Sample records for job finding migration

  1. Migration-driven aggregation behaviors in job markets with direct foreign immigration

    NASA Astrophysics Data System (ADS)

    Sun, Ruoyan

    2014-09-01

    This Letter introduces a new set of rate equations describing migration-driven aggregation behaviors in job markets with direct foreign immigration. We divide the job market into two groups: native and immigrant. A reversible migration of jobs exists in both groups. The interaction between two groups creates a birth and death rate for the native job market. We find out that regardless of initial conditions or the rates, the total number of cities with either job markets decreases. This indicates a more concentrated job markets for both groups in the future. On the other hand, jobs available for immigrants increase over time but the ones for natives are uncertain. The native job markets can either expand or shrink or remain constant due to combined effects of birth and death rates. Finally, we test our analytical results with the population data of all counties in the US from 2000 to 2011.

  2. Job Migration: A Collaborative Effort

    ERIC Educational Resources Information Center

    Wagoner, Cynthia L.

    2012-01-01

    Music teachers often change jobs several times during their careers. Reasons for job changes vary, but regardless, these changes bring a different set of challenges. Sharing knowledge and learning are part and parcel of collaboration. So what if, as education professionals, music teachers decided to collaborate during job migrations? For all music…

  3. Job Changing and the Decline in Long-Distance Migration in the United States.

    PubMed

    Molloy, Raven; Smith, Christopher L; Wozniak, Abigail

    2017-04-01

    Interstate migration in the United States has decreased steadily since the 1980s, but little is known about the causes of this decline. We show that declining migration is related to a concurrent secular decline in job changing. Neither trend is primarily due to observable demographic or socioeconomic factors. Rather, we argue that the decline in job changing has caused the decline in migration. After establishing a role for the labor market in declining migration, we turn to the question of why job changing has become less frequent over the past several decades. We find little support for several explanations, including the rise of dual-career households, the decline in middle-skill jobs, occupational licensing, and the need for employees to retain health insurance. Thus, the reasons for these dual trends remain opaque and should be explored further.

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

    PubMed Central

    Blanchard, Sarah

    2016-01-01

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

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

    PubMed

    Villarreal, Andrés; Blanchard, Sarah

    2013-04-01

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

  6. Anticipated Job Benefits, Career Aspiration, and Generalized Self-efficacy as Predictors for Migration Decision-Making

    PubMed Central

    Hoppe, Annekatrin; Fujishiro, Kaori

    2015-01-01

    This study aims to identify person-level factors, rather than economic situations, that influence migration decision-making and actual migration. Building on the theory of planned behavior, this study investigated potential migrants’ expectations and attitudes toward migration and career (i.e., anticipated job benefits of migration, career aspiration) as well as beliefs (i.e., generalized self-efficacy) as predictors of migration decision-making conceptualized in three phases: the pre-decisional, pre-actional, and actional phases. This was examined with cross-sectional pre-migration questionnaire data from 1163 potential migrants from Spain to Germany. We also examined whether the migration decision-making phases predicted actual migration with a subsample (n=249) which provided follow-up data within twelve months. For the cross-sectional sample, multinomial logistic regressions revealed that anticipated job benefits and career aspiration are predictive for all migration phases. Self-efficacy predicts the preactional (e.g., gathering information) and actional phases (e.g., making practical arrangements). Finally, for those with low self-efficacy, anticipated job benefits play a stronger role for taking action. For the longitudinal subsample, a logistic regression revealed that being in the preactional and actional phases at baseline is predictive of actual migration within twelve months. This study expands previous research on migration intentions and behaviors by focusing on expectations, values, and beliefs as person-level predictors for migration decision-making. With a longitudinal sample, it shows that international migration is a process that involves multiple phases. PMID:26379343

  7. Job transfers: a neglected aspect of migration in Malaysia.

    PubMed

    Menon, R

    1987-01-01

    "This article examines the incidence of [job-related] transfers in Malaysia. The retrospective migration data from the Malaysia Family Life Survey [conducted in 1976-1977] are used to demonstrate that transfers comprise 18 percent of all migration in the country and that there has been a rise in the incidence of transfers over a 35 year period. Factors underlying this trend are outlined. Furthermore, significant differences in age, educational attainment and other characteristics between transferees and other types of migrants are identified and their implications discussed." excerpt

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

    ERIC Educational Resources Information Center

    Harden, Neva N.

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

  9. Different reasons, different results: implications of migration by gender and family status.

    PubMed

    Geist, Claudia; McManus, Patricia A

    2012-02-01

    Previous research on migration and gendered career outcomes centers on couples and rarely examines the reason for the move. The implicit assumption is usually that households migrate in response to job opportunities. Based on a two-year panel from the Current Population Survey, this article uses stated reasons for geographic mobility to compare earnings outcomes among job migrants, family migrants, and quality-of-life migrants by gender and family status. We further assess the impact of migration on couples' internal household economy. The effects of job-related moves that we find are reduced substantially in the fixed-effects models, indicating strong selection effects. Married women who moved for family reasons experience significant and substantial earnings declines. Consistent with conventional models of migration, we find that household earnings and income and gender specialization increase following job migration. Married women who are secondary earners have increased odds of reducing their labor supply following migration for job or family reasons. However, we also find that migrating women who contributed as equals to the household economy before the move are no more likely than nonmigrant women to exit work or to work part-time. Equal breadwinner status may protect women from becoming tied movers.

  10. Switching Fields in Physics: Finding the Right Job

    NASA Astrophysics Data System (ADS)

    Dowell, Marla

    2004-05-01

    The Bad News: fewer than one in ten recent Physics PhDs will land a faculty position in physics. The Good News: non-academic career opportunities for Physics PhDs are in abundance. The trick is finding the right job. With the explosion of web-based resume sites, identifying these opportunities and getting your resume seen by the right people can be both difficult and frustrating. Tough times call for creative solutions. My presentation, based on experience as both a job seeker and potential employer, will include recent data on the physics job market. I will discuss non-academic job opportunities and practical tools for finding and landing the right job, such as career guidance tests and networking methods. A word of warning, most serious job hunts are extremely time-consuming. If you're looking for opportunities outside your physics discipline, be prepared for a lot of rejection letters. The trick is to make the most out of those contacts since you never know where they may lead. Remember, while a plethora of job offers is nice, only the right one is necessary.

  11. Jobs: Finding and Keeping = Empleos: Buscandolos y Manteniendolos

    ERIC Educational Resources Information Center

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

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

  12. Targeted Jobs Tax Credit: Findings from Employer Surveys.

    ERIC Educational Resources Information Center

    Bishop, John, Ed.

    This collection includes eight reports of findings from a series of employer surveys designed to assess the effectiveness of the Targeted Jobs Tax Credit (TJTC). The following papers are included: "Introduction," by John Bishop; "Utilization of the Targeted Jobs Tax Credit," by John Bishop and Susan Ashbrook; "Multivariate…

  13. New Skills, New Jobs: Return Migration, Skill Transfers, and Business Formation in Mexico.

    PubMed

    Hagan, Jacqueline Maria; Wassink, Joshua

    2016-11-01

    Numerous studies have documented a high propensity for self-employment and business formation among return migrants relative to non-migrants. The literature points to the importance of remitted savings, migration duration, and number and types of jobs abroad for business formation upon return. Implicit in this scholarship is the assumption that migrants acquire not only financial capital, but also human capital, which expands their opportunities upon return. Empirical work has demonstrated how the transfer of formal human capital, such as language skills and professional credentials, influences the mobility pathways of professional return migrants. More recent research has also found that the transfer of informal human capital, such as social and technical skills learned on the job, shape the mobility pathways of return migrants with little schooling. Absent from this scholarship, however, are studies that directly test the relationship between the transfer of informal human capital and the odds of business formation among return migrants. In this paper, we address this gap. Using a multidimensional skills variable, which includes social, technical, and English language competences, we measure and test the relationship between skill acquisition and transfer and business formation among return migrants. Drawing on findings from a survey of 200 return migrants and 200 non-migrants in Mexico, we show that return migrants who successfully acquire and transfer new skills across the migratory circuit often leverage their new knowledge to launch businesses. Our findings have wide implications for how social scientists conceptualize and measure human capital formation across the migratory circuit.

  14. New Skills, New Jobs: Return Migration, Skill Transfers, and Business Formation in Mexico

    PubMed Central

    Wassink, Joshua

    2017-01-01

    Numerous studies have documented a high propensity for self-employment and business formation among return migrants relative to non-migrants. The literature points to the importance of remitted savings, migration duration, and number and types of jobs abroad for business formation upon return. Implicit in this scholarship is the assumption that migrants acquire not only financial capital, but also human capital, which expands their opportunities upon return. Empirical work has demonstrated how the transfer of formal human capital, such as language skills and professional credentials, influences the mobility pathways of professional return migrants. More recent research has also found that the transfer of informal human capital, such as social and technical skills learned on the job, shape the mobility pathways of return migrants with little schooling. Absent from this scholarship, however, are studies that directly test the relationship between the transfer of informal human capital and the odds of business formation among return migrants. In this paper, we address this gap. Using a multidimensional skills variable, which includes social, technical, and English language competences, we measure and test the relationship between skill acquisition and transfer and business formation among return migrants. Drawing on findings from a survey of 200 return migrants and 200 non-migrants in Mexico, we show that return migrants who successfully acquire and transfer new skills across the migratory circuit often leverage their new knowledge to launch businesses. Our findings have wide implications for how social scientists conceptualize and measure human capital formation across the migratory circuit. PMID:28316348

  15. Interregional migration in socialist countries: the case of China.

    PubMed

    Wei, Y

    1997-03-01

    "This paper analyzes changing interregional migration in China and reveals that the recent eastward migration reverses patterns of migration under Mao. It finds that investment variables are more important than the conventional variables of income and job opportunities in determining China's recent interregional migration. It suggests that both state policy and the global force influence interregional migration, challenging the popular view that the socialist state is the only critical determinant. This paper also criticizes Mao's approach to interregional migration and discusses the impact of migration on development." excerpt

  16. 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…

  17. Social networks in the migration process: empirical evidence on chain migration in India.

    PubMed

    Banerjee, B

    1983-01-01

    This study, based on interviews with 1615 migrant heads of household in Delhi, was concerned with interactions between labor migrants and their urban-based contacts. 86% of the rural migrants reported having relatives and/or covillagers living in Delhi at the time of their arrival, and virtually all received some form of assistance from their contacts. A preference for assistance from relatives rather than covillagers was noted, suggesting that migrants regarded kinship bonds as stronger than village and caste ties. However, covillagers tended to be contacted if relatives failed to secure a job for the new migrants within a reasonable time. The moves of only 17% of the sample could be classified under delayed family migration (relocation of family members in lagged stages). The tendency for traditional norms to be relaxed in an urban setting is reflected in the finding that the places of origin of migrants and their urban-based relatives differed in about half the cases that involved assistance from relatives. In addition, 13% of migrants violated traditional norms by seeking assistance from female agnates and kin affinally linked through these women. The most common pattern of assistance provided by both relatives and covillagers included room, food, and job search; however, new migrants tended to prefer to obtain board and lodging from relatives. Migrants helped by primary male agnates were twice as likely to receive money as those helped by other relatives. A consequence of chain migration is the concentration of persons from the same village or kinship network in particular occupations. 36% of the wage employees in the sample had relatives and/or covillagers working for the same employer. This suggests that migration induced by urban-based contacts (accounting for 42% of the migration in this sample) will be low if the sectors in which job opportunities are expanding are dominated by nonmigrants. Given the prevalence of chain migration, the contribution of

  18. Network effects across the earnings distribution: payoffs to visible and invisible job finding assistance.

    PubMed

    McDonald, Steve

    2015-01-01

    This study makes three critical contributions to the "Do Contacts Matter?" debate. First, the widely reported null relationship between informal job searching and wages is shown to be mostly the artifact of a coding error and sample selection restrictions. Second, previous analyses examined only active informal job searching without fully considering the benefits derived from unsolicited network assistance (the "invisible hand of social capital") - thereby underestimating the network effect. Third, wage returns to networks are examined across the earnings distribution. Longitudinal data from the NLSY reveal significant wage returns for network-based job finding over formal job searching, especially for individuals who were informally recruited into their jobs (non-searchers). Fixed effects quantile regression analyses show that contacts generate wage premiums among middle and high wage jobs, but not low wage jobs. These findings challenge conventional wisdom on contact effects and advance understanding of how social networks affect wage attainment and inequality. Copyright © 2014 Elsevier Inc. All rights reserved.

  19. Job satisfaction among 'migrant dentists' in Australia: implications for dentist migration and workforce policy.

    PubMed

    Balasubramanian, M; Spencer, A J; Short, S D; Watkins, K; Chrisopoulos, S; Brennan, D S

    2016-06-01

    Migrants occupy a significant proportion of the dental workforce in Australia. The objectives of this study were to assess the level of job satisfaction of employed migrant dentists in Australia, and to examine the association between various migrant dentist characteristics and job satisfaction. All migrant dentists resident in Australia were surveyed using a five-point Likert scale that measured specific aspects of job, career and satisfaction with area and type of practice. A total of 1022 migrant dentists responded to this study; 974 (95.4%) were employed. Responses for all scales were skewed towards strongly agree (scores ≥4). The overall scale varied by age group, marital status, years since arrival to Australia and specialist qualification (chi-square, p < 0.05). In a multivariate logistic regression model, there was a trend towards greater satisfaction amongst older age groups. Dentists who migrated through the examination pathway (mainly from low- and middle-income countries) had a lower probability of being satisfied with the area and type of practice (OR = 0.71; 0.51-0.98), compared with direct-entry migrant dentists (from high-income countries). The high level of job satisfaction of migrant dentists reflects well on their work-related experiences in Australia. The study offers policy suggestions towards support for younger dentists and examination pathway migrants, so they have appropriate skills and standards to fit the Australian health care environment. © 2016 Australian Dental Association.

  20. Determinants of labour migration of elite sport coaches.

    PubMed

    Orlowski, Johannes; Wicker, Pamela; Breuer, Christoph

    2016-09-01

    Previous research examining labour migration in sport focused on athletes in professional team sports. The purpose of this study is to analyse the factors influencing the migration probability of elite sport coaches in Germany (i.e. national coaches, state coaches, and coaches at Olympic training bases). From a theoretical perspective, labour migration of athletes is affected by economic, social, political, competitive, geographic and cultural factors. This study examines whether these factors can be applied to coaches. Primary data were collected using an online survey of elite sport coaches in Germany. Applying a conjoint design, respondents were presented with 10 migration scenarios leading to a sample size of n = 1860 for the empirical analysis. In the scenarios, the coaching position openings abroad differed in terms of income level, contract length, weekly workload, responsibility for personnel, reputation of coaching job, career perspectives, sporting performance of athletes, distance from Germany, and predominant job language. Coaches were asked for their migration probability contingent on the specific scenario. On average, migration probability was 24.2%. The results of regression analysis showed that higher income, contracts of longer duration, responsibility for personnel and speaking the respective language significantly increased the migration probability, while distances of nine flight hours and more, lower reputation and career perspectives reduced it. The findings have implications for policy-makers: they indicate in what areas the situation of coaches needs improvement to increase the likelihood of retaining elite sport coaches in the German sport system.

  1. How To: Preparing to Find a Job as a Spanish Teacher in the UK

    ERIC Educational Resources Information Center

    Talero, Gemma Carmen Belmonte

    2016-01-01

    This case study is about the design of the one-day course "How to find a job as a Spanish teacher in the UK," which is taught at the Instituto Cervantes in London. The course came to exist due to a large number of requests from Spaniards who have come to the UK in recent years--many of them wanting to find a job as a Spanish teacher--and…

  2. Job Scheduling in a Heterogeneous Grid Environment

    NASA Technical Reports Server (NTRS)

    Shan, Hong-Zhang; Smith, Warren; Oliker, Leonid; Biswas, Rupak

    2004-01-01

    Computational grids have the potential for solving large-scale scientific problems using heterogeneous and geographically distributed resources. However, a number of major technical hurdles must be overcome before this potential can be realized. One problem that is critical to effective utilization of computational grids is the efficient scheduling of jobs. This work addresses this problem by describing and evaluating a grid scheduling architecture and three job migration algorithms. The architecture is scalable and does not assume control of local site resources. The job migration policies use the availability and performance of computer systems, the network bandwidth available between systems, and the volume of input and output data associated with each job. An extensive performance comparison is presented using real workloads from leading computational centers. The results, based on several key metrics, demonstrate that the performance of our distributed migration algorithms is significantly greater than that of a local scheduling framework and comparable to a non-scalable global scheduling approach.

  3. Job Displacement and Social Participation over the Lifecourse: Findings for a Cohort of Joiners

    ERIC Educational Resources Information Center

    Brand, Jennie E.; Burgard, Sarah A.

    2008-01-01

    We examine the effects of job displacement, an involuntary event associated with socioeconomic and psychological decline, on social participation. Using more than 45 years of panel data from the Wisconsin Longitudinal Study, we find that job displacement is associated with significant, long-term lower probabilities of subsequent involvement with…

  4. Job Displacement and Social Participation over the Lifecourse: Findings for a Cohort of Joiners

    PubMed Central

    Brand, Jennie E.; Burgard, Sarah A.

    2010-01-01

    We examine the effects of job displacement, an involuntary event associated with socioeconomic and psychological decline, on social participation. Using more than 45 years of panel data from the Wisconsin Longitudinal Study, we find that job displacement is associated with significant, long-term lower probabilities of subsequent involvement with various forms of social participation for workers displaced during their prime earnings years; displacement is not associated with lower probabilities of involvement for workers displaced in the years approaching retirement. We also find that post-displacement socioeconomic and psychological decline explain very little of the negative effect of job displacement on social participation, and that a single displacement event, rather than a series of multiple displacement events, is most strongly associated with lower probabilities of social involvement. PMID:20827387

  5. China: surplus labour and migration.

    PubMed

    Banister, J; Taylor, J R

    1989-12-01

    Surplus labor force and migration trends in China are examined, with emphasis on the impact of underemployment in rural areas. "Government policy encourages surplus labourers to transfer out of crop farming into agricultural sidelines or non-agricultural work. Peasants are urged to stay where they are, shifting jobs without shifting location; however, many rural areas are poorly endowed for providing alternative employment, so their surplus workers must also leave the village to find work. Many do not formally migrate, but rather move on a seasonal basis or set up 'temporary' residence in an urban place. This 'floating' population has been escalating rapidly in recent years....[The authors argue] that China's cities and towns can absorb millions of surplus labourers from rural areas each year, to the mutual benefit of sending and receiving areas." excerpt

  6. On marriage and migration.

    PubMed

    Stark, O

    1988-09-01

    Marriage, migration, and related phenomena such as marital stability, fertility, and investment in human capital may be better explained by studying marriage and migration jointly. This paper examines the role of migration in obtaining joint labor market and marriage market equilibrium. When broadly interpreted, marriage and migration share a number of common features. Both involve search and its resolution (pairing of mates in the former and matching of labor and firms in the latter). In both cases, success in finding a partner is sensitive to the availability of partners and to the distribution of their endowments and traits. Almost always, and along with separation and divorce, marriage mandates spatial relocation which may translate into migration. Both involve a movement that is associated with adjustment costs from 1 state into another. The decisions to enter marriage and undertake employment or the decisions to divorce and quit a job depend on exogenous parameters, some of which are determined by the marriage market and the labor market. Since both marriage and divorce take place in the context of broadly defined markets, they may and often are analyzed applying market concepts, theorems, and solutions. Yet the authors could not pinpoint 1 single, systematic attempt that checks through the interactions between marriage and migration, so this paper attempts to rectify this state of research. Essentially, this paper 1) discusses individual decision making pending possible migration prior to or following marriage, 2) examines whether it is easier for a married couple or a single person to migrate, and 3) considers whether marriage dissolution could cause migration when marriage is the only reason that has kept a spouse from moving. This integrated research agenda for both marriage and migration can delineate interesting new implications to examine.

  7. Workers Can't Find Jobs, Jobs Can't Find Workers: Solving the Talent Paradox

    ERIC Educational Resources Information Center

    Rao, Harika

    2015-01-01

    The purpose of the research was to understand the latest job skill requirements for undergraduates from the real world as perceived by the students themselves and their career counselors at a university in South Florida. The study intended to provide relevant inputs to enhance the marketability of the undergraduate students by seamless…

  8. The College Graduate Guide to Job Finding.

    ERIC Educational Resources Information Center

    Pell, Arthur R.

    The book was written to assist the inexperienced college graduate job seeker, as well as the man or woman who has been out of college for some time and is seeking a change in jobs. A specially-designed Personnel Profile is provided so that the reader can evaluate his main strengths and have at hand the information needed to write a resume or…

  9. Nurse Migration from a Source Country Perspective: Philippine Country Case Study

    PubMed Central

    Lorenzo, Fely Marilyn E; Galvez-Tan, Jaime; Icamina, Kriselle; Javier, Lara

    2007-01-01

    Objectives To describe nurse migration patterns in the Philippines and their benefits and costs. Principal Findings The Philippines is a job-scarce environment and, even for those with jobs in the health care sector, poor working conditions often motivate nurses to seek employment overseas. The country has also become dependent on labor migration to ease the tight domestic labor market. National opinion has generally focused on the improved quality of life for individual migrants and their families, and on the benefits of remittances to the nation. However, a shortage of highly skilled nurses and the massive retraining of physicians to become nurses elsewhere has created severe problems for the Filipino health system, including the closure of many hospitals. As a result, policy makers are debating the need for new policies to manage migration such that benefits are also returned to the educational institutions and hospitals that are producing the emigrant nurses. Conclusions and Recommendations There is new interest in the Philippines in identifying ways to mitigate the costs to the health system of nurse emigration. Many of the policy options being debated involve collaboration with those countries recruiting Filipino nurses. Bilateral agreements are essential for managing migration in such a way that both sending and receiving countries derive benefit from the exchange. PMID:17489922

  10. The Malaysian state's response to migration.

    PubMed

    Pillai, P

    1999-04-01

    This paper aims to provide a profile of migration trends in Malaysia since 1970 and to analyze public policy on migration in the context of economic growth and the labor market. The discussion centers on the impact of the Asian financial crisis. There is long history of immigration to Malaysia. The development strategy of the 1970s and 1980s was to create more jobs and restructure employment to meet equity goals. Labor shortages on plantations and construction booms led to a more organized, sustained effort to import labor. Recession in the mid-1980s led to unemployment, but many Malaysians were unwilling to work on plantations, in construction, or in low paying jobs. Economic growth during 1987-96 was very high, and labor shortages spread to service and manufacturing sectors. Migration policy has shifted over the decades. Both the market and the government's promotion of export-based industrialization require access to low cost migrant labor. Public and official recognition of the large number of migrants was not made until 1995. The financial crisis in 1998 led to enforcement of a new migration policy on illegal migrants and greater outflow of migrants. The economic crisis has increased job and income inequities in the region; this encourages continued migration. It is argued that it would be best for Malaysia to maximize short-term gains while minimizing long-term economic, social, and political costs.

  11. The Effect of Parents' Labor Migration on the Socialization of Adolescents

    ERIC Educational Resources Information Center

    Lialiugene, I. Iu.; Rupshene, L. A.

    2008-01-01

    The economic factor is considered primary in temporary labor migrations: when people can find jobs in a country where the standard of living is higher, they are able to earn more money than they would in their home country. In the recent years, differences in pay have been so large that by earning a lot of money in a different country and spending…

  12. The commercialization of migration.

    PubMed

    Abrera-mangahas, M A

    1989-01-01

    International migration is not new to the Philippines. In the recent outflow of contract workers to the Middle East, there is a shift from individual and family initiated migrations to the more organized, highly commercial variety. While profit-taking intermediaries have played some role in the past, the increase in the number and influence of these intermediaries has altered the story of migration decision-making. In 1975, the signing of the bilateral labor agreement between the governments of Iran and the Philippines signalled the rising demand for Filipino contract workers. From 1970 to 1975, the number of Asian migrant workers in the Gulf countries rose from about 120,000 to 370,000. These figures rose dramatically to 3.3 million in 1985. The growing share of organized and commercialized migration has altered migration decision making. Primarily, intermediaries are able to broaden access to foreign job and high wage opportunities. Commercialization effectively raises the transaction costs for contract migration. Studies on recruitment costs and fees show that self-solicited foreign employment costs less than employment obtained through recruitment agents and intermediaries. The difference in the 2 prices is due, not only to overhead costs of intermediation, but more importantly to the rent exacted by agents from having job information and placement rights. In the Philippines in October 1987 the average placement fee was P8000, greatly exceeding the mandated maximum fee level of P5000. This average is understated because the computation includes the 17% who do not pay any fees. The widespread and popular view of recruitment intermediaries is negative, dominated by images of abuses and victims. Private intermediaries and the government bureaucracy need each other. Intermediaries need government; their consistent demand for incentives and protection is indicative. On the other hand, government expands its supervision of control of overseas employment via the

  13. 25 CFR 26.10 - When will I find out if I have been selected for Job Placement and Training assistance?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

  14. 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.

  15. Do dental esthetics have any influence on finding a job?

    PubMed

    Pithon, Matheus Melo; Nascimento, Caroline Carvalho; Barbosa, George Caíque Gouveia; Coqueiro, Raildo da Silva

    2014-10-01

    Our objective was to determine whether dental esthetics have any influence on finding a new job. Ten patients with orthodontic treatment needs for various types of malocclusions were selected. Smiling facial photographs of all patients were obtained and digitally altered (orthodontic correction of teeth). After the images were obtained, 2 different questionnaires were prepared (survey groups A and B) with the photographs without alteration (showing malocclusion) and altered (with orthodontic correction). Subjects appeared in one questionnaire (survey group) with an ideal smile and also in the other (survey group) with a nonideal smile. The images were evaluated by 100 persons responsible for hiring staff for commercial companies. In each survey group, 4 questions were asked regarding the individuals' likelihood of being hired, honesty, intelligence, and efficiency at work. Analysis of variance for repeated measures was used to determine the differences in the evaluations of patients with ideal and nonideal dental esthetics for the 4 characteristics evaluated. The level of significance adopted was 5%. The photographs of persons with ideal dental esthetics were, on average, evaluated as superior with respect to intelligence and likelihood of being hired than were the photographs of the same subjects with nonideal dental esthetics. For the characteristics of honesty and efficiency, no significant differences were observed in the evaluations between those with ideal and nonideal smiles (P <0.05). Persons with ideal smiles are considered more intelligent and have a greater chance of finding a job when compared with persons with nonideal smiles. Copyright © 2014 American Association of Orthodontists. Published by Elsevier Inc. All rights reserved.

  16. The impact of economic factors on migration considerations among Icelandic specialist doctors: a cross-sectional study.

    PubMed

    Solberg, Ingunn Bjarnadóttir; Tómasson, Kristinn; Aasland, Olaf; Tyssen, Reidar

    2013-12-18

    Globalization has facilitated the employability of doctors almost anywhere in the world. In recent years, the migration of doctors seems to have increased. However, we lack studies on doctors' migration from developed countries. Because the economic recession experienced by many countries might have affected the migration of doctors, research on this topic is important for the retention of doctors. Iceland was hit hard by the economic recession in 2008. Therefore, we want to explore how many specialist doctors in Iceland have considered migrating and whether economic factors at work and in private life, such as extensive cost-containment initiatives at work and worries about personal finances, are related to doctors' migration considerations. In 2010, all doctors in Iceland registered with the Icelandic Medical Association were sent an electronic cross-sectional survey by email. The 467 specialists who participated in this study represent 55% of all specialist doctors working in Iceland. Information on doctors' contemplation of migration was available from responses to the question: "Have you considered moving and working abroad?" The predictor variables in our logistic regression model are perceived cost-containment initiatives at work, stress related to personal finances, experience of working abroad during vacations, job dissatisfaction, job position, age, and gender. Sixty-three per cent of Iceland's specialist doctors had considered relocation abroad, 4% were moving in the next year or two, and 33% had not considered relocating. Logistic regression analysis shows that, controlling for age, gender, job position, job satisfaction, and experience of working abroad during vacations, doctors' migration considerations were significantly affected by their experiences of cost-containment initiatives at work (odds ratio (OR) = 2.0, p < 0.01) and being stressed about personal finances (OR = 1.6, p < 0.001). Age, job satisfaction, and working abroad

  17. The impact of economic factors on migration considerations among Icelandic specialist doctors: a cross-sectional study

    PubMed Central

    2013-01-01

    Background Globalization has facilitated the employability of doctors almost anywhere in the world. In recent years, the migration of doctors seems to have increased. However, we lack studies on doctors’ migration from developed countries. Because the economic recession experienced by many countries might have affected the migration of doctors, research on this topic is important for the retention of doctors. Iceland was hit hard by the economic recession in 2008. Therefore, we want to explore how many specialist doctors in Iceland have considered migrating and whether economic factors at work and in private life, such as extensive cost-containment initiatives at work and worries about personal finances, are related to doctors’ migration considerations. Methods In 2010, all doctors in Iceland registered with the Icelandic Medical Association were sent an electronic cross-sectional survey by email. The 467 specialists who participated in this study represent 55% of all specialist doctors working in Iceland. Information on doctors’ contemplation of migration was available from responses to the question: “Have you considered moving and working abroad?” The predictor variables in our logistic regression model are perceived cost-containment initiatives at work, stress related to personal finances, experience of working abroad during vacations, job dissatisfaction, job position, age, and gender. Results Sixty-three per cent of Iceland’s specialist doctors had considered relocation abroad, 4% were moving in the next year or two, and 33% had not considered relocating. Logistic regression analysis shows that, controlling for age, gender, job position, job satisfaction, and experience of working abroad during vacations, doctors’ migration considerations were significantly affected by their experiences of cost-containment initiatives at work (odds ratio (OR) = 2.0, p < 0.01) and being stressed about personal finances (OR = 1.6, p < 0.001). Age

  18. 75 FR 17161 - Job Corps: Preliminary Finding of No Significant Impact (FONSI) for the Installation of a Small...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-04-05

    ... Impact (FONSI) for the Installation of a Small Wind Turbine at the Pine Ridge Job Corps Center Located at...: Preliminary Finding of No Significant Impact (FONSI) for a small Wind Turbine Installation to be located at... prepared for a proposed Wind Turbine Installation to be located at the Pine Ridge Job Corps Center, 15710...

  19. Finding Jobs: Work and Welfare Reform.

    ERIC Educational Resources Information Center

    Card, David E., Ed.; Blank, Rebecca M., Ed.

    This book contains 13 papers on labor market and welfare reform, with special emphasis on the demand for low-wage workers, wages and job characteristics in the less skilled labor market, public politics to increase employment and earnings of less skilled workers, and the impact of welfare reform. The following papers are included: "The Labor…

  20. Rural-urban migration in Nigeria: consequences on housing, health-care and employment.

    PubMed

    Johnnie, P B

    1988-01-01

    This article explores the results of an on-going longitudinal study in selected high-density areas of Port Harcourt metropolis involving 240 respondents from 4 groups. When respondents in the 1st cohort (watchnights, laborers, and messengers) were asked what motivated them to move from rural areas to the city, 94% said to get better jobs and increase their earnings. 98% of the clerks migrated to Port Harcourt for better jobs and to find employment. All 40 school leavers confirmed that they had moved to the city to find jobs. In spite of the various statutory provisions and policy statements relating to housing in Nigeria there still exists an acute and noticeable shortage both in rural and urban housing. There not only exists a dearth of residential accommodation in these urban centers, but there is also a seemingly atrocious disparity in housing conditions between a large majority of poor urban dwellers and a negligible number of urban residents who are reasonably wealthy. With the growing number of persons migrating from the rural areas to the urban centers, there are also likely to be problems of overcrowding which would exacerbate the problems of communicable diseases and pollution. In terms of the allocation of medical personnel, equipment, and drugs, there is a disproportionately skewed distribution in favor of urban dwellers. 1 important cause of urban employment problems is the phenomenal growth in urbanization and the inability of these urban centers to be able to utilize or absorb the urban labor that was created through the process of urbanization. The other problem is the extremely slow pace of industrialization as compared to urbanization . A serious malady responsible for urban unemployment is the staggering rate at which young school leavers migrate to the city. Nigeria as a nation state has assumed the most dangerous dimensions of capitalism by deliberately erecting inequality and poverty in society. 1 way by which the state, controlled by the

  1. The job market in diagnostic radiology 1999: updated findings from a help wanted index of job advertisements.

    PubMed

    Covey, A M; Sunshine, J; Forman, H P

    2000-10-01

    The purpose of this article is to report 1999 data on the job market in diagnostic radiology detected using a help wanted index of job advertisements and to profile trends in practice type, location, and subspecialty using our previously published data as a basis for comparison. Each advertised job for a diagnostic radiologist in the American Journal of Roentgenology and RADIOLOGY: between January 1991 and December 1999 was coded by practice type, location, and subspecialty. In 1999, 3926 positions were advertised for diagnostic radiologists, representing a 75% increase from 1998. Private practice jobs, which represented 53% of advertisements from 1991 through 1994 and 64% of ads from 1995 through 1998, increased to 66% of ads in 1999. Geographic trends in 1999 were characterized by a relative increase of jobs in the Midwest and California and a decrease in percentage (but increase in total number of ads) in the Northeast and Southwest. The demand for subspecialists continued in 1999, with only 34% of ads placed for general radiologists. A relative increase in demand for neuroradiologists, mammographers, and abdominal imagers was also seen in 1999 in comparison with previously published data from 1995 through 1998. The demand for diagnostic radiologists continues to rise, with more ads placed in 1999 than any other year from 1991 through 1998. Using a help wanted index of job advertisements, we have created an indicator of changes in the diagnostic radiology job market with specific reference to practice type, geographic location, and subspecialty training.

  2. Factors influencing the migration of West African health professionals

    PubMed Central

    Lowe, Mat; Chen, Duan-Rung

    2016-01-01

    Introduction The West African health sector is characterized by a human resource base lacking in numbers and specialized skills. Among the contributory factors to this lack of human resource for health workforce include but not limited to the migration of health professionals. Methods This cross-sectional survey targeted 118 young professionals who have participated in the Young Professional Internship Program (YPIP) of the West African Health Organization (WAHO), from (2005-2013). It inquired about their socio-demographic characteristics associated with migration and reasons for going to their preferred or most likely destinations through online survey. Results Of the 118 young professionals, 100 responded to the online survey, of which (28%) have migrated and (72%) did not migrate. Migration was more common among males and those (age≤31 years old), single with high dependency level and no previous work experience. Having a medical profession and being posted to urban or semi-urban area was also associated with their emigration. Their most important reasons for going to preferred or most likely destinations were to have fair level of workload, job promotion and limited occupational risks. Conclusion This finding suggests that the migration of health professionals is situation dependent, mediated by basic socio-demographic variables and work related conditions. These issues have implications for curbing the brain drain potential of health professionals in the West African health sector. PMID:27800092

  3. Migrating Lobar Atelectasis of the Right Lung: Radiologic Findings in Six Patients

    PubMed Central

    Kim, Tae Sung; Hwang, Jung Hwa; Choo, In Wook; Lim, Jae Hoon

    2000-01-01

    Objective To describe the radiologic findings of migrating lobar atelectasis of the right lung. Materials and Methods Chest radiographs (n = 6) and CT scans (n = 5) of six patients with migrating lobar atelectasis of the right lung were analyzed retrospectively. The underlying diseases associated with lobar atelectasis were bronchogenic carcinoma (n = 4), bronchial tuberculosis (n = 1), and tracheobronchial amyloidosis (n = 1). Results Atelectasis involved the right upper lobe (RUL) (n = 3) and both the RUL and right middle lobe (RML) (n = 3). On supine anteroposterior radiographs (n = 5) and on an erect posteroanterior radiograph (n = 1), the atelectatic lobe(s) occupied the right upper lung zone, with a wedge shape abutting onto the right mediastinal border. On erect posteroanterior radiographs (n = 6), the heavy atelectatic lobe(s) migrated downward, forming a peri- or infrahilar area of increased opacity and obscuring the right cardiac margin. Erect lateral radiographs (n = 4) showed inferior shift of the anterosuperiorly located atelectatic lobe(s) to the anteroinferior portion of the hemithorax. Conclusion Atelectatic lobe(s) can move within the hemithorax according to changes in a patient's position. This process involves the RUL or both the RUL and RML. PMID:11752926

  4. 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)

  5. The commodification of international migration: findings from Thailand.

    PubMed

    Jones, H; Pardthaisong, T

    1999-01-01

    "The organisation of international contract-labour migration within Asia has been increasingly dominated by commercial agencies acting as intermediaries between workers and foreign employers. The principles underpinning the gatekeeping role of such agencies in the East Asian migration system are examined. A consideration of the international labour recruitment system in Thailand is based on survey work among agents, community leaders and recently returned migrants." excerpt

  6. 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

  7. 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.

  8. Job Skills Workshop: Finding Employment in Environmental Toxicology and Chemistry

    EPA Science Inventory

    A “practical short course” designed to aid students with the process of career job hunting and will be taught by SETAC members. Applying, interviewing, and approaching a job is challenging and one of most important in career planning. The application, interview and selection proc...

  9. 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.

  10. Migrants' Resources: Multilingualism and Transnational Mobility. A Study on Learning Paths and School to Job Transition of Young Portuguese Migrants

    ERIC Educational Resources Information Center

    Furstenau, Sara

    2005-01-01

    In this contribution, the results of an empirical study on young immigrants' learning paths and school to job transition are presented. The study focused on the strategies of successful students from the Portuguese immigrant minority in Hamburg. One aim was to find out whether the young people could profit by their migration experiences and…

  11. Causes, consequences, and policy responses to the migration of health workers: key findings from India.

    PubMed

    Walton-Roberts, Margaret; Runnels, Vivien; Rajan, S Irudaya; Sood, Atul; Nair, Sreelekha; Thomas, Philomina; Packer, Corinne; MacKenzie, Adrian; Tomblin Murphy, Gail; Labonté, Ronald; Bourgeault, Ivy Lynn

    2017-04-05

    This study sought to better understand the drivers of skilled health professional migration, its consequences, and the various strategies countries have employed to mitigate its negative impacts. The study was conducted in four countries-Jamaica, India, the Philippines, and South Africa-that have historically been "sources" of health workers migrating to other countries. The aim of this paper is to present the findings from the Indian portion of the study. Data were collected using surveys of Indian generalist and specialist physicians, nurses, midwives, dentists, pharmacists, dieticians, and other allied health therapists. We also conducted structured interviews with key stakeholders representing government ministries, professional associations, regional health authorities, health care facilities, and educational institutions. Quantitative data were analyzed using descriptive statistics and regression models. Qualitative data were analyzed thematically. Shortages of health workers are evident in certain parts of India and in certain specialty areas, but the degree and nature of such shortages are difficult to determine due to the lack of evidence and health information. The relationship of such shortages to international migration is not clear. Policy responses to health worker migration are also similarly embedded in wider processes aimed at health workforce management, but overall, there is no clear policy agenda to manage health worker migration. Decision-makers in India present conflicting options about the need or desirability of curtailing migration. Consequences of health work migration on the Indian health care system are not easily discernable from other compounding factors. Research suggests that shortages of skilled health workers in India must be examined in relation to domestic policies on training, recruitment, and retention rather than viewed as a direct consequence of the international migration of health workers.

  12. Managed Migration: The Caribbean Approach to Addressing Nursing Services Capacity

    PubMed Central

    Salmon, Marla E; Yan, Jean; Hewitt, Hermi; Guisinger, Victoria

    2007-01-01

    Objective To (1) provide a contextual analysis of the Caribbean region with respect to forces shaping the current and emerging nursing workforce picture in the region; (2) discuss country-specific case(s) within the Caribbean; and (3) describe the Managed Migration Program as a potential framework for addressing regional and global nurse migration issues. Principal Findings The Caribbean is in the midst of a crisis of shortages of nurses with an average vacancy rate of 42 percent. Low pay, poor career prospects, and lack of education opportunities are among the reasons nurses resign. Many of these nurses look outside the region for job opportunities in the United Kingdom, Canada, the United States, and other countries. Compounding the situation is the lack of resources to train nurses to fill the vacancies. The Managed Migration Program of the Caribbean is a multilateral, cross-sector, multi-interventional, long-term strategy for developing and maintaining an adequate supply of nurses for the region. Conclusions The Managed Migration Program of the Caribbean has made progress in establishing regional support for addressing the nursing shortage crisis and developing a number of interesting initiatives such as training for export and temporary migration. Recommendations to move the Managed Migration Program of the Caribbean forward focus on advocacy, integration of the program into regional policy decisions, and integration of the program with regional health programming. PMID:17489919

  13. Migration of women to cities: the Asian situation in comparative perspective.

    PubMed

    Khoo, S E; Smith, P C; Fawcett, J T

    1984-01-01

    Contrary to the popular notion that women migrate only as part of families, and therefore, the causes and consequences of their migration are those of their spouses' or families,' studies of migration in some Asian countries have reported indications of increasing numbers of young women joining the migrant flow to the cities. Many of the women go on their own to find employment in the service, manufacturing and informal sectors, as factory and assembly line workers, as in Southeast Asia. The Philippines has the highest level of female participation in rural-urban migration. However, there is no consistent selectivity of 1 sex over the other in the migration process within subregions, except perhaps in the South Asian countries such as India, Pakistan and Sri Lanka which show male selectivity in migration to the cities. In East Asia, women also form a majority among migrants to the cities in South Korea. Japan appears to have male dominant migrant streams, while the pattern in Taiwan and Malaysia seem to be in transition toward increasing female migration. Female migration appears to be associated with: 1) female participation in agriculture; 2) availability of job opportunities for women in the cities; and 3) sociocultural restrictions on the mobility of women. In keeping with this typology by Boserup (1970), the present study finds a positive correlation between employment opportunities for women in the cities and female migration, as in the case of Thailand, the Philippines, Malaysia and Taiwan. In Thailand and the Philippines, women face a flexible attitude toward their roles and few cultural restrictions on their movement, whereas, in Taiwan and Malaysia, benefits of development and monetary attractions have weakened previously strong traditional forces. Alternatively, where cultural and religious constraints on freedom of movement continue to exist for women, along with few economic opportunities, as in the South Asian countries, a relatively low level of

  14. Inside Secrets of Finding a Teaching Job.

    ERIC Educational Resources Information Center

    Warner, Jack; Bryan, Clyde

    This book presents advice from teachers, administrators, and personnel professionals on how to secure a good teaching job. Eight chapters include: (1) "Increasing Your Marketability" (e.g., assessing one's strengths and weaknesses, preparing a mission statement, and creating a portfolio); (2) "Making the Paper Cut" (e.g, screening procedures,…

  15. 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.

  16. 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

  17. The effect of perceived overqualification on job satisfaction and career satisfaction among immigrants: Does host national identity matter?

    PubMed

    Wassermann, Maria; Fujishiro, Kaori; Hoppe, Annekatrin

    2017-11-01

    Overqualification is a form of person-job misfit that is common among those who reside in a foreign country. It is associated with poor work-related well-being and can inhibit full adjustment to the host society. The goal of our study is to examine the impact of perceived overqualification on job satisfaction and career satisfaction among immigrants. Furthermore, we investigated immigrants' host national identity as a moderator of the impact of perceived overqualification on job satisfaction and career satisfaction. We analysed longitudinal online survey data from 124 Italian and Spanish immigrants who migrated to Germany between 2000 and 2014. Regression analyses show that perceived overqualification is negatively associated with job satisfaction six months later. Furthermore, host national identity moderates the association between perceived overqualification and job satisfaction: low overqualification is beneficial for job satisfaction whereas high overqualification is a threat for job satisfaction, especially for immigrants who identify strongly with the host society. We do not find corresponding direct and moderating effects on career satisfaction. We conclude that indicators of acculturation, such as host national identity, are worth considering in order to understand the impact of person-job misfit on work-related well-being among immigrants.

  18. Secondary Migration and Relocation Among African Refugee Families in the United States

    PubMed Central

    Weine, Stevan Merrill; Hoffman, Yael; Ware, Norma; Tugenberg, Toni; Hakizimana, Leonce; Dahnweigh, Gonwo; Currie, Madeleine; Wagner, Maureen

    2014-01-01

    The purpose of this study was to understand the secondary migration and relocation of African refugees resettled in the United States. Secondary migration refers to moves out of state, while relocation refers to moves within state. Of 73 recently resettled refugee families from Burundi and Liberia followed for 1 year through ethnographic interviews and observations, 13 instances of secondary migration and 9 instances of relocation were identified. A family ecodevelopmental framework was applied to address: Who moved again, why, and with what consequences? How did moving again impact family risk and protective factors? How might policies, researchers, and practitioners better manage refugees moving again? Findings indicated that families undertook secondary migration principally for employment, affordable housing, family reunification, and to feel more at home. Families relocated primarily for affordable housing. Parents reported that secondary migration and relocation enhanced family stability. Youth reported disruption to both schooling and attachments with peers and community. In conclusion, secondary migration and relocation were family efforts to enhance family and community protective resources and to mitigate shortcomings in resettlement conditions. Policymakers could provide newly resettled refugees jobs, better housing and family reunification. Practitioners could devise ways to better engage and support those families who consider moving. PMID:21361922

  19. Changing jobs: strategies for finding the best fit for you.

    PubMed

    Henry, Lydia

    2012-01-01

    The field of nursing offers a wide variety of roles and opportunities. Nurses seek to change jobs for several reasons, including burnout, work/life balance and personal growth. This article offers suggestions for making a smooth transition to a new job, including how to research the market, network and write an effective resume. © 2012 AWHONN.

  20. A national cross-sectional study on nurses' intent to leave and job satisfaction in Lebanon: implications for policy and practice

    PubMed Central

    El-Jardali, Fadi; Dimassi, Hani; Dumit, Nuhad; Jamal, Diana; Mouro, Gladys

    2009-01-01

    , interaction opportunities, and control and responsibility. Conclusion Study findings demonstrate linkages between job satisfaction, intent to leave, and migration in a country suffering from a nursing shortage. Findings can be used by health care managers and policy makers in managing job satisfaction, intent to leave and nurse migration. PMID:19284613

  1. Physician Migration: Donor Country Impact

    ERIC Educational Resources Information Center

    Aluwihare, A. P. R.

    2005-01-01

    Physician migration from the developing to developed region of a country or the world occurs for reasons of financial, social, and job satisfaction. It is an old phenomenon that produces many disadvantages for the donor region or nation. The difficulties include inequities with the provision of health services, financial loss, loss of educated…

  2. Employment goals, expectations, and migration intentions of nursing graduates in a Canadian border city: a mixed methods study.

    PubMed

    Freeman, Michelle; Baumann, Andrea; Akhtar-Danesh, Noori; Blythe, Jennifer; Fisher, Anita

    2012-12-01

    environment before entering the workforce. The graduates doubted that their future work environment would meet many of their job expectations, a troubling finding requiring further investigation. Expectations influenced their migration intentions and may be relevant to their integration and retention in the workforce. Copyright © 2012 Elsevier Ltd. All rights reserved.

  3. Factorial invariance, scale reliability, and construct validity of the job control and job demands scales for immigrant workers: the multi-ethnic study of atherosclerosis.

