Sample records for job creation act

  1. 77 FR 37362 - Implementation of the Middle Class Tax Relief and Job Creation Act of 2012; Establishment of a...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-06-21

    ...] Implementation of the Middle Class Tax Relief and Job Creation Act of 2012; Establishment of a Public Safety... public safety answering points (PSAPs) as required by the ``Middle Class Tax Relief and Job Creation Act... Objectives of, the Proposed Rules 21. The ``Middle Class Tax Relief and Job Creation Act of 2012'' requires...

  2. Reforestation tax incentives under the American jobs creation act of 2004

    Treesearch

    Thomas J. Straka; John L. Greene

    2007-01-01

    The American jobs creation act of 2004 made significant changes in the reforestation tax incentives available to private forest owners. Owners can now deduct outright reforestation costs up to $10,000 per year for each qualifying timber property and amortize any additional amount over 8 tax years. to assess the financial benefit the new incentives provide to forest...

  3. 78 FR 10099 - Implementation of the Middle Class Tax Relief and Job Creation Act of 2012; Establishment of a...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-02-13

    ... of the Middle Class Tax Relief and Job Creation Act of 2012; Establishment of a Public Safety... establish a do-not-call registry for public safety answering points (PSAP) and prohibit the use of automatic... amended rules are necessary to implement the enforcement provisions of the Middle Class Tax Relief and Job...

  4. Rural Job Creation. Case Studies of CETA Linkage with Economic Development.

    ERIC Educational Resources Information Center

    Bruno, A. Lee; Wright, L. M., Jr.

    This collection contains 20 case studies illustrating some of the contributions Comprehensive Employment and Training Act (CETA) programs have made to economic development and job creation efforts in rural areas. The collection is a companion volume to the monograph entitled "Rural Job Creation--a Study of CETA Linkages with Economic…

  5. Unintended Consequences: Effect of the American Jobs Creation Act Reforestation Incentives on Family Forest Owners in the South

    Treesearch

    John L. Greene; Thomas J. Straka

    2008-01-01

    Abstract: The American Jobs Creation Act of 2004 rewrote the reforestation tax incentives available to private forest owners. Owners can now deduct outright reforestation costs up to $10,000 per year for each qualified timber property and amortize any additional amount over 8 tax years. To assess the economic effect of the new incentives on forest owners, the authors...

  6. The American Jobs Creation Act and its impact on deferred compensation: reassessment from a business perspective.

    PubMed

    Johnson, David G

    2005-01-01

    The American Jobs Creation Act (AJCA), which was signed into law in October 2004, will have an impact on almost every deferred compensation program in the United States. This article argues that as companies continue to evaluate the transition alternatives under AJCA and contemplate the necessary changes to the plan program, companies also should consider simultaneously addressing broader issues surrounding nonqualified deferred compensation arrangements. These include ongoing business purpose, financial planning considerations, education of participants, corporate governance considerations and the potential implications to international assignees.

  7. Good Jobs or Bad Jobs? Evaluating the American Job Creation Experience.

    ERIC Educational Resources Information Center

    Loveman, Gary W.; Tilly, Chris

    1988-01-01

    The authors discuss the rate of job creation in the United States between 1973 and 1985. The controversy regarding the quality of the new jobs is emphasized. Four points of view on this controversy are reviewed. The authors also present recent research findings concerning average earnings and earnings inequality. (CH)

  8. Assessing Large-Scale Public Job Creation. R&D Monograph 67.

    ERIC Educational Resources Information Center

    Employment and Training Administration (DOL), Washington, DC.

    To assess the feasibility of large-scale, countercyclical public job creation, a study was initiated. Job creation program activities were examined in terms of how many activities could be undertaken; what would be their costs; and what would be their characteristics (labor-intensity, skill-mix, and political acceptability) that might contribute…

  9. Job Creation: The Role of Local and State Leaders in Vocational Education.

    ERIC Educational Resources Information Center

    Russell, Earl B.

    Vocational education can contribute to the creation of new jobs through educational programs for employers or prospective employers and through collaborative efforts with community leaders. Local leadership is the most essential ingredient in successful job creation programs at the community level. Local leaders can work to obtain baseline…

  10. Mechanisms for Job Creation. Lessons from the United States.

    ERIC Educational Resources Information Center

    Organisation for Economic Cooperation and Development, Paris (France).

    This document contains papers presented at a seminar to explore how the U.S. economy has created 30 million jobs since the early 1970s, while most European countries have barely managed to keep their labor force employed. The following papers are included: "Job Creation in the United States: Some Facts and Figures" (Sibille); "Unanswered…

  11. Assessing the Feasibility of Large-Scale Countercyclical Public Job-Creation. Final Report, Volume III. Selected Implications of Public Job-Creation.

    ERIC Educational Resources Information Center

    Urban Inst., Washington, DC.

    This last of a three-volume report of a study done to assess the feasibility of large-scale, countercyclical public job creation covers the findings regarding the priorities among projects, indirect employment effects, skill imbalances, and administrative issues; and summarizes the overall findings, conclusions, and recommendations. (Volume 1,…

  12. Job Creation and Petroleum Independence with E85 in Texas

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

    Walk, Steve

    Protec Fuel Management project objectives are to help design, build, provide, promote and supply biofuels for the greater energy independence, national security and domestic economic growth through job creations, infrastructure projects and supply chain business stimulants. Protec Fuel has teamed up with station owners to convert 5 existing retail fueling stations to include E85 fuel to service existing large number of fleet FFVs and general public FFVs. The stations are located in high flex fuel vehicle locations in the state of TX. Under the project name, “Job Creation and Petroleum Independence with E85 in Texas,” Protec Fuel identified and successfullymore » opened stations strategically located to maximize e85 fueling success for fleets and public. Protec Fuel and industry affiliates and FFV manufacturers are excited about these stations and the opportunities as they will help reduce emissions, increase jobs, economic stimulus benefits, energy independence and petroleum displacement.« less

  13. 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.

  14. Federal Funding Sources for Public Job Creation Initiatives.

    ERIC Educational Resources Information Center

    Johnson, Clifford M.; Savner, Steve

    This overview on potential funding sources describes three major federal programs that can provide a financing base for public job creation initiatives serving hard-to-employ welfare recipients and non-custodial parents. Section I is an introduction. Section II focuses on the Temporary Assistance to Needy Families (TANF) block grant. Section III…

  15. The Job Creation Potential of Solar and Conservation: A Critical Evaluation.

    ERIC Educational Resources Information Center

    Schachter, Mary

    Solar proponents claim that a solar- and conservation-oriented economy will create vastly larger numbers of jobs than the conventional and nuclear alternatives. Comparing energy alternatives in terms of job creation potential is tenuous at best due to the paucity of analysis in this area. Ideally, both the quantitative and qualitative aspects of…

  16. 3 CFR - Regulatory Flexibility, Small Business, and Job Creation

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ..., economic growth, and job creation. More than half of all Americans working in the private sector either are... imposing unnecessary burdens on the public. The RFA emphasizes the importance of recognizing “differences... also encourages public participation in and transparency about the rulemaking process. Among other...

  17. Flash Foods' Job Creation and Petroleum Independence with E85

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

    Walk, Steve

    Protec Fuel Management project objectives are to help design, build, provide, promote and supply biofuels for the greater energy independence, national security and domestic economic growth through job creations, infrastructure projects and supply chain business stimulants.

  18. 76 FR 3827 - Regulatory Flexibility, Small Business, and Job Creation

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-01-21

    ... Flexibility, Small Business, and Job Creation Memorandum for the Heads of Executive Departments and Agencies Small businesses play an essential role in the American economy; they help to fuel productivity... employed by a small business or own one. During a recent 15-year period, small businesses created more than...

  19. A cross-sectional study investigating patient-centred care, co-creation of care, well-being and job satisfaction among nurses.

    PubMed

    den Boer, Judith; Nieboer, Anna P; Cramm, Jane M

    2017-10-01

    Developments in the community health nursing sector have resulted in many changes in the activities of these nurses. The concepts of patient-centred care and co-creation of care are gaining importance in the work of community health nurses. Whether patient-centred care also contributes positively to nurses' well-being and job satisfaction is not known. In 2015, a cross-sectional survey was conducted among 153 community health nurses employed by 11 health care organisations in the southern part of the Netherlands. Correlation and regression analyses were performed to identify relationships among patient-centred care, co-creation of care, background characteristics, job satisfaction and well-being of community health nurses. Patient-centred care and co-creation of care were correlated positively with community health nurses' well-being and job satisfaction. Both variables were predictors of well-being, and patient-centred care was a predictor of job satisfaction. The length of time in the present position was related negatively to community health nurses' job satisfaction and well-being. Investment in patient-centred care and co-creation of care is important for the well-being and job satisfaction of community health nurses. To safeguard or improve job satisfaction and well-being of community health nurses, organisations should pay attention to the co-creation of care and patient-centred care. © 2017 The Authors. Journal of Nursing Management Published by John Wiley & Sons Ltd.

  20. Potential Job Creation in Minnesota as a Result of Adopting New Residential Building Energy Codes

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

    Scott, Michael J.; Niemeyer, Jackie M.

    Are there advantages to states that adopt the most recent model building energy codes other than saving energy? For example, can the construction activity and energy savings associated with code-compliant housing units become significant sources of job creation for states if new building energy codes are adopted to cover residential construction? , The U.S. Department of Energy (DOE) Building Energy Codes Program (BECP) asked Pacific Northwest National Laboratory (PNNL) to research and ascertain whether jobs would be created in individual states based on their adoption of model building energy codes. Each state in the country is dealing with high levelsmore » of unemployment, so job creation has become a top priority. Many programs have been created to combat unemployment with various degrees of failure and success. At the same time, many states still have not yet adopted the most current versions of the International Energy Conservation Code (IECC) model building energy code, when doing so could be a very effective tool in creating jobs to assist states in recovering from this economic downturn.« less

  1. Potential Job Creation in Tennessee as a Result of Adopting New Residential Building Energy Codes

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

    Scott, Michael J.; Niemeyer, Jackie M.

    Are there advantages to states that adopt the most recent model building energy codes other than saving energy? For example, can the construction activity and energy savings associated with code-compliant housing units become significant sources of job creation for states if new building energy codes are adopted to cover residential construction? , The U.S. Department of Energy (DOE) Building Energy Codes Program (BECP) asked Pacific Northwest National Laboratory (PNNL) to research and ascertain whether jobs would be created in individual states based on their adoption of model building energy codes. Each state in the country is dealing with high levelsmore » of unemployment, so job creation has become a top priority. Many programs have been created to combat unemployment with various degrees of failure and success. At the same time, many states still have not yet adopted the most current versions of the International Energy Conservation Code (IECC) model building energy code, when doing so could be a very effective tool in creating jobs to assist states in recovering from this economic downturn.« less

  2. Potential Job Creation in Nevada as a Result of Adopting New Residential Building Energy Codes

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

    Scott, Michael J.; Niemeyer, Jackie M.

    Are there advantages to states that adopt the most recent model building energy codes other than saving energy? For example, can the construction activity and energy savings associated with code-compliant housing units become significant sources of job creation for states if new building energy codes are adopted to cover residential construction? , The U.S. Department of Energy (DOE) Building Energy Codes Program (BECP) asked Pacific Northwest National Laboratory (PNNL) to research and ascertain whether jobs would be created in individual states based on their adoption of model building energy codes. Each state in the country is dealing with high levelsmore » of unemployment, so job creation has become a top priority. Many programs have been created to combat unemployment with various degrees of failure and success. At the same time, many states still have not yet adopted the most current versions of the International Energy Conservation Code (IECC) model building energy code, when doing so could be a very effective tool in creating jobs to assist states in recovering from this economic downturn.« less

  3. Potential Job Creation in Rhode Island as a Result of Adopting New Residential Building Energy Codes

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

    Scott, Michael J.; Niemeyer, Jackie M.

    Are there advantages to states that adopt the most recent model building energy codes other than saving energy? For example, can the construction activity and energy savings associated with code-compliant housing units become significant sources of job creation for states if new building energy codes are adopted to cover residential construction? , The U.S. Department of Energy (DOE) Building Energy Codes Program (BECP) asked Pacific Northwest National Laboratory (PNNL) to research and ascertain whether jobs would be created in individual states based on their adoption of model building energy codes. Each state in the country is dealing with high levelsmore » of unemployment, so job creation has become a top priority. Many programs have been created to combat unemployment with various degrees of failure and success. At the same time, many states still have not yet adopted the most current versions of the International Energy Conservation Code (IECC) model building energy code, when doing so could be a very effective tool in creating jobs to assist states in recovering from this economic downturn.« less

  4. 75 FR 69151 - Small Business Jobs Act: 504 Loan Program Debt Refinancing

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-11-10

    ... SMALL BUSINESS ADMINISTRATION Small Business Jobs Act: 504 Loan Program Debt Refinancing AGENCY: U... regarding the Small Business Jobs Act: 504 Loan Program Debt Refinancing. The meeting will be open to the... the 504 Loan Program Debt Refinancing established by Sec. 1122 of the Small Business Jobs Act (Pub. L...

  5. 20 CFR 626.1 - Scope and purpose of the Job Training Partnership Act.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Scope and purpose of the Job Training... LABOR INTRODUCTION TO THE REGULATIONS UNDER THE JOB TRAINING PARTNERSHIP ACT § 626.1 Scope and purpose of the Job Training Partnership Act. It is the purpose of the Job Training Partnership Act (JTPA or...

  6. 76 FR 18375 - Small Business Jobs Act: Eligible Loans for 504 Loan Program Debt Refinancing

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-04-04

    ... SMALL BUSINESS ADMINISTRATION 13 CFR Part 120 Small Business Jobs Act: Eligible Loans for 504 Loan... for debt refinancing under the Small Business Jobs Act. DATES: Effective Date: This document is... refinancing program authorized by the Small Business Jobs Act (Jobs Act), Public Law 111-240, 124 Stat. 2504...

  7. 20 CFR 626.2 - Format of the Job Training Partnership Act regulations.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Format of the Job Training Partnership Act regulations. 626.2 Section 626.2 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR INTRODUCTION TO THE REGULATIONS UNDER THE JOB TRAINING PARTNERSHIP ACT § 626.2 Format of the Job...

  8. Marketing the Job Training Partnership Act.

    ERIC Educational Resources Information Center

    Markowicz, Arlene, Ed.; And Others

    1984-01-01

    This quarterly contains 11 bulletins that profile marketing campaigns for the Job Training Partnership Act (JTPA) that have been implemented successfully in local programs throughout the United States. For each program, the description provides information on the operator, funding, results, time span, background, marketing/public relations…

  9. 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...

  10. 76 FR 63151 - Small Business Jobs Act: 504 Loan Program Debt Refinancing

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-10-12

    ... SMALL BUSINESS ADMINISTRATION 13 CFR Part 120 RIN 3245-AG17 Small Business Jobs Act: 504 Loan Program Debt Refinancing AGENCY: U.S. Small Business Administration. ACTION: Final rule. SUMMARY: This rule finalizes the interim final rule that implemented section 1122 of the Small Business Jobs Act of...

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

    ERIC Educational Resources Information Center

    Lozada-Larsen, Susana R.

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

  12. 76 FR 26948 - Small Business Jobs Act Tour: Selected Provisions Having an Effect on Government Contracting

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-05-10

    ...] Small Business Jobs Act Tour: Selected Provisions Having an Effect on Government Contracting AGENCY: U.S... series of public meetings on the implementation of provisions of the Small Business Jobs Act of 2010... INFORMATION CONTACT: Richard L. Miller, Small Business Job's Act Tour-Office of Government Contracting and...

  13. Rural Job Creation--A Study of CETA Linkage with Economic Development.

    ERIC Educational Resources Information Center

    Bruno, A. Lee; Wright, L. M., Jr.

    This study examines how jobs are created in rural areas by or with the help of Comprehensive Employment and Training Act (CETA) programs involved with local economic development activities. It consists of five chapters. Chapter 1 reviews literature pertinent to the historical perspective and key elements of economic development, economic…

  14. Job satisfaction and depression in the Spanish Society of Periodontology and Research (SEPA) members, and their relation to the burnout syndrome. Creation of a structural model.

    PubMed

    Reyes-Torres, Mercedes; Ríos-Santos, José-Vicente; López-Jiménez, Ana; Herrero-Climent, Mariano; Bullón, Pedro

    2012-09-01

    This study is aimed at getting to know the existing relationship between the dimensions of the burnout syndrome and job satisfaction, on one hand, and depressive feelings on the other through the creation of a structural model aimed at relating all these concepts on a sample of Spanish periodontists. The initial sample comprised 284 individuals, who represented 20% of the members of the Spanish Society of Periodontology and Research (www.SEPA.es). These individuals were chosen randomly by means of stratified sampling with proportional affixation by their autonomous community of residence. All participants were sent by post the MBI, CET and job-satisfaction questionnaires. The software package used for data analysis was LISREL v. 8.7 by checking models of structural equations so as to prove the proposed model's adjustment. The total number of answered questionnaires was 170 (59.85%). A positive relation was observed between emotional tiredness and depersonalization and depression. However, this dimension correlated negatively with job satisfaction and self-realization. The obtained results show that, in this sample of periodontists, job satisfaction acts as a modulator in the transition from emotional tiredness to depression.

  15. 75 FR 17771 - Comment Request for Information Collection for Jobs for Veterans Act Priority of Service...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-04-07

    .... Affected Public: Administrators of qualified job training programs, as defined in the Jobs for Veterans Act... DEPARTMENT OF LABOR Comment Request for Information Collection for Jobs for Veterans Act Priority... Training Administration. ACTION: Notice. SUMMARY: The Department of Labor, as part of its continuing effort...

  16. Education & The American Jobs Act: Creating Jobs through Investments in Our Nation's Schools

    ERIC Educational Resources Information Center

    Executive Office of the President, 2011

    2011-01-01

    On September 8, 2011, the President proposed the American Jobs Act to Congress, including investments of $25 billion to renovate and modernize at least 35,000 of America's public schools; $5 billion to upgrade infrastructure at America's community colleges; and $30 billion to keep hundreds of thousands of educators in the classroom. This report…

  17. Direct Job Creation in the Public Sector. Evaluation of National Experience in Canada, Denmark, Norway, United Kingdom, United States.

    ERIC Educational Resources Information Center

    Organisation for Economic Cooperation and Development, Paris (France).

    This report examines selected public sector direct job creation schemes that were in operation in 1977-1978 in Canada, Denmark, Norway, the United Kingdom, and the United States. Based on responses to a questionnaire and discussions with officials in the five countries, the information presented in the report is not intended to evaluate any one…

  18. Concerns within the Job Training Community over Labor's Ability to Implement the Job Training Partnership Act.

    ERIC Educational Resources Information Center

    General Accounting Office, Washington, DC. Div. of Human Resources.

    A study examined the role of the U.S. Department of Labor in implementing the Job Training Partnership Act (JTPA). Staff from the General Accounting Office (GAO) interviewed officials from the Employment and Training Administration (ETA) and Office of Inspector General (OIG); ETA regional officials in four cities; state JTPA officials in five…

  19. Federal Agencies' Implementation of the 1983 Emergency Jobs Appropriations Act.

    ERIC Educational Resources Information Center

    Comptroller General of the U.S., Washington, DC.

    A formal review was conducted to assess the efforts made by federal agencies to implement the 1983 Emergency Jobs Appropriations Act (EJAA). (The EJAA provided emergency supplemental appropriations to provide productive employment for jobless Americans, to hasten or initiate federal projects and construction of lasting value to the nation, and to…

  20. The importance of person-centred care and co-creation of care for the well-being and job satisfaction of professionals working with people with intellectual disabilities.

    PubMed

    van der Meer, Leontine; Nieboer, Anna Petra; Finkenflügel, Harry; Cramm, Jane Murray

    2018-03-01

    Person-centred care and co-creation of care (productive interactions between clients and professionals) are expected to lead to better outcomes for clients. Professionals play a prominent role in the care of people with intellectual disabilities at residential care facilities. Thus, person-centred care and co-creation of care may be argued to lead to better outcomes for professionals as well. This study aimed to identify relationships of person-centred care and co-creation of care with the well-being and job satisfaction of professionals working with people with intellectual disabilities (PWID). A cross-sectional survey was conducted in 2015 among professionals working at a disability care organisation in the Netherlands. All 1146 professionals involved in the care of people with intellectual disabilities who required 24-hours care were invited to participate. The response rate was 41% (n = 466). Most respondents (87%) were female, and the mean age was 42.8 ± 11.5 years (22-65). The majority of respondents (70%) worked ≥22 hours per week and had worked for the organisation for ≥5 years (88%). Most of the respondents (76.8%) were direct care workers either in residential homes (59.3%) or in day activities (17.5%). After controlling for background variables, person-centred care and co-creation of care were associated positively with job satisfaction and well-being of professionals. The provision of person-centred care and co-creation of care may lead to better well-being and job satisfaction among professionals working with PWID. This finding is important, as such professionals often experience significant levels of work stress and burnout. © 2017 The Authors. Scandinavian Journal of Caring Sciences published by John Wiley & Sons Ltd on behalf of Nordic College of Caring Science.

  1. 13 CFR 120.861 - Job creation or retention.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... Project must create or retain one Job Opportunity per an amount of 504 loan funding that will be specified by SBA from time to time in a Federal Register notice. Such Job Opportunity average remains in effect...

  2. 13 CFR 120.861 - Job creation or retention.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... Project must create or retain one Job Opportunity per an amount of 504 loan funding that will be specified by SBA from time to time in a Federal Register notice. Such Job Opportunity average remains in effect...

  3. 13 CFR 120.861 - Job creation or retention.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Project must create or retain one Job Opportunity per an amount of 504 loan funding that will be specified by SBA from time to time in a Federal Register notice. Such Job Opportunity average remains in effect...

  4. 13 CFR 120.861 - Job creation or retention.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Project must create or retain one Job Opportunity per an amount of 504 loan funding that will be specified by SBA from time to time in a Federal Register notice. Such Job Opportunity average remains in effect...

  5. 13 CFR 120.861 - Job creation or retention.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... Project must create or retain one Job Opportunity per an amount of 504 loan funding that will be specified by SBA from time to time in a Federal Register notice. Such Job Opportunity average remains in effect...

  6. 77 FR 50481 - Development of Programmatic Requirements for the State and Local Implementation Grant Program To...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-08-21

    ... the Middle Class Tax Relief and Job Creation Act of 2012 (Act). The Notice describes the programmatic... Tax Relief and Job Creation Act of 2012 (Act).\\1\\ The Act meets a long-standing priority of the Obama... will help them to do their jobs more safely and effectively. \\1\\ Middle Class Tax Relief and Job...

  7. TIGER Grants for Job Creation Act

    THOMAS, 113th Congress

    Rep. Waters, Maxine [D-CA-43

    2013-03-13

    House - 03/13/2013 Referred to the Committee on Appropriations, and in addition to the Committee on the Budget, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

  8. Coastal Jobs Creation Act of 2010

    THOMAS, 111th Congress

    Sen. Snowe, Olympia J. [R-ME

    2010-06-24

    Senate - 06/24/2010 Read twice and referred to the Committee on Commerce, Science, and Transportation. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

  9. Community Job Initiatives: Readiness, Training, Creation and Retention.

    ERIC Educational Resources Information Center

    Shabecoff, Alice; And Others

    1993-01-01

    A community-based approach can excel at putting people back to work. The community-based strategy for helping people find and keep jobs needs to provide comprehensive and integrated services. Collaboration is likely to be the most practical means to round up those services. Community groups usually have a dual purpose in pursuing a jobs program:…

  10. It's My Job: Job Descriptions for Over 30 Camp Jobs.

    ERIC Educational Resources Information Center

    Klein, Edie

    This book was created to assist youth-camp directors define their camp jobs to improve employee performance assessment, training, and hiring. The book, aimed at clarifying issues in fair-hiring practices required by the 1990 Americans with Disabilities Act (ADA), includes the descriptions of 31 jobs. Each description includes the job's minimum…

  11. Community Jobs Outcomes Assessment & Program Evaluation.

    ERIC Educational Resources Information Center

    Case, Annette; Burchfield, Erin; Sommers, Paul

    Unemployment wage data were evaluated to assess employment, job retention, and wage progression for graduates of Community Jobs (CJ), a short-term public job creation program for the hard to employ in the state of Washington. The following were among the findings: (1) 66% of all participants were employed after graduating from CJ; (2) 53% were…

  12. The Job Training Partnership Act and Computer-Assisted Instruction. Research Report 88-13.

    ERIC Educational Resources Information Center

    Education Turnkey Systems, Inc., Falls Church, VA.

    A study sought to (1) determine the current and potential instructional application of computers in Job Training Partnership Act (JTPA) Titles II, III, and IV programs; and (2) present policy options that would increase the effective use of this technology in employment and training programs. Research methodology involved conducting an assessment…

  13. EEO Implications of Job Analyses.

    ERIC Educational Resources Information Center

    Lacy, D. Patrick, Jr.

    1979-01-01

    Discusses job analyses as they relate to the requirements of Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, and the Rehabilitation Act of 1973. Argues that job analyses can establish the job-relatedness of entrance requirements and aid in defenses against charges of discrimination. Journal availability: see EA 511 615.

  14. Financial obligations and economic barriers to antiretroviral therapy experienced by HIV-positive women who participated in a job-creation programme in northern Uganda.

    PubMed

    Dovel, Kathryn; Thomson, Kallie

    2016-01-01

    Economic costs are commonly cited as barriers to women's use of antiretroviral therapy (ART) in sub-Saharan Africa; however, little is known about how changes in women's income influence economic barriers to care. We analysed in-depth interviews with 17 HIV-positive women who participated in a job-creation programme in northern Uganda and two key informant interviews with programme staff to examine lingering economic barriers to care experienced after programme enrollment. We found that participants continued to experience economic barriers even after receiving a steady income and improving their economic status. Two themes emerged: first, limited resources in health facilities (e.g. drug and staff shortages) led participants to view ART utilisation as a primarily economic endeavour where clients made informal payments for prompter service or sought treatment in private facilities where ART was readily available; second, increased economic status among participants increased expectations of economic reciprocity among participants' social networks. Financial obligations often manifested themselves in the form of caring for additional dependents, limiting the resources women could allocate toward their HIV treatment. When paired with limited resources in health facilities, increased financial obligations perpetuated the economic barriers experienced by participants. Job-creation programmes should consider how health institutions interact with participants' financial obligations to influence women's access to HIV services.

  15. Small Business Job Creation Act of 2010

    THOMAS, 111th Congress

    Sen. Snowe, Olympia J. [R-ME

    2010-03-10

    Senate - 03/10/2010 Read twice and referred to the Committee on Finance. (All Actions) Notes: For further action, see H.R.5297, which became Public Law 111-240 on 9/27/2010. Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

  16. Job Creation Through Entrepreneurship Act of 2009

    THOMAS, 111th Congress

    Rep. Shuler, Heath [D-NC-11

    2009-05-12

    Senate - 05/21/2009 Received in the Senate and Read twice and referred to the Committee on Small Business and Entrepreneurship. (All Actions) Tracker: This bill has the status Passed HouseHere are the steps for Status of Legislation:

  17. Pipeline Revolving Fund and Job Creation Act

    THOMAS, 113th Congress

    Sen. Markey, Edward J. [D-MA

    2013-11-21

    Senate - 11/21/2013 Read twice and referred to the Committee on Commerce, Science, and Transportation. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

  18. Jobs Analysis | Energy Analysis | NREL

    Science.gov Websites

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

  19. Job Corps Amendments of 1984. Hearing before the Committee on Labor and Human Resources, United States Senate, Ninety-Eighth Congress, Second Session on S. 2111, to Amend Part B of Title IV of the Job Training Partnership Act, to Strengthen the Job Corps Program.

    ERIC Educational Resources Information Center

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

    This Congressional report contains testimony pertaining to amending the Job Training Partnership Act (JTPA) to strengthen the Job Corps Program. The primary focus of the hearing was on the current adequacy and future potential of the Job Corps' vocational and basic education programs, facilities and equipment, residential living and enrichment…

  20. 20 CFR 670.992 - How does Job Corps ensure that centers or other service providers comply with the Act and the WIA...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false How does Job Corps ensure that centers or...' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management Provisions § 670.992 How does Job Corps ensure that...

  1. Financial obligations and economic barriers to antiretroviral therapy experienced by HIV positive women who participated in a job-creation programme in northern Uganda

    PubMed Central

    Dovel, Kathryn; Thompson, Kallie

    2016-01-01

    Economic costs are commonly cited as barriers to women’s use of antiretroviral therapy (ART) in sub-Saharan Africa; however, little is known about how changes in women’s income influence economic barriers to care. We analysed in-depth interviews with 17 HIV positive women who participated in a job-creation programme in northern Uganda and two key informant interviews with programme staff to examine lingering economic barriers to care experienced after programme enrolment. We found that participants continued to experience economic barriers even after receiving steady a income and improving their economic status. Two themes emerged: first, limited resources in health facilities (e.g., drug and staff shortages) led participants to view ART utilisation as a primarily economic endeavour where clients made informal payments for prompter services or sought treatment in private facilities where ART was readily available; second, increased economic status also increased expectations of economic reciprocity among participants’ social networks. Financial obligations often manifested in the form of caring for additional dependents, limiting the resources women could allocate toward their HIV treatment. When paired with limited resources in health facilities, increased financial obligations perpetuated the economic barriers to care experienced by participants. Job-creation programmes should consider how health institutions interact with participants’ financial obligations to influence women’s access to HIV services. PMID:26652011

  2. 45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... Program Design and Operations § 287.130 Can NEW Program activities include job market assessments, job...-sufficiency of program participants; (6) Surveys to collect information regarding client characteristics; and...

  3. 45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... Program Design and Operations § 287.130 Can NEW Program activities include job market assessments, job...-sufficiency of program participants; (6) Surveys to collect information regarding client characteristics; and...

  4. Analysis of Selected Provisions of the Domestic Manufacturing and Energy Jobs Act of 2010

    EIA Publications

    2010-01-01

    This report responds to a letter dated August 16, 2010, from Janice Mays, Staff Director of the U.S. House of Representatives' Committee on Ways and Means, requesting that the U.S. Energy Information Administration (EIA) analyze several provisions included in the July 26, 2010, discussion draft of the Domestic Manufacturing and Energy Jobs Act of 2010.

  5. Supporting Active Mobility and Green Jobs through the Promotion of Cycling.

    PubMed

    Scotini, Rodrigo; Skinner, Ian; Racioppi, Francesca; Fusé, Virginia; Bertucci, Jonas de Oliveira; Tsutsumi, Rie

    2017-12-19

    This article is a summary of the main findings of the study "Riding towards the green economy: cycling and green jobs", which was developed in the context of the Transport, Health and Environment pan-European Programme (THE PEP). It builds on previous work under THE PEP, which demonstrated the job creation potential of cycling and of green and healthy transport more generally. The report summarized in this article collected data on jobs associated with cycling directly from city authorities and analysed these to re-assess previous estimates of the job creation potential of cycling. It concluded that the number of cycling-related jobs in the pan-European Region could increase by 435,000 in selected major cities if they increased their cycling share to that of the Danish capital Copenhagen. The implications and potential role of municipal and sub-national authorities in facilitating cycling while supporting economic development are then discussed. These findings indicate that investment in policies that promote cycling could deliver not only important benefits for health, the environment and the quality of urban life, but could also contribute to a sizable creation of job opportunities. Authorities need to be proactive in promoting cycling in order to deliver these benefits.

  6. 45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... Program Design and Operations § 287.130 Can NEW Program activities include job market assessments, job...) Communication with any training, research, or educational agencies that have produced economic development plans...-sufficiency of program participants; (6) Surveys to collect information regarding client characteristics; and...

  7. 45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... Program Design and Operations § 287.130 Can NEW Program activities include job market assessments, job...) Communication with any training, research, or educational agencies that have produced economic development plans...-sufficiency of program participants; (6) Surveys to collect information regarding client characteristics; and...

  8. 45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... Program Design and Operations § 287.130 Can NEW Program activities include job market assessments, job...) Communication with any training, research, or educational agencies that have produced economic development plans...-sufficiency of program participants; (6) Surveys to collect information regarding client characteristics; and...

  9. The Job Training Partnership Act. Abuse of On-the-Job Training and Other Contracting Is an Ongoing Problem. Testimony before the Subcommittee on Employment and Housing, Committee on Government Operations, House of Representatives.

    ERIC Educational Resources Information Center

    Crawford, Clarence C.

    This document contains a summary of the statement of Clarence C. Crawford, Associate Director, Education and Employment Issues, Human Resources Division of the U.S. General Accounting Office. The Job Training Partnership Act (JTPA) provides on-the-job training (OJT). Under OJT arrangements, employers provide training in a particular occupation for…

  10. A Comparison of Parameter Study Creation and Job Submission Tools

    NASA Technical Reports Server (NTRS)

    DeVivo, Adrian; Yarrow, Maurice; McCann, Karen M.; Biegel, Bryan (Technical Monitor)

    2001-01-01

    We consider the differences between the available general purpose parameter study and job submission tools. These tools necessarily share many features, but frequently with differences in the way they are designed and implemented For this class of features, we will only briefly outline the essential differences. However we will focus on the unique features which distinguish the ILab parameter study and job submission tool from other packages, and which make the ILab tool easier and more suitable for use in our research and engineering environment.

  11. 76 FR 16703 - Small Business Jobs Act Tour: Selected Provisions Having an Effect on Government Contracting

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-03-25

    ... or cooperative research and development set aside for small business concerns shall be deemed an... SMALL BUSINESS ADMINISTRATION 13 CFR Parts 121, 124, 125, 126, and 127 [Docket No. SBA-2011-0006] Small Business Jobs Act Tour: Selected Provisions Having an Effect on Government Contracting AGENCY: U.S...

  12. Comparison between photon annihilation-then-creation and photon creation-then-annihilation thermal states: Non-classical and non-Gaussian properties

    NASA Astrophysics Data System (ADS)

    Xu, Xue-Xiang; Yuan, Hong-Chun; Wang, Yan

    2014-07-01

    We investigate the nonclassical properties of arbitrary number photon annihilation-then-creation operation (AC) and creation-then-annihilation operation (CA) to the thermal state (TS), whose normalization factors are related to the polylogarithm function. Then we compare their quantum characters, such as photon number distribution, average photon number, Mandel Q-parameter, purity and the Wigner function. Because of the noncommutativity between the annihilation operator and the creation operator, the ACTS and the CATS have different nonclassical properties. It is found that nonclassical properties are exhibited more strongly after AC than after CA. In addition we also examine their non-Gaussianity. The result shows that the ACTS can present a slightly bigger non-Gaussianity than the CATS.

  13. Implications of the 2017 Tax Cuts and Jobs Act for Public Health.

    PubMed

    Glied, Sherry

    2018-06-01

    The recently passed Tax Cuts and Jobs Act will reduce total federal revenues by about 4% between 2018 and 2027. The law makes multiple changes to the taxation of individuals and corporations. It also repeals the Affordable Care Act's (ACA's) individual mandate penalties, which will erase some of the gains in insurance coverage achieved since implementation of the ACA's coverage expansions. The resulting increases in rates of uninsurance will likely lead to increased uncompensated care and deflect hospitals and health departments from addressing other prevention and public health needs. In addition, the law is expected to lead to substantial increases in the federal debt and, consequently, to calls for reductions in spending on entitlement programs, particularly Medicare, and on discretionary programs, including public health. Many other provisions of the law could also have second-order effects on public health.

