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Sample records for affect job performance

  1. 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.

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

    PubMed

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

    1999-06-01

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

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

    PubMed

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

    2015-07-01

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

  4. 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…

  5. 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.

  6. Trait Affect and Job Search Outcomes

    ERIC Educational Resources Information Center

    Cote, Stephane; Saks, Alan M.; Zikic, Jelena

    2006-01-01

    The present study examines the role of trait affect in job search. One hundred and twenty-three university students completed measures of positive and negative affectivity, conscientiousness, job search self-efficacy, job search clarity, and job search intensity during their last year of school while on the job market. At the end of the school…

  7. Measuring Clerical Job Performance

    ERIC Educational Resources Information Center

    Ronan, William W.; And Others

    1976-01-01

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

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

    DTIC Science & Technology

    2016-03-01

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

  9. 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…

  10. Job Performance and Job Satisfaction of Beginning Teachers.

    ERIC Educational Resources Information Center

    Pigge, Fred L.; Lovett, Martha T.

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

  11. Designing high-performance jobs.

    PubMed

    Simons, Robert

    2005-01-01

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

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

    PubMed

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

    2015-11-01

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

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

    PubMed Central

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

    2014-01-01

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

  14. 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.

  15. Simulating performance sensitivity of supercomputer job parameters.

    SciTech Connect

    Clearwater, Scott Harvey; Kleban, Stephen David

    2003-03-01

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

  16. [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.

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

    PubMed

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

    2005-03-01

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

  18. Job attitudes, job satisfaction, and job affect: A century of continuity and of change.

    PubMed

    Judge, Timothy A; Weiss, Howard M; Kammeyer-Mueller, John D; Hulin, Charles L

    2017-03-01

    Over the past 100 years, research on job attitudes has improved in the sophistication of methods and in the productive use of theory as a basis for fundamental research into questions of work psychology. Early research incorporated a diversity of methods for measuring potential predictors and outcomes of job attitudes. Over time, methods for statistically assessing these relationships became more rigorous, but the field also became narrower. In recent years, developments in theory and methodology have reinvigorated research, which now addresses a rich panoply of topics related to the daily flow of affect, the complexity of personal motives and dispositions, and the complex interplay of attitude objects and motivation in shaping behavior. Despite these apparent changes, a review of the concepts and substantive arguments that underpin this literature have remained remarkably consistent. We conclude by discussing how we expect that these major themes will be addressed in the future, emphasizing topics that have proven to be enduring guides for understanding the ways that people construe and react to their appraisals of their work. (PsycINFO Database Record

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

    ERIC Educational Resources Information Center

    Arvey, Richard D.; Neel, C. Warren

    1974-01-01

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

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

    PubMed

    Tuttas, Carol A

    2015-01-01

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

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

    PubMed

    Bond, Frank W; Bunce, David

    2003-12-01

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

  2. 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.…

  3. 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)

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

    PubMed

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

    2015-07-01

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

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

    ERIC Educational Resources Information Center

    Van Tilburg, Emmalou

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

  6. 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.

  7. Job performance aids: Human factoring maintenance procedures

    SciTech Connect

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

    1991-11-01

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

  8. Job Satisfaction and Performance in a Changing Environment.

    ERIC Educational Resources Information Center

    Siggins, Jack A.

    1992-01-01

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

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

    ERIC Educational Resources Information Center

    Mikulecky, Larry

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

  10. 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...

  11. 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...

  12. 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...

  13. 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...

  14. 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...

  15. Antecedents of Psychological Contract Breach: The Role of Job Demands, Job Resources, and Affect

    PubMed Central

    Vantilborgh, Tim; Bidee, Jemima; Pepermans, Roland; Griep, Yannick; Hofmans, Joeri

    2016-01-01

    While it has been shown that psychological contract breach leads to detrimental outcomes, relatively little is known about factors leading to perceptions of breach. We examine if job demands and resources predict breach perceptions. We argue that perceiving high demands elicits negative affect, while perceiving high resources stimulates positive affect. Positive and negative affect, in turn, influence the likelihood that psychological contract breaches are perceived. We conducted two experience sampling studies to test our hypotheses: the first using daily surveys in a sample of volunteers, the second using weekly surveys in samples of volunteers and paid employees. Our results confirm that job demands and resources are associated with negative and positive affect respectively. Mediation analyses revealed that people who experienced high job resources were less likely to report psychological contract breach, because they experienced high levels of positive affect. The mediating role of negative affect was more complex, as it increased the likelihood to perceive psychological contract breach, but only in the short-term. PMID:27171275

  16. Antecedents of Psychological Contract Breach: The Role of Job Demands, Job Resources, and Affect.

    PubMed

    Vantilborgh, Tim; Bidee, Jemima; Pepermans, Roland; Griep, Yannick; Hofmans, Joeri

    2016-01-01

    While it has been shown that psychological contract breach leads to detrimental outcomes, relatively little is known about factors leading to perceptions of breach. We examine if job demands and resources predict breach perceptions. We argue that perceiving high demands elicits negative affect, while perceiving high resources stimulates positive affect. Positive and negative affect, in turn, influence the likelihood that psychological contract breaches are perceived. We conducted two experience sampling studies to test our hypotheses: the first using daily surveys in a sample of volunteers, the second using weekly surveys in samples of volunteers and paid employees. Our results confirm that job demands and resources are associated with negative and positive affect respectively. Mediation analyses revealed that people who experienced high job resources were less likely to report psychological contract breach, because they experienced high levels of positive affect. The mediating role of negative affect was more complex, as it increased the likelihood to perceive psychological contract breach, but only in the short-term.

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

    ERIC Educational Resources Information Center

    DeWeaver, Mary J.; Huettner, Charles H.

    1988-01-01

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

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

    ERIC Educational Resources Information Center

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

    2016-01-01

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

  19. 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…

  20. 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…

  1. 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

  2. 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.

  3. Be Happy, Don't Wait: The Role of Trait Affect in Job Search

    ERIC Educational Resources Information Center

    Turban, Daniel B.; Lee, Felissa K.; Veiga, Serge P. da Motta; Haggard, Dana L.; Wu, Sharon Y.

    2013-01-01

    In this study we developed and tested a self-regulatory model of trait affect in job search. Specifically, we theorized that trait positive and negative affect would influence both motivation control and procrastination, and these mediating variables would, in turn, influence job search outcomes through job search intensity. Using longitudinal…

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

    ERIC Educational Resources Information Center

    Perrone, Philip A.

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

  5. 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…

  6. 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…

  7. 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.…

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

    PubMed

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

    2017-02-01

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

  9. An Examination of the Joint Effects of Affective Experiences and Job Beliefs on Job Satisfaction and Variations in Affective Experiences over Time.

    PubMed

    Weiss; Nicholas; Daus

    1999-04-01

    This study investigated the joint influences of episodic levels of pleasant mood at work and beliefs about one's job on judgments of job satisfaction, as well as examining the prediction of the patterns of affective states over time. Twenty-four managerial workers completed a diary during work hours which required them to report their mood state at four different times during the workday. The diaries were completed for 16 workdays. At a separate time they completed a measure of overall satisfaction, a Valence-Instrumentality-Expectancy (VIE) measure of beliefs about the job and two dispositional variables, dispositional happiness and affect intensity. Results showed that average levels of pleasant mood over the 16 days and VIE beliefs about the job made significant and independent contributions to the prediction of overall job satisfaction and did so over and above the contribution of dispositional happiness. Results also indicated that individual differences in affective intensity predicted the variability of pleasant mood over time as well as mean levels of mood activation. Finally, spectral analyses applied to the series of mood observations showed that the variability over time in the series of mood observations showed two definite cycles, one corresponding to a daily cycle and one corresponding to a two-period oscillation in mood. Results are discussed in terms of the joint influences of affective experiences and job beliefs on job attitudes and the importance of studying affect over time independent of job satisfaction. Copyright 1999 Academic Press.

  10. Factors affecting allied health faculty job satisfaction: a literature review.

    PubMed

    Romig, Barbara; O'Sullivan Maillet, Julie; Denmark, Robert M

    2011-01-01

    Evidence in the literature suggests job satisfaction can make a difference in keeping qualified workers on the job, but little research has been conducted focusing specifically on allied health faculty. In order to attract and retain top quality faculty, colleges and universities should understand the variables impacting faculty satisfaction and develop a plan to enhance satisfaction. An integrative literature review (CINHAL, ERIC, Journal of Allied Health, Chronicle of Higher Education, Research in Higher Education, and current books on job satisfaction) of faculty job satisfaction and dissatisfaction produced a variety of publications presenting the key determinants of job satisfaction by allied health faculty in the United States. The purpose of the analysis was to examine the various factors that influence job satisfaction, especially by allied health faculty, in institutions of higher education in the U.S. The procedure used for this analysis consisted of reviewing allied health and higher education faculty studies to identify factors influencing job satisfaction, research questions, sample size reported, instruments used for measurement of job satisfaction, and job satisfaction results. While the theoretical models of allied health and higher education faculty job satisfaction exist separately in the literature, their remarkable similarities permit the prospect of a contemporary framework of the essential components of job satisfaction. Potential opportunities for continuing research on the personal and professional variables impacting job satisfaction of allied health faculty and similar disciplines are presented.

  11. 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…

  12. 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…

  13. Affect networks: a structural analysis of the relationship between work ties and job-related affect.

    PubMed

    Totterdell, Peter; Wall, Toby; Holman, David; Diamond, Holly; Epitropaki, Olga

    2004-10-01

    The relationship between organizational networks and employees' affect was examined in 2 organizations. In Study 1, social network analysis of work ties and job-related affect for 259 employees showed that affect converged within work interaction groups. Similarity of affect between employees depended on the presence of work ties and structural equivalence. Affect was also related to the size and density of employees' work networks. Study 2 used a 10-week diary study of 31 employees to examine a merger of 2 organizational divisions and found that negative changes in employees' affect were related to having fewer cross-divisional ties and to experiencing greater reductions in network density. The findings suggest that affect permeates through and is shaped by organizational networks.

  14. Individual, Organizational, and Job Factors Affecting the Quality of Work Life Among Navy Nurse Corps Officers

    DTIC Science & Technology

    1987-03-01

    predicted performance, job satisfaction, turnover, and perceived quality of nursing care in the Navy. The majority of nurses were dissatisfied or ambivalent...with the quality of nursing care delivered in the Navy, and they were dissatisfied or ambivalent with the quality of their work lives. Keywords: Job satisfaction, Job performance, Quality of nursing care .

  15. 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

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

    SciTech Connect

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

    1993-12-31

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

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

    ERIC Educational Resources Information Center

    Funk, Charles Dennis

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

  18. 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.

  19. The Economic Benefits of Predicting Job Performance

    DTIC Science & Technology

    1989-09-01

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

  20. 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…

  1. Cognitive skills affect economic preferences, strategic behavior, and job attachment.

    PubMed

    Burks, Stephen V; Carpenter, Jeffrey P; Goette, Lorenz; Rustichini, Aldo

    2009-05-12

    Economic analysis has so far said little about how an individual's cognitive skills (CS) are related to the individual's economic preferences in different choice domains, such as risk taking or saving, and how preferences in different domains are related to each other. Using a sample of 1,000 trainee truckers we report three findings. First, there is a strong and significant relationship between an individual's CS and preferences. Individuals with better CS are more patient, in both short- and long-run. Better CS are also associated with a greater willingness to take calculated risks. Second, CS predict social awareness and choices in a sequential Prisoner's Dilemma game. Subjects with better CS more accurately forecast others' behavior and differentiate their behavior as a second mover more strongly depending on the first-mover's choice. Third, CS, and in particular, the ability to plan, strongly predict perseverance on the job in a setting with a substantial financial penalty for early exit. Consistent with CS being a common factor in all of these preferences and behaviors, we find a strong pattern of correlation among them. These results, taken together with the theoretical explanation we offer for the relationships we find, suggest that higher CS systematically affect preferences and choices in ways that favor economic success.

  2. 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

  3. 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…

  4. 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…

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

    PubMed

    Abramis, D J

    1994-08-01

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

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

    PubMed

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

    2002-02-01

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

  7. A personality trait-based interactionist model of job performance.

    PubMed

    Tett, Robert P; Burnett, Dawn D

    2003-06-01

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

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

    ERIC Educational Resources Information Center

    Afshar, Hassan Soodmand; Doosti, Mehdi

    2016-01-01

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

  9. 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…

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

    ERIC Educational Resources Information Center

    Bella, Surjit K.; Huba, Mary E.

    1982-01-01

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

  11. 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…

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

    PubMed

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

    2012-03-01

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

  13. Effects of Humor on Teacher Stress, Affect, and Job Satisfaction

    ERIC Educational Resources Information Center

    Shirley, Jacqueline Dena

    2013-01-01

    Teachers are at high risk for stress, negative emotion, and job dissatisfaction, which has been linked with health problems and early attrition. Humor has been found to relieve various forms of stress. However, there is a gap in the literature regarding humor effects on teacher stress and its related consequences. The purpose of this quantitative,…

  14. 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...

  15. 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...

  16. 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...

  17. 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...

  18. 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...

  19. 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...

  20. 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...

  1. 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...

  2. 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...

  3. 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...

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

    ERIC Educational Resources Information Center

    Ammerman, Harry L.

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

  5. Does trait affectivity predict work-to-family conflict and enrichment beyond job characteristics?

    PubMed

    Tement, Sara; Korunka, Christian

    2013-01-01

    The present study examines whether negative and positive affectivity (NA and PA, respectively) predict different forms of work-to-family conflict (WFC-time, WFC-strain, WFC-behavior) and enrichment (WFE-development, WFE-affect, WFE-capital) beyond job characteristics (workload, autonomy, variety, workplace support). Furthermore, interactions between job characteristics and trait affectivity while predicting WFC and WFE were examined. Using a large sample of Slovenian employees (N = 738), NA and PA were found to explain variance in WFC as well as in WFE above and beyond job characteristics. More precisely, NA significantly predicted WFC, whereas PA significantly predicted WFE. In addition, several interactive effects were found to predict forms of WFC and WFE. These results highlight the importance of trait affectivity in work-family research. They provide further support for the crucial impact of job characteristics as well.

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

    ERIC Educational Resources Information Center

    Day, David V.; Silverman, Stanley B.

    1989-01-01

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

  7. 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…

  8. 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.…

  9. 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…

  10. Air Force Job Performance Appraisal System.

    DTIC Science & Technology

    1984-11-01

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

  11. The Affective Consequences of Service Work: Managing Emotions on the Job.

    ERIC Educational Resources Information Center

    Wharton, Amy S.

    1993-01-01

    Data from 622 workers (83% in hospitals, 17% banks) showed that workers who perform emotional labor (requiring public contact and production of emotional state in customers) are no more likely to suffer emotional exhaustion, especially those with higher job autonomy. Women and those with high autonomy express more job satisfaction. Self-selection…

  12. Identifying the factors that affect the job satisfaction of early career Notre Dame graduate physiotherapists.

    PubMed

    Bacopanos, Eleni; Edgar, Susan

    2016-01-18

    Objective Previous studies have highlighted the short career intentions and high attrition rates of physiotherapists from the profession. The aim of the present study was to examine the job satisfaction and attrition rates of early career physiotherapists graduating from one Western Australian university.Methods A self-administered online survey was conducted of 157 Notre Dame physiotherapy graduates (2006-2012), incorporating a job satisfaction rating scale.Results Results showed that lowered job satisfaction was related to working in the cardiorespiratory area of physiotherapy and working in multiple jobs since graduation. The majority of graduates did not predict a long-term career in physiotherapy, highlighting a lack of career progression and limited scope of practice as influential factors.Conclusions Job satisfaction in early career physiotherapists varies across different clinical areas of practice related to several factors, including challenge and flexibility. New roles in the profession, including extended scope roles, may impact on the future job satisfaction of physiotherapists. Further studies are needed to explore the effect of these roles on workforce trends, including attrition rates.What is known about the topic? Physiotherapists predict careers of 10 years or less on entry into the profession. No previous studies have explored the individual factors influencing job satisfaction in early career physiotherapists across different clinical settings.What does this paper add? This study highlights specific factors influencing the job satisfaction of early career physiotherapists, including clinical area of practice. Physiotherapists working in the cardiorespiratory area were less satisfied, as were physiotherapists undertaking multiple positions since graduation.What are the implications for practitioners? This study informs employers and workforce planners on the factors affecting job satisfaction in early career physiotherapists. In addition

  13. 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.

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

    DTIC Science & Technology

    1994-08-01

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

  15. 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...

  16. 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...

  17. 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...

  18. 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...

  19. 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...

  20. 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...

  1. 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...

  2. 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...

  3. 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...

  4. 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...

  5. 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...

  6. 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...

  7. 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...

  8. 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…

  9. Factors affecting job satisfaction and their correlation with educational standards among dental assistants.

    PubMed

    Al Jazairy, Yousra H; Halawany, Hassan Suliman; Hussainan, Nawaf Al; Maflehi, Nassr Al; Abraham, Nimmi Biju; Jacob, Vimal

    2014-01-01

    A disparity exists in the educational qualifications of dental assistants working in various public and private institutions in Riyadh, Saudi Arabia. The aim of this study was to assess the influence of professional and personal characteristics on job satisfaction among dental assistants. A cross-sectional survey was performed among dental assistants using a 24-item self-administered questionnaire. Multinomial logistic regression was used to assess the relationship between overall job satisfaction and other variables. The overall response rate was 72.1%. Factor analysis suggested that five underlying factors were related to job satisfaction. The mean score for overall job satisfaction was 3.86 (satisfied) out of 5. Among the work environment factors, the highest mean score, 4.26 (satisfied), was obtained for quality of service, and the lowest mean score, 2.78 (neutral), was obtained for the perception of income. The income and general prospects of the profession was significantly associated with overall job satisfaction. This study suggests that for dental assistants, professional and personal life, quality of service, perception of income and prestige and self-respect are important factors for job satisfaction. Despite differences in professional formation standards, in general, the study participants were considerably satisfied with their jobs.

  10. 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...

  11. 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...

  12. 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...

  13. 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…

  14. 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…

  15. 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…

  16. Quantum Tunneling Affects Engine Performance.

    PubMed

    Som, Sibendu; Liu, Wei; Zhou, Dingyu D Y; Magnotti, Gina M; Sivaramakrishnan, Raghu; Longman, Douglas E; Skodje, Rex T; Davis, Michael J

    2013-06-20

    We study the role of individual reaction rates on engine performance, with an emphasis on the contribution of quantum tunneling. It is demonstrated that the effect of quantum tunneling corrections for the reaction HO2 + HO2 = H2O2 + O2 can have a noticeable impact on the performance of a high-fidelity model of a compression-ignition (e.g., diesel) engine, and that an accurate prediction of ignition delay time for the engine model requires an accurate estimation of the tunneling correction for this reaction. The three-dimensional model includes detailed descriptions of the chemistry of a surrogate for a biodiesel fuel, as well as all the features of the engine, such as the liquid fuel spray and turbulence. This study is part of a larger investigation of how the features of the dynamics and potential energy surfaces of key reactions, as well as their reaction rate uncertainties, affect engine performance, and results in these directions are also presented here.

