Sample records for job market requires

  1. Knowledge and Skill Requirements for Marketing Jobs in the 21st Century

    ERIC Educational Resources Information Center

    Schlee, Regina Pefanis; Harich, Katrin R.

    2010-01-01

    This study examines the skills and conceptual knowledge that employers require for marketing positions at different levels ranging from entry- or lower-level jobs to middle- and senior-level positions. The data for this research are based on a content analysis of 500 marketing jobs posted on Monster.com for Atlanta, Chicago, Los Angeles, New York…

  2. Preparing Foreign Language Students for Today's Job Market.

    ERIC Educational Resources Information Center

    Garfinkel, Alan; Schrank, Holly L.

    College language teachers should become more aware of the needs of the job market and the specific ways that language majors can use their unique characteristics to satisfy those needs. Then students must be made aware of this information. The principles of marketing can be used to examine job requirements. Steps in applying these principles…

  3. Jobs in Marketing and Distribution. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

    The booklet describes jobs in marketing and distribution in the following chapter classifications: product development, marketing products and property, salesworkers unlimited, selling intangibles (ideas and services), purchasing and distribution, and management and marketing services. For each occupation duties are outlined and working conditions…

  4. Job rotation and internal marketing for increased job satisfaction and organisational commitment in hospital nursing staff.

    PubMed

    Chen, Su-Yueh; Wu, Wen-Chuan; Chang, Ching-Sheng; Lin, Chia-Tzu

    2015-04-01

    To develop or enhance the job satisfaction and organisational commitment of nurses by implementing job rotation and internal marketing practices. No studies in the nursing management literature have addressed the integrated relationships among job rotation, internal marketing, job satisfaction and organisational commitment. This cross-sectional study included 266 registered nurses (response rate 81.8%) in two southern Taiwan hospitals. Software used for data analysis were SPSS 14.0 and AMOS 14.0 (structural equation modelling). Job rotation and internal marketing positively affect the job satisfaction and organisational commitment of nurses, and their job satisfaction positively affects their organisational commitment. Job rotation and internal marketing are effective strategies for improving nursing workforce utilisation in health-care organisations because they help to achieve the ultimate goals of increasing the job satisfaction of nurses and encouraging them to continue working in the field. This in turn limits the vicious cycle of high turnover and low morale in organisations, which wastes valuable human resources. Job rotation and internal marketing help nursing personnel acquire knowledge, skills and insights while simultaneously improving their job satisfaction and organisational commitment. © 2013 John Wiley & Sons Ltd.

  5. State Online College Job Market: Ranking the States

    ERIC Educational Resources Information Center

    Carnevale, Anthony; Jayasundera, Tamara; Repnikov, Dmitri; Gulish, Artem

    2015-01-01

    "State Online College Job Market: Ranking the States" analyzes the online college labor market on a state-by-state basis. We examine the geographic distribution of online job ads for college graduates within industries and occupational clusters, and compare the relative strength of the online college labor market across states. We…

  6. 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.

  7. A view of the global conservation job market and how to succeed in it.

    PubMed

    Lucas, Jane; Gora, Evan; Alonso, Alfonso

    2017-12-01

    The high demand for conservation work is creating a need for conservation-focused training of scientists. Although many people with postsecondary degrees in biology are finding careers outside academia, many programs and mentors continue to prepare students to follow-in-the-footsteps of their professors. Unfortunately, information regarding how to prepare for today's conservation-based job market is limited in detail and scope. This problem is complicated by the differing needs of conservation organizations in both economically developed and developing regions worldwide. To help scientists identify the tools needed for conservation positions worldwide, we reviewed the current global conservation job market and identified skills required for success in careers in academia, government, nonprofit, and for-profit organizations. We also interviewed conservation professionals across all conservation sectors. Positions in nonprofit organizations were the most abundant, whereas academic jobs were only 10% of the current job market. The most common skills required across sectors were a strong disciplinary background, followed by analytical and technical skills. Academic positions differed the most from other types of positions in that they emphasized teaching as a top skill. Nonacademic jobs emphasized the need for excellent written and oral communication, as well as project-management experience. Furthermore, we found distinct differences across job locations. Positions in developing countries emphasized language and interpersonal skills, whereas positions in countries with advanced economies focused on publication history and technical skills. Our results were corroborated by the conservation professionals we interviewed. Based on our results, we compiled a nondefinitive list of conservation-based training programs that are likely to provide training for the current job market. Using the results of this study, scientists may be better able to tailor their training to

  8. Report of two preventive medicine job market surveys.

    PubMed

    Nitzkin, J L; Falcao, P; Janusz, N; Arraiano, J

    2001-01-01

    The American Association of Public Health Physicians (AAPHP) conducted two surveys to explore the value of general preventive medicine/public health (GPM) training and board certification to physicians seeking GPM jobs. The first survey reviewed advertisements in recent issues of four medical journals. The second surveyed physician registrants at the Prevention 99 meeting. The first survey screened about 18, 500 job advertisements. Of these, 1427 (7.7%) met the study's GPM screening criteria. Only 145 (10.6%) preferred an MPH, management, or related degree. Forty-one (2.9%) preferred a doctorate (MD/DO/PhD) and an MPH, management, or related degree. Only one (0. 07%) required or preferred GPM board certification. Results were consistent across market sectors (federal, state/local, academic, health care delivery) and across job roles (management, direct service, research, technical). The second survey gathered credential, job search, and employment data from 140 physician registrants at Prevention 99 (annual joint meeting of the American College of Preventive Medicine and the Association of Teachers of Preventive Medicine in March 1999). Seventy-eight (55.7%) reported that GPM training was of major importance in securing their current employment. Only 18.5% of physicians holding GPM jobs secured their current employment by responding to an advertisement. GPM board certification is of little or no value when competing for the vast majority of GPM-related jobs. The AAPHP recommends prompt coordinated action by national organizations representing GPM physicians to increase the number of job offerings preferring or requiring physicians with GPM board certification. A six-point action plan is proposed.

  9. A Marketing Manual for Job Developers.

    ERIC Educational Resources Information Center

    Serapio, Manuel G., Jr.

    This manual is intended for job developers and people working in educational, vocational, and training organizations with responsibilities for job development and placement. It is designed to help them perform their responsibilities more effectively by making them more responsive to market needs and more efficient in executing their…

  10. Job Clubs: Getting into the Hidden Labor Market.

    ERIC Educational Resources Information Center

    Kimeldorf, Martin; Tornow, Janice A.

    1984-01-01

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

  11. The Marketing Market: Matching Academic Hiring Institutions and Job Candidates

    ERIC Educational Resources Information Center

    Basil, Michael D.; Basil, Debra Z.

    2008-01-01

    Hiring faculty is a challenge in the field of marketing. One important factor is a shortage of candidates. The problem is exacerbated, however, by an imperfect match between jobs and candidates. This study examines the homogeneity of academic jobs and candidates. Surveys were conducted with both parties. The results show that institutions and…

  12. Marketing the Job Training Partnership Act.

    ERIC Educational Resources Information Center

    Markowicz, Arlene, Ed.; And Others

    1984-01-01

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

  13. 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.

  14. Job Requirements and Workers' Learning: Formal Gaps, Informal Closure, Systemic Limits

    ERIC Educational Resources Information Center

    Livingstone, D. W.

    2010-01-01

    There is substantial evidence that formal educational attainments increasingly exceed the educational job requirements of the employed labour force in many advanced market economies--a phenomenon variously termed "underemployment", "underutilisation", or "overqualification". Conversely, both experiential learning and workplace case studies suggest…

  15. Influencing the job market by the quality of graduates--a biomedical engineering example.

    PubMed

    Augustyniak, Ewa; Augustyniak, Piotr

    2015-01-01

    Academic teaching of a new discipline, besides its contents and formal issues, requires participation of the university in development of a target job market. This was the case of biomedical engineering in Poland ten years ago. This paper presents examples of activities, taken up by our university in cooperation with prospective employers, and evaluated with a help of our first alumni. The evaluation survey shows that despite the immature job market, the number of graduates employed accordingly to their education systematically raises each year from 72,5% in 2011 to 93,8% in 2013. Another interesting result is the distribution of job searching period: 19.2% of graduates were already employed before the graduation, further 23.1% found their job in less than one month after the diploma examination and another 28.8% in less than three months. The paper also highlights the role the former graduates play in motivating teachers and students to efforts towards a better educational outcome.

  16. 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

  17. Job Requirements for Marketing Graduates: Are There Differences in the Knowledge, Skills, and Personal Attributes Needed for Different Salary Levels?

    ERIC Educational Resources Information Center

    Schlee, Regina Pefanis; Karns, Gary L.

    2017-01-01

    Several studies in the business press and in the marketing literature point to a "transformation" of marketing caused by the availability of large amounts of data for marketing analysis and planning. However, the effects of the integration of technology on entry-level jobs for marketing graduates have not been fully explored. This study…

  18. Social Networks in the Labour Market--The Sociology of Job Search.

    ERIC Educational Resources Information Center

    Carson, Edgar

    1989-01-01

    Reviews literature on nature of social networks in labor market and their implications for job search strategies of dislocated workers. Suggests issues for further research: (1) how the job search changes as unemployment increases; (2) the role of social networks in the labor market; and (3) claims about security and conditions of jobs found…

  19. Job Market Looks Brighter for Some Ph.D.'s

    ERIC Educational Resources Information Center

    June, Audrey Williams

    2012-01-01

    The author reports on the academic job market that is showing signs of turning around after a multiyear slump. Job-outlook data released by professional associations in recent months show an uptick in the number of jobs available in several fields, including history, the humanities and foreign languages, sociology, geography, and political…

  20. 45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

    Code of Federal Regulations, 2011 CFR

    2011-10-01

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

  1. 45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

    Code of Federal Regulations, 2014 CFR

    2014-10-01

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

  2. The Working Life: The Labor Market for Workers in Low-Skilled Jobs

    ERIC Educational Resources Information Center

    Maxwell, Nan L.

    2006-01-01

    Over the past few decades, the economic prospects for workers possessing relatively few skills have worsened as the demand for skills in the labor market has increased. Even in jobs that might be categorized as low-skilled, workers require a diverse set of skills to succeed. Many of these skills can only be obtained through schooling or job…

  3. Health care administration in the year 2000: practitioners' views of future issues and job requirements.

    PubMed

    Hudak, R P; Brooke, P P; Finstuen, K; Riley, P

    1993-01-01

    This research identifies the most important domains in health care administration (HCA) from now to the year 2000 and differentiates job skill, knowledge, and ability requirements necessary for successful management. Fellows of the American College of Healthcare Executives from about half of the United States responded to two iterations of a Delphi mail inquiry. Fellows identified 102 issues that were content-analyzed into nine domains by an HCA expert panel. Domains, in order of ranked importance, were cost/finance, leadership, professional staff interactions, health care delivery concepts, accessibility, ethics, quality/risk management, technology, and marketing. In the second Delphi iteration, Fellows reviewed domain results and rated job requirements on required job importance. Results indicated that while a business orientation is needed for organizational survival, an equal emphasis on person-oriented skills, knowledge, and abilities is required.

  4. 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

  5. 45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

    Code of Federal Regulations, 2012 CFR

    2012-10-01

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

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

    Code of Federal Regulations, 2013 CFR

    2013-10-01

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

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

    Code of Federal Regulations, 2010 CFR

    2010-10-01

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

  8. Is it all worth it? The experiences of new PhDs on the job market, 2007-10.

    PubMed

    McFall, Brooke Helppie; Murray-Close, Marta; Willis, Robert J; Chen, Uniko

    This paper describes the job market experiences of new PhD economists, 2007-10. Using information from PhD programs' job candidate websites and original surveys, the authors present information about job candidates' characteristics, preferences and expectations; how job candidates fared at each stage of the market; and predictors of outcomes at each stage. Some information presented in this paper updates findings of prior studies. However, design features of the data used in this paper may result in more generalizable findings. This paper is unique in comparing pre-market expectations and preferences with post-market outcomes on the new PhD job market. It shows that outcomes tend to align with pre-market preferences, and candidates' expectations are somewhat predictive of their outcomes. Several analyses also shed light on sub-group differences.

  9. Defining the abdominal radiologist based on the current U.S. job market.

    PubMed

    Hoffman, David H; Rosenkrantz, Andrew B

    2018-03-24

    The purpose of the study is to characterize current practice patterns of abdominal radiologists based on work descriptions within job postings on numerous national radiology specialty websites. Job postings for either "abdominal" or "body" radiologists were searched weekly on five society websites (SAR, SCBT-MR, ARRS, ACR, RSNA) over a 1-year period. Postings were reviewed for various characteristics. Nine hundred and sixteen total ads for 341 unique abdominal radiologist positions were reviewed (34.6% academic, 64.2% private practice, 1.2% other). Postings occurred most commonly in March (12.3%) and least commonly in November (4.8%). States with most positions were Florida (27), California (26), and New York (24). Of postings delineating expectations of specific abdominal modalities, 67.4% mentioned MRI, 58.5% ultrasound, 41.1% fluoroscopy, 14.3% PET, and 54.0% interventions. Additional non-abdominal expectations included general radiology (28.7%), breast imaging (21.1%), and general nuclear medicine (9.7%). Additional skills included prostate MRI (7.0%), OBGYN ultrasound (5.0%), and CT colonoscopy (2.6%). 79.2% required an abdominal imaging fellowship (specifically a body MRI fellowship in 4.1%). By using job postings for abdominal radiologists, we have taken a practical approach to characterizing the current status of this subspecialty, reflecting recent job expectations and requirements. The large majority of positions required a body fellowship, and the positions commonly entailed a variety of skills beyond non-invasive diagnostic abdominal imaging. Of note, expectations of considerable minorities of positions included abdominal interventions, general radiology, and breast imaging. These insights may guide the development of abdominal radiology fellowships and mini-fellowships, as well as assist radiologists entering or returning to the job market.