  14. Supporting Active Mobility and Green Jobs through the Promotion of Cycling

    PubMed Central

    Scotini, Rodrigo; Skinner, Ian; Racioppi, Francesca; Fusé, Virginia; Bertucci, Jonas de Oliveira; Tsutsumi, Rie

    2017-01-01

    This article is a summary of the main findings of the study “Riding towards the green economy: cycling and green jobs”, which was developed in the context of the Transport, Health and Environment pan-European Programme (THE PEP). It builds on previous work under THE PEP, which demonstrated the job creation potential of cycling and of green and healthy transport more generally. The report summarized in this article collected data on jobs associated with cycling directly from city authorities and analysed these to re-assess previous estimates of the job creation potential of cycling. It concluded that the number of cycling-related jobs in the pan-European Region could increase by 435,000 in selected major cities if they increased their cycling share to that of the Danish capital Copenhagen. The implications and potential role of municipal and sub-national authorities in facilitating cycling while supporting economic development are then discussed. These findings indicate that investment in policies that promote cycling could deliver not only important benefits for health, the environment and the quality of urban life, but could also contribute to a sizable creation of job opportunities. Authorities need to be proactive in promoting cycling in order to deliver these benefits. PMID:29257121

  15. Job Creation and Regulatory Freeze Act of 2011

    THOMAS, 112th Congress

    Rep. Griffin, Tim [R-AR-2

    2011-10-13

    House - 11/02/2011 Referred to the Subcommittee on Regulatory Affairs, Stimulus Oversight and Government Spending . (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

  16. American Job Creation and Strategic Alliances LNG Act

    THOMAS, 113th Congress

    Sen. Udall, Mark [D-CO

    2014-03-05

    Senate - 03/05/2014 Read twice and referred to the Committee on Banking, Housing, and Urban Affairs. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

  17. Job Creation and Tax Cuts Act of 2010

    THOMAS, 111th Congress

    Sen. Baucus, Max [D-MT

    2010-09-16

    Senate - 09/20/2010 Read the second time. Placed on Senate Legislative Calendar under General Orders. Calendar No. 572. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

  18. Employees, Careers, and Job Creation: Developing Growth-Oriented Human Resource Strategies and Programs. First Edition. A Joint Publication in the Jossey-Bass Management Series and the Jossey-Bass Social and Behavioral Science Series.

    ERIC Educational Resources Information Center

    London, Manuel, Ed.

    The 13 chapters in this volume detail how industrial and organizational psychologists, human resource professionals, and consultants have created innovative human resource development and training programs. "Employee Development and Job Creation" (Jennifer Jarratt, Joseph F. Coates) looks at several trends that have important consequences for…

  19. Improving Job Opportunities for Low-Income People: The Hope of the Workforce Investment Act of 1998.

    ERIC Educational Resources Information Center

    Beaulieu, Lionel J.

    1999-01-01

    The Workforce Investment Act of 1998 (WIA) makes it possible to build human capital resources by providing employment services and training to youth and adult dislocated workers. Such services are particularly needed in the rural South, where those affected by welfare reform have few job skills or educational credentials. WIA calls for the…

  20. Private Industry Councils: Examining Their Mission under the Job Training Partnership Act. Special Report Number 35.

    ERIC Educational Resources Information Center

    National Commission for Employment Policy (DOL), Washington, DC.

    A number of findings and recommendations regarding the mission of Private Industry Councils (PICs) under the Job Training Partnership ACT (JTPA) were developed based on information collected in several ways: a focus group of PICs, roundtable discussions held nationwide with staff from nearly 100 PICs in 45 states, and canvasses of more than 200…

  1. 10 CFR 1.1 - Creation and authority.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 10 Energy 1 2010-01-01 2010-01-01 false Creation and authority. 1.1 Section 1.1 Energy NUCLEAR REGULATORY COMMISSION STATEMENT OF ORGANIZATION AND GENERAL INFORMATION Introduction § 1.1 Creation and authority. (a) The Nuclear Regulatory Commission was established by the Energy Reorganization Act of 1974...

  2. 10 CFR 1.1 - Creation and authority.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 10 Energy 1 2011-01-01 2011-01-01 false Creation and authority. 1.1 Section 1.1 Energy NUCLEAR REGULATORY COMMISSION STATEMENT OF ORGANIZATION AND GENERAL INFORMATION Introduction § 1.1 Creation and authority. (a) The Nuclear Regulatory Commission was established by the Energy Reorganization Act of 1974...

  3. 10 CFR 1.1 - Creation and authority.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 10 Energy 1 2013-01-01 2013-01-01 false Creation and authority. 1.1 Section 1.1 Energy NUCLEAR REGULATORY COMMISSION STATEMENT OF ORGANIZATION AND GENERAL INFORMATION Introduction § 1.1 Creation and authority. (a) The Nuclear Regulatory Commission was established by the Energy Reorganization Act of 1974...

  4. 10 CFR 1.1 - Creation and authority.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 10 Energy 1 2014-01-01 2014-01-01 false Creation and authority. 1.1 Section 1.1 Energy NUCLEAR REGULATORY COMMISSION STATEMENT OF ORGANIZATION AND GENERAL INFORMATION Introduction § 1.1 Creation and authority. (a) The Nuclear Regulatory Commission was established by the Energy Reorganization Act of 1974...

  5. 10 CFR 1.1 - Creation and authority.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 1 2012-01-01 2012-01-01 false Creation and authority. 1.1 Section 1.1 Energy NUCLEAR REGULATORY COMMISSION STATEMENT OF ORGANIZATION AND GENERAL INFORMATION Introduction § 1.1 Creation and authority. (a) The Nuclear Regulatory Commission was established by the Energy Reorganization Act of 1974...

  6. Job mobility among parents of children with chronic health conditions: Early effects of the 2010 Affordable Care Act.

    PubMed

    Chatterji, Pinka; Brandon, Peter; Markowitz, Sara

    2016-07-01

    We examine the effects of the 2010 Patient Protection and Affordable Care Act's (ACA) prohibition of preexisting conditions exclusions for children on job mobility among parents. We use a difference-in-difference approach, comparing pre-post policy changes in job mobility among privately-insured parents of children with chronic health conditions vs. privately-insured parents of healthy children. Data come from the 2004 and 2008 Survey of Income and Program Participation (SIPP). Among married fathers, the policy change is associated with about a 0.7 percentage point, or 35 percent increase, in the likelihood of leaving an employer voluntarily. We find no evidence that the policy change affected job mobility among married and unmarried mothers. Copyright © 2016 Elsevier B.V. All rights reserved.

  7. 20 CFR 628.535 - Limitations on job search assistance.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Limitations on job search assistance. 628.535... UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT Program Design Requirements for Programs Under Title II of the Job Training Partnership Act § 628.535 Limitations on job search assistance. (a) General...

  8. 20 CFR 628.535 - Limitations on job search assistance.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Limitations on job search assistance. 628.535... UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT Program Design Requirements for Programs Under Title II of the Job Training Partnership Act § 628.535 Limitations on job search assistance. (a) General...

  9. Jobs for JOBS: Toward a Work-Based Welfare System. Occasional Paper 1993-1.

    ERIC Educational Resources Information Center

    Levitan, Sar A.; Gallo, Frank

    The Job Opportunities and Basic Skills (JOBS) program, a component of the 1988 Family Support Act, emphasizes education and occupational training for welfare recipients, but it has not provided sufficient corrective measures to promote work among recipients of Aid for Families with Dependent Children (AFDC). The most serious deficiency of JOBS is…

  10. Job Creation in Rural Areas: A Select Annotated Bibliography.

    ERIC Educational Resources Information Center

    Pankratz, John

    1989-01-01

    This annotated bibliography is designed to assist rural leaders seeking ways to effectively structure successful job development projects in their communities. The 120 entries are listed in the main body alphabetically by author, and are grouped in the index into categories reflecting Thomas's "seven hallmarks of successful rural development": (1)…

  11. 76 FR 23543 - The Jobs and Innovation Accelerator Challenge; a Coordinated Initiative To Advance Regional...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-04-27

    ... Jobs and Innovation Accelerator Challenge; a Coordinated Initiative To Advance Regional Competitiveness... Obama Administration announces the Jobs and Innovation Accelerator Challenge (Accelerator Challenge), an initiative of 16 Federal agencies and bureaus to accelerate innovation-fueled job creation and economic...

  12. Integrating Photovoltaic Systems into Low-Income Housing Developments: A Case Study on the Creation of a New Residential Financing Model and Low-Income Resident Job Training Program, September 2011 (Brochure)

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

    Dean, J.; Smith-Dreier, C.; Mekonnen, G.

    2011-09-01

    This case study covers the process of successfully integrating photovoltaic (PV) systems into a low-income housing development in northeast Denver, Colorado, focusing specifically on a new financing model and job training. The Northeast Denver Housing Center (NDHC), working in cooperation with Del Norte Neighborhood Development Corporation, Groundwork Denver, and the National Renewable Energy Laboratory (NREL), was able to finance the PV system installations by blending private equity funding with utility rebates, federal tax credits, and public sector funding. A grant provided by the Governor's Energy Office allowed for the creation of the new financing model. In addition, the program incorporatedmore » an innovative low-income job training program and an energy conservation incentive program.« less

  13. Partnerships in the New Employment and Training System. Survey Report II. Job Training Partnership Act Research Findings.

    ERIC Educational Resources Information Center

    Brady, Elaine

    A study examined the level and type of integration and coordination that exist among local employment and training practitioners and local and state educational agencies and institutions in the delivery of employment and training services as mandated by the Job Training Partnership Act (JTPA). To gather data for the study, researchers conducted…

  14. Job Flows and Labor Dynamics in the U.S. Rust Belt.

    ERIC Educational Resources Information Center

    Faberman, R. Jason

    2002-01-01

    From 1992-2000, high employment and wage growth occurred together with low unemployment in a number of U.S. Rust Belt metropolitan areas. Localities with these characteristics had larger and younger companies in environments with high rates of both job creation and job destruction. (Contains 24 references.) (Author)

  15. 26 CFR 1.6664-2 - Underpayment.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... prior to the amendment to section 6707 by section 816 of the American Jobs Creation Act of 2004 (the Jobs Act), Public Law 108-357 (118 Stat. 1418)). P is the organizer of a section 6111 tax shelter (as in effect prior to the amendment to section 6111 by section 815 of the Jobs Act) who provided...

  16. The Multiplier Effect of the Development of Forest Park Tourism on Employment Creation in China

    ERIC Educational Resources Information Center

    Shuifa, Ke; Chenguang, Pan; Jiahua, Pan; Yan, Zheng; Ying, Zhang

    2011-01-01

    The focus of this article was employment creation by developing forest park tourism industries in China. Analysis of the statistical data and an input-output approach showed that 1 direct job opportunity in tourism industries created 1.15 other job opportunities. In the high, middle, and low scenarios, the total predicted employment in forest park…

  17. Guide to the Job Training Partnership Act. Cumulative Analyses of the Law and Subsequent Policy Issuances. Installment #1.

    ERIC Educational Resources Information Center

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

    This guide is the first in a series of interpretive explanations of the Job Training Partnership Act (JTPA). It is designed to provide practitioners and business leaders involved in state and local employment and training programs with an understanding of how to implement the public-private partnership of JTPA. This first edition does the…

  18. 43 CFR 29.2 - Creation of the Fund.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 43 Public Lands: Interior 1 2014-10-01 2014-10-01 false Creation of the Fund. 29.2 Section 29.2 Public Lands: Interior Office of the Secretary of the Interior TRANS-ALASKA PIPELINE LIABILITY FUND § 29.2 Creation of the Fund. (a) The Trans-Alaska Pipeline Liability Fund (Fund) was created by the Act...

  19. 43 CFR 29.2 - Creation of the Fund.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Creation of the Fund. 29.2 Section 29.2 Public Lands: Interior Office of the Secretary of the Interior TRANS-ALASKA PIPELINE LIABILITY FUND § 29.2 Creation of the Fund. (a) The Trans-Alaska Pipeline Liability Fund (Fund) was created by the Act...

  20. 43 CFR 29.2 - Creation of the Fund.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 43 Public Lands: Interior 1 2011-10-01 2011-10-01 false Creation of the Fund. 29.2 Section 29.2 Public Lands: Interior Office of the Secretary of the Interior TRANS-ALASKA PIPELINE LIABILITY FUND § 29.2 Creation of the Fund. (a) The Trans-Alaska Pipeline Liability Fund (Fund) was created by the Act...

  1. 43 CFR 29.2 - Creation of the Fund.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 43 Public Lands: Interior 1 2012-10-01 2011-10-01 true Creation of the Fund. 29.2 Section 29.2 Public Lands: Interior Office of the Secretary of the Interior TRANS-ALASKA PIPELINE LIABILITY FUND § 29.2 Creation of the Fund. (a) The Trans-Alaska Pipeline Liability Fund (Fund) was created by the Act...

  2. 43 CFR 29.2 - Creation of the Fund.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 43 Public Lands: Interior 1 2013-10-01 2013-10-01 false Creation of the Fund. 29.2 Section 29.2 Public Lands: Interior Office of the Secretary of the Interior TRANS-ALASKA PIPELINE LIABILITY FUND § 29.2 Creation of the Fund. (a) The Trans-Alaska Pipeline Liability Fund (Fund) was created by the Act...

  3. Endangered Species Employment Transition Assistance Act of 1992. Hearing To Amend the Job Training Partnership Act To Establish an Endangered Species Employment Transition Assistance Program, and for Other Purposes, before the Subcommittee on Employment and Productivity of the Committee on Labor and Human Resources. United States Senate, One Hundred Second Congress, Second Session.

    ERIC Educational Resources Information Center

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

    This congressional hearing focuses on the Endangered Species Employment Transition Assistance Act of 1992, which would amend the Job Training Partnership Act to provide job training and supportive services to workers dislocated as a result of enforcement of the Endangered Species Act. Testimony includes statements, articles, publications,…

  4. Joint Select Committee on Job Creation Act of 2011

    THOMAS, 112th Congress

    Sen. Blumenthal, Richard [D-CT

    2011-09-07

    Senate - 09/07/2011 Read twice and referred to the Committee on Rules and Administration. (All Actions) Notes: For further action, see S.365, which became Public Law 112-25 on 8/2/2011. Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

  5. Joint Select Committee on Job Creation Act of 2011

    THOMAS, 112th Congress

    Rep. Larson, John B. [D-CT-1

    2011-09-02

    House - 09/06/2011 Referred to the House Committee on Rules. (All Actions) Notes: For further action, see S.365, which became Public Law 112-25 on 8/2/2011. Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

  6. Small Business Innovation to Job Creation Act of 2010

    THOMAS, 111th Congress

    Sen. Schumer, Charles E. [D-NY

    2010-04-20

    Senate - 04/20/2010 Read twice and referred to the Committee on Small Business and Entrepreneurship. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

  7. Red Tape Reduction and Small Business Job Creation Act

    THOMAS, 112th Congress

    Rep. Griffin, Tim [R-AR-2

    2012-02-17

    Senate - 07/31/2012 Read the second time. Placed on Senate Legislative Calendar under General Orders. Calendar No. 477. (All Actions) Tracker: This bill has the status Passed HouseHere are the steps for Status of Legislation:

  8. Promoting Job Creation and Reducing Small Business Burdens Act

    THOMAS, 113th Congress

    Rep. Fitzpatrick, Michael G. [R-PA-8

    2014-09-08

    Senate - 09/17/2014 Received in the Senate and Read twice and referred to the Committee on Banking, Housing, and Urban Affairs. (All Actions) Tracker: This bill has the status Passed HouseHere are the steps for Status of Legislation:

  9. 20 CFR 628.420 - Job training plan.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Job training plan. 628.420 Section 628.420... THE JOB TRAINING PARTNERSHIP ACT Local Service Delivery System § 628.420 Job training plan. (a) The Governor shall issue instructions and schedules to assure that job training plans and plan modifications...

  10. 20 CFR 628.420 - Job training plan.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Job training plan. 628.420 Section 628.420... THE JOB TRAINING PARTNERSHIP ACT Local Service Delivery System § 628.420 Job training plan. (a) The Governor shall issue instructions and schedules to assure that job training plans and plan modifications...

  11. 20 CFR 628.420 - Job training plan.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job training plan. 628.420 Section 628.420... THE JOB TRAINING PARTNERSHIP ACT Local Service Delivery System § 628.420 Job training plan. (a) The Governor shall issue instructions and schedules to assure that job training plans and plan modifications...

  12. Better Jobs or Working Longer for Less: An Evaluation of the Research of Marvin Kosters and Murray Ross on the Quality of Jobs. [with] There They Go Again: Comments on "The Quality of Jobs: Evidence from Distributions of Annual Earnings and Hourly Wages" by Kosters and Ross (July 1988). Working Paper No. 101.

    ERIC Educational Resources Information Center

    Mishel, Lawrence

    Although nearly 14 million jobs have been added to the economy since 1979, there is strong evidence that job expansion has been purchased at the price of lower wages. A number of studies have confirmed this downside to job creation, the most prominent being a 1986 study by Bluestone and Harrison for the Joint Economic Committee. A recent study…

  13. In every drop a job - On the nexus between Water, Economic Development and Jobs and key role of socio-hydrology for good policy making

    NASA Astrophysics Data System (ADS)

    Uhlenbrook, Stefan; Connor, Rick; Kogacul, Engin

    2016-04-01

    This presentation is based on the main findings of the World Water Development Report (WWDR) 2016 entitled Water and Jobs. It clearly demonstrates the linkage between water, jobs and economic development and the important role socio-hydrology has to play to inform society and support good policy making. Water is an essential component of national and local economies, and is needed to create and maintain jobs across all sectors of the economy. Half of the global workforce is employed in eight water and natural resource-dependent industries: agriculture, forestry, fisheries, energy, resource-intensive manufacturing, recycling, building and transport. Sustainable water management, water infrastructure and access to a safe, reliable and affordable supply of water and adequate sanitation services improve living standards, expand local economies, and lead to the creation of more decent jobs and greater social inclusion. Sustainable water management is also an essential driver of green growth and sustainable development. Conversely, neglecting water issues runs the risk of imposing serious negative impacts on economies, livelihoods and populations with potentially catastrophic and extremely costly results. Unsustainable management of water and other natural resources can cause severe damages to economies and to society, thus reversing many poverty reduction, job creation and hard-won development gains. Addressing the water-jobs nexus, notably through coordinated policies and investments, is therefore a prerequisite to sustainable development in both developed and developing countries and, consequently, addresses directly the Agenda 2030 for Sustainable Developments and the Sustainable Development Goals (SDGs).

  14. 20 CFR 617.49 - Job Search Program.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 3 2014-04-01 2014-04-01 false Job Search Program. 617.49 Section 617.49... FOR WORKERS UNDER THE TRADE ACT OF 1974 Job Search Program § 617.49 Job Search Program. (a) Program... approved job search program (JSP), or have completed a JSP, as a condition for receiving TRA, except where...

  15. 20 CFR 617.49 - Job Search Program.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job Search Program. 617.49 Section 617.49... FOR WORKERS UNDER THE TRADE ACT OF 1974 Job Search Program § 617.49 Job Search Program. (a) Program... approved job search program (JSP), or have completed a JSP, as a condition for receiving TRA, except where...

  16. 20 CFR 617.49 - Job Search Program.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Job Search Program. 617.49 Section 617.49... FOR WORKERS UNDER THE TRADE ACT OF 1974 Job Search Program § 617.49 Job Search Program. (a) Program... approved job search program (JSP), or have completed a JSP, as a condition for receiving TRA, except where...

  17. 20 CFR 617.49 - Job Search Program.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Job Search Program. 617.49 Section 617.49... FOR WORKERS UNDER THE TRADE ACT OF 1974 Job Search Program § 617.49 Job Search Program. (a) Program... approved job search program (JSP), or have completed a JSP, as a condition for receiving TRA, except where...

  18. 20 CFR 617.49 - Job Search Program.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false Job Search Program. 617.49 Section 617.49... FOR WORKERS UNDER THE TRADE ACT OF 1974 Job Search Program § 617.49 Job Search Program. (a) Program... approved job search program (JSP), or have completed a JSP, as a condition for receiving TRA, except where...

  19. Is the Job Training Partnership Act Training Displaced Homemakers? A Technical Report on Services to Displaced Homemakers under JTPA.

    ERIC Educational Resources Information Center

    Spero, Abby

    The Displaced Homemakers Network surveyed its 425 programs in the winter of 1985 to determine the extent and nature of services to displaced homemakers under the Job Training Partnership Act (JTPA). Also sought was information about the barriers to JTPA that kept program operators from bidding successfully for contracts. Finally, the survey…

  20. Quasiparticle pair creation in unstable superflow

    NASA Astrophysics Data System (ADS)

    Elser, Veit

    1995-06-01

    Landau's instability mechanism in superflow is considered with special attention given to the role of nonuniformity in the flow. Linear stability analysis applied to the first in a series of approximate microscopic equations for the superfluid reveals a growth rate for Landau's instability proportional to the shear in the flow. In a quasiparticle description, the shear acts as a source of particle pair creation. The observation of roton-pair creation in experiments with electron bubbles in helium is offered as evidence of this phenomenon.

  1. 20 CFR 638.541 - Job Corps training opportunities.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Job Corps training opportunities. 638.541 Section 638.541 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.541 Job Corps...

  2. 20 CFR 638.541 - Job Corps training opportunities.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Job Corps training opportunities. 638.541 Section 638.541 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.541 Job Corps...

  3. 20 CFR 638.541 - Job Corps training opportunities.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job Corps training opportunities. 638.541 Section 638.541 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.541 Job Corps...

  4. Tracking Job Growth in Private Industry.

    ERIC Educational Resources Information Center

    Greene, Richard

    1982-01-01

    Summarizes the findings and methodology of some of the recent innovative labor market studies in the private sector. Emphasis is placed on the micro-data study of the job creation process at Massachusetts Institute of Technology. Similar studies at the University of California at Berkeley and at the Brookings Institution are also summarized. (CT)

  5. Oversight--Job Training Partnership Act. Hearing before the Subcommittee on Employment and Productivity of the Committee on Labor and Human Resources, United States Senate, Ninety-Eighth Congress, Second Session on Oversight on Problems Encountered in the Implementation of the Job Training Partnership Act (Jackson, Mississippi).

    ERIC Educational Resources Information Center

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

    This Congressional report contains prepared statements presented at a hearing held in Mississippi to assess local and statewide implementation of the Job Training Partnership Act (JTPA). The focus of the hearing was on state-level administration and assessment of the program, strategies for linking education and training systems, and employers and…

  6. The Job Training Partnership Act. Potential for Program Improvements but National Job Training Strategy Needed. Testimony before the Subcommittee on Employment, Housing, and Aviation, Committee on Government Operations, House of Representatives.

    ERIC Educational Resources Information Center

    Crawford, Clarence C.

    This report records the testimony presented by Clarence C. Crawford, Associate Director, Education and Employment Issues, Human Resources, of the General Accounting Office, on the effectiveness of Title IIA of the Job Training Partnership Act (JTPA) in meeting the employment and training needs of economically disadvantaged adults and youth. His…

  7. 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

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

    PubMed Central

    2012-01-01

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

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

    PubMed

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

    2012-12-17

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

  10. 77 FR 74223 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Middle...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-12-13

    ... DEPARTMENT OF LABOR Office of the Secretary Agency Information Collection Activities; Submission for OMB Review; Comment Request; Middle Class Tax Relief and Job Creation Act of 2012 State Monitoring... Creation Act of 2012 State Monitoring,'' to the Office of Management and Budget (OMB) for review and...

  11. 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…

  12. Evaluating Job Training Programs in the United States: Evidence and Explanations. Technical Assistance Report.

    ERIC Educational Resources Information Center

    Grubb, W. Norton

    Recent studies of the effectiveness of the following types of job training programs were reviewed: mainstream job training (Comprehensive Employment and Training Act and Job Training Partnership Act programs); welfare-to-work; experimental; job training for specific population groups; and specific services. Special attention was paid to the…

  13. No Child Left Behind as an Anti-Poverty Measure

    ERIC Educational Resources Information Center

    Anyon, Jean; Greene, Kiersten

    2007-01-01

    This article argues that, although No Child Left Behind (NCLB) is not presented as a jobs policy, the Act does function as a substitute for the creation of decently paying jobs for those who need them. Aimed particularly at the minority poor like its 1965 predecessor, the Elementary and Secondary Education Act, NCLB acts as an anti-poverty program…

  14. Behind the Evolution-Creation Science Controversy.

    ERIC Educational Resources Information Center

    Parker, Franklin

    1982-01-01

    Historical background to Arkansas Act 590, mandating inclusion of creationism in public school curriculum, is given, including the history of antievolution bills, emergence of textbook watchers, and political issues in the law's passage. Suggestions are given for elementary and secondary teachers to become informed and active regarding…

  15. 20 CFR 638.409 - Placement and job development.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Placement and job development. 638.409 Section 638.409 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Enrollment, Transfers, Terminations, and...

  16. 20 CFR 638.409 - Placement and job development.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Placement and job development. 638.409 Section 638.409 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Enrollment, Transfers, Terminations, and...

  17. 20 CFR 638.409 - Placement and job development.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Placement and job development. 638.409 Section 638.409 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Enrollment, Transfers, Terminations, and...

  18. 20 CFR 628.210 - State Job Training Coordinating Council.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false State Job Training Coordinating Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.210 State Job Training Coordinating Council. (a) The Governor shall appoint a State Job Training Coordinating Council (SJTCC) pursuant...

  19. 20 CFR 628.210 - State Job Training Coordinating Council.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false State Job Training Coordinating Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.210 State Job Training Coordinating Council. (a) The Governor shall appoint a State Job Training Coordinating Council (SJTCC) pursuant...

  20. 20 CFR 638.502 - Job Corps basic education program.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Job Corps basic education program. 638.502 Section 638.502 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.502 Job Corps basic...

  1. 20 CFR 628.210 - State Job Training Coordinating Council.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false State Job Training Coordinating Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.210 State Job Training Coordinating Council. (a) The Governor shall appoint a State Job Training Coordinating Council (SJTCC) pursuant...

  2. Job Training Partnership Act: Participants, Services, and Outcomes. Statement before the Committee on Education and Labor, United States House of Representatives.

    ERIC Educational Resources Information Center

    Thompson, Lawrence H.

    The U.S. General Accounting Office studied the characteristics of individual participants in training provided by the Job Training Partnership Act (JTPA), the kinds and intensity of services they received, and the occupations in which they were employed after leaving the program. Visits to 63 randomly selected service delivery areas provided…

  3. 77 FR 71131 - Implementation of the Middle Class Tax Relief and Job Creation Act of 2012; Establishment of a...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-11-29

    ... access to OADEs. Some OADEs are marketers that make autodialed calls on behalf of other entities, e.g... adopts the existing definition in its rules, as set forth in the TCPA context, and defines an ``emergency.... Definitions. As noted above, the Tax Relief Act does not define ``automatic dialing'' or ``robocall...

  4. Implications of the 2017 Tax Cuts and Jobs Act for Public Health

    PubMed Central

    2018-01-01

    The recently passed Tax Cuts and Jobs Act will reduce total federal revenues by about 4% between 2018 and 2027. The law makes multiple changes to the taxation of individuals and corporations. It also repeals the Affordable Care Act’s (ACA’s) individual mandate penalties, which will erase some of the gains in insurance coverage achieved since implementation of the ACA’s coverage expansions. The resulting increases in rates of uninsurance will likely lead to increased uncompensated care and deflect hospitals and health departments from addressing other prevention and public health needs. In addition, the law is expected to lead to substantial increases in the federal debt and, consequently, to calls for reductions in spending on entitlement programs, particularly Medicare, and on discretionary programs, including public health. Many other provisions of the law could also have second-order effects on public health. PMID:29565668

  5. Highway Investment, Job Creation, and Economic Growth Act of 2012

    THOMAS, 112th Congress

    Sen. Baucus, Max [D-MT

    2012-02-27

    Senate - 02/27/2012 Placed on Senate Legislative Calendar under General Orders. Calendar No. 327. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

  6. Building Tomorrow's Workforce: Community Colleges Partner with Industry to Provide Skills for New Job Market

    ERIC Educational Resources Information Center

    Leary, Warren

    2012-01-01

    As the nation, bogged in recession, focuses on job creation and economic growth for relief, attention has turned to education as the key to building a workforce to fill current and future job needs. However, to the surprise of some, much of the discussion involves community colleges, rather than traditional four-year, degree-granting universities…

  7. 20 CFR 627.240 - On-the-job training.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false On-the-job training. 627.240 Section 627.240... PROGRAMS UNDER TITLES I, II, AND III OF THE ACT Program Requirements § 627.240 On-the-job training. (a) General—(1) On-the-job training (OJT) means training by an employer in the private or public sector given...

  8. 20 CFR 627.240 - On-the-job training.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false On-the-job training. 627.240 Section 627.240... PROGRAMS UNDER TITLES I, II, AND III OF THE ACT Program Requirements § 627.240 On-the-job training. (a) General—(1) On-the-job training (OJT) means training by an employer in the private or public sector given...

  9. 20 CFR 627.240 - On-the-job training.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false On-the-job training. 627.240 Section 627.240... PROGRAMS UNDER TITLES I, II, AND III OF THE ACT Program Requirements § 627.240 On-the-job training. (a) General—(1) On-the-job training (OJT) means training by an employer in the private or public sector given...

  10. 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.

  11. The Creation Process in Digital Art

    NASA Astrophysics Data System (ADS)

    Marcos, Adérito Fernandes; Branco, Pedro Sérgio; Zagalo, Nelson Troca

    The process behind the act of the art creation or the creation process has been the subject of much debate and research during the last fifty years at least, even thinking art and beauty has been a subject of analysis already by the ancient Greeks such were Plato or Aristotle. Even though intuitively it is a simple phenomenon, creativity or the human ability to generate innovation (new ideas, concepts, etc.) is in fact quite complex. It has been studied from the perspectives of behavioral and social psychology, cognitive science, artificial intelligence, philosophy, history, design research, digital art, and computational aesthetics, among others. In spite of many years of discussion and research there is no single, authoritative perspective or definition of creativity, i.e., there is no standardized measurement technique. Regarding the development process that supports the intellectual act of creation it is usually described as a procedure where the artist experiments the medium, explores it with one or more techniques, changing shapes, forms, appearances, where beyond time and space, he/she seeks his/her way out to a clearing, i.e., envisages a path from intention to realization. Duchamp in his lecture "The Creative Act" states the artist is never alone with his/her artwork; there is always the spectator that later on will react critically to the work of art. If the artist succeeds in transmitting his/her intentions in terms of a message, emotion or feeling to the spectator then a form of aesthetic osmosis actually takes place through the inert matter (the medium) that enabled this communication or interaction phenomenon to occur. The role of the spectator may become gradually more active by interacting with the artwork itself possibly changing or becoming a part of it [2][4].

  12. 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...

  13. 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...

  14. 20 CFR 670.110 - What is the Job Corps program?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false What is the Job Corps program? 670.110...) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Scope and Purpose § 670.110 What is the Job Corps program? Job Corps is a national program that operates in partnership with States and...

  15. 20 CFR 670.110 - What is the Job Corps program?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 4 2013-04-01 2013-04-01 false What is the Job Corps program? 670.110...) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Scope and Purpose § 670.110 What is the Job Corps program? Job Corps is a national program that operates in partnership with States and...

  16. 20 CFR 670.110 - What is the Job Corps program?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 4 2012-04-01 2012-04-01 false What is the Job Corps program? 670.110...) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Scope and Purpose § 670.110 What is the Job Corps program? Job Corps is a national program that operates in partnership with States and...

  17. 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...

  18. 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...

  19. Employment Creation of Shale Gas Investment in China

    NASA Astrophysics Data System (ADS)

    Wang, Xuecheng; Zhang, Baosheng; Wu, Meiling; Li, Xiang; Lin, Yuying

    2018-01-01

    An ambitious shale gas extraction plan has been proposed. The huge investment of shale gas may put an effect on the whole China’s economy, especially for employment. However, there is few study to date has quantified these effects. The aim of this paper is to quantify these effects especially employment creation and figures out whether shale gas investment in China is a good choice or not. Input-output analysis has been utilized in this study to estimate the employment creation in four different Chinese regions. Our findings show that shale gas investment will result in creating 660000, 370000, 140000 and 58000 equivalent jobs in Sichuan, Chongqing, Inner Mongolia and Guizhou, respectively. Considering the potential risks of environmental issues, we suggest that it may be a better strategy for the government, at least in the current situation, to slow down shale gas development investment.

  20. Analysis of Bilateral Effects between Social Undermining and Co-Creation among University Faculty Members

    ERIC Educational Resources Information Center

    Taherpour, Fatima; Rajaeepour, Saeed; Siadat, Ali; Kazemi, Iraj

    2016-01-01

    Understanding the social undermining is increasing important in organizational literature both because of its relation with job performance and because of its collective cost to individuals and organizations. This article argued that social undermining can effect on co-creation among faculty members. The study adopted a descriptive-correlational…

  1. Safety and You on the Job.

    ERIC Educational Resources Information Center

    West Virginia State Vocational Curriculum Lab., Cedar Lakes.

    Designed to assist instructors to be consistent with the Fair Labor Standards Act, which requires schools to provide safety instruction to students involved in any type of work experience or on-the-job training program, this curriculum guide presents a program to prepare students to perform their job function in a safe and healthy fashion. There…

  2. 20 CFR 670.500 - What services must Job Corps centers provide?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 4 2012-04-01 2012-04-01 false What services must Job Corps centers provide... LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.500 What services must Job Corps centers provide? (a) Job Corps centers must...

  3. 20 CFR 670.500 - What services must Job Corps centers provide?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 4 2013-04-01 2013-04-01 false What services must Job Corps centers provide... LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.500 What services must Job Corps centers provide? (a) Job Corps centers must...

  4. 20 CFR 670.500 - What services must Job Corps centers provide?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false What services must Job Corps centers provide... LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.500 What services must Job Corps centers provide? (a) Job Corps centers must...

  5. 20 CFR 670.500 - What services must Job Corps centers provide?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false What services must Job Corps centers provide... LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.500 What services must Job Corps centers provide? (a) Job Corps centers must provide: (1...

  6. 20 CFR 670.500 - What services must Job Corps centers provide?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What services must Job Corps centers provide... LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.500 What services must Job Corps centers provide? (a) Job Corps centers must provide: (1...

  7. 78 FR 33091 - Limitations on the Filing and Processing of Full Power and Class A Television Station...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-06-03

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

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

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

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

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  10. Implementing the Workforce Investment Act of 1998. A White Paper.

    ERIC Educational Resources Information Center

    Employment and Training Administration (DOL), Washington, DC.

    The Workforce Investment Act represents a total customer-driven overhaul of the U.S. job training system that will help employers obtain needed workers and empower job seekers to obtain the training needed for the jobs they want. The Department of Labor will implement the Workforce Investment Act in cooperation with the Department of Education.…

  11. Job Development and Placement: CETA Program Models.

    ERIC Educational Resources Information Center

    Johnson, Miriam; Sugarman, Marged

    One of a series on Comprehensive Employment and Training Act (CETA) program models, this monograph provides professionals employed in CETA programs with information on how job recruiting and searches take place to help them improve their job placement and development skills. The content is in four sections. The first section briefly covers the…

  12. 20 CFR 670.540 - What is Job Corps' zero tolerance policy?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 4 2012-04-01 2012-04-01 false What is Job Corps' zero tolerance policy? 670... (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.540 What is Job Corps' zero tolerance policy? (a) Each Job Corps center must have a zero...