  17. Factors Affecting Job Motivation among Health Workers: A Study From Iran

    PubMed Central

    Daneshkohan, Abbas; Zarei, Ehsan; Mansouri, Tahere; Maajani, Khadije; Ghasemi, Mehri Siyahat; Rezaeian, Mohsen

    2015-01-01

    Objective: Human resources are the most vital resource of any organizations which determine how other resources are used to accomplish organizational goals. This research aimed to identity factors affecting health workers’ motivation in Shahid Beheshti University of Medical Sciences (SBUMS). Method: This is a cross-sectional survey conducted with participation of 212 health workers of Tehran health centers in November and December 2011. The data collection tool was a researcher-developed questionnaire that included 17 motivating factors and 6 demotivating factors and 8 questions to assess the current status of some factors. Validity and reliability of the tool were confirmed. Data were analyzed with descriptive and analytical statistical tests. Results: The main motivating factors for health workers were good management, supervisors and managers’ support and good working relationship with colleagues. On the other hand, unfair treatment, poor management and lack of appreciation were the main demotivating factors. Furthermore, 47.2% of health workers believed that existing schemes for supervision were unhelpful in improving their performance. Conclusion: Strengthening management capacities in health services can increase job motivation and improve health workers’ performance. The findings suggests that special attention should be paid to some aspects such as management competencies, social support in the workplace, treating employees fairly and performance management practices, especially supervision and performance appraisal. PMID:25948438

  18. 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.

  19. Job strain in different types of employment affects the immune response.

    PubMed

    Boscolo, Paolo; Forcella, Laura; Reale, Marcella; Vianale, Giovina; Battisti, Uliano; Bonfiglioli, Roberta; Cortini, Michela; Di Giampaolo, Luca; Di Donato, Angela; Salerno, Silvana

    2012-01-01

    The immune system, in cooperation with neuroendocrine functions, defends from cancer and infections mainly by the activity of blood natural killer (NK) cells. Blood NK activity may be influenced by the type of employment since work is the central part of life; moreover, job stress is a situation affecting both neuroendocrine and immune systems. This study examines anxiety (by STAI 1 and 2), job strain (by the Karasek's JCQ) and blood NK activity (by an in vitro radio-isotopic method) of 134 male workers. These men, over 38 years old with stable employment, were working in factories, in construction yards, in offices, as hospital attendants or as self-employed craftsmen. Workers in factories and in construction yards, with high job strain, showed lower NK activity, while office employees, with low job demand, and craftsmen with low anxiety and elevated decision latitude, showed higher NK activity; the level of NK activity of the hospital attendants was between the other groups. In conclusion, this study confirms that the type of employment, related to job stress, affects blood NK activity. Moreover, blood NK activity may be used in the bio-monitoring of workers at high risk.

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

    PubMed

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

    2004-01-01

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

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

    PubMed

    Schat, Aaron; Frone, Michael R

    2011-01-01

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

  2. 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

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

    PubMed

    Tzeng, Huey-Ming

    2004-07-01

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

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

    ERIC Educational Resources Information Center

    Robinson, James D.; Nussbaum, Jon F.

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

  5. 20 CFR 670.980 - What are the indicators of performance for Job Corps?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

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

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

    ERIC Educational Resources Information Center

    Westfall, Richard E., Jr.

    2012-01-01

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

  7. 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.

  8. 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.

  9. 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.

  10. Job insecurity and employability in fixed-term contractors, agency workers, and permanent workers: associations with job satisfaction and affective organizational commitment.

    PubMed

    De Cuyper, Nele; Notelaers, Guy; De Witte, Hans

    2009-04-01

    This study investigates how job insecurity and employability relate to job satisfaction and affective organizational commitment in permanent workers, fixed-term contract workers, and temporary agency workers. The authors hypothesized that (a) job insecurity relates negatively to job satisfaction and affective organizational commitment, and this relationship is strongest in permanent workers and weakest in temporary agency workers; and that (b) employability relates positively to job satisfaction and negatively to affective organizational commitment, and this relationship is strongest in temporary agency workers and weakest in permanent workers. Hypotheses were tested in workers (permanent: n = 329; fixed term; n = 160; temporary agency: n = 89) from 23 Belgian organizations. The results show that job insecurity related negatively to the outcomes for permanent workers and temporary agency workers. This relationship was not significant for fixed-term contract workers. Employability related negatively to the outcomes for fixed-term contract workers and temporary agency workers, and this relationship was not significant for permanent workers. The 3 groups had different interpretations of what constitutes a stressor and about what signals a good employment relationship.

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

    PubMed

    Zhang, Xiaomeng; Bartol, Kathryn M

    2010-09-01

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

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

    PubMed

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

    2017-01-01

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

  13. Job Satisfaction and Organizational Commitment: Affective Commitment Predictors in a Group of Professionals

    NASA Astrophysics Data System (ADS)

    Ferretti, Maria Santa

    Job satisfaction and organizational commitment have long been identified as relevant factors for the well-being of individuals within an organization and the success of the organization itself. As the well-being can be, in principle, considered as emergent from the influence of a number of factors, the main goal of a theory of organizations is to identify these factors and the role they can play. In this regard job satisfaction and organizational commitment have been often identified with structural factors allowing an organization to be considered as a system, or a wholistic entity, rather than a simple aggregate of individuals. Furthermore, recent studies have shown that job satisfaction has a significant, direct effect on determining individuals' attachment to an organization and a significant but indirect effect on their intention to leave a company. However, a complete assessment of the role of these factors in establishing and keeping the emergence of an organization is still lacking, due to shortage of measuring instruments and to practical difficulties in interviewing organization members. The present study aims to give a further contribution to what is currently known about the relationship between job satisfaction and affective commitment by using a group of professionals, all at management level. A questionnaire to measure these constructs, following a pilot study, was designed and administered to 1042 participants who were all professionals and had the title of industrial manager or director. The factors relating to job satisfaction and the predictive value of these factors (to predict an employee's emotional involvement with their organization) were simultaneously tested by a confirmative factorial model. The results were generalized with a multi-sample procedure by using models of structural equations. This procedure was used to check whether these factors could be considered or not as causes producing the measured affective commitment. The results

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

    ERIC Educational Resources Information Center

    Hunter, John E.

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

  15. 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

  16. 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

  17. 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,…

  18. 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…

  19. 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)…

  20. 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

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

    PubMed Central

    Veerasamy, Chanthiran; Sambasivan, Murali; Kumar, Naresh

    2013-01-01

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

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

    PubMed

    Veerasamy, Chanthiran; Sambasivan, Murali; Kumar, Naresh

    2013-01-01

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

  3. 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...

  4. 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...

  5. 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...

  6. 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...

  7. 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...

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

    ERIC Educational Resources Information Center

    Murtedjo; Suharningsih

    2016-01-01

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

  9. 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…

  10. 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…

  11. Individual Characteristics Influencing Physicians’ Perceptions of Job Demands and Control: The Role of Affectivity, Work Engagement and Workaholism

    PubMed Central

    Mazzetti, Greta; Biolcati, Roberta; Guglielmi, Dina; Vallesi, Caryn; Schaufeli, Wilmar B.

    2016-01-01

    The first purpose of the present study was to investigate the role of individual characteristics, i.e., positive and negative affectivity, in explaining the different perception of job control and job demands in a particularly demanding environment such as the healthcare setting. In addition, we aimed to explore the mediational role of work engagement and workaholism using the Job Demands-Resources Model as a theoretical framework. Data were collected using a sample of 269 Italian head physicians working in nine general hospitals. To test our hypotheses, the collected data were analyzed with structural equation modeling. Moreover, Sobel Test and bootstrapping were employed to assess the mediating hypotheses. Our results indicated that positive affectivity is related to work engagement, which, in its turn, showed a positive association with job control. In addition, workaholism mediated the relationship between negative affectivity and job demands. All in all, this study represents a first attempt to explore the role of trait affectivity as a dispositional characteristic able to foster the level of work engagement and workaholism exhibited by employees and, in turn, to increase the perceived levels of job control and job demands. PMID:27275828

  12. Individual Characteristics Influencing Physicians' Perceptions of Job Demands and Control: The Role of Affectivity, Work Engagement and Workaholism.

    PubMed

    Mazzetti, Greta; Biolcati, Roberta; Guglielmi, Dina; Vallesi, Caryn; Schaufeli, Wilmar B

    2016-06-06

    The first purpose of the present study was to investigate the role of individual characteristics, i.e., positive and negative affectivity, in explaining the different perception of job control and job demands in a particularly demanding environment such as the healthcare setting. In addition, we aimed to explore the mediational role of work engagement and workaholism using the Job Demands-Resources Model as a theoretical framework. Data were collected using a sample of 269 Italian head physicians working in nine general hospitals. To test our hypotheses, the collected data were analyzed with structural equation modeling. Moreover, Sobel Test and bootstrapping were employed to assess the mediating hypotheses. Our results indicated that positive affectivity is related to work engagement, which, in its turn, showed a positive association with job control. In addition, workaholism mediated the relationship between negative affectivity and job demands. All in all, this study represents a first attempt to explore the role of trait affectivity as a dispositional characteristic able to foster the level of work engagement and workaholism exhibited by employees and, in turn, to increase the perceived levels of job control and job demands.

  13. Prediction of Job Performance: Review of Military Studies

    DTIC Science & Technology

    1982-03-01

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

  14. 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.

  15. 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…

  16. 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,…

  17. 20 CFR 670.980 - What are the indicators of performance for Job Corps?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

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

  18. 20 CFR 670.975 - How is the performance of the Job Corps program assessed?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

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

  19. 20 CFR 670.980 - What are the indicators of performance for Job Corps?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

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

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

    Code of Federal Regulations, 2014 CFR

    2014-04-01

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

  1. 20 CFR 670.975 - How is the performance of the Job Corps program assessed?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

  2. Performance Assessment in CTE: Focusing on the Cognitive, Psychomotor ...and Affective Domains

    ERIC Educational Resources Information Center

    Washer, Bart; Cochran, Lori

    2012-01-01

    When a student is performing in the psychomotor domain, the authors believe the student is also performing in the cognitive domain (sequencing steps, evaluating the situation) and in the affective domain (appreciating a job well done, quality control, safety). As Dabney Doty, former instructor at the University of Central Missouri, stated, "There…

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

    ERIC Educational Resources Information Center

    Zhang, Xiaomeng; Bartol, Kathryn M.

    2010-01-01

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

  4. 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.

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

    DTIC Science & Technology

    1980-05-01

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

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

    PubMed

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

    2006-01-01

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

  7. 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…

  8. 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,…

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

    PubMed

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

    2016-10-02

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

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

    PubMed Central

    Cortini, Michela; Pivetti, Monica; Cervai, Sara

    2016-01-01

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

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

    PubMed

    Cortini, Michela; Pivetti, Monica; Cervai, Sara

    2016-01-01

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

  12. HOW JOB CHARACTERISTICS AFFECT INTERNATIONAL MIGRATION: THE ROLE OF INFORMALITY IN MEXICO

    PubMed Central

    Blanchard, Sarah

    2016-01-01

    Despite the importance given to employment opportunities as a primary motive for migration, previous studies have paid insufficient attention to the kinds of jobs that are more likely to retain workers in their countries of origin. We use information from a panel survey of Mexican adults to examine how job characteristics affect the risk of international migration. The sampling strategy and overall size of the survey allow us to analyze the effect of employment characteristics on migration from urban areas, which have much greater labor market diversity, and to separate our analysis by gender. We also distinguish migrants according to whether they migrate for work or for other reasons. We find informality to be a significant predictor of international migration. Even after controlling for individual factors including workers’ wages, as well as various household- and community-level predictors, we find that workers employed in the informal sector have significantly higher odds of migrating than their counterparts in the formal sector. The pervasive nature of informality in many developing countries from which a high proportion of international migrants originate may therefore create a constant supply of workers who are predisposed to migrate. Our findings thus have important implications for a proper understanding of the effects of economic development on migration. PMID:23073750

  13. How job characteristics affect international migration: the role of informality in Mexico.

    PubMed

    Villarreal, Andrés; Blanchard, Sarah

    2013-04-01

    Despite the importance given to employment opportunities as a primary motive for migration, previous studies have paid insufficient attention to the kinds of jobs that are more likely to retain workers in their countries of origin. We use information from a panel survey of Mexican adults to examine how job characteristics affect the risk of international migration. The sampling strategy and overall size of the survey allow us to analyze the effect of employment characteristics on migration from urban areas, which have much greater labor market diversity, and to separate our analysis by gender. We also distinguish migrants according to whether they migrate for work or for other reasons. We find informality to be a significant predictor of international migration. Even after controlling for individual factors including workers' wages, as well as various household- and community-level predictors, we find that workers employed in the informal sector have significantly higher odds of migrating than their counterparts in the formal sector. The pervasive nature of informality in many developing countries from which a high proportion of international migrants originate may therefore create a constant supply of workers who are predisposed to migrate. Our findings thus have important implications for a proper understanding of the effects of economic development on migration.

  14. Does posttraumatic stress disorder (PTSD) affect performance?

    PubMed

    LeBlanc, Vicki R; Regehr, Cheryl; Jelley, R Blake; Barath, Irene

    2007-08-01

    Research has increasingly identified alarming levels of traumatic stress symptoms in individuals working in emergency services and other high stress jobs. This study examined the effects of prior critical incident exposure and current posttraumatic symptoms on the performance of a nonpatient population, police recruits, during an acutely stressful event. A stressful policing situation was created through the use of a video simulator room that was responsive to actions of participants. The performance of participants to the simulated emergency was evaluated by 3 independent blinded raters. Prior exposure to critical incidents was measured using the Critical Incident History Questionnaire and current level of traumatic stress symptoms was measured using the Impact of Events Scale-Revised. Neither previous exposure to critical incidents nor trauma symptoms correlated with performance level. Recruits with high or severe levels of trauma symptoms did not demonstrate impairments in judgment, communication, or situation control compared with their colleagues with lesser or no trauma symptoms. On the basis of these findings, there is no reason to believe that police recruits with PTSD are prone to making errors of communication or judgment that would place them or others at increased risk.

  15. A job interview in the MRI scanner: How does indirectness affect addressees and overhearers?

    PubMed

    Bašnáková, Jana; van Berkum, Jos; Weber, Kirsten; Hagoort, Peter

    2015-09-01

    In using language, people not only exchange information, but also navigate their social world - for example, they can express themselves indirectly to avoid losing face. In this functional magnetic resonance imaging study, we investigated the neural correlates of interpreting face-saving indirect replies, in a situation where participants only overheard the replies as part of a conversation between two other people, as well as in a situation where the participants were directly addressed themselves. We created a fictional job interview context where indirect replies serve as a natural communicative strategy to attenuate one's shortcomings, and asked fMRI participants to either pose scripted questions and receive answers from three putative job candidates (addressee condition) or to listen to someone else interview the same candidates (overhearer condition). In both cases, the need to evaluate the candidate ensured that participants had an active interest in comprehending the replies. Relative to direct replies, face-saving indirect replies increased activation in medial prefrontal cortex, bilateral temporo-parietal junction (TPJ), bilateral inferior frontal gyrus and bilateral middle temporal gyrus, in active overhearers and active addressees alike, with similar effect size, and comparable to findings obtained in an earlier passive listening study (Bašnáková et al., 2014). In contrast, indirectness effects in bilateral anterior insula and pregenual ACC, two regions implicated in emotional salience and empathy, were reliably stronger in addressees than in active overhearers. Our findings indicate that understanding face-saving indirect language requires additional cognitive perspective-taking and other discourse-relevant cognitive processing, to a comparable extent in active overhearers and addressees. Furthermore, they indicate that face-saving indirect language draws upon affective systems more in addressees than in overhearers, presumably because the addressee

  16. 20 CFR 670.980 - What are the indicators of performance for Job Corps?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

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

  17. 20 CFR 670.620 - Are Job Corps students eligible to receive cash allowances and performance bonuses?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

  18. 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…

  19. Job Satisfaction.

    DTIC Science & Technology

    1979-07-01

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

  20. 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…

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

    PubMed

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

    2009-11-01

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

  2. Building Affective Commitment to Organization among Chinese University Teachers: The Roles of Organizational Justice and Job Burnout

    ERIC Educational Resources Information Center

    Li, Yongzhan

    2014-01-01

    In view of the benefit of improving employees' organization commitment, it is important to study the major influencing factors of organization commitment. According to previous literature, organizational justice and job burnout have been considered two major influencing variables of affective commitment; however, little empirical research can be…

  3. Factors Affecting Motivation and Job Satisfaction of Academic Staff of Universities in South-South Geopolitical Zone of Nigeria

    ERIC Educational Resources Information Center

    Osakwe, Regina N.

    2014-01-01

    This study determined the factors affecting motivation and job satisfaction of non-management academic staff of universities in South-South geopolitical zone of Nigeria. It employed an expost-facto research design. Three research questions and two hypotheses were raised for the study. A sample of four hundred and fifty non-management academic…

  4. Error framing effects on performance: cognitive, motivational, and affective pathways.

    PubMed

    Steele-Johnson, Debra; Kalinoski, Zachary T

    2014-01-01

    Our purpose was to examine whether positive error framing, that is, making errors salient and cuing individuals to see errors as useful, can benefit learning when task exploration is constrained. Recent research has demonstrated the benefits of a newer approach to training, that is, error management training, that includes the opportunity to actively explore the task and framing errors as beneficial to learning complex tasks (Keith & Frese, 2008). Other research has highlighted the important role of errors in on-the-job learning in complex domains (Hutchins, 1995). Participants (N = 168) from a large undergraduate university performed a class scheduling task. Results provided support for a hypothesized path model in which error framing influenced cognitive, motivational, and affective factors which in turn differentially affected performance quantity and quality. Within this model, error framing had significant direct effects on metacognition and self-efficacy. Our results suggest that positive error framing can have beneficial effects even when tasks cannot be structured to support extensive exploration. Whereas future research can expand our understanding of error framing effects on outcomes, results from the current study suggest that positive error framing can facilitate learning from errors in real-time performance of tasks.

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

    DTIC Science & Technology

    1984-12-01

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

  6. 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…

  7. An Empirical Study about the Critical Factors Affecting MIS Students' Job Opportunities

    ERIC Educational Resources Information Center

    Fang, Xiang; Lee, Sooun

    2005-01-01

    For the first time in many years, Management Information Systems (MIS) students and faculty are seeking ways to improve full-time job placement for program graduates. Due to sharp IT budget cuts, the slowing economy, and outsourcing, job opportunities for MIS graduates have become scarcer than ever before. In addition to achieving good academic…

  8. Factors Affecting the Job Satisfaction of Latino/a Immigrants in the Midwest

    ERIC Educational Resources Information Center

    Valdivia, Corinne; Flores, Lisa Y.

    2012-01-01

    This study examined the job satisfaction of 253 Latino/a newcomers in three rural communities in the Midwest. Specifically, the authors explored the effects of ethnic identity, Anglo acculturation, Latino/a acculturation, perceptions of the community (social relations, discrimination/racism, and language pressures), job tenure, work hours, and…

  9. 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…

  10. 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.

  11. 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.

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

    ERIC Educational Resources Information Center

    Carter, Erik W.; Wehby, Joseph H.

    2003-01-01

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

  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. 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...

  15. 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…

  16. 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…

  17. 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…

  18. 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…

  19. 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…

  20. 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.

  1. 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…

  2. 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…

  3. 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.…

  4. 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…

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

    ERIC Educational Resources Information Center

    Mikulecky, Larry; Ehlinger, Jeanne

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

  6. 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…

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

    ERIC Educational Resources Information Center

    Greenhaus, Jeffrey H.; And Others

    1987-01-01

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

  8. 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…

  9. 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'…

  10. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  11. 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…

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

    ERIC Educational Resources Information Center

    Yelboga, Atilla; Tavsancil, Ezel

    2010-01-01

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

  13. 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…

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

    ERIC Educational Resources Information Center

    Cohen, Stephen L.; Penner, Louis A.

