Use of DAGMan in CRAB3 to improve the splitting of CMS user jobs

NASA Astrophysics Data System (ADS)

Wolf, M.; Mascheroni, M.; Woodard, A.; Belforte, S.; Bockelman, B.; Hernandez, J. M.; Vaandering, E.

2017-10-01

CRAB3 is a workload management tool used by CMS physicists to analyze data acquired by the Compact Muon Solenoid (CMS) detector at the CERN Large Hadron Collider (LHC). Research in high energy physics often requires the analysis of large collections of files, referred to as datasets. The task is divided into jobs that are distributed among a large collection of worker nodes throughout the Worldwide LHC Computing Grid (WLCG). Splitting a large analysis task into optimally sized jobs is critical to efficient use of distributed computing resources. Jobs that are too big will have excessive runtimes and will not distribute the work across all of the available nodes. However, splitting the project into a large number of very small jobs is also inefficient, as each job creates additional overhead which increases load on infrastructure resources. Currently this splitting is done manually, using parameters provided by the user. However the resources needed for each job are difficult to predict because of frequent variations in the performance of the user code and the content of the input dataset. As a result, dividing a task into jobs by hand is difficult and often suboptimal. In this work we present a new feature called “automatic splitting” which removes the need for users to manually specify job splitting parameters. We discuss how HTCondor DAGMan can be used to build dynamic Directed Acyclic Graphs (DAGs) to optimize the performance of large CMS analysis jobs on the Grid. We use DAGMan to dynamically generate interconnected DAGs that estimate the processing time the user code will require to analyze each event. This is used to calculate an estimate of the total processing time per job, and a set of analysis jobs are run using this estimate as a specified time limit. Some jobs may not finish within the alloted time; they are terminated at the time limit, and the unfinished data is regrouped into smaller jobs and resubmitted.

Using Job Analysis Techniques to Understand Training Needs for Promotores de Salud.

PubMed

Ospina, Javier H; Langford, Toshiko A; Henry, Kimberly L; Nelson, Tristan Q

2018-04-01

Despite the value of community health worker programs, such as Promotores de Salud, for addressing health disparities in the Latino community, little consensus has been reached to formally define the unique roles and duties associated with the job, thereby creating unique job training challenges. Understanding the job tasks and worker attributes central to this work is a critical first step for developing the training and evaluation systems of promotores programs. Here, we present the process and findings of a job analysis conducted for promotores working for Planned Parenthood. We employed a systematic approach, the combination job analysis method, to define the job in terms of its work and worker requirements, identifying key job tasks, as well as the worker attributes necessary to effectively perform them. Our results suggest that the promotores' job encompasses a broad range of activities and requires an equally broad range of personal characteristics to perform. These results played an important role in the development of our training and evaluation protocols. In this article, we introduce the technique of job analysis, provide an overview of the results from our own application of this technique, and discuss how these findings can be used to inform a training and performance evaluation system. This article provides a template for other organizations implementing similar community health worker programs and illustrates the value of conducting a job analysis for clarifying job roles, developing and evaluating job training materials, and selecting qualified job candidates.

Associated and Mediating Variables Related to Job Satisfaction among Professionals from Mental Health Teams.

PubMed

Fleury, Marie-Josée; Grenier, Guy; Bamvita, Jean-Marie; Chiocchio, François

2018-06-01

Using a structural analysis, this study examines the relationship between job satisfaction among 315 mental health professionals from the province of Quebec (Canada) and a wide range of variables related to provider characteristics, team characteristics, processes, and emergent states, and organizational culture. We used the Job Satisfaction Survey to assess job satisfaction. Our conceptual framework integrated numerous independent variables adapted from the input-mediator-output-input (IMOI) model and the Integrated Team Effectiveness Model (ITEM). The structural equation model predicted 47% of the variance of job satisfaction. Job satisfaction was associated with eight variables: strong team support, participation in the decision-making process, closer collaboration, fewer conflicts among team members, modest knowledge production (team processes), firm affective commitment, multifocal identification (emergent states) and belonging to the nursing profession (provider characteristics). Team climate had an impact on six job satisfaction variables (team support, knowledge production, conflicts, affective commitment, collaboration, and multifocal identification). Results show that team processes and emergent states were mediators between job satisfaction and team climate. To increase job satisfaction among professionals, health managers need to pursue strategies that foster a positive climate within mental health teams.

Initiating an ergonomic analysis. A process for jobs with highly variable tasks.

PubMed

Conrad, K M; Lavender, S A; Reichelt, P A; Meyer, F T

2000-09-01

Occupational health nurses play a vital role in addressing ergonomic problems in the workplace. Describing and documenting exposure to ergonomic risk factors is a relatively straightforward process in jobs in which the work is repetitive. In other types of work, the analysis becomes much more challenging because tasks may be repeated infrequently, or at irregular time intervals, or under different environmental and temporal conditions, thereby making it difficult to observe a "representative" sample of the work performed. This article describes a process used to identify highly variable job tasks for ergonomic analyses. The identification of tasks for ergonomic analysis was a two step process involving interviews and a survey of firefighters and paramedics from a consortium of 14 suburban fire departments. The interviews were used to generate a list of frequently performed, physically strenuous job tasks and to capture clear descriptions of those tasks and associated roles. The goals of the survey were to confirm the interview findings across the entire target population and to quantify the frequency and degree of strenuousness of each task. In turn, the quantitative results from the survey were used to prioritize job tasks for simulation. Although this process was used to study firefighters and paramedics, the approach is likely to be suitable for many other types of occupations in which the tasks are highly variable in content and irregular in frequency.

Job satisfaction among mental healthcare professionals: The respective contributions of professional characteristics, team attributes, team processes, and team emergent states.

PubMed

Fleury, Marie-Josée; Grenier, Guy; Bamvita, Jean-Marie

2017-01-01

The aim of this study was to determine the respective contribution of professional characteristics, team attributes, team processes, and team emergent states on the job satisfaction of 315 mental health professionals from Quebec (Canada). Job satisfaction was measured with the Job Satisfaction Survey. Independent variables were organized into four categories according to a conceptual framework inspired from the Input-Mediator-Outcomes-Input Model. The contribution of each category of variables was assessed using hierarchical regression analysis. Variations in job satisfaction were mostly explained by team processes, with minimal contribution from the other three categories. Among the six variables significantly associated with job satisfaction in the final model, four were team processes: stronger team support, less team conflict, deeper involvement in the decision-making process, and more team collaboration. Job satisfaction was also associated with nursing and, marginally, male gender (professional characteristics) as well as with a stronger affective commitment toward the team (team emergent states). Results confirm the importance for health managers of offering adequate support to mental health professionals, and creating an environment favorable to collaboration and decision-sharing, and likely to reduce conflicts between team members.

School Process and Teacher Job Satisfaction at Alternative Schools: A Multilevel Study Using SASS 2007-08 Data

ERIC Educational Resources Information Center

Xia, Jiangang; Izumi, Masashi; Gao, Xingyuan

2015-01-01

This study examined the associations between public alternative schools' teacher job satisfaction and school processes. Based on a multilevel analysis of the national School and Staffing Survey 2007-08 data, we found that among the seven school processes, public alternative schools' administrative support, staff collegiality, career and working…

The National Health Educator Job Analysis 2010: Process and Outcomes

ERIC Educational Resources Information Center

Doyle, Eva I.; Caro, Carla M.; Lysoby, Linda; Auld, M. Elaine; Smith, Becky J.; Muenzen, Patricia M.

2012-01-01

The National Health Educator Job Analysis 2010 was conducted to update the competencies model for entry- and advanced-level health educators. Qualitative and quantitative methods were used. Structured interviews, focus groups, and a modified Delphi technique were implemented to engage 59 health educators from diverse work settings and experience…

Job Stress, Employee Health, and Organizational Effectiveness: A Facet Analysis, Model, and Literature Review.

ERIC Educational Resources Information Center

Beehr, Terry A.; Newman, John E.

1978-01-01

The empirical research on job stress and employee health is reviewed within the context of six facets (environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress-employee health research domain. Models are proposed for tying the facets together. (Author/SJL)

Automated Hazard Analysis

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

Riddle, F. J.

2003-06-26

The Automated Hazard Analysis (AHA) application is a software tool used to conduct job hazard screening and analysis of tasks to be performed in Savannah River Site facilities. The AHA application provides a systematic approach to the assessment of safety and environmental hazards associated with specific tasks, and the identification of controls regulations, and other requirements needed to perform those tasks safely. AHA is to be integrated into existing Savannah River site work control and job hazard analysis processes. Utilization of AHA will improve the consistency and completeness of hazard screening and analysis, and increase the effectiveness of the workmore » planning process.« less

A framework for graph-based synthesis, analysis, and visualization of HPC cluster job data.

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

Mayo, Jackson R.; Kegelmeyer, W. Philip, Jr.; Wong, Matthew H.

The monitoring and system analysis of high performance computing (HPC) clusters is of increasing importance to the HPC community. Analysis of HPC job data can be used to characterize system usage and diagnose and examine failure modes and their effects. This analysis is not straightforward, however, due to the complex relationships that exist between jobs. These relationships are based on a number of factors, including shared compute nodes between jobs, proximity of jobs in time, etc. Graph-based techniques represent an approach that is particularly well suited to this problem, and provide an effective technique for discovering important relationships in jobmore » queuing and execution data. The efficacy of these techniques is rooted in the use of a semantic graph as a knowledge representation tool. In a semantic graph job data, represented in a combination of numerical and textual forms, can be flexibly processed into edges, with corresponding weights, expressing relationships between jobs, nodes, users, and other relevant entities. This graph-based representation permits formal manipulation by a number of analysis algorithms. This report presents a methodology and software implementation that leverages semantic graph-based techniques for the system-level monitoring and analysis of HPC clusters based on job queuing and execution data. Ontology development and graph synthesis is discussed with respect to the domain of HPC job data. The framework developed automates the synthesis of graphs from a database of job information. It also provides a front end, enabling visualization of the synthesized graphs. Additionally, an analysis engine is incorporated that provides performance analysis, graph-based clustering, and failure prediction capabilities for HPC systems.« less

Job satisfaction among mental healthcare professionals: The respective contributions of professional characteristics, team attributes, team processes, and team emergent states

PubMed Central

Fleury, Marie-Josée; Grenier, Guy; Bamvita, Jean-Marie

2017-01-01

Objectives: The aim of this study was to determine the respective contribution of professional characteristics, team attributes, team processes, and team emergent states on the job satisfaction of 315 mental health professionals from Quebec (Canada). Methods: Job satisfaction was measured with the Job Satisfaction Survey. Independent variables were organized into four categories according to a conceptual framework inspired from the Input-Mediator-Outcomes-Input Model. The contribution of each category of variables was assessed using hierarchical regression analysis. Results: Variations in job satisfaction were mostly explained by team processes, with minimal contribution from the other three categories. Among the six variables significantly associated with job satisfaction in the final model, four were team processes: stronger team support, less team conflict, deeper involvement in the decision-making process, and more team collaboration. Job satisfaction was also associated with nursing and, marginally, male gender (professional characteristics) as well as with a stronger affective commitment toward the team (team emergent states). Discussion and Conclusion: Results confirm the importance for health managers of offering adequate support to mental health professionals, and creating an environment favorable to collaboration and decision-sharing, and likely to reduce conflicts between team members. PMID:29276591

Job satisfaction in nursing: a concept analysis study.

PubMed

Liu, Y; Aungsuroch, Y; Yunibhand, J

2016-03-01

This study aims to undertake a concept analysis of job satisfaction in the nursing profession. Around current global shortage of nurses, it is important to stabilize the nursing workforce. Nurses' job satisfaction has been found to be related to intention to leave. In the nursing profession, there is a lack of evidence to support the attributes of nurses' job satisfaction. Walker and Avant's approach of concept analysis was used. The main attributes of job satisfaction from this study are (1) fulfillment of desired needs within the work settings, (2) happiness or gratifying emotional responses towards working conditions, and (3) job value or equity. These attributes are influenced by antecedent conditions like demographic, emotional, work characteristics and environmental variables. Additionally, the consequences of nurses' job satisfaction have a significant impact on both nurses and patients. This study integrated both the content and process of motivational theories to generate the attributes of job satisfaction in nursing that overcome the limitation of the previous studies, which looked only at the definitions of nurses' job satisfaction based on content motivational theories. The findings of this study can facilitate both nursing researchers to develop a cultural adaption instrument and policy makers to improve clinical nursing practice. This analysis provides nurse managers with a new perspective to deal with nurses' job satisfaction by taking into account all the attributes that influence it in the nursing field. © 2015 International Council of Nurses.

THE DEVELOPMENT OF TRAINING OBJECTIVES.

ERIC Educational Resources Information Center

SMITH, ROBERT G., JR.

A SIX-STEP PROCESS IS DESCRIBED FOR DEFINING JOB-RELEVANT OBJECTIVES FOR THE TRAINING OF MILITARY PERSONNEL. (1) A FORM OF SYSTEM ANALYSIS IS OUTLINED TO PROVIDE THE CONTEXT FOR THE STUDY OF A PARTICULAR MILITARY OCCUPATION SPECIALTY. (2) A TASK INVENTORY IS MADE OF THE MAJOR DUTIES IN THE JOB AND THE MORE SPECIFIC JOB TASKS ASSOCIATED WITH EACH…

Does job burnout mediate negative effects of job demands on mental and physical health in a group of teachers? Testing the energetic process of Job Demands-Resources model.

PubMed

Baka, Łukasz

2015-01-01

The aim of the study was to investigate the direct and indirect - mediated by job burnout - effects of job demands on mental and physical health problems. The Job Demands-Resources model was the theoretical framework of the study. Three job demands were taken into account - interpersonal conflicts at work, organizational constraints and workload. Indicators of mental and physical health problems included depression and physical symptoms, respectively. Three hundred and sixteen Polish teachers from 8 schools participated in the study. The hypotheses were tested with the use of tools measuring job demands (Interpersonal Conflicts at Work, Organizational Constraints, Quantitative Workload), job burnout (the Oldenburg Burnout Inventory), depression (the Beck Hopelessness Scale), and physical symptoms (the Physical Symptoms Inventory). The regression analysis with bootstrapping, using the PROCESS macros of Hayes was applied. The results support the hypotheses partially. The indirect effect and to some extent the direct effect of job demands turned out to be statistically important. The negative impact of 3 job demands on mental (hypothesis 1 - H1) and physical (hypothesis 2 - H2) health were mediated by the increasing job burnout. Only organizational constraints were directly associated with mental (and not physical) health. The results partially support the notion of the Job Demands-Resources model and provide further insight into processes leading to the low well-being of teachers in the workplace. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

Job Profiling Guide. Results of 1994 Job Profiling. Part of the Ohio Vocational Competency Assessment (OVCA) Package.

ERIC Educational Resources Information Center

Ohio State Univ., Columbus. Vocational Instructional Materials Lab.

This guide explains the process of job profiling and details the results of a 1994 profiling of 34 occupations. Discussed in section 1 are the following: purpose and components of the Ohio Vocational Competency Assessment (OVCA) package; purpose, contents, and use of the Ohio Competency Analysis Profiles and Work Keys components of the OVCA…

A Data Envelopment Analysis Model for Selecting Material Handling System Designs

NASA Astrophysics Data System (ADS)

Liu, Fuh-Hwa Franklin; Kuo, Wan-Ting

The material handling system under design is an unmanned job shop with an automated guided vehicle that transport loads within the processing machines. The engineering task is to select the design alternatives that are the combinations of the four design factors: the ratio of production time to transportation time, mean job arrival rate to the system, input/output buffer capacities at each processing machine, and the vehicle control strategies. Each of the design alternatives is simulated to collect the upper and lower bounds of the five performance indices. We develop a Data Envelopment Analysis (DEA) model to assess the 180 designs with imprecise data of the five indices. The three-ways factorial experiment analysis for the assessment results indicates the buffer capacity and the interaction of job arrival rate and buffer capacity affect the performance significantly.

Psychological and behavioral consequences of job loss: a covariance structure analysis using Weiner's (1985) attribution model.

PubMed

Prussia, G E; Kinicki, A J; Bracker, J S

1993-06-01

B. Weiner's (1985) attribution model of achievement motivation and emotion was used as a theoretical foundation to examine the mediating processes between involuntary job loss and employment status. Seventy-nine manufacturing employees were surveyed 1 month prior to permanent displacement, and finding another job was assessed 18 months later. Covariance structure analysis was used to evaluate goodness of fit and to compare the model to alternative measurement and structural representations. Discriminant validity analyses indicated that the causal dimensions underlying the model were not independent. Model predictions were supported in that internal and stable attributions for job loss negatively influenced finding another job through expectations for re-employment. These predictions held up even after controlling for influential unmeasured variables. Practical and theoretical implications are discussed.

A Novel Framework Based on the Improved Job Demands-Resources (JD-R) Model to Understand the Impact of Job Characteristics on Job Burnout from the View of Emotion Regulation Theory.

PubMed

Yang, Naiding; Lu, Jintao; Ye, Jinfu

2018-03-01

It has been suggested that individual job characteristics have a significant impact on job burnout, and the process is subject to the regulation of demographic variables. However, the influence path of job characteristics on job burnout is still a "black box". On the basis of a systematic literature review by employing Pub Med, Science Direct, Web of Science, Google Scholar, CNKI and Scopus for required information with the several keywords "Job burnout", "Emotion regulation", "Personality traits", and "Psychological stress", in this study, an improved mine rescue workers-oriented job demands-resources (JD-R) model was put forward. Then, a novel analysis framework, to explore the impact of job characteristics on job burnout from the view of emotion regulation theory, was proposed combining the personality trait theory. This study argues that job burnout is influenced by job demands through expressive suppression and by job resources through cognitive reappraisal respectively. Further more, job demands and job resources have the opposite effects on job burnout through the "loss-path" caused by job pressure and the "gain-path" arised from job motivation, respectively. Extrovert personality traits can affect the way the individual processes the information of work environment and then how individual further adopts emotion regulation strategies, finally resulting in indirectly affecting the influence path of mine rescue workers' job characteristics on job burnout. This present study can help managers to realize the importance of employees' psychological stress and job burnout problems. The obtained conclusions provide significant decision-making references for managers in intervening job burnout, managing emotional stress and mental health of employees.

The Effects of Perceptions of Organizational Structure on Job Involvement, Job Satisfaction, and Organizational Commitment Among Indian Police Officers.

PubMed

Lambert, Eric G; Qureshi, Hanif; Klahm, Charles; Smith, Brad; Frank, James

2017-12-01

Successful police organizations rely on involved, satisfied, and committed workers. The concepts of job involvement (i.e., connection with the job), job satisfaction (i.e., affective feeling toward the job), and organizational commitment (i.e., bond with the employing organization) have been shown to significantly affect intentions and behaviors of employees. The current study used multivariate ordinary least squares (OLS) regression analysis on survey results from a sample of 827 Indian police officers to explore how perceptions of work environment factors affect officers' job involvement, job satisfaction, and organizational commitment. Organizational support, formalization (i.e., level of codified written rules and guidelines), promotional opportunities, institutional communication (i.e., salient work information is transmitted), and input into decision-making (i.e., having a voice in the process) significantly influenced the job involvement, job satisfaction, and organizational commitment of Indian police officers. Specifically, in the multivariate analysis, perceptions of formalization and instrumental communication had a positive relationship with job involvement; perceptions of organizational support, promotional opportunities, instrumental communication, and input into decision-making had positive associations with job satisfaction; and perceptions of organizational support, formalization, promotional opportunities, instrumental communication, and input into decision-making had positive relationships with organizational commitment.

Safety at work: a meta-analytic investigation of the link between job demands, job resources, burnout, engagement, and safety outcomes.

PubMed

Nahrgang, Jennifer D; Morgeson, Frederick P; Hofmann, David A

2011-01-01

In this article, we develop and meta-analytically test the relationship between job demands and resources and burnout, engagement, and safety outcomes in the workplace. In a meta-analysis of 203 independent samples (N = 186,440), we found support for a health impairment process and for a motivational process as mechanisms through which job demands and resources relate to safety outcomes. In particular, we found that job demands such as risks and hazards and complexity impair employees' health and positively relate to burnout. Likewise, we found support for job resources such as knowledge, autonomy, and a supportive environment motivating employees and positively relating to engagement. Job demands were found to hinder an employee with a negative relationship to engagement, whereas job resources were found to negatively relate to burnout. Finally, we found that burnout was negatively related to working safely but that engagement motivated employees and was positively related to working safely. Across industries, risks and hazards was the most consistent job demand and a supportive environment was the most consistent job resource in terms of explaining variance in burnout, engagement, and safety outcomes. The type of job demand that explained the most variance differed by industry, whereas a supportive environment remained consistent in explaining the most variance in all industries.

Model curriculum outline for Alternatively Fueled Vehicle (AFV) automotive technician training in light and medium duty CNG and LPG

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

NONE

This model curriculum outline was developed using a turbo-DACUM (Developing a Curriculum) process which utilizes practicing experts to undertake a comprehensive job and task analysis. The job and task analysis serves to establish current baseline data accurately and to improve both the process and the product of the job through constant and continuous improvement of training. The DACUM process is based on the following assumptions: (1) Expert workers are the best source for task analysis. (2) Any occupation can be described effectively in terms of tasks. (3) All tasks imply knowledge, skills, and attitudes/values. A DACUM panel, comprised of sixmore » experienced and knowledgeable technicians who are presently working in the field, was given an orientation to the DACUM process. The panel then identified, verified, and sequenced all the necessary job duty areas and tasks. The broad duty categories were rated according to relative importance and assigned percentage ratings in priority order. The panel then rated every task for each of the duties on a scale of 1 to 3. A rating of 3 indicates an {open_quotes}essential{close_quotes} task, a rating of 2 indicates an {open_quotes}important{close_quotes} task, and a rating of 1 indicates a {open_quotes}desirable{close_quotes} task.« less

Stochastic flow shop scheduling of overlapping jobs on tandem machines in application to optimizing the US Army's deliberate nuclear, biological, and chemical decontamination process, (final report). Master's thesis

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

Novikov, V.

1991-05-01

The U.S. Army's detailed equipment decontamination process is a stochastic flow shop which has N independent non-identical jobs (vehicles) which have overlapping processing times. This flow shop consists of up to six non-identical machines (stations). With the exception of one station, the processing times of the jobs are random variables. Based on an analysis of the processing times, the jobs for the 56 Army heavy division companies were scheduled according to the best shortest expected processing time - longest expected processing time (SEPT-LEPT) sequence. To assist in this scheduling the Gap Comparison Heuristic was developed to select the best SEPT-LEPTmore » schedule. This schedule was then used in balancing the detailed equipment decon line in order to find the best possible site configuration subject to several constraints. The detailed troop decon line, in which all jobs are independent and identically distributed, was then balanced. Lastly, an NBC decon optimization computer program was developed using the scheduling and line balancing results. This program serves as a prototype module for the ANBACIS automated NBC decision support system.... Decontamination, Stochastic flow shop, Scheduling, Stochastic scheduling, Minimization of the makespan, SEPT-LEPT Sequences, Flow shop line balancing, ANBACIS.« less

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 is good.

Job Satisfaction, Retirement Attitude and Intended Retirement Age: A Conditional Process Analysis across Workers' Level of Household Income.

PubMed

Davies, Eleanor M M; Van der Heijden, Beatrice I J M; Flynn, Matt

2017-01-01

In the contemporary workplace, insight into retirement behaviors is of crucial importance. Previous empirical evidence has found mixed results regarding the relationship between work attitudes, such as job satisfaction, and retirement behaviors, suggesting that further scholarly examination incorporating moderating and mediating variables into retirement models is needed. Drawing on comparative models of attitude to retirement, we hypothesized a direct relationship between job satisfaction and intended retirement age for workers with a high household income and an indirect relationship between job satisfaction and intended retirement age, via retirement attitude, for workers with a low or mean household income. We collected data from a sample of 590 United Kingdom workers aged 50+. Using conditional process analysis, we found that the underlying mechanisms in our research model differ according to socio-economic status. We found no direct effect between job satisfaction and intended retirement age. However, an indirect effect was observed between job satisfaction and intended retirement age, via retirement attitude, for both low- and mean-household income individuals. Specifically, the relationship between job satisfaction and retirement attitude differed according to socio-economic group: for high-household income older workers, there was no relationship between job satisfaction and retirement attitude. However, for low- and mean-household income older workers, we observed a negative relationship between job satisfaction and retirement attitude. Otherwise stated, increases in job satisfaction for mean and low household income workers are likely to make the prospect of retirement less attractive. Therefore, we argue that utmost care must be taken around the conditions under which lower income employees will continue their work when getting older in order to protect their sustainable employability.

Job Satisfaction, Retirement Attitude and Intended Retirement Age: A Conditional Process Analysis across Workers’ Level of Household Income

PubMed Central

Davies, Eleanor M. M.; Van der Heijden, Beatrice I. J. M.; Flynn, Matt

2017-01-01

In the contemporary workplace, insight into retirement behaviors is of crucial importance. Previous empirical evidence has found mixed results regarding the relationship between work attitudes, such as job satisfaction, and retirement behaviors, suggesting that further scholarly examination incorporating moderating and mediating variables into retirement models is needed. Drawing on comparative models of attitude to retirement, we hypothesized a direct relationship between job satisfaction and intended retirement age for workers with a high household income and an indirect relationship between job satisfaction and intended retirement age, via retirement attitude, for workers with a low or mean household income. We collected data from a sample of 590 United Kingdom workers aged 50+. Using conditional process analysis, we found that the underlying mechanisms in our research model differ according to socio-economic status. We found no direct effect between job satisfaction and intended retirement age. However, an indirect effect was observed between job satisfaction and intended retirement age, via retirement attitude, for both low- and mean-household income individuals. Specifically, the relationship between job satisfaction and retirement attitude differed according to socio-economic group: for high-household income older workers, there was no relationship between job satisfaction and retirement attitude. However, for low- and mean-household income older workers, we observed a negative relationship between job satisfaction and retirement attitude. Otherwise stated, increases in job satisfaction for mean and low household income workers are likely to make the prospect of retirement less attractive. Therefore, we argue that utmost care must be taken around the conditions under which lower income employees will continue their work when getting older in order to protect their sustainable employability. PMID:28620329

The Role of Personal and Job Resources in the Relationship between Psychosocial Job Demands, Mental Strain, and Health Problems

PubMed Central

Mayerl, Hannes; Stolz, Erwin; Waxenegger, Anja; Rásky, Éva; Freidl, Wolfgang

2016-01-01

Recent research highlights the importance of both job resources and personal resources in the job demands-resources model. However, the results of previous studies on how these resources are related to each other and how they operate in relation to the health-impairment process of the job demands-resources model are ambiguous. Thus, the authors tested an alternative model, considering job and personal resources to be domains of the same underlying factor and linking this factor to the health-impairment process. Survey data of two Austrian occupational samples (N1 = 8657 and N2 = 9536) were analyzed using confirmatory factor analysis (CFA) and structural equation modeling (SEM). The results revealed that job and personal resources can be considered as indicators of a single resources factor which was negatively related to psychosocial job demands, mental strain, and health problems. Confirming previous studies, we further found that mental strain mediated the relationship between psychosocial job demands and health problems. Our findings suggest that interventions aimed at maintaining health in the context of work may take action on three levels: (1) the prevention of extensive job demands, (2) the reduction of work-related mental strain, and (3) the strengthening of resources. PMID:27582717

[Path analysis on workplace violence affecting work ability, job satisfaction and turnover intent in health professionals in Shangqiu City].

PubMed

Wang, Pei-xi; Wang, Mian-zhen; Bai, Qin; Jia, Cai-feng; Lan, Ya-jia; Wang, Zhi-ming; Luan, Rong-sheng

2006-11-01

To explore the effects of workplace violence on work ability, work satisfaction and turnover intent based on the theory of occupational stress in health professionals and to provide evidence for evaluating the process and consequence of workplace violence. Subjects of 483 health professionals from 5 hospitals in Shangqiu city of Hennan Province were selected with stratified cluster random sampling method. Workplace violence, violent fear at work, coping resources, work ability, job satisfaction and turnover intent were measured with questionnaires. Ordinal regression analysis and path analysis were applied to analyze the data. Workplace violence had direct or indirect effects on the work ability and job satisfaction through the fear of future violence at work. Workplace violence only had indirect effects on turnover intent through the fear and job satisfaction in health professionals. Workplace violence had direct and indirect effects on the work ability, job satisfaction and turnover intent. Measures should be taken to reduce workplace violence and it' s effects in health professionals.

Sequencing of Dust Filter Production Process Using Design Structure Matrix (DSM)

NASA Astrophysics Data System (ADS)

Sari, R. M.; Matondang, A. R.; Syahputri, K.; Anizar; Siregar, I.; Rizkya, I.; Ursula, C.

2018-01-01

Metal casting company produces machinery spare part for manufactures. One of the product produced is dust filter. Most of palm oil mill used this product. Since it is used in most of palm oil mill, company often have problems to address this product. One of problem is the disordered of production process. It carried out by the job sequencing. The important job that should be solved first, least implement, while less important job and could be completed later, implemented first. Design Structure Matrix (DSM) used to analyse and determine priorities in the production process. DSM analysis is sort of production process through dependency sequencing. The result of dependency sequences shows the sequence process according to the inter-process linkage considering before and after activities. Finally, it demonstrates their activities to the coupled activities for metal smelting, refining, grinding, cutting container castings, metal expenditure of molds, metal casting, coating processes, and manufacture of molds of sand.

ROME (Request Object Management Environment)

NASA Astrophysics Data System (ADS)

Kong, M.; Good, J. C.; Berriman, G. B.

2005-12-01

Most current astronomical archive services are based on an HTML/ CGI architecture where users submit HTML forms via a browser and CGI programs operating under a web server process the requests. Most services return an HTML result page with URL links to the result files or, for longer jobs, return a message indicating that email will be sent when the job is done. This paradigm has a few serious shortcomings. First, it is all too common for something to go wrong and for the user to never hear about the job again. Second, for long and complicated jobs there is often important intermediate information that would allow the user to adjust the processing. Finally, unless some sort of custom queueing mechanism is used, background jobs are started immediately upon receiving the CGI request. When there are many such requests the server machine can easily be overloaded and either slow to a crawl or crash. Request Object Management Environment (ROME) is a collection of middleware components being developed under the National Virtual Observatory Project to provide mechanism for managing long jobs such as computationally intensive statistical analysis requests or the generation of large scale mosaic images. Written as EJB objects within the open-source JBoss applications server, ROME receives processing requests via a servelet interface, stores them in a DBMS using JDBC, distributes the processing (via queuing mechanisms) across multiple machines and environments (including Grid resources), manages realtime messages from the processing modules, and ensures proper user notification. The request processing modules are identical in structure to standard CGI-programs -- though they can optionally implement status messaging -- and can be written in any language. ROME will persist these jobs across failures of processing modules, network outages, and even downtime of ROME and the DBMS, restarting them as necessary.

The dynamic spillover of satisfaction between work and marriage: the role of time and mood.

PubMed

Heller, Daniel; Watson, David

2005-11-01

Previous research has indicated important linkages between work and family domains and roles. However, the nature of the dynamic spillover between job and marital satisfaction remains poorly understood. The current study tests both the concurrent and lagged associations between job and marital satisfaction at a within-individual level of analysis using a diary study of 76 fully employed, married adults. The authors further examine the mediating role of mood in this spillover process. Consistent with their hypotheses, findings indicate both a concurrent and a lagged (job to marital and marital to job) job satisfaction-marital satisfaction association at the within-subject level of analysis and lend some support for the mediating role of mood (most notably positive affect) in these associations. The authors hope these findings stimulate new research that uses more complex designs and comprehensive theoretical models to investigate work-family links. ((c) 2005 APA, all rights reserved).

The Nature of Automated Jobs and Their Educational and Training Requirements.

ERIC Educational Resources Information Center

Fine, S.A.

Objective information concerning the impact of automation on educational and training requirements was obtained for 132 employees engaged in electron tube, computer, and steel manufacturing processes through management questionnaire responses, analysis of job functions, and employer interviews before and after the introduction of automation. The…

Merging Quality Processes & Tools with DACUM.

ERIC Educational Resources Information Center

McLennan, Krystyna S.

This paper explains how merging DACUM (Developing a Curriculum) analysis with quality initiatives can reduce waste, increase job efficiency, assist in development of standard operating procedures, and involve employees in positive job improvement methods. In the first half of the paper, the following principles of total quality management (TQM)…

Psychological effects of relational job characteristics: validation of the scale for hospital nurses.

PubMed

Santos, Alda; Castanheira, Filipa; Chambel, Maria José; Amarante, Michael Vieira; Costa, Carlos

2017-07-01

This study validates the Portuguese version of the psychological effects of the relational job characteristics scale among hospital nurses in Portugal and Brazil. Increasing attention has been given to the social dimension of work, following the transition to a service economy. Nevertheless, and despite the unquestionable relational characteristics of nursing work, scarce research has been developed among nurses under a relational job design framework. Moreover, it is important to develop instruments that study the effects of relational job characteristics among nurses. We followed Messick's framework for scale validation, comprising the steps regarding the response process and internal structure, as well as relationships with other variables (work engagement and burnout). Statistical analysis included exploratory factor analysis and confirmatory factor analysis. The psychological effects of the relational job characteristics scale provided evidence of good psychometric properties with Portuguese and Brazilian hospital nurses. Also, the psychological effects of the relational job characteristics are associated with nurses' work-related well-being: positively with work engagement and negatively concerning burnout. Hospitals that foster the relational characteristics of nursing work are contributing to their nurses' work-related well-being, which may be reflected in the quality of care and patient safety. © 2017 John Wiley & Sons Ltd.

Analysis of a Multiprocessor Guidance Computer. Ph.D. Thesis

NASA Technical Reports Server (NTRS)

Maltach, E. G.

1969-01-01

The design of the next generation of spaceborne digital computers is described. It analyzes a possible multiprocessor computer configuration. For the analysis, a set of representative space computing tasks was abstracted from the Lunar Module Guidance Computer programs as executed during the lunar landing, from the Apollo program. This computer performs at this time about 24 concurrent functions, with iteration rates from 10 times per second to once every two seconds. These jobs were tabulated in a machine-independent form, and statistics of the overall job set were obtained. It was concluded, based on a comparison of simulation and Markov results, that the Markov process analysis is accurate in predicting overall trends and in configuration comparisons, but does not provide useful detailed information in specific situations. Using both types of analysis, it was determined that the job scheduling function is a critical one for efficiency of the multiprocessor. It is recommended that research into the area of automatic job scheduling be performed.

PD2P: PanDA Dynamic Data Placement for ATLAS

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

Maeno, T.; De, K.; Panitkin, S.

2012-12-13

The PanDA (Production and Distributed Analysis) system plays a key role in the ATLAS distributed computing infrastructure. PanDA is the ATLAS workload management system for processing all Monte-Carlo (MC) simulation and data reprocessing jobs in addition to user and group analysis jobs. The PanDA Dynamic Data Placement (PD2P) system has been developed to cope with difficulties of data placement for ATLAS. We will describe the design of the new system, its performance during the past year of data taking, dramatic improvements it has brought about in the efficient use of storage and processing resources, and plans for the future.

A tool for optimization of the production and user analysis on the Grid, C. Grigoras for the ALICE Collaboration

NASA Astrophysics Data System (ADS)

Grigoras, Costin; Carminati, Federico; Vladimirovna Datskova, Olga; Schreiner, Steffen; Lee, Sehoon; Zhu, Jianlin; Gheata, Mihaela; Gheata, Andrei; Saiz, Pablo; Betev, Latchezar; Furano, Fabrizio; Mendez Lorenzo, Patricia; Grigoras, Alina Gabriela; Bagnasco, Stefano; Peters, Andreas Joachim; Saiz Santos, Maria Dolores

2011-12-01

With the LHC and ALICE entering a full operation and production modes, the amount of Simulation and RAW data processing and end user analysis computational tasks are increasing. The efficient management of all these tasks, all of which have large differences in lifecycle, amounts of processed data and methods to analyze the end result, required the development and deployment of new tools in addition to the already existing Grid infrastructure. To facilitate the management of the large scale simulation and raw data reconstruction tasks, ALICE has developed a production framework called a Lightweight Production Manager (LPM). The LPM is automatically submitting jobs to the Grid based on triggers and conditions, for example after a physics run completion. It follows the evolution of the job and publishes the results on the web for worldwide access by the ALICE physicists. This framework is tightly integrated with the ALICE Grid framework AliEn. In addition to the publication of the job status, LPM is also allowing a fully authenticated interface to the AliEn Grid catalogue, to browse and download files, and in the near future will provide simple types of data analysis through ROOT plugins. The framework is also being extended to allow management of end user jobs.

The relationship between cognition, job complexity, and employment duration in first-episode psychosis.

PubMed

Caruana, Emma; Cotton, Susan; Killackey, Eóin; Allott, Kelly

2015-09-01

To investigate the relationship between cognition and employment duration in first-episode psychosis (FEP), and establish if a "fit" between cognition and job complexity is associated with longer employment duration. This study involved secondary data analysis of a subsample of FEP individuals (n = 65) who participated in a randomized controlled trial comparing Individual Placement and Support plus treatment as usual (TAU), versus TAU alone, over 6 months. A cognitive battery was administered at baseline and employment duration (hours) and job complexity in the longest held job over 6 months were measured. Factor analysis with promax rotation of the cognitive battery revealed 4 cognitive domains: (a) attention and processing speed; (b) verbal learning and memory; (c) verbal comprehension and fluency; and (d) visual organization and memory (VO&M). The final hierarchical regression model found that VO&M and job complexity independently predicted employment duration in longest held job; however, the "fit" (or interaction) between VO&M and job complexity was not significant. These findings suggest that VO&M and job complexity are important predictors of employment duration, but it is not necessary to ensure VO&M ability matches job complexity. However, there are limited comparative studies in this area, and other aspects of the person-organization fit perspective may still be useful to optimize vocational outcomes in FEP. (c) 2015 APA, all rights reserved).

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.

Pre-employment and periodical health examinations, job analysis and placement of workers

PubMed Central

Forssman, Sven

1955-01-01

A short survey has been given on the purpose and methods of pre-employment and regular examinations and job analysis. Placement of workers from the health point of view must be carried out according to the physical and mental demands of the work and the qualifications of the individual worker to fulfil those demands. Although the principles of the placement process are known, there is a great need for research into some leading problems. PMID:13276805

Evaluation of a Multiple Mediator Model of the Relationship between Core Self-Evaluations and Job Satisfaction in Employed Individuals with Disabilities

ERIC Educational Resources Information Center

Smedema, Susan Miller; Kesselmayer, Rachel Friefeld; Peterson, Lauren

2018-01-01

Purpose: To test a meditation model of the relationship between core self-evaluations (CSE) and job satisfaction in employed individuals with disabilities. Method: A quantitative descriptive design using Hayes's (2012) PROCESS macro for SPSS and multiple regression analysis. Two-hundred fifty-nine employed persons with disabilities were recruited…

41 CFR 60-2.12 - Job group analysis.

Code of Federal Regulations, 2010 CFR

2010-07-01

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

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

PubMed

Khim, Keovathanak

2016-01-01

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. This study examines job motivation for primary health workers (PHWs) under PBF reform in Cambodia and assesses the relationship between job motivation and income. 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. 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. 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.

Prevalence of job strain among Indian foundry shop floor workers.

PubMed

Mohan, G Madhan; Elangovan, S; Prasad, P S S; Krishna, P Rama; Mokkapati, Anil Kumar

2008-01-01

Global competition in manufacturing sector demand higher productivity levels. In this context, workers in this sector are set with high output targets, leading to job strain. In addition to the strain, hazardous conditions also prevail in some of the manufacturing processes like foundry activities. This paper attempts to appraise the prevalence of job strain among foundry shop floor workers in India with the help of Demands-Control model [8]. In this study, data was collected through a survey using 49-item Job Content Questionnaire (JCQ) [9], a widely used and well-validated test for job strain. Then the data was subjected to statistical analysis after ascertaining the reliability. This survey has revealed that 25% of workers in foundry were experiencing high job strain. Hazardous working conditions, limited decision making authority, etc. appear to be the main contributing factors for the higher levels of strain.

Scheduling job shop - A case study

NASA Astrophysics Data System (ADS)

Abas, M.; Abbas, A.; Khan, W. A.

2016-08-01

The scheduling in job shop is important for efficient utilization of machines in the manufacturing industry. There are number of algorithms available for scheduling of jobs which depend on machines tools, indirect consumables and jobs which are to be processed. In this paper a case study is presented for scheduling of jobs when parts are treated on available machines. Through time and motion study setup time and operation time are measured as total processing time for variety of products having different manufacturing processes. Based on due dates different level of priority are assigned to the jobs and the jobs are scheduled on the basis of priority. In view of the measured processing time, the times for processing of some new jobs are estimated and for efficient utilization of the machines available an algorithm is proposed and validated.

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

PubMed

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

2001-08-01

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

The Job Dimensions Underlying the Job Elements of the Position Analysis Questionnaire (PAQ) (Form B).

DTIC Science & Technology

The study was concerned with the identification of the job dimension underlying the job elements of the Position Analysis Questionnaire ( PAQ ), Form B...The PAQ is a structured job analysis instrument consisting of 187 worker-oriented job elements which are divided into six a priori major divisions...The statistical procedure of principal components analysis was used to identify the job dimensions of the PAQ . Forty-five job dimensions were

Job functions of Swedish public and private sector vocational rehabilitation workers.

PubMed

Millet, Patrick B; Vaittinen, Pauli

2009-01-01

This study has had two main aims, the first to investigate and gather knowledge of the major job functions of Swedish rehabilitation workers, the second to study the frequency of use of these functions in the VR process. Structured questionnaires were sent to Swedish rehabilitation workers from public and private sectors. To identify the major dimensions of Swedish rehabilitation workers' job in the vocational rehabilitation (VR) process, a principal component factor analysis was performed. Results revealed that there are four main factors (dimensions) that comprised the VR process in Sweden. The four factors (dimensions) are job development and career counselling; assessment and counselling interventions; workplace adjustment and employer consultation and client support, personnel development and public relations. The VR process in Sweden is limited in both its scope and depth. This when one compares with the results of studies carried out in the USA, who found seven and six dimensions, respectively. It is argued that it cannot be excluded that the negative trend of extensive sick leave and early pensions are attributable to the limitations in the VR process that have been found. Suggested is the urgent need to put resources in place that would support the further advancement of the knowledge and competencies of the VR services in Sweden.

IceProd 2: A Next Generation Data Analysis Framework for the IceCube Neutrino Observatory

NASA Astrophysics Data System (ADS)

Schultz, D.

2015-12-01

We describe the overall structure and new features of the second generation of IceProd, a data processing and management framework. IceProd was developed by the IceCube Neutrino Observatory for processing of Monte Carlo simulations, detector data, and analysis levels. It runs as a separate layer on top of grid and batch systems. This is accomplished by a set of daemons which process job workflow, maintaining configuration and status information on the job before, during, and after processing. IceProd can also manage complex workflow DAGs across distributed computing grids in order to optimize usage of resources. IceProd is designed to be very light-weight; it runs as a python application fully in user space and can be set up easily. For the initial completion of this second version of IceProd, improvements have been made to increase security, reliability, scalability, and ease of use.

IceProd 2 Usage Experience

NASA Astrophysics Data System (ADS)

Delventhal, D.; Schultz, D.; Diaz Velez, J. C.

2017-10-01

IceProd is a data processing and management framework developed by the IceCube Neutrino Observatory for processing of Monte Carlo simulations, detector data, and data driven analysis. It runs as a separate layer on top of grid and batch systems. This is accomplished by a set of daemons which process job workflow, maintaining configuration and status information on the job before, during, and after processing. IceProd can also manage complex workflow DAGs across distributed computing grids in order to optimize usage of resources. IceProd has recently been rewritten to increase its scaling capabilities, handle user analysis workflows together with simulation production, and facilitate the integration with 3rd party scheduling tools. IceProd 2, the second generation of IceProd, has been running in production for several months now. We share our experience setting up the system and things we’ve learned along the way.

Longest jobs first algorithm in solving job shop scheduling using adaptive genetic algorithm (GA)

NASA Astrophysics Data System (ADS)

Alizadeh Sahzabi, Vahid; Karimi, Iman; Alizadeh Sahzabi, Navid; Mamaani Barnaghi, Peiman

2012-01-01

In this paper, genetic algorithm was used to solve job shop scheduling problems. One example discussed in JSSP (Job Shop Scheduling Problem) and I described how we can solve such these problems by genetic algorithm. The goal in JSSP is to gain the shortest process time. Furthermore I proposed a method to obtain best performance on performing all jobs in shortest time. The method mainly, is according to Genetic algorithm (GA) and crossing over between parents always follows the rule which the longest process is at the first in the job queue. In the other word chromosomes is suggested to sorts based on the longest processes to shortest i.e. "longest job first" says firstly look which machine contains most processing time during its performing all its jobs and that is the bottleneck. Secondly, start sort those jobs which are belonging to that specific machine descending. Based on the achieved results," longest jobs first" is the optimized status in job shop scheduling problems. In our results the accuracy would grow up to 94.7% for total processing time and the method improved 4% the accuracy of performing all jobs in the presented example.

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

Federal Register 2010, 2011, 2012, 2013, 2014

2012-06-12

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

An Empirical Analysis of Job Satisfaction Factors.

DTIC Science & Technology

1987-09-01

have acknowledged the importance of factors which make the Air Force attractive to its members or conversely, make other employees consider...Maslow’s need hierarchy theory attempts to show that man has five basic categories of needs: physiological, safety, belongingness , esteem, and self...attained until lower-level basic needs are attained. This implies a sort of growth process where optional job environments for given employees are

The Experience of Emotions during the Job Search and Choice Process among Novice Job Seekers

ERIC Educational Resources Information Center

Bonaccio, Silvia; Gauvin, Natalie; Reeve, Charlie L.

2014-01-01

The authors investigate the role of emotions in the job search and choice process of novice job seekers. Results of qualitative analyses of the first-person accounts of 41 job seekers indicate that participants whose recollections of their job search contained emotional language were more likely to display a haphazard job search strategy than…

The Utility of Job Dimensions Based on Form B of the Position Analysis Questionnaire (PAQ) in a Job Component Validation Model. Report No. 5.

ERIC Educational Resources Information Center

Marquardt, Lloyd D.; McCormick, Ernest J.

The study involved the use of a structured job analysis instrument called the Position Analysis Questionnaire (PAQ) as the direct basis for the establishment of the job component validity of aptitude tests (that is, a procedure for estimating the aptitude requirements for jobs strictly on the basis of job analysis data). The sample of jobs used…

The Application of Structured Job Analysis Information Based on the Position Analysis Questionnaire (PAQ).

DTIC Science & Technology

Position Analysis Questionnaire ( PAQ ). This job analysis instrument consists of 187 job elements organized into six divisions. In the analysis of a job...with the PAQ the relevance of the individual elements to the job are rated using any of several rating scales such as importance, or time.

The Americans with Disabilities Act: Using Job Analysis To Meet New Challenges.

ERIC Educational Resources Information Center

Lozada-Larsen, Susana R.

This paper focuses on the role that job analysis plays under the Americans with Disabilities Act (ADA). The most obvious use of job analysis data is in defining the essential functions of each job. The job analysis technique used should: list the functions of the job, define which functions are essential rather than marginal, and offer proof of…

High throughput computing: a solution for scientific analysis

USGS Publications Warehouse

O'Donnell, M.

2011-01-01

handle job failures due to hardware, software, or network interruptions (obviating the need to manually resubmit the job after each stoppage); be affordable; and most importantly, allow us to complete very large, complex analyses that otherwise would not even be possible. In short, we envisioned a job-management system that would take advantage of unused FORT CPUs within a local area network (LAN) to effectively distribute and run highly complex analytical processes. What we found was a solution that uses High Throughput Computing (HTC) and High Performance Computing (HPC) systems to do exactly that (Figure 1).

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

PubMed

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

2016-05-01

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

Drafting. Occupational Competency Analysis Profile.

ERIC Educational Resources Information Center

Ohio State Univ., Columbus. Vocational Instructional Materials Lab.

This Drafting Occupational Competency Analysis Profile (OCAP) is one of a series of competency lists, verified by expert workers, that have evolved from a modified DACUM (Developing a Curriculum) job analysis process involving business, industry, labor, and community agency representatives from throughout Ohio. This OCAP identifies the…

Accounting. Occupational Competency Analysis Profile.

ERIC Educational Resources Information Center

Ohio State Univ., Columbus. Vocational Instructional Materials Lab.

This Accounting Occupational Competency Analysis Profile (OCAP) is one of a series of competency lists, verified by expert workers, that have evolved from a modified DACUM (Developing a Curriculum) job analysis process involving business, industry, labor, and community agency representatives from throughout Ohio. This OCAP identifies the…

Business Administration and Management. Occupational Competency Analysis Profile.

ERIC Educational Resources Information Center

Ohio State Univ., Columbus. Vocational Instructional Materials Lab.

This Occupational Competency Analysis Profile (OCAP) for business administration and management is an employer-verified competency list that evolved from a modified DACUM (Developing a Curriculum) job analysis process involving business, industry, labor, and community agency representatives throughout Ohio. The competency list consists of six…

Work schedule manager gap analysis : assessing the future training needs of work schedule managers using a strategic job analysis approach.

DOT National Transportation Integrated Search

2010-05-01

This report documents the results of a strategic job analysis that examined the job tasks and knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform the job of a work schedule manager. The strategic job analysis compared in...

Work schedule manager gap analysis : assessing the future training needs of work schedule managers using a strategic job analysis approach

DOT National Transportation Integrated Search

2010-05-01

This report documents the results of a strategic job analysis that examined the job tasks and knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform the job of a work schedule manager. The strategic job analysis compared in...

Development of job standards for clinical nutrition therapy for dyslipidemia patients.