    PubMed

    Fujishiro, Kaori; Landsbergis, Paul A; Diez-Roux, Ana V; Stukovsky, Karen Hinckley; Shrager, Sandi; Baron, Sherry

    2011-06-01

    Immigrants have a different social context from those who stay in their home country or those who were born to the country that immigrants now live. Cultural theory of risk perception suggests that social context influences one's interpretation of questionnaire items. We examined psychometric properties of job control and job demand scales with US- and foreign-born workers who preferred English, Spanish, or Chinese (n = 3,114, mean age = 58.1). Across all groups, the job control scale had acceptable Cronbach's alpha (0.78-0.83) and equivalent factor loadings (ΔCFI < 0.01). Immigrants had low alpha (0.42-0.65) for the job demands scale regardless of language, education, or age of migration. Two job-demand items had different factor loadings across groups. Among immigrants, both scales had inconsistent associations with perceived job stress and self-rated health. For a better understanding of immigrants' job stress, the concept of job demands should be expanded and immigrants' expectations for job control explored.

  4. Migration Experiences and Reported Sexual Behavior Among Young, Unmarried Female Migrants in Changzhou, China.

    PubMed

    Zong, Zhanhong; Yang, Wenjian; Sun, Xiaoming; Mao, Jingshu; Shu, Xingyu; Hearst, Norman

    2017-09-27

    China has a large migrant population, including many young unmarried women. Little is known about their sexual behavior, contraceptive use, and risk of unintended pregnancy. 475 unmarried female migrants aged 15-24, working in 1 of 6 factories in 2 districts of Changzhou city, completed an anonymous self-administered questionnaire in May 2012 on demographic characteristics, work and living situation, and health. We examined demographic and migration experience predictors of sexual and contraceptive behavior using bivariate and multivariate regressions. 30.1% of the respondents were sexually experienced, with the average age at first sex of 19 years (standard deviation=3). 37.8% reported using contraception at first sex, 58.0% reported using consistent contraception during the past year, and 28.0% reported having at least 1 unintended pregnancy with all unintended pregnancies resulting in abortion. Those who had had at least 1 abortion reported having on average 1.6 abortions [SD=1] in total. Migrating with a boyfriend and changing jobs fewer times were associated with being sexually experienced. Younger age, less education, and changing jobs more times were associated with inconsistent contraceptive use. These findings demonstrate there is an unmet need for reproductive health education and services where these women work as well as in their hometown communities. This education must begin early to reach young women before they migrate. © Zong et al.

  5. Predictors of job satisfaction among academic family medicine faculty: Findings from a faculty work-life and leadership survey.

    PubMed

    Krueger, Paul; White, David; Meaney, Christopher; Kwong, Jeffrey; Antao, Viola; Kim, Florence

    2017-03-01

    To identify predictors of job satisfaction among academic family medicine faculty members. A comprehensive Web-based survey of all faculty members in an academic department of family medicine. Bivariate and multivariable analyses (logistic regression) were used to identify variables associated with job satisfaction. The Department of Family and Community Medicine at the University of Toronto in Ontario and its 15 affiliated community teaching hospitals and community-based teaching practices. All 1029 faculty members in the Department of Family and Community Medicine were invited to complete the survey. Faculty members' demographic and practice information; teaching, clinical, administration, and research activities; leadership roles; training needs and preferences; mentorship experiences; health status; stress levels; burnout levels; and job satisfaction. Faculty members' perceptions about supports provided, recognition, communication, retention, workload, teamwork, respect, resource distribution, remuneration, and infrastructure support. Faculty members' job satisfaction, which was the main outcome variable, was obtained from the question, "Overall, how satisfied are you with your job?" Of the 1029 faculty members, 687 (66.8%) responded to the survey. Bivariate analyses revealed 26 predictors as being statistically significantly associated with job satisfaction, including faculty members' ratings of their local department and main practice setting, their ratings of leadership and mentorship experiences, health status variables, and demographic variables. The multivariable analyses identified the following 5 predictors of job satisfaction: the Maslach Burnout Inventory subscales of emotional exhaustion and personal accomplishment; being born in Canada; the overall quality of mentorship that was received being rated as very good or excellent; and teamwork being rated as very good or excellent. The findings from this study show that job satisfaction among academic

  6. Migration in a segmented labour market.

    PubMed

    Gordon, I

    1995-01-01

    "Current research in migration is moving on from neo-classical and behavioural perspectives to a more structural approach relating to wider processes, issues of power and the particular role of employers. Within this programme a key issue for investigation is the interaction between spatial mobility and the structuring of labour markets. This paper focuses on the significance of labour market segmentation--in terms both of job stability and gender--for migration, both theoretically and through an empirical analysis of data from the UK Labour Force Survey on sponsored and unsponsored moves." excerpt

  7. 75 FR 27583 - Job Corps: Final Finding of No Significant Impact (FONSI) for Small Vertical Wind Turbine and...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-05-17

    ...Pursuant to the Council on Environmental Quality Regulations (40 CFR part 1500-08) implementing procedural provisions of the National Environmental Policy Act (NEPA), the Department of Labor, Office of the Secretary (OSEC), in accordance with 29 CFR 11.11(d), gives final notice of the proposed construction of a small vertical axis wind turbine and solar cells at the Paul Simon Job Corps Center, and that this project will not have a significant adverse impact on the environment. In accordance with 29 CFR 11.11(d) and 40 CFR 1501.4(e)(2), a preliminary Environmental Assessment was presented through a public meeting held on 5/4/2010 at the Paul Simon Job Corps Center. No comments were received regarding the Environmental Assessment (EA). OSEC has reviewed the conclusion of the EA, and agrees with the finding of no significant impact. This notice serves as the Final Finding of No Significant Impact (FONSI) for Small Vertical Wind Turbine and Solar Installation at the Paul Simon Job Corps Center located at 3348 South Kedzie Avenue, Chicago, IL 60623. The preliminary EA are adopted in final with no change.

  8. Nurse Migration: A Canadian Case Study

    PubMed Central

    Little, Lisa

    2007-01-01

    Objective To synthesize information about nurse migration in and out of Canada and analyze its role as a policy lever to address the Canadian nursing shortage. Principal Findings Canada is both a source and a destination country for international nurse migration with an estimated net loss of nurses. The United States is the major beneficiary of Canadian nurse emigration resulting from the reduction of full-time jobs for nurses in Canada due to health system reforms. Canada faces a significant projected shortage of nurses that is too large to be ameliorated by ethical international nurse recruitment and immigration. Conclusions The current and projected shortage of nurses in Canada is a product of health care cost containment policies that failed to take into account long-term consequences for nurse workforce adequacy. An aging nurse workforce, exacerbated by layoffs of younger nurses with less seniority, and increasing demand for nurses contribute to a projection of nurse shortage that is too great to be solved ethically through international nurse recruitment. National policies to increase domestic nurse production and retention are recommended in addition to international collaboration among developed countries to move toward greater national nurse workforce self sufficiency. PMID:17489918

  9. Impact of migration on new case detection rates in leprosy in Gudiyatham Taluk, Tamil Nadu, India.

    PubMed

    Samuel, P; Bushanam, J D R S; Ebenezer, M; Richard, J

    2012-01-01

    Migration of persons affected by leprosy was hinted at as early as 1929 (Bhaskara Rao 1930). All new cases of leprosy in Isfahan Province (Iran) were found to be migrants (Asilian et al 2005). Chudasama (2007) suspected increase in leprosy cases in Surat district to migration. These suggest migration contributes to new cases. This study was done to find out 1. Extent of migration among new cases, 2. Characteristics of migrants, 3. Occupational pattern 4.Reasons for migration. 5. Place of origin of migrants 6. Assimilation of migrants into the society. Trained staff collected information regarding migration using special questionnaire from all 222 new untreated cases from the field area of Community Health department during 2004 to 2008. Migrants were 10.4%. Distribution of place of residence, age, gender, marital status, education, mode of detection, Ridley-Jopling and MB/PB classifications of migrants were not significantly different from that of nonmigrants. Grade 2 deformities were more among migrants. All migrants found occupation. Mostly men migrated for job and women for joining their husbands. The role of migration in increasing the number of new cases cannot be minimized. Enhanced efforts should be made to provide adequate medical, health and rehabilitation services for them also.

  10. Relationship between Organizational Climate, Job Stress and Job Performance Officer at State Education Department

    ERIC Educational Resources Information Center

    Suandi, Turiman; Ismail, Ismi Arif; Othman, Zulfadli

    2014-01-01

    This research aims at finding out the relationship between Organizational Climate, job stress and job performance among State Education Department (JPN) officers . The focus of the research is to determine the job performance of state education department officers, level of job stress among the officers, level of connection between organizational…

  11. [Report SVIMEZ: population, education and the labor market and migration].

    PubMed

    Cura Della Redazione, A

    2012-01-01

    SVIMEZ REPORT: Population, school, job market, migrations. The Svimez, a private non profit institution, is an association for the development of business and industries in the south of Italy, whose aim is the study of the economy of the South of Italy to propose development programs. The report on the Economy in the South of Italy is the main annual yearly report since 1974. The main indicators and the development of southern economy in several key sectors are presented and discussed, each year focusing on different specific problems. AIR has already proposed contributions on the gap between north and south to reflect on inequalities. The relationship between economy, wellbeing and health has been demonstrated. The section on school, job market and migrations is presented.

  12. Employees' Job Satisfaction: A Test of the Job Characteristics Model Among Social Work Practitioners.

    PubMed

    Blanz, Mathias

    2017-01-01

    The present article describes an investigation of the Job Characteristics Model (JCM) by Hackman and Oldham (1976) for the prediction of job satisfaction of employees in social work areas. While there is considerable evidence for the JCM with respect to profit-oriented organizations, it was tested whether it can also be applied to the non-profit sector. The present study surveyed 734 holders of jobs in social work in Germany in order to assess their job satisfaction and the core variables of the JCM (i.e., the five job characteristics and the three psychological states). Regression and mediation analyses were used to examine the relations between these variables. The results showed that the expected relations were remarkably in accordance with the findings from the for-profit sector. All model variables correlated positively with job satisfaction, with the psychological states showing higher coefficients than the job characteristics. In addition, the influence of job characteristics on job satisfaction was significantly mediated through the psychological states. These findings were supported by a replication study. Implications of the JCM for practice, in particular for assessment and interventions in social work organizations, are discussed.

  13. Extending Ladders: Findings from the Annie E. Casey Foundation's Jobs Initiative.

    ERIC Educational Resources Information Center

    Fleischer, Wendy

    In 1995, the Anne E. Casey Foundation launched the Jobs Initiative (JI) in six cities to change labor market prospects for low-income young people in order to help them get jobs that could move their families out of poverty. The JI attempts to change the way employers recruit and supervise workers and how work is structured; to prepare workers and…

  14. 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.

  15. Factorial invariance, scale reliability, and construct validity of the job control and job demands scales for immigrant workers: The Multi-Ethnic Study of Atherosclerosis (MESA)

    PubMed Central

    Fujishiro, Kaori; Landsbergis, Paul; Roux, Ana V. Diez; Stukovsky, Karen Hinckley; Shrager, Sandi; Baron, Sherry

    2014-01-01

    Immigrants have a different social context from those who stay in their home country or those who were born to the country that immigrants now live. Cultural theory of risk perception suggests that social context influences one’s interpretation of questionnaire items. We examined psychometric properties of job control and job demand scales with US- and foreign-born workers who preferred English, Spanish, or Chinese (n=3114, mean age=58.1). Across all groups, the job control scale had acceptable Cronbach’s alpha (0.78–0.83) and equivalent factor loadings (ΔCFI<0.01). Immigrants had low alpha (0.42–0.65) for the job demands scale regardless of language, education, or age of migration. Two job-demand items had different factor loadings across groups. Among immigrants, both scales had inconsistent associations with perceived job stress and self-rated health. For a better understanding of immigrants’ job stress, the concept of job demands should be expanded and immigrants’ expectations for job control explored. (149/150 limit) PMID:20582720

  16. Individual Differences in the Relationship between Satisfaction with Job Rewards and Job Satisfaction

    ERIC Educational Resources Information Center

    Hofmans, Joeri; De Gieter, Sara; Pepermans, Roland

    2013-01-01

    Although previous research often showed a positive relationship between pay satisfaction and job satisfaction, we dispute the universality of this finding. Cluster-wise regression analyses on three samples consistently show that two types of individuals can be distinguished, each with a different job reward-job satisfaction relationship. For the…

  17. A Job Pause Service under LAM/MPI+BLCR for Transparent Fault Tolerance

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

    Wang, Chao; Mueller, Frank; Engelmann, Christian

    2007-01-01

    Checkpoint/restart (C/R) has become a requirement for long-running jobs in large-scale clusters due to a meantime- to-failure (MTTF) in the order of hours. After a failure, C/R mechanisms generally require a complete restart of an MPI job from the last checkpoint. A complete restart, however, is unnecessary since all but one node are typically still alive. Furthermore, a restart may result in lengthy job requeuing even though the original job had not exceeded its time quantum. In this paper, we overcome these shortcomings. Instead of job restart, we have developed a transparent mechanism for job pause within LAM/MPI+BLCR. This mechanismmore » allows live nodes to remain active and roll back to the last checkpoint while failed nodes are dynamically replaced by spares before resuming from the last checkpoint. Our methodology includes LAM/MPI enhancements in support of scalable group communicationwith fluctuating number of nodes, reuse of network connections, transparent coordinated checkpoint scheduling and a BLCR enhancement for job pause. Experiments in a cluster with the NAS Parallel Benchmark suite show that our overhead for job pause is comparable to that of a complete job restart. A minimal overhead of 5.6% is only incurred in case migration takes place while the regular checkpoint overhead remains unchanged. Yet, our approach alleviates the need to reboot the LAM run-time environment, which accounts for considerable overhead resulting in net savings of our scheme in the experiments. Our solution further provides full transparency and automation with the additional benefit of reusing existing resources. Executing continues after failures within the scheduled job, i.e., the application staging overhead is not incurred again in contrast to a restart. Our scheme offers additional potential for savings through incremental checkpointing and proactive diskless live migration, which we are currently working on.« less

  18. Organization specific predictors of job satisfaction: findings from a Canadian multi-site quality of work life cross-sectional survey.

    PubMed

    Krueger, Paul; Brazil, Kevin; Lohfeld, Lynne; Edward, H Gayle; Lewis, David; Tjam, Erin

    2002-03-25

    Organizational features can affect how staff view their quality of work life. Determining staff perceptions about quality of work life is an important consideration for employers interested in improving employee job satisfaction. The purpose of this study was to identify organization specific predictors of job satisfaction within a health care system that consisted of six independent health care organizations. 5,486 full, part and causal time (non-physician) staff on active payroll within six organizations (2 community hospitals, 1 community hospital/long-term care facility, 1 long-term care facility, 1 tertiary care/community health centre, and 1 visiting nursing agency) located in five communities in Central West Ontario, Canada were asked to complete a 65-item quality of work life survey. The self-administered questionnaires collected staff perceptions of: co-worker and supervisor support; teamwork and communication; job demands and decision authority; organization characteristics; patient/resident care; compensation and benefits; staff training and development; and impressions of the organization. Socio-demographic data were also collected. Depending on the organization, between 15 and 30 (of the 40 potential predictor) variables were found to be statistically associated with job satisfaction (univariate analyses). Logistic regression analyses identified the best predictors of job satisfaction and these are presented for each of the six organizations and for all organizations combined. The findings indicate that job satisfaction is a multidimensional construct and although there appear to be some commonalities across organizations, some predictors of job satisfaction appear to be organization and context specific.

  19. Organization specific predictors of job satisfaction: findings from a Canadian multi-site quality of work life cross-sectional survey

    PubMed Central

    Krueger, Paul; Brazil, Kevin; Lohfeld, Lynne; Edward, H Gayle; Lewis, David; Tjam, Erin

    2002-01-01

    Background Organizational features can affect how staff view their quality of work life. Determining staff perceptions about quality of work life is an important consideration for employers interested in improving employee job satisfaction. The purpose of this study was to identify organization specific predictors of job satisfaction within a health care system that consisted of six independent health care organizations. Methods 5,486 full, part and causal time (non-physician) staff on active payroll within six organizations (2 community hospitals, 1 community hospital/long-term care facility, 1 long-term care facility, 1 tertiary care/community health centre, and 1 visiting nursing agency) located in five communities in Central West Ontario, Canada were asked to complete a 65-item quality of work life survey. The self-administered questionnaires collected staff perceptions of: co-worker and supervisor support; teamwork and communication; job demands and decision authority; organization characteristics; patient/resident care; compensation and benefits; staff training and development; and impressions of the organization. Socio-demographic data were also collected. Results Depending on the organization, between 15 and 30 (of the 40 potential predictor) variables were found to be statistically associated with job satisfaction (univariate analyses). Logistic regression analyses identified the best predictors of job satisfaction and these are presented for each of the six organizations and for all organizations combined. Conclusions The findings indicate that job satisfaction is a multidimensional construct and although there appear to be some commonalities across organizations, some predictors of job satisfaction appear to be organization and context specific. PMID:11914162

  20. 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

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

    ERIC Educational Resources Information Center

    Kondo, Christopher T.

    2009-01-01

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

  2. Health-related job loss: findings from a community-based survey.

    PubMed

    Solomon, Christine; Poole, Jason; Palmer, Keith T; Coggon, David

    2007-03-01

    To explore the frequency, nature, determinants and outcome of health-related job loss (HRJL) in men sampled from the general population of three rural areas. Data on lifetime occupational history, including any HRJL, were obtained as part of a postal survey of men aged 24-70 years in three rural areas of England and Wales. Incidence rates were calculated for first health-related loss of a job that had been held for >or=1 year. Associations with risk factors were examined by Poisson regression, and by application of conditional logistic regression in a nested case-control study. HRJL was reported by 1408 (13%) of the 10 559 men who had held long-term jobs. The incidence rose steeply with age for cardiorespiratory and neurological disorders, but for accidents and poisoning the trend was, if anything, in the reverse direction. An increase in incidence over time was most marked for musculoskeletal disorders and mental illness, and much less prominent for cardiorespiratory and neurological disease. In comparison with other occupations, the risk was lower in agricultural workers (odds ratio (OR) 0.6, 95% CI 0.5 to 0.8), and higher in policemen (OR 2.4, 95% CI 1.6 to 3.7) and teachers (OR 2.0, 95% CI 1.5 to 2.7), this differential being even greater for HRJL caused by mental illness. Risk was also increased in employees relative to the self-employed (OR 2.0, 95% CI 1.7 to 2.3). Shift work was associated with a higher incidence of job loss caused by mental illness (OR 1.5, 95%CI 1.1-2.2), and heavy lifting with HRJL caused by musculoskeletal disorders (OR 2.6, 95% CI 2.0 to 3.5). After HRJL, 61% of subjects had subsequently obtained further long-term employment, usually within 1 year. In the population studied, HRJL has become increasingly common, especially in relation to musculoskeletal disorders and mental illness. In addition to being associated with ergonomic stresses in the workplace, it may be importantly influenced by cultural and economic factors. Future research

  3. Migration and depressive symptoms in migrant-sending areas: findings from the survey of internal migration and health in China.

    PubMed

    Lu, Yao; Hu, Peifeng; Treiman, Donald J

    2012-08-01

    China has experienced large-scale internal migration and growing mental health disorders. Limited research has examined the relationship between the two processes. We examined the association between labor out-migration and depressive symptoms of family members left behind in migrant-sending areas. We conducted a multistage probability sample survey of Chinese adults in 2008 ("Internal Migration and Health in China"), including 787 people in rural migrant-sending areas. To study whether adults in out-migrant households were more likely to experience depressive symptoms (CES-D) than were adults in non-migrant households, we used multivariate regressions and adjusted for a wide range of confounding factors and for the complex sampling design. Adults in households with labor out-migrants were more likely to report depressive symptoms than those in households without out-migrants, presumably a result of the absence of family members. However, monetary remittances from labor migrants buffered the mental health costs of out-migration. Labor out-migration has important consequences for the mental health in migrant-sending communities. There is an urgent need to address the psychological costs of migration and to promote regular remittances.

  4. Causes, trends, and policy of population migration and the floating population.

    PubMed

    Cai, F

    1996-01-01

    This study provides a discussion of migration theory, a description of the main characteristics of migrants and floating population in China, and a migration impact assessment and potential social policy directions. It is argued that the impetus for migration in China was the population distribution pattern and an uneven industrial structure that favored heavy industry. Another factor affecting migration is the gap in income between urban and rural areas, which has widened since reforms in the mid-1980s. The author finds the Todaro or the Harris-Todaro theories inappropriate for understanding migration in developing countries and flawed. Evidence about migrants' characteristics suggest that migration in China was part of a process governed by the laws of economic growth and market development. Legal migrants are defined as those who legally migrated according to the household registration system. China's development strategy during the 1950s relied on growth of capital-intensive heavy industry. The cost was underwritten by adoption of a price system that shifted the price of products in order to lower the cost of heavy industrial development. During 1952-78, agricultural output dropped sharply, but the employment structure changed very little and the rate of urbanization changed slightly. Regional inequality was obvious by 1978. As reform progressed, patterns emerged that favored eastern coastal development. Microlevel reform outdistanced macrolevel reform. Obstacles to migration were reduced: the breakup of the commune system and changes in the urban food supply system and housing. In 1990 there were 34.128 million migrants, of which 32.42% were interprovincial and 42.99% involved job-related shifts. In 1992, 8.1% of urban population were not registered; 94.909 million were floating population. Cities have established policies to match the size of the floating population to the current carrying capacity.

  5. Understanding job satisfaction amongst mid-level cadres in Malawi: the contribution of organisational justice.

    PubMed

    McAuliffe, Eilish; Manafa, Ogenna; Maseko, Fresier; Bowie, Cameron; White, Emma

    2009-05-01

    The migration of doctors and nurses from low- to high-income countries has left many countries relying on mid-level cadres as the mainstay of their health delivery system, Malawi being an example. Although an extremely important resource, little attention has been paid to the management and further development of these cadres. In this paper we use the concept of organisational justice - fairness of treatment, procedures and communication on the part of managers - to explore through a questionnaire how mid-level cadres in jobs traditionally done by higher-level cadres self-assessed their level of job satisfaction. All mid-level health workers present on the day of data collection in 34 health facilities in three health districts of Malawi, one district each from the three geographical regions, were invited to participate; 126 agreed. Perceptions of justice correlated strongly with level of job satisfaction, and in particular perceptions of how well they were treated by their managers and the extent to which they were informed about decisions and changes. Pay was not the only important element in job satisfaction; promotion opportunities and satisfaction with current work assignments were also significant. These findings highlight the important role that managers can play in the motivation, career development and performance of mid-level health workers.

  6. National Job Corps Study: Findings Using Administrative Earnings Records Data. Final Report

    ERIC Educational Resources Information Center

    Schochet; Peter Z.; McConnell, Sheena; Burghardt, John

    2003-01-01

    The National Job Corps Study has been conducted since 1993 to provide Congress and program managers with the information they need to assess how well Job Corps attains its goal of helping students become more responsible, employable, and productive citizens. The cornerstone of the study was the random assignment of all youths found eligible for…

  7. Low-Wage Jobs and Workers: Trends and Options for Change. Research Findings. Executive Summary.

    ERIC Educational Resources Information Center

    Displaced Homemakers Network, Washington, DC.

    This study was conducted to determine how many workers are in low-wage jobs; their characteristics and changes in their characteristics over time; the characteristics of the low-wage jobs; gender, sex, and racial factors influencing participation in low-wage jobs; and the relationship of low-wage work to family poverty and welfare receipt. The…

  8. 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.

  9. Nurse migration from a source country perspective: Philippine country case study.

    PubMed

    Lorenzo, Fely Marilyn E; Galvez-Tan, Jaime; Icamina, Kriselle; Javier, Lara

    2007-06-01

    To describe nurse migration patterns in the Philippines and their benefits and costs. The Philippines is a job-scarce environment and, even for those with jobs in the health care sector, poor working conditions often motivate nurses to seek employment overseas. The country has also become dependent on labor migration to ease the tight domestic labor market. National opinion has generally focused on the improved quality of life for individual migrants and their families, and on the benefits of remittances to the nation. However, a shortage of highly skilled nurses and the massive retraining of physicians to become nurses elsewhere has created severe problems for the Filipino health system, including the closure of many hospitals. As a result, policy makers are debating the need for new policies to manage migration such that benefits are also returned to the educational institutions and hospitals that are producing the emigrant nurses. There is new interest in the Philippines in identifying ways to mitigate the costs to the health system of nurse emigration. Many of the policy options being debated involve collaboration with those countries recruiting Filipino nurses. Bilateral agreements are essential for managing migration in such a way that both sending and receiving countries derive benefit from the exchange.

  10. Family migration and employment: the importance of migration history and gender.

    PubMed

    Bailey, A J; Cooke, T J

    1998-01-01

    "This article uses event history data to specify a model of employment returns to initial migration, onward migration, and return migration among newly married persons in the U.S. Husbands are more likely to be full-time employed than wives, and being a parent reduces the employment odds among married women. Employment returns to repeated migration differ by gender, with more husbands full-time employed after onward migration and more wives full-time employed after return migration events. We interpret these empirical findings in the context of family migration theory, segmented labor market theory, and gender-based responsibilities." Data are from the National Longitudinal Survey of Youth from 1979 to 1991. excerpt

  11. Job and career satisfaction among staff nurses: effects of job setting and environment.

    PubMed

    Shaver, Katherine H; Lacey, Linda M

    2003-03-01

    Just as customer satisfaction is the key to retaining customers, satisfaction with job and career choices are important for keeping staff nurses on the job. The roles of employment setting, job commitment, tenure, years until retirement, short staffing, and patient load in predicting satisfaction were assessed for RN and LPN staff nurses. Results show that when RNs and LPNs feel short staffing interferes with their ability to meet patient care needs, they are also less satisfied with both their job and their career. In order not to exacerbate the current nursing shortage, employers must find ways to ensure adequate staffing to keep staff nurses satisfied and on the job.

  12. [Migration expectations among nursing students in Mexico City].

    PubMed

    Rosales-Martínez, Yetzi; Nigenda, Gustavo; Galárraga, Omar; Ruiz-Larios, José Arturo

    2010-01-01

    To analyze the factors associated with the expectations to migrate abroad among nursing students in Mexico City. A cross-sectional study was conducted with a non-random sample of 420 students. A logistic regression model was estimated. A total of 69% of the informants expressed their intention to move abroad, to look for employment (65%) and/or to continue their studies (26%). Of those, 50% would choose Canada as their destination, followed by Spain and the United States. The variables associated with migration expectations were: age, income, having relatives abroad, and perception of poor labor conditions and low wages in Mexico. Results are consistent with international literature. Low wages, poor labor conditions and the limited possibilities for professional development in Mexico are factors that contribute to generate migration expectations among nursing students. Additionally, optimistic perceptions about the job market and the labor demand in more developed countries heighten expectations to migrate.

  13. 75 FR 29365 - Job Corps: Final Finding of No Significant Impact (FONSI) for Small Wind Turbine Installation at...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-05-25

    ...Pursuant to the Council on Environmental Quality Regulations (40 CFR part 1500-08) implementing procedural provisions of the National Environmental Policy Act (NEPA), the Department of Labor, Office of the Secretary (OSEC), in accordance with 29 CFR 11.11(d), gives final notice of the proposed construction of a small wind turbine at the Pine Ridge Job Corps Center, and that this project will not have a significant adverse impact on the environment. In accordance with 29 CFR 11.11(d) and 40 CFR 1501.4(e)(2), a preliminary FONSI for the project was published in the April 5, 2010 Federal Register (75 FR 17161). No comments were received regarding the preliminary FONSI. OSEC has reviewed the conclusion of the environmental assessment (EA), and agrees with the finding of no significant impact. This notice serves as the Final Finding of No Significant Impact (FONSI) for Small Wind Turbine Installation at the Pine Ridge Job Corps Center located at 15710 Highway 385, Chadron, NE 69337. The preliminary FONSI and the EA are adopted in final with no change.

  14. HIV/AIDS-related sexual risk behaviors among rural residents in China: potential role of rural-to-urban migration

    PubMed Central

    Li, Xiaoming; Zhang, Liying; Stanton, Bonita; Fang, Xiaoyi; Xiong, Qing; Lin, Danhua

    2007-01-01

    The relationship between rural-to-urban migration and the spread of HIV is well described, although most studies focus on sexual risk behaviors among rural-to-urban migrants at the urban destination areas. Few studies have examined the sexual risk behaviors of migrants who have returned from urban areas to their rural homes (“return migrants”) in comparison with those of local rural residents who have never migrated to cities (“non-migrants”). This study examines the potential association between rural-to-urban migration and sexual risk behaviors by comparing sexual risk behaviors between 553 return migrants and 441 non-migrants from same rural communities in China. Findings reveal that, after controlling for sociodemographic characteristics, return migrants in rural areas had higher levels of sexual risk, including unprotected sex, than non-migrants. Among return migrants, sexual risk behaviors were associated with age, gender, marital status, and number of different jobs they had previously held in the cities. These findings underscore the importance for HIV/AIDS education and prevention efforts targeting the migrant population in urban destinations as well as the return migrant population in rural areas. PMID:17967110

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

    PubMed Central

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

    2009-01-01

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

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

    PubMed

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

    2009-01-12

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

  18. Predicting Job Performance by Use of Ability Tests and Studying Job Satisfaction as a Moderating Variable

    ERIC Educational Resources Information Center

    Ivancevich, John M.

    1976-01-01

    This empirically based study of 324 technicians investigated the moderating impact of job satisfaction in the prediction of job performance criteria from ability test scores. The findings suggest that the type of job satisfaction facet and the performance criterion used are important considerations when examining satisfaction as a moderator.…

  19. 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.

  20. Job-Sharing the Principalship.

    ERIC Educational Resources Information Center

    Brown, Shelley; Feltham, Wendy

    1997-01-01

    The coprincipals of a California elementary school share their ideas for building a successful job-sharing partnership. They suggest it is important to find the right partner, develop and present a job-sharing proposal, establish systems of communication with each other, evaluate one's progress, focus on the principalship, and provide leadership…

  1. Job Search as Goal-Directed Behavior: Objectives and Methods

    ERIC Educational Resources Information Center

    Van Hoye, Greet; Saks, Alan M.

    2008-01-01

    This study investigated the relationship between job search objectives (finding a new job/turnover, staying aware of job alternatives, developing a professional network, and obtaining leverage against an employer) and job search methods (looking at job ads, visiting job sites, networking, contacting employment agencies, contacting employers, and…

  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. Migration intentions of Ghanaian medical students: the influence of existing funding mechanisms of medical education ("the fee factor").

    PubMed

    Eliason, S; Tuoyire, D A; Awusi-Nti, C; Bockarie, A S

    2014-06-01

    To explore the effects of fee paying status on migration intentions of Ghanaian medical students. Cross sectional questionnaire based survey. All established Ghanaian medical schools with students in their clinical years. Fee-paying and non-fee-paying Ghanaian medical students in their clinical years. None. Migration intentions of Ghanaian medical students after graduation, Allegiance to Government of Ghana. Approximately half (49%) of the medical students surveyed had intentions of migrating after school. Over 48% of those with migration intentions plan on doing so immediately after completing their house job, while 44% plan to migrate at least one year after their house job. The most popular destination chosen by the potential migrant doctors was North America (38%). Fee-paying students were significantly more likely (OR=2.11, CI=1.32, 3.38) than non-fee-paying students to have intentions of migrating after their training. Secondly, fee-paying students were more likely (OR=9.66, CI=4.42, 21.12) than non-fee paying students to feel they owe no allegiance to the Government of Ghana because of their fee-paying status. Medical Students' fee-paying status affects their intentions to migrate and their allegiance to the country after completion of their training.

  4. Job dissatisfaction and the older worker: baseline findings from the Health and Employment After Fifty study

    PubMed Central

    D’Angelo, Stefania; Coggon, David; Harris, E Clare; Linaker, Cathy; Sayer, Avan Aihie; Gale, Catharine R; Evandrou, Maria; van Staa, Tjeerd; Cooper, Cyrus; Walker-Bone, Karen; Palmer, Keith T

    2016-01-01

    Objectives Demographic changes are requiring people to work longer. Labour force participation might be promoted by tackling sources of job dissatisfaction. We aimed to describe the epidemiology of job dissatisfaction in older British workers, to explore which perceptions of work contribute most importantly, and to assess possible impacts on health. Methods Subjects aged 50-64 years were recruited from 24 English general practices. At baseline, those currently in work (N=5,437) reported on their demographic and employment circumstances, overall job satisfaction, perceptions of their work that might contribute to dissatisfaction, and their general health, mood and well-being. Associations of job dissatisfaction with risk factors and potential health outcomes were assessed cross-sectionally by logistic regression and the potential contributions of different negative perceptions to overall dissatisfaction were summarised by population attributable fractions (PAFs). Results Job dissatisfaction was more common among men, below age 60 years, those living in London and the South East, in the more educated and in those working for larger employers. The main contributors to job dissatisfaction among employees were feeling unappreciated and/or lacking a sense of achievement (PAF 55%-56%), while in the self-employed, job insecurity was the leading contributor (PAF 79%). Job dissatisfaction was associated with all of the adverse health outcomes examined (odds ratios of 3-5), as were most of the negative perceptions of work that contributed to overall dissatisfaction. Conclusions Employment policies aimed at improving job satisfaction in older workers may benefit from focussing particularly on relationships in the workplace, fairness, job security and instilling a sense of achievement. PMID:27152012

  5. Job-related resources and the pressures of working life.

    PubMed

    Schieman, Scott

    2013-03-01

    Data from a 2011 representative sample of Canadian workers are used to test the resource versus the stress of higher status hypotheses. Drawing on the Job Demands-Resources model (JD-R), the resource hypothesis predicts that job-related resources reduce job pressure. The stress of higher status hypothesis predicts that job-related resources increase job pressure. Findings tend to favor the resource hypothesis for job autonomy and schedule control, while supporting the stress of higher status for job authority and challenging work. These findings help elaborate on the "resource" concept in the JD-R model and identify unique ways that such resources might contribute to the pressures of working life. Copyright © 2012 Elsevier Inc. All rights reserved.

  6. Job Hunting? It's a Jungle out There! Jungle Survival Guide II.

    ERIC Educational Resources Information Center

    Florida State Dept. of Education, Tallahassee. Div. of Vocational, Adult, and Community Education.

    This illustrated, jungle-theme book plans a job search. There are three major sections in the book: (1) plan your safari; (2) where to look for jobs; and (3) making contact. Section one includes information on resumes, references, official papers needed for a job, and 11 ideas to help find job openings. Section two suggests finding jobs in state…

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

    ERIC Educational Resources Information Center

    Gough, Jeanne A., Ed.

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

  8. Assessing public health job portals over the internet.

    PubMed

    Joshi, Ashish; Mirza, Attiqa; McFarlane, Kim; Amadi, Chioma

    2016-09-01

    The objective of our study was to search existing public health job websites over the internet and describe the challenges related to finding these job websites. An internet search was conducted using different search engines, including Google, Yahoo and Bing, with several keywords including: Public Health Jobs, Epidemiology Jobs, Biostatistics Jobs, Health Policy and Management Jobs, Community Health Jobs, Health Administration Jobs, Nutrition Jobs, Environmental and Occupational Health Science Jobs, GIS Jobs, and Public Health Informatics Jobs. We recorded the first 20 websites that appeared in the results of each keyword search, thus generating 600 URLs. Duplicate sites and non-functional sites were excluded from this search, allowing analysis of unique sites only. The initial search resulted in 600 websites of which there were 470 duplicates. More than half of the website categories were ".com" (54%; n = 323) followed by ".gov" (19%; n = 111) and ".edu" 15% (n = 90). Results of our findings showed 194 unique websites resulting from a search of 600 website links. More than half of them had actual public health or its related jobs (56%; n = 108). There is a need to establish standard occupational classification categories for the public health workforce. © Royal Society for Public Health 2016.

  9. Examining the job search-turnover relationship: the role of embeddedness, job satisfaction, and available alternatives.

    PubMed

    Swider, Brian W; Boswell, Wendy R; Zimmerman, Ryan D

    2011-03-01

    This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search-turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These findings suggest that there may be a number of factors interacting to influence employees' turnover decisions, indicating greater complexity to the process than described in prominent sequential turnover models. PsycINFO Database Record (c) 2011 APA, all rights reserved.

  10. Clandestine labor migration to Taiwan.

    PubMed

    Tsay, C

    1992-01-01

    "Illegal migration to Taiwan is a recent phenomenon but with a rapid rate of increase. Most illegal foreign workers enter on visitor's visas and overstay. This paper's detailed analysis of official data reveals that Malaysia, Philippines, Indonesia and Thailand are the major sources, providing a stock of mostly male workers numbering around 40,000. Sociodemographic and attitudinal changes among Taiwanese workers coupled with labor shortages in low-skilled jobs are pressuring the Taiwanese government to formulate plans for a systematic importation of foreign labor." excerpt

  11. Migration within China and from China to the USA: the effects of migration networks, selectivity, and the rural political economy in Fujian Province.

    PubMed

    Liang, Zai; Chunyu, Miao David

    2013-07-01

    This paper tests a new strategy for simultaneously studying internal migration within, and international migration from, China. Our theoretical discussion draws on ideas from migration-networks theory and studies of the transition to a market-oriented economy. Data collection is modelled on the Mexican Migration Project. We find that education is more important in initiating internal migration than international migration. Second, although the role of migration networks at a community level seems similar to that for Mexico-USA migration, the networks at a family level show a different pattern. Third, there is evidence that internal and international migration are competing options. Finally, we find that individuals with cadres (public officials) in the family are less likely to undertake internal migration, but more likely to participate in international migration, a finding that highlights the continuing significance of the cadres in coastal rural China.

  12. 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…

  13. The uncertain connection: free trade and rural Mexican migration to the United States.

    PubMed

    Cornelius, W A; Martin, P L

    1993-01-01

    "Will a North American Free Trade Agreement (NAFTA) decrease Mexican migration to the United States, as the U.S. and Mexican governments assert, or increase migration beyond the movement that would otherwise occur, as NAFTA critics allege? This article argues that it is easy to overestimate the additional emigration from rural Mexico owing to NAFTA-related economic restructuring in Mexico. The available evidence suggests four major reasons why Mexican emigration may not increase massively, despite extensive restructuring and displacement from traditional agriculture....NAFTA-related economic displacement in Mexico may yield an initial wave of migration to test the U.S. labor market, but this migration should soon diminish if the jobs that these migrants seek shift to Mexico." excerpt

  14. Job dissatisfaction and the older worker: baseline findings from the Health and Employment After Fifty study.

    PubMed

    D'Angelo, Stefania; Coggon, David; Harris, E Clare; Linaker, Cathy; Sayer, Avan Aihie; Gale, Catharine R; Evandrou, Maria; van Staa, Tjeerd; Cooper, Cyrus; Walker-Bone, Karen; Palmer, Keith T

    2016-08-01

    Demographic changes are requiring people to work longer. Labour force participation might be promoted by tackling sources of job dissatisfaction. We aimed to describe the epidemiology of job dissatisfaction in older British workers, to explore which perceptions of work contribute most importantly, and to assess possible impacts on health. Participants aged 50-64 years were recruited from 24 English general practices. At baseline, those currently in work (N=5437) reported on their demographic and employment circumstances, overall job satisfaction, perceptions of their work that might contribute to dissatisfaction, and their general health, mood and well-being. Associations of job dissatisfaction with risk factors and potential health outcomes were assessed cross-sectionally by logistic regression, and the potential contributions of different negative perceptions to overall dissatisfaction were summarised by population attributable fractions (PAFs). Job dissatisfaction was more common among men, below age 60 years, those living in London and the South East, in the more educated and in those working for larger employers. The main contributors to job dissatisfaction among employees were feeling unappreciated and/or lacking a sense of achievement (PAF 55-56%), while in the self-employed, job insecurity was the leading contributor (PAF 79%). Job dissatisfaction was associated with all of the adverse health outcomes examined (ORs of 3-5), as were most of the negative perceptions of work that contributed to overall dissatisfaction. Employment policies aimed at improving job satisfaction in older workers may benefit from focussing particularly on relationships in the workplace, fairness, job security and instilling a sense of achievement. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

  15. Nurses' exhaustion: the role of flow at work between job demands and job resources.

    PubMed

    Zito, Margherita; Cortese, Claudio G; Colombo, Lara

    2016-01-01

    In the light of the job demands-resources model, this study aimed to detect the mediating role of flow at work between job demands and job resources on one side, and exhaustion on the other. In a historical period where it is necessary to reduce the abandonment of nursing profession, flow is a useful tool to investigate the factors that can promote work motivation and prevent psychological distress. A cross-sectional study was conducted in a hospital, and 279 nurses completed a questionnaire. Analyses conducted are descriptive statistics, alphas, correlations and a structural equations model that considers the mediating role of flow at work. Findings show both the central role of job resources in determining flow at work, and the mediating role of flow at work in decreasing exhaustion, starting from job resources, and in decreasing the effect of job demands on exhaustion. Moreover, flow at work directly decreases exhaustion. Results show the relevance of containing job demands and provide job resources to promote positive experiences at work. To promote flow at work, organizations should offer specific resources, such as supervisors' support, job autonomy, and psychological support to manage the emotional charge. © 2015 John Wiley & Sons Ltd.

  16. Forget the Desk Job: Current Roles and Responsibilities in Entry-Level Reference Job Advertisements

    ERIC Educational Resources Information Center

    Detmering, Robert; Sproles, Claudene

    2012-01-01

    This study examines the evolving roles and responsibilities of entry-level academic reference positions, as stated in recent job advertisements posted on the American Library Association's JobLIST Web site and other sources. Findings from a content analysis of these advertisements indicate that current entry-level reference positions in academic…

  17. Partial diel migration: A facultative migration underpinned by long-term inter-individual variation.

    PubMed

    Harrison, Philip M; Gutowsky, Lee F G; Martins, Eduardo G; Patterson, David A; Cooke, Steven J; Power, Michael

    2017-09-01

    The variations in migration that comprise partial diel migrations, putatively occur entirely as a consequence of behavioural flexibility. However, seasonal partial migrations are increasingly recognised to be mediated by a combination of reversible plasticity in response to environmental variation and individual variation due to genetic and environmental effects. Here, we test the hypothesis that while partial diel migration heterogeneity occurs primarily due to short-term within-individual flexibility in behaviour, long-term individual differences in migratory behaviour also underpin this migration variation. Specifically, we use a hierarchical behavioural reaction norm approach to partition within- and among-individual variation in depth use and diel plasticity in depth use, across short- and long-term time-scales, in a group of 47 burbot (Lota lota) tagged with depth-sensing acoustic telemetry transmitters. We found that within-individual variation at the among-dates-within-seasons and among-seasons scale, explained the dominant proportion of phenotypic variation. However, individuals also repeatedly differed in their expression of migration behaviour over the 2 year study duration. These results reveal that diel migration variation occurs primarily due to short-term within-individual flexibility in depth use and diel migration behaviour. However, repeatable individual differences also played a key role in mediating partial diel migration. These findings represent a significant advancement of our understanding of the mechanisms generating the important, yet poorly understood phenomena of partial diel migration. Moreover, given the pervasive occurrence of diel migrations across aquatic taxa, these findings indicate that individual differences have an important, yet previously unacknowledged role in structuring the temporal and vertical dynamics of aquatic ecosystems. © 2017 The Authors. Journal of Animal Ecology © 2017 British Ecological Society.

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

    PubMed

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

    2014-12-01

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

  19. Canadian Nurse Graduates considering Migrating Abroad for Work: Are Their Expectations Being Met in Canada?

    PubMed

    Freeman, Michelle; Beaulieu, Lizette; Crawley, Jamie

    2015-12-01

    An RN credential has been called "a ticket to the world." Canadian RNs have been active participants in migration, especially to the United States. In an increasingly globally oriented world, Canadian nurse graduates have many employment options. The purpose of this study was to explore the job values and expectations of baccalaureate nursing students who indicated they were considering migrating for work abroad for their first job and to explore their confidence in having these values met in Canada compared to another country. This was a quantitative study guided by the Value-Expectancy Framework. Data were collected through a Web-based self-report survey and analyzed using descriptive statistics for sample characteristics and t tests for comparison. Nonprobability convenience sampling of graduating baccalaureate nursing students from a Canadian border region was used. Of 130 respondents, 92 (70.8%) indicated that they were considering migrating from Canada for work. Respondents believed that working abroad would provide more adventure, full-time work, professional development, appropriate staffing, flexible scheduling, and freedom to choose their preferred job sector/specialty. The authors conclude that there is a need to study nursing graduates' labour mobility both within and outside of Canada and the factors that influence their decision-making and to address the factors that encourage them to leave Canada. Human resource planning will become increasingly important given the predicted nursing shortage and changes to nurse licensure in Canada with the potential to influence migration. Copyright© by Ingram School of Nursing, McGill University.

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

    PubMed

    Chen, Chien-Cheng; Chiu, Su-Fen

    2009-08-01

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

  1. Middle-Aged Job-Losers.

    ERIC Educational Resources Information Center

    Parnes, Herbert S.; King, Randy

    A study involving ninety-nine men who had been involuntarily separated from their jobs was done to analyze (1) what happens to a man over forty-five years old when he loses a job after having served with his current employer for at least five years; (2) what are the probabilities of his finding work within a reasonable period of time; (3) how…

  2. Hollowing Out: Job Loss, Job Growth and Skills for the Future. Education and Training

    ERIC Educational Resources Information Center

    Halbert, Hannah C.; Krueger, Tim

    2011-01-01

    This report examines Ohio's changing economy and whether Ohio is well positioned to meet the shifting skill demand. After examining job losses and job growth projections by sector and education attainment, findings revealed that Ohio has a projected education attainment gap for workers with some post-secondary education but less than a college…

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

    PubMed

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

    2013-11-01

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

  4. Does Career Timing of Challenging Job Assignments Influence the Relationship with In-Role Job Performance?

    ERIC Educational Resources Information Center

    Carette, Bernd; Anseel, Frederik; Lievens, Filip

    2013-01-01

    To prevent the potential threats of career plateauing for mid-career employees, it has been suggested to give them challenging assignments. This approach is inspired by empirical findings demonstrating that challenging job assignments generally have positive effects on job performance and career development. However, these studies have…

  5. The Relationship between Job Demands and Employees' Counterproductive Work Behaviors: The Mediating Effect of Psychological Detachment and Job Anxiety.

    PubMed

    Chen, Yang; Li, Shuang; Xia, Qing; He, Chao

    2017-01-01

    This study aims to explore the relation between job demands and counterproductive work behaviors (CWBs). A cross-sectional sample of 439 coal miners completed a self-report questionnaire that assessed their job demands, psychological detachment, job anxiety, and CWBs in a Chinese context. The conceptual model, based on the stressor-detachment model, was examined using structural equation modeling. The results suggest that psychological detachment mediates not only the relation between job demands and job anxiety but also that between job demands and CWBs. Furthermore, the relation between job demands and CWBs is sequentially mediated by psychological detachment and job anxiety. Our findings validate the effectiveness of the stressor-detachment model. Moreover, we demonstrate that the underlying mechanism of the relation between job demands and CWBs can be explained by psychological detachment and job anxiety.