    1976-01-01

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

  15. 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…

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

    ERIC Educational Resources Information Center

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

    1980-01-01

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

  17. 29 CFR 785.12 - Work performed away from the premises or job site.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  18. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

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

    PubMed

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

    2006-11-01

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

  20. The Post-Deployment Reintegration Scale: Associations with Organizational Commitment, Job-Related Affect, and Career Intentions

    DTIC Science & Technology

    2006-11-01

    The post-deployment reintegration scale: Associations with organizational commitment, job-related affect, and career intentions Ann-Renée Blais...Recherche et développement pour la défense Canada DEFENCE DÉFENSE & The post-deployment reintegration scale: Associations with organizational... reintegration can lead to intra- and/or inter-personal changes that may influence the quality of their relationships with family, friends, and

  1. Factors affecting the job satisfaction levels and quit intentions of academic nurses.

    PubMed

    Altuntaş, Serap

    2014-04-01

    The descriptively designed study was conducted in order to determine academic nurses' job satisfaction levels, intention of leaving job and effective reasons. The study was implemented in 10 nursing schools offering postgraduate and doctoral education in Turkey, and data was collected from academics working in these schools who agreed to participate in the study. After obtaining the required approval from the ethics committees and institutional permissions, data was collected from 248 academic nurses using a personal information form and a "Job Satisfaction Scale" between June 2009 and January 2010. The data was analyzed by frequency and percentage distribution, using Cronbach's Alpha coefficient, ANOVA, Qui-Square and Tukey's HSD test for advanced analysis methods with SPSS 11.5 statistics packet software. This study concludes that academic nurses are moderately satisfied with their jobs. In addition, job satisfaction was found to be lower among research assistants, assistant professors, nurses with less than 10 years of academic experience, nurses who have completed their doctorate dissertations, or who are working on appointment or contract basis.

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

    ERIC Educational Resources Information Center

    Woeste, John Theodore

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

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

    ERIC Educational Resources Information Center

    Cooper, William H.

    1983-01-01

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

  4. Old and Unemployable? How Age‐Based Stereotypes Affect Willingness to Hire Job Candidates

    PubMed Central

    Swift, Hannah J.; Drury, Lisbeth

    2016-01-01

    Across the world, people are required, or want, to work until an increasingly old age. But how might prospective employers view job applicants who have skills and qualities that they associate with older adults? This article draws on social role theory, age stereotypes and research on hiring biases, and reports three studies using age‐diverse North American participants. These studies reveal that: (1) positive older age stereotype characteristics are viewed less favorably as criteria for job hire, (2) even when the job role is low‐status, a younger stereotype profile tends to be preferred, and (3) an older stereotype profile is only considered hirable when the role is explicitly cast as subordinate to that of a candidate with a younger age profile. Implications for age‐positive selection procedures and ways to reduce the impact of implicit age biases are discussed. PMID:27635102

  5. Relational trustworthiness: how status affects intra-organizational inequality in job autonomy.

    PubMed

    Campos-Castillo, Celeste; Ewoodzie, Kwesi

    2014-03-01

    Recent accounts of trustworthiness have moved away from treating it as a stable, individual-level attribute toward viewing it as a variable situated in a relational context, but have not been formalized or supported empirically. We extend status characteristics theory (SCT) to develop formal propositions about relational trustworthiness. We posit that members of task- and collectively oriented groups (non-consciously) infer three qualities from their relative status that are commonly used to determine an individual's trustworthiness: ability, benevolence, and integrity. We apply our formalization to clarify ambiguities regarding intra-organizational job autonomy inequality, thereby linking SCT to broader disparities rooted in job autonomy. We analyze data from a vignette experiment and the General Social Survey to test incrementally how well our propositions generalize across different settings and populations. Results generally support our proposed links between status and intra-organizational job autonomy. We discuss implications for SCT in understanding broader patterns of inequalities.

  6. Does Participative Decision Making Affect Lecturer Performance in Higher Education?

    ERIC Educational Resources Information Center

    Sukirno, D. S.; Siengthai, Sununta

    2011-01-01

    Purpose: The relationship between participation and job performance has captured the interest of not only business researchers but also education researchers. However, the topic has not gained significant attention in the educational management research arena. The purpose of this paper is to empirically examine the impact of participation in…

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

    DTIC Science & Technology

    1981-01-01

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

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

    DTIC Science & Technology

    2012-03-22

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

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

    PubMed

    Sinden, Kathryn E; Martin Ginis, Kathleen A

    2013-09-01

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

  10. 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.

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

    PubMed

    Yeung, Dannii Y; Fung, Helene H

    2009-12-01

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

  12. Employee Affective Responses to Organizational Stress: Moderating Effects of Job Characteristics.

    ERIC Educational Resources Information Center

    Abdel-Halim, Ahmed A.

    1978-01-01

    This study, in a manufacturing firm, examined the relative importance of three variables: role conflict, ambiguity, and overload, as sources of stress and dissatisfaction among managerial personnel, and the moderating effects of job enrichment characteristics. Results and implications for work design and stress management are discussed.…

  13. Impact of Ethical and Affective Variables on Cheating: Comparison of Undergraduate Students with and without Jobs

    ERIC Educational Resources Information Center

    Hsiao, Chun-Hua

    2015-01-01

    Academic cheating is a serious problem among higher education organizations around the world. While most studies on academic cheating have focused on high school or college students, few have examined and compared students with and without jobs. Therefore, this study has empirically assessed the critical cheating issues by comparing undergraduate…

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

    PubMed

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

    2017-03-28

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

  15. 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…

  16. 20 CFR 670.620 - Are Job Corps students eligible to receive cash allowances and performance bonuses?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

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

  17. 20 CFR 670.620 - Are Job Corps students eligible to receive cash allowances and performance bonuses?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

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

  18. 20 CFR 670.915 - When is a Job Corps student considered to be in the performance of duty?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

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

  19. 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

  20. 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

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

    DTIC Science & Technology

    1998-05-01

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

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

    DTIC Science & Technology

    1987-09-01

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

  3. 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.

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

    PubMed Central

    2014-01-01

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

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

    ERIC Educational Resources Information Center

    Hipps, Elizabeth Smith; Halpin, Glennelle

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

  6. 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.

  7. 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.

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

    PubMed

    Peck, Jessica A; Levashina, Julia

    2017-01-01

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

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

    PubMed Central

    Peck, Jessica A.; Levashina, Julia

    2017-01-01

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

  10. Attribution, Affect, and College Exam Performance.

    ERIC Educational Resources Information Center

    Arkin, Robert M.; Maruyama, Geoffrey M.

    1979-01-01

    College students attributed their own performance and the performance of the average student to ability, test difficulty, preparation, and luck. Successful students perceived internal factors and unsuccessful students perceived external factors as more important causes of their own performance. Students' anxiety and their ratings of the course and…

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

    PubMed

    Khim, Keovathanak

    2016-01-01

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

  12. 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

  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.

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

    PubMed Central

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

    2000-01-01

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

  15. 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.

  16. How Does Satisfaction Translate into Performance? An Examination of Commitment and Cultural Values

    ERIC Educational Resources Information Center

    Zhang, Jin; Zheng, Wei

    2009-01-01

    The purpose of this study is to add new insights into the mechanism through which job satisfaction relates to job performance. Affective commitment was tested as a potential mediator between job satisfaction and job performance, and traditionality was used as a potential moderator between job satisfaction and affective commitment. A survey study…

  17. A cognitive-perceptual model of symptom perception in males and females: the roles of negative affect, selective attention, health anxiety and psychological job demands.

    PubMed

    Goodwin, Laura; Fairclough, Stephen H; Poole, Helen M

    2013-06-01

    Kolk et al.'s model of symptom perception underlines the effects of trait negative affect, selective attention and external stressors. The current study tested this model in 263 males and 498 females from an occupational sample. Trait negative affect was associated with symptom reporting in females only, and selective attention and psychological job demands were associated with symptom reporting in both genders. Health anxiety was associated with symptom reporting in males only. Future studies might consider the inclusion of selective attention, which was more strongly associated with symptom reporting than negative affect. Psychological job demands appear to influence symptom reporting in both males and females.

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

    PubMed

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

    2003-02-01

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

  19. Critical process parameters affecting zincrometal performance

    SciTech Connect

    Iezzi, R.A.

    1984-01-01

    A laboratory study aimed at improving the corrosion resistance of Zincrometal has shown that excellent Zincrometal performance in laboratory corrosion tests can be obtained by achieving a trivalent (Cr+3) to hexavalent (Cr+6) Dacromet chromium ratio of at least 15. Increasing thermal energy input during curing increases the Cr+3/Cr+6 ratio and improves corrosion resistance in laboratory tests. Increasing curing energy input in production may be a viable approach to improve Zincrometal performance, provided that steels not susceptible to strain aging are used.

  20. Factors Affecting Information Literacy Perception and Performance

    ERIC Educational Resources Information Center

    Zehner, Drusilla Charlene Beecher

    2009-01-01

    Information literacy, defined as, "the set of skills needed to find, retrieve, analyze, and use information" (American Library Association, 2003, paragraph 1), is necessary for success in life. The present study will examine whether the factors of gender, race, and/or socioeconomic status impact information literacy performance and…

  1. When Being Able Is Not Enough. The Combined Value of Positive Affect and Self-Efficacy for Job Satisfaction in Teaching

    ERIC Educational Resources Information Center

    Moe, Angelica; Pazzaglia, Francesca; Ronconi, Lucia

    2010-01-01

    This study examines how good strategies and praxis interplay with positive affect and self-efficacy to determine a teacher's job satisfaction, in the hypothesis that teaching effectively does not in itself guarantee satisfaction: positive affect and self-efficacy beliefs are needed. Self-assessment scales, designed to assess the use of efficient…

  2. 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.

  3. 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.

  4. Factors affecting penetrating captive bolt gun performance.

    PubMed

    Gibson, Troy J; Mason, Charles W; Spence, Jade Y; Barker, Heather; Gregory, Neville G

    2015-01-01

    Captive bolt stunning is used for rendering livestock insensible at slaughter. The mechanical factors relating to performance of 6 penetrating captive bolt gun (CBG) models were examined. The Matador Super Sécurit 3000 and the .25 Cash Euro Stunner had the highest kinetic energy values (443 J and 412 J, respectively) of the CBGs tested. Ninety percent (27/30) of CBGs held at a government gun repository (United Kingdom) were found to have performed at a normal standard for the model, while 53% (10/19) of commercial contractor CBGs tested were found to underperform for the gun model. When the .22 Cash Special was fired 500 times at 4 shots per min, the gun reached a peak temperature of 88.8°C after 2.05 hr. Repeat firing during extended periods significantly reduced the performance of the CBG. When deciding on the appropriate CBG/cartridge combination, the kinetic energy delivered to the head of the nonhuman animal, bolt penetration depth, and species/animal type must be considered. It is recommended that CBGs are routinely checked for wear to the bolt and barrel if they are repeatedly fired in a session.

  5. Employee engagement and job satisfaction in the information technology industry.

    PubMed

    Kamalanabhan, T J; Sai, L Prakash; Mayuri, Duggirala

    2009-12-01

    Employee engagement has been identified as being important to employee productivity and performance. Measures of employee engagement and job satisfaction in the context of information technology (IT) were developed to explore how employee engagement affects perceived job satisfaction. In a sample of IT professionals (N = 159), controlling for age, sex, job tenure, and marital status, employee engagement had a significant and positive correlation with job satisfaction.

  6. 20 CFR 670.980 - What are the indicators of performance for Job Corps?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

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

    DTIC Science & Technology

    2008-06-01

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

  8. 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

  9. Body position affects performance in untrained cyclists

    PubMed Central

    Ashe, M; Scroop, G; Frisken, P; Amery, C; Wilkins, M; Khan, K

    2003-01-01

    Objective: To compare cardiovascular and ventilatory variables in upright versus aero cycle ergometry at submaximal and maximal exercise intensities in untrained cyclists. Method: Ten physically active men (mean (SD) age 19.1 (1.10) years) who were unfamiliar with aerobars underwent maximal exercise testing and steady state cycling at 50, 100, and 150 W. Results: Participants had significantly greater maxima for oxygen uptake (VO2), ventilation, heart rate, and workload maximum in the upright position. During steady state cycling at the three workloads, VO2 (ml/kg/min) and gross mechanical efficiency were significantly greater in the upright position. Conclusions: In untrained subjects performing with maximal effort, the upright position permits greater VO2, ventilation, heart rate, and workload maxima. Further, in the steady state, exercise cycling may be less costly in the upright position. For this reason, untrained cyclists need to weigh body position effects against the well known aerodynamic advantages of the aero position. PMID:14514538

  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. Examining Correlates of Part-Time Faculty Affective Commitment and Job Satisfaction

    ERIC Educational Resources Information Center

    Duhn, Samantha Tiffany

    2013-01-01

    Changes in a multitude of factors including the economy, student enrollment, university goals and policies, and the available talent pool have created an imbalance in the supply and demand for qualified part-time faculty. The unmet demand has prompted university leaders to seek an understanding of part-time faculty affective commitment, job…

  12. Effects of Automobile Commute Characteristics on Affect and Job Candidate Evaluations: A Field Experiment

    ERIC Educational Resources Information Center

    Van Rooy, David L.

    2006-01-01

    The current study assesses the effects of the commuting environment on affective states and hiring decisions. A total of 136 undergraduate females were randomly assigned to one of four conditions based on the length (10 km vs. 30 km) and level of congestion (low vs. high) during a commute. Multivariate analyses of variance indicate that affective…

  13. 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.

  14. 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

  15. 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.

  16. 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.

  17. 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).

  18. 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…

  19. 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.

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

    PubMed

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

    2009-11-01

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

  1. 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…

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

    ERIC Educational Resources Information Center

    Hipps, Elizabeth Smith; Halpin, Glennelle

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

  3. 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

  4. 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.

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

    DTIC Science & Technology

    1977-04-12

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

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

    DTIC Science & Technology

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

  7. Performance processes within affect-related performance zones: a multi-modal investigation of golf performance.

    PubMed

    van der Lei, Harry; Tenenbaum, Gershon

    2012-12-01

    Individual affect-related performance zones (IAPZs) method utilizing Kamata et al. (J Sport Exerc Psychol 24:189-208, 2002) probabilistic model of determining the individual zone of optimal functioning was utilized as idiosyncratic affective patterns during golf performance. To do so, three male golfers of a varsity golf team were observed during three rounds of golf competition. The investigation implemented a multi-modal assessment approach in which the probabilistic relationship between affective states and both, performance process and performance outcome, measures were determined. More specifically, introspective (i.e., verbal reports) and objective (heart rate and respiration rate) measures of arousal were incorporated to examine the relationships between arousal states and both, process components (i.e., routine consistency, timing), and outcome scores related to golf performance. Results revealed distinguishable and idiosyncratic IAPZs associated with physiological and introspective measures for each golfer. The associations between the IAPZs and decision-making or swing/stroke execution were strong and unique for each golfer. Results are elaborated using cognitive and affect-related concepts, and applications for practitioners are provided.

  8. Mathematics Anxiety and the Affective Drop in Performance

    ERIC Educational Resources Information Center

    Ashcraft, Mark H.; Moore, Alex M.

    2009-01-01

    The authors provide a brief review of the history and assessment of math anxiety, its relationship to personal and educational consequences, and its important impact on measures of performance. Overall, math anxiety causes an "affective drop," a decline in performance when math is performed under timed, high-stakes conditions, both in laboratory…

  9. 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

  10. 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.

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

    ERIC Educational Resources Information Center

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

    1983-01-01

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

  12. 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…

  13. 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…

  14. 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…

  15. 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…

  16. 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…

  17. 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…

  18. 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?…

  19. 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…

  20. Perfectionism, Performance, and State Positive Affect and Negative Affect after a Classroom Test

    ERIC Educational Resources Information Center

    Flett, Gordon L.; Blankstein, Kirk R.; Hewitt, Paul L.

    2009-01-01

    The current study examined the associations among trait dimensions of perfectionism, test performance, and levels of positive and negative affect after taking a test. A sample of 92 female university students completed the Multidimensional Perfectionism Scale one week prior to an actual class test. Measures of positive affect and negative affect…

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

    PubMed

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

    2004-01-01

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

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

    ERIC Educational Resources Information Center

    Richardson, J. Jeffrey

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

  3. 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…

  4. Factors Affecting Performance of Undergraduate Students in Construction Related Disciplines

    ERIC Educational Resources Information Center

    Olatunji, Samuel Olusola; Aghimien, Douglas Omoregie; Oke, Ayodeji Emmanuel; Olushola, Emmanuel

    2016-01-01

    Academic performance of students in Nigerian institutions has been of much concern to all and sundry hence the need to assess the factors affecting performance of undergraduate students in construction related discipline in Nigeria. A survey design was employed with questionnaires administered on students in the department of Quantity Surveying,…

  5. Focus of Attention Affects Performance of Motor Skills in Music

    ERIC Educational Resources Information Center

    Duke, Robert A.; Cash, Carla Davis; Allen, Sarah E.

    2011-01-01

    To test the extent to which learners performing a simple keyboard passage would be affected by directing their focus of attention to different aspects of their movements, 16 music majors performed a brief keyboard passage under each of four focus conditions arranged in a counterbalanced design--a total of 64 experimental sessions. As they…

  6. Factors affecting job satisfaction and retention of medical laboratory professionals in seven countries of Sub-Saharan Africa.

    PubMed

    Marinucci, Francesco; Majigo, Mtebe; Wattleworth, Matthew; Paterniti, Antonio Damiano; Hossain, Mian Bazle; Redfield, Robert

    2013-08-17

    Effective implementation and sustainability of quality laboratory programmes in Sub-Saharan Africa relies on the development of appropriate staff retention strategies. Assessing the factors responsible for job satisfaction and retention is key for tailoring specific interventions aiming at improving the overall impact of health programmes. A survey was developed to assess these factors among 224 laboratorians working in the laboratory programme the University of Maryland implemented in seven Sub-Saharan African countries. Lack of professional development was the major reason for leaving the previous job for 28% of interviewees who changed jobs in the past five years. Professional development/training opportunities was indicated by almost 90% (195/224) of total interviewees as the most important or a very important factor for satisfaction at their current job. Similarly, regular professional development/opportunities for training was the highest rated incentive to remain at their current job by 80% (179/224). Laboratory professionals employed in the private sector were more likely to change jobs than those working in the public sector (P = 0.002). The findings were used for developing specific strategies for human resources management, in particular targeting professional development, aiming at improving laboratory professionals within the University of Maryland laboratory programme and hence its long-term sustainability.

  7. Factors affecting job satisfaction and retention of medical laboratory professionals in seven countries of Sub-Saharan Africa

    PubMed Central

    2013-01-01

    Effective implementation and sustainability of quality laboratory programmes in Sub-Saharan Africa relies on the development of appropriate staff retention strategies. Assessing the factors responsible for job satisfaction and retention is key for tailoring specific interventions aiming at improving the overall impact of health programmes. A survey was developed to assess these factors among 224 laboratorians working in the laboratory programme the University of Maryland implemented in seven Sub-Saharan African countries. Lack of professional development was the major reason for leaving the previous job for 28% of interviewees who changed jobs in the past five years. Professional development/training opportunities was indicated by almost 90% (195/224) of total interviewees as the most important or a very important factor for satisfaction at their current job. Similarly, regular professional development/opportunities for training was the highest rated incentive to remain at their current job by 80% (179/224). Laboratory professionals employed in the private sector were more likely to change jobs than those working in the public sector (P = 0.002). The findings were used for developing specific strategies for human resources management, in particular targeting professional development, aiming at improving laboratory professionals within the University of Maryland laboratory programme and hence its long-term sustainability. PMID:23958152

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

    ERIC Educational Resources Information Center

    Tomblin, Mary; Haring, Kathryn A.