PubMed

Kang, Min-Jae; Seo, Jung-Sook; Kim, Eun-Mi; Park, Mi-Sun; Woo, Mi-Hye; Ju, Dal-Lae; Wie, Gyung-Ah; Lee, Song-Mi; Cha, Jin-A; Sohn, Cheong-Min

2015-04-01

Dyslipidemia has significantly contributed to the increase of death and morbidity rates related to cardiovascular diseases. Clinical nutrition service provided by dietitians has been reported to have a positive effect on relief of medical symptoms or reducing the further medical costs. However, there is a lack of researches to identify key competencies and job standard for clinical dietitians to care patients with dyslipidemia. Therefore, the purpose of this study was to analyze the job components of clinical dietitian and develop the standard for professional practice to provide effective nutrition management for dyslipidemia patients. The current status of clinical nutrition therapy for dyslipidemia patients in hospitals with 300 or more beds was studied. After duty tasks and task elements of nutrition care process for dyslipidemia clinical dietitians were developed by developing a curriculum (DACUM) analysis method. The developed job standards were pretested in order to evaluate job performance, difficulty, and job standards. As a result, the job standard included four jobs, 18 tasks, and 53 task elements, and specific job description includes 73 basic services and 26 recommended services. When clinical dietitians managing dyslipidemia patients performed their practice according to this job standard for 30 patients the job performance rate was 68.3%. Therefore, the job standards of clinical dietitians for clinical nutrition service for dyslipidemia patients proposed in this study can be effectively used by hospitals.

An Integrated Approach for Conducting a Behavioral Systems Analysis

ERIC Educational Resources Information Center

Diener, Lori H.; McGee, Heather M.; Miguel, Caio F.

2009-01-01

The aim of this paper is to illustrate how to conduct a Behavioral Systems Analysis (BSA) to aid in the design of targeted performance improvement interventions. BSA is a continuous process of analyzing the right variables to the right extent to aid in planning and managing performance at the organization, process, and job levels. BSA helps to…

Lay off: the experience of women and men in Iceland's financial sector.

PubMed

Snorradóttir, Asta; Rafnsdottir, Gudbjörg Linda; Tómasson, Kristinn; Vilhjálmsson, Rúnar

2014-01-01

To analyze gender differences in levels of psychological distress, financial strain, lay off experiences and job search activity among unemployed and re-employed individuals who were laid-off due to the collapse of the financial sector in Iceland in 2008. The study is based on questionnaires distributed to 759 former financial sector employees; 426 responses were received giving a 62.6% response rate. The groups of unemployed and re-employed woman and men are compared using separate multivariate binary models to control for mediating factors. The analysis reveals gender differences in demographic factors and jobs held prior to lay-off. More women than men were psychologically or finically distressed and claimed being shocked by the lay-off. A higher proportion of men than women were re-employed at the time of this study. The main difference between those re-employed and unemployed was lower financial strain among those re-employed for both men and women in this sample. The study does not support the traditional view of men having more difficulties in the lay-off process than women. This calls for a rethinking regarding gender in lay-off and unemployment. A gender-based analysis is needed when considering the ramifications of losing a job and job search activity in the lay-off process.

Mediated definite delegation - Certified Grid jobs in ALICE and beyond

NASA Astrophysics Data System (ADS)

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

2012-12-01

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

Overview of ATLAS PanDA Workload Management

NASA Astrophysics Data System (ADS)

Maeno, T.; De, K.; Wenaus, T.; Nilsson, P.; Stewart, G. A.; Walker, R.; Stradling, A.; Caballero, J.; Potekhin, M.; Smith, D.; ATLAS Collaboration

2011-12-01

The Production and Distributed Analysis System (PanDA) plays a key role in the ATLAS distributed computing infrastructure. All ATLAS Monte-Carlo simulation and data reprocessing jobs pass through the PanDA system. We will describe how PanDA manages job execution on the grid using dynamic resource estimation and data replication together with intelligent brokerage in order to meet the scaling and automation requirements of ATLAS distributed computing. PanDA is also the primary ATLAS system for processing user and group analysis jobs, bringing further requirements for quick, flexible adaptation to the rapidly evolving analysis use cases of the early datataking phase, in addition to the high reliability, robustness and usability needed to provide efficient and transparent utilization of the grid for analysis users. We will describe how PanDA meets ATLAS requirements, the evolution of the system in light of operational experience, how the system has performed during the first LHC data-taking phase and plans for the future.

Overview of ATLAS PanDA Workload Management

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

Maeno T.; De K.; Wenaus T.

2011-01-01

The Production and Distributed Analysis System (PanDA) plays a key role in the ATLAS distributed computing infrastructure. All ATLAS Monte-Carlo simulation and data reprocessing jobs pass through the PanDA system. We will describe how PanDA manages job execution on the grid using dynamic resource estimation and data replication together with intelligent brokerage in order to meet the scaling and automation requirements of ATLAS distributed computing. PanDA is also the primary ATLAS system for processing user and group analysis jobs, bringing further requirements for quick, flexible adaptation to the rapidly evolving analysis use cases of the early datataking phase, in additionmore » to the high reliability, robustness and usability needed to provide efficient and transparent utilization of the grid for analysis users. We will describe how PanDA meets ATLAS requirements, the evolution of the system in light of operational experience, how the system has performed during the first LHC data-taking phase and plans for the future.« less

41 CFR 60-2.12 - Job group analysis.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 41 Public Contracts and Property Management 1 2013-07-01 2013-07-01 false Job group analysis. 60-2... 2-AFFIRMATIVE ACTION PROGRAMS Purpose and Contents of Affirmative Action Programs § 60-2.12 Job group analysis. (a) Purpose: A job group analysis is a method of combining job titles within the...

41 CFR 60-2.12 - Job group analysis.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 41 Public Contracts and Property Management 1 2012-07-01 2009-07-01 true Job group analysis. 60-2... 2-AFFIRMATIVE ACTION PROGRAMS Purpose and Contents of Affirmative Action Programs § 60-2.12 Job group analysis. (a) Purpose: A job group analysis is a method of combining job titles within the...

41 CFR 60-2.12 - Job group analysis.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 41 Public Contracts and Property Management 1 2014-07-01 2014-07-01 false Job group analysis. 60-2... 2-AFFIRMATIVE ACTION PROGRAMS Purpose and Contents of Affirmative Action Programs § 60-2.12 Job group analysis. (a) Purpose: A job group analysis is a method of combining job titles within the...

Maximizing work integration in job placement of individuals facing mental health problems: Supervisor experiences.

PubMed

Skarpaas, Lisebet Skeie; Ramvi, Ellen; Løvereide, Lise; Aas, Randi Wågø

2015-01-01

Many people confronting mental health problems are excluded from participation in paid work. Supervisor engagement is essential for successful job placement. To elicit supervisor perspectives on the challenges involved in fostering integration to support individuals with mental health problems (trainees) in their job placement at ordinary companies. Explorative, qualitative designed study with a phenomenological approach, based on semi-structured interviews with 15 supervisors involved in job placements for a total of 105 trainees (mean 7, min-max. 1-30, SD 8). Data were analysed using qualitative content analysis. Superviors experience two interrelated dilemmas concerning knowledge of the trainee and degree of preferential treatment. Challenges to obtaining successful integration were; motivational: 1) Supervisors previous experience with trainees encourages future engagement, 2) Developing a realistic picture of the situation, and 3) Disclosure and knowledge of mental health problems, and continuity challenges: 4) Sustaining trainee cooperation throughout the placement process, 5) Building and maintaining a good relationship between supervisor and trainee, and 6) Ensuring continuous cooperation with the social security system and other stakeholders. Supervisors experience relational dilemmas regarding pre-judgment, privacy and equality. Job placement seem to be maximized when the stakeholders are motivated and recognize that cooperation must be a continuous process.

Robots in food systems: a review and assessment of potential uses.

PubMed

Adams, E A; Messersmith, A M

1986-04-01

Management personnel in foodservice, food processing, and robot industries were surveyed to evaluate potential job functions for robots in the food industry. The survey instrument listed 64 different food-related job functions that participants were asked to assess as appropriate or not appropriate for robotic implementation. Demographic data were collected from each participant to determine any positive or negative influence on job function responses. The survey responses were statistically evaluated using frequencies and the chi-square test of significance. Sixteen of the 64 job functions were identified as appropriate for robot implementation in food industries by both robot manufacturing and food managers. The study indicated, first, that food managers lack knowledge about robots and robot manufacturing managers lack knowledge about food industries. Second, robots are not currently being used to any extent in the food industry. Third, analysis of the demographic data in relation to the 16 identified job functions showed no significant differences in responses.

Use of a computerized decision support system for primary and secondary prevention of work-related MSD disability.

PubMed

Womack, Sarah K; Armstrong, Thomas J

2005-09-01

The present study evaluates the effectiveness of a decision support system used to evaluate and control physical job stresses and prevent re-injury of workers who have experienced or are concerned about work-related musculoskeletal disorders. The software program is a database that stores detailed job information such as standardized work data, videos, and upper-extremity physical stress ratings for over 400 jobs in the plant. Additionally, the database users were able to record comments about the jobs and related control issues. The researchers investigated the utility and effectiveness of the software by analyzing its use over a 20-month period. Of the 197 comments entered by the users, 25% pertained to primary prevention, 75% pertained to secondary prevention, and 94 comments (47.7%) described ergonomic interventions. Use of the software tool improved primary and secondary prevention by improving the quality and efficiency of the ergonomic job analysis process.

General Marketing. Occupational Competency Analysis Profile.

ERIC Educational Resources Information Center

Ohio State Univ., Columbus. Vocational Instructional Materials Lab.

This General Marketing Occupational Competency Analysis Profile (OCAP) is one of a series of competency lists, verified by expert workers, that have evolved from a modified DACUM (Developing a Curriculum) job analysis process involving business, industry, labor, and community agency representatives from throughout Ohio. This OCAP identifies the…

Commercial Truck/Equipment Technician. Occupational Competency Analysis Profile.

ERIC Educational Resources Information Center

Ohio State Univ., Columbus. Vocational Instructional Materials Lab.

This Occupational Competency Analysis Profile (OCAP) for commercial truck and equipment technician is an employer-verified competency list that evolved from a modified DACUM (Developing a Curriculum) job analysis process involving business, industry, labor, and community agency representatives throughout Ohio. The task list of the National…

Business Information Systems. Occupational Competency Analysis Profile.

ERIC Educational Resources Information Center

Ohio State Univ., Columbus. Vocational Instructional Materials Lab.

This Occupational Competency Analysis Profile (OCAP) for business information systems is an employer-verified competency list that evolved from a modified DACUM (Developing a Curriculum) job analysis process involving business, industry, labor, and community agency representatives throughout Ohio. The competency list consists of 10 units: (1) data…

The ATLAS Production System Evolution: New Data Processing and Analysis Paradigm for the LHC Run2 and High-Luminosity

NASA Astrophysics Data System (ADS)

Barreiro, F. H.; Borodin, M.; De, K.; Golubkov, D.; Klimentov, A.; Maeno, T.; Mashinistov, R.; Padolski, S.; Wenaus, T.; ATLAS Collaboration

2017-10-01

The second generation of the ATLAS Production System called ProdSys2 is a distributed workload manager that runs daily hundreds of thousands of jobs, from dozens of different ATLAS specific workflows, across more than hundred heterogeneous sites. It achieves high utilization by combining dynamic job definition based on many criteria, such as input and output size, memory requirements and CPU consumption, with manageable scheduling policies and by supporting different kind of computational resources, such as GRID, clouds, supercomputers and volunteer-computers. The system dynamically assigns a group of jobs (task) to a group of geographically distributed computing resources. Dynamic assignment and resources utilization is one of the major features of the system, it didn’t exist in the earliest versions of the production system where Grid resources topology was predefined using national or/and geographical pattern. Production System has a sophisticated job fault-recovery mechanism, which efficiently allows to run multi-Terabyte tasks without human intervention. We have implemented “train” model and open-ended production which allow to submit tasks automatically as soon as new set of data is available and to chain physics groups data processing and analysis with central production by the experiment. We present an overview of the ATLAS Production System and its major components features and architecture: task definition, web user interface and monitoring. We describe the important design decisions and lessons learned from an operational experience during the first year of LHC Run2. We also report the performance of the designed system and how various workflows, such as data (re)processing, Monte-Carlo and physics group production, users analysis, are scheduled and executed within one production system on heterogeneous computing resources.

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

Emotional job demands and the role of matching job resources: a cross-sectional survey study among health care workers.

PubMed

de Jonge, Jan; Le Blanc, Pascale M; Peeters, Maria C W; Noordam, Hanneke

2008-10-01

Research on emotional labour in health care work has not yet revealed under what conditions emotional job demands have an impact on employee health and well-being. There is a need for more theory to unveil the black box of emotional labour processes. To test the moderating role of matching (i.e. emotional) and non-matching (i.e. cognitive) job resources in the relation between emotional job demands and employee health/well-being (i.e. emotional exhaustion, employee creativity, and work motivation). A cross-sectional survey with anonymous questionnaires was conducted. A large organization for residential elderly care with eight locations in an urban area in the Netherlands. Questionnaires were distributed to 1259 health care workers, of which 826 people returned the questionnaire (66% response rate). In addition to descriptive statistics, multivariate multiple regression analysis (LISREL 8.54) with cross-validation was conducted. Findings showed that emotional job resources moderated the relation between emotional job demands and health/well-being outcomes. Firstly, emotional job resources were able to moderate the relation between emotional job demands and emotional exhaustion. Secondly, both emotional job resources and, to a lesser extent, cognitive job resources were able to moderate the relation between emotional job demands and positive well-being outcomes (i.e. employee creativity and work motivation). Finally, cross-validation showed that parameter estimates did not vary across subsamples. Job resources could compensate for resources lost through meeting the requirements of emotional job demands, thereby reducing stress-reactions and increasing well-being. Providing health care workers with more, preferably matching, job resources could make emotional job demands less stressful, and even stimulating and challenging. Future longitudinal studies should investigate the interplay of emotional job demands and (matching) job resources more profoundly.

20 CFR 655.30 - Processing of an application and job order.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 3 2014-04-01 2014-04-01 false Processing of an application and job order... Processing of an application and job order. (a) NPC review. The CO will review the Application for Temporary Employment Certification and job order for compliance with all applicable program requirements. (b) Mailing...

20 CFR 655.30 - Processing of an application and job order.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false Processing of an application and job order... Processing of an application and job order. (a) NPC review. The CO will review the Application for Temporary Employment Certification and job order for compliance with all applicable program requirements. (b) Mailing...

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

ERIC Educational Resources Information Center

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

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

Healthy eating at different risk levels for job stress: testing a moderated mediation.

PubMed

Fodor, Daniel P; Antoni, Conny H; Wiedemann, Amelie U; Burkert, Silke

2014-04-01

Health behavior, like fruit and vegetable consumption (FVC), is affected by unfavorable job conditions. However, there is little research to date that combines job stress models and health-behavior change models. This longitudinal study examined the contribution of risk factors associated with job stress to the intention-planning-FVC relationship. In the context of the Health Action Process Approach, action planning (when-where-how plans) and coping planning (plans to overcome anticipated barriers) have been shown to be successful mediators in the translation of health-related intentions into action. Risk factors for job stress are operationalized as the interaction of job demands and job resources in line with the Job Demands-Resources (JD-R) model. Two hundred seventy-two employees (mean age 41.2 years, 73.9% female) from different jobs completed measures of intention at baseline (t1), action planning and coping planning 2 weeks later (t2), and FVC another 2 weeks later (t3). Job demands and job resources were assessed at t1 and t2. A moderated mediation analysis indicated that risk factors for job stress moderate the translation of intention into action planning (B = -0.23, p < .05) and coping planning (B = -0.14, p < .05). No moderation effect of the planning-FVC relationship by risk factors for job stress was found. However, coping planning directly predicted FVC (B = 0.36, p < .001). Findings suggest that employees intending to eat healthily use action planning and coping planning when job demands exceed job resources. For increasing FVC, coping planning appears most beneficial.

The Job Dimensions Underlying the Job Elements of the Position Analysis Questionnaire (PAQ) (Form B). Report No. 4.

ERIC Educational Resources Information Center

Marquardt, Lloyd D.; McCormick, Ernest J.

This study was concerned with the identification of the job dimension underlying the job elements of the Position Analysis Questionnaire (PAQ), Form B. The PAQ is a structured job analysis instrument consisting of 187 worker-oriented job elements which are divided into six a priori major divisions. The statistical procedure of principal components…

Due-Window Assignment Scheduling with Variable Job Processing Times

PubMed Central

Wu, Yu-Bin

2015-01-01

We consider a common due-window assignment scheduling problem jobs with variable job processing times on a single machine, where the processing time of a job is a function of its position in a sequence (i.e., learning effect) or its starting time (i.e., deteriorating effect). The problem is to determine the optimal due-windows, and the processing sequence simultaneously to minimize a cost function includes earliness, tardiness, the window location, window size, and weighted number of tardy jobs. We prove that the problem can be solved in polynomial time. PMID:25918745

[Application of an improved model of a job-matching platform for nurses].

PubMed

Huang, Way-Ren; Lin, Chiou-Fen

2015-04-01

The three-month attrition rate for new nurses in Taiwan remains high. Many hospitals rely on traditional recruitment methods to find new nurses, yet it appears that their efficacy is less than ideal. To effectively solve this manpower shortage, a nursing resource platform is a project worth developing in the future. This study aimed to utilize a quality-improvement model to establish communication between hospitals and nursing students and create a customized employee-employer information-matching platform to help nursing students enter the workforce. This study was structured around a quality-improvement model and used current situation analysis, literature review, focus-group discussions, and process re-engineering to formulate necessary content for a job-matching platform for nursing. The concept of an academia-industry strategic alliance helped connect supply and demand within the same supply chain. The nurse job-matching platform created in this study provided job flexibility as well as job suitability assessments and continued follow-up and services for nurses after entering the workforce to provide more accurate matching of employers and employees. The academia-industry strategic alliance, job suitability, and long-term follow-up designed in this study are all new features in Taiwan's human resource service systems. The proposed human resource process re-engineering provides nursing students facing graduation with a professionally managed human resources platform. Allowing students to find an appropriate job prior to graduation will improve willingness to work and employee retention.

Occupational Analysis Technology: Expanded Role in Development of Cost-Effective Maintenance Systems. Final Report.

ERIC Educational Resources Information Center

Foley, John P., Jr.

A study was conducted to refine and coordinate occupational analysis, job performance aids, and elements of the instructional systems development process for task specific Air Force maintenance training. Techniques for task identification and analysis (TI & A) and data gathering techniques for occupational analysis were related. While TI &…

Food Management, Production, and Service. Occupational Competency Analysis Profile.

ERIC Educational Resources Information Center

Ohio State Univ., Columbus. Vocational Instructional Materials Lab.

This Food Management, Production, and Service Occupational Competency Analysis Profile (OCAP) is one of a series of competency lists, verified by expert workers, that have evolved from a modified DACUM (Developing a Curriculum) job analysis process involving business, industry, labor, and community agency representatives from throughout Ohio. This…

Cue Representation and Situational Awareness in Task Analysis

ERIC Educational Resources Information Center

Carl, Diana R.

2009-01-01

Task analysis in human performance technology is used to determine how human performance can be well supported with training, job aids, environmental changes, and other interventions. Early work by Miller (1953) and Gilbert (1969, 1974) addressed cue processing in task execution and recommended cue descriptions in task analysis. Modern task…

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

ERIC Educational Resources Information Center

Friedman, Lee; Harvey, Robert J.

1986-01-01

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

The influence of personal and workplace resources on new graduate nurses' job satisfaction.

PubMed

Pineau Stam, Lisa M; Spence Laschinger, Heather K; Regan, Sandra; Wong, Carol A

2015-03-01

This study examined the influence of new graduate nurses' personal resources (psychological capital) and access to structural resources (empowerment and staffing) on their job satisfaction. Reports suggest that new graduate nurses are experiencing stressful work environments, low job satisfaction, and high turnover intentions. These nurses are a health human resource that must be retained for the replacement of retiring nurses, and to address impending shortages. Supportive workplaces that promote new graduate nurses' job satisfaction may play an important role in the retention of new nurses. A secondary analysis of data from a larger study of new graduate nurses was conducted. Data collection was completed using self-reported questionnaires. Hierarchical multiple regression was used to test the hypothesised model. Psychological capital, structural empowerment and perceived staffing adequacy were significant independent predictors of job satisfaction. The final model explained 38% of the variance in job satisfaction. Both personal and structural workplace factors are important to new graduate nurses' job satisfaction. Managers should ensure empowerment structures are in place to support new graduate nurses' job satisfaction. Orientation processes and ongoing management support to build psychological capital in new graduate nurses will help create positive perceptions of the workplace, enhancing job satisfaction. © 2013 John Wiley & Sons Ltd.

How job demands affect absenteeism? The mediating role of work-family conflict and exhaustion.

PubMed

Vignoli, Michela; Guglielmi, Dina; Bonfiglioli, Roberta; Violante, Francesco Saverio

2016-01-01

To investigate how psychosocial factors (such as job demands and work-family conflict) produce absenteeism in the workplace, using the health impairment process of the job demands-resources model. According to this model, job demands lead to burnout (often measured with the emotional exhaustion component), which in turn could lead to outcomes (such as absenteeism). Work-family conflict (WFC) was also studied, because of contradictory results collected in the existing literature on absenteeism in the workplace, regarding the role of WFC in causing absenteeism. Data were collected on 245 workers using both subjective (questionnaire on psychological risk factors and work-related health) and objective data (sickness leave frequency records). To test the hypothesis that job demands and WFC contribute to absenteeism in the workplace, a subsequent mediation analysis was used, which analysed both (a) the subsequent mediation of WFC and emotional exhaustion and (b) the separate roles played by the mediators proposed (WFC and emotional exhaustion). Job demands affect absenteeism through the subsequent mediation of WFC and emotional exhaustion. In addition, emotional exhaustion mediates the relationship between job demands and absenteeism, while WFC does not. In conclusion, subsequent mediation highlights the role of emotional exhaustion in causing absenteeism; in fact, when emotional exhaustion is included in the analysis, job demands are associated with higher levels of absenteeism. The results of this study suggest that without the concurrent contribution of emotional exhaustion, WFC does not influence absenteeism in the workplace. Our findings are useful for organizations that aim to reduce absenteeism.

Ergonomic analysis of work activity for the purpose of developing training programs: the contribution of ergonomics to vocational didactics.

PubMed

Ouellet, Sylvie

2012-01-01

Questions related to job skills and the teaching situations that best promote skill development are investigated by specialists in various fields, notably among them, ergonomists. This paper presents the findings of an ergonomic intervention study whose aim was to develop a meat-deboning training program by taking into account both the training content to be constructed and the working conditions that might facilitate or hinder skill development. One-on-one interviews and group discussions, on-the-job and videotape playback observations, as well as self-confrontation interviews were carried out. Activity analysis revealed major variability in work methods. The reasoning behind the experienced workers' actions and the experiential job knowledge they had developed were brought to light and served to develop the training content. The determining factors in the choice of work methods were identified, allowing adjustments to be made to the working conditions that might hinder skill development. The ergonomic process that implied taking working conditions into account in our study may make a significant contribution to vocational didactics, which is based on the cognitive analysis of work for the purpose of improving the effectiveness of job-skills training.

I Ain't Gonna Make It. Comparing Job Demands-Resources and Attrition Intention Between Senior Teachers and Senior Employees of Six Other Occupational Categories in Flanders.

PubMed

Van Droogenbroeck, Filip; Spruyt, Bram

2016-07-01

Teachers are often thought to retire early and have more stress and burnout than other human service professionals. In this article, we investigate attrition intention amongst senior teachers and senior employees of six other blue- and white-collar occupational categories using the Job Demands-Resources (JD-R) model. We followed a two-step approach. First, analysis of variance and logistic regression analysis was used to assess differences in the level of job demands, resources, and attrition intention between occupations for male and female employees separately. Subsequently, multiple group path analysis was used to assess the invariance of the JD-R model across occupational groups and genders. We used representative data gathered in Flanders among 6,810 senior employees (45 years or older). Results indicate that there are differences in the determinants of attrition intention between men and women. The differences in attrition intention are minimal between occupations once controlled for job demands and resources. In addition, the JD-R model is largely invariant across white-collar occupations and gender. We provide support for both the energetic and motivational process of the JD-R model. © The Author(s) 2016.

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

ERIC Educational Resources Information Center

McCormick, Ernest J.; And Others

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

The Use of the Position Analysis Questionnaire (PAQ) for Establishing the Job Component Validity of Tests. Report No. 5. Final Report.

ERIC Educational Resources Information Center

McCormick, Ernest J.; And Others

The Position Analysis Questionnaire (PAQ), a structured job analysis questionnaire that provides for the analysis of individual jobs in terms of each of 187 job elements, was used to establish the job component validity of certain commercially-available vocational aptitude tests. Prior to the general analyses reported here, a statistical analysis…

Job-Derived Selection. Preliminary Report. Report No. 2.

ERIC Educational Resources Information Center

DeNisi, Angelo S.; And Others

The Position Analysis Questionnaire (PAQ), a structured job analysis questionnaire that provides for the analysis for individual jobs in terms of 187 job elements, has been found in previous studies to be useful as the basis for predicting the mean test scores of incumbents on a sample of jobs in terms of the nine tests of the General Aptitude…

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. Copyright 2010 APA, all rights reserved

A lengthy look at the daily grind: time series analysis of events, mood, stress, and satisfaction.

PubMed

Fuller, Julie A; Stanton, Jeffrey M; Fisher, Gwenith G; Spitzmuller, Christiane; Russell, Steven S; Smith, Patricia C

2003-12-01

The present study investigated processes by which job stress and satisfaction unfold over time by examining the relations between daily stressful events, mood, and these variables. Using a Web-based daily survey of stressor events, perceived strain, mood, and job satisfaction completed by 14 university workers, 1,060 occasions of data were collected. Transfer function analysis, a multivariate version of time series analysis, was used to examine the data for relationships among the measured variables after factoring out the contaminating influences of serial dependency. Results revealed a contrast effect in which a stressful event associated positively with higher strain on the same day and associated negatively with strain on the following day. Perceived strain increased over the course of a semester for a majority of participants, suggesting that effects of stress build over time. Finally, the data were consistent with the notion that job satisfaction is a distal outcome that is mediated by perceived strain. ((c) 2003 APA, all rights reserved)

Content Analysis as a Best Practice in Technical Communication Research

ERIC Educational Resources Information Center

Thayer, Alexander; Evans, Mary; McBride, Alicia; Queen, Matt; Spyridakis, Jan

2007-01-01

Content analysis is a powerful empirical method for analyzing text, a method that technical communicators can use on the job and in their research. Content analysis can expose hidden connections among concepts, reveal relationships among ideas that initially seem unconnected, and inform the decision-making processes associated with many technical…

Knowledge and skills of the lamaze certified childbirth educator: results of a job task analysis.

PubMed

Budin, Wendy C; Gross, Leon; Lothian, Judith A; Mendelson, Jeanne

2014-01-01

Content validity of certification examinations is demonstrated over time with comprehensive job analyses conducted and analyzed by experts, with data gathered from stakeholders. In November 2011, the Lamaze International Certification Council conducted a job analysis update of the 2002 job analysis survey. This article presents the background, methodology, and findings of the job analysis. Changes in the test blueprint based on these findings are presented.

Evolution of CMS workload management towards multicore job support

NASA Astrophysics Data System (ADS)

Pérez-Calero Yzquierdo, A.; Hernández, J. M.; Khan, F. A.; Letts, J.; Majewski, K.; Rodrigues, A. M.; McCrea, A.; Vaandering, E.

2015-12-01

The successful exploitation of multicore processor architectures is a key element of the LHC distributed computing system in the coming era of the LHC Run 2. High-pileup complex-collision events represent a challenge for the traditional sequential programming in terms of memory and processing time budget. The CMS data production and processing framework is introducing the parallel execution of the reconstruction and simulation algorithms to overcome these limitations. CMS plans to execute multicore jobs while still supporting singlecore processing for other tasks difficult to parallelize, such as user analysis. The CMS strategy for job management thus aims at integrating single and multicore job scheduling across the Grid. This is accomplished by employing multicore pilots with internal dynamic partitioning of the allocated resources, capable of running payloads of various core counts simultaneously. An extensive test programme has been conducted to enable multicore scheduling with the various local batch systems available at CMS sites, with the focus on the Tier-0 and Tier-1s, responsible during 2015 of the prompt data reconstruction. Scale tests have been run to analyse the performance of this scheduling strategy and ensure an efficient use of the distributed resources. This paper presents the evolution of the CMS job management and resource provisioning systems in order to support this hybrid scheduling model, as well as its deployment and performance tests, which will enable CMS to transition to a multicore production model for the second LHC run.

Evolution of CMS Workload Management Towards Multicore Job Support

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

Perez-Calero Yzquierdo, A.; Hernández, J. M.; Khan, F. A.

The successful exploitation of multicore processor architectures is a key element of the LHC distributed computing system in the coming era of the LHC Run 2. High-pileup complex-collision events represent a challenge for the traditional sequential programming in terms of memory and processing time budget. The CMS data production and processing framework is introducing the parallel execution of the reconstruction and simulation algorithms to overcome these limitations. CMS plans to execute multicore jobs while still supporting singlecore processing for other tasks difficult to parallelize, such as user analysis. The CMS strategy for job management thus aims at integrating single andmore » multicore job scheduling across the Grid. This is accomplished by employing multicore pilots with internal dynamic partitioning of the allocated resources, capable of running payloads of various core counts simultaneously. An extensive test programme has been conducted to enable multicore scheduling with the various local batch systems available at CMS sites, with the focus on the Tier-0 and Tier-1s, responsible during 2015 of the prompt data reconstruction. Scale tests have been run to analyse the performance of this scheduling strategy and ensure an efficient use of the distributed resources. This paper presents the evolution of the CMS job management and resource provisioning systems in order to support this hybrid scheduling model, as well as its deployment and performance tests, which will enable CMS to transition to a multicore production model for the second LHC run.« less

Career evaluation and the decision process for plastic surgery graduates.

PubMed

Davison, Steven P; Clemens, Mark W

2011-08-01

National experience shows that 50 percent of physicians change positions within the first 2 years of practice. Because of market pressures, medicine in general and plastic surgery in particular are shifting away from solo practice. The authors examine the primary reasons for turnover and discuss job search priorities for recent plastic surgery graduates and established surgeons in job transition, with a current analysis of the different job opportunities available, ranging from government to private practice. The advantages and disadvantages of different positions are compared and income data are presented. Academic income is close to that of private practice at a mean of $366,141 annually but requires more work as measured by an overall higher relative value unit of productivity. The concept of creating a personal inventory before seeking the best job match is introduced.

Teacher self-efficacy and perceived autonomy: relations with teacher engagement, job satisfaction, and emotional exhaustion.

PubMed

Skaalvik, Einar M; Skaalvik, Sidsel

2014-02-01

When studied separately, research shows that both teacher self-efficacy and teacher autonomy are associated with adaptive motivational and emotional outcomes. This study tested whether teacher self-efficacy and teacher autonomy are independently associated with engagement, job satisfaction, and emotional exhaustion. 2,569 Norwegian teachers in elementary school and middle school (719 men, 1,850 women; M age = 45.0 yr., SD = 11.5) were administered the Norwegian Teacher Self-Efficacy Scale, the Teacher Autonomy Scale, the Utrecht Work Engagement Scale, the Teacher Job Satisfaction Scale, and the Maslach Burnout Inventory. The analysis revealed that both teacher autonomy and self-efficacy were independent predictors of engagement, job satisfaction, and emotional exhaustion. This study suggests that autonomy or decision latitude works positively but through different processes for teachers with high and low mastery expectations.

The value of job analysis, job description and performance.

PubMed

Wolfe, M N; Coggins, S

1997-01-01

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

Analysis of dispatching rules in a stochastic dynamic job shop manufacturing system with sequence-dependent setup times

NASA Astrophysics Data System (ADS)

Sharma, Pankaj; Jain, Ajai

2014-12-01

Stochastic dynamic job shop scheduling problem with consideration of sequence-dependent setup times are among the most difficult classes of scheduling problems. This paper assesses the performance of nine dispatching rules in such shop from makespan, mean flow time, maximum flow time, mean tardiness, maximum tardiness, number of tardy jobs, total setups and mean setup time performance measures viewpoint. A discrete event simulation model of a stochastic dynamic job shop manufacturing system is developed for investigation purpose. Nine dispatching rules identified from literature are incorporated in the simulation model. The simulation experiments are conducted under due date tightness factor of 3, shop utilization percentage of 90% and setup times less than processing times. Results indicate that shortest setup time (SIMSET) rule provides the best performance for mean flow time and number of tardy jobs measures. The job with similar setup and modified earliest due date (JMEDD) rule provides the best performance for makespan, maximum flow time, mean tardiness, maximum tardiness, total setups and mean setup time measures.

Public School Educator and Teacher Educator Job Analysis Ratings of Certification Test Objectives.

ERIC Educational Resources Information Center

Silvestro, John R.; And Others

The job analysis procedures used in the development of the Illinois Certification Testing System are described. The degree of congruence between job analysis ratings provided by public school educators (PSEs) and teacher educators (TEs) who completed the job analysis surveys is examined. National Evaluation Systems, Inc., and the Illinois State…

Spillover between Marital Quality and Job Satisfaction: Long-Term Patterns and Gender Differences.

ERIC Educational Resources Information Center

Rogers, Stacy J.; May Dee C.

2003-01-01

Investigated process of spillover between marital quality and job satisfaction among married individuals. Results indicated increases in marital satisfaction were significantly related to increases in job satisfaction, and increases in marital discord were significantly related to declines in job satisfaction. These processes operate similarly for…

Job Analysis and Workplace Design Resources for Rehabilitation.

ERIC Educational Resources Information Center

Priest, John W.; Roessler, Richard T.

1983-01-01

The authors stress the role of the multidisciplinary team in vocational rehabilitation, particularly the industrial engineer, in performing job analysis and workplace design to accommodate disabled persons in industry. Steps to effective job adaptation are charted, and methods of job analysis are discussed. (Author/MC)

Gender differences on the job satisfaction in the phase of implementing advanced manufacturing technology in the Chinese manufacturing firms.

PubMed

Yu, Na; Shen, Li Ming; Lewark, Siegfried

2012-01-01

This research gave an effort to study on gender differences in the job satisfaction for technological innovation at Chinese manufacturing firm. The exploratory study was conducted in four Chinese furniture manufacturing firms, which are all in the phases of introducing advanced manufacturing system. The results of statistical analysis show that general satisfaction of female employees to their jobs is significantly higher than male employees. In addition, supervisory satisfaction of female employees is significantly higher than male employees. The findings of the study reveal that activities are suggested to be carried out to increase the job satisfaction of male employees, especially improve communication and relationship between the managerial and the non-managerial levels in the innovation process. In addition, the higher job satisfaction of female employees could be considered a positive factor for the successful implementation of AMT in the technological innovation, although male employees are still dominated work force in the case study firms.

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

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.

Determinants of job satisfaction for novice nurse managers employed in hospitals.

PubMed

Djukic, Maja; Jun, Jin; Kovner, Christine; Brewer, Carol; Fletcher, Jason

Numbering close to 300,000 nurse managers represent the largest segment of the health care management workforce. Their effectiveness is, in part, influenced by their job satisfaction. We examined factors associated with job satisfaction of novice frontline nurse managers. We used a cross-sectional, correlational survey design. The sample consisted of responders to the fifth wave of a multiyear study of new nurses in 2013 (N = 1,392; response rate of 69%) who reported working as managers (n = 209). The parent study sample consisted of registered nurses who were licensed for the first time by exam 6-18 months prior in 1 of 51 selected metropolitan statistical areas and 9 rural areas across 34 U.S. states and the District of Columbia. We examined bivariate correlations between job satisfaction and 31 personal and structural variables. All variables significantly related to job satisfaction in bivariate analysis were included in a multivariate linear regression model. In addition, we tested the interaction effects of procedural justice and negative affectivity, autonomy, and organizational constraints on job satisfaction. The Cronbach's alphas for all multi-item scales ranged from .74 to .96. In the multivariate analysis, negative affectivity (β = -.169; p = .006) and procedural justice (β = .210; p = .016) were significantly correlated with job satisfaction. The combination of predictors in the model accounted for half of the variability in job satisfaction ratings (R = .51, adjusted R = .47; p <. 001). Health care executives who want to cultivate an effective novice frontline nurse manager workforce can best ensure their satisfaction by creating an organization with strong procedural justice. This could be achieved by involving managers in decision-making processes and ensuring transparency about how decisions that affect nursing are made.

A genetic algorithm-based job scheduling model for big data analytics.

PubMed

Lu, Qinghua; Li, Shanshan; Zhang, Weishan; Zhang, Lei

Big data analytics (BDA) applications are a new category of software applications that process large amounts of data using scalable parallel processing infrastructure to obtain hidden value. Hadoop is the most mature open-source big data analytics framework, which implements the MapReduce programming model to process big data with MapReduce jobs. Big data analytics jobs are often continuous and not mutually separated. The existing work mainly focuses on executing jobs in sequence, which are often inefficient and consume high energy. In this paper, we propose a genetic algorithm-based job scheduling model for big data analytics applications to improve the efficiency of big data analytics. To implement the job scheduling model, we leverage an estimation module to predict the performance of clusters when executing analytics jobs. We have evaluated the proposed job scheduling model in terms of feasibility and accuracy.

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

ERIC Educational Resources Information Center

Wilson, Michael

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

The rise and fall of job analysis and the future of work analysis.

PubMed

Sanchez, Juan I; Levine, Edward L

2012-01-01

This review begins by contrasting the importance ascribed to the study of occupational requirements observed in the early twentieth-century beginnings of industrial-organizational psychology with the diminishing numbers of job analysis articles appearing in top journals in recent times. To highlight the many pending questions associated with the job-analytic needs of today's organizations that demand further inquiry, research on the three primary types of job analysis data, namely work activities, worker attributes, and work context, is reviewed. Research on competencies is also reviewed along with the goals of a potential research agenda for the emerging trend of competency modeling. The cross-fertilization of job analysis research with research from other domains such as the meaning of work, job design, job crafting, strategic change, and interactional psychology is proposed as a means of responding to the demands of today's organizations through new forms of work analysis.

Job Redesign: An Analysis of an Intervention to Improve Job Characteristics

DTIC Science & Technology

1989-09-01

vii I. Introduction . . . . . . . . . . . 1 General Issue ... . I Specific Problem . .. . . . I Research Objectives . . . . . 2...the Job Diagnostic Survey, the Minnesota Satisfaction Questionnaire and ad-hoc items pertaining to the issues of training, challenge, and the matrix...vii JOB REDESIGN: AN ANALYSIS OF AN INTERVENTION TO IMPROVE JOB CHARACTERISTICS I. Introduction General Issue This tnesis will center on whether job

Relationships between actual and desired workplace characteristics and job satisfaction for community health workers in China: a cross-sectional study.

PubMed

Li, Li; Zhang, Zhong; Sun, Zhinan; Zhou, Hao; Liu, Xinyan; Li, Heng; Fan, Lihua; Coyte, Peter C

2014-11-18

Community health workers are the main providers of community health services in China and have been important in the process of health system reform that has been in place since 2009. Therefore, it is critical that healthcare managers and policy decision makers motivate current staff and improve their job satisfaction. This study examined workplace characteristics and their contribution to job satisfaction in community health workers in Heilongjiang Province, China. A cross-sectional survey of 448 community health workers, from three cities in Heilongjiang province, was conducted between October 1, 2012 and December 31, 2012. Multistage sampling procedures were used to measure socioeconomic and demographic status, job satisfaction, and both actual and desired workplace characteristics. Factor analysis was conducted to determine the main factors contributing to workplace characteristics, and multiple linear regression analysis was performed to assess the key determinants of job satisfaction. Eight groups of factors were identified as the most important workplace characteristics. These comprised system and policy; fringe benefits; work itself; work relationships; professional development; recognition; work environment; and remuneration. In all cases, all desired workplace characteristics were higher than the associated actual workplace characteristics. The main determinants of job satisfaction were occupation, years worked in health service institution, and five subscales representing the gap between desired and actual workplace characteristics, which were system and policy; fringe benefits; working relationship; professional development; and remuneration. These findings suggested that managers wishing to enhance job satisfaction should assess workplace characteristics comprehensively and design mechanisms that reduce the gap between actual and desired workplace characteristics.

Preschool Teachers' Professional Background, Process Quality, and Job Attitudes: A Person-Centered Approach

ERIC Educational Resources Information Center

Jeon, Lieny; Buettner, Cynthia K.; Hur, Eunhye

2016-01-01

Research Findings: This exploratory study identified preschool teacher quality profiles in early childhood education settings using 9 indicators across teachers' professional background, observed process quality, and job attitudes toward teaching (e.g., job-related stress, satisfaction, and intention to leave the job). The sample consisted of 96…

Burnout and Work Engagement among Teachers

ERIC Educational Resources Information Center

Hakanen, Jari J.; Bakker, Arnold B.; Schaufeli, Wilmar B.

2006-01-01

The Job Demands-Resources Model was used as the basis of the proposal that there are two parallel processes involved in work-related well-being among teachers, namely an energetical process (i.e., job demands --> burnout --> ill health) and a motivational process (i.e., job resources --> engagement --> organizational…

The Fukuyama Profile: A Vocational Guidance Philosophy and Instrument.

ERIC Educational Resources Information Center

Inaba, Lawrence A.

1990-01-01

Describes the Fukuyama Profile, which helps identify students' ability to choose an occupation through a process of self-analysis, job analysis, occupational tryouts, and matching of personality and interests with appropriate occupations. Gives examples of its use in Hawaii, New York, Germany, France, Switzerland, Japan, England, and the Soviet…

Scheduling algorithm for flow shop with two batch-processing machines and arbitrary job sizes

NASA Astrophysics Data System (ADS)

Cheng, Bayi; Yang, Shanlin; Hu, Xiaoxuan; Li, Kai

2014-03-01

This article considers the problem of scheduling two batch-processing machines in flow shop where the jobs have arbitrary sizes and the machines have limited capacity. The jobs are processed in batches and the total size of jobs in each batch cannot exceed the machine capacity. Once a batch is being processed, no interruption is allowed until all the jobs in it are completed. The problem of minimising makespan is NP-hard in the strong sense. First, we present a mathematical model of the problem using integer programme. We show the scale of feasible solutions of the problem and provide optimality properties. Then, we propose a polynomial time algorithm with running time in O(nlogn). The jobs are first assigned in feasible batches and then scheduled on machines. For the general case, we prove that the proposed algorithm has a performance guarantee of 4. For the special case where the processing times of each job on the two machines satisfy p 1 j = ap 2 j , the performance guarantee is ? for a > 0.

A comparative study of job satisfaction among nurses, psychologists/psychotherapists and social workers working in Quebec mental health teams.

PubMed

Fleury, Marie-Josée; Grenier, Guy; Bamvita, Jean-Marie

2017-01-01

This study identified multiple socio-professional and team effectiveness variables, based on the Input-Mediator-Output-Input (IMOI) model, and tested their associations with job satisfaction for three categories of mental health professionals (nurses, psychologists/psychotherapists, and social workers). Job satisfaction was assessed with the Job Satisfaction Survey. Independent variables were classified into four categories: 1) Socio-professional Characteristics; 2) Team Attributes; 3) Team Processes; and 4) Team Emergent States. Variables were entered successively, by category, into a hierarchical regression model. Team Processes contributed the greatest number of variables to job satisfaction among all professional groups, including team support which was the only significant variable common to all three types of professionals. Greater involvement in the decision-making process, and lower levels of team conflict (Team Processes) were associated with job satisfaction among nurses and social workers. Lower seniority on team (Socio-professional Characteristics), and team collaboration (Team Processes) were associated with job satisfaction among nurses, as was belief in the advantages of interdisciplinary collaboration (Team Emergent States) among psychologists. Knowledge sharing (Team Processes) and affective commitment to the team (Team Emergent States) were associated with job satisfaction among social workers. Results suggest the need for mental health decision-makers and team managers to offer adequate support to mental health professionals, to involve nurses and social workers in the decision-making process, and implement procedures and mechanisms favourable to the prevention or resolution of team conflict with a view toward increasing job satisfaction among mental health professionals.

A social information processing approach to job attitudes and task design.

PubMed

Salancik, G R; Pfeffer, J

1978-06-01

This article outlines a social information processing approach to explain job attitudes. In comparison with need-satisfaction and expectancy models to job attitudes and motivation, the social information processing perspective emphasizes the effects of context and the consequences of past choices, rather than individual predispositions and rational decision-making processes. When an individual develops statements about attitude or needs, he or she uses social information--information about past behavior and about what others think. The process of attributing attitudes or needs from behavior is itself affected by commitment processes, by the saliency and relevance of information, and by the need to develop socially acceptable and legitimate rationalizations for actions. Both attitudes and need statements, as well as characterizations of jobs, are affected by informational social influence. The implications of the social information processing perspective for organization development efforts and programs of job redesign are discussed.

Automated Euler and Navier-Stokes Database Generation for a Glide-Back Booster

NASA Technical Reports Server (NTRS)

Chaderjian, Neal M.; Rogers, Stuart E.; Aftosmis, Mike J.; Pandya, Shishir A.; Ahmad, Jasim U.; Tejnil, Edward

2004-01-01

The past two decades have seen a sustained increase in the use of high fidelity Computational Fluid Dynamics (CFD) in basic research, aircraft design, and the analysis of post-design issues. As the fidelity of a CFD method increases, the number of cases that can be readily and affordably computed greatly diminishes. However, computer speeds now exceed 2 GHz, hundreds of processors are currently available and more affordable, and advances in parallel CFD algorithms scale more readily with large numbers of processors. All of these factors make it feasible to compute thousands of high fidelity cases. However, there still remains the overwhelming task of monitoring the solution process. This paper presents an approach to automate the CFD solution process. A new software tool, AeroDB, is used to compute thousands of Euler and Navier-Stokes solutions for a 2nd generation glide-back booster in one week. The solution process exploits a common job-submission grid environment, the NASA Information Power Grid (IPG), using 13 computers located at 4 different geographical sites. Process automation and web-based access to a MySql database greatly reduces the user workload, removing much of the tedium and tendency for user input errors. The AeroDB framework is shown. The user submits/deletes jobs, monitors AeroDB's progress, and retrieves data and plots via a web portal. Once a job is in the database, a job launcher uses an IPG resource broker to decide which computers are best suited to run the job. Job/code requirements, the number of CPUs free on a remote system, and queue lengths are some of the parameters the broker takes into account. The Globus software provides secure services for user authentication, remote shell execution, and secure file transfers over an open network. AeroDB automatically decides when a job is completed. Currently, the Cart3D unstructured flow solver is used for the Euler equations, and the Overflow structured overset flow solver is used for the Navier-Stokes equations. Other codes can be readily included into the AeroDB framework.

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.

Social capital among healthcare professionals: A prospective study of its importance for job satisfaction, work engagement and engagement in clinical improvements.

PubMed

Strömgren, Marcus; Eriksson, Andrea; Bergman, David; Dellve, Lotta

2016-01-01

Social capital can be an important resource to facilitate the needed improvements in quality of care and efficiency in hospitals. To assess the importance of social capital (recognition, vertical trust, horizontal trust and reciprocity) for job satisfaction, work engagement and engagement in clinical improvements. A prospective cohort design was used. Intensive care units and emergency, surgical and medical units at five Swedish hospitals with ongoing development of their processes of care. Healthcare professionals (physicians, registered nurses, assistant nurses) at five Swedish midsize hospitals. The participants answered a questionnaire at two occasions, NN=1602 at baseline and NN=1548 at one-year follow-up. Mean hospital response rate was 53% at baseline and 59% at follow-up. Univariate, multivariate and logistic regression analyses were performed, and the prospective analysis was based on 477 respondents. Social capital was associated with healthcare professionals' general work engagement and job satisfaction. Analysis showed positive associations between all measured aspects of social capital and engagement in clinical improvements of patient safety and quality of care. The prospective analysis showed that increased social capital predicted increased job satisfaction, work engagement and engagement in clinical improvements of patient safety. Social capital is strongly related to job satisfaction and active engagement with clinical improvements. The findings contribute to a deeper knowledge of social capital as a predictive factor that influences patient safety and health among healthcare staff. Copyright © 2015 Elsevier Ltd. All rights reserved.

Iterated greedy algorithms to minimize the total family flow time for job-shop scheduling with job families and sequence-dependent set-ups

NASA Astrophysics Data System (ADS)

Kim, Ji-Su; Park, Jung-Hyeon; Lee, Dong-Ho

2017-10-01

This study addresses a variant of job-shop scheduling in which jobs are grouped into job families, but they are processed individually. The problem can be found in various industrial systems, especially in reprocessing shops of remanufacturing systems. If the reprocessing shop is a job-shop type and has the component-matching requirements, it can be regarded as a job shop with job families since the components of a product constitute a job family. In particular, sequence-dependent set-ups in which set-up time depends on the job just completed and the next job to be processed are also considered. The objective is to minimize the total family flow time, i.e. the maximum among the completion times of the jobs within a job family. A mixed-integer programming model is developed and two iterated greedy algorithms with different local search methods are proposed. Computational experiments were conducted on modified benchmark instances and the results are reported.

Multi-core processing and scheduling performance in CMS

NASA Astrophysics Data System (ADS)

Hernández, J. M.; Evans, D.; Foulkes, S.

2012-12-01

Commodity hardware is going many-core. We might soon not be able to satisfy the job memory needs per core in the current single-core processing model in High Energy Physics. In addition, an ever increasing number of independent and incoherent jobs running on the same physical hardware not sharing resources might significantly affect processing performance. It will be essential to effectively utilize the multi-core architecture. CMS has incorporated support for multi-core processing in the event processing framework and the workload management system. Multi-core processing jobs share common data in memory, such us the code libraries, detector geometry and conditions data, resulting in a much lower memory usage than standard single-core independent jobs. Exploiting this new processing model requires a new model in computing resource allocation, departing from the standard single-core allocation for a job. The experiment job management system needs to have control over a larger quantum of resource since multi-core aware jobs require the scheduling of multiples cores simultaneously. CMS is exploring the approach of using whole nodes as unit in the workload management system where all cores of a node are allocated to a multi-core job. Whole-node scheduling allows for optimization of the data/workflow management (e.g. I/O caching, local merging) but efficient utilization of all scheduled cores is challenging. Dedicated whole-node queues have been setup at all Tier-1 centers for exploring multi-core processing workflows in CMS. We present the evaluation of the performance scheduling and executing multi-core workflows in whole-node queues compared to the standard single-core processing workflows.

Historical cohort study of US man-made vitreous fiber production workers: VIII. Exposure-specific job analysis.

