of 1° at the center frequency of 120 kHz. We analyzed the sound pressure distribution focused by the designed lens using the 3D finite difference time domain method. The frequency dependence of a -3 dB area was then compared between 120 kHz and the higher or lower frequency. The analysis results suggested that the designed lens has fine directional resolution over the center frequency of 120 kHz. We had measured the directivity of the designed lens in an actual ocean experiment in Uchiura Bay in November of 2010. It was verified that the ANI system with this lens realizes a beam width of 1° at 120 kHz.

  1. 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…

  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 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

  3. [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.

  4. 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

  5. [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. PMID:27180510

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

    ERIC Educational Resources Information Center

    Schulz, Russel E.; And Others

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

  7. Determining Performance Levels of Competencies for Job Entry for Medical Assistants. Final Report.

    ERIC Educational Resources Information Center

    Farning, Max; Lange, Mildred

    For a study of the basic competencies required by medical assistants, an instrument was developed listing 92 competencies and 9 cognitive domain statements. Respondents were asked their opinion on the level of importance and level of proficiency needed for job entry for each competency. Instruments were mailed to 100 physicians, 102 clinics, and…

  8. Managerialism, Organizational Commitment, and Quality of Job Performances among European University Employees

    ERIC Educational Resources Information Center

    Smeenk, Sanne; Teelken, Christine; Eisinga, Rob; Doorewaard, Hans

    2009-01-01

    To achieve efficient and effective quality improvement, European universities have gradually adopted organizational strategies, structures, technologies, management instruments, and values that are commonly found in the private business sector. Whereas some studies have shown that such managerialism is beneficial to the quality of job performances…

  9. 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…

  10. 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…

  11. A Study of the Relationship Between Resignation and Performance in a Job Retraining Program.

    ERIC Educational Resources Information Center

    Lantz, Herman R.; Alix, Ernest K.

    This study analyzed the attitude of resignation to inferior economic status from the standpoint of ethnic origin, social and financial background, and response to job retraining opportunities. Detachment from others, lack of commitment and ambition, aversion to work and planning, and restricted hopes and aspirations were determined to be major…

  12. 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…

  13. Perception Versus Actual Performance in Timely Tissue Plasminogen Activation Administration in the Management of Acute Ischemic Stroke

    PubMed Central

    Lin, Cheryl B; Cox, Margueritte; Olson, DaiWai M; Britz, Gavin W; Constable, Mark; Fonarow, Gregg C; Schwamm, Lee; Peterson, Eric D; Shah, Bimal R

    2015-01-01

    Background Timely thrombolytic therapy can improve stroke outcomes. Nevertheless, the ability of US hospitals to meet guidelines for intravenous tissue plasminogen activator (tPA) remains suboptimal. What is unclear is whether hospitals accurately perceive their rate of tPA “door-to-needle” (DTN) time within 60 minutes and how DTN rates compare across different hospitals. Methods and Results DTN performance was defined by the percentage of treated patients who received tPA within 60 minutes of arrival. Telephone surveys were obtained from staff at 141 Get With The Guidelines hospitals, representing top, middle, and lowDTN performance. Less than one-third (29.1%) of staff accurately identified their DTN performance. Among middle- and low-performing hospitals (n=92), 56 sites (60.9%) overestimated their performance; 42% of middle performers and 85% of low performers overestimated their performance. Sites that overestimated tended to have lower annual volumes of tPA administration (median 8.4 patients [25th to 75th percentile 5.9 to 11.8] versus 10.2 patients [25th to 75th percentile 8.2 to 17.3], P=0.047), smaller percentages of eligible patients receiving tPA (84.7% versus 89.8%, P=0.008), and smaller percentages of DTN ≤60 minutes among treated patients (10.6% versus 16.6%, P=0.002). Conclusions Hospitals often overestimate their ability to deliver timely tPA to treated patients. Our findings indicate the need to routinely provide comparative provider performance rates as a key step to improving the quality of acute stroke care. PMID:26201547

  14. 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

  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. The development of a test system for investigating the performances of personal aerosol samplers under actual workplace conditions.

    PubMed

    Botham, R A; Hughson, G W; Vincent, J H; Mark, D

    1991-10-01

    The performances of new "total" aerosol samplers for use in workplaces are required to match the inhalability criteria as contained in the latest recommendations of the International Standards Organization (ISO) and the American Conference of Governmental Industrial Hygienists (ACGIH). In the past, practical evaluations have been carried out under idealized conditions in wind tunnels, and there is now the need to extend these to more realistic workplace conditions. This paper describes a new test system that was designed and built for this purpose. It consisted of a life-size mannequin mounted on a trolley so that it can be taken to and wheeled around in workplaces. The mannequin itself incorporated a robotic arm so that, under joystick control, it can be made to simulate a range of worker movements, orientations, and attitudes. An electronically controlled, compact breathing machine provided a range of typical breathing parameters for the mannequin. The pump also provided air movement for a number of personal samplers that were mounted on the torso of the mannequin and tested in that position. Sampler performance should be assessed by comparing directly the aerosol collected by the sampler with that inhaled by the mannequin (and collected on filters inside the head).

  17. A strategy for improving worker satisfaction and job attitudes in a repetitive industrial task: application of production standards and performance feedback.

    PubMed

    Shikdar, Ashraf A; Das, Biman

    2003-04-15

    Worker satisfaction improved significantly as a consequence of the provision of the assigned and participative standards with performance feedback in a repetitive industrial production task. The maximum improvement in worker satisfaction was found for the participative standard and feedback condition. Only this condition had a significant positive effect on worker job attitudes. Monetary incentive, when provided with an assigned or participative standard with feedback, added no incremental worker satisfaction or job attitudes gain. The participative standard with feedback condition emerges as the optimum strategy for improving worker satisfaction and job attitudes in a repetitive industrial production task. PMID:12745697

  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. The Five Factor Model of personality and job performance in the European Community.

