Empirical Investigation of Job Applicants' Reactions to Taking a Pre-Employment Honesty Test.

ERIC Educational Resources Information Center

Jones, John W.; Joy, Dennis

Employee theft is widespread and difficult to detect. Many companies have attempted to control the employee theft problem through pre-employment screening. The use of paper-and-pencil honesty tests in this process has become increasingly common. These two studies empirically investigated job applicants' (N=450) reactions to taking a pre-employment…

Searching for the right fit: development of applicant person-organization fit perceptions during the recruitment process.

PubMed

Swider, Brian W; Zimmerman, Ryan D; Barrick, Murray R

2015-05-01

Numerous studies link applicant fit perceptions measured at a single point in time to recruitment outcomes. Expanding upon this prior research by incorporating decision-making theory, this study examines how applicants develop these fit perceptions over the duration of the recruitment process, showing meaningful changes in fit perceptions across and within organizations overtime. To assess the development of applicant fit perceptions, eight assessments of person-organization (PO) fit with up to four different organizations across 169 applicants for 403 job choice decisions were analyzed. Results showed the presence of initial levels and changes in differentiation of applicant PO fit perceptions across organizations, which significantly predicted future job choice. In addition, changes in within-organizational PO fit perceptions across two stages of recruitment predicted applicant job choices among multiple employers. The implications of these results for accurately understanding the development of fit perceptions, relationships between fit perceptions and key recruiting outcomes, and possible limitations of past meta-analytically derived estimates of these relationships are discussed. (c) 2015 APA, all rights reserved.

Get That Job! A Project on the German Job Application Process

ERIC Educational Resources Information Center

Magedera-Hofhansl, Hanna

2016-01-01

With decreasing numbers of students studying German at Higher Education Institutions in the United Kingdom, there is an increasing demand for graduate Germanists. This project, designed for C1/C2 level students according to the Common European Framework of Reference for languages, prepares finalist students for a job market in which UK and German…

Teaching Case: MiHotel--Applicant Processing System Design Case

ERIC Educational Resources Information Center

Miller, Robert E.; Dunn, Paul

2018-01-01

This teaching case describes the functionality of an applicant processing system designed for a fictitious hotel chain. The system detailed in the case includes a webform where applicants complete and submit job applications. The system also includes a desktop application used by hotel managers and Human Resources to track applications and process…

Development of a Navy Job-Specific Vocational Interest Model

DTIC Science & Technology

2006-12-01

The role of job satisfaction in absence behavior. Organizational Behavior and Human Performance , 19, 148-161. Jackofsky, E. F., & Peters, L. H. (1983...Guidance Quarterly, (December), 160-165. Spencer, D. G., & Steers, R. M. (1981). Performance as a moderator of the job- satisfaction -turnover relationship...Application of Process Model to Measurement of Career Choice Satisfaction .............. 9 Content Model of Vocational Interests: Constructs and Structures

Job Search Correspondence.

ERIC Educational Resources Information Center

Lorenzen, Elizabeth A.; And Others

This paper describes the various types of correspondence used in the job search process and provides guidelines and samples of each type. Types of letters discussed include cover letters (including letters of application and prospecting letters), networking letters, thank-you letters, acceptance letters, withdrawal letters, and rejection of offer…

How to locate & hire clinical/biomedical engineers, supervisors, managers & biomedical equipment technicians.

PubMed

Pacela, A F; Brush, L C

1993-01-01

This article has described the process and the resources available for locating and hiring clinical/biomedical engineers, supervisors, managers, and biomedical equipment technicians. First, the employer must determine the qualifications for the position, including job titles, descriptions, pay scales, and certification requirements. Next, the employer must find qualified applicants. The most common way to do this is to use "outside" contacts, such as help-wanted advertising, specialized job placement agencies, schools and colleges, military resources, regional biomedical societies, and nationwide societies. An "inside" search involves limited internal advertising of the position and using personal referrals for candidates. Finally, the employer must screen the applicants. The position description is the obvious first step in this process, but there are other pre-screening techniques, such as employment testing. Interviewing is the most common way to hire for job positions, but the interviewer needs to know about the position and ask the right questions. Post-interview screening is a final step to help determine the best job-person match.

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).

A quantitative model of application slow-down in multi-resource shared systems

DOE PAGES

Lim, Seung-Hwan; Kim, Youngjae

2016-12-26

Scheduling multiple jobs onto a platform enhances system utilization by sharing resources. The benefits from higher resource utilization include reduced cost to construct, operate, and maintain a system, which often include energy consumption. Maximizing these benefits comes at a price-resource contention among jobs increases job completion time. In this study, we analyze slow-downs of jobs due to contention for multiple resources in a system; referred to as dilation factor. We observe that multiple-resource contention creates non-linear dilation factors of jobs. From this observation, we establish a general quantitative model for dilation factors of jobs in multi-resource systems. A job ismore » characterized by a vector-valued loading statistics and dilation factors of a job set are given by a quadratic function of their loading vectors. We demonstrate how to systematically characterize a job, maintain the data structure to calculate the dilation factor (loading matrix), and calculate the dilation factor of each job. We validate the accuracy of the model with multiple processes running on a native Linux server, virtualized servers, and with multiple MapReduce workloads co-scheduled in a cluster. Evaluation with measured data shows that the D-factor model has an error margin of less than 16%. We extended the D-factor model to capture the slow-down of applications when multiple identical resources exist such as multi-core environments and multi-disks environments. Finally, validation results of the extended D-factor model with HPC checkpoint applications on the parallel file systems show that D-factor accurately captures the slow down of concurrent applications in such environments.« less

A quantitative model of application slow-down in multi-resource shared systems

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

Lim, Seung-Hwan; Kim, Youngjae

Scheduling multiple jobs onto a platform enhances system utilization by sharing resources. The benefits from higher resource utilization include reduced cost to construct, operate, and maintain a system, which often include energy consumption. Maximizing these benefits comes at a price-resource contention among jobs increases job completion time. In this study, we analyze slow-downs of jobs due to contention for multiple resources in a system; referred to as dilation factor. We observe that multiple-resource contention creates non-linear dilation factors of jobs. From this observation, we establish a general quantitative model for dilation factors of jobs in multi-resource systems. A job ismore » characterized by a vector-valued loading statistics and dilation factors of a job set are given by a quadratic function of their loading vectors. We demonstrate how to systematically characterize a job, maintain the data structure to calculate the dilation factor (loading matrix), and calculate the dilation factor of each job. We validate the accuracy of the model with multiple processes running on a native Linux server, virtualized servers, and with multiple MapReduce workloads co-scheduled in a cluster. Evaluation with measured data shows that the D-factor model has an error margin of less than 16%. We extended the D-factor model to capture the slow-down of applications when multiple identical resources exist such as multi-core environments and multi-disks environments. Finally, validation results of the extended D-factor model with HPC checkpoint applications on the parallel file systems show that D-factor accurately captures the slow down of concurrent applications in such environments.« less

Scheduling with genetic algorithms

NASA Technical Reports Server (NTRS)

Fennel, Theron R.; Underbrink, A. J., Jr.; Williams, George P. W., Jr.

1994-01-01

In many domains, scheduling a sequence of jobs is an important function contributing to the overall efficiency of the operation. At Boeing, we develop schedules for many different domains, including assembly of military and commercial aircraft, weapons systems, and space vehicles. Boeing is under contract to develop scheduling systems for the Space Station Payload Planning System (PPS) and Payload Operations and Integration Center (POIC). These applications require that we respect certain sequencing restrictions among the jobs to be scheduled while at the same time assigning resources to the jobs. We call this general problem scheduling and resource allocation. Genetic algorithms (GA's) offer a search method that uses a population of solutions and benefits from intrinsic parallelism to search the problem space rapidly, producing near-optimal solutions. Good intermediate solutions are probabalistically recombined to produce better offspring (based upon some application specific measure of solution fitness, e.g., minimum flowtime, or schedule completeness). Also, at any point in the search, any intermediate solution can be accepted as a final solution; allowing the search to proceed longer usually produces a better solution while terminating the search at virtually any time may yield an acceptable solution. Many processes are constrained by restrictions of sequence among the individual jobs. For a specific job, other jobs must be completed beforehand. While there are obviously many other constraints on processes, it is these on which we focussed for this research: how to allocate crews to jobs while satisfying job precedence requirements and personnel, and tooling and fixture (or, more generally, resource) requirements.

Ph.D.'s Spend Big Bucks Hunting for Academic Jobs, with No Guaranteed Results

ERIC Educational Resources Information Center

Patton, Stacey

2013-01-01

Ph.D.'s are used to shelling out tens of thousands of dollars in the name of education. But earning the top graduate degree doesn't mean their spending has come to an end. An industry designed to help aspiring academics manage the job-application process and land tenure-track jobs is growing, and reaping the benefits of a tight market in many…

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

Using Storytelling as a Job-Search Strategy

ERIC Educational Resources Information Center

Smart, Karl L.; DiMaria, Jerry

2018-01-01

This article demonstrates and reinforces the role that well-told stories play in the success of the job-search process. Building on narrative theory, impression management, and an increased use of behavioral-based questions in interviews, well-crafted stories about work and educational experiences demonstrate skills applicants possess and convey…

Evaluation of Job Queuing/Scheduling Software: Phase I Report

NASA Technical Reports Server (NTRS)

Jones, James Patton

1996-01-01

The recent proliferation of high performance work stations and the increased reliability of parallel systems have illustrated the need for robust job management systems to support parallel applications. To address this issue, the national Aerodynamic Simulation (NAS) supercomputer facility compiled a requirements checklist for job queuing/scheduling software. Next, NAS began an evaluation of the leading job management system (JMS) software packages against the checklist. This report describes the three-phase evaluation process, and presents the results of Phase 1: Capabilities versus Requirements. We show that JMS support for running parallel applications on clusters of workstations and parallel systems is still insufficient, even in the leading JMS's. However, by ranking each JMS evaluated against the requirements, we provide data that will be useful to other sites in selecting a JMS.

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

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.

Technology in International Admissions

ERIC Educational Resources Information Center

White, Elizabeth

2012-01-01

In a relatively short time, technology applications have become an essential feature of the admissions business. They make the jobs of international admissions professionals easier in many ways, allowing for more robust communication with applicants and counselors, a streamlined application process, and quicker access to information about…

Optimization Models for Scheduling of Jobs

PubMed Central

Indika, S. H. Sathish; Shier, Douglas R.

2006-01-01

This work is motivated by a particular scheduling problem that is faced by logistics centers that perform aircraft maintenance and modification. Here we concentrate on a single facility (hangar) which is equipped with several work stations (bays). Specifically, a number of jobs have already been scheduled for processing at the facility; the starting times, durations, and work station assignments for these jobs are assumed to be known. We are interested in how best to schedule a number of new jobs that the facility will be processing in the near future. We first develop a mixed integer quadratic programming model (MIQP) for this problem. Since the exact solution of this MIQP formulation is time consuming, we develop a heuristic procedure, based on existing bin packing techniques. This heuristic is further enhanced by application of certain local optimality conditions. PMID:27274921

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.

25 CFR 26.25 - What constitutes a complete Job Placement Program application?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 false What constitutes a complete Job Placement Program... JOB PLACEMENT AND TRAINING PROGRAM Job Placement Services § 26.25 What constitutes a complete Job Placement Program application? To be complete, a Job Placement Program application must contain all of the...

25 CFR 26.25 - What constitutes a complete Job Placement Program application?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 25 Indians 1 2012-04-01 2011-04-01 true What constitutes a complete Job Placement Program... JOB PLACEMENT AND TRAINING PROGRAM Job Placement Services § 26.25 What constitutes a complete Job Placement Program application? To be complete, a Job Placement Program application must contain all of the...

25 CFR 26.25 - What constitutes a complete Job Placement Program application?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 25 Indians 1 2014-04-01 2014-04-01 false What constitutes a complete Job Placement Program... JOB PLACEMENT AND TRAINING PROGRAM Job Placement Services § 26.25 What constitutes a complete Job Placement Program application? To be complete, a Job Placement Program application must contain all of the...

25 CFR 26.25 - What constitutes a complete Job Placement Program application?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 25 Indians 1 2013-04-01 2013-04-01 false What constitutes a complete Job Placement Program... JOB PLACEMENT AND TRAINING PROGRAM Job Placement Services § 26.25 What constitutes a complete Job Placement Program application? To be complete, a Job Placement Program application must contain all of the...

PubMed

Emanuel, Federica; Molino, Monica; Ghislieri, Chiara; Ghini, Riccardo; Tortone, Alberto; Cortese, Claudio Giovanni

2016-09-26

Work-related stress evaluation is a legal requirement for companies that, in some cases, might be seen as an opportunity to examine wellbeing at work and the dimensions related to it, through the involvement of employees. To that end, this study considers the job demands-resources model as a theoretical framework. The study has a twofold objective: a) to describe the process of subjective evaluation carried out in the Italian plant of a pharmaceutical company; and b) to show and discuss results of the analyses performed on variables, examining in detail the relationship between two outcomes (job satisfaction and emotional exhaustion) and some job demands (workload and job effort), job resources (safety climate, clarity of roles, clarity and applicability of procedures, supervisor relational justice and colleague support), and personal resources (internal locus of control and job-related self-efficacy). The research was conducted through focus groups and a self-report questionnaire that involved all plant employees. Final respondents were 143 (85.1% of employees). The regression model, with job satisfaction as a dependent variable, showed a positive relationship with some organizational resources: clarity of roles, clarity and applicability of procedures, supervisor relational justice and colleague support. The regression model, with emotional exhaustion as a dependent variable, showed a positive relationship with two job demands, workload and job effort, and a negative relationship with job-related self-efficacy. The study confirmed how important it is to consider wellbeing at work, in its cognitive and emotional dimensions, and its relationship with job demands and resources, within subjective evaluation of work-related stress. Starting from the study results, the research identified a plan of interventions designed for specific areas of improvement.

A house divided: cooperative and competitive recruitment in vital industries.

PubMed

Willis, William K; Muslin, Ivan; Timko, Karlyn N

2016-03-01

To propose a theoretical based model approach to address the nursing shortage problem of recruiting qualified applicants. Vital industries such as nursing and trucking face a large labour shortage. A literature review focusing on recruitment and realistic job previews examines relevant theories and an indication of the focus of similar research. Game theory illustrates cooperative and competitive recruitment strategies in vital industries. Proposition and model development where cooperative or competitive strategies for recruitment can either increase or decrease the employee applicant pool. Institutional theory states that firms within a population become isomorphic in nature. Firms employing cooperative or competitive strategies for recruitment can change organisational practices through isomorphic processes. Industries facing a labour market shortage using cooperative strategy will use realistic job previews accurately to disseminate information about industry jobs. Realistic job previews will increase the applicant pool through individuals self-selecting into, rather than out of, the applicant pool. Recruitment in the nursing industry has been examined at the individual applicant and organisational level, yet the overall industry has been ignored. As nursing shortages continue, viewing recruitment at the macro level (the overall industry) is appropriate. Game theory as proposed provides opportunities for current research at the industry level. © 2015 John Wiley & Sons Ltd.

JSD: Parallel Job Accounting on the IBM SP2

NASA Technical Reports Server (NTRS)

Saphir, William; Jones, James Patton; Walter, Howard (Technical Monitor)

1995-01-01

The IBM SP2 is one of the most promising parallel computers for scientific supercomputing - it is fast and usually reliable. One of its biggest problems is a lack of robust and comprehensive system software. Among other things, this software allows a collection of Unix processes to be treated as a single parallel application. It does not, however, provide accounting for parallel jobs other than what is provided by AIX for the individual process components. Without parallel job accounting, it is not possible to monitor system use, measure the effectiveness of system administration strategies, or identify system bottlenecks. To address this problem, we have written jsd, a daemon that collects accounting data for parallel jobs. jsd records information in a format that is easily machine- and human-readable, allowing us to extract the most important accounting information with very little effort. jsd also notifies system administrators in certain cases of system failure.

Alaska Department of Labor and Workforce Development

Science.gov Websites

Applications and Permits Employment Application (PDF) (Word) Youth Work Permit (PDF) Post a Job To advertise a job opening to Alaska job seekers, post a job on Alexsys. ALEXsys Alaska's Job Bank The job opening

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.

Learning and Construction in Engineering Jobs.

ERIC Educational Resources Information Center

Buch, Anders

Knowledge production and learning in engineering is a local, situated, negotiated, and thoroughly social process. Although engineering work entails the construal, production, and application of artifacts and technical devices belonging to the "object world," the process of designing is a process of achieving consensus among real or…

Zinc thermal spray coatings for reinforced concrete: An AWS process standard

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

Sulit, R.A.

Zinc and aluminum thermal spray coatings (TSC) have been used for lining concrete weir in Great Britain since the 1950`s to maintain the dimensions of the weir for flow control concomitant with reduced wear and erosion of the concrete surfaces. This paper reports the development and the content of the ANSI/AWS C2.20-XX standard for the application of An TSC on concrete using flame and arc spray processes. This standard is formatted as an industrial process instruction: job description; safety; feedstock materials; equipment; a step-by-step method for surface preparation, thermal spraying; quality control; repair and maintenance of surface preparation, thermal spraying;more » quality control; repair and maintenance of Zn TSC on concrete; and a Job Control Record. Job planning and training and certification requirements are presented for An TSC inspectors and thermal spray operators. Four annexes are included in the standard: (a) historical summary of Zn TSC on concrete (b) sample job control record; (c) thermal spray operator qualification; and (d) portable adhesion testing for An TSC on concrete. This standard is based on the current literature and industrial equipment, process, and practices.« less

41 CFR 102-81.30 - What information must job applicants at child care centers reveal?

Code of Federal Regulations, 2011 CFR

2011-01-01

... job applicants at child care centers reveal? 102-81.30 Section 102-81.30 Public Contracts and Property... PROPERTY 81-SECURITY Security § 102-81.30 What information must job applicants at child care centers reveal... on the job application. Employment at a child care facility means any position that involves work...

Collectively loading an application in a parallel computer

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

Aho, Michael E.; Attinella, John E.; Gooding, Thomas M.

Collectively loading an application in a parallel computer, the parallel computer comprising a plurality of compute nodes, including: identifying, by a parallel computer control system, a subset of compute nodes in the parallel computer to execute a job; selecting, by the parallel computer control system, one of the subset of compute nodes in the parallel computer as a job leader compute node; retrieving, by the job leader compute node from computer memory, an application for executing the job; and broadcasting, by the job leader to the subset of compute nodes in the parallel computer, the application for executing the job.

20 CFR 653.103 - MSFW job applications.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 3 2014-04-01 2014-04-01 false MSFW job applications. 653.103 Section 653... EMPLOYMENT SERVICE SYSTEM Services for Migrant and Seasonal Farmworkers (MSFWs) § 653.103 MSFW job... offer to refer the applicant to any available jobs for which the MSFW may be qualified, and any JS...

20 CFR 653.103 - MSFW job applications.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false MSFW job applications. 653.103 Section 653... EMPLOYMENT SERVICE SYSTEM Services for Migrant and Seasonal Farmworkers (MSFWs) § 653.103 MSFW job... offer to refer the applicant to any available jobs for which the MSFW may be qualified, and any JS...

20 CFR 653.103 - MSFW job applications.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false MSFW job applications. 653.103 Section 653... EMPLOYMENT SERVICE SYSTEM Services for Migrant and Seasonal Farmworkers (MSFWs) § 653.103 MSFW job... offer to refer the applicant to any available jobs for which the MSFW may be qualified, and any JS...

20 CFR 653.103 - MSFW job applications.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false MSFW job applications. 653.103 Section 653... EMPLOYMENT SERVICE SYSTEM Services for Migrant and Seasonal Farmworkers (MSFWs) § 653.103 MSFW job... offer to refer the applicant to any available jobs for which the MSFW may be qualified, and any JS...

25 CFR 26.32 - What constitutes a complete Job Training Program application?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false What constitutes a complete Job Training Program... JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.32 What constitutes a complete Job Training Program application? A request for training includes: (a) Intake and application data; (b) Feasible...

75 FR 4107 - Comment Request for Information Collection for Job Corps Application Data

Federal Register 2010, 2011, 2012, 2013, 2014

2010-01-26

... Information Collection for Job Corps Application Data AGENCY: Office of Job Corps. ACTION: Notice. SUMMARY... requirements on respondents can be properly assessed. Currently, the Employment and Training Administration is soliciting comments concerning the collection of Job Corps application data collection forms (OMB Control NO...

Techniques for video compression

NASA Technical Reports Server (NTRS)

Wu, Chwan-Hwa

1995-01-01

In this report, we present our study on multiprocessor implementation of a MPEG2 encoding algorithm. First, we compare two approaches to implementing video standards, VLSI technology and multiprocessor processing, in terms of design complexity, applications, and cost. Then we evaluate the functional modules of MPEG2 encoding process in terms of their computation time. Two crucial modules are identified based on this evaluation. Then we present our experimental study on the multiprocessor implementation of the two crucial modules. Data partitioning is used for job assignment. Experimental results show that high speedup ratio and good scalability can be achieved by using this kind of job assignment strategy.

Technical Writing: Process and Product. Third Edition.

ERIC Educational Resources Information Center

Gerson, Sharon J.; Gerson, Steven M.

This book guides students through the entire writing process--prewriting, writing, and rewriting--developing an easy-to-use, step-by-step technique for writing the types of documents they will encounter on the job. It engages students in the writing process and encourages hands-on application as well as discussions about ethics, audience…

Experimental evaluation of job provenance in ATLAS environment

NASA Astrophysics Data System (ADS)

Křenek, A.; Sitera, J.; Chudoba, J.; Dvořák, F.; Filipovič, J.; Kmuníček, J.; Matyska, L.; Mulaš, M.; Ruda, M.; Šustr, Z.; Campana, S.; Molinari, E.; Rebatto, D.

2008-07-01

Grid middleware stacks, including gLite, matured into the state of being able to process up to millions of jobs per day. Logging and Bookkeeping, the gLite job-tracking service, keeps pace with this rate; however, it is not designed to provide a long-term archive of information on executed jobs. ATLAS — representative of a large user community — addresses this issue with its own job catalogue (ProdDB). Development of such a customized service, not easily reusable, took considerable effort which is not affordable by smaller communities. On the contrary, Job Provenance (JP), a generic gLite service designed for long-term archiving of information on executed jobs focusing on scalability, extensibility, uniform data view, and configurability, allows more specialized catalogues to be easily built. We present the first results of an experimental JP deployment for the ATLAS production infrastructure where a JP installation was fed with a part of ATLAS jobs, and also stress tested with real production data. The main outcome of this work is a demonstration that JP can complement large-scale application-specific job catalogue services, while serving a similar purpose where there are none available.

Readiness for change and job satisfaction in a case of lean management application - a comparative study.

PubMed

Lipińska-Grobelny, Agnieszka; Papieska, Ewelina

2012-09-01

This current study investigates the effect of lean management system on work attitudes of workers of two manufacturing companies. "Lean management" is a concept of work processes and human relations that determines company's productivity and profitability. Workers of two enterprises, the first one with lean production and the second one with old mass production, were compared for their readiness for change and job satisfaction (both emotional and cognitive aspect). The sample of 102 employees completed a battery of instruments such as: the Job Description Inventory by Neuberger and Allerbeck, the Job Affect Scale by Burke et al. and the Change-Readiness Scale by Kriegel and Brandt. Individuals from the lean manufacturing company were characterized by higher level of readiness for change, positive affect at work, and cognitive job satisfaction. In this approach the introduction of lean production positively affected company's human resource attitudes.

Disclose or not? Effect of impression management tactics on hireability of persons with epilepsy.

PubMed

Sung, Connie; Lin, Chien-Chun; Connor, Annemarie; Chan, Fong

2017-01-01

The purpose of this study is to determine the effect of assertive impression management (IM) tactics, such as personal storytelling and self-promotion, on job interview outcomes of people with epilepsy. Specifically, the effect of IM on interviewers' subjective impressions and evaluation of hireability of job candidates with epilepsy were examined. Ninety-nine master's level graduate students majoring in business or human resources were randomly assigned to three experimental conditions to view one of three 15-min video clips of a job applicant interviewing for a technical computer sales position. The three experimental conditions were (1) job applicant who did not disclose any disability, (2) job applicant with epilepsy who did not use IM tactics, and (3) job applicant with epilepsy who used IM tactics. After watching the job interview video portraying the experimental conditions, participants were asked to rate the job applicant in terms of general impression and hireability for the described position. The use of IM was found to have a significant effect on job interview outcomes (p < 0.01). Post hoc comparisons indicated that the average rating of business/human resources students on both general impression and hireability for the job applicant with epilepsy and IM condition were significantly higher than for the job applicant with epilepsy who did not use IM condition. Furthermore, mediation analysis revealed that general impression is a mediator for the relationship between IM and interview outcomes. This study demonstrates that IM has a significant and positive effect on job interview outcomes for persons with epilepsy. IM can be used as a powerful strategy for empowering people with epilepsy to combat disability stigma, and offset negative perceptions of employers about the potential of this population to be productive workers. Wiley Periodicals, Inc. © 2016 International League Against Epilepsy.

76 FR 42737 - Privacy Act of 1974; System of Records

Federal Register 2010, 2011, 2012, 2013, 2014

2011-07-19

...: This action will be effective on August 29, 2011, unless comments are received that result in a... contacts. Application materials such as interview reports; test results; resumes; Knowledge, Skills and...; records documenting disabilities or job-related injuries; and general in processing and out processing...