PubMed

Quinn, M M; Smith, T J; Youk, A O; Marsh, G M; Stone, R A; Buchanich, J M; Gula, M J

2001-09-01

All jobs held by a cohort of US man-made vitreous fiber production workers were analyzed for airborne fiber exposure. This exposure-specific job analysis was part of an exposure assessment for an epidemiologic study of mortality patterns, with particular focus on respiratory cancer, among 35,145 workers employed in 10 fiberglass and five rock or slag wool plants. The exposure assessment was conducted from the start-up date of each plant (1917 to 1946) to 1990. For the job analysis, 15,465 crude department names and 47,693 crude job titles were grouped into 1668 unique department and job pairs (UDJobs), which represented a job title linked to a specific department within each plant. Every UDJob was evaluated according to a set of job elements related to airborne fiber exposure. The distribution of the cohort person-years by UDJob and the job-exposure elements was then evaluated. The results show the main departments and jobs that employed the workers for each plant. The distribution of person-years varies across the job-exposure elements. The same job title was used in different departments within and across plants. When job titles not linked to departments were evaluated, the values of the job-exposure elements varied considerably across all plants and within plant. (1) exposure misclassification could occur if job title alone were used for the exposure assessment; (2) the job-exposure elements analysis provides an efficient way to identify major job determinants of exposure without relying on the more detailed, resource-intensive task-based approach; and (3) the evaluation of the cohort person-years by UDJobs and job-exposure elements is an effective way to identify which plants, departments, and jobs have sufficient information for making precise risk estimates in the broader epidemiologic study.

Coping and compromise: a qualitative study of how primary health care providers respond to health reform in China.

PubMed

Zhang, Mingji; Wang, Wei; Millar, Ross; Li, Guohong; Yan, Fei

2017-08-04

Health reform in China since 2009 has emphasized basic public health services to enhance the function of Community Health Services as a primary health care facility. A variety of studies have documented these efforts, and the challenges these have faced, yet up to now the experience of primary health care (PHC) providers in terms of how they have coped with these changes remains underdeveloped. Despite the abundant literature on psychological coping processes and mechanisms, the application of coping research within the context of human resources for health remains yet to be explored. This research aims to understand how PHC providers coped with the new primary health care model and the job characteristics brought about by these changes. Semi-structured interviews with primary health care workers were conducted in Jinan city of Shandong province in China. A maximum variation sampling method selected 30 PHC providers from different specialties. Thematic analysis was used drawing on a synthesis of theories related to the Job Demands-Resources model, work adjustment, and the model of exit, voice, loyalty and neglect to understand PHC providers' coping strategies. Our interviews identified that the new model of primary health care significantly affected the nature of primary health work and triggered a range of PHC providers' coping processes. The results found that health workers perceived their job as less intensive than hospital medical work but often more trivial, characterized by heavy workload, blurred job description, unsatisfactory income, and a lack of professional development. However, close relationship with community and low work pressure were satisfactory. PHC providers' processing of job demands and resources displayed two ways of interaction: aggravation and alleviation. Processing of job demands and resources led to three coping strategies: exit, passive loyalty, and compromise with new roles and functions. Primary health care providers employed coping strategies of exit, passive loyalty, and compromise to deal with changes in primary health work. In light of these findings, our paper concludes that it is necessary for the policymakers to provide further job resources for CHS, and involve health workers in policy-making. The introduction of particular professional training opportunities to support job role orientation for PHC providers is advocated.

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

NASA Astrophysics Data System (ADS)

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

2017-01-01

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

System Enhancements for Mechanical Inspection Processes

NASA Technical Reports Server (NTRS)

Hawkins, Myers IV

2011-01-01

Quality inspection of parts is a major component to any project that requires hardware implementation. Keeping track of all of the inspection jobs is essential to having a smooth running process. By using HTML, the programming language ColdFusion, and the MySQL database, I created a web-based job management system for the 170 Mechanical Inspection Group that will replace the Microsoft Access based management system. This will improve the ways inspectors and the people awaiting inspection view and keep track of hardware as it is in the inspection process. In the end, the management system should be able to insert jobs into a queue, place jobs in and out of a bonded state, pre-release bonded jobs, and close out inspection jobs.

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

Howse, Dana; Gautrin, Denyse; Neis, Barbara

Fish and shellfish processing employs many thousands of people globally, with shellfish processing becoming more important in recent years. Shellfish processing is associated with multiple occupational health and safety (OHS) risks. Snow crab occupational asthma (OA) is work-related asthma associated with processing snow crab. We present a gender analysis of findings from a 3-year multifaceted study of snow crab OA in Newfoundland and Labrador, Canada. The study was carried out in four snow crab processing communities between 2001 and 2004. An anonymous survey questionnaire on knowledge, beliefs, and concerns related to processing snow crab administered to 158 workers attending communitymore » meetings at the start of the research found that women were significantly more likely than men to associate certain health problems, especially chest tightness, difficulty breathing, and cough, with crab processing (P<0.001). Worker health assessments carried out with 215 processing workers (187 current/28 former; 120 female/95 male) found that female participants were more likely to be diagnosed as almost certain/highly probable snow crab OA and allergy (P=0.001) and to be sensitized to snow crab (P=0.01) than male participants. Work histories from the health assessments were used to classify processing jobs as male or female. Allergen sampling (211 allergen samples: 115 area, 96 personal breathing zone) indicated that the plant areas where these male jobs were concentrated were associated with lower levels of aerosolized crab allergens (the agents responsible for OA to snow crab) than areas associated with female jobs. This difference was statistically significant in the two plants with poor ventilation (p<0.001 and P=0.017 for these plants). A gender analysis of work history data showed that female health assessment participants were likely to have worked longer processing snow crab than males (5 years versus 3.5 years, respectively). Cross-referencing of work history results with allergen sampling data for male and female job areas showed a gender difference in median cumulative exposures (duration of exposurexlevel of exposures) for health assessment participants. Health assessment participants with estimated higher median cumulative exposures were more likely to receive a diagnosis of almost certain/highly probable OA and allergy. Semistructured interviews with 27 health assessment participants (24 female/ 3 male) with a diagnosis of almost certain/highly probable or possible snow crab OA indicated that these workers can experience substantial quality of life impacts while working and that they seek to reduce the economic impact of their illness by remaining at their jobs as long as possible. Indications of selection bias and other study limitations point to the need for more research exploring the relationship between the gender division of labor and knowledge, beliefs, and concerns about snow crab processing, as well as gender differences in prevalence, quality of life, and socioeconomic impact.« less

Can Rural Employment Benefit from Changing Labor Skills in U.S. Processed Food Trade?

ERIC Educational Resources Information Center

Schluter, Gerald; Lee, Chinkook

2002-01-01

The 1990s saw a gain in rural food-processing employment, particularly meat packing and poultry processing, as the industry's demand for low-skilled workers increased. Analysis links the change in worker skills to international trade. While increased rural employment may seem beneficial, the jobs often do not appeal to rural domestic workers, and…

PanDA Pilot Submission using Condor-G: Experience and Improvements

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

Zhao X.; Hover John; Wlodek Tomasz

2011-01-01

PanDA (Production and Distributed Analysis) is the workload management system of the ATLAS experiment, used to run managed production and user analysis jobs on the grid. As a late-binding, pilot-based system, the maintenance of a smooth and steady stream of pilot jobs to all grid sites is critical for PanDA operation. The ATLAS Computing Facility (ACF) at BNL, as the ATLAS Tier1 center in the US, operates the pilot submission systems for the US. This is done using the PanDA 'AutoPilot' scheduler component which submits pilot jobs via Condor-G, a grid job scheduling system developed at the University of Wisconsin-Madison.more » In this paper, we discuss the operation and performance of the Condor-G pilot submission at BNL, with emphasis on the challenges and issues encountered in the real grid production environment. With the close collaboration of Condor and PanDA teams, the scalability and stability of the overall system has been greatly improved over the last year. We review improvements made to Condor-G resulting from this collaboration, including isolation of site-based issues by running a separate Gridmanager for each remote site, introduction of the 'Nonessential' job attribute to allow Condor to optimize its behavior for the specific character of pilot jobs, better understanding and handling of the Gridmonitor process, as well as better scheduling in the PanDA pilot scheduler component. We will also cover the monitoring of the health of the system.« less

The role of self-determined motivation in job search: A dynamic approach.

PubMed

da Motta Veiga, Serge P; Gabriel, Allison S

2016-03-01

Job search is a dynamic self-regulated process during which job seekers need to stay motivated to secure a job. However, past research has taken a relatively static approach to examining motivation during the job search, in addition to ignoring how the quality of one's motivation--ranging from autonomous to controlled--can influence job search processes. Adopting a within-person perspective, the current study extends self-determination theory (SDT) to the job search context to investigate (a) when autonomous and controlled motivations are more or less prevalent and (b) whether they influence job search effort through metacognitive strategies in differing ways depending upon the amount of time elapsed in the search. In a weekly study of new labor market entrants (Level-2 n = 149; Level-1 n = 691), results indicated that autonomous motivation decreased until the midpoint of the job search and then plateaued, whereas controlled motivation remained stable. Results also showed that autonomous motivation had a consistent, positive relation with metacognitive strategies, whereas the relation between controlled motivation and such strategies was negative early in the job search, but became positive as the job search progressed. Finally, the effects of motivation on job search effort occurred via metacognitive strategies differentially depending upon the time elapsed in the search. Combined, we provide a first glimpse into the dynamics of self-determined motivation on job search processes. (c) 2016 APA, all rights reserved).

Is job a viable unit of analysis? A multilevel analysis of demand-control-support models.

PubMed

Morrison, David; Payne, Roy L; Wall, Toby D

2003-07-01

The literature has ignored the fact that the demand-control (DC) and demand-control-support (DCS) models of stress are about jobs and not individuals' perceptions of their jobs. Using multilevel modeling, the authors report results of individual- and job-level analyses from a study of over 6,700 people in 81 different jobs. Support for additive versions of the models came when individuals were the unit of analysis. DC and DCS models are only helpful for understanding the effects of individual perceptions of jobs and their relationship to psychological states. When job perceptions are aggregated and their relationship to the collective experience of jobholders is assessed, the models prove of little value. Role set may be a better unit of analysis.

The Application of Structured Job Analysis Information Based on the Position Analysis Questionnaire (PAQ). Final Report No. 9.

ERIC Educational Resources Information Center

McCormick, Ernest J.

The Position Analysis Questionnaire (PAQ) is a job analysis instrument consisting of 187 job elements organized into six divisions. The PAQ was used in the eight studies summarized in this final report. The studies were: (1) ratings of the attribute requirements of PAQ job elements, (2) a series of principal components analyses of these attribute…

Computations on Wings With Full-Span Oscillating Control Surfaces Using Navier-Stokes Equations

NASA Technical Reports Server (NTRS)

Guruswamy, Guru P.

2013-01-01

A dual-level parallel procedure is presented for computing large databases to support aerospace vehicle design. This procedure has been developed as a single Unix script within the Parallel Batch Submission environment utilizing MPIexec and runs MPI based analysis software. It has been developed to provide a process for aerospace designers to generate data for large numbers of cases with the highest possible fidelity and reasonable wall clock time. A single job submission environment has been created to avoid keeping track of multiple jobs and the associated system administration overhead. The process has been demonstrated for computing large databases for the design of typical aerospace configurations, a launch vehicle and a rotorcraft.

Aerial Refueling Process Rescheduling Under Job Related Disruptions

NASA Technical Reports Server (NTRS)

Kaplan, Sezgin; Rabadi, Ghaith

2011-01-01

The Aerial Refueling Scheduling Problem (ARSP) can be defined as determining the refueling completion times for each fighter aircraft (job) on the multiple tankers (machines) to minimize the total weighted tardiness. ARSP assumes that the jobs have different release times and due dates. The ARSP is dynamic environment and unexpected events may occur. In this paper, rescheduling in the aerial refueling process with a time set of jobs will be studied to deal with job related disruptions such as the arrival of new jobs, the departure of an existing job, high deviations in the release times and changes in job priorities. In order to keep the stability and to avoid excessive computation, partial schedule repair algorithm is developed and its preliminary results are presented.

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

ERIC Educational Resources Information Center

Petelle, John L.; Garthright-Petelle, Kathleen

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

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

PubMed

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

2013-09-01

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

[Effect of occupational stress on mental health].

PubMed

Yu, Shan-fa; Zhang, Rui; Ma, Liang-qing; Gu, Gui-zhen; Yang, Yan; Li, Kui-rong

2003-02-01

To study the effect of job psychological demands and job control on mental health and their interaction. 93 male freight train dispatchers were evaluated by using revised Job Demand-Control Scale and 7 strain scales. Stepwise regression analysis, Univariate ANOVA, Kruskal-Wallis H and Modian methods were used in statistic analysis. Kruskal-Wallis H and Modian methods analysis revealed the difference in mental health scores among groups of decision latitude (mean rank 55.57, 47.95, 48.42, 33.50, P < 0.05), the differences in scores of mental health (37.45, 40.01, 58.35), job satisfaction (53.18, 46.91, 32.43), daily life strains (33.00, 44.96, 56.12) and depression (36.45, 42.25, 53.61) among groups of job time demands (P < 0.05) were all statistically significant. ANOVA showed that job time demands and decision latitude had interaction effects on physical complains (R(2) = 0.24), state-anxiety (R(2) = 0.26), and daytime fatigue (R(2) = 0.28) (P < 0.05). Regression analysis revealed a significant job time demands and job decision latitude interaction effect as well as significant main effects of the some independent variables on different job strains (R(2) > 0.05). Job time demands and job decision latitude have direct and interactive effects on psychosomatic health, the more time demands, the more psychological strains, the effect of job time demands is greater than that of job decision latitude.

Perceived organizational support-burnout-satisfaction relationship in workers with disabilities: The moderation of family support.

PubMed

Alcover, Carlos-María; Chambel, Maria José; Fernández, Juan José; Rodríguez, Fernando

2018-05-02

Our study tests the perceived organizational support-burnout-satisfaction relationship based on stressor-strain-outcome model of stress (Koeske & Koeske, ) and on the conservation of resources theory (Hobfoll, ) in workers with disabilities employed in ordinary or competitive jobs (open labor market), analyzing the relationship between perceived organizational support, family support, job satisfaction and burnout. We use a sample of 246 workers with physical, motor, sensory and psychological disabilities working in ordinary jobs. To test our proposed model we used a regression-based path analysis using PROCESS software, which is a computational tool for estimating and probing interactions and the conditional indirect effects of moderated mediation models. We find that the positive relationship between organizational support and job satisfaction was partially mediated by the levels of cynicism and the relationship between burnout and job satisfaction was moderated by family support. Employees with low support from family had identical job satisfaction with high burnout or low burnout, but employees with high support from family when they had high burnout had lower job satisfaction than when they had low burnout, indicating that the support outside work could have a negative effect in workers' life. Practical implications and future research are discussed and proposed. © 2018 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

Method and apparatus for offloading compute resources to a flash co-processing appliance

DOEpatents

Tzelnic, Percy; Faibish, Sorin; Gupta, Uday K.; Bent, John; Grider, Gary Alan; Chen, Hsing -bung

2015-10-13

Solid-State Drive (SSD) burst buffer nodes are interposed into a parallel supercomputing cluster to enable fast burst checkpoint of cluster memory to or from nearby interconnected solid-state storage with asynchronous migration between the burst buffer nodes and slower more distant disk storage. The SSD nodes also perform tasks offloaded from the compute nodes or associated with the checkpoint data. For example, the data for the next job is preloaded in the SSD node and very fast uploaded to the respective compute node just before the next job starts. During a job, the SSD nodes perform fast visualization and statistical analysis upon the checkpoint data. The SSD nodes can also perform data reduction and encryption of the checkpoint data.

Multi-core processing and scheduling performance in CMS

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

Hernandez, J. M.; Evans, D.; Foulkes, S.

2012-01-01

Commodity hardware is going many-core. We might soon not be able to satisfy the job memory needs per core in the current single-core processing model in High Energy Physics. In addition, an ever increasing number of independent and incoherent jobs running on the same physical hardware not sharing resources might significantly affect processing performance. It will be essential to effectively utilize the multi-core architecture. CMS has incorporated support for multi-core processing in the event processing framework and the workload management system. Multi-core processing jobs share common data in memory, such us the code libraries, detector geometry and conditions data, resultingmore » in a much lower memory usage than standard single-core independent jobs. Exploiting this new processing model requires a new model in computing resource allocation, departing from the standard single-core allocation for a job. The experiment job management system needs to have control over a larger quantum of resource since multi-core aware jobs require the scheduling of multiples cores simultaneously. CMS is exploring the approach of using whole nodes as unit in the workload management system where all cores of a node are allocated to a multi-core job. Whole-node scheduling allows for optimization of the data/workflow management (e.g. I/O caching, local merging) but efficient utilization of all scheduled cores is challenging. Dedicated whole-node queues have been setup at all Tier-1 centers for exploring multi-core processing workflows in CMS. We present the evaluation of the performance scheduling and executing multi-core workflows in whole-node queues compared to the standard single-core processing workflows.« less

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

PubMed

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

2018-01-01

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

Cram

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

Gamblin, T.

2014-08-29

Large-scale systems like Sequoia allow running small numbers of very large (1M+ process) jobs, but their resource managers and schedulers do not allow large numbers of small (4, 8, 16, etc.) process jobs to run efficiently. Cram is a tool that allows users to launch many small MPI jobs within one large partition, and to overcome the limitations of current resource management software for large ensembles of jobs.

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…

Job optimization in ATLAS TAG-based distributed analysis

NASA Astrophysics Data System (ADS)

Mambelli, M.; Cranshaw, J.; Gardner, R.; Maeno, T.; Malon, D.; Novak, M.

2010-04-01

The ATLAS experiment is projected to collect over one billion events/year during the first few years of operation. The efficient selection of events for various physics analyses across all appropriate samples presents a significant technical challenge. ATLAS computing infrastructure leverages the Grid to tackle the analysis across large samples by organizing data into a hierarchical structure and exploiting distributed computing to churn through the computations. This includes events at different stages of processing: RAW, ESD (Event Summary Data), AOD (Analysis Object Data), DPD (Derived Physics Data). Event Level Metadata Tags (TAGs) contain information about each event stored using multiple technologies accessible by POOL and various web services. This allows users to apply selection cuts on quantities of interest across the entire sample to compile a subset of events that are appropriate for their analysis. This paper describes new methods for organizing jobs using the TAGs criteria to analyze ATLAS data. It further compares different access patterns to the event data and explores ways to partition the workload for event selection and analysis. Here analysis is defined as a broader set of event processing tasks including event selection and reduction operations ("skimming", "slimming" and "thinning") as well as DPD making. Specifically it compares analysis with direct access to the events (AOD and ESD data) to access mediated by different TAG-based event selections. We then compare different ways of splitting the processing to maximize performance.

CMS Connect

NASA Astrophysics Data System (ADS)

Balcas, J.; Bockelman, B.; Gardner, R., Jr.; Hurtado Anampa, K.; Jayatilaka, B.; Aftab Khan, F.; Lannon, K.; Larson, K.; Letts, J.; Marra Da Silva, J.; Mascheroni, M.; Mason, D.; Perez-Calero Yzquierdo, A.; Tiradani, A.

2017-10-01

The CMS experiment collects and analyzes large amounts of data coming from high energy particle collisions produced by the Large Hadron Collider (LHC) at CERN. This involves a huge amount of real and simulated data processing that needs to be handled in batch-oriented platforms. The CMS Global Pool of computing resources provide +100K dedicated CPU cores and another 50K to 100K CPU cores from opportunistic resources for these kind of tasks and even though production and event processing analysis workflows are already managed by existing tools, there is still a lack of support to submit final stage condor-like analysis jobs familiar to Tier-3 or local Computing Facilities users into these distributed resources in an integrated (with other CMS services) and friendly way. CMS Connect is a set of computing tools and services designed to augment existing services in the CMS Physics community focusing on these kind of condor analysis jobs. It is based on the CI-Connect platform developed by the Open Science Grid and uses the CMS GlideInWMS infrastructure to transparently plug CMS global grid resources into a virtual pool accessed via a single submission machine. This paper describes the specific developments and deployment of CMS Connect beyond the CI-Connect platform in order to integrate the service with CMS specific needs, including specific Site submission, accounting of jobs and automated reporting to standard CMS monitoring resources in an effortless way to their users.

Starting Out...A Job-Finding Handbook for Teen Parents.

ERIC Educational Resources Information Center

Harden, Neva N.

This practical guide is designed to provide teen parents with skills that will prepare them for the working world. The first section on job skills focuses on the steps in the job-finding and keeping process. It covers job interests, job search, social security, writing a resume, resources, job-finding tools, job interviews, application forms, W-4…

Workplace characteristics and work disability onset for men and women.

PubMed

Crimmins, Eileen M; Hayward, Mark D

2004-01-01

This paper investigates the association between job characteristics and work disability among men and women in older working ages in the United States. We examine whether the association persists when controlling for major chronic disease experience. We also address whether job characteristics are ultimately associated with the receipt of disability benefits. Data are from the Health and Retirement Survey and are nationally representative of noninstitutionalized persons 51-61 in 1992. Disability onset is estimated using a hazard modeling approach for those working at wave 1 (N = 5,999). A logistic regression analysis of disability benefits is based on a risk set of 525 persons who become work-disabled before the second interview. Women's disability onset and health problems appear less related to job characteristics than men's. For men, work disability is associated with stressful jobs, lack of job control, and environmentally hazardous conditions but is not associated with physical demands. Participation in disability benefit programs among those with work disability is unrelated to most job characteristics or health conditions. Understanding of the differing process to work disability for men and women and the relationship between work and health by gender is important for current policy development.

The Job Training and Job Satisfaction Survey Technical Manual

ERIC Educational Resources Information Center

Schmidt, Steven W.

2004-01-01

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

The mediating role of job involvement in the relationship between job characteristics and organizational citizenship behavior.

PubMed

Chen, Chien-Cheng; Chiu, Su-Fen

2009-08-01

Past researchers have found that motivating job characteristics can increase employee display of organizational citizenship behavior (OCB). In this study, the authors extended previous research by investigating the mediating process of job involvement in the relationship between job characteristics and OCB. The authors collected data from 323 employees and their supervisors from 7 companies in Taiwan. Results show that, through the mediating process of job involvement, the 3 job characteristics (i.e., task identity, task significance, and autonomy) positively influenced the display of an employee's OCB, whereas skill variety had a negative effect on OCB. The authors discuss implications of their findings, contributions, limitations, and future research directions.

Safety behavior: Job demands, job resources, and perceived management commitment to safety.

PubMed

Hansez, Isabelle; Chmiel, Nik

2010-07-01

The job demands-resources model posits that job demands and resources influence outcomes through job strain and work engagement processes. We test whether the model can be extended to effort-related "routine" safety violations and "situational" safety violations provoked by the organization. In addition we test more directly the involvement of job strain than previous studies which have used burnout measures. Structural equation modeling provided, for the first time, evidence of predicted relationships between job strain and "routine" violations and work engagement with "routine" and "situational" violations, thereby supporting the extension of the job demands-resources model to safety behaviors. In addition our results showed that a key safety-specific construct 'perceived management commitment to safety' added to the explanatory power of the job demands-resources model. A predicted path from job resources to perceived management commitment to safety was highly significant, supporting the view that job resources can influence safety behavior through both general motivational involvement in work (work engagement) and through safety-specific processes.

Job loss, human capital job feature, and work condition job feature as distinct job insecurity constructs.

PubMed

Blau, Gary; Tatum, Donna Surges; McCoy, Keith; Dobria, Lidia; Ward-Cook, Kory

2004-01-01

The projected growth of new technologies, increasing use of automation, and continued consolidation of health-related services suggest that continued study of job insecurity is needed for health care professionals. Using a sample of 178 medical technologists over a 5-year period, this study's findings extend earlier work by Blau and Sharp (2000) and suggest that job loss insecurity, human capital job feature insecurity, and work condition job feature insecurity are related but distinct types of job insecurity. A seven-item measure of job loss insecurity, a four-item measure of human capital job feature insecurity, and a four-item measure of work condition job feature insecurity were analyzed. Confirmatory factor analysis using a more heterogeneous sample of 447 working adults supported this three-factor structure. Using correlation and path analysis, different significant relationships of antecedent variables and subsequent organizational withdrawal cognitions to these three types of job insecurity were found.

Impact of job characteristics on psychological health of Chinese single working women.

PubMed

Yeung, D Y; Tang, C S

2001-01-01

This study aims at investigating the impact of individual and contextual job characteristics of control, psychological and physical demand, and security on psychological distress of 193 Chinese single working women in Hong Kong. The mediating role of job satisfaction in the job characteristics-distress relation is also assessed. Multiple regression analysis results show that job satisfaction mediates the effects of job control and security in predicting psychological distress; whereas psychological job demand has an independent effect on mental distress after considering the effect of job satisfaction. This main effect model indicates that psychological distress is best predicted by small company size, high psychological job demand, and low job satisfaction. Results from a separate regression analysis fails to support the overall combined effect of job demand-control on psychological distress. However, a significant physical job demand-control interaction effect on mental distress is noted, which reduces slightly after controlling the effect of job satisfaction.

Job satisfaction of Slovenian hospital nursing workforce.

PubMed

Prosen, Mirko; Piskar, Franka

2015-03-01

To test the psychometric properties of the McCloskey-Mueller Satisfaction Scale and to assess which of the McCloskey-Mueller Satisfaction Scale dimensionalities have a considerable impact on job satisfaction of nursing employees in three public Slovenian hospitals. Job satisfaction of nurses is linked to productivity, turnover, absenteeism and patient outcomes. Little is known about the factors contributing to job satisfaction among Slovenian hospital nurses. Understanding the contributing factors could help nurse managers to take appropriate measures. A cross-sectional survey study was used to obtain a sample of 169 registered nursing assistants and 74 registered nurses working in three public hospitals in Slovenia, from which data was obtained using the McCloskey-Mueller Satisfaction Scale. Dimensionality was tested using exploratory factor analysis. A seven-factor structure of 29 items was obtained, which accounted for 54.3% of the total variance in job satisfaction, and was internally consistent (Cronbach's alpha coefficient of the instrument was 0.78). The first factor 'Satisfaction with Interaction Opportunities', which is a component of the social rewards dimension in the McCloskey-Mueller Satisfaction Scale, explained 30.6% of the variation. The registered nursing assistants' job dissatisfaction was higher than that of the registered nurses. Both were mostly dissatisfied with professional opportunities. Using the factor analysis, a seven-factor structure was found instead of the originally introduced eight-factor model, which suggests a need for further redevelopment of the McCloskey-Mueller Satisfaction Scale. The results suggest that operational management needs to revitalize the work environment by ensuring proactive leadership and allowing participation in the decision-making process, while health-care organisations need to support the professional development of registered nursing assistants and registered nurses in order to achieve sustainable effects in job satisfaction. © 2013 John Wiley & Sons Ltd.

Using CODAP Job Analysis for the Development of Integrated Training Requirements for Three Army Civilian Career Fields.

ERIC Educational Resources Information Center

Fisher, Gerald P.; And Others

A multiuse Comprehensive Occupational Data Analysis Program (CODAP) job analysis is being used to develop training requirements and selection criteria for three interrelated Army civilian logistics career fields. Individual job task lists for the 20 job series within the three career programs were developed. The lists were based on a review of…

Development and validation of an instrument to assess job satisfaction in eye-care personnel.

PubMed

Paudel, Prakash; Cronjé, Sonja; O'Connor, Patricia M; Khadka, Jyoti; Rao, Gullapalli N; Holden, Brien A

2017-11-01

The aim was to develop and validate an instrument to measure job satisfaction in eye-care personnel and assess the job satisfaction of one-year trained vision technicians in India. A pilot instrument for assessing job satisfaction was developed, based on a literature review and input from a public health expert panel. Rasch analysis was used to assess psychometric properties and to undertake an iterative item reduction. The instrument was then administered to vision technicians in vision centres of Andhra Pradesh in India. Associations between vision technicians' job satisfaction and factors such as age, gender and experience were analysed using t-test and one-way analysis of variance. Rasch analysis confirmed that the 15-item job satisfaction in eye-care personnel (JSEP) was a unidimensional instrument with good fit statistics, measurement precisions and absence of differential item functioning. Overall, vision technicians reported high rates of job satisfaction (0.46 logits). Age, gender and experience were not associated with high job satisfaction score. Item score analysis showed non-financial incentives, salary and workload were the most important determinants of job satisfaction. The 15-item JSEP instrument is a valid instrument for assessing job satisfaction among eye-care personnel. Overall, vision technicians in India demonstrated high rates of job satisfaction. © 2016 Optometry Australia.

Job Analysis and the Preparation of Job Descriptions. Mendip Papers MP 037.

ERIC Educational Resources Information Center

Saunders, Bob

This document provides guidelines for conducting job analyses and writing job descriptions. It covers the following topics: the rationale for job descriptions, the terminology of job descriptions, who should write job descriptions, getting the information to write job descriptions, preparing for staff interviews, conducting interviews, writing the…

Decision-Making Processes in the Workplace: How Exhaustion, Lack of Resources and Job Demands Impair Them and Affect Performance

PubMed Central

Ceschi, Andrea; Demerouti, Evangelia; Sartori, Riccardo; Weller, Joshua

2017-01-01

The present study aims to connect more the I/O and the decision-making psychological domains, by showing how some common components across jobs interfere with decision-making and affecting performance. Two distinct constructs that can contribute to positive workplace performance have been considered: decision-making competency (DMCy) and decision environment management (DEM). Both factors are presumed to involve self-regulatory mechanisms connected to decision processes by influencing performance in relation to work environment conditions. In the framework of the job demands-resources (JD-R) model, the present study tested how such components as job demands, job resources and exhaustion can moderate decision-making processes and performance, where high resources are advantageous for decision-making processes and performance at work, while the same effect happens with low job demands and/or low exhaustion. In line with the formulated hypotheses, results confirm the relations between both the decision-making competences, performance (i.e., in-role and extra-role) and moderators considered. In particular, employees with low levels of DMCy show to be more sensitive to job demands toward in-role performance, whereas high DEM levels increase the sensitivity of employees toward job resources and exhaustion in relation to extra-role performance. These findings indicate that decision-making processes, as well as work environment conditions, are jointly related to employee functioning. PMID:28529491

Decision-Making Processes in the Workplace: How Exhaustion, Lack of Resources and Job Demands Impair Them and Affect Performance.

PubMed

Ceschi, Andrea; Demerouti, Evangelia; Sartori, Riccardo; Weller, Joshua

2017-01-01

The present study aims to connect more the I/O and the decision-making psychological domains, by showing how some common components across jobs interfere with decision-making and affecting performance. Two distinct constructs that can contribute to positive workplace performance have been considered: decision-making competency (DMCy) and decision environment management (DEM). Both factors are presumed to involve self-regulatory mechanisms connected to decision processes by influencing performance in relation to work environment conditions. In the framework of the job demands-resources (JD-R) model, the present study tested how such components as job demands, job resources and exhaustion can moderate decision-making processes and performance, where high resources are advantageous for decision-making processes and performance at work, while the same effect happens with low job demands and/or low exhaustion. In line with the formulated hypotheses, results confirm the relations between both the decision-making competences, performance (i.e., in-role and extra-role) and moderators considered. In particular, employees with low levels of DMCy show to be more sensitive to job demands toward in-role performance, whereas high DEM levels increase the sensitivity of employees toward job resources and exhaustion in relation to extra-role performance. These findings indicate that decision-making processes, as well as work environment conditions, are jointly related to employee functioning.

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

PubMed Central

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

2009-01-01

Background The motivation for this study was to investigate how role stress among nurses could affect their job satisfaction and organizational commitment, and whether the job rotation system might encourage nurses to understand, relate to and share the vision of the organization, consequently increasing their job satisfaction and stimulating them to willingly remain in their jobs and commit themselves to the organization. Despite the fact that there have been plenty of studies on job satisfaction, none was specifically addressed to integrate the relational model of job rotation, role stress, job satisfaction, and organizational commitment among nurses. Methods With top managerial hospital administration's consent, questionnaires were only distributed to those nurses who had had job rotation experience. 650 copies of the questionnaire in two large and influential hospitals in southern Taiwan were distributed, among which 532 valid copies were retrieved with a response rate of 81.8%. Finally, the SPSS 11.0 and LISREL 8.54 (Linear Structural Relationship Model) statistical software packages were used for data analysis and processing. Results According to the nurses' views, the findings are as follows: (1) job rotation among nurses could have an effect on their job satisfaction; (2) job rotation could have an effect on organizational commitment; (3) job satisfaction could have a positive effect on organizational commitment; (4) role stress among nurses could have a negative effect on their job satisfaction; and (5) role stress could have a negative effect on their organizational commitment. Conclusion As a practical and excellent strategy for manpower utilization, a hospital could promote the benefits of job rotation to both individuals and the hospital while implementing job rotation periodically and fairly. And when a medical organization attempts to enhance nurses' commitment to the organization, the findings suggest that reduction of role ambiguity in role stress has the best effect on enhancing nurses' organizational commitment. The ultimate goal is to increase nurses' job satisfaction and encourage them to stay in their career. This would avoid the vicious circle of high turnover, which is wasteful of the organization's valuable human resources. PMID:19138390

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

PubMed

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

2009-01-12

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

Job Sharing--Opportunities or Headaches?

ERIC Educational Resources Information Center

Leighton, Patricia

1986-01-01

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

The Construction of Job Families Based on Company Specific PAQ Job Dimensions.

ERIC Educational Resources Information Center

Taylor, L. R.; Colbert, G. A.

1978-01-01

Research is presented on the construction of job families based on Position Analysis Questionnaire data. The data were subjected to a component analysis. Results were interpreted as sufficiently encouraging to proceed with analyses of validity generalization within the job families. (Editor/RK)

Reprographics Career Ladder AFSC 703X0.

DTIC Science & Technology

1988-02-01

paper by hand adjust stitchers pack printed materials manually wax drill bit ends VI. PRODUCTION CONTROL PERSONNEL CLUSTER (STG033, N=38). Comprising...work requests notify customer of completed work verify duplicating requests maintain job logs manually 16 Two jobs were identified within this...E146 MAINTAIN LOGS OF JOBS PROCESSED 47 E138 DISTRIBUTE COMPLETED PRODUCTS 47 N441 MAINTAIN JOB LOGS MANUALLY 43 E169 PROCESS INCOMING DISTRIBUTION 6.l

Job Analysis, Job Descriptions, and Performance Appraisal Systems.

ERIC Educational Resources Information Center

Sims, Johnnie M.; Foxley, Cecelia H.

1980-01-01

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

gLExec and MyProxy integration in the ATLAS/OSG PanDA workload management system

NASA Astrophysics Data System (ADS)

Caballero, J.; Hover, J.; Litmaath, M.; Maeno, T.; Nilsson, P.; Potekhin, M.; Wenaus, T.; Zhao, X.

2010-04-01

Worker nodes on the grid exhibit great diversity, making it difficult to offer uniform processing resources. A pilot job architecture, which probes the environment on the remote worker node before pulling down a payload job, can help. Pilot jobs become smart wrappers, preparing an appropriate environment for job execution and providing logging and monitoring capabilities. PanDA (Production and Distributed Analysis), an ATLAS and OSG workload management system, follows this design. However, in the simplest (and most efficient) pilot submission approach of identical pilots carrying the same identifying grid proxy, end-user accounting by the site can only be done with application-level information (PanDA maintains its own end-user accounting), and end-user jobs run with the identity and privileges of the proxy carried by the pilots, which may be seen as a security risk. To address these issues, we have enabled PanDA to use gLExec, a tool provided by EGEE which runs payload jobs under an end-user's identity. End-user proxies are pre-staged in a credential caching service, MyProxy, and the information needed by the pilots to access them is stored in the PanDA DB. gLExec then extracts from the user's proxy the proper identity under which to run. We describe the deployment, installation, and configuration of gLExec, and how PanDA components have been augmented to use it. We describe how difficulties were overcome, and how security risks have been mitigated. Results are presented from OSG and EGEE Grid environments performing ATLAS analysis using PanDA and gLExec.

Identifying the "Right Stuff": An Exploration-Focused Astronaut Job Analysis

NASA Technical Reports Server (NTRS)

Barrett, J. D.; Holland, A. W.; Vessey, W. B.

2015-01-01

Industrial and organizational (I/O) psychologists play a key role in NASA astronaut candidate selection through the identification of the competencies necessary to successfully engage in the astronaut job. A set of psychosocial competencies, developed by I/O psychologists during a prior job analysis conducted in 1996 and updated in 2003, were identified as necessary for individuals working and living in the space shuttle and on the International Space Station (ISS). This set of competencies applied to the space shuttle and applies to current ISS missions, but may not apply to longer-duration or long-distance exploration missions. With the 2015 launch of the first 12- month ISS mission and the shift in the 2020s to missions beyond low earth orbit, the type of missions that astronauts will conduct and the environment in which they do their work will change dramatically, leading to new challenges for these crews. To support future astronaut selection, training, and research, I/O psychologists in NASA's Behavioral Health and Performance (BHP) Operations and Research groups engaged in a joint effort to conduct an updated analysis of the astronaut job for current and future operations. This project will result in the identification of behavioral competencies critical to performing the astronaut job, along with relative weights for each of the identified competencies, through the application of job analysis techniques. While this job analysis is being conducted according to job analysis best practices, the project poses a number of novel challenges. These challenges include the need to identify competencies for multiple mission types simultaneously, to evaluate jobs that have no incumbents as they have never before been conducted, and working with a very limited population of subject matter experts. Given these challenges, under the guidance of job analysis experts, we used the following methods to conduct the job analysis and identify the key competencies for current and potential future missions.

78 FR 33091 - Limitations on the Filing and Processing of Full Power and Class A Television Station...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-06-03

... Mandate. See Middle Class Tax Relief and Job Creation Act of 2012, Public Law 112-96, Title VI, 125 Stat. 156 (2012) (``Spectrum Act''). This action will facilitate Commission analysis of repacking...

23 CFR 627.3 - Definitions.

Code of Federal Regulations, 2014 CFR

2014-04-01

... HIGHWAY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION ENGINEERING AND TRAFFIC OPERATIONS VALUE ENGINEERING... construction. Value Engineering (VE) analysis. The systematic process of reviewing and assessing a project by a...; and (3) Reducing the time to develop and deliver the project. Value Engineering (VE) Job Plan. A...

23 CFR 627.3 - Definitions.

Code of Federal Regulations, 2013 CFR

2013-04-01

... HIGHWAY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION ENGINEERING AND TRAFFIC OPERATIONS VALUE ENGINEERING... construction. Value Engineering (VE) analysis. The systematic process of reviewing and assessing a project by a...; and (3) Reducing the time to develop and deliver the project. Value Engineering (VE) Job Plan. A...

Factors affecting job satisfaction in nurse faculty: a meta-analysis.

PubMed

Gormley, Denise K

2003-04-01

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 nursing faculty. Several studies have examined nurse faculty satisfaction in relationship to one or two influencing factors. These factors include professional autonomy, leader role expectations, organizational climate, perceived role conflict and role ambiguity, leadership behaviors, and organizational characteristics. This meta-analysis attempts to synthesize the various studies conducted on job satisfaction in nursing faculty and analyze which influencing factors have the greatest effect. The procedure used for this meta-analysis consisted of reviewing studies to identify factors influencing job satisfaction, research questions, sample size reported, instruments used for measurement of job satisfaction and influencing factors, and results of statistical analysis.

Upward Mobility Through Job Restructuring. Personnel Management Series No. 26.

ERIC Educational Resources Information Center

Civil Service Commission, Washington, DC.

The May, 1974, bulletin issued by the Civil Service Commission deals with job restructuring, the process of realigning job duties to develop technician-type or "bridge" jobs in Federal agencies, as a means to provide upward mobility for employees. Besides being highly beneficial to employees in dead end jobs at low grade levels, job restructuring…

The influence of work characteristics, emotional display rules and affectivity on burnout and job satisfaction: A survey among geriatric care workers.

PubMed

Rouxel, Géraldine; Michinov, Estelle; Dodeler, Virginie

2016-10-01

Previous studies have demonstrated that geriatric care employees are exposed to a large number of factors that can affect their levels of job satisfaction and occupational stress. Although working with elderly people is emotionally demanding, little research has been done on the role played by perceptions of emotional display rules, alongside more traditional work characteristics and individual factors, in the prediction of geriatric care employees' wellbeing. The aim of the present study was to examine the role played by work characteristics (job demands, job control, emotional display rules) and individual (affectivity) factors to predict job satisfaction and burnout among French geriatric care nurses. Questionnaires were sent to 891 employees working in 32 geriatric care centers in France. A total of 371 valid questionnaires (response rate: 41.60%) were analyzed using structural equation modeling techniques. Results revealed two main processes of burnout and job satisfaction among women geriatric care workers, namely a salutogenic process and a pathogenic process. As expected, negative affectivity, low job status, perceived negative display rules and job demands are involved in the pathogenic process; while positive affectivity, perceived positive display rules and job control are implied in the salutogenic one. More specifically, as expected, negative affectivity is a positive predictor of burnout, both directly and indirectly through its impact on perceived negative display rules and job demands. Moreover, negative affectivity was negatively related to job satisfaction. Simultaneously, positive affectivity can predict job satisfaction, both directly and indirectly through its impact on perceived positive display rules and job control. Positive affectivity is also a negative predictor of burnout. Practical implications are discussed to support intervention programs that develop healthy workplaces, and also to inform nurses about how to manage emotional display rules in retirement homes. Copyright © 2016 Elsevier Ltd. All rights reserved.

Job Crafting: Older Workers' Mechanism for Maintaining Person-Job Fit.

PubMed

Wong, Carol M; Tetrick, Lois E

2017-01-01

Aging at work is a dynamic process. As individuals age, their motives, abilities and values change as suggested by life-span development theories (Lang and Carstensen, 2002; Kanfer and Ackerman, 2004). Their growth and extrinsic motives weaken while intrinsic motives increase (Kooij et al., 2011), which may result in workers investing their resources in different areas accordingly. However, there is significant individual variability in aging trajectories (Hedge et al., 2006). In addition, the changing nature of work, the evolving job demands, as well as the available opportunities at work may no longer be suitable for older workers, increasing the likelihood of person-job misfit. The potential misfit may, in turn, impact how older workers perceive themselves on the job, which leads to conflicting work identities. With the traditional job redesign approach being a top-down process, it is often difficult for organizations to take individual needs and skills into consideration and tailor jobs for every employee (Berg et al., 2010). Therefore, job crafting, being an individualized process initiated by employees themselves, can be a particularly valuable mechanism for older workers to realign and enhance their demands-abilities and needs-supplies fit. Through job crafting, employees can exert personal agency and make changes to the task, social and cognitive aspects of their jobs with the goal of improving their work experience (Wrzesniewski and Dutton, 2001). Building on the Life Span Theory of Control (Heckhausen and Schulz, 1995), we posit that job crafting, particularly cognitive crafting, will be of increasing value as employees age. Through reframing how they think of their job and choosing to emphasize job features that are personally meaningful, older workers can optimize their resources to proactively redesign their jobs and maintain congruent, positive work identities.

Job Crafting: Older Workers’ Mechanism for Maintaining Person-Job Fit

PubMed Central

Wong, Carol M.; Tetrick, Lois E.

2017-01-01

Aging at work is a dynamic process. As individuals age, their motives, abilities and values change as suggested by life-span development theories (Lang and Carstensen, 2002; Kanfer and Ackerman, 2004). Their growth and extrinsic motives weaken while intrinsic motives increase (Kooij et al., 2011), which may result in workers investing their resources in different areas accordingly. However, there is significant individual variability in aging trajectories (Hedge et al., 2006). In addition, the changing nature of work, the evolving job demands, as well as the available opportunities at work may no longer be suitable for older workers, increasing the likelihood of person-job misfit. The potential misfit may, in turn, impact how older workers perceive themselves on the job, which leads to conflicting work identities. With the traditional job redesign approach being a top-down process, it is often difficult for organizations to take individual needs and skills into consideration and tailor jobs for every employee (Berg et al., 2010). Therefore, job crafting, being an individualized process initiated by employees themselves, can be a particularly valuable mechanism for older workers to realign and enhance their demands-abilities and needs-supplies fit. Through job crafting, employees can exert personal agency and make changes to the task, social and cognitive aspects of their jobs with the goal of improving their work experience (Wrzesniewski and Dutton, 2001). Building on the Life Span Theory of Control (Heckhausen and Schulz, 1995), we posit that job crafting, particularly cognitive crafting, will be of increasing value as employees age. Through reframing how they think of their job and choosing to emphasize job features that are personally meaningful, older workers can optimize their resources to proactively redesign their jobs and maintain congruent, positive work identities. PMID:28943859

Academics Job Satisfaction and Job Stress across Countries in the Changing Academic Environments

ERIC Educational Resources Information Center

Shin, Jung Cheol; Jung, Jisun

2014-01-01

This study examined job satisfaction and job stress across 19 higher education systems. We classified the 19 countries according to their job satisfaction and job stress and applied regression analysis to test whether new public management has impacts on either or both job satisfaction and job stress. According to this study, strong market driven…

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

PubMed Central

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

2018-01-01

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

XMM-Newton Remote Interface to Science Analysis Software: First Public Version

NASA Astrophysics Data System (ADS)

Ibarra, A.; Gabriel, C.

2011-07-01

We present the first public beta release of the XMM-Newton Remote Interface to Science Analysis (RISA) software, available through the official XMM-Newton web pages. In a nutshell, RISA is a web based application that encapsulates the XMM-Newton data analysis software. The client identifies observations and creates XMM-Newton workflows. The server processes the client request, creates job templates and sends the jobs to a computer. RISA has been designed to help, at the same time, non-expert and professional XMM-Newton users. Thanks to the predefined threads, non-expert users can easily produce light curves and spectra. And on the other hand, expert user can use the full parameter interface to tune their own analysis. In both cases, the VO compliant client/server design frees the users from having to install any specific software to analyze XMM-Newton data.

Recommendations for a Standardized Program Management Office (PMO) Time Compliance Network Order (TCNO) Patching Process

DTIC Science & Technology

2007-03-01

self -reporting. The interview process and resulting data analysis may be impacted by research bias since both were conducted by the same individual...the processes you employ? Answer: 97 MAJCOM CONTACTS RESPOSIBLE FOR GENERAL TCNO PROCEDURES SECTION 1: INTERVIEWEE INFO Question 1: Please...BASE-LEVEL NCC CONTACTS RESPOSIBLE FOR GENERAL TCNO PROCEDURES SECTION 1: INTERVIEWEE INFO Question 1: Please provide your general job description

Gender and snow crab occupational asthma in Newfoundland and Labrador, Canada.

PubMed

Howse, Dana; Gautrin, Denyse; Neis, Barbara; Cartier, André; Horth-Susin, Lise; Jong, Michael; Swanson, Mark C

2006-06-01

Fish and shellfish processing employs many thousands of people globally, with shellfish processing becoming more important in recent years. Shellfish processing is associated with multiple occupational health and safety (OHS) risks. Snow crab occupational asthma (OA) is work-related asthma associated with processing snow crab. We present a gender analysis of findings from a 3-year multifaceted study of snow crab OA in Newfoundland and Labrador, Canada. The study was carried out in four snow crab processing communities between 2001 and 2004. An anonymous survey questionnaire on knowledge, beliefs, and concerns related to processing snow crab administered to 158 workers attending community meetings at the start of the research found that women were significantly more likely than men to associate certain health problems, especially chest tightness, difficulty breathing, and cough, with crab processing (P<0.001). Worker health assessments carried out with 215 processing workers (187 current/28 former; 120 female/95 male) found that female participants were more likely to be diagnosed as almost certain/highly probable snow crab OA and allergy (P=0.001) and to be sensitized to snow crab (P=0.01) than male participants. Work histories from the health assessments were used to classify processing jobs as male or female. Allergen sampling (211 allergen samples: 115 area, 96 personal breathing zone) indicated that the plant areas where these male jobs were concentrated were associated with lower levels of aerosolized crab allergens (the agents responsible for OA to snow crab) than areas associated with female jobs. This difference was statistically significant in the two plants with poor ventilation (p<0.001 and P=0.017 for these plants). A gender analysis of work history data showed that female health assessment participants were likely to have worked longer processing snow crab than males (5 years versus 3.5 years, respectively). Cross-referencing of work history results with allergen sampling data for male and female job areas showed a gender difference in median cumulative exposures (duration of exposure x level of exposures) for health assessment participants. Health assessment participants with estimated higher median cumulative exposures were more likely to receive a diagnosis of almost certain/highly probable OA and allergy. Semistructured interviews with 27 health assessment participants (24 female/ 3 male) with a diagnosis of almost certain/highly probable or possible snow crab OA indicated that these workers can experience substantial quality of life impacts while working and that they seek to reduce the economic impact of their illness by remaining at their jobs as long as possible. Indications of selection bias and other study limitations point to the need for more research exploring the relationship between the gender division of labor and knowledge, beliefs, and concerns about snow crab processing, as well as gender differences in prevalence, quality of life, and socioeconomic impact.

Job Stress and Burnout among Academic Career Anaesthesiologists at an Egyptian University Hospital.

PubMed

Shams, Tarek; El-Masry, Ragaa

2013-05-01

There is compelling evidence that anaesthesiology is a stressful occupation and, when this stressful occupation is associated with an academic career, the burnout level is high. This study aimed to assess the predictors and prevalence of stress and burnout, associated sociodemographic characteristics, and job-related features. A cross-sectional survey study was carried out at Mansoura University Hospital in Egypt among 98 anaesthesiologists who had academic careers. The English version of the Maslach Burnout Inventory-Human Services Survey (MBI-HSS) scale and the Workplace Stress Scale of the American Institute of Stress were used to measure job stress and burnout. Data were analysed according to the guidelines for data processing and an analysis of the scales used. The participation rate of this study was 73.1%, where 69.4% were encountering job stress, while 62.2% experienced emotional exhaustion, 56.1% depersonalisation, and 58.2% reduced personal capacity. There was a significant positive correlation between job stress and MBI-HSS subscales. Residents and assistant lecturers were the most affected group. The strongest significant single predictor of all burnout dimensions was a lack of job support. Stress and burnout among academic anaesthesiologists were caused by the lack of job support; this was especially true among residents and assistant lecturers. We can conclude that a well-organised institutional strategy to mitigate the heavy professional demands of academic anaesthesiologists' will relieve their stress and burnout.