    PubMed

    Salgado, J F

    1997-02-01

    In 3 prior meta-analyses, the relationship between the Big Five factors of personality and job criteria was investigated. However, these meta-analyses showed different findings. Furthermore, these reviews included studies carried out only in the United States and Canada. This study reports meta-analytic research on the same topic but with studies conducted in the European Community, which were not included in the prior reviews. The results indicate that Conscientiousness and Emotional Stability are valid predictors across job criteria and occupational groups. The remaining factors are valid only for some criteria and for some occupational groups. Extraversion was a predictor for 2 occupations, and Openness and Agreeableness were valid predictors of training proficiency. These findings are consistent with M.R. Barrick and M.K. Mount (1991) and L.M. Hough, N.K. Eaton, M.D. Dunnette, J.D. Kamp, and R.A. McCloy (1990). Implications of the results for future research and the practice of personnel selection are suggested. PMID:9119797

  20. 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. PMID:20085409

  1. Job Posting: An Industry Survey

    ERIC Educational Resources Information Center

    Dahl, Dave R.; Pinto, Patrick R.

    1977-01-01

    Reports a survey to determine practices among metalworking firms in Minnesota covering such topics as whether or not the company had a formal or informal job posting system, the actual mechanics of the system, union influence on its design, feedback to unsuccessful job bidders, and current employee acceptance of the system. Recommendations are…

  2. 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

  3. Job-Seeking Behavior and Vocational Development.

    ERIC Educational Resources Information Center

    Stevens, Nancy D.

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

  4. 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;…

  5. 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,…

  6. 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,…

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

    ERIC Educational Resources Information Center

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

    2009-01-01

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

  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. PMID:25142869

  9. 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.

  10. 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…

  11. 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…

  12. 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. PMID:19916653

  13. 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.

  14. 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.

  15. 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…

  16. 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…

  17. 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…

  18. Performance Metrics for New Worlds Observer: Finding the Best Starshade for the Job

    NASA Astrophysics Data System (ADS)

    Glassman, Tiffany M.; Lo, A. S.; Lillie, C.; Polidan, R.; Cash, W.

    2008-05-01

    New Worlds Observer is a mission concept designed to find, image, and take spectra of planets around other stars. It consists of a space telescope and a separate starshade that blocks the light from the star and passes the planet's light. One important aspect of designing this mission is finding consistent metrics to measure the system performance. This will allow us to choose the optimal architecture to provide the desired science return. In this poster, we will describe preliminary performance metrics and apply these metrics to identify the best mission to accomplish different science requirements.

  19. 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.

  20. 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. PMID:15098904

  1. Job descriptions and job matching.

    PubMed

    Pirie, Susan

    2004-10-01

    As the date for national roll-out and the implementation for Agenda for Change draws near, many of you will be involved in the job matching process. This is designed to measure your job against a national job profile, thus establishing which pay band you will be placed in and so determining your salary.

  2. 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…

  3. 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…

  4. 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…

  5. 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…

  6. 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…

  7. On the Job: Performing Gender and Inequality at Work, Home, and School

    ERIC Educational Resources Information Center

    Lesnick, Alice

    2005-01-01

    This paper connects research on the sociology of gender and work to that concerning the performance of gender in school to distill salient differences between the individualist and the interactionist perspectives. The interactionist perspective is shown to clarify processes by which gender-based inequality is rendered seemingly natural. The…

  8. An Analysis of Certain Job Tasks Performed by Selected Ohio Industrial Supervisors.

    ERIC Educational Resources Information Center

    Stewart, William Joseph

    Using a pretested questionnaire, a survey was made of specific task performance and educational needs of first-line industrial supervisors in Ohio. The questionnaire, consisting of 120 task items under the headings of Transmission of Communications, Building of Management Skills, and Change in Attitudes, was administered to 472 supervisors, 194…

  9. 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…

  10. Focus on Opportunities as a Mediator of the Relationships between Age, Job Complexity, and Work Performance

    ERIC Educational Resources Information Center

    Zacher, Hannes; Heusner, Sandra; Schmitz, Michael; Zwierzanska, Monika M.; Frese, Michael

    2010-01-01

    "Focus on opportunities" is a cognitive-motivational facet of occupational future time perspective that describes how many new goals, options, and possibilities individuals expect to have in their personal work-related futures. This study examined focus on opportunities as a mediator of the relationships between age and work performance and…

  11. Evidence that emotional intelligence is related to job performance and affect and attitudes at work.

    PubMed

    Lopes, Paulo N; Grewal, Daisy; Kadis, Jessica; Gall, Michelle; Salovey, Peter

    2006-01-01

    The relation between emotional intelligence, assessed with a performance measure, and positive workplace outcomes was examined in 44 analysts and clerical employees from the finance department of a Fortune 400 insurance company. Emotionally intelligent individuals received greater merit increases and held higher company rank than their counterparts. They also received better peer and/or supervisor ratings of interpersonal facilitation and stress tolerance than their counterparts. With few exceptions, these associations remained statistically significant after controlling for other predictors, one at a time, including age, gender, education, verbal ability, the Big Five personality traits, and trait affect. PMID:17295970

  12. Test Administrator's Handbook and Student Instructions for Job-Task Performance Tests for Doppler Radar, AN/APN-147 and its Computer AN/ASN-35, and Associated Test Equipment and Hand Tools. Report for June-December 1972.

    ERIC Educational Resources Information Center

    Matrix Research Co., Alexandria, VA.

    The handbook covers a comprehensive series of Job-Task Performance Tests for the Doppler Radar (AN/APN) and its Associated Computer (AN/ASN-35). The test series has been developed to measure job performance of the electronic technician. These tests encompass all phases of day-to-day preventative and corrective maintenance that technicians are…

  13. 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.