User Inspired Management of Scientific Jobs in Grids and Clouds

ERIC Educational Resources Information Center

Withana, Eran Chinthaka

2011-01-01

From time-critical, real time computational experimentation to applications which process petabytes of data there is a continuing search for faster, more responsive computing platforms capable of supporting computational experimentation. Weather forecast models, for instance, process gigabytes of data to produce regional (mesoscale) predictions on…

COLA: Optimizing Stream Processing Applications via Graph Partitioning

NASA Astrophysics Data System (ADS)

Khandekar, Rohit; Hildrum, Kirsten; Parekh, Sujay; Rajan, Deepak; Wolf, Joel; Wu, Kun-Lung; Andrade, Henrique; Gedik, Buğra

In this paper, we describe an optimization scheme for fusing compile-time operators into reasonably-sized run-time software units called processing elements (PEs). Such PEs are the basic deployable units in System S, a highly scalable distributed stream processing middleware system. Finding a high quality fusion significantly benefits the performance of streaming jobs. In order to maximize throughput, our solution approach attempts to minimize the processing cost associated with inter-PE stream traffic while simultaneously balancing load across the processing hosts. Our algorithm computes a hierarchical partitioning of the operator graph based on a minimum-ratio cut subroutine. We also incorporate several fusion constraints in order to support real-world System S jobs. We experimentally compare our algorithm with several other reasonable alternative schemes, highlighting the effectiveness of our approach.

20 CFR 655.172 - Withdrawal of job order and application for temporary employment certification.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Withdrawal of job order and application for... Certification § 655.172 Withdrawal of job order and application for temporary employment certification. (a) Employers may withdraw a job order from intrastate posting if the employer no longer plans to file an...

20 CFR 655.35 - Amendments to an application or job order.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 3 2014-04-01 2014-04-01 false Amendments to an application or job order... Amendments to an application or job order. (a) Increases in number of workers. The employer may request to... into account the effect of the changes on the underlying labor market test for the job opportunity...

20 CFR 655.35 - Amendments to an application or job order.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false Amendments to an application or job order... Amendments to an application or job order. (a) Increases in number of workers. The employer may request to... into account the effect of the changes on the underlying labor market test for the job opportunity...

25 CFR 26.15 - What makes an applicant eligible for Job Placement and Training services?

Code of Federal Regulations, 2010 CFR

2010-04-01

... SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.15 What makes an applicant eligible for Job Placement and Training services? You are eligible for services if: (a) You meet the definition... show a need for job training or placement services in order to become gainfully and meaningfully...

Get a job

NASA Astrophysics Data System (ADS)

Carlowicz, Michael

At AGU's 1996 Fall Meeting, a record number of jobs were advertised through the AGU Job Center. Approximately 150 employers advertised 164 jobs at the meeting in San Francisco, while 302 applicants used the center's services and about 50 sat for on-site interviews. At the 1995 Fall Meeting, the Job Center attracted 87 employers and 230 applicants.

Statistical Mechanics of Japanese Labor Markets

NASA Astrophysics Data System (ADS)

Chen, He

We introduce a probabilistic model to analyze job-matching processes of recent Japanese labor markets, in particular, for university graduates by means of statistical physics. To make a model of the market efficiently, we take into account several hypotheses. Namely, each company fixes the (business year independent) number of opening positions for newcomers. The ability of gathering newcomers depends on the result of job matching process in past business years. This fact means that the ability of the company is weakening if the company did not make their quota or the company gathered applicants too much over the quota. All university graduates who are looking for their jobs can access the public information about the ranking of companies. By assuming the above essential key points, we construct the local energy function of each company and describe the probability that an arbitrary company gets students at each business year by a Boltzmann-Gibbs distribution. We evaluate the relevant physical quantities such as the employment rate and Gini index. We discuss social inequalities in labor markets, and provide some ways to improve these situations, such as the informal job offer rate, the job-worker mismatch between students and companies. Graduate School of Information Science and Technology.

Data location-aware job scheduling in the grid. Application to the GridWay metascheduler

NASA Astrophysics Data System (ADS)

Delgado Peris, Antonio; Hernandez, Jose; Huedo, Eduardo; Llorente, Ignacio M.

2010-04-01

Grid infrastructures constitute nowadays the core of the computing facilities of the biggest LHC experiments. These experiments produce and manage petabytes of data per year and run thousands of computing jobs every day to process that data. It is the duty of metaschedulers to allocate the tasks to the most appropriate resources at the proper time. Our work reviews the policies that have been proposed for the scheduling of grid jobs in the context of very data-intensive applications. We indicate some of the practical problems that such models will face and describe what we consider essential characteristics of an optimum scheduling system: aim to minimise not only job turnaround time but also data replication, flexibility to support different virtual organisation requirements and capability to coordinate the tasks of data placement and job allocation while keeping their execution decoupled. These ideas have guided the development of an enhanced prototype for GridWay, a general purpose metascheduler, part of the Globus Toolkit and member of the EGEE's RESPECT program. Current GridWay's scheduling algorithm is unaware of data location. Our prototype makes it possible for job requests to set data needs not only as absolute requirements but also as functions for resource ranking. As our tests show, this makes it more flexible than currently used resource brokers to implement different data-aware scheduling algorithms.

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.

Responding to Illegal Inquiries on Job Application Blanks: The Effects of Information Management Strategy, Gender, and Position Type on Applicant Ratings.

ERIC Educational Resources Information Center

Bredeson, P. V.

1992-01-01

Effects of an applicant's information management strategy while responding to a job application item requesting illegal candidate information and moderating effects of applicant sex and position were studied for 12 hypothetical school job applicants with 108 graduate student raters. The interactions of strategy, sex, and position have important…

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…

Planning for distributed workflows: constraint-based coscheduling of computational jobs and data placement in distributed environments

NASA Astrophysics Data System (ADS)

Makatun, Dzmitry; Lauret, Jérôme; Rudová, Hana; Šumbera, Michal

2015-05-01

When running data intensive applications on distributed computational resources long I/O overheads may be observed as access to remotely stored data is performed. Latencies and bandwidth can become the major limiting factor for the overall computation performance and can reduce the CPU/WallTime ratio to excessive IO wait. Reusing the knowledge of our previous research, we propose a constraint programming based planner that schedules computational jobs and data placements (transfers) in a distributed environment in order to optimize resource utilization and reduce the overall processing completion time. The optimization is achieved by ensuring that none of the resources (network links, data storages and CPUs) are oversaturated at any moment of time and either (a) that the data is pre-placed at the site where the job runs or (b) that the jobs are scheduled where the data is already present. Such an approach eliminates the idle CPU cycles occurring when the job is waiting for the I/O from a remote site and would have wide application in the community. Our planner was evaluated and simulated based on data extracted from log files of batch and data management systems of the STAR experiment. The results of evaluation and estimation of performance improvements are discussed in this paper.

78 FR 39015 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Work...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-06-28

... for OMB Review; Comment Request; Work Application and Job Order Recordkeeping ACTION: Notice. SUMMARY... information collection request (ICR) titled, ``Work Application and Job Order Recordkeeping,'' to the Office...) for States to maintain work applications and job orders for one year. A work application is used in an...

[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.

Free Factories: Unified Infrastructure for Data Intensive Web Services

PubMed Central

Zaranek, Alexander Wait; Clegg, Tom; Vandewege, Ward; Church, George M.

2010-01-01

We introduce the Free Factory, a platform for deploying data-intensive web services using small clusters of commodity hardware and free software. Independently administered virtual machines called Freegols give application developers the flexibility of a general purpose web server, along with access to distributed batch processing, cache and storage services. Each cluster exploits idle RAM and disk space for cache, and reserves disks in each node for high bandwidth storage. The batch processing service uses a variation of the MapReduce model. Virtualization allows every CPU in the cluster to participate in batch jobs. Each 48-node cluster can achieve 4-8 gigabytes per second of disk I/O. Our intent is to use multiple clusters to process hundreds of simultaneous requests on multi-hundred terabyte data sets. Currently, our applications achieve 1 gigabyte per second of I/O with 123 disks by scheduling batch jobs on two clusters, one of which is located in a remote data center. PMID:20514356

Modeling job sites in real time to improve safety during equipment operation

NASA Astrophysics Data System (ADS)

Caldas, Carlos H.; Haas, Carl T.; Liapi, Katherine A.; Teizer, Jochen

2006-03-01

Real-time three-dimensional (3D) modeling of work zones has received an increasing interest to perform equipment operation faster, safer and more precisely. In addition, hazardous job site environment like they exist on construction sites ask for new devices which can rapidly and actively model static and dynamic objects. Flash LADAR (Laser Detection and Ranging) cameras are one of the recent technology developments which allow rapid spatial data acquisition of scenes. Algorithms that can process and interpret the output of such enabling technologies into threedimensional models have the potential to significantly improve work processes. One particular important application is modeling the location and path of objects in the trajectory of heavy construction equipment navigation. Detecting and mapping people, materials and equipment into a three-dimensional computer model allows analyzing the location, path, and can limit or restrict access to hazardous areas. This paper presents experiments and results of a real-time three-dimensional modeling technique to detect static and moving objects within the field of view of a high-frame update rate laser range scanning device. Applications related to heavy equipment operations on transportation and construction job sites are specified.

76 FR 17963 - Renewal of Agency Information Collection for Application for Job Placement and Training Services...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-31

... training program, which provides vocational/technical training, related counseling, guidance, job placement... the job placement and training program, which provides vocational/technical training, related... Application for Job Placement and Training Services; Request for Comments AGENCY: Bureau of Indian Affairs...

Effects of "Like Type" Sex Pairings between Applicants-Principals and Type of Focal Position Considered at the Screening Stage of the Selection Process

ERIC Educational Resources Information Center

Young, I. Phillip

2005-01-01

This study addresses the screening decisions for a national random sample of high school principals as viewed from the attraction-similarity theory of interpersonal perceptions. Independent variables are the sex of principals, sex of applicants, and the type of focal positions sought by hypothetical job applicants (teacher or counselor). Dependent…

75 FR 23807 - Submission for OMB Review: Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2010-05-04

... one-year retention of information on work applications and job orders. For additional information, see... collection. Title of Collection: Work Application/Job Order Recordkeeping. OMB Control Number: 1205-0001..., work experience, and desired pay. They also include services provided to applicants, such as job...

Contact Us | NREL

Science.gov Websites

Contact Us Contact Us Find a contact to help answer your question, resolve a website issue, or job or internship, or want to report an issue with the application process, contact us about careers

75 FR 43116 - Affirmative Action and Nondiscrimination Obligations of Contractors and Subcontractors...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-07-23

... practices; (2) Provide reasonable accommodations to qualified job applicants and employees with disabilities; (3) After a job offer is extended but before employment begins, invite job applicants to voluntarily..., among other things, to compare the percentage of women and minorities in each job group at an...

Jobs: Finding and Keeping = Empleos: Buscandolos y Manteniendolos

ERIC Educational Resources Information Center

Private Industry Council of Lehigh Valley, Inc., Allentown, PA.

This document consists of the English and Spanish versions of a booklet to aid individuals in finding and keeping jobs for which they are best suited. Topics covered include analyzing personal requirements (abilities, interests), where to look for jobs, letters of application, resumes, application forms, employment interviews, and job keeping…

20 CFR 655.18 - Job order assurances and contents.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Job order assurances and contents. 655.18... States (H-2B Workers) Application for Temporary Employment Certification Filing Procedures § 655.18 Job order assurances and contents. (a) General. Each job order placed in connection with an Application for...

20 CFR 655.18 - Job order assurances and contents.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 3 2014-04-01 2014-04-01 false Job order assurances and contents. 655.18... States (H-2B Workers) Application for Temporary Employment Certification Filing Procedures § 655.18 Job order assurances and contents. (a) General. Each job order placed in connection with an Application for...

20 CFR 655.18 - Job order assurances and contents.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false Job order assurances and contents. 655.18... States (H-2B Workers) Application for Temporary Employment Certification Filing Procedures § 655.18 Job order assurances and contents. (a) General. Each job order placed in connection with an Application for...

The Applicability of Undergraduate Education in Jobs.

ERIC Educational Resources Information Center

Riley, Stephen T.

1982-01-01

A study to determine the applicability of undergraduate education in jobs and to evaluate some of the benefits accruing to a college educated person in the labor force is discussed. The relationship between the usefulness of college training in jobs and levels of job satisfaction and income is examined. (Author/MLW)

Joining precipitation-hardened nickel-base alloys by friction welding

NASA Technical Reports Server (NTRS)

Moore, T. J.

1972-01-01

Solid state deformation welding process, friction welding, has been developed for joining precipitation hardened nickel-base alloys and other gamma prime-strengthened materials which heretofore have been virtually unweldable. Method requires rotation of one of the parts to be welded, but where applicable, it is an ideal process for high volume production jobs.

Effects of Handicap and Job Characteristics on Selection Evaluations.

ERIC Educational Resources Information Center

Rose, Gerald L.; Brief, Arthur P.

1979-01-01

Business administration students evaluated a hypothetical job applicant who was either an amputee, an epileptic, or "normal." The hypothetical job openings varied as to levels of supervisory responsibility and public contact. With some noted exceptions, the handicapped applicants were evaluated no differently than the normal applicants.…

20 CFR 653.105 - Job applications at day-haul facilities.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Job applications at day-haul facilities. 653.105 Section 653.105 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR... Job applications at day-haul facilities. If the State agency is operating a day-haul facility under...

20 CFR 653.105 - Job applications at day-haul facilities.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Job applications at day-haul facilities. 653.105 Section 653.105 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR... Job applications at day-haul facilities. If the State agency is operating a day-haul facility under...

20 CFR 653.105 - Job applications at day-haul facilities.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 3 2014-04-01 2014-04-01 false Job applications at day-haul facilities. 653.105 Section 653.105 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR... Job applications at day-haul facilities. If the State agency is operating a day-haul facility under...

20 CFR 653.105 - Job applications at day-haul facilities.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false Job applications at day-haul facilities. 653.105 Section 653.105 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR... Job applications at day-haul facilities. If the State agency is operating a day-haul facility under...

29 CFR 548.404 - Kinds of jobs or employees.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Kinds of jobs or employees. 548.404 Section 548.404 Labor... Application § 548.404 Kinds of jobs or employees. The application should describe or otherwise identify the... name but may be described in terms of job classification, department, location or other appropriate...

25 CFR 26.32 - What constitutes a complete Job Training Program application?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 false What constitutes a complete Job Training Program application? 26.32 Section 26.32 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.32 What constitutes a complete Job Training...

25 CFR 26.32 - What constitutes a complete Job Training Program application?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 25 Indians 1 2013-04-01 2013-04-01 false What constitutes a complete Job Training Program application? 26.32 Section 26.32 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.32 What constitutes a complete Job Training...

29 CFR 548.404 - Kinds of jobs or employees.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Kinds of jobs or employees. 548.404 Section 548.404 Labor... Application § 548.404 Kinds of jobs or employees. The application should describe or otherwise identify the... name but may be described in terms of job classification, department, location or other appropriate...

25 CFR 26.32 - What constitutes a complete Job Training Program application?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 25 Indians 1 2014-04-01 2014-04-01 false What constitutes a complete Job Training Program application? 26.32 Section 26.32 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.32 What constitutes a complete Job Training...

29 CFR 548.404 - Kinds of jobs or employees.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 3 2013-07-01 2013-07-01 false Kinds of jobs or employees. 548.404 Section 548.404 Labor... Application § 548.404 Kinds of jobs or employees. The application should describe or otherwise identify the... name but may be described in terms of job classification, department, location or other appropriate...

29 CFR 548.404 - Kinds of jobs or employees.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 3 2014-07-01 2014-07-01 false Kinds of jobs or employees. 548.404 Section 548.404 Labor... Application § 548.404 Kinds of jobs or employees. The application should describe or otherwise identify the... name but may be described in terms of job classification, department, location or other appropriate...

29 CFR 548.404 - Kinds of jobs or employees.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 3 2012-07-01 2012-07-01 false Kinds of jobs or employees. 548.404 Section 548.404 Labor... Application § 548.404 Kinds of jobs or employees. The application should describe or otherwise identify the... name but may be described in terms of job classification, department, location or other appropriate...

25 CFR 26.32 - What constitutes a complete Job Training Program application?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 25 Indians 1 2012-04-01 2011-04-01 true What constitutes a complete Job Training Program application? 26.32 Section 26.32 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.32 What constitutes a complete Job Training...

Job Enrichment: Possible Criteria for Application in Air Force Organizations.

ERIC Educational Resources Information Center

Clarke, Richard L.; Pesenti, Peter T.

The basic problem addressed by this thesis was the identification of specific criteria for determining the applicability of a job enrichment program in a specific career area. Identifying criteria involved the intrinsic and extrinsic aspects of a job, which act as determiners of job satisfaction or dissatisfaction. Survey data were obtained using…

20 CFR 626.3 - Purpose, scope, and applicability of the Job Training Partnership Act regulations.

Code of Federal Regulations, 2010 CFR

2010-04-01

... ADMINISTRATION, DEPARTMENT OF LABOR INTRODUCTION TO THE REGULATIONS UNDER THE JOB TRAINING PARTNERSHIP ACT § 626.3 Purpose, scope, and applicability of the Job Training Partnership Act regulations. (a) Parts 626..., part C of the Job Training Partnership Act) establish the Federal programmatic and administrative...

42 CFR 425.204 - Content of the application.

Code of Federal Regulations, 2012 CFR

2012-10-01

... Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES... implement these processes. (iii) Materials documenting the ACO's organization and management structure... structures, and job descriptions for senior administrative and clinical leaders including administrative and...

42 CFR 425.204 - Content of the application.

Code of Federal Regulations, 2013 CFR

2013-10-01

... Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES... implement these processes. (iii) Materials documenting the ACO's organization and management structure... structures, and job descriptions for senior administrative and clinical leaders including administrative and...

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

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.

Evaluation and Selection of Best Priority Sequencing Rule in Job Shop Scheduling using Hybrid MCDM Technique

NASA Astrophysics Data System (ADS)

Kiran Kumar, Kalla; Nagaraju, Dega; Gayathri, S.; Narayanan, S.

2017-05-01

Priority Sequencing Rules provide the guidance for the order in which the jobs are to be processed at a workstation. The application of different priority rules in job shop scheduling gives different order of scheduling. More experimentation needs to be conducted before a final choice is made to know the best priority sequencing rule. Hence, a comprehensive method of selecting the right choice is essential in managerial decision making perspective. This paper considers seven different priority sequencing rules in job shop scheduling. For evaluation and selection of the best priority sequencing rule, a set of eight criteria are considered. The aim of this work is to demonstrate the methodology of evaluating and selecting the best priority sequencing rule by using hybrid multi criteria decision making technique (MCDM), i.e., analytical hierarchy process (AHP) with technique for order preference by similarity to ideal solution (TOPSIS). The criteria weights are calculated by using AHP whereas the relative closeness values of all priority sequencing rules are computed based on TOPSIS with the help of data acquired from the shop floor of a manufacturing firm. Finally, from the findings of this work, the priority sequencing rules are ranked from most important to least important. The comprehensive methodology presented in this paper is very much essential for the management of a workstation to choose the best priority sequencing rule among the available alternatives for processing the jobs with maximum benefit.

Avalaunch

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

Moody, A. T.

2014-12-26

Avalaunch implements a tree-based process launcher. It first bootstraps itself on to a set of compute nodes by launching children processes, which immediately connect back to the parent process to acquire info needed t launch their own children. Once the tree is established, user processes are started by broadcasting commands and application binaries through the tree. All communication flows over high-performance network protocols via spawnnet. The goal is to start MPI jobs having hundreds of thousands of processes within seconds.

Attribution of Responsibility and Hiring Recommendations for Job Applicants with Low Back Pain.

ERIC Educational Resources Information Center

Bordieri, James E.; And Others

1988-01-01

Supervisors and managers (N=108) reviewed cover letter and resume of job applicant with low back pain (source of which was systematically manipulated) and job description for simulated position. Found that, regardless of qualifications and source of injury, participants made more negative hiring recommendations for applicants with pain than for…

Sex Discrimination in Simulated Employment Contexts: A Meta-analytic Investigation.

ERIC Educational Resources Information Center

Davison, Heather K.; Burke, Michael J.

2000-01-01

The hypothesis that applicant and rater sex, job sex-type, and job-relevant information would affect discrimination against applicants was tested in simulations. Both sexes received lower ratings when applying for opposite-sex-typed jobs. Both male and female raters rated male applicants higher. Differences between male and female ratings…

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…

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.

Intentional Response Distortion on Personality Tests: Using Eye-Tracking to Understand Response Processes when Faking

ERIC Educational Resources Information Center

van Hooft, Edwin A. J.; Born, Marise Ph.

2012-01-01

Intentional response distortion or faking among job applicants completing measures such as personality and integrity tests is a concern in personnel selection. The present study aimed to investigate whether eye-tracking technology can improve our understanding of the response process when faking. In an experimental within-participants design, a…

ADA Self-Evaluation.

ERIC Educational Resources Information Center

Pierce, Patricia A.

1991-01-01

This questionnaire is designed to assist corporations and businesses in evaluating their own policies and procedures in preparation for the Americans with Disabilities Act regulations and their implementation. The questions cover recruitment, job advertising, the application process, the conditions and benefits of employment, and accessibility to…

20 CFR 655.1306 - Assurances and obligations of H-2A Labor Contractors.

Code of Federal Regulations, 2010 CFR

2010-04-01

... OF LABOR TEMPORARY EMPLOYMENT OF FOREIGN WORKERS IN THE UNITED STATES Labor Certification Process for... order posted until the end of the recruitment period, as set forth in § 655.102(f)(3), for the area of... application shall keep the H-2ALC's job order posted until the end of the applicable recruitment period that...

78 FR 8584 - Comment Request for Information Collection for Work Application/Job Order Recordkeeping...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-02-06

... Collection for Work Application/ Job Order Recordkeeping, Extension Without Revisions AGENCY: Employment and... extension without changes of the data retention required by 20 CFR 652.8(d)(5) of the Wagner-Peyser Act, which requires each state to retain applications and job orders for a minimum of one year. The current...

75 FR 450 - Comment Request for Information Collection for Work Application/Job Order Recordkeeping (OMB 1205...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-01-05

... Collection for Work Application/ Job Order Recordkeeping (OMB 1205-0001), Extension Without Revisions AGENCY... collection of data concerning the extension without changes of the data retention required by 20 CFR 652.8(d)(5) of the Wagner-Peyser Act, which requires each state to retain applications and job orders for a...

Recruitment Effects: The Influence of Sex, Job Content, and Information Order on Reactions of Applicants.

ERIC Educational Resources Information Center

Winter, Paul A.

This study was designed to expand extant knowledge about factors that impact the job application decisions of experienced teachers. A total of 136 experienced teachers, enrolled in graduate education courses at a large Midwestern university, role played the part of job applicants for an elementary teacher position. Participants rated four versions…

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.

25 CFR 26.10 - When will I find out if I have been selected for Job Placement and Training assistance?

Code of Federal Regulations, 2010 CFR

2010-04-01

... INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.10 When will I find out if I have been selected for Job Placement and Training assistance? (a) Your servicing office will notify you in writing within 30 calendar days once it receives a completed job training application...

25 CFR 26.3 - What is the purpose of the Job Placement and Training Program?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false What is the purpose of the Job Placement and Training... PLACEMENT AND TRAINING PROGRAM General Applicability § 26.3 What is the purpose of the Job Placement and Training Program? The purpose of the Job Placement and Training Program is to assist eligible applicants to...

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.

National Job Corps Study: Report on the Process Analysis. Research and Evaluation Report Series.

ERIC Educational Resources Information Center

Johnson, Terry; Gritz, Mark; Jackson, Russell; Burghardt, John; Boussy, Carol; Leonard, Jan; Orians, Carlyn

This report presents results of a process analysis that describes and documents Job Corps services and operations. Chapter one provides overviews of Job Corps, the national Job Corps study, and the process analysis. Chapter two describes the administrative structure of Job Corps and presents data on the geographic distribution and characteristics…

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...

Digital Topographic Support System (DTSS).

DTIC Science & Technology

1987-07-29

effects applications software, a word processing package and a Special Purpose Product Builder ( SPPB ) in terms common to his Job. Through the MI, the...communicating with the TA in terms he understands, the applications software, the SPPB and the GIS form the underlying tools which perform the computations and...displayed on the monitors or plotted on paper or Mylar. The SPPB will guide the TA enabling him to design products which are not included in the applications

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…

How to compile a curriculum vitae.

PubMed

Fish, J

The previous article in this series tackled the best way to apply for a job. Increasingly, employers request a curriculum vitae as part of the application process. This article aims to assist you in compiling a c.v. by discussing its essential components and content.

Pay Equity Act (No. 34 of 1987), 29 June 1987.

PubMed

1987-01-01

This document contains major provisions of Ontario, Canada's 1987 Pay Equity Act. The Act seeks to redress systemic gender discrimination in compensation for work performed by employees in "female job classes" and applies to all private sector employers in Ontario with 10 or more employees, all public sector employers, and the employees of applicable employers. The Act continues to apply even if an employer subsequently reduces the number of employees below 10. The Act calls for identification of systemic gender discrimination in compensation through comparisons between female job classes and male job classes in terms of compensation and value of work performed, which is a composite of skill, effort, and responsibility normally required. Pay equity is deemed achieved when the job rate for the female job class is at least equal to the rate for a male job class in the same establishment. If there is no male job class to use for comparison, pay equity is achieved when the female job rate is at least equal to the job rate of a male job class in the same establishment that, at the time of comparison, had a higher job rate while performing work of lower value than the female job class. Differences in compensation between a female and a male job class are allowed if they result from a formal seniority system that does not discriminate on basis of gender, a temporary training or development assignment equally available to males and females, a specified merit compensation plan, actions taken as the result of a gender-neutral reevaluation process, or a skills shortage leading to a temporary inflation in compensation. Pay equity will not be achieved by reducing any employee's compensation. The Act establishes a Pay Equity Commission to oversee implementation.

Determinants of job stress in chemical process industry: A factor analysis approach.

PubMed

Menon, Balagopal G; Praveensal, C J; Madhu, G

2015-01-01

Job stress is one of the active research domains in industrial safety research. The job stress can result in accidents and health related issues in workers in chemical process industries. Hence it is important to measure the level of job stress in workers so as to mitigate the same to avoid the worker's safety related problems in the industries. The objective of this study is to determine the job stress factors in the chemical process industry in Kerala state, India. This study also aims to propose a comprehensive model and an instrument framework for measuring job stress levels in the chemical process industries in Kerala, India. The data is collected through a questionnaire survey conducted in chemical process industries in Kerala. The collected data out of 1197 surveys is subjected to principal component and confirmatory factor analysis to develop the job stress factor structure. The factor analysis revealed 8 factors that influence the job stress in process industries. It is also found that the job stress in employees is most influenced by role ambiguity and the least by work environment. The study has developed an instrument framework towards measuring job stress utilizing exploratory factor analysis and structural equation modeling.