  13. 20 CFR 670.540 - What is Job Corps' zero tolerance policy?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false What is Job Corps' zero tolerance policy? 670... THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.540 What is Job Corps' zero tolerance policy? (a) Each Job Corps center must have a zero tolerance...

  14. 20 CFR 670.540 - What is Job Corps' zero tolerance policy?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What is Job Corps' zero tolerance policy? 670... THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.540 What is Job Corps' zero tolerance policy? (a) Each Job Corps center must have a zero tolerance...

  15. 20 CFR 670.540 - What is Job Corps' zero tolerance policy?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 4 2013-04-01 2013-04-01 false What is Job Corps' zero tolerance policy? 670... (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.540 What is Job Corps' zero tolerance policy? (a) Each Job Corps center must have a zero...

  16. 20 CFR 670.540 - What is Job Corps' zero tolerance policy?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false What is Job Corps' zero tolerance policy? 670... (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.540 What is Job Corps' zero tolerance policy? (a) Each Job Corps center must have a zero...

  17. Job insecurity and health.

    PubMed

    McDonough, P

    2000-01-01

    As employers respond to new competitive pressures of global capitalism through layoffs and the casualization of labor, job insecurity affects a growing number of workers. It appears to harm mental health, but less is known about its effects on physical health and health behaviors and the mechanisms through which it may act. The prevailing individual-centered conceptualization of job insecurity as the perception of a threat to job continuity precludes systematic investigation of the social patterning of its health effects. Analysis of data from a 1994 Canadian national probability sample of adults determined that high levels of job insecurity lowered self-rated health and increased distress and the use of medications, but had no impact on heavy drinking. The findings support one possible mechanism of action whereby job insecurity reduces feelings of control over one's environment and opportunities for positive self-evaluation; these psychological experiences, in turn, have deleterious health consequences. There is little evidence of social patterning of this relationship by gender, education, household income, age, marital status, and social support at work.

  18. The Emergency Vietnam Veterans Jobs Training Act of 1983. Hearings before the Subcommittee on Education, Training and Employment of the Committee on Veterans' Affairs. House of Representatives, Ninety-Eighth Congress, First Session.

    ERIC Educational Resources Information Center

    Congress of the U.S., Washington, DC. House Committee on Veterans' Affairs.

    These Congressional hearings contain testimony pertinent to the passage of the Emergency Vietnam Veterans Jobs Training Act of 1983, a bill authorizing a two-year emergency job training program for Vietnam veterans. Included among those agencies and organizations represented at the hearings were the following: the National Association of State…

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

  20. The Emergency Veterans' Job Training Act of 1983. Hearing before the Subcommittee on Education, Training and Employment of the Committee on Veterans' Affairs, House of Representatives, Ninety-Eighth Congress, Second Session.

    ERIC Educational Resources Information Center

    Congress of the U.S., Washington, DC. House Committee on Veterans' Affairs.

    This is a congressional hearing to evaluate the administration and effectiveness of Public Law 98-77, the Emergency Veterans' Job Training Act of 1983. (The purpose of the program established by Public Law 98-77 is to create new on-the-job training opportunities for Vietnam-era and Korean conflict veterans by providing incentives for employers to…

  1. 29 CFR 1620.18 - Jobs performed under similar working conditions.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

  2. 29 CFR 1620.18 - Jobs performed under similar working conditions.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  3. 20 CFR 670.110 - What is the Job Corps program?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false What is the Job Corps program? 670.110 Section 670.110 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Scope and Purpose § 670.110 What is the Job Corps...

  4. 20 CFR 670.110 - What is the Job Corps program?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What is the Job Corps program? 670.110 Section 670.110 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Scope and Purpose § 670.110 What is the Job Corps...

  5. 29 CFR 1620.18 - Jobs performed under similar working conditions.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

  6. 29 CFR 1620.18 - Jobs performed under similar working conditions.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  7. 29 CFR 1620.18 - Jobs performed under similar working conditions.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  8. 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…

  9. Hobby or job? Mexican female health workers.

    PubMed

    Harrison, M E

    1994-01-01

    A critical analysis of the role and status of female health workers in the primary health care service (PHC) of the Secretary of Health in the Federal District of Mexico is presented. Women are key workers in the health service; however, since the creation of the PHC service, women appear to have been kept in low-pay, low-status jobs. Data from questionnaires and in-depth interviews with female health workers in the Federal District illustrate the situation. Female health workers' status is determined by the structure and operation of the PHC system; by family and personal needs; by the cultural context of Mexican society; and by the fact that some female health workers view their job as a hobby, placing family considerations above career enhancement.

  10. Fully aligned academic health centers: a model for 21st-century job creation and sustainable economic growth.

    PubMed

    Reece, E Albert; Chrencik, Robert A; Miller, Edward D

    2012-07-01

    Alignment is the degree to which component parts of academic health centers (AHCs) work cohesively. Full alignment allows AHCs to act quickly and cohesively toward common goals and to take advantage of opportunities that present themselves, particularly where collaboration is essential. Maryland's two major AHCs-University of Maryland Medicine (UMM) and Johns Hopkins Medicine (JHM)-have experienced periods of significant misalignment during each of their histories. Their most recent periods of misalignment caused significant negative economic and academic impacts. However, the process of realigning their clinical and research missions has not only given them a renewed economic vigor but has also paid significant dividends for the state of Maryland, helping it weather the current recession much better than other regions of the country. The two AHCs' continued economic success during the recession has led Maryland lawmakers to increasingly seek out their expertise in attempts to stimulate economic development. Indeed, UMM, JHM, and other fully aligned AHCs have shown that they can be powerful economic engines and offer a model of job growth and economic development in the 21st century.

  11. 76 FR 34291 - Submission for OMB Review; Comment Request

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-06-13

    ... by the American Jobs Creation Act of 2004 (Pub. L. 108-357) (Act). These provisions relate to... Retention Credit. Form: 5884-B. Abstract: Form 5884-B, New Hire Retention Credit, was developed to carry out...

  12. Environmental protection, the economy, and jobs: national and regional analyses.

    PubMed

    Bezdek, Roger H; Wendling, Robert M; Diperna, Paula

    2008-01-01

    The relationship between environmental protection (EP), the economy, and jobs has been an issue of harsh contention for decades. Does EP harm the economy and destroy jobs or facilitate economic growth and create jobs? We address this issue by summarizing the results of the Jobs and the Environment Initiative, research funded by nonprofit foundations to quantify the relationship between EP, the economy, and jobs. We estimate the size of the US environmental industry and the numbers of environment-related jobs at the national level and in the states of Florida, Michigan, Minnesota, North Carolina, Ohio, and Wisconsin. This is the first time that such comprehensive, detailed estimates have been developed. Our major finding is that, contrary to conventional wisdom, EP, economic growth, and jobs creation are complementary and compatible: investments in EP create jobs and displace jobs, but the net effect on employment is positive. Second, environment protection has grown rapidly to become a major sales-generating, job-creating industry--$300 billion/year and 5 million jobs in 2003. Third, most of the 5 million jobs created are standard jobs for accountants, engineers, computer analysts, clerks, factory workers, etc., and the classic environmental job (environmental engineer, ecologist, etc.) constitutes only a small portion of the jobs created. Most of the persons employed in the jobs created may not even realize that they owe their livelihood to protecting the environment. Fourth, at the state level, the relationship between environmental policies and economic/job growth is positive, not negative. States can have strong economies and simultaneously protect the environment. Finally, environmental jobs are concentrated in manufacturing and professional, information, scientific, and technical services, and are thus disproportionately the types of jobs all states seek to attract.

  13. Job attitudes and well-being among public vs. private physicians: organizational justice and job control as mediators.

    PubMed

    Heponiemi, Tarja; Kuusio, Hannamaria; Sinervo, Timo; Elovainio, Marko

    2011-08-01

    The present study examined whether there are differences in job-related attitudes and well-being among physicians working in private sector and public sector. In addition, we examined whether psychosocial factors (organizational justice and job control) could mediate these possible differences in different sectors. Cross-sectional survey data from the Finnish Health Professional Study was used. A random sample of Finnish physicians included 1522 women and 1047 men aged 25-65 years. Outcome variables were job satisfaction, organizational commitment, psychological distress, work ability and sleeping problems. Job control and organizational justice were measured using established questionnaires. Series of regression analyses were performed and the mediational effects were tested following the procedures outlined by Baron and Kenny. Physicians working in private sector had higher levels of job satisfaction and organizational commitment and lower levels of psychological distress and sleeping problems when compared with physicians working in public sector. Private physicians also had higher levels of organizational justice, which acted as a mediator behind more positive attitudes and better well-being in private sector. Private physicians had higher levels of job control but it did not act as a mediator. Private physicians feel better than public physicians and this is partly due to higher organizational justice in private sector. Public health care organizations should invest effort to increase the fairness in their organizations and management and pay more attention in improving the well-being of their employees, which could possibly increase the attractiveness of public sector as a career option.

  14. Local Taxes, Schooling, and Jobs in Illinois.

    ERIC Educational Resources Information Center

    Sander, William; Krautmann, Anthony C.

    1991-01-01

    Examines effects of local taxes and schooling on private nonfarm employment growth in Illinois since 1980, assessing educational outcomes determinants (ACT scores, school attendance, and dropout rates). Jobs are negatively affected by property taxes, positively affected by ACT scores, and unaffected by expenditures per pupil. Family background…

  15. Predicting nurses' well-being from job demands and resources: a cross-sectional study of emotional labour.

    PubMed

    Chou, Huei Yin; Hecker, Rob; Martin, Angela

    2012-05-01

    The aim of the present study was to investigate the effects of job demands and resources as well as emotional labour on job satisfaction and emotional exhaustion among nurses. While emotional labour is a construct that has considerable significance in health care as nurses often need to express organizationally desired emotions, little research has investigated the relationships between emotional labour, job demands and resources in the prediction of nurses' well-being. The questionnaire was distributed to 450 registered nurses (RN) working in a teaching hospital in Taiwan during February 2007, of which 240 valid questionnaires were returned and analysed (53.33% response rate). In addition to descriptive statistics and correlation, structural equation modelling (LISREL 8.8) was conducted. The findings showed that the frequency of interacting with difficult patients positively related to surface acting. Perceived organizational support (POS) positively related to deep acting and negatively to surface acting. The results also showed that surface acting related negatively, and deep acting related positively, to job satisfaction. The frequency of interactions with difficult patients related positively to emotional exhaustion, and negatively to job satisfaction. Perceived organizational support related negatively to emotional exhaustion and positively to job satisfaction. The results suggest that job demands, resources and emotional labour can predict nurses' well-being. The results of the present study indicate that nurses' well-being can be predicted by job demands, resources and emotional labour. There is a need to address organizational support and training programmes to enhance job satisfaction and reduce emotional exhaustion among nurses. © 2011 Blackwell Publishing Ltd.

  16. 76 FR 60084 - Extension Request for Collection of Baseline Information for Green Jobs and Health Care Impact...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-09-28

    ... Baseline Information for Green Jobs and Health Care Impact Evaluation of ARRA-Funded Grants AGENCY... the Green Jobs and Health Care American Recovery and Reinvestment Act of 2009 (ARRA or Recovery Act... supports an evaluation of the impacts of the Green Jobs and Health Care (GJHC) training grants. This...

  17. Petroleum Refinery Jobs and Economic Development Impact (JEDI) Model User Reference Guide

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

    Goldberg, Marshall

    The Jobs and Economic Development Impact (JEDI) models, developed through the National Renewable Energy Laboratory (NREL), are user-friendly tools utilized to estimate the economic impacts at the local level of constructing and operating fuel and power generation projects for a range of conventional and renewable energy technologies. The JEDI Petroleum Refinery Model User Reference Guide was developed to assist users in employing and understanding the model. This guide provides information on the model's underlying methodology, as well as the parameters and references used to develop the cost data utilized in the model. This guide also provides basic instruction on modelmore » add-in features, operation of the model, and a discussion of how the results should be interpreted. Based on project-specific inputs from the user, the model estimates job creation, earning and output (total economic activity) for a given petroleum refinery. This includes the direct, indirect and induced economic impacts to the local economy associated with the refinery's construction and operation phases. Project cost and job data used in the model are derived from the most current cost estimations available. Local direct and indirect economic impacts are estimated using economic multipliers derived from IMPLAN software. By determining the regional economic impacts and job creation for a proposed refinery, the JEDI Petroleum Refinery model can be used to field questions about the added value refineries may bring to the local community.« less

  18. Small Business Job Creation and Access to Capital Act of 2009

    THOMAS, 111th Congress

    Sen. Landrieu, Mary L. [D-LA

    2009-12-10

    Senate - 09/29/2010 Placed on Senate Legislative Calendar under General Orders. Calendar No. 634. (All Actions) Notes: For further action, see H.R.5297, which became Public Law 111-240 on 9/27/2010. Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

  19. Small Business Job Creation and Access to Capital Act of 2009

    THOMAS, 111th Congress

    Rep. Abercrombie, Neil [D-HI-1

    2009-12-14

    House - 12/14/2009 Referred to the House Committee on Small Business. (All Actions) Notes: For further action, see H.R.5297, which became Public Law 111-240 on 9/27/2010. Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

  20. Job Sharing: An Alternative to Traditional Employment Patterns.

    ERIC Educational Resources Information Center

    Duttweiler, Robert W.

    Taking the view that job sharing is a positive alternative for workers and employers, this article defines job sharing in broad terms and describes its evolution from the Fair Labor Standards Act of 1938 to the present. The advantages, such as increased productivity, are felt to be impressive, but disadvantages also exist, including significant…

  1. TECHNOLOGICAL CHANGE AND JOB CHANGE. PAPER PRESENTED AT THE INTERNATIONAL CONFERENCE ON AUTOMATION, FULL EMPLOYMENT, AND A BALANCED ECONOMY (ROME, ITALY, JUNE 27, 1967).

    ERIC Educational Resources Information Center

    HABER, WILLIAM

    THIS PAPER SKETCHES RECENT TRENDS AND PROBLEMS THAT HAVE EMERGED IN PUBLIC TRAINING EFFORTS IN THE UNITED STATES DURING THE 1960S. IT CITES SHIFTS IN EMPHASIS FROM TRAINING WORKERS FOR EXISTING JOBS TO REFOCUSING ON YOUTH UNEMPLOYMENT AND TO PREPARING THE HARD-CORE UNEMPLOYED FOR WORK, AND FROM CONCERN WITH JOB TRAINING TO JOB CREATION. IT POINTS…

  2. 20 CFR 670.505 - What types of training must Job Corps centers provide?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false What types of training must Job Corps centers... LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.505 What types of training must Job Corps centers provide? (a) Job Corps centers...

  3. Comprehensive Employment and Training Act of 1973. Job Corps Health Program. A Working Document for Standing Orders. Part 1. Standing Orders for Health Personnel.

    ERIC Educational Resources Information Center

    Employment and Training Administration (DOL), Washington, DC.

    Developed as the first of a two-part supplement to Technical Supplement Q for Standing Orders (TS-Q), this handbook of standing orders was designed to help health personnel at Comprehensive Employment and Training Act (CETA) Job Corps health centers meet the federal requirement that each center have a set of written standing orders on how to…

  4. 20 CFR 631.30 - Designation or creation and functions of a State dislocated worker unit or office, and rapid...

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Designation or creation and functions of a... TRAINING PARTNERSHIP ACT State Administration § 631.30 Designation or creation and functions of a State dislocated worker unit or office, and rapid response assistance. (a) Designation or creation of State...

  5. 20 CFR 631.30 - Designation or creation and functions of a State dislocated worker unit or office, and rapid...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Designation or creation and functions of a... TRAINING PARTNERSHIP ACT State Administration § 631.30 Designation or creation and functions of a State dislocated worker unit or office, and rapid response assistance. (a) Designation or creation of State...

  6. Delivering good service: personal resources, job satisfaction and nurses' 'customer' (patient) orientation.

    PubMed

    Gountas, Sandra; Gountas, John; Soutar, Geoffrey; Mavondo, Felix

    2014-07-01

    To explore the complex relationships between nurses' personal resources, job satisfaction and 'customer' (patient) orientation. Previous research has shown that nursing is highly intensive, emotionally charged work, which affects nurses' job performance and their customer orientation as well as patient or 'customer' satisfaction. This study contributes to the literature by examining how nurses' personal resources relate to their personal satisfaction and customer orientation and the relationships between them. Specifically, this study explores the effects of two facets of emotional labour (deep acting and surface acting), empathic concern, self-efficacy and emotional exhaustion on personal job satisfaction and customer orientation. We also test the moderating effects of inauthenticity and emotional contagion. A quantitative survey. Data were collected through a self-completion questionnaire administered to a sample of 159 Australian nurses, in a public teaching hospital, in 2010. The data were analysed using Partial Least Square analysis. Partial Least Square analysis indicates that the final model is a good fit to the data (Goodness of Fit = 0.51). Deep acting and surface acting have different effects (positive and negative) on job satisfaction and 'customer' orientation, self-efficacy has a positive effect on both and emotional exhaustion has a positive effect on customer orientation and a negative effect on job satisfaction. The moderating effects of emotional contagion and empathic concern, in the final model, are discussed. Understanding the complex interactions between personal resources, job satisfaction and customer orientation helps to increase service providers' (nurses in this study) personal satisfaction and 'customer' orientation particularly in difficult contexts. © 2013 John Wiley & Sons Ltd.

  7. Fully Aligned Academic Health Centers: A Model for 21st-Century Job Creation and Sustainable Economic Growth

    PubMed Central

    Reece, E. Albert; Chrencik, Robert A.; Miller, Edward D.

    2013-01-01

    Alignment is the degree to which component parts of academic health centers (AHCs) work cohesively. Full alignment allows AHCs to act quickly and cohesively toward common goals and to take advantage of opportunities that present themselves, particularly where collaboration is essential. Maryland’s two major AHCs—University of Maryland Medicine (UMM) and Johns Hopkins Medicine (JHM)—have experienced periods of significant misalignment during each of their histories. Their most recent periods of misalignment caused significant negative economic and academic impacts. However, the process of realigning their clinical and research missions has not only given them a renewed economic vigor but has also paid significant dividends for the state of Maryland, helping it weather the current recession much better than other regions of the country. The two AHCs’ continued economic success during the recession has led Maryland lawmakers to increasingly seek out their expertise in attempts to stimulate economic development. Indeed, UMM, JHM, and other fully aligned AHCs have shown that they can be powerful economic engines and offer a model of job growth and economic development in the 21st century. PMID:22622215

  8. 20 CFR 670.130 - What is the role of the Job Corps Director?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What is the role of the Job Corps Director... LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Scope and Purpose § 670.130 What is the role of the Job Corps Director? The Job Corps Director has been delegated the authority to carry...

  9. 20 CFR 670.130 - What is the role of the Job Corps Director?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false What is the role of the Job Corps Director... LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Scope and Purpose § 670.130 What is the role of the Job Corps Director? The Job Corps Director has been delegated the...

  10. 20 CFR 670.130 - What is the role of the Job Corps Director?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 4 2013-04-01 2013-04-01 false What is the role of the Job Corps Director... LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Scope and Purpose § 670.130 What is the role of the Job Corps Director? The Job Corps Director has been delegated the...

  11. Job title of recent bachelor's degree recipients

    NASA Astrophysics Data System (ADS)

    White, Susan C.

    2015-05-01

    Physics bachelor's degree recipients work in all kinds of professions—science writing, medicine, law, history of science, acting, music, healthcare and more. Since very few of these employees have the word "physics" in their job titles, it can be hard for new graduates to know where to look for jobs and how to find other recent physics graduates in the workforce. The American Institute of Physics and the Society of Physics Students joined forces on an NSF-funded grant to create career tools for undergraduate physics students.1 One of the tools available to students in the Careers Toolbox is a listing of common job titles of physics bachelors degree recipients working in various fields; some of the job titles are listed below.

  12. 20 CFR 670.760 - How will Job Corps coordinate with other agencies?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ...) Participant assessment; (3) Pre-employment and work maturity skills training; (4) Work-based learning; (5) Job... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false How will Job Corps coordinate with other... LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Placement and Continued Services § 670...

  13. Forecasting jobs in the supply chain for investments in residential energy efficiency retrofits in Florida

    NASA Astrophysics Data System (ADS)

    Fobair, Richard C., II

    This research presents a model for forecasting the numbers of jobs created in the energy efficiency retrofit (EER) supply chain resulting from an investment in upgrading residential buildings in Florida. This investigation examined material supply chains stretching from mining to project installation for three product types: insulation, windows/doors, and heating, ventilating, and air conditioning (HVAC) systems. Outputs from the model are provided for the project, sales, manufacturing, and mining level. The model utilizes reverse-estimation to forecast the numbers of jobs that result from an investment. Reverse-estimation is a process that deconstructs a total investment into its constituent parts. In this research, an investment is deconstructed into profit, overhead, and hard costs for each level of the supply chain and over multiple iterations of inter-industry exchanges. The model processes an investment amount, the type of work and method of contracting into a prediction of the number of jobs created. The deconstruction process utilizes data from the U.S. Economic Census. At each supply chain level, the cost of labor is reconfigured into full-time equivalent (FTE) jobs (i.e. equivalent to 40 hours per week for 52 weeks) utilizing loaded labor rates and a typical employee mix. The model is sensitive to adjustable variables, such as percentage of work performed per type of product, allocation of worker time per skill level, annual hours for FTE calculations, wage rate, and benefits. This research provides several new insights into job creation. First, it provides definitions that can be used for future research on jobs in supply chains related to energy efficiency. Second, it provides a methodology for future investigators to calculate jobs in a supply chain resulting from an investment in energy efficiency upgrades to a building. The methodology used in this research is unique because it examines gross employment at the sub-industry level for specific

  14. The Americans with Disabilities Act: A Primer for Principals.

    ERIC Educational Resources Information Center

    Shelton, Maria M.

    1993-01-01

    The 1990 Americans with Disabilities Act bars discrimination against handicapped people who are otherwise qualified for a position. To comply, principals should be prepared to identify each job's essential functions, prepare a written description for each job, provide reasonable accommodations, establish job-related qualification standards, and…

  15. 20 CFR 670.400 - Who is eligible to participate in the Job Corps program?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false Who is eligible to participate in the Job..., DEPARTMENT OF LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment... the Job Corps program? To be eligible to participate in the Job Corps, an individual must be: (a) At...

  16. Job Training Partnership Act. Data Collection Efforts and Needs. Briefing Report to the Chairman, Subcommittee on Employment Opportunities, Committee on Education and Labor, House of Representatives.

    ERIC Educational Resources Information Center

    General Accounting Office, Washington, DC. Div. of Human Resources.

    This report describes and evaluates the initial data collection system of the Department of Labor's Job Training Partnership Act (JTPA) and focuses on recently proposed revisions to reporting requirements. Focus is placed on the collection of data on the Title II program for disadvantaged youths and adults. After describing the system generally,…

  17. Jobs, Skills and Incomes in Ghana: How Was Poverty Halved?

    ERIC Educational Resources Information Center

    Nsowah-Nuamah, Nicholas; Teal, Francis; Awoonor-Williams, Moses

    2012-01-01

    On the basis of official statistics, poverty has halved in Ghana over the period from 1991 to 2005. Our objective in this paper is to assess how far this fall was linked to the creation of better paying jobs and the increase in education. We find that earnings rose rapidly in the period from 1998 to 2005, by 64% for men and by 55% for women. While…

  18. Organizational commitment and job satisfaction among nurses in Serbia: a factor analysis.

    PubMed

    Veličković, Vladica M; Višnjić, Aleksandar; Jović, Slađana; Radulović, Olivera; Šargić, Čedomir; Mihajlović, Jovan; Mladenović, Jelena

    2014-01-01

    One of the basic prerequisites of efficient organizational management in health institutions is certainly monitoring and measuring satisfaction of employees and their commitment to the health institution in which they work. The aim of this article was to identify and test factors that may have a predictive effect on job satisfaction and organizational commitment. We conducted a cross-sectional study that included 1,337 nurses from Serbia. Data were analyzed by using exploratory factor analysis, multivariate regressions, and descriptive statistics. The study identified three major factors of organizational commitment: affective commitment, disloyalty, and continuance commitment. The most important predictors of these factors were positive professional identification, extrinsic job satisfaction, and intrinsic job satisfaction (p < .0001). Predictors significantly affecting both job satisfaction and organizational commitment were identified as well; the most important of which was positive professional identification (p < .0001). This study identified the main factors affecting job satisfaction and organizational commitment of nurses, which formed a good basis for the creation of organizational management policy and human resource management policy in health institutions in Serbia. Copyright © 2014 Elsevier Inc. All rights reserved.

  19. 20 CFR 663.700 - What are the requirements for on-the-job training (OJT)?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 4 2013-04-01 2013-04-01 false What are the requirements for on-the-job... INVESTMENT ACT On-the-Job Training (OJT) and Customized Training § 663.700 What are the requirements for on-the-job training (OJT)? (a) On-the-job training (OJT) is defined at WIA section 101(31). OJT is...

  20. 20 CFR 663.700 - What are the requirements for on-the-job training (OJT)?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false What are the requirements for on-the-job... INVESTMENT ACT On-the-Job Training (OJT) and Customized Training § 663.700 What are the requirements for on-the-job training (OJT)? (a) On-the-job training (OJT) is defined at WIA section 101(31). OJT is...

  1. 77 FR 1778 - U.S.-EU High Level Working Group on Jobs and Growth

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-01-11

    ... Commission President Barroso, and European Council President Von Rompuy directed the Transatlantic Economic... measures to increase U.S.-EU trade and investment to support mutually beneficial job creation, economic... development of rules and principles on global issues of common concern and also for the achievement of shared...

  2. Should Courts Write Your Job Descriptions?

    ERIC Educational Resources Information Center

    Wendt, George R.

    1976-01-01

    Some relationships of the Equal Pay Act and the court practice of writing job descriptions and making evaluations are examined with the aim of suggesting ways to eliminate court involvement in the average personnel or industrial engineering department. (TA)

  3. Job Training Partnership Act. Racial and Gender Disparities in Services. Report to the Chairman, Legislation and National Security Subcommittee, Committee on Government Operations, House of Representatives.

    ERIC Educational Resources Information Center

    General Accounting Office, Washington, DC. Div. of Human Resources.

    The services provided to various demographic groups under the Job Training Partnership Act (JTPA) were reviewed to determine the extent to which disparities occur in the services provided to women and minorities, factors within the operation of local projects that contribute to such disparities, and efforts by states and the Department of Labor to…

  4. 76 FR 81557 - Submission for OMB Review; Comment Request

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-12-28

    ... Diesel Fuel and Kerosene Excise Tax; Dye Injection (NPRM). Abstract: The regulations relate to the diesel fuel and kerosene excise tax and reflect changes made by the American Jobs Creation Act of 2004 (Act) regarding mechanical dye injection systems. Under the Act, diesel fuel and kerosene that are to be used in a...

  5. Retraining Displaced Workers: The US Experience. Training Policy Study No. 1.

    ERIC Educational Resources Information Center

    Leigh, Duane E.

    The federal government's experience with adult retraining programs began in 1962 with the passage of the Manpower Development and Training Act and creation of the Trade Adjustment Assistance program. When the 1973 Comprehensive Employment and Training Act expired in 1982, Congress enacted the Job Training Partnership Act. During the 1980s, states…

  6. Enforcing Job Safety: A Managerial View

    ERIC Educational Resources Information Center

    Barnako, Frank R.

    1975-01-01

    The views of management or of employees regarding enforcement of the job safety law range from general satisfaction to calls for repeal of the act. The complexity of standards, statistics and recordkeeping, and enforcement procedures are major areas of concern. (MW)

  7. 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...

  8. Implementation of the Emergency Veterans' Job Training Act of 1983. Hearing before the Subcommittee on Education, Training, and Employment of the Committee on Veterans' Affairs, House of Representatives, Ninety-Ninth Congress, First Session. Serial No. 99-2.

    ERIC Educational Resources Information Center

    Congress of the U.S., Washington, DC. House Committee on Veterans' Affairs.

    This congressional hearing evaluates at the grassroots level the administration and effectiveness of laws enacted by Congress to assist veterans in obtaining job training and employment. Particular emphasis is placed on the implementation of the Emergency Veterans' Job Training Act of 1983, Public Law 98-77. Testimony includes statements from a…

  9. 20 CFR 670.200 - Who decides where Job Corps centers will be located?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false Who decides where Job Corps centers will be... LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Site Selection and Protection and Maintenance of Facilities § 670.200 Who decides where Job Corps centers will be located? (a...

  10. 29 CFR 1620.27 - Relationship to the Equal Pay Act of title VII of the Civil Rights Act.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Relationship to the Equal Pay Act of title VII of the Civil... OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.27 Relationship to the Equal Pay Act of title VII of the Civil... equal pay under the Equal Pay Act has no relationship to whether the employee is in the lower paying job...

  11. Strategies for Involving the Private Sector in Job Training Programs.

    ERIC Educational Resources Information Center

    Greenwood, Katy; And Others

    This two-part report describes various strategies for involving the private sector in job training programs and summarizes a study conducted with prime sponsors of Comprehensive Employment and Training Act (CETA) programs in Texas. Included in a discussion of involving the private sector in job training programs are the following topics: the new…

  12. 78 FR 60331 - Privacy Act of 1974: System of Records

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-10-01

    ... on Position Classification Appeals, Job Grading Appeals, Retained Grade or Pay Appeals, Fair Labor..., Job Grading Appeals, Retained Grade or Pay Appeals, Fair Labor Standard Act (FLSA) Claims and... appeal or a job grading appeal with the U.S. Office of Personnel Management, Merit System Accountability...

  13. 20 CFR 670.905 - Are damages that occur to private parties at Job Corps Centers eligible for reimbursement under...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... Job Corps Centers eligible for reimbursement under the Tort Claims Act? 670.905 Section 670.905... occur to private parties at Job Corps Centers eligible for reimbursement under the Tort Claims Act? (a... determine if the claim is valid under the Tort Claims Act. If the Regional Solicitor determines a claim is...

  14. Emotional labour, job satisfaction and organizational commitment amongst clinical nurses: a questionnaire survey.

    PubMed

    Yang, Feng-Hua; Chang, Chen-Chieh

    2008-06-01

    According to Hochschild's (1983. The Managed Heart. Berkeley: University of California Press) classification of emotional labour, nursing staff express high emotional labour. This paper investigates how nursing staff influence job satisfaction and organizational commitment when they perform emotional labour. This paper examines the relationship between emotional labour, job satisfaction, and organizational commitment from the perspective of nursing staff. A questionnaire survey was carried out to explore these interrelationships. Teaching hospital in Taiwan. Questionnaires were distributed to 500 nursing staff; 295 valid questionnaires were collected and analysed-a 59% response rate. The questionnaires contained items on emotional labour, job satisfaction, and organizational commitment as well as some basic socio-demographics. In addition, descriptive statistics, correlation and linear structure relation (LISREL) were computed. Emotional display rule (EDR) was significantly and negatively related to job satisfaction. Surface acting (SA) was not significantly related to job satisfaction but demonstrated a significantly negative relationship with organizational commitment. Deep acting (DA) significantly and positively correlated with job satisfaction but demonstrated no significance with organizational commitment. The variety of emotions required (VER) was not significantly related to job satisfaction; frequency and duration of interaction (FDI) and negatively related to job satisfaction; and job satisfaction significantly and positively correlated with organizational commitment. We found that some dimensions of emotional labour significantly relate to job satisfaction. Job satisfaction positively affects organizational commitment and has an intervening effect on DA and organizational commitment.

  15. 75 FR 21150 - Proposed Collection; Comment Request for Revenue Procedure 2006-50

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-04-22

    ... to be assured of consideration. ADDRESSES: Direct all written comments to Steve Bronson, Internal...), as enacted by the American Jobs Creation Act of 2004 and effective for whaling expenses incurred...

  16. 77 FR 16074 - Notice of Listening Sessions on Implementation of Unemployment Insurance Provisions of the Middle...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-03-19

    ... Implementation of Unemployment Insurance Provisions of the Middle Class Tax Relief and Job Creation Act of 2012...) includes within it Title II--Unemployment Benefit Continuation and Program Improvement, which contains... definition of STC by amending section 3306, Federal Unemployment Tax Act (FUTA), to add a new subsection...

  17. Employer-provided health insurance and the incidence of job lock: a literature review and empirical test.

    PubMed

    Rashad, Inas; Sarpong, Eric

    2008-12-01

    The incidence of 'job lock' in the health insurance context has long been viewed as a potential problem with employer-provided health insurance, a concept that was instrumental in the passage of the United States Consolidated Omnibus Budget Reconciliation Act of 1986, and later, the Health Insurance Portability and Accountability Act in 1996. Several recent developments in healthcare in the USA include declining healthcare coverage and a noticeable shift in the burden of medical care costs to employees. If these developments cause employees with employer-provided health insurance to feel locked into their jobs, optimal job matches in the labor force may not take place. A summary of the seminal papers in the current literature on the topic of job lock is given, followed by an empirical exercise using single individuals from the National Health Interview Survey (1997-2003) and the 1979 cohort of the National Longitudinal Survey of Youth (1989-2000). Econometric methods used include difference in differences, ordinary least squares and individual fixed effects models, in gauging the potential effect that employer-provided health insurance may have on job tenure and voluntary job departure. Our findings are consistent with recent assertions that there is some evidence of job lock. Individuals with employer-provided health insurance stay on the job 16% longer and are 60% less likely to voluntarily leave their jobs than those with insurance that is not provided by their employers. Productivity may not be optimal if incentives are altered owing to the existence of fringe benefits, such as health insurance. Further research in this area should determine whether legislation beyond the Consolidated Omnibus Budget Reconciliation Act and Health Insurance Portability and Accountability Act laws is needed.

  18. Recovery Act: ArcelorMittal USA Blast Furnace Gas Flare Capture

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

    Seaman, John

    2013-01-14

    The U.S. Department of Energy (DOE) awarded a financial assistance grant under the American Recovery and Reinvestment Act of 2009 (Recovery Act) to ArcelorMittal USA, Inc. (ArcelorMittal) for a project to construct and operate a blast furnace gas recovery boiler and supporting infrastructure at ArcelorMittal’s Indiana Harbor Steel Mill in East Chicago, Indiana. Blast furnace gas (BFG) is a by-product of blast furnaces that is generated when iron ore is reduced with coke to create metallic iron. BFG has a very low heating value, about 1/10th the heating value of natural gas. BFG is commonly used as a boiler fuel;more » however, before installation of the gas recovery boiler, ArcelorMittal flared 22 percent of the blast furnace gas produced at the No. 7 Blast Furnace at Indiana Harbor. The project uses the previously flared BFG to power a new high efficiency boiler which produces 350,000 pounds of steam per hour. The steam produced is used to drive existing turbines to generate electricity and for other requirements at the facility. The goals of the project included job creation and preservation, reduced energy consumption, reduced energy costs, environmental improvement, and sustainability.« less

  19. A Correlational Study of Telework Frequency, Information Communication Technology, and Job Satisfaction of Home-Based Teleworkers

    ERIC Educational Resources Information Center

    Webster-Trotman, Shana P.

    2010-01-01

    In 2008, 33.7 million Americans teleworked from home. The Telework Enhancement Act (S. 707) and the Telework Improvements Act (H.R. 1722) of 2009 were designed to increase the number of teleworkers. The research problem addressed was the lack of understanding of factors that influence home-based teleworkers' job satisfaction. Job dissatisfaction…

  20. Competition, Jobs, and Information Policy: The Case for Private-Sector Information Services: U.S. Patents.

    ERIC Educational Resources Information Center

    Ebersole, Joseph L.