  6. Characterizing the International Migration Barriers with a Probabilistic Multilateral Migration Model

    PubMed Central

    Li, Xiaomeng; Xu, Hongzhong; Chen, Jiawei; Chen, Qinghua; Zhang, Jiang; Di, Zengru

    2016-01-01

    Human migration is responsible for forming modern civilization and has had an important influence on the development of various countries. There are many issues worth researching, and “the reason to move” is the most basic one. The concept of migration cost in the classical self-selection theory, which was introduced by Roy and Borjas, is useful. However, migration cost cannot address global migration because of the limitations of deterministic and bilateral choice. Following the idea of migration cost, this paper developed a new probabilistic multilateral migration model by introducing the Boltzmann factor from statistical physics. After characterizing the underlying mechanism or driving force of human mobility, we reveal some interesting facts that have provided a deeper understanding of international migration, such as the negative correlation between migration costs for emigrants and immigrants and a global classification with clear regional and economic characteristics, based on clustering of migration cost vectors. In addition, we deconstruct the migration barriers using regression analysis and find that the influencing factors are complicated but can be partly (12.5%) described by several macro indexes, such as the GDP growth of the destination country, the GNI per capita and the HDI of both the source and destination countries. PMID:27597319

  7. Characterizing the International Migration Barriers with a Probabilistic Multilateral Migration Model

    NASA Astrophysics Data System (ADS)

    Li, Xiaomeng; Xu, Hongzhong; Chen, Jiawei; Chen, Qinghua; Zhang, Jiang; di, Zengru

    2016-09-01

    Human migration is responsible for forming modern civilization and has had an important influence on the development of various countries. There are many issues worth researching, and “the reason to move” is the most basic one. The concept of migration cost in the classical self-selection theory, which was introduced by Roy and Borjas, is useful. However, migration cost cannot address global migration because of the limitations of deterministic and bilateral choice. Following the idea of migration cost, this paper developed a new probabilistic multilateral migration model by introducing the Boltzmann factor from statistical physics. After characterizing the underlying mechanism or driving force of human mobility, we reveal some interesting facts that have provided a deeper understanding of international migration, such as the negative correlation between migration costs for emigrants and immigrants and a global classification with clear regional and economic characteristics, based on clustering of migration cost vectors. In addition, we deconstruct the migration barriers using regression analysis and find that the influencing factors are complicated but can be partly (12.5%) described by several macro indexes, such as the GDP growth of the destination country, the GNI per capita and the HDI of both the source and destination countries.

  8. The labor market experience of female migrants: the case of temporary Mexican migration to the U.S.

    PubMed

    Kossoudji, S A; Ranney, S I

    1984-01-01

    This article, using a Mexican national survey, provides a profile of temporary Mexican female migrants in the US labor market. The usual association between occupational groups and wage rates does not hold up, with women in unskilled jobs averaging nearly the same wages as while collar women. The dramatic exception is private household workers, who earn less than 1/4 of the wage rates of other women. Although the distribution of wage rates across occupational groups for migrant women is not easily explained by schooling or potential work experience, wage rates seem to be positively correlated with marriage and childrearing. This is partly explained by the fact that married women are more likely to have the option of not working outside the home, and also that the labor market contacts provided by husbands may be helpful in securing more remunerative jobs. Migration networks make the region of origin in Mexico strongly correlate with wage rate variations across occupational groups for women. Although women are found to have more schooling, higher legal status, more US work experience and are more likely to come from regions with well developed migration networks than men, women average upto $7 less per day--a phenomenon largely explained by the labor market segmentation. A lack of legal status constrains women's job opportunities more than men's: over 90% of the women without entry permits are in the low paying private household sector, compared with less than 1/4 of those with some legal status. This connection between lack of proper legal status and low status jobs does not seem to prevent women from migrating illegally--more than 1/2 the women migrant studied had no legal status at all. This study concludes that women do not necessarily follow men in migration, and their labor market functions are quite distinct from those of men.

  9. [Reseau Migrations et Urbanisation en Afrique de l'Ouest (REMUAO): a long and exacting job].

    PubMed

    Traore, S

    1999-12-01

    The First Ministerial Conference on Migration and Urbanization in West Africa held in Bamako, Mali, during November 1-5, 1999, marked the end of the first phase of a research program launched in 1993 in Burkina Faso, Ctte d¿Ivoire, Guinea, Mali, Mauritania, Niger, Nigeria, and Senegal, organized under the Western Africa Migration and Urbanization Network (REMUAO). Created in 1989 with the financial support of the Research Center for International Development (CRDI), REMUAO is the result of the will of a number of African researchers and Africanists to provide the subregion with pertinent data on relevant phenomena. REMUAO was established through the combination of the following factors: the rarity of migration and urbanization data while Africa countries are experiencing considerable human migration and rapid urbanization; concern over the multidisciplinary research approach in social sciences, especially in the field of demography; and concern over how to address questions of international migration. Data collection activities began only 5 years after REMUAO was created. The data collection process is described. As REMUAO network coordinator, CERPOD gained valuable experience that will allow the organization to strengthen its role as an implementing agency in the subregion.

  10. Canadian nurse practitioner job satisfaction.

    PubMed

    LaMarche, Kimberley; Tullai-McGuinness, Susan

    2009-01-01

    To examine the level of job satisfaction and its association with extrinsic and intrinsic job satisfaction characteristics among Canadian primary healthcare nurse practitioners (NPs). A descriptive correlational design was used to collect data on NPs' job satisfaction and on the factors that influence their job satisfaction. A convenience sample of licensed Canadian NPs was recruited from established provincial associations and special-interest groups. Data about job satisfaction were collected using two valid and reliable instruments, the Misener Nurse Practitioner Job Satisfaction Survey and the Minnesota Satisfaction Questionnaire. Descriptive statistics, Pearson correlation and regression analysis were used to describe the results. The overall job satisfaction for this sample ranged from satisfied to highly satisfied. The elements that had the most influence on overall job satisfaction were the extrinsic category of partnership/collegiality and the intrinsic category of challenge/autonomy. These findings were consistent with Herzberg's Dual Factor Theory of Job Satisfaction. The outcomes of this study will serve as a foundation for designing effective human health resource retention and recruitment strategies that will assist in enhancing the implementation and the successful preservation of the NP's role.

  11. The impact of psychological capital on job embeddedness and job performance among nurses: a structural equation approach.

    PubMed

    Sun, Tao; Zhao, Xiao Wen; Yang, Li Bin; Fan, Li Hua

    2012-01-01

    The objective of this study was to provide empirical evidence on the relationships between psychological capital, job embeddedness and performance. This paper also seeks to present the theoretical development of psychological capital and job embeddedness in nursing research and their application to nursing practices. Psychological capital was recently identified as a core construct in the literature of positive psychology. However, there is considerably less evidence on its positive effects on job embeddedness and performance among nursing personnel. Questionnaires were distributed to approximately 1000 nurses employed in five university hospitals in Heilongjiang province in China. Data were collected in november 2009. the response rate was 73·3%. structural equation modelling was employed to test the proposed relationships. The results support the hypothesized model. This research outlined a strong relationship between the self-reported psychological capital, job embeddedness and performance of the nurses. The study findings suggest that improving the individual-accumulated psychological state of nurses will have a positive impact on their retention intention and job performance. These findings suggest that higher psychological capital increases the self-reported job embeddedness and performance of these nurses. © 2011 Blackwell Publishing Ltd.

  12. Learning and Job Satisfaction. Symposium.

    ERIC Educational Resources Information Center

    2002

    This symposium is comprised of three papers on learning and job satisfaction. "The Relationship Between Workplace Learning and Job Satisfaction in United States Small to Mid-Sized Businesses" (Robert W. Rowden) reports findings that revealed sufficient evidence to conclude that learning is pervasive in the small to mid-sized businesses…

  13. The Environmental Dimensions of Migration

    PubMed Central

    Hunter, Lori M.; Luna, Jessie K.; Norton, Rachel M.

    2017-01-01

    Research on the environmental dimensions of human migration has made important strides in recent years. However, findings have been spread across multiple disciplines with wide ranging methodologies and limited theoretical development. This article reviews key findings of the field and identifies future directions for sociological research. We contend that the field has moved beyond linear environmental “push” theories towards a greater integration of context, including micro-, meso-, and macro-level interactions. We highlight findings that migration is often a household strategy to diversify risk (NELM), interacting with household composition, individual characteristics, social networks, and historical, political and economic contexts. We highlight promising developments in the field, including the recognition that migration is a long-standing form of environmental adaptation and yet only one among many forms of adaptation. Finally, we argue that sociologists could contribute significantly to migration-environment inquiry through attention to issues of inequality, perceptions, and agency vis-à-vis structure. PMID:29861536

  14. Physicians' Migration: Perceptions of Pakistani Medical Students.

    PubMed

    Hossain, Nazli; Shah, Nusrat; Shah, Tahira; Lateef, Sidra Binte

    2016-08-01

    To study the perceptions of medical students about factors responsible for physicians'migration. Cross-sectional survey. Dow Medical College and Civil Hospital, Karachi, from April to May 2015. Aself-administered structured questionnaire was used including demographic details, attitudes about push and pull factors of migration, and reasons for migrating or not migrating abroad. Final year students and interns were included. Likert scale from 1 to 4 (1=strongly disagree to 4=strongly agree) was used to assess attitudes. Data was analyzed by SPSS version 16. Atotal of 240 medical students, mostly females (n=181, 75%) (60% final year and 40% interns), participated in the study. Majority wished to go abroad (n=127; 54%) with United States being the favourite destination (n=80; 66.1%) and internal medicine fields being the preferred choice for specialization (n=126; 54%). The major pull factors were better quality of postgraduate education abroad (n=110; 48.2%) and economic prospects (80; 35.2%); while the push factors were a weak healthcare system (n=219; 94.3%), inadequate salary structure (n=205; 88.3%), insecurity (n=219; 93.9%) and increasing religious intolerance in Pakistan (n=183; 78.5%). This survey highlights the continuing trend of physician migration from Pakistan owing to an interplay of various push and pull factors. Majority of our medical students wish to migrate, mainly due to low salaries, poor job structure, and insecurity. Urgent interventions are required to reverse this trend of medical brain-drain.

  15. It's all in the attitude: The role of job attitude strength in job attitude-outcome relationships.

    PubMed

    Schleicher, Deidra J; Smith, Troy A; Casper, Wendy J; Watt, John D; Greguras, Gary J

    2015-07-01

    Integrating attitude theory with the job attitudes literature, we position job attitude strength (JAS) as a missing yet important theoretical concept in the study of job attitudes. We examine JAS as a moderator of the relationship between job satisfaction and several criteria of interest to organizational scholars (job performance, organizational citizenship behavior, withdrawal). We also examine multiple relevant indicators of JAS (i.e., attitude certainty, attitude extremity, latitude of rejection, and structural consistency), both to shed light on its conceptual nature and to provide meaningful practical direction to researchers interested in incorporating JAS into job attitude research. Data were collected in five field samples (total N = 816). Results support our hypotheses: JAS moderates the relationships between job satisfaction and performance, organizational citizenship behavior, and turnover intentions; in each case, these relationships are significantly stronger for employees with stronger job satisfaction attitudes. However, as expected, not all JAS indicators are equally effective as moderators. We discuss our findings in terms of their theoretical, empirical, and practical implications for the future study of job attitudes. (c) 2015 APA, all rights reserved).

  16. 20 CFR 617.33 - Findings required.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Findings required. 617.33 Section 617.33... FOR WORKERS UNDER THE TRADE ACT OF 1974 Job Search Allowances § 617.33 Findings required. (a) Findings... findings shall be made by the liable State: (1) The individual meets the eligibility requirements for a job...

  17. Countermeasures for Universities on the Dislocation between the Job-Finding of Fresh College Graduates of and the Employment of Units

    ERIC Educational Resources Information Center

    Zhang, Pei

    2008-01-01

    In recent years, conflicts over the employment of college graduates are becoming more and more evident. On one hand, many college graduates cannot find appropriate jobs, whilst for another, many units fail to recruit college graduates who are qualified. This paper, on the basis of making deep analysis on the reasons that cause the dislocation of…

  18. The Relationship between Job Demands and Employees’ Counterproductive Work Behaviors: The Mediating Effect of Psychological Detachment and Job Anxiety

    PubMed Central

    Chen, Yang; Li, Shuang; Xia, Qing; He, Chao

    2017-01-01

    This study aims to explore the relation between job demands and counterproductive work behaviors (CWBs). A cross-sectional sample of 439 coal miners completed a self-report questionnaire that assessed their job demands, psychological detachment, job anxiety, and CWBs in a Chinese context. The conceptual model, based on the stressor-detachment model, was examined using structural equation modeling. The results suggest that psychological detachment mediates not only the relation between job demands and job anxiety but also that between job demands and CWBs. Furthermore, the relation between job demands and CWBs is sequentially mediated by psychological detachment and job anxiety. Our findings validate the effectiveness of the stressor-detachment model. Moreover, we demonstrate that the underlying mechanism of the relation between job demands and CWBs can be explained by psychological detachment and job anxiety. PMID:29163274

  19. Job quality and inequality: parents' jobs and children's emotional and behavioural difficulties.

    PubMed

    Strazdins, Lyndall; Shipley, Megan; Clements, Mark; Obrien, Léan V; Broom, Dorothy H

    2010-06-01

    In the context of high and rising rates of parental employment in Australia, we investigated whether poor quality jobs (without security, control, flexibility or paid family leave) could pose a health risk to employed parents' children. We examined the extent to which both mothers' and fathers' jobs matter, and whether disadvantaged children are more vulnerable than others. Multiple regression modelling was used to analyse cross-sectional data for 2004 from the Growing Up in Australia study, a nationally representative sample of 4-5 year old children and their families (N = 2373 employed mothers; 3026 employed fathers). Results revealed that when parents held poor quality jobs their children showed more emotional and behavioural difficulties. The associations with child difficulties were independent of income, parent education, family structure and work hours, and were evident for both mothers' and fathers' jobs. Further, the associations tended to be stronger for children in low-income households and lone-mother families. Thus job quality may be another mechanism underlying the intergenerational transmission of health inequality. Our findings also support the argument that a truly family-friendly job must not erode children's health. Copyright 2010 Elsevier Ltd. All rights reserved.

  20. Pollution Control and Public Jobs

    ERIC Educational Resources Information Center

    Manpower, 1974

    1974-01-01

    The findings of the 1972 Environmental Job Opportunities Survey indicate that the widely held view that environmental pollution control activities will generate large numbers of new jobs is overly optimistic. However the limitations of the survey are pointed out, with the suggestion that caution be applied in the interpreting its results. (SA)

  1. Migrated Essure permanent birth control device: sonographic findings.

    PubMed

    Khati, Nadia Juliet; Gorodenker, Joseph; Brindle, Kathleen Ann

    2014-05-01

    We report a case of a migrated Essure permanent birth control device. The correct diagnosis was made on conventional two-dimensional and three-dimensional pelvic sonography 7 years after placement of the device when the patient presented with persistent right-sided pain. The 3-month post placement hysterosalpingogram had shown an appropriately occluded right fallopian tube but had overlooked the abnormal position of the right Essure device, which was too proximal and extending slightly in the uterine cavity. Copyright © 2013 Wiley Periodicals, Inc.

  2. Job Performance Tests for CH-53E Helicopter Mechanics. Volume 2: Administrative Duties and Job Knowledge Tests

    DTIC Science & Technology

    1992-01-01

    SUBTmI.E 5 FU.NDING NUMBERS Job Performance Tests for CII-53E Helicopter Miechanacs - Volume I1: Admiutstrative Duties and Job Knowlede Tests C - N...performance measures to Marine Corps personnel managers . training instructors, and interested researchers who may find them useful. This work comprises...Corps personnel managers , training instructors, and interested researchers who may find them useful. 3. This work comprises two parts: volume I

  3. Are peer specialists happy on the job?

    PubMed

    Jenkins, Sarah; Chenneville, Tiffany; Salnaitis, Christina

    2018-03-01

    This study was designed to examine the impact of role clarity and job training on job satisfaction among peer specialists. A 3-part survey assessing job training, job satisfaction, and role clarity was administered online to 195 peer specialists who are members of the International Association of Peer Specialists. Data was analyzed using descriptive statistics, correlational analyses to include multiple linear regressions and analysis of variance. Self-study and online training methods were negatively correlated with job satisfaction while job shadowing was positively correlated with job satisfaction. Role clarity was positively correlated with job satisfaction and job training satisfaction as well as job shadowing and one-on-one training. The use of self-study and online training for peer specialists is contraindicated by current findings, which suggest the need to utilize job shadowing or training methods that allow for personal interaction between peer specialists and their colleagues. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  4. Cohort profile: internal migration in sub-Saharan Africa—The Migration and Health in Malawi (MHM) study

    PubMed Central

    Anglewicz, Philip; VanLandingham, Mark; Manda-Taylor, Lucinda; Kohler, Hans-Peter

    2017-01-01

    Purpose The Migration and Health in Malawi (MHM) study focuses on a key challenge in migration research: although it has long been established that migration and health are closely linked, identifying the effect of migration on various health outcomes is complicated by methodological challenges. The MHM study uses a longitudinal panel premigration and postmigration study design (with a non-migrant comparison group) to measure and/or control for important characteristics that affect both migration and health outcomes. Participants Data are available for two waves. The MHM interviewed 398 of 715 migrants in 2007 (55.7%) and 722 of 1013 in 2013 (71.3%); as well as 604 of 751 (80.4%) for a non-migrant reference group in 2013. The total interviewed sample size for the MHM in both waves is 1809. These data include extensive information on lifetime migration, socioeconomic and demographic characteristics, sexual behaviours, marriage, household/family structure, social networks and social capital, HIV/AIDS biomarkers and other dimensions of health. Findings to date Our result for the relationship between migration and health differs by health measure and analytic approach. Migrants in Malawi have a significantly higher HIV prevalence than non-migrants, which is primarily due to the selection of HIV-positive individuals into migration. We find evidence for health selection; physically healthier men and women are more likely to move, partly because migration selects younger individuals. However, we do not find differences in physical or mental health between migrants and non-migrants after moving. Future plans We are preparing a third round of data collection for these (and any new) migrants, which will take place in 2018. This cohort will be used to examine the effect of migration on various health measures and behaviours, including general mental and physical health, smoking and alcohol use, access to and use of health services and use of antiretroviral therapy. PMID

  5. Rural to Urban Migration Is an Unforeseen Impact of Development Intervention in Ethiopia

    PubMed Central

    Gibson, Mhairi A.; Gurmu, Eshetu

    2012-01-01

    Rural development initiatives across the developing world are designed to improve community well-being and livelihoods. However they may also have unforeseen consequences, in some cases placing further demands on stretched public services. In this paper we use data from a longitudinal study of five Ethiopian villages to investigate the impact of a recent rural development initiative, installing village-level water taps, on rural to urban migration of young adults. Our previous research has identified that tap stands dramatically reduced child mortality, but were also associated with increased fertility. We demonstrate that the installation of taps is associated with increased rural-urban migration of young adults (15–30 years) over a 15 year period (15.5% migrate out, n = 1912 from 1280 rural households). Young adults with access to this rural development intervention had three times the relative risk of migrating to urban centres compared to those without the development. We also identify that family dynamics, specifically sibling competition for limited household resources (e.g. food, heritable land and marriage opportunities), are key to understanding the timing of out-migration. Birth of a younger sibling doubled the odds of out-migration and starting married life reduced it. Rural out-migration appears to be a response to increasing rural resource scarcity, principally competition for agricultural land. Strategies for livelihood diversification include education and off-farm casual wage-labour. However, jobs and services are limited in urban centres, few migrants send large cash remittances back to their families, and most return to their villages within one year without advanced qualifications. One benefit for returning migrants may be through enhanced social prestige and mate-acquisition on return to rural areas. These findings have wide implications for current understanding of the processes which initiate rural-to-urban migration and transitions to

  6. Rural to urban migration is an unforeseen impact of development intervention in Ethiopia.

    PubMed

    Gibson, Mhairi A; Gurmu, Eshetu

    2012-01-01

    Rural development initiatives across the developing world are designed to improve community well-being and livelihoods. However they may also have unforeseen consequences, in some cases placing further demands on stretched public services. In this paper we use data from a longitudinal study of five Ethiopian villages to investigate the impact of a recent rural development initiative, installing village-level water taps, on rural to urban migration of young adults. Our previous research has identified that tap stands dramatically reduced child mortality, but were also associated with increased fertility. We demonstrate that the installation of taps is associated with increased rural-urban migration of young adults (15-30 years) over a 15 year period (15.5% migrate out, n = 1912 from 1280 rural households). Young adults with access to this rural development intervention had three times the relative risk of migrating to urban centres compared to those without the development. We also identify that family dynamics, specifically sibling competition for limited household resources (e.g. food, heritable land and marriage opportunities), are key to understanding the timing of out-migration. Birth of a younger sibling doubled the odds of out-migration and starting married life reduced it. Rural out-migration appears to be a response to increasing rural resource scarcity, principally competition for agricultural land. Strategies for livelihood diversification include education and off-farm casual wage-labour. However, jobs and services are limited in urban centres, few migrants send large cash remittances back to their families, and most return to their villages within one year without advanced qualifications. One benefit for returning migrants may be through enhanced social prestige and mate-acquisition on return to rural areas. These findings have wide implications for current understanding of the processes which initiate rural-to-urban migration and transitions to low

  7. Employment for Spouses Gets Harder to Find

    ERIC Educational Resources Information Center

    June, Audrey Williams

    2009-01-01

    Worries about a partner's finding a job are a major reason why colleges lose faculty and professional-staff recruits. Some institutions have hired people to focus largely on nonfaculty job searches. (Finding faculty jobs for spouses or partners is a more complex negotiation with the university.) But as the economy continues to dip into uncharted…

  8. Selective international migration by social position, health behaviour and personality.

    PubMed

    Silventoinen, Karri; Hammar, Niklas; Hedlund, Ebba; Koskenvuo, Markku; Rönnemaa, Tapani; Kaprio, Jaakko

    2008-04-01

    Immigrants is an important minority in many countries, but little is known how they are self-selected. We analysed differences in psycho-social and health behavioural factors between international migrants and non-migrants prior to migration in a large cohort of Finnish twins. A questionnaire was sent to Finnish twins in 1975 (response rate 89%, N = 26555 twin individuals). Follow-up data on migration and mortality were derived from population registries in Finland and Sweden up to 31 March 2002. In 1998, another questionnaire was sent to Finnish twins migrated to Sweden and their co-twins (response rate 71%, N = 1534 twin individuals). The data were analysed using Cox and conditional logistic regression models. Life dissatisfaction, higher alcohol use and smoking at baseline predicted future migration. In men additionally, unemployment, neuroticism and extroversion increased the probability to migrate. Similar associations were found for alcohol use in men and smoking in men and women within twin pairs discordant for migration. Twins also reported retrospectively that prior to migration the migrated twin had been less satisfied with his/her educational institution or job and was generally less satisfied with life, used more alcohol (men) and smoked more (women) than the co-twin stayed in Finland. Migrants are self-selected by health behavioural and personality factors, which may compromise their health. The special requirements of migrants should be recognized in health care.

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

    PubMed

    Pager, Devah; Pedulla, David S

    2015-01-01

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

  10. Trends and tips for online recruiting and job hunts.

    PubMed

    Franz, D

    1999-01-01

    The Internet is providing new ways to find a new job or a great job candidate. Online job banks can make searches easy, but it's best to have a sense of what type of job bank will best serve your purposes. This article describes six different business models employed by Internet job banks and outlines their advantages and disadvantages. A list of online resources is included.

  11. Jobs You Won't Find in the Dictionary of Occupational Titles.

    ERIC Educational Resources Information Center

    Salomone, Paul R.; Helmstetter, Christopher L.

    1992-01-01

    Written in whimsical style, this article points out the value-laden nature of the "Dictionary of Occupational Titles," the premier source of occupational information. Other than legal occupations, classifies jobs that are remunerative into three categories: (1) illegal occupations (drug dealer, hitperson); (2) underground or…

  12. Migration Issues in the Democratic Republic of Congo

    DTIC Science & Technology

    2011-03-01

    acts as a form of insurance against failures in the local economy and job market , as the household is receiving income from differing locations and...E. S. (1966). A Theory of Migration. Demography, 47 - 57. 35. Lewis, W. A. (1954). Economic Development with Unlimited Supplies of Labour . The... Norway . 47. Rice, C. (2005, December 11). The Promise of Democratic Peace: Why Promoting Freedom is the Only Realistic Path to Security. The Washington

  13. Job Superscheduler Architecture and Performance in Computational Grid Environments

    NASA Technical Reports Server (NTRS)

    Shan, Hongzhang; Oliker, Leonid; Biswas, Rupak

    2003-01-01

    Computational grids hold great promise in utilizing geographically separated heterogeneous resources to solve large-scale complex scientific problems. However, a number of major technical hurdles, including distributed resource management and effective job scheduling, stand in the way of realizing these gains. In this paper, we propose a novel grid superscheduler architecture and three distributed job migration algorithms. We also model the critical interaction between the superscheduler and autonomous local schedulers. Extensive performance comparisons with ideal, central, and local schemes using real workloads from leading computational centers are conducted in a simulation environment. Additionally, synthetic workloads are used to perform a detailed sensitivity analysis of our superscheduler. Several key metrics demonstrate that substantial performance gains can be achieved via smart superscheduling in distributed computational grids.

  14. Tips on Finding and Getting a Job...Searching for, Writing a Resume, and Interviewing. ICPAC Information Series.

    ERIC Educational Resources Information Center

    Indiana Career and Postsecondary Advancement Center, Bloomington.

    This packet documents suggestions for conducting a job search, writing a resume, and interviewing. Suggestions for a job search include the following: knowing one's skills, knowing what one is looking for, and knowing where to look for jobs, including newspaper advertisements, employment centers, employment firms, networking, and blind attempts.…

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

    PubMed Central

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

    2013-01-01

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

  16. Fresno in Transition: Urban Impacts of Rural Migration. Working Paper No. 26.

    ERIC Educational Resources Information Center

    Mason, Bert; Alvarado, Andrew; Palacio, Robert

    This paper examines the social and economic impacts of Mexican immigration on Fresno (California). Since the early 1980s, immigration to California has been dominated by illegal immigrants from rural Mexico seeking agricultural jobs in rural California. This rural migration impacts urban centers in agricultural regions; these impacts lag the…

  17. Young Children and Job Satisfaction.

    ERIC Educational Resources Information Center

    Hanson, Sandra L.; Sloane, Douglas M.

    1992-01-01

    Used data from General Social Surveys to examine effect of young children on job satisfaction of men and women. Findings suggest that young children have no effect on job satisfaction of male or female workers regardless of time period, work status, or marital status. This was true for women working in labor market as well as in home. (Author/NB)

  18. How Positivity Links With Job Satisfaction: Preliminary Findings on the Mediating Role of Work-Life Balance.

    PubMed

    Orkibi, Hod; Brandt, Yaron Ilan

    2015-08-01

    The positive characteristics that can help people juggle their work and personal roles and experience greater job satisfaction are attracting increased research attention. This study presents a conceptual model to account for the association between employees' positive orientation (i.e., the tendency to evaluate self, life, and the future in a positive way) and their job satisfaction (N = 108). As theorized, the results indicate that employees' ability to manage their work-life balance fully mediates the relation between their positive orientation and job satisfaction. This suggests that a positive orientation serves as an adaptive personal resource that can facilitate employees' ability to balance work and non-work demands and hence can foster job satisfaction. The practical implications for positive psychological interventions in organizational settings are discussed.

  19. 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.

  20. Job demands, job resources and safety outcomes: The roles of emotional exhaustion and safety compliance.

    PubMed

    Li, Feng; Jiang, Li; Yao, Xiang; Li, YongJuan

    2013-03-01

    The aim of this study was to assess the effectiveness of the job demands-resources (JD-R) model in explaining the relationship of job demands and resources with safety outcomes (i.e., workplace injuries and near-misses). We collected self-reported data from 670 crude oil production workers from three sub-companies of a major oilfield company in China. The results of a structural equation analysis indicated that job demands (psychological and physical demands) and job resources (decision latitude, supervisor support and coworker support) could affect emotional exhaustion and safety compliance, and thus influence the occurrence of injuries and near-misses. The implications of the present findings regarding both the JD-R model and occupational safety research were discussed. Copyright © 2012 Elsevier Ltd. All rights reserved.

  1. How Positivity Links With Job Satisfaction: Preliminary Findings on the Mediating Role of Work-Life Balance

    PubMed Central

    Orkibi, Hod; Brandt, Yaron Ilan

    2015-01-01

    The positive characteristics that can help people juggle their work and personal roles and experience greater job satisfaction are attracting increased research attention. This study presents a conceptual model to account for the association between employees’ positive orientation (i.e., the tendency to evaluate self, life, and the future in a positive way) and their job satisfaction (N = 108). As theorized, the results indicate that employees’ ability to manage their work-life balance fully mediates the relation between their positive orientation and job satisfaction. This suggests that a positive orientation serves as an adaptive personal resource that can facilitate employees’ ability to balance work and non-work demands and hence can foster job satisfaction. The practical implications for positive psychological interventions in organizational settings are discussed. PMID:27247666

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

    PubMed Central

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

    2010-01-01

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

  3. Potential of China in global nurse migration.

    PubMed

    Fang, Zhiwu Zack

    2007-06-01

    The purpose of this paper is to examine what is known about the nurse workforce and nursing education in China in order to assess the likely potential for nurse migration from China in the future. There is a severe shortage of nurses in China (only one nurse per thousand in population), but at the same time there is a very high level of unemployment and underemployment of nurses. China's nursing education system is huge in size (about 500,000 nursing students in 2005), but weak in quality and career development. As a result of lack of limited job opportunities, low salary, and low job satisfaction, many talented Chinese nurses intend to switch occupation or work outside China. Commercial recruiters have expressed a strong interest in recruitment of nurses in China, but to date there are few examples of successful ventures. Even if the Chinese government were to implement health care financing reforms that led to an increase in nursing jobs and improved work conditions, some level of surplus will remain. As such, it is likely that China will become an important source of nurses for developed nations in the coming years.

  4. Empowerment and job satisfaction in associate degree nurse educators.

    PubMed

    Baker, Sandra L; Fitzpatrick, Joyce J; Griffin, Mary Quinn

    2011-01-01

    The purpose of this study was to examine empowerment, job satisfaction levels, and relationships among 139 associate degree nursing educators.The Conditions of Work Effectiveness II, Psychological Empowerment Scale, and Job Diagnostic Survey were used. Findings indicated that the majority of educators were satisfied with their jobs as nursing faculty and felt empowered in their workplaces. Psychological empowerment demonstrated the strongest positive correlation with job satisfaction. There were no significant differences in empowerment or job satisfaction based on educators' tenure status, educational level, evidence of scholarship, or academic rank. Based on the findings of this study, the authors recommend that deans use resources to provide faculty opportunities to expand their departmental influence and spend more time with students, as well as place faculty in positions that highlight their relevance to the college and nursing program.

  5. The international migration of dentists: directions for research and policy.

    PubMed

    Balasubramanian, Madhan; Brennan, David Simon; Spencer, A John; Short, Stephanie Doris

    2016-08-01

    In 2010, the World Health Organization Global Code of Practice for International Recruitment of Health Personnel (the WHO Code) was adopted by the 193 Member States of the WHO. The WHO Code is a tool for global diplomacy, providing a policy framework to address the challenges involved in managing dentist migration, as well as improving the retention of dental personnel in source countries. The WHO Code recognizes the importance of migrant dentist data to support migration polices; minimum data on the inflows, outflows and stock of dentists are vital. Data on reasons for dentist migration, job satisfaction, cultural adaptation issues, geographic distribution and practice patterns in the destination country are important for any policy analysis on dentist migration. Key challenges in the implementation of the WHO Code include the necessity to coordinate with multiple stakeholders and the lack of integrated data on dentist migration and the lack of shared understanding of the interrelatedness of workforce migration, needs and planning. The profession of dentistry also requires coordination with a number of private and nongovernmental organizations. Many migrant dentist source countries, in African and the South-Asian WHO Regions, are in the early stages of building capacity in dentist migration data collection and research systems. Due to these shortcomings, it is prudent that developed countries take the initiative to pursue further research into the migration issue and respond to this global challenge. © 2016 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

  6. Job Search Manual for Mature Workers.

    ERIC Educational Resources Information Center

    Merrill, Fred L.

    This document is designed to help mature persons find the "right" professional, managerial, or technical jobs. Section 1 introduces the materials. Section 2 shows job seekers how to write a general statement that defines the nature of the position desired and how to assess their skills, abilities, interests, work values, and personal qualities…

  7. Migration and risk: net migration in marginal ecosystems and hazardous areas

    NASA Astrophysics Data System (ADS)

    de Sherbinin, Alex; Levy, Marc; Adamo, Susana; MacManus, Kytt; Yetman, Greg; Mara, Valentina; Razafindrazay, Liana; Goodrich, Benjamin; Srebotnjak, Tanja; Aichele, Cody; Pistolesi, Linda

    2012-12-01

    The potential for altered ecosystems and extreme weather events in the context of climate change has raised questions concerning the role that migration plays in either increasing or reducing risks to society. Using modeled data on net migration over three decades from 1970 to 2000, we identify sensitive ecosystems and regions at high risk of climate hazards that have seen high levels of net in-migration and out-migration over the time period. This paper provides a literature review on migration related to ecosystems, briefly describes the methodology used to develop the estimates of net migration, then uses those data to describe the patterns of net migration for various ecosystems and high risk regions. The study finds that negative net migration generally occurs over large areas, reflecting its largely rural character, whereas areas of positive net migration are typically smaller, reflecting its largely urban character. The countries with largest population such as China and India tend to drive global results for all the ecosystems found in those countries. Results suggest that from 1970 to 2000, migrants in developing countries have tended to move out of marginal dryland and mountain ecosystems and out of drought-prone areas, and have moved towards coastal ecosystems and areas that are prone to floods and cyclones. For North America results are reversed for dryland and mountain ecosystems, which saw large net influxes of population in the period of record. Uncertainties and potential sources of error in these estimates are addressed.

  8. Race, Self-Selection, and the Job Search Process1

    PubMed Central

    Pager, Devah; Pedulla, David S.

    2015-01-01

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

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

    PubMed

    Potocka, Adrianna; Waszkowska, Małgorzata

    2013-01-01

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

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

    PubMed

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

    2004-10-01

    This study extends the literature on personality and job performance through the use of random coefficient modeling to test the validity of the Big Five personality traits in predicting overall sales performance and sales performance trajectories--or systematic patterns of performance growth--in 2 samples of pharmaceutical sales representatives at maintenance and transitional job stages (K. R. Murphy, 1989). In the maintenance sample, conscientiousness and extraversion were positively associated with between-person differences in total sales, whereas only conscientiousness predicted performance growth. In the transitional sample, agreeableness and openness to experience predicted overall performance differences and performance trends. All effects remained significant with job tenure statistically controlled. Possible explanations for these findings are offered, and theoretical and practical implications of findings are discussed. (c) 2004 APA, all rights reserved

  11. 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…

  12. Recovery Migration to the City of New Orleans after Hurricane Katrina: A Migration Systems Approach.

    PubMed

    Fussell, Elizabeth; Curtis, Katherine J; Dewaard, Jack

    2014-03-01

    Hurricane Katrina's effect on the population of the City of New Orleans provides a model of how severe weather events, which are likely to increase in frequency and strength as the climate warms, might affect other large coastal cities. Our research focuses on changes in the migration system - defined as the system of ties between Orleans Parish and all other U.S. counties - between the pre-disaster (1999-2004) and recovery (2007-2009) periods. Using Internal Revenue Service county-to-county migration flow data, we find that in the recovery period Orleans Parish increased the number of migration ties with and received larger migration flows from nearby counties in the Gulf of Mexico coastal region, thereby spatially concentrating and intensifying the in-migration dimension of this predominantly urban system, while the out-migration dimension contracted and had smaller flows. We interpret these changes as the migration system relying on its strongest ties to nearby and less damaged counties to generate recovery in-migration.

  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. Bacterial migration along solid surfaces.

    PubMed Central

    Harkes, G; Dankert, J; Feijen, J

    1992-01-01

    An in vitro system was developed to study the migration of uropathogenic Escherichia coli strains. In this system an aqueous agar gel is placed against a solid surface, allowing the bacteria to migrate along the gel/solid surface interface. Bacterial strains as well as solid surfaces were characterized by means of water contact angle and zeta potential measurements. When glass was used as the solid surface, significantly different migration times for the strains investigated were observed. Relationships among the observed migration times of six strains, their contact angles, and their zeta potentials were found. Relatively hydrophobic strains exhibited migration times shorter than those of hydrophilic strains. For highly negatively charged strains shorter migration times were found than were found for less negatively charged strains. When the fastest-migrating strain with respect to glass was allowed to migrate along solid surfaces differing in hydrophobicity and charge, no differences in migration times were found. Our findings indicate that strategies to prevent catheter-associated bacteriuria should be based on inhibition of bacterial growth rather than on modifying the physicochemical character of the catheter surface. PMID:1622217

  15. Age, wage, and job placement: older women's experiences entering the retail sector.

    PubMed

    Frank-Miller, Ellen G; Lambert, Susan J; Henly, Julia R

    2015-01-01

    Older women seeking employment often find opportunities limited to low-wage jobs, such as those in retail. We report findings about job placement and starting wages for hourly workers hired at a women's apparel retailer from August 2006 to December 2009. We examine competing hypotheses regarding the role of age in explaining women's job placement and starting wages. Although newly hired women age 55+ earn higher wages and are placed in higher-quality jobs than the youngest women (ages 18-22), they are less likely to be placed in better-quality jobs than their midlife counterparts. Overall, wage differences are largely explained by job quality.

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

    PubMed

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

    2018-04-01

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

  17. Incorporating home demands into models of job strain: findings from the work, family, and health network.

    PubMed

    Ertel, Karen A; Koenen, Karestan C; Berkman, Lisa F

    2008-11-01

    The purpose of this article was to integrate home demands with the demand-control-support model to test if home demands interact with job strain to increase depressive symptoms. Data were from 431 employees in four extended care facilities. Presence of a child younger than 18 years in the household signified home demands. The outcome was depressive symptoms based on a shortened version of the Center for Epidemiologic Studies Depression Scale. The association between job strain and depressive symptoms was moderated by social support (SS) and presence of a child in the household (child). There was no association among participants with high SS and no child, but a positive one among participants with low SS and a child. Job strain may be a particularly important determinant of depressive symptoms among employees with family demands. Models of job strain should expand to incorporate family demands.

  18. Older Job Seekers and Occupational Information.

    ERIC Educational Resources Information Center

    Adams, Leonard D.; Anderson, W. Michael

    Help Elderly Locate Positions (HELP), sponsored by the Emerald Empire Council on Aging and funded by the Administration on Aging, is a non-profit employment referral service for older workers, 55 and older, that has helped 1,206 elderly workers find jobs. A major area of involvement at HELP focused on exposing the older job seeker to the…

  19. Job Embeddedness Demonstrates Incremental Validity When Predicting Turnover Intentions for Australian University Employees

    PubMed Central

    Heritage, Brody; Gilbert, Jessica M.; Roberts, Lynne D.

    2016-01-01

    Job embeddedness is a construct that describes the manner in which employees can be enmeshed in their jobs, reducing their turnover intentions. Recent questions regarding the properties of quantitative job embeddedness measures, and their predictive utility, have been raised. Our study compared two competing reflective measures of job embeddedness, examining their convergent, criterion, and incremental validity, as a means of addressing these questions. Cross-sectional quantitative data from 246 Australian university employees (146 academic; 100 professional) was gathered. Our findings indicated that the two compared measures of job embeddedness were convergent when total scale scores were examined. Additionally, job embeddedness was capable of demonstrating criterion and incremental validity, predicting unique variance in turnover intention. However, this finding was not readily apparent with one of the compared job embeddedness measures, which demonstrated comparatively weaker evidence of validity. We discuss the theoretical and applied implications of these findings, noting that job embeddedness has a complementary place among established determinants of turnover intention. PMID:27199817

  20. Migration in south Asia: an overview.

    PubMed

    Skeldon, R

    1983-01-01

    Past studies on migration patterns and flows in south Asia have been based on limited data. The present overview is based on a detailed study of census and survey data reaching back to the early 1950's. The study incorporates the thinking of several research scholars who have dealt with specialized areas of migration in individual countries, and in the region as a whole. The interrelationships between migration and development are considered in a final chapter, with special mention of future trends, associated with traditional practices and historical circumstances. Migration will be of great importance in the coming decades. The activities of "sons of soil" anti-migrant movements and anti-migrant legislation have had little, if any, effect on migration flows. As the population increases in villages and towns and jobs become scarce, migration is likely to become even more of a political issue. Less politically volatile is circulation between village and town or between villages, whereby the migrants can have access to resources in 2 or more places. This option may play a critical role in the continued survival of much of the population in the future. This has been perhaps the most important factor in explaining the relatively slow rate of urbanization in south Asia as it allowed the rural people to take advantage of the towns without causing a massive and permanent transfer of population. The numbers who practice this "bilocality" are therefore likely to increase and migrants will continue to make up more significant proportions of the urban populations than their contribution to urban growth would suggest owing to the importance of "turnover migration." However, this circulation is not a new phenomenon: India and the other countries of south Asia have been characterized by tremendous mobility of population through circulation for considerable time but both its volume, and the distances over which it occurs are likely to increase as these countries develop.

  1. 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.

  2. The effects of proximal withdrawal states on job attitudes, job searching, intent to leave, and employee turnover.

    PubMed

    Li, Junchao Jason; Lee, Thomas W; Mitchell, Terence R; Hom, Peter W; Griffeth, Rodger W

    2016-10-01

    We present the first major test of proximal withdrawal states theory (PWST; Hom, Mitchell, Lee, & Griffeth, 2012). In addition, we develop and test new ideas to demonstrate how PWST improves our understanding and prediction of employee turnover. Across 2 studies, we corroborate that reluctant stayers (those who want to leave but have to stay) are similar to enthusiastic leavers (those who want to leave and can leave) in affective commitment, job satisfaction, and job embeddedness, and that reluctant leavers (those who want to stay but have to leave) are similar to enthusiastic stayers (those who want to stay and can stay) on these dimensions. We find that job satisfaction and job embeddedness more strongly influence the intent to leave and job search behavior for enthusiastic stayers and leavers than for reluctant stayers and leavers. More important, we show that for those experiencing low control over their preference for leaving or staying (i.e., reluctant stayers and leavers), traditional variables such as job satisfaction, job embeddedness, and intent to leave are poor predictors of their turnover behavior. We further demonstrate that focusing on enthusiastic stayers and leavers can significantly enhance the accuracy of job satisfaction, job embeddedness, and intent to leave for predicting actual employee turnover. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  3. Recovery Migration After Hurricanes Katrina and Rita: Spatial Concentration and Intensification in the Migration System.

    PubMed

    Curtis, Katherine J; Fussell, Elizabeth; DeWaard, Jack

    2015-08-01

    Changes in the human migration systems of the Gulf of Mexico coastline counties affected by Hurricanes Katrina and Rita provide an example of how climate change may affect coastal populations. Crude climate change models predict a mass migration of "climate refugees," but an emerging literature on environmental migration suggests that most migration will be short-distance and short-duration within existing migration systems, with implications for the population recovery of disaster-stricken places. In this research, we derive a series of hypotheses on recovery migration predicting how the migration system of hurricane-affected coastline counties in the Gulf of Mexico was likely to have changed between the pre-disaster and the recovery periods. We test these hypotheses using data from the Internal Revenue Service on annual county-level migration flows, comparing the recovery period migration system (2007-2009) with the pre-disaster period (1999-2004). By observing county-to-county ties and flows, we find that recovery migration was strong: the migration system of the disaster-affected coastline counties became more spatially concentrated, while flows within it intensified and became more urbanized. Our analysis demonstrates how migration systems are likely to be affected by the more intense and frequent storms anticipated by climate change scenarios, with implications for the population recovery of disaster-affected places.

  4. What to Look for in Your First Job

    PubMed Central

    Ree, Eun Jin; Weber, Robert J.

    2014-01-01

    The first job is very important in setting a trajectory for career development and progress. Although new pharmacy graduates will generally enjoy excellent job opportunities, they need to consider specific factors in choosing their first job. In addition, the increased number of pharmacy schools has produced more pharmacy graduates, leading to more competition for jobs. This tight job market may cause students or residents to make a hasty decision about their first job. The goal of this Director’s Forum is to provide guidance to young pharmacists as they choose their first job after schooling or training. This article specifically addresses the importance of the first job on career and personal development, lists the specific considerations in finding and deciding on the first job, and presents some experiences from others that may highlight possible pitfalls in choosing the first job. We hope the information in this article will provide some guidance to young pharmacists in choosing a job that meets the goals of their life plan while helping them to develop a career focused on providing patient-centered pharmacy services. PMID:25477603

  5. Gendered Patterns of Migration in Rural South Africa

    PubMed Central

    Camlin, Carol S.; Snow, Rachel C.; Hosegood, Victoria

    2013-01-01

    Gender is increasingly recognized as fundamental to understanding migration processes, causes and consequences. In South Africa, it is intrinsic to the social transformations fueling high levels of internal migration and complex forms of mobility. While female migration in Africa has often been characterized as less prevalent than male migration, and primarily related to marriage, in South Africa a feminization of internal migration is underway, fueled by women’s increasing labor market participation. In this paper, we report sex differences in patterns, trends and determinants of internal migration based on data collected in a demographic surveillance system between 2001 and 2006 in rural KwaZulu-Natal. We show that women were somewhat more likely than men to undertake any migration, but sex differences in migration trends differed by migration flow, with women more likely to migrate into the area than men, and men more likely to out-migrate. Out-migration was suppressed by marriage particularly for women, but most women were not married; both men’s and women’s out-migrations were undertaken mainly for purposes of employment. Over half of female out-migrations (versus 35% of male out-migrations) were to nearby rural areas. The findings highlight the high mobility of this population and the extent to which gender is intimately related to the processes determining migration. We consider the implications of these findings for the measurement of migration and mobility, in particular for health and social policy and research among highly mobile populations in southern Africa. PMID:25332690

  6. Invited commentary: job strain and health behaviors--developing a bigger picture.

    PubMed

    LaMontagne, Anthony D

    2012-12-15

    Investigation of the association between job stressors and health behaviors has a long history that has been marked by mixed findings. Fransson et al. (Am J Epidemiol. 2012;176(12):1078-1089) find robust prospective and cross-sectional associations between job strain and leisure-time physical inactivity in combined data from 14 cohort studies. Further research to better understand the observed heterogeneity in the contributing cohorts and other studies will be crucial for application to intervention design and tailoring. The population health significance of these findings requires consideration of other job strain-health behavior (particularly the parallel analyses conducted for body mass index and smoking in the same data set) and job strain-health outcome associations, as well as these same associations for other job stressors. Job strain can be seen as a "fundamental cause" of work-related disease, in that intervention to reduce exposure to job strain could have beneficial impacts on many outcomes, making a compelling case for intervention. The significantly strengthened evidence linking job stressors to health behaviors provided by Fransson et al. may help to further direct workplace health promotion research, policy, and practice towards an approach that better integrates intervention on working conditions and health behaviors. The benefits to population health could be substantial.