  10. 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.

  11. 20 CFR 655.19 - Job contractor filing requirements.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

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

  12. 20 CFR 655.19 - Job contractor filing requirements.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

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

  13. 20 CFR 655.19 - Job contractor filing requirements.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

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

  14. Is it all worth it? The experiences of new PhDs on the job market, 2007–10

    PubMed Central

    McFall, Brooke Helppie; Murray-Close, Marta; Willis, Robert J; Chen, Uniko

    2016-01-01

    This paper describes the job market experiences of new PhD economists, 2007-10. Using information from PhD programs' job candidate websites and original surveys, the authors present information about job candidates' characteristics, preferences and expectations; how job candidates fared at each stage of the market; and predictors of outcomes at each stage. Some information presented in this paper updates findings of prior studies. However, design features of the data used in this paper may result in more generalizable findings. This paper is unique in comparing pre-market expectations and preferences with post-market outcomes on the new PhD job market. It shows that outcomes tend to align with pre-market preferences, and candidates' expectations are somewhat predictive of their outcomes. Several analyses also shed light on sub-group differences. PMID:27616783

  15. Is It All Worth It? The Experiences of New PhDs on the Job Market, 2007-10

    ERIC Educational Resources Information Center

    McFall, Brooke Helppie; Murray-Close, Marta; Willis, Robert J.; Chen, Uniko

    2015-01-01

    The authors describe job market experiences of new PhD economists, 2007-10. Using information from PhD programs' job candidate Web sites and original surveys, they present information about job candidates' characteristics, preferences, and expectations; how job candidates fared at each stage of the market; and predictors of outcomes at…

  16. Preparing Astronomy Majors for the Job Market of the New Millennium

    NASA Astrophysics Data System (ADS)

    Migenes, Victor

    2000-08-01

    In the past few years the American Physical Society (APS) has conducted a number of surveys among the graduate student population in the US and also among young researchers. The purpose was to get an idea of the career expectations of the students and how these are met later on in their life. Two of the conclusions were: (1) students want to work in a research environment, preferably academic, and (2) graduate and undergraduate programs are not preparing them well for the different challenges and goals found in industry, the private sector and national laboratories. Jobs in academia, especially tenured positions, have been difficult to obtain forcing many students to give up on their goals after one or two postdoctoral positions. Some have found jobs in other sectors but others feel frustrated that their careers have not met their expectations and are poorly `prepared' for other options. In the areas of Physics and Astronomy there is not much of a job market without graduate studies. So most students must continue graduate work, in these or other fields, in order to compete well in the job market. Graduate and undergraduate programs must become more responsible for the present state of affairs and for implementing improvements. This can be done by broadening the scope of the present programs so that a student is better prepared to face the challenges of other job opportunities. We present here a BSc program designed by astronomers and physicists, at the University of Guanajuato, to try to address some of these concerns and better prepare the students for either continuing with graduate studies or finding employment in an ever-changing job market.

  17. Hospital employee job resourcefulness: an empirical study and implications for health care marketing.

    PubMed

    Harris, Eric G; Artis, Andrew B; Fogliasso, Chris; Fleming, David E

    2007-01-01

    In today's competitive hospital marketing environment, it is imperative that administrators ensure that their hospitals are operating as efficiently and as effectively as possible. "Doing more with less" has become a mandate for hospital administrators and employees. The current research replicates and extends previous work devoted to this topic by examining the job resourcefulness construct in a hospital setting. Job resourcefulness, an individual difference variable, assesses the degree to which employees are able to overcome resource constraints in the pursuit of job-related goals. The work builds upon previous work and contributes to the hospital marketing literature by examining the relationships between resourcefulness, personality influencers, role stressors, and job tenure. Research implications and suggestions for future work in the area are presented.

  18. 29 CFR 1620.15 - Jobs requiring equal skill in performance.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

  19. 29 CFR 1620.15 - Jobs requiring equal skill in performance.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  20. 29 CFR 1620.15 - Jobs requiring equal skill in performance.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  1. 29 CFR 1620.15 - Jobs requiring equal skill in performance.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  2. Returning to the Job Market: A Woman's Guide to Employment Planning.

    ERIC Educational Resources Information Center

    American Association of Retired Persons, Washington, DC.

    Intended for midlife and older women in the job market, this booklet is designed to help them in the process of looking for work outside the home. It helps them assess current skills and identify potential employment barriers; teaches them how to prepare effective written materials to support the job search and how to interview successfully; and…

  3. Proposed qualification requirements for selected railroad jobs

    DOT National Transportation Integrated Search

    1975-01-01

    This report proposes minimum safety-related knowledge, performance and training requirements for the jobs of railroad engineer, conductor, brakeman and train dispatchers. Analyses performed were primarily based upon job and task analytic documentatio...

  4. Effects of internal marketing on nurse job satisfaction and organizational commitment: example of medical centers in Southern Taiwan.

    PubMed

    Chang, Ching-Sheng; Chang, Hsin-Hsin

    2007-12-01

    As nurses typically represent the largest percentage of employees at medical centers, their role in medical care is exceptionally important and becoming more so over time. The quality and functions of nurses impact greatly on medical care quality. The concept of internal marketing, with origins in the field of market research, argues that enterprises should value and respect their employees by treating them as internal customers. Such a marketing concept challenges traditional marketing methods, which focus on serving external customers only. The main objective of internal marketing is to help internal customers (employees) gain greater job satisfaction, which should promote job performance and facilitate the organization accomplishing its ultimate business objectives. A question in the medical service industry is whether internal marketing can similarly increase the job satisfaction of nurses and enhance their commitment to the organization. This study aimed to explore the relational model of nurse perceptions related to internal marketing, job satisfaction, and organizational commitment by choosing nurses from two medical centers in Southern Taiwan as research subjects. Of 450 questionnaire distributed, 300 valid questionnaires were returned, giving a response rate of 66.7%. After conducting statistical analysis and estimation using structural equation modeling, findings included: (1) job satisfaction has positive effects on organizational commitment; (2) nurse perceptions of internal marketing have positive effects on job satisfaction; and (3) nurse perceptions of internal marketing have positive effects on organizational commitment.

  5. Insecure times? Workers' perceived job and labor market security in 23 OECD countries.

    PubMed

    Hipp, Lena

    2016-11-01

    By examining the association between employees' perceptions of job security and central labor market policies and characteristics, this paper seeks to understand the mechanisms through which institutions generate confidence and positive expectations among individuals regarding their economic future. The analyses distinguish between different facets of perceived job security and different institutional mechanisms. My multilevel analyses of a data set that contains information on 12,431 individuals and 23 countries show that some labor market policies and characteristics are more likely than others to provide workers with subjective security. Unemployment assistance in particular is an effective means of reducing workers' worries about job loss. Dismissal protection, by contrast, only unleashes its psychologically protective effects under certain conditions. The paper's main conclusion is that the effectiveness of policies varies and that different types of labor market institutions serve as complements rather than as substitutes. Copyright © 2016 Elsevier Inc. All rights reserved.

  6. 29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  7. 29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  8. Life as a Captive of the Job Market

    ERIC Educational Resources Information Center

    Williams, Eunice

    2013-01-01

    The academic job market is an exercise in captivity, and the author thinks that she is still its prisoner. A Ph.D. in history, the author is learning the rules of the game, and finding that search committees could do with a few lessons, too. In this article, the author shares how she found a way out.

  9. 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.

  10. Administrative Challenges and Response Strategies to the Job Performance of Marketing Department Chairs.

    ERIC Educational Resources Information Center

    Dyer, Beverly G.; Miller, Michael T.

    This study reports on the job challenges and corresponding response strategies that department chairs at graduate and undergraduate colleges and universities encounter and rely upon. Literature and research related to marketing department chairs, marketing education, and marketing majors indicates that business schools have come under attack by…

  11. The Employers' View of "Work-Ready" Graduates: A Study of Advertisements for Marketing Jobs in Australia

    ERIC Educational Resources Information Center

    McArthur, Ellen; Kubacki, Krzysztof; Pang, Bo; Alcaraz, Celeste

    2017-01-01

    This study of job advertisements extends our understanding of how employers, rather than researchers, describe the specific skills and attributes sought in candidates for employment in graduate marketing roles in Australia. The article presents the findings of a content analysis of 359 marketing job advertisements downloaded in 2016, in two…

  12. Job Queues, Certification Status, and the Education Labor Market

    ERIC Educational Resources Information Center

    Evans, Lorraine

    2011-01-01

    This research explores the interaction between training programs and certification status in one education labor market to examine the micro-level interactions that shape the recruitment process. Using job queue theory, it is found that the information available to novice teachers operates to stratify and shape their worksite choices in addition…

  13. Trends in the orthopedic job market and the importance of fellowship subspecialty training.

    PubMed

    Morrell, Nathan T; Mercer, Deana M; Moneim, Moheb S

    2012-04-01

    Previous studies have examined possible incentives for pursuing orthopedic fellowship training, but we are unaware of previously published studies reporting the trends in the orthopedic job market since the acceptance of certain criteria for fellowship programs by the Accreditation Council for Graduate Medical Education (ACGME) in 1985. We hypothesized that, since the initiation of accredited postresidency fellowship programs, job opportunities for fellowship-trained orthopedic surgeons have increased and job opportunities for nonfellowship-trained orthopedic surgeons have decreased. We reviewed the job advertisements printed in the Journal of Bone and Joint Surgery, American Volume, for the years 1984, 1994, 2004, and 2009. We categorized the job opportunities as available for either a general (nonfellowship-trained) orthopedic surgeon or a fellowship-trained orthopedic surgeon. Based on the advertisements posted in the Journal of Bone and Joint Surgery, American Volume, a trend exists in the orthopedic job market toward seeking fellowship-trained orthopedic surgeons. In the years 1984, 1994, 2004, and 2009, the percentage of job opportunities seeking fellowship-trained orthopedic surgeons was 16.7% (95% confidence interval [CI], 13.1%-20.3%), 40.6% (95% CI, 38.1%-43.1%), 52.2% (95% CI, 48.5%-55.9%), and 68.2% (95% CI, 65.0%-71.4%), respectively. These differences were statistically significant (analysis of variance, P<.05). Fellowship training is thus a worthwhile endeavor. Copyright 2012, SLACK Incorporated.

  14. 29 CFR 1620.15 - Jobs requiring equal skill in performance.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    .... As a simple illustration of the principle of equal skill, suppose that a man and a woman have jobs... majority of their work, whether or not these jobs require equal skill in performance will depend upon the nature of the work performed during the latter period to meet the requirements of the jobs. ...

  15. Mapping the global health employment market: an analysis of global health jobs.

    PubMed

    Keralis, Jessica M; Riggin-Pathak, Brianne L; Majeski, Theresa; Pathak, Bogdan A; Foggia, Janine; Cullinen, Kathleen M; Rajagopal, Abbhirami; West, Heidi S

    2018-02-27

    The number of university global health training programs has grown in recent years. However, there is little research on the needs of the global health profession. We therefore set out to characterize the global health employment market by analyzing global health job vacancies. We collected data from advertised, paid positions posted to web-based job boards, email listservs, and global health organization websites from November 2015 to May 2016. Data on requirements for education, language proficiency, technical expertise, physical location, and experience level were analyzed for all vacancies. Descriptive statistics were calculated for the aforementioned job characteristics. Associations between technical specialty area and requirements for non-English language proficiency and overseas experience were calculated using Chi-square statistics. A qualitative thematic analysis was performed on a subset of vacancies. We analyzed the data from 1007 global health job vacancies from 127 employers. Among private and non-profit sector vacancies, 40% (n = 354) were for technical or subject matter experts, 20% (n = 177) for program directors, and 16% (n = 139) for managers, compared to 9.8% (n = 87) for entry-level and 13.6% (n = 120) for mid-level positions. The most common technical focus area was program or project management, followed by HIV/AIDS and quantitative analysis. Thematic analysis demonstrated a common emphasis on program operations, relations, design and planning, communication, and management. Our analysis shows a demand for candidates with several years of experience with global health programs, particularly program managers/directors and technical experts, with very few entry-level positions accessible to recent graduates of global health training programs. It is unlikely that global health training programs equip graduates to be competitive for the majority of positions that are currently available in this field.

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

    ERIC Educational Resources Information Center

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

    2015-01-01

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

  17. Do Geography Degree Programmes Facilitate a Smooth Transition to the Job Market? Reflections of Working and Job-Seeking Graduates in Poland

    ERIC Educational Resources Information Center

    Piróg, Danuta

    2014-01-01

    The article presents results of a survey conducted among Polish geography graduates. They were asked questions about the relevance of their degree to their transition from university studies to the job market. The research project revealed that less than half of them found a job. Out of working graduates, one in five geographers worked in an area…

  18. Career Counseling in a Volatile Job Market: Tiedeman's Perspective Revisited

    ERIC Educational Resources Information Center

    Duys, David K.; Ward, Janice E.; Maxwell, Jane A.; Eaton-Comerford, Leslie

    2008-01-01

    This article explores implications of Tiedeman's original theory for career counselors. Some components of the theory seem to be compatible with existing volatile job market conditions. Notions of career path recycling, development in reverse, nonlinear progress, and parallel streams in career development are explored. Suggestions are made for…

  19. Training in two-tier labor markets: The role of job match quality.

    PubMed

    Akgündüz, Yusuf Emre; van Huizen, Thomas

    2015-07-01

    This study examines training investments in two-tier labor markets, focusing on the role of job match quality. Temporary workers are in general more likely than permanent workers to leave their employer and therefore are less likely to receive employer-funded training. However, as firms prefer to continue productive job matches, we hypothesize that the negative effect of holding a temporary contract on the probability to be trained diminishes with the quality of the job match. Using a recent longitudinal survey from the Netherlands, we find that temporary workers indeed participate less frequently in firm-sponsored training. However, this effect is fully driven by mismatches: holding a temporary contract does not significantly decrease the probability to receive training for workers in good job matches. Depending on match quality, a temporary job can either be a stepping stone or a dead-end. Copyright © 2015 Elsevier Inc. All rights reserved.