Distance Learning Skills and Responsibilities: A Content Analysis of Job Announcements 1996-2010

ERIC Educational Resources Information Center

Rebmann, Kristen Radsliff; Molitor, Simone; Rainey, Bonnie

2012-01-01

Archived job advertisements from the "International Federation of Library Associations and Institutions (IFLA) LIBJOBS" mailing list (1996-2010) were examined using content analysis. Findings suggest that distance learning (DL) skillsets as job qualifications emerged in the late 1990's and continue to be relevant today. Jobs with DL…

Job Descriptions and Organizational Analysis for Hospitals and Related Health Services.

ERIC Educational Resources Information Center

Manpower Administration (DOL), Washington, DC. U.S. Training and Employment Service.

Descriptions of 238 hospital payroll jobs are based on a job analysis study of all jobs within specified departments of 27 hospitals, and are intended for use of public employment offices and as a source of occupational information for hospital personnel administrators. Under major sections corresponding to the hospital divisions of…

"A welfare recipient may be drinking, but as long as he does as told--he may drink himself to death": a qualitative analysis of project implementation barriers among Danish job consultants.

PubMed

Hansen, Maja Bæksgaard; Kloster, Stine; Danquah, Ida Høgstedt; Nielsen, Anette Søgaard; Becker, Ulrik; Tjørnhøj-Thomsen, Tine; Tolstrup, Janne Schurmann

2015-03-18

This paper is embedded in a randomised controlled trial (Alcohol and Employment) that investigated whether welfare-to-work schemes combined with alcohol treatment were more effective than welfare-to-work schemes alone for helping unemployed welfare recipients with alcohol problems get back to employment and reduce their alcohol problems. The implementation of Alcohol and Employment turned out to be challenging, and fewer welfare recipients than expected were enrolled. The aim of this paper was to identify and investigate obstacles to the implementation of Alcohol and Employment. Our main objective was to study the job consultants' role in the implementation process as they were key personnel in conducting the trial. The process evaluation was conducted in four Danish municipalities in 2011-2012. Data for identifying factors important for the implementation were collected through observations and focus group interviews with job consultants. Data were analysed thematically and thoroughly discussed among members of the project team; emerging themes were then grouped and read again repeatedly until the themes were consistent. Three themes emerged as the main factors influencing the degree of implementation of Alcohol and Employment: (1) The job consultants' personal attitudes toward alcohol were an important factor. The job consultants generally did not consider a high alcohol intake to be an impediment to employment, or they thought that alcohol problems were only symptoms of more profound problems. (2) The job consultants' perception of their own roles and responsibilities in relation to the welfare recipients was a barrier: they felt that addressing alcohol problems and at the same time sustaining trust with the welfare recipient was difficult. Also, they did not consider alcohol problems to be their responsibility. (3) Shortage of time and resources among the job consultants was determined to be an influential factor. We identified important factors at the individual level among the job consultants who threatened the implementation of Alcohol and Employment. Future studies in similar settings can take advantage of these findings when preparing interventions that are implemented by job consultants or similar professionals. ClinicalTrials.gov ID: NCT01416103.

Employer perceptions of the employability of workers in a social business.

PubMed

Krupa, Terry; Howell-Moneta, Angela; Lysaght, Rosemary; Kirsh, Bonnie

2016-06-01

This study examined employer perceptions of employability of job candidates working in a social business for people with mental illnesses. Using an analogue research design, 99 employers participated in a simulated job hiring process, rating 2 applicants on potential to do the job, fit with workplace culture and likelihood of hiring. One job applicant worked in a social business, and the second was either (a) working in a conventional business, (b) with employment lapse attributable to mental health issues, or (c) with an unexplained employment lapse. Paired samples t tests were used to compare ratings. Qualitative data were collected regarding the rationale for rankings and a content analysis was conducted. Employer rankings were significantly higher for the applicant working in a social business compared to either applicant with an employment lapse. Employers rated the candidate working in a conventional business significantly higher compared with the candidate in a social business only on ratings of likelihood to hire. Employers valued the recency of work experience in the social business, citing concerns about risks associated with employment lapses. Their comments suggested a lack of understanding of the nature of social business. Experience in a social business appears to lessen the disadvantage of unemployment in the job hiring process, but does not appear to be ranked on par with experience in the conventional workforce. The social business sector could benefit from considering ways to publically portray these work opportunities to enhance acceptance and inclusion. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

The interplay between structure and agency in shaping the mental health consequences of job loss

PubMed Central

2013-01-01

Background Job loss is a discrete life event, with multiple adverse consequences for physical and mental health and implications for agency. Our research explores the consequences of job loss for retrenched workers’ mental health by examining the interplay between their agency and the structures shaping their job loss experiences. Methods We conducted two waves of in-depth, semi-structured interviews with a sample of 33 of the more than 1000 workers who lost their jobs at Mitsubishi Motors in South Australia during 2004 and 2005 as a result of industry restructuring. Interviews capturing the mental health consequences of job loss were recorded and transcribed verbatim. Thematic analysis was employed to determine the health consequences of the job loss and the impact of structural factors. Results Main themes that emerged from the qualitative exploration of the psychological distress of job loss included stress, changes to perceived control, loss of self-esteem, shame and loss of status, experiencing a grieving process, and financial strain. Drawing on two models of agency we identified the different ways workers employed their agency, and how their agency was enabled, but mainly constrained, when dealing with job loss consequences. Conclusions Respondents’ accounts support the literature on the moderating effects of economic resources such as redundancy packages. The results suggest the need for policies to put more focus on social, emotional and financial investment to mediate the structural constraints of job loss. Our study also suggests that human agency must be understood within an individual’s whole of life circumstances, including structural and material constraints, and the personal or interior factors that shape these circumstances. PMID:23384322

AIRSAR Automated Web-based Data Processing and Distribution System

NASA Technical Reports Server (NTRS)

Chu, Anhua; vanZyl, Jakob; Kim, Yunjin; Lou, Yunling; Imel, David; Tung, Wayne; Chapman, Bruce; Durden, Stephen

2005-01-01

In this paper, we present an integrated, end-to-end synthetic aperture radar (SAR) processing system that accepts data processing requests, submits processing jobs, performs quality analysis, delivers and archives processed data. This fully automated SAR processing system utilizes database and internet/intranet web technologies to allow external users to browse and submit data processing requests and receive processed data. It is a cost-effective way to manage a robust SAR processing and archival system. The integration of these functions has reduced operator errors and increased processor throughput dramatically.

TRAINING IN INDUSTRY.

ERIC Educational Resources Information Center

GLASER, ROBERT

THIS CHAPTER IN A LARGER WORK ON INDUSTRIAL PSYCHOLOGY DEALS LARGELY WITH THE NEED TO SPECIFY TRAINING OBJECTIVES THROUGH JOB ANALYSIS, USES OF TESTING IN TRAINEE SELECTION, TRAINING VARIABLES AND LEARNING PROCESSES, TRAINING TECHNOLOGY (MAINLY THE CHARACTERISTICS OF PROGRAMED INSTRUCTION), THE EVALUATION OF PROFICIENCY, THE VALUE OF…

The Accounting Classroom--People, Activities, Content

ERIC Educational Resources Information Center

Mayne, F. Blair

1969-01-01

Discusses the classroom components of students, learning activities, and program content in relation to the increased demand for more extensive and detailed analysis of financial information, the increased use of automated data processing equipment, and resulting job shifts and the upgrading of skills. (CH)

Stochastic scheduling on a repairable manufacturing system

NASA Astrophysics Data System (ADS)

Li, Wei; Cao, Jinhua

1995-08-01

In this paper, we consider some stochastic scheduling problems with a set of stochastic jobs on a manufacturing system with a single machine that is subject to multiple breakdowns and repairs. When the machine processing a job fails, the job processing must restart some time later when the machine is repaired. For this typical manufacturing system, we find the optimal policies that minimize the following objective functions: (1) the weighed sum of the completion times; (2) the weighed number of late jobs having constant due dates; (3) the weighted number of late jobs having random due dates exponentially distributed, which generalize some previous results.

AWAS: A dynamic work scheduling system

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

Lee, Y.; Hao, J.; Kocur, G.

1994-12-31

The Automated Work Administration System (AWAS) is an automated scheduling system developed at GTE. A typical work center has 1000 employees and processes 4000 jobs each day. Jobs are geographically distributed within the service area of the work center, require different skills, and have to be done within specified time windows. Each job can take anywhere from 12 minutes to several hours to complete. Each employee can have his/her individual schedule, skill, or working area. The jobs can enter and leave the system at any time The employees dial up to the system to request for their next job atmore » the beginning of a day or after a job is done. The system is able to respond to the changes dynamically and produce close to optimum solutions at real time. We formulate the real world problem as a minimum cost network flow problem. Both employees and jobs are formulated as nodes. Relationship between jobs and employees are formulated as arcs, and working hours contributed by employees and consumed by jobs are formulated as flow. The goal is to minimize missed commitments. We solve the problem with the successive shortest path algorithm. Combined with pre-processing and post-processing, the system produces reasonable outputs and the response time is very good.« less

Assessment of the Value, Impact, and Validity of the Jobs and Economic Development Impacts (JEDI) Suite of Models

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

Billman, L.; Keyser, D.

The Jobs and Economic Development Impacts (JEDI) models, developed by the National Renewable Energy Laboratory (NREL) for the U.S. Department of Energy (DOE) Office of Energy Efficiency and Renewable Energy (EERE), use input-output methodology to estimate gross (not net) jobs and economic impacts of building and operating selected types of renewable electricity generation and fuel plants. This analysis provides the DOE with an assessment of the value, impact, and validity of the JEDI suite of models. While the models produce estimates of jobs, earnings, and economic output, this analysis focuses only on jobs estimates. This validation report includes an introductionmore » to JEDI models, an analysis of the value and impact of the JEDI models, and an analysis of the validity of job estimates generated by JEDI model through comparison to other modeled estimates and comparison to empirical, observed jobs data as reported or estimated for a commercial project, a state, or a region.« less

Effects of illness and disability on job separation.

PubMed

Magee, William

2004-03-01

Effects of illness and disability on job separation result from both voluntary and involuntary processes. Voluntary processes range from the reasoned actions of workers who weigh illness and disability in their decision-making, to reactive stress-avoidance responses. Involuntary processes include employer discrimination against ill or disabled workers. Analyses of the effects of illness and disability that differentiate reasons for job separation can illuminate the processes involved. This paper reports on an evaluation of effects of illness and disability on job separation predicted by theories of reasoned action, stress, and employer discrimination against ill and disabled workers. Effects of four illness/disability conditions on the rate of job separation for 12 reasons are estimated using data from a longitudinal study of a representative sample of the Canadian population-the Survey of Labour and Income Dynamics (SLID). Two of the four effects that are statistically significant (under conservative Bayesian criteria for statistical significance) are consistent with the idea that workers weigh illness and disability as costs, and calculate the costs and benefits of continuing to work with an illness or disability: (1) disabling illness increases the hazard of leaving a job in order to engage in caregiving, and (2) work-related disability increases the hazard of leaving a job due to poor pay. The other two significant effects indicate that: (3) disabling illness decreases the hazard of layoff, and (4) non-work disability increases the hazard of leaving one job to take a different job. This last effect is consistent with a stress-interruption process. Other effects are statistically significant under conventional criteria for statistical significance, and most of these effects are also consistent with cost-benefit and stress theories. Some effects of illness and disability are sex and age-specific, and reasons for the specificity of these effects are discussed.

Development of retrospective quantitative and qualitative job-exposure matrices for exposures at a beryllium processing facility.

PubMed

Couch, James R; Petersen, Martin; Rice, Carol; Schubauer-Berigan, Mary K

2011-05-01

To construct a job-exposure matrix (JEM) for an Ohio beryllium processing facility between 1953 and 2006 and to evaluate temporal changes in airborne beryllium exposures. Quantitative area- and breathing-zone-based exposure measurements of airborne beryllium were made between 1953 and 2006 and used by plant personnel to estimate daily weighted average (DWA) exposure concentrations for sampled departments and operations. These DWA measurements were used to create a JEM with 18 exposure metrics, which was linked to the plant cohort consisting of 18,568 unique job, department and year combinations. The exposure metrics ranged from quantitative metrics (annual arithmetic/geometric average DWA exposures, maximum DWA and peak exposures) to descriptive qualitative metrics (chemical beryllium species and physical form) to qualitative assignment of exposure to other risk factors (yes/no). Twelve collapsed job titles with long-term consistent industrial hygiene samples were evaluated using regression analysis for time trends in DWA estimates. Annual arithmetic mean DWA estimates (overall plant-wide exposures including administration, non-production, and production estimates) for the data by decade ranged from a high of 1.39 μg/m(3) in the 1950s to a low of 0.33 μg/m(3) in the 2000s. Of the 12 jobs evaluated for temporal trend, the average arithmetic DWA mean was 2.46 μg/m(3) and the average geometric mean DWA was 1.53 μg/m(3). After the DWA calculations were log-transformed, 11 of the 12 had a statistically significant (p < 0.05) decrease in reported exposure over time. The constructed JEM successfully differentiated beryllium exposures across jobs and over time. This is the only quantitative JEM containing exposure estimates (average and peak) for the entire plant history.

Job Analysis: A Local Government's Experience.

ERIC Educational Resources Information Center

Urbanek, Steve J.

1997-01-01

A county personnel department undertook reclassification of all positions by collecting and using job analysis data to rewrite job descriptions. External pay equity and validated selection procedures resulted with only a modest increase in payroll costs. (SK)

A Comparative Study of Male and Female Early Childhood Teachers' Job Satisfaction in Turkey

ERIC Educational Resources Information Center

Sahin, Fatma Tezel; Sak, Ramazan

2016-01-01

The aim of the present study is to provide a comparative analysis of job satisfaction among male and female teachers in early childhood education. A total of 163 teachers participated in the study, which utilized Tahta's (An analysis of job satisfaction of preschool teachers, Hacettepe University, Ankara, 1995) Job Satisfaction Survey and a…

Job Clubs: Getting into the Hidden Labor Market.

ERIC Educational Resources Information Center

Kimeldorf, Martin; Tornow, Janice A.

1984-01-01

A job club approach for secondary disabled youth focuses on mastering job seeking skills by behaviorally sequenced steps learned in situational experiences within a self-help group process framework. Students learn to penetrate the hidden job market, to use social networking via the telephone, and to participate successfully in job interviews. (CL)

Adapting Job Analysis Methodology to Improve Evaluation Practice

ERIC Educational Resources Information Center

Jenkins, Susan M.; Curtin, Patrick

2006-01-01

This article describes how job analysis, a method commonly used in personnel research and organizational psychology, provides a systematic method for documenting program staffing and service delivery that can improve evaluators' knowledge about program operations. Job analysis data can be used to increase evaluators' insight into how staffs…

A Comparison of Holistic versus Decomposed Rating of Position Analysis Questionnaire Work Dimensions.

ERIC Educational Resources Information Center

Butler, Stephanie K.; Harvey, Robert J.

1988-01-01

Examined technique for improving cost-effectiveness of Position Analysis Questionnaire (PAQ) in job analysis. Professional job analysts, industrial psychology graduate students familiar with PAQ, and PAQ-unfamiliar undergraduates made direct holistic ratings of PAQ dimensions for four familiar jobs. Comparison of holistic ratings with decomposed…

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…

Enhancing Self-Awareness: Integrating Himalayan Art in a Career Planning Class

ERIC Educational Resources Information Center

Wang, Michelle

2013-01-01

The dilemma for many college students' job search process is their overwhelming desire to locate any job rather than to satisfy their true passions. Thus, a job search can become a highly instrumental, task-oriented process, preventing students' opportunity to discover themselves and their life's purpose. Self-awareness, however, is a central…

Perceived barriers to effective job performance among nursing assistants in long-term care.

PubMed

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

2009-10-01

This research explored perceived barriers to job performance among a national sample of nursing assistants (NAs). Specific objectives were (1) to clarify which of the problems identified by previous research are most troublesome for NAs, (2) to develop a reliable quantitative measure of perceived barriers to job performance, and (3) to test construct validity of the measure vis-à-vis work-related psychological empowerment and job satisfaction. Nursing assistants attending the 2006 national conference of the National Association of Health Care Assistants completed a paper-and-pencil survey including 33 barriers to job performance and standardized measures of empowerment and job satisfaction. The barriers were also rated by a small sample of NAs at a single Georgia nursing home. Factor analysis of barriers items yielded a 30-item Nursing Assistants Barriers Scale (NABS) comprising 6 subscales: Teamwork, Exclusion, Respect, Workload, Work Stress, and New NAs. Lack of teamwork and exclusion from communication processes were rated as most problematic by both samples. The 6 NABS subscales were significantly and independently associated with empowerment and satisfaction; different barriers predicted the 2 constructs. This study is a first step toward quantitative assessment of NAs' perceptions of barriers to doing their jobs. Primary limitations are the select sample and use of a job satisfaction measure that may have artificially inflated correlations with the NABS. Nonetheless, results confirm the validity of the new scale as an operationalization of the barriers construct. The concept of barriers to job performance is a unique construct from work empowerment and satisfaction with one's job. Nursing assistants clearly differentiate various barriers, converging on workload and lack of teamwork as most problematic. Further work is needed to substantiate validity and reliability of the NABS, particularly with respect to NAs' actual job performance, intent to stay on the job versus leave, absenteeism, and turnover.

Job compensable factors and factor weights derived from job analysis data.

PubMed

Chi, Chia-Fen; Chang, Tin-Chang; Hsia, Ping-Ling; Song, Jen-Chieh

2007-06-01

Government data on 1,039 job titles in Taiwan were analyzed to assess possible relationships between job attributes and compensation. For each job title, 79 specific variables in six major classes (required education and experience, aptitude, interest, work temperament, physical demands, task environment) were coded to derive the statistical predictors of wage for managers, professionals, technical, clerical, service, farm, craft, operatives, and other workers. Of the 79 variables, only 23 significantly related to pay rate were subjected to a factor and multiple regression analysis for predicting monthly wages. Given the heterogeneous nature of collected job titles, a 4-factor solution (occupational knowledge and skills, human relations skills, work schedule hardships, physical hardships) explaining 43.8% of the total variance but predicting only 23.7% of the monthly pay rate was derived. On the other hand, multiple regression with 9 job analysis items (required education, professional training, professional certificate, professional experience, coordinating, leadership and directing, demand on hearing, proportion of shift working indoors, outdoors and others, rotating shift) better predicted pay and explained 32.5% of the variance. A direct comparison of factors and subfactors of job evaluation plans indicated mental effort and responsibility (accountability) had not been measured with the current job analysis data. Cross-validation of job evaluation factors and ratings with the wage rates is required to calibrate both.

Job satisfaction of village doctors during the new healthcare reforms in China.

PubMed

Zhang, Xiaoyan; Fang, Pengqian

2016-04-01

Objective China launched new healthcare reforms in 2009 and several policies targeted village clinics, which affected village doctors' income, training and duties. The aim of the present study was to assess village doctors' job satisfaction during the reforms and to explore factors affecting job satisfaction. Methods Using a stratified multistage cluster sampling process, 935 village doctors in Jiangxi Province were surveyed with a self-administered questionnaire that collected demographic information and contained a job satisfaction scale and questions regarding their work situation and individual perceptions of the new healthcare reforms. Descriptive analysis, Pearson's Chi-squared test and binary logistic regression were used to identify village doctors' job satisfaction and the factors associated with their job satisfaction. Results Only 12.72% of village doctors were either satisfied or very satisfied with their jobs and the top three items leading to dissatisfaction were pay and the amount of work that had to be done, opportunities for job promotion and work conditions. Marriage, income, intention to leave, satisfaction with learning and training, social status, relationship with patients and satisfaction with the new healthcare reforms were significantly associated with job satisfaction (P<0.05). Conclusions China is facing critical challenges with regard to village doctors because of their low job satisfaction. For future healthcare reforms, policy makers should pay more attention to appropriate remuneration and approaches that incentivise village doctors to achieve the goals of the health reforms. What is known about the topic? Village doctors act as gatekeepers at the bottom tier of the rural health system. However, the policies of the new healthcare reform initiatives in China were centred on improving the quality of care delivered to the rural population and reducing fast-growing medical costs. There have been limited studies on village doctors' reactions to these reforms. What does this paper add? The findings of the present study indicate that in the process of implementing the new healthcare reforms, village doctors' overall job satisfaction is low and most respondents are dissatisfied with the reforms. The factors affecting job satisfaction include income, training, social status, relationship with patients and satisfaction with the reforms. What are the implications for practitioners? Health reform policy makers should ensure village doctors feel appropriately remunerated and are motivated while aiming to reduce the financial burden on patients. The views of stakeholders (i.e. patients and village doctors) should be considered when designing future health reforms.

Development of the PMPQ: A Structural Job Analysis Questionnaire for the Study of Professional and Managerial Positions. PMPQ Report No. 1.

ERIC Educational Resources Information Center

Mitchell, Jimmy L.; McCormick, Ernest J.

The development and analysis of the Professional and Managerial Position Questionnaire (PMPQ) is reported. PMPQ is intended to serve as a job analysis instrument for higher level occupations than those assessed by the Position Analysis Questionnaire (PAQ). Four approaches to job analysis are described with different emphases on the requirements of…

Using Queue Time Predictions for Processor Allocation

DTIC Science & Technology

1997-01-01

Diego Supercomputer Center, 1996. 19 [15] Vijay K. Naik, Sanjeev K. Setia , and Mark S. Squillante. Performance analysis of job schedul- ing policies in...Processing, pages 101{111, 1995. [19] Sanjeev K. Setia and Satish K. Tripathi. An analysis of several processor partitioning policies for parallel...computers. Technical Report CS-TR-2684, University of Maryland, May 1991. [20] Sanjeev K. Setia and Satish K. Tripathi. A comparative analysis of static

Determining job satisfaction of nurses working in hospitals of Iran: A systematic review and meta-analysis.

PubMed

Amiresmaili, Mohammadreza; Moosazadeh, Mahmood

2013-09-01

Employees feeling and attitude to their job has a significant role on their performance. Present study sought to investigate documents related to nurses job satisfaction, using systematic review and meta-analysis to estimate nurses job satisfaction in Iran. Papers on nurses job satisfaction were identified by searching different data bases using appropriate key words. Seventeen studies were extracted using inclusuion criteria. Data were analyzed using Meta-analysis command in STATA 11. Considerable hetrogenecity is apparent in results of nurses job satisfaction studies. Although, according to random effect model, nurses total job satisfaction was estimated at 46.3 (CI: 32.1-60.4), this was estimated at 51.9 (CI = 51.1-52.8) using fixed effect model. Additionally, a reverse relationship was observed between nurses overall job satisfaction and their age. Nurses' job satisfaction in Iran is at a good level compared with other countries. The more satisfied the nurses are with their working conditions, the less is their intention to leave their job. Dissatisfaction is associated with higher resignment and turnover, paying deep attention to efficient factors on nurses dissatisfaction and trying to overcome them is important to improve nurses' working conditions.

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. (c) 2016 APA, all rights reserved).

A Model for Speedup of Parallel Programs

DTIC Science & Technology

1997-01-01

Sanjeev. K Setia . The interaction between mem- ory allocation and adaptive partitioning in message- passing multicomputers. In IPPS 󈨣 Workshop on Job...Scheduling Strategies for Parallel Processing, pages 89{99, 1995. [15] Sanjeev K. Setia and Satish K. Tripathi. A compar- ative analysis of static

Pharmacist. Occupational Simulation Kit.

ERIC Educational Resources Information Center

Parsley, Nancy

This career exploration instructional booklet on the pharmacist's occupation is one of several resulting from the rural southwestern Colorado CEPAC Project (Career Education Process of Attitude Change). Based on a job analysis and utilizing a programed instructional format, the following content is included: A brief description of two real…

From task characteristics to learning: A systematic review.

PubMed

Wielenga-Meijer, Etty G A; Taris, Toon W; Kompier, Michiel A J; Wigboldus, Daniël H J

2010-10-01

Although many theoretical approaches propose that job characteristics affect employee learning, the question is why and how job characteristics influence learning. The present study reviews the evidence on the relationships among learning antecedents (i.e., job characteristics: demands, variety, autonomy and feedback), learning processes (including motivational, meta-cognitive, cognitive and behavioral processes) and learning consequences. Building on an integrative heuristic model, we quantitatively reviewed 85 studies published between 1969 and 2005. Our analyses revealed strong evidence for a positive relation between job demands and autonomy on the one hand and motivational and meta-cognitive learning processes on the other. Furthermore, these learning processes were positively related to learning consequences. © 2010 The Authors. Scandinavian Journal of Psychology © 2010 The Scandinavian Psychological Associations.

Scheduling Jobs with Variable Job Processing Times on Unrelated Parallel Machines

PubMed Central

Zhang, Guang-Qian; Wang, Jian-Jun; Liu, Ya-Jing

2014-01-01

m unrelated parallel machines scheduling problems with variable job processing times are considered, where the processing time of a job is a function of its position in a sequence, its starting time, and its resource allocation. The objective is to determine the optimal resource allocation and the optimal schedule to minimize a total cost function that dependents on the total completion (waiting) time, the total machine load, the total absolute differences in completion (waiting) times on all machines, and total resource cost. If the number of machines is a given constant number, we propose a polynomial time algorithm to solve the problem. PMID:24982933

Individual reactions to high involvement work processes: investigating the role of empowerment and perceived organizational support.

PubMed

Butts, Marcus M; Vandenberg, Robert J; DeJoy, David M; Schaffer, Bryan S; Wilson, Mark G

2009-04-01

This study sought to understand how high involvement work processes (HIWP) are processed at the employee level. Using structural equation modeling techniques, the authors tested and supported a model in which psychological empowerment mediated the effects of HIWP on job satisfaction, organizational commitment, job performance, and job stress. Furthermore, perceived organizational support (POS) was hypothesized to moderate the relationships between empowerment and these outcomes. With exception for the empowerment-job satisfaction association, support was found for our predictions. Future directions for research and the practical implications of our findings for both employees and organizations are discussed.

Table-top job analysis

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

Not Available

1994-12-01

The purpose of this Handbook is to establish general training program guidelines for training personnel in developing training for operation, maintenance, and technical support personnel at Department of Energy (DOE) nuclear facilities. TTJA is not the only method of job analysis; however, when conducted properly TTJA can be cost effective, efficient, and self-validating, and represents an effective method of defining job requirements. The table-top job analysis is suggested in the DOE Training Accreditation Program manuals as an acceptable alternative to traditional methods of analyzing job requirements. DOE 5480-20A strongly endorses and recommends it as the preferred method for analyzing jobsmore » for positions addressed by the Order.« less

Janus Job Interview Guide. Revised Edition.

ERIC Educational Resources Information Center

Livingstone, Arnold

Designed for below-average-reading-level students, the purpose of this interview guide is to help young job seekers prepare for the job interview process. The first three chapters explain the nature of the personal job interview, the steps to be followed in preparing for a job interview, and the do's and don't's of the interview itself. The…

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

ERIC Educational Resources Information Center

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

2006-01-01

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

A job analysis design for the rail industry : description and model analysis of the job of freight conductor.

DOT National Transportation Integrated Search

2013-10-01

This document provides a step-by-step description of the design and execution of a strategic job analysis, using the position of Freight Conductor as an example. This document was created to be useful for many different needs, and can be used as an e...

Rhetorical Analysis of Fast-Growth Businesses' Job Advertisements: Implications for Job Search

ERIC Educational Resources Information Center

Engstrom, Craig L.; Petre, James T.; Petre, Elizabeth A.

2017-01-01

This article presents findings from a rhetorical analysis of job advertisements posted by the fastest growing companies in the United States (Inc. 5000 rankings). The analysis suggests that companies rely on standard rhetorical figures and share similar rhetorical visions of novelty that likely effect their organizational culture, paradoxically…

Jobs Analysis | Energy Analysis | NREL

Science.gov Websites

manufacturing analysis-focuses on jobs creation and economic output at the national, state, and community levels economic development and activity through investment in solar and wind projects. Featured Study In Economic construction period and 350 jobs annually during 20-year operation Total economic impact over 20-year life

Efficiency improvements of offline metrology job creation

NASA Astrophysics Data System (ADS)

Zuniga, Victor J.; Carlson, Alan; Podlesny, John C.; Knutrud, Paul C.

1999-06-01

Progress of the first lot of a new design through the production line is watched very closely. All performance metrics, cycle-time, in-line measurement results and final electrical performance are critical. Rapid movement of this lot through the line has serious time-to-market implications. Having this material waiting at a metrology operation for an engineer to create a measurement job plan wastes valuable turnaround time. Further, efficient use of a metrology system is compromised by the time required to create and maintain these measurement job plans. Thus, having a method to develop metrology job plans prior to the actual running of the material through the manufacture area can significantly improve both cycle time and overall equipment efficiency. Motorola and Schlumberger have worked together to develop and test such a system. The Remote Job Generator (RJG) created job plans for new device sin a manufacturing process from an NT host or workstation, offline. This increases available system tim effort making production measurements, decreases turnaround time on job plan creation and editing, and improves consistency across job plans. Most importantly this allows job plans for new devices to be available before the first wafers of the device arrive at the tool for measurement. The software also includes a database manager which allows updates of existing job plans to incorporate measurement changes required by process changes or measurement optimization. This paper will review the result of productivity enhancements through the increased metrology utilization and decreased cycle time associated with the use of RJG. Finally, improvements in process control through better control of Job Plans across different devices and layers will be discussed.

Coming to grips with challenging behaviour: a cluster randomised controlled trial on the effects of a new care programme for challenging behaviour on burnout, job satisfaction and job demands of care staff on dementia special care units.

PubMed

Zwijsen, S A; Gerritsen, D L; Eefsting, J A; Smalbrugge, M; Hertogh, C M P M; Pot, A M

2015-01-01

Caring for people with dementia in dementia special care units is a demanding job. Challenging behaviour is one of the factors influencing the job satisfaction and burnout of care staff. A care programme for the challenging behaviour of nursing home residents with dementia might, next to diminishing the challenging behaviour of residents, improve job satisfaction and reduce the care staff's feelings of burnout. To determine the effects of a care programme for the challenging behaviour of nursing home residents with dementia on the burnout, job satisfaction and job demands of care staff. The care programme was implemented according to a stepped wedge design in which care units were randomly divided over five groups with different time points of starting with implementation. 17 Dutch dementia special care units. Care staff members of the 17 units. The care programme consists of an education package and of various structured assessment tools that guide professionals through the multidisciplinary detection, analysis, treatment and evaluation of treatment of challenging behaviour. Burnout, job satisfaction and job demands were measured before implementation, halfway through the implementation process and after all the care units had implemented the care programme. Burnout was measured with the Dutch version of the Maslach burnout inventory (UBOS-C, three subscales); job satisfaction and job demands were measured with subscales of the Leiden Quality of Work Questionnaire. Mixed model analyses were used to determine effects. Care staff could not be blinded for the intervention. Of the 1441 questionnaires, 645 were returned (response 45%, 318 control measurements, 327 intervention measurements) by 380 unique care staff members. Significant effects were found on job satisfaction (0.93, 95% CI 0.48-1.38). On the other outcomes, no significant changes in the scores were found. Positive effects of using the Grip on Challenging behaviour care programme were found on job satisfaction, without an increase in job demands. Copyright © 2014 Elsevier Ltd. All rights reserved.

Career Involvement and Job Satisfaction as Related to Job Strain and Marital Satisfaction of Teachers and Their Spouses.

ERIC Educational Resources Information Center

Zimmerman, Karen W.; And Others

1980-01-01

A study of dual-employed couples examined the relationship between the variables of job status, job satisfaction, and marital satisfaction. Analysis revealed a significant positive relationship between job satisfaction and marital satisfaction and a significant negative relationship between job strain and marital satisfaction. (JOW)

Teachers' Collective Efficacy, Job Satisfaction, and Job Stress in Cross-Cultural Context

ERIC Educational Resources Information Center

Klassen, Robert M.; Usher, Ellen L.; Bong, Mimi

2010-01-01

This study examines how teachers' collective efficacy (TCE), job stress, and the cultural dimension of collectivism are associated with job satisfaction for 500 teachers from Canada, Korea (South Korea or Republic of Korea), and the United States. Multigroup path analysis revealed that TCE predicted job satisfaction across settings. Job stress was…

Emotional intelligence, emotional labor, and job satisfaction among physicians in Greece.

PubMed

Psilopanagioti, Aristea; Anagnostopoulos, Fotios; Mourtou, Efstratia; Niakas, Dimitris

2012-12-17

There is increasing evidence that psychological constructs, such as emotional intelligence and emotional labor, play an important role in various organizational outcomes in service sector. Recently, in the "emotionally charged" healthcare field, emotional intelligence and emotional labor have both emerged as research tools, rather than just as theoretical concepts, influencing various organizational parameters including job satisfaction. The present study aimed at investigating the relationships, direct and/or indirect, between emotional intelligence, the surface acting component of emotional labor, and job satisfaction in medical staff working in tertiary healthcare. Data were collected from 130 physicians in Greece, who completed a series of self-report questionnaires including: a) the Wong Law Emotional Intelligence Scale, which assessed the four dimensions of emotional intelligence, i.e. Self-Emotion Appraisal, Others' Emotion Appraisal, Use of Emotion, and Regulation of Emotion, b) the General Index of Job Satisfaction, and c) the Dutch Questionnaire on Emotional Labor (surface acting component). Emotional intelligence (Use of Emotion dimension) was significantly and positively correlated with job satisfaction (r=.42, p<.001), whereas a significant negative correlation between surface acting and job satisfaction was observed (r=-.39, p<.001). Furthermore, Self-Emotion Appraisal was negatively correlated with surface acting (r=-.20, p<.01). Self-Emotion Appraisal was found to influence job satisfaction both directly and indirectly through surface acting, while this indirect effect was moderated by gender. Apart from its mediating role, surface acting was also a moderator of the emotional intelligence-job satisfaction relationship. Hierarchical multiple regression analysis revealed that surface acting could predict job satisfaction over and above emotional intelligence dimensions. The results of the present study may contribute to the better understanding of emotion-related parameters that affect the work process with a view to increasing the quality of service in the health sector.

[Job Satisfaction of Young Professionals in Health Care].

PubMed

Ulrich, Gert; Homberg, Angelika; Karstens, Sven; Goetz, Katja; Mahler, Cornelia

2017-05-29

Background Job satisfaction in health care is currently important in view of workforce shortage in the health care area. The purpose of this study was to evaluate job satisfaction in young health professionals and to identify factors possibly influencing overall job satisfaction. Methods About one year after graduating from vocational training, a total of 579 graduates from various health care professions [Nursing (N), Nursing and Geriatric Nursing; Therapy (TP), Physical therapy and Logopaedics; Diagnostics (D), Diagnostic Radiography and Biomedical Science], were invited to participate in an online-survey. Job satisfaction was assessed with the 10-item Warr-Cook-Wall (WCW) job satisfaction questionnaire. Descriptive analysis of the WCW was performed, and the impact of various factors on job satisfaction was determined by stepwise linear regression analysis. Results In total, 189 graduates (N, n=121; TP, n=32; D, n=36) were included in data analysis (32.6% response rate). Overall job satisfaction in all young professionals was 4.9±1.6 (mean±SD) and was slightly higher in TP (5.4±1.4) compared with N (4.7±1.6) and D (5.0±1.5), respectively. Highest satisfaction was identified with "colleagues" and lowest satisfaction with "income" was identified in all professional groups. Colleagues and fellow workers showed the highest score of association regarding overall job satisfaction in regression analysis. Conclusions As a whole, our data suggest good to very good satisfaction in various WCW items of job satisfaction. "Colleagues" were shown to have a high impact on job satisfaction. To improve the attractiveness of job profiles in health care, the presented results may provide a valuable input regarding workforce shortage. © Georg Thieme Verlag KG Stuttgart · New York.

Structural empowerment, job stress and burnout of nurses in China.

PubMed

Guo, Jiajia; Chen, Juan; Fu, Jie; Ge, Xinling; Chen, Min; Liu, Yanhui

2016-08-01

To investigate the status of structural empowerment, job stress and burnout in China, and to explore the relationships among them. The questionnaires of CWEQ-II, job stressors and MBI were used to investigate 1002 nurses working at tertiary-level hospitals. The average score of CWEQ-II was 2.23±0.59. The score of EE of MBI was 29.75±13.94, PA was 27.40±11.21, both of them showed a high level of exhaustion, DP was 8.07±5.82 and showed a middle level of exhaustion. The findings showed that workload and time pressure were the most frequently encountered job stress among staff nurses, the score was 3.23±0.95; There was a significantly correlation among structural empowerment, job stressors and the level of burnout(p<0.05). Hierarchical regression analysis showed that structural empowerment had significant influence on the every factors of job stressors (p<0.05) and burnout, job stressors had significant influence on the every factors of burnout (p<0.05). Structural equation modeling analyses revealed a good fit to the data based on various fit indices (χ(2)/df=2.29, GFI=0.945, CFI=0.965, IFI=0.966, RMSEA=0.061). Staff nurses felt that structural empowerment in their workplace resulted in lower levels of job stress which in turn strongly influenced Burnout. These results provide initial support for an expanded model of structural empowerment, and offer a broader understanding of the empowerment process. Copyright © 2016 Elsevier Inc. All rights reserved.

A best on-line algorithm for single machine scheduling the equal length jobs with the special chain precedence and delivery time

NASA Astrophysics Data System (ADS)

Gu, Cunchang; Mu, Yundong

2013-03-01

In this paper, we consider a single machine on-line scheduling problem with the special chains precedence and delivery time. All jobs arrive over time. The chains chainsi arrive at time ri , it is known that the processing and delivery time of each job on the chain satisfy one special condition CD a forehand: if the job J(i)j is the predecessor of the job J(i)k on the chain chaini, then they satisfy p(i)j = p(i)k = p >= qj >= qk , i = 1,2, ---,n , where pj and qj denote the processing time and the delivery time of the job Jj respectively. Obviously, if the arrival jobs have no chains precedence, it shows that the length of the corresponding chain is 1. The objective is to minimize the time by which all jobs have been delivered. We provide an on-line algorithm with a competitive ratio of √2 , and the result is the best possible.

Race, self-selection, and the job search process.

PubMed

Pager, Devah; Pedulla, David S

2015-01-01

While existing research has documented persistent barriers facing African-American job seekers, far less research has questioned how job seekers respond to this reality. Do minorities self-select into particular segments of the labor market to avoid discrimination? Such questions have remained unanswered due to the lack of data available on the positions to which job seekers apply. Drawing on two original data sets with application-specific information, we find little evidence that blacks target or avoid particular job types. Rather, blacks cast a wider net in their search than similarly situated whites, including a greater range of occupational categories and characteristics in their pool of job applications. Additionally, we show that perceptions of discrimination are associated with increased search breadth, suggesting that broad search among African-Americans represents an adaptation to labor market discrimination. Together these findings provide novel evidence on the role of race and self-selection in the job search process.

Race, Self-Selection, and the Job Search Process1

PubMed Central

Pager, Devah; Pedulla, David S.

2015-01-01

While existing research has documented persistent barriers facing African American job seekers, far less research has questioned how job seekers respond to this reality. Do minorities self-select into particular segments of the labor market to avoid discrimination? Such questions have remained unanswered due to the lack of data available on the positions to which job seekers apply. Drawing on two original datasets with application-specific information, we find little evidence that blacks target or avoid particular job types. Rather, blacks cast a wider net in their search than similarly situated whites, including a greater range of occupational categories and characteristics in their pool of job applications. Finally, we show that perceptions of discrimination are associated with increased search breadth, suggesting that broad search among African Americans represents an adaptation to labor market discrimination. Together these findings provide novel evidence on the role of race and self-selection in the job search process. PMID:26046224

Running ATLAS workloads within massively parallel distributed applications using Athena Multi-Process framework (AthenaMP)

NASA Astrophysics Data System (ADS)

Calafiura, Paolo; Leggett, Charles; Seuster, Rolf; Tsulaia, Vakhtang; Van Gemmeren, Peter

2015-12-01

AthenaMP is a multi-process version of the ATLAS reconstruction, simulation and data analysis framework Athena. By leveraging Linux fork and copy-on-write mechanisms, it allows for sharing of memory pages between event processors running on the same compute node with little to no change in the application code. Originally targeted to optimize the memory footprint of reconstruction jobs, AthenaMP has demonstrated that it can reduce the memory usage of certain configurations of ATLAS production jobs by a factor of 2. AthenaMP has also evolved to become the parallel event-processing core of the recently developed ATLAS infrastructure for fine-grained event processing (Event Service) which allows the running of AthenaMP inside massively parallel distributed applications on hundreds of compute nodes simultaneously. We present the architecture of AthenaMP, various strategies implemented by AthenaMP for scheduling workload to worker processes (for example: Shared Event Queue and Shared Distributor of Event Tokens) and the usage of AthenaMP in the diversity of ATLAS event processing workloads on various computing resources: Grid, opportunistic resources and HPC.

Making the Most of MASINT and Advanced Geospatial Intelligence

DTIC Science & Technology

2012-04-10

mining contracts and new job creation that ultimately supports economic development. This 22 type of forensic level analysis can make MASINT an...and Technology, ed. John D. Bossler (London: Taylor and Francis, 2002), 305 17 Jian Guo Liu and Philippa J. Mason, Essential Image Processing and

A Content Analysis of Faculty Position Announcements.

ERIC Educational Resources Information Center

Merskin, Debra L.; Huberlie, Mara

1995-01-01

Analyzes faculty position advertisements in journals and other sources. Asks who is advertising, what information the ads conveyed, teaching load, qualifications, additional responsibilities, summer teaching, and materials requested. Concludes that the job-hunting process for an applicant seeking a position in academia can be an elaborate obstacle…

An ergonomic analysis of work in the process of professional rehabilitation in Brazil.

PubMed

Cabral, A; Souza e Silva, M; Louzada, E; Cesar, W

2012-01-01

The purpose of this study is to describe the use of the Ergonomic Analysis of Work (EAW) in the process of rehabilitating workers, insured by the National Institute of Social Security (INSS) in Brazil, and to conduct a brief analysis of the instrument used by this body. Information obtained from EAW enabled the demand, the requirements of the activity and the skills needed to perform the tasks in the workplace to be determined, thus aiding the decision of the INSS as to rehabilitating the workers and their return to their jobs.

Relationship between nurse psychological empowerment and job satisfaction: A systematic review and meta-analysis.

PubMed

Li, Huanhuan; Shi, Ying; Li, Yuan; Xing, Zhuangjie; Wang, Shouqi; Ying, Jie; Zhang, Meiling; Sun, Jiao

2018-06-01

This systematic review and meta-analysis aimed to synthesize and analyse studies that explored the relationship between the psychological empowerment and job satisfaction of nurses. Nurse turnover is an important cause of staff shortage. Job satisfaction is a major predictor of nurse turnover and is connected to the psychological empowerment of nurses. This systematic review and meta-analysis is based on the Joanna Briggs Institute guidelines. A total of 1,572 articles on psychological empowerment and job satisfaction were retrieved from PubMed, PsycINFO, EMBASE and Web of Science. The articles were written in English and published before or by April 2017. Studies on the relationship between psychological empowerment and job satisfaction were summarized. The majority of the included studies revealed that psychological empowerment and job satisfaction are significantly correlated. Only two studies showed that the two factors are not significantly correlated. The result of this meta-analysis is consistent with the results of most studies. One study reported that psychological empowerment partially mediates the structural empowerment and job satisfaction of school health nurses. Two studies, however, did not find that the mediating role of psychological empowerment between structural empowerment and job satisfaction. The results of this review provided evidence for the importance of psychological empowerment for the job satisfaction of among nurses. Exploring the correlation between psychological empowerment and job satisfaction can provide guidelines and recommendation for the development of strategies to promote nurse retention and alleviate nursing shortage. © 2018 John Wiley & Sons Ltd.

Estimation of economic impacts of cellulosic biofuel production: a comparative analysis of three biofuel pathways

DOE PAGES

Zhang, Yimin; Goldberg, Marshall; Tan, Eric; ...

2016-03-07

The development of a cellulosic biofuel industry utilizing domestic biomass resources is expected to create opportunities for economic growth resulting from the construction and operation of new biorefineries. We applied an economic input-output model to estimate potential economic impacts, particularly gross job growth, resulting from the construction and operation of biorefineries using three different technology pathways: (i) cellulosic ethanol via biochemical conversion in Iowa, (ii) renewable diesel blendstock via biological conversion in Georgia, and (iii) renewable diesel and gasoline blendstock via fast pyrolysis in Mississippi. Combining direct, indirect (revenue- and supply-chain-related), and induced effects, capital investment associated with the constructionmore » of a biorefinery processing 2000 dry metric tons of biomass per day (DMT/day) could yield between 5960 and 8470 full-time equivalent (FTE) jobs during the construction period, depending on the biofuel pathways. Fast pyrolysis biorefineries produce the most jobs on a project level thanks to the highest capital requirement among the three pathways. Normalized on the scale of $1 million of capital investment, the fast pyrolysis biorefineries are estimated to yield slighter higher numbers of jobs (12.1 jobs) than the renewable diesel (11.8 jobs) and the cellulosic ethanol (11.6 jobs) biorefineries. While operating biorefineries is not labor-intensive, the annual operation of a 2000 DMT/day biorefinery could support between 720 and 970 jobs when the direct, indirect, and induced effects are considered. The major factor, which results in the variations among the three pathways, is the type of biomass feedstock used for biofuels. Unlike construction jobs, these operation-related jobs are necessary over the entire life of the biorefineries. In conclusion, our results show that indirect effects stimulated by the operation of biorefineries are the primary contributor to job growth. The agriculture/forest, services, and trade industries are the primary sectors that will benefit from the ongoing operation of biorefineries.« less

Estimation of economic impacts of cellulosic biofuel production: a comparative analysis of three biofuel pathways

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

Zhang, Yimin; Goldberg, Marshall; Tan, Eric

The development of a cellulosic biofuel industry utilizing domestic biomass resources is expected to create opportunities for economic growth resulting from the construction and operation of new biorefineries. We applied an economic input-output model to estimate potential economic impacts, particularly gross job growth, resulting from the construction and operation of biorefineries using three different technology pathways: (i) cellulosic ethanol via biochemical conversion in Iowa, (ii) renewable diesel blendstock via biological conversion in Georgia, and (iii) renewable diesel and gasoline blendstock via fast pyrolysis in Mississippi. Combining direct, indirect (revenue- and supply-chain-related), and induced effects, capital investment associated with the constructionmore » of a biorefinery processing 2000 dry metric tons of biomass per day (DMT/day) could yield between 5960 and 8470 full-time equivalent (FTE) jobs during the construction period, depending on the biofuel pathways. Fast pyrolysis biorefineries produce the most jobs on a project level thanks to the highest capital requirement among the three pathways. Normalized on the scale of $1 million of capital investment, the fast pyrolysis biorefineries are estimated to yield slighter higher numbers of jobs (12.1 jobs) than the renewable diesel (11.8 jobs) and the cellulosic ethanol (11.6 jobs) biorefineries. While operating biorefineries is not labor-intensive, the annual operation of a 2000 DMT/day biorefinery could support between 720 and 970 jobs when the direct, indirect, and induced effects are considered. The major factor, which results in the variations among the three pathways, is the type of biomass feedstock used for biofuels. Unlike construction jobs, these operation-related jobs are necessary over the entire life of the biorefineries. In conclusion, our results show that indirect effects stimulated by the operation of biorefineries are the primary contributor to job growth. The agriculture/forest, services, and trade industries are the primary sectors that will benefit from the ongoing operation of biorefineries.« less

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

PubMed

Carayon, P

1994-02-01

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

The Prediction of Job Ability Requirements Using Attribute Data Based Upon the Position Analysis Questionnaire (PAQ). Technical Report No. 1.

ERIC Educational Resources Information Center

Shaw, James B.; McCormick, Ernest J.

The study was directed towards the further exploration of the use of attribute ratings as the basis for establishing the job component validity of tests, in particular by using different methods of combining "attribute-based" data with "job analysis" data to form estimates of the aptitude requirements of jobs. The primary focus…

Job Stress and Burnout among Academic Career Anaesthesiologists at an Egyptian University Hospital

PubMed Central

Shams, Tarek; El-Masry, Ragaa

2013-01-01

Objectives: There is compelling evidence that anaesthesiology is a stressful occupation and, when this stressful occupation is associated with an academic career, the burnout level is high. This study aimed to assess the predictors and prevalence of stress and burnout, associated sociodemographic characteristics, and job-related features. Methods: A cross-sectional survey study was carried out at Mansoura University Hospital in Egypt among 98 anaesthesiologists who had academic careers. The English version of the Maslach Burnout Inventory-Human Services Survey (MBI-HSS) scale and the Workplace Stress Scale of the American Institute of Stress were used to measure job stress and burnout. Data were analysed according to the guidelines for data processing and an analysis of the scales used. Results: The participation rate of this study was 73.1%, where 69.4% were encountering job stress, while 62.2% experienced emotional exhaustion, 56.1% depersonalisation, and 58.2% reduced personal capacity. There was a significant positive correlation between job stress and MBI-HSS subscales. Residents and assistant lecturers were the most affected group. The strongest significant single predictor of all burnout dimensions was a lack of job support. Conclusion: Stress and burnout among academic anaesthesiologists were caused by the lack of job support; this was especially true among residents and assistant lecturers. We can conclude that a well-organised institutional strategy to mitigate the heavy professional demands of academic anaesthesiologists’ will relieve their stress and burnout. PMID:23862036

41 CFR 60-2.12 - Job group analysis.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 2-AFFIRMATIVE ACTION PROGRAMS Purpose and Contents of Affirmative Action Programs § 60-2.12 Job... jobs. If the establishment at which the jobs actually are located maintains an affirmative action...

Analyzing jobs for redesign decisions.

PubMed

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

1996-01-01

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

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

ERIC Educational Resources Information Center

Harris, Alma F.; McCormick, Ernest J.

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

The Applicability of the ISD 4-Factor Model of Job Analysis in Identifying Task Training Priority in Nine Technical Military Occupational Specialties.

ERIC Educational Resources Information Center

Siebold, Guy L.