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

PubMed

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

2018-04-01

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

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.

Effects of Individual Differences and Job Characteristics on the Psychological Health of Italian Nurses

PubMed Central

Zurlo, Maria Clelia; Vallone, Federica; Smith, Andrew P.

2018-01-01

The Demand Resources and Individual Effects Model (DRIVE Model) is a transactional model that integrates Demands- Control-Support and Effort-Reward Imbalance models emphasising the role of individual (Coping Strategies; Overcommitment) and job characteristics (Job Demands, Social Support, Decision Latitude, Skill Discretion, Effort, Rewards) in the work-related stress process. The present study aimed to test the DRIVE Model in a sample of 450 Italian nurses and to compare findings with those of a study conducted in a sample of UK nurses. A questionnaire composed of Ways of Coping Checklist-Revised (WCCL-R); Job Content Questionnaire (JCQ); ERI Test; Hospital Anxiety and Depression Scale (HADS) was used. Data supported the application of the DRIVE Model to the Italian context, showing significant associations of the individual characteristics of Problem-focused, Seek Advice and Wishful Thinking coping strategies and the job characteristics of Job Demands, Skill Discretion, Decision Latitude, and Effort with perceived levels of Anxiety and Depression. Effort represented the best predictor for psychological health conditions among Italian nurses, and Social Support significantly moderated the effects of Job Demands on perceived levels of Anxiety. The comparison study showed significant differences in the risk profiles of Italian and UK nurses. Findings were discussed in order to define focused interventions to promote nurses’ wellbeing.

Workflow management in large distributed systems

NASA Astrophysics Data System (ADS)

Legrand, I.; Newman, H.; Voicu, R.; Dobre, C.; Grigoras, C.

2011-12-01

The MonALISA (Monitoring Agents using a Large Integrated Services Architecture) framework provides a distributed service system capable of controlling and optimizing large-scale, data-intensive applications. An essential part of managing large-scale, distributed data-processing facilities is a monitoring system for computing facilities, storage, networks, and the very large number of applications running on these systems in near realtime. All this monitoring information gathered for all the subsystems is essential for developing the required higher-level services—the components that provide decision support and some degree of automated decisions—and for maintaining and optimizing workflow in large-scale distributed systems. These management and global optimization functions are performed by higher-level agent-based services. We present several applications of MonALISA's higher-level services including optimized dynamic routing, control, data-transfer scheduling, distributed job scheduling, dynamic allocation of storage resource to running jobs and automated management of remote services among a large set of grid facilities.

Client/server approach to image capturing

NASA Astrophysics Data System (ADS)

Tuijn, Chris; Stokes, Earle

1998-01-01

The diversity of the digital image capturing devices on the market today is quite astonishing and ranges from low-cost CCD scanners to digital cameras (for both action and stand-still scenes), mid-end CCD scanners for desktop publishing and pre- press applications and high-end CCD flatbed scanners and drum- scanners with photo multiplier technology. Each device and market segment has its own specific needs which explains the diversity of the associated scanner applications. What all those applications have in common is the need to communicate with a particular device to import the digital images; after the import, additional image processing might be needed as well as color management operations. Although the specific requirements for all of these applications might differ considerably, a number of image capturing and color management facilities as well as other services are needed which can be shared. In this paper, we propose a client/server architecture for scanning and image editing applications which can be used as a common component for all these applications. One of the principal components of the scan server is the input capturing module. The specification of the input jobs is based on a generic input device model. Through this model we make abstraction of the specific scanner parameters and define the scan job definitions by a number of absolute parameters. As a result, scan job definitions will be less dependent on a particular scanner and have a more universal meaning. In this context, we also elaborate on the interaction of the generic parameters and the color characterization (i.e., the ICC profile). Other topics that are covered are the scheduling and parallel processing capabilities of the server, the image processing facilities, the interaction with the ICC engine, the communication facilities (both in-memory and over the network) and the different client architectures (stand-alone applications, TWAIN servers, plug-ins, OLE or Apple-event driven applications). This paper is structured as follows. In the introduction, we further motive the need for a scan server-based architecture. In the second section, we give a brief architectural overview of the scan server and the other components it is connected to. The third chapter exposes the generic model for input devices as well as the image processing model; the fourth chapter reveals the different shapes the scanning applications (or modules) can have. In the last section, we briefly summarize the presented material and point out trends for future development.

Reconciling Scratch Space Consumption, Exposure, and Volatility to Achieve Timely Staging of Job Input Data

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

Monti, Henri; Butt, Ali R; Vazhkudai, Sudharshan S

2010-04-01

Innovative scientific applications and emerging dense data sources are creating a data deluge for high-end computing systems. Processing such large input data typically involves copying (or staging) onto the supercomputer's specialized high-speed storage, scratch space, for sustained high I/O throughput. The current practice of conservatively staging data as early as possible makes the data vulnerable to storage failures, which may entail re-staging and consequently reduced job throughput. To address this, we present a timely staging framework that uses a combination of job startup time predictions, user-specified intermediate nodes, and decentralized data delivery to coincide input data staging with job start-up.more » By delaying staging to when it is necessary, the exposure to failures and its effects can be reduced. Evaluation using both PlanetLab and simulations based on three years of Jaguar (No. 1 in Top500) job logs show as much as 85.9% reduction in staging times compared to direct transfers, 75.2% reduction in wait time on scratch, and 2.4% reduction in usage/hour.« less

What Do Employers Want from Today's Job Applicants?

ERIC Educational Resources Information Center

Heinemann, Kenneth G.

1996-01-01

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

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.

Economic and Societal Factors Instructional Guide. Student Materials.

ERIC Educational Resources Information Center

Hendrix, Mary W.

These student materials are designed to accompany the Economic and Societal Factors Instructional Guide. Page numbers are consistent with the numbering in that guide. The guide's nine units deal with the following topics: (1) job acquisition (sources of employment, job application, completing the application form, resume, job interview, follow-up…

78 FR 67198 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job Corps...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-11-08

... for OMB Review; Comment Request; Job Corps Application Data ACTION: Notice. SUMMARY: The Department of Labor (DOL) is submitting the Employment and Training Administration (ETA) sponsored information collection request (ICR) titled, ``Job Corps Application Data,'' to the Office of Management and Budget (OMB...

76 FR 52362 - Submission for Review: Revision of an Existing Information Collection, USAJOBS

Federal Register 2010, 2011, 2012, 2013, 2014

2011-08-22

... Federal jobs and employment information. The Applicant Profile and Resume Builder are two components of... Federal Government to assess an applicant's qualifications for Federal jobs under the authority of... and job seekers, consistent with the goals of Federal hiring reform. (B) Revise the collection of...

76 FR 36581 - Submission for Review: Revision of an Existing Information Collection, USAJOBS

Federal Register 2010, 2011, 2012, 2013, 2014

2011-06-22

... jobs and employment information. The Applicant Profile and Resume Builder are two components of the... Government to assess an applicant's qualifications for Federal jobs under the authority of sections 1104... for both Federal agencies and job seekers, consistent with the goals of Federal hiring reform. (B...

The Influence of Sexual Orientation on the Perceived Fit of Male Applicants for Both Male- and Female-Typed Jobs.

PubMed

Clarke, Heather M; Arnold, Kara A

2018-01-01

Research demonstrates the bias faced by individuals engaged in occupations that are perceived as inconsistent with their gender. The lack of fit model and role congruity theory explain how gender stereotypes give rise to the perception that an individual lacks the attributes necessary to be successful in a gender-incongruent job. Men employed in jobs traditionally held by women are perceived as wimpy and undeserving of respect. The majority of studies in this area have, however, failed to account for the sexual orientation of the individual being rated. Therefore, we carried out an experiment where 128 adults with experience in recruitment and selection, recruited through Qualtrics, rated heterosexual and gay male applicants applying for a gender-typed job. The heterosexual male was rated less effectual, less respect-worthy, and less hirable in the female-typed job condition than in the male-typed job condition. The gay male applicant, however, was rated similarly on all criteria across job gender-types, suggesting the gay male applicant was viewed as androgynous rather than high in femininity and low in masculinity as inferred by implicit inversion theory. The implications of these findings are discussed.

The Influence of Sexual Orientation on the Perceived Fit of Male Applicants for Both Male- and Female-Typed Jobs

PubMed Central

Clarke, Heather M.; Arnold, Kara A.

2018-01-01

Research demonstrates the bias faced by individuals engaged in occupations that are perceived as inconsistent with their gender. The lack of fit model and role congruity theory explain how gender stereotypes give rise to the perception that an individual lacks the attributes necessary to be successful in a gender-incongruent job. Men employed in jobs traditionally held by women are perceived as wimpy and undeserving of respect. The majority of studies in this area have, however, failed to account for the sexual orientation of the individual being rated. Therefore, we carried out an experiment where 128 adults with experience in recruitment and selection, recruited through Qualtrics, rated heterosexual and gay male applicants applying for a gender-typed job. The heterosexual male was rated less effectual, less respect-worthy, and less hirable in the female-typed job condition than in the male-typed job condition. The gay male applicant, however, was rated similarly on all criteria across job gender-types, suggesting the gay male applicant was viewed as androgynous rather than high in femininity and low in masculinity as inferred by implicit inversion theory. The implications of these findings are discussed. PMID:29774007

A framework for integration of scientific applications into the OpenTopography workflow

NASA Astrophysics Data System (ADS)

Nandigam, V.; Crosby, C.; Baru, C.

2012-12-01

The NSF-funded OpenTopography facility provides online access to Earth science-oriented high-resolution LIDAR topography data, online processing tools, and derivative products. The underlying cyberinfrastructure employs a multi-tier service oriented architecture that is comprised of an infrastructure tier, a processing services tier, and an application tier. The infrastructure tier consists of storage, compute resources as well as supporting databases. The services tier consists of the set of processing routines each deployed as a Web service. The applications tier provides client interfaces to the system. (e.g. Portal). We propose a "pluggable" infrastructure design that will allow new scientific algorithms and processing routines developed and maintained by the community to be integrated into the OpenTopography system so that the wider earth science community can benefit from its availability. All core components in OpenTopography are available as Web services using a customized open-source Opal toolkit. The Opal toolkit provides mechanisms to manage and track job submissions, with the help of a back-end database. It allows monitoring of job and system status by providing charting tools. All core components in OpenTopography have been developed, maintained and wrapped as Web services using Opal by OpenTopography developers. However, as the scientific community develops new processing and analysis approaches this integration approach is not scalable efficiently. Most of the new scientific applications will have their own active development teams performing regular updates, maintenance and other improvements. It would be optimal to have the application co-located where its developers can continue to actively work on it while still making it accessible within the OpenTopography workflow for processing capabilities. We will utilize a software framework for remote integration of these scientific applications into the OpenTopography system. This will be accomplished by virtually extending the OpenTopography service over the various infrastructures running these scientific applications and processing routines. This involves packaging and distributing a customized instance of the Opal toolkit that will wrap the software application as an OPAL-based web service and integrate it into the OpenTopography framework. We plan to make this as automated as possible. A structured specification of service inputs and outputs along with metadata annotations encoded in XML can be utilized to automate the generation of user interfaces, with appropriate tools tips and user help features, and generation of other internal software. The OpenTopography Opal toolkit will also include the customizations that will enable security authentication, authorization and the ability to write application usage and job statistics back to the OpenTopography databases. This usage information could then be reported to the original service providers and used for auditing and performance improvements. This pluggable framework will enable the application developers to continue to work on enhancing their application while making the latest iteration available in a timely manner to the earth sciences community. This will also help us establish an overall framework that other scientific application providers will also be able to use going forward.

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…

Student Portfolios 101

ERIC Educational Resources Information Center

Lippert, Robert

2004-01-01

Student portfolios can offer great benefits to both high school and postsecondary education programs. They assist instructors in determining the progress of a student's performance and provide students with a vital self-promotion tool for job searches or the higher education application process. This brief article describes a few considerations to…

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

Expert System for ASIC Imaging

NASA Astrophysics Data System (ADS)

Gupta, Shri N.; Arshak, Khalil I.; McDonnell, Pearse; Boyce, Conor; Duggan, Andrew

1989-07-01

With the developments in the techniques of artificial intelligence over the last few years, development of advisory, scheduling and similar class of problems has become very convenient using tools such as PROLOG. In this paper an expert system has been described which helps lithographers and process engineers in several ways. The methodology used is to model each work station according to its input, output and control parameters, combine these work stations in a logical sequence based on past experience and work out process schedule for a job. In addition, all the requirements vis-a-vis a particular job parameters are converted into decision rules. One example is the exposure time, develop time for a wafer with different feature sizes would be different. This expert system has been written in Turbo Prolog. By building up a large number of rules, one can tune the program to any facility and use it for as diverse applications as advisory help, trouble shooting etc. Leitner (1) has described an advisory expert system that is being used at National Semiconductor. This system is quite different from the one being reported in the present paper. The approach is quite different for one. There is stress on job flow and process for another.

Applicant Evaluations of Formal Position Advertisements: The Influence of Sex, Job Message Content, and Information Order.

ERIC Educational Resources Information Center

Winter, Paul A.

1996-01-01

Applicant evaluations of job messages conveyed through formal position advertisements were studied with 136 role-playing teachers. Findings indicate that administrators can maximize advertisement attractiveness to women by using intrinsic job attributes and placing them first, and maximize attractiveness to men by using extrinsic attributes and…

76 FR 10400 - Notice of Funding Opportunity and Solicitation for Grant Application (SGA) for Green Jobs...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-02-24

... DEPARTMENT OF LABOR Employment and Training Administration Notice of Funding Opportunity and Solicitation for Grant Application (SGA) for Green Jobs Innovation Fund AGENCY: Employment and Training... training that lead to green job opportunities in at least six communities per grant with this SGA. With...

Writing Parallel Parameter Sweep Applications with pMatlab

DTIC Science & Technology

2011-01-01

formulate this type of problem in a leader-worker paradigm. The SETI @Home project is a well- known leader-worker parallel application [1]. The SETI ...their results back to the SETI @Home servers when they are done computing the job. Because each job is independent, it does not matter if the 415th job

Cost Optimal Elastic Auto-Scaling in Cloud Infrastructure

NASA Astrophysics Data System (ADS)

Mukhopadhyay, S.; Sidhanta, S.; Ganguly, S.; Nemani, R. R.

2014-12-01

Today, elastic scaling is critical part of leveraging cloud. Elastic scaling refers to adding resources only when it is needed and deleting resources when not in use. Elastic scaling ensures compute/server resources are not over provisioned. Today, Amazon and Windows Azure are the only two platform provider that allow auto-scaling of cloud resources where servers are automatically added and deleted. However, these solution falls short of following key features: A) Requires explicit policy definition such server load and therefore lacks any predictive intelligence to make optimal decision; B) Does not decide on the right size of resource and thereby does not result in cost optimal resource pool. In a typical cloud deployment model, we consider two types of application scenario: A. Batch processing jobs → Hadoop/Big Data case B. Transactional applications → Any application that process continuous transactions (Requests/response) In reference of classical queuing model, we are trying to model a scenario where servers have a price and capacity (size) and system can add delete servers to maintain a certain queue length. Classical queueing models applies to scenario where number of servers are constant. So we cannot apply stationary system analysis in this case. We investigate the following questions 1. Can we define Job queue and use the metric to define such a queue to predict the resource requirement in a quasi-stationary way? Can we map that into an optimal sizing problem? 2. Do we need to get into a level of load (CPU/Data) on server level to characterize the size requirement? How do we learn that based on Job type?

20 CFR 655.172 - Withdrawal of job order and application for temporary employment certification.

Code of Federal Regulations, 2011 CFR

2011-04-01

... temporary employment certification. 655.172 Section 655.172 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR TEMPORARY EMPLOYMENT OF FOREIGN WORKERS IN THE UNITED STATES Labor Certification Process for Temporary Agricultural Employment in the United States (H-2A Workers) Post...

Oops, You're Stepping on My Boundaries!

ERIC Educational Resources Information Center

Marshall, Anne

Boundaries are limits that define us as separate from others. Although this concept is a familiar one in personal and addictions counseling, it is seldom discussed in career development or career counseling. Yet boundary issues arise constantly in working relationships, in the job-application process, among employees, and especially with…

Higher Education's Coming Leadership Crisis

ERIC Educational Resources Information Center

Appadurai, Arjun

2009-01-01

The full impact of the current recession on American higher education remains uncertain, but drops in applications, faculty autonomy and job security, frozen salaries and hiring processes, and scaling back of new facilities and programs are already being seen. American colleges face tough times ahead for teaching, research, and capital projects…

Discovering Student Web Usage Profiles Using Markov Chains

ERIC Educational Resources Information Center

Marques, Alice; Belo, Orlando

2011-01-01

Nowadays, Web based platforms are quite common in any university, supporting a very diversified set of applications and services. Ranging from personal management to student evaluation processes, Web based platforms are doing a great job providing a very flexible way of working, promote student enrolment, and making access to academic information…

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…

Marketing Education National Research Conference Report (Pittsburgh, Pennsylvania, April 15-17, 1988).

ERIC Educational Resources Information Center

Palmieri, Frank, Ed.

These proceedings contain eight presentations related to research in the areas of marketing and distributive education: "Desired Student Preparation in the Job Application Process as Perceived by the Business Community" (Thomas Allen, Jr.); "Effective Marketing Techniques for Collegiate Business Education Programs" (Ralph Wray); "Alabama Marketing…

Eportfolios in Business Communication Courses as Tools for Employment

ERIC Educational Resources Information Center

Okoro, Ephraim A.; Washington, Melvin C.; Cardon, Peter W.

2011-01-01

Eportfolios are a powerful tool for business students to gain self-awareness and take control of their learning experiences. Ideally, they can be used as online profiles in the job application process, allowing more authenticity, personalization, and completeness than traditional resumes. In our colleges, eportfolios help students reflect on their…

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

PubMed

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

2009-11-01

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

Distributed computing feasibility in a non-dedicated homogeneous distributed system

NASA Technical Reports Server (NTRS)

Leutenegger, Scott T.; Sun, Xian-He

1993-01-01

The low cost and availability of clusters of workstations have lead researchers to re-explore distributed computing using independent workstations. This approach may provide better cost/performance than tightly coupled multiprocessors. In practice, this approach often utilizes wasted cycles to run parallel jobs. The feasibility of such a non-dedicated parallel processing environment assuming workstation processes have preemptive priority over parallel tasks is addressed. An analytical model is developed to predict parallel job response times. Our model provides insight into how significantly workstation owner interference degrades parallel program performance. A new term task ratio, which relates the parallel task demand to the mean service demand of nonparallel workstation processes, is introduced. It was proposed that task ratio is a useful metric for determining how large the demand of a parallel applications must be in order to make efficient use of a non-dedicated distributed system.

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

Code of Federal Regulations, 2010 CFR

2010-04-01

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

Clinical image processing engine

NASA Astrophysics Data System (ADS)

Han, Wei; Yao, Jianhua; Chen, Jeremy; Summers, Ronald

2009-02-01

Our group provides clinical image processing services to various institutes at NIH. We develop or adapt image processing programs for a variety of applications. However, each program requires a human operator to select a specific set of images and execute the program, as well as store the results appropriately for later use. To improve efficiency, we design a parallelized clinical image processing engine (CIPE) to streamline and parallelize our service. The engine takes DICOM images from a PACS server, sorts and distributes the images to different applications, multithreads the execution of applications, and collects results from the applications. The engine consists of four modules: a listener, a router, a job manager and a data manager. A template filter in XML format is defined to specify the image specification for each application. A MySQL database is created to store and manage the incoming DICOM images and application results. The engine achieves two important goals: reduce the amount of time and manpower required to process medical images, and reduce the turnaround time for responding. We tested our engine on three different applications with 12 datasets and demonstrated that the engine improved the efficiency dramatically.

Applicability Evaluation of Job Standards for Diabetes Nutritional Management by Clinical Dietitian.

PubMed

Baek, Young Jin; Oh, Na Gyeong; Sohn, Cheong-Min; Woo, Mi-Hye; Lee, Seung Min; Ju, Dal Lae; Seo, Jung-Sook

2017-04-01

This study was conducted to evaluate applicability of job standards for diabetes nutrition management by hospital clinical dietitians. In order to promote the clinical nutrition services, it is necessary to present job standards of clinical dietitian and to actively apply these standardized tasks to the medical institution sites. The job standard of clinical dietitians for diabetic nutrition management was distributed to hospitals over 300 beds. Questionnaire was collected from 96 clinical dietitians of 40 tertiary hospitals, 47 general hospitals, and 9 hospitals. Based on each 5-point scale, the importance of overall duty was 4.4 ± 0.5, performance was 3.6 ± 0.8, and difficulty was 3.1 ± 0.7. 'Nutrition intervention' was 4.5 ± 0.5 for task importance, 'nutrition assessment' was 4.0 ± 0.7 for performance, and 'nutrition diagnosis' was 3.4 ± 0.9 for difficulty. These 3 items were high in each category. Based on the grid diagram, the tasks of both high importance and high performance were 'checking basic information,' 'checking medical history and therapy plan,' 'decision of nutritional needs,' 'supply of foods and nutrients,' and 'education of nutrition and self-management.' The tasks with high importance but low performance were 'derivation of nutrition diagnosis,' 'planning of nutrition intervention,' 'monitoring of nutrition intervention process.' The tasks of both high importance and high difficulty were 'derivation of nutrition diagnosis,' 'planning of nutrition intervention,' 'supply of foods and nutrients,' 'education of nutrition and self-management,' and 'monitoring of nutrition intervention process.' The tasks of both high performance and high difficulty were 'documentation of nutrition assessment,' 'supply of foods and nutrients,' and 'education of nutrition and self-management.'

20 CFR 670.480 - At what point is an applicant considered to be enrolled in Job Corps?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false At what point is an applicant considered to be enrolled in Job Corps? 670.480 Section 670.480 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment...

The Communication of Opportunities and Barriers to Prospective Applicants: An Analysis of Interscholastic Athletic Administrative Job Announcements

ERIC Educational Resources Information Center

Miller, John J.; Whisenant, Warren A.; Pedersen, Paul M.

2007-01-01

Job announcements often work to either encourage or discourage prospective applicants. The purpose of this investigation was to determine if gender bias existed within the job announcements for interscholastic athletic administrators. The study's results revealed that over a two-year period there were 301 advertisements for positions in the state…

Utility of a Job-Person Match for Personnel Selection.

ERIC Educational Resources Information Center

Camara, Wayne J.

A backlog of applicants for civil service positions and a work overload on selection and classification specialists at one civil service office prompted a study of the usefulness of a job-person match for personnel selection. An instrument measuring applicants' match to a large number of professional and technical jobs within a state civil service…

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…

Using the PSI to Screen Job Applicants with a Criminal History.

ERIC Educational Resources Information Center

Terris, William; Jones, John W.

Employee crime in the workplace is a common and rapidly growing problem in the United States. A new deterrent to such crime is the use of psychological tests to screen job applicants. The Personnel Selection Inventory (PSI), a psychological test measuring tendencies toward dishonesty, violence, and drug abuse was administered to job applicants…

The DACUM Job Analysis Process.

ERIC Educational Resources Information Center

Dofasco, Inc., Hamilton (Ontario).

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

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

Principal Recruitment: Assessing Job Pursuit Intentions among Educators Enrolled in Principal Certification Programs

ERIC Educational Resources Information Center

Winter, Paul A.; Rinehart, James S.; Keedy, John L.; Bjork, Lars G.

2007-01-01

A statewide cadre of principal certification students (N = 516) completed a principal job survey and role-played as applicants for a principal position by completing a principal job evaluation instrument. Significant predictors of principal job rating included the following: self-reported capability to do the job, expected satisfaction with work…

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.

Application of a hybrid generation/utility assessment heuristic to a class of scheduling problems

NASA Technical Reports Server (NTRS)

Heyward, Ann O.

1989-01-01

A two-stage heuristic solution approach for a class of multiobjective, n-job, 1-machine scheduling problems is described. Minimization of job-to-job interference for n jobs is sought. The first stage generates alternative schedule sequences by interchanging pairs of schedule elements. The set of alternative sequences can represent nodes of a decision tree; each node is reached via decision to interchange job elements. The second stage selects the parent node for the next generation of alternative sequences through automated paired comparison of objective performance for all current nodes. An application of the heuristic approach to communications satellite systems planning is presented.

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 Description and Handicapping Condition. An Analysis of Employer Expectations for Training and Success of Handicapped Job Applicants.

ERIC Educational Resources Information Center

Schloss, Patrick J.; Schloss, Cynthia N.

1984-01-01

A study involving 72 managers of restaurants and fast food services indicated that they anticipated significantly more intrusive training for mentally retarded applicants to the position of dishwasher/waiter and significantly more intrusive training for mentally retarded applicants compared to deaf and normal applicants. (CL)

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

ERIC Educational Resources Information Center

Byrd, Marquita L.

1981-01-01

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

Effects of Applicant Sex, Physical Attractiveness, and Type of Job on Employment Interviewers' Decisions.

ERIC Educational Resources Information Center

Gilmore, David C.; And Others

Past research on the employment interview has suggested that interviewers are influenced by many variables, including physical attractiveness. To investigate the potential interaction of applicant sex and attractiveness on hiring decisions, the type of job, applicant sex, and applicant physical attractiveness were manipulated to determine the…

Scheduling real-time, periodic jobs using imprecise results

NASA Technical Reports Server (NTRS)

Liu, Jane W. S.; Lin, Kwei-Jay; Natarajan, Swaminathan

1987-01-01

A process is called a monotone process if the accuracy of its intermediate results is non-decreasing as more time is spent to obtain the result. The result produced by a monotone process upon its normal termination is the desired result; the error in this result is zero. External events such as timeouts or crashes may cause the process to terminate prematurely. If the intermediate result produced by the process upon its premature termination is saved and made available, the application may still find the result unusable and, hence, acceptable; such a result is said to be an imprecise one. The error in an imprecise result is nonzero. The problem of scheduling periodic jobs to meet deadlines on a system that provides the necessary programming language primitives and run-time support for processes to return imprecise results is discussed. This problem differs from the traditional scheduling problems since the scheduler may choose to terminate a task before it is completed, causing it to produce an acceptable but imprecise result. Consequently, the amounts of processor time assigned to tasks in a valid schedule can be less than the amounts of time required to complete the tasks. A meaningful formulation of this problem taking into account the quality of the overall result is discussed. Three algorithms for scheduling jobs for which the effects of errors in results produced in different periods are not cumulative are described, and their relative merits are evaluated.