  20. Teacher Supply/Demand. How Preparation Affects Employment Opportunities for Teachers in Today's Job Market.

    ERIC Educational Resources Information Center

    Indiana State Univ., Terre Haute.

    An analysis of the job market for teachers indicates that the average candidate's ability to find a job will be influenced by his geographic preference and his subject area specialization. Geographically, the greatest opportunity is in areas of high population concentration. Certain subjects, such as science and mathematics, have a high demand for…

  1. An analysis of the Canadian cognitive psychology job market (2006-2016).

    PubMed

    Pennycook, Gordon; Thompson, Valerie A

    2018-06-01

    How accomplished does one need to be to compete in the Canadian cognitive psychology job market? We looked at the publication record of everyone who was hired as an assistant professor in Canadian cognitive psychology divisions with PhD programs between 2006 and 2016 (N = 64). Individuals who were hired from 2006 to 2011 averaged 10 journal-article publications up to and including the year they were hired. However, this number increased by 57% to 18 publications between 2012 and 2016. Notably, this increase (a) occurred despite an increase in the number of positions since 2010, (b) was not restricted to top-ranked institutions, (c) did not come at the cost of decreasing quality in research (based on citations), and (d) was not driven by longer postdoctoral fellowships. To supply context, we obtained data on the publication records of 98 eminent and early-career award-winning cognitive psychologists when they obtained their first faculty positions. The correlation between year of hire and publication number in the full sample was strongly positive (r = .47) and driven primarily by a substantial increase in recent years, which suggests that the increasingly competitive job market is not specific to Canada. Finally, we found that behaviour (as opposed to neuroscience) researchers and those who obtained their PhDs from Canadian universities may be at particular risk in the job market. At a time when increasing numbers of PhDs are graduating from cognitive psychology programs, it has likely never been more difficult to obtain a faculty position. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  2. NAS Requirements Checklist for Job Queuing/Scheduling Software

    NASA Technical Reports Server (NTRS)

    Jones, James Patton

    1996-01-01

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

  3. Labour Market Intermediaries: A Corrective to the Human Capital Paradigm (Mis)matching Skills and Jobs?

    ERIC Educational Resources Information Center

    Dobbins, Tony; Plows, Alexandra

    2017-01-01

    The orthodox supply-side human capital theory (HCT) paradigm is inadequate for understanding and adjusting to labour market volatility in UK regional economies like Wales. This article explores the role of regional labour market intermediaries (LMIs) in matching supply (skills) and demand (job opportunities) in regional labour markets. Some LMIs…

  4. Job insecurity, chances on the labour market and decline in self-rated health in a representative sample of the Danish workforce.

    PubMed

    Rugulies, R; Aust, B; Burr, H; Bültmann, U

    2008-03-01

    To investigate if job insecurity and poor labour market chances predict a decline in self-rated health in the Danish workforce. Job insecurity, labour market chances, self-rated health and numerous covariates were measured in 1809 women and 1918 men who responded to a questionnaire in 1995 and again in 2000. Multivariate logistic regression analyses were used to analyse the impact of job insecurity and labour market chances measured in 1995 on decline in health in 2000. Prospective cohort study with a representative sample of the Danish workforce using the Danish Work Environment Cohort Study (DWECS). All participants were employed at baseline. Women with job insecurity had an increased risk of a decline in health at follow-up, after adjustment for all covariates (OR = 1.78, 95% CI: 1.24 to 2.54). Effect estimates were strongest among women 50 years of age or younger with poor labour market chances (OR = 2.13, 95% CI: 1.32 to 3.45). Among men, there was no main effect for job insecurity. However, men aged 50 years or younger with poor labour market chances showed an OR of 1.64 (95% CI: 0.95 to 2.84) for a decline in health. Job insecurity is a predictor for a decline in health in employed women in Denmark. Among men, a suggestive effect of job insecurity was found in employees aged 50 years or younger with poor labour market chances.

  5. The effect of internal marketing on job satisfaction in health services: a pilot study in public hospitals in Northern Greece

    PubMed Central

    2011-01-01

    Background The purpose of this study was to explore the effect of internal marketing on job satisfaction in health services, particularly in public hospitals in Northern Greece. Methods A questionnaire with three sections was used. The first one referred to internal marketing by using Foreman and Money's scale, while the second one contained questions on job satisfaction based on Stamps and Piermonte's work. The last section included demographic questions. Three categories of health care professionals, nurses, doctors and paramedic personnel working in public hospitals have participated. Results Doctors tend to be more satisfied with their job than nurses in the same hospitals. Male personnel also tend to be more satisfied with their job than female. Time-defined work contract personnel have a greater level of job satisfaction than permanent personnel. Marital status, position, and educational level have no statistically significant impact on job satisfaction. A slight decline in job satisfaction occurs as the personnel age. Conclusions Internal marketing has a positive effect on the job satisfaction of hospital staff in Northern Greece. Also, doctors and male personnel seem to have greater levels of job satisfaction. Staff with time-defined work contracts with the hospital are more satisfied than permanent staff, and as the staff age, there is a slight decline in job satisfaction. PMID:21981753

  6. The effect of internal marketing on job satisfaction in health services: a pilot study in public hospitals in Northern Greece.

    PubMed

    Iliopoulos, Efthymios; Priporas, Constantinos-Vasilios

    2011-10-09

    The purpose of this study was to explore the effect of internal marketing on job satisfaction in health services, particularly in public hospitals in Northern Greece. A questionnaire with three sections was used. The first one referred to internal marketing by using Foreman and Money's scale, while the second one contained questions on job satisfaction based on Stamps and Piermonte's work. The last section included demographic questions. Three categories of health care professionals, nurses, doctors and paramedic personnel working in public hospitals have participated. Doctors tend to be more satisfied with their job than nurses in the same hospitals. Male personnel also tend to be more satisfied with their job than female. Time-defined work contract personnel have a greater level of job satisfaction than permanent personnel. Marital status, position, and educational level have no statistically significant impact on job satisfaction. A slight decline in job satisfaction occurs as the personnel age. Internal marketing has a positive effect on the job satisfaction of hospital staff in Northern Greece. Also, doctors and male personnel seem to have greater levels of job satisfaction. Staff with time-defined work contracts with the hospital are more satisfied than permanent staff, and as the staff age, there is a slight decline in job satisfaction.

  7. Job Placement Regimes in Europe: Trends and Impacts of Changes. IAB Labour Market Research Topics.

    ERIC Educational Resources Information Center

    Konle-Seidl, Regina; Walwei, Ulrich

    Trends in job placement in Europe and the effects of advances in information and communication technologies on job placement practices were examined through case studies of France, Germany, the Netherlands, and the United Kingdom. The case studies revealed that the market shares of public employment services (PES) are generally higher than those…

  8. The status of marketing in the health care industry: perspectives of marketing practitioners.

    PubMed

    Manu, F A; Cooper, P D; Reinhart, W

    1996-01-01

    To assess the scope and status of the marketing function in the health care industry, a mail survey of marketing professionals in health care organizations in the Greater Baltimore region was undertaken. Questions were designed to identify important responsibilities, required skills, evaluation factors, and major problems in the practice of health care marketing. Analytic ability was the skill identified as being most necessary to perform their job while quality of service was factor most used to evaluate their performance. Planning, service and the development of products/services were indicated as being their most important responsibility. Inadequate budget and top management's lack of knowledge of marketing were cited as the most important hindrances to effectiveness in marketing jobs. Failure of marketing in the health care industry appears to be internal to the organizations themselves, that is, in terms of how it is interpreted and applied in practice. Solutions require greater understanding of and commitment to the varied roles of marketing professionals.

  9. 42 CFR 425.310 - Marketing requirements.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 42 Public Health 3 2014-10-01 2014-10-01 false Marketing requirements. 425.310 Section 425.310... Protections § 425.310 Marketing requirements. (a) File and use. Marketing materials and activities, as defined...) The ACO certifies compliance with all the marketing requirements under this section; and (2) CMS does...

  10. 42 CFR 425.310 - Marketing requirements.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 42 Public Health 3 2013-10-01 2013-10-01 false Marketing requirements. 425.310 Section 425.310... Protections § 425.310 Marketing requirements. (a) File and use. Marketing materials and activities, as defined...) The ACO certifies compliance with all the marketing requirements under this section; and (2) CMS does...

  11. 42 CFR 425.310 - Marketing requirements.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 42 Public Health 3 2012-10-01 2012-10-01 false Marketing requirements. 425.310 Section 425.310... Protections § 425.310 Marketing requirements. (a) File and use. Marketing materials and activities, as defined...) The ACO certifies compliance with all the marketing requirements under this section; and (2) CMS does...

  12. Market Aspects of an Interior Design Program.

    ERIC Educational Resources Information Center

    Gold, Judy E.

    A project was conducted to evaluate a proposed interior design program in order to determine the marketability (job availability in the field of interior design and home furnishings merchandising) and the feasibility (educational requirements for entrance into the interior design and home furnishings merchandising job market) of the program. To…

  13. Marketable job skills for high school students: what we learned from an evaluation of After School Matters.

    PubMed

    Alexander, Kendra P; Hirsch, Barton J

    2012-01-01

    This article summarizes findings from an experimental evaluation of After School Matters (ASM), a paid, apprenticeship-based, after-school program in Chicago for high school students. Analysis of quantitative data from a mock job interview revealed that ASM participants did not demonstrate more marketable job skills than youth in the control group. Qualitative data suggested that the nature of interpersonal interactions and the degree of professional orientation in apprenticeships contributed to variation in marketable job skills across apprenticeships. The article considers the perspective of human resource professionals who participated in the evaluation and describes an interviewing skills curriculum developed in response to the evaluation findings. Copyright © 2012 Wiley Periodicals, Inc., A Wiley Company.

  14. 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.

  15. Is any job better than no job? Labor market experiences and depressive symptoms in people living with HIV.

    PubMed

    Rueda, Sergio; Smith, Peter; Bekele, Tsegaye; O'Brien, Kelly; Husbands, Winston; Li, Alan; Jose-Boerbridge, Murray; Mittmann, Nicole; Rachlis, Anita; Conyers, Liza; Boomer, K B; Rourke, Sean B

    2015-01-01

    The purpose of this study is to determine the relationship between the psychosocial work environment and labor market experiences (including unemployment) on mental health among adults living with HIV. We used data provided by 538 participants at clinical and community sites across Ontario, Canada. Generalized estimating equation models showed that employment was associated with lower depressive symptoms. For employed participants, adverse psychosocial work conditions, specifically job insecurity, psychological demands, and decision authority were associated with depressive symptoms. For the entire sample, the number of adverse psychosocial work conditions was associated with higher depressive symptoms while participants working in poor quality jobs reported similar levels of depressive symptoms than those who were unemployed or not in the labor force. This study showed that poor quality employment (as assessed by having a high number of adverse psychosocial work exposures) was associated with a similar level of depressive symptoms as unemployment, suggesting that "bad jobs" may not offer the same mental health benefits as "good jobs." Policies to improve employment outcomes should take the quality of employment into account to maximize mental health benefits as better employment may lead to better mental health.

  16. Job Management Requirements for NAS Parallel Systems and Clusters

    NASA Technical Reports Server (NTRS)

    Saphir, William; Tanner, Leigh Ann; Traversat, Bernard

    1995-01-01

    A job management system is a critical component of a production supercomputing environment, permitting oversubscribed resources to be shared fairly and efficiently. Job management systems that were originally designed for traditional vector supercomputers are not appropriate for the distributed-memory parallel supercomputers that are becoming increasingly important in the high performance computing industry. Newer job management systems offer new functionality but do not solve fundamental problems. We address some of the main issues in resource allocation and job scheduling we have encountered on two parallel computers - a 160-node IBM SP2 and a cluster of 20 high performance workstations located at the Numerical Aerodynamic Simulation facility. We describe the requirements for resource allocation and job management that are necessary to provide a production supercomputing environment on these machines, prioritizing according to difficulty and importance, and advocating a return to fundamental issues.

  17. Sick leave and the impact of job-to-job mobility on the likelihood of remaining on the labour market - a longitudinal Swedish register study

    PubMed Central

    2014-01-01

    Background Change of job could be a strategy in vocational rehabilitation when return to the original job is not possible, but research is very limited concerning the effects of job mobility on the future vocational situation. The aim of the study was to investigate whether job-to-job mobility affects the likelihood of remaining on the labour market over time among persons who are employed and have experienced long-term sick leave. Methods In a longitudinal register study, cohorts from three base years (1994, 1999 and 2004) were created, based on the Swedish population who were 20–60 years old, had sickness allowance insurance, and were employed in the base year and the following year (n > 3,000,000). The likelihood that individuals on long-term sick leave were employed later depending on whether or not they changed workplace during the present or next year of long-term sick leave was analyzed using logistic regression analysis. Age, sector, industry, children, marital status, education, income, rate of sick leave and earlier sick leave and earlier mobility were taken into consideration. Results Women with more than 180 days’ sick leave who changed workplaces were more likely to have a job later compared with those who did not change jobs. For men, the association was statistically significant with 1994 and 2004 as base years, but not in the cohort from 1999. Conclusions The present study indicates that for those on long-term sick leave that changed workplaces, the opportunities to stay on the labour market might increase. However, the study has methodological limitations and the results for men are ambiguous. We do not therefore have enough evidence for recommending job change as a strategy for vocational rehabilitation. PMID:24694029

  18. Sick leave and the impact of job-to-job mobility on the likelihood of remaining on the labour market--a longitudinal Swedish register study.