Research was conducted to assess the applicability of the Instructional Systems Development (ISD) job analysis procedures to nine technical aviation maintenance military occupational specialties (MOS). Job analysis questionnaires were developed for each of the nine aviation maintenance MOS's. Research teams administered the questionnaires to…

Job Stress and Job Satisfaction: Home Care Workers in a Consumer-Directed Model of Care

PubMed Central

Delp, Linda; Wallace, Steven P; Geiger-Brown, Jeanne; Muntaner, Carles

2010-01-01

Objective To investigate determinants of job satisfaction among home care workers in a consumer-directed model. Data Sources/Setting Analysis of data collected from telephone interviews with 1,614 Los Angeles home care workers on the state payroll in 2003. Data Collection and Analysis Multivariate logistic regression analysis was used to determine the odds of job satisfaction using job stress model domains of demands, control, and support. Principal Findings Abuse from consumers, unpaid overtime hours, and caring for more than one consumer as well as work-health demands predict less satisfaction. Some physical and emotional demands of the dyadic care relationship are unexpectedly associated with greater job satisfaction. Social support and control, indicated by job security and union involvement, have a direct positive effect on job satisfaction. Conclusions Policies that enhance the relational component of care may improve workers' ability to transform the demands of their job into dignified and satisfying labor. Adequate benefits and sufficient authorized hours of care can minimize the stress of unpaid overtime work, caring for multiple consumers, job insecurity, and the financial constraints to seeking health care. Results have implications for the structure of consumer-directed models of care and efforts to retain long-term care workers. PMID:20403063

Job demands and job strain as risk factors for employee wellbeing in elderly care: an instrumental-variables analysis.

PubMed

Elovainio, Marko; Heponiemi, Tarja; Kuusio, Hannamaria; Jokela, Markus; Aalto, Anna-Mari; Pekkarinen, Laura; Noro, Anja; Finne-Soveri, Harriet; Kivimäki, Mika; Sinervo, Timo

2015-02-01

The association between psychosocial work environment and employee wellbeing has repeatedly been shown. However, as environmental evaluations have typically been self-reported, the observed associations may be attributable to reporting bias. Applying instrumental-variable regression, we used staffing level (the ratio of staff to residents) as an unconfounded instrument for self-reported job demands and job strain to predict various indicators of wellbeing (perceived stress, psychological distress and sleeping problems) among 1525 registered nurses, practical nurses and nursing assistants working in elderly care wards. In ordinary regression, higher self-reported job demands and job strain were associated with increased risk of perceived stress, psychological distress and sleeping problems. The effect estimates for the associations of these psychosocial factors with perceived stress and psychological distress were greater, but less precisely estimated, in an instrumental-variables analysis which took into account only the variation in self-reported job demands and job strain that was explained by staffing level. No association between psychosocial factors and sleeping problems was observed with the instrumental-variable analysis. These results support a causal interpretation of high self-reported job demands and job strain being risk factors for employee wellbeing. © The Author 2014. Published by Oxford University Press on behalf of the European Public Health Association. All rights reserved.

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

PubMed

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

2014-07-01

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

Performance optimisations for distributed analysis in ALICE

NASA Astrophysics Data System (ADS)

Betev, L.; Gheata, A.; Gheata, M.; Grigoras, C.; Hristov, P.

2014-06-01

Performance is a critical issue in a production system accommodating hundreds of analysis users. Compared to a local session, distributed analysis is exposed to services and network latencies, remote data access and heterogeneous computing infrastructure, creating a more complex performance and efficiency optimization matrix. During the last 2 years, ALICE analysis shifted from a fast development phase to the more mature and stable code. At the same time, the frameworks and tools for deployment, monitoring and management of large productions have evolved considerably too. The ALICE Grid production system is currently used by a fair share of organized and individual user analysis, consuming up to 30% or the available resources and ranging from fully I/O-bound analysis code to CPU intensive correlations or resonances studies. While the intrinsic analysis performance is unlikely to improve by a large factor during the LHC long shutdown (LS1), the overall efficiency of the system has still to be improved by an important factor to satisfy the analysis needs. We have instrumented all analysis jobs with "sensors" collecting comprehensive monitoring information on the job running conditions and performance in order to identify bottlenecks in the data processing flow. This data are collected by the MonALISa-based ALICE Grid monitoring system and are used to steer and improve the job submission and management policy, to identify operational problems in real time and to perform automatic corrective actions. In parallel with an upgrade of our production system we are aiming for low level improvements related to data format, data management and merging of results to allow for a better performing ALICE analysis.

Job-Seeking Behavior and Vocational Development.

ERIC Educational Resources Information Center

Stevens, Nancy D.

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

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

ERIC Educational Resources Information Center

Jung, Jisun; Shin, Jung Cheol

2015-01-01

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

Desired Student Preparation in the Job Application Process as Perceived by the Business Community.

ERIC Educational Resources Information Center

Allen, Thomas R., Jr., Comp.

The major purpose of this study was to determine from the business community what competencies in the job application process are needed by students preparing to enter the job market for their first full-time position. Data were collected from 100 human resource administrators (out of a sample of 400). The general feeling of the administrators was…

Give Them a Tool Kit: Demystifying the Job Search Process for Marketing Students

ERIC Educational Resources Information Center

Morris, Paula T.; LeBaron, David; Arvi, Leonard

2015-01-01

Few, if any, marketing students are adequately prepared to conduct a thorough job search that will lead them to enjoyable, meaningful employment upon graduation. We present a method we have used in several classes that helps demystify the job search process for students. Using our approach, students have been able to discover their career passions…

Organizational variables on nurses' job performance in Turkey: nursing assessments.

PubMed

Top, Mehmet

2013-01-01

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. 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. 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. Administratively controllable influence job organizational variables influence job performance of nurses in different magnitude.

Robotics/Automated Systems Task Analysis and Description of Required Job Competencies Report. Task Analysis and Description of Required Job Competencies of Robotics/Automated Systems Technicians.

ERIC Educational Resources Information Center

Hull, Daniel M.; Lovett, James E.

This task analysis report for the Robotics/Automated Systems Technician (RAST) curriculum project first provides a RAST job description. It then discusses the task analysis, including the identification of tasks, the grouping of tasks according to major areas of specialty, and the comparison of the competencies to existing or new courses to…

Jobs in Construction. Job Family Series.

ERIC Educational Resources Information Center

Science Research Associates, Inc., Chicago, IL.

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

Korean Emotional Laborers' Job Stressors and Relievers: Focus on Work Conditions and Emotional Labor Properties.

PubMed

Lee, Garam

2015-12-01

The present study aims to investigate job stressors and stress relievers for Korean emotional laborers, specifically focusing on the effects of work conditions and emotional labor properties. Emotional laborers are asked to hide or distort their real emotions in their interaction with clients. They are exposed to high levels of stress in the emotional labor process, which leads to serious mental health risks including burnout, depression, and even suicide impulse. Exploring job stressors and relieving factors would be the first step in seeking alternatives to protect emotional laborers from those mental health risks. Using the third wave data of Korean Working Conditions Survey, logistic regression analysis was conducted for two purposes: to examine the relations of emotional labor and stress, and to find out job stressors and relievers for emotional laborers. The chances of stress arousal are 3.5 times higher for emotional laborers; emotional laborers experience double risk-burden for stress arousal. In addition to general job stressors, emotional laborers need to bear burdens related to emotional labor properties. The effect of social support at the workplace is not significant for stress relief, unlike common assumptions, whereas subjective satisfaction (wage satisfaction and work-life balance) is proven to have relieving effects on emotional laborers' job stress. From the results, the importance of a balanced understanding of emotional labor for establishing effective policies for emotional laborer protection is stressed.

Basic principles of a flexible astronomical data processing system in UNIX environment.

NASA Astrophysics Data System (ADS)

Verkhodanov, O. V.; Erukhimov, B. L.; Monosov, M. L.; Chernenkov, V. N.; Shergin, V. S.

Methods of construction of a flexible system for astronomical data processing (FADPS) are described. An example of construction of such a FADPS for continuum radiometer data of the RATAN-600 is presented. The Job Control Language of this system is the Job Control Language of OS UNIX. It is shown that using basic commands of the data processing system (DPS) a user, knowing basic principles of Job in OS UNIX, can create his own mini-DPS. Examples of such mini-DPSs are presented.

CLT and CLS job responsibilities: current distinctions and updates.

PubMed

Doig, K; Beck, S J; Kolenc, K

2001-01-01

This study was undertaken to address the following questions: 1. What tasks distinguish the job of a clinical laboratory scientist (CLS) from that of a clinical laboratory technician (CLT)? 2. What changes in role distinctions, have occurred for entry-level CLS and CLT practitioners over the five-year period 1993-98? 3. What tasks have been deleted from the CLT and CLS content outlines because they were not frequently performed or not considered entry-level? 4. What changes in practice are reflected in the current job analyses? A national job analysis of tasks constituting the job of clinical laboratory scientists (CLSs) and clinical laboratory technicians (CLTs) was conducted in 1998-99 as part of a standard setting process for the certifying examinations of the National Credentialing Agency for Laboratory Personnel (NCA). The job analyses relied upon mail surveys to 1200 individuals for each job level asking respondents to identify tasks significant to effective practice at job entry. The task lists resulting from statistical analysis of those surveys were examined to answer the study questions. The sample for each survey included 1200 practitioners, educators and laboratory managers selected at random from membership in professional organizations or from NCA certificant lists. Sampling was stratified to insure adequate practitioner representation. The mean rating on a four point scale for each item on the surveys was evaluated for overall significance as well as significance across geographic regions. The tasks meeting specified criteria were retained in the final task lists. Tasks were counted and their content evaluated to compare CLS and CLT job tasks. The response rates to the surveys were 33% for CLT and 21% for CLS. Reliability was judged based on average intraclass correlation coefficients of .86 and .82 for the CLT and CLS surveys, respectively. There were 952 tasks retained on the CLS content outline and 725 retained on the CLT content outline of the 1151 tasks on the original survey. Seven hundred and twenty two tasks were found on content outlines of both job levels, representing a 76% overlap. Tasks found only on the CLS outline included advanced technical tasks, a few management tasks, and more communication tasks. The jobs of CLS and CLT practitioners are distinct at job entry level with CLSs performing a broader array of technical and communication tasks as well as some management tasks. Though CLS staff uses few management skills at job entry, those tasks are performed by CLS staff in the laboratory and curricula must help prepare graduates for these tasks expected of experienced staff. CLTs perform tasks requiring problem solving and high level reasoning. CLT curricula must address the need for CLTs to perform these tasks.

Supporting the Health and Wellness of Individuals with Psychiatric Disabilities

ERIC Educational Resources Information Center

Swarbrick, Margaret; Nemec, Patricia B.

2016-01-01

Purpose: Psychiatric rehabilitation is recognized as a field with specialized knowledge and skills required for practice. The certified psychiatric rehabilitation practitioner (CPRP) credential, an exam-based certification process, is based on a regularly updated job task analysis that, in its most recent iteration, identified the new core…

The 2010 Broad Prize

ERIC Educational Resources Information Center

Education Digest: Essential Readings Condensed for Quick Review, 2011

2011-01-01

A new data analysis, based on data collected as part of The Broad Prize process, provides insights into which large urban school districts in the United States are doing the best job of educating traditionally disadvantaged groups: African-American, Hispanics, and low-income students. Since 2002, The Eli and Edythe Broad Foundation has awarded The…

Travel Agent. Occupational Simulation Kit.

ERIC Educational Resources Information Center

Peterson, Wayne

This career exploration instructional booklet on the travel agent's occupation is one of several resulting from the rural southwestern Colorado CEPAC Project (Career Education Process of Attitude Change). Based on a job analysis and utilizing a programed instructional format, the following content is included: A brief description of what a travel…

Tailoring the Interview Process for More Effective Personnel Selection.

ERIC Educational Resources Information Center

Saville, Anthony

Structuring the initial teacher employment interview adds validity to selection and appropriately utilizes human resources. Five aspects of an effective interview program include: (1) developing a job analysis plan; (2) reviewing the applications; (3) planning for the interview; (4) the interview instrument; and (5) legal implications. An…

Social Worker. Occupational Simulation Kit.

ERIC Educational Resources Information Center

Brandt, Joy

This career exploration instructional booklet on the occupation of the social worker is one of several resulting from the rural southwestern Colorado CEPAC Project (Career Education Process of Attitude Change). Based on a job analysis and utilizing a programed instructional format, the following content is included: A brief description of what a…

Single Machine Scheduling and Due Date Assignment with Past-Sequence-Dependent Setup Time and Position-Dependent Processing Time

PubMed Central

Zhao, Chuan-Li; Hsu, Hua-Feng

2014-01-01

This paper considers single machine scheduling and due date assignment with setup time. The setup time is proportional to the length of the already processed jobs; that is, the setup time is past-sequence-dependent (p-s-d). It is assumed that a job's processing time depends on its position in a sequence. The objective functions include total earliness, the weighted number of tardy jobs, and the cost of due date assignment. We analyze these problems with two different due date assignment methods. We first consider the model with job-dependent position effects. For each case, by converting the problem to a series of assignment problems, we proved that the problems can be solved in O(n 4) time. For the model with job-independent position effects, we proved that the problems can be solved in O(n 3) time by providing a dynamic programming algorithm. PMID:25258727

Single machine scheduling and due date assignment with past-sequence-dependent setup time and position-dependent processing time.

PubMed

Zhao, Chuan-Li; Hsu, Chou-Jung; Hsu, Hua-Feng

2014-01-01

This paper considers single machine scheduling and due date assignment with setup time. The setup time is proportional to the length of the already processed jobs; that is, the setup time is past-sequence-dependent (p-s-d). It is assumed that a job's processing time depends on its position in a sequence. The objective functions include total earliness, the weighted number of tardy jobs, and the cost of due date assignment. We analyze these problems with two different due date assignment methods. We first consider the model with job-dependent position effects. For each case, by converting the problem to a series of assignment problems, we proved that the problems can be solved in O(n(4)) time. For the model with job-independent position effects, we proved that the problems can be solved in O(n(3)) time by providing a dynamic programming algorithm.

Single machine total completion time minimization scheduling with a time-dependent learning effect and deteriorating jobs

NASA Astrophysics Data System (ADS)

Wang, Ji-Bo; Wang, Ming-Zheng; Ji, Ping

2012-05-01

In this article, we consider a single machine scheduling problem with a time-dependent learning effect and deteriorating jobs. By the effects of time-dependent learning and deterioration, we mean that the job processing time is defined by a function of its starting time and total normal processing time of jobs in front of it in the sequence. The objective is to determine an optimal schedule so as to minimize the total completion time. This problem remains open for the case of -1 < a < 0, where a denotes the learning index; we show that an optimal schedule of the problem is V-shaped with respect to job normal processing times. Three heuristic algorithms utilising the V-shaped property are proposed, and computational experiments show that the last heuristic algorithm performs effectively and efficiently in obtaining near-optimal solutions.

Get Involved in the Job Opportunities and Basic Skills Training Program (JOBS). What Local Areas Need To Know.

ERIC Educational Resources Information Center

JTPA Issues, 1989

1989-01-01

This Job Training Partnership Act (JTPA) Update provides a quick primer of some of the key areas where states have flexibility to develop their own programs and processes in the new Job Opportunities and Basic Skills (JOBS) program. This guide is organized in seven sections that cover the following topics: (1) introduction; (2) why local areas…

Functional Job Analysis: An Annotated Bibliography. Methods for Manpower Analysis No. 10.

ERIC Educational Resources Information Center

Fine, Sidney A.; And Others

The bibliography provides a chronological survey of the development, growth, and application of the concept of Functional Job Analysis (FJA) which provides for the formulation of qualifications of workers and the requirements of jobs in the same terms so that the one can be equated with measures of the other. An introductory section discusses FJA,…

A Social Information Processing Approach to Job Attitudes and Task Design

ERIC Educational Resources Information Center

Salancik, Gerald R.; Pfeffer, Jeffrey

1978-01-01

In comparison with need-satisfaction and expectancy models of job attitudes and motivation, the social information processing perspective emphasizes the effects of context and the consequences of past choices, rather than individual predispositions and rational decision-making processes. (Author)

Individual and group-level job resources and their relationships with individual work engagement.

PubMed

Füllemann, Désirée; Brauchli, Rebecca; Jenny, Gregor J; Bauer, Georg F

2016-06-16

This study adds a multilevel perspective to the well-researched individual-level relationship between job resources and work engagement. In addition, we explored whether individual job resources cluster within work groups because of a shared psychosocial environment and investigated whether a resource-rich psychosocial work group environment is beneficial for employee engagement over and above the beneficial effect of individual job resources and independent of their variability within groups. Data of 1,219 employees nested in 103 work groups were obtained from a baseline employee survey of a large stress management intervention project implemented in six medium and large-sized organizations in diverse sectors. A variety of important job resources were assessed and grouped to an overall job resource factor with three subfactors (manager behavior, peer behavior, and task-related resources). Data were analyzed using multilevel random coefficient modeling. The results indicated that job resources cluster within work groups and can be aggregated to a group-level job resources construct. However, a resource-rich environment, indicated by high group-level job resources, did not additionally benefit employee work engagement but on the contrary, was negatively related to it. On the basis of this unexpected result, replication studies are encouraged and suggestions for future studies on possible underlying within-group processes are discussed. The study supports the presumed value of integrating work group as a relevant psychosocial environment into the motivational process and indicates a need to further investigate emergent processes involved in aggregation procedures across levels.

Person-job fit: an exploratory cross-sectional analysis of hospitalists.

PubMed

Hinami, Keiki; Whelan, Chad T; Miller, Joseph A; Wolosin, Robert J; Wetterneck, Tosha B

2013-02-01

Person-job fit is an organizational construct shown to impact the entry, performance, and retention of workers. Even as a growing number of physicians work under employed situations, little is known about how physicians select, develop, and perform in organizational settings. Our objective was to validate in the hospitalist physician workforce features of person-job fit observed in workers of other industries. The design was a secondary survey data analysis from a national stratified sample of practicing US hospitalists. The measures were person-job fit; likelihood of leaving practice or reducing workload; organizational climate; relationships with colleagues, staff, and patients; participation in suboptimal patient care activities. Responses to the Hospital Medicine Physician Worklife Survey by 816 (sample response rate 26%) practicing hospitalists were analyzed. Job attrition and reselection improved job fit among hospitalists entering the job market. Better job fit was achieved through hospitalists engaging a variety of personal skills and abilities in their jobs. Job fit increased with time together with socialization and internalization of organizational values. Hospitalists with higher job fit felt they performed better in their jobs. Features of person-job fit for hospitalists conformed to what have been observed in nonphysician workforces. Person-job fit may be a useful complementary survey measure related to job satisfaction but with a greater focus on function. Copyright © 2012 Society of Hospital Medicine.

The Diagonal Model of Job Satisfaction and Motivation: Extracted from the Logical Comparison of Content and Process Theories

ERIC Educational Resources Information Center

Sahito, Zafarullah; Vaisanen, Pertti

2017-01-01

The purpose of this study is to explore the strongest areas of all prime theories of job satisfaction and motivation to create a new multidimensional model. This model relies on all explored areas from the logical comparison of content and process theories to understand the phenomenon of job satisfaction and motivation of employees. The model…

Is the Process the Problem? Impact of Selection Methods on Reported Job Satisfaction among Academic Department Chairs

ERIC Educational Resources Information Center

Fairchild, Julie E.

2013-01-01

The problem of low job satisfaction (JS) among academic department chairs (ADC) may result from the selection process. ADC searches seldom comply with best practices for hiring or are predictive of a good fit. Formal searches are seldom used. Some incumbents did not want the job. Research into the history, nature, and problems of the position…

The Hiring Process Matters: The Role of Person-Job and Person-Organization Fit in Teacher Satisfaction

ERIC Educational Resources Information Center

Ellis, Christina; Skidmore, Susan Troncoso; Combs, Julie P.

2017-01-01

Purpose: Teachers' satisfaction with their jobs has reached the lowest point in 25 years. One contributing factor is when teachers experience information-poor hiring processes and do not obtain an accurate preview of their positions, their person-organization (P-O) fit, and person-job (P-J) fit. Sparked by a renewed focus on the variables that can…

Task conflicts and exclusive professionalism in nursing in South Korea.

PubMed

Jung, Minsoo

2014-01-01

Task conflicts among medical professions are essential problems to be solved in health care organizations. This study examined job conflicts between practical nurses (PNs) and registered nurses (RNs) in their duties and tasks with representative panelists from South Korea. This qualitative study used the Dacum Task Analysis process. Subject-matter experts in practical nursing were recruited utilizing stratified sampling: Ten experts developed job descriptions of PNs, and 20 validated the descriptions. The on-site tasks and duties of the PNs were measured by means of Dacum, and the results were reviewed by RNs using 3 focus-group interviews. The job description of PNs consisted of 10 duties and 117 tasks, overlapping with some tasks of RNs. Core tasks performed by PNs, such as invasive activities, led to task conflicts between the 2 groups, as these activities were regarded as the inherent duty of nursing professions. Thus, the RNs did not concede the expanded job scope of the PNs in terms of exclusive professionalism. To reduce task conflict, there is a need for the balanced development of nursing professionalism.

Automated CFD Parameter Studies on Distributed Parallel Computers

NASA Technical Reports Server (NTRS)

Rogers, Stuart E.; Aftosmis, Michael; Pandya, Shishir; Tejnil, Edward; Ahmad, Jasim; Kwak, Dochan (Technical Monitor)

2002-01-01

The objective of the current work is to build a prototype software system which will automated the process of running CFD jobs on Information Power Grid (IPG) resources. This system should remove the need for user monitoring and intervention of every single CFD job. It should enable the use of many different computers to populate a massive run matrix in the shortest time possible. Such a software system has been developed, and is known as the AeroDB script system. The approach taken for the development of AeroDB was to build several discrete modules. These include a database, a job-launcher module, a run-manager module to monitor each individual job, and a web-based user portal for monitoring of the progress of the parameter study. The details of the design of AeroDB are presented in the following section. The following section provides the results of a parameter study which was performed using AeroDB for the analysis of a reusable launch vehicle (RLV). The paper concludes with a section on the lessons learned in this effort, and ideas for future work in this area.

A case-control study of lung cancer among refinery workers.

PubMed

Rosamilia, K; Wong, O; Raabe, G K

1999-12-01

This case-control study examined the relationship between lung cancer and the work histories of male employees at a large Texas refinery. The study included 112 lung cancer deaths observed between 1946 and 1987 and 490 matched controls. Employment histories were obtained from personnel records, and smoking information was available from medical records. Both stratification methods and conditional logistic regression were used in data analyses. Overall employment in four general job categories (administrative, engineering/laboratory, process, maintenance/mechanical) was not associated with lung cancer mortality. Results by hire period (< 1940, 1940+) showed that workers hired into process jobs before 1940 had a nonsignificantly elevated odds ratio (OR) of 1.71 (95% confidence interval [CI] = 0.85-3.45) compared with nonprocess workers hired before 1940. Among process workers hired before 1940, there was a significant trend toward increasing OR with increasing duration of employment in process jobs, and the association with lung cancer was strongest among smokers in the highest duration category of 30+ years (OR = 2.98, 95% CI = 1.07-8.31). Latency analyses of process workers hired before 1940 indicated that their lung cancer risk had peaked between 30 and 50 years since first employment. Definitive statements about causal factors are limited because results among process workers were based on small numbers of subjects in some exposure categories, and there was no information on specific workplace exposures. The OR for maintenance/mechanical jobs after adjustment for smoking was 1.00 (95% CI = 0.55-1.82). Furthermore, there was no pattern in relation to duration of employment in maintenance/mechanical jobs. The results from this study do not support the hypothesis that work in maintenance/mechanical jobs increases lung cancer risk. On the basis of analyses in this study, it is unlikely that asbestos exposure contributed to excess lung cancer mortality. Additional analyses were conducted for specific maintenance jobs with potential exposure to asbestos and by duration in jobs with occasional or routine asbestos exposure. No significant increase in lung cancer was found in any subgroup. Furthermore, there was no significant trend toward lung cancer risk in relation to duration of employment in jobs with asbestos exposure.

Competency-based on-the-job training for aviation maintenance and inspection--a human factors approach.

PubMed

Walter, D

2000-08-01

More than 90% of the critical skills that an aviation maintenance technician uses are acquired through on-the-job training (OJT). Yet many aviation maintenance technicians rely on a 'degenerating buddy system', 'follow Joe around', or unstructured approach to OJT. Many aspects of the aviation maintenance environment point to the need for a structured OJT program, but perhaps the most significant is the practice of job bidding which can create rapid turnover of technicians. The task analytic training system (TATS), a model for developing team-driven structured OJT was developed by the author, and first introduced in Boeing Commercial Airplane Group to provide competency-based OJT for aviation maintenance and inspection personnel. The goal of the model was not only to provide a comprehensive, highly structured training system that could be applied to any maintenance and inspection task, but also to improve team coordination, attitude and morale. The first goal was accomplished by following the systems eight-step process, the latter through incorporating human factors principles such as decision making, communication, team building and conflict resolution into the process itself. In general, the process helps to instill mutual respect and trust, enhance goal-directed behavior, strengthen technicians' self-esteem and responsiveness to new ideas and encourage technicians to make worthwhile contributions. The theoretical background of the model is addressed by illustrating how the proven training methodologies of job task analysis and job instruction training are blended with human factors principles resulting in a unique team-driven approach to training. The paper discusses major elements of the model including needs identification, outlining targeted jobs, writing and verifying training procedures, an approval system, sequencing of training, certifying trainers, implementing, employing tracking mechanisms, evaluating, and establishing a maintenance/audit plan. Relevance to industry. TATS has been successfully installed in several maintenance and inspection areas of The Boeing Company. Four major U.S. airlines--United Airlines, TransWorld Airlines, Northwest Airlines, and USAirways have participated in two years of development and field testing in their maintenance operations (assisted by the author and Dr. Barbara Kanki of NASA Ames Research Center).

Predictors of occupational burnout among nurses: a dominance analysis of job stressors.

PubMed

Sun, Ji-Wei; Bai, Hua-Yu; Li, Jia-Huan; Lin, Ping-Zhen; Zhang, Hui-Hui; Cao, Feng-Lin

2017-12-01

To quantitatively compare dimensions of job stressors' effects on nurses' burnout. Nurses, a key group of health service providers, often experience stressors at work. Extensive research has examined the relationship between job stressors and burnout; however, less has specifically compared the effects of job stressor domains on nurses' burnout. A quantitative cross-sectional survey examined three general hospitals in Jinan, China. Participants were 602 nurses. We compared five potential stressors' ability to predict nurses' burnout using dominance analysis and assuming that each stressor was intercorrelated. Strong positive correlations were found between all five job stressors and burnout. Interpersonal relationships and management issues most strongly predicted participants' burnout (11·3% of average variance). Job stressors, and particularly interpersonal relationships and management issues, significantly predict nurses' job burnout. Understanding the relative effect of job stressors may help identify fruitful areas for intervention and improve nurse recruitment and retention. © 2017 John Wiley & Sons Ltd.

A meta-analysis of the variables related to job satisfaction among Korean nurses.

PubMed

Choi, So Eun; Kim, Sang Dol

2016-08-01

The shortage of nursing workforce has been a critical and global issue and associated with job satisfaction. To evaluate the strength of the relationships between job satisfaction and organizational commitment, job stress, and turnover intention among Korean nurses. Preferred Reporting Items for Systematic Reviews and Meta-Analyses; Korean Education & Research Information Service, KISS, DB pia, PubMed, and CINAHL databases were searched. The meta-analysis software package, R program (version 3.0.1), was used. Thirty-eight of 1245 screened studies had appropriate data. The overall relationships were high and significant, and increased organizational commitment (WES = .62), decreased turnover intention (WES = -.47), and decreased job stress (WES = -.37) were associated with job satisfaction. The strongest relationship was identified between organizational commitment and job satisfaction. These findings have important implications for improving organizational commitment to increase job satisfaction among nurses.

Dimensionality of military job satisfaction items: an exploratory factor analysis of data from the spring 1996 Sample Survey of Military Personnel.

PubMed

Schumm, Walter R; Gade, Paul A; Bell, D Bruce

2003-06-01

The Sample Survey of Military Personnel in the spring of 1996 asked detailed questions of Army personnel about job satisfaction. Maximum likelihood factor analysis yielded four factors: satisfaction with supervision, with job environment, with the duty specifically, and with opportunity for development, factors similar to those used in Smith's Job Descriptive Index, 1992. Scales developed from these factors showed acceptable internal consistency reliability and correlated as expected with measures of satisfaction with Army life, retention, morale, combat preparedness, and overall job satisfaction. Some divergent validity was established with measures of personal/family stress and with previous job stress. Demographic data suggested that soldiers with higher education found more satisfying job opportunities while those with higher rank, more years of service, and higher age reported greater satisfaction with job fulfillment, perhaps a consequence of selection effects.

3-D jobs and health disparities: The health implications of Latino chicken catchers' working conditions.

PubMed

Quandt, Sara A; Arcury-Quandt, Alice E; Lawlor, Emma J; Carrillo, Lourdes; Marín, Antonio J; Grzywacz, Joseph G; Arcury, Thomas A

2013-02-01

This study uses qualitative data to describe the tasks performed by chicken catchers, their organization of work, and possible health and safety hazards encountered. Twenty-one Latino immigrant chicken catchers for North Carolina poultry-processing plants were interviewed to obtain their perceptions of the job and its hazards. Interviews were recorded and transcribed (n = 10) or detailed notes recorded (n = 11). Transcripts and notes were subjected to qualitative analysis. Chicken catching takes place in a highly contaminated and hazardous work environment. The fast pace of work, low level of control over work intensity, and piece rate compensation all result in high potential for work-related injury and illness, including trauma, electrical shock, respiratory effects, musculoskeletal injuries, and drug use. Workers receive little safety or job training. Chicken catching is characterized by a work environment and organization of work that promote injury and illness. Copyright © 2012 Wiley Periodicals, Inc.

The Health Services Mobility Study Method of Task Analysis and Curriculum Design. Research Report No. 11. Volume 3: Using the Computer to Develop Job Ladders.

ERIC Educational Resources Information Center

Gilpatrick, Eleanor

This document is volume 3 of a four-volume report which describes the components of the Health Services Mobility Study (HSMS) method of task analysis, job ladder design, and curriculum development. Divided into four chapters, volume 3 is a manual for using HSMS computer based statistical procedures to design job structures and job ladders. Chapter…

Job satisfaction among recent graduates of schools of nursing.

PubMed

Munro, B H

1983-01-01

Using a randomly selected national sample and multiple regression analysis, the correlates of job satisfaction among recent graduates of nursing programs were investigated. Factor analysis was used to test the validity of Herzberg's theory of job satisfaction/dissatisfaction. For these 329 employed RNs, responsibility (the importance and challenge of the work) was the most important determinant of job satisfaction, and working conditions was the second strongest predictor. Graduates from diploma, associate degree, and baccalaureate programs did not differ in terms of job satisfaction. Support was given for the validity of Herzberg's dual-factor theory in relation to all five motivators included in the analysis (achievement, work itself, responsibility, advancement, and growth) and for the hygiene salary. The validity of four other hygienes (supervision, working conditions, status, and security) was not established. The results imply that administrators need to appeal to nurses' needs for important challenging jobs and opportunities to grow and develop professionally.

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

PubMed

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

2013-11-01

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

Social Justice and Job Distribution in Japan: Class, Minority and Gender.

ERIC Educational Resources Information Center

Okano, Kaori H.

2000-01-01

Provides a brief overview of Japanese high school students in terms of 1995 post-school destinations and types of jobs obtained. Describes the school-based job referral process that systematically regulates job distribution for high school graduates, including high school-employer networks and guidance for students in employment-related…

The Role of Social Networks in the Teacher Job Search Process

ERIC Educational Resources Information Center

Cannata, Marisa

2011-01-01

This article highlights the role of social networks in the elementary teacher job search. Using interviews with 27 teacher applicants, it explores how prospective elementary teachers used their social networks to identify job opportunities, obtain jobs, and gather information about schools. The findings suggest that teacher applicants assumed that…

Car painting process scheduling with harmony search algorithm

NASA Astrophysics Data System (ADS)

Syahputra, M. F.; Maiyasya, A.; Purnamawati, S.; Abdullah, D.; Albra, W.; Heikal, M.; Abdurrahman, A.; Khaddafi, M.

2018-02-01

Automotive painting program in the process of painting the car body by using robot power, making efficiency in the production system. Production system will be more efficient if pay attention to scheduling of car order which will be done by considering painting body shape of car. Flow shop scheduling is a scheduling model in which the job-job to be processed entirely flows in the same product direction / path. Scheduling problems often arise if there are n jobs to be processed on the machine, which must be specified which must be done first and how to allocate jobs on the machine to obtain a scheduled production process. Harmony Search Algorithm is a metaheuristic optimization algorithm based on music. The algorithm is inspired by observations that lead to music in search of perfect harmony. This musical harmony is in line to find optimal in the optimization process. Based on the tests that have been done, obtained the optimal car sequence with minimum makespan value.

Daily fluctuations in teachers' well-being: a diary study using the Job Demands-Resources model.

PubMed

Simbula, Silvia

2010-10-01

The study tests the dynamic nature of the Job Demands-Resources model with regard to both motivational and health impairment processes. It does so by examining whether daily fluctuations in co-workers' support (i.e., a typical job resource) and daily fluctuations in work/family conflict (i.e., a typical job demand) predict day-levels of job satisfaction and mental health through work engagement and exhaustion, respectively. A total of 61 schoolteachers completed a general questionnaire and a daily survey over a period of five consecutive work days. Multilevel analyses provided evidence for both the above processes. Consistently with the hypotheses, our results showed that day-level work engagement mediated the impact of day-level co-workers' support on day-level job satisfaction and day-level mental health, after general levels of work engagement and outcome variables had been controlled for. Moreover, day-level exhaustion mediated the relationship between day-level work/family conflict and day-level job satisfaction and day-level mental health after general levels of exhaustion and outcome variables had been controlled for. These findings provide new insights into the dynamic psychological processes that determine daily fluctuations in employee well-being. Such insights may be transformed into job redesign strategies and other interventions designed to enhance work-related psychological well-being on a daily level.

Understanding the New Job-Analysis Technology.

ERIC Educational Resources Information Center

Aho, Kaye L.

1989-01-01

The author examines such trends as rapid job change, organizational decentralization, the need for increased productivity, legal challenges, and changing work force needs; the evolving job-analysis technology; and the potential impact of this technology on human resources professionals. She also summarizes the key features to look for in a…

The Construction of Job Families Based on the Component and Overall Dimensions of the PAQ.

ERIC Educational Resources Information Center

Taylor, L. R.

1978-01-01

Seventy-six insurance company jobs were analyzed by 203 raters in an effort to assess the potential usefulness of the Position Analysis Questionnaire (PAQ) as a job analysis device to be employed in a more extensive, company-wide research program. (Editor/RK)

Case Studies in Job Analysis and Training Evaluation.

ERIC Educational Resources Information Center

McKillip, Jack

2001-01-01

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

Job Search Education. Meeting the Challenge of Unemployment.

ERIC Educational Resources Information Center

Kimeldorf, Martin; Tornow, Janice A.

1984-01-01

Provides background on the job club process and how it can be used for integrated training of special needs and regular education students in need of job search assistance. Includes field test project information. (JOW)

A Multi-Factor Analysis of Job Satisfaction among School Nurses

ERIC Educational Resources Information Center

Foley, Marcia; Lee, Julie; Wilson, Lori; Cureton, Virginia Young; Canham, Daryl

2004-01-01

Although job satisfaction has been widely studied among registered nurses working in traditional health care settings, little is known about the job-related values and perceptions of nurses working in school systems. Job satisfaction is linked to lower levels of job-related stress, burnout, and career abandonment among nurses. This study evaluated…

Benefits of Job Clubs for Executive Job Seekers: A Tale of Hares and Tortoises

ERIC Educational Resources Information Center

Kondo, Christopher T.

2009-01-01

This qualitative research study compares the experiences of 2 groups of executive job seekers--job club members and nonmembers--through thematic analysis of open-ended interviews. The findings indicated that job club members benefited from group learning, increased accountability, networking opportunities, emotional support, helping other members,…

The Relationship between Rating Scales Used to Evaluate Tasks from Task Inventories for Licensure and Certification Examinations

ERIC Educational Resources Information Center

Cadle, Adrienne Woodley

2012-01-01

The first step in developing or updating a licensure or certification examination is to conduct a job or task analysis. Following completion of the job analysis, a survey validation study is performed to validate the results of the job analysis and to obtain task ratings so that an examination blueprint may be created. Psychometricians and job…

The effect of job insecurity on employee health complaints: A within-person analysis of the explanatory role of threats to the manifest and latent benefits of work.

PubMed

Vander Elst, Tinne; Näswall, Katharina; Bernhard-Oettel, Claudia; De Witte, Hans; Sverke, Magnus

2016-01-01

The current study contributes to the literature on job insecurity by highlighting threat to the benefits of work as an explanation of the effect of job insecurity on health complaints. Building on the latent deprivation model, we predicted that threats to both manifest (i.e., financial income) and latent benefits of work (i.e., collective purpose, social contacts, status, time structure, activity) mediate the relationships from job insecurity to subsequent mental and physical health complaints. In addition, in line with the conservation of resources theory, we proposed that financial resources buffer the indirect effect of job insecurity on health complaints through threat to the manifest benefit. Hypotheses were tested using a multilevel design, in which 3 measurements (time lag of 6 months between subsequent measurements) were clustered within 1,994 employees (in Flanders, Belgium). This allowed for the investigation of within-person processes, while controlling for variance at the between-person level. The results demonstrate that job insecurity was related to subsequent threats to both manifest and latent benefits, and that these threats in turn were related to subsequent health complaints (with an exception for threat to the manifest benefit that did not predict mental health complaints). Three significant indirect effects were found: threat to the latent benefits mediated the relationships between job insecurity and both mental and physical health complaints, and threat to the manifest benefit mediated the relationship between job insecurity and physical health complaints. Unexpectedly, the latter indirect effect was exacerbated by financial resources. (c) 2016 APA, all rights reserved).

Estimation of economic impacts of cellulosic biofuel production: a comparative analysis of three biofuel pathways: Economic impacts of biofuel production

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

Zhang, Yimin; Goldberg, Marshall; Tan, Eric

The development of a cellulosic biofuel industry utilizing domestic biomass resources is expected to create opportunities for economic growth resulting from the construction and operation of new biorefineries. We applied an economic input-output model to estimate potential economic impacts, particularly gross job growth, resulting from the construction and operation of biorefineries using three different technology pathways: 1) cellulosic ethanol via biochemical conversion in Iowa, 2) renewable diesel blendstock via biological conversion in Georgia, and 3) renewable diesel and gasoline blendstock via fast pyrolysis in Mississippi. Combining direct, indirect, and induced effects, capital investment associated with the construction of a biorefinerymore » processing 2,000 dry metric tons of biomass per day (DMT/day) could yield between 5,960 and 8,470 full-time equivalent (FTE) jobs during the construction period. Fast pyrolysis biorefineries produce the most jobs on a project level thanks to the highest capital requirement among the three pathways. Normalized for one million dollars of capital investment, the fast pyrolysis biorefineries are estimated to yield slighter more jobs (12.1 jobs) than the renewable diesel (11.8 jobs) and the cellulosic ethanol (11.6 jobs) biorefineries. While operating biorefineries is not labor-intensive, the annual operation of a 2,000 DMT/day biorefinery could support between 720 and 970 jobs when the direct, indirect, and induced effects are considered. The major factor, which results in the variations among the three pathways, is the type of biomass feedstock used for biofuels. The agriculture/forest, services, and trade industries are the primary sectors that will benefit from the ongoing operation of biorefineries.« less

Navigating the job search superhighway.

PubMed

Linney, B J

2000-01-01

The recent Cyberforum on "Navigating the Job Search Superhighway" gave 131 American College of Physician Executive members the opportunity to discuss the job search process, addressing questions and sharing what they've learned through their experiences in the medical management job market. Several comments that convey the essence of the discussion are listed, representing the various viewpoints of the participants. The words are from physician executives who have gone through the job search process and from some who have been involved in hiring decisions. The topics range from the value of experience to the importance of having a management degree to tips on networking to preparing for the interview. The final section on contract negotiation is a composite of comments on the subject during the Cyberforum.

Evaluation and Analysis of the Cleff Job Matching System. Final Report. Volume 1: Introduction and Summary. Volume 2: Technical Dissertation and Appendices.

ERIC Educational Resources Information Center

Nathanson, Stanley N.

This report presents the results of an evaluation of the Cleff Job Matching System (CJMS). The CJMS provides a means by which jobs and job applicants can be matched at the semi- and low-skilled levels in both white- and blue-collar jobs. The CJMS operates by obtaining numerical profiles of both job seekers and jobs, across 16 Dimensions of Work,…

Preliminary Analysis of the Jobs and Economic Impacts of Renewable Energy Projects Supported by the §1603 Treasury Grant Program

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

Steinberg, Daniel; Porro, Gian; Goldberg, Marshall

This analysis responds to a request from the Department of Energy Office of Energy Efficiency and Renewable Energy to the National Renewable Energy Laboratory (NREL) to estimate the direct and indirect jobs and economic impacts of projects supported by the §1603 Treasury grant program. The analysis employs the Jobs and Economic Development Impacts (JEDI) models to estimate the gross jobs, earnings, and economic output supported by the construction and operation of the large wind (greater than 1 MW) and solar photovoltaic (PV) projects funded by the §1603 grant program.

Preliminary Analysis of the Jobs and Economic Impacts of Renewable Energy Projects Supported by the ..Section..1603 Treasury Grant Program

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

Steinberg, D.; Porro, G.; Goldberg, M.

This analysis responds to a request from the Department of Energy Office of Energy Efficiency and Renewable Energy to the National Renewable Energy Laboratory (NREL) to estimate the direct and indirect jobs and economic impacts of projects supported by the Section 1603 Treasury grant program. The analysis employs the Jobs and Economic Development Impacts (JEDI) models to estimate the gross jobs, earnings, and economic output supported by the construction and operation of the large wind (greater than 1 MW) and solar photovoltaic (PV) projects funded by the Section 1603 grant program.

Preliminary Analysis of the Jobs and Economic Impacts of Renewable Energy Projects Supported by the §1603Treasury Grant Program

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

Steinberg, Daniel; Porro, Gian; Goldberg, Marshall

2012-04-01

This analysis responds to a request from the Department of Energy Office of Energy Efficiency and Renewable Energy to the National Renewable Energy Laboratory (NREL) to estimate the direct and indirect jobs and economic impacts of projects supported by the §1603 Treasury grant program. The analysis employs the Jobs and Economic Development Impacts (JEDI) models to estimate the gross jobs, earnings, and economic output supported by the construction and operation of the large wind (greater than 1 MW) and solar photovoltaic (PV) projects funded by the §1603 grant program.

The ATLAS PanDA Monitoring System and its Evolution

NASA Astrophysics Data System (ADS)

Klimentov, A.; Nevski, P.; Potekhin, M.; Wenaus, T.

2011-12-01

The PanDA (Production and Distributed Analysis) Workload Management System is used for ATLAS distributed production and analysis worldwide. The needs of ATLAS global computing imposed challenging requirements on the design of PanDA in areas such as scalability, robustness, automation, diagnostics, and usability for both production shifters and analysis users. Through a system-wide job database, the PanDA monitor provides a comprehensive and coherent view of the system and job execution, from high level summaries to detailed drill-down job diagnostics. It is (like the rest of PanDA) an Apache-based Python application backed by Oracle. The presentation layer is HTML code generated on the fly in the Python application which is also responsible for managing database queries. However, this approach is lacking in user interface flexibility, simplicity of communication with external systems, and ease of maintenance. A decision was therefore made to migrate the PanDA monitor server to Django Web Application Framework and apply JSON/AJAX technology in the browser front end. This allows us to greatly reduce the amount of application code, separate data preparation from presentation, leverage open source for tools such as authentication and authorization mechanisms, and provide a richer and more dynamic user experience. We describe our approach, design and initial experience with the migration process.

Classification of municipal occupations.

PubMed

Ilmarinen, J; Suurnäkki, T; Nygård, C H; Landau, K

1991-01-01

Eighty-eight job titles were analyzed with the "ergonomic job analysis procedure" [Arbeitswissenschaftliche Erhebungsverfahren zur Tätigkeits-analyse abbreviated (AET) in German]. The objective was to classify the wide range of municipal jobs into homogeneous groups according to job demand and to provide better possibilities to study the relationships between work and health among the aging municipal working population. Altogether 216 items were classified. First, a hierarchical cluster analysis was made, and a dendrogram of the analyzed job titles was drawn. Second, a profile analysis was done in which the single items were grouped into 39 sum items, and a graphic profile was drawn. Finally, the stress factors were listed and drawn in ranking order. The cluster analysis formed 13 groups. Groups exposed to the highest stress factor level were kitchen supervisors, dentists, and physicians. More than 10 stress factors (greater than 50% of the maximum) were found in nursing, administration, installation, transport, and technical supervision.

How do nurse consultant job characteristics impact on job satisfaction? An Australian quantitative study.

PubMed

Giles, Michelle; Parker, Vicki; Mitchell, Rebecca; Conway, Jane

2017-01-01

There is a direct link between job satisfaction, nurses' job performance and improved patient outcomes. Understanding what job characteristics influence job satisfaction is vital if health organizations are to optimize individual employee satisfaction and performance. This is particularly necessary in the Nurse Consultant role, which is a multifaceted role that has evolved to meet the dynamic and changing needs of health services. This study aims to examine how job characteristics influence Nurse Consultant job satisfaction and identify differences across metropolitan and rural contexts. This paper presents quantitative findings that are part of a larger prospective cross sectional mixed method study. An online survey consisting of a variety of job characteristic factors was administered to all NCs working in a large Local Health District in New South Wales, Australia over an 8-week period in 2010. Descriptive analysis identified NC's perceptions of job satisfaction and job characteristics in their current role and factor and regression analysis identified relationships between these factors. Job satisfaction was identified as high (mean 4.3) and is strongly correlated with job autonomy, role clarity, role conflict and job support. A high level of role clarity has a moderating effect on the relationship between job autonomy and job satisfaction. Study findings inform how we prepare nurses for the NC role and how managers engage with and support NCs in their role taking into account context. Understanding the factors that influence job satisfaction and role effectiveness gives managers valuable information to assist in positioning and supporting these roles to maximize effectiveness across integrated and contemporary models of health care delivery.

[The relationship between job retainment and job satisfaction of hospital nurses].

PubMed

Lee, H W

1994-01-01

The purpose of this study was to describe the job retainment factors and the level of job satisfaction, and to identify the relationship between job retainment and the level of job satisfaction among the registered nurses working in hospitals. Four hundred eight registered nurses currently employed at 8 hospitals in Seoul were surveyed for the study. The 39 item, 5 point likert scale questionnaire was developed by the researcher. The internal consistency of job satisfaction was. 86 and that of job retainment was. 90 in Cronbach's alpha test. The data sas collected from July 15 to July 30, 1993. The SPSS/PC+statistical program was used for data analysis. The descriptive analysis of the characteristics of the subjects, the level of job satisfaction and the job retainment factors was done. The relationship between the job satisfaction level and the job retainment factors was tested with the Pearson Correlation Coefficient analysis, and the differences of job retainment scores among the sample was tested with t-test and ANOVA. The results of the study were summarized. 1. The mean age of the subjects was 29.7 years, 41.7% of them were married. 71.1% of them were 3 years course graduates, 71.8% of them were staff nurses, and the mean duration of experience was 6 years. 2. The factors related to professionalism (3.43), society (3.31), and interpersonal relationship (3.29) were significant in job retainment. The maximum score was 5.0 Two other factors, personal (3.05) and organization (2.83) factors, also showed relatively high scores. 3. The factors to the job satisfaction showed similar pattern as job retainment: professionalism (3.47), society (3.33), finance (3.31), interpersonal relationship (3.02), and organization (2.72). 4. Society related factors (r = .7420, p < .001) and professionalism (r = .7249, p < .001) had high correlation with job retainment. Personal (r = .6372, p < .001) and organizational (r = .3597, p < .001) factors had moderate relationship to job retainment. Finance (r = .3597, p < .001) had significant but weak relationship to job retainment. 5. Age, marital status, job position, departmental involvement, experience, and continuity of employment of the sample showed significant differences in job retainment. However, the period of job retainment, number of children, educational level, type of hospital, previous employment experience were not significant. 6. Individuals older than 40 years of age, who were married, who held the position of charge or head nurse position, who worked in central supply or nursing administration showed significantly high job retainment score.4+ among nurses.

The impact of psychological empowerment and organisational commitment on Chinese nurses' job satisfaction.

PubMed

Ouyang, Yan-Qiong; Zhou, Wen-Bin; Qu, Hui

2015-01-01

Research findings have shown that job satisfaction of Chinese nurses is at a low level. Limited studies have focused on the impact of psychological empowerment and organisational commitment on job satisfaction of Chinese nurses. The aim of this study is to describe job satisfaction, psychological empowerment and organisational commitment of Chinese nurses and to explore the impact of psychological empowerment and organisational commitment on the nurses' job satisfaction. A total of 726 nurses were recruited in a convenience sample from 10 tertiary hospitals. Data were collected using four questionnaires including Job Satisfaction Survey, Psychological Empowerment Scale, Organisational Commitment Scale and Demographic Questionnaire. Descriptive analysis, correlation and stepwise multiple regression were used for data analysis. Nurses' job satisfaction, psychological empowerment and organisational commitment were identified at moderate levels. Nurses' job satisfaction and psychological empowerment were significantly different in terms of age and length of service; nurse job satisfaction varied with respect to marital status. Findings further indicated that nurse job satisfaction was positively correlated with psychological empowerment and organisational commitment. Psychological empowerment, organisational commitment and marital status were significant predicting factors of nurse job satisfaction. This study provides evidence to help nursing managers and health policy-makers to develop intervention programs aimed at enhancing nurse job satisfaction and retaining nurses.

The impact of psychological empowerment and organizational commitment on Chines nurses' job satisfaction.