  7. Exploring pharmacists' perceived job alternatives: Results from the 2014 National Pharmacist Workforce Survey.

    PubMed

    Rojanasarot, Sirikan; Gaither, Caroline A; Schommer, Jon C; Doucette, William R; Kreling, David H; Mott, David A

    To examine the association between pharmacists' demographics, practice variables, worklife attitudes (e.g., work environment stress, control in the work environment, professional commitment, work-home conflict, and organizational commitment), and their perceived job alternatives. Cross-sectional descriptive study. A representative nationwide sample of licensed pharmacists in the United States, 2014. A total of 1574 practicing pharmacists. A previously validated Likert-type scale was used to measure perceived job alternatives. Pharmacists reported their perception on how easy it would be to find a better job with the use of 17 common organizational characteristics. The higher the score, the easier they perceived it would be to find a new job. The perceived job alternatives scale manifested 4 constructs: environmental conditions, professional opportunities, compensation, and coworkers. Multivariate regression analysis showed that organizational commitment was the most influential worklife attitude and was negatively associated with all constructs except better compensation. The higher professional commitment and environmental stress, the easier pharmacists perceive it would be to find a new job with better environmental conditions, such as better professional treatment by management. Younger pharmacists indicated higher perceived levels of ease in finding a job with better environmental conditions and professional opportunities. Male pharmacists also reported a higher perceived level of ease in finding an alternate job with better professional opportunities. White pharmacists perceived it would be easier to find a new job with better environmental aspects and compensation. No statistical significance was observed in perceived job alternatives among pharmacists practicing in different primary work settings after adjusting for other variables. Demographics and worklife attitudes were found to affect perceived availability of job alternatives. Organizational commitment

  8. Geographic mobility of Korean new graduate nurses from their first to subsequent jobs and metropolitan-nonmetropolitan differences in their job satisfaction.

    PubMed

    Cho, Sung-Hyun; Lee, Ji Yun; Mark, Barbara A; Jones, Cheryl B

    2014-01-01

    Nurses are known to migrate from rural to urban areas, which may cause geographic imbalances in the workforce. The aim of this study was to compare new graduate nurse retention based on the type of geographic area (capital, metropolitan, and nonmetropolitan) of their first job and their job satisfaction by geographic location. The sample included 533 nursing graduates working full-time as registered nurses in hospitals or clinics. Survival analysis was conducted to compare nurse retention in three geographic locations. Survival curves for nurses in capital and nonmetropolitan areas were significantly different. The 1-, 2-, and 3-year survival probabilities of nurses in the capital were .923, .881, and .872, respectively, whereas those in nonmetropolitan areas were .887, .776, and .672, respectively. Nurses in nonmetropolitan areas were more dissatisfied with pay (odd ratio [OR] = 1.820, p = .009), fringe benefits (OR =1.893, p = .015), employment security (OR =2.640, p = .033), and personal growth (OR =1.626, p = .045) than those in the capital. Nurses employed in nonmetropolitan areas were more mobile and less satisfied with their jobs than those in the capital. Copyright © 2014 Elsevier Inc. All rights reserved.

  9. 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.

  10. Tips for a physician in getting the right job, part I: self assessment: where and what kind of job is best?

    PubMed

    Harolds, Jay A

    2013-08-01

    A doctor should try to have at least 1 year to do a job search. This allows time to learn how to find a new job, do a careful assessment of what is best for both the doctor and his family in terms of the type of job and the location, prepare an appropriate curriculum vitae, find and research the prospective employers, practice for interviews, go on multiple interviews, have successful contract negotiations, and get hospital privileges and a license in the state. Also, sometimes it is useful or required to work for a week for a prospective employer, to see if there is still mutual interest. The first part of this multi-part article focuses on the self assessment of the doctor and his family to help them determine the location and the type of job that is best for them.

  11. Job satisfaction and job values among beginning nurses: a questionnaire survey.

    PubMed

    Daehlen, Marianne

    2008-12-01

    Concepts such as the theory-practice gap and reality shock call attention to the challenges nurses experience in their professional lives. These challenges seem to be particularly acute in the transition from nursing school to work. Based on an assumption that the theories and skills taught in school are not directly applicable to nursing practice, beginning nurses may find that they are not prepared to do the work for which they have trained. Consequently, nurses may experience challenges to their work ideals, and their level of job satisfaction may decline. In addition, major life changes, such as buying a house/apartment, becoming a parent or getting married are likely to occur in the first year after graduation. Consequently, the emphasis on economic rewards may increase in the transition from school to work. To examine the relationship between work ideals, experiences of work and job satisfaction through a vital period in nurses' careers. To compare beginning nurses' job satisfaction, perceived job rewards and values with those of beginning doctors and teachers. Survey data were collected from two cohorts of students in several educational programs in Norway. The survey was repeated among the same respondents, as workers, 3 years after graduation. Almost 3000 students were originally invited to participate. The response rate in the surveys varied from 59% to 80%. Tabular analyses and linear regression models. The results indicate similarities in nurses', doctors' and teachers' preferences for work, but differences in what they obtain. In the transition from school to work, nurses increase their emphasis on high income and job security, and 3 years after graduating, nurses' emphasis on these two job values is higher than that of doctors and teachers. Nurses were fairly satisfied with their present job. In terms of level of job satisfaction and their preferences for work, the transition from school to work for nurses seems less dramatic than initially assumed.

  12. Backfilling with guarantees granted upon job submission.

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

    Leung, Vitus Joseph; Bunde, David P.; Lindsay, Alexander M.

    2011-01-01

    In this paper, we present scheduling algorithms that simultaneously support guaranteed starting times and favor jobs with system desired traits. To achieve the first of these goals, our algorithms keep a profile with potential starting times for every unfinished job and never move these starting times later, just as in Conservative Backfilling. To achieve the second, they exploit previously unrecognized flexibility in the handling of holes opened in this profile when jobs finish early. We find that, with one choice of job selection function, our algorithms can consistently yield a lower average waiting time than Conservative Backfilling while still providingmore » a guaranteed start time to each job as it arrives. In fact, in most cases, the algorithms give a lower average waiting time than the more aggressive EASY backfilling algorithm, which does not provide guaranteed start times. Alternately, with a different choice of job selection function, our algorithms can focus the benefit on the widest submitted jobs, the reason for the existence of parallel systems. In this case, these jobs experience significantly lower waiting time than Conservative Backfilling with minimal impact on other jobs.« less

  13. Combined effects of positive and negative affectivity and job satisfaction on job performance and turnover intentions.

    PubMed

    Bouckenooghe, Dave; Raja, Usman; Butt, Arif Nazir

    2013-01-01

    Capturing data from employee-supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice.

  14. Recovery Migration to the City of New Orleans after Hurricane Katrina: A Migration Systems Approach

    PubMed Central

    Fussell, Elizabeth; Curtis, Katherine J.; DeWaard, Jack

    2014-01-01

    Hurricane Katrina’s effect on the population of the City of New Orleans provides a model of how severe weather events, which are likely to increase in frequency and strength as the climate warms, might affect other large coastal cities. Our research focuses on changes in the migration system – defined as the system of ties between Orleans Parish and all other U.S. counties – between the pre-disaster (1999–2004) and recovery (2007–2009) periods. Using Internal Revenue Service county-to-county migration flow data, we find that in the recovery period Orleans Parish increased the number of migration ties with and received larger migration flows from nearby counties in the Gulf of Mexico coastal region, thereby spatially concentrating and intensifying the in-migration dimension of this predominantly urban system, while the out-migration dimension contracted and had smaller flows. We interpret these changes as the migration system relying on its strongest ties to nearby and less damaged counties to generate recovery in-migration. PMID:24729651

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

    PubMed

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

    2013-09-01

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

  16. Big Five personality traits, job satisfaction and subjective wellbeing in China.

    PubMed

    Zhai, Qingguo; Willis, Mike; O'Shea, Bob; Zhai, Yubo; Yang, Yuwen

    2013-01-01

    This paper examines the effect of the Big Five personality traits on job satisfaction and subjective wellbeing (SWB). The paper also examines the mediating role of job satisfaction on the Big Five-SWB relationship. Data were collected from a sample of 818 urban employees from five Chinese cities: Harbin, Changchun, Shenyang, Dalian, and Fushun. All the study variables were measured with well-established multi-item scales that have been validated both in English-speaking populations and in China. The study found only extraversion to have an effect on job satisfaction, suggesting that there could be cultural difference in the relationships between the Big Five and job satisfaction in China and in the West. The study found that three factors in the Big Five--extraversion, conscientiousness, and neuroticism--have an effect on SWB. This finding is similar to findings in the West, suggesting convergence in the relationship between the Big Five and SWB in different cultural contexts. The research found that only the relationship between extraversion and SWB is partially mediated by job satisfaction, implying that the effect of the Big Five on SWB is mainly direct, rather than indirect via job satisfaction. The study also found that extraversion was the strongest predictor of both job satisfaction and SWB. This finding implies that extraversion could be more important than other factors in the Big Five in predicting job satisfaction and SWB in a "high collectivism" and "high power distance" country such as China. The research findings are discussed in the Chinese cultural context. The study also offers suggestions on the directions for future research.

  17. Recovery Migration after Hurricanes Katrina and Rita: Spatial Concentration and Intensification in the Migration System

    PubMed Central

    Fussell, Elizabeth; DeWaard, Jack

    2015-01-01

    Changes in the human migration systems of Hurricane Katrina- and Rita-affected Gulf of Mexico coastline counties provide an example of how climate change may affect coastal populations. Crude climate change models predict a mass migration of “climate refugees,” but an emerging literature on environmental migration suggests most migration will be short-distance and short-duration within existing migration systems, with implications for the population recovery of disaster-struck places. In this research, we derive a series of hypotheses on recovery migration predicting how the migration system of hurricane-affected coastline counties in the Gulf of Mexico was likely to have changed between the pre-disaster and the recovery periods. We test these hypotheses using data from the Internal Revenue Service on annual county-level migration flows, comparing the recovery period migration system (2007–2009) to the pre-disaster period (1999–2004). By observing county-to-county ties and flows we find that recovery migration was strong, as the migration system of the disaster-affected coastline counties became more spatially concentrated while flows within it intensified and became more urbanized. Our analysis demonstrates how migration systems are likely to be affected by the more intense and frequent storms anticipated by climate change scenarios with implications for the population recovery of disaster-affected places. PMID:26084982

  18. Determinants of Job Satisfaction and Turnover Intent in Home Health Workers: The Role of Job Demands and Resources.

    PubMed

    Jang, Yuri; Lee, Ahyoung A; Zadrozny, Michelle; Bae, Sung-Heui; Kim, Miyong T; Marti, Nathan C

    2017-01-01

    Based on the job demands-resources (JD-R) model, this study explored the impact of job demands (physical injury and racial/ethnic discrimination) and resources (self-confidence in job performance and recognition by supervisor/organization/society) on home health workers' employee outcomes (job satisfaction and turnover intent). Using data from the National Home Health Aide Survey (N = 3,354), multivariate models of job satisfaction and turnover intent were explored. In both models, the negative impact of demands (physical injury and racial/ethnic discrimination) and the positive impact of resources (self-confidence in job performance and recognition by supervisor and organization) were observed. The overall findings suggest that physical injury and discrimination should be prioritized in prevention and intervention efforts to improve home health workers' safety and well-being. Attention also needs to be paid to ways to bolster work-related efficacy and to promote an organizational culture of appreciation and respect. © The Author(s) 2015.

  19. Getting and Holding a Job with an Astronomy Degree

    NASA Astrophysics Data System (ADS)

    Guinan, E. F.

    1995-12-01

    This panel session will focus on a realistic assessment of the current and future employment opportunities for trained Astronomers. The development of strategies for finding worthwhile employment in today's \\it challenging\\ job market. Opportunities both within and without the traditional astronomy fields will be explored. Astronomy degrees can provide a broad training in related physical sciences, mathematics, computers, and innovative, new technologies while honing a person's ability to solve a wide spectrum of difficult and complex problems. With these skills, a number of past and present AAS members have found interesting and rewarding employment outside of mainstream Astronomy and in fields unrelated to Astronomy. This session will: \\hang 1. Summarize the results of the recent job survey conducted among AAS members. \\hang 2. Provide job search information from people who have recently found jobs and from experts who assist people with scientific and technical backgrounds to find jobs. \\hang 3. Focus attention on possible alternative careers.

  20. Findings in 2002 from a help wanted index of job advertisements: is the job-market shortage of diagnostic radiologists easing?

    PubMed

    Saketkhoo, Daniel D; Sunshine, Jonathan H; Covey, Anne M; Forman, Howard P

    2003-08-01

    The goal of this study is to present the most recent data on the diagnostic radiology job market in the United States using a help wanted index of job advertisements. All diagnostic radiology positions advertised in the American Journal of Roentgenology and Radiology from January through December 2002 were coded by practice type, geographic location, and subspecialty. Data were compared with the previously published results from 1991 through 2001. From January through December 2002, 5117 positions were advertised for diagnostic radiologists, representing a 10.4% decrease from 2001. The 12-month rolling average of job advertisements peaked at 488 in February 2002 and dropped to 432 by December 2002, a level not seen since August 2000. In 2002, 42.7% of positions advertised were academic, representing a steady increase from 34.0% in 1999. When comparing the 4-year periods 1999-2002 and 1995-1998, a statistically significant proportional increase was found for positions advertised in the Midwest. Statistically significant relative increases were also observed for the subspecialties of abdominal radiology, mammography, neuroradiology, pediatric radiology, chest radiology, and nuclear medicine. Statistically significant relative decreases were seen in general and vascular and interventional positions. The absolute demand for diagnostic radiologists nationwide appears to have stabilized during 2002, albeit at a level much higher than in previous years, and may be decreasing. A split seems to have appeared in the market between academia and private practice. Current policy should be directed toward increasing the supply of diagnostic radiologists, especially academicians.

  1. Helping Students Find Their Sweet Spot: A Teaching Approach Using the Sales Process to Find Jobs That Fit

    ERIC Educational Resources Information Center

    Allen, Concha K.; Dugan, Riley G.; Popa, Eugen M.; Tarasi, Crina O.

    2017-01-01

    Despite the importance of achieving person-job fit--and the role marketing educators play in developing students for career success--there remains a lack of guidance for faculty as they shepherd students through the career development process. This article details how the seven-stage selling process can be used as a basis for teaching the job…

  2. Job-Related Adult Basic Education. Volume I. Summary and Recommendations. Volume II. Approach and Detailed Findings.

    ERIC Educational Resources Information Center

    System Development Corp., Falls Church, VA.

    The aims of this project have been to collect and analyze information on existing Adult Basic Education (ABE) programs, to identify types of programs which are successful in job-related settings, and to recommend promising new models for job-related ABE. Eighty programs were selected as possible for the study. When it was found impossible to…

  3. Personality Characteristics, Job Stressors, and Job Satisfaction: Main and Interaction Effects on Psychological and Physical Health Conditions of Italian Schoolteachers.

    PubMed

    Zurlo, Maria Clelia; Pes, Daniela; Capasso, Roberto

    2016-08-01

    The study proposed an application of the transactional model of stress in teaching elaborated by Travers and Cooper in 1996, and aimed to investigate the influence of personality characteristics (coping strategies, type A behaviors), situational characteristics (sources of pressure), and perceived job satisfaction in the prediction of teachers' psychophysical health conditions. The Italian version of the Teacher Stress Questionnaire was administered to 621 teachers. Logistic regression was used to evaluate significant main and interaction effects of personality characteristics, situational characteristics, and perceived job satisfaction on teachers' self-reported psychophysical health conditions. The findings highlighted specific coping strategies (focused on the problem, on innovation, and on hobbies and pastimes) and dimensions of job satisfaction (related to intrinsic aspects of job and to employee relations) buffering the negative effects of several job stressors. Type A behaviors and coping strategies focused on mobilized social support, suppression of stress, and not confronting the situation had main and interactions with negative effects on psychophysical health. Findings confirmed the necessity to run multi-factor research to analyze the different combinations of individual and situational variables implicated in negative health outcomes and to highlight the most significant buffering or increasing associations. © The Author(s) 2016.

  4. Getting a Job is Only Half the Battle: Maternal Job Loss and Child Classroom Behavior in Low-Income Families

    PubMed Central

    Hill, Heather D.; Morris, Pamela A.; Castells, Nina; Walker, Jessica Thornton

    2011-01-01

    This study uses data from an experimental employment program and instrumental variables (IV) estimation to examine the effects of maternal job loss on child classroom behavior. Random assignment to the treatment at one of three program sites is an exogenous predictor of employment patterns. Cross-site variation in treatment-control differences is used to identify the effects of employment levels and transitions. Under certain assumptions, this method controls for unobserved correlates of job loss and child well-being, as well as measurement error and simultaneity. IV estimates suggest that maternal job loss sharply increases problem behavior but has neutral effects on positive social behavior. Current employment programs concentrate primarily on job entry, but these findings point to the importance of promoting job stability for workers and their children. PMID:22162901

  5. Job-Related Stress among Mass Communication Faculty.

    ERIC Educational Resources Information Center

    Endres, Fred F.; Wearden, Stanley T.

    1996-01-01

    Questions 600 full-time faculty members teaching journalism and/or mass communication about job-related stress. Finds faculty members suffer from job-related stress; differences exist in the way men and women view, experience, and cope with stress; anxiety and stress are shared by teachers at all grade levels; and times when faculty and students…

  6. Community-wide job loss and teenage fertility: evidence from North Carolina.

    PubMed

    Ananat, Elizabeth Oltmans; Gassman-Pines, Anna; Gibson-Davis, Christina

    2013-12-01

    Using North Carolina data for the period 1990-2010, we estimate the effects of economic downturns on the birthrates of 15- to 19-year-olds, using county-level business closings and layoffs as a plausibly exogenous source of variation in the strength of the local economy. We find little effect of job losses on the white teen birthrate. For black teens, however, job losses to 1 % of the working-age population decrease the birthrate by around 2 %. Birth declines start five months after the job loss and then last for more than one year. Linking the timing of job losses and conceptions suggests that black teen births decline because of increased terminations and perhaps also because of changes in prepregnancy behaviors. National data on risk behaviors also provide evidence that black teens reduce sexual activity and increase contraception use in response to job losses. Job losses seven to nine months after conception do not affect teen birthrates, indicating that teens do not anticipate job losses and lending confidence that job losses are "shocks" that can be viewed as quasi-experimental variation. We also find evidence that relatively advantaged black teens disproportionately abort after job losses, implying that the average child born to a black teen in the wake of job loss is relatively more disadvantaged.

  7. Mastering Life Work Transitions: Using the Internet To Find Your Dream Job.

    ERIC Educational Resources Information Center

    Knox, Deborah L.; Butzel, Sandra S.

    This paper describes a workshop that involves a holistic model for career and lifework planning and a training resource for increasing competency using the Internet for career related job search activity. "Life Work Transitions.com: Putting Your Spirit Online" and its companion Web site offer career changers as well as career counselors…

  8. Job Prospects of 1971 Graduates. Engineering Manpower Bulletin Number 20.

    ERIC Educational Resources Information Center

    Alden, John D.

    Statistics for 33,902 of 1971 engineering graduates were used to describe job prospects of the graduates. Findings include: (1) engineering graduates were largely successful in finding jobs or carrying out other plans; (2) about one out of every five engineering graduates at the bachelor's and master's degree levels had plans to continue full-time…

  9. Job-related motivational factors among Malaysian employees.

    PubMed

    Manshor, Amat Taap; Abdullah, Adilah

    2002-12-01

    This study identified job-related motivational factors among Malaysian employees in several telecommunication companies. Responses were obtained from 1,179 employees at all levels up to senior managers and six different functional divisions, sales and marketing, human resources, finance, technical, information, technology, and support division. All employees were asked to rate the importance of Kovach's 10 job-motivational factors. These factors were good wages, job security, opportunity for career growth in the organization, good working conditions, interesting work, company loyalty to employees, tactful discipline, full appreciation of work done, sympathetic help with personal problems, and feeling of being involved in the organization. The top five factors employees identified as motivating them in their jobs were good wages, job security, company loyalty to employees, good working conditions, and full appreciation for work done. Findings were in accordance with Kovach for U.S. employees, in which the top motivational factors were good wages and job security.

  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. 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

  12. Factors that influence nurses' job satisfaction.

    PubMed

    Ma, Chen-Chung; Samuels, Michael E; Alexander, Judith W

    2003-05-01

    To examine factors affecting the job satisfaction of registered nurses (RNs). A growing recognition of job dissatisfaction among RNs in South Carolina hospitals has contributed to current problems with recruitment and retention. If administrators identify factors influencing RNs' job satisfaction in hospitals and implement strategies to address these factors, RN turnover rates will decrease and recruiting and retention rates will increase. A cross-sectional study of secondary data was designed to identify the individual, work, and geographic factors that impact nursing job satisfaction at the state level. A 27-question self-administered survey was sent to 17,500 RNs in South Carolina with postage-paid envelopes for their responses. Surveys from 3472 nurses were completed anonymously. Univariate statistics were used to describe the study sample. One-way and multivariable Analysis of Variance were used to determine which variables contributed the most to job satisfaction. For about two thirds of the RNs, job satisfaction remained the same or had lessened over the past 2 years. In addition, statistically significant differences were found between job satisfaction and years of service, job position, hospital retirement plan, and geographic area. The findings have implications for nurse managers and hospital administrators for planning and implementing effective health policies that will meet the unique needs of their staffs and organizations. Such research is particularly relevant in this difficult time of nursing shortages throughout the healthcare industry.

  13. Foundations of Job Satisfaction in the Media Industries.

    ERIC Educational Resources Information Center

    DeFleur, Margaret H.

    1992-01-01

    Examines classic sources on job satisfaction, including Adam Smith, Karl Marx, and the Hawthorne studies. Studies the job satisfaction of 1,526 mass communication graduates and compares satisfaction levels across the 9 different media fields. Finds a clear hierarchy of satisfaction within the nine fields. (SR)

  14. Job Satisfaction and Locus of Control in an Academic Setting

    ERIC Educational Resources Information Center

    Stachowiak, Bonni J.

    2010-01-01

    This study explored any relationships that existed between faculty members' locus of control and job satisfaction at a small, private, faith-based university. Two demographic variables were also analyzed in the findings: number of years teaching in higher education and tenure status. The job satisfaction instrument used was the Job in General…

  15. Pre-migration and post-migration factors associated with mental health in humanitarian migrants in Australia and the moderation effect of post-migration stressors: findings from the first wave data of the BNLA cohort study.

    PubMed

    Chen, Wen; Hall, Brian J; Ling, Li; Renzaho, Andre Mn

    2017-03-01

    The process of becoming a humanitarian migrant is potentially damaging to mental health. We examined the association between pre-migration and post-migration potentially traumatic events and stressors and mental health, and assessed the moderating effect of post-migration stressors in humanitarian migrants in Australia. In this study, we used the first wave of data between 2013 and 2014 from the Building a New Life in Australia survey. The survey included 2399 migrants who had arrived in Australia holding a permanent humanitarian visa 3-6 months preceding the survey, with 77% and 23% of participants being granted visas through offshore and onshore humanitarian programmes, respectively. Post-traumatic stress disorder (PTSD) was measured with the Post-traumatic Stress Disorder 8 items (PTSD-8) and severe mental illness was measured with the Kessler Screening Scale for Psychological Distress (K6). Pre-migration potentially traumatic events and post-migration stressors related to asylum process and resettlement were measured with a self-reported questionnaire. Of the 2399 participants, 762 (31%; 95% CI 29·4-33·2) had PTSD and 394 (16%; 95% CI 14·2-17·2) had severe mental illness. The mean number of pre-migration potentially traumatic events was 2·1 (SD 1·4). 64%, 59%, 49%, and 18% of participants reported poor social integration, economic problems, worrying about family or friends overseas, and loneliness as post-migration stressors. Pre-migration potentially traumatic events and post-migration stressors were positively associated with PTSD and severe mental illness. Factors significantly modifying the association between pre-migration potentially traumatic events and mental health after controlling for confounding factors were resettlement related stressors, including loneliness (odds ratio 1·17, 95% CI 1·05-1·28 for PTSD and 1·28, 1·16-1·41 for severe mental illness) and the number of social integration stressors (1·10, 1·05-1·16 for PTSD). Our data

  16. Is Job Control a Double-Edged Sword? A Cross-Lagged Panel Study on the Interplay of Quantitative Workload, Emotional Dissonance, and Job Control on Emotional Exhaustion.

    PubMed

    Konze, Anne-Kathrin; Rivkin, Wladislaw; Schmidt, Klaus-Helmut

    2017-12-20

    Previous meta-analytic findings have provided ambiguous evidence on job control as a buffering moderator of the adverse impact of job demands on psychological well-being. To disentangle these mixed findings, we examine the moderating effect of job control on the adverse effects of quantitative workload and emotional dissonance as distinct work-related demands on emotional exhaustion over time. Drawing on the job demands-control model, the limited strength model of self-control, and the matching principle we propose that job control can facilitate coping with work-related demands but at the same time may also require employees' self-control. Consequently, we argue that job control buffers the adverse effects of quantitative workload while it reinforces the adverse effects of emotional dissonance, which also necessitates self-control. We examine the proposed relations among employees from an energy supplying company ( N = 139) in a cross-lagged panel study with a six-month time lag. Our results demonstrate a mix of causal and reciprocal effects of job characteristics on emotional exhaustion over time. Furthermore, as suggested, our data provides evidence for contrasting moderating effects of job control. That is, job control buffers the adverse effects of quantitative workload while it reinforces the adverse effects of emotional dissonance on emotional exhaustion.

  17. Is Job Control a Double-Edged Sword? A Cross-Lagged Panel Study on the Interplay of Quantitative Workload, Emotional Dissonance, and Job Control on Emotional Exhaustion

    PubMed Central

    Rivkin, Wladislaw; Schmidt, Klaus-Helmut

    2017-01-01

    Previous meta-analytic findings have provided ambiguous evidence on job control as a buffering moderator of the adverse impact of job demands on psychological well-being. To disentangle these mixed findings, we examine the moderating effect of job control on the adverse effects of quantitative workload and emotional dissonance as distinct work-related demands on emotional exhaustion over time. Drawing on the job demands-control model, the limited strength model of self-control, and the matching principle we propose that job control can facilitate coping with work-related demands but at the same time may also require employees’ self-control. Consequently, we argue that job control buffers the adverse effects of quantitative workload while it reinforces the adverse effects of emotional dissonance, which also necessitates self-control. We examine the proposed relations among employees from an energy supplying company (N = 139) in a cross-lagged panel study with a six-month time lag. Our results demonstrate a mix of causal and reciprocal effects of job characteristics on emotional exhaustion over time. Furthermore, as suggested, our data provides evidence for contrasting moderating effects of job control. That is, job control buffers the adverse effects of quantitative workload while it reinforces the adverse effects of emotional dissonance on emotional exhaustion. PMID:29261116

  18. The role of workaholism in the job demands-resources model.

    PubMed

    Molino, Monica; Bakker, Arnold B; Ghislieri, Chiara

    2016-07-01

    The present study tries to gain more insight in workaholism by investigating its antecedents and consequences using the job demands-resources model. We hypothesized that job demands would be positively related to workaholism, particularly when job resources are low. In addition, we hypothesized that workaholism would be positively related to negative outcomes in three important life domains: health, family, and work. The research involved 617 Italian workers (employees and self-employed). To test the hypotheses we applied structural equation modeling (SEM) and moderated structural equation modeling (MSEM) using Mplus 6. The results of SEM showed a good model where workload, cognitive demands, emotional demands, and customer-related social stressors were positively related to workaholism and work-family conflict (WFC) (partial mediation). Additionally, workaholism was indirectly related to exhaustion and intentions to change jobs through WFC. Moreover, MSEM analyses confirmed that job resources (job security and opportunities for development) buffered the relationship between job demands and workaholism. Particularly, the interaction effects were statistically significant in five out of eight combinations. These findings suggest that workaholism is a function of a suboptimal work environment and predicts unfavorable employee outcomes. We discuss the theoretical and practical implications of these findings.

  19. Job Strategies for Professionals. A Survival Guide for Experienced White-Collar Workers.

    ERIC Educational Resources Information Center

    Farr, J. Michael, Ed.

    This book, aimed at college-educated professional people, contains nine chapters covering job loss and strategies for finding new employment. Originally published by the U.S. Employment Service under the title "Job Search Guide: Strategies for Professionals," the guide presents an overview of the job search, including handling job loss, managing…

  20. Tips for a physician in getting the right job, part XXIII: starting a new job.

    PubMed

    Harolds, Jay A

    2015-06-01

    After signing a contract, the new doctor has much to do before starting work, such as licensing, credentialing, finding a new home, and moving. There are important tips for a new physician in doing well in a job, such as asking for frequent feedback, doing at least one's share of the work, being at the job and available when expected, being sensitive and helpful to the needs of patients and members of the health care team, cultivating relationships, and in some cases, marketing.

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

    PubMed

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

    2008-10-01

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

  2. Good jobs, good pay, better health? The effects of job quality on health among older European workers.

    PubMed

    Henseke, Golo

    2018-01-01

    Using data from the Survey of Health, Ageing and Retirement in Europe, this study presents new evidence on the effects of job quality on the occurrence of severe acute conditions, the level of cardiovascular risk factors, musculoskeletal disorders, mental health, functional disabilities and self-assessed health among workers aged 50+. By combining intrinsic job quality with job insecurity and pay the study maps out multiple potential pathways through which work may affect health and well-being. Levering longitudinal data and external information on early retirement ages allows for accounting of unobserved heterogeneity, selection bias and reverse causality. The empirical findings suggest that inequities in health correlate with inequities in job quality, though a substantial fraction of these associations reflect time-constant unobserved heterogeneity. Still, there is evidence for genuine protective effects of better jobs on musculoskeletal disorders, mental health and general health. The effect could contribute to a substantial number of avoidable disorders among older workers, despite relatively modest effect sizes at the level of individuals. Mental health, in particular, responds to changes in job quality. Selection bias such as the healthy worker effect does not alter the results. But the influence of job quality on health may be transitional among older workers. An in-depth analysis of health dynamics reveals no evidence for persistence.

  3. Job satisfaction among hospital nurses: a longitudinal study.

    PubMed Central

    Weisman, C S; Alexander, C S; Chase, G A

    1980-01-01

    Data from a two-wave panel study of staff nurses in two hospitals are used to assess the relative importance of several types of independent variables as determinants of job satisfaction. Both organizational and nonorganizational determinants are examined, with the formed including both perceptual and structural measures. Job satisfaction is measured in two ways using both Overall and Multi-Facet indicators. The independent variables were measured five months before the dependent variables were measured in order to attenuate contamination problems. Findings indicate that perceptions of job and nursing unit attributes, particularly autonomy and task delegation, predict satisfaction most strongly. In addition, a nurse's own characteristics are found to be more important than either structural attributes of nursing units or job characteristics in predicting job satisfaction. PMID:7461970

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

    ERIC Educational Resources Information Center

    Fornes, Sandra L.

    2008-01-01

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

  5. Bus operators' responses to job strain: An experimental test of the job demand-control model.

    PubMed

    Cendales-Ayala, Boris; Useche, Sergio Alejandro; Gómez-Ortiz, Viviola; Bocarejo, Juan Pablo

    2017-10-01

    The research aim was to test the Job Demand-Control (JDC) Model demands × Control interaction (or buffering) hypothesis in a simulated bus driving experiment. The buffering hypothesis was tested using a 2 (low and high demands) × 2 (low and high decision latitude) design with repeated measures on the second factor. A sample of 80 bus operators were randomly assigned to the low (n = 40) and high demands (n = 40) conditions. Demands were manipulated by increasing or reducing the number of stops to pick up passengers, and decision latitude by imposing or removing restrictions on the Rapid Transit Bus (BRT) operators' pace of work. Outcome variables include physiological markers (heart rate [HR], heart rate variability [HRV], breathing rate [BR], electromyography [EMG], and skin conductance [SC]), objective driving performance and self-report measurements of psychological wellbeing (psychological distress, interest/enjoyment [I/E], perceived competence, effort/importance [E/I], and pressure/tension [P/T]). It was found that job decision latitude moderates the effect of job demands on both physiological arousal (BR: F(1, 74) = 4.680, p = .034, SC: F(1, 75) = 6.769, p = .011, and EMG: F(1, 75) = 6.550, p = .013) and psychological well-being (P/T: F(1, 75) = 4.289, p = .042 and I/E: F(1, 74) = 4.548, p = .036). Consistently with the JDC model buffering hypothesis, the experimental findings suggest that increasing job decision latitude can moderate the negative effect of job demands on different psychophysiological outcomes. This finding is useful for designing organizational and clinical interventions in an occupational group at high risk of work stress-related disease. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  6. Relationships between job organisational factors, biomechanical and psychosocial exposures.

    PubMed

    Bao, Stephen S; Kapellusch, Jay M; Merryweather, Andrew S; Thiese, Matthew S; Garg, Arun; Hegmann, Kurt T; Silverstein, Barbara A

    2016-01-01

    The relationships between work organisational, biomechanical and psychosocial factors were studied using cross-sectional data from a pooled dataset of 1834 participants. The work organisational factors included: job rotation, overtime work, having second jobs and work pace. Task and job level biomechanical variables were obtained through sub-task data collected in the field or analysed in the laboratory. Psychosocial variables were collected based on responses to 10 questions. The results showed that job rotations had significant effects on all biomechanical and most psychosocial measures. Those with job rotations generally had higher job biomechanical stressors, and lower job satisfaction. Overtime work was associated with higher job biomechanical stressors, and possibly self-reported physical exhaustion. Those having second jobs reported getting along with co-workers well. Work pace had significant influences on all biomechanical stressors, but its impact on job biomechanical stressors and psychosocial effects are complicated. The findings are based on a large number of subjects collected by three research teams in diverse US workplaces. Job rotation practices used in many workplaces may not be effective in reducing job biomechanical stressors for work-related musculoskeletal disorders. Overtime work is also associated with higher biomechanical stressors.

  7. Marital Status, Gender, and Home-to-Job Conflict Among Employed Parents

    PubMed Central

    Nomaguchi, Kei M.

    2012-01-01

    Although researchers argue that single parents perceive more work-family conflict than married parents, little research has examined nuances in such differences. Using data from the 2002 National Study of Changing Workforce (N = 1,430), this study examines differences in home-to-job conflict by marital status and gender among employed parents. Findings indicate that single mothers feel more home-to-job conflict than single fathers, married mothers, and married fathers. Some predictors of home-to-job conflict vary by marital status and gender. Job pressure is related to home-to-job conflict more for single parents than for married parents. Age of children is related to conflict for single fathers only. Whereas an unsupportive workplace culture is related to conflict, especially for married fathers, the lack of spouses’ share of domestic responsibilities is related to conflict, especially for married mothers. These findings indicate that marital status and gender create distinct contexts that shape employed parents’ perceived home-to-job conflict. PMID:23155301

  8. Marital Status, Gender, and Home-to-Job Conflict Among Employed Parents.

    PubMed

    Nomaguchi, Kei M

    2012-03-01

    Although researchers argue that single parents perceive more work-family conflict than married parents, little research has examined nuances in such differences. Using data from the 2002 National Study of Changing Workforce (N = 1,430), this study examines differences in home-to-job conflict by marital status and gender among employed parents. Findings indicate that single mothers feel more home-to-job conflict than single fathers, married mothers, and married fathers. Some predictors of home-to-job conflict vary by marital status and gender. Job pressure is related to home-to-job conflict more for single parents than for married parents. Age of children is related to conflict for single fathers only. Whereas an unsupportive workplace culture is related to conflict, especially for married fathers, the lack of spouses' share of domestic responsibilities is related to conflict, especially for married mothers. These findings indicate that marital status and gender create distinct contexts that shape employed parents' perceived home-to-job conflict.

  9. Job Strategies for Urban Youth. Sixteen Pilot Programs for Action.

    ERIC Educational Resources Information Center

    Work in America Inst., Scarsdale, NY.

    Developed by a study concerned with urban youth unemployment, this report provides descriptions of sixteen pilot projects intended to find or create unsubsidized jobs for youth, help them prepare for these jobs, and bring youth and jobs together. Based on the theme that unemployment results not from lack of will to work but from lack of…

  10. Is the Job Satisfaction Survey a good tool to measure job satisfaction amongst health workers in Nepal? Results of a validation analysis.

    PubMed

    Batura, Neha; Skordis-Worrall, Jolene; Thapa, Rita; Basnyat, Regina; Morrison, Joanna

    2016-07-27

    Job satisfaction is an important predictor of an individual's intention to leave the workplace. It is increasingly being used to consider the retention of health workers in low-income countries. However, the determinants of job satisfaction vary in different contexts, and it is important to use measurement methods that are contextually appropriate. We identified a measurement tool developed by Paul Spector, and used mixed methods to assess its validity and reliability in measuring job satisfaction among maternal and newborn health workers (MNHWs) in government facilities in rural Nepal. We administered the tool to 137 MNHWs and collected qualitative data from 78 MNHWs, and district and central level stakeholders to explore definitions of job satisfaction and factors that affected it. We calculated a job satisfaction index for all MNHWs using quantitative data and tested for validity, reliability and sensitivity. We conducted qualitative content analysis and compared the job satisfaction indices with qualitative data. Results from the internal consistency tests offer encouraging evidence of the validity, reliability and sensitivity of the tool. Overall, the job satisfaction indices reflected the qualitative data. The tool was able to distinguish levels of job satisfaction among MNHWs. However, the work environment and promotion dimensions of the tool did not adequately reflect local conditions. Further, community fit was found to impact job satisfaction but was not captured by the tool. The relatively high incidence of missing responses may suggest that responding to some statements was perceived as risky. Our findings indicate that the adapted job satisfaction survey was able to measure job satisfaction in Nepal. However, it did not include key contextual factors affecting job satisfaction of MNHWs, and as such may have been less sensitive than a more inclusive measure. The findings suggest that this tool can be used in similar settings and populations, with the

  11. Health Selection, Migration, and HIV Infection in Malawi.

    PubMed

    Anglewicz, Philip; VanLandingham, Mark; Manda-Taylor, Lucinda; Kohler, Hans-Peter

    2018-04-27

    Despite its importance in studies of migrant health, selectivity of migrants-also known as migration health selection-has seldom been examined in sub-Saharan Africa (SSA). This neglect is problematic because several features of the context in which migration occurs in SSA-very high levels of HIV, in particular-differ from contextual features in regions that have been studied more thoroughly. To address this important gap, we use longitudinal panel data from Malawi to examine whether migrants differ from nonmigrants in pre-migration health, assessed via SF-12 measures of mental and physical health. In addition to overall health selection, we focus on three more-specific factors that may affect the relationship between migration and health: (1) whether migration health selection differs by destination (rural-rural, rural-town, and rural-urban), (2) whether HIV infection moderates the relationship between migration and health, and (3) whether circular migrants differ in pre-migration health status. We find evidence of the healthy migrant phenomenon in Malawi, where physically healthier individuals are more likely to move. This relationship varies by migration destination, with healthier rural migrants moving to urban and other rural areas. We also find interactions between HIV-infected status and health: HIV-infected women moving to cities are physically healthier than their nonmigrant counterparts.

  12. What types of jobs do people with disabilities want?

    PubMed

    Ali, Mohammad; Schur, Lisa; Blanck, Peter

    2011-06-01

    Do non-employed people with disabilities want to work, and if so, what types of jobs do they want? Researchers seeking to explain the low employment rate among people with disabilities have focused primarily on skill gaps, employment disincentives from disability income, accommodation mandates, and (to a lesser extent) employer attitudes and unwelcoming corporate cultures. There has been little attention paid to the attitudes of non-employed people with disabilities. This paper uses the 2006 General Social Survey, a representative national survey of US adults that has disability information and a special supplement on worker preferences, to examine the above question. We find that, relative to their non-disabled counterparts, non-employed people with disabilities are (a) as likely to want a job but less likely to be actively searching, (b) as likely to have prior job experience, and (c) similar in their views of the importance of income, job security, and other valued job characteristics. The results, which vary little by type of impairment, indicate that the low employment rate of people with disabilities is not due to their reluctance to work or different job preferences. Combined with evidence that a large share of new jobs can be performed by people with disabilities, the findings point toward the value of dismantling barriers to employment facing many people with disabilities.

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

    PubMed

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

    2014-01-01

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

  14. Determinants of spring migration departure decision in a bat.

    PubMed

    Dechmann, Dina K N; Wikelski, M; Ellis-Soto, D; Safi, K; O'Mara, M Teague

    2017-09-01

    Migratory decisions in birds are closely tied to environmental cues and fat stores, but it remains unknown if the same variables trigger bat migration. To learn more about the rare phenomenon of bat migration, we studied departure decisions of female common noctules ( Nyctalus noctula ) in southern Germany. We did not find the fattening period that modulates departure decisions in birds. Female noctules departed after a regular evening foraging session, uniformly heading northeast. As the day of year increased, migratory decisions were based on the interactions among wind speed, wind direction and air pressure. As the migration season progressed, bats were likely to migrate on nights with higher air pressure and faster tail winds in the direction of travel, and also show high probability of migration on low-pressure nights with slow head winds. Common noctules thus monitor complex environmental conditions to find the optimal migration night. © 2017 The Authors.

  15. 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.

  16. What Comes First, Job Burnout or Secondary Traumatic Stress? Findings from Two Longitudinal Studies from the U.S. and Poland.

    PubMed

    Shoji, Kotaro; Lesnierowska, Magdalena; Smoktunowicz, Ewelina; Bock, Judith; Luszczynska, Aleksandra; Benight, Charles C; Cieslak, Roman

    2015-01-01

    This longitudinal research examined the directions of the relationships between job burnout and secondary traumatic stress (STS) among human services workers. In particular, using cross-lagged panel design, we investigated whether job burnout predicts STS at 6-month follow up or whether the level of STS symptoms explains job burnout at 6-month follow-up. Participants in Study 1 were behavioral or mental healthcare providers (N = 135) working with U.S. military personnel suffering from trauma. Participants in Study 2 were healthcare providers, social workers, and other human services professions (N = 194) providing various types of services for civilian trauma survivors in Poland. The cross-lagged analyses showed consistent results for both longitudinal studies; job burnout measured at Time 1 led to STS at Time 2, but STS assessed at Time 1 did not lead to job burnout at Time 2. These results contribute to a discussion on the origins of STS and job burnout among human services personnel working in highly demanding context of work-related secondary exposure to traumatic events and confirm that job burnout contributes to the development of STS.

  17. The Role of Social Networks in the Teacher Job Search Process

    ERIC Educational Resources Information Center

    Cannata, Marisa

    2011-01-01

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

  18. Recurrent job loss and mental health among women.

    PubMed

    Nuttman-Shwartz, Orit; Gadot, Limor; Kacen, Lea

    2009-06-01

    Growing instability in the labor market has led to an increase in recurrent job loss, which primarily affects women (Tamir, 2007). Numerous studies have shown that job loss is a stressful, traumatic experience that has consequences for the individuals who are laid off. However, few studies have examined how recurrent job loss affects individuals. The present study of 134 Israeli women aged 30-45 years aimed to examine how recurrent job loss affected individual women's perceptions of the event and the extent to which it generated emotional stress and psychiatric symptoms. Most of the women perceived job loss as a challenging event and their assessments of job loss had a stronger impact on the development of mental health consequences than did the number of times they had actually been laid off. The more the women perceived job loss as threatening, the more they reported emotional stress and psychiatric symptoms. Conversely, the more they perceived job loss as challenging, the lower their levels of emotional stress. Never-married women were laid-off more, and they reported more mental health symptoms following recurrent job loss than did married women. The findings suggest that perception of job loss as a threatening event might cause mental health problems as results of lay-off.

  19. 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

  20. Updated findings from a help wanted index of job advertisements and an analysis of the policy implications: is the job-market shortage for diagnostic radiologists stabilizing?

    PubMed

    Saketkhoo, Daniel D; Covey, Anne M; Sunshine, Jonathan; Forman, Howard P

    2002-10-01

    The goal of our study is to present the most recent data on the diagnostic radiology job market in the United States using a help wanted index of job advertisements. All diagnostic radiology jobs advertised in the American Journal of Roentgenology and Radiology between January 2000 and December 2001 were coded by practice type, geographic location, and subspecialty and were compared with the previously published results from 1991 through 1999. From January 1999 through December 2001, 15,205 positions were advertised for diagnostic radiologists, representing a 284% average per-month increase as compared with the previous 4-year period. The 12-month rolling average of job advertisements peaked in June 2001 at 476 and has since stabilized. Thirty-six percent of positions advertised were academic, identical to the proportion found from 1995 to 1998. A statistically significant relative increase in jobs advertised was noted in the Midwest, and relative decreases were seen in the Northeast, Northwest, Southwest, and (most recently) California. Statistically significant relative decreases were also observed in the number of general radiology, vascular and interventional, and emergency radiology positions. The demand for mammographers, pediatric radiologists, neuroradiologists, abdominal imagers, and chest radiologists all exhibited statistically significant relative increases. The absolute demand for both private and academic radiologists continued to grow throughout the country and in all subspecialties, but the pace of increase has slowed dramatically during the past 12 months, especially in the western United States. Current policy should be directed toward training for the areas of greatest need.

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

    PubMed Central

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

    2016-01-01

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

  2. Relational energy at work: Implications for job engagement and job performance.

    PubMed

    Owens, Bradley P; Baker, Wayne E; Sumpter, Dana McDaniel; Cameron, Kim S

    2016-01-01

    Energy is emerging as a topic of importance to organizations, yet we have little understanding of how energy can be useful at an interpersonal level toward achieving workplace goals. We present the results of 4 studies aimed at developing, validating, and testing the relational energy construct. In Study 1, we report qualitative insights from 64 individuals about the experience and functioning of relational energy in the workplace. Study 2 draws from 3 employee samples to conduct exploratory and confirmatory factor analyses on a measure of relational energy, differentiating relational energy from related constructs. To test the predictive validity of the new relational energy scale, Study 3 comprises data from employees rating the level of relational energy they experienced during interactions with their leaders in a health services context. Results showed that relational energy employees experienced with their leaders at Time 1 predicted job engagement at Time 2 (1 month later), while controlling for the competing construct of perceived social support. Study 4 shows further differentiation of relational energy from leader-member exchange (LMX), replicates the positive relationship between relational energy (Time 1) and job engagement (Time 2), and shows that relational energy is positively associated with employee job performance (Time 3) through the mechanism of job engagement. We discuss the theoretical implications of our findings and highlight areas for future research. (c) 2016 APA, all rights reserved).

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

    PubMed

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

    2018-04-01

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

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

    PubMed

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

    2014-12-01

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

  5. 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

  6. Autonomy and job satisfaction for a sample of Greek teachers.

    PubMed

    Koustelios, Athanasios D; Karabatzaki, Despina; Kousteliou, Ioanna

    2004-12-01

    Analysing the relation between Job Satisfaction and Autonomy in a sample of 300 Greek teachers (114 men and 186 women, 28 to 59 years old) from primary and secondary schools, showed statistically significant positive correlations between Job Satisfaction and Autonomy. Particularly, Autonomy was correlated with Job Itself (.21), Supervision (.22), and the Organizational as a Whole (.27), aspects of Job Satisfaction. Findings are in line with previous studies conducted in different cultural contexts. Percent common variance accounted for is small.