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,…

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2012 CFR

2012-07-01

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

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2013 CFR

2013-07-01

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

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2014 CFR

2014-07-01

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

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2010 CFR

2010-07-01

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

32 CFR 728.60 - Job Corps and Volunteers in Service to America (VISTA) beneficiaries.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 5 2010-07-01 2010-07-01 false Job Corps and Volunteers in Service to America... FACILITIES Beneficiaries of Other Federal Agencies § 728.60 Job Corps and Volunteers in Service to America... corpsmember's Job Corps center. (2) Job Corps applicants. Presentation of a letter from a screening agency (e...

A Comparison of Student Perceptions of Their Computer Skills to Their Actual Abilities

ERIC Educational Resources Information Center

Grant, Donna M.; Malloy, Alisha D.; Murphy, Marianne C.

2009-01-01

In this technology intensive society, most students are required to be proficient in computer skills to compete in today's global job market. These computer skills usually consist of basic to advanced knowledge in word processing, presentation, and spreadsheet applications. In many U.S. states, students are required to demonstrate computer…

Information Systems Education: What's Missing?

ERIC Educational Resources Information Center

Rosenthal, Paul H.

2010-01-01

We are doing a good job of teaching IS technology and project management but are omitting implementation planning. We need to teach our users and professionals how to answer the following critical questions for our mission-critical transaction processing applications (TPS). (1) Why does it cost so much? (2) How long does it take-Why does it take…

Use of ePortfolio Presentations in a Baccalaureate Nursing Program

ERIC Educational Resources Information Center

Feather, Rebecca; Ricci, Margaret

2014-01-01

Portfolios are an essential tool for demonstrating professional accomplishments and documenting professional growth in a variety of professions. Because of the competitive job market for new graduate nurses in health care, the development and use of an ePortfolio can be an essential tool for the application and interview process. The purpose of…

41 CFR 60-300.5 - Equal opportunity clause.

Code of Federal Regulations, 2010 CFR

2010-07-01

... hiring of any particular job applicants or from any particular group of job applicants, and nothing... Puerto Rico, Guam, the Virgin Islands, American Samoa, the Commonwealth of the Northern Mariana Islands...

Transportable Applications Environment (TAE) Plus: A NASA tool for building and managing graphical user interfaces

NASA Technical Reports Server (NTRS)

Szczur, Martha R.

1993-01-01

The Transportable Applications Environment (TAE) Plus, developed at NASA's Goddard Space Flight Center, is an advanced portable user interface development which simplifies the process of creating and managing complex application graphical user interfaces (GUI's). TAE Plus supports the rapid prototyping of GUI's and allows applications to be ported easily between different platforms. This paper will discuss the capabilities of the TAE Plus tool, and how it makes the job of designing and developing GUI's easier for application developers. TAE Plus is being applied to many types of applications, and this paper discusses how it has been used both within and outside NASA.

Job-shop scheduling applied to computer vision

NASA Astrophysics Data System (ADS)

Sebastian y Zuniga, Jose M.; Torres-Medina, Fernando; Aracil, Rafael; Reinoso, Oscar; Jimenez, Luis M.; Garcia, David

1997-09-01

This paper presents a method for minimizing the total elapsed time spent by n tasks running on m differents processors working in parallel. The developed algorithm not only minimizes the total elapsed time but also reduces the idle time and waiting time of in-process tasks. This condition is very important in some applications of computer vision in which the time to finish the total process is particularly critical -- quality control in industrial inspection, real- time computer vision, guided robots. The scheduling algorithm is based on the use of two matrices, obtained from the precedence relationships between tasks, and the data obtained from the two matrices. The developed scheduling algorithm has been tested in one application of quality control using computer vision. The results obtained have been satisfactory in the application of different image processing algorithms.

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.

Social Capital and Turnover. Towards a Theoretically Informed Model for Social Capital in Turnover Research: Applications to the U.S. Military

DTIC Science & Technology

2007-03-01

performance dimension ( Vroom , 1964; Teas, 1981). A more recent discussion of expectancy theory, with application to turnover, was accomplished in the early...Research .............................................................................. 22 Social Capital and Job Satisfaction ...studies centered on job satisfaction . However, questions have arisen about gaps in this research and job satisfaction alone may no longer be the most

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…

Jobs and Employment Sourcebook. Basic Information about Employment Trends, Job Search Preparation, Legal Rights of Employees and Job Applicants, Balancing Work and Household Obligations, Vocational Education and Job Training, and Self-Employment Opportunities. Personal Concerns Series, Volume 1.

ERIC Educational Resources Information Center

Gough, Jeanne A., Ed.

This book, which is designed for the general reader who is planning to enter the job market or contemplating a career change, contains basic information about the jobs and the employment outlook; finding a job; employer and employee rights and obligations; balancing home and work; education and training; and self-employment, small business and…

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…

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...

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

Federal Register 2010, 2011, 2012, 2013, 2014

2013-11-08

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

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

Federal Register 2010, 2011, 2012, 2013, 2014

2010-10-07

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

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.

An Analysis of the Air Force Government Operated Civil Engineering Supply Store Logistic System: How Can It Be Improved?

DTIC Science & Technology

1990-09-01

6 Logistics Systems ............ 7 GOCESS Operation . . . . . . . ..... 9 Work Order Processing . . . . ... 12 Job Order Processing . . . . . . . . . . 14...orders and job orders to the Material Control Section will be discussed separately. Work Order Processing . Figure 2 illustrates typical WO processing...logistics function. The JO processing is similar. Job Order Processing . Figure 3 illustrates typical JO processing in a GOCESS operation. As with WOs, this

A framework supporting the development of a Grid portal for analysis based on ROI.

PubMed

Ichikawa, K; Date, S; Kaishima, T; Shimojo, S

2005-01-01

In our research on brain function analysis, users require two different simultaneous types of processing: interactive processing to a specific part of data and high-performance batch processing to an entire dataset. The difference between these two types of processing is in whether or not the analysis is for data in the region of interest (ROI). In this study, we propose a Grid portal that has a mechanism to freely assign computing resources to the users on a Grid environment according to the users' two different types of processing requirements. We constructed a Grid portal which integrates interactive processing and batch processing by the following two mechanisms. First, a job steering mechanism controls job execution based on user-tagged priority among organizations with heterogeneous computing resources. Interactive jobs are processed in preference to batch jobs by this mechanism. Second, a priority-based result delivery mechanism that administrates a rank of data significance. The portal ensures a turn-around time of interactive processing by the priority-based job controlling mechanism, and provides the users with quality of services (QoS) for interactive processing. The users can access the analysis results of interactive jobs in preference to the analysis results of batch jobs. The Grid portal has also achieved high-performance computation of MEG analysis with batch processing on the Grid environment. The priority-based job controlling mechanism has been realized to freely assign computing resources to the users' requirements. Furthermore the achievement of high-performance computation contributes greatly to the overall progress of brain science. The portal has thus made it possible for the users to flexibly include the large computational power in what they want to analyze.

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.

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.

77 FR 21992 - Proposed Renewal of Information Collection: Applicant Background Survey

Federal Register 2010, 2011, 2012, 2013, 2014

2012-04-12

... Force representation for many mission critical occupations. The DOI Strategic Plan identifies the job.... Frequency of Response: One per job application. (2) Annual reporting and record keeping burden: Average reporting burden per application: 5 minutes. Total annual reporting: 1,119 hours. (3) Description of the...

Your Official Job-Application Checklist

ERIC Educational Resources Information Center

Perlmutter, David D.

2012-01-01

For the novice, the logistical challenges of an academic job search can be exasperating, especially when dozens of applications are involved. Getting things right (providing the correct materials, from CV to sample syllabi, in the style and form most sought by a particular search committee) and submitting the application on time (via sometimes…

20 CFR 655.19 - Job contractor filing requirements.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false Job contractor filing requirements. 655.19... States (H-2B Workers) Application for Temporary Employment Certification Filing Procedures § 655.19 Job contractor filing requirements. (a) Provided that a job contractor and any employer-client are joint...

20 CFR 655.19 - Job contractor filing requirements.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 3 2014-04-01 2014-04-01 false Job contractor filing requirements. 655.19... States (H-2B Workers) Application for Temporary Employment Certification Filing Procedures § 655.19 Job contractor filing requirements. (a) Provided that a job contractor and any employer-client are joint...

20 CFR 655.19 - Job contractor filing requirements.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Job contractor filing requirements. 655.19... States (H-2B Workers) Application for Temporary Employment Certification Filing Procedures § 655.19 Job contractor filing requirements. (a) Provided that a job contractor and any employer-client are joint...

Analysis of Application Power and Schedule Composition in a High Performance Computing Environment

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

Elmore, Ryan; Gruchalla, Kenny; Phillips, Caleb

As the capacity of high performance computing (HPC) systems continues to grow, small changes in energy management have the potential to produce significant energy savings. In this paper, we employ an extensive informatics system for aggregating and analyzing real-time performance and power use data to evaluate energy footprints of jobs running in an HPC data center. We look at the effects of algorithmic choices for a given job on the resulting energy footprints, and analyze application-specific power consumption, and summarize average power use in the aggregate. All of these views reveal meaningful power variance between classes of applications as wellmore » as chosen methods for a given job. Using these data, we discuss energy-aware cost-saving strategies based on reordering the HPC job schedule. Using historical job and power data, we present a hypothetical job schedule reordering that: (1) reduces the facility's peak power draw and (2) manages power in conjunction with a large-scale photovoltaic array. Lastly, we leverage this data to understand the practical limits on predicting key power use metrics at the time of submission.« less

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

PubMed

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

1998-09-01

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

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.

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).

A bioinformatics knowledge discovery in text application for grid computing

PubMed Central

Castellano, Marcello; Mastronardi, Giuseppe; Bellotti, Roberto; Tarricone, Gianfranco

2009-01-01

Background A fundamental activity in biomedical research is Knowledge Discovery which has the ability to search through large amounts of biomedical information such as documents and data. High performance computational infrastructures, such as Grid technologies, are emerging as a possible infrastructure to tackle the intensive use of Information and Communication resources in life science. The goal of this work was to develop a software middleware solution in order to exploit the many knowledge discovery applications on scalable and distributed computing systems to achieve intensive use of ICT resources. Methods The development of a grid application for Knowledge Discovery in Text using a middleware solution based methodology is presented. The system must be able to: perform a user application model, process the jobs with the aim of creating many parallel jobs to distribute on the computational nodes. Finally, the system must be aware of the computational resources available, their status and must be able to monitor the execution of parallel jobs. These operative requirements lead to design a middleware to be specialized using user application modules. It included a graphical user interface in order to access to a node search system, a load balancing system and a transfer optimizer to reduce communication costs. Results A middleware solution prototype and the performance evaluation of it in terms of the speed-up factor is shown. It was written in JAVA on Globus Toolkit 4 to build the grid infrastructure based on GNU/Linux computer grid nodes. A test was carried out and the results are shown for the named entity recognition search of symptoms and pathologies. The search was applied to a collection of 5,000 scientific documents taken from PubMed. Conclusion In this paper we discuss the development of a grid application based on a middleware solution. It has been tested on a knowledge discovery in text process to extract new and useful information about symptoms and pathologies from a large collection of unstructured scientific documents. As an example a computation of Knowledge Discovery in Database was applied on the output produced by the KDT user module to extract new knowledge about symptom and pathology bio-entities. PMID:19534749

A bioinformatics knowledge discovery in text application for grid computing.

PubMed

Castellano, Marcello; Mastronardi, Giuseppe; Bellotti, Roberto; Tarricone, Gianfranco

2009-06-16

A fundamental activity in biomedical research is Knowledge Discovery which has the ability to search through large amounts of biomedical information such as documents and data. High performance computational infrastructures, such as Grid technologies, are emerging as a possible infrastructure to tackle the intensive use of Information and Communication resources in life science. The goal of this work was to develop a software middleware solution in order to exploit the many knowledge discovery applications on scalable and distributed computing systems to achieve intensive use of ICT resources. The development of a grid application for Knowledge Discovery in Text using a middleware solution based methodology is presented. The system must be able to: perform a user application model, process the jobs with the aim of creating many parallel jobs to distribute on the computational nodes. Finally, the system must be aware of the computational resources available, their status and must be able to monitor the execution of parallel jobs. These operative requirements lead to design a middleware to be specialized using user application modules. It included a graphical user interface in order to access to a node search system, a load balancing system and a transfer optimizer to reduce communication costs. A middleware solution prototype and the performance evaluation of it in terms of the speed-up factor is shown. It was written in JAVA on Globus Toolkit 4 to build the grid infrastructure based on GNU/Linux computer grid nodes. A test was carried out and the results are shown for the named entity recognition search of symptoms and pathologies. The search was applied to a collection of 5,000 scientific documents taken from PubMed. In this paper we discuss the development of a grid application based on a middleware solution. It has been tested on a knowledge discovery in text process to extract new and useful information about symptoms and pathologies from a large collection of unstructured scientific documents. As an example a computation of Knowledge Discovery in Database was applied on the output produced by the KDT user module to extract new knowledge about symptom and pathology bio-entities.

Design of an automatic production monitoring system on job shop manufacturing

NASA Astrophysics Data System (ADS)

Prasetyo, Hoedi; Sugiarto, Yohanes; Rosyidi, Cucuk Nur

2018-02-01

Every production process requires monitoring system, so the desired efficiency and productivity can be monitored at any time. This system is also needed in the job shop type of manufacturing which is mainly influenced by the manufacturing lead time. Processing time is one of the factors that affect the manufacturing lead time. In a conventional company, the recording of processing time is done manually by the operator on a sheet of paper. This method is prone to errors. This paper aims to overcome this problem by creating a system which is able to record and monitor the processing time automatically. The solution is realized by utilizing electric current sensor, barcode, RFID, wireless network and windows-based application. An automatic monitoring device is attached to the production machine. It is equipped with a touch screen-LCD so that the operator can use it easily. Operator identity is recorded through RFID which is embedded in his ID card. The workpiece data are collected from the database by scanning the barcode listed on its monitoring sheet. A sensor is mounted on the machine to measure the actual machining time. The system's outputs are actual processing time and machine's capacity information. This system is connected wirelessly to a workshop planning application belongs to the firm. Test results indicated that all functions of the system can run properly. This system successfully enables supervisors, PPIC or higher level management staffs to monitor the processing time quickly with a better accuracy.

Developing job-related preplacement medical examinations.

PubMed

Hogan, J C; Bernacki, E J

1981-07-01

Federal regulations prohibiting discrimination in hiring require that employment selection procedures to evaluate applicants be based on job-related criteria. The preplacement physical examination used in employment, particularly in the placement of handicapped persons, must also be conducted in a job-related manner. This paper discusses the development and use of the physical examination in selecting and placing applicants for jobs in the workplace with special reference to handicapped persons and disabled veterans. It presents and justifies a method of performing these examinations in a manner consistent with humanistic and business goals as well as the goals of federal regulatory agencies prohibiting employment discrimination.

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.

Using a Student-Directed Teaching Philosophy Statement to Assess and Improve One's Teaching

ERIC Educational Resources Information Center

Brinthaupt, Thomas M.; Decker, Stephen C.; Lawrence, Robert

2014-01-01

Faculty members traditionally develop a teaching philosophy statement (TPS) as part of the job application process, for tenure reviews, or to encourage reflection. In this paper, we propose an alternative approach--to develop the TPS with students as the primary target audience, distribute it to students at the beginning of a course, and collect…

Application of Intelligent Tutoring Technology to an Apparently Mechanical Task.

ERIC Educational Resources Information Center

Newman, Denis

The increasing automation of many occupations leads to jobs that involve understanding and monitoring the operation of complex computer systems. One case is PATRIOT, an air defense surface-to-air missile system deployed by the U.S. Army. Radar information is processed and presented to the operators in highly abstract form. The system identifies…

Hiring Process | NREL

Science.gov Websites

in applying for more than one open position, submit separate applications for each position. Can I call about a specific job posting? We receive a high volume of calls, so one-on-one conversations are free to connect with one of our recruiters on LinkedIn, or speak with NREL representatives at upcoming

Learning Disabilities and Career Development. Practice Application Brief No. 20.

ERIC Educational Resources Information Center

Kerka, Sandra

The lifelong process of career development poses special challenges for people with learning disabilities (LD). Literature on employment issues for adults with LD frames on-the-job problems in terms of individual deficits or recasts the issues as a function of the significant societal barriers faced by those who do not fit the norm. Research on…

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

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

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.

25 CFR 26.4 - Who administers the Job Placement and Training Program?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 25 Indians 1 2014-04-01 2014-04-01 false Who administers the Job Placement and Training Program? 26.4 Section 26.4 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.4 Who administers the Job Placement and Training...

25 CFR 26.12 - Who provides the Job Placement and Training?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 25 Indians 1 2013-04-01 2013-04-01 false Who provides the Job Placement and Training? 26.12 Section 26.12 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.12 Who provides the Job Placement and Training? The...

25 CFR 26.4 - Who administers the Job Placement and Training Program?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 25 Indians 1 2013-04-01 2013-04-01 false Who administers the Job Placement and Training Program? 26.4 Section 26.4 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.4 Who administers the Job Placement and Training...

25 CFR 26.12 - Who provides the Job Placement and Training?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 25 Indians 1 2014-04-01 2014-04-01 false Who provides the Job Placement and Training? 26.12 Section 26.12 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.12 Who provides the Job Placement and Training? The...

25 CFR 26.12 - Who provides the Job Placement and Training?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 false Who provides the Job Placement and Training? 26.12 Section 26.12 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.12 Who provides the Job Placement and Training? The...

25 CFR 26.4 - Who administers the Job Placement and Training Program?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 25 Indians 1 2012-04-01 2011-04-01 true Who administers the Job Placement and Training Program? 26.4 Section 26.4 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.4 Who administers the Job Placement and Training...

25 CFR 26.4 - Who administers the Job Placement and Training Program?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 false Who administers the Job Placement and Training Program? 26.4 Section 26.4 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.4 Who administers the Job Placement and Training...

25 CFR 26.4 - Who administers the Job Placement and Training Program?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false Who administers the Job Placement and Training Program... PLACEMENT AND TRAINING PROGRAM General Applicability § 26.4 Who administers the Job Placement and Training Program? The Job Placement and Training Program is administered by the Bureau of Indian Affairs or a...

25 CFR 26.12 - Who provides the Job Placement and Training?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false Who provides the Job Placement and Training? 26.12... AND TRAINING PROGRAM General Applicability § 26.12 Who provides the Job Placement and Training? The... associations or small business establishments with apprenticeship or on-the-job training (OJT) programs leading...

Community College Business Faculty Recruitment: Association between Personal Characteristics and Applicants' Rating of the Job.

ERIC Educational Resources Information Center

Winter, Paul A.; Munoz, Marco A.

2001-01-01

Describes a study that addressed the association between personal characteristics and job ratings of applicants for business faculty positions described in simulated recruitment advertisements. Finds that being single and working a high number of hours per week were associated with applicant attraction to business faculty positions at community…

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.

Communication in science.

PubMed

Deda, H; Yakupoglu, H

2002-01-01

Science must have a common language. For centuries, Latin language carried out this job, but the progress in computer technology and internet world through the last 20 years, began to produce a new language with the new century; the computer language. The information masses, which need data language standardization, are the followings; Digital libraries and medical education systems, Consumer health informatics, Medical education systems, World Wide Web Applications, Database systems, Medical language processing, Automatic indexing systems, Image processing units, Telemedicine, New Generation Internet (NGI).

The Internship: The Practice Field of Professional Training

NASA Technical Reports Server (NTRS)

Smith, Ramsey L.

2010-01-01

The internship process can be difficult to navigate. Going into an internship with an open mind and prepared to conquer the academic challenges you will face will result in a wonderful professional development experience. From the application process to how to conduct yourself once you get the job, most students are left to fend for themselves when they face these situations. This presentation will help you avoid some pitfalls and assist in maximizing your internship experience.

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.

Web-Based Distributed Simulation of Aeronautical Propulsion System

NASA Technical Reports Server (NTRS)

Zheng, Desheng; Follen, Gregory J.; Pavlik, William R.; Kim, Chan M.; Liu, Xianyou; Blaser, Tammy M.; Lopez, Isaac

2001-01-01

An application was developed to allow users to run and view the Numerical Propulsion System Simulation (NPSS) engine simulations from web browsers. Simulations were performed on multiple INFORMATION POWER GRID (IPG) test beds. The Common Object Request Broker Architecture (CORBA) was used for brokering data exchange among machines and IPG/Globus for job scheduling and remote process invocation. Web server scripting was performed by JavaServer Pages (JSP). This application has proven to be an effective and efficient way to couple heterogeneous distributed components.

Identifying and Applying for Professional Development Funding.

PubMed

Hyden, Christel; Escoffery, Cam; Kenzig, Melissa

2015-07-01

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

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.

The influence of social networking web sites on the evaluation of job candidates.

PubMed

Bohnert, Daniel; Ross, William H

2010-06-01

This study investigated how the content of social networking Web site (SNW) pages influenced others' evaluation of job candidates. Students (N = 148) evaluated the suitability of hypothetical candidates for an entry-level managerial job. A 2 x 4 design was employed: résumés were either marginally qualified or well qualified for the job. SNW printouts reflected (a) an emphasis on drinking alcohol, (b) a family orientation, or (c) a professional orientation; participants in a control group received no Web page information. In addition to a main effect for résumé quality, applicants with either a family-oriented or a professional-oriented SNW were seen as more suitable for the job and more conscientious than applicants with alcohol-oriented SNW pages. They were more likely to be interviewed. If hired, they were also likely to be offered significantly higher starting salaries. Results are discussed in terms of implications for both managers and applicants.

75 FR 80067 - Renewal of Agency Information Collection for Application for Job Placement and Training Services...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-12-21

... Control Number 1076-0062, which expires on March 31, 2010. DATES: Interested persons are invited to submit... do so. III. Data OMB Control Number: 1076-0062. Title: Application for Job Placement & Training...

Study on HOPE Management Mode of Coal Enterprises Based on Systematic Thinking

NASA Astrophysics Data System (ADS)

Zhaoran, Zhang; Tianzhu, Zhang; Wenjing, Tong

2018-02-01

The extensive management mode of coal enterprises is no longer applicable to the demand of enterprise development under the new economic situation. Combined with the characteristics of coal mine production, based on the system of thinking, integration of lean, people, comprehensive, job management theory, formed HOPE management model, including a core system and three support systems and 18 elements. There are three stages in the development and implementation of this model. To 6S site management for the initial stage to job process reengineering for the intermediate stage to post value process control for the advanced stage. The successful implementation of HOPE model in coal enterprises needs comprehensive control from five aspects: lean culture construction, flattening organizational structure, cost control system, performance appraisal system and lean information management platform. HOPE model can be implemented smoothly and make “win-win” between enterprises and employees.

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.

The Cluster Analysis of Jobs Based on Data from the Position Analysis Questionnaire (PAQ). Report No. 7.

ERIC Educational Resources Information Center

DeNisi, Angelo S.; McCormick, Ernest J.

The Position Analysis Questionnaire (PAQ) is a structured job analysis procedure that provides for the analysis of jobs in terms of each of 187 job elements, these job elements being grouped into six divisions: information input, mental processes, work output, relationships with other persons, job context, and other job characteristics. Two…

25 CFR 26.12 - Who provides the Job Placement and Training?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 25 Indians 1 2012-04-01 2011-04-01 true Who provides the Job Placement and Training? 26.12 Section 26.12 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.12 Who provides the Job Placement and Training? The Bureau or a...

Show Them You Really Want the Job

ERIC Educational Resources Information Center

Perlmutter, David D.

2012-01-01

Showing that one really "wants" the job entails more than just really wanting the job. An interview is part Broadway casting call, part intellectual dating game, part personality test, and part, well, job interview. When there are 300 applicants for a position, many of them will "fit" the required (and even the preferred) skills listed in the job…

Evaluating Teacher-Leaders for Careers as Administrators: Effects of Job Attributes, Teacher Leader Role, and Teaching Assignment Area

ERIC Educational Resources Information Center

Shumate, Brian T.; Munoz, Marco A.; Winter, Paul A.

2005-01-01

Recruitment of public school administrators is an important issue due to the shortage of qualified job applicants nationwide. The shortage of applicants requires school districts to evaluate their internal pools of potential applicants for administrative vacancies. This evaluation research addressed the recruitment of teacher-leaders to serve as…

Assessing physician job satisfaction and mental workload.

PubMed

Boultinghouse, Oscar W; Hammack, Glenn G; Vo, Alexander H; Dittmar, Mary Lynne

2007-12-01

Physician job satisfaction and mental workload were evaluated in a pilot study of five physicians engaged in a telemedicine practice at The University of Texas Medical Branch at Galveston Electronic Health Network. Several previous studies have examined physician satisfaction with specific telemedicine applications; however, few have attempted to identify the underlying factors that contribute to physician satisfaction or lack thereof. One factor that has been found to affect well-being and functionality in the workplace-particularly with regard to human interaction with complex systems and tasks as seen in telemedicine-is mental workload. Workload is generally defined as the "cost" to a person for performing a complex task or tasks; however, prior to this study, it was unexplored as a variable that influences physician satisfaction. Two measures of job satisfaction were used: The Job Descriptive Index and the Job In General scales. Mental workload was evaluated by means of the National Aeronautics and Space Administration Task Load Index. The measures were administered by means of Web-based surveys and were given twice over a 6-month period. Nonparametric statistical analyses revealed that physician job satisfaction was generally high relative to that of the general population and other professionals. Mental workload scores associated with the practice of telemedicine in this environment are also high, and appeared stable over time. In addition, they are commensurate with scores found in individuals practicing tasks with elevated information-processing demands, such as quality control engineers and air traffic controllers. No relationship was found between the measures of job satisfaction and mental workload.