  14. 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. PMID:24123665

  15. 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

  16. Environmental performance of an integrated fixed-film activated sludge (IFAS) reactor treating actual municipal wastewater during start-up phase.

    PubMed

    Singh, Nitin Kumar; Kazmi, Absar Ahmad; Starkl, Markus

    2015-01-01

    The present study summarizes the start-up performance and lessons learned during the start-up and optimization of a pilot-scale plant employing integrated fixed film activated sludge (IFAS) process treating actual municipal wastewater. A comprehensive start-up was tailored and implemented to cater for all the challenges and problems associated with start-up. After attaining desired suspended biomass (2,000-3,000 mg/L) and sludge age (∼7 days), the average biological oxygen demand (BOD) and chemical oxygen demand (COD) removals were observed as 77.3 and 70.9%, respectively, at optimized conditions, i.e. hydraulic retention time (HRT), 6.9 h; return sludge rate, 160%. The influent concentrations of COD, BOD, total suspended solids, NH3-N, total nitrogen and total phosphorus were found to be in the range of 157-476 mg/L, 115-283 mg/L, 152-428 mg/L, 23.2-49.3 mg/L, 30.1-52 mg/L and 3.6-7.8 mg/L, respectively, and the minimum effluent concentrations were achieved as ∼49 mg/L, 23 mg/L, 35 mg/L, 2.2 mg/L, 3.4 mg/L and 2.8 mg/L, respectively, at optimum state. The present system was found effective in the removal of pathogenic bacteria (Escherichia coli, 79%; Salmonella spp., 97.5%; Shigella spp., 92.9%) as well as coliforms (total coliforms, 97.65%; faecal coliforms, 80.35%) without any disinfection unit. Moreover it was observed that the time required for the stabilization of the plant was approximately 3 weeks if other parameters (sludge age, HRT and dissolved oxygen) are set to optimized values. PMID:26540547

  17. Job engagement, job satisfaction, and contrasting associations with person-job fit.

    PubMed

    Warr, Peter; Inceoglu, Ilke

    2012-04-01

    Forms of well-being vary in their activation as well as valence, differing in respect of energy-related arousal in addition to whether they are negative or positive. Those differences suggest the need to refine traditional assumptions that poor person-job fit causes lower well-being. More activated forms of well-being were proposed to be associated with poorer, rather than better, want-actual fit, since greater motivation raises wanted levels of job features and may thus reduce fit with actual levels. As predicted, activated well-being (illustrated by job engagement) and more quiescent well-being (here, job satisfaction) were found to be associated with poor fit in opposite directions--positively and negatively, respectively. Theories and organizational practices need to accommodate the partly contrasting implications of different forms of well-being.

  18. 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…

  19. Effect of an EBM course in combination with case method learning sessions: an RCT on professional performance, job satisfaction, and self-efficacy of occupational physicians

    PubMed Central

    Schaafsma, Frederieke G.; Nieuwenhuijsen, Karen; van Dijk, Frank J. H.

    2008-01-01

    Objective An intervention existing of an evidence-based medicine (EBM) course in combination with case method learning sessions (CMLSs) was designed to enhance the professional performance, self-efficacy and job satisfaction of occupational physicians. Methods A cluster randomized controlled trial was set up and data were collected through questionnaires at baseline (T0), directly after the intervention (T1) and 7 months after baseline (T2). The data of the intervention group [T0 (n = 49), T1 (n = 31), T2 (n = 29)] and control group [T0 (n = 49), T1 (n = 28), T2 (n = 28)] were analysed in mixed model analyses. Mean scores of the perceived value of the CMLS were calculated in the intervention group. Results The overall effect of the intervention over time comparing the intervention with the control group was statistically significant for professional performance (p < 0.001). Job satisfaction and self-efficacy changes were small and not statistically significant between the groups. The perceived value of the CMLS to gain new insights and to improve the quality of their performance increased with the number of sessions followed. Conclusion An EBM course in combination with case method learning sessions is perceived as valuable and offers evidence to enhance the professional performance of occupational physicians. However, it does not seem to influence their self-efficacy and job satisfaction. PMID:18386046

  20. 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

  1. 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.

  2. Job Attitudes of Workers with Two Jobs

    ERIC Educational Resources Information Center

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

    2004-01-01

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

  3. Performance appraisal: helpful hints for the busy medical practice manager.

    PubMed

    Bolon, Douglas S

    2006-01-01

    This article describes the performance appraisal process in terms of its three fundamental steps. defining job performance, measuring actual job performance, and providing job performance feedback. Given that most practice managers wear many hats and do not have extensive experience or staff support in human resources, the purpose of this article is to provide these busy individuals with useful, practical suggestions that should enhance the effectiveness of the performance appraisal process for nonphysician employees within the medical practice setting. Performance appraisal should be a priority for all practice managers, as the performance of individual employees represents the key to long-term success for any medical practice.

  4. Differential Validity of the Army Aptitude Areas for Predicting Army Job Training Performance of Blacks and Whites. Technical Paper 312.

    ERIC Educational Resources Information Center

    Maier, Milton H.; Fuchs, Edmund F.

    Validation studies were conducted on nine revised aptitude areas of the Army Classification Battery (ACB) to determine whether ACB scores provided an equitable indication of the qualifications of blacks and whites for training in major groups of Army jobs. The aptitude areas were: combat, field artillery, electronics repair, operators and food,…

  5. Form and Actuality

    NASA Astrophysics Data System (ADS)

    Bitbol, Michel

    A basic choice underlies physics. It consists of banishing actual situations from theoretical descriptions, in order to reach a universal formal construct. Actualities are then thought of as mere local appearances of a transcendent reality supposedly described by the formal construct. Despite its impressive success, this method has left major loopholes in the foundations of science. In this paper, I document two of these loopholes. One is the problem of time asymmetry in statistical thermodynamics, and the other is the measurement problem of quantum mechanics. Then, adopting a broader philosophical standpoint, I try to turn the whole picture upside down. Here, full priority is given to actuality (construed as a mode of the immanent reality self-reflectively being itself) over formal constructs. The characteristic aporias of this variety of "Copernican revolution" are discussed.