  7. Empirical research on international environmental migration: a systematic review.

    PubMed

    Obokata, Reiko; Veronis, Luisa; McLeman, Robert

    2014-01-01

    This paper presents the findings of a systematic review of scholarly publications that report empirical findings from studies of environmentally-related international migration. There exists a small, but growing accumulation of empirical studies that consider environmentally-linked migration that spans international borders. These studies provide useful evidence for scholars and policymakers in understanding how environmental factors interact with political, economic and social factors to influence migration behavior and outcomes that are specific to international movements of people, in highlighting promising future research directions, and in raising important considerations for international policymaking. Our review identifies countries of migrant origin and destination that have so far been the subject of empirical research, the environmental factors believed to have influenced these migrations, the interactions of environmental and non-environmental factors as well as the role of context in influencing migration behavior, and the types of methods used by researchers. In reporting our findings, we identify the strengths and challenges associated with the main empirical approaches, highlight significant gaps and future opportunities for empirical work, and contribute to advancing understanding of environmental influences on international migration more generally. Specifically, we propose an exploratory framework to take into account the role of context in shaping environmental migration across borders, including the dynamic and complex interactions between environmental and non-environmental factors at a range of scales.

  8. The relationship between job satisfaction and job factors in industrial work design: a case study of the automotive industries in Malaysia.

    PubMed

    Dawal, Siti Zawiah M; Taha, Z

    2004-12-01

    A survey was conducted to investigate the relationship between job satisfaction and job factors that affect work design in two automotives manufacturing companies in Malaysia. A set of multiple choices questionnaires was developed and data were collected by interviewing the employees at the production plant. Hundred and seventy male subjects between the ages of 18 to 40 years with the mean age of 26.8 and SD of 5.3 years and mean work experience of 6.5 and SD of 4.9 years took part in the survey. The survey focused on job factors, i.e. skill variety, task identity, task significance, autonomy and feedback. The results support the previous findings that job factors are significantly correlated to job satisfaction. Furthermore, it also highlights the significant influence of age, work experience and marital status.

  9. Understanding Health Workers’ Job Preferences to Improve Rural Retention in Timor-Leste: Findings from a Discrete Choice Experiment

    PubMed Central

    Smitz, Marc-Francois; Witter, Sophie; Lemiere, Christophe; Eozenou, Patrick Hoang-Vu; Lievens, Tomas; Zaman, Rashid U.; Engelhardt, Kay; Hou, Xiaohui

    2016-01-01

    Background Timor-Leste built its health workforce up from extremely low levels after its war of independence, with the assistance of Cuban training, but faces challenges as the first cohorts of doctors will shortly be freed from their contracts with government. Retaining doctors, nurses and midwives in remote areas requires a good understanding of health worker preferences. Methods The article reports on a discrete choice experiment (DCE) carried out amongst 441 health workers, including 173 doctors, 150 nurses and 118 midwives. Qualitative methods were conducted during the design phase. The attributes which emerged were wages, skills upgrading/specialisation, location, working conditions, transportation and housing. Findings One of the main findings of the study is the relative lack of importance of wages for doctors, which could be linked to high intrinsic motivation, perceptions of having an already highly paid job (relative to local conditions), and/or being in a relatively early stage of their career for most respondents. Professional development provides the highest satisfaction with jobs, followed by the working conditions. Doctors with less experience, males and the unmarried are more flexible about location. For nurses and midwives, skill upgrading emerged as the most cost effective method. Conclusions The study is the first of its kind conducted in Timor-Leste. It provides policy-relevant information to balance financial and non-financial incentives for different cadres and profiles of staff. It also augments a thin literature on the preferences of working doctors (as opposed to medical students) in low and middle income countries and provides insights into the ability to instil motivation to work in rural areas, which may be influenced by rural recruitment and Cuban-style training, with its emphasis on community service. PMID:27846242

  10. What Comes First, Job Burnout or Secondary Traumatic Stress? Findings from Two Longitudinal Studies from the U.S. and Poland

    PubMed Central

    Shoji, Kotaro; Lesnierowska, Magdalena; Smoktunowicz, Ewelina; Bock, Judith; Luszczynska, Aleksandra; Benight, Charles C.; Cieslak, Roman

    2015-01-01

    This longitudinal research examined the directions of the relationships between job burnout and secondary traumatic stress (STS) among human services workers. In particular, using cross-lagged panel design, we investigated whether job burnout predicts STS at 6-month follow up or whether the level of STS symptoms explains job burnout at 6-month follow-up. Participants in Study 1 were behavioral or mental healthcare providers (N = 135) working with U.S. military personnel suffering from trauma. Participants in Study 2 were healthcare providers, social workers, and other human services professions (N = 194) providing various types of services for civilian trauma survivors in Poland. The cross-lagged analyses showed consistent results for both longitudinal studies; job burnout measured at Time 1 led to STS at Time 2, but STS assessed at Time 1 did not lead to job burnout at Time 2. These results contribute to a discussion on the origins of STS and job burnout among human services personnel working in highly demanding context of work-related secondary exposure to traumatic events and confirm that job burnout contributes to the development of STS. PMID:26305222

  11. 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.

  12. An ethnographic study of job seeking among people with severe mental illness.

    PubMed

    Alverson, Hoyt; Carpenter, Elizabeth; Drake, Robert E

    2006-01-01

    An ethnographic study employing intensive participant observation methods identified critical differences in styles of searching for competitive employment among people with severe mental illness and explored the social/cultural correlates of these job-seeking styles. Propensity for active job seeking was strongly associated with younger age, with participants' involvement in interdependent kin networks or households, with ethno-racial minority background, and with capacity for coherent discourse. Active job seekers did particularly well in a supported employment program, but also were able to find employment when assigned to other programs; passive job seekers had little success in any vocational program. The authors discuss several implications of these findings for vocational services.

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

    ERIC Educational Resources Information Center

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

    2006-01-01

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

  14. Examining Pre-migration Health Among Filipino Nurses

    PubMed Central

    de Castro, A. B.; Gee, Gilbert; Fujishiro, Kaori; Rue, Tessa

    2014-01-01

    The healthy immigrant hypothesis asserts that immigrants arrive in the receiving country healthier than same race/ethnic counterparts born there. Contemporary research, however, has not evaluated pre-migration health among migrants, nor has explicitly considered comparisons with non-migrants in the country of origin. Pre-migration health was examined among 621 Filipino nurses, including self-reported physical health, mental health, health behaviors, and social stress. Measures were compared by intention to migrate and also tested as predictors of actual migration using time-to-event analysis. Nurses intending to migrate had higher proportion of depression and reported higher general perceived stress compared to those not. Predictors of actual migration included age, mentally unhealthy days, social strain, and social support. Physical health and health behavior measures had no association with migration intention or actual migration. Findings suggest that, relative to those not intending to migrate, nurses intending to migrate have worse mental health status and social stress; and, do not have a physical health advantage. Future research must span the pre- to post-migration continuum to better understand the impact of moving from one country to another on health and well-being. PMID:25385090

  15. Examining Pre-migration Health Among Filipino Nurses.

    PubMed

    de Castro, A B; Gee, Gilbert; Fujishiro, Kaori; Rue, Tessa

    2015-12-01

    The healthy immigrant hypothesis asserts that immigrants arrive in the receiving country healthier than same race/ethnic counterparts born there. Contemporary research, however, has not evaluated pre-migration health among migrants, nor has explicitly considered comparisons with non-migrants in the country of origin. Pre-migration health was examined among 621 Filipino nurses, including self-reported physical health, mental health, health behaviors, and social stress. Measures were compared by intention to migrate and also tested as predictors of actual migration using time-to-event analysis. Nurses intending to migrate had higher proportion of depression and reported higher general perceived stress compared to those not. Predictors of actual migration included age, mentally unhealthy days, social strain, and social support. Physical health and health behavior measures had no association with migration intention or actual migration. Findings suggest that, relative to those not intending to migrate, nurses intending to migrate have worse mental health status and social stress; and, do not have a physical health advantage. Future research must span the pre- to post-migration continuum to better understand the impact of moving from one country to another on health and well-being.

  16. Positive-spillover effects from job to home: a closer look.

    PubMed

    Barnett, R C; Marshall, N L; Sayer, A

    1992-01-01

    What is the association between subjective experiences in two roles, employee and mother, and women's psychological distress? Previous research indicated that employed mothers with troubled mother-child relationships reported high levels of psychological distress, unless they were in rewarding jobs. In this paper, using data from the same sample of 228 employed mothers, we explored further the above finding by addressing two related questions: (1) which job rewards mitigate the relationship between parent-role quality and psychological distress?; and (2) which parental concerns are buffered by these stress mitigators? The main finding was that having a rewarding job per se did not automatically serve as a parent-stress mitigator. Although several job-reward factors (e.g., Helping Others at Work, Challenge), were associated with reports of low distress, Challenge was the only job-reward factor that mitigated parental stress. Thus, the previously reported positive-spillover effect from work to home was attributable to the presence of rewards from challenging work. However, Challenge buffers only particular parent concerns. For employed mothers, a job high in rewards from Challenge mitigates the distress associated with Disaffection (not Burden or Safety) in their relationships with their children.

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

    PubMed

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

    2014-07-01

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

  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. Computer models of social processes: the case of migration.

    PubMed

    Beshers, J M

    1967-06-01

    The demographic model is a program for representing births, deaths, migration, and social mobility as social processes in a non-stationary stochastic process (Markovian). Transition probabilities for each age group are stored and then retrieved at the next appearance of that age cohort. In this way new transition probabilities can be calculated as a function of the old transition probabilities and of two successive distribution vectors.Transition probabilities can be calculated to represent effects of the whole age-by-state distribution at any given time period, too. Such effects as saturation or queuing may be represented by a market mechanism; for example, migration between metropolitan areas can be represented as depending upon job supplies and labor markets. Within metropolitan areas, migration can be represented as invasion and succession processes with tipping points (acceleration curves), and the market device has been extended to represent this phenomenon.Thus, the demographic model makes possible the representation of alternative classes of models of demographic processes. With each class of model one can deduce implied time series (varying parame-terswithin the class) and the output of the several classes can be compared to each other and to outside criteria, such as empirical time series.

  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 strain as a risk factor for the onset of type 2 diabetes mellitus: findings from the MONICA/KORA Augsburg cohort study.

    PubMed

    Huth, Cornelia; Thorand, Barbara; Baumert, Jens; Kruse, Johannes; Emeny, Rebecca Thwing; Schneider, Andrea; Meisinger, Christa; Ladwig, Karl-Heinz

    2014-09-01

    To examine whether job strain is associated with an increased risk of subsequent Type 2 diabetes mellitus (T2DM) development in a population-based study of men and women. Data were derived from the prospective MONICA/KORA Augsburg study. We investigated 5337 working participants aged 29 to 66 years without diabetes at one of the three baseline surveys. Job strain was measured by the Karasek job content questionnaire. High job strain was defined by the quadrant approach, where high job demands combined with low job control were classified as high job strain. Continuous job strain (quotient of job demands divided by job control) was additionally analyzed as sensitivity analysis. Hazard ratios (HRs) were estimated using multivariable Cox proportional hazards models with adjustment for age, sex, survey, socioeconomic and life-style variables, parental history of diabetes, and body mass index. During a median follow-up of 12.7 years, 291 incident cases of T2DM were observed. The participants with high job strain at baseline had a 45% higher fully adjusted risk to develop T2DM than did those with low job strain (HR = 1.45 [95% confidence interval = 1.00-2.10], p = .048). On the continuous scale, more severe job strain in the magnitude of 1 standard deviation corresponded to a 12% increased fully adjusted T2DM risk (HR = 1.12 [95% confidence interval = 1.00-1.25], p = .045). Men and women who experience high job strain are at higher risk for developing T2DM independently of traditional risk factors. Preventive strategies to combat the globally increasing T2DM epidemic should take into consideration the adverse effects of high strain in the work environment.

  2. Job stress, recognition, job performance and intention to stay at work among Jordanian hospital nurses.

    PubMed

    AbuAlRub, Raeda Fawzi; Al-Zaru, Ibtisam Moawiah

    2008-04-01

    To investigate: (1) relationships between job stress, recognition of nurses' performance, job performance and intention to stay among hospital nurses; and (2) the buffering effect of recognition of staff performance on the 'stress-intention to stay at work' relationship. Workplace stress tremendously affects today's workforce. Recognition of nurses' performance needs further investigation to determine if it enhances the level of intention to stay at work and if it can buffer the negative effects of stress on nurses' intention to stay at work. The sample of the present study was a convenience one. It consisted of 206 Jordanian staff nurses who completed a structured questionnaire. The findings of the study indicated a direct and a buffering effect of recognition of nurses' performance on job stress and the level of intention to stay at work. The results of the study indicated the importance of recognition for outstanding performance as well as achievements. Implications for nursing management The results of this study support the need to focus on the implementation of recognition strategies in the workplace to reduce job stress and enhance retention.

  3. Empowering leadership and job crafting: The role of employee optimism.

    PubMed

    Thun, Sylvi; Bakker, Arnold B

    2018-06-08

    The objective of this study was to test the relationship between empowering leadership and job crafting and to examine the moderating role of optimism as a personal resource. We hypothesized that the association between empowering leadership and job crafting would be stronger for employees with high (vs. low) levels of optimism. A total of 331 Norwegian workers from a variety of occupations participated in our study. Results of structural equation modelling analysis generally supported our hypotheses. Empowering leadership was positively related to 3 of the 4 job crafting strategies investigated (increasing structural job resources, increasing social job resources, and increasing challenging job demands; but not reducing hindrance job demands). Moreover, as hypothesized, optimism strengthened the empowering leadership-job crafting relationship for increasing structural resources and increasing challenging demands. The results suggest that empowering leadership is an important antecedent of job crafting strategies, except for reducing hindrance demands. The implications of these findings are discussed. Copyright © 2018 John Wiley & Sons, Ltd.

  4. Causes of job stress in nurses: A cross-sectional study

    PubMed Central

    Najimi, Arash; Goudarzi, Ali Moazemi; Sharifirad, Gholamreza

    2012-01-01

    Background: Nursing is naturally a stressful job. Stress in nurses can cause depression, isolation from patients, absence and decrease in their qualification. This study aimed to determine the causes of job stress in nurses of Kashan, Iran. Materials and Methods: In this cross-sectional study, 189 nurses from Kashan hospitals of different wards were studied. The information collection tool was Occupational Stress Inventory-Revised™ (OSI-R™). Findings: The most important job stress aspects in female nurses were range of roles (48.4%), role duality (40.9%) and job environment (39.6%). In men, range of roles (57.5%), job environment (50%) and responsibility (45%) were the most significant aspects. In addition, lack of balance between skill and education and job environment requirements in both genders was the least important aspect of job stress. Conclusions: The results showed that the level of stress in most of the nurses was in medium level. Job factors were more involved in job stress than demographic and other factors. PMID:23833631

  5. [Migration, climate and health].

    PubMed

    Tellier, Siri; Carballo, Manuel; Calballo, Manuel

    2009-10-26

    Many tentative connections have been postulated between migration and climate. This article points to rural-urban migration, particularly into low elevation urban slums prone to flooding as an issue needing urgent attention by health professionals. It also notes the no-man's land in which environmental refugees find themselves and the consequences this may have. Finally, it points to the urgent need to reform health systems in both developing and developed countries to adapt to rapidly changing disease patterns and to become more responsive to them.

  6. India: 'brain drain' or the migration of talent?

    PubMed

    Oommen, T K

    1989-09-01

    2 views on "brain drain" exist: 1) LDCs lose their enormous investments on higher education when skilled people migrate to other countries and 2) LDCs are exaggerating the problem and only a few skilled people migrate at 1 time. India does not completely lose its investment in education when professionals migrate, since the migrants still contribute to knowledge and also send remittances to relatives in India. Unemployed educated people would cause a greater drain on India's resources than educated migrants. The author prefers the phrase migration of talent to brain drain, since the former indicates a 2-way movement. Most migrants from LDCs are students. About 11,000 university graduates leave India every year for advanced study and/or work. A conservative estimate is that 2500 will remain abroad permanently. Most professionals who migrate go to the US and Canada. Factors promoting migration include 1) unemployment, 2) immigration rules, 3) colonial links, 4) financial incentives and material benefits, 5) pursuit of higher education, 6) improvement of working conditions and facilities, 7) avoidance of excessive bureaucratic procedures, and 8) compensation for the mismatch between Indian education and employment. Reasons for returning to India include 1) deference to wives who were unable to adjust to a foreign way of life, 2) contributing to Indian development, and 3) racial discrimination. It will probably not be possible to lure back migrants who left for material reasons. Attractive job offers could entice back those who left for advanced training. To encourage the return of those who left to pursue high quality research, India must 1) increase expenditure on research and development, possibly through the private industrial sector, 2) promote travel to other countries for professional enrichment, and 3) improve conditions of research work. The article concludes with an analysis of migration of talent from 3 perspectives: 1) the individual, 2) the nation

  7. 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:…

  8. The Sweet Spot of a Nonacademic Job Search

    ERIC Educational Resources Information Center

    Lord, Alexandra M.

    2012-01-01

    Because academic culture frowns on Ph.D.'s who consider leaving the ivory tower, most of those who jump ship find themselves at a loss as to where and how to begin a job search. Yet a nonacademic job search is actually quite similar to a standard research project. Both require advance planning, substantial research, collating evidence for an…

  9. Linking Welfare Recipients to Jobs: The Role of Temporary Help Agencies.

    ERIC Educational Resources Information Center

    Bugarin, Alicia

    Successful welfare reform requires quickly moving welfare recipients into jobs. Components to this challenge include the following: a poor fit between where jobs are located and where many welfare recipients live; recipients who lack experience and skills and do not know how to seek, find, or qualify for jobs; childcare and transportation needs;…

  10. Sustained Earnings Gains for Residents in a Public Housing Jobs Program: Seven-Year Findings from the Jobs-Plus Demonstration. Policy Brief

    ERIC Educational Resources Information Center

    Riccio, James A.

    2010-01-01

    The Jobs-Plus Community Revitalization Initiative for Public Housing Families was developed in the late 1990s in response to the growing concentration of joblessness, underemployment, welfare receipt, and poverty in some of the nation's most economically deprived communities: public housing developments and their surrounding neighborhoods. In many…

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

    PubMed

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

    2015-01-01

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

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

    PubMed

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

    2014-11-10

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

  13. Determinants of longer job tenure among home care aides: what makes some stay on the job while others leave?

    PubMed

    Butler, Sandra S; Brennan-Ing, Mark; Wardamasky, Sara; Ashley, Alison

    2014-03-01

    An inadequate supply of direct care workers and a high turnover rate in the workforce has resulted in a "care gap" in our long-term care system. As people are increasingly choosing community-based care, retention of home care workers is particularly important. The mixed-method study described herein explored determinants of longer job tenure for home care aides (n = 261). Study participants were followed for 18 months, completing two mail surveys and one telephone interview each. Predictors of longer job tenure included older age, living rurally, lower physical function, higher wages, a greater sense of autonomy on the job, and less frequent feelings of personal accomplishment. Thematic analysis of telephone interviews revealed long-term stayers to be less concerned about low wages and inconsistent hours than those who left their jobs within a year; both groups of workers reported high levels of job satisfaction. Policy implications of study findings are discussed.

  14. Staffing and job satisfaction: nurses and nursing assistants.

    PubMed

    Kalisch, Beatrice; Lee, Kyung Hee

    2014-05-01

    The aim of this study was to examine the relationship between staffing and job satisfaction of registered nurses (RNs) and nursing assistants (NAs). Although a number of previous studies have demonstrated the link between the numbers of patients cared for on the last shift and/or perceptions of staffing adequacy, we could find only one study that utilized a measure of actual staffing (opposed to perceptions of staffing adequacy) and correlated it with job satisfaction of registered nurses. This cross-sectional study included 3523 RNs and 1012 NAs in 131 patient care units. Staff were surveyed to determine job satisfaction and demographic variables. In addition, actual staffing data were collected from each of the study units. Hours per patient day was a significant positive predictor for registered nurse job satisfaction after controlling for covariates. For NAs, a lower skill mix was marginally significant with higher job satisfaction. In addition, the more work experience the NAs reported, the lower their job satisfaction. Adequate staffing levels are essential for RN job satisfaction whereas NA job satisfaction depends on the number of assistive personnel in the mix of nursing staff. Two implications are (1) providing adequate staffing is critical to maintain RN job satisfaction and (2) the NA job needs to be re-engineered to make it a more attractive and satisfying career. © 2012 John Wiley & Sons Ltd.

  15. Young Adult Migration: 2007-2009 to 2010-2012. American Community Survey Reports. ACS-31

    ERIC Educational Resources Information Center

    Benetsky, Megan J.; Burd, Charlynn A.; Rapino, Melanie A.

    2015-01-01

    Young adults in the United States have the highest rate of migration compared with other age groups. The most common reasons for moving among all ages are job, housing, or family related. Many of these moves are made between the ages of 18 to 34, an age group marked by various life course transitions associated with moving. These include getting a…

  16. Nurse Manager Behaviors That RNs Perceive to Affect Their Job Satisfaction.

    PubMed

    Feather, Rebecca A; Ebright, Patricia; Bakas, Tamilyn

    2015-01-01

    Nurse manager behaviors and job satisfaction are commonly addressed in the literature; however, registered nurse (RN) perceptions of nurse manager behaviors provide a unique perspective that may inform future strategies designed to enhance RN job satisfaction. In this paper, the perceptions of RNs were explored through focus groups to learn the behaviors of nurse managers that most influence RNs' job satisfaction. Five focus groups were conducted through semi-structured interviews of a total of 28 RNs to provide data that were coded through qualitative content analysis for themes. The findings provide nurse managers with data related to the perceptions of RNs and the behaviors of managers that influence job satisfaction. The findings identified two conceptual categories of RN perceptions of nurse manager behaviors: manager behaviors supportive of RNs (communication, respect, and feeling cared for) plus the RNs' perceived disconnect of work issues from the manager's role. Findings support past research in relation to the perceptions of RNs wanting to be respected, included in communication, and the need to feel cared for by nurse managers to have higher levels of job satisfaction. © 2014 Wiley Periodicals, Inc.

  17. 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…

  18. 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…

  19. Organizational structure and job satisfaction in public health nursing.

    PubMed

    Campbell, Sara L; Fowles, Eileen R; Weber, B Jan

    2004-01-01

    The purpose of this descriptive study was to describe the characteristics and relationship of organizational structure and job satisfaction in public health nursing. A significant relationship was found between organizational structure variables and job satisfaction for public health nurses employed in down state Illinois local health departments. The findings of this study suggest that work environments in which supervisors and subordinates consult together concerning job tasks and decisions, and in which individuals are involved with peers in decision making and task definition, are positively related to job satisfaction. This information will assist nurse administrators in development of work structures that support participative decision making and enhance job satisfaction, critical to retaining and attracting a well-qualified public health nurse workforce.

  20. Examining internal and external job resources in child welfare: Protecting against caseworker burnout.

    PubMed

    He, Amy S; Phillips, Jon D; Lizano, Erica L; Rienks, Shauna; Leake, Robin

    2018-07-01

    Given intense job demands, it is not surprising that job burnout is a consistent threat to the well-being and retention of the child welfare workforce. Guided by central postulates of the Job Demands and Resources (JD-R) model which suggests that job burnout develops because of experiences of high work demands coupled with low resources in the workplace, we applied a conceptual model of job burnout (client and work related) that accounts for both internal and external resources available to child welfare workers. Findings among child welfare caseworkers from three states (N = 1917) indicate that job demands (stress and time pressure) were positively related to client- and work-related burnout. Additionally, both internal and external resources moderated the relationships between job demands and client- and work-related burnout. Study findings have workforce management implications in the child welfare sector, including the role resources might play in mitigating the negative impact of job demands on burnout in the child welfare workforce. Copyright © 2018 Elsevier Ltd. All rights reserved.

  1. Short-Run Effects of Parental Job Loss on Children's Academic Achievement

    ERIC Educational Resources Information Center

    Stevens, Ann Huff; Schaller, Jessamyn

    2011-01-01

    We study the relationship between parental job loss and children's academic achievement using data on job loss and grade retention from the 1996, 2001, and 2004 panels of the Survey of Income and Program Participation. We find that a parental job loss increases the probability of children's grade retention by 0.8 percentage points, or around 15%.…

  2. Gender differences in psychological morbidity, burnout, job stress and job satisfaction among Chinese neurologists: a national cross-sectional study.

    PubMed

    Pu, Juncai; Zhou, Xinyu; Zhu, Dan; Zhong, Xiaoni; Yang, Lining; Wang, Haiyang; Zhang, Yuqing; Fan, Songhua; Liu, Lanxiang; Xie, Peng

    2017-07-01

    Women are an important part of the medical workforce, yet little is known about gender differences in psychological morbidity, burnout, job stress and job satisfaction among neurologists. This study assessed gender differences in a large national sample of Chinese neurologists. Multivariate analyses were performed to examine associations. A total of 5558 neurologists were included in the analysis. Compared with their male counterparts, female neurologists were generally younger; were less likely to be married or to have children; had higher levels of education; were in practice for a shorter period of time; were less likely to hold senior roles; and had lower incomes. Male and female neurologists worked similar hours and spent a similar number of nights on call. No gender differences were found in psychological morbidity, burnout, and high levels of job stress for female and male, respectively. Women had higher emotional exhaustion scores, while men were more likely to have low levels of job satisfaction. The multivariate analysis showed that factors independently associated with psychological morbidity, burnout, high levels of job stress and low levels of job satisfaction were generally similar for women and men. These findings increase our understanding of gender differences in psychological morbidity, burnout, job stress, and job satisfaction among neurologists. As more women join the medical profession, these differences may be useful in designing medical training and practice.

  3. 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.

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

    ERIC Educational Resources Information Center

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

    2017-01-01

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

  5. The Monetary Rewards of Migration Within the U.S.

    ERIC Educational Resources Information Center

    Wertheimer, Richard F., II

    This study focuses on the economic benefits derived by the migrant from migration. The report presents a methodology for computing monetary benefits, an estimate of these benefits, and implications of the findings for public policy. Included are a discussion of domestic migration and public policy, an economic theory of migration, an explanation…

  6. Effects of Worker Classification, Crystallization, and Job Autonomy on Congruence-Satisfaction Relationships.

    ERIC Educational Resources Information Center

    Obermesik, John W.; Beehr, Terry A.

    A majority of the congruence-satisfaction literature has used interest measures based on Holland's theory, although the measures' accuracy in predicting job satisfaction is questionable. Divergent findings among studies on occupational congruence-job satisfaction may be due to ineffective measures of congruence and job satisfaction and lack of…

  7. Closing the Gap: Private and Public Job Training. EQW Issues Number 7.

    ERIC Educational Resources Information Center

    Zemsky, Robert; Oedel, Penney

    In the United States, job training programs tend to be categorized as either privately sponsored career advancement for valued employees or publicly funded employment remediation for disadvantaged workers. Findings of two federally mandated surveys that regularly asked nearly identical samples whether they had received job or job-related training…

  8. Job satisfaction and turnover intent among hospital social workers in the United States.

    PubMed

    Pugh, Greg L

    2016-08-01

    Feelings of job satisfaction and turnover intentions among social workers affect work quality for both social workers and the people for whom they provide services. Existing literature on job satisfaction among hospital social workers is limited, and is overly focused on issues of compensation. There is job satisfaction research with hospital nurses available for comparison. Other informative social work research on job satisfaction and turnover exists in mental health and generally, across settings. Research on turnover intent in social work is primarily from child welfare settings and may not generalize. The literature notes gaps and contradictions about predictors of job satisfaction and turnover intent. Using a large national dataset of hospital social workers, this research clarifies and fills gaps regarding hospital social workers, and explores how Herzberg's theory of work can clarify the difference between sources of job dissatisfaction and job satisfaction. Findings include hospital social workers reporting high job satisfaction and that demographics do not contribute to the predictive models. The findings do support centralized social work departments and variety in the job functions of hospital social workers, and are consistent with the theoretical framework.

  9. 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

  10. 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.

  11. Job satisfaction and turnover intention among Jordanian nurses in psychiatric units.

    PubMed

    Alsaraireh, Faris; Quinn Griffin, Mary T; Ziehm, Scott R; Fitzpatrick, Joyce J

    2014-10-01

    Psychiatric nursing has been identified as a stressful occupation, and this stress could affect individuals' health, well-being, and job satisfaction. The stress of nurses might also affect the organization in terms of absenteeism and quality of care. The purpose of this study was to examine the relationship between job satisfaction and turnover intention among Jordanian nurses in the psychiatric units of the Jordanian National Mental Health Center. A descriptive, correlational, cross-sectional design was used. Nurses were asked to complete a demographic data sheet and questionnaires regarding job satisfaction and turnover intention. Of the 179 questionnaires distributed, 154 were completed, with an 86% response rate. The results revealed a statistically-significant negative relationship between job satisfaction and turnover intention. The findings of the study are consistent with previous research regarding the negative relationship between job satisfaction and turnover intention. The findings provide new information about Jordanian nurses who work in government hospital psychiatric services. © 2014 Australian College of Mental Health Nurses Inc.

  12. Job Strain, Job Insecurity, and Incident Cardiovascular Disease in the Women’s Health Study: Results from a 10-Year Prospective Study

    PubMed Central

    Slopen, Natalie; Glynn, Robert J.; Buring, Julie E.; Lewis, Tené T.; Williams, David R.; Albert, Michelle A.

    2012-01-01

    Objectives Research about work-related stressors and cardiovascular disease (CVD) has produced mixed findings. Moreover, a paucity of data exists regarding the long-term associations between job strain and job insecurity and CVD among women. Methods We used Cox proportional hazard models to examine the relationship between job strain, job insecurity, and incident CVD over 10 years of follow-up among 22,086 participants in the Women’s Health Study (mean age 57±5 years). Results During 10 years of follow-up there were 170 myocardial infarctions (MI), 163 ischemic strokes, 440 coronary revascularizations, and 52 CVD deaths. In models adjusted for age, race, education, and income, women with high job strain (high demand, low control) were 38% more likely to experience a CVD event than their counterparts who reported low job strain (low demand, high control; Rate Ratio (RR) = 1.38, 95% Confidence Interval (CI) = 1.08–1.77), and women with active jobs (high demand, high control) were 38% more likely to experience a CVD event relative to women who reported low job strain (95% CI = 1.07–1.77). Outcome-specific analyses revealed that high job strain predicted non-fatal myocardial infarction (RR = 1.67, CI = 1.04–2.70), and coronary revascularization (RR = 1.41, CI = 1.05–1.90). No evidence of an association between job insecurity and long-term CVD risk was observed. Conclusion High strain and active jobs, but not job insecurity, were related to increased CVD risk among women. Both job strain and job insecurity were significantly related to CVD risk factors. With the increase of women in the workforce, these data emphasize the importance of addressing job strain in CVD prevention efforts among working women. PMID:22815754

  13. Organizational politics, nurses' stress, burnout levels, turnover intention and job satisfaction.

    PubMed

    Labrague, L J; McEnroe-Petitte, D M; Gloe, D; Tsaras, K; Arteche, D L; Maldia, F

    2017-03-01

    This is a research report examining the influence of organizational politics perceptions on nurses' work outcomes (job satisfaction, work stress, job burnout and turnover intention). Organizational politics is a phenomenon common in almost all institutions and is linked with undesirable consequences in employees. Despite the plethora of research around the world on this topic, studies describing organizational politics in nursing remain underexplored. A cross-sectional research design was utilized in this study. One hundred sixty-six (166) nurses participated. Five standardized tools were used: the Job Satisfaction Index, the Job Stress Scale, the Burnout Measure Scale, the Turnover Intention Inventory Scale and the Perception of Organizational Politics Scale. Nurses employed both in private and government-owned hospitals perceived moderate levels of organizational politics. Positive correlations were identified between perceived organizational politics and job stress, turnover intention and job burnout. Negative correlations were found between perceived organizational politics and job satisfaction. Perceptions of workplace politics in Filipino nurses were lower when compared to findings in other international studies. A strong link was found between organizational politics perceptions and the four job outcomes (stress and burnout levels, turnover intention and job satisfaction). Use of a self-reporting questionnaire and exclusion of nurses from other provinces. Perceived organizational politics predicted nurses' stress and burnout levels, turnover intention and job satisfaction. The findings of this study may provide a valuable perspective of this organizational issue and could assist policymakers and nurse administrators in formulating interventions that could minimize the effect of workplace politics. © 2016 International Council of Nurses.

  14. Staff's person-centredness in dementia care in relation to job characteristics and job-related well-being: a cross-sectional survey in nursing homes.

    PubMed

    Willemse, Bernadette M; De Jonge, Jan; Smit, Dieneke; Visser, Quirijn; Depla, Marja F I A; Pot, Anne Margriet

    2015-02-01

    To explore the role of nursing staff's person-centredness caring for people with dementia in relation to their work environment and job-related well-being. Given the development towards person-centred care and labour force issues, research has recently focused on the effect of person-centredness on nursing staff's well-being. Findings from occupational stress research suggest that employees' personal characteristics, such as person-centredness, can moderate the impact particular job characteristics have on their job-related well-being. Cross-sectional survey. A national survey was conducted among healthcare staff (n = 1147) in 136 living arrangements for people with dementia in the Netherlands (2008-2009). Hierarchical regression analyses were used. Person-centredness moderates the relationship between coworker support and three outcomes of job-related well-being and between supervisor support and two of these outcomes. For highly person-centred nursing staff, coworker support was found to have a weaker impact and supervisor support to have a stronger impact on their job-related well-being. In addition, direct effects showed that person-centredness was weakly associated with more job satisfaction, more emotional exhaustion and more strongly with more personal accomplishment. Nursing staff's person-centredness does play a modest role in relation to job characteristics and job-related well-being. Findings indicate that person-centredness is not only beneficial to residents with dementia as found earlier, but also for nursing staff themselves; specifically, in case nursing staff members feel supported by their supervisor. Since a more person-centred workforce feels more competent, further implementation of person-centred care might have a positive impact on the attractiveness of the profession. © 2014 John Wiley & Sons Ltd.

  15. Job satisfaction among public health nurses: a national survey.

    PubMed

    Curtis, Elizabeth A; Glacken, Michele

    2014-07-01

    Despite increasing interest in nurses' job satisfaction relatively few studies have investigated job satisfaction among public health nurses. To establish current level of job satisfaction among public health nurses and identify the main contributing variables/factors to job satisfaction among this population. Quantitative descriptive design. A simple random sample of 1000 public health nurses was conducted yielding a response rate of 35.1% (n = 351). Data was collected using the Index of Work Satisfaction Questionnaire. Descriptive and inferential statistics were deployed. Low levels of job satisfaction among public health nurses emerged. Professional status, interaction and autonomy contributed most to job satisfaction while pay and task-related activities contributed least. Age and tenure were the only biographic factors that correlated significantly with job satisfaction. Public health nurse managers/leaders need to find creative ways of improving the factors that contribute to job satisfaction and address robustly those factors that result in low job satisfaction. The critical issue for public health nurse managers is to determine how job satisfaction can be improved. Greater collaboration and consultation between managers and public health nurses can be regarded as a useful way to begin this process, especially if contemporary nursing is to embrace a responsive approach within the profession. © 2012 John Wiley & Sons Ltd.

  16. 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.

  17. Duration on unemployment: geographic mobility and selectivity bias.

    PubMed

    Goss, E P; Paul, C; Wilhite, A

    1994-01-01

    Modeling the factors affecting the duration of unemployment was found to be influenced by the inclusion of migration factors. Traditional models which did not control for migration factors were found to underestimate movers' probability of finding an acceptable job. The empirical test of the theory, based on the analysis of data on US household heads unemployed in 1982 and employed in 1982 and 1983, found that the cumulative probability of reemployment in the traditional model was .422 and in the migration selectivity model was .624 after 30 weeks of searching. In addition, controlling for selectivity eliminated the significance of the relationship between race and job search duration in the model. The relationship between search duration and the county unemployment rate in 1982 became statistically significant, and the relationship between search duration and 1980 population per square mile in the 1982 county of residence became statistically insignificant. The finding that non-Whites have a longer duration of unemployment can better be understood as non-Whites' lower geographic mobility and lack of greater job contacts. The statistical significance of a high unemployment rate in the home labor market reducing the probability of finding employment was more in keeping with expectations. The findings assumed that the duration of employment accurately reflected the length of job search. The sample was redrawn to exclude discouraged workers and the analysis was repeated. The findings were similar to the full sample, with the coefficient for migration variable being negative and statistically significant and the coefficient for alpha remaining positive and statistically significant. Race in the selectivity model remained statistically insignificant. The findings supported the Schwartz model hypothesizing that the expansion of the radius of the search would reduce the duration of unemployment. The exclusion of the migration factor misspecified the equation for

  18. Weatherization and Intergovernmental Program - Portal to New Jobs in Home Weatherization (Green Jobs)

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

    None

    2010-04-01

    Expanding training opportunities in the weatherization of buildings will accelerate learning and provide a direct path for many Americans to find jobs in the clean energy field. The National Weatherization Training Portal (NWTP), which is now in the final stages of testing, features multi-media, interactive, self-paced training modules.

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

    PubMed Central

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

    2015-01-01

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

  20. Cognitive and Non-cognitive Predictors of Career Intentions within Cyber Jobs

    DTIC Science & Technology

    2016-04-01

    in Anaheim, California, April 14-16, 2016. 15. SUBJECT TERMS Cyber, career intentions, retention , cognitive ability, job fit, normative commitment...Predictors of Cyber Job Career Intentions 1 The views, opinions, and findings contained in this article are solely those of the authors and should...other documentation. Cognitive and Non-cognitive Predictors of Career Intentions within Cyber Jobs Kristophor Canali U. S. Army

  1. 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.

  2. Job Authority and Breast Cancer

    PubMed Central

    Pudrovska, Tetyana

    2014-01-01

    Using the 1957–2011 data from the Wisconsin Longitudinal Study, I integrate the gender relations theory, a life course perspective, and a biosocial stress perspective to explore the effect of women’s job authority in 1975 (at age 36) and 1993 (at age 54) on breast cancer incidence up to 2011. Findings indicate that women with the authority to hire, fire, and influence others’ pay had a significantly higher risk of a breast cancer diagnosis over the next 30 years compared to housewives and employed women with no job authority. Because job authority conferred the highest risk of breast cancer for women who also spent more hours dealing with people at work in 1975, I suggest that the assertion of job authority by women in the 1970s involved stressful interpersonal experiences, such as social isolation and negative social interactions, that may have increased the risk of breast cancer via prolonged dysregulation of the glucocorticoid system and exposure of breast tissue to the adverse effects of chronically elevated cortisol. This study contributes to sociology by emphasizing gendered biosocial pathways through which women’s occupational experiences become embodied and drive forward physiological repercussions. PMID:25506089

  3. Job Authority and Breast Cancer.

    PubMed

    Pudrovska, Tetyana

    2013-01-01

    Using the 1957-2011 data from the Wisconsin Longitudinal Study, I integrate the gender relations theory, a life course perspective, and a biosocial stress perspective to explore the effect of women's job authority in 1975 (at age 36) and 1993 (at age 54) on breast cancer incidence up to 2011. Findings indicate that women with the authority to hire, fire, and influence others' pay had a significantly higher risk of a breast cancer diagnosis over the next 30 years compared to housewives and employed women with no job authority. Because job authority conferred the highest risk of breast cancer for women who also spent more hours dealing with people at work in 1975, I suggest that the assertion of job authority by women in the 1970s involved stressful interpersonal experiences, such as social isolation and negative social interactions, that may have increased the risk of breast cancer via prolonged dysregulation of the glucocorticoid system and exposure of breast tissue to the adverse effects of chronically elevated cortisol. This study contributes to sociology by emphasizing gendered biosocial pathways through which women's occupational experiences become embodied and drive forward physiological repercussions.

  4. A suitable job?: A qualitative study of becoming a nurse in the context of a globalizing profession in India.

    PubMed

    Johnson, Sonali E; Green, Judith; Maben, Jill

    2014-05-01

    Research on Indian nurses has focused on their participation as global migrant workers for whom opportunities abroad act as an incentive for many to migrate overseas. However, little is known about the careers of Indian nurses, or the impact of a globalized health care market on nurses who remain and on the profession itself in India. To explore nurses' accounts of entry into nursing in the context of the globalisation of the nursing profession in India, and the salience of 'migration' for nurses' individual careers. Qualitative interview study (n=56). The study drew on interviews with 56 nurses from six sites in Bangalore, India. These included two government hospitals, two private hospitals, a Christian mission hospital, a private outpatient clinic and two private nursing colleges. Participants were selected purposively to include nurses from Christian and Hindu backgrounds, a range of home States, ages and seniority and to deliberately over-recruit (rare) male nurses. Interviews covered how and why nurses entered nursing, their training and career paths to date, plans for the future, their experiences of providing nursing care and attitudes towards migration. Data analysis drew on grounded theory methods. Nursing is traditionally seen as a viable career particularly for women from Christian communities in India, where it has created inter-generational 'nurse families'. In a globalizing India, nursing is becoming a job 'with prospects' transcending traditional caste, class and gender boundaries. Almost all nurses interviewed who intended seeking overseas employment envisaged migration as a short term option to satisfy career objectives - increased knowledge, skills and economic rewards - that could result in long-term professional and social status gains 'back home' in India. For others, migration was not part of their career plan: yet the increases in status that migration possibilities had brought were crucial to framing nursing as a 'suitable job' for a

  5. Effects of leadership characteristics on pediatric registered nurses' job satisfaction.

    PubMed

    Roberts-Turner, Reneé; Hinds, Pamela S; Nelson, John; Pryor, Juanda; Robinson, Nellie C; Wang, Jichuan

    2014-01-01

    Job satisfaction levels among registered nurses (RNs) influence RN recruitment, retention, turnover, and patient outcomes. Researchers examining the relationship between characteristics of nursing leadership and RN job satisfaction have treated RNs as a monolithic group with little research on the satisfaction of hospital-based pediatric RNs. This study assessed the relationship of transformational and transactional nursing leadership characteristics and RN job satisfaction reported by pediatric RNs. This single site study included 935 hospital-based pediatric RNs who completed validated survey items regarding nursing leadership and job satisfaction. A structural equation model (SEM) was applied to assess how autonomy (transformational leadership) and distributive justice (transactional leadership) influence RN job satisfaction, and how RN socio-demographic characteristics influence job satisfaction via autonomy and distributive justice. Findings revealed that both autonomy and distributive justice had significant positive effects on RN job satisfaction but the largest source of influence was autonomy.

  6. Determinants of staff job satisfaction of caregivers in two nursing homes in Pennsylvania

    PubMed Central

    Castle, Nicholas G; Degenholtz, Howard; Rosen, Jules

    2006-01-01

    Background Job satisfaction is important for nursing home staff and nursing home management, as it is associated with absenteeism, turnover, and quality of care. However, we know little about factors associated with job satisfaction and dissatisfaction for nursing home workers. Methods In this investigation, we use data from 251 caregivers (i.e., Registered Nurses, Licensed Practical Nurses, and Nurse Aides) to examine: job satisfaction scores of these caregivers and what characteristics of these caregivers are associated with job satisfaction. The data were collected from two nursing homes over a two and a half year period with five waves of data collection at six-month intervals. The Job Description Index was used to collect job satisfaction data. Results We find that, overall nursing home caregivers are satisfied with the work and coworkers, but are less satisfied with promotional opportunities, superiors, and compensation. From exploratory factor analysis three domains represented the data, pay, management, and work. Nurse aides appear particularly sensitive to the work domain. Of significance, we also find that caregivers who perceived the quality of care to be high have higher job satisfaction on all three domains than those who do not. Conclusion These results may be important in guiding caregiver retention initiatives in nursing homes. The finding for quality may be especially important, and indicates that nursing homes that improve their quality may have a positive impact on job satisfaction of staff, and thereby reduce their turnover rates. PMID:16723022

  7. A theoretical model of job retention for home health care nurses.

    PubMed

    Ellenbecker, Carol Hall

    2004-08-01

    Predicted severe nursing shortages and an increasing demand for home health care services have made the retention of experienced, qualified nursing staff a priority for health care organizations. The purpose of this paper is to describe a theoretical model of job retention for home health care nurses. The theoretical model is an integration of the findings of empirical research related to intent to stay and retention, components of Neal's theory of home health care nursing practice and findings from earlier work to develop an instrument to measure home health care nurses' job satisfaction. The theoretical model identifies antecedents to job satisfaction of home health care nurses. The antecedents are intrinsic and extrinsic job characteristics. The model also proposes that job satisfaction is directly related to retention and indirectly related to retention though intent to stay. Individual nurse characteristics are indirectly related to retention through intent to stay. The individual characteristic of tenure is indirectly related to retention through autonomy, as an intrinsic characteristic of job satisfaction, and intent to stay. The proposed model can be used to guide research that explores gaps in knowledge about intent to stay and retention among home health care nurses.

  8. How To Find Work in the 21st Century: Contracting Your Way to a Job or a Career.

    ERIC Educational Resources Information Center

    McGowan, Ron

    This book explains how individuals can contract their way to jobs or careers in the 21st century workplace. The following are among the topics discussed: (1) how the workplace has changed (looking for work instead of a job; hidden employment opportunities; reasons contracting makes sense; making it easier to get hired; the need for…

  9. Fully On-the-Job Training: Experiences and Steps Ahead

    ERIC Educational Resources Information Center

    Wood, Susanne

    2004-01-01

    Fully on-the-job training, the majority of which is conducted in the workplace as part of the normal experience of the employee, is perceived to offer benefits to apprentices/ trainees, employers and registered training organisations. This report finds fully on-the-job training is viewed by learners and registered training organisations as a good…

  10. Digital Frontier Job & Opportunity Finder. Tomorrow's Opportunities Today.

    ERIC Educational Resources Information Center

    Altman, Don

    This book describes the newest jobs for which people should train and prepare, as well as exploring where the United States is going as a country, a society, and a people. It is designed to help new job seekers as well as veteran workers find a place in the new wave of work, the "digital frontier." The book is organized in two sections. Section I…

  11. 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…

  12. Advising. CAP Job Function.

    ERIC Educational Resources Information Center

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

    This Job Function Book (Advising) is one of the 14 components (see note) of the Career Alert Planning (CAP) program, a set of individualized materials designed to help participants find out about themselves and about the kind of work for which they are suited. In this program, participants become acquainted with occupations that are representative…

  13. A Jobs Mismatch. Commentary

    ERIC Educational Resources Information Center

    Marina, Brenda L. H.