    PubMed

    Nordström, Karin; Ekberg, Kerstin; Hemmingsson, Tomas; Johansson, Gun

    2014-04-03

    Change of job could be a strategy in vocational rehabilitation when return to the original job is not possible, but research is very limited concerning the effects of job mobility on the future vocational situation. The aim of the study was to investigate whether job-to-job mobility affects the likelihood of remaining on the labour market over time among persons who are employed and have experienced long-term sick leave. In a longitudinal register study, cohorts from three base years (1994, 1999 and 2004) were created, based on the Swedish population who were 20-60 years old, had sickness allowance insurance, and were employed in the base year and the following year (n>3,000,000). The likelihood that individuals on long-term sick leave were employed later depending on whether or not they changed workplace during the present or next year of long-term sick leave was analyzed using logistic regression analysis. Age, sector, industry, children, marital status, education, income, rate of sick leave and earlier sick leave and earlier mobility were taken into consideration. Women with more than 180 days' sick leave who changed workplaces were more likely to have a job later compared with those who did not change jobs. For men, the association was statistically significant with 1994 and 2004 as base years, but not in the cohort from 1999. The present study indicates that for those on long-term sick leave that changed workplaces, the opportunities to stay on the labour market might increase. However, the study has methodological limitations and the results for men are ambiguous. We do not therefore have enough evidence for recommending job change as a strategy for vocational rehabilitation.

  19. "Do I stay or do I go?"--job change and labor market exit intentions of employees providing informal care to older adults.

    PubMed

    Schneider, Ulrike; Trukeschitz, Birgit; Mühlmann, Richard; Ponocny, Ivo

    2013-10-01

    This article examines whether providing informal eldercare to an older dependent person predicts employees' intentions to change jobs or exit the labor market and, if so, which particular aspects of both caregiving (e.g. time demands, physical/cognitive care burden) and their current work environment shape these intentions. We used data from a sample of 471 caring and 431 noncaring employees in Austria and split the analyses by gender. We found different aspects of informal caregiving to be associated with the intention to change jobs and with the anticipated labor market withdrawal of male and female workers. A time-based conflict between informal eldercare and paid work was significantly and positively related to the intended job change of female workers but not of their male counterparts. Flexible work arrangements were found to facilitate the attachment of female workers to their jobs and the labor market. Intentions to exit the labor market of male workers appeared to be triggered by a physical care burden rather than time demands. We studied the effects of providing informal eldercare on the turnover intention of men and women in a group of workers who were also the main carers providing support to a dependent older person with substantial care needs. The intention of male and female workers to change jobs and exit the labor market is shaped by the different characteristics of informal caregiving. Time-based conflicts between informal care and paid work are associated with a higher relative risk of anticipating job changes for female workers. Flextime facilitates the job and labor market attachment of female workers with eldercare responsibilities. The intensity of personal care provided to an older relative is significantly positively related to male workers' relative risk of anticipated labor market exit. Care to an older person in need of supervision makes the labor market exit of female workers less likely, lending thus support to the idea of the respite

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

    Code of Federal Regulations, 2013 CFR

    2013-04-01

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

  1. 20 CFR 663.700 - What are the requirements for on-the-job training (OJT)?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

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

  2. 20 CFR 663.700 - What are the requirements for on-the-job training (OJT)?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ...-the-Job Training (OJT) and Customized Training § 663.700 What are the requirements for on-the-job training (OJT)? (a) On-the-job training (OJT) is defined at WIA section 101(31). OJT is provided under a... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What are the requirements for on-the-job...

  3. Marketable Job Skills for High School Students: What We Learned from an Evaluation of after School Matters

    ERIC Educational Resources Information Center

    Alexander, Kendra P.; Hirsch, Barton J.

    2012-01-01

    This article summarizes findings from an experimental evaluation of After School Matters (ASM), a paid, apprenticeship-based, after-school program in Chicago for high school students. Analysis of quantitative data from a mock job interview revealed that ASM participants did not demonstrate more marketable job skills than youth in the control…

  4. Help Wanted: Projections of Jobs and Education Requirements through 2018

    ERIC Educational Resources Information Center

    Carnevale, Anthony P.; Smith, Nicole; Strohl, Jeff

    2010-01-01

    The recession that began in December of 2007 is already 30 months old, but the U.S. economy will not recover its pre-recession employment levels for at least another two years. From there, it will take an additional three years to make up for lost growth and create a job market strong enough to employ both the casualties of the recession and the…

  5. Having a Disability and Seeking Work in a Difficult Job Market

    ERIC Educational Resources Information Center

    Levinson, Jerry

    2011-01-01

    For those living with a chronic disability and, due to it, have been out of work for some time, but are now ready to take that giant leap into the job market, it will come as no surprise that they face some formidable obstacles--two of the largest being their disability and the economy. For those individuals with disabilities who want to land a…

  6. Graduation, retention and job market needs in Earth Science in Canada

    NASA Astrophysics Data System (ADS)

    Kosters, E. C.; Raeside, R.; Eaton, D. W.

    2011-12-01

    Ca. 40 Canadian university departments offer a range of Earth Science degree programs. Most departments participate in the Council of Chairs of Canadian Earth Science Departments, which has collected statistics since 1974. Ca. 5,000 students are currently enrolled in these programs, ca. 75% in BSc programs. Enrollment figures are cyclical, peaking in the early 1980`s and late 1990`s. Graduation figures and graduation-to-enrollment proportions suggest that retention averages about 90%. This figure is probably a bit flattered by students entering laterally after their second year. The % of women students in all BSc programs combined has remained more-or-less constant at 40% since data became available (1995), but the % of women students in MSc and PhD programs during this period rose significantly from <30% & <15% to ca. 40% & 35%, resp. The job market in Canada is largely resource-driven. Expected growth in mining and environmental/geotechnical (E/G) sectors outpaces those in petroleum, government and academia. Mining and E/G job opportunities are partly coupled as the mining sector increasingly employs E/G specialists. The petroleum industry is increasingly focused on unconventional plays, requiring re-examination and adaptation of traditional programs to ensure relevance. In addition, the aging petroleum industry infrastructure requires increasing numbers of environmental graduates. A 2007 CFES employer survey indicated that personnel in all Canadian sectors are aging, the E/G sector the least so, suggesting that the next generation is more motivated for E/G careers than for careers in resource extraction. Exceptions to this trend exist, mostly in regions where resource industries are prominent. The Canadian petroleum sector has traditionally largely recruited BSc-level graduates. The desire to upgrade educational credentials for greater international mobility within this sector is creating demand for graduate-degree upgrades. A different challenge characterizes

  7. Alumni Job Search Strategies, Class of 2011. GMAC[R] Data-to-Go Series

    ERIC Educational Resources Information Center

    Graduate Management Admission Council, 2012

    2012-01-01

    Examining the job search strategies and employment outcomes for Class of 2011 graduate business school alumni sheds light on current job market trends and the effort required to secure a first job after earning a graduate business degree. This fact sheet highlights the job search methods used by Class of 2011 business school graduates as reported…

  8. Trends in the job market of nurses in the view of managers.

    PubMed

    Oliveira, Jonas Sâmi Albuquerque de; Pires, Denise Elvira Pires de; Alvarez, Ângela Maria; Sena, Roseni Rosângela de; Medeiros, Soraya Maria de; Andrade, Selma Regina de

    2018-01-01

    to identify and interpret the main trends of the labor market for nurses in Rio Grande do Norte, based on the opinion of managers of training institutions and employers. Data were collected through interviews with key informants, organized using Atlas.ti software resources and examined under the thematic content review. the study showed six trends in the labor market of nurses: availability of professionals to the market; worsening working conditions with precariousness; indication for insertion in employment; unemployment for nurses; shortage of nurses; and the existence of a cooperative of nursing professionals. the current scenario of growth in the number of registered nurses without the expansion of the job supply has remained, unemployment tends to increase and work conditions will worsen.

  9. A survey of trauma registrars: job requirements, responsibilities, recruitment, and retention.

    PubMed

    Day, Suzanne; Fox, Jolene; Cookman, Kathy

    2012-01-01

    Study purpose was to describe trauma registrar job requirements, responsibilities, and recruitment/retention practices. An online survey was used. One-third required a high school diploma; two-thirds required a college degree. Most required skills were medical terminology (66%), database management (65%), anatomy (64%), Word (63%). Data responsibilities included abstracting, entry, coding, and validating. Few employers required certification. Twenty-six percent reported problems with recruitment, and 35% with retention. Salary and lack of advancement were primary reasons for employee turnover. Certifications were less relevant than skills; the primary focus was data management. Recommendations for recruitment/retention include job flexibility, educational opportunities, and recognition as a profession.

  10. How Job Seekers Should Approach the New Job Market.

    ERIC Educational Resources Information Center

    Mangumn, William T.

    1996-01-01

    Used data from three annual surveys to describe the gap between job seekers' skills and skills that employers want. Employers are seeking broader and greater skill levels and career counselors can help candidates meet these expectations. Reviews employers' suggestions for job hunters and some of the skills in demand. (RJM)

  11. Students' Use of Extra-Curricular Activities for Positional Advantage in Competitive Job Markets

    ERIC Educational Resources Information Center

    Roulin, Nicolas; Bangerter, Adrian

    2013-01-01

    With the rise of mass higher education, competition between graduates in the labour market is increasing. Students are aware that their degree will not guarantee them a job and realise they should add value and distinction to their credentials to achieve a positional advantage. Participation in extra-curricular activities (ECAs) is one such…

  12. 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…

  13. E-Commerce Marketing State Competency Profile.

    ERIC Educational Resources Information Center

    Ohio State Univ., Columbus. Tech Prep Curriculum Services.

    This profile provides the curricular framework for Ohio Tech Prep programs in e-commerce marketing beginning in high school and continuing through the end of the associate degree. It includes a comprehensive set of e-commerce marketing competencies that reflect job opportunities and skills required for e-commerce marketing professionals today and…

  14. 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.

  15. Job Market Investigation. The Career Life Assessment Skills Series, Booklet Two. A Program to Meet Adult Developmental Needs.

    ERIC Educational Resources Information Center

    Curtin, Bernadette M.; Hecklinger, Fred J.

    As part of a series on career and life planning for adults, this booklet provides a guide to the job market and strategies for choosing a career. Part I suggests the reader list prospective careers and preferred job conditions. Part II helps the reader to categorize careers on the basis of requisite skills, occupational classifications,…

  16. 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…

  17. Enhancing Opportunities in Job Markets: Summary of Research and Recommendations for Policy. Final Report.

    ERIC Educational Resources Information Center

    Pascal, Anthony N.

    As a result of research conducted for the Office of Economic Opportunity (OEO) regarding opportunities in the job market, this report includes: (1) a description of the policy and program recommendations suggested by research findings, and (2) a synthesis of research findings applicable to OEO, particularly highlighting their relevance to…

  18. The Comparative Labor Market Role of Newspaper Help Wanted Ads and Public Employment Service Job Listings. Final Report.

    ERIC Educational Resources Information Center

    Johnson, Miriam; Sugarman, Marged

    A 1-year study of 12 U.S. labor market areas compared job listings in the help wanted ads of local newspapers to job orders in the local public employment services to help determine what the role of the public employment service should be. The study gathered two types of data. One type was used to compare the "stock," or inventory, of…

  19. MADE 2. Marketing and Distributive Education Competency Based Curriculum Guide.

    ERIC Educational Resources Information Center

    New Jersey State Dept. of Education, Trenton. Div. of Vocational Education.

    This curriculum guide is one in a series of three competency-based instructional materials dealing with marketing and distributive education (MADE). Covered in the individual sections of the guide are the following topics: job orientation (personal appearance, job opportunities, job interviews, basic skills, training plans, legal requirements, and…

  20. JOB BRIEFS, SELECTED FEDERAL JOBS--DUTIES, QUALIFICATION REQUIREMENTS, SAMPLE TEST QUESTIONS.

    ERIC Educational Resources Information Center

    Civil Service Commission, Washington, DC.

    INFORMATION ABOUT JOBS IN THE FEDERAL GOVERNMENT FOR PERSONS WITH LIMITED WORK EXPERIENCE OR EDUCATION IS PROVIDED. JOB BRIEFS DESCRIBING THE WORK, OPPORTUNITIES, NUMBER EMPLOYED, EMPLOYING AGENCIES, AND QUALIFICATIONS ARE GIVEN FOR (1) 19 WHITE COLLAR AND POST OFFICE JOBS SUCH AS CLERK-TYPIST, CLERK-STENOGRAPHER, NURSING ASSISTANT, SOIL…

  1. It's a Mall, Mall, Mall, Mall World: Jobs in Shopping Malls.

    ERIC Educational Resources Information Center

    Green, Kathleen

    1996-01-01

    Provides information about a variety of nonsales jobs available in shopping malls: mall management, customer service, marketing, operations, security, maintenance, and administration. Includes information about educational requirements. (JOW)

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

    ERIC Educational Resources Information Center

    Hong, Jung Eun

    2016-01-01

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

  3. A Poor Job Market and a Steady Currency Feed "Overseas-Study Fever" in China

    ERIC Educational Resources Information Center

    Hvistendahl, Mara

    2009-01-01

    The Chinese news media have a name for the craze that has gripped students here in the past few years: "overseas-study fever." And despite the worsening global financial crisis and a slowing domestic economy, it shows little sign of letting up. Recruiters say a high household savings rate, a difficult job market, and a steady currency,…

  4. Education and the Changing Job Market

    ERIC Educational Resources Information Center

    Levy, Frank; Murnane, Richard J.

    2004-01-01

    An education that is centered on complex thinking and communicating helps graduates to gain good jobs in the U.S. Educators will have to focus on raising students' achievement in math, science, and reading because complex, technical skills are essential for the new century's jobs.

  5. Transplant surgery fellow perceptions about training and the ensuing job market-are the right number of surgeons being trained?