    2000-01-01

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

  9. 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.

  10. 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.

  11. Job Satisfaction through Organizational Citizenship Behaviour: A Case of University Teachers of Pakistan

    ERIC Educational Resources Information Center

    Abdullah, Nauman; Akhtar, Mahr Muhammad Saeed

    2016-01-01

    Teachers' job satisfaction leads to job continuity, which in turn affects teacher performance as well as the effectiveness of their institutions. The purpose of this study was to identify if there was a relationship between the Organizational Citizenship Behavior (OCB) and Job Satisfaction (JS) of teachers since discretionary behaviours have a…

  12. Predicting performance expectations from affective impressions: linking affect control theory and status characteristics theory.

    PubMed

    Dippong, Joseph; Kalkhoff, Will

    2015-03-01

    Affect control theory (ACT) and status characteristics theory (SCT) offer separate and distinct explanations for how individuals interpret and process status- and power-relevant information about interaction partners. Existing research within affect control theory offers evidence that status and power are related to the affective impressions that individuals form of others along the dimensions of evaluation and potency, respectively. Alternately, status characteristics theory suggests that status and power influence interaction through the mediating cognitive construct of performance expectations. Although both theories have amassed an impressive amount of empirical support, research has yet to articulate theoretical and empirical connections between affective impressions and performance expectations. The purpose of our study is to address this gap. Elaborating a link between ACT and SCT in terms of their central concepts can serve as a stepping stone to improving the explanatory capacity of both theories, while providing a potential bridge by which they can be employed jointly.

  13. Mortality salience and symbols of cultural worldview affect the desirability of a stressful job: the ironic consequences of terror management.

    PubMed

    Wirth-Petrik, Brittney; Guenther, R Kim

    2012-12-01

    In a study of terror management theory, participants first responded to prompts asking them to imagine their own death or dental pain and later rated the desirability of a generic job described explicitly as extremely stressful. The job description included either an American or foreign company logo. As predicted by terror management theory, the participants shown an American logo ironically desired the stressful job more, having been prompted with reminders of death than with reminders of dental pain. This study is the first to examine terror management theory's prediction of the influence of symbols of cultural worldview on health-related decisions. The authors discuss possible implications of the findings for making unintentionally stress-inducing decisions and for public health campaigns.

  14. 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…

  15. 20 CFR 670.910 - If a student is injured in the performance of duty as a Job Corps Student, what benefits may they...

    Code of Federal Regulations, 2014 CFR

    2014-04-01

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

  16. Performance pressure and caffeine both affect cognitive performance, but likely through independent mechanisms.

    PubMed

    Boere, Julia J; Fellinger, Lizz; Huizinga, Duncan J H; Wong, Sebastiaan F; Bijleveld, Erik

    2016-02-01

    A prevalent combination in daily life, performance pressure and caffeine intake have both been shown to impact people's cognitive performance. Here, we examined the possibility that pressure and caffeine affect cognitive performance via a shared pathway. In an experiment, participants performed a modular arithmetic task. Performance pressure and caffeine intake were orthogonally manipulated. Findings indicated that pressure and caffeine both negatively impacted performance. However, (a) pressure vs. caffeine affected performance on different trial types, and (b) there was no hint of an interactive effect. So, though the evidence is indirect, findings suggest that pressure and caffeine shape performance via distinct mechanisms, rather than a shared one.

  17. Factors affecting job satisfaction of Aboriginal mental health workers working in community mental health in rural and remote New South Wales.

    PubMed

    Cosgrave, Catherine; Maple, Myfanwy; Hussain, Rafat

    2016-12-05

    Objective The aim of the present study was to identify factors affecting the job satisfaction and subsequent retention of Aboriginal mental health workers (AMHWs).Methods Five AMHWs working in New South Wales (NSW) for NSW Health in rural and remote community mental health (CMH) services participated in in-depth, semi-structured interviews to understand how employment and rural living factors affected workers' decisions to stay or leave their CMH positions.Results Using a constructivist grounded theory analysis, three aspects negatively impacting the job satisfaction of AMHWs were identified: (1) difficulties being accepted into the team and organisation; (2) culturally specific work challenges; and (3) professional differences and inequality.Conclusions Policy and procedural changes to the AMHW training program may address the lower remuneration and limited career opportunities identified with regard to the Bachelor Health Sciences (Mental Health) qualification. Delivering training to increase levels of understanding about the AMHW training program, and cultural awareness generally, to CMH staff and NSW Health management may assist in addressing the negative team, organisational and cultural issues identified.What is known about the topic? The Bachelor Health Sciences (Mental Health) qualification and traineeship pathway undertaken by AMHWs differs significantly from that of other health professionals working in NSW Health's CMH services. The health workforce literature identifies that each health professional group has its own culture and specific values and that forming and maintaining a profession-specific identity is an extremely important aspect of job satisfaction for health workers.What does the paper add? AMHWs working in rural and remote NSW CMH services commonly experience low levels of job satisfaction, especially while undertaking the embedded training program. Of particular concern is the health sciences qualification not translating into NSW Health

  18. 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.

  19. Principals' Perception regarding Factors Affecting the Performance of Teachers

    ERIC Educational Resources Information Center

    Akram, Muhammad Javaid; Raza, Syed Ahmad; Khaleeq, Abdur Rehman; Atika, Samrana

    2011-01-01

    This study investigated the perception of principals on how the factors of subject mastery, teaching methodology, personal characteristics, and attitude toward students affect the performance of teachers at higher secondary level in the Punjab. All principals of higher secondary level in the Punjab were part of the population of the study. From…

  20. Factors Affecting Performance in an Introductory Sociology Course

    ERIC Educational Resources Information Center

    Kwenda, Maxwell

    2011-01-01

    This study examines factors affecting students' performances in an Introductory Sociology course over five semesters. Employing simple and ordered logit regression models, the author explains final grades by focusing on individual demographic and educational characteristics that students bring into the classroom. The results show that a student's…

  1. Relations between affective music and speech: evidence from dynamics of affective piano performance and speech production

    PubMed Central

    Liu, Xiaoluan; Xu, Yi

    2015-01-01

    This study compares affective piano performance with speech production from the perspective of dynamics: unlike previous research, this study uses finger force and articulatory effort as indexes reflecting the dynamics of affective piano performance and speech production respectively. Moreover, for the first time physical constraints such as piano fingerings and speech articulatory constraints are included due to their potential contribution to different patterns of dynamics. A piano performance experiment and speech production experiment were conducted in four emotions: anger, fear, happiness and sadness. The results show that in both piano performance and speech production, anger and happiness generally have high dynamics while sadness has the lowest dynamics. Fingerings interact with fear in the piano experiment and articulatory constraints interact with anger in the speech experiment, i.e., large physical constraints produce significantly higher dynamics than small physical constraints in piano performance under the condition of fear and in speech production under the condition of anger. Using production experiments, this study firstly supports previous perception studies on relations between affective music and speech. Moreover, this is the first study to show quantitative evidence for the importance of considering motor aspects such as dynamics in comparing music performance and speech production in which motor mechanisms play a crucial role. PMID:26217252

  2. Relations between affective music and speech: evidence from dynamics of affective piano performance and speech production.

    PubMed

    Liu, Xiaoluan; Xu, Yi

    2015-01-01

    This study compares affective piano performance with speech production from the perspective of dynamics: unlike previous research, this study uses finger force and articulatory effort as indexes reflecting the dynamics of affective piano performance and speech production respectively. Moreover, for the first time physical constraints such as piano fingerings and speech articulatory constraints are included due to their potential contribution to different patterns of dynamics. A piano performance experiment and speech production experiment were conducted in four emotions: anger, fear, happiness and sadness. The results show that in both piano performance and speech production, anger and happiness generally have high dynamics while sadness has the lowest dynamics. Fingerings interact with fear in the piano experiment and articulatory constraints interact with anger in the speech experiment, i.e., large physical constraints produce significantly higher dynamics than small physical constraints in piano performance under the condition of fear and in speech production under the condition of anger. Using production experiments, this study firstly supports previous perception studies on relations between affective music and speech. Moreover, this is the first study to show quantitative evidence for the importance of considering motor aspects such as dynamics in comparing music performance and speech production in which motor mechanisms play a crucial role.

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

    DTIC Science & Technology

    1977-08-30

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

  4. What Factors Affect Nursing Students' Decisions of Whether to Take Rural Jobs: An Exploratory Interview Study in China

    ERIC Educational Resources Information Center

    Tao, Yuexian; Haycock-Stuart, Elaine; Rodgers, Sheila E.

    2016-01-01

    Purpose: The purpose of this study was to explore factors that effect nursing students' decisions of whether to take rural jobs in China. Methods: An exploratory interview study was conducted in China during May and June 2011. Eleven final year nursing students were purposively recruited from four nursing schools in one eastern area in China. The…

  5. Testing the Impact of Job-Related Variables on a Utility Judgment Training Criterion beyond Background and Affective Reaction Variables

    ERIC Educational Resources Information Center

    Blau, Gary; Gibson, Greg; Bentley, Melissa; Chapman, Susan

    2012-01-01

    We tested the incremental impact of a job-related set of variables for explaining a utility judgment training effectiveness variable, that is, course completion skill preparedness, beyond background and course-related variables. Our respondents were two different emergency medical service samples, 415 basics and 742 paramedics, from the 2008 US…

  6. [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.

  7. 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

  8. How motivation affects academic performance: a structural equation modelling analysis.

    PubMed

    Kusurkar, R A; Ten Cate, Th J; Vos, C M P; Westers, P; Croiset, G

    2013-03-01

    Few studies in medical education have studied effect of quality of motivation on performance. Self-Determination Theory based on quality of motivation differentiates between Autonomous Motivation (AM) that originates within an individual and Controlled Motivation (CM) that originates from external sources. To determine whether Relative Autonomous Motivation (RAM, a measure of the balance between AM and CM) affects academic performance through good study strategy and higher study effort and compare this model between subgroups: males and females; students selected via two different systems namely qualitative and weighted lottery selection. Data on motivation, study strategy and effort was collected from 383 medical students of VU University Medical Center Amsterdam and their academic performance results were obtained from the student administration. Structural Equation Modelling analysis technique was used to test a hypothesized model in which high RAM would positively affect Good Study Strategy (GSS) and study effort, which in turn would positively affect academic performance in the form of grade point averages. This model fit well with the data, Chi square = 1.095, df = 3, p = 0.778, RMSEA model fit = 0.000. This model also fitted well for all tested subgroups of students. Differences were found in the strength of relationships between the variables for the different subgroups as expected. In conclusion, RAM positively correlated with academic performance through deep strategy towards study and higher study effort. This model seems valid in medical education in subgroups such as males, females, students selected by qualitative and weighted lottery selection.

  9. Sleep complaints affecting school performance at different educational levels.

    PubMed

    Pagel, James F; Kwiatkowski, Carol F

    2010-01-01

    The clear association between reports of sleep disturbance and poor school performance has been documented for sleepy adolescents. This study extends that research to students outside the adolescent age grouping in an associated school setting (98 middle school students, 67 high school students, and 64 college students). Reported restless legs and periodic limb movements are significantly associated with lower GPA's in junior high students. Consistent with previous studies, daytime sleepiness was the sleep variable most likely to negatively affects high school students. Sleep onset and maintenance insomnia were the reported sleep variables significantly correlated with poorer school performance in college students. This study indicates that different sleep disorder variables negatively affect performance at different age and educational levels.

  10. 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.

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

    ERIC Educational Resources Information Center

    King, John R., III

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

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

    ERIC Educational Resources Information Center

    Evans, Molly Lynn

    2016-01-01

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

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

    ERIC Educational Resources Information Center

    Miskel, Cecil; And Others

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

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

    ERIC Educational Resources Information Center

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

    2000-01-01

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

  15. 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…

  16. 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…

  17. Factors Affecting Polymer Electrolyte Fuel Cells Performance and Reproducibility

    SciTech Connect

    Moller-Holst S.

    1998-11-01

    Development of fuel cells is often based on small-scale laboratory studies. Due to limited time and budgets, a minimum number of cells are usually prepared and tested, thus, conclusions about improved performance are often drawn from studies of a few cells. Generally, statistics showing the significance of an effect are seldom reported. In this work a simple PEM fuel cell electrode optimization experiment is used as an example to illustrate the importance of statistical evaluation of factors affecting cell performance. The use of fractional factorial design of experiments to reduce the number of cells that have to be studied is also addressed.

  18. Mentally retarded workers' reactions to their jobs.

    PubMed

    Shapira, Z; Cnaan, R A; Cnaan, A

    1985-09-01

    Reactions of 34 mentally retarded employees to their jobs were examined in a field study conducted at a sheltered workshop. Three experienced social workers observed a group of retarded employees whose job was assembling toys. The workers were then interviewed on their perceptions of and reactions to their job characteristics and supervision, and these were related to performance data that included performance time, productivity, and effort ratings. Results showed that performance measures were related to perceived job characteristics and that growth-need strength (people's needs for personal development and achievement) affected these relationships. On the basis of these results, we discussed the feasibility of using motivation models for retarded workers that were designed for nonretarded workers.

  19. Binaural auditory beats affect vigilance performance and mood.

    PubMed

    Lane, J D; Kasian, S J; Owens, J E; Marsh, G R

    1998-01-01

    When two tones of slightly different frequency are presented separately to the left and right ears the listener perceives a single tone that varies in amplitude at a frequency equal to the frequency difference between the two tones, a perceptual phenomenon known as the binaural auditory beat. Anecdotal reports suggest that binaural auditory beats within the electroencephalograph frequency range can entrain EEG activity and may affect states of consciousness, although few scientific studies have been published. This study compared the effects of binaural auditory beats in the EEG beta and EEG theta/delta frequency ranges on mood and on performance of a vigilance task to investigate their effects on subjective and objective measures of arousal. Participants (n = 29) performed a 30-min visual vigilance task on three different days while listening to pink noise containing simple tones or binaural beats either in the beta range (16 and 24 Hz) or the theta/delta range (1.5 and 4 Hz). However, participants were kept blind to the presence of binaural beats to control expectation effects. Presentation of beta-frequency binaural beats yielded more correct target detections and fewer false alarms than presentation of theta/delta frequency binaural beats. In addition, the beta-frequency beats were associated with less negative mood. Results suggest that the presentation of binaural auditory beats can affect psychomotor performance and mood. This technology may have applications for the control of attention and arousal and the enhancement of human performance.

  20. Prototype Procedures to Describe Army Jobs

    DTIC Science & Technology

    2010-07-01

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

  1. Does Question Structure Affect Exam Performance in the Geosciences?

    NASA Astrophysics Data System (ADS)

    Day, E. A.; D'Arcy, M. K.; Craig, L.; Streule, M. J.; Passmore, E.; Irving, J. C. E.

    2015-12-01

    The jump to university level exams can be challenging for some students, often resulting in poor marks, which may be detrimental to their confidence and ultimately affect their overall degree class. Previous studies have found that question structure can have a strong impact on the performance of students in college level exams (see Gibson et al., 2015, for a discussion of its impact on physics undergraduates). Here, we investigate the effect of question structure on the exam results of geology and geophysics undergraduate students. Specifically, we analyse the performance of students in questions that have a 'scaffolded' framework and compare them to their performance in open-ended questions and coursework. We also investigate if observed differences in exam performance are correlated with the educational background and gender of students, amongst other factors. It is important for all students to be able to access their degree courses, no matter what their backgrounds may be. Broadening participation in the geosciences relies on removing systematic barriers to achievement. Therefore we recommend that exams are either structured with scaffolding in questions at lower levels, or students are explicitly prepared for this transition. We also recommend that longitudinal studies of exam performance are conducted within individual departments, and this work outlines one approach to analysing performance data.

  2. 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.

  3. Tail regeneration affects the digestive performance of a Mediterranean lizard

    NASA Astrophysics Data System (ADS)

    Sagonas, Kostas; Karambotsi, Niki; Bletsa, Aristoula; Reppa, Aikaterini; Pafilis, Panayiotis; Valakos, Efstratios D.

    2017-04-01

    In caudal autotomy, lizards shed their tail to escape from an attacking predator. Since the tail serves multiple functions, caudal regeneration is of pivotal importance. However, it is a demanding procedure that requires substantial energy and nutrients. Therefore, lizards have to increase energy income to fuel the extraordinary requirements of the regenerating tail. We presumed that autotomized lizards would adjust their digestion to acquire this additional energy. To clarify the effects of tail regeneration on digestion, we compared the digestive performance before autotomy, during regeneration, and after its completion. Tail regeneration indeed increased gut passage time but did not affect digestive performance in a uniform pattern: though protein income was maximized, lipid and sugar acquisition remained stable. This divergence in proteins may be attributed to their particular role in tail reconstruction, as they are the main building blocks for tissue formation.

  4. Can small shifts in circadian phase affect performance?

    PubMed Central

    Burgess, Helen J.; Legasto, Carlo S.; Fogg, Louis F.; Smith, Mark R.

    2012-01-01

    Small shifts in circadian timing occur frequently as a result of daylight saving time or later weekend sleep. These subtle shifts in circadian phase have been shown to influence subjective sleepiness, but it remains unclear if they can significantly affect performance. In a retrospective analysis we examined performance on the Psychomotor Vigilance Test before bedtime and after wake time in 11 healthy adults on fixed sleep schedules based on their habitual sleep times. The dim light melatonin onset, a marker of circadian timing, was measured on two occasions. An average 1.1 hour shift away from a proposed optimal circadian phase angle (6 hours between melatonin onset and midpoint of sleep) significantly slowed mean, median and fastest 10% reaction times before bedtime and after wake time (p<0.05). These results add to previous reports that suggest that humans may be sensitive to commonly occurring small shifts in circadian timing. PMID:22695081

  5. Can small shifts in circadian phase affect performance?

    PubMed

    Burgess, Helen J; Legasto, Carlo S; Fogg, Louis F; Smith, Mark R

    2013-01-01

    Small shifts in circadian timing occur frequently as a result of daylight saving time or later weekend sleep. These subtle shifts in circadian phase have been shown to influence subjective sleepiness, but it remains unclear if they can significantly affect performance. In a retrospective analysis we examined performance on the Psychomotor Vigilance Test before bedtime and after wake time in 11 healthy adults on fixed sleep schedules based on their habitual sleep times. The dim light melatonin onset, a marker of circadian timing, was measured on two occasions. An average 1.1 h shift away from a proposed optimal circadian phase angle (6 h between melatonin onset and midpoint of sleep) significantly slowed mean, median and fastest 10% reaction times before bedtime and after wake time (p < 0.05). These results add to previous reports that suggest that humans may be sensitive to commonly occurring small shifts in circadian timing.

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

    DTIC Science & Technology

    1990-06-01

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

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

    PubMed

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

    2013-01-01

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

  8. 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.

  9. The science of cycling: factors affecting performance - part 2.

    PubMed

    Faria, Erik W; Parker, Daryl L; Faria, Irvin E

    2005-01-01

    This review presents information that is useful to athletes, coaches and exercise scientists in the adoption of exercise protocols, prescription of training regimens and creation of research designs. Part 2 focuses on the factors that affect cycling performance. Among those factors, aerodynamic resistance is the major resistance force the racing cyclist must overcome. This challenge can be dealt with through equipment technological modifications and body position configuration adjustments. To successfully achieve efficient transfer of power from the body to the drive train of the bicycle the major concern is bicycle configuration and cycling body position. Peak power output appears to be highly correlated with cycling success. Likewise, gear ratio and pedalling cadence directly influence cycling economy/efficiency. Knowledge of muscle recruitment throughout the crank cycle has important implications for training and body position adjustments while climbing. A review of pacing models suggests that while there appears to be some evidence in favour of one technique over another, there remains the need for further field research to validate the findings. Nevertheless, performance modelling has important implications for the establishment of performance standards and consequent recommendations for training.