  6. Job Change Services for Mid-Life Professionals.

    ERIC Educational Resources Information Center

    Gilli, Angelo C., Sr.

    1980-01-01

    Job change services can be valuable resources for college graduates over the age of 40 who desire to change employment. Several factors that cause job change are dissatisfaction with present job, forced retirement, and job performance ability. Steps in a job change include the environment, a precipitator, exploration, decision, preparation, and…

  7. 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…

  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. Job resources buffer the impact of job demands on burnout.

    PubMed

    Bakker, Arnold B; Demerouti, Evangelia; Euwema, Martin C

    2005-04-01

    This study tested and refined the job demands-resources model, demonstrating that several job resources play a role in buffering the impact of several job demands on burnout. A total of 1,012 employees of a large institute for higher education participated in the study. Four demanding aspects of the job (e.g., work overload, emotional demands) and 4 job resources (e.g., autonomy, performance feedback) were used to test the central hypothesis that the interaction between (high) demands and (low) resources produces the highest levels of burnout (exhaustion, cynicism, reduced professional efficacy). The hypothesis was rejected for (reduced) professional efficacy but confirmed for exhaustion and cynicism regarding 18 out of 32 possible 2-way interactions (i.e., combinations of specific job demands and resources).

  10. 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…

  11. A meta-analytic investigation of conscientiousness in the prediction of job performance: examining the intercorrelations and the incremental validity of narrow traits.

    PubMed

    Dudley, Nicole M; Orvis, Karin A; Lebiecki, Justin E; Cortina, José M

    2006-01-01

    Researchers of broad and narrow traits have debated whether narrow traits are important to consider in the prediction of job performance. Because personality-performance relationship meta-analyses have focused almost exclusively on the Big Five, the predictive power of narrow traits has not been adequately examined. In this study, the authors address this question by meta-analytically examining the degree to which the narrow traits of conscientiousness predict above and beyond global conscientiousness. Results suggest that narrow traits do incrementally predict performance above and beyond global conscientiousness, yet the degree to which they contribute depends on the particular performance criterion and occupation in question. Overall, the results of this study suggest that there are benefits to considering the narrow traits of conscientiousness in the prediction of performance. PMID:16435937

  12. 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…

  13. Job Burnout.

    ERIC Educational Resources Information Center

    Angerer, John M.

    2003-01-01

    Presents an overview of job burnout, discusses the pioneering research and current theories of the burnout construct, along with the history of the main burnout assessment--the Maslach Burnout Inventory. Concludes that an understanding of the interaction between employee and his or her environment is critical for grasping the origin of burnout.…

  14. 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.…

  15. Feedback and Job Satisfaction.

    ERIC Educational Resources Information Center

    Mangelsdorff, A. David

    The purpose of the study was to determine the effects of providing feedback (results of how frequently a variety of tasks had been performed) on the job satisfaction of Dental Therapy Assistants (DTA's) during the course of several levels of training, i.e., up to three months, four to nine months and 10 to 18 months. Trainees were predominantly…

  16. 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.

  17. 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

  18. 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.

  19. Does Simulator-Based Clinical Performance Correlate with Actual Hospital Behavior? The Effect of Extended Work Hours on Patient Care Provided by Medical Interns

    PubMed Central

    Gordon, James A.; Alexander, Erik K.; Lockley, Steven W.; Flynn-Evans, Erin; Venkatan, Suresh K.; Landrigan, Christopher P.; Czeisler, Charles A.

    2013-01-01

    Purpose The correlation between simulator-based medical performance and real-world behavior remains unclear. The authors conducted this study to explore whether the effects of extended work hours on clinical performance, as reported in prior hospital-based studies, could be observed in a simulator-based testing environment. Method Intern volunteers reported to the simulator laboratory in a rested state and again in a sleep-deprived state (after a traditional 24–30 hour overnight shift [n=17]). A subset also presented after a shortened overnight shift (maximum of 16 scheduled hours [n=8]). During each laboratory visit, participants managed two critically ill patients. An on-site physician scored each case, as did a blinded rater later watching videotapes of the performances (score=1 [worst] to 8 [best]; average of both cases = session score). Results Among all participants, the average simulator session score was 6.0 (95% CI: 5.6–6.4) in the rested state, and declined to 5.0 (95% CI: 4.6–5.4) after the traditional overnight shift (P<0.001). Among those who completed the shortened overnight shift, the average post-shift simulator session score was 5.8 (95% CI: 5.0–6.6) compared to 4.3 [95%CI: 3.8–4.9]) after a traditional extended shift (P<0.001). Conclusions In a clinical simulation test, medical interns performed significantly better after working a shortened overnight shift compared to a traditional extended shift. These findings are consistent with real-time hospital studies using the same shift schedule. Such an independent correlation not only confirms the detrimental impact of extended work hours on medical performance, but also supports the validity of simulation as a clinical performance assessment tool. PMID:20881679

  20. Exploring the Effects of Multimedia Learning on Pre-Service Teachers' Perceived and Actual Learning Performance: The Use of Embedded Summarized Texts in Educational Media

    ERIC Educational Resources Information Center

    Wu, Leon Yufeng; Yamanaka, Akio

    2013-01-01

    In light of the increased usage of instructional media for teaching and learning, the design of these media as aids to convey the content for learning can be crucial for effective learning outcomes. In this vein, the literature has given attention to how concurrent on-screen text can be designed using these media to enhance learning performance.…

  1. 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. PMID:25511205

  2. 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.