    PubMed

    Reich, D J; Magee, J C; Gifford, K; Merion, R M; Roberts, J P; Klintmalm, G B G; Stock, P G

    2011-02-01

    The American Society of Transplant Surgeons (ASTS) sought whether the right number of abdominal organ transplant surgeons are being trained in the United States. Data regarding fellowship training and the ensuing job market were obtained by surveying program directors and fellowship graduates from 2003 to 2005. Sixty-four ASTS-approved programs were surveyed, representing 139 fellowship positions in kidney, pancreas and/or liver transplantation. One-quarter of programs did not fill their positions. Forty-five fellows graduated annually. Most were male (86%), aged 31-35 years (57%), married (75%) and parents (62%). Upon graduation, 12% did not find transplant jobs (including 8% of Americans/Canadians), 14% did not get jobs for transplanting their preferred organ(s), 11% wished they focused more on transplantation and 27% changed jobs early. Half fellows were international medical graduates; 45% found US/Canadian transplant jobs, particularly 73% with US/Canadian residency training. Fellows reported adequate exposure to training volume, candidate selection, pre/postoperative care and organ procurement, but not to donor management/selection, outpatient care and core didactics. One-sixth noted insufficient 'mentoring/preparation for a transplantation career'. Currently, there seem to be enough trainees to fill entry-level positions. One-third program directors believe that there are too many trainees, given the current and foreseeable job market. ASTS is assessing the total workforce of transplant surgeons and evolving manpower needs. ©2011 The Authors Journal compilation©2011 The American Society of Transplantation and the American Society of Transplant Surgeons.

  6. Factors That Influence the Job Market Decision: The Role of Faculty as a Knowledge Broker

    ERIC Educational Resources Information Center

    Weeks, William A.; Rutherford, Brian; Boles, James; Loe, Terry

    2014-01-01

    This study examines the perceptions of students, recruiters, and faculty regarding the importance of various workplace attributes to students who are entering the job market. Furthermore, this study discusses the important role that faculty can play as a knowledge broker with both students and recruiters. Looking at students' Top 10…

  7. The Hidden Job Requirements for a Software Engineer

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

    Marinovici, Maria C.; Kirkham, Harold; Glass, Kevin A.

    In a world increasingly operated by computers, where innovation depends on software, the software engineer’s role is changing continuously and gaining new dimensions. In commercial software development as well as scientific research environments, the way software developers are perceived is changing, because they are more important to the business than ever before. Nowadays, their job requires skills extending beyond the regular job description posted by HR, and more is expected. To advance and thrive in their new roles, the software engineers must embrace change, and practice the themes of the new era (integration, collaboration and optimization). The challenges may bemore » somehow intimidating for freshly graduated software engineers. Through this paper the authors hope to set them on a path for success, by helping them relinquish their fear of the unknown.« less

  8. Personnel Characteristics, Job Satisfaction, and Organizational Styles of Television Program Directors Over Market Ranks and Station Sizes.

    ERIC Educational Resources Information Center

    Fish, Marjorie; Adams, R. C.

    A study compared the organizational styles of television station program directors (PDs) against indicators of market and department size, personnel stability, job satisfaction, and productivity. Researchers used the four types of management styles used by Likert: exploitative authoritarian, benevolent authoritarian, consultative, and…

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

    PubMed

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

    2017-01-01

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

  10. 12 CFR 932.5 - Market risk capital requirement.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 12 Banks and Banking 7 2010-01-01 2010-01-01 false Market risk capital requirement. 932.5 Section 932.5 Banks and Banking FEDERAL HOUSING FINANCE BOARD FEDERAL HOME LOAN BANK RISK MANAGEMENT AND CAPITAL STANDARDS FEDERAL HOME LOAN BANK CAPITAL REQUIREMENTS § 932.5 Market risk capital requirement. (a...

  11. 1996 Forum Award Lecture: Preparing Physicists for Careers in a Turbulent Job Market

    NASA Astrophysics Data System (ADS)

    Aylesworth, Kevin

    1996-05-01

    The job market in the United States is undergoing a revolution. The average worker can no longer expect to have a single job, or even a single career. For physicists, career prospects are complicated by the uncertain federal funding outlook, and the declining budget for basic research in industry. How the physics community reacts to these sweeping changes will determine if the field thrives or withers. The post World War II history of science funding in the U.S. and its effect on training and careers will be examined along with a discussion of future funding constraints. The new funding policies will seriously challenge the physics community. There are four ways it can respond to the coming changes. It can do nothing, lobby for increased funding, decrease enrollments, or broaden the training of students. The consequences of adopting each of these strategies will be explained.

  12. Efficiency improvements of offline metrology job creation

    NASA Astrophysics Data System (ADS)

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

    1999-06-01

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

  13. Jobs in the Future. ERIC Digest No. 95.

    ERIC Educational Resources Information Center

    Imel, Susan

    The most significant factors affecting the labor market during the 1980s were the United States' loss of competitiveness in the world marketplace, continued shifts in production from goods to services, changes in the skill requirements of many jobs, and demographic shifts in the population. During the next decade, incompatibility between the type…

  14. Marketing Strategy and Implementation

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

    None

    This report documents the marketing campaign that has been designed for middle and high school students in New Mexico to increase interest in participation in national security careers at the National Nuclear Security Administration. This marketing campaign builds on the research that was previously conducted, as well as the focus groups that were conducted. This work is a part of the National Nuclear Security Preparedness Project (NSPP) being performed under a Department of Energy (DOE) / National Nuclear Security Administration (NNSA) grant. Outcome analysis was performed to determine appropriate marketing strategies. The analysis was based upon focus groups with middlemore » school and high school students, student interactions, and surveys completed by students to understand and gauge student interest in Science, Technology, Engineering, and Math (STEM) subjects, interest in careers at NNSA, future job considerations, and student desire to pursue post-secondary education. Further, through the focus groups, students were asked to attend a presentation on NNSA job opportunities and employee requirements. The feedback received from the students was utilized to develop the focus and components of the marketing campaign.« less

  15. 20 CFR 670.535 - Are Job Corps centers required to establish behavior management systems?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false Are Job Corps centers required to establish behavior management systems? 670.535 Section 670.535 Employees' Benefits EMPLOYMENT AND TRAINING... system to encourage and reward students' accomplishments. (b) The Job Corps center must establish and...

  16. 20 CFR 670.535 - Are Job Corps centers required to establish behavior management systems?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 4 2012-04-01 2012-04-01 false Are Job Corps centers required to establish behavior management systems? 670.535 Section 670.535 Employees' Benefits EMPLOYMENT AND TRAINING... system to encourage and reward students' accomplishments. (b) The Job Corps center must establish and...

  17. 20 CFR 670.535 - Are Job Corps centers required to establish behavior management systems?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 4 2013-04-01 2013-04-01 false Are Job Corps centers required to establish behavior management systems? 670.535 Section 670.535 Employees' Benefits EMPLOYMENT AND TRAINING... system to encourage and reward students' accomplishments. (b) The Job Corps center must establish and...

  18. The Promise of English: Linguistic Capital and the Neoliberal Worker in the South Korean Job Market

    ERIC Educational Resources Information Center

    Park, Joseph Sung-Yul

    2011-01-01

    English is often assumed to be a key to material success and social inclusion, and this belief commonly works to justify the global dominance of English, glossing over and rationalizing broader social inequalities. This paper extends the discussion of this fallacy of "the promise of English" to the domain of the South Korean job market,…

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

    Code of Federal Regulations, 2011 CFR

    2011-04-01

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

  20. 20 CFR 670.535 - Are Job Corps centers required to establish behavior management systems?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Are Job Corps centers required to establish behavior management systems? 670.535 Section 670.535 Employees' Benefits EMPLOYMENT AND TRAINING... systems? (a) Yes, each Job Corps center must establish and maintain its own student incentives system to...

  1. Consumer Guide New Job Opportunities for Women.

    ERIC Educational Resources Information Center

    Lederer, Muriel; And Others

    Combining actual interviews with job information, the author explores current job opportunities for women without college degrees who are entering the job market for the first time, returning to work, or changing positions. The book supplies the reader with guidelines on locating job openings, obtaining inexpensive job training, and advancing up…

  2. Wastewater treatment models in teaching and training: the mismatch between education and requirements for jobs.

    PubMed

    Hug, Thomas; Benedetti, Lorenzo; Hall, Eric R; Johnson, Bruce R; Morgenroth, Eberhard; Nopens, Ingmar; Rieger, Leiv; Shaw, Andrew; Vanrolleghem, Peter A

    2009-01-01

    As mathematical modeling of wastewater treatment plants has become more common in research and consultancy, a mismatch between education and requirements for model-related jobs has developed. There seems to be a shortage of skilled people, both in terms of quantity and in quality. In order to address this problem, this paper provides a framework to outline different types of model-related jobs, assess the required skills for these jobs and characterize different types of education that modelers obtain "in school" as well as "on the job". It is important to consider that education of modelers does not mainly happen in university courses and that the variety of model related jobs goes far beyond use for process design by consulting companies. To resolve the mismatch, the current connection between requirements for different jobs and the various types of education has to be assessed for different geographical regions and professional environments. This allows the evaluation and improvement of important educational paths, considering quality assurance and future developments. Moreover, conclusions from a workshop involving practitioners and academics from North America and Europe are presented. The participants stressed the importance of non-technical skills and recommended strengthening the role of realistic modeling experience in university training. However, this paper suggests that all providers of modeling education and support, not only universities, but also software suppliers, professional associations and companies performing modeling tasks are called to assess and strengthen their role in training and support of professional modelers.

  3. Vocational Education, On-the-Job Training, and Labour Market Integration of Young Workers in Urban West Africa

    ERIC Educational Resources Information Center

    Nordman, Christophe J.; Pasquier-Doumer, Laure

    2014-01-01

    Young people in Africa encounter many difficulties in entering the labour market and in searching for decent and productive jobs. Research on the links between formal education and vocational training and their economic returns are especially crucial in understanding the inadequate demand for their labour. This article presents evidence based on…

  4. 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…

  5. Reading Ease Level of D.C. Fire Department Written Materials Required for Entry-Level Job Performance.

    ERIC Educational Resources Information Center

    Payne, Sandra S.

    On the assumption that the verbal complexity of written examination materials used to select personnel for a job should be similar to the verbal complexity of materials that must be read and understood on the job, the Flesch Reading Ease Index was applied to samples of the reading materials required for successful entry-level job performance in…

  6. 24 CFR 511.13 - Nondiscrimination, equal opportunity, and affirmative marketing requirements.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ..., and affirmative marketing requirements. 511.13 Section 511.13 Housing and Urban Development..., and affirmative marketing requirements. In addition to the nondiscrimination and equal opportunity requirements set forth in 24 CFR part 5, the following requirements apply: (a) Affirmative marketing. The...

  7. Job Ideas for Today's Woman.

    ERIC Educational Resources Information Center

    Lembeck, Ruth

    A women entering the job market for the first time, getting back to it, or changing jobs can encounter many problems. This step-by-step guide is designed to make this task easier. Of the 1,000 jobs listed there are several special interest areas covered: foods, parties, retailing, direct or mail-order selling, real estate, insurance, animals,…

  8. Appraisal of work ability in relation to job-specific health requirements in ambulance workers.

    PubMed

    van Schaaijk, A; Boschman, J S; Frings-Dresen, M H W; Sluiter, J K

    2017-01-01

    To gain insight into which job-specific health requirements relate to work ability, the following two research questions were formulated: Which job-specific health requirements are associated with the appraisal of work ability in ambulance drivers and paramedics? How are appraisals of physical and mental work ability associated with the appraisal of overall work ability in ambulance drivers and paramedics? Workers Health Surveillance cross-sectional data of 506 ambulance workers (236 drivers and 270 paramedics) were used. The tests for specific job requirements were divided into six categories. Work ability was appraised as overall, physical and mental/emotional. Multiple linear stepwise regression analyses were used to model the associations. Outcomes in 'raised alertness and judgment ability' (R 2  = 0.09), 'job-specific physical abilities' (R 2  = 0.10) and 'emotional peak load' (R 2  = 0.07) significantly explained appraised overall, physical and mental/emotional work ability. Physical and mental/emotional work ability together explained 48.3% of the variance of overall work ability. The explained variance by physical and mental/emotional work ability was almost 4% higher in drivers than in paramedics. Overall work ability was significantly explained by outcomes in 'raised alertness and judgment ability' and 'emotional peak load.' Physical work ability was significantly explained by 'job-specific physical abilities' and 'raised alertness and judgment ability' outcomes, while 'emotional peak load' and 'raised alertness and judgment ability' outcomes significantly explained mental/emotional work ability. Physical and mental/emotional work ability explains the same proportion of variance in overall work ability.

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

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... justify a wage rate differential between the man's and woman's job if the equal pay provisions otherwise... the higher rate to both men and women who are called upon from time to time to assume such supervisory... either a man or a woman) is authorized and required to determine whether to accept payment for purchases...

  10. 29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... justify a wage rate differential between the man's and woman's job if the equal pay provisions otherwise... the higher rate to both men and women who are called upon from time to time to assume such supervisory... either a man or a woman) is authorized and required to determine whether to accept payment for purchases...

  11. The Impact of Automation on Job Requirements and Qualifications for Catalogers and Reference Librarians in Academic Libraries.

    ERIC Educational Resources Information Center

    Xu, Hong

    1996-01-01

    Compares and analyzes job advertisements for catalogers and reference librarians in academic libraries from 1971 to 1990 to trace the impact of automation on job requirements and qualifications. Findings indicate that computer skills are needed, and there are more entry-level jobs being posted for both groups. (Author/JMV)

  12. [Market and ageing].