Characterizing parallel file-access patterns on a large-scale multiprocessor

NASA Technical Reports Server (NTRS)

Purakayastha, Apratim; Ellis, Carla Schlatter; Kotz, David; Nieuwejaar, Nils; Best, Michael

1994-01-01

Rapid increases in the computational speeds of multiprocessors have not been matched by corresponding performance enhancements in the I/O subsystem. To satisfy the large and growing I/O requirements of some parallel scientific applications, we need parallel file systems that can provide high-bandwidth and high-volume data transfer between the I/O subsystem and thousands of processors. Design of such high-performance parallel file systems depends on a thorough grasp of the expected workload. So far there have been no comprehensive usage studies of multiprocessor file systems. Our CHARISMA project intends to fill this void. The first results from our study involve an iPSC/860 at NASA Ames. This paper presents results from a different platform, the CM-5 at the National Center for Supercomputing Applications. The CHARISMA studies are unique because we collect information about every individual read and write request and about the entire mix of applications running on the machines. The results of our trace analysis lead to recommendations for parallel file system design. First the file system should support efficient concurrent access to many files, and I/O requests from many jobs under varying load conditions. Second, it must efficiently manage large files kept open for long periods. Third, it should expect to see small requests predominantly sequential access patterns, application-wide synchronous access, no concurrent file-sharing between jobs appreciable byte and block sharing between processes within jobs, and strong interprocess locality. Finally, the trace data suggest that node-level write caches and collective I/O request interfaces may be useful in certain environments.

The Simple Concurrent Online Processing System (SCOPS) - An open-source interface for remotely sensed data processing

NASA Astrophysics Data System (ADS)

Warren, M. A.; Goult, S.; Clewley, D.

2018-06-01

Advances in technology allow remotely sensed data to be acquired with increasingly higher spatial and spectral resolutions. These data may then be used to influence government decision making and solve a number of research and application driven questions. However, such large volumes of data can be difficult to handle on a single personal computer or on older machines with slower components. Often the software required to process data is varied and can be highly technical and too advanced for the novice user to fully understand. This paper describes an open-source tool, the Simple Concurrent Online Processing System (SCOPS), which forms part of an airborne hyperspectral data processing chain that allows users accessing the tool over a web interface to submit jobs and process data remotely. It is demonstrated using Natural Environment Research Council Airborne Research Facility (NERC-ARF) instruments together with other free- and open-source tools to take radiometrically corrected data from sensor geometry into geocorrected form and to generate simple or complex band ratio products. The final processed data products are acquired via an HTTP download. SCOPS can cut data processing times and introduce complex processing software to novice users by distributing jobs across a network using a simple to use web interface.

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

The Oregon Network: A Research and Service Activity of the Sex Equity in Educational Leadership Project.

ERIC Educational Resources Information Center

Wyant, Spencer; Schmuck, Patricia

The Oregon Network, a research and service activity of the Sex Equity in Educational Leadership Project, was created in 1977 to perform four functions: 1) to document job vacancies and the processes of administrative hiring in Oregon; 2) to help school districts find qualified female applicants; 3) to affect hiring practices that stand as barriers…

Applicability Evaluation of Job Standards for Diabetes Nutritional Management by Clinical Dietitian

PubMed Central

2017-01-01

This study was conducted to evaluate applicability of job standards for diabetes nutrition management by hospital clinical dietitians. In order to promote the clinical nutrition services, it is necessary to present job standards of clinical dietitian and to actively apply these standardized tasks to the medical institution sites. The job standard of clinical dietitians for diabetic nutrition management was distributed to hospitals over 300 beds. Questionnaire was collected from 96 clinical dietitians of 40 tertiary hospitals, 47 general hospitals, and 9 hospitals. Based on each 5-point scale, the importance of overall duty was 4.4 ± 0.5, performance was 3.6 ± 0.8, and difficulty was 3.1 ± 0.7. ‘Nutrition intervention’ was 4.5 ± 0.5 for task importance, ‘nutrition assessment’ was 4.0 ± 0.7 for performance, and ‘nutrition diagnosis’ was 3.4 ± 0.9 for difficulty. These 3 items were high in each category. Based on the grid diagram, the tasks of both high importance and high performance were ‘checking basic information,’ ‘checking medical history and therapy plan,’ ‘decision of nutritional needs,’ ‘supply of foods and nutrients,’ and ‘education of nutrition and self-management.’ The tasks with high importance but low performance were ‘derivation of nutrition diagnosis,’ ‘planning of nutrition intervention,’ ‘monitoring of nutrition intervention process.’ The tasks of both high importance and high difficulty were ‘derivation of nutrition diagnosis,’ ‘planning of nutrition intervention,’ ‘supply of foods and nutrients,’ ‘education of nutrition and self-management,’ and ‘monitoring of nutrition intervention process.’ The tasks of both high performance and high difficulty were ‘documentation of nutrition assessment,’ ‘supply of foods and nutrients,’ and ‘education of nutrition and self-management.’ PMID:28503506

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

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…

Resumes, Applications, and Cover Letters

ERIC Educational Resources Information Center

Crosby, Olivia

2009-01-01

Good resumes, applications, and cover letters broadcast one's abilities. They tell employers how one's qualifications match a job's responsibilities. If these critical preliminaries are constructed well, one has a better chance of landing interviews--and, eventually, a job. This article provides some guidelines for creating resumes and cover…

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.

Barriers and facilitators of return to work for individuals with strokes: perspectives of the stroke survivor, vocational specialist, and employer.

PubMed

Culler, Kathleen H; Wang, Ying-Chih; Byers, Katherine; Trierweiler, Robert

2011-01-01

The purpose of this study was to identify factors that facilitated or acted as a barrier to return to work (RTW) for stroke survivors. We applied 3 approaches to identify the factors. First, we conducted qualitative interviews with 10 stroke survivors about their RTW experience post stroke. Second, we surveyed 21 vocational specialists about barriers and facilitators of RTW based on their clinical practice. Last, we interviewed 7 employers who had experience in interviewing individuals with disabilities or had the authority to make hiring decisions. Descriptions of barriers and facilitators to RTW from these 3 perspectives were illustrated. Identified components were mapped based on the ICF framework. From stroke survivors' perspectives, factors affecting employment after stroke include neurological (motor, cognition, communication), social, personal, and environmental factors. Vocational specialists described similar barriers and facilitators of RTW as the stroke survivors but emphasized personal factors such as flexibility and being realistic in vocational goals. The employers explained that the candidate's disability plays no role in the hiring process and indicated that all applicants must meet the essential job requirements. Some employers described the benefits of having the support of vocational rehabilitation staff and being able to interact with the vocational rehabilitation specialists during the hiring process. The interaction allows the employer to gather initial information (consented to by the job applicant) about the applicants from the vocational rehabilitation service and to be educated about any specific needs related to the applicant's medical issues.

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.

25 CFR 26.5 - Who may be eligible for Job Placement and Training?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 25 Indians 1 2013-04-01 2013-04-01 false Who may be eligible for Job Placement and Training? 26.5 Section 26.5 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.5 Who may be eligible for Job Placement and Training? You may...

25 CFR 26.5 - Who may be eligible for Job Placement and Training?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 25 Indians 1 2012-04-01 2011-04-01 true Who may be eligible for Job Placement and Training? 26.5 Section 26.5 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.5 Who may be eligible for Job Placement and Training? You may...

25 CFR 26.5 - Who may be eligible for Job Placement and Training?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 false Who may be eligible for Job Placement and Training? 26.5 Section 26.5 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.5 Who may be eligible for Job Placement and Training? You may...

25 CFR 26.5 - Who may be eligible for Job Placement and Training?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 25 Indians 1 2014-04-01 2014-04-01 false Who may be eligible for Job Placement and Training? 26.5 Section 26.5 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.5 Who may be eligible for Job Placement and Training? You may...

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

Code of Federal Regulations, 2011 CFR

2011-07-01

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

Job Enrichment: Evaluation with Implications for Air Force Job Redesign. Interim Report, 1 January 1975-30 April 1977.

ERIC Educational Resources Information Center

Watson, Thomas W.; Zumbro, Patrick A.

The main text of this report consists of a review and evaluation of job enrichment as an approach to job redesign, with implications for Air Force research and application. In addition, two appendixes are included: the first, a supplemental historical discussion; the second, a ninety-six-item annotated bibliography. Specific objectives are to…

25 CFR 26.8 - Where do I go to apply for Job Placement and Training assistance?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false Where do I go to apply for Job Placement and Training... PLACEMENT AND TRAINING PROGRAM General Applicability § 26.8 Where do I go to apply for Job Placement and Training assistance? You may apply for Job Placement and Training assistance at the servicing office...

25 CFR 26.5 - Who may be eligible for Job Placement and Training?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false Who may be eligible for Job Placement and Training? 26.5 Section 26.5 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.5 Who may be eligible for Job Placement and Training? You may...

Hollowing Out: Job Loss, Job Growth and Skills for the Future. Executive Summary

ERIC Educational Resources Information Center

Halbert, Hannah; Krueger, Tim

2011-01-01

Even as unemployment in Ohio has remained high, headlines regularly feature employers lamenting the lack of qualified job applicants. Some have even suggested that a dearth of skilled workers is driving Ohio's unemployment crisis. In this report, Policy Matters Ohio uses Bureau of Labor Statistics job projections and wage data to look at whether a…

NAS Requirements Checklist for Job Queuing/Scheduling Software

NASA Technical Reports Server (NTRS)

Jones, James Patton

1996-01-01

The increasing reliability of parallel systems and clusters of computers has resulted in these systems becoming more attractive for true production workloads. Today, the primary obstacle to production use of clusters of computers is the lack of a functional and robust Job Management System for parallel applications. This document provides a checklist of NAS requirements for job queuing and scheduling in order to make most efficient use of parallel systems and clusters for parallel applications. Future requirements are also identified to assist software vendors with design planning.

Integrating Work Experience and Management for College Bound Students

ERIC Educational Resources Information Center

Ryan, Leo V.; Coover, Thomas A.

1975-01-01

St. Viator High School, through a Business Management Seminar, converted job experiences into learning experiences by acknowledging the real value of the job as a laboratory for the study of principles of management and their application to the job. (Author/BP)

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

P43-S Computational Biology Applications Suite for High-Performance Computing (BioHPC.net)

PubMed Central

Pillardy, J.

2007-01-01

One of the challenges of high-performance computing (HPC) is user accessibility. At the Cornell University Computational Biology Service Unit, which is also a Microsoft HPC institute, we have developed a computational biology application suite that allows researchers from biological laboratories to submit their jobs to the parallel cluster through an easy-to-use Web interface. Through this system, we are providing users with popular bioinformatics tools including BLAST, HMMER, InterproScan, and MrBayes. The system is flexible and can be easily customized to include other software. It is also scalable; the installation on our servers currently processes approximately 8500 job submissions per year, many of them requiring massively parallel computations. It also has a built-in user management system, which can limit software and/or database access to specified users. TAIR, the major database of the plant model organism Arabidopsis, and SGN, the international tomato genome database, are both using our system for storage and data analysis. The system consists of a Web server running the interface (ASP.NET C#), Microsoft SQL server (ADO.NET), compute cluster running Microsoft Windows, ftp server, and file server. Users can interact with their jobs and data via a Web browser, ftp, or e-mail. The interface is accessible at http://cbsuapps.tc.cornell.edu/.

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.

Practical implications of pre-employment nurse assessments.

PubMed

Kuthy, James E; Ramon, Cheree; Gonzalez, Ronald; Biddle, Dan A

2013-01-01

Hiring nurses is a difficult task that can have serious repercussions for medical facilities. If nurses without proper skills are hired, patients can suffer from insufficient quality of care and potentially life-threatening conditions. Nurse applicants' technical knowledge is extremely important to avoid negative outcomes; however, there are soft skills that factor into their success, such as bedside manner, personality, communication, and decision making. In order for medical facilities to select and maintain high-performing nurse staff, hiring managers must incorporate evaluations for these types of skills in their hiring process. The current study focused on using content/criterion-related validation design to create assessments by which nurse applicants can be evaluated for both technical knowledge/skills and soft skills. The study included participation of more than 876 nursing staff members. To rank applicants on divergent skills, 3 assessment types were investigated, resulting in the creation of an assessment with 3 components. The clinical, situational, and behavioral components that were created measure applicants' job knowledge, interpersonal competency in medical facility-related situations, and aspects of personality and behavior, respectively. Results indicate that using the assessment can predict 45% of a nurse applicant's future job performance. Practical implications include hiring and maintaining a higher quality of nurses and decreased hiring costs.

29 CFR 32.15 - Preemployment inquiries.

Code of Federal Regulations, 2010 CFR

2010-07-01

... official should make a functional assessment of the physical or mental demands of the jobs in order to... handicap. A recipient may, however, make preemployment inquiry into an applicant's ability to perform job... sufficient information regarding any functional limitations relevant to proper job placement or referral to...

Transportable Applications Environment (TAE) Plus - A NASA productivity tool used to develop graphical user interfaces

NASA Technical Reports Server (NTRS)

Szczur, Martha R.

1991-01-01

The Transportable Applications Environment (TAE) Plus, developed at NASA's Goddard Space Flight Center, is an advanced portable user interface development environment which simplifies the process of creating and managing complex application graphical user interfaces (GUIs), supports prototyping, allows applications to be oported easily between different platforms, and encourages appropriate levels of user interface consistency between applications. This paper discusses the capabilities of the TAE Plus tool, and how it makes the job of designing and developing GUIs easier for the application developers. The paper also explains how tools like TAE Plus provide for reusability and ensure reliability of UI software components, as well as how they aid in the reduction of development and maintenance costs.

Aggregating job exit statuses of a plurality of compute nodes executing a parallel application

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

Aho, Michael E.; Attinella, John E.; Gooding, Thomas M.

Aggregating job exit statuses of a plurality of compute nodes executing a parallel application, including: identifying a subset of compute nodes in the parallel computer to execute the parallel application; selecting one compute node in the subset of compute nodes in the parallel computer as a job leader compute node; initiating execution of the parallel application on the subset of compute nodes; receiving an exit status from each compute node in the subset of compute nodes, where the exit status for each compute node includes information describing execution of some portion of the parallel application by the compute node; aggregatingmore » each exit status from each compute node in the subset of compute nodes; and sending an aggregated exit status for the subset of compute nodes in the parallel computer.« less

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

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

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Work performed away from the premises or job site. 785.12... of Principles Employees âsuffered Or Permittedâ to Work § 785.12 Work performed away from the premises or job site. The rule is also applicable to work performed away from the premises or the job site...

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…

25 CFR 26.22 - May a tribe integrate Job Placement and Training funds into its Public Law 102-477 Plan?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false May a tribe integrate Job Placement and Training funds... THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.22 May a tribe integrate Job Placement and Training funds into its Public Law 102-477 Plan? Yes, Indian tribes...

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.

Soldering and brazing safety guide: A handbook on space practice for those involved in soldering and brazing

NASA Astrophysics Data System (ADS)

This manual provides those involved in welding and brazing with effective safety procedures for use in performance of their jobs. Hazards exist in four types of general soldering and brazing processes: (1) cleaning; (2) application of flux; (3) application of heat and filler metal; and (4) residue cleaning. Most hazards during those operations can be avoided by using care, proper ventilation, protective clothing and equipment. Specific process hazards for various methods of brazing and soldering are treated. Methods to check ventilation are presented as well as a check of personal hygiene and good maintenance practices are stressed. Several emergency first aid treatments are described.

Lean in healthcare from employees' perspectives.

PubMed

Drotz, Erik; Poksinska, Bozena

2014-01-01

The purpose of this paper is to contribute toward a deeper understanding of the new roles, responsibilities, and job characteristics of employees in Lean healthcare organizations. The paper is based on three cases studies of healthcare organizations that are regarded as successful examples of Lean applications in the healthcare context. Data were collected by methods including interviews, observations, and document studies. The implementation of Lean in healthcare settings has had a great influence on the roles, responsibilities, and job characteristics of the employees. The focus has shifted from healthcare professionals, where clinical autonomy and professional skills have been the guarding principles of patient care, to process improvement and teamwork. Different job characteristics may make it difficult to implement certain Lean practices in healthcare. Teamwork and decentralization of authority are examples of Lean practices that could be considered countercultural because of the strong professional culture and uneven power distribution, with doctors as the dominant decision makers. Teamwork, value flow orientation, and company-wide involvement in CI were associated with positive effects on the organizations' working environment, staff development, and organizational performance. In order to succeed with Lean healthcare, it is important to understand and recognize the differences in job characteristics between Lean manufacturing and healthcare. This paper provides insights into how Lean implementation changes the roles, responsibilities, and job characteristics of healthcare staff and the challenges and implications that may follow from this.

20 CFR 667.268 - What prohibitions apply to the use of WIA title I funds to encourage business relocation?

Code of Federal Regulations, 2010 CFR

2010-04-01

... her job at the original location; (2) Customized training, skill training, or on-the-job training or company specific assessments of job applicants or employees of a business or a part of a business that has...

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)

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…

How to handle part-time, flex-time, and job-sharing employees.

PubMed

Sachs, L

2001-01-01

Offering employment structures other than traditional full-time positions in your practice can help you draw excellent job applicants and also can enable you to increase morale, job satisfaction, and productivity. However, there are many decisions you must make when offering a part-time, flex-time, or job-sharing position. This article explores the pros and cons of offering alternative job structures. It suggests ways to make part-time, flex-time, or job-sharing positions work most effectively, both for the employee and for your practice. In addition, this article suggests which positions are best suited to alternative structures.

C-Shell Cookbook

NASA Astrophysics Data System (ADS)

Currie, Malcolm J.

This cookbook describes the fundamentals of writing scripts using the UNIX C shell. It shows how to combine Starlink and private applications with shell commands and constructs to create powerful and time-saving tools for performing repetitive jobs, creating data-processing pipelines, and encapsulating useful recipes. The cookbook aims to give practical and reassuring examples to at least get you started without having to consult a UNIX manual. However, it does not offer a comprehensive description of C-shell syntax to prevent you from being overwhelmed or intimidated. The topics covered are: how to run a script, defining shell variables, prompting, arithmetic and string processing, passing information between Starlink applications, obtaining dataset attributes and FITS header information, processing multiple files and filename modification, command-line arguments and options, and loops. There is also a glossary.

Product Definition Data Interface (PDDI) Product Specification

DTIC Science & Technology

1991-07-01

syntax of the language gives a precise specification of the data without interpretation of it. M - Constituent Read Block. CSECT - Control Section, the...to conform to the PDDI Access Software’s internal data representation so that it may be further processed. JCL - Job Control Language - IBM language...software development and life cycle * phases. OUALITY CONTROL - The planned and systematic application of all actions (management/technical) necessary to

Automated X-ray and Optical Analysis of the Virtual Observatory and Grid Computing

NASA Technical Reports Server (NTRS)

Ptak, A.; Krughoff, S.; Connolly, A.

2011-01-01

We are developing a system to combine the Web Enabled Source Identification with X-Matching (WESIX) web service, which emphasizes source detection on optical images,with the XAssist program that automates the analysis of X-ray data. XAssist is continuously processing archival X-ray data in several pipelines. We have established a workflow in which FITS images and/or (in the case of X ray data) an X-ray field can be input to WESIX. Intelligent services return available data (if requested fields have been processed) or submit job requests to a queue to be performed asynchronously. These services will be available via web services (for non-interactive use by Virtual Observatory portals and applications) and through web applications (written in the Django web application framework). We are adding web services for specific XAssist functionality such as determining .the exposure and limiting flux for a given position on the sky and extracting spectra and images for a given region. We are improving the queuing system in XAssist to allow for "watch lists" to be specified by users, and when X-ray fields in a user's watch list become publicly available they will be automatically added to the queue. XAssist is being expanded to be used as a survey planning 1001 when coupled with simulation software, including functionality for NuStar, eRosita, IXO, and the Wide Field Xray Telescope (WFXT), as part of an end to end simulation/analysis system. We are also investigating the possibility of a dedicated iPhone/iPad app for querying pipeline data, requesting processing, and administrative job control.

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).

Charter Schools and the Teacher Job Search

ERIC Educational Resources Information Center

Cannata, Marisa

2011-01-01

This article examines the position of charter schools in prospective elementary teachers' job search decisions. Using a labor market segmentation framework, it explores teacher applicants' decisions to apply to charter schools. The data come from a mixed-methods longitudinal study of prospective teachers looking for their first job. This article…

75 FR 78807 - Agency Information Collection (Other On-The-Job Training and Apprenticeship Training Agreement...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-12-16

... Officer, OMB Human Resources and Housing Branch, New Executive Office Building, Room 10235, Washington, DC...-The-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training) Activity Under OMB Review AGENCY: Veterans Benefits Administration, Department of...

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.

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…

Metamodeling-based approach for risk assessment and cost estimation: Application to geological carbon sequestration planning

NASA Astrophysics Data System (ADS)

Sun, Alexander Y.; Jeong, Hoonyoung; González-Nicolás, Ana; Templeton, Thomas C.

2018-04-01

Carbon capture and storage (CCS) is being evaluated globally as a geoengineering measure for significantly reducing greenhouse emission. However, long-term liability associated with potential leakage from these geologic repositories is perceived as a main barrier of entry to site operators. Risk quantification and impact assessment help CCS operators to screen candidate sites for suitability of CO2 storage. Leakage risks are highly site dependent, and a quantitative understanding and categorization of these risks can only be made possible through broad participation and deliberation of stakeholders, with the use of site-specific, process-based models as the decision basis. Online decision making, however, requires that scenarios be run in real time. In this work, a Python based, Leakage Assessment and Cost Estimation (PyLACE) web application was developed for quantifying financial risks associated with potential leakage from geologic carbon sequestration sites. PyLACE aims to assist a collaborative, analytic-deliberative decision making processes by automating metamodel creation, knowledge sharing, and online collaboration. In PyLACE, metamodeling, which is a process of developing faster-to-run surrogates of process-level models, is enabled using a special stochastic response surface method and the Gaussian process regression. Both methods allow consideration of model parameter uncertainties and the use of that information to generate confidence intervals on model outputs. Training of the metamodels is delegated to a high performance computing cluster and is orchestrated by a set of asynchronous job scheduling tools for job submission and result retrieval. As a case study, workflow and main features of PyLACE are demonstrated using a multilayer, carbon storage model.

29 CFR 30.6 - Existing lists of eligibles and public notice.

Code of Federal Regulations, 2010 CFR

2010-07-01

... than would reasonably be expected in view of the analysis described in § 30.4(e) shall discard all... to an apprentice job opportunity given by certified mail, return receipt requested. Applicants who... applicants who have been removed from the list or who have failed to respond to an apprenticeship job...

Careers (A Course of Study). Unit III: Do It Right!

ERIC Educational Resources Information Center

Turley, Kay

Designed to enable the special needs student to comprehend and complete job application forms, this set of activities on job application vocabulary, neatness, and following directions is the third unit in a nine-unit secondary level careers course intended to provide handicapped students with the knowledge and tools necessary to succeed in the…

My Job Application File. Third Edition.

ERIC Educational Resources Information Center

Kahn, Charles; And Others

This guide contains ten exercises designed to aid students in completing job applications. Exercises included are (1) My Personal History, (2) My Educational Record, (3) Printing Neatly Helps, (4) Key Words and Abbreviations, (5) My Health Record, (6) Papers I Will Need, (7) Paid Work Experience, (8) Unpaid Work Experience, (9) My References, and…

77 FR 31042 - Comment Request for Information Collection for Veterans' Retraining Assistance Program, Extension...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-05-24

..., employment status, status in a Federal or state job training program within 180 days of the application, and... Federal or state job training program within 180 days of the application, and has applied for the program... DEPARTMENT OF LABOR Employment and Training Administration Comment Request for Information...

20 CFR 655.48 - Recruitment report.

Code of Federal Regulations, 2012 CFR

2012-04-01

...); (2) The name and contact information of each U.S. worker who applied or was referred to the job... application. The employer must clearly indicate whether the job opportunity was offered to the U.S. worker and...; and (7) If applicable, for each U.S. worker who applied for the position but was not hired, the lawful...

20 CFR 655.48 - Recruitment report.

Code of Federal Regulations, 2013 CFR

2013-04-01

...); (2) The name and contact information of each U.S. worker who applied or was referred to the job... application. The employer must clearly indicate whether the job opportunity was offered to the U.S. worker and...; and (7) If applicable, for each U.S. worker who applied for the position but was not hired, the lawful...

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.

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.

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.

The Job Accommodation Scale (JAS): psychometric evaluation of a new measure of employer support for temporary job modifications.

PubMed

Shaw, William S; Kristman, Vicki L; Williams-Whitt, Kelly; Soklaridis, Sophie; Huang, Yueng-Hsiang; Côté, Pierre; Loisel, Patrick

2014-12-01

An employer offer of temporary job modification is a key strategy for facilitating return-to-work for musculoskeletal conditions, but there are no validated scales to assess the level of support for temporary job modifications across a range of job types and organizations. To pilot test a new 21-item self-report measure [the Job Accommodation Scale (JAS)] to assess its applicability, internal consistency, factor structure, and relation to physical job demands. Supervisors (N = 804, 72.8 % male, mean age = 46) were recruited from 19 employment settings in the USA and Canada and completed a 30-min online survey regarding job modification practices. As part of the survey, supervisors nominated and described a job position they supervised and completed the JAS for a hypothetical worker (in that position) with an episode of low back pain. Job characteristics were derived from the occupational informational network job classification database. The full response range (1-4) was utilized on all 21 items, with no ceiling or floor effects. Avoiding awkward postures was the most feasible accommodation and moving the employee to a different site or location was the least feasible. An exploratory factor analysis suggested five underlying factors (Modify physical workload; Modify work environment; Modify work schedule; Find alternate work; and Arrange for assistance), and there was an acceptable goodness-of-fit for the five parceled sub-factor scores as a single latent construct in a measurement model (structural equation model). Job accommodations were less feasible for more physical jobs and for heavier industries. The pilot administration of the JAS with respect to a hypothetical worker with low back pain showed initial support for its applicability, reliability, and validity when administered to supervisors. Future studies should assess its validity for use in actual disability cases, for a range of health conditions, and to assess different stakeholder opinions about the feasibility of job accommodation strategies.