  10. Lithium-oxygen batteries-Limiting factors that affect performance

    NASA Astrophysics Data System (ADS)

    Padbury, Richard; Zhang, Xiangwu

    2011-05-01

    Lithium-oxygen batteries have recently received attention due to their extremely high theoretical energy densities, which far exceed that of any other existing energy storage technology. The significantly larger theoretical energy density of the lithium-oxygen batteries is due to the use of a pure lithium metal anode and the fact that the cathode oxidant, oxygen, is stored externally since it can be readily obtained from the surrounding air. Before the lithium-oxygen batteries can be realized as high performance, commercially viable products, there are still many challenges to overcome, from designing their cathode structure, to optimizing their electrolyte compositions and elucidating the complex chemical reactions that occur during charge and discharge. The scientific obstacles that are related to the performance of the lithium-oxygen batteries open up an exciting opportunity for researchers from many different backgrounds to utilize their unique knowledge and skills to bridge the knowledge gaps that exist in current research projects. This article is a summary of the most significant limiting factors that affect the performance of the lithium-oxygen batteries from the perspective of the authors. The article indicates the relationships that form between various limiting factors and highlights the complex yet captivating nature of the research within this field.

  11. 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.

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

    PubMed

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

    2016-11-01

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

  13. Irrelevant events affect voters' evaluations of government performance

    PubMed Central

    Healy, Andrew J.; Malhotra, Neil; Mo, Cecilia Hyunjung

    2010-01-01

    Does information irrelevant to government performance affect voting behavior? If so, how does this help us understand the mechanisms underlying voters’ retrospective assessments of candidates’ performance in office? To precisely test for the effects of irrelevant information, we explore the electoral impact of local college football games just before an election, irrelevant events that government has nothing to do with and for which no government response would be expected. We find that a win in the 10 d before Election Day causes the incumbent to receive an additional 1.61 percentage points of the vote in Senate, gubernatorial, and presidential elections, with the effect being larger for teams with stronger fan support. In addition to conducting placebo tests based on postelection games, we demonstrate these effects by using the betting market's estimate of a team's probability of winning the game before it occurs to isolate the surprise component of game outcomes. We corroborate these aggregate-level results with a survey that we conducted during the 2009 NCAA men's college basketball tournament, where we find that surprising wins and losses affect presidential approval. An experiment embedded within the survey also indicates that personal well-being may influence voting decisions on a subconscious level. We find that making people more aware of the reasons for their current state of mind reduces the effect that irrelevant events have on their opinions. These findings underscore the subtle power of irrelevant events in shaping important real-world decisions and suggest ways in which decision making can be improved. PMID:20615955

  14. Irrelevant events affect voters' evaluations of government performance.

    PubMed

    Healy, Andrew J; Malhotra, Neil; Mo, Cecilia Hyunjung

    2010-07-20

    Does information irrelevant to government performance affect voting behavior? If so, how does this help us understand the mechanisms underlying voters' retrospective assessments of candidates' performance in office? To precisely test for the effects of irrelevant information, we explore the electoral impact of local college football games just before an election, irrelevant events that government has nothing to do with and for which no government response would be expected. We find that a win in the 10 d before Election Day causes the incumbent to receive an additional 1.61 percentage points of the vote in Senate, gubernatorial, and presidential elections, with the effect being larger for teams with stronger fan support. In addition to conducting placebo tests based on postelection games, we demonstrate these effects by using the betting market's estimate of a team's probability of winning the game before it occurs to isolate the surprise component of game outcomes. We corroborate these aggregate-level results with a survey that we conducted during the 2009 NCAA men's college basketball tournament, where we find that surprising wins and losses affect presidential approval. An experiment embedded within the survey also indicates that personal well-being may influence voting decisions on a subconscious level. We find that making people more aware of the reasons for their current state of mind reduces the effect that irrelevant events have on their opinions. These findings underscore the subtle power of irrelevant events in shaping important real-world decisions and suggest ways in which decision making can be improved.

  15. Selected Organizational Factors Affecting Performance of Professional Nurses in North West Bank Governmental Hospitals

    ERIC Educational Resources Information Center

    Thulth, Ahida Saleem; Sayej, Sumaya

    2015-01-01

    Background: Organizational factors are considered to be the cornerstone in achieving psychological and professional security at work, which in turn are positively reflected in job performance both quantitatively and qualitatively. Aim of the Study: The study aimed to assess of selected organizational factors (workload, available recourses and…

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

    PubMed

    Yun, Seokhwa; Takeuchi, Riki; Liu, Wei

    2007-05-01

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

  17. The impact of role stress on workers' behaviour through job satisfaction and organizational commitment.

    PubMed

    Antón, Concha

    2009-06-01

    Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well-being of workers and the functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and/or the lack of enough information to carry out his/her job (role ambiguity) are causes of role stress. According to previous theory, role ambiguity and conflict decrease workers' performance and are positively related to the probability of workers leaving the organization. Job satisfaction refers to a positive evaluation of a job, while organizational commitment refers to an employee's attachment to the organization. The affective dimensions of organizational commitment and job satisfaction are considered to be important predictors of turnover intention, absenteeism, and job performance. In the literature, role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and their commitment towards the organization. The role of job satisfaction and organizational commitment were analysed as variables that should mediate between role ambiguity and conflict and employees' behaviour. The hypotheses were confirmed by means of path analysis carried out with data obtained from a sample of Spanish blue-collar workers employed by a bus company and a water supply company. Role stressors were negatively related to affective commitment mediated through job satisfaction. Affective commitment to the organization exerted a positive influence on performance and reduces the withdrawal behaviour analysed— intention to leave and absenteeism—although the strongest predictor of intention to leave was, in this study, job satisfaction.

  18. Relative Age Affects Marathon Performance in Male and Female Athletes

    PubMed Central

    Connick, Mark J.; Beckman, Emma M.; Tweedy, Sean M.

    2015-01-01

    Marathon runners are ranked in 5-year age groups. However the extent to which 5-year groupings facilitates equitable competition has not been evaluated. The aim of this study was to evaluate the effect of relative age in male and female marathon running. Marathon finishing times for the top ten male (aged 20-69 years) and female athletes (aged 20-64 years) were obtained from the 2013 New York and Chicago marathons. Intra-class and inter-class validity were evaluated by comparing performances within (intra-class) and between (inter-class) the 5-year age groups. Results showed intra-class effects in all male age groups over 50 years, in all female age groups over 40 years, and in male and female 20-24 age groups (p < 0.05). Inter-class differences existed between the 20-24 and 25-29 age groups in both males and females, between all male age groups over 50 years, and between all female age groups over 40 years (p < 0.05). This study provided the first evaluation of the effects of relative age in male and female marathon running. The results provide preliminary but compelling evidence that the relatively older male athletes in age groups over 50 years and the relatively older females in age groups over 40 years are competitively disadvantaged compared to the younger athletes in these age groups. Key points Results showed a curvilinear relationship between age and marathon running performance with the negative effect of age becoming more pronounced in older runners. Relative age effects were found in all age groups over age 50 years in males and over age 40 years in females indicating that the relatively older runners were competitively disadvantaged compared to the relatively younger runners in these age groups. Relative age affected the 20-24 age classification which is consistent with the hypothesis that marathon performance improves until peak performance occurs in the 25-29 age classification. PMID:26336355

  19. Relative Age Affects Marathon Performance in Male and Female Athletes.

    PubMed

    Connick, Mark J; Beckman, Emma M; Tweedy, Sean M

    2015-09-01

    Marathon runners are ranked in 5-year age groups. However the extent to which 5-year groupings facilitates equitable competition has not been evaluated. The aim of this study was to evaluate the effect of relative age in male and female marathon running. Marathon finishing times for the top ten male (aged 20-69 years) and female athletes (aged 20-64 years) were obtained from the 2013 New York and Chicago marathons. Intra-class and inter-class validity were evaluated by comparing performances within (intra-class) and between (inter-class) the 5-year age groups. Results showed intra-class effects in all male age groups over 50 years, in all female age groups over 40 years, and in male and female 20-24 age groups (p < 0.05). Inter-class differences existed between the 20-24 and 25-29 age groups in both males and females, between all male age groups over 50 years, and between all female age groups over 40 years (p < 0.05). This study provided the first evaluation of the effects of relative age in male and female marathon running. The results provide preliminary but compelling evidence that the relatively older male athletes in age groups over 50 years and the relatively older females in age groups over 40 years are competitively disadvantaged compared to the younger athletes in these age groups. Key pointsResults showed a curvilinear relationship between age and marathon running performance with the negative effect of age becoming more pronounced in older runners.Relative age effects were found in all age groups over age 50 years in males and over age 40 years in females indicating that the relatively older runners were competitively disadvantaged compared to the relatively younger runners in these age groups.Relative age affected the 20-24 age classification which is consistent with the hypothesis that marathon performance improves until peak performance occurs in the 25-29 age classification.

  20. Factors affecting student performance in an undergraduate genetics course.

    PubMed

    Bormann, J Minick; Moser, D W; Bates, K E

    2013-05-01

    The objective of this study was to determine some of the factors that affect student success in a genetics course. Genetics for the Kansas State University College of Agriculture is taught in the Department of Animal Sciences and Industry and covers Mendelian inheritance, molecular genetics, and quantitative/population genetics. Data collected from 1,516 students over 7 yr included year and semester of the course; age; gender; state of residence; population of hometown; Kansas City metro resident or not; instructor of course; American College Testing Program (ACT) scores; number of transfer credits; major; college; preveterinary student or not; freshman, sophomore, junior, and senior grade point average (GPA); semester credits when taking genetics; class standing when enrolled in genetics; cumulative GPA before and after taking genetics; semester GPA in semester taking genetics, number of semesters between the biology prerequisite and genetics; grade in biology; location of biology course; and final percentage in genetics. Final percentage in genetics did not differ due to instructor, gender, state of residence, major, or college (P > 0.16). Transfer students tended to perform better than nontransfer students (P = 0.09), and students from the Kansas City metro outscored students from other areas (P = 0.03). Preveterinary option students scored higher in genetics than non-preveterinary students (P < 0.01). Seniors scored higher than juniors and sophomores, who scored higher than freshmen (P < 0.02). We observed a tendency for students with higher grades in biology to perform better in genetics (P = 0.06). Students who took biology at Kansas State University performed better in genetics than students who transferred the credit (P < 0.01). There was a negative regression of hometown population on score in genetics (P < 0.01), and positive regressions of ACT score, all measures of GPA, course load, and cumulative credits on final percentage in the course (P < 0.02). To

  1. Factors affecting the performance of community health workers in India: a multi-stakeholder perspective

    PubMed Central

    Sharma, Reetu; Webster, Premila; Bhattacharyya, Sanghita

    2014-01-01

    Background Community health workers (CHWs) form a vital link between the community and the health department in several countries. In India, since 2005 this role is largely being played by Accredited Social Health Activists (ASHAs), who are village-level female workers. Though ASHAs primarily work for the health department, in a model being tested in Rajasthan they support two government departments. Focusing on the ASHA in this new role as a link worker between two departments, this paper examines factors associated with her work performance from a multi-stakeholder perspective. Design The study was done in 16 villages from two administrative blocks of Udaipur district in Rajasthan. The findings are based on 63 in-depth interviews with ASHAs, their co-workers and representatives from the two departments. The interviews were conducted using interview guides. An inductive approach with open coding was used for manual data analysis. Results This study shows that an ASHA's motivation and performance are affected by a variety of factors that emerge from the complex context in which she works. These include various personal (e.g. education), professional (e.g. training, job security), and organisational (e.g. infrastructure) factors along with others that emerge from external work environment. The participants suggested various ways to address these challenges. Conclusion In order to improve the performance of ASHAs, apart from taking corrective actions at the professional and organisational front on a priority basis, it is equally essential to promote cordial work relationships amongst ASHAs and other community-level workers from the two departments. This will also have a positive impact on community health. PMID:25319596

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

    DTIC Science & Technology

    1978-03-13

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

  3. 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,…

  4. Affecting Girls' Activity and Job Interests through Play: The Moderating Roles of Personal Gender Salience and Game Characteristics

    ERIC Educational Resources Information Center

    Coyle, Emily F.; Liben, Lynn S.

    2016-01-01

    Gender schema theory (GST) posits that children approach opportunities perceived as gender appropriate, avoiding those deemed gender inappropriate, in turn affecting gender-differentiated career trajectories. To test the hypothesis that children's gender salience filters (GSF--tendency to attend to gender) moderate these processes, 62 preschool…

  5. Personality Traits Affect Teaching Performance of Attending Physicians: Results of a Multi-Center Observational Study

    PubMed Central

    Scheepers, Renée A.; Lombarts, Kiki M. J. M. H.; van Aken, Marcel A. G.; Heineman, Maas Jan; Arah, Onyebuchi A.

    2014-01-01

    Background Worldwide, attending physicians train residents to become competent providers of patient care. To assess adequate training, attending physicians are increasingly evaluated on their teaching performance. Research suggests that personality traits affect teaching performance, consistent with studied effects of personality traits on job performance and academic performance in medicine. However, up till date, research in clinical teaching practice did not use quantitative methods and did not account for specialty differences. We empirically studied the relationship of attending physicians' personality traits with their teaching performance across surgical and non-surgical specialties. Method We conducted a survey across surgical and non-surgical specialties in eighteen medical centers in the Netherlands. Residents evaluated attending physicians' overall teaching performance, as well as the specific domains learning climate, professional attitude, communication, evaluation, and feedback, using the validated 21-item System for Evaluation of Teaching Qualities (SETQ). Attending physicians self-evaluated their personality traits on a 5-point scale using the validated 10-item Big Five Inventory (BFI), yielding the Five Factor model: extraversion, conscientiousness, neuroticism, agreeableness and openness. Results Overall, 622 (77%) attending physicians and 549 (68%) residents participated. Extraversion positively related to overall teaching performance (regression coefficient, B: 0.05, 95% CI: 0.01 to 0.10, P = 0.02). Openness was negatively associated with scores on feedback for surgical specialties only (B: −0.10, 95% CI: −0.15 to −0.05, P<0.001) and conscientiousness was positively related to evaluation of residents for non-surgical specialties only (B: 0.13, 95% CI: 0.03 to 0.22, p = 0.01). Conclusions Extraverted attending physicians were consistently evaluated as better supervisors. Surgical attending physicians who display high levels of

  6. The DACUM Job Analysis Process.

    ERIC Educational Resources Information Center

    Dofasco, Inc., Hamilton (Ontario).

    This document explains the DACUM (Developing A Curriculum) process for analyzing task-based jobs to: identify where standard operating procedures are required; identify duplicated low value added tasks; develop performance standards; create job descriptions; and identify the elements that must be included in job-specific training programs. The…

  7. 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.

  8. Affecting Girls' Activity and Job Interests Through Play: The Moderating Roles of Personal Gender Salience and Game Characteristics.

    PubMed

    Coyle, Emily F; Liben, Lynn S

    2016-01-01

    Gender schema theory (GST) posits that children approach opportunities perceived as gender appropriate, avoiding those deemed gender inappropriate, in turn affecting gender-differentiated career trajectories. To test the hypothesis that children's gender salience filters (GSF-tendency to attend to gender) moderate these processes, 62 preschool girls (M = 4.5 years) were given GSF measures. Two weeks later, they played a computer game about occupations that manipulated the game-character's femininity (hyperfeminized Barbie vs. less feminized Playmobil Jane). Following game play, girls' interests in feminine activities showed an interaction of game condition and GSF: High-GSF girls showed intensified feminine activity interests only with Barbie; low-GSF girls showed no change with either character. Neither GSF nor game condition affected occupational interests. Implications for GST, individual differences, and occupational interventions are discussed.

  9. Item Context Factors Affecting Students' Performance on Mathematics Items

    ERIC Educational Resources Information Center

    Salgado, Felipe Almuna; Stacey, Kaye

    2014-01-01

    This paper reports how the context in which a mathematics item is embedded impacts on students' performance. The performance of Year 10 students on four PISA items was compared with performance on variants with more familiar contexts. Performance was not better when they solved items with more familiar contexts but there was some evidence that…

  10. Pink and blue collar jobs: children's judgments of job status and job aspirations in relation to sex of worker.

    PubMed

    Liben, L S; Bigler, R S; Krogh, H R

    2001-08-01

    Past work shows that even young children know that occupations are differentially linked to men and women in our society. In our research, we studied whether 6- and 11-year-old children's (a) beliefs about job status and (b) job interests would be affected by the gendered nature of jobs. When asked about familiar occupations, children gave higher status ratings to masculine jobs and expressed greater interest in jobs culturally associated with their own sex. To circumvent the extant confounds between job gender and job status in our culture, we also developed a new methodology in which novel jobs were portrayed with either male or female workers. Older children rated novel jobs portrayed with male workers as having higher status than the identical jobs portrayed with female workers. Portrayal sex had no effect on children's own interests in these novel jobs at either age. Methodological, theoretical, and educational issues are discussed in relation to sex-role development and vocational aspirations.

  11. 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,…

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

    ERIC Educational Resources Information Center

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

    2005-01-01

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

  13. Prediction of Supported Employment Placements by Job Developers.

    ERIC Educational Resources Information Center

    Culver, Jill Blair; And Others

    1990-01-01

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

  14. 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…

  15. 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…

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

    ERIC Educational Resources Information Center

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

    2014-01-01

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

  18. 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…

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

    ERIC Educational Resources Information Center

    Fejoh, Johnson; Faniran, Victoria Loveth

    2016-01-01

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

  20. 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…

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

    ERIC Educational Resources Information Center

    Caruso, Shirley J.

    2016-01-01

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

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

    ERIC Educational Resources Information Center

    Hipps, Elizabeth Smith; Malpin, Glennelle

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

  3. 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.

  4. The State of American Jobs: How the Shifting Economic Landscape Is Reshaping Work and Society and Affecting the Way People Think about the Skills and Training They Need to Get Ahead

    ERIC Educational Resources Information Center

    Pew Research Center, 2016

    2016-01-01

    Tectonic changes are reshaping U.S. workplaces as the economy moves deeper into the knowledge-focused age. These changes are affecting the very nature of jobs by rewarding social, communications and analytical skills. They are prodding many workers to think about lifetime commitments to retraining and upgrading their skills. And they may be…

  5. 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.

  6. 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…

  7. 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…

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

    DTIC Science & Technology

    1987-04-01

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

  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. 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…

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

    ERIC Educational Resources Information Center

    Kopelman, Richard E.

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

  12. 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…

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

    ERIC Educational Resources Information Center

    Avery, John H.

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

  14. 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…

  15. How Does Test Exemption Affect Schools' and Students' Academic Performance?

    ERIC Educational Resources Information Center

    Jennings, Jennifer L.; Beveridge, Andrew A.