    2011-01-01

    In the article "A Jobs Mismatch", Jaschik has compiled the findings of a new report that was released by the Georgetown University Center on Education and the Workforce. The Georgetown University report claims that there is a severe shortage of college graduates in America, and that this shortage has the United States on a…

  14. The Relationship between Occupational Stress and Job Satisfaction: The Case of Pakistani Universities

    ERIC Educational Resources Information Center

    Chaudhry, Abdul Qayyum

    2012-01-01

    This paper aims to find out the relationship between occupational stress and job satisfaction based on age, gender, nature of job, cadre, work experience of university teachers, and sector of university. The Pearson correlation indicates: no significant relationship found between job satisfaction and overall occupational stress; inverse…

  15. Job shop fails choosy nurses.

    PubMed

    1993-10-13

    Only 181 people have used the Clearing House set up to find jobs for redundant London nurses. And almost a quarter have rejected the posts which it says are suitable for them, with 21 per cent of employers turning down candidates selected by the initiative.

  16. Exploring employer job requirements: An analysis of pharmacy job announcements.

    PubMed

    Wheeler, James S; Ngo, Tien; Cecil, Jasmine; Borja-Hart, Nancy

    Postgraduate training, dual degrees, and board certifications are credentials viewed by academic pharmacy communities and professional organizations as positive assets for those seeking pharmacist jobs; however, a key question merits further investigation: do these views match employer expectations? The primary objective of this study was to identify the most common qualifications employers require as stated in job advertisements. Pharmacist job postings from the aggregate jobs website Indeed.com were evaluated for the 20 largest metropolitan areas in the United States. Search criteria included: pharmacist, full-time, and within a 50-mile radius of the metropolitan area. Positions were excluded if they were not pharmacist specific, did not require a pharmacy degree, were part-time, or were temporary. Required and preferred qualifications were collected in the following categories: practice type, experience needed, training, certification, and desired skills. Six hundred and eleven of 1356 postings met inclusion criteria. Positions were classified as community (113), health-system (264), industry (149), academia (9), or other (76). Four hundred and six (66.4%) required a minimum of a Bachelor's of Pharmacy degree, while 174 (28.4%) required a Doctor of Pharmacy degree. Experience was required for 467 positions (range of 6 months to 14 years). Postgraduate training was required for 73 positions (66 residency/7 fellowship). One job required a Master's degree, type unspecified. BPS certifications were required for 7 positions (1.1%) and preferred for 22 positions (3.6%). Certifications and skills most required by employers were verbal and written skills (248), Microsoft Office proficiency (93), immunization certifications (51), and Basic Life Support/Cardiopulmonary Resuscitation certifications (37). Postgraduate training, dual degrees, and board certification were not significant factors in the qualification criteria for the positions identified. The qualifications

  17. Judgments about Work and the Features of Young Adults’ Jobs *

    PubMed Central

    Johnson, Monica Kirkpatrick; Monserud, Maria

    2010-01-01

    This study revisits the relationship between adolescent judgments about work and later job characteristics, tackling the twin temporal dimensions of age and history. Drawing on 15 consecutive cohorts of high school seniors, we examine 1) whether adolescents' judgments about work become more strongly predictive of the characteristics of their jobs as they move through their twenties, and 2) whether the relationship between adolescents' judgments about work and their later job characteristics has weakened across cohorts of high school seniors between 1976 and 1990. Findings indicate a limited role of history; the larger life course story of these findings is tied to age. Adolescent judgments about work, measured in the senior year of high school, became more predictive of earnings with age during this period of the life course. They were also most predictive of the level of intrinsic job characteristics at the oldest age we examined, but the pattern was not one of progressive strengthening with age as it was for earnings. PMID:20802796

  18. Job stress and job satisfaction of physicians in private practice: comparison of German and Norwegian physicians.

    PubMed

    Voltmer, Edgar; Rosta, Judith; Siegrist, Johannes; Aasland, Olaf G

    2012-10-01

    This study examined job satisfaction and job stress of German compared to Norwegian physicians in private practice. A representative sample of physicians in private practice of Schleswig-Holstein, Germany (N = 414) and a nationwide sample of Norwegian general practitioners and private practice specialists (N = 340) were surveyed in a cross-sectional design in 2010. The questionnaire comprised the standard instruments "Job Satisfaction Scale (JSS)" and a short form of the "Effort-Reward Imbalance Questionnaire (ERI)". Norwegian physicians scored significantly higher (<0.01) on all items of the job satisfaction scale compared to German physicians (M 5.57, SD 0.74 vs. M 4.78, SD 1.01). The effect size was highest for the items freedom to choose method (d = 1.012), rate of pay (d = 0.941), and overall job satisfaction (d = 0.931). While there was no significant difference in the mean of the overall effort scale between German and Norwegian physicians, Norwegian physicians scored significantly higher (p < 0.01) on the reward scale. A larger proportion of German physicians (27.6%) presented with an effort/reward ratio beyond 1.0, indicating a risky level of work-related stress, compared to only 10.3% of Norwegian physicians. Working hours, effort, reward, and country differences accounted for 37.4% of the explained variance of job satisfaction. Job satisfaction and reward were significantly higher in Norwegian than in German physicians. An almost threefold higher proportion of German physicians exhibited a high level of work-related stress. Findings call for active prevention and health promotion among stressed practicing physicians, with a special focus on improved working conditions.

  19. Post-migration employment changes and health: A dyadic spousal analysis.

    PubMed

    Ro, Annie; Goldberg, Rachel E

    2017-10-01

    Prospective studies have found unemployment and job loss to be associated with negative psychological and physical health outcomes. For immigrants, the health implications of employment change cannot be considered apart from pre-migration experiences. While immigrants demonstrate relative success in securing employment in the United States, their work is often not commensurate with their education or expertise. Previous research has linked downward employment with adverse health outcomes among immigrants, but with gender differences. We extended this literature by considering a wider range of employment states and accounting for the interdependence of husbands' and wives' employment trajectories. We examined the relationships between personal and spousal post-migration employment changes and self-rated health and depressive symptoms using dyadic data from the 2003 New Immigrant Survey (NIS) (n = 5682 individuals/2841 spousal pairs). We used the Actor Partner Interdependence Model (APIM) to model cross-partner effects and account for spousal interdependence. In general, men's downward employment trajectories were associated with poorer health for themselves. Women's employment trajectories had fewer statistically significant associations with their own or their husbands' health, underscoring the generally more peripheral nature of women's work in the household. However, women's current unemployment in particular was associated with poorer health outcomes for themselves and their husbands, suggesting that unmet need for women's work can produce health risks within immigrant households. Our findings suggest that employment change should be considered a household event that can impact the wellbeing of linked individuals within. Copyright © 2017 Elsevier Ltd. All rights reserved.

  20. The Online College Labor Market: Where the Jobs Are

    ERIC Educational Resources Information Center

    Carnevale, Anthony P.; Jayasundera, Tamara; Repnikov, Dmitri

    2014-01-01

    More than 80 percent of job openings for workers with a bachelor's degree or better are posted online, compared to less than 50 percent of job openings for workers with less education, according to a new report from the Georgetown University Center on Education and the Workforce. The report's findings suggest that careers in STEM fields--Science,…

  1. The Relevance of Diversity in the Job Attribute Preferences of College Students

    ERIC Educational Resources Information Center

    Murphy, Angela J.; Collins, Jennifer M.

    2015-01-01

    The study explores the role of diversity in the underlying job attributes that college students use to evaluate careers and if there are differences in the individual job attributes based on the race, gender, and major of the participants. We use a factor analysis to explore the underlying factors associated with 16 job attributes. Findings reveal…

  2. First findings of duck circovirus in migrating wild ducks in China.

    PubMed

    Niu, Xinxin; Liu, Lanlan; Han, Chunyan; Li, Jing; Zeng, Xiangwei

    2018-03-01

    To probe the epidemiology of duck circovirus (DuCV) in migrating wild ducks in China, 189 samples collected from 11 species of wild ducks from 2013 to 2016 were analyzed by PCR. Four positive samples were obtained from Mallard (2), Green-winged Teal (1), and Falcated Duck (1), and the positive rate was 2.12%. The homologous alignment of the complete genome shows that the homology of the wild duck strains is 81.6 to 95.1% to each other and 81.4 to 100% to the 32 strains from other origins. Amino acids alignment revealed that the mutable ORF2 gene has six major variable regions and many random mutation points. Phylogenetic analysis showed that the four sequences belong to two genotypes: wd2013017, wd2013046 and AY228555 (representative strain of genotype 1) belong to genotype 1, while wd2014012, wd2015028 and AY394721 (representative strain of genotype 2) belong to genotype 2. The results indicate that both genotypes of DuCV are distributed and common in migrating wild ducks. Further analysis shows that duck circovirus infection is mainly concentrated in the eastern coastal cities of China, which are part of the East Asian-Australian flyway. This suggests that wild ducks with circovirus may be an important factor in the epidemic and spread of DuCV. Copyright © 2018 Elsevier B.V. All rights reserved.

  3. Bilateral effects of hospital patient-safety procedures on nurses' job satisfaction.

    PubMed

    Inoue, T; Karima, R; Harada, K

    2017-09-01

    The aim of this study was to examine how hospital patient-safety procedures affect the job satisfaction of hospital nurses. Additionally, we investigated the association between perceived autonomy and hospital patient-safety procedures and job satisfaction. Recently, measures for patient safety have been recognized as an essential requirement in hospitals. Hospital patient-safety procedures may enhance the job satisfaction of nurses by improving the quality of their work. However, such procedures may also decrease their job satisfaction by imposing excessive stress on nurses because they cannot make mistakes. The participants included 537 nurses at 10 private hospitals in Japan (The surveys were collected from March to July 2012). Factors related to hospital patient-safety procedures were demonstrated using factor analysis, and the associations between these factors and nurses' self-perceived autonomy and job satisfaction were examined using structural equation modelling. Five factors regarding hospital patient-safety procedures were extracted. Additionally, structural equation modelling revealed statistically significant associations between these factors and the nurses' self-perceived autonomy and job satisfaction. The findings showed that nurses' perceived autonomy of the workplace enhanced their job satisfaction and that their perceptions of hospital patient-safety procedures promoted their job satisfaction. However, some styles of chief nurses' leadership regarding patient safety restrict nurses' independent and autonomous decision-making and actions, resulting in a lowering of job satisfaction. This study demonstrated that hospital patient-safety procedures have ambiguous effects on nurses' job satisfaction. In particular, chief nurses' leadership relating to patient safety can have a positive or negative effect on nurses' job satisfaction. The findings indicated that hospital managers should demonstrate positive attitudes to improve patient safety for

  4. 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.

  5. Job satisfaction among Arizona adult nurse practitioners.

    PubMed

    Schiestel, Charlotte

    2007-01-01

    A literature review for studies of job satisfaction among nurse practitioners (NPs) suggests that the true determinants of job satisfaction have not been discovered. The purpose of this study was to determine job satisfaction among adult health NPs (ANPs) practicing in Arizona. The Misener nurse practitioner job satisfaction scale was mailed to 329 Arizona ANPs who were certified by the Arizona State Board of Nursing (47% response rate). The mean overall satisfaction score was 4.69 out of a possible score of 6.0 for very satisfied. Differences in employer type, gender, annual income, membership in professional nursing organization, or full-time versus part-time employment status did not result in significantly different scores on the job satisfaction scale in this group. A deep and sustained nursing shortage, the exodus of experienced nurses from the profession, and a projected shortage of primary care providers have generated interest among professional groups, private and government healthcare commissions, and the healthcare industry in determining what factors may influence an individual to choose and remain active in nursing practice. Researchers, educators, employers, and the healthcare industry must look beyond well-worn assumptions about job satisfaction to explore what the individual NP finds satisfying about his or her role.

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

    ERIC Educational Resources Information Center

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

    2016-01-01

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

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

    ERIC Educational Resources Information Center

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

    2012-01-01

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

  8. Workplace spirituality and job satisfaction.

    PubMed

    van der Walt, Freda; de Klerk, Jeremias J

    2014-06-01

    In order to obtain an improved understanding of behaviour at work, employees should be studied from physical, psychological, and spiritual dimensions. Although the physical and psychological dimensions of individuals at work have been studied extensively, the spiritual dimension has been neglected for many years. The objective of the current research was to determine the relationship between workplace spirituality and a positive attitude related to work, that is, job satisfaction. A cross-sectional study was conducted with a sample of 600 white-collar workers, chosen from two organizations in different industries in South Africa. The research results indicate that there is a positive relationship between workplace spirituality and job satisfaction. These findings deepen the understanding of personal spirituality, organizational spirituality, and job satisfaction. They bring new insights into the significant role which spirituality plays in the context of the workplace. To survive in the 21st century, organizations need to be spiritually based. This, in turn, will lead to workers being satisfied with their entire work experience.

  9. Job satisfaction in nursing: a concept analysis study.

    PubMed

    Liu, Y; Aungsuroch, Y; Yunibhand, J

    2016-03-01

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

  10. Sensibility study in a flexible job shop scheduling problem

    NASA Astrophysics Data System (ADS)

    Curralo, Ana; Pereira, Ana I.; Barbosa, José; Leitão, Paulo

    2013-10-01

    This paper proposes the impact assessment of the jobs order in the optimal time of operations in a Flexible Job Shop Scheduling Problem. In this work a real assembly cell was studied: the AIP-PRIMECA cell at the Université de Valenciennes et du Hainaut-Cambrésis, in France, which is considered as a Flexible Job Shop problem. The problem consists in finding the machines operations schedule, taking into account the precedence constraints. The main objective is to minimize the batch makespan, i.e. the finish time of the last operation completed in the schedule. Shortly, the present study consists in evaluating if the jobs order affects the optimal time of the operations schedule. The genetic algorithm was used to solve the optimization problem. As a conclusion, it's assessed that the jobs order influence the optimal time.

  11. 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

  12. An Investigation of Nurses’ Job Satisfaction in a Private Hospital and Its Correlates

    PubMed Central

    Chien, Wai-Tong; Yick, Sin-Yin

    2016-01-01

    Background: Nurses’ job satisfaction and job stress are important issues regarding their turnovers. While there are some recent descriptive studies on job satisfaction in public hospitals, very limited research was found on this topic in private hospital setting. It is worth to examine the job satisfaction of nurses and its correlates in such a specific hospital context in Hong Kong, by which the findings can be compared with those in public hospitals, and across countries. Aims: To investigate nurses’ job satisfaction, job stress and intention to quit of nurses in a private hospital, and the correlates of the nurses’ job satisfaction. Design: A cross-sectional, descriptive survey study was conducted. Methods: By using stratified random sampling in terms of nature of wards/units and working ranks, 139 full-time nurses who were working in the 400-bed private hospital for at least 6 months and provided direct nursing care were recruited in this study. Data were collected by employing a set of self-administered structured questionnaires, consisting of the Index of Work Satisfaction (job satisfaction), Anxiety-Stress Questionnaire (job stress), Michigan Organizational Assessment Questionnaire (intention to quit), and socio-demographic data. Results: With a response rate of 74.3%, the results of the 139 respondents showed that the nurses in the private hospital had an overall moderate level of satisfaction with their work and rated the professional status as the highest satisfied domain. The nurses also reported moderate levels of job stress and intention to quit. The nurses’ job satisfaction was negatively correlated with their job stress and intention to quit; whereas, the nurses’ job stress was positively correlated with their intention to quit. The nurses with older in age and more post-registration experience and/or working experience in the private hospital indicated a higher level of job satisfaction, particularly with ‘Pay’ and

  13. An Investigation of Nurses' Job Satisfaction in a Private Hospital and Its Correlates.

    PubMed

    Chien, Wai-Tong; Yick, Sin-Yin

    2016-01-01

    Nurses' job satisfaction and job stress are important issues regarding their turnovers. While there are some recent descriptive studies on job satisfaction in public hospitals, very limited research was found on this topic in private hospital setting. It is worth to examine the job satisfaction of nurses and its correlates in such a specific hospital context in Hong Kong, by which the findings can be compared with those in public hospitals, and across countries. To investigate nurses' job satisfaction, job stress and intention to quit of nurses in a private hospital, and the correlates of the nurses' job satisfaction. A cross-sectional, descriptive survey study was conducted. By using stratified random sampling in terms of nature of wards/units and working ranks, 139 full-time nurses who were working in the 400-bed private hospital for at least 6 months and provided direct nursing care were recruited in this study. Data were collected by employing a set of self-administered structured questionnaires, consisting of the Index of Work Satisfaction (job satisfaction), Anxiety-Stress Questionnaire (job stress), Michigan Organizational Assessment Questionnaire (intention to quit), and socio-demographic data. With a response rate of 74.3%, the results of the 139 respondents showed that the nurses in the private hospital had an overall moderate level of satisfaction with their work and rated the professional status as the highest satisfied domain. The nurses also reported moderate levels of job stress and intention to quit. The nurses' job satisfaction was negatively correlated with their job stress and intention to quit; whereas, the nurses' job stress was positively correlated with their intention to quit. The nurses with older in age and more post-registration experience and/or working experience in the private hospital indicated a higher level of job satisfaction, particularly with 'Pay' and 'Autonomy'. The findings suggest that the nurses in the private hospital are

  14. Probabilistic population projections with migration uncertainty

    PubMed Central

    Azose, Jonathan J.; Ševčíková, Hana; Raftery, Adrian E.

    2016-01-01

    We produce probabilistic projections of population for all countries based on probabilistic projections of fertility, mortality, and migration. We compare our projections to those from the United Nations’ Probabilistic Population Projections, which uses similar methods for fertility and mortality but deterministic migration projections. We find that uncertainty in migration projection is a substantial contributor to uncertainty in population projections for many countries. Prediction intervals for the populations of Northern America and Europe are over 70% wider, whereas prediction intervals for the populations of Africa, Asia, and the world as a whole are nearly unchanged. Out-of-sample validation shows that the model is reasonably well calibrated. PMID:27217571

  15. Is the poleward migration of tropical cyclone maximum intensity associated with a poleward migration of tropical cyclone genesis?

    NASA Astrophysics Data System (ADS)

    Daloz, Anne Sophie; Camargo, Suzana J.

    2018-01-01

    A recent study showed that the global average latitude where tropical cyclones achieve their lifetime-maximum intensity has been migrating poleward at a rate of about one-half degree of latitude per decade over the last 30 years in each hemisphere. However, it does not answer a critical question: is the poleward migration of tropical cyclone lifetime-maximum intensity associated with a poleward migration of tropical cyclone genesis? In this study we will examine this question. First we analyze changes in the environmental variables associated with tropical cyclone genesis, namely entropy deficit, potential intensity, vertical wind shear, vorticity, skin temperature and specific humidity at 500 hPa in reanalysis datasets between 1980 and 2013. Then, a selection of these variables is combined into two tropical cyclone genesis indices that empirically relate tropical cyclone genesis to large-scale variables. We find a shift toward greater (smaller) average potential number of genesis at higher (lower) latitudes over most regions of the Pacific Ocean, which is consistent with a migration of tropical cyclone genesis towards higher latitudes. We then examine the global best track archive and find coherent and significant poleward shifts in mean genesis position over the Pacific Ocean basins.

  16. Is there a step-wise migration in Nigeria? A case study of the migrational histories of migrants in Lagos.

    PubMed

    Afolayan, A A

    1985-09-01

    "The paper sets out to test whether or not the movement pattern of people in Nigeria is step-wise. It examines the spatial order in the country and the movement pattern of people. It then analyzes the survey data and tests for the validity of step-wise migration in the country. The findings show that step-wise migration cannot adequately describe all the patterns observed." The presence of large-scale circulatory migration between rural and urban areas is noted. Ways to decrease the pressure on Lagos by developing intermediate urban areas are considered. excerpt

  17. Social effects of migration in receiving countries.

    PubMed

    Ohndorf, W

    1989-06-01

    This paper examines the impact of post-1945 migration into Western, Middle, and Northern Europe from Southern Europe, Turkey, and Northern Africa, and migration to the traditional immigration countries by Asian and Latin American immigrants, on the social structures of receiving countries. Between 1955 and 1974, 1) traditional migration to the US and Australia became less important for European countries while traditional receiving countries accepted many immigrants from developing countries; and 2) rapid economic revival in Western and Northern Europe caused a considerable labor shortage which was filled by migrant workers especially from Southern Europe, Turkey, and Northern Africa, who stayed only until they reached their economic goals. Since 1974, job vacancies have declined and unemployment has soared. This employment crisis caused some migrants 1) to return to their countries of origin, 2) to bring the rest of their families to the receiving country, or 3) to lengthen their stay considerably. The number of refugees has also significantly increased since the mid-970s, as has the number of illegal migrants. After the mid-1970s, Europe began to experience integration problems. The different aspects of the impact of migration on social structures include 1) improvement of the housing situation for foreigners, 2) teaching migrants the language of the receiving country, 3) solving the unemployment problem of unskilled migrants, 4) improvement of educational and vocational qualifications of 2nd generation migrants, 5) development of programs to help unemployed wives of migrants to learn the language and meet indigenous women, 6) encouraging migrants to maintain their cultural identity and assisting them with reintegration if they return to their original country, 7) coping with the problems of refugees, and 8) solving the problems of illegal migration. Almost all receiving countries now severely restrict further immigration. [Those policies should result in

  18. Evolution with Stochastic Fitness and Stochastic Migration

    PubMed Central

    Rice, Sean H.; Papadopoulos, Anthony

    2009-01-01

    Background Migration between local populations plays an important role in evolution - influencing local adaptation, speciation, extinction, and the maintenance of genetic variation. Like other evolutionary mechanisms, migration is a stochastic process, involving both random and deterministic elements. Many models of evolution have incorporated migration, but these have all been based on simplifying assumptions, such as low migration rate, weak selection, or large population size. We thus have no truly general and exact mathematical description of evolution that incorporates migration. Methodology/Principal Findings We derive an exact equation for directional evolution, essentially a stochastic Price equation with migration, that encompasses all processes, both deterministic and stochastic, contributing to directional change in an open population. Using this result, we show that increasing the variance in migration rates reduces the impact of migration relative to selection. This means that models that treat migration as a single parameter tend to be biassed - overestimating the relative impact of immigration. We further show that selection and migration interact in complex ways, one result being that a strategy for which fitness is negatively correlated with migration rates (high fitness when migration is low) will tend to increase in frequency, even if it has lower mean fitness than do other strategies. Finally, we derive an equation for the effective migration rate, which allows some of the complex stochastic processes that we identify to be incorporated into models with a single migration parameter. Conclusions/Significance As has previously been shown with selection, the role of migration in evolution is determined by the entire distributions of immigration and emigration rates, not just by the mean values. The interactions of stochastic migration with stochastic selection produce evolutionary processes that are invisible to deterministic evolutionary theory

  19. 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.

  20. Mental health of newly arrived Burmese refugees in Australia: contributions of pre-migration and post-migration experience.

    PubMed

    Schweitzer, Robert D; Brough, Mark; Vromans, Lyn; Asic-Kobe, Mary

    2011-04-01

    This study documents the mental health status of people from Burmese refugee backgrounds recently arrived in Australia, then examines the contributions of gender, pre-migration and post-migration factors in predicting mental health. Structured interviews, including a demographic questionnaire, the Harvard Trauma Questionnaire, the Post-migration Living Difficulties Checklist and Hopkins Symptom Checklist assessed pre-migration trauma, post-migration living difficulties, depression, anxiety, somatization and traumatization symptoms in a sample of 70 adults across five Burmese ethnic groups. Substantial proportions of participants reported psychological distress in symptomatic ranges including: post-traumatic stress disorder (9%), anxiety (20%) and depression (36%), as well as significant symptoms of somatization (37%). Participants reported multiple and severe pre-migration traumas. Post-migration living difficulties of greatest concern included communication problems and worry about family not in Australia. Gender did not predict mental health. Level of exposure to traumatic events and post-migration living difficulties each made unique and relatively equal contributions to traumatization symptoms. Post-migration living difficulties made unique contributions to depression, anxiety and somatization symptoms. While exposure to traumatic events impacted on participants' mental well-being, post-migration living difficulties had greater salience in predicting mental health outcomes of people from Burmese refugee backgrounds. Reported rates of post-traumatic stress disorder symptoms were consistent with a large review of adults across seven western countries. High levels of somatization point to a nuanced expression of distress. Findings have implications for service provision in terms of implementing appropriate interventions to effectively meet the needs of this newly arrived group in Australia.

  1. Migration of Lebanese nurses: a questionnaire survey and secondary data analysis.

    PubMed

    El-Jardali, Fadi; Dumit, Nuhad; Jamal, Diana; Mouro, Gladys

    2008-10-01

    Nursing is becoming a mobile profession. Nurse migration is multifactorial and not limited to financial incentives. Non-economic factors that might lead to migration include poor recruitment and retention strategies, poor job satisfaction and working conditions, socio-political and economic stability, and the poor social image of the nursing profession. Lebanon is facing a problem of excessive nurse migration to countries of the Gulf, North America and Europe. No study has been conducted to understand the determinants and magnitude of the problem. The objective of this study is to provide an evidence base for understanding the incidence of nurse migration out of Lebanon, its magnitude and reasons. A cross-sectional research design comprising both quantitative and qualitative methods was employed to achieve the stated objectives. This includes a survey of nursing schools in Lebanon, survey of nurse recruitment agencies, secondary data analysis and survey of migrant nurses. An estimated one in five nurses that receive a bachelors of science in nursing migrates out of Lebanon within 1 or 2 years of graduation. The majority of nurses migrate to countries of the Gulf. The main reasons for migration included: shift work, high patient/nurse ratios, lack of autonomy in decision-making, lack of a supportive environment, and poor commitment to excellent nursing care. Further, nurses reported that combinations of financial and non-financial incentives can encourage them to return to practice in Lebanon. The most recurring incentives (pull factors) to encourage nurses to return to practice in Lebanon included educational support, managerial support, better working conditions, utilization of best nursing practices and autonomy. Nurse migration and retention have become major health workforce issues confronting many health systems in the East Mediterranean Region. Our study demonstrated that nurse migration is a product of poor management and lack of effective retention

  2. 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

  3. 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.

  4. The long road to employment: Incivility experienced by job seekers.

    PubMed

    Ali, Abdifatah A; Ryan, Ann Marie; Lyons, Brent J; Ehrhart, Mark G; Wessel, Jennifer L

    2016-03-01

    This study addresses how job seekers' experiences of rude and discourteous treatment--incivility--can adversely affect self-regulatory processes underlying job searching. Using the social-cognitive model (Zimmerman, 2000), we integrate social-cognitive theory with the goal orientation literature to examine how job search self-efficacy mediates the relationship between incivility and job search behaviors and how individual differences in learning goal orientation and avoid-performance goal orientation moderate that process. We conducted 3 studies with diverse methods and samples. Study 1 employed a mixed-method design to understand the nature of incivility within the job search context and highlight the role of attributions in linking incivility to subsequent job search motivation and behavior. We tested our hypotheses in Study 2 and 3 employing time-lagged research designs with unemployed job seekers and new labor market entrants. Across both Study 2 and 3 we found evidence that the negative effect of incivility on job search self-efficacy and subsequent job search behaviors are stronger for individuals low, rather than high, in avoid-performance goal orientation. Theoretical implications of our findings and practical recommendations for how to address the influence of incivility on job seeking are discussed. (c) 2016 APA, all rights reserved).

  5. Where can I find consolation? A theoretical analysis of the meaning of consolation as experienced by job in the Book of Job in the Hebrew Bible.

    PubMed

    Roxberg, Åsa; Brunt, David; Rask, Mikael; da Silva, António Barbosa

    2013-03-01

    The aim of the study was to explore the meaning of consolation as experienced by Job in the Book of Job and as presented in literature and how consolation relates to suffering and care. The study's theoretical design applied Ricoeur's view on phenomenology and hermeneutics. The resulting themes were as follows: consolation that is present, that originates in confrontation, that keeps suffering at a distance, that does not alleviate suffering, that originates in experience from giving comfort, and that facilitates a change of perspective. The authentic and caring consolation accepts the sufferer's incomprehensible "otherness" but however provides no answers about how to console.

  6. 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.

  7. 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…

  8. Regularized wave equation migration for imaging and data reconstruction

    NASA Astrophysics Data System (ADS)

    Kaplan, Sam T.

    The reflection seismic experiment results in a measurement (reflection seismic data) of the seismic wavefield. The linear Born approximation to the seismic wavefield leads to a forward modelling operator that we use to approximate reflection seismic data in terms of a scattering potential. We consider approximations to the scattering potential using two methods: the adjoint of the forward modelling operator (migration), and regularized numerical inversion using the forward and adjoint operators. We implement two parameterizations of the forward modelling and migration operators: source-receiver and shot-profile. For both parameterizations, we find requisite Green's function using the split-step approximation. We first develop the forward modelling operator, and then find the adjoint (migration) operator by recognizing a Fredholm integral equation of the first kind. The resulting numerical system is generally under-determined, requiring prior information to find a solution. In source-receiver migration, the parameterization of the scattering potential is understood using the migration imaging condition, and this encourages us to apply sparse prior models to the scattering potential. To that end, we use both a Cauchy prior and a mixed Cauchy-Gaussian prior, finding better resolved estimates of the scattering potential than are given by the adjoint. In shot-profile migration, the parameterization of the scattering potential has its redundancy in multiple active energy sources (i.e. shots). We find that a smallest model regularized inverse representation of the scattering potential gives a more resolved picture of the earth, as compared to the simpler adjoint representation. The shot-profile parameterization allows us to introduce a joint inversion to further improve the estimate of the scattering potential. Moreover, it allows us to introduce a novel data reconstruction algorithm so that limited data can be interpolated/extrapolated. The linearized operators are

  9. Climate Variability and Inter-Provincial Migration in South America, 1970-2011

    PubMed Central

    Thiede, Brian; Gray, Clark; Mueller, Valerie

    2016-01-01

    We examine the effect of climate variability on human migration in South America. Our analyses draw on over 21 million observations of adults aged 15-40 from 25 censuses conducted in eight South American countries. Addressing limitations associated with methodological diversity among prior studies, we apply a common analytic approach and uniform definitions of migration and climate across all countries. We estimate the effects of climate variability on migration overall and also investigate heterogeneity across sex, age, and socioeconomic groups, across countries, and across historical climate conditions. We also disaggregate migration by the rural/urban status of destination. We find that exposure to monthly temperature shocks has the most consistent effects on migration relative to monthly rainfall shocks and gradual changes in climate over multi-year periods. We also find evidence of heterogeneity across demographic groups and countries. Analyses that disaggregate migration by the rural/urban status of destination suggest that much of the climate-related inter-province migration is directed toward urban areas. Overall, our results underscore the complexity of environment-migration linkages and challenge simplistic narratives that envision a linear and monolithic migratory response to changing climates. PMID:28413264

  10. Climate Variability and Inter-Provincial Migration in South America, 1970-2011.

    PubMed

    Thiede, Brian; Gray, Clark; Mueller, Valerie

    2016-11-01

    We examine the effect of climate variability on human migration in South America. Our analyses draw on over 21 million observations of adults aged 15-40 from 25 censuses conducted in eight South American countries. Addressing limitations associated with methodological diversity among prior studies, we apply a common analytic approach and uniform definitions of migration and climate across all countries. We estimate the effects of climate variability on migration overall and also investigate heterogeneity across sex, age, and socioeconomic groups, across countries, and across historical climate conditions. We also disaggregate migration by the rural/urban status of destination. We find that exposure to monthly temperature shocks has the most consistent effects on migration relative to monthly rainfall shocks and gradual changes in climate over multi-year periods. We also find evidence of heterogeneity across demographic groups and countries. Analyses that disaggregate migration by the rural/urban status of destination suggest that much of the climate-related inter-province migration is directed toward urban areas. Overall, our results underscore the complexity of environment-migration linkages and challenge simplistic narratives that envision a linear and monolithic migratory response to changing climates.

  11. 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.

  12. 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.

  13. Posttraumatic proximal migration of the first metatarsophalangeal joint sesamoids: a report of four cases.

    PubMed

    Graves, S C; Prieskorn, D; Mann, R A

    1991-10-01

    Four cases are presented with plantar plate injury to the first metatarsophalangeal (MTP) joint and proximal retraction of the sesamoids by the flexor hallucis brevis. No history of dislocation occurred in any patient, although two had associated fractures of a sesamoid bone. Clinical and radiographic aids to the diagnosis are discussed. Clinical findings included diffuse pain beneath the first MTP joint and pain with extremes of joint motion in all patients. The anterior-posterior (AP) radiographic technique was the most helpful in determining the proximal migration of the sesamoids. By taking the AP view with both feet on the cassette and by centering the beam perpendicular to it, the diagnosis of plantar plate disruption can easily be made. Initial treatment of this disorder was nonoperative using a stiff soled shoe. With conservative treatment, two of the patients returned to preinjury activities. One patient required sesamoidectomy for resistant pain, and the final patient is still unable to return to his preinjury job requiring standing and heavy lifting.

  14. [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

  15. A History-based Estimation for LHCb job requirements

    NASA Astrophysics Data System (ADS)

    Rauschmayr, Nathalie

    2015-12-01

    The main goal of a Workload Management System (WMS) is to find and allocate resources for the given tasks. The more and better job information the WMS receives, the easier will be to accomplish its task, which directly translates into higher utilization of resources. Traditionally, the information associated with each job, like expected runtime, is defined beforehand by the Production Manager in best case and fixed arbitrary values by default. In the case of LHCb's Workload Management System no mechanisms are provided which automate the estimation of job requirements. As a result, much more CPU time is normally requested than actually needed. Particularly, in the context of multicore jobs this presents a major problem, since single- and multicore jobs shall share the same resources. Consequently, grid sites need to rely on estimations given by the VOs in order to not decrease the utilization of their worker nodes when making multicore job slots available. The main reason for going to multicore jobs is the reduction of the overall memory footprint. Therefore, it also needs to be studied how memory consumption of jobs can be estimated. A detailed workload analysis of past LHCb jobs is presented. It includes a study of job features and their correlation with runtime and memory consumption. Following the features, a supervised learning algorithm is developed based on a history based prediction. The aim is to learn over time how jobs’ runtime and memory evolve influenced due to changes in experiment conditions and software versions. It will be shown that estimation can be notably improved if experiment conditions are taken into account.

  16. 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…

  17. Work climate and the mediating role of workplace bullying related to job performance, job satisfaction, and work ability: A study among hospital nurses.

    PubMed

    Olsen, Espen; Bjaalid, Gunhild; Mikkelsen, Aslaug

    2017-11-01

    To increase understanding of workplace bullying and its relation to work climate and different outcomes among nurses. Examine a proposed bullying model including both job resource and job demands, as well as nurse outcomes reflected in job performance, job satisfaction, and work ability. Workplace bullying has been identified as some of the most damaging mechanisms in workplace settings. It is important to increase understanding of workplace bullying in relation to work climate and different outcomes among nurses. This study adopted a cross-sectional web based survey design. A sample of 2946 Registered Nurses from four public Norwegian hospitals were collected during October 2014. We analysed data using descriptive statistics, correlations, Cronbach's alpa, confirmatory factor analyses, and structural equation modelling. The majority of work climate characteristics confirmed to influence workplace bullying, and additionally had direct influence on nurse outcomes; job performance, job satisfaction, and work ability. Bullying had a mediational role between most of the work climate dimensions and nurse outcomes. This study increases our understanding of organizational antecedent of bullying among nurses. Workplace bullying among nurses functions as a mediator between the majority of work climate dimensions and outcomes related to job satisfaction and work ability. Strategies to reduce bullying should look at the study finding and specifically job resources and job demands that influence bullying and nurse outcomes. © 2017 John Wiley & Sons Ltd.

  18. Business cycles, migration and health.

    PubMed

    Halliday, Timothy J

    2007-04-01

    We investigate the proposition that illness poses as an obstacle to one's ability to use migration to hedge the business cycle. We employ data on migration, regional unemployment rates and health status from 10 years (1984-1993) of the US Panel Study of Income Dynamics. Our results provide considerable for support this proposition. The evidence is the strongest for men, but we also find weaker evidence for married women. These results suggest that--ceterus paribus--aggregate health outcomes in an area should improve when the regional economy expands.

  19. Migration Systems in Europe: Evidence From Harmonized Flow Data

    PubMed Central

    Kim, Keuntae; Raymer, James

    2014-01-01

    Empirical tests of migration systems theory require consistent and complete data on international migration flows. Publicly available data, however, represent an inconsistent and incomplete set of measurements obtained from a variety of national data collection systems. We overcome these obstacles by standardizing the available migration reports of sending and receiving countries in the European Union and Norway each year from 2003–2007 and by estimating the remaining missing flows. The resulting harmonized estimates are then used to test migration systems theory. First, locating thresholds in the size of flows over time, we identify three migration systems within the European Union and Norway. Second, examining the key determinants of flows with respect to the predictions of migration systems theory, our results highlight the importance of shared experiences of nation-state formation, geography, and accession status in the European Union. Our findings lend support to migration systems theory and demonstrate that knowledge of migration systems may improve the accuracy of migration forecasts toward managing the impacts of migration as a source of social change in Europe. PMID:22791267

  20. Texture sensing of cytoskeletal dynamics in cell migration

    NASA Astrophysics Data System (ADS)

    Das, Satarupa; Lee, Rachel; Hourwitz, Matthew J.; Sun, Xiaoyu; Parent, Carole; Fourkas, John T.; Losert, Wolfgang

    Migrating cells can be directed towards a target by gradients in properties such as chemical concentration or mechanical properties of the surrounding microenvironment. In previous studies we have shown that micro/nanotopographical features on scales comparable to those of natural collagen fibers can guide fast migrating amoeboid cells by aligning actin polymerization waves to such nanostructures. We find that actin microfilaments and microtubules are aligned along the nanoridge topographies, modulating overall cell polarity and directional migration in epithelial cells. This work shows that topographic features on a biologically relevant length scale can modulate migration outcomes by affecting the texture sensing property of the cytoskeleton.

  1. The spring migration of adult North American Ospreys

    USGS Publications Warehouse

    Martell, Mark S.; Bierregaard, Richard O.; Washburn, Brian E.; Elliott, John E.; Henny, Charles J.; Kennedy, Robert S.; MacLeod, Iain

    2014-01-01

    Most North American Ospreys (Pandion haliaetus) are migratory, breeding in northern latitudes and migrating long distances to and from their wintering grounds in the tropics. Although fall migration patterns of North American Ospreys have been described and studied, very little has been published about the spring migration of these birds. We used satellite telemetry to: (1) determine the characteristics (timing, duration, migratory routes) of spring migrations of Ospreys; (2) determine if differences in spring migration patterns existed between sexes and among three breeding populations (east coast, midwestern, and western); and (3) compare consecutive fall and spring migrations of individual Ospreys. The median dates for departure from the wintering grounds and arrival on the breeding grounds did not differ significantly between adult male and female Ospreys. Compared to their fall migrations, all male and all east coast Ospreys spent fewer days on migration, fewer days in stopover periods along the migration route, traveled shorter distances overall, and traveled farther (on average) each day during spring. In contrast, fall and spring migration characteristics of all female and western Ospreys were similar. Our findings suggest that, although sex and breeding location might influence the spring migration strategy used by individual Ospreys, both males and females minimize the time spent on migration to ensure a timely arrival on the breeding grounds to establish or defend a nesting territory.

  2. Dynamics of neutrophil migration in lymph nodes during infection

    PubMed Central

    Chtanova, Tatyana; Schaeffer, Marie; Han, Seong-Ji; van Dooren, Giel G.; Nollmann, Marcelo; Herzmark, Paul; Chan, Shiao Wei; Satija, Harshita; Camfield, Kristin; Aaron, Holly; Striepen, Boris; Robey, Ellen A.

    2008-01-01

    Summary While the signals that control neutrophil migration from the blood to sites of infection have been well characterized, little is known about their migration patterns within lymph nodes, or the strategies that neutrophils use to find their local sites of action. To address these questions, we used two-photon scanning laser microscopy (TPSLM) to examine neutrophil migration in intact lymph nodes during infection with an intracellular parasite, Toxoplasma gondii. We find that neutrophils form both small, transient or large, persistent swarms via a strikingly coordinated migration pattern. We provide evidence that cooperative action of neutrophils and parasite egress from host cells can trigger swarm formation. Neutrophil swarm formation coincides in space and time with the removal of macrophages that line the subcapsular sinus of the lymph node. Our data provide insights into the cellular mechanisms underlying neutrophil swarming and suggest new roles for neutrophils in shaping immune responses. PMID:18718768

  3. 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,…

  4. Die philippinische Diaspora - Migration als Bevölkerungsventil und lokale Entwicklungswirkungen

    NASA Astrophysics Data System (ADS)

    Haub, Olaf

    2018-03-01

    According to the Commission on Filipinos Overseas (CFO, 2013), the Philippine diaspora consists of about 10 million Filipinos, which is about 10% of the total population. Of these, just under half are temporary migrant workers (OFWs, Oversea Filipino Workers), with most OFWs working in the Gulf States. With the booming oil industry in the 70s in the Gulf, numerous job opportunities were created at that time. This started the massive migration of Filipino workers to the Gulf States as well as the support of labour migration by the Philippine government. In the meantime, highly qualified workers and professionals from the Philippines are to be found in almost every country and are in demand in numerous fields. The remittances of the OFWs amount to nearly 10% of the gross domestic product and thus make a significant contribution not only to the macroeconomic development but also to poverty alleviation in the country. The coordination and support of the Philippine labour migration has been steadily improving since the 1970s and evolved into a successful system that supports the economy and reduces unemployment. For the employing host countries, the Philippines have long become an indispensable source of labour.

  5. Die philippinische Diaspora. Migration als Bevölkerungsventil und lokale Entwicklungswirkungen

    NASA Astrophysics Data System (ADS)

    Haub, Olaf

    2018-04-01

    According to the Commission on Filipinos Overseas (CFO, 2013), the Philippine diaspora consists of about 10 million Filipinos, which is about 10% of the total population. Of these, just under half are temporary migrant workers (OFWs, Oversea Filipino Workers), with most OFWs working in the Gulf States. With the booming oil industry in the 70s in the Gulf, numerous job opportunities were created at that time. This started the massive migration of Filipino workers to the Gulf States as well as the support of labour migration by the Philippine government. In the meantime, highly qualified workers and professionals from the Philippines are to be found in almost every country and are in demand in numerous fields. The remittances of the OFWs amount to nearly 10% of the gross domestic product and thus make a significant contribution not only to the macroeconomic development but also to poverty alleviation in the country. The coordination and support of the Philippine labour migration has been steadily improving since the 1970s and evolved into a successful system that supports the economy and reduces unemployment. For the employing host countries, the Philippines have long become an indispensable source of labour.

  6. Determinants of the Egyptian labour migration.

    PubMed

    Kandil, M; Metwally, M

    1992-03-01

    The objective is to summarize the pattern of Egyptian migration to Arab oil-producing countries (AOPC), to review some factors that are important determinants of labor movement based on theory, and to empirically model the migration rate to AOPC and to Saudi Arabia. Factors are differentiated as to their relative importance. Push factors are the low wages, high inflation rate, and high population density in Egypt; pull factors are higher wages. It is predicted that an increase in income from destination countries has a significant positive impact on the migration rate. An increase in population density stimulates migration. An increase in inflation acts to increase out-migration with a 2-year lag, which accommodates departure preparation. Egypt's experience with labor migration is described for the pre-oil boom, and the post-oil boom. Several estimates of labor migration are given. Government policy toward migration is positive. Theory postulates migration to be determined by differences in the availability of labor, labor rewards between destination and origin, and the cost of migration. In the empirical model, push factors are population density, the current inflation rate, and the ratio of income/capita in AOPC to Egypt. The results indicate that the ratio of income/capita had a strong pull impact and population density had a strong push impact. The inflation rate has a positive impact with a lag estimated at 2 years. Prior to the Camp David Accord, there was a significant decrease in the number of Egyptian migrants due to political tension. The findings support the classical theory of factor mobility. The consequences of migration on the Egyptian economy have been adverse. Future models should disaggregate data because chronic shortages exist in some parts of the labor market. Manpower needs assessment would be helpful for policy makers.

  7. Job stress, coping and health perceptions of Hong Kong primary care nurses.

    PubMed

    Lee, Joseph K L

    2003-04-01

    Few empirical studies have investigated job stress, coping and health perceptions of nurses working in primary care settings. One thousand self-report questionnaires, which consisted of the modified Nursing Stress Scale, Coping with Work Stress Checklist and Health Perceptions Questionnaire, were distributed randomly to a group of Hong Kong nurses working in primary care settings, to examine issues related to job stress. Three hundred and sixty-two nurses responded. Findings indicated that nurses in these settings experienced low-to-moderate frequency of stress, adopted direct coping strategies, and perceived themselves as rather healthy. There were also statistically significant links between job stress, coping and perceived health status. The findings of this study suggest that job stress, coping and health perception of nurses working in primary care settings were distinct from their colleagues working in acute care settings.

  8. Ability Testing for Job Selection: Are the Economic Claims Justified?

    ERIC Educational Resources Information Center

    Levin, Henry M.

    The use of ability testing for job selection has become widespread in the Federal Government and in the U.S. Employment Service, which assists private sector employers. The justification for the practice is based largely on research findings claiming a high level of validity for such tests in predicting job performance. More recently, such claims…

  9. [Investigation on job stress of pediatricians and nurses working in pediatric department].

    PubMed

    Yao, San-qiao; Tian, Ling; Pang, Bao-dong; Bai, Yu-ping; Fan, Xue-yun; Shen, Fu-hai; Jin, Yu-lan

    2008-09-01

    To investigate the occupational stressors and modifiers of pediatricians and nurses in order to find the measurements for control of the job stress. 427 pediatricians and nurses working in five hospitals of a city served as subjects. Of them, the staff in section of pharmacy and toll offices in each hospital mentioned above served as control group. The General Job Stress Questionnaire was used to investigate the job stress by self-assessment. The scores of job demand, job risk, drug using, daily job stress, positive feelings, patient A behavior, physical environment and feeling balance in pediatricians and nurses were higher than those of control group, but the scores of job-person conflict, environmental control, technology utility, mental health, responsibility on things were lower than those of control group (P<0.05). The points of job future, job locus of control, self-esteem, job satisfaction, job load variance, depression in nurses were higher than those of pediatricians, and non-work activities, job risk and daily life stress were lower than those of doctors (P<0.05). The main affecting factors on job strain of pediatric staff included job monotony, higher job demand, more non-work job, lower job control, more job risk, job future ambiguous, poorer social support, lower job locus control and lower self-esteem. The stress degree of pediatric staff is higher than that of controls. The pediatricians have more job stress than that of nurses. The main stressors of pediatric staff are job monotony, higher job demand, more non-worker activity, lower job control, higher job risk and ambiguous job future. The main modifiers are good social support, external job locus of control and higher self-esteem.