The Job Accommodation Scale (JAS): Psychometric evaluation of a new measure of employer support for temporary job modifications

PubMed Central

Shaw, William S.; Kristman, Vicki L.; Williams-Whitt, Kelly; Soklaridis, Sophie; Huang, Yueng-Hsiang; Côté, Pierre; Loisel, Patrick

2015-01-01

INTRODUCTION An employer offer of temporary job modification is a key strategy for facilitating return-to-work (RTW) for musculoskeletal conditions, but there are no validated scales to assess the level of support for temporary job modifications across a range of job types and organizations. OBJECTIVE To pilot test a new 21-item self-report measure (the Job Accommodation Scale [JAS]) to assess its applicability, internal consistency, factor structure, and relation to physical job demands. METHODS Supervisors (N = 804, 72.8% male, mean age = 46) were recruited from 19 employment settings in the USA and Canada and completed a 30-min online survey regarding job modification practices. As part of the survey, supervisors nominated and described a job position they supervised and completed the JAS for a hypothetical worker (in that position) with an episode of low back pain. Job characteristics were derived from the occupational informational network job classification database. RESULTS The full response range (1–4) was utilized on all 21 items, with no ceiling or floor effects. Avoiding awkward postures was the most feasible accommodation and moving the employee to a different site or location was the least feasible. An exploratory factor analysis suggested five underlying factors (Modify physical workload; Modify work environment; Modify work schedule; Find alternate work; and Arrange for assistance), and there was an acceptable goodness-of-fit for the five parceled sub-factor scores as a single latent construct in a measurement model (structural equation model). Job accommodations were less feasible for more physical jobs and for heavier industries. CONCLUSIONS The pilot administration of the JAS with respect to a hypothetical worker with LBP showed initial support for its applicability, reliability, and validity when administered to supervisors. Future studies should assess its validity for use in actual disability cases, for a range of health conditions, and to assess different stakeholder opinions about the feasibility of job accommodation strategies. PMID:24643785

The effects of applicant's health status and qualifications on simulated hiring decisions.

PubMed

Klesges, R C; Klem, M L; Hanson, C L; Eck, L H; Ernst, J; O'Laughlin, D; Garrott, A; Rife, R

1990-06-01

The effects of having diabetes or obesity on simulated job decisions was evaluated in a two (qualifications, high v. marginal) by three (diabetes, mildly obese, or normal) design. Subjects were 295 adults, averaging 5.02 years of full-time employment in white-collar settings, recruited in advanced level graduate or undergraduate business classes. Each subject examined a job description and a resume of the 'applicant' and viewed a 5-minute videotape. The applicant's face was never seen and an off-camera voice, constant across all conditions, was dubbed in for the applicant's responses to the interviewer's questions. Subjects were then asked to rate the applicant's qualification level and demeanor during the interview and to recommend whether or not to hire the individual. Subjects were also asked to make ratings about the applicant's work habits, work reliability and absenteeism, and interpersonal skills (e.g. emotional problems, likeability). Results indicated that level of quantification affected decisions to hire the applicant in the predicted direction. However, the obese applicant was rated as less qualified for the job, and both the diabetic and obese applicant were less likely to be hired, although they were rated similarly on personal appearance, attitude during the interview, and communication skills. Additionally, both the obese and the diabetic applicant were viewed as having poorer work habits. The diabetic was rated as much more likely to have medically-related job absences, whereas the obese applicant was rated as more likely to have other absences (e.g. abusing company privileges by feigning illness) and to have emotional and interpersonal problems.(ABSTRACT TRUNCATED AT 250 WORDS)

Job Literacy Analysis: A Practical Methodology for Use in Identifying Job-Related Literacy Skills.

ERIC Educational Resources Information Center

Norback, Judith Shaul; And Others

The Job Literacy Analysis (JLA) was developed in response to the need for analyzing the literacy requirements of various occupations in an effort to match the instruction to the job and to enhance the job relatedness of curricula. It is a systematic, comprehensive process for identifying the important literacy skills needed by workers to function…

20 CFR 656.10 - General instructions.

Code of Federal Regulations, 2010 CFR

2010-04-01

... considering U.S. workers for the job offered the alien. As the beneficiary of a labor certification application, the alien can not represent the best interests of U.S. workers in the job opportunity. The alien... seeking U.S. workers for the job opportunity. Therefore, the alien and/or the alien's agent and/or...

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…

Charter Schools and the Teacher Job Search in Michigan

ERIC Educational Resources Information Center

Cannata, Marisa

2010-01-01

This paper examines the position of charter schools in prospective elementary teachers' job search decisions. Using a labor market segmentation framework, it explores teacher applicants' decisions to apply to charter schools. The data come from a mixed-methods longitudinal study of prospective teachers looking for their first job. This paper finds…

Work-Life Benefits and Job Pursuit Intentions: The Role of Anticipated Organizational Support

ERIC Educational Resources Information Center

Casper, Wendy J.; Buffardi, Louis C.

2004-01-01

The current study examined the impact of two work-life benefits, work schedule flexibility, and dependent care assistance, on applicants' intentions to pursue jobs with potential employers. The study also explored whether anticipated organizational support would mediate the relationships between these two work-life benefits and job pursuit…

The Etiquette of Accepting a Job Offer

ERIC Educational Resources Information Center

Perlmutter, David D.

2013-01-01

The academic job market is overcrowded, but departments are hiring, and each year thousands of graduate students and other candidates will get phone calls offering them tenure-track positions. It is typically a moment of mutual giddiness. The department heads are excited at the prospect of a terrific new colleague; the job applicants now know that…

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

Code of Federal Regulations, 2012 CFR

2012-07-01

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

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

Code of Federal Regulations, 2013 CFR

2013-07-01

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

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

Code of Federal Regulations, 2014 CFR

2014-07-01

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

Porting Ordinary Applications to Blue Gene/Q Supercomputers

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

Maheshwari, Ketan C.; Wozniak, Justin M.; Armstrong, Timothy

2015-08-31

Efficiently porting ordinary applications to Blue Gene/Q supercomputers is a significant challenge. Codes are often originally developed without considering advanced architectures and related tool chains. Science needs frequently lead users to want to run large numbers of relatively small jobs (often called many-task computing, an ensemble, or a workflow), which can conflict with supercomputer configurations. In this paper, we discuss techniques developed to execute ordinary applications over leadership class supercomputers. We use the high-performance Swift parallel scripting framework and build two workflow execution techniques-sub-jobs and main-wrap. The sub-jobs technique, built on top of the IBM Blue Gene/Q resource manager Cobalt'smore » sub-block jobs, lets users submit multiple, independent, repeated smaller jobs within a single larger resource block. The main-wrap technique is a scheme that enables C/C++ programs to be defined as functions that are wrapped by a high-performance Swift wrapper and that are invoked as a Swift script. We discuss the needs, benefits, technicalities, and current limitations of these techniques. We further discuss the real-world science enabled by these techniques and the results obtained.« less

The ATLAS PanDA Pilot in Operation

NASA Astrophysics Data System (ADS)

Nilsson, P.; Caballero, J.; De, K.; Maeno, T.; Stradling, A.; Wenaus, T.; ATLAS Collaboration

2011-12-01

The Production and Distributed Analysis system (PanDA) [1-2] was designed to meet ATLAS [3] requirements for a data-driven workload management system capable of operating at LHC data processing scale. Submitted jobs are executed on worker nodes by pilot jobs sent to the grid sites by pilot factories. This paper provides an overview of the PanDA pilot [4] system and presents major features added in light of recent operational experience, including multi-job processing, advanced job recovery for jobs with output storage failures, gLExec [5-6] based identity switching from the generic pilot to the actual user, and other security measures. The PanDA system serves all ATLAS distributed processing and is the primary system for distributed analysis; it is currently used at over 100 sites worldwide. We analyze the performance of the pilot system in processing real LHC data on the OSG [7], EGI [8] and Nordugrid [9-10] infrastructures used by ATLAS, and describe plans for its evolution.

Identifying critical success factors for designing selection processes into postgraduate specialty training: the case of UK general practice.

PubMed

Plint, Simon; Patterson, Fiona

2010-06-01

The UK national recruitment process into general practice training has been developed over several years, with incremental introduction of stages which have been piloted and validated. Previously independent processes, which encouraged multiple applications and produced inconsistent outcomes, have been replaced by a robust national process which has high reliability and predictive validity, and is perceived to be fair by candidates and allocates applicants equitably across the country. Best selection practice involves a job analysis which identifies required competencies, then designs reliable assessment methods to measure them, and over the long term ensures that the process has predictive validity against future performance. The general practitioner recruitment process introduced machine markable short listing assessments for the first time in the UK postgraduate recruitment context, and also adopted selection centre workplace simulations. The key success factors have been identified as corporate commitment to the goal of a national process, with gradual convergence maintaining locus of control rather than the imposition of change without perceived legitimate authority.

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…

Results of the 2013 Association of Residents in Radiation Oncology career planning survey of practicing physicians in the United States.

PubMed

Mattes, Malcolm D; Golden, Daniel W; Mohindra, Pranshu; Kharofa, Jordan

2014-08-01

The goal of this study was to develop insights about the job application process for graduating radiation oncology residents from the perspective of those involved in hiring. In May and June 2013, a nationwide electronic survey was sent to 1,671 practicing radiation oncologists in academic and private practice settings. Descriptive statistics are reported. In addition, subgroup analysis was performed. Surveys were completed by 206 physicians. Ninety-six percent were willing to hire individuals directly from residency. Participants believed that the first half of the fourth postgraduate year is the most appropriate time for residents to begin networking and the beginning of the fifth postgraduate year is the most appropriate time to begin contacting practices in pursuit of employment. Seventy percent began interviewing 4 to 9 months before the job start date, and 84% interviewed ≤6 candidates per available position. The 5 most important factors to participants when evaluating prospective candidates were (from most to least important) work ethic, personality, interview impression, experience in intensity-modulated radiation therapy, and flexibility. Factors that participants believed should be most important to candidates when evaluating practices included a collegial environment; emphasis on best patient care; quality of equipment, physics, dosimetry, and quality assurance; quality of the support staff and facility; and a multidisciplinary approach to patient care. Those in academics rated research-related factors higher than those in private practice, who rated business-related factors higher. The perspectives of practicing physicians on the job application process are documented to provide a comprehensive resource for current and future residents and employers. Copyright © 2014 American College of Radiology. Published by Elsevier Inc. All rights reserved.

What Opportunities, When?: A Framework for Student Career Development

NASA Astrophysics Data System (ADS)

MacDonald, H.

2007-12-01

Geoscience faculty and departments have an important role to play in the professional development of their students for careers in the geosciences or other fields. We can promote career development of students at different career stages (e.g., first year students, geoscience majors, and graduate students) and in various ways by 1) providing information about jobs and careers, 2) encouraging exploration of options, 3) providing experiences throughout their program that develop skills, knowledge, and attitudes, and 4) supporting students in their job search. For example, in teaching general education classes, we can provide information about jobs and careers in the geosciences, showing images of specific geoscientists and discussing what they do, providing examples of practical applications of course content, and describing job prospects and potential salaries. For majors, this type of information could be presented by seminar speakers, through career panels, and via alumni newsletters. Exploration of options could include research and/or teaching experiences, internships, informational interviews, and involvement with a campus career services center. Courses throughout the curriculum as well as co-curricular experiences serve to provide experiences that develop skills, knowledge, and attitudes that will be useful for a range of jobs. Departments can support the job search by providing networking opportunities for students and alumni, widely distributing job announcements and encouraging individual students, offering departmental sessions on graduate school, different career options, and /or the job search process, conducting mock interviews and resume review sessions, and fostering connections between students and alumni. In all of this, we need to be supportive of student choices. Overall, faculty can help students make more informed career decisions and develop skills that will be of value in their career through a variety of strategies, work with students as an advisor or mentor to help them explore career options, and collaborate with the career service center on campus.

Machine learning based job status prediction in scientific clusters

DOE PAGES

Yoo, Wucherl; Sim, Alex; Wu, Kesheng

2016-09-01

Large high-performance computing systems are built with increasing number of components with more CPU cores, more memory, and more storage space. At the same time, scientific applications have been growing in complexity. Together, they are leading to more frequent unsuccessful job statuses on HPC systems. From measured job statuses, 23.4% of CPU time was spent to the unsuccessful jobs. Here, we set out to study whether these unsuccessful job statuses could be anticipated from known job characteristics. To explore this possibility, we have developed a job status prediction method for the execution of jobs on scientific clusters. The Random Forestsmore » algorithm was applied to extract and characterize the patterns of unsuccessful job statuses. Experimental results show that our method can predict the unsuccessful job statuses from the monitored ongoing job executions in 99.8% the cases with 83.6% recall and 94.8% precision. Lastly, this prediction accuracy can be sufficiently high that it can be used to mitigation procedures of predicted failures.« less

Machine learning based job status prediction in scientific clusters

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

Yoo, Wucherl; Sim, Alex; Wu, Kesheng

Large high-performance computing systems are built with increasing number of components with more CPU cores, more memory, and more storage space. At the same time, scientific applications have been growing in complexity. Together, they are leading to more frequent unsuccessful job statuses on HPC systems. From measured job statuses, 23.4% of CPU time was spent to the unsuccessful jobs. Here, we set out to study whether these unsuccessful job statuses could be anticipated from known job characteristics. To explore this possibility, we have developed a job status prediction method for the execution of jobs on scientific clusters. The Random Forestsmore » algorithm was applied to extract and characterize the patterns of unsuccessful job statuses. Experimental results show that our method can predict the unsuccessful job statuses from the monitored ongoing job executions in 99.8% the cases with 83.6% recall and 94.8% precision. Lastly, this prediction accuracy can be sufficiently high that it can be used to mitigation procedures of predicted failures.« less

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…

29 CFR 1917.119 - Portable ladders.

Code of Federal Regulations, 2011 CFR

2011-07-01

... (CONTINUED) MARINE TERMINALS Terminal Facilities § 1917.119 Portable ladders. (a) Scope and applicability... Requirements for Portable Reinforced Plastic Ladders (d) Standards for job-made portable ladders. Job-made...

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.

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.

Developing measures for information ergonomics in knowledge work.

PubMed

Franssila, Heljä; Okkonen, Jussi; Savolainen, Reijo

2016-03-01

Information ergonomics is an evolving application domain of ergonomics focusing on the management of workload in the real-world contexts of information-intensive tasks. This study introduces a method for the evaluation of information ergonomics in knowledge work. To this end, five key dimensions of information ergonomics were identified: contextual factors of knowledge work, multitasking, interruptions at work, practices for managing information load, and perceived job control and productivity. In total, 24 measures focusing on the above dimensions were constructed. The measures include, for example, the number of fragmented work tasks per work day. The measures were preliminarily tested in two Finnish organisations, making use of empirical data gathered by interviews, electronic questionnaires and log data applications tracking work processes on personal computers. The measures are applicable to the evaluation of information ergonomics, even though individual measures vary with regard to the amount of work and time needed for data analysis. Practitioner Summary: The study introduces a method for the evaluation of information ergonomics in knowledge work. To this end, 24 measures were constructed and tested empirically. The measures focus on contextual factors of knowledge work, multitasking, interruptions at work, practices for managing information load, and perceived job control and productivity.

Community College Faculty Recruitment Practices: The Effects of Applicant Gender, Instructional Programs, and Job Attributes.

ERIC Educational Resources Information Center

Winter, Paul A.

1998-01-01

Describes a study that applied marketing and advertising theory to recruit community-college business faculty. The reactions of male and female target applicants to recruitment advertisements and job descriptions were assessed, with differences found between the two groups. Discusses results, and implications for practice, theory and research. (36…

The Effects of Specifying Job Requirements and Using Explicit Warnings to Decrease Sex Discrimination in Employment Interviews.

ERIC Educational Resources Information Center

Siegfried, William D.

1982-01-01

To determine effectiveness of instructions designed to reduce sex discrimination in employment interviews, students were asked to rate resumes for a male and a female applicant under different instructional conditions. Results suggested that: legal warnings may bias ratings in favor of male applicants; and specifying job requirements reduces…

Mastering the Diversity Challenge: Easy On-the-Job Applications for Measurable Results.

ERIC Educational Resources Information Center

Lebo, Fern

This book provides practical, step-by-step guidelines and gives important reasons why managing diversity is good for overall business. It identifies issues specific to designated groups and provides effective techniques for creating a level playing field, as well as specific on-the-job applications for running meetings, building a team, opening…

77 FR 14831 - Agency Information Collection Activities; Submission for OMB Emergency Review: Comment Request...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-03-13

... any Federal or State job training program within the previous 180 days; and, the application must be... not and is not enrolled in a Federal or state job training program within 180 days of the application.... SUMMARY: The Department of Labor (DOL) has submitted the Employment and Training Administration (ETA...

Physical Requirements of the Workplace: Research Considerations for Personnel Selection.

ERIC Educational Resources Information Center

Hogan, Joyce C.

Personnel selection processes for physically demanding jobs often discriminate against women, minorities, and handicapped individuals. Developing and validating job-related performance tests requires the assessment of the physical demands of a job and of the same physical capabilities in individuals. Job analysis is a systematic assessment…

Counseling Workers over 40: GULHEMP, a New Approach.

ERIC Educational Resources Information Center

Meredith, Jack

This series of presentations describe a method of job counseling and placement for the middle-aged which combines pre-employment physical worker analysis with job analysis for effective matching of job requirements with worker capacities. The matching process involves these steps: (1) job analysis by an industrial engineer; (2) worker examination…

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…

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.

Recruitment recommendation system based on fuzzy measure and indeterminate integral

NASA Astrophysics Data System (ADS)

Yin, Xin; Song, Jinjie

2017-08-01

In this study, we propose a comprehensive evaluation approach based on indeterminate integral. By introducing the related concepts of indeterminate integral and their formulas into the recruitment recommendation system, we can calculate the suitability of each job for different applicants with the defined importance for each criterion listed in the job advertisements, the association between different criteria and subjective assessment as the prerequisite. Thus we can make recommendations to the applicants based on the score of the suitability of each job from high to low. In the end, we will exemplify the usefulness and practicality of this system with samples.

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.

Improved cyberinfrastructure for integrated hydrometeorological predictions within the fully-coupled WRF-Hydro modeling system

NASA Astrophysics Data System (ADS)

gochis, David; hooper, Rick; parodi, Antonio; Jha, Shantenu; Yu, Wei; Zaslavsky, Ilya; Ganapati, Dinesh

2014-05-01

The community WRF-Hydro system is currently being used in a variety of flood prediction and regional hydroclimate impacts assessment applications around the world. Despite its increasingly wide use certain cyberinfrastructure bottlenecks exist in the setup, execution and post-processing of WRF-Hydro model runs. These bottlenecks result in wasted time, labor, data transfer bandwidth and computational resource use. Appropriate development and use of cyberinfrastructure to setup and manage WRF-Hydro modeling applications will streamline the entire workflow of hydrologic model predictions. This talk will present recent advances in the development and use of new open-source cyberinfrastructure tools for the WRF-Hydro architecture. These tools include new web-accessible pre-processing applications, supercomputer job management applications and automated verification and visualization applications. The tools will be described successively and then demonstrated in a set of flash flood use cases for recent destructive flood events in the U.S. and in Europe. Throughout, an emphasis on the implementation and use of community data standards for data exchange is made.

A Secure Web Application Providing Public Access to High-Performance Data Intensive Scientific Resources - ScalaBLAST Web Application

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

Curtis, Darren S.; Peterson, Elena S.; Oehmen, Chris S.

2008-05-04

This work presents the ScalaBLAST Web Application (SWA), a web based application implemented using the PHP script language, MySQL DBMS, and Apache web server under a GNU/Linux platform. SWA is an application built as part of the Data Intensive Computer for Complex Biological Systems (DICCBS) project at the Pacific Northwest National Laboratory (PNNL). SWA delivers accelerated throughput of bioinformatics analysis via high-performance computing through a convenient, easy-to-use web interface. This approach greatly enhances emerging fields of study in biology such as ontology-based homology, and multiple whole genome comparisons which, in the absence of a tool like SWA, require a heroicmore » effort to overcome the computational bottleneck associated with genome analysis. The current version of SWA includes a user account management system, a web based user interface, and a backend process that generates the files necessary for the Internet scientific community to submit a ScalaBLAST parallel processing job on a dedicated cluster.« less

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…

Accents in the workplace: their effects during a job interview.

PubMed

Deprez-Sims, Anne-Sophie; Morris, Scott B

2010-12-01

As the workplace becomes increasingly global, organizations are more likely to employ persons from other countries whose accents clearly identify them as different from the local workforce. Understanding the impact of accents in the workplace is important because accents can be salient in the same way as ethnicity, age, gender, and skin color and may be a source of employment discrimination. The present study looked at the influence of accents on the evaluation of job applicants during an interview for a human resource manager position. Participants from the US were asked to evaluate an applicant with one of three accents (Midwestern US, French, Colombian) by listening to an audiofile. The results showed that the applicant with the Midwestern US accent was evaluated more positively than the applicant with the French accent; however, the applicant with the Colombian accent did not receive an evaluation that differed significantly from those given to the applicants with either the French or the Midwestern US accent. Analyses of process variables indicated that the bias against the French-accented applicant was mediated by perceived lower similarity. These results are consistent with the similarity-attraction hypothesis, which states that demographic variables will impact judgments to the extent to which they make the decision-maker view the applicant as similar or dissimilar. The ability of accent to trigger bias highlights the importance of considering the full array of characteristics that can lead to discrimination in employment settings. Research on employment discrimination has traditionally focused on visual cues such as gender and ethnicity, but in an interview situation, the way the applicant speaks is also important.

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.

Who Gets the Job? First-Generation College Students' Perceptions of Employer Screening Methods

ERIC Educational Resources Information Center

Parks-Yancy, Rochelle; Cooley, Delonia

2018-01-01

What are first-generation college students' (FGCS) perspectives of employment screening methods? The authors investigate which methods FGCS believe are likely to cause an employer to extend a job offer and which methods yield the best pool of job applicants. Survey data were collected from undergraduate business majors. They were analyzed using…

75 FR 11926 - Workforce Investment Act (WIA)-Indian and Native American Employment and Training Programs...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-03-12

... career advancement, if possible. Retention: The applicant must propose a strategy for promoting job... under Section 401 of the Job Training Partnership Act as of August 6, 1998; Consortia of eligible... requirements of 20 CFR 668.300 and 668.430, respectively. G. Veterans Priority The Jobs for Veterans Act (Pub...

77 FR 34854 - Prevailing Rate Systems; Special Wage Schedules for Nonappropriated Fund Automotive Mechanics

Federal Register 2010, 2011, 2012, 2013, 2014

2012-06-12

..., and job-grading standards for uniform application by all Federal agencies. While most FWS employees... hours required to complete a particular job. Since the change would de-link shop labor rates from... survey of similar jobs in the local area annually. An hourly flat rate would be established for each of...

An Evaluation of Results and Effectiveness of Job Banks: Volume I, Parts I and II.

ERIC Educational Resources Information Center

Ultrasystems, Inc., Irvine, CA.

In order to assist the Manpower Administration of the U. S. Department of Labor in the planning, development, and expansion of over a hundred computerized "job banks," located in nearly every State, field interviews were conducted with job applicants, employers, Employment Service staff, and community agencies to evaluate the current…

Hierarchical Clustering on the Basis of Inter-Job Similarity as a Tool in Validity Generalization

ERIC Educational Resources Information Center

Mobley, William H.; Ramsay, Robert S.

1973-01-01

The present research was stimulated by three related problems frequently faced in validation research: viable procedures for combining similar jobs in order to assess the validity of various predictors, for assessing groups of jobs represented in previous validity studies, and for assessing the applicability of validity findings between units.…

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 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…

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.

The advantage of being oneself: The role of applicant self-verification in organizational hiring decisions.

PubMed

Moore, Celia; Lee, Sun Young; Kim, Kawon; Cable, Daniel M

2017-11-01

In this paper, we explore whether individuals who strive to self-verify flourish or flounder on the job market. Using placement data from 2 very different field samples, we found that individuals rated by the organization as being in the top 10% of candidates were significantly more likely to receive a job offer if they have a stronger drive to self-verify. A third study, using a quasi-experimental design, explored the mechanism behind this effect and tested whether individuals who are high and low on this disposition communicate differently in a structured mock job interview. Text analysis (LIWC) of interview transcripts revealed systematic differences in candidates' language use as a function of their self-verification drives. These differences led an expert rater to perceive candidates with a strong drive to self-verify as less inauthentic and less misrepresentative than their low self-verifying peers, making her more likely to recommend these candidates for a job. Taken together, our results suggest that authentic self-presentation is an unidentified route to success on the job market, amplifying the chances that high-quality candidates can convert organizations' positive evaluations into tangible job offers. We discuss implications for job applicants, organizations, and the labor market. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

[Job satisfaction of sales people: a covariance structure analysis of the motivational process].

PubMed

Adachi, T

1998-08-01

The purpose of this study was to investigate the relationship among job satisfaction, job involvement, and work motivation. Two hundred thirty-nine sales people completed a questionnaire of job satisfaction (pay, interpersonal relationship, work environment, and job content), job involvement, and work motivation. The data were analyzed with covariance structure analysis, and the model, which was constructed beforehand, fitted well with relatively high GFI and AGFI. Results of the analysis showed that job satisfaction, in terms of pay and interpersonal relationship, influenced job content satisfaction, which in turn indirectly influenced work motivation, mediated through job involvement. In addition, the data indicated that satisfaction with customer relationship was strongly related to job content satisfaction in the sample of sales people.