  3. 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

  4. 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

  5. '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. PMID:25847531

  6. '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.

  7. 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…

  8. 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.

  9. 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…

  10. Assessing the Potential of Using Value-Added Estimates of Teacher Job Performance for Making Tenure Decisions. Working Paper 31

    ERIC Educational Resources Information Center

    Goldhaber, Dan; Hansen, Michael

    2010-01-01

    Reforming teacher tenure is an idea that appears to be gaining traction with the underlying assumption being that one can infer to a reasonable degree how well a teacher will perform over her career based on estimates of her early-career effectiveness. Here we explore the potential for using value-added models to estimate performance and inform…

  11. It Is Not Only Mentoring: The Combined Influences of Individual-Level and Team-Level Support on Job Performance

    ERIC Educational Resources Information Center

    van Emmerik, I. J. Hetty

    2008-01-01

    Purpose: The paper aims to follow social exchange theory and group social capital theory, to predict positive relationships between (informal) mentoring and various support resources for two types of performance (i.e. perceptions of individual and team performance). Design/methodology/approach: The associations of individual-level mentoring and…

  12. Job burnout.

    PubMed

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

    2001-01-01

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

  13. Sex effects in leader behavior self-descriptions and job satisfaction.

    PubMed

    Bartol, K M; Wortman, M S

    1976-11-01

    This study investigated possible sex differences in leadership among supervisory employees (N = 72) of a large psychiatric hospital by comparing male and female self-descriptions of their own leader behaviors, as well as their satisfaction with various aspects of their jobs. Female leaders described themselves as performing more consideration and tolerance of uncertainty leader behaviors and as being more satisfied with co-workers than male leaders. The possibility, suggested by sex role stereotypes, that self-perceptions of consideration behavior for females and initiating structure for males are related to job satisfaction was not affirmed by the findings. Although some differences were found, the results generally support indications from studies based on subordinate descriptions that there actually may be few job-related differences between male and female leaders.

  14. Sex effects in leader behavior self-descriptions and job satisfaction.

    PubMed

    Bartol, K M; Wortman, M S

    1976-11-01

    This study investigated possible sex differences in leadership among supervisory employees (N = 72) of a large psychiatric hospital by comparing male and female self-descriptions of their own leader behaviors, as well as their satisfaction with various aspects of their jobs. Female leaders described themselves as performing more consideration and tolerance of uncertainty leader behaviors and as being more satisfied with co-workers than male leaders. The possibility, suggested by sex role stereotypes, that self-perceptions of consideration behavior for females and initiating structure for males are related to job satisfaction was not affirmed by the findings. Although some differences were found, the results generally support indications from studies based on subordinate descriptions that there actually may be few job-related differences between male and female leaders. PMID:994067

  15. The Dimensionality of the General Aptitude Test Battery (GATB) and the Dominance of General Factors over Specific Factors in the Prediction of Job Performance for the U.S. Employment Service.

    ERIC Educational Resources Information Center

    Hunter, John E.

    The structure of this report is as follows: First, specific aptitude theory and general ability theory, the two theories of the relation between ability and job performance, are presented and differentiated. Second, there is a discussion of problems in the current use of the General Aptitude Test Battery (GATB) and of problems in the use of…

  16. 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…

  17. Integrating values in job descriptions.

    PubMed

    Craig, R P

    1987-12-01

    The Mission Services Division of the Sisters of Charity of the Incarnate Word Health Care Corporation, Houston, has established training sessions to help various facilities develop criteria-based job descriptions that integrate values. A major problem with traditional job descriptions is that they do not contain enough information for value integration to occur. Each facet of the job description--the responsibility statement, the task statement, and the standard--can integrate the facilities' values in explicit and implicit ways. Such integration reduces the possibility of a supervisor arbitrarily defining the qualitative aspects of how an employee performs the job and provides a better method for evaluating the quality of the employee's performance. The first step in value integration is to identify the organization's values. Next, illustrative behaviors are identified to emphasize value integration in both activity-based task statements and results-based standards. The final step is to integrate the values in the job description, which makes the value operational and bridges the gap between commitment to values and behavior that exemplifies those values. Although values cannot be measured as objectively as the successful accomplishment of a procedure with a specified method of measurement, evaluation of values is not fruitless. When the employee and supervisor agree on specific qualitative aspects of patient care or other tasks, the consistency of the qualitative aspects of the job can be evaluated.

  18. 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…

  19. 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…

  20. Job Demands, Productivity, and Type A Behavior: An Observational Analysis.

    ERIC Educational Resources Information Center

    Kirmeyer, Sandra L.

    Previous research has shown that Type As appraise their jobs as more demanding than do Type Bs, yet few studies have measured actual job demands. This prospective, observational study of police radio dispatchers (N=72) examined Type A behavior as a predictor of source of work demands, volume of work activity, whether work begun was finished, and…

  1. 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…

  2. 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.

  3. 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.

  4. Job descriptions made easy.

    PubMed

    Miller, Larry

    2014-01-01

    The act of writing a job description can be a daunting and difficult task for many managers. This article focuses on the key concepts of What, How, and Measureable Results as they relate to an employee's job duties. When the answers to these three elements are articulated, they define the core responsibilities of any job that form the basis for an effective job description.

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

    PubMed Central

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

    2016-01-01

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

  6. The Web: Creating and Changing Jobs. Trends and Issues Alerts.

    ERIC Educational Resources Information Center

    Brown, Bettina Lankard

    The World Wide Web is changing not only how individuals locate jobs but also the ways existing jobs are performed. Individuals seeking work will need to know how to use the Web as a tool for enhancing their job performance. The enhanced global communication made possible through Internet technology and the increase of marketing plans combining…

  7. 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.