    2009-01-01

    Analyzing data from a large urban district in Texas, this study examines how high-stakes test exemptions alter officially reported scores and asks whether test exemption has implications for the academic achievement of special education students. Test exemption inflated overall passing rates but especially affected the passing rates of African…

  16. Selected Factors Affecting the Performance Assessment of Elementary Teachers.

    ERIC Educational Resources Information Center

    Thomson, Scott

    1990-01-01

    This study determined whether nontraditional assessment factors (principal's gender, choice of subject matter for demonstrating competence, or years of teacher experience) would affect elementary teachers' scores when completing the Leon County (Florida) Teacher Assessment Process. Principal's gender and subject selected were significant…

  17. An Analysis of Team Composition as It Affects Simulation Performance.

    ERIC Educational Resources Information Center

    Krishnakumar, Parameswar; Chisholm, Thomas Alexander

    This study investigated the extent to which sex composition and average team academic achievement of student simulation teams affect team effectiveness. Seventy-four students in two sections of a marketing principles class were divided into 20 teams to test their decision-making skills. For 10 weeks, each team operated a simulated supermarket…

  18. Certain Organizational Characteristics Affect ACO Preventive Care Quality Performance.

    PubMed

    Ticse, Caroline

    2016-06-01

    Key findings. (1) ACOs at provider workforce extremes--few primary care providers or many specialists--performed worse on measures of preventive care quality relative to those with more PCPs and fewer specialists. (2) Upfront investment in ACO formation is associated with higher performance in preventive care quality. (3) ACOs with a higher proportion of minority beneficiaries performed worse on disease prevention measures than did ACOs with a lower proportion of minority beneficiaries. (4) ACOs facing barriers to quality performance may benefit from organizational characteristics such as electronic health record capabilities and hospital inclusion in the ACO.

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

    PubMed

    Brough, Paula; Biggs, Amanda

    2015-04-01

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

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

    ERIC Educational Resources Information Center

    Kyle, Charles L.; Sufritz, Erica

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

  1. Learners' Metalinguistic and Affective Performance in Blogging to Write

    ERIC Educational Resources Information Center

    Chen, Ping-Ju

    2016-01-01

    The documentation of the benefits of blog use in foreign language education has proliferated since 2006. In the field of blogging to write, most studies focus on learners' linguistic performance and perceptions. To provide an analysis of learners' writing performance by using blogs, in addition to the often-researched areas, this study examines…

  2. Young Children's Knowledge About Effects of Affect on Performance.

    ERIC Educational Resources Information Center

    Pierce, Jean W.

    1985-01-01

    Addresses the issue of whether preschoolers are aware of the connection between their emotions, their performance on a task of eye-hand coordination, and their evaluation of the task and their performance. Results indicate a developmental trend that children's predictions conform more to mood congruity theory as they grow older. (Author/DST)

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

    DTIC Science & Technology

    1978-07-01

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

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

    DTIC Science & Technology

    2006-05-01

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

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

    DTIC Science & Technology

    1982-10-01

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

  6. Effects of Job Previews on Self-Selection and Job Choice.

    ERIC Educational Resources Information Center

    Saks, Alan M.; And Others

    1994-01-01

    Undergraduates (n=138) were placed in two groups: one received either Realistic Job Preview (RJP) or Traditional Job Preview (TJP); other group received both. Differences in job acceptance rates were found only in second, in which 71.4% picked TJP. Job previews affected self-selection, and expectancy theory was supported as model. Subjects with…

  7. Factors affecting intrauterine contraceptive device performance. I. Endometrial cavity length.

    PubMed

    Hasson, H M; Berger, G S; Edelman, D A

    1976-12-15

    The relationship of endometrial cavity length to intrauterine contraceptive device (IUD) performance was evaluated in 319 patients wearing three types of devices. The rate of events, defined as pregnancy, expulsion, or medical removal, increased significantly when the length of the IUD was equal to, exceeded, or was shorter by two or more centimeters than the length of the endometrial cavity. Total uterine length was found to be a less accurate prognostic indicator of IUD performance than endometrial cavity length alone.

  8. 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.

  9. Aversive Pavlovian Responses Affect Human Instrumental Motor Performance

    PubMed Central

    Rigoli, Francesco; Pavone, Enea Francesco; Pezzulo, Giovanni

    2012-01-01

    In neuroscience and psychology, an influential perspective distinguishes between two kinds of behavioral control: instrumental (habitual and goal-directed) and Pavlovian. Understanding the instrumental-Pavlovian interaction is fundamental for the comprehension of decision-making. Animal studies (as those using the negative auto-maintenance paradigm), have demonstrated that Pavlovian mechanisms can have maladaptive effects on instrumental performance. However, evidence for a similar effect in humans is scarce. In addition, the mechanisms modulating the impact of Pavlovian responses on instrumental performance are largely unknown, both in human and non-human animals. The present paper describes a behavioral experiment investigating the effects of Pavlovian conditioned responses on performance in humans, focusing on the aversive domain. Results showed that Pavlovian responses influenced human performance, and, similar to animal studies, could have maladaptive effects. In particular, Pavlovian responses either impaired or increased performance depending on modulator variables such as threat distance, task controllability, punishment history, amount of training, and explicit punishment expectancy. Overall, these findings help elucidating the computational mechanisms underlying the instrumental-Pavlovian interaction, which might be at the base of apparently irrational phenomena in economics, social behavior, and psychopathology. PMID:23060738

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

    DTIC Science & Technology

    1979-06-01

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

  11. Environmental context change affects memory for performed actions.

    PubMed

    Sahakyan, Lili

    2010-03-01

    The current study investigated the effect of environmental context change between the study and test on the recall of action phrases that either were performed during encoding (subject-performed tasks, SPTs) or were verbally encoded (verbal tasks, VTs). Both SPTs and VTs showed the same magnitude of impaired recall when the study and test contexts mismatched. Furthermore, changing the context between the two study lists reduced cross-list intrusion errors compared to encoding the lists in the same context. Both SPTs and VTs benefited from studying the lists in different contexts as evidenced by reduced intrusions. Taken together, the results suggest that SPTs are integrated with their context because they suffered when context changed between the study and test, and they also benefited when they were performed in two environments versus the same environment.

  12. Wheat gluten hydrolysate affects race performance in the triathlon.

    PubMed

    Koikawa, Natsue; Aoki, Emi; Suzuki, Yoshio; Sakuraba, Keishoku; Nagaoka, Isao; Aoki, Kazuhiro; Shimmura, Yuki; Sawaki, Keisuke

    2013-07-01

    Wheat gluten hydrolysate (WGH) is a food ingredient, prepared by partial enzymatic digestion of wheat gluten, which has been reported to suppress exercise-induced elevation of serum creatinine kinase (CK) activity. However, its effects on athletic performance have not yet been elucidated. This is the presentation of an experiment performed on five female college triathletes who completed an Olympic distance triathlon with or without ingestion of 21 g of WGH during the cycling leg. The experiment was performed in a crossover double-blind manner. The race time of the running leg and thus the total race time was significantly shorter when WGH was ingested. However, serum CK levels exhibited no apparent differences between the two WGH or placebo groups.

  13. When children affect parents: Children's academic performance and parental investment.

    PubMed

    Yurk Quadlin, Natasha

    2015-07-01

    Sociologists have extensively documented the ways that parent resources predict children's achievement. However, less is known about whether and how children's academic performance shapes parental investment behaviors. I use data from the Early Childhood Longitudinal Study-Kindergarten Cohort (ECLS-K) and longitudinal fixed effects models to examine how changes in teacher assessments are related to changes in the conferral of various parent resources. Overall, I find that the relationship between achievement and investment varies based on the directionality in children's achievement and the type of resource at hand. Children whose performance improves receive a broad range of enrichment resources, while declines in performance are met with corrective educational resources. Results are largely consistent whether language or math assessments are used to predict investment, and also among children whose achievement does not change over time. I discuss these patterns, along with implications for the use of parent resources in education and family research.

  14. Job Satisfaction Among Army Pharmacists.

    DTIC Science & Technology

    2007-11-02

    American Journal ofPharmaceutical Ednesti™ 52 (1988): Curtis, Frederic R "Job Stress, Job Satisfaction , Anxiety, Depression, and Life Happiness Among... satisfaction , 63 percent answered "very often" or "pretty often" when asked how often they left work with a good feeling that they had done something well ...myriad of unique work factors without parallel in the civilian sector that may affect quality of life , and potentially job satisfaction : deployments

  15. Teacher Dispositions Affecting Self-Esteem and Student Performance

    ERIC Educational Resources Information Center

    Helm, Carroll

    2007-01-01

    Research supports several factors related to student success. Darling-Hammond (2000) indicated that the quality of teachers, as measured by whether the teachers were fully certified and had a major in their teaching field, was related to student performance. Measures of teacher preparation and certification were the strongest predictors of student…

  16. Factors Affecting Student Performance in Law School Economics Courses.

    ERIC Educational Resources Information Center

    Siegfried, John J.

    1981-01-01

    Noting the increasing role of economics in the law, many law schools have introduced formal economics instruction into their curricula. Several of the controversies surrounding liberal arts courses taught in law schools are examined. Prior formal coursework in the subject appeared to have no relationship to course performance. (MLW)

  17. Factors Affecting School District Performance Scores in Louisiana

    ERIC Educational Resources Information Center

    Harrison, Ronnie

    2010-01-01

    The purpose of this study was to investigate the relationship between District Performance Scores (DPS) in Louisiana and (a) socio-economic status of students, (b) academic achievement using average ACT scores, (c) percentage of certified teachers, (d) district class size, (e) per pupil expenditure, and (f) percentage of minority students in…

  18. Performativity and Affectivity: Lesson Observations in England's Further Education Colleges

    ERIC Educational Resources Information Center

    Edgington, Ursula

    2013-01-01

    Teaching and learning observations (TLOs) are used in educational environments worldwide to measure and improve quality and support professional development. TLOs can be positive for teachers who enjoy opportunities to "perform" their craft and/or engage in professional dialogue. However, if this crucial, collaborative developmental…

  19. How Motivation Affects Academic Performance: A Structural Equation Modelling Analysis

    ERIC Educational Resources Information Center

    Kusurkar, R. A.; Ten Cate, Th. J.; Vos, C. M. P.; Westers, P.; Croiset, G.

    2013-01-01

    Few studies in medical education have studied effect of quality of motivation on performance. Self-Determination Theory based on quality of motivation differentiates between Autonomous Motivation (AM) that originates within an individual and Controlled Motivation (CM) that originates from external sources. To determine whether Relative Autonomous…

  20. Unit Cohesion and the Surface Navy: Does Cohesion Affect Performance

    DTIC Science & Technology

    1989-12-01

    Relationship of Group Cohe- sion to Group Performance: A Research Integration Attempt, by L. W. Oliver, A199069, July 1988. Cartwright , D., "The Nature of...Group Cohesiveness," in Darwin Cart- wright and Alvin Zander, eds., Group Dynamics: Research and Theory, New York: Harper and Row, 1968. Gujarati, D. N

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

    ERIC Educational Resources Information Center

    Colarelli, Stephen M.; And Others

    1991-01-01

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

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

    SciTech Connect

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

    1992-01-01

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

  3. Does familiarity with computers affect computerized neuropsychological test performance?

    PubMed

    Iverson, Grant L; Brooks, Brian L; Ashton, V Lynn; Johnson, Lynda G; Gualtieri, C Thomas

    2009-07-01

    The purpose of this study was to determine whether self-reported computer familiarity is related to performance on computerized neurocognitive testing. Participants were 130 healthy adults who self-reported whether their computer use was "some" (n = 65) or "frequent" (n = 65). The two groups were individually matched on age, education, sex, and race. All completed the CNS Vital Signs (Gualtieri & Johnson, 2006b) computerized neurocognitive battery. There were significant differences on 6 of the 23 scores, including scores derived from the Symbol-Digit Coding Test, Stroop Test, and the Shifting Attention Test. The two groups were also significantly different on the Psychomotor Speed (Cohen's d = 0.37), Reaction Time (d = 0.68), Complex Attention (d = 0.40), and Cognitive Flexibility (d = 0.64) domain scores. People with "frequent" computer use performed better than people with "some" computer use on some tests requiring rapid visual scanning and keyboard work.

  4. Scales affect performance of Monarch butterfly forewings in autorotational flight

    NASA Astrophysics Data System (ADS)

    Demko, Anya; Lang, Amy

    2012-11-01

    Butterfly wings are characterized by rows of scales (approximately 100 microns in length) that create a shingle-like pattern of cavities over the entire surface. It is hypothesized that these cavities influence the airflow around the wing and increase aerodynamic performance. A forewing of the Monarch butterfly (Danus plexippus) naturally undergoes autorotational flight in the laminar regime. Autorotational flight is an accurate representation of insect flight because the rotation induces a velocity gradient similar to that found over a flapping wing. Drop test flights of 22 forewings before and after scale removal were recorded with a high-speed camera and flight behavior was quantified. It was found that removing the scales increased the descent speed and decreased the descent factor, a measure of aerodynamic efficacy, suggesting that scales increased the performance of the forewings. Funded by NSF REU Grant 1062611.

  5. Neuroticism Negatively Affects Multitasking Performance through State Anxiety

    DTIC Science & Technology

    2009-02-01

    interruptions, is greater than ever. As a result, multitasking has become a necessity in both home and work life for many individuals (e.g., Bühner...at work and at home . As such, researchers have begun to focus attention on understanding and predicting multitasking performance. Though past...technological innovation, and information overload, the pace of life is rapidly increasing. The pressure to do more in less time, often with frequent

  6. Personality Factors Affecting Pilot Combat Performance: A Preliminary Investigation

    DTIC Science & Technology

    1997-09-01

    collected by personnel from Metrica , Inc., under Contract F33615-91-D-0010 (Delivery Order 0005) sponsored by the Air Force Armstrong Laboratory. The...authors would like to thank ’their colleagues at Metrica for their contributions to . this effort; in particular, Mr John Quebe and Mr Martin Dittmar...aircrew combat performance. San Antonio TX: Metrica Inc. 7 . Dolgin, D.L., & Gibb, G.D. (1988). Personality assessment in aviator selection (NAMRL

  7. Luminance controlled pupil size affects Landolt C task performance

    SciTech Connect

    Berman, S.M. ); Fein, G. ); Jewett, D.L.; Ashford, F. )

    1993-02-01

    Subjects judged the orientation of a 2 min. gap Landolt C located at a distance of 2.4 m. The stimuli were presented in central vision on a CRT, at low to medium contrast. The effects of varying the spectrum and luminance of surround lighting were assessed on both pupil size (measured using infrared pupillometry during task performance) and task accuracy. The task display was protected from the surround lighting, so that its luminance and contrast could be varied independently of the changes in the surround lighting. Indirect surround illumination was provided by either two illuminants of very different scotopic spectral content but with the same photopic luminance (Experiments 1 and 3), or by using the same illuminant at two different luminance levels (Experiment 2). In Experiment 3, the effect of changing surround spectrum was compared to the effect of varying task background luminance between 12 cd/m[sup 2] and 73 cd/m[sup 2]. In all experiments, scotopically enhanced surround lighting produced pupil areas which were reduced by almost 50% in comparison with surround lighting with relatively less scotopic luminance. Concomitantly there was improvement in Landolt C task performance with the scotopically enhanced surround lighting at all contrast and luminance levels. In these experiments, smaller pupil sizes were associated with significantly better visual-task performance in spite of lower task retinal illuminance when compared to the condition with larger pupils. These results suggest that changes in surround spectrum can compensate for the effect on task performance of a reduction in task luminance and supports the hypothesis that lighting energy savings could accrue in the workplace by shifting lamp spectra to obtain greater scotopic efficacy.

  8. Luminance controlled pupil size affects Landolt C task performance. Revision

    SciTech Connect

    Berman, S.M.; Fein, G.; Jewett, D.L.; Ashford, F.

    1993-02-01

    Subjects judged the orientation of a 2 min. gap Landolt C located at a distance of 2.4 m. The stimuli were presented in central vision on a CRT, at low to medium contrast. The effects of varying the spectrum and luminance of surround lighting were assessed on both pupil size (measured using infrared pupillometry during task performance) and task accuracy. The task display was protected from the surround lighting, so that its luminance and contrast could be varied independently of the changes in the surround lighting. Indirect surround illumination was provided by either two illuminants of very different scotopic spectral content but with the same photopic luminance (Experiments 1 and 3), or by using the same illuminant at two different luminance levels (Experiment 2). In Experiment 3, the effect of changing surround spectrum was compared to the effect of varying task background luminance between 12 cd/m{sup 2} and 73 cd/m{sup 2}. In all experiments, scotopically enhanced surround lighting produced pupil areas which were reduced by almost 50% in comparison with surround lighting with relatively less scotopic luminance. Concomitantly there was improvement in Landolt C task performance with the scotopically enhanced surround lighting at all contrast and luminance levels. In these experiments, smaller pupil sizes were associated with significantly better visual-task performance in spite of lower task retinal illuminance when compared to the condition with larger pupils. These results suggest that changes in surround spectrum can compensate for the effect on task performance of a reduction in task luminance and supports the hypothesis that lighting energy savings could accrue in the workplace by shifting lamp spectra to obtain greater scotopic efficacy.

  9. Factors That Affect Academic Performance Among Pharmacy Students

    PubMed Central

    Sansgiry, Sujit S.; Bhosle, Monali; Sail, Kavita

    2006-01-01

    Objective The objective of this study was to examine factors such as academic competence, test competence, time management, strategic studying, and test anxiety, and identify whether these factors could distinguish differences among students, based on academic performance and enrollment in the experiential program. Methods A cross-sectional study design utilizing questionnaires measuring previously validated constructs was used to evaluate the effect of these factors on students with low and high cumulative grade point averages (GPAs). Pharmacy students (N = 198) enrolled at the University of Houston participated in the study. Results Academic performance was significantly associated with factors such as academic competence and test competence. Students with a cumulative GPA of 3.0 or greater significantly differed in their level of test competence than those with a GPA of less than 3.0. Students enrolled in their experiential year differed from students enrolled in their second year of curriculum on factors such as test anxiety, academic competence, test competence, and time management skills. Conclusion Test competence was an important factor to distinguish students with low vs. high academic performance. Factors such as academic competence, test competence, test anxiety and time management improve as students' progress in their experiential year. PMID:17149433

  10. Positive affective tone and team performance: The moderating role of collective emotional skills.

    PubMed

    Collins, Amy L; Jordan, Peter J; Lawrence, Sandra A; Troth, Ashlea C

    2016-01-01

    Research on affect as a group-level phenomenon has shown that over time, individual members within a group become highly similar in their affect (i.e., members experience and display similar emotions and moods), and often become similar enough that the aggregation of individuals' affect can meaningfully represent the "affective tone" of the group. It is generally assumed that a more positive affective tone will lead to better team performance. We challenge the conclusion that positive affective tone is always good for team performance, suggesting that the relationship between positive affective tone and team performance is subject to moderating influences. Across two studies, we demonstrate that the self-reported collective emotional skills of team members play a crucial role in determining whether positive affective tone is beneficial or detrimental to team performance. Implications for theory and practice are discussed.

  11. Characterization of titanium dioxide: Factors affecting photocatalytic performance

    SciTech Connect

    Presley, R.W.

    1995-06-01

    Titanium dioxide is being evaluated as a photocatalyst in the destruction of contaminants in aqueous waste streams. Commercial samples of TiO{sub 2} powder have been obtained for base line studies of the photocatalytic destruction of salicylic acid standards. These commercial samples have been prepared by flame hydrolysis and aerosol or spray pyrolysis. Additional samples of TiO{sub 2} have been prepared in house by precipitation from TiCl{sub 4} in aqueous solution, some with the addition of dopants. X-ray powder diffraction data analysis indicates the predominate phase of these commercial and prepared powders to be anatase. A minor amount of the rutile crystalline phase of TiO{sub 2} was observed at various levels in some of these catalysts. The broadness of the x-ray diffraction bands varied among the samples analyzed and indicated the primary particle size to be within the 500 to 1,000 angstrom range with the product produced in house having the smallest crystallite size. Experiments were then performed to assess the photocatalytic performance of these various types of catalyst in the destruction of 30 ppm salicylic acid in deionized water.