    1994-01-01

    Discusses the argument for private-sector involvement in the distribution of government information, using U.S. patents as an example. Highlights include industry competitiveness; jobs creation; public access; identifying users; costs; user fees; existing systems of information dissemination; and implications of the Internet and NREN (National…

  1. PSIP: Where the Jobs Are.

    ERIC Educational Resources Information Center

    Brown, Stephen

    1979-01-01

    The Private Sector Initiative Program (PSIP), Title VII of the Comprehensive Employment and Training Act (CETA), is planned to put employment and training back in private business through grants to employers for on-the-job training programs, with private industry councils as links between business and industry and the federal government. (MF)

  2. Inside a Nontraditional Jobs Exploration.

    ERIC Educational Resources Information Center

    Campbell, Elizabeth H.

    1979-01-01

    Describes a Vocational Exploration Program at the military base, Fort Lewis, in Tacoma, Washington, which provided opportunities for 20 young women to sample jobs formerly reserved for men. This program is sponsored jointly by the National Alliance of Business and the AFL-CIO and funded under the Comprehensive Employment and Training Act. (MF)

  3. 20 CFR 670.490 - How long may a student be enrolled in Job Corps?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false How long may a student be enrolled in Job... LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment, Eligibility, Screening, Selection and Assignment, and Enrollment § 670.490 How long may a student be enrolled in Job...

  4. Where Are the Academic Jobs? Interactive Exploration of Job Advertisements in Geospatial and Topical Space

    NASA Astrophysics Data System (ADS)

    Zoss, Angela M.; Conover, Michael; Börner, Katy

    This paper details a methodology for capturing, analyzing, and communicating one specific type of real time data: advertisements of currently available academic jobs. The work was inspired by the American Recovery and Reinvestment Act of 2009 (ARRA) [2] that provides approximately 100 billion for education, creating a historic opportunity to create and save hundreds of thousands of jobs. Here, we discuss methodological challenges and practical problems when developing interactive visual interfaces to real time data streams such as job advertisements. Related work is discussed, preliminary solutions are presented, and future work is outlined. The presented approach should be valuable to deal with the enormous volume and complexity of social and behavioral data that evolve continuously in real time, and analyses of them need to be communicated to a broad audience of researchers, practitioners, clients, educators, and interested policymakers, as originally suggested by Hemmings and Wilkinson [1].

  5. 7 CFR 1463.3 - Definitions.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... administering the provisions of this subpart: Act means Title VI of the America Jobs Creation Act of 2004... to CCC, “Fibers, Peanuts, and Tobacco Analysis Group, Economic and Policy Analysis Staff, Farm... account established for deposit of assessments collected under this subpart, plus interest that accrues on...

  6. 7 CFR 1463.3 - Definitions.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... administering the provisions of this subpart: Act means Title VI of the America Jobs Creation Act of 2004... to CCC, “Fibers, Peanuts, and Tobacco Analysis Group, Economic and Policy Analysis Staff, Farm... account established for deposit of assessments collected under this subpart, plus interest that accrues on...

  7. 7 CFR 1463.3 - Definitions.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... administering the provisions of this subpart: Act means Title VI of the America Jobs Creation Act of 2004... to CCC, “Fibers, Peanuts, and Tobacco Analysis Group, Economic and Policy Analysis Staff, Farm... account established for deposit of assessments collected under this subpart, plus interest that accrues on...

  8. 7 CFR 1463.3 - Definitions.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... administering the provisions of this subpart: Act means Title VI of the America Jobs Creation Act of 2004... to CCC, “Fibers, Peanuts, and Tobacco Analysis Group, Economic and Policy Analysis Staff, Farm... account established for deposit of assessments collected under this subpart, plus interest that accrues on...

  9. Job Training Partnership Act: Comments on H.R. 2039, The JTPA Amendments of 1989. Testimony before the Committee on Education and Labor, United States House of Representatives.

    ERIC Educational Resources Information Center

    Gainer, William J.

    The General Accounting Office (GAO) commented on H.R. 2039, which would amend both the adult and youth titles of the Job Training Partnership Act (JTPA). GAO's analysis suggested the following: (1) although H.R. 2039 proposes to target greater resources to those who are hard to serve by requiring that 50 percent of adult JTPA participants have one…

  10. Job Preferences of Nurses and Midwives for Taking Up a Rural Job in Peru: A Discrete Choice Experiment

    PubMed Central

    Huicho, Luis; Miranda, J. Jaime; Diez-Canseco, Francisco; Lema, Claudia; Lescano, Andrés G.; Lagarde, Mylene; Blaauw, Duane

    2012-01-01

    Background Robust evidence on interventions to improve the shortage of health workers in rural areas is needed. We assessed stated factors that would attract short-term contract nurses and midwives to work in a rural area of Peru. Methods and Findings A discrete choice experiment (DCE) was conducted to evaluate the job preferences of nurses and midwives currently working on a short-term contract in the public sector in Ayacucho, Peru. Job attributes, and their levels, were based on literature review, qualitative interviews and focus groups of local health personnel and policy makers. A labelled design with two choices, rural community or Ayacucho city, was used. Job attributes were tailored to these settings. Multiple conditional logistic regressions were used to assess the determinants of job preferences. Then we used the best-fitting estimated model to predict the impact of potential policy incentives on the probability of choosing a rural job or a job in Ayacucho city. We studied 205 nurses and midwives. The odds of choosing an urban post was 14.74 times than that of choosing a rural one. Salary increase, health center-type of facility and scholarship for specialization were preferred attributes for choosing a rural job. Increased number of years before securing a permanent contract acted as a disincentive for both rural and urban jobs. Policy simulations showed that the most effective attraction package to uptake a rural job included a 75% increase in salary plus scholarship for a specialization, which would increase the proportion of health workers taking a rural job from 36.4% up to 60%. Conclusions Urban jobs were more strongly preferred than rural ones. However, combined financial and non-financial incentives could almost double rural job uptake by nurses and midwifes. These packages may provide meaningful attraction strategies to rural areas and should be considered by policy makers for implementation. PMID:23284636

  11. National expenditures, jobs, and economic growth associated with indoor air quality in the United States.

    PubMed

    Mudarri, David H

    2014-05-01

    While a number of studies have addressed the economic cost associated with adverse health and productivity effects of poor indoor air quality (IAQ), few have addressed the value of economic expenditures and job creation associated with this industry. This article estimates that the annual sale of IAQ products and services is valued at $18-$30 billion and is associated with approximately 150,000-250,000 current jobs. Compared with other familiar industries, the IAQ market remains relatively small. Given the close association between good IAQ and both job performance of adults and learning performance of children, however, the expenditure to maintain good IAQ in commercial and educational facilities is a useful complement to programs designed to improve education and economic growth.

  12. Role stress, interrole conflict, and job satisfaction among university employees: the creation and test of a model.

    PubMed

    Love, Keisha M; Tatman, Anthony W; Chapman, Benjamin P

    2010-03-01

    Many universities have experienced financial hardships during the recent economic downturn. To save money, several have resorted to laying off employees, which has often resulted in increased work and stress for the remaining employees. Such an increase has the potential to adversely affect employees' sense of job satisfaction. This study created and tested the fit of a conceptual model containing role stress and interrole conflict as a way to account for employees' job satisfaction. The model demonstrated an acceptable fit to the data and contained several significant paths. Implications of the results, study limitations, and future directions for research are discussed.

  13. 20 CFR 638.812 - State and local taxation of Job Corps deliverers.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false State and local taxation of Job Corps deliverers. 638.812 Section 638.812 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF... § 638.812 State and local taxation of Job Corps deliverers. The Act provides that transactions conducted...

  14. 20 CFR 638.812 - State and local taxation of Job Corps deliverers.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false State and local taxation of Job Corps deliverers. 638.812 Section 638.812 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF... § 638.812 State and local taxation of Job Corps deliverers. The Act provides that transactions conducted...

  15. The Income and Jobs Action Act of 1985. Hearing before the Subcommittee on Employment Opportunities of the Committee on Education and Labor, House of Representatives, Ninety-Ninth Congress, First Session, on H.R. 1398. (Chicago, IL, September 4, 1985).

    ERIC Educational Resources Information Center

    Congress of the U.S., Washington, DC. House Committee on Education and Labor.

    The proceedings of a House Subcommittee on Employment Opportunities hearing, held in Chicago, are provided in this document. Testimony is presented on a proposed bill, H.R. 1938 (the Income and Jobs Action Act), which aims at reducing unemployment by fully implementing the Employment Act of 1946 and the Full Employment and Balanced Growth Act of…

  16. 77 FR 48175 - Comment Request for Information Collection for Applications, Grants and Administration of Short...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-08-13

    ... (The Middle Class Tax Relief and Job Creation Act of 2012, referred to hereafter as ``MCTRJC'' or ``the...) or work sharing. Section 2161 establishes the operational rules for the STC program and Section 2162...

  17. 20 CFR 670.993 - How does Job Corps ensure that contract disputes will be resolved?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management Provisions § 670.993 How does Job Corps ensure that contract disputes will be resolved...

  18. The U.S. Forest Service Job Corps 28 Civilian Conservation Centers

    Treesearch

    Larry J. Dawson; Alicia D. Bennett

    2011-01-01

    In 1964, President Lyndon B. Johnson laid out his plan for the Great Society. His vision for America was one in which all segments of society could participate equally. To this end, the Economic Opportunity Act, which created Job Corps, was passed. The Job Corps program provides economically disadvantaged youth, ages 16-24, with the academic, vocational, and social...

  19. Inflationary Quasiparticle Creation and Thermalization Dynamics in Coupled Bose-Einstein Condensates

    NASA Astrophysics Data System (ADS)

    Posazhennikova, Anna; Trujillo-Martinez, Mauricio; Kroha, Johann

    2016-06-01

    A Bose gas in a double-well potential, exhibiting a true Bose-Einstein condensate (BEC) amplitude and initially performing Josephson oscillations, is a prototype of an isolated, nonequilibrium many-body system. We investigate the quasiparticle (QP) creation and thermalization dynamics of this system by solving the time-dependent Keldysh-Bogoliubov equations. We find avalanchelike QP creation due to a parametric resonance between BEC and QP oscillations, followed by slow, exponential relaxation to a thermal state at an elevated temperature, controlled by the initial excitation energy of the oscillating BEC above its ground state. The crossover between the two regimes occurs because of an effective decoupling of the QP and BEC oscillations. This dynamics is analogous to elementary particle creation in models of the early universe. The thermalization in our setup occurs because the BEC acts as a grand canonical reservoir for the quasiparticle system.

  20. Inflationary Quasiparticle Creation and Thermalization Dynamics in Coupled Bose-Einstein Condensates.

    PubMed

    Posazhennikova, Anna; Trujillo-Martinez, Mauricio; Kroha, Johann

    2016-06-03

    A Bose gas in a double-well potential, exhibiting a true Bose-Einstein condensate (BEC) amplitude and initially performing Josephson oscillations, is a prototype of an isolated, nonequilibrium many-body system. We investigate the quasiparticle (QP) creation and thermalization dynamics of this system by solving the time-dependent Keldysh-Bogoliubov equations. We find avalanchelike QP creation due to a parametric resonance between BEC and QP oscillations, followed by slow, exponential relaxation to a thermal state at an elevated temperature, controlled by the initial excitation energy of the oscillating BEC above its ground state. The crossover between the two regimes occurs because of an effective decoupling of the QP and BEC oscillations. This dynamics is analogous to elementary particle creation in models of the early universe. The thermalization in our setup occurs because the BEC acts as a grand canonical reservoir for the quasiparticle system.

  1. Hiring Incentives to Restore Employment Act

    THOMAS, 111th Congress

    Rep. Mollohan, Alan B. [D-WV-1

    2009-06-12

    03/18/2010 Became Public Law No: 111-147. (TXT | PDF) (All Actions) Notes: Pursuant to H.Res. 976, the House modified the Commerce-Justice-Science Appropriations Act, 2010, H.R. 2847, substituting the "Jobs for Main Street Act, 2010" as Division A of the Act and the "Statutory Pay-As-You-Go Act of 2009" as Division B. (Regular appropriations for FY2010 for... Tracker: This bill has the status Became LawHere are the steps for Status of Legislation:

  2. Jobs and Economic Development Impact (JEDI) User Reference Guide: Fast Pyrolysis Biorefinery Model

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

    Zhang, Yimin; Goldberg, Marshall

    2015-02-01

    This guide -- the JEDI Fast Pyrolysis Biorefinery Model User Reference Guide -- was developed to assist users in operating and understanding the JEDI Fast Pyrolysis Biorefinery Model. The guide provides information on the model's underlying methodology, as well as the parameters and data sources used to develop the cost data utilized in the model. This guide also provides basic instruction on model add-in features and a discussion of how the results should be interpreted. Based on project-specific inputs from the user, the JEDI Fast Pyrolysis Biorefinery Model estimates local (e.g., county- or state-level) job creation, earnings, and output frommore » total economic activity for a given fast pyrolysis biorefinery. These estimates include the direct, indirect and induced economic impacts to the local economy associated with the construction and operation phases of biorefinery projects.Local revenue and supply chain impacts as well as induced impacts are estimated using economic multipliers derived from the IMPLAN software program. By determining the local economic impacts and job creation for a proposed biorefinery, the JEDI Fast Pyrolysis Biorefinery Model can be used to field questions about the added value biorefineries might bring to a local community.« less

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

    PubMed

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

    2004-01-01

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

  4. THE VOCATIONAL EDUCATION ACT OF 1963.

    ERIC Educational Resources Information Center

    Office of Education (DHEW), Washington, DC.

    THE VOCATIONAL EDUCATION ACT OF 1963 WAS ENACTED BY CONGRESS TO OFFER NEW AND EXPANDED VOCATIONAL EDUCATION PROGRAMS TO BRING JOB TRAINING INTO HARMONY WITH THE INDUSTRIAL, ECONOMIC, AND SOCIAL REALITIES OF TODAY AND THE NEEDS FOR TOMORROW. THE ACT IS COMPREHENSIVE. IT IS AVAILABLE TO AND CONCERNED ABOUT UNEMPLOYED AND EMPLOYED WORKERS OF ALL AGES…

  5. Strong Internal Controls at Service Delivery Level Will Help Prevent CETA-Type Fraud and Abuse in Job Training Partnership Act Programs. Report to Senator Sam Nunn, Ranking Minority Member, Permanent Subcommittee on Investigations, Senate Committee on Governmental Affairs.

    ERIC Educational Resources Information Center

    General Accounting Office, Washington, DC.

    The Government Accounting Office (GAO) conducted an examination of patterns and causes of fraud in Comprehensive Employment and Training Act (CETA) programs to determine how implementation of Job Training Partnership Act (JTPA) programs might be made less vulnerable to exploitation. GAO's investigation found that fraud and abuse in CETA programs…

  6. Career Clusters: Forecasting Demand for High School through College Jobs, 2008-2018

    ERIC Educational Resources Information Center

    Carnevale, Anthony P.; Smith, Nicole; Stone, James R., III; Kotamraju, Pradeep; Steuernagel, Bruce; Green, Kimberly A.

    2011-01-01

    This report presents data on job opportunities and skill requirements through 2018 arranged by the 16 career and technical education (CTE) career clusters in the Carl D. Perkins Act of 2006 (Perkins IV). These skill requirements reflect the length and extent of education and training required for the job. The authors detail changes in education…

  7. Americans with Disabilities Act considerations for the practice of occupational medicine

    NASA Technical Reports Server (NTRS)

    St.clair, Steven; Shults, Theodore

    1993-01-01

    The Americans with Disabilities Act (ADA), although developed in the context of civil rights legislation, is likely to have notable impact on the practice of occupational medicine. The ADA contains provisions limiting the use of preplacement examinations to determinations of the capability to perform the essential functions of the job and of direct threat to the health and safety of the job applicant and others. The Title 1 employment provisions of the ADA established definitions and requirements similar to those found in section 504 of the Rehabilitation Act of 1973, as amended; leading cases that have been litigated under the Rehabilitation Act, as amended, are described. The limitations of available scientific and medical information related to determinations of job capability and direct threat and ramifications of the ADA on the practice of occupational medicine are discussed.

  8. 20 CFR 670.980 - What are the indicators of performance for Job Corps?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What are the indicators of performance for Job Corps? 670.980 Section 670.980 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management...

  9. 20 CFR 670.994 - How does Job Corps resolve disputes between DOL and other Federal Agencies?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management Provisions § 670.994 How does Job Corps resolve disputes between DOL and other Federal...

  10. [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.

  11. 77 FR 19414 - Pipeline Safety: Public Comment on Leak and Valve Studies Mandated by the Pipeline Safety...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-03-30

    ... DEPARTMENT OF TRANSPORTATION Pipeline and Hazardous Materials Safety Administration [Docket ID... Safety, Regulatory Certainty, and Job Creation Act of 2011 AGENCY: Pipeline and Hazardous Materials... Transportation (DOT), Pipeline and Hazardous Materials Safety Administration (PHMSA) is providing an important...

  12. Job Attitudes of Workers with Two Jobs

    ERIC Educational Resources Information Center

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

    2004-01-01

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

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

    PubMed

    Carayon, P

    1994-02-01

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

  14. 77 FR 69933 - Expanding the Economic and Innovation Opportunities of Spectrum Through Incentive Auctions

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-11-21

    ...In the Notice of Proposed Rulemaking, ``Expanding the Economic and Innovation Opportunities of Spectrum Through Incentive Auctions'' (NPRM), released October 2, 2012, the Commission considers matters related to the implementation of Congress's mandate to conduct an incentive auction of broadcast television spectrum as set forth in the Middle Class Tax Relief and Job Creation Act of 2012 (Spectrum Act).

  15. 77 FR 22001 - Proposed Collection of Follow-up Survey Information for Green Jobs and Health Care Impact...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-04-12

    ... Information for Green Jobs and Health Care Impact Evaluation of American Recovery and Reinvestment Act (ARRA... information collection is for an evaluation of the impact of the Green Jobs and Health Care ARRA-funded... collection is for an evaluation of the impacts of the Green Jobs and Health Care (GJHC) training grants. This...

  16. 76 FR 59927 - Treatment of Aliens Whose Employment Creation Immigrant (EB-5) Petitions Were Approved After...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-09-28

    ...The Department of Homeland Security (DHS) is proposing to amend its regulations governing the employment creation (EB-5) immigrant classification. This rule only proposes requirements and procedures for special determinations on the applications and petitions of qualifying aliens whose employment-creation immigrant petitions were approved by the former Immigration and Naturalization Service (INS) after January 1, 1995 and before August 31, 1998. This rule would implement provisions of the 21st Century Department of Justice Appropriations Authorization Act.

  17. Modelling job support, job fit, job role and job satisfaction for school of nursing sessional academic staff.

    PubMed

    Cowin, Leanne S; Moroney, Robyn

    2018-01-01

    Sessional academic staff are an important part of nursing education. Increases in casualisation of the academic workforce continue and satisfaction with the job role is an important bench mark for quality curricula delivery and influences recruitment and retention. This study examined relations between four job constructs - organisation fit, organisation support, staff role and job satisfaction for Sessional Academic Staff at a School of Nursing by creating two path analysis models. A cross-sectional correlational survey design was utilised. Participants who were currently working as sessional or casual teaching staff members were invited to complete an online anonymous survey. The data represents a convenience sample of Sessional Academic Staff in 2016 at a large school of Nursing and Midwifery in Australia. After psychometric evaluation of each of the job construct measures in this study we utilised Structural Equation Modelling to better understand the relations of the variables. The measures used in this study were found to be both valid and reliable for this sample. Job support and job fit are positively linked to job satisfaction. Although the hypothesised model did not meet model fit standards, a new 'nested' model made substantive sense. This small study explored a new scale for measuring academic job role, and demonstrated how it promotes the constructs of job fit and job supports. All four job constructs are important in providing job satisfaction - an outcome that in turn supports staffing stability, retention, and motivation.

  18. 77 FR 15143 - Privacy Act of 1974; System of Records

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-03-14

    ...); and Education Jobs Fund, Public Law 111-226, Sec. 101, 124 Stat. 2389 (2010). Accordingly, the Board... classification, system location, storage, retrievability, safeguards, retention and disposal, and system manager.... Sec. 1521, 1523(a)(1), 123 Stat. 115, 289-90 (2009) (Recovery Act), and Education Jobs Fund, Public...

  19. Enforcing Job Safety; A Union View of OSHA

    ERIC Educational Resources Information Center

    Wood, Michael

    1975-01-01

    A primary shortcoming of the Occupational Safety and Health Act of 1970 is that it provides the employer with too many phases of postponement of responsibility. However, positive administrative action has included organized labor's entry into all levels of job safety and health activities. (MW)

  20. 20 CFR 663.700 - What are the requirements for on-the-job training (OJT)?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... training (OJT)? 663.700 Section 663.700 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR ADULT AND DISLOCATED WORKER ACTIVITIES UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT On-the-Job Training (OJT) and Customized Training § 663.700 What are the requirements for on-the-job...

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

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

  2. 20 CFR 670.490 - How long may a student 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 How long may a student be enrolled in Job Corps? 670.490 Section 670.490 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment, Eligibility, Screening...

  3. Thermodynamics of cosmological matter creation.

    PubMed

    Prigogine, I; Geheniau, J; Gunzig, E; Nardone, P

    1988-10-01

    A type of cosmological history that includes large-scale entropy production is proposed. These cosmologies are based on reinterpretation of the matter-energy stress tensor in Einstein's equations. This modifies the usual adiabatic energy conservation laws, thereby including irreversible matter creation. This creation corresponds to an irreversible energy flow from the gravitational field to the created matter constituents. This point of view results from consideration of the thermodynamics of open systems in the framework of cosmology. It is shown that the second law of thermodynamics requires that space-time transforms into matter, while the inverse transformation is forbidden. It appears that the usual initial singularity associated with the big bang is structurally unstable with respect to irreversible matter creation. The corresponding cosmological history therefore starts from an instability of the vacuum rather than from a singularity. This is exemplified in the framework of a simple phenomenological model that leads to a three-stage cosmology: the first drives the cosmological system from the initial instability to a de Sitter regime, and the last connects with the usual matter-radiation Robertson-Walker universe. Matter as well as entropy creation occurs during the first two stages, while the third involves the traditional cosmological evolution. A remarkable fact is that the de Sitter stage appears to be an attractor independent of the initial fluctuation. This is also the case for all the physical predictions involving the present Robertson-Walker universe. Most results obtained previously, in the framework of quantum field theory, can now be obtained on a macroscopic basis. It is shown that this description leads quite naturally to the introduction of primeval black holes as the intermediate stage between the Minkowski vacuum and the present matter-radiation universe. The instability at the origin of the universe is the result of fluctuations of the

  4. Stuck in a Loop: Individual and System Barriers for Job Seekers with Disabilities

    ERIC Educational Resources Information Center

    Hall, Jean P.; Parker, Kathy

    2010-01-01

    Research conducted within Temporary Assistance to Needy Families (Personal Responsibility and Work Opportunity Reconciliation Act of 1996) and Workforce Investment Act of 1998 systems indicates pervasive issues hindering program effectiveness for job seekers with disabilities. This population frequently experiences employment barriers beyond those…

  5. Learning Partnerships: Strengthening American Jobs in the Global Economy. A Report of the Task Force on Workforce Development

    ERIC Educational Resources Information Center

    Albert Shanker Institute, 2004

    2004-01-01

    Global competition, sweeping technological change, and demographic shifts in the labor force call for a national campaign to improve the skills and professionalism of the American workforce. This document calls for the creation of new learning partnerships throughout communities and workplaces to sustain middle-class jobs, pay the social costs of…

  6. Job design and job stress in office workers.

    PubMed

    Carayon, P

    1993-05-01

    A model to look at various job components that affect individual well-being and health was developed drawing from the job design and job stress literature. Briefly stated, the model proposes job control to be a primary causal determinant of the stress outcomes. The effects of perceived demands, job content, and career/future concerns were hypothesized to influence the stress outcomes only to the extent of their influence on job control. This was tested in a population of government office employees in various clerical, professional, and managerial jobs all of which involve the use of computers. Results indicated that job control was not a crucial determinant of the stress outcomes, that job demands and career/future concerns were consistent determinants of the stress outcomes, and that job content, demands, and career/future concerns did not influence the stress outcomes through job control as described by the proposed model. The differentiation of job control levels to define specific relationships with stress outcomes and other job elements was shown to be useful because different levels of job control were associated with different stress outcomes and job elements.

  7. 78 FR 64031 - Privacy Act of 1974: Systems of Records

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-10-25

    ... Retirement Income Security Act (``ERISA'') to be shared with parties outside of PBGC that elect to pay a... accommodation would assist the employee in the performance of his/her job; relevant medical documentation and... system may include an employee's name, position title, grade, job series, and department name; official...

  8. 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...

  9. Adult Learning Meets the Green Economy: Lessons from a Green Jobs Education Project

    ERIC Educational Resources Information Center

    Wagner, Cecelia

    2013-01-01

    The new "green economy" affects adult education and workforce development as adult workers seek skills and knowledge that will help them find success in work and life. Recent years have brought about increased interest in and discussion of training for green jobs. Since the introduction of the Green Jobs Act in 2007, questions about how exactly to…

  10. Work engagement and job burnout within the disability support worker population.

    PubMed

    Vassos, Maria; Nankervis, Karen; Skerry, Trevor; Lante, Kerrie

    2013-11-01

    The aim of this study was to explore work engagement and job burnout within the disability support worker (DSW) population, using the job demands-resources (JD-R) model as a guiding theory. The research measured a set of work-related demands and resources related to working within the disability sector in order to assess which demands/resources account for a significant portion of unique variance when used to model DSW engagement and burnout. This study sampled 258 DSWs from across Australia who completed an online or paper questionnaire that included measures of engagement, burnout and the demands/resources of interest. With regard to demands, role ambiguity was significantly associated with the three engagement scores and the three burnout scores. It also accounted for the most unique variance in the three engagement scores (vigour [VI], dedication [DE] and absorption [AB]), and the personal accomplishment (PA) burnout score. With regard to resources, job feedback was significantly associated with two of the engagement scores (VI and DE) and all three burnout scores. It accounted for the most unique variance in VI and DE, and PA. In conclusion, this research adds to the existing disability workforce literature as it represents one of the first comprehensive investigations of work engagement within this population. Improved job descriptions, on-the-job feedback and the creation of specialist support workers are offered as recommendations to improve the psychosocial health of DSWs. Copyright © 2013 Elsevier Ltd. All rights reserved.

  11. 20 CFR 670.510 - Are Job Corps center operators responsible for providing all vocational training?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false Are Job Corps center operators responsible for providing all vocational training? 670.510 Section 670.510 Employees' Benefits EMPLOYMENT AND... INVESTMENT ACT Program Activities and Center Operations § 670.510 Are Job Corps center operators responsible...

  12. Ten Years of the Workforce Investment Act (WIA): Interpreting the Research on WIA and Related Programs

    ERIC Educational Resources Information Center

    Decker, Paul T.; Berk, Jillian A.

    2011-01-01

    In 1998, President Clinton signed the federal Workforce Investment Act (WIA). Implemented in 2000, WIA replaced the Job Partnership Training Act (JTPA) as the primary federal job training program. Congress viewed WIA as a way to end "business as usual" in the workforce investment system. WIA aimed to transform the employment and training…

  13. Special Report on the "Department of Energy's Efforts to Meet Accountability and Performance Reporting Objectives of the American Recovery and Reinvestment Act"

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

    None

    structure needed to ensure accurate, timely, and reliable reporting to be both proactive and positive. We did, however, identify certain issues relating to Recovery Act performance management, accounting and reporting accuracy, and timeliness that should be addressed and resolved. In particular, at the time of our review: (1) Program officials had not yet determined whether existing information systems will be able to process anticipated transaction increases associated with the Recovery Act; (2) System modifications made to the Department's performance management system to accommodate Recovery Act performance measures had not yet been fully tested and verified; (3) The ability of prime and sub-recipients to properly segregate and report both accounting and performance information had not been determined; (4) There was a lack of coordination between Headquarters organizations related to aspects of Recovery Act reporting. For example, we observed that the Offices of Fossil Energy and Program, Analysis and Evaluation were both involved in developing job creation estimates that could yield significantly different results; and, (5) A significant portion (91 of 142, or 64 percent) of the performance measures developed for the Recovery Act activities were not quantifiable. In some instances, Project Operating Plans had not been finalized and we were not able to verify that all needed performance measures had been developed. Furthermore, the Department had not developed specific metrics to measure federal and contractor jobs creation and retention, an essential Recovery Act objective. The Department had devoted a great deal of time and resources to identifying and mitigating Recovery Act-related risks. For example, the Department developed a risk assessment tool that is intended to assist programs in identifying risks that can prevent its Recovery Act projects from meeting their intended goals. We also found that program staff and management officials at multiple levels were

  14. Job control and coworker support improve employee job performance.

    PubMed

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

    2010-01-01

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

  15. 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).

  16. 76 FR 27103 - Privacy Act of 1974; System of Records

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-05-10

    ...., Education Jobs Fund, Public Law 111-226, 124 Stat. 2389, sec. 101 (Aug. 10, 2010) (``[T]he amount under this... Recovery Act was enacted on February 17, 2009, in order to make supplemental appropriations for job... of records contains information relevant to the retention of an employee, the retention of a security...

  17. Developing Effective Linkages between Job Corps and One-Stop Systems: A Technical Assistance Guide.

    ERIC Educational Resources Information Center

    Dickinson, Katherine; Soukamneuth, Sengsouvanh

    This document is intended to help Job Corps centers and Office of Acquisition Policy contractors establish linkages with one-stop systems. Chapter 1 summarizes the requirements for linkages between Job Corps and one-stop systems that are specified in the Workforce Investment Act (WIA) of 1998 and compares one-stop delivery systems before and under…

  18. The Federal Employees' Compensation Act.

    ERIC Educational Resources Information Center

    Nordlund, Willis J.

    1991-01-01

    The 1916 Federal Employees' Compensation Act is still the focal point around which the federal workers compensation program works today. The program has gone through many changes on its way to becoming a modern means of compensating workers for job-related injury, disease, and death. (Author)

  19. 3 CFR - Driving Innovation and Creating Jobs in Rural America Through Biobased and Sustainable Product...

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 3 The President 1 2013-01-01 2013-01-01 false Driving Innovation and Creating Jobs in Rural... Documents Memorandum of February 21, 2012 Driving Innovation and Creating Jobs in Rural America Through... The BioPreferred program—established by the Farm Security and Rural Investment Act of 2002 (Public Law...

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

    PubMed

    Kawada, Tomoyuki; Otsuka, Toshiaki

    2011-01-01

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

  1. 20 CFR 670.991 - How does Job Corps ensure that complaints or disputes are resolved in a timely fashion?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management Provisions § 670.991 How does Job Corps ensure that complaints or disputes are...

  2. Community College Act of 1966. Act 331 of 1966 (as Amended through March 23, 1999).

    ERIC Educational Resources Information Center

    Michigan State Dept. of Education, Lansing. Community Coll. Services Unit.

    The Community College Act of 1966 was enacted to redraft and unite the laws relating to community colleges in the state of Michigan. This document includes the original document plus amendments passed as of March 1999. The first part deals with the creation and government of districts. This includes districts comprised of elementary and…

  3. Thermodynamics of cosmological matter creation

    PubMed Central

    Prigogine, I.; Geheniau, J.; Gunzig, E.; Nardone, P.

    1988-01-01

    A type of cosmological history that includes large-scale entropy production is proposed. These cosmologies are based on reinterpretation of the matter-energy stress tensor in Einstein's equations. This modifies the usual adiabatic energy conservation laws, thereby including irreversible matter creation. This creation corresponds to an irreversible energy flow from the gravitational field to the created matter constituents. This point of view results from consideration of the thermodynamics of open systems in the framework of cosmology. It is shown that the second law of thermodynamics requires that space-time transforms into matter, while the inverse transformation is forbidden. It appears that the usual initial singularity associated with the big bang is structurally unstable with respect to irreversible matter creation. The corresponding cosmological history therefore starts from an instability of the vacuum rather than from a singularity. This is exemplified in the framework of a simple phenomenological model that leads to a three-stage cosmology: the first drives the cosmological system from the initial instability to a de Sitter regime, and the last connects with the usual matter-radiation Robertson-Walker universe. Matter as well as entropy creation occurs during the first two stages, while the third involves the traditional cosmological evolution. A remarkable fact is that the de Sitter stage appears to be an attractor independent of the initial fluctuation. This is also the case for all the physical predictions involving the present Robertson-Walker universe. Most results obtained previously, in the framework of quantum field theory, can now be obtained on a macroscopic basis. It is shown that this description leads quite naturally to the introduction of primeval black holes as the intermediate stage between the Minkowski vacuum and the present matter-radiation universe. The instability at the origin of the universe is the result of fluctuations of the

  4. Enhancing Literacy for Jobs and Productivity. Academy Final Report.

    ERIC Educational Resources Information Center

    Chynoweth, Judith K.

    This document reports how the Council of State Policy and Planning Agencies (CSPA) Academy process helped nine states develop workplace literacy initiatives involving their governors' offices, the Job Training Partnership Act system, and the educational system. The states were Florida, Idaho, Massachusetts, Michigan, North Carolina, Tennessee,…

  5. 20 CFR 628.535 - Limitations on job search assistance.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    .... Job search assistance is designed to give a participant skills in acquiring full time employment. (See... excluding tutoring, standalone skill assessment, counseling, work experience and case management. (See § 627... training services listed in JTPA section 204(b)(1) of the Act, excluding standalone skill assessment...

  6. 20 CFR 670.430 - What entities conduct outreach and admissions activities for the Job Corps program?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What entities conduct outreach and admissions activities for the Job Corps program? 670.430 Section 670.430 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment...

  7. Role Stress, Interrole Conflict, and Job Satisfaction among University Employees: The Creation and Test of a Model

    ERIC Educational Resources Information Center

    Love, Keisha M.; Tatman, Anthony W.; Chapman, Benjamin P.

    2010-01-01

    Many universities have experienced financial hardships during the recent economic downturn. To save money, several have resorted to laying off employees, which has often resulted in increased work and stress for the remaining employees. Such an increase has the potential to adversely affect employees' sense of job satisfaction. This study created…

  8. THE MANPOWER DEVELOPMENT AND TRAINING ACT, PROGRAMS AND PROCEDURES.

    ERIC Educational Resources Information Center

    Division of Manpower Development and Training. , BAVT.

    THE MANPOWER DEVELOPMENT AND TRAINING ACT (MDTA), AS AMENDED, IS DESIGNED TO DEAL WITH THE PROBLEMS OF WORKERS FACING JOB DISPLACEMENT, THE SPECIAL PROBLEMS OF THE HARDCORE UNEMPLOYED, OTHER UNEMPLOYED AND UNDEREMPLOYED, AND THE EMERGENCE OF SKILL SHORTAGE IN CERTAIN OCCUPATIONS. THE ACT IS JOINTLY ADMINISTERED BY THE SECRETARY OF HEALTH,…

  9. Jobs masonry in LHCb with elastic Grid Jobs

    NASA Astrophysics Data System (ADS)

    Stagni, F.; Charpentier, Ph

    2015-12-01

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

  10. 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...