[Application of job demands-resources model in research on relationships between job satisfaction, job resources, individual resources and job demands].

PubMed

Potocka, Adrianna; Waszkowska, Małgorzata

2013-01-01

The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources (JD-R) model in the explanation of these phenomena. The research was based on a sample of 500 social workers. The "Psychosocial Factors" and "Job satisfaction" questionnaires were used to test the hypothesis. The results showed that job satisfaction increased with increasing job accessibility and personal resources (r = 0.44; r = 0.31; p < 0.05). The analysis of variance (ANOVA) indicated that job resources and job demands [F(1.474) = 4.004; F(1.474) = 4.166; p < 0.05] were statistically significant sources of variation in job satisfaction. Moreover, interactions between job demands and job resources [F(3,474) = 2.748; p <0.05], as well as between job demands and personal resources [F(3.474) = 3.021; p <0.05] had a significant impact on job satisfaction. The post hoc tests showed that 1) in low job demands, but high job resources employees declared higher job satisfaction, than those who perceived them as medium (p = 0.0001) or low (p = 0.0157); 2) when the level of job demands was perceived as medium, employees with high personal resources declared significantly higher job satisfaction than those with low personal resources (p = 0.0001). The JD-R model can be used to investigate job satisfaction. Taking into account fundamental factors of this model, in organizational management there are possibilities of shaping job satisfaction among employees.

10 CFR 712.36 - Medical assessment process.

Code of Federal Regulations, 2010 CFR

2010-01-01

... assigned duties. (b) Employers must provide a job task analysis for those individuals involved in HRP... performed if a job task analysis has not been provided. (c) The medical process by the Designated Physician...

A Job Analysis for K-8 Principals in a Nationwide Charter School System

ERIC Educational Resources Information Center

Cumings, Laura; Coryn, Chris L. S.

2009-01-01

Background: Although no single technique on its own can predict job performance, a job analysis is a customary approach for identifying the relevant knowledge, skills, abilities, and other characteristics (KSAO) necessary to successfully complete the job tasks of a position. Once the position requirements are identified, the hiring process is…

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…

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.

Big five personality traits reflected in job applicants' social media postings.

PubMed

Stoughton, J William; Thompson, Lori Foster; Meade, Adam W

2013-11-01

Job applicants and incumbents often use social media for personal communications allowing for direct observation of their social communications "unfiltered" for employer consumption. As such, these data offer a glimpse of employees in settings free from the impression management pressures present during evaluations conducted for applicant screening and research purposes. This study investigated whether job applicants' (N=175) personality characteristics are reflected in the content of their social media postings. Participant self-reported social media content related to (a) photos and text-based references to alcohol and drug use and (b) criticisms of superiors and peers (so-called "badmouthing" behavior) were compared to traditional personality assessments. Results indicated that extraverted candidates were prone to postings related to alcohol and drugs. Those low in agreeableness were particularly likely to engage in online badmouthing behaviors. Evidence concerning the relationships between conscientiousness and the outcomes of interest was mixed.

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.

Interviewing Techniques Used in Selected Organizations Today

ERIC Educational Resources Information Center

Joyce, Marguerite P.

2008-01-01

Businesses continue to use the job interview as a final determinant of the applicant's good fit for the company and its culture. Today, many companies are hiring less and/or are taking longer to find just the right person with the right skills for the right job. If an applicant is asked to come for an interview, the general feeling is that the…

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)

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

Automated X-ray and Optical Analysis of the Virtual Observatory and Grid Computing

NASA Astrophysics Data System (ADS)

Ptak, A.; Krughoff, S.; Connolly, A.

2011-07-01

We are developing a system to combine the Web Enabled Source Identification with X-Matching (WESIX) web service, which emphasizes source detection on optical images,with the XAssist program that automates the analysis of X-ray data. XAssist is continuously processing archival X-ray data in several pipelines. We have established a workflow in which FITS images and/or (in the case of X-ray data) an X-ray field can be input to WESIX. Intelligent services return available data (if requested fields have been processed) or submit job requests to a queue to be performed asynchronously. These services will be available via web services (for non-interactive use by Virtual Observatory portals and applications) and through web applications (written in the Django web application framework). We are adding web services for specific XAssist functionality such as determining the exposure and limiting flux for a given position on the sky and extracting spectra and images for a given region. We are improving the queuing system in XAssist to allow for "watch lists" to be specified by users, and when X-ray fields in a user's watch list become publicly available they will be automatically added to the queue. XAssist is being expanded to be used as a survey planning tool when coupled with simulation software, including functionality for NuStar, eRosita, IXO, and the Wide-Field Xray Telescope (WFXT), as part of an end-to-end simulation/analysis system. We are also investigating the possibility of a dedicated iPhone/iPad app for querying pipeline data, requesting processing, and administrative job control. This work was funded by AISRP grant NNG06GE59G.

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...

Youpi: A Web-based Astronomical Image Processing Pipeline

NASA Astrophysics Data System (ADS)

Monnerville, M.; Sémah, G.

2010-12-01

Youpi stands for “YOUpi is your processing PIpeline”. It is a portable, easy to use web application providing high level functionalities to perform data reduction on scientific FITS images. It is built on top of open source processing tools that are released to the community by Terapix, in order to organize your data on a computer cluster, to manage your processing jobs in real time and to facilitate teamwork by allowing fine-grain sharing of results and data. On the server side, Youpi is written in the Python programming language and uses the Django web framework. On the client side, Ajax techniques are used along with the Prototype and script.aculo.us Javascript librairies.

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.

Method of Continuous Variations: Applications of Job Plots to the Study of Molecular Associations in Organometallic Chemistry[**

PubMed Central

Renny, Joseph S.; Tomasevich, Laura L.; Tallmadge, Evan H.; Collum, David B.

2014-01-01

Applications of the method of continuous variations—MCV or the Method of Job—to problems of interest to organometallic chemists are described. MCV provides qualitative and quantitative insights into the stoichiometries underlying association of m molecules of A and n molecules of B to form AmBn. Applications to complex ensembles probe associations that form metal clusters and aggregates. Job plots in which reaction rates are monitored provide relative stoichiometries in rate-limiting transition structures. In a specialized variant, ligand- or solvent-dependent reaction rates are dissected into contributions in both the ground states and transition states, which affords insights into the full reaction coordinate from a single Job plot. Gaps in the literature are identified and critiqued. PMID:24166797

Color perception and ATC job performance.

DOT National Transportation Integrated Search

1983-07-01

Current OMP policy and guidance requires demonstrated job-relatedness and reasonable accommodation in the application of physical qualifications. The OPM has accomplished an analysis of the Air Traffic Control Specialist (ATCS) series and recommended...

Combined analysis of job and task benzene air exposures among workers at four US refinery operations

PubMed Central

Shin, Jennifer (Mi); Unice, Ken M; Gaffney, Shannon H; Kreider, Marisa L; Gelatt, Richard H; Panko, Julie M

2016-01-01

Workplace air samples analyzed for benzene at four US refineries from 1976 to 2007 were pooled into a single dataset to characterize similarities and differences between job titles, tasks and refineries, and to provide a robust dataset for exposure reconstruction. Approximately 12,000 non-task (>180 min) personal samples associated with 50 job titles and 4000 task (<180 min) samples characterizing 24 tasks were evaluated. Personal air sample data from four individual refineries were pooled based on a number of factors including (1) the consistent sampling approach used by refinery industrial hygienists over time, (2) the use of similar exposure controls, (3) the comparability of benzene content of process streams and end products, (4) the ability to assign uniform job titles and task codes across all four refineries, and (5) our analysis of variance (ANOVA) of the distribution of benzene air concentrations for select jobs/tasks across all four refineries. The jobs and tasks most frequently sampled included those with highest potential contact with refinery product streams containing benzene, which reflected the targeted sampling approach utilized by the facility industrial hygienists. Task and non-task data were analyzed to identify and account for significant differences within job-area, task-job, and task-area categories. This analysis demonstrated that in general, areas with benzene containing process streams were associated with greater benzene air concentrations compared to areas with process streams containing little to no benzene. For several job titles and tasks analyzed, there was a statistically significant decrease in benzene air concentration after 1990. This study provides a job and task-focused analysis of occupational exposure to benzene during refinery operations, and it should be useful for reconstructing refinery workers’ exposures to benzene over the past 30 years. PMID:26862134

Combined analysis of job and task benzene air exposures among workers at four US refinery operations.

PubMed

Burns, Amanda; Shin, Jennifer Mi; Unice, Ken M; Gaffney, Shannon H; Kreider, Marisa L; Gelatt, Richard H; Panko, Julie M

2017-03-01

Workplace air samples analyzed for benzene at four US refineries from 1976 to 2007 were pooled into a single dataset to characterize similarities and differences between job titles, tasks and refineries, and to provide a robust dataset for exposure reconstruction. Approximately 12,000 non-task (>180 min) personal samples associated with 50 job titles and 4000 task (<180 min) samples characterizing 24 tasks were evaluated. Personal air sample data from four individual refineries were pooled based on a number of factors including (1) the consistent sampling approach used by refinery industrial hygienists over time, (2) the use of similar exposure controls, (3) the comparability of benzene content of process streams and end products, (4) the ability to assign uniform job titles and task codes across all four refineries, and (5) our analysis of variance (ANOVA) of the distribution of benzene air concentrations for select jobs/tasks across all four refineries. The jobs and tasks most frequently sampled included those with highest potential contact with refinery product streams containing benzene, which reflected the targeted sampling approach utilized by the facility industrial hygienists. Task and non-task data were analyzed to identify and account for significant differences within job-area, task-job, and task-area categories. This analysis demonstrated that in general, areas with benzene containing process streams were associated with greater benzene air concentrations compared to areas with process streams containing little to no benzene. For several job titles and tasks analyzed, there was a statistically significant decrease in benzene air concentration after 1990. This study provides a job and task-focused analysis of occupational exposure to benzene during refinery operations, and it should be useful for reconstructing refinery workers' exposures to benzene over the past 30 years.

Local Area Network Strategies and Guidelines for a Peruvian Air Force Computer Center

DTIC Science & Technology

1991-03-01

service elements to support application processes such as job management, and financial data exchange. The layer also supports the virtual terminal and... virtual file concept. [Ref.3 :p. 285] Essentially, the lowest three layers are concerned with the communication protocols associated with the data...General de la Fuerza Aerea Peruana Lima, Republica del Peru 5. Escuela de Oficiales de la Fuerza Aerea Peruana 2 Biblioteca del Grupo del Instruccion Base

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,…

University Teachers' Job Dissatisfaction: Application of Two-Factor Theory--A Case of Pakistani Education System

ERIC Educational Resources Information Center

Mir, Imran Anwar

2012-01-01

This qualitative case study presents the reasons of teachers' job dissatisfaction in the government educational institutes in Pakistan. This case study is based on the two factor theory of Herzberg. The results of this case study reveal four core factors that cause job dissatisfaction among teachers in the public sector universities in developing…

State Strategies to Scale Quality Work-Based Learning. NGA Paper

ERIC Educational Resources Information Center

Hauge, Kimberly; Parton, Brent

2016-01-01

Industries in every state are struggling to find qualified applicants for jobs, while job seekers too often find they lack the skills needed to enter or move along a career pathway to a good job. Preparing a workforce that is poised to meet the needs of businesses and ultimately to make the state more economically competitive is a top priority for…

Exploring the Effects of Congruence and Holland's Personality Codes on Job Satisfaction: An Application of Hierarchical Linear Modeling Techniques

ERIC Educational Resources Information Center

Ishitani, Terry T.

2010-01-01

This study applied hierarchical linear modeling to investigate the effect of congruence on intrinsic and extrinsic aspects of job satisfaction. Particular focus was given to differences in job satisfaction by gender and by Holland's first-letter codes. The study sample included nationally represented 1462 female and 1280 male college graduates who…

Kwf-Grid workflow management system for Earth science applications

NASA Astrophysics Data System (ADS)

Tran, V.; Hluchy, L.

2009-04-01

In this paper, we present workflow management tool for Earth science applications in EGEE. The workflow management tool was originally developed within K-wf Grid project for GT4 middleware and has many advanced features like semi-automatic workflow composition, user-friendly GUI for managing workflows, knowledge management. In EGEE, we are porting the workflow management tool to gLite middleware for Earth science applications K-wf Grid workflow management system was developed within "Knowledge-based Workflow System for Grid Applications" under the 6th Framework Programme. The workflow mangement system intended to - semi-automatically compose a workflow of Grid services, - execute the composed workflow application in a Grid computing environment, - monitor the performance of the Grid infrastructure and the Grid applications, - analyze the resulting monitoring information, - capture the knowledge that is contained in the information by means of intelligent agents, - and finally to reuse the joined knowledge gathered from all participating users in a collaborative way in order to efficiently construct workflows for new Grid applications. Kwf Grid workflow engines can support different types of jobs (e.g. GRAM job, web services) in a workflow. New class of gLite job has been added to the system, allows system to manage and execute gLite jobs in EGEE infrastructure. The GUI has been adapted to the requirements of EGEE users, new credential management servlet is added to portal. Porting K-wf Grid workflow management system to gLite would allow EGEE users to use the system and benefit from its avanced features. The system is primarly tested and evaluated with applications from ES clusters.

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)

A Job Announcement Analysis of Educational Technology Professional Positions: Knowledge, Skills, and Abilities

ERIC Educational Resources Information Center

Kang, YoungJu; Ritzhaupt, Albert D.

2015-01-01

The purpose of this research was to identify the competencies of an educational technologist via a job announcement analysis. Four hundred job announcements were collected from a variety of online job databases over a 5-month period. Following a systematic process of collection, documentation, and analysis, we derived over 150 knowledge, skill,…

Enhancing marketing recruitment strategies: administrator tenure and nursing expenditures.

PubMed

Gunby, Norris White

2005-01-01

When recruiting nurses, long-term care facilities require an ability to identify salient organizational characteristics that are attractive to potential nursing services candidates vis-à-vis their competitors. The findings of this study suggest that information on administrative tenure can be utilized to attract applicants by appealing to criteria within their high-involvement job search activities. High-involvement applicants proactively seek recruitment content that provides essential job attributes that match their needs and skills and are more apt to be a higher quality candidate. Based upon the study's findings, managers are offered marketing strategy recommendations for tailoring recruiting messages that appeal to high-involvement job seekers.

Employee recruitment.

PubMed

Breaugh, James A

2013-01-01

The way an organization recruits can influence the type of employees it hires, how they perform, and their retention rate. This article provides a selective review of research that has addressed recruitment targeting, recruitment methods, the recruitment message, recruiters, the organizational site visit, the job offer, and the timing of recruitment actions. These and other topics (e.g., the job applicant's perspective) are discussed in terms of their potential influence on prehire (e.g., the quality of job applicants) and posthire (e.g., new employee retention) recruitment outcomes. In reviewing research, attention is given to the current state of scientific knowledge, limitations of previous research, and important issues meriting future investigation.

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

Developing physical exposure-based back injury risk models applicable to manual handling jobs in distribution centers.

PubMed

Lavender, Steven A; Marras, William S; Ferguson, Sue A; Splittstoesser, Riley E; Yang, Gang

2012-01-01

Using our ultrasound-based "Moment Monitor," exposures to biomechanical low back disorder risk factors were quantified in 195 volunteers who worked in 50 different distribution center jobs. Low back injury rates, determined from a retrospective examination of each company's Occupational Safety and Health Administration (OSHA) 300 records over the 3-year period immediately prior to data collection, were used to classify each job's back injury risk level. The analyses focused on the factors differentiating the high-risk jobs (those having had 12 or more back injuries/200,000 hr of exposure) from the low-risk jobs (those defined as having no back injuries in the preceding 3 years). Univariate analyses indicated that measures of load moment exposure and force application could distinguish between high (n = 15) and low (n = 15) back injury risk distribution center jobs. A three-factor multiple logistic regression model capable of predicting high-risk jobs with very good sensitivity (87%) and specificity (73%) indicated that risk could be assessed using the mean across the sampled lifts of the peak forward and or lateral bending dynamic load moments that occurred during each lift, the mean of the peak push/pull forces across the sampled lifts, and the mean duration of the non-load exposure periods. A surrogate model, one that does not require the Moment Monitor equipment to assess a job's back injury risk, was identified although with some compromise in model sensitivity relative to the original model.

An Execution Service for Grid Computing

NASA Technical Reports Server (NTRS)

Smith, Warren; Hu, Chaumin

2004-01-01

This paper describes the design and implementation of the IPG Execution Service that reliably executes complex jobs on a computational grid. Our Execution Service is part of the IPG service architecture whose goal is to support location-independent computing. In such an environment, once n user ports an npplicntion to one or more hardware/software platfrms, the user can describe this environment to the grid the grid can locate instances of this platfrm, configure the platfrm as required for the application, and then execute the application. Our Execution Service runs jobs that set up such environments for applications and executes them. These jobs consist of a set of tasks for executing applications and managing data. The tasks have user-defined starting conditions that allow users to specih complex dependencies including task to execute when tasks fail, afiequent occurrence in a large distributed system, or are cancelled. The execution task provided by our service also configures the application environment exactly as specified by the user and captures the exit code of the application, features that many grid execution services do not support due to dflculties interfacing to local scheduling systems.

[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.

Interviewing in Virtual Worlds: A Phenomenological Study Exploring the Success Factors of Job Applicants Utilizing Second Life to Gain Employment

ERIC Educational Resources Information Center

Koufoudakis-Whittington, Stefania

2014-01-01

This study explored the phenomenon of success factors of job applicants utilizing Second Life to gain employment. The study focused on identifying the perception of what qualified as a successful interview through the lived common experiences of 16 employment recruiters. The research problem was that a gap existed in scholarly research on…

LEGION: Lightweight Expandable Group of Independently Operating Nodes

NASA Technical Reports Server (NTRS)

Burl, Michael C.

2012-01-01

LEGION is a lightweight C-language software library that enables distributed asynchronous data processing with a loosely coupled set of compute nodes. Loosely coupled means that a node can offer itself in service to a larger task at any time and can withdraw itself from service at any time, provided it is not actively engaged in an assignment. The main program, i.e., the one attempting to solve the larger task, does not need to know up front which nodes will be available, how many nodes will be available, or at what times the nodes will be available, which is normally the case in a "volunteer computing" framework. The LEGION software accomplishes its goals by providing message-based, inter-process communication similar to MPI (message passing interface), but without the tight coupling requirements. The software is lightweight and easy to install as it is written in standard C with no exotic library dependencies. LEGION has been demonstrated in a challenging planetary science application in which a machine learning system is used in closed-loop fashion to efficiently explore the input parameter space of a complex numerical simulation. The machine learning system decides which jobs to run through the simulator; then, through LEGION calls, the system farms those jobs out to a collection of compute nodes, retrieves the job results as they become available, and updates a predictive model of how the simulator maps inputs to outputs. The machine learning system decides which new set of jobs would be most informative to run given the results so far; this basic loop is repeated until sufficient insight into the physical system modeled by the simulator is obtained.

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.

System Modeling of a large FPGA project: the SKA Tile Processing Module

NASA Astrophysics Data System (ADS)

Belli, C.; Comoretto, G.

Large projects like the SKA have an intrinsic complexity due to their scale. In this context, the application of a management design system becomes fundamental. For this purpose the SysML language, a UML customization for engineering applications, has been applied. As far as our work is concerned, we focused on the SKA Low Telescope - Tile Processing Module, designing diagrams at different detail levels. We designed a conceptual model of the TPM, primarily focusing on the main interfaces and the major data flows between product items. Functionalities are derived from use cases and allocated to hardware modules in order to guarantee the project's internal consistency and features. This model has been used both as internal documentation and as job specification, to commit part of the design to external entities.

Cardiothoracic surgery resident education: update on resident recruitment and job placement.

PubMed

Salazar, Jorge D; Ermis, Peter; Laudito, Antonio; Lee, Richard; Wheatley, Grayson H; Paul, Sean; Calhoon, John

2006-09-01

Applications to cardiothoracic surgery training programs have steadily declined. The application cycle for 2004 marked the first time the number of applicants was lower than the positions offered. This survey reflects on this trend in applications and the perspectives of current and graduating residents. In June 2004, the Thoracic Surgery Residents Association, in conjunction with CTSNet, surveyed residents completing accredited cardiothoracic training or additional subspecialization. Participation was anonymous and voluntary. Of the 140 graduates, 88 responded. Most were male (92%) and married (72%). Their average age was 35.7 years, and 56% had children. The mean educational debt was less than $50,000. Of the 88 respondents, 69 (78%) had plans to seek jobs whereas 15 (17%) sought additional training. Among job-seeking residents, 12% received no offers. Also, 59% of graduates initially sought a position in academics and 41% in private practice. Nearly one quarter (23%) reported that they would not choose a career in cardiothoracic surgery again, and more than half (52%) would not strongly recommend cardiothoracic surgery to potential trainees. Almost all (90%) of the graduates believed that the number of cardiothoracic training spots should be decreased, and 92% believed that a reduction in training positions should be achieved by closing marginal training programs. Additionally, 91% believed reimbursement for cardiothoracic surgery was inadequate, and 88% thought low reimbursement resulted in restricted patient access and decreased quality of care. Cardiothoracic training programs are having difficulty in both applicant recruitment and in suitable job placement. This frustration in the job search coupled with reimbursement and lifestyle issues most likely contributes to the general dissatisfaction conveyed by the graduates. If these trends continue, the field will be faced with a crisis of unfilled residency programs and unemployed graduates.

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.

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).

Hostile and benevolent reactions toward pregnant women: complementary interpersonal punishments and rewards that maintain traditional roles.

PubMed

Hebl, Michelle R; King, Eden B; Glick, Peter; Singletary, Sarah L; Kazama, Stephanie

2007-11-01

A naturalistic field study investigated behavior toward pregnant (vs. nonpregnant) women in nontraditional (job applicant) and traditional (store customer) roles. Female confederates, who sometimes wore a pregnancy prosthesis, posed as job applicants or customers at retail stores. Store employees exhibited more hostile behavior (e.g., rudeness) toward pregnant (vs. nonpregnant) applicants and more benevolent behavior (e.g., touching, overfriendliness) toward pregnant (vs. nonpregnant) customers. A second experiment revealed that pregnant women are especially likely to encounter hostility (from both men and women) when applying for masculine as compared with feminine jobs. The combination of benevolence toward pregnant women in traditional roles and hostility toward those who seek nontraditional roles suggests a system of complementary interpersonal rewards and punishments that may discourage pregnant women from pursuing work that violates gender norms. (c) 2007 APA

Human factors in aviation maintenance, phase 1 : progress report.

DOT National Transportation Integrated Search

1991-11-01

This human factors research in aviation maintenance addresses four tasks including studies of organizational behavior, job and task analysis in maintenance and inspection, advanced technology for training, and the application of job aiding to mainten...

Second Evaluation of Job Queuing/Scheduling Software. Phase 1

NASA Technical Reports Server (NTRS)

Jones, James Patton; Brickell, Cristy; Chancellor, Marisa (Technical Monitor)

1997-01-01

The recent proliferation of high performance workstations and the increased reliability of parallel systems have illustrated the need for robust job management systems to support parallel applications. To address this issue, NAS compiled a requirements checklist for job queuing/scheduling software. Next, NAS evaluated the leading job management system (JMS) software packages against the checklist. A year has now elapsed since the first comparison was published, and NAS has repeated the evaluation. This report describes this second evaluation, and presents the results of Phase 1: Capabilities versus Requirements. We show that JMS support for running parallel applications on clusters of workstations and parallel systems is still lacking, however, definite progress has been made by the vendors to correct the deficiencies. This report is supplemented by a WWW interface to the data collected, to aid other sites in extracting the evaluation information on specific requirements of interest.

First results from a combined analysis of CERN computing infrastructure metrics

NASA Astrophysics Data System (ADS)

Duellmann, Dirk; Nieke, Christian

2017-10-01

The IT Analysis Working Group (AWG) has been formed at CERN across individual computing units and the experiments to attempt a cross cutting analysis of computing infrastructure and application metrics. In this presentation we will describe the first results obtained using medium/long term data (1 months — 1 year) correlating box level metrics, job level metrics from LSF and HTCondor, IO metrics from the physics analysis disk pools (EOS) and networking and application level metrics from the experiment dashboards. We will cover in particular the measurement of hardware performance and prediction of job duration, the latency sensitivity of different job types and a search for bottlenecks with the production job mix in the current infrastructure. The presentation will conclude with the proposal of a small set of metrics to simplify drawing conclusions also in the more constrained environment of public cloud deployments.

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

PubMed

Jaschob, Daniel; Riffle, Michael

2012-07-30

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

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)

Grid Task Execution

NASA Technical Reports Server (NTRS)

Hu, Chaumin

2007-01-01

IPG Execution Service is a framework that reliably executes complex jobs on a computational grid, and is part of the IPG service architecture designed to support location-independent computing. The new grid service enables users to describe the platform on which they need a job to run, which allows the service to locate the desired platform, configure it for the required application, and execute the job. After a job is submitted, users can monitor it through periodic notifications, or through queries. Each job consists of a set of tasks that performs actions such as executing applications and managing data. Each task is executed based on a starting condition that is an expression of the states of other tasks. This formulation allows tasks to be executed in parallel, and also allows a user to specify tasks to execute when other tasks succeed, fail, or are canceled. The two core components of the Execution Service are the Task Database, which stores tasks that have been submitted for execution, and the Task Manager, which executes tasks in the proper order, based on the user-specified starting conditions, and avoids overloading local and remote resources while executing tasks.

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.

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

ERIC Educational Resources Information Center

Richardson, J. Jeffrey

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

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...

The Technologist Function in Fields Related to Radiology: Tasks in Radiation Therapy and Diagnostic Ultrasound. Research Report No. 9; Relating Technologist Tasks in Diagnostic Radiology, Ultrasound and Radiation Therapy. Research Report No. 10.