  12. How Do Unemployment Insurance and Recall Expectations Affect On-the-Job Search among Workers Who Receive Advance Notice of Layoff?

    ERIC Educational Resources Information Center

    Burgess, Paul L.; Low, Stuart A.

    1998-01-01

    Prelayoff job search of workers receiving advance notice of layoffs increased with length of notice and decreased with expected recall. For those not expecting recall, prelayoff search decreased with level of available unemployment benefits. (SK)

  13. Investigation of Factors Affecting Aerodynamic Performance of Nebulized Nanoemulsion

    PubMed Central

    Kamali, Hosein; Abbasi, Shayan; Amini, Mohammad Ali; Amani, Amir

    2016-01-01

    This work aimed to prepare a nanoemulsion preparation containing budesonide and assess its aerodynamic behavior in comparison with suspension of budesonide. In-vitro aerodynamic performance of the corresponding micellar solution (ie. nanoemulsion preparation without oil) was investigated too. Nanoemulsions of almond oil containing budesonide, as a hydrophobic model drug molecule, were prepared and optimized. Then, the effect of variation of surfactant/co-surfactant concentration on the aerodynamic properties of the nebulized aerosol was studied. The results indicated that the most physically stable formulation makes the smallest aerodynamic size. The concentration of co-surfactant was also shown to be critical in determination of aerodynamic size. Furthermore, the optimized sample, with 3% w/w almond oil, 20% w/w Tween 80+Span 80 and 2% w/w ethanol showed a smaller MMAD in comparison with the commercially available suspension and the micellar solution. PMID:28243265

  14. Prepartum nutritional strategy affects reproductive performance in dairy cows.

    PubMed

    Cardoso, F C; LeBlanc, S J; Murphy, M R; Drackley, J K

    2013-09-01

    Negative energy balance during early postpartum is associated with reduced reproductive performance in dairy cows. A pooled statistical analysis of 7 studies completed in our group from 1993 to 2010 was conducted to investigate the association between prepartum energy feeding regimen and reproductive performance. The interval from calving to pregnancy (days to pregnancy, DTP) was the dependent variable to assess reproductive performance. Individual data for 408 cows (354 multiparous and 54 primiparous) were included in the analysis. The net energy for lactation (NEL) intake was determined from each cow's average dry matter intake and calculated dietary NEL density. Treatments applied prepartum were classified as either controlled-energy (CE; limited NEL intake to ≤100% of requirement) or high-energy (HE; cows were allowed to consume >100%) diets fed during the far-off (FO) or close-up (CU) dry periods. Cow was the experimental unit. The Cox proportional hazard model revealed that days to pregnancy was shorter for CE (median=157 d) than HE (median=167 d) diets during the CU period [hazard ratio (HR)=0.70]. Cows fed HE diets during the last 4 wk prepartum lost more body condition score in the first 6 wk postpartum than those fed CE diets (-0.43 and -0.30, respectively). Cows fed CE diets during the FO period had lower nonesterified fatty acids concentrations in wk 1, 2, and 3 of lactation than cows fed HE diets. Higher nonesterified fatty acids concentration in wk 1 postpartum was associated with a greater probability of disease (n=251; odds ratio=1.18). Cows on the CE regimen during the FO period had greater plasma glucose concentrations during wk 1 and 3 after calving than cows fed the HE regimen. Higher plasma glucose (HG) concentration compared with lower glucose (LG) in wk 3 (HG: n=154; LG: n=206) and wk 4 (HG: n=71; LG: n=254) after calving was associated with shorter days to pregnancy (wk 3: median=151 and 171 d for HG and LG, respectively, and HR=1.3; wk 4

  15. Factors affecting the performance of large-aperture microphone arrays.

    PubMed

    Silverman, Harvey F; Patterson, William R; Sachar, Joshua

    2002-05-01

    Large arrays of microphones have been proposed and studied as a possible means of acquiring data in offices, conference rooms, and auditoria without requiring close-talking microphones. When such an array essentially surrounds all possible sources, it is said to have a large aperture. Large-aperture arrays have attractive properties of spatial resolution and signal-to-noise enhancement. This paper presents a careful comparison of theoretical and measured performance for an array of 256 microphones using simple delay-and-sum beamforming. This is the largest currently functional, all digital-signal-processing array that we know of. The array is wall-mounted in the moderately adverse environment of a general-purpose laboratory (8 m x 8 m x 3 m). The room has a T60 reverberation time of 550 ms. Reverberation effects in this room severely impact the array's performance. However, the width of the main lobe remains comparable to that of a simplified prediction. Broadband spatial resolution shows a single central peak with 10 dB gain about 0.4 m in diameter at the -3 dB level. Away from that peak, the response is approximately flat over most of the room. Optimal weighting for signal-to-noise enhancement degrades the spatial resolution minimally. Experimentally, we verify that signal-to-noise gain is less than proportional to the square root of the number of microphones probably due to the partial correlation of the noise between channels, to variation of signal intensity with polar angle about the source, and to imperfect correlation of the signal over the array caused by reverberations. We show measurements of the relative importance of each effect in our environment.

  16. Factors affecting the performance of large-aperture microphone arrays

    NASA Astrophysics Data System (ADS)

    Silverman, Harvey F.; Patterson, William R.; Sachar, Joshua

    2002-05-01

    Large arrays of microphones have been proposed and studied as a possible means of acquiring data in offices, conference rooms, and auditoria without requiring close-talking microphones. When such an array essentially surrounds all possible sources, it is said to have a large aperture. Large-aperture arrays have attractive properties of spatial resolution and signal-to-noise enhancement. This paper presents a careful comparison of theoretical and measured performance for an array of 256 microphones using simple delay-and-sum beamforming. This is the largest currently functional, all digital-signal-processing array that we know of. The array is wall-mounted in the moderately adverse environment of a general-purpose laboratory (8 m×8 m×3 m). The room has a T60 reverberation time of 550 ms. Reverberation effects in this room severely impact the array's performance. However, the width of the main lobe remains comparable to that of a simplified prediction. Broadband spatial resolution shows a single central peak with 10 dB gain about 0.4 m in diameter at the -3 dB level. Away from that peak, the response is approximately flat over most of the room. Optimal weighting for signal-to-noise enhancement degrades the spatial resolution minimally. Experimentally, we verify that signal-to-noise gain is less than proportional to the square root of the number of microphones probably due to the partial correlation of the noise between channels, to variation of signal intensity with polar angle about the source, and to imperfect correlation of the signal over the array caused by reverberations. We show measurements of the relative importance of each effect in our environment.

  17. Job Prospects for Aerospace Engineers.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1987-01-01

    Discusses the recent trends in job opportunities for aerospace engineers. Mentions some of the political, technological, and economic factors affecting the overall employment picture. Includes a description of the job prospects created by the general upswing of the large commercial aircraft market. (TW)

  18. Noise Affects Performance on the Montreal Cognitive Assessment.

    PubMed

    Dupuis, Kate; Marchuk, Veronica; Pichora-Fuller, M Kathleen

    2016-09-01

    We investigated the effect of background noise on performance on the Montreal Cognitive Assessment (MoCA). Two groups of older adults (one with clinically normal hearing, one with hearing loss) and a younger adult group with clinically normal hearing were administered two versions of the MoCA under headphones in low and high levels of background noise. Intensity levels used to present the test were customized based on the hearing abilities of participants with hearing loss to yield a uniform level of difficulty across listeners in the high-level noise condition. Both older groups had poorer MoCA scores in noise than the younger group. Importantly, all participants had poorer MoCA scores in the high-noise (M = 22.7/30) compared to the low-noise condition (M = 25.7/30, p < .001). Results suggest that background noise in the test environment should be considered when cognitive tests are conducted and results interpreted, especially when testing older adults.

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

    ERIC Educational Resources Information Center

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

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

  20. How neighbor canopy architecture affects target plant performance

    SciTech Connect

    Tremmel, D.C.; Bazzaz, F.A. )

    1993-10-01

    Plant competition occurs through the negative effects that individual plants have on resource availability to neighboring individuals. Therefore competition experiments need to examine how different species change resource availability to their neighbors, and how different species respond to these changes-allocationally, architecturally, and physiologically-through time. In a greenhouse study we used a model system of annuals to examine how canopies of species having differing morphologies differed in their architectures and light-interception abilities, and how different species performed when grown in these canopies. Abutilon theophrasti, Datura stramonium, and Polygonum pensylvanicum were grown as [open quotes]targets[close quotes]. Plants were grown in pots, with one target plant and four neighbor plants. Detailed measurements of neighbor canopy structure and target plant canopy architecture were made at five harvests. Species with different morphologies showed large differences in canopy structure, particularly when grass and forb species were compared. Setaria, a grass, had a more open canopy than the other species (all forbs), and was a consistently weak competitor. Overall, however, the relative effects of different neighbors on target biomass varied with target species. Target biomass was poorly correlated with neighbor biomass and leaf area, but was highly correlated with a measure of target light-interception ability that took into account both target leaf deployment and neighbor light interception. Despite clear differences among neighbor species in canopy structure and effect on light penetration, the results suggest no broad generalizations about the effects of different species as neighbors. Knowledge of morphological, physiological, and life history characteristics of both the target and neighbor species may be necessary to explain the results of their competition. 53 refs., 4 figs., 4 tabs.

  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 Aids and Motivation.

    ERIC Educational Resources Information Center

    Grau, Joseph A.

    1986-01-01

    Suggests job aids have motivational benefits and discusses three ways in which they positively affect motivation: increases worker's confidence of success and amount of effort they are willing to invest in attempting tasks; increases expectancy while decreasing amount of motivation needed; and reinforces task importance. (MBR)

  3. Affective Responses to an Aerobic Dance Class: The Impact of Perceived Performance.

    ERIC Educational Resources Information Center

    Bartholomew, John B.; Miller, Bridget M.

    2002-01-01

    Tested the mastery hypothesis as an explanation for the affective benefits of acute exercise. Undergraduate women from a self-selected aerobic dance class rated their exercise performance following class. Affect questionnaires were completed before and at 5 and 20 minutes after the class. Results showed an overall improvement in affect following…

  4. The Role of Job Coaching in Vocational Rehabilitation

    ERIC Educational Resources Information Center

    Doane, Raymond C.; Valente, Michael E.

    1977-01-01

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

  5. Students' Achievement Goals, Emotion Perception Ability and Affect and Performance in the Classroom: A Multilevel Examination

    ERIC Educational Resources Information Center

    Vassiou, Aikaterini; Mouratidis, Athanasios; Andreou, Eleni; Kafetsios, Konstantinos

    2016-01-01

    Performance at school is affected not only by students' achievement goals but also by emotional exchanges among classmates and their teacher. In this study, we investigated relationships between students' achievement goals and emotion perception ability and class affect and performance. Participants were 949 Greek adolescent students in 49 classes…

  6. 40 CFR Table 3 to Subpart Nnnnn of... - Performance Test Requirements for HCl Production Affected Sources

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 40 Protection of Environment 14 2011-07-01 2011-07-01 false Performance Test Requirements for HCl... Requirements for HCl Production Affected Sources As stated in § 63.9020, you must comply with the following requirements for performance tests for HCl production for each affected source. For each HCl process vent...

  7. The Job Outlook in Brief.

    ERIC Educational Resources Information Center

    Nardone, Tom

    1984-01-01

    Describes factors affecting employment in various occupational categories and presents the "Job Outlook in Brief," a 16-page listing of changes in employment, 1982-1995, as well as employment prospects, arranged by occupational clusters. (SK)

  8. 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…

  9. Identifying Affective Domains That Correlate and Predict Mathematics Performance in High-Performing Students in Singapore

    ERIC Educational Resources Information Center

    Lim, Siew Yee; Chapman, Elaine

    2015-01-01

    Past studies have shown that distinct yet highly correlated sub-constructs of three broad mathematics affective variables: (a) motivation, (b) attitudes and (c) anxiety, have varying degree of correlation with mathematics achievement. The sub-constructs of these three affective constructs are as follows: (a) (i) amotivation, (ii) external…

  10. Improving Nursing Home Care through Training and Job Redesign.

    ERIC Educational Resources Information Center

    Smyer, Michael; And Others

    1992-01-01

    Short-term longitudinal study assessed single and combined effects of two interventions designed to affect nursing assistants' (n=193) performance by increasing knowledge and motivation. Four sites included skills training only, job redesign only, both interventions, and control. Significant differences were found in knowledge in comparisons…

  11. Association among Work-Related Musculoskeletal Disorders, Job Stress, and Job Attitude of Occupational Therapists.

    PubMed

    Park, Jin-Hyuck; Park, Ji-Hyuk

    2017-01-01

    This study was conducted to investigate the associations among work-related musculoskeletal disorders (WMSDs), job stress, and job attitude of occupational therapists in South Korea. Self-reporting questionnaires were distributed to 150 occupational therapists. Of the 128 occupational therapists who responded, 110 (85.9%) reported WMSDs affecting at least one body site. The most affected WMSDs site was the low back (26.8%), and the most reported number of body site affected by WMSDs was one (53.9%). As a result, there were significant differences in job stress and job attitude depending on the age, work experience, working hour, presence or absence of WMSDs, and number of site of pain. Factors influencing job attitude included job stress, the presence or absence of WMSDs and duration of pain. The results showed that the occurrence of WMSDs in occupational therapists was associated with increased job stress and negative job attitude.

  12. An Exploratory Study of the Effects of Work Environment Variables on Job Satisfaction Among Chinese Prison Staff.

    PubMed

    Jiang, Shanhe; Lambert, Eric G; Liu, Jianhong; Zhang, Jinwu

    2017-02-01

    Job satisfaction has been linked to many positive outcomes, such as greater work performance, increased organizational commitment, reduced job burnout, decreased absenteeism, and lower turnover intent/turnover. A substantial body of research has examined how work environment variables are linked to job satisfaction among U.S. correctional staff; far less research has examined prison staff in non-Western nations, especially China. Using survey data collected from two prisons in Guangzhou, China, this study investigated the level of job satisfaction among prison staff and how personal characteristics (i.e., gender, tenure, age, and educational level) and work environment variables (i.e., perceived dangerousness of the job, job variety, supervision, instrumental communication, and input into decision making) affect job satisfaction. The findings from ordinary least squares regression equations indicated that the work environment variables explained a greater proportion of the variance in the job satisfaction measure than the personal characteristics. In the full multivariate regression model, gender was the only personal characteristic to have a significant association with job satisfaction, with female staff reporting higher satisfaction. Input into decision making and job variety had significant positive associations, whereas dangerousness had a significant negative relationship with job satisfaction.

  13. 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

  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. 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…

  16. Job Olympics.

    ERIC Educational Resources Information Center

    Gerweck, Debra R.; Chauza, Phyllis J.

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

  17. To branch out or stay focused? Affective shifts differentially predict organizational citizenship behavior and task performance.

    PubMed

    Yang, Liu-Qin; Simon, Lauren S; Wang, Lei; Zheng, Xiaoming

    2016-06-01

    We draw from personality systems interaction (PSI) theory (Kuhl, 2000) and regulatory focus theory (Higgins, 1997) to examine how dynamic positive and negative affective processes interact to predict both task and contextual performance. Using a twice-daily diary design over the course of a 3-week period, results from multilevel regression analysis revealed that distinct patterns of change in positive and negative affect optimally predicted contextual and task performance among a sample of 71 employees at a medium-sized technology company. Specifically, within persons, increases (upshifts) in positive affect over the course of a workday better predicted the subsequent day's organizational citizenship behavior (OCB) when such increases were coupled with decreases (downshifts) in negative affect. The optimal pattern of change in positive and negative affect differed, however, in predicting task performance. That is, upshifts in positive affect over the course of the workday better predicted the subsequent day's task performance when such upshifts were accompanied by upshifts in negative affect. The contribution of our findings to PSI theory and the broader affective and motivation regulation literatures, along with practical implications, are discussed. (PsycINFO Database Record

  18. Performance-Based Occupational Affective Behavior Analysis (OABA). Implementation and Supporting Research.

    ERIC Educational Resources Information Center

    Pucel, David J.; And Others

    This document contains two sections: implementation of the performance-based Occupational Affective Behavior Analysis (OABA), and supporting research. Section 1 presents OABA, an analytic procedure designed to identify those affective behaviors important to success in an occupation, and gives directions on how to implement the procedure. The…

  19. Investigating Learner Affective Performance in Web-Based Learning by Using Entrepreneurship as a Metaphor

    ERIC Educational Resources Information Center

    Liu, Ming-Chou; Chi, Ming-Hsiao

    2012-01-01

    In the era of the Internet, factors which influence effective learning in a Web-based learning environment are well worth exploring. In addition to knowledge acquisition and skills training, affect is also an important factor, since successful learning requires excellent affective performance. Thus this study focuses on learners' affective…

  20. Psychological Factor Affecting English Speaking Performance for the English Learners in Indonesia

    ERIC Educational Resources Information Center

    Haidara, Youssouf

    2016-01-01

    In every learning situation or environment, human psychology plays a significant role. English speaking is a language skill that is highly affected by human psychology. This research aimed at describing the psychological factor that affects negatively the English speaking performance for the English learners in Indonesia. A descriptive qualitative…

  1. Using a False Biofeedback Methodology to Explore Relationships between Learners' Affect, Metacognition, and Performance

    ERIC Educational Resources Information Center

    Strain, Amber Chauncey; Azevedo, Roger; D'Mello, Sidney K.

    2013-01-01

    We used a false-biofeedback methodology to manipulate physiological arousal in order to induce affective states that would influence learners' metacognitive judgments and learning performance. False-biofeedback is a method used to induce physiological arousal (and resultant affective states) by presenting learners with audio stimuli of false heart…

  2. Happy Places, Horrible Times, and Scary Learners: Affective Performances and Sticky Objects in Inclusive Classrooms

    ERIC Educational Resources Information Center

    Naraian, Srikala; Khoja-Moolji, Shenila

    2016-01-01

    Drawing on data from two studies conducted in US public schools, this paper traces the affective productions and performances of teachers to illustrate the role of affect in delineating (non)normative pedagogical practices in inclusive classrooms. Occupying a borderland space in narrative inquiry that permitted the straddling of differing…

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

    DTIC Science & Technology

    1976-07-30

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

  4. Selective Recruiting: College Characteristics and Job Outcomes.

    ERIC Educational Resources Information Center

    Colarelli, Stephen M.; And Others

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

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

    DTIC Science & Technology

    1984-07-01

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

  6. Job Readiness Training Curriculum.

    ERIC Educational Resources Information Center

    Tesolowski, Dennis G.

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

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

    ERIC Educational Resources Information Center

    Norback, Judith Shaul; Forehand, Garlie A.

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

  8. Performing a secondary executive task with affective stimuli interferes with decision making under risk conditions.

    PubMed

    Gathmann, Bettina; Pawlikowski, Mirko; Schöler, Tobias; Brand, Matthias

    2014-05-01

    Previous studies demonstrated that executive functions are crucial for advantageous decision making under risk and that therefore decision making is disrupted when working memory capacity is demanded while working on a decision task. While some studies also showed that emotions can affect decision making under risk, it is unclear how affective processing and executive functions predict decision-making performance in interaction. The current experimental study used a between-subjects design to examine whether affective pictures (positive and negative pictures compared to neutral pictures), included in a parallel executive task (working memory 2-back task), have an impact on decision making under risk as assessed by the Game of Dice Task (GDT). Moreover, the performance GDT plus 2-back task was compared to the performance in the GDT without any additional task (GDT solely). The results show that the performance in the GDT differed between groups (positive, negative, neutral, and GDT solely). The groups with affective pictures, especially those with positive pictures in the 2-back task, showed more disadvantageous decisions in the GDT than the groups with neutral pictures and the group performing the GDT without any additional task. However, executive functions moderated the effect of the affective pictures. Regardless of affective influence, subjects with good executive functions performed advantageously in the GDT. These findings support the assumption that executive functions and emotional processing interact in predicting decision making under risk.