  11. Scientific Creationism: A Case Study.

    ERIC Educational Resources Information Center

    Pipho, Chris

    1981-01-01

    Describes the current movement to elevate biblical creationism to a scientific theory to be taught alongside evolution in the public schools. Focuses on the strategies and influence of pro "scientific creationism" groups and reviews pending legislation that would mandate equal teaching time for creationism. (GC)

  12. Implications of the Americans with Disabilities Act.

    ERIC Educational Resources Information Center

    Meservey, Lynne

    1993-01-01

    The Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in all employee practices such as recruitment, hiring, promotion, training, benefits, pay, firing, job assignment, leave, lay-off, and all other employment-related activities. (PAM)

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

    PubMed

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

    2014-01-01

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

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

    PubMed Central

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

    2014-01-01

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

  15. 'Ethos' Enabling Organisational Knowledge Creation

    NASA Astrophysics Data System (ADS)

    Matsudaira, Yoshito

    This paper examines knowledge creation in relation to improvements on the production line in the manufacturing department of Nissan Motor Company and aims to clarify embodied knowledge observed in the actions of organisational members who enable knowledge creation will be clarified. For that purpose, this study adopts an approach that adds a first, second, and third-person's viewpoint to the theory of knowledge creation. Embodied knowledge, observed in the actions of organisational members who enable knowledge creation, is the continued practice of 'ethos' (in Greek) founded in Nissan Production Way as an ethical basis. Ethos is knowledge (intangible) assets for knowledge creating companies. Substantiated analysis classifies ethos into three categories: the individual, team and organisation. This indicates the precise actions of the organisational members in each category during the knowledge creation process. This research will be successful in its role of showing the indispensability of ethos - the new concept of knowledge assets, which enables knowledge creation -for future knowledge-based management in the knowledge society.

  16. Abusive supervision, psychosomatic symptoms, and deviance: Can job autonomy make a difference?

    PubMed

    Velez, Maria João; Neves, Pedro

    2016-07-01

    Recently, interest in abusive supervision has grown (Tepper, 2000). However, little is still known about organizational factors that can reduce its adverse effects on employee behavior. Based on the Job Demands-Resources Model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001), we predict that job autonomy acts as a buffer of the positive relationship between abusive supervision, psychosomatic symptoms and deviance. Therefore, when job autonomy is low, a higher level of abusive supervision should be accompanied by increased psychosomatic symptoms and thus lead to higher production deviance. When job autonomy is high, abusive supervision should fail to produce increased psychosomatic symptoms and thus should not lead to higher production deviance. Our model was explored among a sample of 170 supervisor-subordinate dyads from 4 organizations. The results of the moderated mediation analysis supported our hypotheses. That is, abusive supervision was significantly related to production deviance via psychosomatic symptoms when job autonomy was low, but not when job autonomy was high. These findings suggest that job autonomy buffers the impact of abusive supervision perceptions on psychosomatic symptoms, with consequences for production deviance. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

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

    PubMed

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

    2015-11-01

    Job engagement has received widespread attention in organizational research but has rarely been empirically investigated in the context of safety. In the present study, we examined the mediating role of job engagement in the relationships between job characteristics and safety performance using self-reported data collected at a coal mining company in China. Most of our study hypotheses were supported. Job engagement partially mediated the relationships between job resources and safety performance dimensions. Theoretical and practical implications and directions for future research are also discussed. Copyright © 2015 Elsevier Ltd and The Ergonomics Society. All rights reserved.

  18. The radiology job market: analysis of the ACR jobs board.

    PubMed

    Prabhakar, Anand M; Oklu, Rahmi; Harvey, H Benjamin; Harisinghani, Mukesh G; Rosman, David A

    2014-05-01

    The aim of this study was to assess the status of the radiology job market as represented by the ACR Jobs Board from October 2010 to June 2013. With the assistance of the ACR, data from the ACR Jobs Board from October 2010 through June 2013, including the numbers of monthly new job seekers, new job postings, and job posting clicks, were gathered and used to calculate a monthly competitive index, defined as the ratio of new job seekers to new job postings. During the study period, the mean number of new job seekers was 168 per month, which was significantly greater than the 84 average new job postings for any given month (P = .0002). There was no significant difference between 2011 and 2012 with regard to the number of new job seekers or job postings. Over the time period assessed, more new job seekers registered in October and November 2010, August to November 2011, and October and November 2012. These periods were also associated with the highest competitive index values. There were less job seekers in the winter and spring of 2011, 2012, and 2013, periods associated with lower competitive index values. ACR Jobs Board activity, measured by job posting clicks, was significantly higher in 2012 than in 2011 (P < .004). On the basis of the ACR Jobs Board, there were consistently more new job seekers than job postings throughout the study period, and fall is the period in the year most associated with the highest competitive index for radiologist employment. Copyright © 2014 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  19. Oversight Hearing on the Emergency Veterans' Job Training Act of 1983. Hearing before the Subcommittee on Education, Training and Employment of the Committee on Veterans' Affairs, House of Representatives, Ninety-Eighth Congress, Second Session. September 21, 1984.

    ERIC Educational Resources Information Center

    Congress of the U.S., Washington, DC. House Committee on Veterans' Affairs.

    Testimony from a congressional hearing to evaluate the implementation and administration of the Emergency Veterans' Job Training Act includes statements, a letter, a report, and written committee questions and their responses from Representatives in Congress and individuals representing the American Legion; Veterans Administration Regional Offices…

  20. Change in job stress and job satisfaction over a two-year interval using the Brief Job Stress Questionnaire.

    PubMed

    Kawada, Tomoyuki; Otsuka, Toshiaki

    2014-01-01

    The relationship between job stress and job satisfaction by the follow-up study should be more evaluated for workers' health support. Job stress is strongly affected by the content of the job and the personality of a worker. This study was focused on determining the changes of the job stress and job satisfaction levels over a two-year interval, using the Brief Job Stress Questionnaire (BJSQ). This self-administered questionnaire was distributed to the same 310 employees of a Japanese industrial company in 2009 and 2011. Sixty-one employees were lost from 371 responders in 2009. Data of 16 items from 57 items graded on a four-point Likert-type scale to measure the job stressors, psycho-physical complaints and support for workers, job overload (six items), job control (three items), support (six items) and job satisfaction score (one item) were selected for the analysis. The age-adjusted partial correlation coefficients for job overload, job control and support were 0.684 (p< 0.001), 0.474 (p< 0.001) and 0.612 (p< 0.001), respectively. The concordance correlation coefficient (and 95% confidence interval indicated within parentheses) for job overload, job control and support were 0.681 (0.616-0.736), 0.473 (0.382-0.555), and 0.623 (0.549-0.687), respectively. There were no significant differences in the mean score for job overload, job control or support, although significant decline in the job satisfaction level was apparent at the end of the two-year period (p< 0.05). There was also a significant decline in the job satisfaction in 2009 and in 2011 for subjects with keeping low job strain. No significant changes in the scores on the three elements of job stress were observed over the two-year study period, and the job satisfaction level deteriorated significantly during this period. There was a decline in the job satisfaction in the two-year period, although subjects did not suffer from job stress at the same period.

  1. Job Satisfaction and the Neglected Variable of Job Seniority

    ERIC Educational Resources Information Center

    Ronen, Simcha

    1978-01-01

    This research investigates the hypotheses that the relationship between job seniority and job satisfaction will resemble a curvilinear function of a U-shaped curve, while age and job level will be linearly related to job satisfaction; and that intrinsic rather than extrinsic aspects of job satisfaction will be the major contributor to the U-shaped…

  2. 77 FR 59704 - Submission for OMB Review; Comment Request

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-09-28

    ... Advisor Disclosure Statement. Form: 8918. Abstract: The American Jobs Creation Act of 2004, Public Law 108... legislative districts as their tax homes. Affected Public: Individuals or Households. Estimated Total Burden..., Public Law 104-13, on or after the date of publication of this notice. DATES: Comments should be received...

  3. 76 FR 17378 - Submission for OMB Review; Comment Request

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-03-29

    ..., Office of Management and Budget (OMB), [email protected] or fax (202) 395-5806 and to... development and the creation of wealth and job opportunities in rural areas and among individuals living in... Administration signed the Economy Act Agreement authorizing SBA to provide ``the day to day'' management and...

  4. 77 FR 5472 - Pipeline Safety: Expanding the Use of Excess Flow Valves in Gas Distribution Systems to...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-02-03

    ..., Regulatory Certainty, and Job Creation Act of 2011 (PL112-90), have imposed additional demands on their... DEPARTMENT OF TRANSPORTATION Pipeline and Hazardous Materials Safety Administration 49 CFR Part 192 [Docket ID PHMSA-2011-0009] RIN 2137-AE71 Pipeline Safety: Expanding the Use of Excess Flow Valves...

  5. From the WPA to Workfare: It's Time for a Truly Progressive Government Work Program.

    ERIC Educational Resources Information Center

    Rose, Nancy E.

    1990-01-01

    Examines two government voluntary job creation programs: the Works Progress Administration in the 1930s and the Comprehensive Employment and Training Act in the 1970s, that have created conflicts with the logic of capitalist production for profit. Suggests principles and policies for a progressive government work program. (JOW)

  6. 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...

  7. The Genetic Privacy Act and commentary

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

    Annas, G.J.; Glantz, L.H.; Roche, P.A.

    1995-02-28

    The Genetic Privacy Act is a proposal for federal legislation. The Act is based on the premise that genetic information is different from other types of personal information in ways that require special protection. Therefore, to effectively protect genetic privacy unauthorized collection and analysis of individually identifiable DNA must be prohibited. As a result, the premise of the Act is that no stranger should have or control identifiable DNA samples or genetic information about an individual unless that individual specifically authorizes the collection of DNA samples for the purpose of genetic analysis, authorized the creation of that private information, andmore » has access to and control over the dissemination of that information.« less

  8. Job Task Analysis.

    ERIC Educational Resources Information Center

    Clemson Univ., SC.

    This publication consists of job task analyses for jobs in textile manufacturing. Information provided for each job in the greige and finishing plants includes job title, job purpose, and job duties with related educational objectives, curriculum, assessment, and outcome. These job titles are included: yarn manufacturing head overhauler, yarn…

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

    PubMed

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

    2005-03-01

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

  10. Job Satisfaction, Organizational Commitment and Job Involvement: The Mediating Role of Job Involvement

    PubMed Central

    Ćulibrk, Jelena; Delić, Milan; Mitrović, Slavica; Ćulibrk, Dubravko

    2018-01-01

    We conducted an empirical study aimed at identifying and quantifying the relationship between work characteristics, organizational commitment, job satisfaction, job involvement and organizational policies and procedures in the transition economy of Serbia, South Eastern Europe. The study, which included 566 persons, employed by 8 companies, revealed that existing models of work motivation need to be adapted to fit the empirical data, resulting in a revised research model elaborated in the paper. In the proposed model, job involvement partially mediates the effect of job satisfaction on organizational commitment. Job satisfaction in Serbia is affected by work characteristics but, contrary to many studies conducted in developed economies, organizational policies and procedures do not seem significantly affect employee satisfaction. PMID:29503623

  11. Job Satisfaction, Organizational Commitment and Job Involvement: The Mediating Role of Job Involvement.

    PubMed

    Ćulibrk, Jelena; Delić, Milan; Mitrović, Slavica; Ćulibrk, Dubravko

    2018-01-01

    We conducted an empirical study aimed at identifying and quantifying the relationship between work characteristics, organizational commitment, job satisfaction, job involvement and organizational policies and procedures in the transition economy of Serbia, South Eastern Europe. The study, which included 566 persons, employed by 8 companies, revealed that existing models of work motivation need to be adapted to fit the empirical data, resulting in a revised research model elaborated in the paper. In the proposed model, job involvement partially mediates the effect of job satisfaction on organizational commitment. Job satisfaction in Serbia is affected by work characteristics but, contrary to many studies conducted in developed economies, organizational policies and procedures do not seem significantly affect employee satisfaction.

  12. Jobs and Community Improvements--A Handbook for Enhanced Work Projects. Implementation Issues. Youth Knowledge Development Report 8.1.

    ERIC Educational Resources Information Center

    Corporation for Public/Private Ventures, Philadelphia, PA.

    This volume is one of the products of the knowledge development activities mounted in conjunction with research, evaluation, and development activities funded under the Youth Employment and Demonstration Projects Act of 1977. Based on the Ventures in Community Improvement (VICI) "enhanced" job training/job placement approach, which used…

  13. Job characteristics: their relationship to job satisfaction, stress and depression.

    PubMed

    Steyn, Renier; Vawda, Naseema

    2014-05-01

    This study investigated the influences of job characteristics on job satisfaction, stress and depression among South African white collar workers. Participants were managers in full-time employment with large organisations. They completed the Job Diagnostic Survey, the Perceived Stress Scale and the Beck Depression Inventory. A regression approach was used to predict job satisfaction, stress and depression from job characteristics. Job characteristics (skill variety, task identity, task significance, autonomy and feedback) predicted job satisfaction, as well as stress and depression. Job characteristics are weak predictors of perceived stress and depression. Work related factors, such as interpersonal relations and organisational culture, may better predict mental health in work settings.

  14. One-fifth of nonelderly Californians do not have access to job-based health insurance coverage.

    PubMed

    Lavarreda, Shana Alex; Cabezas, Livier

    2010-11-01

    Lack of job-based health insurance does not affect just workers, but entire families who depend on job-based coverage for their health care. This policy brief shows that in 2007 one-fifth of all Californians ages 0-64 who lived in households where at least one family member was employed did not have access to job-based coverage. Among adults with no access to job-based coverage through their own or a spouse's job, nearly two-thirds remained uninsured. In contrast, the majority of children with no access to health insurance through a parent obtained public health insurance, highlighting the importance of such programs. Low-income, Latino and small business employees were more likely to have no access to job-based insurance. Provisions enacted under national health care reform (the Patient Protection and Affordable Care Act of 2010) will aid some of these populations in accessing health insurance coverage.

  15. Promoting Socio-Economic Development: How Mobile Telephony Is an Agent for Creating High-Paying Jobs in Ghana from the Service Providers' Perspective

    ERIC Educational Resources Information Center

    Boateng, Ofori

    2011-01-01

    This exploration study examined solely, mobile telephony (which is an important aspect of ICTs) and how it promotes the creation of high-paying jobs that positively impact socio-economic development in Ghana from the service providers. perspective. This academic study focusing solely on Ghana mobile telephony service providers is the first of its…

  16. 78 FR 54971 - Limitations on the Importation of Net Built-In Losses

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-09-09

    ... certain nonrecognition transfers of loss property to corporations that are subject to Federal income tax... Jobs Creation Act of 2004 (Pub. L. 108-357, 188 Stat. 1418 (2004)) to prevent erosion of the corporate... subject to Federal income tax in the hands of the transferor immediately before the transfer. Section 362...

  17. Physician job satisfaction related to actual and preferred job size.

    PubMed

    Schmit Jongbloed, Lodewijk J; Cohen-Schotanus, Janke; Borleffs, Jan C C; Stewart, Roy E; Schönrock-Adema, Johanna

    2017-05-11

    Job satisfaction is essential for physicians' well-being and patient care. The work ethic of long days and hard work that has been advocated for decades is acknowledged as a threat for physicians' job satisfaction, well-being, and patient safety. Our aim was to determine the actual and preferred job size of physicians and to investigate how these and the differences between them influence physicians' job satisfaction. Data were retrieved from a larger, longitudinal study among physicians starting medical training at Groningen University in 1982/83/92/93 (N = 597). Data from 506 participants (85%) were available for this study. We used regression analysis to investigate the influence of job size on physicians' job satisfaction (13 aspects) and ANOVA to examine differences in job satisfaction between physicians wishing to retain, reduce or increase job size. The majority of the respondents (57%) had an actual job size less than 1.0 FTE. More than 80% of all respondents preferred not to work full-time in the future. Respondents' average actual and preferred job sizes were .85 FTE and .81 FTE, respectively. On average, respondents who wished to work less (35% of respondents) preferred a job size reduction of 0.18 FTE and those who wished to work more (12%) preferred an increase in job size of 0.16 FTE. Job size influenced satisfaction with balance work-private hours most (β = -.351). Physicians who preferred larger job sizes were - compared to the other groups of physicians - least satisfied with professional accomplishments. A considerable group of physicians reported a gap between actual and preferred job size. Realizing physicians' preferences as to job size will hardly affect total workforce, but may greatly benefit individual physicians as well as their patients and society. Therefore, it seems time for a shift in work ethic.

  18. Be Friendly, Stay Well: The Effects of Job Resources on Well-Being in a Discriminatory Work Environment.

    PubMed

    Di Marco, Donatella; Arenas, Alicia; Giorgi, Gabriele; Arcangeli, Giulio; Mucci, Nicola

    2018-01-01

    Many studies have focused on the negative effects of discrimination on workers' well-being. However, discrimination does not affect just victims but also those people who witness discriminatory acts or who perceived they are working in a discriminatory work environment. Although perceiving a discriminatory work environment might be a stressor, the presence of job resources might counteract its negative effects, as suggested by the Job Demand-Resources model. The goal of this study is to test the effect of perceiving a discriminatory work environment on workers' psychological well-being when job autonomy and co-workers and supervisor support act as mediator and moderators respectively. To test the moderated mediation model data were gathered with a sample of Italian 114 truckers. Results demonstrated that job autonomy partially mediates the relationship between perceiving a discriminatory work environment and workers' well-being. Main interactional effects have been observed when co-workers support is introduced in the model as moderator, while no main interactional effects exist when supervisor support is introduced. Theoretical and practical implications are discussed.

  19. Be Friendly, Stay Well: The Effects of Job Resources on Well-Being in a Discriminatory Work Environment

    PubMed Central

    Di Marco, Donatella; Arenas, Alicia; Giorgi, Gabriele; Arcangeli, Giulio; Mucci, Nicola

    2018-01-01

    Many studies have focused on the negative effects of discrimination on workers’ well-being. However, discrimination does not affect just victims but also those people who witness discriminatory acts or who perceived they are working in a discriminatory work environment. Although perceiving a discriminatory work environment might be a stressor, the presence of job resources might counteract its negative effects, as suggested by the Job Demand-Resources model. The goal of this study is to test the effect of perceiving a discriminatory work environment on workers’ psychological well-being when job autonomy and co-workers and supervisor support act as mediator and moderators respectively. To test the moderated mediation model data were gathered with a sample of Italian 114 truckers. Results demonstrated that job autonomy partially mediates the relationship between perceiving a discriminatory work environment and workers’ well-being. Main interactional effects have been observed when co-workers support is introduced in the model as moderator, while no main interactional effects exist when supervisor support is introduced. Theoretical and practical implications are discussed. PMID:29666596

  20. Career Readiness in the United States 2015. ACT Insights in Education and Work

    ERIC Educational Resources Information Center

    LeFebvre, Mary

    2015-01-01

    ACT has conducted over 20,000 job analyses for occupations across a diverse array of industries and occupations since 1993. This report highlights the levels of career readiness for various subgroups of ACT Work Keys® examinees in the United States and provides career readiness benchmarks for selected ACT WorkKeys cognitive skills by career…

  1. 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…

  2. Contaminated land and wetland remediation in Nigeria: Opportunities for sustainable livelihood creation.

    PubMed

    Sam, K; Zabbey, N

    2018-10-15

    The Niger Delta region of Nigeria is one of the most crude oil impacted deltas globally. The region has experienced over five decades of oil related contamination of the total environment (air, soil, water and biota). In 2011, UNEP released a seminal report on oil impact on Ogoniland environments, which up scaled demands for urgent clean up and restoration of degraded bio-resource rich environments of the Niger Delta, starting from Ogoniland. The Nigerian Government demonstrated renewed political will to remediate contaminated sites in Ogoniland with a launch of the clean-up exercise in June 2016. Stakeholders' expectations from the clean-up include not only environmental remediation but also restoration and creation of sustainable livelihood opportunities to reduce poverty in the region. Most studies have focused on the environmental restoration aspect and identified bioremediation as the likely appropriate remediation approach for Ogoniland, given its low environmental footprints, and low-cost burden on the weak and overstretched economy of Nigeria. This study mapped opportunities for sustainable livelihood creation during the Ogoniland remediation and restoration exercise. Given the value chain of bioremediation and its ancillary activities, the study analysed opportunities and mechanisms for skilled and unskilled job creation and prospects for sustainable livelihoods and knock-on effects. It is anticipated that the clean-up process would lead to economic prosperity and mitigate resource-driven conflicts in the Niger Delta. The study provides an exemplar for waste-to-wealth transformation in regions where natural resource mining has impacted communities, and has dislocated local economies and age-old livelihood structures. Copyright © 2018. Published by Elsevier B.V.

  3. 20 CFR 670.610 - When are students authorized to take leaves of absence from their Job Corps centers?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 4 2012-04-01 2012-04-01 false When are students authorized to take leaves... INVESTMENT ACT Student Support § 670.610 When are students authorized to take leaves of absence from their Job Corps centers? Job Corps students are eligible for annual leaves, emergency leaves and other types...

  4. 20 CFR 670.610 - When are students authorized to take leaves of absence from their Job Corps centers?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false When are students authorized to take leaves... INVESTMENT ACT Student Support § 670.610 When are students authorized to take leaves of absence from their Job Corps centers? Job Corps students are eligible for annual leaves, emergency leaves and other types...

  5. 20 CFR 670.610 - When are students authorized to take leaves of absence from their Job Corps centers?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 4 2013-04-01 2013-04-01 false When are students authorized to take leaves... INVESTMENT ACT Student Support § 670.610 When are students authorized to take leaves of absence from their Job Corps centers? Job Corps students are eligible for annual leaves, emergency leaves and other types...

  6. Perceived job insecurity, job predictability, personality, and health.

    PubMed

    Lau, Bjørn; Knardahl, Stein

    2008-02-01

    The present study sought to determine whether job insecurity is associated with personality traits and beliefs. In addition, it was tested whether aspects of personality confounded the relationships between job insecurity and health, or moderated this association. At the first data collection, 5163 persons participated, and at the second data collection, 1946 persons of a random sample participated. Data were obtained from Oslo Health Study. The job insecurity aspect concerning confidence in having a good job in 2 years was more strongly related to the health variables, and particularly with mental distress, compared with other aspects of job insecurity. Type-A behavior predicted an increase in upper back pain (beta 0.07), while optimism predicted a change in lower back pain (beta -0.07). Job insecurity is associated with health; this association is strongest for mental distress and self-reported health, and weaker for back-pain.

  7. 76 FR 32404 - Proposed Collection; Comment Request for Form 8864

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-06-06

    ... 8864, Biodiesel Fuels Credit. DATES: Written comments should be received on or before August 5, 2011 to...: Biodiesel Fuels Credit. OMB Number: 1545-1924. Form Number: 8864. Abstract: The American Jobs Creation Act of 2004, section 302, added new code section 40A, credit for biodiesel used as a fuel. Form 8864 has...

  8. Domestic Job Shortage or Job Maldistribution? A Geographic Analysis of the Current Radiation Oncology Job Market.

    PubMed

    Chowdhary, Mudit; Chhabra, Arpit M; Switchenko, Jeffrey M; Jhaveri, Jaymin; Sen, Neilayan; Patel, Pretesh R; Curran, Walter J; Abrams, Ross A; Patel, Kirtesh R; Marwaha, Gaurav

    2017-09-01

    To examine whether permanent radiation oncologist (RO) employment opportunities vary based on geography. A database of full-time RO jobs was created by use of American Society for Radiation Oncology (ASTRO) Career Center website posts between March 28, 2016, and March 31, 2017. Jobs were first classified by region based on US Census Bureau data. Jobs were further categorized as academic or nonacademic depending on the employer. The prevalence of job openings per 10 million population was calculated to account for regional population differences. The χ 2 test was implemented to compare position type across regions. The number and locations of graduating RO during our study period was calculated using National Resident Matching Program data. The χ 2 goodness-of-fit test was then used to compare a set of observed proportions of jobs with a corresponding set of hypothesized proportions of jobs based on the proportions of graduates per region. A total of 211 unique jobs were recorded. The highest and lowest percentages of jobs were seen in the South (31.8%) and Northeast (18.5%), respectively. Of the total jobs, 82 (38.9%) were academic; the South had the highest percentage of overall academic jobs (35.4%), while the West had the lowest (14.6%). Regionally, the Northeast had the highest percentage of academic jobs (56.4%), while the West had the lowest (26.7%). A statistically significant difference was noted between regional academic and nonacademic job availability (P=.021). After we accounted for unit population, the Midwest had the highest number of total jobs per 10 million (9.0) while the South had the lowest (5.9). A significant difference was also observed in the proportion of RO graduates versus actual jobs per region (P=.003), with a surplus of trainees seen in the Northeast. This study presents a quantitative analysis of the RO job market. We found a disproportionately small number of opportunities compared with graduates trained in the Northeast, as well

  9. RETRAINING UNDER THE MANPOWER DEVELOPMENT AND TRAINING ACT OF 1962--INSTITUTIONAL PROGRAMS.

    ERIC Educational Resources Information Center

    HOOS, IDA R.

    A DISCUSSION OF INSTITUTIONAL RETRAINING PROGRAMS UNDER THE MANPOWER DEVELOPMENT AND TRAINING ACT (1962) OUTLINES MANPOWER REPORTING AND TRAINING PROVISIONS OF THE ACT ITSELF, DISCUSSES PROBLEMS OF IMPLEMENTATION IN CALIFORNIA (I.E., DIFFICULTY IN FURNISHING ON-THE-JOB PROGRAMS AND PROPER COUNSELING), OUTLINES NATIONAL AND REGIONAL TRAINING UNDER…

  10. Endocrine surgery fellowship graduates past, present, and future: 8 years of early job market experiences and what program directors and trainees can expect.

    PubMed

    Krishnamurthy, Vikram D; Gutnick, Jesse; Slotcavage, Rachel; Jin, Judy; Berber, Eren; Siperstein, Allan; Shin, Joyce J

    2017-01-01

    Given the increasing number of endocrine surgery fellowship graduates, we investigated if expectations and job opportunities changed over time. American Association of Endocrine Surgeons (AAES) fellowship graduates, surgery department chairs, and physician recruiters were surveyed. Univariate analysis was performed with JMP Pro 12 software. We identified 141 graduates from 2008-2015; survey response rate was 72% (n = 101). Compared to earlier graduates, fewer academic opportunities were available for the recent graduates who intended to join them (P = .001). Unlike earlier graduates, recent graduates expected to also perform elective general surgery, which ultimately represented a greater percentage of their practices (both P < .05). Interview offers increased for recent graduates, but job offers decreased. Overall, 84% of graduates matched their intended practice type and 98% reported being satisfied. Reponses from graduates, department chairs, and physician recruiters highlighted opportunities to improve mentor involvement, job search strategies, and online job board utilization. The endocrine surgery job market has diversified resulting in more graduates entering nonacademic practices and performing general surgery. This rapid evolution supports future analyses of the job market and opportunities for job creation. Almost every graduate reported job satisfaction, which encourages graduates to consider joining both academic and nonacademic practices equally. Copyright © 2016 Elsevier Inc. All rights reserved.

  11. Reinvesting in America's Youth: Lessons from the 2009 Recovery Act Summer Youth Employment Initiative

    ERIC Educational Resources Information Center

    Bellotti, Jeanne; Rosenberg, Linda; Sattar, Samina; Esposito, Andrea Mraz; Ziegler, Jessica

    2010-01-01

    On February 17, 2009, President Barack Obama signed the American Recovery and Reinvestment Act into law. Passed in response to the 2008 recession, the Act's purpose was to create jobs, pump money into the economy, and encourage spending. Through the Act, states received $1.2 billion in funding for the workforce investment system to provide…

  12. Job stress, fatigue, and job dissatisfaction in Dutch lorry drivers: towards an occupation specific model of job demands and control

    PubMed Central

    de Croon, E M; Blonk, R; de Zwart, B C H; Frings-Dresen, M; Broersen, J

    2002-01-01

    Objectives: Building on Karasek's model of job demands and control (JD-C model), this study examined the effects of job control, quantitative workload, and two occupation specific job demands (physical demands and supervisor demands) on fatigue and job dissatisfaction in Dutch lorry drivers. Methods: From 1181 lorry drivers (adjusted response 63%) self reported information was gathered by questionnaire on the independent variables (job control, quantitative workload, physical demands, and supervisor demands) and the dependent variables (fatigue and job dissatisfaction). Stepwise multiple regression analyses were performed to examine the main effects of job demands and job control and the interaction effect between job control and job demands on fatigue and job dissatisfaction. Results: The inclusion of physical and supervisor demands in the JD-C model explained a significant amount of variance in fatigue (3%) and job dissatisfaction (7%) over and above job control and quantitative workload. Moreover, in accordance with Karasek's interaction hypothesis, job control buffered the positive relation between quantitative workload and job dissatisfaction. Conclusions: Despite methodological limitations, the results suggest that the inclusion of (occupation) specific job control and job demand measures is a fruitful elaboration of the JD-C model. The occupation specific JD-C model gives occupational stress researchers better insight into the relation between the psychosocial work environment and wellbeing. Moreover, the occupation specific JD-C model may give practitioners more concrete and useful information about risk factors in the psychosocial work environment. Therefore, this model may provide points of departure for effective stress reducing interventions at work. PMID:12040108

  13. Job stress, fatigue, and job dissatisfaction in Dutch lorry drivers: towards an occupation specific model of job demands and control.

    PubMed

    de Croon, E M; Blonk, R W B; de Zwart, B C H; Frings-Dresen, M H W; Broersen, J P J

    2002-06-01

    Building on Karasek's model of job demands and control (JD-C model), this study examined the effects of job control, quantitative workload, and two occupation specific job demands (physical demands and supervisor demands) on fatigue and job dissatisfaction in Dutch lorry drivers. From 1181 lorry drivers (adjusted response 63%) self reported information was gathered by questionnaire on the independent variables (job control, quantitative workload, physical demands, and supervisor demands) and the dependent variables (fatigue and job dissatisfaction). Stepwise multiple regression analyses were performed to examine the main effects of job demands and job control and the interaction effect between job control and job demands on fatigue and job dissatisfaction. The inclusion of physical and supervisor demands in the JD-C model explained a significant amount of variance in fatigue (3%) and job dissatisfaction (7%) over and above job control and quantitative workload. Moreover, in accordance with Karasek's interaction hypothesis, job control buffered the positive relation between quantitative workload and job dissatisfaction. Despite methodological limitations, the results suggest that the inclusion of (occupation) specific job control and job demand measures is a fruitful elaboration of the JD-C model. The occupation specific JD-C model gives occupational stress researchers better insight into the relation between the psychosocial work environment and wellbeing. Moreover, the occupation specific JD-C model may give practitioners more concrete and useful information about risk factors in the psychosocial work environment. Therefore, this model may provide points of departure for effective stress reducing interventions at work.

  14. 20 CFR 670.995 - What DOL equal opportunity and nondiscrimination regulations apply to Job Corps?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management Provisions § 670.995 What DOL equal opportunity and nondiscrimination regulations...

  15. How the Patient Protection and Affordable Care Act affects Texas dentists.

    PubMed

    Oneacre, Lee P

    2012-10-01

    President Barack Obama signed the Patient Protection and Affordable Care Act (PPACA) into law March 23, 2010 (P.L. 111-148), as arguably the most significant legislative health reform since the creation of Medicare and Medicaid in 1965 (1). Several PPACA provisions will impact dentists as both health care providers and small business owners and employers (2). Overall, the law significantly changes health care financing and facilitates competition in the health insurance market place through the creation of health insurance exchanges (HIX).

  16. Oversight Hearing on the Job Training Partnership Act (Part 1). Hearing before the Subcommittee on Employment Opportunities of the Committee on Education and Labor, House of Representatives, Ninety-Ninth Congress, First Session (Washington, DC, May 2, 1985).

    ERIC Educational Resources Information Center

    Congress of the U.S., Washington, DC. House Committee on Education and Labor.

    This document is a transcript of an oversight hearing on the Job Training Partnership Act (JTPA). It is the first in a series designed by the House Subcommittee on Employment Opportunities, Committee on Education and Labor, to evaluate the program. In his introduction, the subcommittee chairman voiced his concern about proposed budget cuts in…

  17. Performance Scripts Creation: Processes and Applications

    ERIC Educational Resources Information Center

    Lyons, Paul

    2006-01-01

    Purpose: Seeks to explain some of the dynamics of scripts creation as used in training, to offer some theoretical underpinning regarding the influence of script creation on behavior and performance, and to offer some examples of how script creation is applied in training activities. Design/methodology/approach: The paper explains in detail and…

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

    ERIC Educational Resources Information Center

    Saunders, Bob

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

  19. Equality Act 2010: knowledge, perceptions and practices of occupational physicians.

    PubMed

    Masupe, T; Parker, G

    2013-04-01

    Historically, many prospective employees in Great Britain have undergone pre-employment health screening (PEHS) assessments before a job offer. Section 60 of the Equality Act 2010 stipulates that PEHS assessments before a job offer may contravene the disability provisions of the Act except under specific circumstances. PEHS assessments in the current format may not fully comply with the provisions of the legislation. To describe the knowledge, perceptions and practices of occupational health physicians in UK following implementation of the Equality Act 2010. Data were collected through an anonymous online survey of occupational health physicians (OHPs) actively reporting to the Occupational Physicians Reporting Activity (OPRA) at the Centre for Occupational and Environmental Health, the University of Manchester. There were 126 responses available for analysis (response rate 43%). Most participants (81%) were accredited occupational health specialists providing occupational health advice to various industry sectors; 96% reported involvement in PEHS assessments; 81% reported awareness of section 60 of the Equality Act 2010. Further analysis of these participants revealed varying knowledge levels and practices relating to specific requirements of section 60. Changes in professional practice resulting from the Act were reported by 38%, while 46% reported no change. There have been minimal immediate changes to PEHS practices by OHPs in response to section 60 of the Act. Some OHPs displayed inadequate knowledge of specific requirements of section 60 of the Act. OHPs could benefit from further training on specific requirements of this legislation.

  20. Job Satisfaction of People With Intellectual Disability: Associations With Job Characteristics and Personality.

    PubMed

    Akkerman, Alma; Kef, Sabina; Meininger, Herman P

    2018-01-01

    To obtain an understanding of factors associated with job satisfaction of people with intellectual disability (ID), this study investigates the associations of job satisfaction with job characteristics (i.e., job demands, job resources) and personality, using the job demands-resources model. Data were gathered from 117 people and their employment support workers, using structured questionnaires adapted from well-established instruments. Job resources and age were positively associated with job satisfaction. Job demands and personality showed no significant direct associations with job satisfaction. Moderation analyses showed that for people with ID with high conscientiousness, enhanced job demands were associated with reduced job satisfaction, which was not the case for those with low conscientiousness. This study emphasizes the importance of job design.

  1. Railing for safety: job demands, job control, and safety citizenship role definition.

    PubMed

    Turner, Nick; Chmiel, Nik; Walls, Melanie

    2005-10-01

    This study investigated job demands and job control as predictors of safety citizenship role definition, that is, employees' role orientation toward improving workplace safety. Data from a survey of 334 trackside workers were framed in the context of R. A. Karasek's (1979) job demands-control model. High job demands were negatively related to safety citizenship role definition, whereas high job control was positively related to this construct. Safety citizenship role definition of employees with high job control was buffered from the influence of high job demands, unlike that of employees with low job control, for whom high job demands were related to lower levels of the construct. Employees facing both high job demands and low job control were less likely than other employees to view improving safety as part of their role orientation. Copyright (c) 2005 APA, all rights reserved.

  2. 78 FR 14088 - Creation of a New System of Records Notice: Telework Application and Agreement Records

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-03-04

    ... audits. DATES: Persons wishing to comment on this system of records notice must do so by April 15, 2013... ENVIRONMENTAL PROTECTION AGENCY [FRL-9786-9; EPA-HQ-OEI-2012-0481] Creation of a New System of... proposes to create a new system of records pursuant to the provisions of the Privacy Act of 1974 (5 U.S.C...