  10. Job embeddedness: a theoretical foundation for developing a comprehensive nurse retention plan.

    PubMed

    Holtom, Brooks C; O'Neill, Bonnie S

    2004-05-01

    Using a new construct, job embeddedness, from the business management literature, this study first examines its value in predicting employee retention in a healthcare setting and second, assesses whether the factors that influence the retention of nurses are systematically different from those influencing other healthcare workers. The shortage of skilled healthcare workers makes it imperative that healthcare providers develop effective recruitment and retention plans. With nursing turnover averaging more than 20% a year and competition to hire new nurses fierce, many administrators rightly question whether they should develop specialized plans to recruit and retain nurses. A longitudinal research design was employed to assess the predictive validity of the job embeddedness concept. At time 1, surveys were mailed to a random sample of 500 employees of a community-based hospital in the Northwest region of the United States. The survey assessed personal characteristics, job satisfaction, organizational commitment, job embeddedness, job search, perceived alternatives, and intent to leave. One year later (time 2) the organization provided data regarding voluntary leavers from the hospital. Hospital employees returned 232 surveys, yielding a response rate of 46.4 %. The results indicate that job embeddedness predicted turnover over and beyond a combination of perceived desirability of movement measures (job satisfaction, organizational commitment) and perceived ease of movement measures (job alternatives, job search). Thus, job embeddedness assesses new and meaningful variance in turnover in excess of that predicted by the major variables included in almost all the major models of turnover. The findings suggest that job embeddedness is a valuable lens through which to evaluate employee retention in healthcare organizations. Further, the levers for influencing retention are substantially similar for nurses and other healthcare workers. Implications of these findings and

  11. How to Inspire University Librarians to Become "Good Soldiers"? The Role of Job Autonomy

    ERIC Educational Resources Information Center

    Peng, Yu-Ping; Hwang, Shiuh-Nan; Wong, Jehn-Yih

    2010-01-01

    This study uses a structural equation model to examine the effect of job autonomy on the relationship between job satisfaction and organizational citizenship behavior for university librarians in Taiwan. Findings indicate that this relationship is stronger when job autonomy is high; we then discuss some implications for the librarianship…

  12. Personality and job stress: a comparison of direct effects on parenting.

    PubMed

    Blanch, Angel; Aluja, Anton

    2011-11-01

    The impact of personality and job characteristics on parental rearing styles was compared in 353 employees. Hypotheses concerning the relationships between personality and job variables were formulated in accordance with findings in past research and the Belsky's model (1984). Structural equation nested models showed that Aggression-hostility, Sociability and job Demand were predictive of Rejection and Emotional Warmth parenting styles, providing support for some of the hypothesized relationships. The findings suggest a well-balanced association of personality variables with both parenting styles: Aggression-Hostility was positively related to Rejection and negatively to Emotional Warmth, whereas Sociability was positively related to Emotional Warmth and negatively related to Rejection. Personality dimensions explained a higher amount of variance in observed parenting styles. However, a model that considered both, personality and job dimensions as antecedent variables of parenting was the best representation of observed data, as both systems play a role in the prediction of parenting behavior.

  13. Migration of magnetotactic bacteria in porous media.

    PubMed

    Rismani Yazi, Saeed; Nosrati, Reza; Stevens, Corey A; Vogel, David; Escobedo, Carlos

    2018-01-01

    Magnetotactic bacteria (MTB) migrate in complex porous sediments where fluid flow is ubiquitous. Here, we demonstrate that magnetotaxis enables MTB to migrate effectively through porous micromodels. Directed MTB can circumvent curved obstacles by traveling along the boundaries and pass flat obstacles by repeatedly switching between forward and backward runs. Magnetotaxis enables directed motion of MTB through heterogeneous porous media, overcoming tortuous flow fields with local velocities as high as 250  μ m s -1 . Our findings bring new insights into the migration behaviour of MTB in their natural habitats and their potential in vivo applications as microbiorobots.

  14. 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.

  15. 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

  16. Multiagent scheduling method with earliness and tardiness objectives in flexible job shops.

    PubMed

    Wu, Zuobao; Weng, Michael X

    2005-04-01

    Flexible job-shop scheduling problems are an important extension of the classical job-shop scheduling problems and present additional complexity. Such problems are mainly due to the existence of a considerable amount of overlapping capacities with modern machines. Classical scheduling methods are generally incapable of addressing such capacity overlapping. We propose a multiagent scheduling method with job earliness and tardiness objectives in a flexible job-shop environment. The earliness and tardiness objectives are consistent with the just-in-time production philosophy which has attracted significant attention in both industry and academic community. A new job-routing and sequencing mechanism is proposed. In this mechanism, two kinds of jobs are defined to distinguish jobs with one operation left from jobs with more than one operation left. Different criteria are proposed to route these two kinds of jobs. Job sequencing enables to hold a job that may be completed too early. Two heuristic algorithms for job sequencing are developed to deal with these two kinds of jobs. The computational experiments show that the proposed multiagent scheduling method significantly outperforms the existing scheduling methods in the literature. In addition, the proposed method is quite fast. In fact, the simulation time to find a complete schedule with over 2000 jobs on ten machines is less than 1.5 min.

  17. 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.

  18. Climate Shocks and the Timing of Migration from Mexico

    PubMed Central

    Nawrotzki, Raphael J.; DeWaard, Jack

    2016-01-01

    Although evidence is increasing that climate shocks influence human migration, it is unclear exactly when people migrate after a climate shock. A climate shock might be followed by an immediate migration response. Alternatively, migration, as an adaptive strategy of last resort, might be delayed and employed only after available in-situ (in-place) adaptive strategies are exhausted. In this paper, we explore the temporally lagged association between a climate shock and future migration. Using multilevel event-history models, we analyze the risk of Mexico-U.S. migration over a seven-year period after a climate shock. Consistent with a delayed response pattern, we find that the risk of migration is low immediately after a climate shock and increases as households pursue and cycle through in-situ adaptive strategies available to them. However, about three years after the climate shock, the risk of migration decreases, suggesting that households are eventually successful in adapting in-situ. PMID:27795604

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

    NASA Astrophysics Data System (ADS)

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

    2012-12-01

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

  20. On the occurrence of false positives in tests of migration under an isolation with migration model

    PubMed Central

    Hey, Jody; Chung, Yujin; Sethuraman, Arun

    2015-01-01

    The population genetic study of divergence is often done using a Bayesian genealogy sampler, like those implemented in IMa2 and related programs, and these analyses frequently include a likelihood-ratio test of the null hypothesis of no migration between populations. Cruickshank and Hahn (2014, Molecular Ecology, 23, 3133–3157) recently reported a high rate of false positive test results with IMa2 for data simulated with small numbers of loci under models with no migration and recent splitting times. We confirm these findings and discover that they are caused by a failure of the assumptions underlying likelihood ratio tests that arises when using marginal likelihoods for a subset of model parameters. We also show that for small data sets, with little divergence between samples from two populations, an excellent fit can often be found by a model with a low migration rate and recent splitting time and a model with a high migration rate and a deep splitting time. PMID:26456794

  1. How to Stay Afloat in the Academic Library Job Pool

    ERIC Educational Resources Information Center

    Neely, Teresa Y., Ed.

    2011-01-01

    There's never been a more challenging time to find a position as an academic librarian, especially for those who have recently completed their library education. Whether job-hunters are jumping into the job pool for the very first time, or back in the water after a dry spell, Neely and her crack team of expert contributors have the information…

  2. Job Demands and Job Control as Predictors of Depressive Symptoms: Moderating Effects of Negative Childhood Socioemotional Experiences.

    PubMed

    Pulkki-Råback, Laura; Elovainio, Marko; Virtanen, Marianna; Kivimäki, Mika; Hintsanen, Mirka; Hintsa, Taina; Jokela, Markus; Puttonen, Sampsa; Joensuu, Matti; Lipsanen, Jari; Raitakari, Olli T; Keltikangas-Järvinen, Liisa

    2016-10-01

    There have been calls to know more about vulnerability factors that may predispose to adverse health outcomes at work. We examined if childhood adverse experiences would affect vulnerability to psychosocial stress factors at work. A nationally representative sample of 1546 Finnish men and women was followed up from childhood to adulthood. Childhood adverse experiences consisted of socioeconomic and emotional factors. Job demands and job control were measured 21 years later, and depressive symptoms were measured 21 and 27 years after the childhood measurements. Job demands predicted depressive symptoms over 6 years, and the association was modified by childhood emotional adversity. Participants with three or more emotional adversities in childhood had more depressive symptoms in response to high job demands compared with participants with zero or one emotional adversities in childhood (Betas = -1.40 and -2.01, ps < 0.05 and <0.01). No such moderating effect by childhood adverse experiences was found for the association between job control and depressive symptoms. Although modest in effect size, these findings provide a developmental viewpoint for understanding the role of childhood experiences in work-related stress factors. Such knowledge can enhance understanding of individual differences in vulnerability to the demands of working life. Copyright © 2015 John Wiley & Sons, Ltd. Copyright © 2015 John Wiley & Sons, Ltd.

  3. Nuclear migration events throughout development

    PubMed Central

    Bone, Courtney R.

    2016-01-01

    ABSTRACT Moving the nucleus to a specific position within the cell is an important event during many cell and developmental processes. Several different molecular mechanisms exist to position nuclei in various cell types. In this Commentary, we review the recent progress made in elucidating mechanisms of nuclear migration in a variety of important developmental models. Genetic approaches to identify mutations that disrupt nuclear migration in yeast, filamentous fungi, Caenorhabditis elegans, Drosophila melanogaster and plants led to the identification of microtubule motors, as well as Sad1p, UNC-84 (SUN) domain and Klarsicht, ANC-1, Syne homology (KASH) domain proteins (LINC complex) that function to connect nuclei to the cytoskeleton. We focus on how these proteins and various mechanisms move nuclei during vertebrate development, including processes related to wound healing of fibroblasts, fertilization, developing myotubes and the developing central nervous system. We also describe how nuclear migration is involved in cells that migrate through constricted spaces. On the basis of these findings, it is becoming increasingly clear that defects in nuclear positioning are associated with human diseases, syndromes and disorders. PMID:27182060

  4. Relationship between job demands and psychological outcomes among nurses: Does skill discretion matter?

    PubMed

    Viotti, Sara; Converso, Daniela

    2016-01-01

    The aim of the present study was to assess both the direct and indirect effects (i.e., interacting with various job demands) of skill discretion on various psychological outcomes (i.e., emotional exhaustion, intention to leave, affective well-being, and job satisfaction). Data were collected by a self-reported questionnaire in 3 hospitals in Italy. The sample consisted of 522 nurses. Moderated hierarchical regression analyses were employed. The findings highlighted the direct effect of skill discretion on reducing emotional exhaustion, intention to leave, sustaining affective well-being and job satisfaction. As regards interaction effect, the analyses indicated that skill discretion moderates the negative effect of disproportionate patient expectations on all the considered psychological outcomes. On the other hand, skill discretion was found to moderate the effect of cognitive demands on turnover intention as well as the effect of quantitative demands on emotional exhaustion and job satisfaction only in conditions of low job demands. The study revealed some interesting findings, suggesting that skill discretion is not a resource in the pure sense, but that it also has some characteristics of a job demand. The study has relevant practical implications. Particularly, from a job design point of view, the present study suggests that job demands and skill discretion should be balanced carefully in order to sustain job well-being and worker retention. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

  5. The skill-divide in job quality: a cross-national analysis of 28 countries.

    PubMed

    Stier, Haya

    2015-01-01

    This study focuses on the skill divide in job quality and the role of social institutions in structuring the relation of workers' qualifications to the attributes of their jobs. Four measures of job quality are examined: job security, job achievement, job content and work schedule flexibility. The study is based on the 2005 ISSP module on work orientations and encompasses 28 countries. Obtained through multilevel modeling, the findings show that low-skilled workers are disadvantaged in all aspects of job quality. However, skill inequality in the quality of employment depends on countries' characteristics, with declining inequality in countries at higher levels of technological development and to some extent also in times of technological growth. At times of high unemployment, skill disparities in job security widen while on other measures of job quality they decline. Under high market regulation, the low skilled enjoy better job security but on other measures, skill inequalities increase. Copyright © 2014 Elsevier Inc. All rights reserved.

  6. Evolution of mammalian migrations for refuge, breeding, and food.

    PubMed

    Gnanadesikan, Gitanjali E; Pearse, William D; Shaw, Allison K

    2017-08-01

    Many organisms migrate between distinct habitats, exploiting variable resources while profoundly affecting ecosystem services, disease spread, and human welfare. However, the very characteristics that make migration captivating and significant also make it difficult to study, and we lack a comprehensive understanding of which species migrate and why. Here we show that, among mammals, migration is concentrated within Cetacea and Artiodactyla but also diffusely spread throughout the class (found in 12 of 27 orders). We synthesize the many ecological drivers of round-trip migration into three types of movement-between breeding and foraging sites, between breeding and refuge sites, and continuous tracking of forage/prey-each associated with different traits (body mass, diet, locomotion, and conservation status). Our results provide only partial support for the hypothesis that migration occurs without phylogenetic constraint. Furthermore, our findings suggest that categorizing migration into these three types may aid predictions of migrants' responses to environmental changes.

  7. Outward migration may alter population dynamics and income inequality

    NASA Astrophysics Data System (ADS)

    Shayegh, Soheil

    2017-11-01

    Climate change impacts may drive affected populations to migrate. However, migration decisions in response to climate change could have broader effects on population dynamics in affected regions. Here, I model the effect of climate change on fertility rates, income inequality, and human capital accumulation in developing countries, focusing on the instrumental role of migration as a key adaptation mechanism. In particular, I investigate how climate-induced migration in developing countries will affect those who do not migrate. I find that holding all else constant, climate change raises the return on acquiring skills, because skilled individuals have greater migration opportunities than unskilled individuals. In response to this change in incentives, parents may choose to invest more in education and have fewer children. This may ultimately reduce local income inequality, partially offsetting some of the damages of climate change for low-income individuals who do not migrate.

  8. CDYL Deficiency Disrupts Neuronal Migration and Increases Susceptibility to Epilepsy.

    PubMed

    Qin, Rui; Cao, Shuai; Lyu, Tianjie; Qi, Cai; Zhang, Weiguang; Wang, Yun

    2017-01-10

    During brain development, the correct migration of newborn neurons is one of the determinants of circuit formation, and neuronal migration defects may lead to neurological and psychiatric disorders. The molecular mechanisms underlying neuronal migration and related disorders are poorly understood. Here, we report that Chromodomain Y-like (CDYL) is critical for neuronal migration in mice. Knocking down CDYL caused neuronal migration defects and disrupted both mobility and multipolar-to-bipolar transition of migrating neurons. We find that CDYL regulates neuronal migration by transcriptionally repressing RhoA. In addition, CDYL deficiency increased the excitability of cortical pyramidal neurons and the susceptibility of mice to convulsant-induced seizures. These results demonstrate that CDYL is a regulator of neuronal migration and shed light on the pathogenesis of seizure-related neurodevelopmental disorders. Copyright © 2017 The Author(s). Published by Elsevier Inc. All rights reserved.

  9. 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…

  10. The Experience of Condom Use and Other Sexual Risk Practices among Male Brewery Employees Who Recently Migrated in Nigeria

    ERIC Educational Resources Information Center

    Sunmola, Adegbenga M; Adebayo, Dada; Olapegba, Makinde; Alarape, Aderemi

    2006-01-01

    Objective: To identify factors that predict condom use and sexual practices of brewery employees who had recently been on short- and longterm migration in the course of their jobs in Nigeria. Design: A cross-sectional survey design was adopted to investigate the relationship between sexual practices and condom use of migrant employees, and to…

  11. Temperament and job stress in Japanese company employees.

    PubMed

    Sakai, Y; Akiyama, T; Miyake, Y; Kawamura, Y; Tsuda, H; Kurabayashi, L; Tominaga, M; Noda, T; Akiskal, K; Akiskal, H

    2005-03-01

    This study aims to demonstrate the relevance of temperament to job stress. The subjects were 848 male and 366 female Japanese company employees. Temperament Evaluation of Memphis, Pisa, Paris and San Diego-Autoquestionnaire version (TEMPS-A) and Munich Personality Test (MPT) were administered to assess temperaments, and the NIOSH Generic Job Stress Questionnaire (GJSQ) to assess job stress. We used hierarchical multiple linear regression analysis in order to demonstrate whether temperament variables added any unique variance after controlling the effects of other predictors such as gender, age and job rank. In all subscales of the GJSQ, temperament predicted a large share of the variance in job stress. Remarkably, for interpersonal relationship stressors, the temperament variables added greater variance than that predicted by gender, age and job rank. Summary of the hierarchical linear regression analysis showed that the irritable temperament was associated with the most prominent vulnerability, followed by cyclothymic and anxious temperaments. The schizoid temperament had difficulty in the area of social support. On the other hand, the hyperthymic temperament displayed significant robustness in facing most job stressors; the melancholic type showed a similar pattern to a lesser degree. The findings may be different in a clinical Japanese sample, or a cohort of healthy employees from a different cultural background. Temperament influences job stress significantly-indeed, it impacts on such stress with greater magnitude than age, gender and job rank in most areas examined. Temperament influences interpersonal relationship stressors more than workload-related stressors. Interestingly, in line with previous clinical and theoretical formulations, the hyperthymic and melancholic types actually appear to be "hyper-adapted" to the workplace.

  12. Cell migration in microengineered tumor environments.

    PubMed

    Um, Eujin; Oh, Jung Min; Granick, Steve; Cho, Yoon-Kyoung

    2017-12-05

    Recent advances in microengineered cell migration platforms are discussed critically with a focus on how cell migration is influenced by engineered tumor microenvironments, the medical relevance being to understand how tumor microenvironments may promote or suppress the progression of cancer. We first introduce key findings in cancer cell migration under the influence of the physical environment, which is systematically controlled by microengineering technology, followed by multi-cues of physico-chemical factors, which represent the complexity of the tumor environment. Recognizing that cancer cells constantly communicate not only with each other but also with tumor-associated cells such as vascular, fibroblast, and immune cells, and also with non-cellular components, it follows that cell motility in tumor microenvironments, especially metastasis via the invasion of cancer cells into the extracellular matrix and other tissues, is closely related to the malignancy of cancer-related mortality. Medical relevance of forefront research realized in microfabricated devices, such as single cell sorting based on the analysis of cell migration behavior, may assist personalized theragnostics based on the cell migration phenotype. Furthermore, we urge development of theory and numerical understanding of single or collective cell migration in microengineered platforms to gain new insights in cancer metastasis and in therapeutic strategies.

  13. 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…

  14. 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,…

  15. CHARACTERISTICS OF FARM WORKERS AS RELATED TO STABILIZATION OF THE WORK FORCE.

    ERIC Educational Resources Information Center

    METZLER, WILLIAM H.

    PROBLEMS OF THE MIGRANTS INCLUDE THEIR LACK OF DESIRE TO LEARN NEW SKILLS AND TO ADJUST TO NEW SITUATIONS, THEIR NEED TO MIGRATE TO FIND EMPLOYMENT DURING CERTAIN OFF-SEASONS, THEIR LACK OF TRAINING FOR MANY KINDS OF JOBS, THEIR PREJUDICED ATTITUDE TOWARD JOBS MAINLY PERFORMED BY FOREIGN OR COLORED WORKERS, THEIR TENDENCY TO LEAVE A JOB WHEN…

  16. Job satisfaction of Malaysian registered nurses: a qualitative study.

    PubMed

    Atefi, Narges; Abdullah, Khatijah L; Wong, Li P

    2016-01-01

    Job satisfaction is an important factor in health care settings. Strong empirical evidence supports a causal relationship between job satisfaction, patient safety and quality of care. However, there have not been any studies exploring the job satisfaction of Malaysian nurses. The main purpose of this qualitative descriptive study was to explore the factors related to feelings of job satisfaction as well as job dissatisfaction experienced by registered nurses in Malaysia. A convenient sample of 46 Malaysian nurses recruited from a large hospital (number of beds = 895) participated in the study. A total of seven focus group discussions were conducted with nurses from surgical, medical and critical care wards. A semi-structured interview guide was used to facilitate the interviews, which were audio-recorded, transcribed verbatim and checked. The transcripts were used as data and were analysed using a thematic approach. The study identified three main themes that influenced job satisfaction: (1) nurses' personal values and beliefs; (2) work environment factors and (3) motivation factors. Concerning the nurses' personal values and beliefs, the ability to help people made the nurses felt honoured and happy, which indirectly contributed to job satisfaction. For work environment factors, team cohesion, benefit and reward, working conditions play an important role in the nurses' job satisfaction. Motivation factors, namely, professional development and clinical autonomy contributed to job satisfaction. It is important for nurse leaders to provide more rewards, comfortable work environments and to understand issues that affect nurses' job satisfaction. Our findings highlight the importance of factors that can improve nurses' job satisfaction. The study provides basic information for hospital administrators in planning effective and efficient policies to improve nursing job satisfaction in order to increase the quality of patient care and decrease nursing turnover. © 2014

  17. 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.

  18. 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.

  19. Factors related to job satisfaction among South Korean dentists.

    PubMed

    Jeong, Seong-Hwa; Chung, Jae-Kyun; Choi, Youn-Hee; Sohn, Woosung; Song, Keun-Bae

    2006-12-01

    The purposes of this study were to investigate the level and distribution of job satisfaction and to explore work environment factors associated with job satisfaction of South Korean dentists. A stratified systematic random sample of 1029 dentists was selected from the 10 357 registered dentists in the Korean Dental Association. They were surveyed via a self-administered mail questionnaire. Job satisfaction was measured by a modified version of the Dentist Satisfaction Survey. The response rate was 62.2%. The mean score of overall job satisfaction among South Korean dentists was 3.2 out of 5. In terms of work environment factors, the most satisfying aspect was patient relations (3.7) and the least satisfying aspect was personal time (2.8). Multiple regression analysis identified a model including patient relations, perception of income, personal time, staff, and specialty training that accounted for 35% of variation in overall job satisfaction. The majority of the variance was explained by patient relations. This study suggests that patient relations, perception of income, personal time, staff, and specialty training are important work environment factors for job satisfaction among South Korean dentists. The findings of this study will be helpful to policy makers to design plans to increase the level of job satisfaction among South Korean dentists.

  20. Identifying job characteristics related to employed women's breastfeeding behaviors.

    PubMed

    Spitzmueller, Christiane; Zhang, Jing; Thomas, Candice L; Wang, Zhuxi; Fisher, Gwenith G; Matthews, Russell A; Strathearn, Lane

    2018-05-14

    For employed mothers of infants, reconciliation of work demands and breastfeeding constitutes a significant challenge. The discontinuation of breastfeeding has the potential to result in negative outcomes for the mother (e.g., higher likelihood of obesity), her employer (e.g., increased absenteeism), and her infant (e.g., increased risk of infection). Given previous research findings identifying return to work as a major risk factor for breastfeeding cessation, we investigate what types of job characteristics relate to women's intentions to breastfeed shortly after giving birth and women's actual breastfeeding initiation and duration. Using job titles and job descriptors contained in a large Australian longitudinal cohort data set (N = 809), we coded job titles using the U.S. Department of Labor (DOL)'s Occupational Information Network (O*NET) database and extracted job characteristics. Hazardous working conditions and job autonomy were identified as significant determinants of women's breastfeeding intentions, their initiation of breastfeeding, and ultimately their breastfeeding continuation. Hence, we recommend that human resource professionals, managers, and public health initiatives provide breastfeeding-supportive resources to women who, based on their job characteristics, are at high risk to prematurely discontinue breastfeeding to ensure these mothers have equal opportunity to reap the benefits of breastfeeding. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  1. Performance comparison of some evolutionary algorithms on job shop scheduling problems

    NASA Astrophysics Data System (ADS)

    Mishra, S. K.; Rao, C. S. P.

    2016-09-01

    Job Shop Scheduling as a state space search problem belonging to NP-hard category due to its complexity and combinational explosion of states. Several naturally inspire evolutionary methods have been developed to solve Job Shop Scheduling Problems. In this paper the evolutionary methods namely Particles Swarm Optimization, Artificial Intelligence, Invasive Weed Optimization, Bacterial Foraging Optimization, Music Based Harmony Search Algorithms are applied and find tuned to model and solve Job Shop Scheduling Problems. To compare about 250 Bench Mark instances have been used to evaluate the performance of these algorithms. The capabilities of each these algorithms in solving Job Shop Scheduling Problems are outlined.

  2. Understanding nurse anesthetists' intention to leave their job: how burnout and job satisfaction mediate the impact of personality and workplace characteristics.

    PubMed

    Meeusen, Vera C H; Van Dam, Karen; Brown-Mahoney, Chris; Van Zundert, Andre A J; Knape, Hans T A

    2011-01-01

    The retention of nurse anesthetists is of paramount importance, particularly in view of the fact that the health care workforce is shrinking. Although many health care providers find their work satisfying, they often consider leaving their jobs because of the stress. Are there ways to improve this situation? This study investigated how work environment characteristics and personality dimensions relate to burnout and job satisfaction and ultimately to turnover intention among Dutch nurse anesthetists. An online self-reporting questionnaire survey was performed among Dutch nurse anesthetists. The questionnaire included scales to assess personality dimensions, work climate, work context factors, burnout, job satisfaction, and turnover intention. The research model stated that personality dimensions, work climate, and work context factors, mediated by burnout and job satisfaction, predict turnover intention. Structural equation modeling was used to test the research model. Nine hundred twenty-three questionnaires were completed (46% response rate). Burnout mediated the relationship between personality dimensions and turnover intention; job satisfaction mediated the relationship of work climate and work context factors to turnover intention. To retain nursing staff and to maintain adequate staff strength, it is important to improve job satisfaction by creating a positive work climate and work context and to prevent burnout by selecting the most suitable employees through personality assessment.

  3. 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

  4. 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.

  5. 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…

  6. 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…

  7. Interaction among general practitioners age and patient load in the prediction of job strain, decision latitude and perception of job demands. A cross-sectional study.

    PubMed

    Vanagas, Giedrius; Bihari-Axelsson, Susanna

    2004-12-07

    It is widely recognized and accepted that job strain adversely impacts the workforce. Individual responses to stressful situations can vary greatly and it has been shown that certain people are more likely to experience high levels of stress in their job than others. Studies highlighted that there can be age differences in job strain perception. Cross-sectional postal survey of 300 Lithuanian general practitioners. Psychosocial stress was investigated with a questionnaire based on the Reeder scale. Job demands were investigated with the Karasek scale. The analysis included descriptive statistics; logistic regression beta coefficients to find out predictors and interactions between characteristics and predictors. Response rate was 66% (N = 197). Logistic regression as significant predictors for job strain assigned - duration of work in primary care; for job demands- age and duration of working in primary care; for decision latitude- age and patient load.The interactions with regard to job strain showed that GP's age and job strain are negatively associated to a low patient load. Lower decision latitude for older GP age is strongly related to higher patient load. Job demands and GP age are slightly positively related at low patient load. Lithuanian GP's have high patient load and are at risk of stress, they have high job demands and low decision latitude. Older GP's perceive less strain, lower job demands and higher decision latitude in case of low patient load. Young GP's decision latitude has week association to patient load. Regarding to the changes in patient load younger GP's perceive it more sensitively as changes in job demands.

  8. The multiple faces of leukocyte interstitial migration

    PubMed Central

    Lämmermann, Tim; Germain, Ronald N.

    2014-01-01

    Spatiotemporal control of leukocyte dynamics within tissues is critical for successful innate and adaptive immune responses. Homeostatic trafficking and coordinated infiltration into and within sites of inflammation and infection rely on signaling in response to extracellular cues that in turn controls a variety of intracellular protein networks regulating leukocyte motility, migration, chemotaxis, positioning, and cell–cell interaction. In contrast to mesenchymal cells, leukocytes migrate in an amoeboid fashion by rapid cycles of actin polymerization and actomyosin contraction, and their migration in tissues is generally referred to as low adhesive and nonproteolytic. The interplay of actin network expansion, contraction, and adhesion shapes the exact mode of amoeboid migration, and in this review, we explore how leukocyte subsets potentially harness the same basic biomechanical mechanisms in a cell-type-specific manner. Most of our detailed understanding of these processes derives from in vitro migration studies in three-dimensional gels and confined spaces that mimic geometrical aspects of physiological tissues. We summarize these in vitro results and then critically compare them to data from intravital imaging of leukocyte interstitial migration in mouse tissues. We outline the technical challenges of obtaining conclusive mechanistic results from intravital studies, discuss leukocyte migration strategies in vivo, and present examples of mode switching during physiological interstitial migration. These findings are also placed in the context of leukocyte migration defects in primary immunodeficiencies. This overview of both in vitro and in vivo studies highlights recent progress in understanding the molecular and biophysical mechanisms that shape robust leukocyte migration responses in physiologically complex and heterogeneous environments. PMID:24573488

  9. Identifying impediments to long-distance mammal migrations.

    PubMed

    Seidler, Renee G; Long, Ryan A; Berger, Joel; Bergen, Scott; Beckmann, Jon P

    2015-02-01

    In much of the world, the persistence of long-distance migrations by mammals is threatened by development. Even where human population density is relatively low, there are roads, fencing, and energy development that present barriers to animal movement. If we are to conserve species that rely on long-distance migration, then it is critical that we identify existing migration impediments. To delineate stopover sites associated with anthropogenic development, we applied Brownian bridge movement models to high-frequency locations of pronghorn (Antilocapra americana) in the Greater Yellowstone Ecosystem. We then used resource utilization functions to assess the threats to long-distance migration of pronghorn that were due to fences and highways. Migrating pronghorn avoided dense developments of natural gas fields. Highways with relatively high volumes of traffic and woven-wire sheep fence acted as complete barriers. At crossings with known migration bottlenecks, use of high-quality forage and shrub habitat by pronghorn as they approached the highway was lower than expected based on availability of those resources. In contrast, pronghorn consistently utilized high-quality forage close to the highway at crossings with no known migration bottlenecks. Our findings demonstrate the importance of minimizing development in migration corridors in the future and of mitigating existing pressure on migratory animals by removing barriers, reducing the development footprint, or installing crossing structures. © 2014 Society for Conservation Biology.

  10. Are Generation Y Nurses Satisfied on the Job? Understanding Their Lived Experiences.

    PubMed

    Anselmo-Witzel, Sonia; Orshan, Susan A; Heitner, Keri L; Bachand, Jeanie

    2017-04-01

    The purpose of this study was to explore the lived experiences of job satisfaction among Generation Y nurses in the workplace. Job satisfaction in nursing is at an all-time low. With an increasing shortage of nurses, there is a need for more awareness and understanding of job satisfaction and intent to stay among Generation Y nurses who are the future generation of nurses. Descriptive phenomenology-guided, in-depth semistructured interviews were conducted to explore the lived experiences of job satisfaction among 10 Generation Y nurses. Four main themes and 6 subthemes that emerged brought meaning to the nurses' experiences. The 4 main themes were experiences of feeling good, relationships, job strain, and having choices. Findings indicated Generation Y nurses want to fulfill inner feelings of job satisfaction. If these inner feelings are not met, they will seek other opportunities to fulfill job satisfaction.

  11. Morphological constraints on changing avian migration phenology.

    PubMed

    Møller, A P; Rubolini, D; Saino, N

    2017-06-01

    Many organisms at northern latitudes have responded to climate warming by advancing their spring phenology. Birds are known to show earlier timing of spring migration and reproduction in response to warmer springs. However, species show heterogeneous phenological responses to climate warming, with those that have not advanced or have delayed migration phenology experiencing population declines. Although some traits (such as migration distance) partly explain heterogeneity in phenological responses, the factors affecting interspecies differences in the responsiveness to climate warming have yet to be fully explored. In this comparative study, we investigate whether variation in wing aspect ratio (reflecting relative wing narrowness), an ecomorphological trait that is strongly associated with flight efficiency and migratory behaviour, affects the ability to advance timing of spring migration during 1960-2006 in a set of 80 European migratory bird species. Species with larger aspect ratio (longer and narrower wings) showed smaller advancement of timing of spring migration compared to species with smaller aspect ratio (shorter and wider wings) while controlling for phylogeny, migration distance and other life-history traits. In turn, migration distance positively predicted aspect ratio across species. Hence, species that are better adapted to migration appear to be more constrained in responding phenologically to rapid climate warming by advancing timing of spring migration. Our findings corroborate the idea that aspect ratio is a major evolutionary correlate of migration, and suggest that selection for energetically efficient flights, as reflected by high aspect ratio, may hinder phenotypically plastic/microevolutionary adjustments of migration phenology to ongoing climatic changes. © 2017 European Society For Evolutionary Biology. Journal of Evolutionary Biology © 2017 European Society For Evolutionary Biology.

  12. Migration and Singapore: implications for the Asia Pacific.

    PubMed

    Low, L

    1994-01-01

    Regarding immigration and emigration issues, there is a need for greater and more detailed data collection, an emphasis on data on illegal as well as legal migration, an examination of the impact of direct foreign investment on job creation and new labor market entrants, and a strengthening of international conventions for protection of foreign workers. The Pacific Economic Cooperation Council (PECC), Human Resource Development Task Force, is the source for projections of labor demand and supply for 18 PECC countries in 1993 and 1994. These projections indicate labor shortages in 1993 in Canada, Taiwan, Hong Kong, Malaysia, Singapore, and Thailand. The greatest labor supplier will be China. Japan and Korea are expected to have economic downturns, which will increase excess labor. The extent of excess labor is estimated to be 8.01 million in 1993 and 12.43 in 1994. The nature of the calculations could potentially exaggerate existing demand. A variety of theories are used to determine the direction and flow of migration, capital, goods and services, and technology. Estimates of migration flows indicate an increase to 100 million migrants in 1992, or 1.8% of world population (35 million in Sub-Saharan Africa, 15 million in Asia and the Middle East, and almost 13 million in Western Europe and North America). The value of remittances is estimated at $66 million (US dollars), which is slightly less than the value of oil trade and exceeds the $46 million in foreign aid. It is hypothesized that wider spatial and income inequalities with expanding globalization will increase migration flows. The case of Singapore illustrates how manipulation of the labor market reduces potential problems. Immigration policy historically encouraged migration of skilled and professional workers. In 1990 foreign workers in Singapore constituted 12% of the labor force. Since 1982 a monthly foreign worker levy has been imposed. The levy is increased when needed in order to slow demand. In 1992

  13. Focus on environmental risks and migration: causes and consequences

    NASA Astrophysics Data System (ADS)

    Adger, W. Neil; Arnell, Nigel W.; Black, Richard; Dercon, Stefan; Geddes, Andrew; Thomas, David S. G.

    2015-06-01

    Environmental change poses risks to societies, including disrupting social and economic systems such as migration. At the same time, migration is an effective adaptation to environmental and other risks. We review novel science on interactions between migration, environmental risks and climate change. We highlight emergent findings, including how dominant flows of rural to urban migration mean that populations are exposed to new risks within destination areas and the requirement for urban sustainability. We highlight the issue of lack of mobility as a major issue limiting the effectiveness of migration as an adaptation strategy and leading to potentially trapped populations. The paper presents scenarios of future migration that show both displacement and trapped populations over the incoming decades. Papers in the special issue bring new insights from demography, human geography, political science and environmental science to this emerging field.

  14. Rural Education and Out-Migration: The Case of a Coastal Community

    ERIC Educational Resources Information Center

    Corbett, Michael

    2005-01-01

    In this article, I report on findings from a case study examining the relationship between formal education and out-migration in a Canadian coastal community from the early 1960s to the late 1990s. Although high rates of village-level out-migration were chronic, most migration trajectories were short-range. Contrary to large-scale quantitative…

  15. 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…

  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. Understanding Health Workers' Job Preferences to Improve Rural Retention in Timor-Leste: Findings from a Discrete Choice Experiment.

    PubMed

    Smitz, Marc-Francois; Witter, Sophie; Lemiere, Christophe; Eozenou, Patrick Hoang-Vu; Lievens, Tomas; Zaman, Rashid U; Engelhardt, Kay; Hou, Xiaohui

    2016-01-01

    Timor-Leste built its health workforce up from extremely low levels after its war of independence, with the assistance of Cuban training, but faces challenges as the first cohorts of doctors will shortly be freed from their contracts with government. Retaining doctors, nurses and midwives in remote areas requires a good understanding of health worker preferences. The article reports on a discrete choice experiment (DCE) carried out amongst 441 health workers, including 173 doctors, 150 nurses and 118 midwives. Qualitative methods were conducted during the design phase. The attributes which emerged were wages, skills upgrading/specialisation, location, working conditions, transportation and housing. One of the main findings of the study is the relative lack of importance of wages for doctors, which could be linked to high intrinsic motivation, perceptions of having an already highly paid job (relative to local conditions), and/or being in a relatively early stage of their career for most respondents. Professional development provides the highest satisfaction with jobs, followed by the working conditions. Doctors with less experience, males and the unmarried are more flexible about location. For nurses and midwives, skill upgrading emerged as the most cost effective method. The study is the first of its kind conducted in Timor-Leste. It provides policy-relevant information to balance financial and non-financial incentives for different cadres and profiles of staff. It also augments a thin literature on the preferences of working doctors (as opposed to medical students) in low and middle income countries and provides insights into the ability to instil motivation to work in rural areas, which may be influenced by rural recruitment and Cuban-style training, with its emphasis on community service.

  18. 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.

  19. Relationships between followers’ behaviors and job satisfaction in a sample of nurses

    PubMed Central

    Ghislieri, Chiara; Cortese, Claudio G.

    2017-01-01

    The study investigated two followership behaviors, followers’ active engagement and followers’ independent critical thinking, and their relationship with job satisfaction in a sample of nurses. In addition, the study also considered a number of control variables and classical job demands and job resources—workload and emotional dissonance for job demands, and meaningful work for job resources—which have an impact on well-being at work. A paper-and-pencil questionnaire was administered to 425 nurses in an Italian hospital, and a hierarchical multiple regression was used to test the hypotheses. In addition to the job demands and job resources considered, followers’ active engagement had a significant impact on job satisfaction. Moreover, it showed a significant linear and curvilinear relationship with the outcome variable. Followers’ independent critical thinking has a non significant relationship with job satisfaction, confirming the mixed results obtained in the past for this dimension. These findings bore out the importance of analyzing followers’ behaviors as potential resources that people can use on the job to increase their own well-being. Looking at followers not just as passive recipients but as active and proactive employees can also benefit the organization. PMID:28982186

  20. African American women in the workplace: relationships between job conditions, racial bias at work, and perceived job quality.

    PubMed

    Hughes, D; Dodge, M A

    1997-10-01

    Although studies have described work processes among employed African American women, few have examined the influence of these processes on job outcomes. This study examined relationships between African American women's exposure to a range of occupational stressors, including two types of racial bias--institutional discrimination and interpersonal prejudice--and their evaluations of job quality. Findings indicated that institutional discrimination and interpersonal prejudice were more important predictors of job quality among these women than were other occupational stressors such as low task variety and decision authority, heavy workloads, and poor supervision. Racial bias in the workplace was most likely to be reported by workers in predominantly white work settings. In addition, Black women who worked in service, semiskilled, and unskilled occupations reported significantly more institutional discrimination, but not more interpersonal prejudice, than did women in professional, managerial, and technical occupations or those in sales and clerical occupations.

  1. 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…

  2. Does aging make employees more resilient to job stress? Age as a moderator in the job stressor-well-being relationship in three Finnish occupational samples.

    PubMed

    Mauno, Saija; Ruokolainen, Mervi; Kinnunen, Ulla

    2013-01-01

    This study examined whether an employee's age moderates the relationships between job stressors (i.e. job insecurity, workload, work-family conflict) and self-rated well-being (i.e. work-family enrichment, life satisfaction, job satisfaction, vigor at work). Analysis of covariance and moderated hierarchical regression analysis were used to examine the cross-sectional Finnish data collected among service sector employees (N = 1037), nurses (N = 1719), and academic employees (N = 945). In a situation of high job insecurity, the younger nurses reported higher work-family enrichment, job satisfaction, and vigor compared to their older colleagues. A similar result was also found among the service sector workers in relation to vigor at work. Thus, young age buffered against negative outcomes related to job insecurity. Moreover, older age buffered against the negative effect of high workload on job satisfaction among the service sector and against high work-family conflict on life satisfaction among the academic employees. More attention should be paid to the ability of younger employees to manage problems related to work-family imbalance and high workload, and to older employees' ability to cope with job insecurity. The findings of this study recommend different stress management interventions for older and younger employees.

  3. Home Healthcare Nurses' Job Satisfaction Scale: refinement and psychometric testing.

    PubMed

    Ellenbecker, Carol H; Byleckie, James J

    2005-10-01

    This paper describes a study to further develop and test the psychometric properties of the Home Healthcare Nurses' Job Satisfaction Scale, including reliability and construct and criterion validity. Numerous scales have been developed to measure nurses' job satisfaction. Only one, the Home Healthcare Nurses' Job Satisfaction Scale, has been designed specifically to measure job satisfaction of home healthcare nurses. The Home Healthcare Nurses' Job Satisfaction Scale is based on a theoretical model that integrates the findings of empirical research related to job satisfaction. A convenience sample of 340 home healthcare nurses completed the Home Healthcare Nurses' Job Satisfaction Scale and the Mueller and McCloskey Satisfaction Scale, which was used to test criterion validity. Factor analysis was used for testing and refinement of the theory-based assignment of items to constructs. Reliability was assessed by Cronbach's alpha internal consistency reliability coefficients. The data were collected in 2003. Nine factors contributing to home healthcare nurses' job satisfaction emerged from the factor analysis and were strongly supported by the underlying theory. Factor loadings were all above 0.4. Cronbach's alpha coefficients for each of the nine subscales ranged from 0.64 to 0.83; the alpha for the global scale was 0.89. The correlations between the Home Healthcare Nurses' Job Satisfaction Scale and Mueller and McCloskey Satisfaction Scale was 0.79, indicating good criterion-related validity. The Home Healthcare Nurses' Job Satisfaction Scale has potential as a reliable and valid scale for measurement of job satisfaction of home healthcare nurses.

  4. Electro-migration of impurities in TlBr

    NASA Astrophysics Data System (ADS)

    Kim, Ki Hyun; Kim, Eunlim; Kim, H.; Tappero, R.; Bolotnikov, A. E.; Camarda, G. S.; Hossain, A.; Cirignano, L.; James, R. B.

    2013-10-01

    We observed the electro-migration of Cu, Ag, and Au impurities that exist in positive-ion states in TlBr detectors under electric field strengths typically used for device operation. The migration occurred predominantly through bulk- and specific-channels, which are presumed to be a network of grain and sub-grain boundaries. The electro-migration velocity of Cu, Ag, and Au in TlBr is about 4-8 × 10-8 cm/s at room temperature under an electric field of 500-800 V/mm. The instability and polarization effects of TlBr detectors might well be correlated with the electro-migration of residual impurities in TlBr, which alters the internal electric field over time. The effect may also have been due to migration of the electrode material itself, which would allow for the possibility of a better choice for contact material and for depositing an effective diffusion barrier. From our findings, we suggest that applying our electro-migration technique for purifying material is a promising new way to remove electrically active metallic impurities in TlBr crystals, as well as other materials.

  5. Labor migration and child mortality in Mozambique

    PubMed Central

    Yabiku, Scott T.; Agadjanian, Victor; Cau, Boaventura

    2013-01-01

    Male labor migration is widespread in many parts of the world, yet its consequences for child outcomes and especially childhood mortality remain unclear. Male labor migration could bring benefits, in the form of remittances, to the families that remain behind and thus help child survival. Alternatively, the absence of a male adult could imperil the household's well-being and its ability to care for its members, increasing child mortality risks. In this analysis, we use longitudinal survey data from Mozambique collected in 2006 and 2009 to examine the association between male labor migration and under-five mortality in families that remain behind. Using a simple migrant/non-migrant dichotomy, we find no difference in mortality rates across migrant and non-migrant men's children. When we separated successful from unsuccessful migration based on the wife's perception, however, stark contrasts emerge: children of successful migrants have the lowest mortality, followed by children of non-migrant men, followed by the children of unsuccessful migrants. Our results illustrate the need to account for the diversity of men's labor migration experience in examining the effects of migration on left-behind households. PMID:23121856

  6. Mediating Role of Career Coaching on Job-Search Behavior of Older Generations.

    PubMed

    Lim, Doo Hun; Oh, Eunjung; Ju, Boreum; Kim, Hae Na

    2018-01-01

    This study focuses on career development processes and options for older workers in South Korea and explores how career coaching enhances their career development efforts and transition needs. The purpose of this study is to investigate the structural relationship between older employees' goal-setting, self-efficacy, and job-search behavior mediated by career coaching. A total of 249 participants were recruited in a metropolitan city in South Korea. Based on the literature review, hypotheses were developed and tested on the structural model and the following findings were revealed. First, the findings indicate a positive effect of self-efficacy on older workers' job-search behavior. Second, the value of career coaching was found to affect older workers' job-search behavior in the South Korean context. Third, career-goal commitment alone did not have a positive significant effect on job-search behavior, but it was influential through the mediating process of the perceived quality of the career coaching program provided by an employment center in South Korea.

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

    PubMed

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

    2004-01-01

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

  8. Nonlinear permanent migration response to climatic variations but minimal response to disasters.

    PubMed

    Bohra-Mishra, Pratikshya; Oppenheimer, Michael; Hsiang, Solomon M

    2014-07-08

    We present a microlevel study to simultaneously investigate the effects of variations in temperature and precipitation along with sudden natural disasters to infer their relative influence on migration that is likely permanent. The study is made possible by the availability of household panel data from Indonesia with an exceptional tracking rate combined with frequent occurrence of natural disasters and significant climatic variations, thus providing a quasi-experiment to examine the influence of environment on migration. Using data on 7,185 households followed over 15 y, we analyze whole-household, province-to-province migration, which allows us to understand the effects of environmental factors on permanent moves that may differ from temporary migration. The results suggest that permanent migration is influenced by climatic variations, whereas episodic disasters tend to have much smaller or no impact on such migration. In particular, temperature has a nonlinear effect on migration such that above 25 °C, a rise in temperature is related to an increase in outmigration, potentially through its impact on economic conditions. We use these results to estimate the impact of projected temperature increases on future permanent migration. Though precipitation also has a similar nonlinear effect on migration, the effect is smaller than that of temperature, underscoring the importance of using an expanded set of climatic factors as predictors of migration. These findings on the minimal influence of natural disasters and precipitation on permanent moves supplement previous findings on the significant role of these variables in promoting temporary migration.

  9. Spanish version of Bus Drivers' Job Demands Scale (BDJD-24).

    PubMed

    Boada-Grau, Joan; Prizmic-Kuzmica, Aldo-Javier; González-Fernández, Marcos-David; Vigil-Colet, Andreu

    2013-01-01

    Karasek and Theorell's Job Demands-Control Model argues that adverse health-related outcomes, both psychological and physiological, arise from a combination of high job demand and a low level of job control. The objective was to adapt Meijman and Kompier's Bus Drivers' Job Demands Scale (BDJD-24), which enables us to assess the job demands of bus drivers, to Spanish. The final version of the Spanish adaptation was applied to a sample made up of 287 bus drivers living in Spain (80.1% men and 19.9% women), whose average age was 40.44 (SD= 11.78). The results yielded a three-factor structure for the scale used: Time Pressure, Safety, and Passengers. These findings confirm that the Spanish version replicates the factor structure of the original English scale. The reliability of the three subscales was acceptable, ranging from .75 to .84. Furthermore, the subscales were also related to different external correlates and to other scales and showed good convergent and criterion validity. The present instrument can be used to evaluate job demands of bus drivers, as its psychometrics are substantially sound.