    PubMed

    Joël, M-E

    2005-06-01

    Ageing can be defined as growth of the proportion of elderly people in the population, but also as a group of transformations in life cycles: older age at time of first job, marriage, birth of first child, early retirement, longer life expectancy, active retirement, greater number of dependent persons. The economic impact of the ageing population has been extensively studied from the perspective of the social security fund. In France and in most developed countries, population ageing has considerably destabilized social accounting creating a gap between a system thought out after WWII and the present social environment. The current response of social security system to elderly person's needs is considered inadequate. There are however other consequences of ageing. It is important to measure the upheaval caused by longer life expectancy and changing life stages on all markets. Three kinds of markets are involved in different ways: job market, services market for the elderly and all goods market for seniors and golden aged. Many studies have focused on the links between economic production and physiological ageing. The traditional organisation of working conditions stresses working intensity over experience, young workers'capabilities over than those of older workers. The link between age and the job market can also be analyzed by considering supply and demand for employment for workers over 50. Another question is the workforce shortage forecasted in some sectors (health and social sectors in particular) and the role of immigration. Growth in the supply of long-term care will require restructuring of the sector's logistics and financing. Certain trends are appearing: government authorities are reducing their supply of services, private production is increasing, public financing is being maintained, and individual contributions are growing while the role of insurance has remained stagnant. A qualitative analysis of the markets also shows heterogeneous workers

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

    ERIC Educational Resources Information Center

    Fine, S.A.

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

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

    DTIC Science & Technology

    1977-04-12

    DATA GATHERING TASK OBSERVATION STRUCTURAL PRIORITIZATION PORN INVENTORYq CHECKLIST FIGUJRE 2 In order to establish Job Language Performance Requirements...Profanity F. Shop talk/slang G. Non-standard English Media of Instruction I. Other Comments: A. 𔄁ilms B. Video cassettes C. Graphic Training Aids

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

    ERIC Educational Resources Information Center

    Fisher, Gerald P.; And Others

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

  16. 18 CFR 35.37 - Market power analysis required.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 18 Conservation of Power and Water Resources 1 2010-04-01 2010-04-01 false Market power analysis required. 35.37 Section 35.37 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY... Wholesale Sales of Electric Energy, Capacity and Ancillary Services at Market-Based Rates § 35.37 Market...

  17. Job Prospects for Aerospace Engineers.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1987-01-01

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

  18. 12 CFR 932.5 - Market risk capital requirement.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 932.5 Banks and Banking FEDERAL HOUSING FINANCE BOARD FEDERAL HOME LOAN BANK RISK MANAGEMENT AND..., commodity prices, and equity prices that could occur during periods of market stress, where the market value... options, to a comparable degree of stress for such factors as will be required for an internal market risk...

  19. 12 CFR 932.5 - Market risk capital requirement.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 932.5 Banks and Banking FEDERAL HOUSING FINANCE BOARD FEDERAL HOME LOAN BANK RISK MANAGEMENT AND..., commodity prices, and equity prices that could occur during periods of market stress, where the market value... options, to a comparable degree of stress for such factors as will be required for an internal market risk...

  20. 12 CFR 932.5 - Market risk capital requirement.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 932.5 Banks and Banking FEDERAL HOUSING FINANCE BOARD FEDERAL HOME LOAN BANK RISK MANAGEMENT AND..., commodity prices, and equity prices that could occur during periods of market stress, where the market value... options, to a comparable degree of stress for such factors as will be required for an internal market risk...

  1. 12 CFR 932.5 - Market risk capital requirement.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 932.5 Banks and Banking FEDERAL HOUSING FINANCE BOARD FEDERAL HOME LOAN BANK RISK MANAGEMENT AND..., commodity prices, and equity prices that could occur during periods of market stress, where the market value... options, to a comparable degree of stress for such factors as will be required for an internal market risk...

  2. Systematic Method for Establishing Officer Grade Requirements Based Upon Job Demands.

    ERIC Educational Resources Information Center

    Christal, Raymond E.

    This report presents interim results of a study developing a methodology for management engineering teams to determine the appropriate grade requirements for officer positions based on job content and responsibilities. The technology reported represents a modification and extension of methods developed between 1963 and 1966. Results indicated that…

  3. 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…

  4. A modify ant colony optimization for the grid jobs scheduling problem with QoS requirements

    NASA Astrophysics Data System (ADS)

    Pu, Xun; Lu, XianLiang

    2011-10-01

    Job scheduling with customers' quality of service (QoS) requirement is challenging in grid environment. In this paper, we present a modify Ant colony optimization (MACO) for the Job scheduling problem in grid. Instead of using the conventional construction approach to construct feasible schedules, the proposed algorithm employs a decomposition method to satisfy the customer's deadline and cost requirements. Besides, a new mechanism of service instances state updating is embedded to improve the convergence of MACO. Experiments demonstrate the effectiveness of the proposed algorithm.

  5. Is any job better than no job at all? Studying the relations between employment types, unemployment and subjective health in Belgium.

    PubMed

    Van Aerden, Karen; Gadeyne, Sylvie; Vanroelen, Christophe

    2017-01-01

    This study focuses on the health impact of the labour market position, since recent research indicates that exposure to both unemployment and precarious employment causes serious harm to people's health and well-being. An overview of general and mental health associations of different labour market positions in Belgium is provided. A distinction is made between employment and unemployment and in addition between different types of jobs among the employed, taking into account the quality of employment. Given the fact that precarious labour market positions tend to coincide with a precarious social environment, the latter is taken into consideration by including the composition and material living conditions of the household and the presence of social support. Belgian data from the 1st Generations and Gender Survey are used. A Latent Class Cluster Analysis is performed to construct a typology of labour market positions that includes four different types of waged employment: standard jobs, instrumental jobs, precarious jobs and portfolio jobs, as well as self-employment and unemployment. Then, binary logistic regression analyses are performed in order to relate this typology to health, controlling for household situation and social support. Two health outcomes are included: self-perceived general health (good versus fair/bad) and self-rated mental health (good versus bad, based on 7 items from the Center for Epidemiologic Studies Depression Scale). Two labour market positions are consistently related to poor general and mental health in Belgium: unemployment and the precarious job type. The rather small gap in general and mental health between both labour market positions emphasises the importance of employment quality for the health and well-being of individuals in waged employment. Controlling for the household level context and social support illustrates that part of the reported health associations can be explained by the precarious social environment of

  6. The Job Market for Business Librarians: 1983-1992.

    ERIC Educational Resources Information Center

    Rakevich, Doris

    This paper analyzes a total of 235 job advertisements for business librarians from 1983 through 1992 listed in "Library Journal,""American Libraries,""C & RL News,""SpeciaList," and the Eastern edition of "The Wall Street Journal." Each advertisement was examined for level of job; type of…

  7. Employer Manpower Needs and Job Entry Requirements for Biomedical Equipment Technican (Primarily Metropolitan Kansas City).

    ERIC Educational Resources Information Center

    Tatham, Elaine L.; And Others

    This report details the findings of a study conducted to assess area employer manpower needs and job entry requirements for biomedical equipment technicians. Fifty usable responses to a survey were obtained, 20 from biomedical equipment technicians and 30 from employers. Results of the survey indicated that job vacancies did exist in the area,…

  8. Educational Mismatch between Graduates' Possessed Skills and Market Demands in Pakistan

    ERIC Educational Resources Information Center

    Uzair-ul-Hassan, Muhammad; Noreen, Zahida

    2013-01-01

    Educational mismatch in skills that graduates possess and market requires creates barriers for organizations as well as for job seekers. The study was conducted to find out the educational mismatch between graduates possessed skills and market demands. Convenient sampling was carried out and data were collected from 200 graduates of economics…

  9. Occupational Skills and Labour Market Progression of Married Immigrant Women in Canada

    PubMed Central

    Adserà, Alícia; Ferrer, Ana

    2016-01-01

    We use the confidential files of the 1991-2006 Canadian Census, combined with information from O*NET on the skill requirements of jobs, to explore whether immigrant women behave as secondary workers, remaining marginally attached to the labour market and experiencing little career progression over time. Our results show that the current labour market patterns of female immigrants to Canada do not fit this profile, as previous studies found, but rather conform to patterns recently exhibited by married native women elsewhere, with rising participation and wage progression. At best, only relatively uneducated immigrant women in unskilled occupations may fit the profile of secondary workers, with slow skill mobility and low-status job-traps. Educated immigrant women, on the other hand, experience skill assimilation over time: a reduction in physical strength and an increase in analytical skills required in their jobs relative to those of natives. PMID:27217617

  10. Going Green Online: Distance Learning Prepares Students for Success in Green-Collar Job Markets

    ERIC Educational Resources Information Center

    Githens, Rod; Sauer, Timothy

    2010-01-01

    President Barack Obama has touted the development of a new green economy as a tool to rebuild the American economy while creating new jobs. This new economy requires entrepreneurs and innovators to create new businesses and invent new technologies. It also requires technicians with specialized skills to build wind farms, operate renewable fuels…

  11. Publication metrics and success on the academic job market.

    PubMed

    van Dijk, David; Manor, Ohad; Carey, Lucas B

    2014-06-02

    The number of applicants vastly outnumbers the available academic faculty positions. What makes a successful academic job market candidate is the subject of much current discussion [1-4]. Yet, so far there has been no quantitative analysis of who becomes a principal investigator (PI). We here use a machine-learning approach to predict who becomes a PI, based on data from over 25,000 scientists in PubMed. We show that success in academia is predictable. It depends on the number of publications, the impact factor (IF) of the journals in which those papers are published, and the number of papers that receive more citations than average for the journal in which they were published (citations/IF). However, both the scientist's gender and the rank of their university are also of importance, suggesting that non-publication features play a statistically significant role in the academic hiring process. Our model (www.pipredictor.com) allows anyone to calculate their likelihood of becoming a PI. Copyright © 2014 Elsevier Ltd. All rights reserved.

  12. Job Prospects for Nuclear Engineers.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1985-01-01

    As the debate over nuclear safety continues, the job market remains healthy for nuclear engineers. The average salary offered to new nuclear engineers with bachelor's degrees is $27,400. Salary averages and increases compare favorably with other engineering disciplines. Various job sources in the field are noted. (JN)

  13. Job Hunting in Tougher Times.

    ERIC Educational Resources Information Center

    Ross, Steven S.

    1985-01-01

    Several resources to consider are offered to ease the squeeze created by the computer market downturn. Areas addressed include: job-shop option; other-industries option; overseas option; graduate school option; entrepreneurial option; military option; job fairs; and weighing locations. Notes that colleges are looking for engineering teachers,…

  14. 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.

  15. Marketing and Distribution: New Dimensions of Marketing Careers

    ERIC Educational Resources Information Center

    Harris, E. Edward

    1978-01-01

    Findings from research at Northern Illinois University on marketing positions were used to identify job levels and promotion criteria in food marketing, general retail merchandising, and wholesaling. Interviews with business executives in the three areas provided the marketing occupational information needed in vocational distributive education…

  16. Aircraft requirements for low/medium density markets

    NASA Technical Reports Server (NTRS)

    Ausrotas, R.; Dodge, S.; Faulkner, H.; Glendinning, I.; Hays, A.; Simpson, R.; Swan, W.; Taneja, N.; Vittek, J.

    1973-01-01

    A study was conducted to determine the demand for and the economic factors involved in air transportation in a low and medium density market. The subjects investigated are as follows: (1) industry and market structure, (2) aircraft analysis, (3) economic analysis, (4) field surveys, and (5) computer network analysis. Graphs are included to show the economic requirements and the aircraft performance characteristics.

  17. Jobs of the Future and the Skills They Will Require: New Thinking on an Old Debate.

    ERIC Educational Resources Information Center

    Bailey, Thomas

    1990-01-01

    Discusses the debate over the skill level needed for jobs in the future. Explores the new body of research that suggests that jobs of the future will require more skills and education, not less. Discusses changes in the following industries: (1) apparel; (2) textiles; (3) banking; and (4) business services. (JS)

  18. A Woman's Job Search: Five Strategies for Success.

    ERIC Educational Resources Information Center

    Reis, Susan L.

    An alternate approach to traditional job search methods which may be helpful to women is presented. The following five strategies are considered: (1) know what you want; (2) develop a network of professional contacts to help identify the hidden job market; (3) be selective in the job search; (4) research job openings thoroughly before deciding to…

  19. Radiology Jobs: Uncovering Hidden and Not-So-Hidden Opportunities From the ACR Jobs Board.

    PubMed

    Misono, Alexander S; Saini, Sanjay; Prabhakar, Anand M

    2016-04-01

    The radiology job market remains daunting. Trainees choosing fellowships benefit from understanding employers' likely future needs. Radiology practices may similarly refine recruiting practices. This study quantitatively analyzes the current radiology job landscape. Job postings on the ACR Career Center online portal between June 2014 and June 2015 were reviewed. As entries are frequently added and removed, posts were manually collected weekly. Postings were recorded in a database and included date, practice, location, specialty/subspecialty, job type, years of experience, salary, and job description. The database was analyzed to characterize employer needs, salary, partnership track availability, and job availability by geography. A total of 1,778 jobs were posted during the study period. Of these, 1,529 (86.0%) were diagnostic; 240 (13.5%) were interventional; and 9 (0.5%) were administrative. Most jobs were in private practice (75.7%), compared with academic (16.3%) and other (7.9%). Although many did not require a specific specialty (46%), the most-frequent needs were breast (17%), neuroradiology (11%), musculoskeletal (8%), and body (7%). Of non-breast-imaging jobs, roughly 30% indicated an interest in breast-imaging skills. A minority (13%) requested prior experience of greater than 1 year, with some seeking 7-10 years of experience. Although most (87%) were full-time positions, part-time, temporary, and contractor roles were described in the remaining 13%. Salary data were rarely reported (7%), with a range of $98,967-$1,000,000. The most jobs were based in California (11%); New York (7%); Pennsylvania (7%); and Illinois (6%). However, when indexed per million population, the highest job rates were in Nevada (14.1); Washington DC (13.7); Hawaii (13.4); Montana (9.8); and Pennsylvania (9.1). Roughly 31% of postings described partnership tracks, with the highest rates in New England (58%), the Pacific Northwest (56%), the Midwest (40%), and Southern (40

  20. Working Vacations: Jobs in Tourism and Leisure

    ERIC Educational Resources Information Center

    Torpey, Elka Maria

    2011-01-01

    Vacation jobs often mix work and play. For some, the job is their ticket to career happiness. The article's first section describes four jobs specific to entertainment and leisure: (1) cruise ship musician; (2) destination marketing manager; (3) resort activities director; and (4) river rafting guide. The second section helps a person decide if a…

  1. 76 FR 14562 - Federal Acquisition Regulation; Additional Requirements for Market Research

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-03-16

    ... circumstances and entry of new businesses, on- going market research is not a waste of manpower and taxpayers..., Sequence 1] RIN 9000-AL50 Federal Acquisition Regulation; Additional Requirements for Market Research..., Market Research, of the National Defense Authorization Act for Fiscal Year 2008. Section 826 requires the...