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

    PubMed

    Lee, H W

    1994-01-01

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

  4. Your Job Search Organiser. The Essential Guide for a Successful Job Search.

    ERIC Educational Resources Information Center

    Stevens, Paul

    This publication organizes job searches in Australia by creating a paperwork system and recording essential information. It is organized into two parts: career planning and job search management. Part 1 contains the following sections: job evaluation, goal setting, job search obstacles--personal constraints and job search obstacles; and job search…

  5. Stated Preferences of Doctors for Choosing a Job in Rural Areas of Peru: A Discrete Choice Experiment

    PubMed Central

    Miranda, J. Jaime; Diez-Canseco, Francisco; Lema, Claudia; Lescano, Andrés G.; Lagarde, Mylene; Blaauw, Duane; Huicho, Luis

    2012-01-01

    Background Doctors’ scarcity in rural areas remains a serious problem in Latin America and Peru. Few studies have explored job preferences of doctors working in underserved areas. We aimed to investigate doctors’ stated preferences for rural jobs. Methods and Findings A labelled discrete choice experiment (DCE) was performed in Ayacucho, an underserved department of Peru. Preferences were assessed for three locations: rural community, Ayacucho city (Ayacucho’s capital) and other provincial capital city. Policy simulations were run to assess the effect of job attributes on uptake of a rural post. Multiple conditional logistic regressions were used to assess the relative importance of job attributes and of individual characteristics. A total of 102 doctors participated. They were five times more likely to choose a job post in Ayacucho city over a rural community (OR 4.97, 95%CI 1.2; 20.54). Salary increases and bonus points for specialization acted as incentives to choose a rural area, while increase in the number of years needed to get a permanent post acted as a disincentive. Being male and working in a hospital reduced considerably chances of choosing a rural job, while not living with a partner increased them. Policy simulations showed that a package of 75% salary increase, getting a permanent contract after two years in rural settings, and getting bonus points for further specialisation increased rural job uptake from 21% to 77%. A package of 50% salary increase plus bonus points for further specialisation would also increase the rural uptake from 21% to 52%. Conclusions Doctors are five times more likely to favour a job in urban areas over rural settings. This strong preference needs to be overcome by future policies aimed at improving the scarcity of rural doctors. Some incentives, alone or combined, seem feasible and sustainable, whilst others may pose a high fiscal burden. PMID:23272065

  6. Creation of a retrospective job-exposure matrix using surrogate measures of exposure for a cohort of US career firefighters from San Francisco, Chicago and Philadelphia

    PubMed Central

    Dahm, Matthew M; Bertke, Stephen; Allee, Steve; Daniels, Robert D

    2015-01-01

    Objectives To construct a cohort-specific job-exposure matrix (JEM) using surrogate metrics of exposure for a cancer study on career firefighters from the Chicago, Philadelphia and San Francisco Fire Departments. Methods Departmental work history records, along with data on historical annual fire-runs and hours, were collected from 1950 to 2009 and coded into separate databases. These data were used to create a JEM based on standardised job titles and fire apparatus assignments using several surrogate exposure metrics to estimate firefighters’ exposure to the combustion byproducts of fire. The metrics included duration of exposure (cumulative time with a standardised exposed job title and assignment), fire-runs (cumulative events of potential fire exposure) and time at fire (cumulative hours of potential fire exposure). Results The JEM consisted of 2298 unique job titles alongside 16 174 fire apparatus assignments from the three departments, which were collapsed into 15 standardised job titles and 15 standardised job assignments. Correlations were found between fire-runs and time at fires (Pearson coefficient=0.92), duration of exposure and time at fires (Pearson coefficient=0.85), and duration of exposure and fire-runs (Pearson coefficient=0.82). Total misclassification rates were found to be between 16–30% when using duration of employment as an exposure surrogate, which has been traditionally used in most epidemiological studies, compared with using the duration of exposure surrogate metric. Conclusions The constructed JEM successfully differentiated firefighters based on gradient levels of potential exposure to the combustion byproducts of fire using multiple surrogate exposure metrics. PMID:26163543

  7. State Implementation of Reforms Promoted under the Recovery Act. A Report from Charting the Progress of Education Reform: An Evaluation of the Recovery Act's Role. NCEE 2014-4011

    ERIC Educational Resources Information Center

    Webber, Ann; Troppe, Patricia; Milanowski, Anthony; Gutmann, Babette; Reisner, Elizabeth; Goertz, Margaret

    2014-01-01

    The American Recovery and Reinvestment Act (ARRA or the Recovery Act) of 2009 provided an unprecedented level of funding for K-12 education. The program created a "historic opportunity to save hundreds of thousands of jobs, support states and school districts, and advance reforms and improvements that will create long-lasting results for our…

  8. Engineering Your Job Search: A Job-Finding Resource for Engineering Professionals.

    ERIC Educational Resources Information Center

    1995

    This guide, which is intended for engineering professionals, explains how to use up-to-date job search techniques to design and conduct an effective job hunt. The first 11 chapters discuss the following steps in searching for a job: handling a job loss; managing time and financial resources while conducting a full-time job search; using objective…

  9. 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.

  10. 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

  11. The Relationship between Social Capital in Hospitals and Physician Job Satisfaction

    PubMed Central

    Ommen, Oliver; Driller, Elke; Köhler, Thorsten; Kowalski, Christoph; Ernstmann, Nicole; Neumann, Melanie; Steffen, Petra; Pfaff, Holger

    2009-01-01

    Background Job satisfaction in the hospital is an important predictor for many significant management ratios. Acceptance in professional life or high workload are known as important predictors for job satisfaction. The influence of social capital in hospitals on job satisfaction within the health care system, however, remains to be determined. Thus, this article aimed at analysing the relationship between overall job satisfaction of physicians and social capital in hospitals. Methods The results of this study are based upon questionnaires sent by mail to 454 physicians working in the field of patient care in 4 different German hospitals in 2002. 277 clinicians responded to the poll, for a response rate of 61%. Analysis was performed using three linear regression models with physician overall job satisfaction as the dependent variable and age, gender, professional experience, workload, and social capital as independent variables. Results The first regression model explained nearly 9% of the variance of job satisfaction. Whereas job satisfaction increased slightly with age, gender and professional experience were not identified as significant factors to explain the variance. Setting up a second model with the addition of subjectively-perceived workload to the analysis, the explained variance increased to 18% and job satisfaction decreased significantly with increasing workload. The third model including social capital in hospital explained 36% of the variance with social capital, professional experience and workload as significant factors. Conclusion This analysis demonstrated that the social capital of an organisation, in addition to professional experience and workload, represents a significant predictor of overall job satisfaction of physicians working in the field of patient care. Trust, mutual understanding, shared aims, and ethical values are qualities of social capital that unify members of social networks and communities and enable them to act cooperatively

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

    PubMed

    Wolfe, M N; Coggins, S

    1997-01-01

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

  13. Accounting for job satisfaction: Examining the interplay of person and situation.

    PubMed

    Elfstrand Corlin, Tinna; Kazemi, Ali

    2017-10-01

    In the present study, we investigate the interplay of personality traits (i.e., person) in frontline care staff in nursing homes and the way they relate to the residents (i.e., situation) to account for their job satisfaction. Participants completed a survey including Mini-IPIP tapping the five-factor model of personality, Individualized Care Inventory tapping four aspects of person-centered care and job satisfaction. The results revealed that staff scoring high on neuroticism experienced less job satisfaction. This relationship was partly accounted for by resident autonomy, suggesting that part of the adverse influence of neuroticism on job satisfaction may be mitigated by organizations providing a supportive care environment. In contrast, staff scoring high on agreeableness experienced higher job satisfaction. This relationship was accounted for by another aspect of person-centered care, that is, knowing the person. This suggests that agreeableness in a sense facilitated adjustment of acts of care toward the unique needs and preferences of residents and this partly explained why the more agreeable the staff was the more they felt satisfied at work. In sum, effects of personality traits on job satisfaction in care staff are partially mediated by the perception of working conditions and care policy and to the extent that a certain personality trait affects whether the staff have a positive or negative perception of the way they relate to the residents, they will experience, respectively, higher or a lower job satisfaction. This finding has implications for how to combine a focus on delivering person-centered care with improving personal job satisfaction. © 2017 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

  14. Rising to the challenge: Deep acting is more beneficial when tasks are appraised as challenging.

    PubMed

    Huang, Jason L; Chiaburu, Dan S; Zhang, Xin-an; Li, Ning; Grandey, Alicia A

    2015-09-01

    Cumulative research indicates that deep acting has a nonsignificant relationship with employee exhaustion, despite arguments that deep acting can be beneficial. To illuminate when deep acting leads to more positive employee outcomes, we draw on the resource conservation perspective to propose a within-individual model of deep acting that focuses on service employees' daily fluctuation of emotional labor and emotional exhaustion. Specifically, we propose that the ongoing experience of felt challenge is a within-person boundary condition that moderates deep acting's relationship with emotional exhaustion, and model emotional exhaustion as a mediating mechanism that subsequently predicts momentary job satisfaction and daily customer conflict handling. Using an experience sampling design, we collected data from 84 service employees over a 3-week period. Deep acting was less emotionally exhausting for service providers when they saw their tasks as more challenging. Furthermore, emotional exhaustion mediated the deep acting by felt challenge interaction effect on momentary job satisfaction and daily customer conflict handling. The findings contribute to a better understanding of the deep acting experience at work, while highlighting customer conflict handling as a key behavioral outcome of emotional labor. (c) 2015 APA, all rights reserved).

  15. Age-Differential Effects of Job Characteristics on Job Attraction: A Policy-Capturing Study

    PubMed Central

    Zacher, Hannes; Dirkers, Bodil T.; Korek, Sabine; Hughes, Brenda

    2017-01-01

    Based on an integration of job design and lifespan developmental theories, Truxillo et al. (2012) proposed that job characteristics interact with employee age in predicting important work outcomes. Using an experimental policy-capturing design, we investigated age-differential effects of four core job characteristics (i.e., job autonomy, task variety, task significance, and feedback from the job) on job attraction (i.e., individuals' rating of job attractiveness). Eighty-two employees between 19 and 65 years (Mage = 41, SD = 14) indicated their job attraction for each of 40 hypothetical job descriptions in which the four job characteristics were systematically manipulated (in total, participants provided 3,280 ratings). Results of multilevel analyses showed that the positive effects of task variety, task significance, and feedback from the job were stronger for younger compared to older employees, whereas we did not find significant age-differential effects of job autonomy on job attraction. These findings are only partially consistent with propositions of Truxillo et al.'s (2012) lifespan perspective on job design. PMID:28713322

  16. Age-Differential Effects of Job Characteristics on Job Attraction: A Policy-Capturing Study.

    PubMed

    Zacher, Hannes; Dirkers, Bodil T; Korek, Sabine; Hughes, Brenda

    2017-01-01

    Based on an integration of job design and lifespan developmental theories, Truxillo et al. (2012) proposed that job characteristics interact with employee age in predicting important work outcomes. Using an experimental policy-capturing design, we investigated age-differential effects of four core job characteristics (i.e., job autonomy, task variety, task significance, and feedback from the job) on job attraction (i.e., individuals' rating of job attractiveness). Eighty-two employees between 19 and 65 years ( M age = 41, SD = 14) indicated their job attraction for each of 40 hypothetical job descriptions in which the four job characteristics were systematically manipulated (in total, participants provided 3,280 ratings). Results of multilevel analyses showed that the positive effects of task variety, task significance, and feedback from the job were stronger for younger compared to older employees, whereas we did not find significant age-differential effects of job autonomy on job attraction. These findings are only partially consistent with propositions of Truxillo et al.'s (2012) lifespan perspective on job design.

  17. Creation of a retrospective job-exposure matrix using surrogate measures of exposure for a cohort of US career firefighters from San Francisco, Chicago and Philadelphia.

    PubMed

    Dahm, Matthew M; Bertke, Stephen; Allee, Steve; Daniels, Robert D

    2015-09-01

    To construct a cohort-specific job-exposure matrix (JEM) using surrogate metrics of exposure for a cancer study on career firefighters from the Chicago, Philadelphia and San Francisco Fire Departments. Departmental work history records, along with data on historical annual fire-runs and hours, were collected from 1950 to 2009 and coded into separate databases. These data were used to create a JEM based on standardised job titles and fire apparatus assignments using several surrogate exposure metrics to estimate firefighters' exposure to the combustion byproducts of fire. The metrics included duration of exposure (cumulative time with a standardised exposed job title and assignment), fire-runs (cumulative events of potential fire exposure) and time at fire (cumulative hours of potential fire exposure). The JEM consisted of 2298 unique job titles alongside 16,174 fire apparatus assignments from the three departments, which were collapsed into 15 standardised job titles and 15 standardised job assignments. Correlations were found between fire-runs and time at fires (Pearson coefficient=0.92), duration of exposure and time at fires (Pearson coefficient=0.85), and duration of exposure and fire-runs (Pearson coefficient=0.82). Total misclassification rates were found to be between 16-30% when using duration of employment as an exposure surrogate, which has been traditionally used in most epidemiological studies, compared with using the duration of exposure surrogate metric. The constructed JEM successfully differentiated firefighters based on gradient levels of potential exposure to the combustion byproducts of fire using multiple surrogate exposure metrics. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

  18. Job insecurity and its association with health among employees in the Taiwanese general population.

    PubMed

    Cheng, Yawen; Chen, Chun-Wan; Chen, Chiou-Jong; Chiang, Tung-liang

    2005-07-01

    As employers respond to intensive global competition through the deregulation of labor, job insecurity has become a widespread problem. It has been shown to have significant health impacts in a growing number of workers, but less is known about its social distribution, the mechanisms through which it may act, and the moderating effects of gender, socioeconomic position, and company size. Utilizing data from a national survey of a representative sample of paid employees in Taiwan, we examined the prevalence of job insecurity and its associations with psychosocial work characteristics and health status. A total of 8705 men and 5986 women aged between 25 and 65 years old were studied. Information on perceived job insecurity, industrial and occupational types, psychosocial work characteristics as assessed by the Job Strain model, and various measures of health status were obtained by a self-administered questionnaire. The overall prevalence of job insecurity was high (50%). Job insecurity was more prevalent among employees with lower education attainment, in blue-collar and construction workers, those employed in smaller companies, and in older women. Insecure employees also reported lower job control, higher job demands, and poor workplace social support, as compared with those who held secure positions. Regression analyses showed that job insecurity was strongly associated with poor health, even with adjustment of age, job control, job demands, and work place social support. The deleterious effects of job insecurity appeared to be stronger in men than women, in women who held managerial or professional jobs than women in other employment grades, and in those working in larger companies than smaller ones. The findings of this study suggest that perceived job insecurity is an important source of stress, and it is accompanied with adverse psychosocial work conditions and poor health. High-risk groups were identified for further investigation.

  19. Crisis-counselor perceptions of job training, stress, and satisfaction during disaster recovery.

    PubMed

    Bellamy, Nikki D; Wang, Min Qi; McGee, Lori A; Liu, Julie S; Robinson, Maryann E

    2018-05-03

    The United States Crisis Counseling Assistance and Training Program (CCP; authorized by the Robert T. Stafford Disaster Relief and Emergency Assistance Act, 1974/2013) aims to provide disaster-recovery support to communities following natural or human-caused disasters through outreach. Job satisfaction among the crisis counselors the CCP employs may affect the delivery of outreach services to survivors and their communities. The present study was conducted to gain insight into CCP crisis counselors' experiences with job training and work-related stress as predictors of job satisfaction. Data was collected from 47 CCP service-provider agencies, including 532 completed service-provider feedback surveys to examine the usefulness of the CCP training they had received, the support and supervision provided by program management, the workload and its duration, resources provided, and the stress experienced. Quantitative and qualitative data were examined, and a multiple linear regression was calculated to predict job satisfaction based on training usefulness, job stress, gender, age, race, full- or part-time status, highest level of education achieved, and supervisory position. The overall regression equation was significant, F(8, 341) = 8.428, p < .000. The regression coefficients indicated that the higher the job training was rated as useful (p < .001), the lower the job stress (p < .01), and the older the age of the respondents (p < .05), the greater the level of job satisfaction. Findings suggest that proper training and management of stress among crisis counselors are necessary for influencing levels of staff job satisfaction. Where self-care and stress management were not adequately emphasized, more stress was reported. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

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

    ERIC Educational Resources Information Center

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

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

  1. Persistent high job demands and reactivity to mental stress predict future ambulatory blood pressure.

    PubMed

    Steptoe, A; Cropley, M

    2000-05-01

    To test the hypothesis that work stress (persistent high job demands over 1 year) in combination with high reactivity to mental stress predict ambulatory blood pressure. Assessment of cardiovascular responses to standardized behavioural tasks, job demands, and ambulatory blood pressure over a working day and evening after 12 months. We studied 81 school teachers (26 men, 55 women), 36 of whom experienced persistent high job demands over 1 year, while 45 reported lower job demands. Participants were divided on the basis of high and low job demands, and high and low systolic pressure reactions to an uncontrollable stress task. Blood pressure and concurrent physical activity were monitored using ambulatory apparatus from 0900 to 2230 h on a working day. Cardiovascular stress reactivity was associated with waist/hip ratio. Systolic and diastolic pressure during the working day were greater in high job demand participants who were stress reactive than in other groups, after adjustment for age, baseline blood pressure, body mass index and negative affectivity. The difference was not accounted for by variations in physical activity. Cardiovascular stress reactivity and sustained psychosocial stress may act in concert to increase cardiovascular risk in susceptible individuals.

  2. 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…

  3. Jobs in Transportation. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

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

  4. Comparison of post-creation procedures and costs between surgical and an endovascular approach to arteriovenous fistula creation.

    PubMed

    Yang, Shuo; Lok, Charmaine; Arnold, Renee; Rajan, Dheeraj; Glickman, Marc

    2017-03-28

    Due to early and late failures that may occur with surgically created hemodialysis arteriovenous fistulas (SAVF), post-creation procedures are commonly required to facilitate AVF maturation and maintain patency. This study compared AVF post-creation procedures and their associated costs in patients with SAVF to patients with a new endovascularly created AVF (endoAVF). A 5% random sample from Medicare Standard Analytical Files was abstracted to determine post-creation procedures and associated costs for SAVF created from 2011 to 2013. Medicare enrollment during the 6 months prior to and after the AVF creation was required. Patients' follow-up inpatient, outpatient, and physician claims were used to identify post-creation procedures and to estimate average procedure costs. Comparative procedural information on endoAVF was obtained from the Novel Endovascular Access Trial (NEAT). Of 3764 Medicare SAVF patients, 60 successfully matched to endoAVF patients using 1:1 propensity score matching of baseline demographic and clinical characteristics. The total post-creation procedural event rate within 1 year was lower for endoAVF patients (0.59 per patient-year) compared to the matched SAVF cohort (3.43 per patient-year; p<0.05). In the endoAVF cohort, event rates of angioplasty, thrombectomy, revision, catheter placement, subsequent arteriovenous graft (AVG), new SAVF, and vascular access-related infection were all significantly lower than in the SAVF cohort. The average first year cost per patient-year associated with post-creation procedures was estimated at US$11,240 USD lower for endoAVF than for SAVF. Compared to patients with SAVF, patients with endoAVF required fewer post-creation procedures and had lower associated mean costs within the first year.

  5. The importance of job training to job satisfaction of older workers.

    PubMed

    Leppel, Karen; Brucker, Eric; Cochran, Jeremy

    2012-01-01

    If job training has positive impacts on worker satisfaction, then job training can have desirable consequences for an organization that result both directly through its effects on productivity and indirectly through its effects on job satisfaction. Furthermore, the aging of the workforce implies that older workers will become increasingly important to firms and to the economy. This study, therefore, seeks to examine the relationship between job training and job satisfaction, focusing in particular on U.S. workers born in 1964 or earlier. The results of ordered logit regression analysis indicate that availability and quality of training received directly affect job satisfaction.

  6. Job satisfaction and job content in Dutch dental hygienists.

    PubMed

    Jerković-Ćosić, K; van Offenbeek, M A G; van der Schans, C P

    2012-08-01

    This study compares the scope of practice of Dutch dental hygienists (DHs) educated through a 2- or 3-year curriculum ('old-style DHs') with that of hygienists educated through a new extended 4-year curriculum leading to a bachelor's degree ('new-style DHs'), with the aim to investigate whether an extended scope of practice positively affects perceived skill variety, autonomy and job satisfaction. The questionnaires were obtained from old- and new-style DHs (n = 413, response 38%; n = 219, response 59%, respectively), in which respondents had recorded their dental tasks, perceived skill variety, autonomy and job satisfaction. T -tests were used to analyse differences between old- and new-style DHs, and regression analyses were performed to assess the relation between scope of practice and skill variety, autonomy and job satisfaction. New-style DHs have a more extended scope of practice compared with old-style DHs. Despite their more complex jobs, which are theoretically related to higher job satisfaction, new-style DHs perceive lower autonomy and job satisfaction (P < 0.05). Skill variety is the strongest predictor for DHs' job satisfaction (β = 0.462), followed by autonomy (β = 0.202) and caries decisive tasks, the last affecting job satisfaction negatively (β = -0.149). Self-employment is the strongest significant predictor for autonomy (β = 0.272). The core business of DHs remains the prevention and periodontology services. New-style DHs combine these tasks with extended tasks in the caries field, which can lead to comparatively less job satisfaction, because of a lower experienced autonomy in performing these extended tasks. © 2012 John Wiley & Sons A/S.

  7. Job Seeker Resources

    Science.gov Websites

    to return to the AJCN Home page State of Alaska > DOLWD > Alaska Job Center Network > Job Job Center Network is an equal opportunity employer/program. Auxiliary aids and services are available Alaska Job Center Network (AJCN). Positions filled through AJCN are recruited at the local level through

  8. RETRAINING UNDER THE MANPOWER DEVELOPMENT AND TRAINING ACT OF 1962--ON-THE-JOB PROGRAMS.

    ERIC Educational Resources Information Center

    HOOS, IDA R.

    IN 1963, PROGRAMS WERE PROVIDED IN THE SAN FRANCISCO BAY AREA, UNDER MDTA, ALL BUT ONE (HOSPITAL ORDERLIES) BEING UNION SPONSORED. THE MILLMEN AND CABINET WORKERS' LAYOUT COURSE FOR JOURNEYMEN SEEKING CERTIFICATION INVOLVED 12 WEEKS OF THEORETICAL AND ON-THE-JOB TRAINING. THE PROGRAM FOR ORDERLIES AT KAISER FOUNDATION HOSPITAL ENROLLED 12 MEN FOR…

  9. Creationism, Censorship, and Academic Freedom.

    ERIC Educational Resources Information Center

    Sturm, Susan P.

    1982-01-01

    Argues that the fight against creationism in public schools is essential to the preservation of First Amendment rights guaranteed by the U.S. Constitution. Discusses how creationists, to avoid religious issues, are presenting the "creation-science" (pseudoscience) issue in terms of academic freedom and censorship. (Author/JN)

  10. Estimating job runtime for CMS analysis jobs

    NASA Astrophysics Data System (ADS)

    Sfiligoi, I.

    2014-06-01

    The basic premise of pilot systems is to create an overlay scheduling system on top of leased resources. And by definition, leases have a limited lifetime, so any job that is scheduled on such resources must finish before the lease is over, or it will be killed and all the computation is wasted. In order to effectively schedule jobs to resources, the pilot system thus requires the expected runtime of the users' jobs. Past studies have shown that relying on user provided estimates is not a valid strategy, so the system should try to make an estimate by itself. This paper provides a study of the historical data obtained from the Compact Muon Solenoid (CMS) experiment's Analysis Operations submission system. Clear patterns are observed, suggesting that making prediction of an expected job lifetime range is achievable with high confidence level in this environment.

  11. The Relationship between Job Training and Job Satisfaction: A Review of Literature

    ERIC Educational Resources Information Center

    Schmidt, Steven W.

    2010-01-01

    As stand-alone concepts, job satisfaction and job training have each been researched extensively. However, encouraged by researchers who have found a myriad of effects of job training on employee behavior in the workplace, the concepts of job training and job satisfaction are being examined together. Results of many studies indicate that the…

  12. Job Satisfaction of People with Intellectual Disability: Associations with Job Characteristics and Personality

    ERIC Educational Resources Information Center

    Akkerman, Alma; Kef, Sabina; Meininger, Herman P.

    2018-01-01

    To obtain an understanding of factors associated with job satisfaction of people with intellectual disability (ID), this study investigates the associations of job satisfaction with job characteristics (i.e., job demands, job resources) and personality, using the job demands-resources model. Data were gathered from 117 people and their employment…

  13. 78 FR 25428 - Privacy Act of 1974, as Amended

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-05-01

    ... individual for the purpose of conducting a background investigation; (b) education, registration in... contract, service, cooperative agreement, job, or other activity on behalf of the CFPB or Federal... the Privacy Act of 1974, as amended, the Bureau of Consumer Financial Protection, hereinto referred to...

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

    ERIC Educational Resources Information Center

    Shin, Jung Cheol; Jung, Jisun

    2014-01-01

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

  15. The job self-efficacy and job involvement of clinical nursing teachers.

    PubMed

    Yang, Hui-Ling; Kao, Yu-Hsiu; Huang, Yi-Ching

    2006-09-01

    This paper explored the present status of self-efficacy and job involvement of clinical nursing teachers and investigated the predictive power of teachers' personal background variables on such, as well as the relationship between self-efficacy and job involvement. A total of 419 participants in the survey sample were chosen among clinical nursing teachers at 19 public and private institutes of technology and junior colleges in Taiwan in 2004. The self-developed structural questionnaire was categorized into three sections, including personal background data, job self-efficacy related to the clinical teaching inventory and job involvement related to clinical teaching inventory. Of the total 419 questionnaires distributed for this cross-sectional survey, 266 valid copies were registered, at a recovery rate of 63%. Findings indicated that both the job self-efficacy and job involvement of clinical nursing teachers are at a medium to high level and that significant differences exist in job self-efficacy and job involvement based on differences in age, marital status, teaching seniority, teacher qualifications, and job satisfaction. Second, samples have significantly different performance in self-efficacy due to differences in education level attained and the medical institution to which nursing teachers had been assigned. Self-efficacy and job involvement are significantly positively correlated. These results can serve as a reference for the cultivation of nursing teachers and reform of clinical nursing education in the future.

  16. 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.

  17. 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.

  18. Oversight Hearing on the Department of Labor's Implementation of the Job Training Partnership Act. Hearing before the Subcommittee on Employment Opportunities of the Committee on Education and Labor, House of Representatives, Ninety-Ninth Congress, First Session, Washington, DC, October 10, 1985.

    ERIC Educational Resources Information Center

    Congress of the U.S., Washington, DC. House Committee on Education and Labor.

    This report of a hearing before the House Subcommittee on Employment concerns the implementation of the Job Training Partnership Act (JTPA). Witnesses addressed concerns about the program's allegedly unspent funds and the proposed funding cuts. Testimony was heard from William E. Brock, Secretary of Labor, and Raymond Flynn, Mayor of Boston,…

  19. Interview for the Job. Job Search. Competency 4.0.

    ERIC Educational Resources Information Center

    Ohio State Univ., Columbus. National Center for Research in Vocational Education.

    This competency booklet for individualized competency-based instruction is the fourth of five in the Job Search Skills package. (Instructor program and guides are available separately as CE 031 965 and 966, the other booklets as CE 031 967-971.) It contains 13 operational units related to the job search competency of interviewing for the job. (The…

  20. 76 FR 52341 - Privacy Act of 1974, as amended; Notice of a New System of Records

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-08-22

    ... Information System (FAPIIS). (15) To business entities, organizations, or individuals suspended, proposed for... New System of Records AGENCY: Office of the Secretary, Interior. ACTION: Notice of Creation of a New Privacy Act System of Records. SUMMARY: Pursuant to the provisions of the Privacy Act of 1974, as amended...

  1. 3 CFR 8546 - Proclamation 8546 of August 13, 2010. 75th Anniversary of the Social Security Act

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Anniversary of the Social Security Act 8546 Proclamation 8546 Presidential Documents Proclamations Proclamation 8546 of August 13, 2010 Proc. 8546 75th Anniversary of the Social Security ActBy the President of... into law the Social Security Act to protect ordinary Americans “against the loss of a job and against...

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

    DTIC Science & Technology

    1989-09-01

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

  3. Job evaluation for clinical nursing jobs by implementing the NHS JE system.

    PubMed

    Kahya, Emin; Oral, Nurten

    2007-10-01

    The purpose of this paper was to evaluate locally all the clinical nursing jobs implementing the NHS JE system in four hospitals. The NHS JE was developed by the Department of Health in the UK in 2003-2004. A job analysis questionnaire was designed to gather current job descriptions. It was distributed to each of 158 clinical nurses and supervisor nurses in 31 variety clinics at four hospitals in one city. The questionnaires were analysed to evaluate locally all the identified 94 nursing jobs. Fourteen of 19 nursing jobs in the medical and surgical clinics can be matched to the nurse national job in the NHS JE system. The results indicated that two new nursing jobs titled nurse B and nurse advanced B should be added to the list of national nursing jobs in the NHS JE system.

  4. Asthma history, job type and job changes among US nurses.

    PubMed

    Dumas, Orianne; Varraso, Raphaëlle; Zock, Jan Paul; Henneberger, Paul K; Speizer, Frank E; Wiley, Aleta S; Le Moual, Nicole; Camargo, Carlos A

    2015-07-01

    Nurses are at increased risk of occupational asthma, an observation that may be related to disinfectants exposure. Whether asthma history influences job type or job changes among nurses is unknown. We investigated this issue in a large cohort of nurses. The Nurses' Health Study II is a prospective study of US female nurses enrolled in 1989 (ages 24-44 years). Job status and asthma were assessed in biennial (1989-2011) and asthma-specific questionnaires (1998, 2003). Associations between asthma history at baseline (diagnosis before 1989, n=5311) and job type at baseline were evaluated by multinomial logistic regression. The relations of asthma history and severity during follow-up to subsequent job changes were evaluated by Cox models. The analytic cohort included 98 048 nurses. Compared with nurses in education/administration (likely low disinfectant exposure jobs), women with asthma history at baseline were less often employed in jobs with likely high disinfectant exposure, such as operating rooms (odds ratio 0.73 (95% CI 0.63 to 0.86)) and emergency room/inpatient units (0.89 (0.82 to 0.97)). During a 22-year follow-up, nurses with a baseline history of asthma were more likely to move to jobs with lower exposure to disinfectants (HR 1.13 (1.07 to 1.18)), especially among those with more severe asthma (HR for mild persistent: 1.13; moderate persistent 1.26; severe persistent: 1.50, compared with intermittent asthma, p trend: 0.004). Asthma history was associated with baseline job type and subsequent job changes among nurses. This may partly reflect avoidance of tasks involving disinfectant use, and may introduce bias in cross-sectional studies on disinfectant exposure and asthma in nurses. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

  5. Burnout, psychological morbidity, job stress, and job satisfaction in Chinese neurologists.

    PubMed

    Zhou, Xinyu; Pu, Juncai; Zhong, Xiaoni; Zhu, Dan; Yin, Dinghong; Yang, Lining; Zhang, Yuqing; Fu, Yuying; Wang, Haiyang; Xie, Peng

    2017-05-02

    To investigate the prevalence of and personal and professional characteristics associated with burnout, psychological morbidity, job stress, and job satisfaction in Chinese neurologists. The China Neurologist Association conducted a national cross-sectional study from September 2014 to March 2015. A questionnaire including the Maslach Burnout Inventory, the 12-item General Health Questionnaire, the Consultants' Mental Health Questionnaire, and questions assessing personal and professional characteristics, career satisfaction, and current doctor-patient relationships was administered. A total of 693 directors of neurology departments and 6,111 neurologists in 30 Chinese provinces returned surveys. Overall, 53.2% of responding neurologists experienced burnout, 37.8% had psychological morbidity, 50.7% had high levels of job stress, 25.7% had low levels of job satisfaction, 76.9% had poor doctor-patient relationships, and 58.1% regretted becoming a doctor. Factors independently associated with burnout were lower income, more hours worked per week, more nights on call per month, working in public hospitals, psychological morbidity, high levels of job stress, low levels of job satisfaction, and poor doctor-patient relationships. Factors independently associated with psychological morbidity included lower income, more nights on call per month, working in enterprise-owned hospitals, burnout, high levels of job stress, and low levels of job satisfaction. Burnout and psychological morbidity are common in Chinese neurologists. Burnout is the single greatest predictor of neurologists' psychological morbidity, high job stress, and low job satisfaction. © 2017 American Academy of Neurology.

  6. 15 CFR 2001.1 - Creation and location.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 15 Commerce and Foreign Trade 3 2014-01-01 2014-01-01 false Creation and location. 2001.1 Section 2001.1 Commerce and Foreign Trade Regulations Relating to Foreign Trade Agreements OFFICE OF THE UNITED STATES TRADE REPRESENTATIVE CREATION, ORGANIZATION, AND FUNCTIONS § 2001.1 Creation and location. (a) The...

  7. 15 CFR 2001.1 - Creation and location.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 15 Commerce and Foreign Trade 3 2011-01-01 2011-01-01 false Creation and location. 2001.1 Section 2001.1 Commerce and Foreign Trade Regulations Relating to Foreign Trade Agreements OFFICE OF THE UNITED STATES TRADE REPRESENTATIVE CREATION, ORGANIZATION, AND FUNCTIONS § 2001.1 Creation and location. (a) The...

  8. 15 CFR 2001.1 - Creation and location.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 15 Commerce and Foreign Trade 3 2013-01-01 2013-01-01 false Creation and location. 2001.1 Section 2001.1 Commerce and Foreign Trade Regulations Relating to Foreign Trade Agreements OFFICE OF THE UNITED STATES TRADE REPRESENTATIVE CREATION, ORGANIZATION, AND FUNCTIONS § 2001.1 Creation and location. (a) The...

  9. 15 CFR 2001.1 - Creation and location.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 15 Commerce and Foreign Trade 3 2012-01-01 2012-01-01 false Creation and location. 2001.1 Section 2001.1 Commerce and Foreign Trade Regulations Relating to Foreign Trade Agreements OFFICE OF THE UNITED STATES TRADE REPRESENTATIVE CREATION, ORGANIZATION, AND FUNCTIONS § 2001.1 Creation and location. (a) The...

  10. 15 CFR 2001.1 - Creation and location.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 15 Commerce and Foreign Trade 3 2010-01-01 2010-01-01 false Creation and location. 2001.1 Section 2001.1 Commerce and Foreign Trade Regulations Relating to Foreign Trade Agreements OFFICE OF THE UNITED STATES TRADE REPRESENTATIVE CREATION, ORGANIZATION, AND FUNCTIONS § 2001.1 Creation and location. (a) The...

  11. Jobs, Jobs, Jobs!

    ERIC Educational Resources Information Center

    Jacobson, Linda

    2011-01-01

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

  12. Job Demand and Job Resources related to the turnover intention of public health nurses: An analysis using a Job Demands-Resources model.