PubMed

Zhou, Wen-Bin; Ouyang, Yan-Qiong; Qu, Hui

2014-11-10

Abstract Background: Research findings have shown that job satisfaction of Chinese nurses is at a low level. Limited studies have focused on the impact of psychological empowerment and organizational commitment on job satisfaction of Chinese nurses. Aims: The aim of this study is to describe job satisfaction, psychological empowerment and organizational commitment of Chinese nurses and to explore the impact of psychological empowerment and organizational commitment on the nurses' job satisfaction. Methods: A total of 726 nurses were recruited in a convenience sample from 10 tertiary hospitals. Data were collected using four questionnaires including Job Satisfaction Survey, Psychological Empowerment Scale, Organizational Commitment Scale and Demographic Questionnaire. Descriptive analysis, correlation and stepwise multiple regression were used for data analysis. Results: Nurses' job satisfaction, psychological empowerment, and organizational commitment were identified at moderate levels. Nurses' job satisfaction and psychological empowerment were significantly different in terms of age and length of service; nurse job satisfaction varied with respect to marital status. Findings further indicated that nurse job satisfaction was positively correlated with psychological empowerment and organizational commitment. Psychological empowerment, organizational commitment, and marital status were significant predicting factors of nurse job satisfaction. Conclusions: This study provides evidence to help nursing managers and health policy-makers to develop intervention programs aimed at enhancing nurse job satisfaction and retaining nurses.

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

PubMed

Cook, Judith A; Burke-Miller, Jane K

2015-01-01

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

Job satisfaction of nurses and identifying factors of job satisfaction in Slovenian Hospitals.

PubMed

Lorber, Mateja; Skela Savič, Brigita

2012-06-01

To determine the level of job satisfaction of nursing professionals in Slovenian hospitals and factors influencing job satisfaction in nursing. The study included 4 hospitals selected from the hospital list comprising 26 hospitals in Slovenia. The employees of these hospitals represent 29.8% and 509 employees included in the study represent 6% of all employees in nursing in Slovenian hospitals. One structured survey questionnaire was administered to the leaders and the other to employees, both consisting 154 items evaluated on a 5 point Likert-type scale. We examined the correlation between independent variables (age, number of years of employment, behavior of leaders, personal characteristics of leaders, and managerial competencies of leaders) and the dependent variable (job satisfaction - satisfaction with the work, coworkers, management, pay, etc) by applying correlation analysis and multivariate regression analysis. In addition, factor analysis was used to establish characteristic components of the variables measured. We found a medium level of job satisfaction in both leaders (3.49±0.5) and employees (3.19±0.6), however, there was a significant difference between their estimates (t=3.237; P=lt;0.001). Job satisfaction was explained by age (Plt;0.05; β=0.091), years of employment (Plt;0.05; β=0.193), personal characteristics of leaders (Plt;0.001; β=0.158), and managerial competencies of leaders (Plt;0.000; β=0.634) in 46% of cases. The factor analysis yielded four factors explaining 64% of the total job satisfaction variance. Satisfied employees play a crucial role in an organization's success, so health care organizations must be aware of the importance of employees' job satisfaction. It is recommended to monitor employees' job satisfaction levels on an annual basis.

The Job Hunt: The Biggest Job You'll Ever Have. A Practical Guide for New College Graduates. Revised Edition.

ERIC Educational Resources Information Center

Nelson, Robert B.

A practical handbook to guide the job-hunting process, especially directed to recent college graduates, is presented. Information is provided on: marketing yourself, deciding what to do, the resume, informational interviewing, searching, interviewing, follow-up, considerations for the individual after being hired, the most common job-hunting…

Career Survival: Strategic Job and Role Planning. Pfeiffer Career Series.

ERIC Educational Resources Information Center

Schein, Edgar H.

This book was designed to help managers and employees to decipher the two crucial elements in work design and human resource planning: the role network that surrounds every position and the key stakeholders whose expectations define the essence of the job. It provides a structured process for analyzing one's own job as well as the jobs of…

Job Rotation in an Academic Library: Damned if You Do and Damned if You Don't!

ERIC Educational Resources Information Center

Malinski, Richard M.

2002-01-01

Considers job rotation, the systematic movement of employees from one job to another, as one of the tools for organizational development. Reviews relevant print and Internet literature, discusses the pros and cons of job rotation, and describes experiences at the Ryerson University library to illustrate process. (Author/LRW)

Traditional and Cognitive Job Analyses as Tools for Understanding the Skills Gap.

ERIC Educational Resources Information Center

Hanser, Lawrence M.

Traditional methods of job and task analysis may be categorized as worker-oriented methods focusing on general human behaviors performed by workers in jobs or as job-oriented methods focusing on the technologies involved in jobs. The ability of both types of traditional methods to identify, understand, and communicate the skills needed in high…

Determining Positions and Desired Applicant Characteristics in Sports Job Ads

ERIC Educational Resources Information Center

Atali, Levent

2015-01-01

The purpose of this study is to determine the diversity of positions occurring in sports job ads and reveal the characteristics requested from applicants for each position. This study examined 103 sports-related job ads obtained from four human resources websites. Using content analysis, job ads were examined in terms of job titles, and the…

Using Job Analytic Perceptions to Predict Stressor Levels among Factory Supervisors.

ERIC Educational Resources Information Center

Love, Kevin G.; And Others

Job stress is recognized as a primary roadblock to achieving job satisfaction. In order to investigate the linkage between important job characteristics and stressor levels, 378 factory supervisors (aged 45-54; 89 percent male; 93 percent white with an average of 21 years with the company) completed a two-part job analysis questionnaire. In the…

Examining a Proposed Job Retention Model for Adult Workers with Mental Retardation

ERIC Educational Resources Information Center

Fornes, Sandra L.

2008-01-01

This research provides an analysis of factors predicting job retention (JR), job satisfaction (JS), and job performance (JP) of workers with mental retardation (MR). The findings highlight self-determination as a critical skill in influencing three important employee's outcomes, JR, JS, and JP. The intent of the study was to develop job retention…

Identifying Skill Requirements for GIS Positions: A Content Analysis of Job Advertisements

ERIC Educational Resources Information Center

Hong, Jung Eun

2016-01-01

This study identifies the skill requirements for geographic information system (GIS) positions, including GIS analysts, programmers/developers/engineers, specialists, and technicians, through a content analysis of 946 GIS job advertisements from 2007-2014. The results indicated that GIS job applicants need to possess high levels of GIS analysis…

Information Systems Security Job Advertisement Analysis: Skills Review and Implications for Information Systems Curriculum

ERIC Educational Resources Information Center

Brooks, Nita G.; Greer, Timothy H.; Morris, Steven A.

2018-01-01

The authors' focus was the assessment of skill requirements for information systems security positions to understand expectations for security jobs and to highlight issues relevant to curriculum management. The analysis of 798 job advertisements involved the exploration of domain-related and soft skills as well as degree and certification…

Task Management in the New ATLAS Production System

NASA Astrophysics Data System (ADS)

De, K.; Golubkov, D.; Klimentov, A.; Potekhin, M.; Vaniachine, A.; Atlas Collaboration

2014-06-01

This document describes the design of the new Production System of the ATLAS experiment at the LHC [1]. The Production System is the top level workflow manager which translates physicists' needs for production level processing and analysis into actual workflows executed across over a hundred Grid sites used globally by ATLAS. As the production workload increased in volume and complexity in recent years (the ATLAS production tasks count is above one million, with each task containing hundreds or thousands of jobs) there is a need to upgrade the Production System to meet the challenging requirements of the next LHC run while minimizing the operating costs. In the new design, the main subsystems are the Database Engine for Tasks (DEFT) and the Job Execution and Definition Interface (JEDI). Based on users' requests, DEFT manages inter-dependent groups of tasks (Meta-Tasks) and generates corresponding data processing workflows. The JEDI component then dynamically translates the task definitions from DEFT into actual workload jobs executed in the PanDA Workload Management System [2]. We present the requirements, design parameters, basics of the object model and concrete solutions utilized in building the new Production System and its components.

The Impact of Organizational Commitment and Nursing Organizational Culture on Job Satisfaction in Korean American Registered Nurses.

PubMed

Kim, Young Im; Geun, Hyo Geun; Choi, SookJa; Lee, Young Sil

2016-09-01

This study aimed to describe the perceived level of organizational commitment and organizational culture of Korean American Registered Nurses (KARNs) and to investigate predictors of job satisfaction. A total of 163 KARNs working in U.S. hospitals responded to a Web survey. Descriptive analysis, t test, analysis of variance, and stepwise regressions were used for data analysis. KARNs reported moderate levels of job satisfaction (3.5 ± 0.58). Job satisfaction was positively correlated with both organizational commitment (r = .85, p < .001) and culture (r = .66, p < .001). KARNs who were aged ≥50, married, hospital-employed, had longer nursing experience, and experienced turnover at least once were more likely to report higher job satisfaction compared with other nurses. Organizational commitment, culture, marital status, and workplace were significant predictors of and explained 76.8% of the variance in job satisfaction. This study provides evidence to help nursing managers and health policy makers develop educational programs aimed at enhancing job satisfaction and retention of KARNs. © The Author(s) 2016.

[Relationship between job satisfaction and occupational stress in the workers of a thermal power plant].

PubMed

Gu, Gui-zhen; Yu, Shan-fa; Zhou, Wen-hui

2011-12-01

To explore the relationship between job satisfaction and occupational stress in the workers of a thermal power plant. The cluster sampling method was used to investigate 875 workers in a thermal power plant. The job satisfaction, occupational stressors, strains, personalities, meeting strategy and social support were measured using occupational stress instruments, job content questionnaire and effort-reward imbalance questionnaire. There were no significant differences of job satisfaction scores between different groups according to sex, educational level, marriage status, smoking and drinking (P > 0.05). But there were significant differences of job satisfaction scores between different age groups or between different service length groups (P < 0.01). The correlation analysis revealed that job satisfaction scores were related positively to responsibility for persons and things, promotion opportunity, job control, job stabilization, rewards, mental health, positive affectivity, self-esteem, superior support and coworker support scores (P < 0.05 or P < 0.01), negatively to role ambiguity and conflict, job future ambiguity, job demands, negative affectivity, depressive symptoms, patience, and mental locus of work control(P < 0.05 or P < 0.01). The results of variance analysis indicated that the job relationship, responsibility for persons and things, promotion opportunity, job control, job stabilization, reward, mental health, positive affectivity, self-esteem and buffer scores of the workers with high job satisfaction scores were significantly higher than those of workers with moderate and lower job satisfaction scores (P < 0.01), but the role ambiguity and conflict, job future ambiguity, job demands, and depressive symptoms scores and mental locus of work control of the workers with high job satisfaction scores were significantly lower than those of workers with moderate and lower job satisfaction scores (P < 0.05 or P < 0.01). The results of multivariate logistic regression analysis showed that the risk of job dissatisfaction for workers with low reward was about four times as high as that for workers with high reward (OR = 3.773), the risks of job dissatisfaction for workers with low social support and mental locus of external work control were about two times as high as that for workers with high social support or mental locus of internal work control (OR = 2.419 and 2.219, respectively). The daily life stress, low control strategy, low support strategy, low job control and negative affectivity were risk factors of job dissatisfaction (OR = 1.125 approximately 1.790), but the self-esteem and positive affectivity could reduce the risk of job dissatisfaction. Increasing the decision level, social support, meeting strategy and reward or decreasing the role conflict and ambiguity, demands and negative affectivity could improve worker's job satisfaction level.

Individual and group-level job resources and their relationships with individual work engagement

PubMed Central

Füllemann, Désirée; Brauchli, Rebecca; Jenny, Gregor J.; Bauer, Georg F.

2016-01-01

Objectives: This study adds a multilevel perspective to the well-researched individual-level relationship between job resources and work engagement. In addition, we explored whether individual job resources cluster within work groups because of a shared psychosocial environment and investigated whether a resource-rich psychosocial work group environment is beneficial for employee engagement over and above the beneficial effect of individual job resources and independent of their variability within groups. Methods: Data of 1,219 employees nested in 103 work groups were obtained from a baseline employee survey of a large stress management intervention project implemented in six medium and large-sized organizations in diverse sectors. A variety of important job resources were assessed and grouped to an overall job resource factor with three subfactors (manager behavior, peer behavior, and task-related resources). Data were analyzed using multilevel random coefficient modeling. Results: The results indicated that job resources cluster within work groups and can be aggregated to a group-level job resources construct. However, a resource-rich environment, indicated by high group-level job resources, did not additionally benefit employee work engagement but on the contrary, was negatively related to it. Conclusions: On the basis of this unexpected result, replication studies are encouraged and suggestions for future studies on possible underlying within-group processes are discussed. The study supports the presumed value of integrating work group as a relevant psychosocial environment into the motivational process and indicates a need to further investigate emergent processes involved in aggregation procedures across levels. PMID:27108639

Relationship between job stress, occupational position and job satisfaction using a brief job stress questionnaire (BJSQ).

PubMed

Kawada, Tomoyuki; Otsuka, Toshiaki

2011-01-01

Subjects with higher occupational position are speculated to have higher ability to handle with stress, and they were less affected by job stress. This study focused on the relationship between job satisfaction and three sub-scales of a brief job stress questionnaire (BJSQ) related to workload. This self-administered questionnaire was distributed to 371 employees of a company, and all the workers sent back their responses. Among the 57 items graded on a 4-point Likert-type scale to measure job stressors, psycho-physical complaints, and support for workers, the authors studied the influence of quantitative and qualitative job overload (six items), job control (three items), and support port (six items). The job satisfaction score estimated on a 4-point Likert-type scale was also used in relation to job stress determined using a 15-item scale from the BJSQ based on demand-control-support model. Occupational positions were classified into directors, managers, and general workers, and the content of job was classified into clerical workers, skilled technicians, and unskilled manual workers. All the scales on job stress presented acceptable alpha coefficients reflecting high internal consistency (job demand: 0.855, job control: 0.644, and support: 0.878, respectively). Principal axis factor analysis was conducted, and three factors were extracted; support, job demand and job control. There was a significant difference in the mean score among four groups divided by the job satisfaction level as evaluated by Dunnett's multiple comparison, and members who were dissatisfied with their job showed a high job demand, limited job control, and poor support. The mean score of support for managers were significantly higher (lower support) than that for general workers. The logistic regression analysis revealed that job control and support contributed significantly to job satisfaction. In addition, unskilled manual workers showed significantly higher job dissatisfaction compared with clerical workers. Worsening of job satisfaction was related to poor job control and lack of support. Strategies to alleviate job stress are therefore urgently needed.

Development of Field Methodology and Processes for Task Analysis and Training Feedback

DTIC Science & Technology

1978-10-31

To evaluate technical ability and/or pco ad~nil- 2064 5. If part is in. notifies Shop Pffice t-e Job status is tration of shop supply elemnt and...Pepairs are ct- Dieted within a reasonable tnie frare consistent with prevailing conditions and pablispied standards, 5. Corpletion cf work must be

Human Resource Development in Newspaper Recruitment Advertisements: A Resource for Curriculum Design

ERIC Educational Resources Information Center

Brooks, Kit; Nafukho, Fredrick Muyia; Herrington, Mary

2004-01-01

This paper explored HRD-related job advertisements in the state of Arkansas over a five-year period. This analysis was part of the curriculum revision process for a graduate Workforce Development Program at the state's "flagship" university. Classified advertisements from newspapers of major cities across the state were examined to…

Results of the 2012-2013 Association of Residents in Radiation Oncology (ARRO) Job Search and Career Planning Survey of Graduating Residents in the United States

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

Mattes, Malcolm D., E-mail: mdm9007@nyp.org; Kharofa, Jordan; Zeidan, Youssef H.

Purpose/Objective(s): To determine the timeline used by postgraduate year (PGY)-5 radiation oncology residents during the job application process and the factors most important to them when deciding on a first job. Methods and Materials: In 2012 and 2013, the Association of Residents in Radiation Oncology conducted a nationwide electronic survey of PGY-5 radiation oncology residents in the United States during the final 2 months of their training. Descriptive statistics are reported. In addition, subgroup analysis was performed. Results: Surveys were completed by 180 of 314 residents contacted. The median time to start networking for the purpose of employment was Januarymore » PGY-4; to start contacting practices, complete and upload a curriculum vitae to a job search website, and use the American Society of Radiation Oncology Career Center was June PGY-4; to obtain letters of recommendation was July PGY-5; to start interviewing was August PGY-5; to finish interviewing was December PGY-5; and to accept a contract was January PGY-5. Those applying for a community position began interviewing at an earlier average time than did those applying for an academic position (P=.04). The most important factors to residents when they evaluated job offers included (in order from most to least important) a collegial environment, geographic location, emphasis on best patient care, quality of support staff and facility, and multidisciplinary approach to patient care. Factors that were rated significantly different between subgroups based on the type of position applied for included adequate mentoring, dedicated research time, access to clinical trials, amount of time it takes to become a partner, geographic location, size of group, starting salary, and amount of vacation and days off. Conclusions: The residents' perspective on the job application process over 2 years is documented to provide a resource for current and future residents and employers to use.« less

Recovery Act : Heterogeneous Feed Biorefinery Project

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

Schofield, Richard

2015-03-15

To overcome the hurdles associated with introducing a new technology, Enerkem applied to the US DOE for grant assistance with its Pontotoc, Mississippi, biorefinery under the DOE’s Demonstration of Integrated Biorefinery Operations FOA. Consistent with Enerkem’s strategic approach, the project proposed uses post sorted municipal solid waste blended with other forest residue. The proposed biorefinery is to be located within the boundaries of a working landfill, thus simplifying many aspects of environmental permitting while also reducing feedstock acquisition and transportation costs. An economic impact analysis was conducted using an adaptation of the US Department of Energy’s JEDI (Jobs and Economicmore » Development Impact) model for an ethanol-producing biorefinery. The JEDI model, which does not have a thermochemical processing option, had to be configured to reflect a biomass feedstock and was thus adapted by Enerkem to account for the unique feedstock requirements and operations of the Project. According to this model, development, construction, and 2 years of operation of the biorefinery require an investment of approximately $140 million. Also, a construction period of 18 months will create significant direct and indirect employment. Indirect employment includes steel manufacturers, construction materials manufacturers, material shipping, equipment manufacturers and fabrication, etc. During the construction phase of the Project, 210 total jobs are expected to be created, including 145 direct jobs and 72 indirect or induced jobs. During the operating period, 131 jobs would be created, 95 of which are direct. It is anticipated that the project will create at least 10 new jobs (included in the above figures and in addition to the JEDI data) in the sorting and recycling sector, since the project will require operations in sorting MSW since valuable ferrous, nonferrous and recyclable plastic materials will be sorted from MSW as part of the process that isolates MSW-derived biomass.« less

Results of the 2012-2013 Association of Residents in Radiation Oncology (ARRO) job search and career planning survey of graduating residents in the United States.

PubMed

Mattes, Malcolm D; Kharofa, Jordan; Zeidan, Youssef H; Tung, Kaity; Gondi, Vinai; Golden, Daniel W

2014-01-01

To determine the timeline used by postgraduate year (PGY)-5 radiation oncology residents during the job application process and the factors most important to them when deciding on a first job. In 2012 and 2013, the Association of Residents in Radiation Oncology conducted a nationwide electronic survey of PGY-5 radiation oncology residents in the United States during the final 2 months of their training. Descriptive statistics are reported. In addition, subgroup analysis was performed. Surveys were completed by 180 of 314 residents contacted. The median time to start networking for the purpose of employment was January PGY-4; to start contacting practices, complete and upload a curriculum vitae to a job search website, and use the American Society of Radiation Oncology Career Center was June PGY-4; to obtain letters of recommendation was July PGY-5; to start interviewing was August PGY-5; to finish interviewing was December PGY-5; and to accept a contract was January PGY-5. Those applying for a community position began interviewing at an earlier average time than did those applying for an academic position (P=.04). The most important factors to residents when they evaluated job offers included (in order from most to least important) a collegial environment, geographic location, emphasis on best patient care, quality of support staff and facility, and multidisciplinary approach to patient care. Factors that were rated significantly different between subgroups based on the type of position applied for included adequate mentoring, dedicated research time, access to clinical trials, amount of time it takes to become a partner, geographic location, size of group, starting salary, and amount of vacation and days off. The residents' perspective on the job application process over 2 years is documented to provide a resource for current and future residents and employers to use. Copyright © 2014 Elsevier Inc. All rights reserved.

[Development and Evaluation of the Work-Related Intervention "Perspective Job" for the Oncological Rehabilitation].

PubMed

Kähnert, H; Exner, A-K; Brand, S; Leibbrand, B

2016-06-01

The knowledge about contents and arrangement of work-related measures in oncological rehabilitation is limited. The aim of the study was to develop a multimodal work-related module called Perspective Job for the oncological rehabilitation as well as to evaluate the process of development and the module itself. Perspective Job was developed within a rehabilitation team. For an examination of the process of development and of the module expert interviews with clinic employees and group interviews with patients were conducted. Group interviews were conducted before as well as after the implementation of Perspective Job to demonstrate changes in the rehabilitation from the patients point of view. Participants were oncological patients with substantial work-related problems. The module Perspective Job consists of work-related therapies as well as job trainings. The expert interviews illustrates: The process of development is valued as positive and meaningful by the rehabilitation team. Furthermore synergetic effects were used and the exchange of information and the communication within the team were promoted. The interviews with the patient emphasized that most perspective job therapies were classified as work-related and that an individual occupation-oriented care took place. The promoting exchanges of experience between the participants has been positively evaluated. In addition, they seemed to be well-prepared for the return to work. The development of a work-related module in the rehabilitation team is possible. The process was valued by the team members positively and promoted the multiprofessional cooperation. An occupationally oriented arrangement of the rehabilitation was solely perceived by the participants of Perspective Job, which felt better prepared to reintegrate into working life. The results emphasize the importance of teamwork for the development and implementation of work-related therapy modules for the oncological rehabilitation. © Georg Thieme Verlag KG Stuttgart · New York.

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

PubMed Central

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

2013-01-01

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

Distributed analysis at LHCb

NASA Astrophysics Data System (ADS)

Williams, Mike; Egede, Ulrik; Paterson, Stuart; LHCb Collaboration

2011-12-01

The distributed analysis experience to date at LHCb has been positive: job success rates are high and wait times for high-priority jobs are low. LHCb users access the grid using the GANGA job-management package, while the LHCb virtual organization manages its resources using the DIRAC package. This clear division of labor has benefitted LHCb and its users greatly; it is a major reason why distributed analysis at LHCb has been so successful. The newly formed LHCb distributed analysis support team has also proved to be a success.

CERES AuTomAted job Loading SYSTem (CATALYST): An automated workflow manager for satellite data production

NASA Astrophysics Data System (ADS)

Gleason, J. L.; Hillyer, T. N.; Wilkins, J.

2012-12-01

The CERES Science Team integrates data from 5 CERES instruments onboard the Terra, Aqua and NPP missions. The processing chain fuses CERES observations with data from 19 other unique sources. The addition of CERES Flight Model 5 (FM5) onboard NPP, coupled with ground processing system upgrades further emphasizes the need for an automated job-submission utility to manage multiple processing streams concurrently. The operator-driven, legacy-processing approach relied on manually staging data from magnetic tape to limited spinning disk attached to a shared memory architecture system. The migration of CERES production code to a distributed, cluster computing environment with approximately one petabyte of spinning disk containing all precursor input data products facilitates the development of a CERES-specific, automated workflow manager. In the cluster environment, I/O is the primary system resource in contention across jobs. Therefore, system load can be maximized with a throttling workload manager. This poster discusses a Java and Perl implementation of an automated job management tool tailored for CERES processing.

Minimizing makespan in a two-stage flow shop with parallel batch-processing machines and re-entrant jobs

NASA Astrophysics Data System (ADS)

Huang, J. D.; Liu, J. J.; Chen, Q. X.; Mao, N.

2017-06-01

Against a background of heat-treatment operations in mould manufacturing, a two-stage flow-shop scheduling problem is described for minimizing makespan with parallel batch-processing machines and re-entrant jobs. The weights and release dates of jobs are non-identical, but job processing times are equal. A mixed-integer linear programming model is developed and tested with small-scale scenarios. Given that the problem is NP hard, three heuristic construction methods with polynomial complexity are proposed. The worst case of the new constructive heuristic is analysed in detail. A method for computing lower bounds is proposed to test heuristic performance. Heuristic efficiency is tested with sets of scenarios. Compared with the two improved heuristics, the performance of the new constructive heuristic is superior.

Applications of a job classification system in occupational epidemiology.

PubMed Central

Gamble, J F; Spirtas, R; Easter, P

1976-01-01

An occupational preventive medicine program attempts to control exposure so workers experience no detrimental effect on health. In a chemically complex industry, the definition of exposure is difficult because of the many different chemicals used and produced, the many different jobs and processes with qualitatively different exposures, and the movement of workers from job to job. Jobs have therefore been grouped on the basis of process or product into functionally homogeneous categories called occupational titles (OT's). Work experience can now be quantified independent of exposure (or by the dominant toxicants in each OT) and compared to health outcomes. Examples are discussed of the application of OT's to studies of the mortality and morbidity experience in the rubber industry, and the development of dose-response relations. PMID:961945

Race as a predictor of job satisfaction and turnover in US nurses.

PubMed

Doede, Megan

2017-04-01

The purpose of this analysis is to determine US minority nurses' job satisfaction and turnover using three outcome variables: job dissatisfaction; change of jobs; and intent to quit. A balanced nursing workforce is essential for supporting a racially diverse nation. Understanding minority nurses' job satisfaction is the first step in achieving this balance. A secondary data analysis was conducted using the 2008 National Sample Survey of Registered Nurses. The association between race and job satisfaction was examined using logistic regression. Black nurses were more likely to intend to quit than white ones (OR = 1.46, 95% CI = 1.31-1.64), as were Hispanics (OR = 1.35, 95% CI = 1.18-1.55). Asians were less dissatisfied (OR = 0.69, 95% CI = 0.57-0.84), and less likely to have changed jobs (OR = 0.71, 95% CI = 0.60-85) or intend to quit (OR = 0.84, 95% CI = 0.75-0.95) than white nurses. This analysis demonstrated that black and Hispanic nurses are more likely to intend to quit, even while controlling for dissatisfaction. The reasons for this, and the increased job satisfaction demonstrated by Asian nurses, are directions for future research. Nurse managers should endeavour to create a workplace free of discrimination. Efforts to increase the job satisfaction of all nurses are of equal importance. © 2017 John Wiley & Sons Ltd.

Korean Emotional Laborers' Job Stressors and Relievers: Focus on Work Conditions and Emotional Labor Properties

PubMed Central

Lee, Garam

2015-01-01

Background The present study aims to investigate job stressors and stress relievers for Korean emotional laborers, specifically focusing on the effects of work conditions and emotional labor properties. Emotional laborers are asked to hide or distort their real emotions in their interaction with clients. They are exposed to high levels of stress in the emotional labor process, which leads to serious mental health risks including burnout, depression, and even suicide impulse. Exploring job stressors and relieving factors would be the first step in seeking alternatives to protect emotional laborers from those mental health risks. Methods Using the third wave data of Korean Working Conditions Survey, logistic regression analysis was conducted for two purposes: to examine the relations of emotional labor and stress, and to find out job stressors and relievers for emotional laborers. Results The chances of stress arousal are 3.5 times higher for emotional laborers; emotional laborers experience double risk-burden for stress arousal. In addition to general job stressors, emotional laborers need to bear burdens related to emotional labor properties. The effect of social support at the workplace is not significant for stress relief, unlike common assumptions, whereas subjective satisfaction (wage satisfaction and work-life balance) is proven to have relieving effects on emotional laborers' job stress. Conclusion From the results, the importance of a balanced understanding of emotional labor for establishing effective policies for emotional laborer protection is stressed. PMID:26929847

Job Strain and Ambulatory Blood Pressure: A Meta-Analysis and Systematic Review

PubMed Central

Dobson, Marnie; Koutsouras, George; Schnall, Peter

2013-01-01

We reviewed evidence of the relationship between job strain and ambulatory blood pressure (ABP) in 29 studies (1985–2012). We conducted a quantitative meta-analysis on 22 cross-sectional studies of a single exposure to job strain. We systematically reviewed 1 case–control study, 3 studies of cumulative exposure to job strain, and 3 longitudinal studies. Single exposure to job strain in cross-sectional studies was associated with higher work systolic and diastolic ABP. Associations were stronger in men than women and in studies of broad-based populations than those with limited occupational variance. Biases toward the null were common, suggesting that our summary results underestimated the true association. Job strain is a risk factor for blood pressure elevation. Workplace surveillance programs are needed to assess the prevalence of job strain and high ABP and to facilitate workplace cardiovascular risk reduction interventions. PMID:23327240

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

PubMed

Mital, A

1999-01-01

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

JOB BUILDER remote batch processing subsystem

NASA Technical Reports Server (NTRS)

Orlov, I. G.; Orlova, T. L.

1980-01-01

The functions of the JOB BUILDER remote batch processing subsystem are described. Instructions are given for using it as a component of a display system developed by personnel of the System Programming Laboratory, Institute of Space Research, USSR Academy of Sciences.

Occupational stress and job satisfaction among flight nurses. A survey of National Flight Nurses Association members.

PubMed

Whitley, T W; Benson, N H; Allison, E J; Revicki, D A

1989-07-01

A mail survey of members of the National Flight Nurses Association was conducted to assess occupational stress and job satisfaction. In addition to scales measuring stress and job satisfaction, the questionnaire requested demographic information and included a depression scale. The anticipated direct relationship between stress and depression was observed (r = .56, p .0001), as were the expected inverse relationships between stress and job satisfaction (r = .54, p less than .0001), and between depression and job satisfaction (r = -.45, p .0001). Responses to statements on the stress scale indicated that work interference with family life and failure to receive recognition were important sources of stress, while avoidance behaviors such as tardiness and daydreaming were used infrequently to cope with stress. Inadequate recognition, particularly by administrators and supervisors, and lack of involvement in decision-making processes surfaced as sources of dissatisfaction, as did inadequate feedback about job performance. The tasks performed by flight nurses and being members of cohesive work groups were important sources of job satisfaction. The results indicate that although flight nurses basically are satisfied with their jobs and enjoy working in air medical transport, they want to know that they are performing well. They also want to be involved in decision-making processes and to be recognized for the stressful jobs they perform.

An Analysis of Job Evaluation Committee and Job Holder Gender Effects on Job Evaluation.

ERIC Educational Resources Information Center

Lewis, Chad T.; Stevens, Cynthia Kay

1990-01-01

A total of 204 business students organized in committees evaluated jobs for accountability, knowledge and skills, and mental demands. The same position was rated more highly when held by a male rather than a female, regardless of whether the committee was predominantly male or female. The importance of anonymity of job holders when conducting job…

Job stress and job satisfaction: home care workers in a consumer-directed model of care.

PubMed

Delp, Linda; Wallace, Steven P; Geiger-Brown, Jeanne; Muntaner, Carles

2010-08-01

To investigate determinants of job satisfaction among home care workers in a consumer-directed model. Analysis of data collected from telephone interviews with 1,614 Los Angeles home care workers on the state payroll in 2003. Multivariate logistic regression analysis was used to determine the odds of job satisfaction using job stress model domains of demands, control, and support. Abuse from consumers, unpaid overtime hours, and caring for more than one consumer as well as work-health demands predict less satisfaction. Some physical and emotional demands of the dyadic care relationship are unexpectedly associated with greater job satisfaction. Social support and control, indicated by job security and union involvement, have a direct positive effect on job satisfaction. Policies that enhance the relational component of care may improve workers' ability to transform the demands of their job into dignified and satisfying labor. Adequate benefits and sufficient authorized hours of care can minimize the stress of unpaid overtime work, caring for multiple consumers, job insecurity, and the financial constraints to seeking health care. Results have implications for the structure of consumer-directed models of care and efforts to retain long-term care workers.

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

PubMed

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

2014-12-01

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

Recommendations for Review of TRADOC Pam 351-4(T).

DTIC Science & Technology

1981-07-08

demonstrate proficiency in performing task at speed required on the job . Overtrain - Trainee must be trained to a high standard of retention ...20, It different from Report) OI. SUPPLEMENTARY NOTES 1. KEY WORDS (Continue on reveree aide It necessary and Identify by block number) Job Analysis...the analysis effort. The terminology in 351-4 is confusing. For example, no distinction is made between job and task analysis. There are no practical

Catch me if I fall! Enacted uncertainty avoidance and the social safety net as country-level moderators in the job insecurity-job attitudes link.

PubMed

Debus, Maike E; Probst, Tahira M; König, Cornelius J; Kleinmann, Martin

2012-05-01

Job insecurity is related to many detrimental outcomes, with reduced job satisfaction and affective organizational commitment being the 2 most prominent reactions. Yet, effect sizes vary greatly, suggesting the presence of moderator variables. On the basis of Lazarus's cognitive appraisal theory, we assumed that country-level enacted uncertainty avoidance and a country's social safety net would affect an individual's appraisal of job insecurity. More specifically, we hypothesized that these 2 country-level variables would buffer the negative relationships between job insecurity and the 2 aforementioned job attitudes. Combining 3 different data sources, we tested the hypotheses in a sample of 15,200 employees from 24 countries by applying multilevel modeling. The results confirmed the hypotheses that both enacted uncertainty avoidance and the social safety net act as cross-level buffer variables. Furthermore, our data revealed that the 2 cross-level interactions share variance in explaining the 2 job attitudes. Our study responds to calls to look at stress processes from a multilevel perspective and highlights the potential importance of governmental regulation when it comes to individual stress processes. (PsycINFO Database Record (c) 2012 APA, all rights reserved).

Convergence among Data Sources, Response Bias, and Reliability and Validity of a Structured Job Analysis Questionnaire.

ERIC Educational Resources Information Center

Smith, Jack E.; Hakel, Milton D.

1979-01-01

Examined are questions pertinent to the use of the Position Analysis Questionnaire: Who can use the PAQ reliably and validly? Must one rely on trained job analysts? Can people having no direct contact with the job use the PAQ reliably and validly? Do response biases influence PAQ responses? (Author/KC)

Development and Validation of a Computer Interactive Test Battery.

ERIC Educational Resources Information Center

Sheppard, Valarie A.; Baker, Todd A.; Gebhardt, Deborah L.; Leonard, Kristine M.

The purpose of this project was to develop valid evaluation procedures for the selection of Container Equipment Operators (CEOs) in the shipping industry. A job analysis was conducted to identify the essential tasks of the CEO job. Site visits, a task inventory, and the determination of essential tasks were used in the job analysis. The skills and…

Confirmatory Analytic Tests of Three Causal Models Relating Job Perceptions to Job Satisfaction.

DTIC Science & Technology

1984-12-01

Perceptions ~Job SatisfactionD I~i- Confirmatory Analysi s Precognitive Postcognitive L ft A e S T R A f T I ( C O n" " n ," , V fV f f vv r e # d o i t c e...in the causal order, and job perceptions and job satisfaction are reciprocally related; (b) a precognitive -recursive model in which job perceptions...occur after job satisfaction in the causal order and are effects but not causes of job satisfaction; and (c) a precognitive DD FOR 1473 EDITION 01O NOV

Simplified Distributed Computing

NASA Astrophysics Data System (ADS)

Li, G. G.

2006-05-01

The distributed computing runs from high performance parallel computing, GRID computing, to an environment where idle CPU cycles and storage space of numerous networked systems are harnessed to work together through the Internet. In this work we focus on building an easy and affordable solution for computationally intensive problems in scientific applications based on existing technology and hardware resources. This system consists of a series of controllers. When a job request is detected by a monitor or initialized by an end user, the job manager launches the specific job handler for this job. The job handler pre-processes the job, partitions the job into relative independent tasks, and distributes the tasks into the processing queue. The task handler picks up the related tasks, processes the tasks, and puts the results back into the processing queue. The job handler also monitors and examines the tasks and the results, and assembles the task results into the overall solution for the job request when all tasks are finished for each job. A resource manager configures and monitors all participating notes. A distributed agent is deployed on all participating notes to manage the software download and report the status. The processing queue is the key to the success of this distributed system. We use BEA's Weblogic JMS queue in our implementation. It guarantees the message delivery and has the message priority and re-try features so that the tasks never get lost. The entire system is built on the J2EE technology and it can be deployed on heterogeneous platforms. It can handle algorithms and applications developed in any languages on any platforms. J2EE adaptors are provided to manage and communicate the existing applications to the system so that the applications and algorithms running on Unix, Linux and Windows can all work together. This system is easy and fast to develop based on the industry's well-adopted technology. It is highly scalable and heterogeneous. It is an open system and any number and type of machines can join the system to provide the computational power. This asynchronous message-based system can achieve second of response time. For efficiency, communications between distributed tasks are often done at the start and end of the tasks but intermediate status of the tasks can also be provided.

Design of the DISCovery project: tailored work-oriented interventions to improve employee health, well-being, and performance-related outcomes in hospital care

PubMed Central

2013-01-01

Background It is well-known that health care workers in today’s general hospitals have to deal with high levels of job demands, which could have negative effects on their health, well-being, and job performance. A way to reduce job-related stress reactions and to optimize positive work-related outcomes is to raise the level of specific job resources and opportunities to recover from work. However, the question remains how to translate the optimization of the balance between job demands, job resources, and recovery opportunities into effective workplace interventions. The aim of the DISCovery project is to develop and implement tailored work-oriented interventions to improve health, well-being, and performance of health care personnel. Methods/Design A quasi-experimental field study with a non-equivalent control group pretest-posttest design will be conducted in a top general hospital. Four existing organizational departments will provide both an intervention and a comparison group. Two types of research methods are used: (1) a longitudinal web-based survey study, and (2) a longitudinal daily diary study. After base-line measures of both methods, existing and yet to be developed interventions will be implemented within the experimental groups. Follow-up measurements will be taken one and two years after the base-line measures to analyze short-term and long-term effects of the interventions. Additionally, a process evaluation and a cost-effectiveness analysis will be carried out. Discussion The DISCovery project fulfills a strong need for theory-driven and scientifically well-performed research on job stress and performance interventions. It will provide insight into (1) how a balance between job demands, job resources, and recovery from work can be optimized, (2) the short-term and long-term effects of tailored work-oriented effects, and (3) indicators for successful or unsuccessful implementation of interventions. PMID:23421647

Design of the DISCovery project: tailored work-oriented interventions to improve employee health, well-being, and performance-related outcomes in hospital care.

PubMed

Niks, Irene M W; de Jonge, Jan; Gevers, Josette M P; Houtman, Irene L D

2013-02-19

It is well-known that health care workers in today's general hospitals have to deal with high levels of job demands, which could have negative effects on their health, well-being, and job performance. A way to reduce job-related stress reactions and to optimize positive work-related outcomes is to raise the level of specific job resources and opportunities to recover from work. However, the question remains how to translate the optimization of the balance between job demands, job resources, and recovery opportunities into effective workplace interventions. The aim of the DISCovery project is to develop and implement tailored work-oriented interventions to improve health, well-being, and performance of health care personnel. A quasi-experimental field study with a non-equivalent control group pretest-posttest design will be conducted in a top general hospital. Four existing organizational departments will provide both an intervention and a comparison group. Two types of research methods are used: (1) a longitudinal web-based survey study, and (2) a longitudinal daily diary study. After base-line measures of both methods, existing and yet to be developed interventions will be implemented within the experimental groups. Follow-up measurements will be taken one and two years after the base-line measures to analyze short-term and long-term effects of the interventions. Additionally, a process evaluation and a cost-effectiveness analysis will be carried out. The DISCovery project fulfills a strong need for theory-driven and scientifically well-performed research on job stress and performance interventions. It will provide insight into (1) how a balance between job demands, job resources, and recovery from work can be optimized, (2) the short-term and long-term effects of tailored work-oriented effects, and (3) indicators for successful or unsuccessful implementation of interventions.

Emotional intelligence, emotional labor, and job satisfaction among physicians in Greece

PubMed Central

2012-01-01

Background There is increasing evidence that psychological constructs, such as emotional intelligence and emotional labor, play an important role in various organizational outcomes in service sector. Recently, in the “emotionally charged” healthcare field, emotional intelligence and emotional labor have both emerged as research tools, rather than just as theoretical concepts, influencing various organizational parameters including job satisfaction. The present study aimed at investigating the relationships, direct and/or indirect, between emotional intelligence, the surface acting component of emotional labor, and job satisfaction in medical staff working in tertiary healthcare. Methods Data were collected from 130 physicians in Greece, who completed a series of self-report questionnaires including: a) the Wong Law Emotional Intelligence Scale, which assessed the four dimensions of emotional intelligence, i.e. Self-Emotion Appraisal, Others’ Emotion Appraisal, Use of Emotion, and Regulation of Emotion, b) the General Index of Job Satisfaction, and c) the Dutch Questionnaire on Emotional Labor (surface acting component). Results Emotional intelligence (Use of Emotion dimension) was significantly and positively correlated with job satisfaction (r=.42, p<.001), whereas a significant negative correlation between surface acting and job satisfaction was observed (r=−.39, p<.001). Furthermore, Self-Emotion Appraisal was negatively correlated with surface acting (r=−.20, p<.01). Self-Emotion Appraisal was found to influence job satisfaction both directly and indirectly through surface acting, while this indirect effect was moderated by gender. Apart from its mediating role, surface acting was also a moderator of the emotional intelligence-job satisfaction relationship. Hierarchical multiple regression analysis revealed that surface acting could predict job satisfaction over and above emotional intelligence dimensions. Conclusions The results of the present study may contribute to the better understanding of emotion-related parameters that affect the work process with a view to increasing the quality of service in the health sector. PMID:23244390

Country of origin and racio-ethnicity: are there differences in perceived organizational cultural competency and job satisfaction among nursing assistants in long-term care?

PubMed

Allensworth-Davies, Donald; Leigh, Jennifer; Pukstas, Kim; Geron, Scott Miyake; Hardt, Eric; Brandeis, Gary; Engle, Ryann L; Parker, Victoria A

2007-01-01

Long-term care facilities nationwide are finding it difficult to train and retain sufficient numbers of nursing assistants, resulting in a dire staffing situation. Researchers, managers, and practitioners alike have been trying to determine the correlates of job satisfaction to address this increasingly untenable situation. One factor that has received little empirical attention in the long-term care literature is cultural competence. Cultural competence is defined as a set of skills, attitudes, behaviors, and policies that enable organizations and staff to work effectively in cross-cultural situations. To examine organizational cultural competence as perceived by nursing assistants and determine if this was related to differences in job satisfaction across countries of origin and racio-ethnic groups. Primary data collected from a cross-section of 135 nursing assistants at four New England nursing homes. Demographics, perceptions of organizational cultural competence, and ratings of job satisfaction were collected. A multivariate, generalized linear model was used to assess predictors of job satisfaction. A secondary analysis was then conducted to identify the most important components of organizational cultural competency. Perception of organizational cultural competence (p = .0005) and autonomy (p = .001) were the strongest predictors of job satisfaction among nursing assistants; as these increase, job satisfaction also increases. Neither country of origin nor racio-ethnicity was associated with job satisfaction, but racio-ethnicity was associated with perceived organizational cultural competence (p = .05). A comfortable work environment for employees of different races/cultures emerged as the strongest organizational cultural competency factor (p = .04). Developing and maintaining organizational cultural competency and employee autonomy are important managerial strategies for increasing job satisfaction and improving staff retention. Toward this end, creating a comfortable work environment for employees of different races/cultures is an integral part of the process. Managerial recommendations are discussed.

How to find gold and gems: Introduction to gemology in school

NASA Astrophysics Data System (ADS)

Bauer, Gregory

2016-04-01

Gemology is a part of geosciences usually not taught in French schools or universities, only in some private professional training centers. Teachers and students have often knowledge coming only from their non-professional activities; nevertheless a lot of jobs are linked to gemology. In our high school we propose optional education for students in 2nd class (about 16 years old) in that they can discover gemology and mine linked jobs. We study gemstones and how they are categorized with their crystal structure, specific gravity, hardness, and optical properties. We study chemical composition, accumulation processes and deposit identification in their geological context. We use spectroscopic and isotopic analysis of cut gemstones to understand the atomic structure and identify its origin, which is also a factor in valuing a gemstone. Our region is also rich in gold and silver so we see in our program precious metals deposit processes too.

The Architecture Design of Detection and Calibration System for High-voltage Electrical Equipment

NASA Astrophysics Data System (ADS)

Ma, Y.; Lin, Y.; Yang, Y.; Gu, Ch; Yang, F.; Zou, L. D.

2018-01-01

With the construction of Material Quality Inspection Center of Shandong electric power company, Electric Power Research Institute takes on more jobs on quality analysis and laboratory calibration for high-voltage electrical equipment, and informationization construction becomes urgent. In the paper we design a consolidated system, which implements the electronic management and online automation process for material sampling, test apparatus detection and field test. In the three jobs we use QR code scanning, online Word editing and electronic signature. These techniques simplify the complex process of warehouse management and testing report transferring, and largely reduce the manual procedure. The construction of the standardized detection information platform realizes the integrated management of high-voltage electrical equipment from their networking, running to periodic detection. According to system operation evaluation, the speed of transferring report is doubled, and querying data is also easier and faster.

5 CFR 532.703 - Agency review.

Code of Federal Regulations, 2010 CFR

2010-01-01

... attachment to the decision of the reasons for the decision, including an analysis of the employee's job, i.e... Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PREVAILING RATE SYSTEMS Job...'s job. Note: Application for review will be hereafter referred to as an “application”. (b) In...

Job control and coworker support improve employee job performance.

PubMed

Nagami, Makiko; Tsutsumi, Akizumi; Tsuchiya, Masao; Morimoto, Kanehisa

2010-01-01

We examined the prospective association of psychosocial job characteristics with employee job performance among 777 full-time employees at a manufacturing company in Japan, using data from a one-year follow-up survey. Psychosocial job characteristics were measured by the Job Content Questionnaire in 2008; job performance was evaluated using the item from the World Mental Health Survey Instrument in 2008 and 2009. The association between psychosocial job characteristics and job performance was tested using multiple regression analysis, controlling for demographic variables, work status, average working hours per day, job type and job performance in 2008. Job control and coworker support in 2008 were positively related to job performance in 2009. Stratified analyses revealed that job control for staff and coworker support for managers were positively related to job performance in 2009. These associations were prominent among men; however, supervisor support in 2008 was negatively related to job performance in 2009 among men. Job demand was not significantly related to job performance. Our findings suggest that it is worthwhile to enhance employees' job control and provide a mutually supportive environment to ensure positive employee job performance.

A Guide for Developing Standard Operating Job Procedures for the Screening & Grinding Process Wastewater Treatment Facility. SOJP No. 1.

ERIC Educational Resources Information Center

Deal, Gerald A.; Montgomery, James A.

This guide describes standard operating job procedures for the screening and grinding process of wastewater treatment facilities. The objective of this process is the removal of coarse materials from the raw waste stream for the protection of subsequent equipment and processes. The guide gives step-by-step instructions for safety inspection,…

A Guide for Developing Standard Operating Job Procedures for the Sludge Thickening Process Wastewater Treatment Facility. SOJP No. 9.

ERIC Educational Resources Information Center

Schwing, Carl M.

This guide describes standard operating job procedures for the screening and grinding process of wastewater treatment facilities. The objective of this process is the removal of coarse materials from the raw waste stream for the protection of subsequent equipment and processes. The guide gives step-by-step instructions for safety inspection,…

A Process for Self-Directed Professional Growth or "I Could Do My Job Better if Only...".

ERIC Educational Resources Information Center

Hofstrand, Richard K.

1979-01-01

PAPA: Plans, Action and Progress Assessment, a process whereby the professional educator can effectively organize professional growth and development efforts, is presented. The process can also aid teachers, counselors, professors, or administrators in improving job performance. The three parts of the program are described. (CT)

Taming Pipelines, Users, and High Performance Computing with Rector

NASA Astrophysics Data System (ADS)

Estes, N. M.; Bowley, K. S.; Paris, K. N.; Silva, V. H.; Robinson, M. S.

2018-04-01

Rector is a high-performance job management system created by the LROC SOC team to enable processing of thousands of observations and ancillary data products as well as ad-hoc user jobs across a 634 CPU core processing cluster.

Job insecurity and risk of diabetes: a meta-analysis of individual participant data.

PubMed

Ferrie, Jane E; Virtanen, Marianna; Jokela, Markus; Madsen, Ida E H; Heikkilä, Katriina; Alfredsson, Lars; Batty, G David; Bjorner, Jakob B; Borritz, Marianne; Burr, Hermann; Dragano, Nico; Elovainio, Marko; Fransson, Eleonor I; Knutsson, Anders; Koskenvuo, Markku; Koskinen, Aki; Kouvonen, Anne; Kumari, Meena; Nielsen, Martin L; Nordin, Maria; Oksanen, Tuula; Pahkin, Krista; Pejtersen, Jan H; Pentti, Jaana; Salo, Paula; Shipley, Martin J; Suominen, Sakari B; Tabák, Adam; Theorell, Töres; Väänänen, Ari; Vahtera, Jussi; Westerholm, Peter J M; Westerlund, Hugo; Rugulies, Reiner; Nyberg, Solja T; Kivimäki, Mika

2016-12-06

Job insecurity has been associated with certain health outcomes. We examined the role of job insecurity as a risk factor for incident diabetes. We used individual participant data from 8 cohort studies identified in 2 open-access data archives and 11 cohort studies participating in the Individual-Participant-Data Meta-analysis in Working Populations Consortium. We calculated study-specific estimates of the association between job insecurity reported at baseline and incident diabetes over the follow-up period. We pooled the estimates in a meta-analysis to produce a summary risk estimate. The 19 studies involved 140 825 participants from Australia, Europe and the United States, with a mean follow-up of 9.4 years and 3954 incident cases of diabetes. In the preliminary analysis adjusted for age and sex, high job insecurity was associated with an increased risk of incident diabetes compared with low job insecurity (adjusted odds ratio [OR] 1.19, 95% confidence interval [CI] 1.09-1.30). In the multivariable-adjusted analysis restricted to 15 studies with baseline data for all covariates (age, sex, socioeconomic status, obesity, physical activity, alcohol and smoking), the association was slightly attenuated (adjusted OR 1.12, 95% CI 1.01-1.24). Heterogeneity between the studies was low to moderate (age- and sex-adjusted model: I 2 = 24%, p = 0.2; multivariable-adjusted model: I 2 = 27%, p = 0.2). In the multivariable-adjusted analysis restricted to high-quality studies, in which the diabetes diagnosis was ascertained from electronic medical records or clinical examination, the association was similar to that in the main analysis (adjusted OR 1.19, 95% CI 1.04-1.35). Our findings suggest that self-reported job insecurity is associated with a modest increased risk of incident diabetes. Health care personnel should be aware of this association among workers reporting job insecurity. © 2016 Canadian Medical Association or its licensors.