  2. 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.

  3. Job Satisfaction--Antecedents and Associations.

    ERIC Educational Resources Information Center

    Campbell, Paul B.; And Others

    A series of analyses was performed to determine the factors encompassed in the term "job satisfaction" and the effect of high school vocational education courses on job satisfaction. Data were gathered from the National Longitudinal Survey of Labor Market Experience, Youth Cohort, and the high school transcripts of a subsample of this panel. As…

  4. 18 CFR 35.37 - Market power analysis required.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... required. 35.37 Section 35.37 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY COMMISSION, DEPARTMENT OF ENERGY REGULATIONS UNDER THE FEDERAL POWER ACT FILING OF RATE SCHEDULES AND TARIFFS Wholesale Sales of Electric Energy, Capacity and Ancillary Services at Market-Based Rates § 35.37 Market...

  5. Are Skill Requirements Rising? Evidence from Production and Clerical Jobs.

    ERIC Educational Resources Information Center

    Cappelli, Peter

    1993-01-01

    Examination of production jobs in 93 manufacturing firms (1978-86) and clerical jobs in 211 firms (1978-88) suggests (1) significant upskilling within most production jobs; (2) in clerical jobs, an even split between raised and lowered skill levels; and (3) decreasing skill levels associated with office automation. (SK)

  6. 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…

  7. Analysis of Job Announcements and the Required Competencies for Instructional Technology Professionals.

    ERIC Educational Resources Information Center

    Moallem, Mahnaz

    A study was conducted to analyze current job announcements in the field of instructional design and technology and to produce descriptive information that portrays the required skills and areas of knowledge for instructional technology graduates. Content analysis, in its general terms, was used as the research method for this study. One hundred…

  8. A Market-Based Approach to Multi-factory Scheduling

    NASA Astrophysics Data System (ADS)

    Vytelingum, Perukrishnen; Rogers, Alex; MacBeth, Douglas K.; Dutta, Partha; Stranjak, Armin; Jennings, Nicholas R.

    In this paper, we report on the design of a novel market-based approach for decentralised scheduling across multiple factories. Specifically, because of the limitations of scheduling in a centralised manner - which requires a center to have complete and perfect information for optimality and the truthful revelation of potentially commercially private preferences to that center - we advocate an informationally decentralised approach that is both agile and dynamic. In particular, this work adopts a market-based approach for decentralised scheduling by considering the different stakeholders representing different factories as self-interested, profit-motivated economic agents that trade resources for the scheduling of jobs. The overall schedule of these jobs is then an emergent behaviour of the strategic interaction of these trading agents bidding for resources in a market based on limited information and their own preferences. Using a simple (zero-intelligence) bidding strategy, we empirically demonstrate that our market-based approach achieves a lower bound efficiency of 84%. This represents a trade-off between a reasonable level of efficiency (compared to a centralised approach) and the desirable benefits of a decentralised solution.

  9. The Public Services Job Hunt: Observations and Advice

    ERIC Educational Resources Information Center

    Saunders, Laura

    2014-01-01

    The library science job market is competitive, and library and information science (LIS) students and new graduates often have questions and concerns about how to engage in a successful job hunt. Based on research with employers and interactions with students and alumni, the author offers advice for job-seekers looking for public services…

  10. Marketing malpractice: the cause and the cure.

    PubMed

    Christensen, Clayton M; Cook, Scott; Hall, Taddy

    2005-12-01

    Ted Levitt used to tell his Harvard Business School students, "People don't want a quarter-inch drill--they want a quarter-inch hole." But 35 years later, marketers are still thinking in terms of products and ever-finer demographic segments. The structure of a market, as seen from customers' point of view, is very simple. When people need to get a job done, they hire a product or service to do it for them. The marketer's task is to understand what jobs periodically arise in customers' lives for which they might hire products the company could make. One job, the "I-need-to-send-this-from-here-to-there-with-perfect-certainty-as-fast-as-possible"job, has existed practically forever. Federal Express designed a service to do precisely that--and do it wonderfully again and again. The FedEx brand began popping into people's minds whenever they needed to get that job done. Most of today's great brands--Crest, Starbucks, Kleenex, eBay, and Kodak, to name a few-started out as just this kind of purpose brand. When a purpose brand is extended to products that target different jobs, it becomes an endorser brand. But, over time, the power of an endorser brand will surely erode unless the company creates a new purpose brand for each new job, even as it leverages the endorser brand as an overall marker of quality. Different jobs demand different purpose brands. New growth markets are created when an innovating company designs a product and then positions its brand on a job for which no optimal product yet exists. In fact, companies that historically have segmented and measured markets by product categories generally find that when they instead segment by job, their market is much larger (and their current share much smaller) than they had thought. This is great news for smart companies hungry for growth.

  11. 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)

  12. The Canadian Jobs Strategy. A Review of the First Years.

    ERIC Educational Resources Information Center

    Canada Employment and Immigration Commission, Ottawa (Ontario).

    In September 1985, the Canadian government introduced the Canadian Jobs Strategy. Two features distinguish the jobs strategy program from Canada's old job development programs and programs for purchasing job training from colleges. These features are: (1) focusing of federal support for labor market adjustment on those individuals who are most in…

  13. Enhancing marketing recruitment strategies: administrator tenure and nursing expenditures.

    PubMed

    Gunby, Norris White

    2005-01-01

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

  14. Jobs and Economic Development Impacts (Postcard)

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

    Not Available

    2011-08-01

    The U.S. Department of Energy's Wind Powering America initiative provides information on the Jobs and Economic Development Benefits model. This postcard is a marketing piece that stakeholders can provide to interested parties; it will guide them to the Jobs and Economic Development Benefits model section on the Wind Powering America website.

  15. 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

  16. What Jobs Require: Literacy, Education, and Training, 1940-2006. Policy Information Report.

    ERIC Educational Resources Information Center

    Barton, Paul E.

    This report assembles the best information available on past and future trends in employment and the education requirements of jobs in the post-World War II period, focusing on data for 1986 and 1996 and projections to 2006. The report's first section explains what is known from the 1992 National Adult Literacy Study, which measured prose,…

  17. 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,…

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

    ERIC Educational Resources Information Center

    Shaw, James B.; McCormick, Ernest J.

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

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

    PubMed

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

    2007-06-01

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

  20. 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

  1. A Study To Determine the Job Tasks and Levels of Employment for General Marketing Occupations Using DACUM Occupational Analysis. Final Report.

    ERIC Educational Resources Information Center

    Woloszyk, Carl A.

    During the 1990-91 school year, a study was conducted to determine a validated list of competencies (concepts and tasks) for use in curriculum development efforts for general marketing programs in Michigan. DACUM (Developing a Curriculum) was the occupational analysis procedure used to identify the competencies, job tasks, level of difficulty, and…

  2. Compensating differentials, labor market segmentation, and wage inequality.

    PubMed

    Daw, Jonathan; Hardie, Jessica Halliday

    2012-09-01

    Two literatures on work and the labor market draw attention to the importance of non-pecuniary job amenities. Social psychological perspectives on work suggest that workers have preferences for a range of job amenities (e.g. Halaby, 2003). The compensating differentials hypothesis predicts that workers navigate tradeoffs among different job amenities such that wage inequality overstates inequality in utility (Smith, 1979). This paper joins these perspectives by constructing a new measure of labor market success that evaluates the degree to which workers' job amenity preferences and outcomes match. This measure of subjective success is used to predict workers' job satisfaction and to test the hypothesis that some degree of labor force inequality in wages is due to preference-based tradeoffs among all job amenities. Findings demonstrate that the new measure predicts workers' job satisfaction and provides evidence for the presence of compensating differentials in the primary and intermediate, but not secondary, labor markets. Copyright © 2012 Elsevier Inc. All rights reserved.

  3. 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.

  4. Job Search Methods for the 21st Century. ERIC Digest No. 207.

    ERIC Educational Resources Information Center

    Wagner, Judith O.

    The job hunt has changed significantly in recent years. The World Wide Web has become an important source for job information and career development. After deciding what type of job they are looking for, job seekers should identify their marketable skills and match those skills with available jobs. Job leads can be found through employment…

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

    ERIC Educational Resources Information Center

    Nelson, Robert B.

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

  6. Job Power: Career Management Resources for Librarians.

    ERIC Educational Resources Information Center

    Wein, Terren Ilana; Gagnon, Marjorie; Barrett, Maura

    2003-01-01

    Discusses prospects in the job market for information professionals and emphasizes the need to be flexible. Highlights include examining the gap in skills and knowledge that may be needed; resources for resumes; resources for networking and interview preparation; sources of job postings; general career tools; international opportunities; career…

  7. Biological trade and markets.

    PubMed

    Hammerstein, Peter; Noë, Ronald

    2016-02-05

    Cooperation between organisms can often be understood, like trade between merchants, as a mutually beneficial exchange of services, resources or other 'commodities'. Mutual benefits alone, however, are not sufficient to explain the evolution of trade-based cooperation. First, organisms may reject a particular trade if another partner offers a better deal. Second, while human trade often entails binding contracts, non-human trade requires unwritten 'terms of contract' that 'self-stabilize' trade and prevent cheating even if all traders strive to maximize fitness. Whenever trading partners can be chosen, market-like situations arise in nature that biologists studying cooperation need to account for. The mere possibility of exerting partner choice stabilizes many forms of otherwise cheatable trade, induces competition, facilitates the evolution of specialization and often leads to intricate forms of cooperation. We discuss selected examples to illustrate these general points and review basic conceptual approaches that are important in the theory of biological trade and markets. Comparing these approaches with theory in economics, it turns out that conventional models-often called 'Walrasian' markets-are of limited relevance to biology. In contrast, early approaches to trade and markets, as found in the works of Ricardo and Cournot, contain elements of thought that have inspired useful models in biology. For example, the concept of comparative advantage has biological applications in trade, signalling and ecological competition. We also see convergence between post-Walrasian economics and biological markets. For example, both economists and biologists are studying 'principal-agent' problems with principals offering jobs to agents without being sure that the agents will do a proper job. Finally, we show that mating markets have many peculiarities not shared with conventional economic markets. Ideas from economics are useful for biologists studying cooperation but need

  8. Requirements and Markets for Nanoelectronics

    NASA Astrophysics Data System (ADS)

    Hoefflinger, Bernd

    The semiconductor market grew 2010 by 70Bio. against 2009, more than in the previous 9 years taken together, and the semiconductor industry launched the biggest investment program in its history with 100Bio. over a 2-year period. This was the overture to a decade with great potential and great challenges. We look at the market segments and the required electronic functions, and we highlight four product and service areas: Approaching 6 Billion mobile-phone subscribers Access to education for any child One Carebot (personal robot) per family Efficient and safe personal mobility. At the level of over four billion active mobile phones 2010, it is clear that mobile electronic companions have become the drivers of nanoelectronic innovations with growth only limited by the creation and support of new, attractive features and services. Energy, bandwidth, size and weight requirements of these consumer products provide the largest pressure for System-on-Chip (SoC) architectures. Other exemplary new products are selected for their significance, some for their lengthy path into the market. Health care is such an example: The non-invasive glucose sensor and the portable ECG recorder" with automatic, neuroprocessor-driven event detection in the size of a quarter would serve hundreds of millions of people. Nanoelectronics for self-guided health is an area of public policy in view of the cost of "a posteriori" medical care. Access to information and education for any child/student will be provided by 1 tablets where service contracts and the spin-offs from surfing and cloud-computing will generate the revenue. Personal robots, coined by the ageing Japanese nation as the key product after the PC and ridiculed by others, will arrive as carebots for education, entertainment, rehabilitation, and home-service, accepted as a large-scale need by 2020 in most developed countries including China. Accident prevention systems on rail and road already would make millions of units per year

  9. Revisiting the Relationship between Marketing Education and Marketing Career Success

    ERIC Educational Resources Information Center

    Bacon, Donald R.

    2017-01-01

    In a replication of a classic article by Hunt, Chonko, and Wood, regression analysis was conducted using data from a sample of 864 marketing professionals. In contrast to Hunt, Chonko, and Wood, an undergraduate degree in marketing was positively related to income in marketing jobs, but surprisingly, respondents with some nonmarketing majors…

  10. Charter Schools and the Teacher Job Search

    ERIC Educational Resources Information Center

    Cannata, Marisa

    2011-01-01

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

  11. 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.

  12. A Bermuda Triangle of Policy? "Bad Jobs", Skills Policy and Incentives to Learn at the Bottom End of the Labour Market

    ERIC Educational Resources Information Center

    Keep, Ewart; James, Susan

    2012-01-01

    A focus of Government policy has been the need to ensure that those at the lower end of the labour market invest in their human capital through re-engaging with learning, which has been assumed to enable progress into better-paid employment. This article explores the problems created by "bad jobs" and the evidence for the existence of a…

  13. From Resume to Teaching Job: What You Need to Know

    ERIC Educational Resources Information Center

    Clement, Mary C.