    PubMed

    Iguchi, Aya

    2016-01-01

    Objectives The purpose of this study was to investigate the job demands and job resources of public health nurses based on the Job Demands-Resources (JD-R) model, and to build a model that can estimate turnover intention based on job demands and job resources.Method By adding 12 items to the existing questionnaire, the author created a questionnaire consisting of 10 factors and 167 items, and used statistical analysis to examine job demands and job resources in relation to turnover intention.Results Out of 2,668 questionnaires sent, 1993 (72.5%) were returned. Considering sex-based differences in occupational stress, I analyzed women's answers in 1766 (66.2%) mails among the 1798 valid responses. The average age of respondents was 41.0±9.8 years, and the mean service duration was 17.0±10.0 years. For public health nurses, there was a turnover intention of 9.2%. The "job demands" section consisted of 29 items and 10 factors, while the "job resources" section consisted of 54 items and 22 factors. The result of examining the structure of job demands and job resources, leading to turnover intention was supported by the JD-R model. Turnover intention was strong and the Mental Component Summary (MCS) is low in those who had many job demands and few job resources (experiencing 'burn-out'). Enhancement of work engagement and turnover intention was weak in those who had many job resources. This explained approximately 60% of the dispersion to "burn-out", and approximately 40% to "work engagement", with four factors: work suitability, work significance, positive work self-balance, and growth opportunity of job resources.Conclusion This study revealed that turnover intention is strong in those who are burned out because of many job demands. Enhancement of work engagement and turnover intention is weak in those with many job resources. This suggests that suitable staffing and organized efforts to raise awareness of job significance are effective in reducing

  13. Overcoming job stress

    MedlinePlus

    ... medlineplus.gov/ency/patientinstructions/000884.htm Overcoming job stress To use the sharing features on this page, ... stay healthy and feel better. Causes of Job Stress Although the cause of job stress is different ...

  14. Job conditions, job satisfaction, somatic complaints and burnout among East African nurses.

    PubMed

    van der Doef, Margot; Mbazzi, Femke Bannink; Verhoeven, Chris

    2012-06-01

    To describe job conditions, job satisfaction, somatic complaints and burnout of female East African nurses working in public and private hospitals and to determine how these well-being outcomes are associated with job conditions. Insight into job conditions, health and well-being status and their interrelation is virtually lacking for East African nurses. Cross-sectional survey of 309 female nurses in private and public hospitals in Kenya, Tanzania and Uganda. Nurses completed a survey assessing job conditions and job satisfaction (the Leiden Quality of Work Life Questionnaire-nurses version), somatic complaints (subscale of the Symptom CheckList) and burnout (Maslach Burnout Inventory). The East African nurses show high levels of somatic complaints, and nearly one-third of the sample would be labelled as burned out. In comparison with a Western European nurses reference group, the nurses score unfavourably on job conditions that require financial investment (e.g. workload, staffing, equipment and materials). On aspects related to the social climate (e.g. decision latitude, cooperation), however, they score more favourably. In comparison with private hospital nurses, public hospital nurses score similarly on aspects related to the social climate, but worse on the other job conditions. Public hospital nurses have a lower job satisfaction than private hospital nurses, but show comparable levels of somatic complaints and burnout. Strongest correlates of low job satisfaction are low supervisor support and low financial reward. Burnout is mainly associated with high workload and inadequate information provision, whereas somatic complaints are associated with demanding physical working conditions. Improvement in job conditions may reduce the high levels of burnout and somatic complaints and enhance job satisfaction in East African nurses. Efforts and investments should be made to improve the job conditions in East African nurses as they are key persons in the delivery of

  15. The Moderating Effects of Group Membership and Growth Need Strength on the Relationships between Job Characteristics and Job Satisfaction, Job Involvement, and Intrinsic Motivation.

    DTIC Science & Technology

    1979-12-01

    STRENGTH ON THE RELATIONSHIPS BETWEEN JOB CHARACTERISTICS AND JOB SATISFACTION, JOB INVOLVEMENT AND INTRINSIC MOTIVATION Master’s Thesis / David L... Motivation -Hygiene Theory ...... ..... .. . 11 Job Characteristics and Individual Difference . . 13 An Interactive Approach. . . . .......... 14 Refinement of...characteristics and intrinsic motivation , job involvement, and job satisfaction. Measures used to describe the job characteristics and intrinsic motivation are

  16. Principals' Self-Efficacy: Relations with Job Autonomy, Job Satisfaction, and Contextual Constraints

    ERIC Educational Resources Information Center

    Federici, Roger A.

    2013-01-01

    The purpose of the present study was to explore relations between principals' self-efficacy, perceived job autonomy, job satisfaction, and perceived contextual constraints to autonomy. Principal self-efficacy was measured by a multidimensional scale called the Norwegian Principal Self-Efficacy Scale. Job autonomy, job satisfaction, and contextual…

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

    PubMed

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

    2016-05-01

    The management of job-related stress among health-care workers is critical for the improvement of healthcare services; however, there is no existing research on endoscopy unit workers as a team. Korea has a unique health-care system for endoscopy unit workers. In this study, we aimed to estimate job stress and job satisfaction among health-care providers in endoscopy units in Korea. We performed a cross-sectional survey of health-care providers in the endoscopy units of three university-affiliated hospitals in Korea. We analyzed the job stress levels by using the Korean occupational stress scale, contributing factors, and job satisfaction. Fifty-nine workers completed the self-administered questionnaires. The job stress scores for the endoscopy unit workers (46.39±7.81) were relatively lower compared to those of the national sample of Korean workers (51.23±8.83). Job stress differed across job positions, with nurses showing significantly higher levels of stress (48.92±7.97) compared to doctors (42.59±6.37). Job stress and job satisfaction were negatively correlated with each other (R (2) =0.340, p<0.001). An endoscopy unit is composed of a heterogeneous group of health-care professionals (i.e., nurses, fellows, and professors), and job stress and job satisfaction significantly differ according to job positions. Job demand, insufficient job control, and job insecurity are the most important stressors in the endoscopy unit.

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

    PubMed Central

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

    2016-01-01

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

  19. Teacher organizational citizenship behaviours and job efficacy: Implications for student quality of school life.

    PubMed

    Jimmieson, Nerina L; Hannam, Rachel L; Yeo, Gillian B

    2010-08-01

    The present study investigated the impact of teachers' organizational citizenship behaviours (OCBs) on student quality of school life (SQSL) via the indirect effect of job efficacy. A measure of teacher OCBs was developed, tapping one dimension of individual-focused OCB (OCBI - student-directed behaviour) and two dimensions of organization-focused OCB (OCBO - civic virtue and professional development). In line with previous research suggesting that OCBs may enhance job efficacy, as well as studies demonstrating the positive effects of teacher efficacy on student outcomes, we expected an indirect relationship between teachers OCBs and SQSL via teachers' job efficacy. Hypotheses were tested in a multi-level design in which 170 teachers and their students (N=3,057) completed questionnaires. A significant proportion of variance in SQSL was attributable to classroom factors. Analyses revealed that the civic virtue and professional development behaviours of teachers were positively related to their job efficacy. The job efficacy of teachers also had a positive impact on all five indicators of SQSL. In regards to professional development, job efficacy acted as an indirect variable in the prediction of four student outcomes (i.e., general satisfaction, student-teacher relations, achievement, and opportunity) and fully mediated the direct negative effect on psychological distress.

  20. 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.…

  1. Foreign Graduates Lose Job Offers in Finance because of Federal Stimulus Rules

    ERIC Educational Resources Information Center

    Mangan, Katherine

    2009-01-01

    The Employ American Workers Act was added to the stimulus bill in February by U.S. Senators Charles E. Grassley, an Iowa Republican, and Bernard Sanders, an Independent from Vermont. It prohibits financial institutions that receive federal bailout money from hiring foreign workers if they have recently laid off American workers in similar jobs or…

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

    ERIC Educational Resources Information Center

    Johari, Johanim; Yahya, Khulida Kirana

    2016-01-01

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

  3. Safety factors predictive of job satisfaction and job retention among home healthcare aides.

    PubMed

    Sherman, Martin F; Gershon, Robyn R M; Samar, Stephanie M; Pearson, Julie M; Canton, Allison N; Damsky, Marc R

    2008-12-01

    Although many of the well known work characteristics associated with job satisfaction in home health care have been documented, a unique aspect of the home health care aides' (HHA) work environment that might also affect job satisfaction is the fact that their workplace is a household. To obtain a better understanding of the potential impact of the risks/exposures/hazards within the household environment on job satisfaction and job retention in home care, we recently conducted a risk assessment study. Survey data from a convenience sample of 823 New York City HHAs were obtained and analyzed. Household/job-related risks, environmental exposures, transportation issues, threats/verbal and physical abuse, and potential for violence were significantly correlated with HHA job satisfaction and job retention. Addressing the modifiable risk factors in the home health care household may improve job satisfaction and reduce job turnover in this work population.

  4. [Relationships among job rotation perception and intention, job satisfaction and job performance: a study of Tainan area nurses].

    PubMed

    Pan, Yueh-Chiu; Huang, Pei-Wen; Lee, Jin-Chuan; Chang, Ching-Lu

    2012-04-01

    There have been major changes to the medical care system and heightened standards for quality in the nursing profession in recent decades. Multifunctional capabilities are closely related to individual working attitudes, and work satisfaction directly affects group performance. Hospital administrators increasingly expect to utilize nursing staffs flexibly in terms of working hours and shift rotation assignments. This study addresses the need to provide appropriate educational training to nurses and effectively delegate and utilize human resources in order to help nurses adapt to the rapidly changing medical environment. This study on nursing staff in Tainan area explored the relationships between job rotation, work performance and satisfaction. We used a questionnaire sampling method to survey nurses working in the Tainan area of southern Taiwan. Subjects were volunteers and a total 228 valid questionnaires (99.13%) were returned out of a total 230 sent. Both job satisfaction and performance correlated positively with job rotation perception and intention; Job satisfaction and job performance were positively related; Job satisfaction was found to affect work performance via job rotation perception and intention. This study found the hospital nursing staff rotation plan to be an effective management method that facilitates social evolution to increase positive perceptions of work rotation. Nursing staffs thus become more accepting of new positions that may enhance job satisfaction.

  5. Value co-creation in healthcare through positive deviance.

    PubMed

    Zanetti, Cole Anthony; Taylor, Natalie

    2016-12-01

    To explore how converging fields of co-creation and positive deviance may increase value in healthcare. Informed by research in positive deviance, patient engagement, value co-creation, and quality improvement, we propose a positive deviance approach to co-creation of health. Co-creation has shown to improve health outcomes with regard to multiple health conditions. Positive deviance has also shown to improve outcomes in multiple healthcare and patient community environments. A positive deviance co-creation framework may aid in achieving improved outcomes for patients, care teams and their respective healthcare organizations. Copyright © 2016 Elsevier Inc. All rights reserved.

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

    ERIC Educational Resources Information Center

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

    2010-01-01

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

  7. What is a 'good' job? Modelling job quality for blue collar workers.

    PubMed

    Jones, Wendy; Haslam, Roger; Haslam, Cheryl

    2017-01-01

    This paper proposes a model of job quality, developed from interviews with blue collar workers: bus drivers, manufacturing operatives and cleaners (n  =  80). The model distinguishes between core features, important for almost all workers, and 'job fit' features, important to some but not others, or where individuals might have different preferences. Core job features found important for almost all interviewees included job security, personal safety and having enough pay to meet their needs. 'Job fit' features included autonomy and the opportunity to form close relationships. These showed more variation between participants; priorities were influenced by family commitments, stage of life and personal preference. The resulting theoretical perspective indicates the features necessary for a job to be considered 'good' by the person doing it, whilst not adversely affecting their health. The model should have utility as a basis for measuring and improving job quality and the laudable goal of creating 'good jobs'. Practitioner Summary: Good work can contribute positively to health and well-being, but there is a lack of agreement regarding the concept of a 'good' job. A model of job quality has been constructed based on semi-structured worker interviews (n  =  80). The model emphasises the need to take into account variation between individuals in their preferred work characteristics.

  8. The Effects of College Major and Job Field Congruence on Job Satisfaction

    ERIC Educational Resources Information Center

    Wolniak, Gregory C.; Pascarella, Ernest T.

    2005-01-01

    This study investigated predictors of job satisfaction and builds on previous research on the effects of bachelor's degree majors and job field congruence on job satisfaction. Data on workers' job experiences in 2001 were matched to those workers' college experiences across 30 institutions and background characteristics up to 25 years earlier.…

  9. Occupational stress, job satisfaction and job performance among hospital nurses in Kampala, Uganda.

    PubMed

    Nabirye, Rose C; Brown, Kathleen C; Pryor, Erica R; Maples, Elizabeth H

    2011-09-01

    To assess levels of occupational stress, job satisfaction and job performance among hospital nurses in Kampala, Uganda; and how they are influenced by work and personal characteristics. Occupational stress is reported to affect job satisfaction and job performance among nurses, thus compromising nursing care and placing patients' lives at risk. Although these factors have been studied extensively in the US and Europe, there was a need to explore them from the Ugandan perspective. A correlational study was conducted with 333 nurses from four hospitals in Kampala, Uganda. A questionnaire measuring occupational stress, job satisfaction and job performance was used. Data were analysed using descriptive statistics and anova. There were significant differences in levels of occupational stress, job satisfaction and job performance between public and private not-for-profit hospitals, nursing experience and number of children. Organizational differences between public and private not-for-profit hospitals influence the study variables. On-the-job training for nurse managers in human resource management to increase understanding and advocacy for organizational support policies was recommended. Research to identify organizational, family or social factors which contribute to reduction of perceived occupational stress and increase job satisfaction and job performance was recommended. 2011 Blackwell Publishing Ltd.

  10. Influence of job demands and job control on work-life balance among Taiwanese nurses.

    PubMed

    Ng, Lee-Peng; Chen, I-Chi; Ng, Hui-Fuang; Lin, Bo-Yen; Kuar, Lok-Sin

    2017-09-01

    This study investigated the extent to which the job demands and job control of nurses were related to their work-life balance. The inability to achieve work-life balance is one of the major reasons for the declining retention rate among nurses. Job demands and job control are two major work domain factors that can have a significant influence on the work-life balance of nurses. The study measured the job demands, job control and work-life balance of 2040 nurses in eight private hospitals in Taiwan in 2013. Job demands and job control significantly predicted all the dimensions of work-life balance. Job demands increased the level of work-life imbalance among nurses. While job control showed positive effects on work/personal life enhancement, it was found to increase both work interference with personal life and personal life interference with work. Reducing the level of job demands (particularly for psychological demands) between family and career development and maintaining a proper level of job control are essential to the work-life balance of nurses. Flexible work practices and team-based management could be considered by nursing management to lessen job demand pressure and to facilitate job engagement and participation among nurses, thus promoting a better balance between work and personal life. © 2017 John Wiley & Sons Ltd.

  11. Work Demands-Burnout and Job Engagement-Job Satisfaction Relationships: Teamwork as a Mediator and Moderator.

    PubMed

    Mijakoski, Dragan; Karadzinska-Bislimovska, Jovanka; Basarovska, Vera; Minov, Jordan; Stoleski, Sasho; Angeleska, Nada; Atanasovska, Aneta

    2015-03-15

    Few studies have examined teamwork as mediator and moderator of work demands-burnout and job engagement-job satisfaction relationships in healthcare workers (HCWs) in South-East Europe. To assess mediation and moderation effect of teamwork on the relationship between independent (work demands or job engagement) and dependent (burnout or job satisfaction) variables. Work demands, burnout, job engagement, and job satisfaction were measured with Hospital Experience Scale, Maslach Burnout Inventory, Utrecht Work Engagement Scale, and Job Satisfaction Survey, respectively. Hospital Survey on Patient Safety Culture was used for assessment of teamwork. In order to examine role of teamwork as a mediating variable we fit series of regression models for burnout and job satisfaction. We also fit regression models predicting outcome (burnout or job satisfaction) from predictor (work demands or job engagement) and moderator (teamwork) variable. Teamwork was partial mediator of work demands-burnout relationship and full mediator of job engagement-job satisfaction relationship. We found that only job engagement-job satisfaction relationship was moderated by teamwork. Occupational health services should target detection of burnout in HCWs and implementation of organizational interventions in hospitals, taking into account findings that teamwork predicted reduced burnout and higher job satisfaction.

  12. Scoping the common antecedents of job stress and job satisfaction for nurses (2000-2013) using the job demands-resources model of stress.

    PubMed

    McVicar, Andrew

    2016-03-01

    To identify core antecedents of job stress and job satisfaction, and to explore the potential of stress interventions to improve job satisfaction. Decreased job satisfaction for nurses is strongly associated with increased job stress. Stress management strategies might have the potential to improve job satisfaction. Comparative scoping review of studies (2000-2013) and location of their outcomes within the 'job demands-job resources' (JD-R) model of stress to identify commonalities and trends. Many, but not all, antecedents of both phenomena appeared consistently suggesting they are common mediators. Others were more variable but the appearance of 'emotional demands' as a common antecedent in later studies suggests an evolving influence of the changing work environment. The occurrence of 'shift work' as a common issue in later studies points to further implications for nurses' psychosocial well-being. Job satisfaction problems in nursing might be co-responsive to stress management intervention. Improving the buffering effectiveness of increased resilience and of prominent perceived job resource issues are urgently required. Participatory, psychosocial methods have the potential to raise job resources but will require high-level collaboration by stakeholders, and participative leadership and facilitation by managers to enable better decision-latitude, support for action planning and responsive changes. © 2015 John Wiley & Sons Ltd.

  13. Job Sharing--Opportunities or Headaches?

    ERIC Educational Resources Information Center

    Leighton, Patricia

    1986-01-01

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

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

    PubMed

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

    2015-10-01

    The present study addressed employee job crafting behaviors (i.e., seeking resources, seeking challenges, and reducing demands) in the context of organizational change. We examined predictors of job crafting both at the organizational level (i.e., perceived impact of the implemented changes on the working life of employees) and the individual level (i.e., employee willingness to follow the changes). Job crafting behaviors were expected to predict task performance and exhaustion. Two-wave longitudinal data from 580 police officers undergoing organizational changes were analyzed with structural equation modeling. Findings showed that the degree to which changes influence employees' daily work was linked to reducing demands and exhaustion, whereas employee willingness to change was linked to seeking resources and seeking challenges. Furthermore, while seeking resources and seeking challenges were associated with high task performance and low exhaustion respectively, reducing demands seemed to predict exhaustion positively. Our findings suggest that job crafting can act as a strategy of employees to respond to organizational change. While seeking resources and seeking challenges enhance employee adjustment and should be encouraged by managers, reducing demands seems to have unfavorable implications for employees. (c) 2015 APA, all rights reserved).

  15. Prepare for the Job Search. Job Search. Competency 1.0.

    ERIC Educational Resources Information Center

    Ohio State Univ., Columbus. National Center for Research in Vocational Education.

    This competency booklet for individualized competency-based instruction is the first of five in the Job Search Skills package. (Instructor program and guides are available separately as CE 031 965 and 966, the other booklets as CE 031 968-971.) It contains 15 operational units related to the job search competency of preparing for the job search.…

  16. Job strain and male fertility.

    PubMed

    Hjollund, Niels Henrik I; Bonde, Jens Peter E; Henriksen, Tine Brink; Giwercman, Aleksander; Olsen, Jørn

    2004-01-01

    Job strain, defined as high job demands and low job control, has not previously been explored as a possible determinant of male fertility. We collected prospective data on job strain among men, and describe the associations with semen quality and probability of conceiving a clinical pregnancy during a menstrual cycle. Danish couples (N = 399) who were trying to become pregnant for the first time were followed for up to 6 menstrual periods. All men collected semen samples, and a blood sample was drawn from both partners. Job demand and job control were measured by a self-administered questionnaire at entry, and in each cycle the participants recorded changes in job control or job demand during the previous 30 days. In adjusted analyses, no associations were found between any semen characteristic or sexual hormones and any job strain variable. The odds for pregnancy were not associated with job strain. Psychologic job strain encountered in normal jobs in Denmark does not seem to affect male reproductive function.

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

    PubMed

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

    2017-01-01

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

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

    DTIC Science & Technology

    1984-12-01

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

  19. Job stress, mentoring, psychological empowerment, and job satisfaction among nursing faculty.

    PubMed

    Chung, Catherine E; Kowalski, Susan

    2012-07-01

    The National League for Nursing endorses mentoring throughout nursing faculty's careers as the method to recruit nurses into academia and improve retention of nursing faculty within the academy. A nationwide sample of 959 full-time nursing faculty completed a descriptive survey comprising a researcher-created demographic questionnaire plus Dreher's mentoring scale, Gmelch's faculty stress index, Spreitzer's psychological empowerment scale, and the National Survey for Postsecondary Faculty's job satisfaction scale. Results showed that 40% of the sample had a current work mentor. Variables showed significant relationships to job satisfaction (p < 0.01): mentoring quality (0.229), job stress (-0.568), and psychological empowerment (0.482). Multiple regression results indicated job satisfaction was significantly influenced (p < 0.01) by the presence of a mentoring relationship, salary, tenure status, psychological empowerment, and job stress. The regression model explained 47% of the variance in job satisfaction for the sample. Copyright 2012, SLACK Incorporated.

  20. Creationism as Science: What Every Teacher-Scientist Should Know.

    ERIC Educational Resources Information Center

    Gatzke, Ken W.

    1985-01-01

    Addresses philosophical problems of the evolution/creationism debate (including underlying assumptions of creationism and nature of science), suggesting that creationism cannot be presented as science in science courses because it fails to qualify as a science. Prediction and explanation, absolute creationism, and a fundamental difficulty in…

  1. Does Organizational Justice Modify the Association Between Job Involvement and Retirement Intentions of Nurses in Finland?

    PubMed

    Sulander, Juhani; Sinervo, Timo; Elovainio, Marko; Heponiemi, Tarja; Helkama, Klaus; Aalto, Anna-Mari

    2016-10-01

    Given the growing aging population in Finland, retaining health staff to care for them is important. In an exploration of predictors of quitting before the typical retirement age, which ranges from 63 to 68 years in Finland, we examined whether organizational justice moderated the association between job involvement and retirement intentions among nurses 50 years and over. The sample was 446 nurses (70% practical nurses) working in 134 assisted living facilities providing 24-hour care for older residents in Finland. Job involvement was measured with the Job Involvement Questionnaire, and organizational justice with a scale that tapped its three dimensions: distributive justice, procedural justice, and interactional justice. In covariance analyses, low organizational justice and low job involvement were associated with a higher likelihood of retirement intention. Both interactional justice and procedural justice moderated the association of job involvement with retirement intentions. Among nurses with low job involvement, those who experienced unjust treatment, that is, low interactional justice, and evaluated organizational procedures as unjust had significantly stronger retirement intentions than nurses with high levels of interactional and procedural justice. Distributive justice was associated with retirement intentions in both high and low job-involved respondents. Organizational justice may act as a buffer against retirement intention as one consequence of nurses' low job involvement. © 2016 Wiley Periodicals, Inc. © 2016 Wiley Periodicals, Inc.

  2. Work Demands-Burnout and Job Engagement-Job Satisfaction Relationships: Teamwork as a Mediator and Moderator

    PubMed Central

    Mijakoski, Dragan; Karadzinska-Bislimovska, Jovanka; Basarovska, Vera; Minov, Jordan; Stoleski, Sasho; Angeleska, Nada; Atanasovska, Aneta

    2015-01-01

    BACKGROUND: Few studies have examined teamwork as mediator and moderator of work demands-burnout and job engagement-job satisfaction relationships in healthcare workers (HCWs) in South-East Europe. AIM: To assess mediation and moderation effect of teamwork on the relationship between independent (work demands or job engagement) and dependent (burnout or job satisfaction) variables. METHODS: Work demands, burnout, job engagement, and job satisfaction were measured with Hospital Experience Scale, Maslach Burnout Inventory, Utrecht Work Engagement Scale, and Job Satisfaction Survey, respectively. Hospital Survey on Patient Safety Culture was used for assessment of teamwork. In order to examine role of teamwork as a mediating variable we fit series of regression models for burnout and job satisfaction. We also fit regression models predicting outcome (burnout or job satisfaction) from predictor (work demands or job engagement) and moderator (teamwork) variable. RESULTS: Teamwork was partial mediator of work demands-burnout relationship and full mediator of job engagement-job satisfaction relationship. We found that only job engagement-job satisfaction relationship was moderated by teamwork. CONCLUSIONS: Occupational health services should target detection of burnout in HCWs and implementation of organizational interventions in hospitals, taking into account findings that teamwork predicted reduced burnout and higher job satisfaction. PMID:27275218

  3. "Musical co-creation"? Exploring health-promoting potentials on the use of musical and interactive tangibles for families with children with disabilities.

    PubMed

    Stensæth, Karette

    2013-08-07

    The point of departure in this text is the ongoing qualitative interdisciplinary research project RHYME (www.RHYME.no), which addresses the lack of health-promoting interactive and musical Information and Communications Technology (ICT) for families with children with severe disabilities. The project explores a new treatment paradigm based on collaborative, tangible, interactive net-based musical "smart things" with multimedia capabilities. The goal in RHYME is twofold: (1) to reduce isolation and passivity, and (2) to promote health and well-being. Co-creation is suggested as a possible path to achieving these goals, by evoking feelings, for example, or accommodating the needs to act and to create social relations; co-creation also motivates users to communicate and collaborate within (new) social relations. This article engages co-creation by incorporating aspects connected to interaction design and the field of music and health. Empirical observations will be referred to. The research question is as follows: What might co-creation imply for families of children with disabilities when musical and interactive tangibles are used as health-promoting implements?

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

    PubMed

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

    2007-06-01

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

  5. Creation of a Long-Acting Nanoformulated 2′,3′-Dideoxy-3′-Thiacytidine

    PubMed Central

    Guo, Dongwei; Zhou, Tian; Araínga, Mariluz; Palandri, Diana; Gautam, Nagsen; Bronich, Tatiana; Alnouti, Yazen; McMillan, JoEllyn; Edagwa, Benson

    2017-01-01

    Background: Antiretroviral drug discovery and formulation design will facilitate viral clearance in infectious reservoirs. Although progress has been realized for selected hydrophobic integrase and nonnucleoside reverse transcriptase inhibitors, limited success has been seen to date with hydrophilic nucleosides. To overcome these limitations, hydrophobic long-acting drug nanoparticles were created for the commonly used nucleoside reverse transcriptase inhibitor, lamivudine (2′,3′-dideoxy-3′-thiacytidine, 3TC). Methods: A 2-step synthesis created a slow-release long-acting hydrophobic 3TC. Conjugation of 3TC to a fatty acid created a myristoylated prodrug which was encased into a folate-decorated poloxamer 407. Both in vitro antiretroviral efficacy in human monocyte-derived macrophages and pharmacokinetic profiles in mice were evaluated for the decorated nanoformulated drug. Results: A stable drug formulation was produced by poloxamer encasement that improved monocyte–macrophage uptake, antiretroviral activities, and drug pharmacokinetic profiles over native drug formulations. Conclusions: Sustained release of long-acting antiretroviral therapy is a new therapeutic frontier for HIV/AIDS. 3TC depot formation in monocyte-derived macrophages can be facilitated through stable subcellular internalization and slow drug release. PMID:27559685

  6. Redesigning Library Jobs

    ERIC Educational Resources Information Center

    Shaughnessy, Thomas W.

    1978-01-01

    This examination of technological change and its impact on library jobs explains from the historical perspective how technology absorbed much routine work and created the potential for more challenging jobs. Factors to be considered in redesigning jobs to accommodate both technological innovation and human values are discussed. (MBR)

  7. Reclaim your job.

    PubMed

    Ghoshal, Sumantra; Bruch, Heike

    2004-03-01

    Ask most managers what gets in the way of their success, and you'll hear the familiar litany of complaints: Not enough time. Limited resources. No clear sense of how their work fits into the grand corporate scheme. These are, for the most part, excuses. What really gets in the way of managers' success is fear of making their own decisions and acting accordingly. Managers must overcome the psychological desire to be indispensable. In this article, the authors demonstrate how managers can become more productive by learning to manage demands, generate resources, and recognize and exploit alternatives. To win the support they want, managers must develop a long-term strategy and pursue their goals slowly, steadily, and strategically. To expand the range of opportunities, for their companies and themselves, managers must scan the environment for possible obstacles and search for ways around them. Fully 90% of the executives the authors have studied over the past few years wasted their time and frittered away their productivity, despite having well-defined projects, goals, and the necessary knowledge to get their jobs done. Such managers remain trapped in inefficiency because they assume they do not have enough personal discretion or control. They forget how to take initiative--the most essential quality of any truly successful manager. Effective managers, by contrast, are purposeful corporate entrepreneurs who take charge of their jobs by developing trust in their own judgment and adopting long-term, big-picture views to fulfill personal goals that match those of the organization.

  8. 77 FR 42593 - Privacy Act of 1974; System of Records

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-07-19

    ...' Job Training Act of 1983, Public Law 98-77. 12. Any VA employee who generates or finalizes... following agencies upon their official request: DoD; Defense Manpower Data Center; Marine Corps; Department... Manpower Data Center, upon its official request, for military recruiting command needs, DoD civilian...

  9. Do job demands and job control affect problem-solving?

    PubMed

    Bergman, Peter N; Ahlberg, Gunnel; Johansson, Gun; Stoetzer, Ulrich; Aborg, Carl; Hallsten, Lennart; Lundberg, Ingvar

    2012-01-01

    The Job Demand Control model presents combinations of working conditions that may facilitate learning, the active learning hypothesis, or have detrimental effects on health, the strain hypothesis. To test the active learning hypothesis, this study analysed the effects of job demands and job control on general problem-solving strategies. A population-based sample of 4,636 individuals (55% women, 45% men) with the same job characteristics measured at two times with a three year time lag was used. Main effects of demands, skill discretion, task authority and control, and the combined effects of demands and control were analysed in logistic regressions, on four outcomes representing general problem-solving strategies. Those reporting high on skill discretion, task authority and control, as well as those reporting high demand/high control and low demand/high control job characteristics were more likely to state using problem solving strategies. Results suggest that working conditions including high levels of control may affect how individuals cope with problems and that workplace characteristics may affect behaviour in the non-work domain.

  10. High Job Demands, Still Engaged and Not Burned Out? The Role of Job Crafting.

    PubMed

    Hakanen, Jari J; Seppälä, Piia; Peeters, Maria C W

    2017-08-01

    Traditionally, employee well-being has been considered as resulting from decent working conditions arranged by the organization. Much less is known about whether employees themselves can make self-initiated changes to their work, i.e., craft their jobs, in order to stay well, even in highly demanding work situations. The aim of this study was to use the job demands-resources (JD-R model) to investigate whether job crafting buffers the negative impacts of four types of job demands (workload, emotional dissonance, work contents, and physical demands) on burnout and work engagement. A questionnaire study was designed to examine the buffering role of job crafting among 470 Finnish dentists. All in all, 11 out of 16 possible interaction effects of job demands and job crafting on employee well-being were significant. Job crafting particularly buffered the negative effects of job demands on burnout (7/8 significant interactions) and to a somewhat lesser extent also on work engagement (4/8 significant interactions). Applying job crafting techniques appeared to be particularly effective in mitigating the negative effects of quantitative workload (4/4 significant interactions). By demonstrating that job crafting can also buffer the negative impacts of high job demands on employee well-being, this study contributed to the JD-R model as it suggests that job crafting may even be possible under high work demands, and not only in resourceful jobs, as most previous studies have indicated. In addition to the top-down initiatives for improving employee well-being, bottom-up approaches such as job crafting may also be efficient in preventing burnout and enhancing work engagement.

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

    ERIC Educational Resources Information Center

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

    2014-01-01

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

  12. Job satisfaction, job stress and psychosomatic health problems in software professionals in India

    PubMed Central

    Madhura, Sahukar; Subramanya, Pailoor; Balaram, Pradhan

    2014-01-01

    This questionnaire based study investigates correlation between job satisfaction, job stress and psychosomatic health in Indian software professionals. Also, examines how yoga practicing Indian software professionals cope up with stress and psychosomatic health problems. The sample consisted of yoga practicing and non-yoga practicing Indian software professionals working in India. The findings of this study have shown that there is significant correlation among job satisfaction, job stress and health. In Yoga practitioners job satisfaction is not significantly related to Psychosomatic health whereas in non-yoga group Psychosomatic Health symptoms showed significant relationship with Job satisfaction. PMID:25598623

  13. 24 CFR 570.483 - Criteria for national objectives.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... is the creation or retention of jobs, except as provided in paragraph (b)(2)(v) of this section. (ii... § 92.252 or § 92.254 of this title are met. (4) Job creation or retention activities. (i) An activity... facilities or improvements which will result in the creation or retention of jobs by more than one business...

  14. Gender differences in job quality and job satisfaction among doctors in rural western China.

    PubMed

    Miao, Yang; Li, Lingui; Bian, Ying

    2017-12-28

    Few studies about gender differences in job quality and job satisfaction among medical professionals have been carried out in China. So the objectives of this study were to examine whether and to what extent gender differences existed in job quality and job satisfaction of doctors in rural western China. From 2009 to 2011, a total of 1472 doctors from 103 selected county-level health care facilities in rural western China were recruited into the study. Information about the doctors' demographic characteristics, job quality, and job satisfaction was collected through a designed questionnaire. Besides examining gender differences in single dimensions of job quality and job satisfaction, principal component analysis was used to construct a composite job quality index to measure the differences in the comprehensive job quality, and exploratory factor analysis was applied to evaluate the differences in the overall job satisfaction. Chi-square test was used to calculate differences between proportions, and t-test was used to compare differences between means. Among the doctors, there were 705 males and 767 females (ratio 1:1.09). Male doctors had significantly higher monthly salaries, longer working hours, more times of night shifts per month, longer continuous working hours, and longer years of service at current facilities, and marginally significantly higher hourly wage and longer years of service in current professions. However, female doctors showed greater overall job qualities. Significant and marginally significant gender differences were only found in satisfaction with remuneration compared to workload, the chance of promotion and working environment. But female showed greater satisfaction in the overall job satisfaction and the factor including sub-aspects of working environment, remuneration compared to workload, the chance of promotion, utilization of subjective initiative, and sense of achievement. Gender differences in job quality and job satisfaction did

  15. JOB BRIEFS, SELECTED FEDERAL JOBS--DUTIES, QUALIFICATION REQUIREMENTS, SAMPLE TEST QUESTIONS.

    ERIC Educational Resources Information Center

    Civil Service Commission, Washington, DC.

    INFORMATION ABOUT JOBS IN THE FEDERAL GOVERNMENT FOR PERSONS WITH LIMITED WORK EXPERIENCE OR EDUCATION IS PROVIDED. JOB BRIEFS DESCRIBING THE WORK, OPPORTUNITIES, NUMBER EMPLOYED, EMPLOYING AGENCIES, AND QUALIFICATIONS ARE GIVEN FOR (1) 19 WHITE COLLAR AND POST OFFICE JOBS SUCH AS CLERK-TYPIST, CLERK-STENOGRAPHER, NURSING ASSISTANT, SOIL…

  16. Co-creation theory.

    PubMed

    Lynch, Elizabeth

    The Design Council is working with healthcare staff and users to reconfigure services for the 21st century. This 'co-creation approach' has focused on diabetes and motivating older people to stay healthy.

  17. 45 CFR 286.105 - What limitations concerning vocational education, job search and job readiness assistance exist...

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ..., job search and job readiness assistance exist with respect to the work participation rate? 286.105... vocational education, job search and job readiness assistance exist with respect to the work participation... 12 months. (b) There are two limitations concerning job search and job readiness: (1) Job search and...

  18. Evolutionary Creation: Moving beyond the Evolution versus Creation Debate

    ERIC Educational Resources Information Center

    Lamoureux, Denis O.

    2010-01-01

    Evolutionary creation offers a conservative Christian approach to evolution. It explores biblical faith and evolutionary science through a Two Divine Books model and proposes a complementary relationship between Scripture and science. The Book of God's Words discloses the spiritual character of the world, while the Book of God's Works reveals the…

  19. Job Strain in Physical Therapists

    PubMed Central

    Campo, Marc A.; Weiser, Sherri; Koenig, Karen L.