  8. 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…

  9. 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…

  10. Flexible Job Shop Scheduling with Multi-level Job Structures

    NASA Astrophysics Data System (ADS)

    Jang, Yang-Ja; Kim, Ki-Dong; Jang, Seong-Yong; Park, Jinwoo

    This paper deals with a scheduling problem in a flexible job shop with multi-level job structures where end products are assembled from sub-assemblies or manufactured components. For such shops MRP (Material Requirement Planning) logic is frequently used to synchronize and pace the production activities for the required parts. However, in MRP, the planning of operational-level activities is left to short term scheduling. So, we need a good scheduling algorithm to generate feasible schedules taking into account shop floor characteristics and multi-level job structures used in MRP. In this paper, we present a GA (Genetic Algorithm) solution for this complex scheduling problem based on a new gene to reflect the machine assignment, operation sequences and the levels of the operations relative to final assembly operation. The relative operation level is the control parameter that paces the completion timing of the components belonging to the same branch in the multi-level job hierarchy. We compare the genetic algorithm with several dispatching rules in terms of total tardiness and the genetic algorithm shows outstanding performance for about forty modified standard job-shop problem instances.

  11. Jobs in Transportation. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

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

  12. 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…

  13. Job Sharing in Education.

    ERIC Educational Resources Information Center

    Davidson, Wilma; Kline, Susan

    1979-01-01

    The author presents the advantages of job sharing for all school personnel, saying that education is particularly adaptable to this new form of employment. Current job sharing programs in Massachusetts, California, and New Jersey schools are briefly discussed. (SJL)

  14. 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. PMID:19025257

  15. Job Sharing in Geography.

    ERIC Educational Resources Information Center

    Kay, Jeanne

    1982-01-01

    Job sharing is an employment alternative in which two qualified individuals manage the responsibilities of a single position. Discusses the barriers to and the potential, advantages, disadvantages, pitfalls, and challenges of job sharing. Focuses on job sharing in the geography profession. (Author/JN)

  16. job.search@internet.

    ERIC Educational Resources Information Center

    Allen, Claudia.

    1995-01-01

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

  17. Your Next Job.

    ERIC Educational Resources Information Center

    McGinn, Daniel; McCormick, John

    1999-01-01

    Looks at how the job market is changing and how workers are looking at their career paths. Includes information on where the jobs and dollars are, how the work force is changing, how and where people are working, new age jobs, women in the work force, and the need for keeping up to date with new technologies. (JOW)

  18. Jobs and the Environment

    ERIC Educational Resources Information Center

    Heffernan, Patrick

    1975-01-01

    Environmental standards and programs, rather than eliminating jobs, are currently significant sources of employment and will become major generators of new jobs in the next few years. The number of jobs created to renew and protect the environment topped one million in 1975 and may double by 1976. (BT)

  19. Replacing America's Job Bank

    ERIC Educational Resources Information Center

    Vollman, Jim

    2009-01-01

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

  20. Job Placement Manual.

    ERIC Educational Resources Information Center

    Atlanta Public Schools, GA.

    Directed to school systems initiating a job placement program, the Atlanta Public Schools (Georgia) job placement manual discusses how a job placement program can provide a transition from school to work for all students leaving the public schools, as well as place students in paid and non-paid part-time work experiences as a part of their…

  1. 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..., or responsibility required for the performance of jobs will not render the equal pay...

  2. 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...

  3. 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..., or responsibility required for the performance of jobs will not render the equal pay...

  4. 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...

  5. 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..., or responsibility required for the performance of jobs will not render the equal pay...

  6. 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...

  7. 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...

  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. 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...

  10. 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...

  11. 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..., or responsibility required for the performance of jobs will not render the equal pay...

  12. 41 CFR 60-20.3 - Job policies and practices.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 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...

  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, 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..., or responsibility required for the performance of jobs will not render the equal pay...

  15. 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...

  16. The Miniature Job Training and Evaluation Approach: Additional Findings.

    ERIC Educational Resources Information Center

    Siegel, Arthur I.

    1983-01-01

    Describes miniature job training and evaluation situations administered to 1,034 "low aptitude" Navy recruits. Checklist criterion data describing the on-the-job performance of the sample were collected after the recruits were on their fleet assignments. The results confirmed the predictive validity of the miniature job training approach.…

  17. Job Evaluation: Trade Union and Staff Association Representatives' Perspectives.

    ERIC Educational Resources Information Center

    Ghobadian, Abby

    1990-01-01

    A survey of 79 British union representatives found that two-thirds approved of job evaluation as a method of determining pay structure. Also explored were labor disputes resulting from job evaluation and the impact of evaluation on collective bargaining, pay differentials, job performance, and career development. (SK)

  18. 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…

  19. 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 element in a metaphysical…

  20. El Observatorio Gemini - Status actual

    NASA Astrophysics Data System (ADS)

    Levato, H.

    Se hace una breve descripción de la situación actual del Observatorio Gemini y de las últimas decisiones del Board para incrementar la eficiencia operativa. Se hace también una breve referencia al uso argentino del observatorio.

  1. An Exploratory Study of the Effect of Screen Size and Resolution on the Legibility of Graphics in Automated Job Performance Aids. Final Report.

    ERIC Educational Resources Information Center

    Dwyer, Daniel J.

    Designed to assess the effect of alternative display (CRT) screen sizes and resolution levels on user ability to identify and locate printed circuit (PC) board points, this study is the first in a protracted research program on the legibility of graphics in computer-based job aids. Air Force maintenance training pipeline students (35 male and 1…

  2. 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.

  3. 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.

  4. 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.