  10. 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

  11. Maternal migration and child health: An analysis of disruption and adaptation processes in Benin.

    PubMed

    Smith-Greenaway, Emily; Madhavan, Sangeetha

    2015-11-01

    Children of migrant mothers have lower vaccination rates compared to their peers with non-migrant mothers in low-income countries. Explanations for this finding are typically grounded in the disruption and adaptation perspectives of migration. Researchers argue that migration is a disruptive process that interferes with women's economic well-being and social networks, and ultimately their health-seeking behaviors. With time, however, migrant women adapt to their new settings, and their health behaviors improve. Despite prominence in the literature, no research tests the salience of these perspectives to the relationship between maternal migration and child vaccination. We innovatively leverage Demographic and Health Survey data to test the extent to which disruption and adaptation processes underlie the relationship between maternal migration and child vaccination in the context of Benin-a West African country where migration is common and child vaccination rates have declined in recent years. By disaggregating children of migrants according to whether they were born before or after their mother's migration, we confirm that migration does not lower children's vaccination rates in Benin. In fact, children born after migration enjoy a higher likelihood of vaccination, whereas their peers born in the community from which their mother eventually migrates are less likely to be vaccinated. Although we find no support for the disruption perspective of migration, we do find evidence of adaptation: children born after migration have an increased likelihood of vaccination the longer their mother resides in the destination community prior to their birth. Copyright © 2015 Elsevier Inc. All rights reserved.

  12. Maternal migration and child health: An analysis of disruption and adaptation processes in Benin

    PubMed Central

    Smith-Greenaway, Emily; Madhavan, Sangeetha

    2016-01-01

    Children of migrant mothers have lower vaccination rates compared to their peers with non-migrant mothers in low-income countries. Explanations for this finding are typically grounded in the disruption and adaptation perspectives of migration. Researchers argue that migration is a disruptive process that interferes with women’s economic well-being and social networks, and ultimately their health-seeking behaviors. With time, however, migrant women adapt to their new settings, and their health behaviors improve. Despite prominence in the literature, no research tests the salience of these perspectives to the relationship between maternal migration and child vaccination. We innovatively leverage Demographic and Health Survey data to test the extent to which disruption and adaptation processes underlie the relationship between maternal migration and child vaccination in the context of Benin—a West African country where migration is common and child vaccination rates have declined in recent years. By disaggregating children of migrants according to whether they were born before or after their mother’s migration, we confirm that migration does not lower children’s vaccination rates in Benin. In fact, children born after migration enjoy a higher likelihood of vaccination, whereas their peers born in the community from which their mother eventually migrates are less likely to be vaccinated. Although we find no support for the disruption perspective of migration, we do find evidence of adaptation: children born after migration have an increased likelihood of vaccination the longer their mother resides in the destination community prior to their birth. PMID:26463540

  13. 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

  14. 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.

  15. 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.

  16. 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.

  17. Physician migration at its roots: a study on the emigration preferences and plans among medical students in Romania.

    PubMed

    Suciu, Şoimita Mihaela; Popescu, Codruta Alina; Ciumageanu, Mugur Daniel; Buzoianu, Anca Dana

    2017-01-19

    Migration of healthcare workers is receiving increased attention worldwide. In Europe, the creation of a border-free labor market and its expansion with the EU enlargements of 2004, 2007, and 2013 endowed health professionals with the right to provide services and to relocate to another EU Member State. For the Romanian doctors, the EU-wide recognition of the medical degree obtained in Romania has created new opportunities, while inadequate working conditions and relatively low salaries pushed many of them to search for employment abroad. As there is considerable uncertainty about the magnitude of the Romanian physicians' exodus, we performed a survey to assess the emigration intention of future Romanian doctors. The study was conducted over three consecutive years: 2013, 2014, and 2015 at the University of Medicine and Pharmacy "Iuliu Hatieganu" Cluj-Napoca, Romania. The self-administrated questionnaire included 19 questions regarding students' emigration intentions. All the 957 license-degree students participated in the study. In this study, 84.7% of subjects planned on seeking employment abroad after graduation. A large number of the students who have participated in the study have already started preparing for emigration, 21.7% of those who wished to migrate had already performed at least one Erasmus mobility in their country of choice, 44.5% have been enrolled in a language course, and 42.7% have searched for jobs on the Internet. The majority of Romanian medical students considering migration see it as a serious alternative to the continuation of their professional training started in Romania. The findings of this study are upsetting and can impact both policy crafting and future research. Structural reforms in the healthcare provisions are needed in order to facilitate the retention of medical personnel. Romanian policy makers need to devise a comprehensive national health workforce plan to deal with physician migration.

  18. Job satisfaction of Jamaican elementary school teachers

    NASA Astrophysics Data System (ADS)

    Rodgers-Jenkinson, Fay; Chapman, David W.

    1990-09-01

    This study investigated correlates of job satisfaction among public (N=190) and private (N=100) Jamaican elementary school teachers. Emphasis was on the identification of factors that could be affected through administrative intervention. Results indicated that the quality of school working conditions and respondents' relationships with other teachers were significantly related to satisfaction for both public and private school teachers. School prestige and parental encouragement were also significant predictors for public school teachers; leadership style, organizational structure, and teacher-parent relationships predicted job satisfaction for private school teachers. Implications of these findings for Jamaican education are discussed.

  19. There's no place like home: an analysis of migration patterns of dermatology residents prior to, during, and after their training.

    PubMed

    Chen, Allison J; Schwartz, Julia; Kimball, Alexandra B

    2016-06-15

    Previous studies have established migration patterns between the geographic location of physicians' residency programs and their first post-training job. Our study explores the patterns of migration of pre-residency education locations with residency and post-residency geography. We analyzed responses to an annual survey administered between 2008 and 2013 to participants of the board examination review courses organized by Galderma Laboratories. Geography of high school (HS), medical school (MS), residency, and first job location were highly correlated. The Midwest and South retained the most residents from HS (70% each), whereas the West retained the lowest percent of residents from HS (33%). The West and Northeast exported about half of their HS graduates to the South and MW for residency. The South retained the largest proportion of its trainees post-residency (75%). Our data revealed that both HS and MS locations are closely related to residents' ultimate employment locations. This information may be useful to training program directors and chairpersons as they manage recruitment and retention of trainees and faculty and may inform plans to address geographic workforce imbalances.

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

    PubMed

    Cook, Judith A; Burke-Miller, Jane K

    2015-01-01

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

  1. Need Satisfaction at Work, Job Strain, and Performance: A Diary Study.

    PubMed

    De Gieter, Sara; Hofmans, Joeri; Bakker, Arnold B

    2017-08-24

    We performed a daily diary study to examine the mediating role of autonomy need satisfaction and competence need satisfaction in the relationships between job characteristics (i.e., job resources, challenge and hindrance demands) and strain and performance. For 10 consecutive working days, 194 employees reported on their daily job resources, challenge and hindrance demands, task performance, strain level, and satisfaction of the needs for competence and autonomy. Multilevel path modeling demonstrated that the within-person relationships between job resources, challenge and hindrance demands, and strain are mediated by autonomy need satisfaction, but not by competence need satisfaction. However, the relationships between job resources and hindrance demands, and performance are mediated by both competence and autonomy need satisfaction. Our findings show that organizations may benefit from designing jobs that provide employees with the opportunity to satisfy their basic needs for competence and autonomy. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  2. Stand out in the scientific job market

    NASA Astrophysics Data System (ADS)

    Kuchner, Marc J.

    2016-04-01

    Alaine Levine's book Networking for Nerds: Find, Access and Land Hidden Game-Changing Career Opportunities Everywhere aims to teach you how to build relationships within your large pool of potential colleagues, mentors and collaborators via conferences, job interviews and online networking.

  3. 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…

  4. Relationship of Cognitive Style and Job Level: First Demonstration of Cultural Differences

    PubMed Central

    Kageyama, Tetsuya; Sugiura, Motoaki

    2017-01-01

    Higher-level managers are said to have a more intuitive cognitive style. To verify this hypothesis, we must consider three factors that have often been left out of account. Previous studies, related to managerial cognitive style and job level, used a unidimensional model of cognitive style, did not consider age, and have mainly been conducted in the UK. Our study replicated previous studies on a population of 1,533 Japanese fulltime workers, using a questionnaire based on a two-dimensional model of cognitive style and setting a frame by age for each job level. Our results showed that higher job levels are associated with more rational cognitive styles. There were significant main effects of the interaction of job level and job level by age in rational thinking style. There was no correlation between intuition and job level. Our findings are the first demonstration that the relationship between job level and cognitive style likely depends on culture. PMID:28790961

  5. Relationship of Cognitive Style and Job Level: First Demonstration of Cultural Differences.

    PubMed

    Kageyama, Tetsuya; Sugiura, Motoaki

    2017-01-01

    Higher-level managers are said to have a more intuitive cognitive style. To verify this hypothesis, we must consider three factors that have often been left out of account. Previous studies, related to managerial cognitive style and job level, used a unidimensional model of cognitive style, did not consider age, and have mainly been conducted in the UK. Our study replicated previous studies on a population of 1,533 Japanese fulltime workers, using a questionnaire based on a two-dimensional model of cognitive style and setting a frame by age for each job level. Our results showed that higher job levels are associated with more rational cognitive styles. There were significant main effects of the interaction of job level and job level by age in rational thinking style. There was no correlation between intuition and job level. Our findings are the first demonstration that the relationship between job level and cognitive style likely depends on culture.

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

    PubMed

    Choi, So Eun; Kim, Sang Dol

    2016-08-01

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

  7. Stronger Links: New Ways To Connect Low-Skilled Workers to Better Jobs.

    ERIC Educational Resources Information Center

    Gibson, Cynthia M.

    The Jobs Initiative, an eight-year demonstration, helps low-income residents find jobs that pay family-supporting wages in Denver, Milwaukee, New Orleans, Philadelphia, St. Louis, and Seattle. "Entrepreneurial intermediaries," ranging from a private foundation to a city agency, manage six sites that take a dramatically different,…

  8. Integrating Meteorology into Research on Migration

    PubMed Central

    Shamoun-Baranes, Judy; Bouten, Willem; van Loon, E. Emiel

    2010-01-01

    Atmospheric dynamics strongly influence the migration of flying organisms. They affect, among others, the onset, duration and cost of migration, migratory routes, stop-over decisions, and flight speeds en-route. Animals move through a heterogeneous environment and have to react to atmospheric dynamics at different spatial and temporal scales. Integrating meteorology into research on migration is not only challenging but it is also important, especially when trying to understand the variability of the various aspects of migratory behavior observed in nature. In this article, we give an overview of some different modeling approaches and we show how these have been incorporated into migration research. We provide a more detailed description of the development and application of two dynamic, individual-based models, one for waders and one for soaring migrants, as examples of how and why to integrate meteorology into research on migration. We use these models to help understand underlying mechanisms of individual response to atmospheric conditions en-route and to explain emergent patterns. This type of models can be used to study the impact of variability in atmospheric dynamics on migration along a migratory trajectory, between seasons and between years. We conclude by providing some basic guidelines to help researchers towards finding the right modeling approach and the meteorological data needed to integrate meteorology into their own research. PMID:20811515

  9. Urbanism, Migration, and Tolerance: A Reassessment.

    ERIC Educational Resources Information Center

    Wilson, Thomas C.

    1991-01-01

    Urbanism's impact on the personality may be stronger than previously thought. Finds that urban residence has a strong positive effect on tolerance. Migration also promotes tolerance, regardless of the size of the destination community. (DM)

  10. 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

  11. Toddler signaling regulates mesodermal cell migration downstream of Nodal signaling

    PubMed Central

    Norris, Megan L; Pauli, Andrea; Gagnon, James A; Lord, Nathan D; Rogers, Katherine W; Mosimann, Christian; Zon, Leonard I

    2017-01-01

    Toddler/Apela/Elabela is a conserved secreted peptide that regulates mesendoderm development during zebrafish gastrulation. Two non-exclusive models have been proposed to explain Toddler function. The ‘specification model’ postulates that Toddler signaling enhances Nodal signaling to properly specify endoderm, whereas the ‘migration model’ posits that Toddler signaling regulates mesendodermal cell migration downstream of Nodal signaling. Here, we test key predictions of both models. We find that in toddler mutants Nodal signaling is initially normal and increasing endoderm specification does not rescue mesendodermal cell migration. Mesodermal cell migration defects in toddler mutants result from a decrease in animal pole-directed migration and are independent of endoderm. Conversely, endodermal cell migration defects are dependent on a Cxcr4a-regulated tether of the endoderm to mesoderm. These results suggest that Toddler signaling regulates mesodermal cell migration downstream of Nodal signaling and indirectly affects endodermal cell migration via Cxcr4a-signaling. PMID:29117894

  12. Initial Job Placement for JCCC Career Students, Classes of 1973-1976.

    ERIC Educational Resources Information Center

    Quanty, Michael

    A follow-up job placement study of the 228 persons who either graduated or left Johnson County Community College (JCCC) with marketable skills in 1975-76 produced 191 interview respondents. Findings included the following: the average age of respondents was 28 and 34% were 30 years or older; 53% were male; 64% had enrolled to acquire job skills…

  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. From inequity to burnout: the role of job stress.

    PubMed

    Taris, T W; Peeters, M C; Le Blanc, P M; Schreurs, P J; Schaufeli, W B

    2001-10-01

    This research examined burnout (i.e., emotional exhaustion, depersonalization, and lack of personal accomplishment) among 2 samples of Dutch teachers as a function of inequity and experienced job stress in 3 different exchange relationships (with students, colleagues, and the school). It was hypothesized that inequity would be linked to burnout through the stress resulting from this inequity. Analysis of a cross-sectional sample (N = 271) revealed that this was indeed the case. Findings were replicated longitudinally using an independent sample of 940 teachers. It is concluded that the often-reported effect of inequity on burnout can partly be interpreted in terms of elevated levels of job stress. Implications of the findings are discussed.

  15. Convergence of broad-scale migration strategies in terrestrial birds.

    PubMed

    La Sorte, Frank A; Fink, Daniel; Hochachka, Wesley M; Kelling, Steve

    2016-01-27

    Migration is a common strategy used by birds that breed in seasonal environments. Selection for greater migration efficiency is likely to be stronger for terrestrial species whose migration strategies require non-stop transoceanic crossings. If multiple species use the same transoceanic flyway, then we expect the migration strategies of these species to converge geographically towards the most optimal solution. We test this by examining population-level migration trajectories within the Western Hemisphere for 118 migratory species using occurrence information from eBird. Geographical convergence of migration strategies was evident within specific terrestrial regions where geomorphological features such as mountains or isthmuses constrained overland migration. Convergence was also evident for transoceanic migrants that crossed the Gulf of Mexico or Atlantic Ocean. Here, annual population-level movements were characterized by clockwise looped trajectories, which resulted in faster but more circuitous journeys in the spring and more direct journeys in the autumn. These findings suggest that the unique constraints and requirements associated with transoceanic migration have promoted the spatial convergence of migration strategies. The combination of seasonal atmospheric and environmental conditions that has facilitated the use of similar broad-scale migration strategies may be especially prone to disruption under climate and land-use change. © 2016 The Author(s).

  16. Effects of directional migration on prisoner's dilemma game in a square domain

    NASA Astrophysics Data System (ADS)

    Cheng, Hongyan; Dai, Qionglin; Li, Haihong; Qian, Xiaolan; Zhang, Mei; Yang, Junzhong

    2013-04-01

    We introduce a new migration rule, the directional migration, into evolutionary prisoner's dilemma games defined in a square domain with periodic boundary conditions. We find that cooperation can be enhanced to a much higher level than the case in the absence of migration. Additionally, the presence of the directional migration has profound impact on the population structure: the directional migration drives individuals to form a number of dense clusters which resembles social cohesion. The evolutionary game theory incorporating the directional migration can reproduce some real characteristics of populations in human society and may shed light on the problem of social cohesion.

  17. Skilled migration and health outcomes in developing countries.

    PubMed

    Uprety, Dambar

    2018-04-30

    Many studies have found that health outcomes decline when health professionals leave the country, but do such results remain consistent in gender- and income-disaggregated skilled migration? To help uncover explanations for such a pro-migration nature of health outcomes, the present study revisits this topic but allows for associations of skilled migration with mortality and life expectancy to differ between male and female, and between low- and high-income countries. Using a panel of 133 developing countries as source and 20 OECD countries as destination from 1980 to 2010 allowing the coefficient on emigration across different education levels to differ, the study finds the negative effect of high-skilled emigration on health outcomes. Such effect is more pronounced for high-skilled female migration than those for male and for low-income countries than for middle-and high-income countries. Results also show that such adverse effect is larger for African countries than non-African ones. However, the low-skilled migration appears to be insignificant to affect health outcomes in developing countries. Thus, skilled migration is detrimental to longevity in developing countries but unskilled migration is not.

  18. Stellar Angular Momentum Distributions and Preferential Radial Migration

    NASA Astrophysics Data System (ADS)

    Wyse, Rosemary; Daniel, Kathryne J.

    2018-04-01

    I will present some results from our recent investigations into the efficiency of radial migration in stellar disks of differing angular momentum distributions, within a given adopted 2D spiral disk potential. We apply to our models an analytic criterion that determines whether or not individual stars are in orbits that could lead to radial migration around the corotation resonance. We couch our results in terms of the local stellar velocity dispersion and find that the fraction of stars that could migrate radially decreases as the velocity dispersion increases. I will discuss implications and comparisons with the results of other approaches.

  19. Nursing home work practices and nursing assistants' job satisfaction.

    PubMed

    Bishop, Christine E; Squillace, Marie R; Meagher, Jennifer; Anderson, Wayne L; Wiener, Joshua M

    2009-10-01

    To estimate the impact of nursing home work practices, specifically compensation and working conditions, on job satisfaction of nursing assistants employed in nursing homes. Data are from the 2004 National Nursing Assistant Survey, responses by the nursing assistants' employers to the 2004 National Nursing Home Survey, and county-level data from the Area Resource File. Multinomial logistic regression was used to estimate effects of compensation and working conditions on nursing assistants' overall job satisfaction, controlling for personal characteristics and local labor market characteristics. Wages, benefits, and job demands, measured by the ratio of nursing assistant hours per resident day, were associated with job satisfaction. Consistent with previous studies, job satisfaction was greater when nursing assistants felt respected and valued by their employers and had good relationships with supervisors. Nursing assistants were more satisfied when they had enough time to complete their work, when their work was challenging, when they were not subject to mandatory overtime, and where food was not delivered to residents on trays. This is the first investigation of nursing assistant job satisfaction using a nationally representative sample of nursing assistants matched to information about their employing nursing homes. The findings corroborate results of previous studies in showing that compensation and working conditions that provide respect, good relationships with supervisors, and better staffing levels are important to nursing assistant job satisfaction.

  20. HIV Stigma and Nurse Job Satisfaction in Five African Counties

    PubMed Central

    Chirwa, Maureen L.; Greeff, Minrie; Kohi, Thecla W.; Naidoo, Joanne R.; Makoae, Lucy N.; Dlamini, Priscilla S.; Kaszubski, Christopher; Cuca, Yvette P.; Uys, Leana R.; Holzemer, William L.

    2009-01-01

    This study explored the demographic and social factors, including perceived HIV stigma, that influence job satisfaction in nurses from 5 African countries. A cross-sectional survey was conducted of nurses (n = 1,384) caring for patients living with HIV infection in Lesotho, Malawi, South Africa, Swaziland, and Tanzania. Total job satisfaction in this sample was lower than 2 comparable studies in South Africa and the United Kingdom. The subscale, Personal Satisfaction, was the highest in this sample as in the other 2. Job Satisfaction scores differed significantly among the 5 countries and these differences were consistent across all subscales. A hierarchical regression demonstrated that mental and physical health, marital status, education level, urban/rural setting, and perceived HIV stigma had significant influences on job satisfaction. Perceived HIV stigma was the strongest predictor of job dissatisfaction. These findings provide new areas for intervention strategies that might enhance the work environment for nurses in these countries. PMID:19118767

  1. Requirements for Radial Migration: How does the migrating fraction depend on stellar velocity dispersion?

    NASA Astrophysics Data System (ADS)

    Tolfree, Kathryne; Wyse, R. F.

    2014-01-01

    Radial migration is a way to rearrange the orbital angular momentum of stars in an spiral disk without inducing kinematic heating. When radial migration is very efficient, a large fraction of disk stars experience significant changes in their orbital angular momenta in a short period of time. Such scenarios have strong implications for the chemical and kinematic evolution of disk galaxies. We have undertaken an investigation of the physical dependencies of the efficiency of radial migration on stellar kinematics and spiral structure by deriving the fraction of stars that can migrate radially given certain conditions. In order for a star in a spiral disk to migrate radially, it must first be “captured" in a family of resonant orbits near the radius of corotation with a spiral pattern. Thus far, the only analytic criterion for capture has been for stars in circular orbits. We present the capture criterion for stars on non-circular orbits in a disk galaxy. We then use our analytically derived capture criteria to model the radial distribution of the captured fraction in an exponential disk with a flat rotation curve as well as the dependence of the total captured fraction in the disk on the radial component of the stellar velocity dispersion (σR) and the amplitude of the spiral perturbation to the underlying potential at corotation (|Φs|CR). We find that the captured fraction goes as Exp[-σR2/|Φs|CR].

  2. Requirements for Radial Migration: How Does the Migrating Fraction Depend on Stellar Velocity Dispersion?

    NASA Astrophysics Data System (ADS)

    Tolfree, K. J. D.; Wyse, R. F. G.

    2014-03-01

    Radial migration is a mechanism that can rearrange the orbital angular momentum of stars in a spiral disk without inducing kinematic heating. When radial migration is very efficient, a large fraction of disk stars experience significant changes in their orbital angular momenta over a short period of time. Such scenarios have strong implications for the chemical and kinematic evolution of disk galaxies. We have undertaken an investigation of the physical dependencies of the efficiency of radial migration on stellar kinematics and spiral structure by deriving the fraction of stars that can migrate radially. In order for a star in a spiral disk to migrate radially, it must first be “captured” in a family of resonant orbits near the radius of corotation with a transient spiral pattern. To date, the only analytic criterion for capture has been for stars in circular orbits. We present the capture criterion for disk stars on non-circular orbits. We then use our analytically derived capture criterion to model the radial distribution of the captured fraction in an exponential disk with a flat rotation curve. Further, we derive the dependence of the total captured fraction in the disk on the radial component of the stellar velocity dispersion (σR) and the amplitude of the spiral perturbation to the underlying potential evaluated at corotation (|Φs|CR). We find that within an annulus centered around corotation where σR is constant, the captured fraction goes as e-σR2/|Φs|CR.

  3. Job stress and work-related musculoskeletal symptoms among intensive care unit nurses: a comparison between job demand-control and effort-reward imbalance models.

    PubMed

    Lee, Soo-Jeong; Lee, Joung Hee; Gillen, Marion; Krause, Niklas

    2014-02-01

    The aims of this study were to compare job demand-control (JDC) and effort-reward imbalance (ERI) models in examining the association of job stress with work-related musculoskeletal symptoms and to evaluate the utility of a combined model. This study analyzed cross-sectional survey data obtained from a nationwide random sample of 304 intensive-care unit (ICU) nurses. Demographic and job factors were controlled in the analyses using logistic regression. Both JDC and ERI variables had strong and statistically significant associations with work-related musculoskeletal symptoms. Effort-reward imbalance had stronger associations than job strain or iso-strain with musculoskeletal symptoms. Effort-reward imbalance alone showed similar or stronger associations with musculoskeletal symptoms compared to combined variables of the JDC and ERI models. The ERI model appears to capture the magnitude of the musculoskeletal health risk among nurses associated with job stress at least as well and possibly better than the JDC model. Our findings suggest that combining the two models provides little gain compared to using effort-reward imbalance only. © 2013 Wiley Periodicals, Inc.

  4. Exploring the Relationship Between Professional Commitment and Job Satisfaction Among Nurses.

    PubMed

    Hsu, Hsiu-Chin; Wang, Pao-Yu; Lin, Li-Hui; Shih, Whei-Mei; Lin, Mei-Hsiang

    2015-09-01

    This cross-sectional study explored the relationship between professional commitment and job satisfaction among nurses. A total of 132 registered nurses were recruited from a hospital in northern Taiwan. A self-reported structured questionnaire was used to collect data. Findings revealed significant differences among nurses in willingness to make an effort and their marital status, appraisal in continuing their careers, job level, and goals and values related to working shifts. Significant differences were found between inner satisfaction and work sector and marital status. Nurses' professional commitment was strongly related to job satisfaction; aspects of professional commitment explained 32% of the variance in job satisfaction. Study results may inform health care institutions about the importance of nurses' job satisfaction and professional commitment so hospital administration can improve these aspects of organizational environment. © 2015 The Author(s).

  5. Instructor's Guide and Job Seekers Workbook.

    ERIC Educational Resources Information Center

    Job Information and Seeking Training Program, Indianapolis, IN.

    This workbook is intended to teach disadvantaged, handicapped, or "hard-core" unemployed persons to find their own jobs. Although the book is designed for a self-study approach, it is important that a trainer/instructor/vocational counselor be available for assistance. The eight chapters cover (1) Employer Expectations (appearance,…

  6. 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

  7. 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

  8. 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…

  9. Return Migration to Mexico: Does Health Matter?

    PubMed Central

    Arenas, Erika; Goldman, Noreen; Pebley, Anne R.; Teruel, Graciela

    2015-01-01

    We use data from three rounds of the Mexican Family Life Survey to examine whether migrants in the United States returning to Mexico in the period 2005–2012 have worse health than those remaining in the United States. Despite extensive interest by demographers in health-related selection, this has been a neglected area of study in the literature on U.S.-Mexico migration, and the few results to date have been contradictory and inconclusive. Using five self-reported health variables collected while migrants resided in the United States and subsequent migration history, we find direct evidence of higher probabilities of return migration for Mexican migrants in poor health as well as lower probabilities of return for migrants with improving health. These findings are robust to the inclusion of potential confounders reflecting the migrants’ demographic characteristics, economic situation, family ties, and origin and destination characteristics. We anticipate that in the coming decade, health may become an even more salient issue in migrants’ decisions about returning to Mexico, given the recent expansion in access to health insurance in Mexico. PMID:26385111

  10. Return Migration to Mexico: Does Health Matter?

    PubMed

    Arenas, Erika; Goldman, Noreen; Pebley, Anne R; Teruel, Graciela

    2015-12-01

    We use data from three rounds of the Mexican Family Life Survey to examine whether migrants in the United States returning to Mexico in the period 2005-2012 have worse health than those remaining in the United States. Despite extensive interest by demographers in health-related selection, this has been a neglected area of study in the literature on U.S.-Mexico migration, and the few results to date have been contradictory and inconclusive. Using five self-reported health variables collected while migrants resided in the United States and subsequent migration history, we find direct evidence of higher probabilities of return migration for Mexican migrants in poor health as well as lower probabilities of return for migrants with improving health. These findings are robust to the inclusion of potential confounders reflecting the migrants' demographic characteristics, economic situation, family ties, and origin and destination characteristics. We anticipate that in the coming decade, health may become an even more salient issue in migrants' decisions about returning to Mexico, given the recent expansion in access to health insurance in Mexico.

  11. 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.

  12. 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

  13. Ethnicity versus migration: two hypotheses about the psychosocial adjustment of immigrant adolescents.

    PubMed

    Slonim-Nevo, Vered; Sharaga, Yana; Mirsky, Julia; Petrovsky, Vadim; Borodenko, Marina

    2006-01-01

    STUDY BACKGROUND AND AIMS: This study investigates the psychosocial adjustment of immigrant adolescents and examines two hypotheses: the ethnicity hypothesis, which suggests that ethnic background determines the psychosocial reactions of immigrant adolescents; and the migration hypothesis, which suggests that the migration experience determines such reactions. The study compared four groups of respondents: first-generation immigrants (N = 63) and second-generation immigrants (N = 64) from the former Soviet Union (FSU) in Israel; and Jewish (N = 212) and non-Jewish (N = 184) adolescents in the FSU. A self-report questionnaire administered to the respondents collected demographic, educational and psychological data using standardised scales. Immigrant adolescents reported higher psychological distress, lower self-esteem and higher alchohol consumption than non-immigrant adolescents. Second-generation immigrants generally showed a higher level of functioning than first-generation immigrants. These findings favor the migration hypothesis. Our findings support the widely accepted view of migration as a potentially distress-provoking experience. They suggest that psychological reactions of immigrant adolescents, and in fact all immigrants, are best interpreted as reactive and are related to the universal stressful qualities of the migration experience. Further multiethnic comparative studies, however, are needed to confirm and refine these findings.

  14. Cell Migration

    PubMed Central

    Trepat, Xavier; Chen, Zaozao; Jacobson, Ken

    2015-01-01

    Cell migration is fundamental to establishing and maintaining the proper organization of multicellular organisms. Morphogenesis can be viewed as a consequence, in part, of cell locomotion, from large-scale migrations of epithelial sheets during gastrulation, to the movement of individual cells during development of the nervous system. In an adult organism, cell migration is essential for proper immune response, wound repair, and tissue homeostasis, while aberrant cell migration is found in various pathologies. Indeed, as our knowledge of migration increases, we can look forward to, for example, abating the spread of highly malignant cancer cells, retarding the invasion of white cells in the inflammatory process, or enhancing the healing of wounds. This article is organized in two main sections. The first section is devoted to the single-cell migrating in isolation such as occurs when leukocytes migrate during the immune response or when fibroblasts squeeze through connective tissue. The second section is devoted to cells collectively migrating as part of multicellular clusters or sheets. This second type of migration is prevalent in development, wound healing, and in some forms of cancer metastasis. PMID:23720251

  15. Religiosity and Migration Aspirations among Mexican Youth.

    PubMed

    Hoffman, Steven; Marsiglia, Flavio Francisco; Ayers, Stephanie L

    2015-02-01

    International migration has become an important topic of discussion from a policy and humanitarian perspective. Part of the debate includes a renewed interest in understanding the factors that influence decisions about migration to the US among Mexican youth still residing in their country of origin. The purpose of this study was to advance knowledge specifically about internal and external religiosity and their influence on youths' migration aspirations. The data for this study were collected in 2007 from students enrolled in an alternative high school program located in the state of Guanajuato, Mexico. The findings indicated that as external religiosity increases, the desire to work or live in the USA decreases. Furthermore, as internal religiosity increases, the desire to work or live in the USA and plans to migrate increase. The results are interpreted and discussed in light of previous research on religious and cultural norm adherence.

  16. Children’s welfare and short term migration from rural India

    PubMed Central

    Coffey, Diane

    2013-01-01

    Few papers in the literature provide quantitative analysis of the difficult circumstances faced by children of short-term labour migrants. This paper uses new survey data from rural northwest India to study both children who migrate and those left behind. It finds that, unlike in other contexts, children who migrate rarely work when they accompany adult migrants. Additionally, this paper reports a robust, previously unquantified negative relationship between children’s migration and educational outcomes and investments. It calls for further research about externalities of migration for children and suggests that expansion of a large public employment program might help these children. PMID:24049212

  17. 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…

  18. 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.

  19. [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.

  20. Job satisfaction and intention to leave: a questionnaire survey of hospital nurses in Shanghai of China.

    PubMed

    Liu, Cui; Zhang, Lingjuan; Ye, Wenqin; Zhu, Jianying; Cao, Jie; Lu, Xiaoying; Li, Fengping

    2012-01-01

    To explore nurses' views and experiences regarding job satisfaction and their intention to leave in Shanghai. The widespread nursing shortage and nurses' high turnover rate has become a global issue. Job satisfaction is the most consistent predictor of nurses' intention to leave and has been reported as explaining most of the variance on their intention to leave. A cross-sectional survey. A convenience sample of nurses was recruited from 19 large general hospitals in Shanghai and the research assistants distributed 2850 questionnaires to nurses. The response rate of this study was 78·95%, and 2250 nurses completed the questionnaire. Regarding the overall job satisfaction, 50·2% nurses were dissatisfied and 40·4% nurses reported that they had intention to leave the current employment. Respondents' characteristics had an impact on job satisfaction and their intention to leave. The results showed that age, marital status, work experience, overall job satisfaction, job satisfaction: extrinsic rewards, interaction, praise/recognition and control/responsibility were significant factors contributing to nurses' intention to leave. The finding may be a cause of concern for hospital management and highlights the importance of the two concepts (job satisfaction and intention to leave) in Shanghai. Innovative and adaptable managerial interventions need to be taken to improve nurses' job satisfaction and to strengthen their intention to stay. Our findings outline some issues contributing to these problems and provide nurse administrators with information regarding specific influences on nurses' job satisfaction and intention to leave in Shanghai and innovative and adaptable managerial interventions that are needed. Our findings may also provide direction for nurse managers and healthcare management to implement strategies to improve nurses' job satisfaction and their intention to stay. © 2011 Blackwell Publishing Ltd.

  1. Health Costs of Wealth Gains: Labor Migration and Perceptions of HIV/AIDS Risks in Mozambique

    PubMed Central

    Agadjanian, Victor; Arnaldo, Carlos; Cau, Boaventura

    2012-01-01

    The study employs survey data from rural Mozambique to examine how men’s labor migration affects their non-migrating wives’ perceptions of HIV/AIDS risks. Using a conceptual framework centered on tradeoffs between economic security and health risks that men’s migration entails for their left-behind wives, it compares women married to migrants and those married to non-migrants while also distinguishing between economically successful and unsuccessful migration. The analysis finds that the economic success of men’s migration, rather than migration itself, significantly predicts women’s worries about getting infected by their husbands or their own extramarital partners, and their husbands’ stance on condom use. These findings are situated within a broader context of socio-economic, gender, and marital dynamics and vulnerabilities produced or amplified by male labor migration in sub-Saharan and similar developing settings. PMID:22500057

  2. How Transformational Leadership Influences Work Engagement Among Nurses: Does Person-Job Fit Matter?

    PubMed

    Enwereuzor, Ibeawuchi K; Ugwu, Leonard I; Eze, Onyinyechi A

    2018-03-01

    The current study examines whether person-job fit moderates the relationship between transformational leadership and work engagement. Data were collected using cross-sectional design from 224 (15 male and 209 female) hospital nurses. Participants completed measures of transformational leadership, person-job fit, and work engagement. Moderated multiple regression results showed that transformational leadership had a significant positive predictive relationship with work engagement, and person-job fit had a significant positive predictive relationship with work engagement. Simple slope analysis showed that person-job fit moderated the relationship between transformational leadership and work engagement such that transformational leadership was more positively related to work engagement for nurses with high person-job fit compared with those with low person-job fit. Thus, all the hypotheses were confirmed. The findings were discussed, and suggestions for future research were offered.

  3. Exploring Meaning-Making with Adolescents "Left Behind" by Migration

    ERIC Educational Resources Information Center

    Lykes, M. Brinton; Sibley, Erin

    2013-01-01

    This paper focuses on a population that has received little attention in migration and in youth-related research: those "left behind" when parents migrate to the United States in search of a better life for their families. Findings presented here are drawn from two sets of workshops with Mayan youth participants in the Southern Quiché…

  4. International labor migration and financial crisis in Korea.

    PubMed

    Hyunho, S

    1999-06-01

    Although the Korean economy became severely depressed because of the financial crisis in November 1997, most foreign migrant workers in the country opted to stay rather than return to their home countries. This study examined the causes of their relative immobility at both the macro- and microlevel through the use of government statistics and survey data. The first section of this study explored in- and outflows of migrant workers in relation to labor market conditions and government interventions before and after the crisis. The second section looked into the effects of the crisis on the companies employing migrant workers, while the final section investigated the effects of the crisis on migrant workers. The findings of this study indicated that the amnesty measure, which was a major government policy to reduce the number of illegal sojourners, exerted some positive effect in the first months after the crisis. Employment and income opportunities at origin countries are important factors determining mobility. Moreover, manufacturing companies still prefer to hire migrant workers before native workers because of cheaper wages for the former. Overall, most migrant workers, regardless of their sojourn status, desire to stay in Korea because of two main reasons: 1) their total earnings are less than their migration costs; 2) they cannot get a job in their home country.

  5. Nonlinear permanent migration response to climatic variations but minimal response to disasters

    PubMed Central

    Bohra-Mishra, Pratikshya; Oppenheimer, Michael; Hsiang, Solomon M.

    2014-01-01

    We present a microlevel study to simultaneously investigate the effects of variations in temperature and precipitation along with sudden natural disasters to infer their relative influence on migration that is likely permanent. The study is made possible by the availability of household panel data from Indonesia with an exceptional tracking rate combined with frequent occurrence of natural disasters and significant climatic variations, thus providing a quasi-experiment to examine the influence of environment on migration. Using data on 7,185 households followed over 15 y, we analyze whole-household, province-to-province migration, which allows us to understand the effects of environmental factors on permanent moves that may differ from temporary migration. The results suggest that permanent migration is influenced by climatic variations, whereas episodic disasters tend to have much smaller or no impact on such migration. In particular, temperature has a nonlinear effect on migration such that above 25 °C, a rise in temperature is related to an increase in outmigration, potentially through its impact on economic conditions. We use these results to estimate the impact of projected temperature increases on future permanent migration. Though precipitation also has a similar nonlinear effect on migration, the effect is smaller than that of temperature, underscoring the importance of using an expanded set of climatic factors as predictors of migration. These findings on the minimal influence of natural disasters and precipitation on permanent moves supplement previous findings on the significant role of these variables in promoting temporary migration. PMID:24958887

  6. The Impact of Workplace Learning on Job Satisfaction in Small US Commercial Banks

    ERIC Educational Resources Information Center

    Rowden, Robert W.; Conine, Clyde T., Jr.

    2005-01-01

    Purpose: This study aims to examine workplace learning and job satisfaction in small, commercial US banks. Design/methodology/approach: Survey data collection with correlational procedure. Findings: The study found a statistically significant relationship between the workplace learning variables and the job satisfaction variables. Research…

  7. Job Satisfaction: Insights from Home Support Care Workers in Three Canadian Jurisdictions.

    PubMed

    Panagiotoglou, Dimitra; Fancey, Pamela; Keefe, Janice; Martin-Matthews, Anne

    2017-03-01

    This mixed-methods study identified the personal and workplace characteristics that drive the job satisfaction of home support workers (HSWs) providing assistance to elderly clients. Data were based on a standardized measure of job satisfaction, along with in-depth qualitative interviews with 176 home support workers from three Canadian provincial jurisdictions (British Columbia, n = 108; Ontario, n = 28; Nova Scotia, n = 40). We anticipated that variability in demographic profiles between the three groups of workers and different job descriptions would be associated with differences in perceived job satisfaction. This was not the case. Results from the qualitative analysis highlight key areas that contributed to job satisfaction. These are job (scheduling, travel, and safety), economic (income security), and organizational (communication, support, and respect) factors. Given these findings, we recommend improvements to workplace communication, increased travel time allowance between clients, and wage parity with equivalent positions in long-term care facilities.

  8. 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…

  9. Population migration and team loyalty in professional sports.

    PubMed

    Tainsky, Scott; Stodolska, Monika

    2010-01-01

    Within the long line of inquiry on demand for sport, one area that has gone relatively unexamined is that of domestic migration. In this research, the relationship between population migration and team loyalty is explored. A linear mixed model uses data from the U.S. Census Bureau and Nielsen Company to analyze the effect domestic migration has on demand for National Football League games. Ratings were higher in population centers with smaller per-capita population inflow (regardless of the origins of the inflow). The results further showed that increases in population flow from City A to City B were associated with increased demand for broadcasts in City B when Team B visited City A. The first finding suggests that sports viewership is not utilized as a vehicle for domestic transplants to integrate into their new community. The second finding suggests there is a nostalgia effect for an individual's previous hometown, though not necessarily for the team representing it in the league.

  10. Job satisfaction and professional development of health information administration faculty.

    PubMed

    White, A W

    2000-01-01

    To provide seamless care for patients while the health care industry undergoes changes, an integrated health information system must be developed. This effort affects the roles and responsibilities of practitioners and educators in health information administration (HIA). The changes may affect job satisfaction of HIA educators as they prepare entry-level practitioners for emerging roles. A national survey of HIA faculty's job satisfaction used the JDI/JIG scales and a researcher-developed instrument. The survey asked what job, institutional, and individual factors were significantly related to overall job satisfaction, whether there is a relationship between organizational fit and overall job satisfaction, and whether HIA faculty were pursuing terminal degrees, and what incentives and impediments they found to do so. Response rate was 78%. These faculty were very satisfied with their jobs. Work, pay, supervision, and co-workers were significantly related to overall job satisfaction, with work and supervision accounting for 47% of the variance. Doctorally prepared faculty valued research more than did others, and tended to be in institutions perceived to value research. Although 79% reported that their institutions encouraged them to pursue advanced degrees, only 23.6% were pursuing doctorates. These findings may be useful in recruiting HIA practitioners into academia as well as for accreditation purposes.

  11. Ebola, jobs and economic activity in Liberia

    PubMed Central

    Bowles, Jeremy; Hjort, Jonas; Melvin, Timothy; Werker, Eric

    2016-01-01

    Background The 2014 Ebola virus disease (EVD) outbreak in the neighbouring West African countries of Guinea, Liberia and Sierra Leone represents the most significant setback to the region's development in over a decade. This study provides evidence on the extent to which economic activity declined and jobs disappeared in Liberia during the outbreak. Methods To estimate how the level of activity and number of jobs in a given set of firms changed during the outbreak, we use a unique panel data set of registered firms surveyed by the business-development non-profit organisation, Building Markets. We also compare the change in economic activity during the outbreak, across regions of the country that had more versus fewer Ebola cases in a difference-in-differences approach. Findings We find a large decrease in economic activity and jobs in all of Liberia during the Ebola outbreak, and an especially large decline in Monrovia. Outside of Monrovia, the restaurants, and food and beverages sectors have suffered the most among the surveyed sectors, and in Monrovia, the construction and restaurant sectors have shed the most employees, while the food and beverages sectors experienced the largest drop in new contracts. We find little association between the incidence of Ebola cases and declines in economic activity outside of Monrovia. Conclusions If the large decline in economic activity that occurred during the Ebola outbreak persists, a focus on economic recovery may need to be added to the efforts to rebuild and support the healthcare system in order for Liberia to regain its footing. PMID:26438188

  12. Migration and child health in Moldova and Georgia.

    PubMed

    Cebotari, Victor; Siegel, Melissa; Mazzucato, Valentina

    2018-01-01

    There is scarce empirical evidence on the relation between migration and child health in Moldova and Georgia-two post-Soviet countries with large out-migration flows in the region. This study uses nationally representative data collected in 2011-2012 in Moldova ( N  = 1601) and Georgia ( N  = 1193) to investigate how children's health associates with five transnational characteristics: migrant and return-migrant household types, parental migration and parental divorce, maternal and/or paternal migration and caregiver's identity, the duration of migration, and remittances. Findings show that, regardless of the transnational family setting, children of migrants have overall positive or no differing health compared to children in non-migrant households. However, significant gender differences are found in both countries. More often than not, Moldovan and Georgian girls are more at risk of having poorer health when living transnationally. These results add nuance to a field of research that has mainly emphasized negative outcomes for children in transnational care.

  13. Compulsory Schooling Laws and Migration Across European Countries.

    PubMed

    Aparicio Fenoll, Ainhoa; Kuehn, Zoë

    2017-12-01

    Educational attainment is a key factor for understanding why some individuals migrate and others do not. Compulsory schooling laws, which determine an individual's minimum level of education, can potentially affect migration. We test whether and how increasing the length of compulsory schooling influences migration of affected cohorts across European countries, a context where labor mobility is essentially free. We construct a novel database that includes information for 31 European countries on compulsory education reforms passed between 1950 and 1990. Combining this data with information on recent migration flows by cohorts, we find that an additional year of compulsory education reduces the number of individuals from affected cohorts who migrate in a given year by 9 %. Our results rely on the exogeneity of compulsory schooling laws. A variety of empirical tests indicate that European legislators did not pass compulsory education reforms as a reaction to changes in emigration rates or educational attainment.

  14. Planning for Your Second Accounting Job

    ERIC Educational Resources Information Center

    Mucenski-Keck, Lynn; Hintz, Arthur F.; Fedoryshyn, Michael W.

    2012-01-01

    For many accounting students the focus of their fourth or fifth years is finding a job to start them on an exciting and financially rewarding career. Colleges provide significant guidance and direction to these students in the form of internship assistance, resume writing workshops, interview practice, networking events and career guidance. At…

  15. 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.

  16. Seasonal associations with urban light pollution for nocturnally migrating bird populations.

    PubMed

    La Sorte, Frank A; Fink, Daniel; Buler, Jeffrey J; Farnsworth, Andrew; Cabrera-Cruz, Sergio A

    2017-11-01

    The spatial extent and intensity of artificial light at night (ALAN) has increased worldwide through the growth of urban environments. There is evidence that nocturnally migrating birds are attracted to ALAN, and there is evidence that nocturnally migrating bird populations are more likely to occur in urban areas during migration, especially in the autumn. Here, we test if urban sources of ALAN are responsible, at least in part, for these observed urban associations. We use weekly estimates of diurnal occurrence and relative abundance for 40 nocturnally migrating bird species that breed in forested environments in North America to assess how associations with distance to urban areas and ALAN are defined across the annual cycle. Migratory bird populations presented stronger than expected associations with shorter distances to urban areas during migration, and stronger than expected association with higher levels of ALAN outside and especially within urban areas during migration. These patterns were more pronounced during autumn migration, especially within urban areas. Outside of the two migration periods, migratory bird populations presented stronger than expected associations with longer distances to urban areas, especially during the nonbreeding season, and weaker than expected associations with the highest levels of ALAN outside and especially within urban areas. These findings suggest that ALAN is associated with higher levels of diurnal abundance along the boundaries and within the interior of urban areas during migration, especially in the autumn when juveniles are undertaking their first migration journey. These findings support the conclusion that urban sources of ALAN can broadly effect migratory behavior, emphasizing the need to better understand the implications of ALAN for migratory bird populations. © 2017 John Wiley & Sons Ltd.

  17. Facilitators and constraints at each stage of the migration decision process.

    PubMed

    Kley, Stefanie

    2017-10-01

    Behavioural models of migration emphasize the importance of migration decision-making for the explanation of subsequent behaviour. But empirical migration research regularly finds considerable gaps between those who intend to migrate and those who actually realize their intention. This paper applies the Theory of Planned Behaviour, enriched by the Rubicon model, to test specific hypotheses about distinct effects of facilitators and constraints on specific stages of migration decision-making and behaviour. The data come from a tailor-made panel survey based on random samples of people drawn from two German cities in 2006-07. The results show that in conventional models the effects of facilitators and constraints on migration decision-making are likely to be underestimated. Splitting the process of migration decision-making into a pre-decisional and a pre-actional phase helps to avoid bias in the estimated effects of facilitators and constraints on both migration decision-making and migration behaviour.

  18. Migration and Vulnerability among Adolescents in Slum Areas of Addis Ababa, Ethiopia

    ERIC Educational Resources Information Center

    Erulkar, Annabel S.; Mekbib, Tekle-Ab; Simie, Negussie; Gulema, Tsehai

    2006-01-01

    Studies of urban rural migration often find the most likely migrants are adolescents and young people. Yet few studies have explored patterns of adolescent migration and the role of migration in transitions to adulthood. This study uses data from a population-based survey of over 1000 adolescents aged 10-19 in slum areas of Addis Ababa.…

  19. 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.…

  20. 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.