    2009-01-01

    Background: Job stress has been associated with poor outcomes. In focus groups and small-sample surveys, physical therapists have reported high levels of job stress. Studies of job stress in physical therapy with larger samples are needed. Objective: The purposes of this study were: (1) to determine the levels of psychological job demands and job control reported by physical therapists in a national sample, (2) to compare those levels with national norms, and (3) to determine whether high demands, low control, or a combination of both (job strain) increases the risk for turnover or work-related pain. Design: This was a prospective cohort study with a 1-year follow-up period. Methods: Participants were randomly selected members of the American Physical Therapy Association (n=882). Exposure assessments included the Job Content Questionnaire (JCQ), a commonly used instrument for evaluation of the psychosocial work environment. Outcomes included job turnover and work-related musculoskeletal disorders. Results: Compared with national averages, the physical therapists reported moderate job demands and high levels of job control. About 16% of the therapists reported changing jobs during follow-up. Risk factors for turnover included high job demands, low job control, job strain, female sex, and younger age. More than one half of the therapists reported work-related pain. Risk factors for work-related pain included low job control and job strain. Limitations: The JCQ measures only limited dimensions of the psychosocial work environment. All data were self-reported and subject to associated bias. Conclusions: Physical therapists’ views of their work environments were positive, including moderate levels of demands and high levels of control. Those therapists with high levels of demands and low levels of control, however, were at increased risk for both turnover and work-related pain. Physical therapists should consider the psychosocial work environment, along with other

  20. Job strain in physical therapists.

    PubMed

    Campo, Marc A; Weiser, Sherri; Koenig, Karen L

    2009-09-01

    Job stress has been associated with poor outcomes. In focus groups and small-sample surveys, physical therapists have reported high levels of job stress. Studies of job stress in physical therapy with larger samples are needed. The purposes of this study were: (1) to determine the levels of psychological job demands and job control reported by physical therapists in a national sample, (2) to compare those levels with national norms, and (3) to determine whether high demands, low control, or a combination of both (job strain) increases the risk for turnover or work-related pain. This was a prospective cohort study with a 1-year follow-up period. Participants were randomly selected members of the American Physical Therapy Association (n=882). Exposure assessments included the Job Content Questionnaire (JCQ), a commonly used instrument for evaluation of the psychosocial work environment. Outcomes included job turnover and work-related musculoskeletal disorders. Compared with national averages, the physical therapists reported moderate job demands and high levels of job control. About 16% of the therapists reported changing jobs during follow-up. Risk factors for turnover included high job demands, low job control, job strain, female sex, and younger age. More than one half of the therapists reported work-related pain. Risk factors for work-related pain included low job control and job strain. The JCQ measures only limited dimensions of the psychosocial work environment. All data were self-reported and subject to associated bias. Physical therapists' views of their work environments were positive, including moderate levels of demands and high levels of control. Those therapists with high levels of demands and low levels of control, however, were at increased risk for both turnover and work-related pain. Physical therapists should consider the psychosocial work environment, along with other factors, when choosing a job.

  1. The nonlinear effects of job complexity and autonomy on job satisfaction, turnover, and psychological well-being.

    PubMed

    Chung-Yan, Greg A

    2010-07-01

    This study examines the interactive relationship between job complexity and job autonomy on job satisfaction, turnover intentions, and psychological well-being. It was hypothesized that the positive or motivating effects of job complexity are only realized when workers are given enough autonomy to effectively meet the challenges of complex jobs. Results show that not only do job complexity and job autonomy interact, but that the relationships to the outcome variables are curvilinear in form. Job complexity is shown to be both a motivator and a stressor when job autonomy is low. However, the most beneficial effects of job complexity occur when it is matched by a high level of job autonomy. Theoretical and practical implications are discussed.

  2. Differences regarding job satisfaction and job involvement of psychologists with different dominant career anchors.

    PubMed

    Bester, C L; Mouton, T

    2006-08-01

    In order to contribute to higher levels of job satisfaction, job involvement and productivity, a match or fit should be established between the dominant career anchor associated with a specific occupation and that of the employee. A career anchor is an individual's set of self-perceived talents, abilities, motives, needs and values that form the nucleus of one's occupational self-concept. Psychologists have always been part of the service orientated careers and therefore one would expect that it is likely that their dominant career anchor would be service orientation. If this is the case, psychologists with service as their dominant career anchor are supposed to have greater job satisfaction and job involvement compared to those with different career anchors. However, according to literature, this assumption is not necessarily correct. The primary goals of the current study were to determine whether in fact service is the dominant career anchor of psychologists in the Free State and whether there are significant differences regarding job satisfaction and job involvement between psychologists with and without service as their dominant career anchor. A third goal was to determine whether psychologists with different dominant career anchors differ significantly from one another regarding job satisfaction and job involvement. Questionnaires measuring career orientations, job satisfaction and job involvement were sent to 165 of the 171 registered psychologists in the Free State region. Only 75 psychologists (45,5%) responded which exceeded the traditional return rate of 20 to 30%. Due to the small sample of respondents, a nonparametric statistical test, namely the Mann Whitney U test was conducted to determine possible differences. An analysis of the data showed that 21 respondents had entrepreneurship as their dominant career orientation while 12 fell in the technical/functional, 12 in the challenging, 9 in the service and 8 in the autonomy categories of dominant

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

    ERIC Educational Resources Information Center

    Sims, Johnnie M.; Foxley, Cecelia H.

    1980-01-01

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

  4. Youth Employment under Title II of the Job Training Partnership Act. Hearings before the Subcommittee on Employment and Productivity of the Committee on Labor and Human Resources. United States Senate, One Hundredth Congress, Second Session (February 2, April 27, June 8, and September 22, 1988).

    ERIC Educational Resources Information Center

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

    This document contains four Congressional hearings to review proposed legislation to revise certain youth employment provisions of Title II of the Job Training Partnership Act. This series of hearings looks into the whole question of how to improve the Federal Government's efforts to educate, train, and improve employment opportunities for the…

  5. Professional autonomy and job satisfaction: survey of critical care nurses in mainland Greece.

    PubMed

    Iliopoulou, Katerina K; While, Alison E

    2010-11-01

    This paper is a report of a study conducted to describe Greek critical care nurses' views on professional autonomy and its relationship with job satisfaction and other work-related variables. Professional autonomy is generally considered a highly desirable nursing attribute and a major factor in nurse job satisfaction. In the critical care environment, a high level of accountability, responsibility and autonomy are required to optimize outcomes of critically unstable patients. A questionnaire survey was conducted with a convenience sample of Greek critical care nurses (n = 431; response rate 70%) in 2007. Data were collected on professional autonomy, job satisfaction, role conflict and role ambiguity. Overall, nurses reported acting moderately autonomously. Younger nurses reported statistically significant lower levels of autonomy. Higher levels of autonomy were reported by female nurses. Multiple logistic regression revealed that appointment level, type of critical care unit and registration with a professional organization were independently associated with autonomy. A positive moderate association was found between reported autonomy, job satisfaction, role conflict and role ambiguity, but there was no relationship between job satisfaction and reported role conflict and role ambiguity. Further education, role enhancement and support are required for nurses working in critical care in Greece if they are to achieve the maximum potential of their professional role. Failure to address the perceptions of professional autonomy may have an impact on staff retention, because of job dissatisfaction. © 2010 Blackwell Publishing Ltd.

  6. Crowdsourcing Content Creation in the Classroom

    ERIC Educational Resources Information Center

    Hills, Thomas T.

    2015-01-01

    The recent growth in crowdsourcing technologies offers a new way of envisioning student involvement in the classroom. This article describes a participatory action research approach to combining crowdsourced content creation with the student as producer model, whereby students' interests are used to drive the identification and creation of…

  7. History Forum Addresses Creation/Evolution Controversy.

    ERIC Educational Resources Information Center

    Schweinsberg, John

    1997-01-01

    A series of programs entitled Creationism and Evolution: The History of a Controversy was presented at the University of Alabama in Huntsville. The controversy was addressed from an historical and sociological, rather than a scientific perspective. Speakers addressed the evolution of scientific creationism, ancient texts versus sedimentary rocks…

  8. Good Job, Bad Job: Occupational Perceptions Among Latino Poultry Workers

    PubMed Central

    Mora, Dana C.; Arcury, Thomas A.; Quandt, Sara A.

    2016-01-01

    Objectives Immigrant workers frequently take jobs that are physically demanding, provide low wages, and result in injuries (e.g., poultry production and processing). Through a qualitative approach, this paper elicits poultry workers’ evaluations of their jobs and set them in the larger context of their lives. Methods Semi-structured interviews were conducted with 65 poultry workers in western North Carolina. Workers were asked to discuss job characteristics, physical and psychological impacts of their employment, and perceived health risks. Results Immigrant workers valued the stability, benefits, upward mobility, and pay offered. They disliked the physical demands, the potential perceived effects of the job on their health, and the interactions with bosses and peers. Conclusion Workers’ willingness to endure dirty, dangerous, and demanding (3-D) conditions of poultry must be understood in the context of other employment options, structural violence, and their focus on immediate family needs that positive aspects of these jobs can fulfill. PMID:27195478

  9. The Impact of Job Stress and Job Satisfaction on Workforce Productivity in an Iranian Petrochemical Industry.

    PubMed

    Hoboubi, Naser; Choobineh, Alireza; Kamari Ghanavati, Fatemeh; Keshavarzi, Sareh; Akbar Hosseini, Ali

    2017-03-01

    Job stress and job satisfaction are important factors affecting workforce productivity. This study was carried out to investigate the job stress, job satisfaction, and workforce productivity levels, to examine the effects of job stress and job satisfaction on workforce productivity, and to identify factors associated with productivity decrement among employees of an Iranian petrochemical industry. In this study, 125 randomly selected employees of an Iranian petrochemical company participated. The data were collected using the demographic questionnaire, Osipow occupational stress questionnaire to investigate the level of job stress, Job Descriptive Index to examine job satisfaction, and Hersey and Goldsmith questionnaire to investigate productivity in the study population. The levels of employees' perceived job stress and job satisfaction were moderate-high and moderate, respectively. Also, their productivity was evaluated as moderate. Although the relationship between job stress and productivity indices was not statistically significant, the positive correlation between job satisfaction and productivity indices was statistically significant. The regression modeling demonstrated that productivity was significantly associated with shift schedule, the second and the third dimensions of job stress (role insufficiency and role ambiguity), and the second dimension of job satisfaction (supervision). Corrective measures are necessary to improve the shift work system. "Role insufficiency" and "role ambiguity" should be improved and supervisor support must be increased to reduce job stress and increase job satisfaction and productivity.

  10. Job stressors and job stress among teachers engaged in nursing activity.

    PubMed

    Muto, Shigeki; Muto, Takashi; Seo, Akihiko; Yoshida, Tsutomu; Taoda, Kazushi; Watanabe, Misuzu

    2007-01-01

    Teachers and staff members engaged in nursing activity experience more stress than other workers. However, it is unknown whether teachers engaged in nursing activity in schools for handicapped children experience even greater stress. This study evaluated job stressors and job stress among such teachers using a cross-sectional study design. The subjects were all 1,461 teachers from all 19 prefectural schools for handicapped children in Shizuoka Prefecture, Japan. We used a brief job stress questionnaire for the survey and 831 teachers completed the questionnaire. Job stressors among teachers engaged in nursing activity were compared with those among teachers not engaged in nursing activity. Job stress among such teachers was estimated by the score for total health risk, and was compared with the score in the Japanese general population. Male and female teachers engaged in nursing activity had a significantly higher level of job stressors for physical work load and job control compared with those not engaged in nursing activity. The scores for total health risk among male and female teachers engaged in nursing activity were 102 points and 98 points, respectively. These scores were not markedly above 100 points which is the mean score in the Japanese general population.

  11. Assessment of pharmacists' job satisfaction and job related stress in Amman.

    PubMed

    Al Khalidi, Doaa; Wazaify, Mayyada

    2013-10-01

    The myriad changes in pharmacy practice in Jordan have transformed the pharmacist's role to be more focused on the patient and his/her therapeutic needs than on just the traditional dispensing. This, in addition to other possible factors, is believed to have influenced pharmacists' job satisfaction and stress level in different practice settings in Jordan. This study aimed to determine the level of job satisfaction and job related stress among pharmacists in Amman. Moreover, the main causes of dissatisfaction and stress-related factors affecting pharmacists at their working positions were also explored. The study was conducted in four pharmacy practice settings: independent and chain community pharmacies as well as private and public hospital pharmacies. The study adopted the self-administered survey methodology technique using a pre-validated pre-piloted questionnaire. The questionnaire was adapted from one previously used in Northern Ireland. Data were entered into SAS database and analysed using descriptive statistics, Chi square and regression analysis. The significance level was set at P < 0.05. The level and factors affecting job satisfaction and job related stress as reported by participating pharmacists. A total of 235 registered pharmacists in Amman were involved. The pharmacists' job satisfaction was significantly affected by the type of pharmacy practice settings (P = 0.038), pharmacists' registration year (P = 0.048) and marital status (P = 0.023). Moreover, job related stress situations like patient care responsibility have been associated significantly with the type of pharmacy practice settings (P = 0.043) and pharmacists' registration year (P = 0.013). Other job stressors like long working hours, lack of advancement, promotion opportunities and poor physician pharmacists' relationship have also been reported by participants. The study concluded that community pharmacists in Amman are found to be less satisfied with their jobs than their hospital

  12. Job demand-control and job stress at work: A cross-sectional study among prison staff

    PubMed Central

    Akbari, Jafar; Akbari, Rouhollah; Shakerian, Mahnaz; Mahaki, Behzad

    2017-01-01

    Introduction: Job stress can impose significant costs to the workplaces and organizations due to some issues such as absenteeism, less productivity, and medical costs. Job overload and lack of decision latitude can lead to job stress. The current study aimed to investigate the job demands and control as predictor of job stress and its relationship, with some of the demographic characteristics of Iranian prison staff. Materials and Methods: This study was performed on 171 male employees working in four prisons located in Ilam, Iran. The sampling method was census and all four prisons’ staff were selected to respond the Job Content Questionnaires. Finally, the data were analyzed using t-test or independent samples test as well as SPSS 20. Results: The highest amount of job demand (mean = 21.28) and the lowest amount of job control on average (9.76) were reported by those staff working in Darehshahr prison. There was also a significant relationship between job post and job control among the prison staff (β = −0.375, P = 0.001). Conclusion: The level of job stress reported by prison staff was high in this study mainly caused by high job demand and low job control, especially in Darehshahr prison staff. PMID:28546980

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

    ERIC Educational Resources Information Center

    Lewis, Chad T.; Stevens, Cynthia Kay

    1990-01-01

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

  14. Does Teaching Creationism Facilitate Student Autonomy?

    ERIC Educational Resources Information Center

    Warnick, Bryan R.; Fooce, C. David

    2007-01-01

    The teaching of evolution in US public schools continues to generate controversy. One argument for including creationism in science classrooms is based on the goal of facilitating student autonomy. Autonomy requires that students be exposed to significant alternatives, it is argued, and religious creation stories offer a significant alternative to…

  15. Employment Support as Knowledge Creation

    ERIC Educational Resources Information Center

    O'Brien, John; Callahan, Michael

    2010-01-01

    Traditional practice in employment of persons with disabilities has been to assess the skills and interests of the job seeker in relation to normative standards or to others. That comparative approach often results in job seekers with significant developmental disabilities being viewed as having few skills and lacking requisite work readiness,…

  16. Job strain, job insecurity, and health: rethinking the relationship.

    PubMed

    Strazdins, Lyndall; D'Souza, Rennie M; Lim, Lynette L-Y; Broom, Dorothy H; Rodgers, Bryan

    2004-10-01

    Job strain (high demands and low control) is a widely used measure of work stress. The authors introduce a new way of looking at work stress by combining job strain with job insecurity, a combination increasingly prevalent in contemporary economies, using data from a cross-sectional survey (N = 1,188) of mid-aged Australian managers and professionals. Those reporting both strain and insecurity showed markedly higher odds for mental and physical health problems (depression: odds ratio [OR] 13.88, 95% confidence interval [CI] 5.67-34.01; anxiety: OR 12.88, CI 5.12-32.39; physical health problems: OR 3.97, CI 1.72-9.16; and poor self-rated health: OR 7.12, CI 2.81-18.01). Job strain and insecurity showed synergistic associations with health, and employees experiencing both could be at heightened health risk.

  17. Impact of hospital mergers on staff job satisfaction: a quantitative study.

    PubMed

    Lim, Ka Keat

    2014-12-12

    Hospital mergers began in the UK in the late 1990s to deal with underperformance. Despite their prevalence, there is a lack of research on how such organizational changes affect the staff morale. This study aims to assess the impact of NHS hospital mergers between financial years 2009/10 and 2011/12 on staff job satisfaction and to identify factors contributing to satisfaction. Data on staff job satisfaction were obtained from the annual NHS Staff Survey. A list of mergers was compiled using data provided by the Cooperation and Competition Panel and the Department of Health. Other sources of data included the NHS Hospital Estates and Facilities Statistics, the NHS 'Quarter' publication, official reports from health service regulators, individual hospitals' annual accounts, data from the NHS Information Centre and the NHS Recurrent Revenue Allocations Exposition Book. Only full mergers of acute and mental health hospitals were analyzed. Propensity scores were generated using observable factors likely to affect merger decision to select three comparable hospitals for every constituent hospital in a merger to act as a control group. A difference-in-difference was estimated between baseline (3 years before merger approval) and each subsequent year up to 4 years post-merger, controlling for work environment, drivers of job satisfaction, data year, type of hospital and occupation group. There were nine mergers during the study period. Only job satisfaction scores 1 to 2 years before (0.03 to 0.04 point) and 1 year after merger approval (0.06 point) were higher (P < 0.01) than baseline. Robustness testing produced consistent findings. Assuming other conditions were equal, an increase in autonomy, staff support, perceived quality and job clarity ratings would increase job satisfaction scores. Higher job satisfaction scores were also associated with being classified as medical, dental, management or administrative staff and working in a mental health trust. Hospital

  18. 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.

  19. [Job satisfaction among Norwegian doctors].

    PubMed

    Nylenna, Magne; Aasland, Olaf Gjerløw

    2010-05-20

    Doctors' job satisfaction has been discussed internationally in recent years based on reports of increasing professional dissatisfaction. We have studied Norwegian doctors' job satisfaction and their general satisfaction with life. A survey was conducted among a representative sample of practicing Norwegian doctors in 2008. The validated 10-item Job Satisfaction Scale was used to assess job satisfaction. 1,072 (65 %) doctors responded. They reported a mean job satisfaction of 5.3 on a scale from 1 (very dissatisfied) to 7 (very satisfied). Job satisfaction increased with increasing age. Private practice specialists reported the highest level of job satisfaction (5.8), and general practitioners reported higher job satisfaction (5.5) than hospital doctors (5.1). Among specialty groups, community doctors scored highest (5.6) and doctors in surgical disciplines lowest (5.0). While long working hours was negatively correlated with job satisfaction, the perception of being professionally updated and having part-time affiliation(s) in addition to a regular job were positively correlated with job satisfaction. 52.9 % of doctors reported a very high general satisfaction. Norwegian doctors have a high level of job satisfaction. Satisfaction with life in general is also high and at least in line with that in the Norwegian population.

  20. National Estimates of Gross Employment and Job Flows from the Quarterly Workforce Indicators with Demographic and Industry Detail

    PubMed Central

    Abowd, John M.; Vilhuber, Lars

    2010-01-01

    The Quarterly Workforce Indicators (QWI) are local labor market data produced and released every quarter by the United States Census Bureau. Unlike any other local labor market series produced in the U.S. or the rest of the world, QWI measure employment flows for workers (accession and separations), jobs (creations and destructions) and earnings for demographic subgroups (age and gender), economic industry (NAICS industry groups), detailed geography (block (experimental), county, Core-Based Statistical Area, and Workforce Investment Area), and ownership (private, all) with fully interacted publication tables. The current QWI data cover 47 states, about 98% of the private workforce in those states, and about 92% of all private employment in the entire economy. State participation is sufficiently extensive to permit us to present the first national estimates constructed from these data. We focus on worker, job, and excess (churning) reallocation rates, rather than on levels of the basic variables. This permits comparison to existing series from the Job Openings and Labor Turnover Survey and the Business Employment Dynamics Series from the Bureau of Labor Statistics (BLS). The national estimates from the QWI are an important enhancement to existing series because they include demographic and industry detail for both worker and job flow data compiled from underlying micro-data that have been integrated at the job and establishment levels by the Longitudinal Employer-Household Dynamics Program at the Census Bureau. The estimates presented herein were compiled exclusively from public-use data series and are available for download. PMID:21516213

  1. Job sharing. Part 1.

    PubMed

    Anderson, K; Forbes, R

    1989-01-01

    This article is the first of a three part series discussing the impact of nurses job sharing at University Hospital, London, Ontario. This first article explores the advantages and disadvantages of job sharing for staff nurses and their supervising nurse manager, as discussed in the literature. The results of a survey conducted on a unit with a large number of job sharing positions, concur with literature findings. The second article will present the evaluation of a pilot project in which two nurses job share a first line managerial position in the Operating Room. The third article will relate the effects of job sharing on women's perceived general well being. Job sharing in all areas, is regarded as a positive experience by both nurse and administrators.

  2. Constant Price of Anarchy in Network Creation Games via Public Service Advertising

    NASA Astrophysics Data System (ADS)

    Demaine, Erik D.; Zadimoghaddam, Morteza

    Network creation games have been studied in many different settings recently. These games are motivated by social networks in which selfish agents want to construct a connection graph among themselves. Each node wants to minimize its average or maximum distance to the others, without paying much to construct the network. Many generalizations have been considered, including non-uniform interests between nodes, general graphs of allowable edges, bounded budget agents, etc. In all of these settings, there is no known constant bound on the price of anarchy. In fact, in many cases, the price of anarchy can be very large, namely, a constant power of the number of agents. This means that we have no control on the behavior of network when agents act selfishly. On the other hand, the price of stability in all these models is constant, which means that there is chance that agents act selfishly and we end up with a reasonable social cost.

  3. JOB Soup for Women: 80 Job Bites You Can Sink Your Teeth into.

    ERIC Educational Resources Information Center

    Martin, Melissa

    Written for women by a career counselor, this resource guide provides proven job-search tips and teaches women about their personal job power. Its 80 job bites are divided into 10 chapters: "Choosing a Career & Evaluating a Job"; "Learn To Be an Assertive Woman at the Workplace"; "Portfolios, Resumes, Cover Letters, and Thank You Notes"; "Knowing…

  4. Faces of the Recovery Act: The Impact of Smart Grid

    ScienceCinema

    President Obama

    2017-12-09

    On October 27th, Baltimore Gas & Electric was selected to receive $200 million for Smart Grid innovation projects under the Recovery Act. Watch as members of their team, along with President Obama, explain how building a smarter grid will help consumers cut their utility bills, battle climate change and create jobs.

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

    DTIC Science & Technology

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

  6. Job satisfaction and perceived autonomy for nurse practitioners working in nurse-managed health centers.

    PubMed

    Pron, Ann Linguiti

    2013-04-01

    More primary care providers are needed to deliver health care to Americans living in poverty and those soon to be insured under the Affordable Care Act. Nurse practitioners (NPs) in nurse-managed health centers (NMHCs) are poised to meet this need. This research study examined the characteristics of NPs working in NMHCs and measured job satisfaction and perceived level of autonomy. No studies about job satisfaction or autonomy for NPs working in NMHCs had been previously reported. This descriptive, quantitative study surveyed primary care NPs working in NMHCs that are part of the National Nursing Centers Consortium (NNCC). NP e-mail addresses were obtained from NNCC center directors. Of 198 NPs invited to the electronic survey, 99 completed the Misener Nurse Practitioner Job Satisfaction Scale, demographic questionnaire, questions about perceived autonomy, and whether they would recommend working in an NMHC. Participants came from 16 states and 46 NMHCs. NPs working in NMHCs have job satisfaction, perceive their role as autonomous, and are satisfied with the autonomy they have. NMHCs can provide access to primary health care for many Americans. More NPs may choose employment in NMHCs for job satisfaction and autonomy. ©2012 The Author(s) Journal compilation ©2012 American Association of Nurse Practitioners.

  7. Job satisfaction of people with intellectual disabilities: the role of basic psychological need fulfillment and workplace participation.

    PubMed

    Akkerman, Alma; Kef, Sabina; Meininger, Herman P

    2018-05-01

    Knowledge on what contributes to job satisfaction of people with intellectual disabilities is limited. Using self-determination theory, we investigated whether fulfillment of basic psychological needs (i.e., autonomy, relatedness, competence) affected job satisfaction, and explored associations between workplace participation, need fulfillment and job satisfaction. A total of 117 persons with intellectual disabilities, recruited from a Dutch care organization, were interviewed on need fulfillment at work and job satisfaction. Data on workplace participation was obtained from staff. Questionnaires were based on well-established instruments. Basic psychological need fulfillment predicted higher levels of job satisfaction. Level of workplace participation was not associated with need fulfillment or job satisfaction. Allowing workers with intellectual disabilities to act with a sense of volition, feel effective, able to meet challenges, and connected to others is essential and contributes to job satisfaction. It is needed to pay attention to this, both in selection and design of workplaces and in support style. Implications for rehabilitation Knowledge on factors that contribute to job satisfaction is necessary to improve employment situations and employment success of people with intellectual disabilities. In order to achieve job satisfaction, it is essential that workplaces allow for fulfillment of the basic psychological needs for autonomy, relatedness, and competence of people with intellectual disabilities. People with intellectual disabilities are able to report on their needs and satisfaction, and it is important that their own perspective is taken into account in decisions regarding their employment situation.

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

    PubMed

    Park, Jin-Hyuck; Park, Ji-Hyuk

    2017-01-01

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

  9. 24 CFR 1003.208 - Criteria for compliance with the primary objective.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... considered is the creation or retention of jobs except as provided in paragraph (b)(4) of this section.) To... households. (d) Job creation or retention activities. An activity designed to create or retain permanent jobs.... (4) An activity designed to provide job training and placement and/or other employment support...

  10. Is the creation of artificial life morally significant?

    PubMed Central

    Douglas, Thomas; Powell, Russell; Savulescu, Julian

    2013-01-01

    In 2010, the Venter lab announced that it had created the first bacterium with an entirely synthetic genome. This was reported to be the first instance of ‘artificial life,’ and in the ethical and policy discussions that followed it was widely assumed that the creation of artificial life is in itself morally significant. We cast doubt on this assumption. First we offer an account of the creation of artificial life that distinguishes this from the derivation of organisms from existing life and clarify what we mean in asking whether the creation of artificial life has moral significance. We then articulate and evaluate three attempts to establish that the creation of artificial life is morally significant. These appeal to (1) the claim that the creation of artificial life involves playing God, as expressed in three distinct formulations; (2) the claim that the creation of artificial life will encourage reductionist attitudes toward the living world that undermine the special moral value accorded to life; and (3) the worry that artificial organisms will have an uncertain functional status and consequently an uncertain moral status. We argue that all three attempts to ground the moral significance of the creation of artificial life fail, because none of them establishes that the creation of artificial life is morally problematic in a way that the derivation of organisms from existing life forms is not. We conclude that the decisive moral consideration is not how life is created but what non-genealogical properties it possesses. PMID:23810562

  11. Is the creation of artificial life morally significant?

    PubMed

    Douglas, Thomas; Powell, Russell; Savulescu, Julian

    2013-12-01

    In 2010, the Venter lab announced that it had created the first bacterium with an entirely synthetic genome. This was reported to be the first instance of 'artificial life,' and in the ethical and policy discussions that followed it was widely assumed that the creation of artificial life is in itself morally significant. We cast doubt on this assumption. First we offer an account of the creation of artificial life that distinguishes this from the derivation of organisms from existing life and clarify what we mean in asking whether the creation of artificial life has moral significance. We then articulate and evaluate three attempts to establish that the creation of artificial life is morally significant. These appeal to (1) the claim that the creation of artificial life involves playing God, as expressed in three distinct formulations; (2) the claim that the creation of artificial life will encourage reductionist attitudes toward the living world that undermine the special moral value accorded to life; and (3) the worry that artificial organisms will have an uncertain functional status and consequently an uncertain moral status. We argue that all three attempts to ground the moral significance of the creation of artificial life fail, because none of them establishes that the creation of artificial life is morally problematic in a way that the derivation of organisms from existing life forms is not. We conclude that the decisive moral consideration is not how life is created but what non-genealogical properties it possesses. Copyright © 2013 Elsevier Ltd. All rights reserved.

  12. Job Demands and Job Resources as Predictors of Absence Duration and Frequency.

    ERIC Educational Resources Information Center

    Bakker, Arnold B.; Demerouti, Evangelia; de Boer, Elpine; Schaufeli, Wilmar B.

    2003-01-01

    Structural equation modeling of data from 214 employees indicated that job demands uniquely predicted burnout and indirectly predicted length of absence. Job resources (physical, psychological, social, or organizational aspects that reduce job demands or stimulate growth) uniquely predicted organizational commitment and indirectly predicted spells…

  13. 21st Century jobs initiative - Tennessee`s Resource Valley. Final report

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

    NONE

    1996-12-23

    Tennessee`s Resource Valley, a regional economic development organization, was asked to facilitate a two-year, $750,000 grant from the Department of Energy. The grant`s purpose was to make the East Tennessee region less dependent on federal funds for its economic well-being and to increase regional awareness of the advantages of proximity to the Department of Energy facilities in Oak Ridge. The mission of Tennessee`s Resource Valley is to market the business location advantages of mid-East Tennessee to corporate decision makers and to facilitate regional initiatives that impact the creation of quality job opportunities. Tennessee`s Resource Valley represents fifteen (15) counties inmore » East Tennessee: Anderson, Blount, Campbell, Claiborne, Cocke, Grainger, Jefferson, Knox, Loudon, Monroe, Morgan, Roane, Scott, Sevier and Union.« less

  14. Fuel cells at the crossroads : attitudes regarding the investment climate for the US fuel cell industry and a projection of industry job creation potential.

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

    NONE

    2004-05-27

    Fuel Cells at the Crossroads examines financial community and fuel cell industry views on the investment climate for the fuel cell industry. It also explores the investment history of the US fuel cell industry and projects potential future job creation. The scope of the study included the transportation, stationary power generation and portable sectors. Interviews were conducted with industry and financial experts. The results of the interviews provide a snapshot of industry perspective just prior to President Bush's endorsement of a hydrogen economy in his 2003 State of the Union address. In April 2003, we conducted a spot check tomore » test whether the State of the Union address had changed opinions. We found little change among the financial and investment communities, but some guarded new optimism among industry leaders. The general outlook of our sample was cautiously hopeful. There is no question, however, that the current climate is one of great uncertainty, particularly when compared with the enthusiasm that existed just a few years ago. Among other things: (1) Respondents generally believed that the energy industry will undergo profound change over the next few decades, resulting in some form of hydrogen economy. They acknowledged, however, that huge technology and cost hurdles must be overcome to achieve a hydrogen economy. (2) Respondents were worried about the future of the industry, including timeframes for market development, foreign competition, technical problems, and the current poor investment environment. (3) Respondents generally believed that the US federal government must provide strong leadership to ensure American leadership in the fuel cell industry. They believe that governments in Europe and Japan are highly committed to fuel cells, thus providing European and Japanese companies with significant advantages. (4) Respondents frequently mentioned several areas of concern, including the situation in Iraq, the increased commitment to fuel

  15. Core Self-Evaluations and Job and Life Satisfaction: The Mediating and Moderated Mediating Role of Job Insecurity.

    PubMed

    Hsieh, Hui-Hsien; Huang, Jie-Tsuen

    2017-04-03

    This study examined the mediating role of job insecurity in the relationship between core self-evaluations (CSE) and job satisfaction, while also investigating the moderating role of job insecurity in the mediated relationship between CSE and life satisfaction via job satisfaction. Survey data were collected from a sample of 346 full-time employees in Taiwan. We found that job insecurity partially mediated the CSE-job satisfaction relationship. Moreover, we found that job insecurity moderated not only the relationship between CSE and job satisfaction but also the mediated relationship between CSE and life satisfaction via job satisfaction. Specifically, both the CSE-job satisfaction relationship and the CSE-job satisfaction-life satisfaction relationship became stronger when job insecurity was low. Our results emphasize the importance of raising employees' CSE, which is beneficial not only for diminishing their perceptions of job insecurity, but also for boosting their job and life satisfaction. Practical implications and directions for future research are discussed.

  16. Sample Job Descriptions To Assist in Complying with the Americans with Disabilities Act of 1990.

    ERIC Educational Resources Information Center

    National Child Care Association, Atlanta, GA.

    The Americans with Disabilities Act of 1990 provides protection against discrimination for persons with disabilities. This document provides answers to frequently asked questions about the employment provisions of the act. Topics addressed by these questions include the employment provisions covered by the act, the population protected, the…

  17. Concordance Between Current Job and Usual Job in Occupational and Industry Groupings

    PubMed Central

    Luckhaupt, Sara E.; Cohen, Martha A.; Calvert, Geoffrey M.

    2015-01-01

    Objective To determine whether current job is a reasonable surrogate for usual job. Methods Data from the 2010 National Health Interview Survey were utilized to determine concordance between current and usual jobs for workers employed within the past year. Concordance was quantitated by kappa values for both simple and detailed industry and occupational groups. Good agreement is considered to be present when kappa values exceed 60. Results Overall kappa values ± standard errors were 74.5 ± 0.5 for simple industry, 72.4 ± 0.5 for detailed industry, 76.3 ± 0.4 for simple occupation, 73.7 ± 0.5 for detailed occupation, and 80.4 ± 0.6 for very broad occupational class. Sixty-five of 73 detailed industry groups and 78 of 81 detailed occupation groups evaluated had good agreement between current and usual jobs. Conclusions Current job can often serve as a reliable surrogate for usual job in epidemiologic studies. PMID:23969506

  18. A longitudinal test of the demand-control model using specific job demands and specific job control.

    PubMed

    de Jonge, Jan; van Vegchel, Natasja; Shimazu, Akihito; Schaufeli, Wilmar; Dormann, Christian

    2010-06-01

    Supportive studies of the demand-control (DC) model were more likely to measure specific demands combined with a corresponding aspect of control. A longitudinal test of Karasek's (Adm Sci Q. 24:285-308, 1) job strain hypothesis including specific measures of job demands and job control, and both self-report and objectively recorded well-being. Job strain hypothesis was tested among 267 health care employees from a two-wave Dutch panel survey with a 2-year time lag. Significant demand/control interactions were found for mental and emotional demands, but not for physical demands. The association between job demands and job satisfaction was positive in case of high job control, whereas this association was negative in case of low job control. In addition, the relation between job demands and psychosomatic health symptoms/sickness absence was negative in case of high job control and positive in case of low control. Longitudinal support was found for the core assumption of the DC model with specific measures of job demands and job control as well as self-report and objectively recorded well-being.

  19. 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…

  20. Do School Counselors Matter? Mattering as a Moderator between Job Stress and Job Satisfaction

    ERIC Educational Resources Information Center

    Rayle, Andrea Dixon

    2006-01-01

    The relationships of perceived mattering to others, job-related stress, and job satisfaction were examined for 388 elementary, middle, and high school counselors from across the United States. Participants completed the School Counselor Mattering Scale, the School Counselor Job-Stress Assessment, and several job satisfaction questions in order to…

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