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

    ERIC Educational Resources Information Center

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

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

  6. Relationship between perceived and actual motor competence among college students.

    PubMed

    Wang, Jianyu; Liu, Wenhao; Bian, Wei

    2013-02-01

    The relationship between perceived and actual motor competence was examined among college students. Participants were 114 college students (55 men, 59 women; M age = 22.3 yr., SD = 3.9). All participants completed a short survey on perception of motor competence in basketball and took a Control Basketball Dribble Test to assess their actual motor skill. Perceived motor competence in basketball was significantly related to basketball dribbling performance. Given the positive relationship between actual motor competence and perceived competence, enhancing an individual's actual motor competence may contribute to their perceived competence, which may improve an individual's physical activity participation.

  7. 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…

  8. 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...

  9. 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

  10. 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

  11. 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.

  12. Relationship between mental health and job efficiency.

    PubMed

    Barnes, B L

    1984-06-01

    A homogeneous group of 153 Merchant Marine Officers were analysed on Seafarers' Mental Health Questionnaire (SMHQ) to evaluate their mental health state. The confidential reports of the officers relating to their job performance were scrutinised to determine the level of job efficiency. Individuals obtaining more than the mean effective percentage score were allotted to the high-efficiency group and those obtaining less, to the low-efficiency group. The results obtained show significant mean differences on almost all the mental health dimensions except sexual satisfaction, thus revealing that the job efficiency of seafarers is influenced by different aspects of mental health adjustments. PMID:6741596

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

    PubMed

    Holman, David; Axtell, Carolyn

    2016-07-01

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

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

    PubMed

    Holman, David; Axtell, Carolyn

    2016-07-01

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

  15. Entering the Job Market.

    ERIC Educational Resources Information Center

    Dzubow, Steven R.

    1985-01-01

    Surveyed more than 600 college seniors, potential employers, and experienced professional employees to examine the effectiveness of various job search methods. Results indicated the advantages of personal contacts and networking and provided guidelines to increase the efficiency of the job search process. (JAC)

  16. Creative Job Search Technique

    ERIC Educational Resources Information Center

    Canadian Vocational Journal, 1974

    1974-01-01

    Creative Job Search Technique is based on the premise that most people have never learned how to systematically look for a job. A person who is unemployed can be helped to take a hard look at his acquired skills and relate those skills to an employer's needs. (Author)

  17. 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…

  18. Relocate for Better Jobs.

    ERIC Educational Resources Information Center

    Salem County Vocational Technical Schools. Woodstown, NJ.

    These six modules are designed to help individuals make the decision whether or not to relocate to find a job or a better job. The modules cover (1) the steps in making a decision and the importance of the information-gathering stage, (2) exploring personal values and needs that are important in making a decision about relocating, (3) the steps in…

  19. 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…

  20. Writing job descriptions.

    PubMed

    Schaffner, M

    1990-01-01

    The skill of writing job descriptions begins with an understanding of the advantages, as well as the basic elements, of a well written description. The end result should be approved and updated as needed. Having a better understanding of this process makes writing the job description a challenge rather than a chore.

  1. Job Placement Handbook.

    ERIC Educational Resources Information Center

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

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

  2. Job Instruction Training.

    ERIC Educational Resources Information Center

    Pfau, Richard H.

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

  3. Job Search Preparations.

    ERIC Educational Resources Information Center

    Lim, Adam

    Job search preparations are designed to teach and motivate people to systematically analyze potential or acquired skills and to relate and apply these skills realistically to present day and future labor market needs and openings. These preparations teach people how to systematically seek out job sources and prospects and to consistently and…

  4. 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…

  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. 4 CFR 4.2 - Performance appraisal.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... accurate evaluation of job performance on the basis of job-related criteria (which may include the extent... appraisals of job performance of employees; encourages employee participation in establishing...

  8. 4 CFR 4.2 - Performance appraisal.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... accurate evaluation of job performance on the basis of job-related criteria (which may include the extent... appraisals of job performance of employees; encourages employee participation in establishing...

  9. The teenage job hunter.

    PubMed

    Dunning, R E

    1975-03-01

    Job hunting is a significant aspect of occupational behavior and a task that recurs at intervals during the lifespan. Adolescents constitute a vulnerable population-at-risk in their efforts to enter the labor market. Their self-esteem, mastery, and sense of competency are at stake. This paper describes an adaptation of a method currently being used by business management firms that counsel executive clients in the job-hunting process. The method described is tailored to the needs of teenagers and is presented so that occupational therapists can use or modify the method for clients who lack confidence or experience in job hunting. PMID:1115215

  10. The Job Training and Job Satisfaction Survey Technical Manual

    ERIC Educational Resources Information Center

    Schmidt, Steven W.

    2004-01-01

    Job training has become an important aspect of an employee's overall job experience. However, it is not often called out specifically on instruments measuring job satisfaction. This technical manual details the processes used in the development and validation of a survey instrument to measure job training satisfaction and overall job…

  11. 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

  12. 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.

  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. PMID:26436441

  14. 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.

  15. "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.)

  16. 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.

  17. 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."

  18. 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." PMID:22458204

  19. 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.

  20. Operation Retrieval. Disadvantaged Youth: Problems of Job Placement, Job Creation, and Job Development.

    ERIC Educational Resources Information Center

    Ferman, Louis A.

    Operation Retrieval is a research project designed by the Department of Labor to review and assess the experiences of 55 experimental and demonstration projects for disadvantaged youth conducted during the period 1963-65, and to assess the impact of strategies in job placement, job creation, and job development. Job placement and development units…

  1. Characteristics of Rejection Letters and Their Effects on Job Applicants.

    ERIC Educational Resources Information Center

    Jablin, Fredric M.; Krone, Kathleen

    1984-01-01

    Describes the structural and content characteristics of actual employment rejection letters (sent following job screening interviews) and analyzes their impact on applicants' feelings about themselves and about the letters. Concludes that few of the letter characteristics affected applicants' feelings about themselves, but that a number were…

  2. 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.