  9. 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.

  10. Some Factors That Affecting the Performance of Mathematics Teachers in Junior High School in Medan

    ERIC Educational Resources Information Center

    Manullang, Martua; Rajagukguk, Waminton

    2016-01-01

    Some Factor's That Affecting The Mathematic Teacher Performance For Junior High School In Medan. This research will examine the effect of direct and indirect of the Organizational Knowledge towards the achievement motivation, decision making, organizational commitment, the performance of mathematics teacher. The research method is a method of…

  11. Using Representations in Geometry: A Model of Students' Cognitive and Affective Performance

    ERIC Educational Resources Information Center

    Panaoura, Areti

    2014-01-01

    Self-efficacy beliefs in mathematics, as a dimension of the affective domain, are related with students' performance on solving tasks and mainly on overcoming cognitive obstacles. The present study investigated the interrelations of cognitive performance on geometry and young students' self-efficacy beliefs about using representations for solving…

  12. Centrality and Charisma: Comparing How Leader Networks "and" Attributions Affect Team Performance

    ERIC Educational Resources Information Center

    Balkundi, Prasad; Kilduff, Martin; Harrison, David A.

    2011-01-01

    When leaders interact in teams with their subordinates, they build social capital that can have positive effects on team performance. Does this social capital affect team performance because subordinates come to see the leader as charismatic? We answered this question by examining 2 models. First, we tested the charisma-to-centrality model…

  13. The Developmental Dynamics of Children's Academic Performance and Mothers' Homework-Related Affect and Practices

    ERIC Educational Resources Information Center

    Silinskas, Gintautas; Kiuru, Noona; Aunola, Kaisa; Lerkkanen, Marja-Kristiina; Nurmi, Jari-Erik

    2015-01-01

    This study investigated the longitudinal associations between children's academic performance and their mothers' affect, practices, and perceptions of their children in homework situations. The children's (n = 2,261) performance in reading and math was tested in Grade 1 and Grade 4, and the mothers (n = 1,476) filled out questionnaires on their…

  14. Affective Cues and Processing Strategy: Color-Coded Examination Forms Influence Performance.

    ERIC Educational Resources Information Center

    Sinclair, Robert C.; Soldat, Alexander S.; Mark, Melvin M.

    1998-01-01

    Argues that external cues provide affective information that influence processing strategy and, therefore, examination performance. Notes the differences in performance for two midterm examinations, identical, except that they were printed on blue and red paper. Discusses a method for appropriately adjusting scores to control for form effects.…

  15. 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.

  16. The developmental dynamics of children's academic performance and mothers' homework-related affect and practices.

    PubMed

    Silinskas, Gintautas; Kiuru, Noona; Aunola, Kaisa; Lerkkanen, Marja-Kristiina; Nurmi, Jari-Erik

    2015-04-01

    This study investigated the longitudinal associations between children's academic performance and their mothers' affect, practices, and perceptions of their children in homework situations. The children's (n = 2,261) performance in reading and math was tested in Grade 1 and Grade 4, and the mothers (n = 1,476) filled out questionnaires on their affect, practices, and perceptions while their children were in Grades 2, 3, and 4. The results showed, first, that the more help in homework the mothers reported, the slower was the development of their children's academic performance from Grade 1 to Grade 4. This negative association was true especially if mothers perceived their children not to be able to work autonomously. Second, children's good academic performance in Grade 1 predicted mothers' perception of child's ability to be autonomous and positive affect in homework situations later on, whereas poor performance predicted mothers' negative affect, help, and monitoring. Finally, mothers' negative affect mediated the association between children's poor performance, maternal practices, and perceptions of their children.

  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. Factors Affecting the Performance of Hispanic and Non-Hispanic Marine Corps Enlistees

    DTIC Science & Technology

    2015-03-01

    THE PERFORMANCE OF HISPANIC AND NON-HISPANIC MARINE CORPS ENLISTEES by Matthew Curry March 2015 Thesis Advisor: Simona Tick Co-Advisor...March 20 15 Master ’s Thesis 4. TITLE AND SUBTITLE FACTORS AFFECTING THE PERFORMANCE OF HISPANIC AND NON- HISPANIC MARINE CORPS ENLISTEES 6. AUTHOR...S) Matthew Cmw 7. PERFORMING ORGANIZATION NA:i\\tiE(S) AND ADDRESS(ES) Naval Postgraduate School Monterey, CA 93943-5000 9. SPONSORING /MONITORING

  19. Size, but not experience, affects the ontogeny of constriction performance in ball pythons (Python regius).

    PubMed

    Penning, David A; Dartez, Schuyler F

    2016-03-01

    Constriction is a prey-immobilization technique used by many snakes and is hypothesized to have been important to the evolution and diversification of snakes. However, very few studies have examined the factors that affect constriction performance. We investigated constriction performance in ball pythons (Python regius) by evaluating how peak constriction pressure is affected by snake size, sex, and experience. In one experiment, we tested the ontogenetic scaling of constriction performance and found that snake diameter was the only significant factor determining peak constriction pressure. The number of loops applied in a coil and its interaction with snake diameter did not significantly affect constriction performance. Constriction performance in ball pythons scaled differently than in other snakes that have been studied, and medium to large ball pythons are capable of exerting significantly higher pressures than those shown to cause circulatory arrest in prey. In a second experiment, we tested the effects of experience on constriction performance in hatchling ball pythons over 10 feeding events. By allowing snakes in one test group to gain constriction experience, and manually feeding snakes under sedation in another test group, we showed that experience did not affect constriction performance. During their final (10th) feedings, all pythons constricted similarly and with sufficiently high pressures to kill prey rapidly. At the end of the 10 feeding trials, snakes that were allowed to constrict were significantly smaller than their non-constricting counterparts.

  20. 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.

  1. Causal attribution and affective response as mediated by task performance and self-acceptance.

    PubMed

    Green, T D; Bailey, R C; Zinser, O; Williams, D E

    1994-12-01

    Predictions derived from cognitive consistency theories, self-esteem theories, and ego-serving-bias theory concerning how students would make attributional and affective responses to their academic performance were investigated. 202 university students completed a measure of self-acceptance of their college ability and made attributional and affective responses to an hypothetical examination performance. Analyses showed that students receiving positive feedback perceived greater internal causality and responded with greater positive affect than students receiving negative feedback. Self-acceptance did not moderate the attributions or affective reactions. The results supported the ego-serving-bias theory and provided partial support for self-esteem theory. Findings did not support predictions from cognitive-consistency theory.

  2. 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

  3. A Job Retention Model for Individuals with Mental Retardation

    ERIC Educational Resources Information Center

    Fornes, Sandra

    2006-01-01

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

  4. Tail autotomy affects bipedalism but not sprint performance in a cursorial Mediterranean lizard

    NASA Astrophysics Data System (ADS)

    Savvides, Pantelis; Stavrou, Maria; Pafilis, Panayiotis; Sfenthourakis, Spyros

    2017-02-01

    Running is essential in all terrestrial animals mainly for finding food and mates and escaping from predators. Lizards employ running in all their everyday functions, among which defense stands out. Besides flight, tail autotomy is another very common antipredatory strategy within most lizard families. The impact of tail loss to sprint performance seems to be species dependent. In some lizard species, tail shedding reduces sprint speed, in other species, increases it, and, in a few species, speed is not affected at all. Here, we aimed to clarify the effect of tail autotomy on the sprint performance of a cursorial lizard with particular adaptations for running, such as bipedalism and spike-like protruding scales (fringes) on the toepads that allow high speed on sandy substrates. We hypothesized that individuals that performed bipedalism, and have more and larger fringes, would achieve higher sprint performance. We also anticipated that tail shedding would affect sprint speed (though we were not able to define in what way because of the unpredictable effects that tail loss has on different species). According to our results, individuals that ran bipedally were faster; limb length and fringe size had limited effects on sprint performance whereas tail autotomy affected quadrupedal running only in females. Nonetheless, tail loss significantly affected bipedalism: the ability for running on hindlimbs was completely lost in all adult individuals and in 72.3% of juveniles.

  5. Tail autotomy affects bipedalism but not sprint performance in a cursorial Mediterranean lizard.

    PubMed

    Savvides, Pantelis; Stavrou, Maria; Pafilis, Panayiotis; Sfenthourakis, Spyros

    2017-02-01

    Running is essential in all terrestrial animals mainly for finding food and mates and escaping from predators. Lizards employ running in all their everyday functions, among which defense stands out. Besides flight, tail autotomy is another very common antipredatory strategy within most lizard families. The impact of tail loss to sprint performance seems to be species dependent. In some lizard species, tail shedding reduces sprint speed, in other species, increases it, and, in a few species, speed is not affected at all. Here, we aimed to clarify the effect of tail autotomy on the sprint performance of a cursorial lizard with particular adaptations for running, such as bipedalism and spike-like protruding scales (fringes) on the toepads that allow high speed on sandy substrates. We hypothesized that individuals that performed bipedalism, and have more and larger fringes, would achieve higher sprint performance. We also anticipated that tail shedding would affect sprint speed (though we were not able to define in what way because of the unpredictable effects that tail loss has on different species). According to our results, individuals that ran bipedally were faster; limb length and fringe size had limited effects on sprint performance whereas tail autotomy affected quadrupedal running only in females. Nonetheless, tail loss significantly affected bipedalism: the ability for running on hindlimbs was completely lost in all adult individuals and in 72.3% of juveniles.

  6. Malaysian and Singaporean students' affective characteristics and mathematics performance: evidence from PISA 2012.

    PubMed

    Thien, Lei Mee; Ong, Mei Yean

    2015-01-01

    This paper attempts to identify the extent to which the affective characteristics of Malaysian and Singaporean students' attainment compared to the OECD average in Programme for International Student Assessment (PISA) 2012, and examine the influence of students' affective characteristics, gender, and their socioeconomic status on mathematics performance at both student and school levels. Sample consisted of 5197 and 5546 15-year-old Malaysian and Singaporean students. Data were analysed using hierarchical linear modelling approach with HLM 7.0 software. Results showed that the Index of economic, social, and cultural status (ESCS), mathematics self-efficacy, and mathematics anxiety have significant effects on mathematics performance in Malaysia and Singapore at the student level. Proportion of boys at the school level has no significant effects on mathematics performance for both Malaysian and Singaporean students. ESCS mean at the school level has positive and significant effects on mathematics performance in Malaysia, but not in Singapore. Limitations, implications, and future studies were discussed.

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

    PubMed

    Lievens, Filip; Patterson, Fiona

    2011-09-01

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

  8. Oral impacts affecting daily performance in a low dental disease Thai population.

    PubMed

    Adulyanon, S; Vourapukjaru, J; Sheiham, A

    1996-12-01

    The aim of the study was to measure incidence of oral impacts on daily performances and their related features in a low dental disease population. 501 people aged 35-44 years in 16 rural villages in Ban Phang district, Khon Kaen, Thailand, were interviewed about oral impacts on nine physical, psychological and social aspects of performance during the past 6 months, and then had an oral examination. The clinical and behavioural data showed that the sample had low caries (DMFT = 2.7) and a low utilization of dental services. 73.6% of all subjects had at least one daily performance affected by an oral impact. The highest incidence of performances affected were Eating (49.7%), Emotional stability (46.5%) and Smiling (26.1%). Eating, Emotional stability and Cleaning teeth performances had a high frequency or long duration of impacts, but a low severity. The low frequency performances; Physical activities, Major role activity and Sleeping were rated as high severity. Pain and discomfort were mainly perceived as the causes of impacts (40.1%) for almost every performance except Smiling. Toothache was the major causal oral condition (32.7%) of almost all aspects of performance. It was concluded that this low caries people have as high an incidence of oral impacts as industrialized, high dental disease populations. Frequency and severity presented the paradoxical effect on different performances and should both be taken into account for overall estimation of impacts.

  9. Work Related Stress, Burnout, Job Satisfaction and General Health of Nurses

    PubMed Central

    Khamisa, Natasha; Oldenburg, Brian; Peltzer, Karl; Ilic, Dragan

    2015-01-01

    Gaps in research focusing on work related stress, burnout, job satisfaction and general health of nurses is evident within developing contexts like South Africa. This study identified the relationship between work related stress, burnout, job satisfaction and general health of nurses. A total of 1200 nurses from four hospitals were invited to participate in this cross-sectional study (75% response rate). Participants completed five questionnaires and multiple linear regression analysis was used to determine significant relationships between variables. Staff issues are best associated with burnout as well as job satisfaction. Burnout explained the highest amount of variance in mental health of nurses. These are known to compromise productivity and performance, as well as affect the quality of patient care. Issues, such as security risks in the workplace, affect job satisfaction and health of nurses. Although this is more salient to developing contexts it is important in developing strategies and intervention programs towards improving nurse and patient related outcomes. PMID:25588157

  10. [Research on the performance comparing and building of affective computing database based on physiological parameters].

    PubMed

    Li, Xin; Du, Xiaojuan; Zhang, Yunpeng; Ying, Lijuan; Li, Changwuz

    2014-08-01

    The validity and reasonableness of emotional data are the key issues in the cognitive affective computing research. Effects of the emotion recognition are decided by the quality of selected data directly. Therefore, it is an important part of affective computing research to build affective computing database with good performance, so that it is the hot spot of research in this field. In this paper, the performance of two classical cognitive affective computing databases, the Massachusetts Institute of Technology (MIT) cognitive affective computing database and Germany Augsburg University emotion recognition database were compared, their data structure and data types were compared respectively, and emotional recognition effect based on the data were studied comparatively. The results indicated that the analysis based on the physical parameters could get the effective emotional recognition, and would be a feasible method of pressure emotional evaluation. Because of the lack of stress emotional evaluation data based on the physiological parameters domestically, there is not a public stress emotional database. We hereby built a dataset for the stress evaluation towards the high stress group in colleges, candidates of postgraduates of Ph. D and master as the subjects. We then acquired their physiological parameters, and performed the pressure analysis based on this database. The results indicated that this dataset had a certain reference value for the stress evaluation, and we hope this research can provide a reference and support for emotion evaluation and analysis.

  11. Job Hazard Analysis

    DTIC Science & Technology

    1998-01-01

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

  12. 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…

  13. Antecedent Factors Affecting Academic Performance of Graduate Students at the Nairobi Evangelical Graduate School of Theology

    ERIC Educational Resources Information Center

    Mbogo, Rosemary Wahu

    2016-01-01

    This paper reports the findings of a Master's level thesis work that was done in 1997 to assess the antecedent factors affecting the academic performance of graduate students at the Nairobi Evangelical School of Theology (N.E.G.S.T.), which is currently Africa International University (AIU). The paper reviews the effect of lack of finance on…

  14. Internal Challenges Affecting Academic Performance of Student-Athletes in Ghanaian Public Universities

    ERIC Educational Resources Information Center

    Apaak, Daniel; Sarpong, Emmanuel Osei

    2015-01-01

    This paper examined internal challenges affecting academic performance of student-athletes in Ghanaian public universities, using a descriptive survey research design. Proportionate random sampling technique was employed to select Three Hundred and Thirty-Two (332) respondents for the study. The instrument used in gathering data for the study was…

  15. ULTRAFINE CARBON PARTICLE (UFCP) INHALATION AFFECTS CARDIOVASCULAR PERFORMANCE IN HYPERTENSIVE RATS (SHR)

    EPA Science Inventory

    Inhaled UfCP affect cardiovascular performance in healthy rats (Harder et al. Inhal Toxicol 2005; 17:29-42) without apparent pulmonary damage. To assess whether geriatric cardiovascular compromised rats are more susceptible to UfCP effects, male adult (6months) and geriatric (13m...

  16. Factors Affecting University Entrants' Performance in High-Stakes Tests: A Multiple Regression Analysis

    ERIC Educational Resources Information Center

    Uy, Chin; Manalo, Ronaldo A.; Cabauatan, Ronaldo R.

    2015-01-01

    In the Philippines, students seeking admission to a university are usually required to meet certain entrance requirements, including passing the entrance examinations with questions on IQ and English, mathematics, and science. This paper aims to determine the factors that affect the performance of entrants into business programmes in high-stakes…

  17. Students Perceptions on Factors That Affect Their Academic Performance: The Case of Great Zimbabwe University (GZU)

    ERIC Educational Resources Information Center

    Mapuranga, Barbra; Musingafi, Maxwell C. C.; Zebron, Shupikai

    2015-01-01

    Some educators argue that entry standards are the most important determinants of successful completion of a university programme; others maintain that non-academic factors must also be considered. In this study we sought to investigate open and distance learning students' perceptions of the factors affecting academic performance and successful…

  18. Motivating Factors that Affect Enrolment and Student Performance in an ODL Engineering Program

    ERIC Educational Resources Information Center

    Dadigamuwa, P. R.; Senanayake, Samans

    2012-01-01

    The present study was carried out to determine the motivating factors for enrolling in an engineering study programme in open and distance learning (ODL) and the factors that affect the students' performance. The study was conducted with two convenient samples of students following distance learning courses in engineering technology, conducted by…

  19. Study of Core Competency Elements and Factors Affecting Performance Efficiency of Government Teachers in Northeastern Thailand

    ERIC Educational Resources Information Center

    Chansirisira, Pacharawit

    2012-01-01

    The research aimed to investigate the core competency elements and the factors affecting the performance efficiency of the civil service teachers in the northeastern region, Thailand. The research procedure consisted of two steps. In the first step, the data were collected using a questionnaire with the reliability (Cronbach's Alpha) of 0.90. The…

  20. Predicting nitrogen loading with land-cover composition: how can watershed size affect model performance?

    PubMed

    Zhang, Tao; Yang, Xiaojun

    2013-01-01

    Watershed-wide land-cover proportions can be used to predict the in-stream non-point source pollutant loadings through regression modeling. However, the model performance can vary greatly across different study sites and among various watersheds. Existing literature has shown that this type of regression modeling tends to perform better for large watersheds than for small ones, and that such a performance variation has been largely linked with different interwatershed landscape heterogeneity levels. The purpose of this study is to further examine the previously mentioned empirical observation based on a set of watersheds in the northern part of Georgia (USA) to explore the underlying causes of the variation in model performance. Through the combined use of the neutral landscape modeling approach and a spatially explicit nutrient loading model, we tested whether the regression model performance variation over the watershed groups ranging in size is due to the different watershed landscape heterogeneity levels. We adopted three neutral landscape modeling criteria that were tied with different similarity levels in watershed landscape properties and used the nutrient loading model to estimate the nitrogen loads for these neutral watersheds. Then we compared the regression model performance for the real and neutral landscape scenarios, respectively. We found that watershed size can affect the regression model performance both directly and indirectly. Along with the indirect effect through interwatershed heterogeneity, watershed size can directly affect the model performance over the watersheds varying in size. We also found that the regression model performance can be more significantly affected by other physiographic properties shaping nitrogen delivery effectiveness than the watershed land-cover heterogeneity. This study contrasts with many existing studies because it goes beyond hypothesis formulation based on empirical observations and into hypothesis testing to