Structuring On-the-Job Training.

ERIC Educational Resources Information Center

DeJong, J. A.; Versloot, A. M.

A study examined on-the-job training (OJT) at 8 Dutch firms employing more than 500 individuals each. A case study approach was used to investigate the following: job characteristics, program history, training schedules, training process, training materials, interaction with production, trainee characteristics, trainer characteristics, social…

Perceptions of organizational support and affectivity as predictors of job satisfaction.

DOT National Transportation Integrated Search

1994-02-01

Staw, Bell, and Clausen (1986) have suggested that employees "bring a positive or negative disposition to the work setting, process information about the job in a way that is consistent with that disposition, and then experience job satisfaction or d...

Competing for jobs: labor queues and gender sorting in the hiring process.

PubMed

Fernandez, Roberto M; Mors, Marie Louise

2008-12-01

While much research has documented the pattern and extent of sex segregation of workers once they are employed, few studies have addressed the pre-hire mechanisms that are posited to produce sex segregation in employment. While the notion of a labor queue-the rank order of the set of people that employers choose among-plays a prominent role in pre-hire accounts of job sex sorting mechanisms, few studies have examined the ways in which job candidates are sorted into labor queues. In this paper, we explore the mechanisms by which labor queues contribute to the gendering of jobs by studying the hiring process for all jobs at a call center. Being placed in a queue has a clear gendering effect on the hiring process: the sex distribution of applicants who are matched to queues and those who are rejected at this phase diverge, and among those assigned to queues, women are prevalent in queues for low pay, low status jobs. The screening process also contributes to the gendering of the population of hires at this firm. Females are more prevalent among hires than they are among candidates at initial queue assignment. Among high status jobs, however, males are more prevalent than females. Moreover, there are important wage implications associated with matching to queues. While there are large between-queue sex differences in the paid wages associated with allocation to queues, once allocated to queues the wage differences between male and female candidates are nil. Consequently, the roots of gender wage inequality in this setting lie in the initial sorting of candidates to labor queues.

Improving Outcomes for Workers with Mental Retardation

ERIC Educational Resources Information Center

Fornes, Sandra; Rocco, Tonette S.; Rosenberg, Howard

2008-01-01

This research presents an analysis of factors predicting job retention, job satisfaction, and job performance of workers with mental retardation. The findings highlight self-determination as a critical skill in predicting the three important employee outcomes. The study examined a hypothesized job retention model and the outcome of the three…

Instructional Coach Job Satisfaction: An Exploration of Role Stressors

ERIC Educational Resources Information Center

Debacker, Jeffrey Paul

2013-01-01

This mixed methods dissertation examines the relationships between role conflict and job satisfaction, role ambiguity and job satisfaction, and role conflict and job satisfaction within a convenience sample of American instructional coaches (n = 46). Theoretically, this analysis is formed by Merton's idea of role-sets and how instructional…

Job satisfaction among recreation practitioners

Treesearch

Erin Parks; Andrew Holdnak

2002-01-01

Job satisfaction among recreation professionals can be affected by many working conditions. This study has investigated the impact fourteen variables had on the job satisfaction of recreation practitioners. The sample consisted of 106 responses from members of the Resort and Commercial Recreation Association (RCRA). The results of the regression analysis for job...

The 2011 nuclear medicine technology job analysis project of the American Registry of Radiologic Technologists.

PubMed

Anderson, Dan; Hubble, William; Press, Bret A; Hall, Scott K; Michels, Ann D; Koenen, Roxanne; Vespie, Alan W

2010-12-01

The American Registry of Radiologic Technologists (ARRT) conducts periodic job analysis projects to update the content and eligibility requirements for all certification examinations. In 2009, the ARRT conducted a comprehensive job analysis project to update the content specifications and clinical competency requirements for the nuclear medicine technology examination. ARRT staff and a committee of volunteer nuclear medicine technologists designed a job analysis survey that was sent to a random sample of 1,000 entry-level staff nuclear medicine technologists. Through analysis of the survey data and judgments of the committee, the project resulted in changes to the nuclear medicine technology examination task list, content specifications, and clinical competency requirements. The primary changes inspired by the project were the introduction of CT content to the examination and the expansion of the content covering cardiac procedures.

THE DEVELOPMENT AND BACKGROUND OF THE POSITION ANALYSIS QUESTIONNAIRE

DTIC Science & Technology

The report deals with the background and the development of the Position Analysis Questionnaire ( PAQ ), which was used as the basic job analysis...instrument in the research program. The PAQ (Form A) used in the study includes 189 job elements of an essentially ’worker-oriented’ nature, these elements...characterize certain aspects of the context within which human work is performed. The job elements of the PAQ have been used as the basis for deriving various

Examining the job search-turnover relationship: the role of embeddedness, job satisfaction, and available alternatives.

PubMed

Swider, Brian W; Boswell, Wendy R; Zimmerman, Ryan D

2011-03-01

This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search-turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These findings suggest that there may be a number of factors interacting to influence employees' turnover decisions, indicating greater complexity to the process than described in prominent sequential turnover models. PsycINFO Database Record (c) 2011 APA, all rights reserved.

Gender differences in job quality and job satisfaction among doctors in rural western China.

PubMed

Miao, Yang; Li, Lingui; Bian, Ying

2017-12-28

Few studies about gender differences in job quality and job satisfaction among medical professionals have been carried out in China. So the objectives of this study were to examine whether and to what extent gender differences existed in job quality and job satisfaction of doctors in rural western China. From 2009 to 2011, a total of 1472 doctors from 103 selected county-level health care facilities in rural western China were recruited into the study. Information about the doctors' demographic characteristics, job quality, and job satisfaction was collected through a designed questionnaire. Besides examining gender differences in single dimensions of job quality and job satisfaction, principal component analysis was used to construct a composite job quality index to measure the differences in the comprehensive job quality, and exploratory factor analysis was applied to evaluate the differences in the overall job satisfaction. Chi-square test was used to calculate differences between proportions, and t-test was used to compare differences between means. Among the doctors, there were 705 males and 767 females (ratio 1:1.09). Male doctors had significantly higher monthly salaries, longer working hours, more times of night shifts per month, longer continuous working hours, and longer years of service at current facilities, and marginally significantly higher hourly wage and longer years of service in current professions. However, female doctors showed greater overall job qualities. Significant and marginally significant gender differences were only found in satisfaction with remuneration compared to workload, the chance of promotion and working environment. But female showed greater satisfaction in the overall job satisfaction and the factor including sub-aspects of working environment, remuneration compared to workload, the chance of promotion, utilization of subjective initiative, and sense of achievement. Gender differences in job quality and job satisfaction did exist among doctors in rural western China. The participating female doctors were shown to have better job quality and greater job satisfaction.

Improving Person-Job Congruence during the Classification Process: Item Development and Initial Testing of a Pictorial Interest Instrument

DTIC Science & Technology

2006-09-01

classification by making it applicant- centric while improving job satisfaction and performance , reducing attrition, and increasing continuation...produce greater job satisfaction , increase performance , and lengthen tenure. The difficulty the Navy faces is that enlisted applicants have limited work...P-J) fit. Empirically, job performance , employee satisfaction , and retention are contingent upon appropriately matching personnel with their desired

Positive Aging in Demanding Workplaces: The Gain Cycle between Job Satisfaction and Work Engagement.

PubMed

Guglielmi, Dina; Avanzi, Lorenzo; Chiesa, Rita; Mariani, Marco G; Bruni, Ilaria; Depolo, Marco

2016-01-01

Nowadays organizations have to cope with two related challenges: maintaining an engaged and highly performing workforce and, at the same time, protecting and increasing employees' well-being and job satisfaction under conditions of a generalized increase of job demand, in an increasingly growing older population. According to the motivational process of the JD-R model, a work environment with many organizational resources will foster work engagement, which in turn will increase the likelihood of positive personal and organizational outcomes, such as job satisfaction, performance, and intention to stay. However, it is not clear how this motivational process could work in different age cohorts, as older workers may have different priorities to those of younger colleagues. Postulating the existence of a gain-cycle in the relationship between work engagement and outcomes, in this study we tested a longitudinal moderated mediation model in which job satisfaction increases over time through an increment in work engagement. We hypothesized that this process is moderated by job demand and aging. We collected data in public administrations in Northern Italy in order to measure work engagement and job satisfaction. 556 workers aged between 50 and 64 replied to the survey twice (the first time and 8 months later). The findings confirmed a moderated mediation model, in which job satisfaction at time 1 increased work engagement, which in turn fostered job satisfaction 8 months later, confirming the hypothesized gain-cycle. This relationship was shown to be moderated by the joint influence of job demand intensity and age: higher job demands and younger age are related to the maximum level of level gain cycle, while the same high level of job demands, when associated with older age, appears unable to stimulate a similar effect. The results confirm that, on one hand, older workers cannot be seen as a homogeneous group and, on the other hand, the importance of considering the role played by the gain cycle of resources. Our findings show that age matters, and that greater consideration should be devoted to age differences in order to design appropriate human resources practices that foster work engagement and satisfaction.

Positive Aging in Demanding Workplaces: The Gain Cycle between Job Satisfaction and Work Engagement

PubMed Central

Guglielmi, Dina; Avanzi, Lorenzo; Chiesa, Rita; Mariani, Marco G.; Bruni, Ilaria; Depolo, Marco

2016-01-01

Nowadays organizations have to cope with two related challenges: maintaining an engaged and highly performing workforce and, at the same time, protecting and increasing employees’ well-being and job satisfaction under conditions of a generalized increase of job demand, in an increasingly growing older population. According to the motivational process of the JD-R model, a work environment with many organizational resources will foster work engagement, which in turn will increase the likelihood of positive personal and organizational outcomes, such as job satisfaction, performance, and intention to stay. However, it is not clear how this motivational process could work in different age cohorts, as older workers may have different priorities to those of younger colleagues. Postulating the existence of a gain-cycle in the relationship between work engagement and outcomes, in this study we tested a longitudinal moderated mediation model in which job satisfaction increases over time through an increment in work engagement. We hypothesized that this process is moderated by job demand and aging. We collected data in public administrations in Northern Italy in order to measure work engagement and job satisfaction. 556 workers aged between 50 and 64 replied to the survey twice (the first time and 8 months later). The findings confirmed a moderated mediation model, in which job satisfaction at time 1 increased work engagement, which in turn fostered job satisfaction 8 months later, confirming the hypothesized gain-cycle. This relationship was shown to be moderated by the joint influence of job demand intensity and age: higher job demands and younger age are related to the maximum level of level gain cycle, while the same high level of job demands, when associated with older age, appears unable to stimulate a similar effect. The results confirm that, on one hand, older workers cannot be seen as a homogeneous group and, on the other hand, the importance of considering the role played by the gain cycle of resources. Our findings show that age matters, and that greater consideration should be devoted to age differences in order to design appropriate human resources practices that foster work engagement and satisfaction. PMID:27574514

Military Nursing Outcomes Database (MilNOD IV): Analysis & Expansion

DTIC Science & Technology

2011-03-29

Nurse - Level Nurse job satisfaction, nursing staff education and experience, and the nursing work environment were assessed at...dissatisfies nurses . Our analysis did not show any effect of staffing on nurse job satisfaction. 4. Should the PES should be used for all skill levels ...and patient mortality, nurse burnout , and job dissatisfaction. Journal of the American Medical Association, 288,

Identifying Multimedia Production Competencies and Skills of Instructional Design and Technology Professionals: An Analysis of Recent Job Postings

ERIC Educational Resources Information Center

Sugar, William; Hoard, Brent; Brown, Abbie; Daniels, Lee

2012-01-01

In an effort to document necessary multimedia production competencies of Instructional Design and Technology graduates, a recent analysis of over 7 months' worth of Instructional Design and Technology job advertisements (n = 615) were conducted. Specific job skills from these postings were categorized and analyzed. The data set includes three job…

Decomposing the Impacts of Overeducation and Overskilling on Earnings and Job Satisfaction: An Analysis Using REFLEX Data

ERIC Educational Resources Information Center

Sánchez-Sánchez, Nuria; McGuinness, Seamus

2015-01-01

This article assesses the extent to which the impact of overeducation and overskilling on labour market outcomes such as earnings and job satisfaction relate to mismatches in particular competency areas. The analysis uses REFLEX data, which collects information about 19 key competence areas related to job performance. We find that the penalties to…

Job-Seeking Stress, Mental Health Problems, and the Role of Perceived Social Support in University Graduates in Korea.

PubMed

Lim, Ah Young; Lee, Seung-Hee; Jeon, Yeongju; Yoo, Rankyung; Jung, Hee-Yeon

2018-05-07

Increases in unemployment and suicide in the young Korean population have recently become major social concerns in the country. The purpose of this study was to examine mental health status in young job seekers and identify sociodemographic factors related to job-seeking stress, depression, and suicidal ideation. We also explored the mediating effect of depression on the relationship between job-seeking stress and suicidal ideation and examined whether social support moderated this effect. In total, 124 university graduates completed the Job-Seeking Stress Scale, Beck Depression Inventory-II, Beck Scale for Suicide Ideation, and Multidimensional Scale of Perceived Social Support. Descriptive statistics were calculated for participants' general characteristics, and t-tests or analyses of variance, correlation analysis, simple mediation analysis, and mediated moderation analysis were performed. Of the 124 participants, 39.5% and 15.3% exhibited clinical levels of depression and suicidal ideation, respectively. Sociodemographic factors (i.e., sex, academic major, educational expenses loan, and willingness to accept irregular employment) were associated with job-seeking stress, depression, and suicidal ideation. Women and graduates who were willing to accept irregular employment exhibited high levels of job-seeking stress, depression, and suicidal ideation. Job-seeking stress affected suicidal ideation via depression, and perceived social support moderated the effect of job-seeking stress on depression and the effect of depression on suicidal ideation. The results suggest that depression management and interventions are urgently required for young job seekers, and social support should be provided to assist them both emotionally and economically.

A comparison of job descriptions for nurse practitioners working in out-of-hours primary care services: implications for workforce planning, patients and nursing.

PubMed

Teare, Jean; Horne, Maria; Clements, Gill; Mohammed, Mohammed A

2017-03-01

To compare and contrast job descriptions for nursing roles in out-of-hours services to obtain a general understanding of what is required for a nurse working in this job. Out-of-hours services provide nursing services to patients either through telephone or face-to-face contact in care centres. Many of these services are newly created giving job opportunities to nurses working in this area. It is vital that nurses know what their role entails but also that patients and other professionals know how out-of-hours nurses function in terms of competence and clinical role. Content analysis of out-of-hours job descriptions. Content analysis of a convenience sample of 16 job descriptions of out-of-hours nurses from five out-of-hours care providers across England was undertaken. The findings were narratively synthesised, supported by tabulation. Key role descriptors were examined in terms of job titles, managerial skills, clinical skills, professional qualifications and previous experience. Content analysis of each out-of-hours job description revealed a lack of consensus in clinical competence and skills required related to job title although there were many similarities in skills across all the roles. This study highlights key differences and some similarities between roles and job titles in out-of-hours nursing but requires a larger study to inform workforce planning. Out-of-hours nursing is a developing area of practice which requires clarity to ensure patient safety and quality care. © 2016 John Wiley & Sons Ltd.

Job-Seeking Stress, Mental Health Problems, and the Role of Perceived Social Support in University Graduates in Korea

PubMed Central

2018-01-01

Background Increases in unemployment and suicide in the young Korean population have recently become major social concerns in the country. The purpose of this study was to examine mental health status in young job seekers and identify sociodemographic factors related to job-seeking stress, depression, and suicidal ideation. We also explored the mediating effect of depression on the relationship between job-seeking stress and suicidal ideation and examined whether social support moderated this effect. Methods In total, 124 university graduates completed the Job-Seeking Stress Scale, Beck Depression Inventory-II, Beck Scale for Suicide Ideation, and Multidimensional Scale of Perceived Social Support. Descriptive statistics were calculated for participants' general characteristics, and t-tests or analyses of variance, correlation analysis, simple mediation analysis, and mediated moderation analysis were performed. Results Of the 124 participants, 39.5% and 15.3% exhibited clinical levels of depression and suicidal ideation, respectively. Sociodemographic factors (i.e., sex, academic major, educational expenses loan, and willingness to accept irregular employment) were associated with job-seeking stress, depression, and suicidal ideation. Women and graduates who were willing to accept irregular employment exhibited high levels of job-seeking stress, depression, and suicidal ideation. Job-seeking stress affected suicidal ideation via depression, and perceived social support moderated the effect of job-seeking stress on depression and the effect of depression on suicidal ideation. Conclusion The results suggest that depression management and interventions are urgently required for young job seekers, and social support should be provided to assist them both emotionally and economically. PMID:29736162

Word Processing Career Opportunities.

ERIC Educational Resources Information Center

Wagoner, Kathleen P., Comp.

Word processing, a system for improved communication through the use of skilled personnel, revised procedures, and automated equipment, is creating new jobs and changing traditional ones. This pamphlet, intended for business managers and educators, was created to present information concerning new office structures, job descriptions, and career…

Process Instrumentation. Teacher Edition.

ERIC Educational Resources Information Center

Brown, A. O., III; Fowler, Malcolm

This module provides instructional materials that are designed to help teachers train students in job skills for entry-level jobs as instrumentation technicians. This text addresses the basics of troubleshooting control loops, and the transducers, transmitters, signal conditioners, control valves, and controllers that enable process systems to…

[Sources of leader's confidence in organizations].

PubMed

Ikeda, Hiroshi; Furukawa, Hisataka

2006-04-01

The purpose of this study was to examine the sources of confidence that organization leaders had. As potential sources of the confidence, we focused on fulfillment of expectations made by self and others, reflection on good as well as bad job experiences, and awareness of job experiences in terms of commonality, differentiation, and multiple viewpoints. A questionnaire was administered to 170 managers of Japanese companies. Results were as follows: First, confidence in leaders was more strongly related to fulfillment of expectations made by self and others than reflection on and awareness of job experiences. Second, the confidence was weakly related to internal processing of job experiences, in the form of commonality awareness and reflection on good job experiences. And finally, years of managerial experiences had almost no relation to the confidence. These findings suggested that confidence in leaders was directly acquired from fulfillment of expectations made by self and others, rather than indirectly through internal processing of job experiences. Implications of the findings for leadership training were also discussed.

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

PubMed

Chang, Ching-Sheng; Chen, Su-Yueh; Lan, Yi-Ting

2012-11-21

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. 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. 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. 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.

The influence of authentic leadership and areas of worklife on work engagement of registered nurses.

PubMed

Bamford, Megan; Wong, Carol A; Laschinger, Heather

2013-04-01

To examine the relationships among nurses' perceptions of nurse managers' authentic leadership, nurses' overall person-job match in the six areas of worklife and their work engagement. Reports have highlighted the impact of demanding and unsupportive work environments on nurses' wellbeing, resulting in a need for strong nursing leadership to build sustainable and healthier work environments. A secondary analysis of data collected from a non-experimental, predictive design survey of a random sample of 280 registered nurses working in acute care hospitals was conducted. An overall person-job match in the six areas of worklife fully mediated the relationship between authentic leadership and work engagement. Further, authentic leadership, overall person-job match in the six areas of worklife and years of nursing experience explained 33.1% of the variance in work engagement. Findings suggest that nurses who work for managers demonstrating higher levels of authentic leadership report a greater overall person-job match in the six areas of worklife and greater work engagement. As nurse managers' play a key role in promoting work engagement among nurses, authentic leadership development for nurse managers focusing on self-awareness, relational transparency, ethics and balanced processing would be beneficial. © 2012 Blackwell Publishing Ltd.

Overstretched and unreciprocated commitment: reviewing research on the occupational health and safety effects of downsizing and job insecurity.

PubMed

Quinlan, Michael; Bohle, Philip

2009-01-01

Over the past two decades, a leading business practice has been often-repeated rounds of downsizing and restructuring (also referred to as reorganization, re-engineering, and a host of other euphemistic terms) by large private and public sector employers. Frequently associated with other practices such as outsourcing, privatization, and the increased use of temporary workers, downsizing/restructuring has increased the level of job insecurity among workers as well as leading to changes in work processes (including work intensification and multi-tasking) and management behavior. How has downsizing/restructuring and increased job insecurity affected the occupational health, safety, and well-being of workers, and what measures have employers, unions, and governments taken to address any adverse effects? The authors reviewed international studies of the occupational health and safety (OHS) effects of downsizing/restructuring and increased job insecurity undertaken over the past 20 years. After imposing quality filters, they obtained 86 studies. Analysis revealed that 73 (85%) of the studies found poorer OHS outcomes (using a range of measures). Studies were examined to see whether they provided clues as to the reasons for negative outcomes.

Don't abandon hope all ye who enter here: The protective role of formal mentoring and learning processes on burnout in correctional officers.

PubMed

Farnese, M L; Barbieri, B; Bellò, B; Bartone, P T

2017-01-01

Within a Job Demands-Resources Model framework, formal mentoring can be conceived as a job resource expressing the organization's support for new members, which may prevent their being at risk for burnout. This research aims at understanding the protective role of formal mentoring on burnout, through the effect of increasing learning personal resources. Specifically, we hypothesized that formal mentoring enhances newcomers' learning about job and social domains related to the new work context, thus leading to lower burnout. In order to test the hypotheses, a multiple regression analysis using the bootstrapping method was used. Based on a questionnaire administered to 117 correctional officer newcomers who had a formal mentor assigned, our results confirm that formal mentoring exerts a positive influence on newcomers' adjustment, and that this in turn exerts a protective influence against burnout onset by reducing cynicism and interpersonal stress and also enhancing the sense of personal accomplishment. Confirming previous literature's suggestions, supportive mentoring and effective socialization seem to represent job and personal resources that are protective against burnout. This study provides empirical support for this relation in the prison context.

Job Performance as Multivariate Dynamic Criteria: Experience Sampling and Multiway Component Analysis

ERIC Educational Resources Information Center

Spain, Seth M.; Miner, Andrew G.; Kroonenberg, Pieter M.; Drasgow, Fritz

2010-01-01

Questions about the dynamic processes that drive behavior at work have been the focus of increasing attention in recent years. Models describing behavior at work and research on momentary behavior indicate that substantial variation exists within individuals. This article examines the rationale behind this body of work and explores a method of…

Managers in the Making: Careers, Development and Control in Corporate Britain and Japan.

ERIC Educational Resources Information Center

Storey, John; Edwards, Paul; Sisson, Keith

This book presents an analysis of the processes by which managers are made in Britain and Japan. It provides a detailed comparative study of the careers, training, developmental experience, and job demands of managers in eight companies in four sectors: engineering, banking, retail, and communications. Data are from the following sources:…

Family Mastery Enhances Work Engagement in Chinese Nurses: A Cross-Lagged Analysis

ERIC Educational Resources Information Center

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

2011-01-01

Based on Greenhaus and Powell's (2006) theory of work-family enrichment and the job demands-resources (JD-R) model of work engagement (Bakker & Demerouti, 2008), this study focused on the family-to-work enrichment process by investigating the effect of family mastery on work engagement in a Chinese context. A sample of 279 Chinese female…

[Influencing factors for job satisfaction in train drivers in a railway bureau: an analysis of 1413 cases].

PubMed

Gu, G Z; Yu, S F; Zhou, W H; Wu, H; Kang, L; Chen, R

2017-01-20

Objective: To investigate the influencing factors for job satisfaction in train drivers. Methods: In March 2012, cluster sampling was used to conduct a cross-sectional survey in 1413 male train drivers (including 301 passenger train drivers, 683 freight train drivers, 350 passenger shunting train drivers, and 79 high-speed train drivers) from a locomotive depot of a railway bureau. The occupational stress instruments, job content questionnaire, and effort-reward imbalance questionnaire were used to analyze job satisfaction, occupational stress factors, stress reaction, individual characteristics, coping strategies, and social support. Results: There were significant differences in job satisfaction score between the drivers with different posts, working years, ages, smoking status, and drinking status ( P <0.01). The correlation analysis revealed that job satisfaction score was positively correlated with reward, working stability, promotion opportunity, positive emotion, social support, self-esteem, and coping strategy scores ( P <0.01) and negatively correlated with sleep disorders, effort, role conflict, intergroup conflict, responsibility for persons, responsibility for things, psychological needs, physiological needs, daily stress, negative emotion, and depressive symptom scores ( P < 0.01). The analysis of variance showed that compared with the moderate and low job satisfaction groups, the high job satisfaction group had significantly higher reward, positive emotion, promotion opportunity, and role ambiguity scores ( P <0.01) , as well as significantly lower scores of responsibility for persons and responsibility for things ( P <0.01). Compared with the moderate and high job satisfaction groups the low job satisfaction group had significantly higher scores of psychological needs, effort, role conflict, sleep disorders, daily stress, depressive symptom, negative emotion, drug use, intragroup conflict, and social support ( P <0.01) , and the moderate job satisfaction group had a significantly higher score of self-esteem than the other two groups ( P <0.05). The logistic regression analysis showed that the risk of job dissatisfaction in the drivers with low so-cial support and high daily stress was more than 2 times that in those with high social support and low daily stress ( OR =2.176 and 2.171) , and sleep disorders, effort, depressive symptom, low self-esteem, and role conflict were risk factors for job dissatisfaction ( OR =1.48-1.625). Conclusion: Occupational stress, stress re-sponse, emotion, individual characteristics, and social support have great influence on job satisfaction. Im-proving social support, increasing positive emotion, and reducing occupational stress are main measures for increasing job satisfaction in train drivers.

Job strain in relation to body mass index: pooled analysis of 160 000 adults from 13 cohort studies.

PubMed

Nyberg, S T; Heikkilä, K; Fransson, E I; Alfredsson, L; De Bacquer, D; Bjorner, J B; Bonenfant, S; Borritz, M; Burr, H; Casini, A; Clays, E; Dragano, N; Erbel, R; Geuskens, G A; Goldberg, M; Hooftman, W E; Houtman, I L; Jöckel, K-H; Kittel, F; Knutsson, A; Koskenvuo, M; Leineweber, C; Lunau, T; Madsen, I E H; Hanson, L L Magnusson; Marmot, M G; Nielsen, M L; Nordin, M; Oksanen, T; Pentti, J; Rugulies, R; Siegrist, J; Suominen, S; Vahtera, J; Virtanen, M; Westerholm, P; Westerlund, H; Zins, M; Ferrie, J E; Theorell, T; Steptoe, A; Hamer, M; Singh-Manoux, A; Batty, G D; Kivimäki, M

2012-07-01

Evidence of an association between job strain and obesity is inconsistent, mostly limited to small-scale studies, and does not distinguish between categories of underweight or obesity subclasses. To examine the association between job strain and body mass index (BMI) in a large adult population. We performed a pooled cross-sectional analysis based on individual-level data from 13 European studies resulting in a total of 161 746 participants (49% men, mean age, 43.7 years). Longitudinal analysis with a median follow-up of 4 years was possible for four cohort studies (n = 42 222). A total of 86 429 participants were of normal weight (BMI 18.5-24.9 kg m(-2) ), 2149 were underweight (BMI < 18.5 kg m(-2) ), 56 572 overweight (BMI 25.0-29.9 kg m(-2) ) and 13 523 class I (BMI 30-34.9 kg m(-2) ) and 3073 classes II/III (BMI ≥ 35 kg m(-2) ) obese. In addition, 27 010 (17%) participants reported job strain. In cross-sectional analyses, we found increased odds of job strain amongst underweight [odds ratio 1.12, 95% confidence interval (CI) 1.00-1.25], obese class I (odds ratio 1.07, 95% CI 1.02-1.12) and obese classes II/III participants (odds ratio 1.14, 95% CI 1.01-1.28) as compared with participants of normal weight. In longitudinal analysis, both weight gain and weight loss were related to the onset of job strain during follow-up. In an analysis of European data, we found both weight gain and weight loss to be associated with the onset of job strain, consistent with a 'U'-shaped cross-sectional association between job strain and BMI. These associations were relatively modest; therefore, it is unlikely that intervention to reduce job strain would be effective in combating obesity at a population level. © 2011 The Association for the Publication of the Journal of Internal Medicine.

[Predictors of Turnover among New Nurses using Multilevel Survival Analysis].

PubMed

Kim, Suhee; Lee, Kyongeun

2016-10-01

The purpose of this study was to examine factors influencing new graduate nurse turnover. This study was carried out as a secondary analysis of data from the 2010 Graduates Occupational Mobility Survey (GOMS). A total of 323 nurses were selected for analysis concerning reasons for turnover. Data were analyzed using descriptive statistics and multilevel survival analysis. About 24.5% of new nurses left their first job within 1 year of starting their jobs. Significant predictors of turnover among new nurse were job status, monthly income, job satisfaction, the number of hospitals in region, and the number of nurses per 100 beds. New graduate nurses are vulnerable to turnover. In order to achieve the best health of the nation, policy approaches and further studies regarding reducing new graduate nurse turnover are needed.

The importance of job training to job satisfaction of older workers.

PubMed

Leppel, Karen; Brucker, Eric; Cochran, Jeremy

2012-01-01

If job training has positive impacts on worker satisfaction, then job training can have desirable consequences for an organization that result both directly through its effects on productivity and indirectly through its effects on job satisfaction. Furthermore, the aging of the workforce implies that older workers will become increasingly important to firms and to the economy. This study, therefore, seeks to examine the relationship between job training and job satisfaction, focusing in particular on U.S. workers born in 1964 or earlier. The results of ordered logit regression analysis indicate that availability and quality of training received directly affect job satisfaction.

Estimating job runtime for CMS analysis jobs

NASA Astrophysics Data System (ADS)

Sfiligoi, I.

2014-06-01

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

A Guide for Developing Standard Operating Job Procedures for the Primary Sedimentation Process Wastewater Treatment Facility. SOJP No. 4.

ERIC Educational Resources Information Center

Charles County Community Coll., La Plata, MD.

This guide describes standard operating job procedures for the primary sedimentation process of wastewater treatment plants. The primary sedimentation process involves removing settleable and suspended solids, in part, from wastewater by gravitational forces, and scum and other floatable solids from wastewater by mechanical means. Step-by-step…

Advanced Electronic Technology

DTIC Science & Technology

1977-11-15

Electronics 15 III. Materials Research 15 TV. Microelectronics 16 V. Surface- Wave Technology 16 DATA SYSTEMS DIVISION 2 INTRODUCTION This...Processing Digital Voice Processing Packet Speech Wideband Integrated Voice/Data Technology Radar Signal Processing Technology Nuclear Safety Designs...facilities make it possible to track the status of these jobs, retrieve their job control language listings, and direct a copy of printed or punched

Development of learning objectives for neurology in a veterinary curriculum: part II: postgraduates.

PubMed

Lin, Yu-Wei; Volk, Holger A; Penderis, Jacques; Anderson, Thomas J; Añor, Sonia; Lujan-Feliu-Pascual, Alejandro; Stein, Veronika M; Tipold, Andrea; Ehlers, Jan P

2015-01-27

Specialization in veterinary medicine in Europe is organized through the Colleges of the European Board of Veterinary Specialization. To inform updating of the curriculum for residents of the European College of Veterinary Neurology (ECVN) job analysis was used. Defining job competencies of diploma holders in veterinary neurology can be used as references for curriculum design of resident training. With the support of the diplomates of the ECVN and the members of the European Society of Veterinary Neurology (ESVN) a mixed-method research, including a qualitative search of objectives and quantitative ranking with 149 Likert scale questions and 48 free text questions in 9 categories in a survey was conducted. In addition, opinions of different groups were subjected to statistical analysis and the result compared. A return rate of 62% (n = 213/341) was achieved. Of the competencies identified by the Delphi process, 75% objectives were expected to attain expert level; 24% attain advanced level; 1% entry level. In addition, the exercise described the 11 highly ranked competencies, the 3 most frequently seen diseases of the central and peripheral nervous systems and the most frequently used immunosuppressive, antiepileptic and chemotherapeutic drugs. The outcomes of this "Delphi job analysis" provide a powerful tool to align the curriculum for ECVN resident training and can be adapted to the required job competencies, based on expectations. The expectation is that for majority of these competencies diplomates should attain an expert level. Besides knowledge and clinical skills, residents and diplomates are expected to demonstrate high standards in teaching and communication. The results of this study will help to create a European curriculum for postgraduate education in veterinary neurology.

Linkages between workplace stressors and quality of care from health professionals' perspective - Macedonian experience.

PubMed

Karadzinska-Bislimovska, Jovanka; Basarovska, Vera; Mijakoski, Dragan; Minov, Jordan; Stoleski, Sasho; Angeleska, Nada; Atanasovska, Aneta

2014-05-01

During last two decades, within the process of transition, the socio-economic reforms in Republic of Macedonia reflected on the national health care system. The objective of this article was to identify workplace stressors and factors that influence quality of care, from the perspective of health professionals (HPs), and to understand how they were linked in the context of such social circumstances. A qualitative research based on focus group (FG) methodology was conducted in a general teaching hospital. Two main topics were the subjects of discussion in FGs: workplace stressors and factors that influence quality of care, from the HPs perspective. Six FGs were conducted with a total of 56 HPs (doctors, nurses, interns, and residents) divided into two sets of three FGs for each topic separately. Two sets of data were processed with thematic analysis, and the obtained results were compared with each other. By processing the data, we identified themes relating to factors that generate stress among HPs and factors that influence quality of care, from HPs' perspective. By comparing the two sets of themes, we found that many of them were identical, which means factors that increase workplace stress at the same time reduce quality of care. Implementation of specific organizational interventions in the hospital setting can lead to the prevention of work-related stress and improvement in quality of care. Our research suggests that the prevention of work-related stress will impact positively on the quality of care, which may contribute to establish criteria and recommendations for the improvement in organizational culture and climate in hospitals. What is already known on this subject? Psychosocial stress at work among health professionals is often present and well studied, but relations between job stress and quality of care were rarely examined. Job demands-resources model by Demerouti, Bakker, Nachreiner and Schaufeli (2001), for assessment of job stress includes job demands (working environment, work overload, time pressures, recipient contact, shift work) and job resources (feedback, rewards, job control, participation, job security, supervisor support) was applied in different studies. There is scientific evidence that burned-out physicians have shown depersonalization from their patients, they have withdrawn from patients, demonstrated sub-optimal care, and sometimes burnout has been related to serious mistakes and patient death. Different research has shown that some workplace factors contributed to the development of work-related stress and burnout among HPs whereas others contributed protectively. What does this study add? Similar and overlapping workplace factors in hospital setting produce stress in health professionals and influence quality of care. Impact of specific socioeconomic environment in Macedonia as a country in transition and EU candidate country on job stress among health professionals and quality of care. Development of criteria and recommendations for the job stress prevention and improvement of the organizational culture and climate in hospital settings. © 2013 The British Psychological Society.

Scaling bioinformatics applications on HPC.

PubMed

Mikailov, Mike; Luo, Fu-Jyh; Barkley, Stuart; Valleru, Lohit; Whitney, Stephen; Liu, Zhichao; Thakkar, Shraddha; Tong, Weida; Petrick, Nicholas

2017-12-28

Recent breakthroughs in molecular biology and next generation sequencing technologies have led to the expenential growh of the sequence databases. Researchrs use BLAST for processing these sequences. However traditional software parallelization techniques (threads, message passing interface) applied in newer versios of BLAST are not adequate for processing these sequences in timely manner. A new method for array job parallelization has been developed which offers O(T) theoretical speed-up in comparison to multi-threading and MPI techniques. Here T is the number of array job tasks. (The number of CPUs that will be used to complete the job equals the product of T multiplied by the number of CPUs used by a single task.) The approach is based on segmentation of both input datasets to the BLAST process, combining partial solutions published earlier (Dhanker and Gupta, Int J Comput Sci Inf Technol_5:4818-4820, 2014), (Grant et al., Bioinformatics_18:765-766, 2002), (Mathog, Bioinformatics_19:1865-1866, 2003). It is accordingly referred to as a "dual segmentation" method. In order to implement the new method, the BLAST source code was modified to allow the researcher to pass to the program the number of records (effective number of sequences) in the original database. The team also developed methods to manage and consolidate the large number of partial results that get produced. Dual segmentation allows for massive parallelization, which lifts the scaling ceiling in exciting ways. BLAST jobs that hitherto failed or slogged inefficiently to completion now finish with speeds that characteristically reduce wallclock time from 27 days on 40 CPUs to a single day using 4104 tasks, each task utilizing eight CPUs and taking less than 7 minutes to complete. The massive increase in the number of tasks when running an analysis job with dual segmentation reduces the size, scope and execution time of each task. Besides significant speed of completion, additional benefits include fine-grained checkpointing and increased flexibility of job submission. "Trickling in" a swarm of individual small tasks tempers competition for CPU time in the shared HPC environment, and jobs submitted during quiet periods can complete in extraordinarily short time frames. The smaller task size also allows the use of older and less powerful hardware. The CDRH workhorse cluster was commissioned in 2010, yet its eight-core CPUs with only 24GB RAM work well in 2017 for these dual segmentation jobs. Finally, these techniques are excitingly friendly to budget conscious scientific research organizations where probabilistic algorithms such as BLAST might discourage attempts at greater certainty because single runs represent a major resource drain. If a job that used to take 24 days can now be completed in less than an hour or on a space available basis (which is the case at CDRH), repeated runs for more exhaustive analyses can be usefully contemplated.

Sense of coherence and the motivational process of the job-demands-resources model.

PubMed

Vogt, Katharina; Hakanen, Jari J; Jenny, Gregor J; Bauer, Georg F

2016-04-01

This longitudinal study systematically examines the various roles played by the personal resource "sense of coherence" (SoC) in the motivational process described by the job-demands-resources model. SoC captures the extent to which people perceive their life as comprehensible, manageable and meaningful, and there is evidence of its influence in many health-related outcomes. The first aim here was to establish whether a resourceful working environment builds up SoC and whether SoC leads to work engagement. A second aim was to test reverse relationships: how work engagement leads to SoC and how SoC in turn relates to job resources. A third aim was to assess whether SoC boosts the relationship between job resources and work engagement. The study utilized a 3-wave, 3-month panel design, involving 940 employees working in a broad range of occupations and economic sectors. The results of longitudinal structural equation modeling show that job resources predict SoC and SoC predicts work engagement, suggesting a mediating role of SoC. In addition, SoC predicts job resources, suggesting reciprocal relationships between job resources and SoC. No boosting effect of SoC was found. Overall, the present findings support the view that providing employees with a resourceful working environment will help to build their SoC. The effects of SoC on perceptual, appraisal, and behavioral processes may in turn lead to enhanced job resources and positive outcomes such as greater work engagement. (c) 2016 APA, all rights reserved).

Evaluating the impact of a new pay system on nurses in the UK.

PubMed

Buchan, James; Ball, Jane

2011-01-01

This study examines the impact of implementing a new pay system (Agenda for Change) on nursing staff in the National Health Service (NHS) in the UK. This new pay system covered approximately 400,000 nursing staff. Its objectives were to improve the delivery of patient care as well as staff recruitment, retention and motivation. The new system aimed to provide a simplified approach to pay determination, with a more systematic use of agreed job descriptions and job evaluation to 'price' individual jobs, linked to a new career development framework. Secondary analysis of survey data. Analysis of results of large-scale surveys of members of the Royal College of Nursing of the United Kingdom (RCN) to assess the response of nurses to questions about the implementation process itself and their attitude to pay levels. The results demonstrated that there was some positive change after implementation of Agenda for Change in 2006, mainly some time after implementation, and that the process of implementation itself raised expectations that were not fully met for all nurses. There were clear indications of differential impact and reported experiences, with some categories of nurse being less satisfied with the process of implementation. The overall message is that a national pay system has strengths and weaknesses compared to the local systems used in other countries and that these benefits can only be maximised by effective communication, adequate funding and consistent management of the system. How nurses' pay is determined and delivered can be a major satisfier and incentive to nurses if the process is well managed and can be a factor in supporting clinical practice, performance and innovation. This study highlights that a large-scale national exercise to reform the pay system for nurses is a major undertaking, carries risk and will take significant time to implement effectively. © 2010 Blackwell Publishing Ltd.

An analysis of the effects of personal background and work setting variables upon selected job characteristics of physician assistants.

PubMed

Perry, H B

1980-01-01

This study describes the effects of personal background and work setting variables upon the job characteristics of a national sample of 939 physician assistants. These data were obtained from a 1974 survey of members of the physician assistant profession and were assessed by means of path analysis. The analysis yielded the following major findings: (1) job characteristics became more favorable with increasing experience as a physician assistant, (2) employment in primary care fields resulted in job characteristics at least as favorable as those found in employment in other specialties, (3) military physician assistants reported greater patient care responsibility but lower levels of occupational prestige and career opportunities, and (4) women physician assistants earned less (even after controlling for number of hours worked) and knew of fewer available alternative job opportunities than their male colleagues.

Impact of job insecurity on sexual desire: an exploratory analysis.

PubMed

Domenighetti, Gianfranco; Tomada, Angelo; Marazzi, Alfio; Abazi, Ornela; Quaglia, Jacqueline

2009-08-22

To explore, for the first time, the impact of job insecurity on sexual desire. Cross-sectional analysis of a nationally representative sample of 7247 individuals aged 20-64 years working as full or part-time employees in Switzerland. The logistic regression analysis showed that workers aged 20-49 years perceiving high levels of job insecurity are exposed to a significantly higher risk of decrease of sexual desire compared to the reference group. The risk is 53% higher among men (OR 1.53; 95% CI 1.16-2.01) and 47% for woman (OR 1.47; 1.13-1.91). No increased risk was found for employees aged 50-64 years old. An increasing fear of job loss is associated with a deterioration in sexual desire. These first preliminary findings should promote further epidemiological and clinical prospective studies on the impact of job insecurity on intimate relationships and sexual dysfunction.

Work Engagement: Investigating the Role of Transformational Leadership, Job Resources, and Recovery.

PubMed

Hawkes, Amy J; Biggs, Amanda; Hegerty, Erin

2017-08-18

While the relationship between job resources and engagement has been well established, a greater understanding of the upstream factors that shape job resources is required to develop strategies to promote work engagement. The current study addresses this need by exploring transformational leadership as an upstream job resource, and the moderating role of recovery experiences. It was hypothesized that job resources would mediate the relationship between transformational leadership and engagement. Recovery experiences were expected to moderate the relationship between resources and engagement. A sample of 277 employees from a variety of organizations and industries was obtained. Analysis showed direct relationships between: transformational leadership and engagement, and transformational leadership and job resources. Mediation analysis using bootstrapping found a significant indirect path between transformational leadership and engagement via job resources. Recovery experiences did not significantly moderate the relationship between job resources and engagement. To date, the majority of published literature on recovery has focused on job demands; hence the nonsignificant result offers insight of a potentially more complex relationship for recovery with resources and engagement. Overall, the current study extends the JD-R model and provides evidence for broadening the model to include upstream organizational variables such as transformational leadership.

Situational leadership styles, staff nurse job characteristics related to job satisfaction and organizational commitment of head nurses working in hospitals under the jurisdiction of the Royal Thai Army.

PubMed

Intaraprasong, Bhusita; Potjanasitt, Sureporn; Pattaraarchachai, Junya; Meennuch, Chavalit

2012-06-01

To analyze the relationships between the situational leadership styles, staff nurse job characteristic with job satisfaction and organizational commitment of head nurses working in hospitals under the jurisdiction of the Royal Thai Army The cross-sectional analytical study was conducted in 128 head nurses working in hospitals under the jurisdiction of the Royal Thai Army. Data were collected by mailed questionnaires. A total of 117 completed questionnaires (91.4%) were received for analysis. Statistical analysis was done using Pearson's Product Moment Correlation Coefficient. It was found that situational leadership styles were not correlated with job satisfaction and organizational commitment of head nurses. Staff nurse job characteristics had a low level of positive correlation with job satisfaction and organizational commitment of head nurses at 0.05 level of significance (r = 0.202 and 0.189 respectively). The hospital administrators should formulate policy to improve working system, human resource management and formulate policies and strategies based on situational leadership. In addition, they should improve the characteristics of staff nurse job by using surveys to obtain job satisfaction and organizational commitment.

Effects on Physiology and Performance of Wearing the Aviator NBC ensemble While Flying the UH-60 Helicopter Flight Simulator in a Controlled Heat Environment.

DTIC Science & Technology

1992-09-01

and collecting and processing data. They were at the front line in interacting with the subjects and maintaining morale. They did an excellent job. They...second for 16 parameter channels, and the data were processed to produce a single root mean square (RMS) error value for each channel appropriate to...represented in the final analysis. Physiological data The physiological data on the VAX were processed by sampling them at 5-minute intervals throughout the

Investigating the relationship between jobs-housing balance and traffic safety.

PubMed

Xu, Chengcheng; Li, Haojie; Zhao, Jingya; Chen, Jun; Wang, Wei

2017-10-01

This study aimed to investigate the effects of jobs-housing balance on traffic safety. The crash, demographic characteristics, employment, road network, household characteristics and traffic data were collected from the Los Angeles in 2010. One-way ANOVA tests indicated that the jobs-housing ratio significantly affects traffic safety in terms of crash frequency at traffic analysis zone (TAZ). To quantify the safety impacts of jobs-housing balance, the semi-parametric geographically weighted Poisson regression (S-GWPR) was further used to link crash frequency at TAZ with jobs-housing ratio and other contributing factors. The S-GWPR provides better fitness to the data than do the generalized linear regression, as the S-GWPR accounts for the spatial heterogeneity. The S-GWPR results showed that the jobs-housing relationship has a significant association with crash frequency at TAZ when the factors of traffic, network, and household characteristics are controlled. Crash frequency at TAZ level increases with an increase in the jobs-housing ratio. To further investigate the interactive effects between jobs-housing ratio and other factors, a comparative analysis was conducted to compare the variable elasticities under different jobs-housing ratios. The results indicate considerable interactive effects that traffic conditions and road network characteristics have different effects on crash frequency under various jobs-housing ratios. Copyright © 2017 Elsevier Ltd. All rights reserved.

Job Satisfaction among Health-Care Staff in Township Health Centers in Rural China: Results from a Latent Class Analysis.

PubMed

Wang, Haipeng; Tang, Chengxiang; Zhao, Shichao; Meng, Qingyue; Liu, Xiaoyun

2017-09-22

Background : The lower job satisfaction of health-care staff will lead to more brain drain, worse work performance, and poorer health-care outcomes. The aim of this study was to identify patterns of job satisfaction among health-care staff in rural China, and to investigate the association between the latent clusters and health-care staff's personal and professional features; Methods : We selected 12 items of five-point Likert scale questions to measure job satisfaction. A latent-class analysis was performed to identify subgroups based on the items of job satisfaction; Results : Four latent classes of job satisfaction were identified: 8.9% had high job satisfaction, belonging to "satisfied class"; 38.2% had low job satisfaction, named as "unsatisfied class"; 30.5% were categorized into "unsatisfied class with the exception of interpersonal relationships"; 22.4% were identified as "pseudo-satisfied class", only satisfied with management-oriented items. Low job satisfaction was associated with specialty, training opportunity, and income inequality. Conclusions : The minority of health-care staff belong to the "satisfied class". Three among four subgroups are not satisfied with income, benefit, training, and career development. Targeting policy interventions should be implemented to improve the items of job satisfaction based on the patterns and health-care staff's features.

Does aging make employees more resilient to job stress? Age as a moderator in the job stressor-well-being relationship in three Finnish occupational samples.

PubMed

Mauno, Saija; Ruokolainen, Mervi; Kinnunen, Ulla

2013-01-01

This study examined whether an employee's age moderates the relationships between job stressors (i.e. job insecurity, workload, work-family conflict) and self-rated well-being (i.e. work-family enrichment, life satisfaction, job satisfaction, vigor at work). Analysis of covariance and moderated hierarchical regression analysis were used to examine the cross-sectional Finnish data collected among service sector employees (N = 1037), nurses (N = 1719), and academic employees (N = 945). In a situation of high job insecurity, the younger nurses reported higher work-family enrichment, job satisfaction, and vigor compared to their older colleagues. A similar result was also found among the service sector workers in relation to vigor at work. Thus, young age buffered against negative outcomes related to job insecurity. Moreover, older age buffered against the negative effect of high workload on job satisfaction among the service sector and against high work-family conflict on life satisfaction among the academic employees. More attention should be paid to the ability of younger employees to manage problems related to work-family imbalance and high workload, and to older employees' ability to cope with job insecurity. The findings of this study recommend different stress management interventions for older and younger employees.

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

ERIC Educational Resources Information Center

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

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

The Questionable Impact of Gender on Job Loss Reactions: Implications for Employment Counseling

ERIC Educational Resources Information Center

Wooten, Kevin C.; Valenti, Alix M.

2008-01-01

A heterogeneous sample of 301 men and 118 women who experienced job loss was surveyed on 4 affective and 14 attributional variables. Analysis revealed that approximately 90% of the reported gender differences involving job loss reactions disappeared when age, ethnic background, marital status, education, tenure, salary, job classification, and…

Job strain and risk of obesity: systematic review and meta-analysis of cohort studies.

PubMed

Kivimäki, M; Singh-Manoux, A; Nyberg, S; Jokela, M; Virtanen, M

2015-11-01

Job strain, the most widely used indicator of work stress, is a risk factor for obesity-related disorders such as cardiovascular disease and type 2 diabetes. However, the extent to which job strain is related to the development of obesity itself has not been systematically evaluated. We carried out a systematic review (PubMed and Embase until May 2014) and meta-analysis of cohort studies to address this issue. Eight studies that fulfilled inclusion criteria showed no overall association between job strain and the risk of weight gain (pooled odds ratio for job strain compared with no job strain 1.04, 95% confidence interval (CI) 0.99-1.09, NTotal=18 240) or becoming obese (1.00, 95% CI 0.89-1.13, NTotal=42 222). In addition, a reduction in job strain over time was not associated with lower obesity risk (1.13, 95% CI 0.90-1.41, NTotal=6507). These longitudinal findings do not support the hypothesis that job strain is an important risk factor for obesity or a promising target for obesity prevention.

Age and reemployment success after job loss: An integrative model and meta-analysis.