ERIC Educational Resources Information Center

Gilpatrick, Eleanor

The two research reports included in this document describe the application of the Health Services Mobility Study (HSMS) task analysis method to two technologist functions and examine the interrelationships of these tasks with those in diagnostic radiology. (The HSMS method includes processes for using the data for designing job ladders, for…

Sensitivity analyses of exposure estimates from a quantitative job-exposure matrix (SYN-JEM) for use in community-based studies.

PubMed

Peters, Susan; Kromhout, Hans; Portengen, Lützen; Olsson, Ann; Kendzia, Benjamin; Vincent, Raymond; Savary, Barbara; Lavoué, Jérôme; Cavallo, Domenico; Cattaneo, Andrea; Mirabelli, Dario; Plato, Nils; Fevotte, Joelle; Pesch, Beate; Brüning, Thomas; Straif, Kurt; Vermeulen, Roel

2013-01-01

We describe the elaboration and sensitivity analyses of a quantitative job-exposure matrix (SYN-JEM) for respirable crystalline silica (RCS). The aim was to gain insight into the robustness of the SYN-JEM RCS estimates based on critical decisions taken in the elaboration process. SYN-JEM for RCS exposure consists of three axes (job, region, and year) based on estimates derived from a previously developed statistical model. To elaborate SYN-JEM, several decisions were taken: i.e. the application of (i) a single time trend; (ii) region-specific adjustments in RCS exposure; and (iii) a prior job-specific exposure level (by the semi-quantitative DOM-JEM), with an override of 0 mg/m(3) for jobs a priori defined as non-exposed. Furthermore, we assumed that exposure levels reached a ceiling in 1960 and remained constant prior to this date. We applied SYN-JEM to the occupational histories of subjects from a large international pooled community-based case-control study. Cumulative exposure levels derived with SYN-JEM were compared with those from alternative models, described by Pearson correlation ((Rp)) and differences in unit of exposure (mg/m(3)-year). Alternative models concerned changes in application of job- and region-specific estimates and exposure ceiling, and omitting the a priori exposure ranking. Cumulative exposure levels for the study subjects ranged from 0.01 to 60 mg/m(3)-years, with a median of 1.76 mg/m(3)-years. Exposure levels derived from SYN-JEM and alternative models were overall highly correlated (R(p) > 0.90), although somewhat lower when omitting the region estimate ((Rp) = 0.80) or not taking into account the assigned semi-quantitative exposure level (R(p) = 0.65). Modification of the time trend (i.e. exposure ceiling at 1950 or 1970, or assuming a decline before 1960) caused the largest changes in absolute exposure levels (26-33% difference), but without changing the relative ranking ((Rp) = 0.99). Exposure estimates derived from SYN-JEM appeared to be plausible compared with (historical) levels described in the literature. Decisions taken in the development of SYN-JEM did not critically change the cumulative exposure levels. The influence of region-specific estimates needs to be explored in future risk analyses.

ARC SDK: A toolbox for distributed computing and data applications

NASA Astrophysics Data System (ADS)

Skou Andersen, M.; Cameron, D.; Lindemann, J.

2014-06-01

Grid middleware suites provide tools to perform the basic tasks of job submission and retrieval and data access, however these tools tend to be low-level, operating on individual jobs or files and lacking in higher-level concepts. User communities therefore generally develop their own application-layer software catering to their specific communities' needs on top of the Grid middleware. It is thus important for the Grid middleware to provide a friendly, well documented and simple to use interface for the applications to build upon. The Advanced Resource Connector (ARC), developed by NorduGrid, provides a Software Development Kit (SDK) which enables applications to use the middleware for job and data management. This paper presents the architecture and functionality of the ARC SDK along with an example graphical application developed with the SDK. The SDK consists of a set of libraries accessible through Application Programming Interfaces (API) in several languages. It contains extensive documentation and example code and is available on multiple platforms. The libraries provide generic interfaces and rely on plugins to support a given technology or protocol and this modular design makes it easy to add a new plugin if the application requires supporting additional technologies.The ARC Graphical Clients package is a graphical user interface built on top of the ARC SDK and the Qt toolkit and it is presented here as a fully functional example of an application. It provides a graphical interface to enable job submission and management at the click of a button, and allows data on any Grid storage system to be manipulated using a visual file system hierarchy, as if it were a regular file system.

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.

My Favorite Assignment.

ERIC Educational Resources Information Center

Hebert, Margaret; And Others

1991-01-01

Contains seven brief articles which offer assignments designed to help students perform job searches, write job application letters, answer difficult questions, write letters of resignation, alleviate fears of public speaking, use the interview effectively in the business communication, and develop listening skills. (PRA)

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

Collectives for Multiple Resource Job Scheduling Across Heterogeneous Servers

NASA Technical Reports Server (NTRS)

Tumer, K.; Lawson, J.

2003-01-01

Efficient management of large-scale, distributed data storage and processing systems is a major challenge for many computational applications. Many of these systems are characterized by multi-resource tasks processed across a heterogeneous network. Conventional approaches, such as load balancing, work well for centralized, single resource problems, but breakdown in the more general case. In addition, most approaches are often based on heuristics which do not directly attempt to optimize the world utility. In this paper, we propose an agent based control system using the theory of collectives. We configure the servers of our network with agents who make local job scheduling decisions. These decisions are based on local goals which are constructed to be aligned with the objective of optimizing the overall efficiency of the system. We demonstrate that multi-agent systems in which all the agents attempt to optimize the same global utility function (team game) only marginally outperform conventional load balancing. On the other hand, agents configured using collectives outperform both team games and load balancing (by up to four times for the latter), despite their distributed nature and their limited access to information.

Motivated reasoning during recruitment.

PubMed

Kappes, Heather Barry; Balcetis, Emily; De Cremer, David

2018-03-01

This research shows how job postings can lead job candidates to see themselves as particularly deserving of hiring and high salary. We propose that these entitlement beliefs entail both personal motivations to see oneself as deserving and the ability to justify those motivated judgments. Accordingly, we predict that people feel more deserving when qualifications for a job are vague and thus amenable to motivated reasoning, whereby people use information selectively to reach a desired conclusion. We tested this hypothesis with a 2-phase experiment (N = 892) using materials drawn from real online job postings. In the first phase of the experiment, participants believed themselves to be more deserving of hiring and deserving of higher pay after reading postings composed of vaguer types of qualifications. In the second phase, yoked observers believed that participants were less entitled overall, but did not selectively discount endorsement of vaguer qualifications, suggesting they were unaware of this effect. A follow-up preregistered experiment (N = 905) using postings with mixed qualification types replicated the effect of including more vague qualifications on participants' entitlement beliefs. Entitlement beliefs are widely seen as problematic for recruitment and retention, and these results suggest that reducing the inclusion of vague qualifications in job postings would dampen the emergence of these beliefs in applicants, albeit at the cost of decreasing application rates and lowering applicants' confidence. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Job-mix modeling and system analysis of an aerospace multiprocessor.

NASA Technical Reports Server (NTRS)

Mallach, E. G.

1972-01-01

An aerospace guidance computer organization, consisting of multiple processors and memory units attached to a central time-multiplexed data bus, is described. A job mix for this type of computer is obtained by analysis of Apollo mission programs. Multiprocessor performance is then analyzed using: 1) queuing theory, under certain 'limiting case' assumptions; 2) Markov process methods; and 3) system simulation. Results of the analyses indicate: 1) Markov process analysis is a useful and efficient predictor of simulation results; 2) efficient job execution is not seriously impaired even when the system is so overloaded that new jobs are inordinately delayed in starting; 3) job scheduling is significant in determining system performance; and 4) a system having many slow processors may or may not perform better than a system of equal power having few fast processors, but will not perform significantly worse.

Assessing the Substitutability of Surrogate Measures of Job Performance of Hands-On Work Sample Tests

DTIC Science & Technology

1992-06-01

surrogate of .90 be a criterion for initially identifying substitutability. Gottfredson (1986) provides additional guidance for making comparison among... intelligence and reading level, for example, may yield a greater understanding of the general conditions that facilitate development and applicability of...noted by Gottfredson (1986), different measures may be required for different classes of jobs due to systematic differences in job demands, and these

Effects of Field and Job Oriented Technical Retraining on Manpower Utilization of the Unemployed. Vocational-Industrial Education Research Report. Final Report.

ERIC Educational Resources Information Center

Bjorkquist, David C.

A job-oriented program emphasizing application to the specific occupation of tool design was compared with a field-oriented program intended to give a broad basic preparation for a variety of jobs in the field of mechanical technology. Both programs were conducted under the Manpower Development and Training Act (MDTA) for a period of 52 weeks.…

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.

Factors related to choosing an academic career track among spine fellowship applicants.

PubMed

Park, Daniel K; Rhee, John M; Wu, Baohua; Easley, Kirk

2013-03-01

Retrospective review. To identify factors associated with the likelihood of spine surgery fellowship applicants choosing an academic job upon fellowship completion. Training academic spine surgeons is an important goal of many spine fellowships. However, there are no established criteria associated with academic job choice to guide selection committees. Two hundred three consecutive applications of candidates who were granted an interview to a single spine surgical fellowship from 2005 to 2010 were analyzed. Factors investigated included the following: membership in honor societies; number of publications, presentations, and book chapters; age; completion of an additional degree; completion of a research fellowship; teaching experience; marital status; graduation from a top-20 school; attendance in a residency with a spine fellowship; and comments made in personal statements and letters of recommendation. The job taken upon graduation from fellowship was determined. The χ2 test or Fisher exact test was used to estimate the strength of the association between the covariates and response. Significant variables were selected for further multivariate analysis. The following were significantly associated in a univariable analysis with academia: 5 or more national presentations; completion of a research fellowship; attendance in a top-20 medical school; stated desire in the personal statement to become an academic surgeon; and letters of reference stating likelihood of pursuing academics on hiring the applicant. When significant variables were selected for multivariable analysis, completion of a research fellowship, graduation from a top-20 medical school, and stated desire in the personal statement to become an academic surgeon were most strongly associated with choice of academia. Although job choice is multifactorial, the present study demonstrates that there are objective factors listed on spine fellowship applications associated with a significantly higher likelihood of academic job choice. Analyzing these factors may help selection committees evaluate spine fellowship applicants consistent with the academic missions of their programs.

JACOB: an enterprise framework for computational chemistry.

PubMed

Waller, Mark P; Dresselhaus, Thomas; Yang, Jack

2013-06-15

Here, we present just a collection of beans (JACOB): an integrated batch-based framework designed for the rapid development of computational chemistry applications. The framework expedites developer productivity by handling the generic infrastructure tier, and can be easily extended by user-specific scientific code. Paradigms from enterprise software engineering were rigorously applied to create a scalable, testable, secure, and robust framework. A centralized web application is used to configure and control the operation of the framework. The application-programming interface provides a set of generic tools for processing large-scale noninteractive jobs (e.g., systematic studies), or for coordinating systems integration (e.g., complex workflows). The code for the JACOB framework is open sourced and is available at: www.wallerlab.org/jacob. Copyright © 2013 Wiley Periodicals, Inc.

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…

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

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).

A Skills Approach to Career Development.

ERIC Educational Resources Information Center

Grites, Thomas J.

1983-01-01

A counseling approach encourages students' development of job-applicable, career-transferable skills to meet the changing demands of specialization, automation, mobility, urban growth, and industrial trends in the job market. These include writing; speaking; research; and analytical, organizational, leadership, interpersonal, and quantitative…

29 CFR 2700.105 - Disclosure of information by the Parties.

Code of Federal Regulations, 2011 CFR

2011-07-01

... the document was created; the name and job title of the author of the document; and if applicable, the name and job title of the recipient(s) of the document. The judge may order an in camera inspection of...

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

Identification and Accessioning of Individuals for Officer Candidate School: Developing Realistic Job Previews

DTIC Science & Technology

2014-07-01

useful to them before they applied to OCS, and 86% of candidates saying they would refer someone else to the RJP. 15. SUBJECT TERMS Officers...Candidate School,” or AccessOCS, used qualitative methods (Oliver, Ardison, Russell, & Babin, 2010) to (a) identify and describe OCS applicants in terms...job previews (RJPs) that would provide OCS applicants with useful information in a single, but comprehensive document to facilitate the accessioning

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.

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

PubMed Central

2012-01-01

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

Use of DAGMan in CRAB3 to Improve the Splitting of CMS User Jobs

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

Wolf, M.; Mascheroni, M.; Woodard, A.

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 distributemore » 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.« less

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.

Prevention of musculoskeletal disorders (MSDs) in office work: a case study.

PubMed

Lima, Tânia M; Coelho, Denis A

2011-01-01

Twelve recently built office work stations, where jobs imply continued use of information and communication technologies, were analyzed for ergonomic risk factors. Based on a literature review of ergonomic recommendations for computer and general office work, a checklist was devised for assistance in identifying inadequate ergonomic situations, a process that was informed by pain complaints information. RULA (Rapid Upper Limb Assessment) was selected to estimate the risk of MSDs, considering the criteria of applicability and appropriateness to the case studied. This method was applied by an occupational health and safety technician to the most critical job observed in the workplace. Criticality was estimated through observations aided by the systematic use of a checklist tailored to the specific office scenario. Recommendations for change were provided for implementation in all workplaces in the office, in order to improve work conditions, and guide the setup of a MSD prevention training program.

A network dedicated to sciences dissemination : Scité

NASA Astrophysics Data System (ADS)

Botman, M.; Scité Network

2005-11-01

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

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

Dorier, Matthieu; Mubarak, Misbah; Ross, Rob

Two-tiered direct network topologies such as Dragonflies have been proposed for future post-petascale and exascale machines, since they provide a high-radix, low-diameter, fast interconnection network. Such topologies call for redesigning MPI collective communication algorithms in order to attain the best performance. Yet as increasingly more applications share a machine, it is not clear how these topology-aware algorithms will react to interference with concurrent jobs accessing the same network. In this paper, we study three topology-aware broadcast algorithms, including one designed by ourselves. We evaluate their performance through event-driven simulation for small- and large-sized broadcasts (in terms of both data sizemore » and number of processes). We study the effect of different routing mechanisms on the topology-aware collective algorithms, as well as their sensitivity to network contention with other jobs. Our results show that while topology-aware algorithms dramatically reduce link utilization, their advantage in terms of latency is more limited.« less

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.

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.

Interventions that affect gender bias in hiring: a systematic review.

PubMed

Isaac, Carol; Lee, Barbara; Carnes, Molly

2009-10-01

To systematically review experimental evidence for interventions mitigating gender bias in employment. Unconscious endorsement of gender stereotypes can undermine academic medicine's commitment to gender equity. The authors performed electronic and hand searches for randomized controlled studies since 1973 of interventions that affect gender differences in evaluation of job applicants. Twenty-seven studies met all inclusion criteria. Interventions fell into three categories: application information, applicant features, and rating conditions. The studies identified gender bias as the difference in ratings or perceptions of men and women with identical qualifications. Studies reaffirmed negative bias against women being evaluated for positions traditionally or predominantly held by men (male sex-typed jobs). The assessments of male and female raters rarely differed. Interventions that provided raters with clear evidence of job-relevant competencies were effective. However, clearly competent women were rated lower than equivalent men for male sex-typed jobs unless evidence of communal qualities was also provided. A commitment to the value of credentials before review of applicants and women's presence at above 25% of the applicant pool eliminated bias against women. Two studies found unconscious resistance to "antibias" training, which could be overcome with distraction or an intervening task. Explicit employment equity policies and an attractive appearance benefited men more than women, whereas repeated employment gaps were more detrimental to men. Masculine-scented perfume favored the hiring of both sexes. Negative bias occurred against women who expressed anger or who were perceived as self-promoting. High-level evidence exists for strategies to mitigate gender bias in hiring.

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.

Crossword Puzzles and Conversation: An Approach to Teaching Pre-Employment and On-the-Job Communication Skills to Adult (Refugee) ESL Students. Special Experimental Demonstration Project--Adult Education.

ERIC Educational Resources Information Center

Larsen, R. Ann

This curriculum guide is intended to help high school and adult refugees master the preemployment and on-the-job English as a Second Language (ESL) communication skills that are essential to survival in the workplace. The following topics are covered in the individual lessons: job application, occupations and duties, help wanted ads, job…

Public Health Employees' Perception of Workplace Environment and Job Satisfaction: The Role of Local Health Departments' Engagement in Accreditation.

PubMed

Ye, Jiali; Verma, Pooja; Leep, Carolyn; Kronstadt, Jessica

To examine the association between local health departments' (LHDs') engagement in accreditation and their staffs' perceptions of workplace environment and the overall satisfaction with their jobs. Data from the 2014 Public Health Workforce Interests and Needs Survey (PH WINS) (local data only) and the 2014 Forces of Change survey were linked using LHDs' unique ID documented by the National Association of County & City Health Officials. The Forces of Change survey assessed LHDs' accreditation status. Local health departments were classified as "formally engaged" in the Public Health Accreditation Board accreditation process if they had achieved accreditation, submitted an application, or submitted a statement of intent. The PH WINS survey measured employees' perception of 3 aspects of workplace environment, including supervisory support, organizational support, and employee engagement. The overall satisfaction was measured using the Job in General Scale (abridged). There are 1884 LHD employees who completed PH WINS and whose agencies responded to the question on the accreditation status of the Forces of Change survey. When compared with employees from LHDs less engaged in accreditation, employees from LHDs that were formally engaged in accreditation gave higher ratings to all 3 aspects of workplace environment and overall job satisfaction. Controlling for employee demographic characteristics and LHD jurisdiction size, the agency's formal engagement in accreditation remained related to a higher score in perceived workplace environment and job satisfaction. After controlling for perceived workplace environment, accreditation status was marginally associated with job satisfaction. The findings provide support for previous reports by LHD leaders on the benefits of accreditation related to employee morale and job satisfaction. The results from this study allow us to further catalog the benefits of accreditation in workforce development and identify factors that may moderate the extent of the benefits. Findings from this study show that engagement in public health accreditation is associated with overall job satisfaction. This link may be explained by the hypotheses that meeting accreditation standards could increase staff satisfaction or that having higher job satisfaction could lead to a higher likelihood that a health department would apply for accreditation. Further research to explore this relationship is critical as many health departments are weighing the value of accreditation as they face constrained financial resources.

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…

78 FR 36597 - Comment Request for Information Collection for Job Corps Application Data; Extension With Minor...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-06-18

... largest residential, educational, and career technical training program for young Americans. Job Corps was...), and career technical training credentials, including industry-recognized certifications, state... DEPARTMENT OF LABOR Employment and Training Administration Comment Request for Information...

78 FR 49548 - Comment Request for Information Collection for Job Corps Application Data (Job Corps Enrollee...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-08-14

... the nation's largest residential educational and career technical training program for young Americans... Educational Development (GED), and career technical training credentials, including industry-recognized... DEPARTMENT OF LABOR Employment and Training Administration Comment Request for Information...

10 CFR 4.122 - General prohibitions against employment discrimination.

Code of Federal Regulations, 2012 CFR

2012-01-01

... form of compensation and changes in compensation; (4) Job assignments, job classifications... participate in a contractual or other relationship that has the effect of subjecting qualified handicapped applicants or employees to discrimination prohibited by this subpart. The relationships referred to in this...

10 CFR 4.122 - General prohibitions against employment discrimination.

Code of Federal Regulations, 2011 CFR

2011-01-01

... form of compensation and changes in compensation; (4) Job assignments, job classifications... participate in a contractual or other relationship that has the effect of subjecting qualified handicapped applicants or employees to discrimination prohibited by this subpart. The relationships referred to in this...

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.

To Fake or Not to Fake: Antecedents to Interview Faking, Warning Instructions, and Its Impact on Applicant Reactions

PubMed Central

Law, Stephanie J.; Bourdage, Joshua; O’Neill, Thomas A.

2016-01-01

In the present study, we examined the antecedents and processes that impact job interviewees’ decisions to engage in deceptive impression management (i.e., interview faking). Willingness and capacity to engage in faking were found to be the processes underlying the decision to use deceptive impression management in the interview. We also examined a personality antecedent to this behavior, Honesty-Humility, which was negatively related to the use of deceptive impression management through increased willingness to engage in these behaviors. We also tested a possible intervention to reduce IM. In particular, we found that warnings against faking – specifically, an identification warning - reduced both the perceived capacity to engage in interview faking, and subsequent use of several faking behaviors. Moreover, this warning reduced faking without adversely impacting applicant reactions. PMID:27895609

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.

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.

Leveraging the Power of Knowledge Management to Transform Global Health and Development.

PubMed

Sullivan, Tara M; Limaye, Rupali J; Mitchell, Vanessa; D'Adamo, Margaret; Baquet, Zachary

2015-04-27

Good knowledge is essential to prevent disease and improve health. Knowledge management (KM) provides a systematic process and tools to promote access to and use of knowledge among health and development practitioners to improve health and development outcomes. KM tools range from publications and resources (briefs, articles, job aids) and products and services (websites, eLearning courses, mobile applications), to training and events (workshops, webinars, meetings) and approaches and techniques (peer assists, coaching, after-action reviews, knowledge cafés).

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…

The Grid[Way] Job Template Manager, a tool for parameter sweeping

NASA Astrophysics Data System (ADS)

Lorca, Alejandro; Huedo, Eduardo; Llorente, Ignacio M.

2011-04-01

Parameter sweeping is a widely used algorithmic technique in computational science. It is specially suited for high-throughput computing since the jobs evaluating the parameter space are loosely coupled or independent. A tool that integrates the modeling of a parameter study with the control of jobs in a distributed architecture is presented. The main task is to facilitate the creation and deletion of job templates, which are the elements describing the jobs to be run. Extra functionality relies upon the GridWay Metascheduler, acting as the middleware layer for job submission and control. It supports interesting features like multi-dimensional sweeping space, wildcarding of parameters, functional evaluation of ranges, value-skipping and job template automatic indexation. The use of this tool increases the reliability of the parameter sweep study thanks to the systematic bookkeeping of job templates and respective job statuses. Furthermore, it simplifies the porting of the target application to the grid reducing the required amount of time and effort. Program summaryProgram title: Grid[Way] Job Template Manager (version 1.0) Catalogue identifier: AEIE_v1_0 Program summary URL:http://cpc.cs.qub.ac.uk/summaries/AEIE_v1_0.html Program obtainable from: CPC Program Library, Queen's University, Belfast, N. Ireland Licensing provisions: Apache license 2.0 No. of lines in distributed program, including test data, etc.: 3545 No. of bytes in distributed program, including test data, etc.: 126 879 Distribution format: tar.gz Programming language: Perl 5.8.5 and above Computer: Any (tested on PC x86 and x86_64) Operating system: Unix, GNU/Linux (tested on Ubuntu 9.04, Scientific Linux 4.7, centOS 5.4), Mac OS X (tested on Snow Leopard 10.6) RAM: 10 MB Classification: 6.5 External routines: The GridWay Metascheduler [1]. Nature of problem: To parameterize and manage an application running on a grid or cluster. Solution method: Generation of job templates as a cross product of the input parameter sets. Also management of the job template files including the job submission to the grid, control and information retrieval. Restrictions: The parameter sweep is limited by disk space during generation of the job templates. The wild-carding of parameters cannot be done in decreasing order. Job submission, control and information is delegated to the GridWay Metascheduler. Running time: From half a second in the simplest operation to a few minutes for thousands of exponential sampling parameters.

Impression Management in the Job Interview: An Effective Way of Mitigating Discrimination against Older Applicants?

PubMed

Gioaba, Irina; Krings, Franciska

2017-01-01

The increasingly aging population in most industrialized societies, coupled with the rather age-diverse current workforce makes discrimination against older employees a prevalent issue, especially in employment contexts. This renders research on ways for reducing this type of discrimination a particularly pressing concern. Drawing on theories of social identity and impression management, our research examines the role of impression management, aimed at refuting common older worker stereotypes, in diminishing bias against older job applicants during the job interview. The study consisted in an experimental hiring simulation conducted on a sample of 515 undergraduate students. Results show that older applicants who used impression management to contradict common older worker stereotypes were perceived as more hirable than those who did not. However, despite this positive effect, discrimination persisted: older applicants were consistently rated as less hirable than their younger counterparts when displaying the same IM behavior. Taken together, this research demonstrates that older job seekers can indeed ameliorate biased interview outcomes by engaging in impression management targeting common age stereotypes; however, it also shows that this strategy is insufficient for overcoming age discrimination entirely. The current study has important implications for theory, by expanding research on the use of impression management in mitigating age discrimination, as well as for practice, by offering older employees a hands-on strategy to reduce bias and stereotyping against them.

Impression Management in the Job Interview: An Effective Way of Mitigating Discrimination against Older Applicants?

PubMed Central

Gioaba, Irina; Krings, Franciska

2017-01-01

The increasingly aging population in most industrialized societies, coupled with the rather age-diverse current workforce makes discrimination against older employees a prevalent issue, especially in employment contexts. This renders research on ways for reducing this type of discrimination a particularly pressing concern. Drawing on theories of social identity and impression management, our research examines the role of impression management, aimed at refuting common older worker stereotypes, in diminishing bias against older job applicants during the job interview. The study consisted in an experimental hiring simulation conducted on a sample of 515 undergraduate students. Results show that older applicants who used impression management to contradict common older worker stereotypes were perceived as more hirable than those who did not. However, despite this positive effect, discrimination persisted: older applicants were consistently rated as less hirable than their younger counterparts when displaying the same IM behavior. Taken together, this research demonstrates that older job seekers can indeed ameliorate biased interview outcomes by engaging in impression management targeting common age stereotypes; however, it also shows that this strategy is insufficient for overcoming age discrimination entirely. The current study has important implications for theory, by expanding research on the use of impression management in mitigating age discrimination, as well as for practice, by offering older employees a hands-on strategy to reduce bias and stereotyping against them. PMID:28559869

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…

Application for Graduate Experiential Learning Credit.

ERIC Educational Resources Information Center

Central Michigan Univ., Mount Pleasant. Inst. for Personal and Career Development.

Experiential Learning graduate credits are awarded to students enrolled in the Institute for Personal and Career Development (IPCD) graduate programs for knowledge acquired from on-the-job training, on-the-job experiences, non-university workshops, other vocation-related experiences, or avocational achievemnts. These experiences and achievements…