  3. 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)

  4. 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…

  5. 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.

  6. Creating job descriptions and a job applicant wish list.

    PubMed

    Hills, Laura Sachs

    2003-01-01

    How can you recognize the best job applicant for an open position in your practice when he or she shows up at your door? The up-to-date, comprehensive job description will be your best guide. In this article, the author suggests what information should be included in job descriptions, who should write job descriptions for your practice, and when and how to determine appropriate salary and benefits for each job description. In addition, this article offers an important disclaimer for job descriptions that will protect you legally and that every employee in your practice should sign.

  7. 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

  8. Twelve-hour shifts: burnout or job satisfaction?

    PubMed

    Dall'Ora, Chiara; Griffiths, Peter; Ball, Jane

    Job satisfaction and burnout in the nursing workforce are global concerns. Not only do job satisfaction and burnout affect the quality and safety of care, but job satisfaction is also a factor in nurses' decisions to stay or leave their jobs. Shift patterns may be an important aspect influencing wellbeing and satisfaction among nurses. Many hospitals worldwide are moving to 12-hour shifts in an effort to improve efficiency and cope with nursing shortages. But what is the effect of these work patterns on the wellbeing of nurses working on hospital wards? This article reports on the results of a study performed in 12 European countries exploring whether 12-hour shifts are associated with burnout, job satisfaction and intention to leave the job.

  9. Twelve-hour shifts: burnout or job satisfaction?

    PubMed

    Dall'Ora, Chiara; Griffiths, Peter; Ball, Jane

    Job satisfaction and burnout in the nursing workforce are global concerns. Not only do job satisfaction and burnout affect the quality and safety of care, but job satisfaction is also a factor in nurses' decisions to stay or leave their jobs. Shift patterns may be an important aspect influencing wellbeing and satisfaction among nurses. Many hospitals worldwide are moving to 12-hour shifts in an effort to improve efficiency and cope with nursing shortages. But what is the effect of these work patterns on the wellbeing of nurses working on hospital wards? This article reports on the results of a study performed in 12 European countries exploring whether 12-hour shifts are associated with burnout, job satisfaction and intention to leave the job. PMID:27180462

  10. 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.

  11. The role of psychiatrists in community mental health centers: a survey of job descriptions.

    PubMed

    Diamond, R J; Goldfinger, S M; Pollack, D; Silver, M

    1995-12-01

    There is little data about the role of psychiatrists within CMHCs. To gain perspective on this issue, job descriptions for medical directors and staff psychiatrists were collected from 214 CMHCs. The data demonstrated that most CMHCs want fully trained psychiatrists involved in a variety of activities in addition to prescribing medication. Policy development was specifically included as part of the medical director's job for 69% of the CMHCs, and 50% mentioned training as part of the staff psychiatrist's job. Although job descriptions may not accurately reflect the actual roles of the psychiatrist in all cases, these data suggest that CMHCs support a multifaceted role for their psychiatrists.

  12. 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…

  13. Research Productivity and Job Satisfaction of University Faculty.

    ERIC Educational Resources Information Center

    Schultz, Jerelyn B.; Chung, Yonsuk L.

    1988-01-01

    The impact of work-related variables on research productivity and job satisfaction for university faculty was investigated. Questionnaires assessing work performance, demographic characteristics, and job satisfaction were completed by 132 faculty members. Type of appointment and involvement with professional organizations were found to predict…

  14. 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…

  15. 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.

  16. Comparison of simulated and actual wind shear radar data products

    NASA Technical Reports Server (NTRS)

    Britt, Charles L.; Crittenden, Lucille H.

    1992-01-01

    Prior to the development of the NASA experimental wind shear radar system, extensive computer simulations were conducted to determine the performance of the radar in combined weather and ground clutter environments. The simulation of the radar used analytical microburst models to determine weather returns and synthetic aperture radar (SAR) maps to determine ground clutter returns. These simulations were used to guide the development of hazard detection algorithms and to predict their performance. The structure of the radar simulation is reviewed. Actual flight data results from the Orlando and Denver tests are compared with simulated results. Areas of agreement and disagreement of actual and simulated results are shown.

  17. Political Skill as Moderator of Personality--Job Performance Relationships in Socioanalytic Theory: Test of the Getting Ahead Motive in Automobile Sales

    ERIC Educational Resources Information Center

    Blickle, Gerhard; Wendel, Stephanie; Ferris, Gerald R.

    2010-01-01

    Based on the socioanalytic perspective of performance prediction ([Hogan, 1991] and [Hogan and Shelton, 1998]), this study tests whether the motive to get ahead produces greater performance when interactively combined with social effectiveness. Specifically, we investigated whether interactions of the five-factor model constructs of extraversion…

  18. Effectiveness of Behavioral Skills Training on Staff Performance in a Job Training Setting for High-Functioning Adolescents with Autism Spectrum Disorders

    ERIC Educational Resources Information Center

    Palmen, Annemiek; Didden, Robert; Korzilius, Hubert

    2010-01-01

    Few studies have focused on improving staff performance in naturalistic training settings for high-functioning adolescents with autism spectrum disorders. Behavioral skills training, consisting of group instruction and supervisory feedback, was used to improve staff performance on (a) providing positive reinforcement, (b) providing error…

  19. 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.

  20. Books for the Job Hunt.

    ERIC Educational Resources Information Center

    Saltzman, Amy

    1992-01-01

    Reviews new and classic titles on career choice, job search methods, executive/professional job search, resume writing, and interviewing. Advises avoiding books with simplistic formulas and exercises or overt sales pitches for software, videos, and other products. (SK)