PubMed

Wanberg, Connie R; Kanfer, Ruth; Hamann, Darla J; Zhang, Zhen

2016-04-01

Despite widespread popular concern about what it means to be over 40 and unemployed, little attention has been paid in the literature to clarifying the role of age within the job seeking experience. Extending theory, we propose mechanisms by which chronological age affects job search and reemployment outcomes after job loss. Through a meta-analysis and examination of 2 supplemental datasets, we examine 5 questions: (a) How strong is the relationship between age and reemployment speed? (b) Does age disadvantage individuals with respect to other reemployment outcomes? (c) Is the relationship between age and reemployment outcomes mediated by job search activities? (d) Are these relationships generalizable? and (e) Are these relationships linear or curvilinear? Our findings provide evidence for a negative relationship between age and reemployment status and speed across job search decade, world region, and unemployment rate, with the strength of the negative relationship becoming stronger over age 50. Job search self-efficacy and job search intensity partially mediate the relationship between age and both reemployment status and speed. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Job Skills Workshop: Finding Employment in Environmental Toxicology and Chemistry

EPA Science Inventory

A “practical short course” designed to aid students with the process of career job hunting and will be taught by SETAC members. Applying, interviewing, and approaching a job is challenging and one of most important in career planning. The application, interview and selection proc...

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

PubMed Central

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

2014-01-01

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

Job satisfaction of nurses and identifying factors of job satisfaction in Slovenian Hospitals

PubMed Central

Lorber, Mateja; Skela Savič, Brigita

2012-01-01

Aim To determine the level of job satisfaction of nursing professionals in Slovenian hospitals and factors influencing job satisfaction in nursing. Methods The study included 4 hospitals selected from the hospital list comprising 26 hospitals in Slovenia. The employees of these hospitals represent 29.8% and 509 employees included in the study represent 6% of all employees in nursing in Slovenian hospitals. One structured survey questionnaire was administered to the leaders and the other to employees, both consisting 154 items evaluated on a 5 point Likert-type scale. We examined the correlation between independent variables (age, number of years of employment, behavior of leaders, personal characteristics of leaders, and managerial competencies of leaders) and the dependent variable (job satisfaction – satisfaction with the work, coworkers, management, pay, etc) by applying correlation analysis and multivariate regression analysis. In addition, factor analysis was used to establish characteristic components of the variables measured. Results We found a medium level of job satisfaction in both leaders (3.49 ± 0.5) and employees (3.19 ± 0.6), however, there was a significant difference between their estimates (t = 3.237; P = <0.001). Job satisfaction was explained by age (P < 0.05; β = 0.091), years of employment (P < 0.05; β = 0.193), personal characteristics of leaders (P < 0.001; β = 0.158), and managerial competencies of leaders (P < 0.000; β = 0.634) in 46% of cases. The factor analysis yielded four factors explaining 64% of the total job satisfaction variance. Conclusion Satisfied employees play a crucial role in an organization’s success, so health care organizations must be aware of the importance of employees’ job satisfaction. It is recommended to monitor employees’ job satisfaction levels on an annual basis. PMID:22661140

The relationship between emotion regulation strategies and job search behavior among fourth-year university students.

PubMed

Wang, Ling; Xu, Huihui; Zhang, Xue; Fang, Ping

2017-08-01

The job search process is a stressful experience. This study investigated the effect of emotion regulation strategies on job search behavior in combination with anxiety and job search self-efficacy among Chinese university fourth-year students (N = 816, mean age = 21.98, 31.5% male, 34.9% majored in science, 18.0% from "211 Project" universities). Results showed that cognitive reappraisal was positively related to job search behavior, while expressive suppression was negatively related to job search behavior. Additionally, anxiety was negatively related to job search behavior, while job search self-efficacy was positively associated with job search behavior. Moreover, both anxiety and job search self-efficacy mediated the relationship between emotion regulation strategies and job search behavior. In general, emotion regulation strategies played an important role in job search behavior. Implications include the notion that emotion regulation interventions may be helpful to increase job search behavior among university students. Copyright © 2017 The Foundation for Professionals in Services for Adolescents. Published by Elsevier Ltd. All rights reserved.

Trends in employer postings for epidemiology jobs: an analysis of PublicHealthJobs.net data from 2003 to 2016.

PubMed

Frankenfeld, Cara L

2017-09-01

To analyze public health job posting data to help objectively inform epidemiology faculty and students about skills sought by employers. Raw data from PublicHealthJobs.net database (January 2003-October 2016) was data-mined and analyzed (n = 25,308 job postings). There were 3985 jobs that were classified with an epidemiology designation, either as the only designation or co-occurring with another designation. Frequencies and percentages were calculated for job type, industry, location, degree requirements, CPH credential, and specialized skills. The majority of recent postings (January 2014-October 2016) were for full-time positions (60.8%). The highest proportion of recent job industries was education/academic/research (44.3%), state government (17.5%), and nonprofit/NGO (16.3%). A masters-level degree was listed in 71.4% of postings, frequently co-occurring with other degree levels. Epidemiology as the only job class was listed in 1765 postings (45.3%). Most characteristics of epidemiology job postings did not appreciably change over the time period, but there were some specialized skill differences. This analysis illustrates how employment sites can be used to identify employer preferences in epidemiology hires. There may be some skills that are beneficial additions to public health curricula or that job-seeking future epidemiologists may wish to enhance during their training. Copyright © 2017 Elsevier Inc. All rights reserved.

[Health risk among workers employed in rubber footwear plant].

PubMed

Szubert, Z; Wilczyńska, U; Sobala, W

2001-01-01

The aim of the study was to assess the health risk of workers performing specific jobs in the process of the rubber footwear production by defining the cause and length of temporary work disability, as well as mortality causes and level. The analysis was carried out in the groups of workers performing the following jobs: mixing, mill operation, pressing and vulcanizing (A); semi-product preparation and calendaring (B); finishing and sorting (C); production of polyvinyl chloride footwear (D); and auxiliary works (E). The sickness absence study covered all workers (208 men and 315 women) employed in a large rubber footwear company and performing all above-listed jobs in 1995. Standardized sick days ratio was used to analyze the risk of temporary work disability. Mortality rate was estimated on the basis of the results of the cohort study performed in the same company among workers who had worked at least three months during the years 1945-1985. The follow-up continued until 31 December 1997. The present study included sub-cohorts composed of 5628 men and 7197 women, performing jobs listed above. The results of both studies indicated the enhanced risk of cardiovascular diseases among workers employed in the basic phases of the production process. The increased risk of the diseases of the digestive system was observed in men and women employed in: finishing, sorting and packing of the products (group C); in men involved in mixing, pressing and vulcanizing (group A); and in women engaged in auxiliary works (group E). In addition, the enhanced risk of sickness absence due to the diseases of the respiratory, digestive, or genitourinary systems was related to the enhanced risk of death from malignant neoplasms in a given site. The analysis showed that the temporary work disability may be regarded as a parameter useful in early assessment of health effects of the work environmental hazards.

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

PubMed

Holman, David; Axtell, Carolyn

2016-07-01

Many job redesign interventions are based on a multiple mediator-multiple outcome model in which the job redesign intervention indirectly influences a broad range of employee outcomes by changing multiple job characteristics. As this model remains untested, the aim of this study is to test a multiple mediator-multiple outcome model of job redesign. Multilevel analysis of data from a quasi-experimental job redesign intervention in a call center confirmed the hypothesized model and showed that the job redesign intervention affected a broad range of employee outcomes (i.e., employee well-being, psychological contract fulfillment, and supervisor-rated job performance) through changes in 2 job characteristics (i.e., job control and feedback). The results provide further evidence for the efficacy and mechanisms of job redesign interventions. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Are peer specialists happy on the job?

PubMed

Jenkins, Sarah; Chenneville, Tiffany; Salnaitis, Christina

2018-03-01

This study was designed to examine the impact of role clarity and job training on job satisfaction among peer specialists. A 3-part survey assessing job training, job satisfaction, and role clarity was administered online to 195 peer specialists who are members of the International Association of Peer Specialists. Data was analyzed using descriptive statistics, correlational analyses to include multiple linear regressions and analysis of variance. Self-study and online training methods were negatively correlated with job satisfaction while job shadowing was positively correlated with job satisfaction. Role clarity was positively correlated with job satisfaction and job training satisfaction as well as job shadowing and one-on-one training. The use of self-study and online training for peer specialists is contraindicated by current findings, which suggest the need to utilize job shadowing or training methods that allow for personal interaction between peer specialists and their colleagues. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

The association of subjective workload dimensions on quality of care and pharmacist quality of work life.

PubMed

Chui, Michelle A; Look, Kevin A; Mott, David A

2014-01-01

Workload has been described both objectively (e.g., number of prescriptions dispensed per pharmacist) as well as subjectively (e.g., pharmacist's perception of busyness). These approaches might be missing important characteristics of pharmacist workload that have not been previously identified and measured. To measure the association of community pharmacists' workload perceptions at three levels (organization, job, and task) with job satisfaction, burnout, and perceived performance of two tasks in the medication dispensing process. A secondary data analysis was performed using cross-sectional survey data collected from Wisconsin (US) community pharmacists. Organization-related workload was measured as staffing adequacy; job-related workload was measured as general and specific job demands; task-related workload was measured as internal and external mental demands. Pharmacists' perceived task performance was assessed for patient profile review and patient consultation. The survey was administered to a random sample of 500 pharmacists who were asked to opt in if they were a community pharmacist. Descriptive statistics and correlations of study variables were determined. Two structural equation models were estimated to examine relationships between the study variables and perceived task performance. From the 224 eligible community pharmacists that agreed to participate, 165 (73.7%) usable surveys were completed and returned. Job satisfaction and job-related monitoring demands had direct positive associations with both dispensing tasks. External task demands were negatively related to perceived patient consultation performance. Indirect effects on both tasks were primarily mediated through job satisfaction, which was positively related to staffing adequacy and cognitive job demands and negatively related to volume job demands. External task demands had an additional indirect effect on perceived patient consultation performance, as it was associated with lower levels of job satisfaction and higher levels of burnout. Allowing community pharmacists to concentrate on tasks and limiting interruptions while performing these tasks are important factors in improving quality of patient care and pharmacist work life. The results have implications for strategies to improve patient safety and pharmacist performance. Copyright © 2014 Elsevier Inc. All rights reserved.

The Association of Subjective Workload Dimensions on Quality of Care and Pharmacist Quality of Work Life

PubMed Central

Chui, Michelle A.; Look, Kevin A.; Mott, David A.

2013-01-01

Background Workload has been described both objectively (e.g., number of prescriptions dispensed per pharmacist) as well as subjectively (e.g., pharmacist’s perception of busyness). These approaches might be missing important characteristics of pharmacist workload that have not been previously identified and measured. Objectives To measure the association of community pharmacists’ workload perceptions at three levels (organization, job, and task) with job satisfaction, burnout, and perceived performance of two tasks in the medication dispensing process. Methods A secondary data analysis was performed using cross-sectional survey data collected from Wisconsin (US) community pharmacists. Organization–related workload was measured as staffing adequacy; job-related workload was measured as general and specific job demands; task-related workload was measured as internal and external mental demands. Pharmacists’ perceived task performance was assessed for patient profile review and patient consultation. The survey was administered to a random sample of 500 pharmacists who were asked to opt in if they were a community pharmacist. Descriptive statistics and correlations of study variables were determined. Two structural equation models were estimated to examine relationships between the study variables and perceived task performance. Results From the 224 eligible community pharmacists that agreed to participate, 165 (73.7%) usable surveys were completed and returned. Job satisfaction and job-related monitoring demands had direct positive associations with both dispensing tasks. External task demands were negatively related to perceived patient consultation performance. Indirect effects on both tasks were primarily mediated through job satisfaction, which was positively related to staffing adequacy and cognitive job demands and negatively related to volume job demands. External task demands had an additional indirect effect on perceived patient consultation performance, as it was associated with lower levels of job satisfaction and higher levels of burnout. Implications/Conclusions Allowing community pharmacists to concentrate on tasks and limiting interruptions while performing these tasks are important factors in improving quality of patient care and pharmacist work life. The results have implications for strategies to improve patient safety and pharmacist performance. PMID:23791360

Job Demand and Job Resources related to the turnover intention of public health nurses: An analysis using a Job Demands-Resources model.

PubMed

Iguchi, Aya

2016-01-01

Objectives The purpose of this study was to investigate the job demands and job resources of public health nurses based on the Job Demands-Resources (JD-R) model, and to build a model that can estimate turnover intention based on job demands and job resources.Method By adding 12 items to the existing questionnaire, the author created a questionnaire consisting of 10 factors and 167 items, and used statistical analysis to examine job demands and job resources in relation to turnover intention.Results Out of 2,668 questionnaires sent, 1993 (72.5%) were returned. Considering sex-based differences in occupational stress, I analyzed women's answers in 1766 (66.2%) mails among the 1798 valid responses. The average age of respondents was 41.0±9.8 years, and the mean service duration was 17.0±10.0 years. For public health nurses, there was a turnover intention of 9.2%. The "job demands" section consisted of 29 items and 10 factors, while the "job resources" section consisted of 54 items and 22 factors. The result of examining the structure of job demands and job resources, leading to turnover intention was supported by the JD-R model. Turnover intention was strong and the Mental Component Summary (MCS) is low in those who had many job demands and few job resources (experiencing 'burn-out'). Enhancement of work engagement and turnover intention was weak in those who had many job resources. This explained approximately 60% of the dispersion to "burn-out", and approximately 40% to "work engagement", with four factors: work suitability, work significance, positive work self-balance, and growth opportunity of job resources.Conclusion This study revealed that turnover intention is strong in those who are burned out because of many job demands. Enhancement of work engagement and turnover intention is weak in those with many job resources. This suggests that suitable staffing and organized efforts to raise awareness of job significance are effective in reducing turnover intention.

Measurement of attitudes of U.K. dental practitioners to core job constructs.

PubMed

Harris, R V; Ashcroft, A; Burnside, G; Dancer, J M; Smith, D; Grieveson, B

2009-03-01

To develop a measure to identify dental practitioner attitudes towards core job dimensions relating to job satisfaction and motivation and to test this against practice characteristics and provider attributes of U.K. practitioners. an 83-item questionnaire was developed from open-ended interviews with practitioners and use of items in previously used dentist job satisfaction questionnaires. This was subsequently sent to 684 practitioners. Item analysis reduced the item pool to 40 items and factor analysis (PCA) was undertaken. 440 (64%) dentists responded. Factor analysis resulted in six factors being identified as distinguishable job dimensions, overall Cronbach's alpha = 0.88. The factors were: 'restriction in being able to provide quality care (F1)', 'respect from being a dentist (F2)', 'control of work (F3)', 'running a practice (F4)', 'clinical skills (F5)', and 'caring for patients (F6)'. All six factors were correlated with a global job satisfaction score, although F1 was most strongly related (r = 0.60). Regression model analysis revealed that 'whether the dentist worked within the National Health Service or wholly or partly in the private sector' (p < 0.001), 'time since qualification' (p = 0.009), and the position of the dentist within the practice (whether a practice owner or associate dentist), (p = 0.047) were predictive of this factor. Six core job constructs of U.K. practitioners have been identified, together with several practice characteristics and practitioner attributes which predict these factors. The study demonstrates the importance of refining measures of dentists' job satisfaction to take account of the culture and the system in which the practitioner works.

Perceived job insecurity as a risk factor for incident coronary heart disease: systematic review and meta-analysis.

PubMed

Virtanen, Marianna; Nyberg, Solja T; Batty, G David; Jokela, Markus; Heikkilä, Katriina; Fransson, Eleonor I; Alfredsson, Lars; Bjorner, Jakob B; Borritz, Marianne; Burr, Hermann; Casini, Annalisa; Clays, Els; De Bacquer, Dirk; Dragano, Nico; Elovainio, Marko; Erbel, Raimund; Ferrie, Jane E; Hamer, Mark; Jöckel, Karl-Heinz; Kittel, France; Knutsson, Anders; Koskenvuo, Markku; Koskinen, Aki; Lunau, Thorsten; Madsen, Ida E H; Nielsen, Martin L; Nordin, Maria; Oksanen, Tuula; Pahkin, Krista; Pejtersen, Jan H; Pentti, Jaana; Rugulies, Reiner; Salo, Paula; Shipley, Martin J; Siegrist, Johannes; Steptoe, Andrew; Suominen, Sakari B; Theorell, Töres; Toppinen-Tanner, Salla; Väänänen, Ari; Vahtera, Jussi; Westerholm, Peter J M; Westerlund, Hugo; Slopen, Natalie; Kawachi, Ichiro; Singh-Manoux, Archana; Kivimäki, Mika

2013-08-08

To determine the association between self reported job insecurity and incident coronary heart disease. A meta-analysis combining individual level data from a collaborative consortium and published studies identified by a systematic review. We obtained individual level data from 13 cohort studies participating in the Individual-Participant-Data Meta-analysis in Working Populations Consortium. Four published prospective cohort studies were identified by searches of Medline (to August 2012) and Embase databases (to October 2012), supplemented by manual searches. Prospective cohort studies that reported risk estimates for clinically verified incident coronary heart disease by the level of self reported job insecurity. Two independent reviewers extracted published data. Summary estimates of association were obtained using random effects models. The literature search yielded four cohort studies. Together with 13 cohort studies with individual participant data, the meta-analysis comprised up to 174,438 participants with a mean follow-up of 9.7 years and 1892 incident cases of coronary heart disease. Age adjusted relative risk of high versus low job insecurity was 1.32 (95% confidence interval 1.09 to 1.59). The relative risk of job insecurity adjusted for sociodemographic and risk factors was 1.19 (1.00 to 1.42). There was no evidence of significant differences in this association by sex, age (<50 v ≥ 50 years), national unemployment rate, welfare regime, or job insecurity measure. The modest association between perceived job insecurity and incident coronary heart disease is partly attributable to poorer socioeconomic circumstances and less favourable risk factor profiles among people with job insecurity.

Developing a Psychometric Instrument to Measure Physical Education Teachers' Job Demands and Resources.

PubMed

Zhang, Tan; Chen, Ang

2017-01-01

Based on the job demands-resources model, the study developed and validated an instrument that measures physical education teachers' job demands-resources perception. Expert review established content validity with the average item rating of 3.6/5.0. Construct validity and reliability were determined with a teacher sample ( n = 397). Exploratory factor analysis established a five-dimension construct structure matching the theoretical construct deliberated in the literature. The composite reliability scores for the five dimensions range from .68 to .83. Validity coefficients (intraclass correlational coefficients) are .69 for job resources items and .82 for job demands items. Inter-scale correlational coefficients range from -.32 to .47. Confirmatory factor analysis confirmed the construct validity with high dimensional factor loadings (ranging from .47 to .84 for job resources scale and from .50 to .85 for job demands scale) and adequate model fit indexes (root mean square error of approximation = .06). The instrument provides a tool to measure physical education teachers' perception of their working environment.

Developing a Psychometric Instrument to Measure Physical Education Teachers’ Job Demands and Resources

PubMed Central

Zhang, Tan; Chen, Ang

2017-01-01

Based on the job demands–resources model, the study developed and validated an instrument that measures physical education teachers’ job demands–resources perception. Expert review established content validity with the average item rating of 3.6/5.0. Construct validity and reliability were determined with a teacher sample (n = 397). Exploratory factor analysis established a five-dimension construct structure matching the theoretical construct deliberated in the literature. The composite reliability scores for the five dimensions range from .68 to .83. Validity coefficients (intraclass correlational coefficients) are .69 for job resources items and .82 for job demands items. Inter-scale correlational coefficients range from −.32 to .47. Confirmatory factor analysis confirmed the construct validity with high dimensional factor loadings (ranging from .47 to .84 for job resources scale and from .50 to .85 for job demands scale) and adequate model fit indexes (root mean square error of approximation = .06). The instrument provides a tool to measure physical education teachers’ perception of their working environment. PMID:29200808

The Job Satisfaction of Finnish Nursing Staff: The Development of a Job Satisfaction Scale and Survey Results

PubMed Central

Kvist, Tarja; Mäntynen, Raija; Partanen, Pirjo; Turunen, Hannele; Miettinen, Merja; Vehviläinen-Julkunen, Katri

2012-01-01

This paper describes the development of the Kuopio University Hospital Job Satisfaction Scale (KUHJSS) and the results of the survey. The scale was developed through a systematic literature review, and its validity and reliability were assessed using several psychometric properties including expert evaluation (n = 5), a pilot survey (n = 172), and exploratory factor analysis. The final version of KUHJSS included 37 items. A large sample psychometric evaluation was made by nursing staff (n = 2708). The exploratory factor analysis revealed seven factors with modest internal consistency (0.64–0.92). The staff reported relatively high job satisfaction. The greatest satisfaction was derived from motivating factors associated with the work; the least, from the job's demands. Respondents who considered their working units to provide an excellent quality of care reported the highest job satisfaction in every subarea (P < .0001). The KUHJSS proved to be a reliable and valid tool for measuring job satisfaction in hospital care. PMID:23133750

Home Healthcare Nurses' Job Satisfaction Scale: refinement and psychometric testing.

PubMed

Ellenbecker, Carol H; Byleckie, James J

2005-10-01

This paper describes a study to further develop and test the psychometric properties of the Home Healthcare Nurses' Job Satisfaction Scale, including reliability and construct and criterion validity. Numerous scales have been developed to measure nurses' job satisfaction. Only one, the Home Healthcare Nurses' Job Satisfaction Scale, has been designed specifically to measure job satisfaction of home healthcare nurses. The Home Healthcare Nurses' Job Satisfaction Scale is based on a theoretical model that integrates the findings of empirical research related to job satisfaction. A convenience sample of 340 home healthcare nurses completed the Home Healthcare Nurses' Job Satisfaction Scale and the Mueller and McCloskey Satisfaction Scale, which was used to test criterion validity. Factor analysis was used for testing and refinement of the theory-based assignment of items to constructs. Reliability was assessed by Cronbach's alpha internal consistency reliability coefficients. The data were collected in 2003. Nine factors contributing to home healthcare nurses' job satisfaction emerged from the factor analysis and were strongly supported by the underlying theory. Factor loadings were all above 0.4. Cronbach's alpha coefficients for each of the nine subscales ranged from 0.64 to 0.83; the alpha for the global scale was 0.89. The correlations between the Home Healthcare Nurses' Job Satisfaction Scale and Mueller and McCloskey Satisfaction Scale was 0.79, indicating good criterion-related validity. The Home Healthcare Nurses' Job Satisfaction Scale has potential as a reliable and valid scale for measurement of job satisfaction of home healthcare nurses.

Job insecurity and health: A study of 16 European countries

PubMed Central

László, Krisztina D.; Pikhart, Hynek; Kopp, Mária S.; Bobak, Martin; Pajak, Andrzej; Malyutina, Sofia; Salavecz, Gyöngyvér; Marmot, Michael

2010-01-01

Although the number of insecure jobs has increased considerably over the recent decades, relatively little is known about the health consequences of job insecurity, their international pattern, and factors that may modify them. In this paper, we investigated the association between job insecurity and self-rated health, and whether the relationship differs by country or individual-level characteristics. Cross-sectional data from 3 population-based studies on job insecurity, self-rated health, demographic, socioeconomic, work-related and behavioural factors and lifetime chronic diseases in 23,245 working subjects aged 45–70 years from 16 European countries were analysed using logistic regression and meta-analysis. In fully adjusted models, job insecurity was significantly associated with an increased risk of poor health in the Czech Republic, Denmark, Germany, Greece, Hungary, Israel, the Netherlands, Poland and Russia, with odds ratios ranging between 1.3 and 2.0. Similar, but not significant, associations were observed in Austria, France, Italy, Spain and Switzerland. We found no effect of job insecurity in Belgium and Sweden. In the pooled data, the odds ratio of poor health by job insecurity was 1.39. The association between job insecurity and health did not differ significantly by age, sex, education, and marital status. Persons with insecure jobs were at an increased risk of poor health in most of the countries included in the analysis. Given these results and trends towards increasing frequency of insecure jobs, attention needs to be paid to the public health consequences of job insecurity. PMID:20060634

Arrests, Recent Life Circumstances, and Recurrent Job Loss for At-Risk Young Men: An Event-History Analysis

ERIC Educational Resources Information Center

Wiesner, Margit; Capaldi, Deborah M.; Kim, Hyoun K.

2010-01-01

This study used longitudinal data from 202 at-risk young men to examine effects of arrests, prior risk factors, and recent life circumstances on job loss across a 7-year period in early adulthood. Repeated failure-time continuous event-history analysis indicated that occurrence of job loss was primarily related to prior mental health problems,…

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

ERIC Educational Resources Information Center

Marquardt, Lloyd D.; McCormick, Ernest J.

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

[Job stress of nursing aides in Swiss nursing homes : Nonlinear canonical analysis].

PubMed

Ziegler, A; Bernet, M; Metzenthin, P; Conca, A; Hahn, S

2016-08-01

Due to demographic changes, the demand for care in nursing homes for the elderly and infirmed is growing. At the same time nursing staff shortages are also increasing. Nursing aides are the primary care providers and comprise the largest staff group in Swiss nursing homes. They are exposed to various forms of job stress, which threaten job retention. The aim of this study was to discover which features of the work situation and which personal characteristics of the nursing aides were related to the workload. Data from nursing aides in Swiss nursing homes were investigated through a secondary analysis of a national quantitative cross-sectional study, using descriptive statistics and a nonlinear canonical correlation analysis. A total of 1054 nursing aides were included in the secondary analysis, 94.6 % of whom were women between the ages of 42 and 61 years. The job stress most frequently mentioned in the descriptive analysis, almost 60 % of the participants referred to it, was staff shortage. The nonlinear canonical correlation analysis revealed that many job strains are caused by social and organizational issues. In particular, a lack of support from supervisors was associated with staff not feeling appreciated. These job strains correlated with a high level of responsibility, the feeling of being unable to work independently and a feeling of being exploited. These strains were predominant in the nursing aides between 32 and 51 years old who had part time jobs but workloads of 80-90 %. Middle-aged nursing aides who worked to 80-90 % are particularly at risk to resign from the position prematurely. Measures need to be mainly implemented in the social and organizational areas. It can be assumed that a targeted individual support, recognition and promotion of nursing aides may decrease the level of job strain.

Downsizing and health at the United States Department of Energy.

PubMed

Pepper, Lewis; Messinger, Miriam; Weinberg, Janice; Campbell, Richard

2003-11-01

Downsizing and reorganization not only affect workers who lose their jobs, but even workers who retain their jobs are affected in negative ways. The present study measured how downsizing was accomplished at five Department of Energy facilities by evaluating communication with workers, perceived fairness of the process, and job characteristics, and how each of these were associated with worker health and well-being. The researchers collected quantitative data using structured surveys, and captured qualitative data using interviews, focus groups, and open-ended survey responses. Employees, who felt that the downsizing process was fair, and that communication was open and honest, reported fewer medical symptoms, lower survivor syndrome, and more job security than their counterparts. Employees who were less immediately impacted by downsizing reported fewer medical symptoms than those who were more directly involved (e.g., delivered layoff notices, changed jobs, etc.) Thus, downsizing appears to affect the health of survivors, through the effects of the downsizing process. This examination of the effect of downsizing on the physical and mental health of surviving employees supports the conclusion that the impact of downsizing is not limited to those who lose their jobs and highlights the potential repercussions of downsizing on the emotional health of employees. Copyright 2003 Wiley-Liss, Inc.

41 CFR 60-2.1 - Scope and application.

Code of Federal Regulations, 2010 CFR

2010-07-01

... employees are located, the organizational profile and job group analysis of the affirmative action program... program, the organizational profile and job group analysis of that program must be annotated to identify...

Jobs in Manufacturing. Job Family Series.

ERIC Educational Resources Information Center

Science Research Associates, Inc., Chicago, IL.

The instructional booklet explores various occupations in the occupational cluster of manufacturing. In the first chapter, the student is briefly introduced to the occupational cluster concept and to the general area of manufacturing. Chapter 2 describes jobs involved in the production of materials and processing of goods. Chapter 3 discusses…

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

ERIC Educational Resources Information Center

Cobigo, Virginie; Lachapelle, Yves; Morin, Diane

2010-01-01

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

School Guidance Counselors' Perceptions of Actual and Preferred Job Duties

ERIC Educational Resources Information Center

Edwards, John Dexter

2010-01-01

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

76 FR 44051 - Submission for Review: Revision of an Existing Information Collection, USAJOBS

Federal Register 2010, 2011, 2012, 2013, 2014

2011-07-22

.... SUPPLEMENTARY INFORMATION: USAJOBS is the official Federal Government source for Federal jobs and employment... applicant's qualifications for Federal jobs under the authority of sections 1104, 1302, 3301, [[Page 44052... facilitate a more seamless employment application process for both Federal agencies and job seekers...

Outsourcing and scheduling for a two-machine flow shop with release times

NASA Astrophysics Data System (ADS)

Ahmadizar, Fardin; Amiri, Zeinab

2018-03-01

This article addresses a two-machine flow shop scheduling problem where jobs are released intermittently and outsourcing is allowed. The first operations of outsourced jobs are processed by the first subcontractor, they are transported in batches to the second subcontractor for processing their second operations, and finally they are transported back to the manufacturer. The objective is to select a subset of jobs to be outsourced, to schedule both the in-house and the outsourced jobs, and to determine a transportation plan for the outsourced jobs so as to minimize the sum of the makespan and the outsourcing and transportation costs. Two mathematical models of the problem and several necessary optimality conditions are presented. A solution approach is then proposed by incorporating the dominance properties with an ant colony algorithm. Finally, computational experiments are conducted to evaluate the performance of the models and solution approach.

African American women in the workplace: relationships between job conditions, racial bias at work, and perceived job quality.

PubMed

Hughes, D; Dodge, M A

1997-10-01

Although studies have described work processes among employed African American women, few have examined the influence of these processes on job outcomes. This study examined relationships between African American women's exposure to a range of occupational stressors, including two types of racial bias--institutional discrimination and interpersonal prejudice--and their evaluations of job quality. Findings indicated that institutional discrimination and interpersonal prejudice were more important predictors of job quality among these women than were other occupational stressors such as low task variety and decision authority, heavy workloads, and poor supervision. Racial bias in the workplace was most likely to be reported by workers in predominantly white work settings. In addition, Black women who worked in service, semiskilled, and unskilled occupations reported significantly more institutional discrimination, but not more interpersonal prejudice, than did women in professional, managerial, and technical occupations or those in sales and clerical occupations.

The relationship between constructivist supervisory practices, school climate, and student proficiency in reading, mathematics, and science: Evidence from NELS:88

NASA Astrophysics Data System (ADS)

Molnar, John Alexander

In an effort to improve instruction and student learning, school reform efforts have become prevalent. School reformers have examined many aspects of the school experience, including learning theories such as behaviorism and constructivism, the changing roles of teachers and supervisors, and even the concept of the school itself. The theoretical framework for this study centered around constructivist learning theory. The study itself focused on the application of constructivist learning theory to the supervisory process. The study examined five areas of interest: (a) teachers' perceptions of constructivist supervisory behavior; (b) teachers' perceptions of efficacy and control in the classroom; (c) teachers' perceptions of school climate; (d) teachers' perceptions of job satisfaction, and (e) the influences of each of the aforementioned on student proficiency in mathematics, reading, and science. Data for the study was drawn from the first follow-up survey of the National Educational Longitudinal Study of 1988 (NELS: 88). NELS: 88 investigated a wide variety of factors that influence the educational process. The first follow-up focuses on environmental factors that affect teachers and students. Variables were selected from the NELS:88 data set that represented the areas to be examined. Factor analysis and correlational analysis were applied to ensure that the variables were measuring distinct constructs and to determine ways they could be grouped for analysis. Multiple linear regression analysis was applied to determine relationships among the individual and composite variables, controlling for student and teacher demographic factors. The results of the study suggest that varying relationships do exist between constructivist supervisory practices and the constructs measuring school climate and job satisfaction. The results also suggest that varying relationships exist between each of these factors and student proficiency in mathematics, reading, and science. Specifically, school climate, job satisfaction, and student proficiency were influenced by constructivist supervisory practices that included teachers' freedom to experiment with teaching and teachers' control over texts and materials.

The Relationship between Social Capital in Hospitals and Physician Job Satisfaction

PubMed Central

Ommen, Oliver; Driller, Elke; Köhler, Thorsten; Kowalski, Christoph; Ernstmann, Nicole; Neumann, Melanie; Steffen, Petra; Pfaff, Holger

2009-01-01

Background Job satisfaction in the hospital is an important predictor for many significant management ratios. Acceptance in professional life or high workload are known as important predictors for job satisfaction. The influence of social capital in hospitals on job satisfaction within the health care system, however, remains to be determined. Thus, this article aimed at analysing the relationship between overall job satisfaction of physicians and social capital in hospitals. Methods The results of this study are based upon questionnaires sent by mail to 454 physicians working in the field of patient care in 4 different German hospitals in 2002. 277 clinicians responded to the poll, for a response rate of 61%. Analysis was performed using three linear regression models with physician overall job satisfaction as the dependent variable and age, gender, professional experience, workload, and social capital as independent variables. Results The first regression model explained nearly 9% of the variance of job satisfaction. Whereas job satisfaction increased slightly with age, gender and professional experience were not identified as significant factors to explain the variance. Setting up a second model with the addition of subjectively-perceived workload to the analysis, the explained variance increased to 18% and job satisfaction decreased significantly with increasing workload. The third model including social capital in hospital explained 36% of the variance with social capital, professional experience and workload as significant factors. Conclusion This analysis demonstrated that the social capital of an organisation, in addition to professional experience and workload, represents a significant predictor of overall job satisfaction of physicians working in the field of patient care. Trust, mutual understanding, shared aims, and ethical values are qualities of social capital that unify members of social networks and communities and enable them to act cooperatively. PMID:19445692

Perceived job insecurity, unemployment and depressive symptoms: a systematic review and meta-analysis of prospective observational studies.

PubMed

Kim, T J; von dem Knesebeck, O

2016-05-01

It was shown that both job insecurity and unemployment are strongly and consistently associated with depressive symptoms. It is, however, less clear whether perceived job insecurity and unemployment constitute a comparable risk for the onset of depressive symptoms. A meta-analysis was conducted to explore this issue. In December 2014, relevant records were identified through the databases MEDLINE, Embase and PsychINFO. Articles were included if they had been published in the last 10 years and contained a quantitative analysis on the prospective link between job insecurity and unemployment with depressive symptoms. In 20 cohort studies within 15 articles, job insecurity and unemployment were significantly related to a higher risk of depressive symptoms, with the odds ratio (OR) being modestly higher for job insecurity (1.29, 95% CI 1.06-1.57) than for unemployment (1.19, 95% CI 1.11-1.28). Sensitivity analyses revealed that the effects were strongest in studies that examined younger respondents (<40 years) and used an unadjusted statistical model. By considering the length of the observational period, it was shown that unemployment ORs were higher in shorter time lags (under 1 year), while ORs for job insecurity were increased in longer exposure-outcome intervals (3-4 years). Specifically for unemployment, ORs were highest in studies that did not control for potential health selection effects and that ascertained enduring unemployment. A statistically significant publication bias was found for studies on unemployment, but not for job insecurity. The analyses revealed that both perceived job insecurity and unemployment constitute significant risks of increased depressive symptoms in prospective observational studies. By comparing both stressors, job insecurity can pose a comparable (and even modestly increased) risk of subsequent depressive symptoms.

Gender, job authority, and depression.

PubMed

Pudrovska, Tetyana; Karraker, Amelia

2014-12-01

Using the 1957-2004 data from the Wisconsin Longitudinal Study, we explore the effect of job authority in 1993 (at age 54) on the change in depressive symptoms between 1993 and 2004 (age 65) among white men and women. Within-gender comparisons indicate that women with job authority (defined as control over others' work) exhibit more depressive symptoms than women without job authority, whereas men in authority positions are overall less depressed than men without job authority. Between-gender comparisons reveal that although women have higher depression than men, women's disadvantage in depression is significantly greater among individuals with job authority than without job authority. We argue that macro- and meso-processes of gender stratification create a workplace in which exercising job authority exposes women to interpersonal stressors that undermine health benefits of job authority. Our study highlights how the cultural meanings of masculinities and femininities attenuate or amplify health-promoting resources of socioeconomic advantage. © American Sociological Association 2014.

Work-induced changes in feelings of mastery.

PubMed

Bradley, Graham L

2010-01-01

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

Evaluation of job satisfaction and working atmosphere of dental nurses in Germany.

PubMed

Goetz, Katja; Hasse, Philipp; Campbell, Stephen M; Berger, Sarah; Dörfer, Christof E; Hahn, Karolin; Szecsenyi, Joachim

2016-02-01

The purpose of the study was to assess the level of job satisfaction of dental nurses in ambulatory care and to explore the impact of aspects of working atmosphere on and their association with job satisfaction. This cross-sectional study was based on a job satisfaction survey. Data were collected from 612 dental nurses working in 106 dental care practices. Job satisfaction was measured with the 10-item Warr-Cook-Wall job satisfaction scale. Working atmosphere was measured with five items. Linear regression analyses were performed in which each item of the job satisfaction scale was handled as dependent variables. A stepwise linear regression analysis was performed with overall job satisfaction and the five items of working atmosphere, job satisfaction, and individual characteristics. The response rate was 88.3%. Dental nurses were satisfied with 'colleagues' and least satisfied with 'income.' Different aspects of job satisfaction were mostly associated with the following working atmosphere issues: 'responsibilities within the practice team are clear,' 'suggestions for improvement are taken seriously,' 'working atmosphere in the practice team is good,' and 'made easier to admit own mistakes.' Within the stepwise linear regression analysis, the aspect 'physical working condition' (β = 0.304) showed the highest association with overall job satisfaction. The total explained variance of the 14 associated variables was 0.722 with overall job satisfaction. Working atmosphere within this discrete sample of dental care practice seemed to be an important influence on reported working condition and job satisfaction for dental nurses. Because of the high association of job satisfaction with physical working condition, the importance of paying more attention to an ergonomic working position for dental nurses to ensure optimal quality of care is highlighted. © 2015 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

Can Job Control Ameliorate Work-family Conflict and Enhance Job Satisfaction among Chinese Registered Nurses? A Mediation Model.

PubMed

Ding, Xiaotong; Yang, Yajuan; Su, Dan; Zhang, Ting; Li, Lunlan; Li, Huiping

2018-04-01

Low job satisfaction is the most common cause of nurses' turnover and influences the quality of nursing service. Moreover, we have no idea regarding whether job control, as an individual factor, can play a role in the relationship. To explore the relationship between work-family conflict and job satisfaction among Chinese registered nurses and the mediating role of job control in this relationship. From August 2015 to November 2016, 487 Chinese registered nurses completed a survey. The study used work-family conflict scale, job control scale, job satisfaction scale, as well as general information. Multiple regression analysis was used to explore the independent factors of job satisfaction. Structural equation model was used to explore the mediating role of job control. Work-family conflict was negatively correlated with job satisfaction (r ‑0.432, p<0.01). In addition, job control was positively related to job satisfaction (r 0.567, p<0.01). Work-family conflict and job control had significant predictive effects on job satisfaction. Job control partially mediated the relationship between work-family conflict and job satisfaction. Work-family conflict affected job satisfaction and job control was a mediator in this relationship among Chinese registered nurses. Job control could potentially improve nurses' job satisfaction.

A Guide for Developing Standard Operating Job Procedures for the Activated Sludge - Aeration & Sedimentation Process Wastewater Treatment Facility. SOJP No. 5.

ERIC Educational Resources Information Center

Mason, George J.

This guide for developing standard operating job procedures for wastewater treatment facilities is devoted to the activated sludge aeration and sedimentation process. This process is for conversion of nonsettleable and nonfloatable materials in wastewater to settleable, floculated biological groups and separation of the settleable solids from the…

A Guide for Developing Standard Operating Job Procedures for the Digestion Process Wastewater Treatment Facility. SOJP No. 10.

ERIC Educational Resources Information Center

Schwing, Carl M.

This guide describes standard operating job procedures for the digestion process of wastewater treatment facilities. This process is for reducing the volume of sludge to be treated in subsequent units and to reduce the volatile content of sludge. The guide gives step-by-step instructions for pre-startup, startup, continuous operating, shutdown,…

A Guide for Developing Standard Operating Job Procedures for the Grit Removal Process Wastewater Treatment Facility. SOJP No. 2.

ERIC Educational Resources Information Center

Deal, Gerald A.; Montgomery, James A.

This guide describes standard operating job procedures for the grit removal process of wastewater treatment plants. Step-by-step instructions are given for pre-start up inspection, start-up, continuous operation, and shut-down procedures. A description of the equipment used in the process is given. Some theoretical material is presented. (BB)

A Guide for Developing Standard Operating Job Procedures for the Tertiary Multimedia Filtration Process Wastewater Treatment Facility. SOJP No. 7.

ERIC Educational Resources Information Center

Petrasek, Al, Jr.

This guide describes the standard operating job procedures for the tertiary multimedia filtration process of wastewater treatment plants. The major objective of the filtration process is the removal of suspended solids from the reclaimed wastewater. The guide gives step-by-step instructions for pre-start up, start-up, continuous operation, and…

Forget the Desk Job: Current Roles and Responsibilities in Entry-Level Reference Job Advertisements

ERIC Educational Resources Information Center

Detmering, Robert; Sproles, Claudene

2012-01-01

This study examines the evolving roles and responsibilities of entry-level academic reference positions, as stated in recent job advertisements posted on the American Library Association's JobLIST Web site and other sources. Findings from a content analysis of these advertisements indicate that current entry-level reference positions in academic…

The Knowledge, Experience, Skills, and Characteristics TESOL Employers Seek in Job Candidates

ERIC Educational Resources Information Center

Bailey, Caprice L.; Tanner, Mark W.; Henrichsen, Lynn E.; Dewey, Dan P.

2013-01-01

In a competitive marketplace, job candidates need to know what TESOL employers are seeking in new hires. A 12-month study of TESOL job announcements examined the types of work offered and the candidate knowledge, experience, skills, and personal characteristics TESOL employers were seeking in full-time hires. An analysis of 169 job advertisements…

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…

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

DTIC Science & Technology

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

A Job Classification Scheme for Health Manpower

PubMed Central

Weiss, Jeffrey H.

1968-01-01

The Census Bureau's occupational classification scheme and concept of the “health services industry” are inadequate tools for analysis of the changing job structure of health manpower. In an attempt to remedy their inadequacies, a new analytical framework—drawing upon the work of James Scoville on the job content of the U.S. economy—was devised. The first stage in formulating this new framework was to determine which jobs should be considered health jobs. The overall health care job family was designed to encompass jobs in which the primary technical focus or function is oriented toward the provision of health services. There are two dimensions to the job classification scheme presented here. The first describes each job in terms of job content; relative income data and minimum education and training requirements were employed as surrogate measures. By this means, health care jobs were grouped by three levels of job content: high, medium, and low. The other dimension describes each job in terms of its technical focus or function; by this means, health care jobs were grouped into nine job families. PMID:5673666

Job boredom and its correlates in 87 Finnish organizations.

PubMed

Harju, Lotta; Hakanen, Jari J; Schaufeli, Wilmar B

2014-09-01

To investigate the correlates of job boredom in 87 Finnish workplaces (N = 11,468) and to examine the associations between job boredom, health outcomes, and job attitudes. We applied the Dutch Boredom Scale to measure job boredom. Hierarchical logistic regression analysis and odds ratio estimates were used for further examination of the variables. Male, under-36-year-old employees and employees working in transportation, manufacturing, arts, recreation, and entertainment experienced the most job boredom. Job boredom increased the likelihood of employees' turnover and early retirement intentions, poor self-rated health, poor workability, and stress symptoms. Job boredom is a phenomenon that concerns a wide range of industries. We found a clear association between job boredom and negative health- and work-related perceptions. The results support the notion that job boredom can be harmful to employee health.

Job evaluation for clinical nursing jobs by implementing the NHS JE system.

PubMed

Kahya, Emin; Oral, Nurten

2007-10-01

The purpose of this paper was to evaluate locally all the clinical nursing jobs implementing the NHS JE system in four hospitals. The NHS JE was developed by the Department of Health in the UK in 2003-2004. A job analysis questionnaire was designed to gather current job descriptions. It was distributed to each of 158 clinical nurses and supervisor nurses in 31 variety clinics at four hospitals in one city. The questionnaires were analysed to evaluate locally all the identified 94 nursing jobs. Fourteen of 19 nursing jobs in the medical and surgical clinics can be matched to the nurse national job in the NHS JE system. The results indicated that two new nursing jobs titled nurse B and nurse advanced B should be added to the list of national nursing jobs in the NHS JE system.

Federal Workplace Literacy Project. Internal Evaluation Report.

ERIC Educational Resources Information Center

Matuszak, David J.

This report describes the following components of the Nestle Workplace Literacy Project: six job task analyses, curricula for six workplace basic skills training programs, delivery of courses using these curricula, and evaluation of the process. These six job categories were targeted for training: forklift loader/checker, BB's processing systems…

The Impact of Organizational Innovations in Nursing Homes on Staff Perceptions: A Secondary Data Analysis.

PubMed

Adams, Joost; Verbeek, Hilde; Zwakhalen, Sandra M G

2017-01-01

The shift in nursing home care for patients with dementia from traditional task-driven environments towards patient-centered small-scale environments has implications for nursing practice. Information about its implications for nursing staff is lacking, and only a few studies have addressed staff perceptions. We sought to explore staff perceptions of required skills and to determine differences in job satisfaction, motivation, and job characteristics of staff working in both care settings. A secondary data analysis was conducted. The data source used was drawn from a larger study testing the effects of small-scale living (Verbeek et al., 2009). Nursing staff working on a permanent basis and who were directly involved in care were eligible to participate in the study. Data on job satisfaction, motivation, and job characteristics of nursing staff working in typical small-scale and traditional care environments were derived using a questionnaire. Data were analyzed using descriptive statistics. Differences between nursing staff job satisfaction, motivation, and job characteristics were tested using multilinear regression analysis. In total, 138 staff members were included (81 staff members working in traditional nursing home wards and 57 staff members working in small-scale nursing home wards). The findings showed that in typical small-scale nursing homes, job satisfaction and job motivation were significantly higher compared to those in typical traditional nursing homes. Job autonomy and social support were also significantly higher, while job demands were significantly lower in these small-scale nursing homes. Social support was found to be the most significant predictor of job motivation and job satisfaction in both types of typical nursing homes. Nursing staff working in traditional care environments more often expressed the intention to switch to small-scale environments. Based on the findings of this study, it can be concluded that nursing homes environments differ substantially in experienced job satisfaction and job motivation. To enable a balanced work environment for nursing staff, a clear understanding of the relation between living environments and experienced job satisfaction among nursing staff is required. Since social support seems to be one of the key contributors to a supportive beneficial work climate, managers should focus on enabling this in daily nursing home care. © 2016 Sigma Theta Tau International.

Domestic Job Shortage or Job Maldistribution? A Geographic Analysis of the Current Radiation Oncology Job Market.

PubMed

Chowdhary, Mudit; Chhabra, Arpit M; Switchenko, Jeffrey M; Jhaveri, Jaymin; Sen, Neilayan; Patel, Pretesh R; Curran, Walter J; Abrams, Ross A; Patel, Kirtesh R; Marwaha, Gaurav

2017-09-01

To examine whether permanent radiation oncologist (RO) employment opportunities vary based on geography. A database of full-time RO jobs was created by use of American Society for Radiation Oncology (ASTRO) Career Center website posts between March 28, 2016, and March 31, 2017. Jobs were first classified by region based on US Census Bureau data. Jobs were further categorized as academic or nonacademic depending on the employer. The prevalence of job openings per 10 million population was calculated to account for regional population differences. The χ 2 test was implemented to compare position type across regions. The number and locations of graduating RO during our study period was calculated using National Resident Matching Program data. The χ 2 goodness-of-fit test was then used to compare a set of observed proportions of jobs with a corresponding set of hypothesized proportions of jobs based on the proportions of graduates per region. A total of 211 unique jobs were recorded. The highest and lowest percentages of jobs were seen in the South (31.8%) and Northeast (18.5%), respectively. Of the total jobs, 82 (38.9%) were academic; the South had the highest percentage of overall academic jobs (35.4%), while the West had the lowest (14.6%). Regionally, the Northeast had the highest percentage of academic jobs (56.4%), while the West had the lowest (26.7%). A statistically significant difference was noted between regional academic and nonacademic job availability (P=.021). After we accounted for unit population, the Midwest had the highest number of total jobs per 10 million (9.0) while the South had the lowest (5.9). A significant difference was also observed in the proportion of RO graduates versus actual jobs per region (P=.003), with a surplus of trainees seen in the Northeast. This study presents a quantitative analysis of the RO job market. We found a disproportionately small number of opportunities compared with graduates trained in the Northeast, as well as a significant regional imbalance of academic versus nonacademic jobs. Long-term monitoring is required to confirm these results. Copyright © 2017 Elsevier Inc. All rights reserved.

An Introduction to Job Analysis

ERIC Educational Resources Information Center

Boydell, T. H.

1970-01-01

Job training involves preparing a job description and specification, and, if necessary, further analyses of skills, knowledge, and attitudes in order to identify areas of difficulty which will affect the choice of what must be learned and appropriate training techniques. (DM)

An analysis of the job of railroad train dispatcher.

DOT National Transportation Integrated Search

1974-04-01

This report constitutes a detailed study of the job of railroad train dispatcher, conducted to provide a data base for the derivation of criteria of job knowledge, skills and training consonant with safe operations. Documentation was reviewed; specia...

Carpal Tunnel Syndrome

MedlinePlus

... worker's wrist to maintain a natural position during work. Jobs can be rotated among workers. Employers can develop programs in ergonomics, the process of adapting workplace conditions and job ...

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

PubMed

Järvi, Maija; Uusitalo, Tarja

2004-09-01

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

Learning and strain among newcomers: a three-wave study on the effects of job demands and job control.

PubMed

Taris, Toon W; Feij, Jan A

2004-11-01

The present 3-wave longitudinal study was an examination of job-related learning and strain as a function of job demand and job control. The participants were 311 newcomers to their jobs. On the basis of R. A. Karasek and T. Theorell's (1990) demand-control model, the authors predicted that high demand and high job control would lead to high levels of learning; low demand and low job control should lead to low levels of learning; high demand and low job control should lead to high levels of strain; and low demand and high job control should lead to low levels of strain. The relation between strain and learning was also examined. The authors tested the hypotheses using ANCOVA and structural equation modeling. The results revealed that high levels of strain have an adverse effect on learning; the reverse effect was not confirmed. It appears that Karasek and Theorell's model is very relevant when examining work socialization processes.