    2012-01-01

    The teacher job market has become very competitive, but the good news is that there are jobs in schools. Candidates who do their homework and work at getting a job with the same dedication they put into earning their teaching licensure will be employable. In this article, the author discusses the the dos and don'ts of the job search--including…

  14. Navigating the job search superhighway.

    PubMed

    Linney, B J

    2000-01-01

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

  15. Requirements Higher Education Graduates Meet on the Labor Market

    ERIC Educational Resources Information Center

    Braun, Edith M. P.; Brachem, Julia-Carolin

    2015-01-01

    In Europe and all over the world, higher education systems face the challenge of preparing an increasing number of students for the labor market and teaching them discipline-related knowledge and competences as well as generic competences. But what requirements do higher education graduates actually meet on the labor market? To identify higher…

  16. Hot Academic Jobs of the Future: Try These Fields

    ERIC Educational Resources Information Center

    Roberts, Lee

    2009-01-01

    At a time when the academic job market is looking bleak, the author asked career experts and economic forecasters to predict where faculty job growth could come in the next decade. Many agreed that job prospects will be dim because of budget cuts and diminishing faculty pension funds that have made professors less likely to retire. In addition,…

  17. Get Ready 'Cause Here It Comes: The Future of Marketing Communication (Marketing Writing for Technical Products).

    ERIC Educational Resources Information Center

    King, Janice

    1995-01-01

    Discusses trends for the future in marketing communication: expanding channels for communication, global marketing, product brands, and changing jobs. Suggests ways marketing communicators can prepare for these changes. (SR)

  18. 18 CFR 35.37 - Market power analysis required.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... the proceeding will be able to review any of the data, information, analysis or other documentation... 18 Conservation of Power and Water Resources 1 2012-04-01 2012-04-01 false Market power analysis... power analysis required. (a) (1) In addition to other requirements in subparts A and B, a Seller must...

  19. 18 CFR 35.37 - Market power analysis required.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... the proceeding will be able to review any of the data, information, analysis or other documentation... 18 Conservation of Power and Water Resources 1 2011-04-01 2011-04-01 false Market power analysis... power analysis required. (a) (1) In addition to other requirements in subparts A and B, a Seller must...

  20. Occupational Aptitude Patterns Map: Development and Implications for a Theory of Job Aptitude Requirements.

    ERIC Educational Resources Information Center

    Gottfredson, Linda S.

    1986-01-01

    United States Employment Service data on the cognitive and noncognitive aptitude requirements of different occupations were used to create an occupational classification--the Occupational Aptitude Patterns (OAP) Map. Thirteen job clusters are arrayed according to major differences in overall intellectual difficulty level and in functional focus…

  1. A Study to Determine the Job Tasks and Levels of Employment for Apparel and Accessories Marketing Occupations Using DACUM Occupational Analysis. Final Report.

    ERIC Educational Resources Information Center

    Guikema, Kelli A.

    Research was conducted to establish a validated list of competencies for use in curriculum development efforts for apparel and accessories marketing programs. DACUM (Developing a Curriculum) was the occupational analysis procedure used to identify the competencies, job tasks, level of difficulty, and levels of employment for apparel and…

  2. The New Job Market for Black Academicians

    ERIC Educational Resources Information Center

    Freeman, Richard B.

    1977-01-01

    Analysis of data for 1969 and 1973 show that employment patterns of black college faculty members have been significantly changed, mostly through affirmative action programs, and that black male faculty, for the periods analyzed, received more job offers and higher salaries than comparable white faculty. (MF)

  3. Biological trade and markets

    PubMed Central

    2016-01-01

    Cooperation between organisms can often be understood, like trade between merchants, as a mutually beneficial exchange of services, resources or other ‘commodities’. Mutual benefits alone, however, are not sufficient to explain the evolution of trade-based cooperation. First, organisms may reject a particular trade if another partner offers a better deal. Second, while human trade often entails binding contracts, non-human trade requires unwritten ‘terms of contract’ that ‘self-stabilize’ trade and prevent cheating even if all traders strive to maximize fitness. Whenever trading partners can be chosen, market-like situations arise in nature that biologists studying cooperation need to account for. The mere possibility of exerting partner choice stabilizes many forms of otherwise cheatable trade, induces competition, facilitates the evolution of specialization and often leads to intricate forms of cooperation. We discuss selected examples to illustrate these general points and review basic conceptual approaches that are important in the theory of biological trade and markets. Comparing these approaches with theory in economics, it turns out that conventional models—often called ‘Walrasian’ markets—are of limited relevance to biology. In contrast, early approaches to trade and markets, as found in the works of Ricardo and Cournot, contain elements of thought that have inspired useful models in biology. For example, the concept of comparative advantage has biological applications in trade, signalling and ecological competition. We also see convergence between post-Walrasian economics and biological markets. For example, both economists and biologists are studying ‘principal–agent’ problems with principals offering jobs to agents without being sure that the agents will do a proper job. Finally, we show that mating markets have many peculiarities not shared with conventional economic markets. Ideas from economics are useful for biologists

  4. Firm-Specific Marketing Capital and Job Satisfaction of Marketers: Evidence from Vietnam

    ERIC Educational Resources Information Center

    Nguyen, Tho D.; Nguyen, Trang T. M.

    2011-01-01

    Purpose: Based on the resource-based view of the firm, this study aims to examine antecedents and outcomes of firm-specific marketing capital pool invested by marketers in a transition market, Vietnam. Design/methodology/approach: A sample of 528 marketers in Ho Chi Minh City was surveyed to test the theoretical model. Structural equation…

  5. 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…

  6. Career Education and Labour Market Conditions: The Skills Gap Myth.

    ERIC Educational Resources Information Center

    Hyslop-Margison, Emery J.; Welsh, Benjamin H.

    2003-01-01

    Asserts that it is a questionable claim that a widespread knowledge and skill shortage is causing current labour market supply problems, unemployment, or increased social stratification. Adds that the percentage of new jobs requiring high levels of knowledge and skill is limited when compared to low-skilled service industry occupations. Questions…

  7. Scoping the common antecedents of job stress and job satisfaction for nurses (2000-2013) using the job demands-resources model of stress.

    PubMed

    McVicar, Andrew

    2016-03-01

    To identify core antecedents of job stress and job satisfaction, and to explore the potential of stress interventions to improve job satisfaction. Decreased job satisfaction for nurses is strongly associated with increased job stress. Stress management strategies might have the potential to improve job satisfaction. Comparative scoping review of studies (2000-2013) and location of their outcomes within the 'job demands-job resources' (JD-R) model of stress to identify commonalities and trends. Many, but not all, antecedents of both phenomena appeared consistently suggesting they are common mediators. Others were more variable but the appearance of 'emotional demands' as a common antecedent in later studies suggests an evolving influence of the changing work environment. The occurrence of 'shift work' as a common issue in later studies points to further implications for nurses' psychosocial well-being. Job satisfaction problems in nursing might be co-responsive to stress management intervention. Improving the buffering effectiveness of increased resilience and of prominent perceived job resource issues are urgently required. Participatory, psychosocial methods have the potential to raise job resources but will require high-level collaboration by stakeholders, and participative leadership and facilitation by managers to enable better decision-latitude, support for action planning and responsive changes. © 2015 John Wiley & Sons Ltd.

  8. The Etiquette of Accepting a Job Offer

    ERIC Educational Resources Information Center

    Perlmutter, David D.

    2013-01-01

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

  9. Plugging into Marketing Education.

    ERIC Educational Resources Information Center

    Lunkenheimer, Gary; Swift, Teri

    This text contains activities that allow marketing education instructors to integrate their curriculum with word-processing, spreadsheet, and presentation software. Their students can gain experience with technology, fulfill marketing education learner outcomes, and meet the demands of a marketing job. The instructor provides an outline for…

  10. EEO Implications of Job Analyses.

    ERIC Educational Resources Information Center

    Lacy, D. Patrick, Jr.

    1979-01-01

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

  11. [Neuroticism, work demands, work-family conflict and job stress consequences].

    PubMed

    Lachowska, Bogusława Halina

    2014-01-01

    The objective of the study was to the determine of neuroticism, requirements of the labor market and work-family conflict while exploring consequences of various aspects of job stress in occupationally active parents. The investigations covered 159 females and 154 males from families where both parents are occupationally active and bring up at least one child aged up to 12 years. The following consequences of occupational stress were analyzed: the state of psychological health self-reported by the employees (symptoms of somatic disorders, anxiety and insomnia, functioning disorders, symptoms of depression, global distress), as well as distress experienced at work, employee intention to turnover, and job satisfaction. The importance of neuroticism, work demands, and work-family conflict varies when explaining individual consequences of job stress. Of all the predictors analyzed, neuroticism is significantly correlated with the majority of consequences. Having considered the importance of work-family conflict, the role of work demands in understanding various consequences of job stress is much lower or even statistically insignificant. The construction of complex theoretical models, taking account of a wide range of factors related with the sphere of occupational activity, the role of work-family conflict and individual factors, allow for a better understanding of the determinants of job stress and its consequences.

  12. Entrepreneurial Skills and Education-job Matching of Higher Education Graduates

    ERIC Educational Resources Information Center

    Kucel, Aleksander; Róbert, Péter; Buil, Màrian; Masferrer, Núria

    2016-01-01

    This article studies entrepreneurial education and its impact on job-skills matches for higher education graduates. Those who possess entrepreneurial skills are assumed to be more market aware and creative in their job search. They are also expected to foresee which job offers would and would not, match their skills. Using a large comparative…

  13. Higher effort–reward imbalance and lower job control predict exit from the labour market at the age of 61 years or younger: evidence from the English Longitudinal Study of Ageing

    PubMed Central

    Hintsa, T; Kouvonen, A; McCann, M; Jokela, M; Elovainio, M; Demakakos, P

    2015-01-01

    Background We examined whether higher effort–reward imbalance (ERI) and lower job control are associated with exit from the labour market. Methods There were 1263 participants aged 50–74 years from the English Longitudinal Study on Ageing with data on working status and work-related psychosocial factors at baseline (wave 2; 2004–2005), and working status at follow-up (wave 5; 2010–2011). Psychosocial factors at work were assessed using a short validated version of ERI and job control. An allostatic load index was formed using 13 biological parameters. Depressive symptoms were measured using the Center for Epidemiologic Studies Depression Scale. Exit from the labour market was defined as not working in the labour market when 61 years old or younger in 2010–2011. Results Higher ERI OR=1.62 (95% CI 1.01 to 2.61, p=0.048) predicted exit from the labour market independent of age, sex, education, occupational class, allostatic load and depression. Job control OR=0.60 (95% CI 0.42 to 0.85, p=0.004) was associated with exit from the labour market independent of age, sex, education, occupation and depression. The association of higher effort OR=1.32 (95% CI 1.01 to 1.73, p=0.045) with exit from the labour market was independent of age, sex and depression but attenuated to non-significance when additionally controlling for socioeconomic measures. Reward was not related to exit from the labour market. Conclusions Stressful work conditions can be a risk for exiting the labour market before the age of 61 years. Neither socioeconomic position nor allostatic load and depressive symptoms seem to explain this association. PMID:25631860

  14. Higher effort-reward imbalance and lower job control predict exit from the labour market at the age of 61 years or younger: evidence from the English Longitudinal Study of Ageing.

    PubMed

    Hintsa, T; Kouvonen, A; McCann, M; Jokela, M; Elovainio, M; Demakakos, P

    2015-06-01

    We examined whether higher effort-reward imbalance (ERI) and lower job control are associated with exit from the labour market. There were 1263 participants aged 50-74 years from the English Longitudinal Study on Ageing with data on working status and work-related psychosocial factors at baseline (wave 2; 2004-2005), and working status at follow-up (wave 5; 2010-2011). Psychosocial factors at work were assessed using a short validated version of ERI and job control. An allostatic load index was formed using 13 biological parameters. Depressive symptoms were measured using the Center for Epidemiologic Studies Depression Scale. Exit from the labour market was defined as not working in the labour market when 61 years old or younger in 2010-2011. Higher ERI OR=1.62 (95% CI 1.01 to 2.61, p=0.048) predicted exit from the labour market independent of age, sex, education, occupational class, allostatic load and depression. Job control OR=0.60 (95% CI 0.42 to 0.85, p=0.004) was associated with exit from the labour market independent of age, sex, education, occupation and depression. The association of higher effort OR=1.32 (95% CI 1.01 to 1.73, p=0.045) with exit from the labour market was independent of age, sex and depression but attenuated to non-significance when additionally controlling for socioeconomic measures. Reward was not related to exit from the labour market. Stressful work conditions can be a risk for exiting the labour market before the age of 61 years. Neither socioeconomic position nor allostatic load and depressive symptoms seem to explain this association. 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.

  15. From Franchise to Programming: Jobs in Cable Television.

    ERIC Educational Resources Information Center

    Stanton, Michael

    1985-01-01

    This article takes a look at some of the key jobs at every level of the cable industry. It discusses winning a franchise, building and running the system, and programing and production. Job descriptions include engineer, market analyst, programers, financial analysts, strand mappers, customer service representatives, access coordinator, and studio…

  16. Job Requirements and Lifelong Learning for Older Workers. A National Vocational Education and Training Research and Evaluation Program Report

    ERIC Educational Resources Information Center

    Ryan, Chris; Sinning, Mathias

    2009-01-01

    The relationship between job requirements, individual skills and the participation of workers in further education and training, with an emphasis on older workers, is the focus of this report. It found that workers who reported that their jobs are demanding relative to their skills were more likely to participate in education and training.…

  17. The Web: Creating and Changing Jobs. Trends and Issues Alerts.

    ERIC Educational Resources Information Center

    Brown, Bettina Lankard

    The World Wide Web is changing not only how individuals locate jobs but also the ways existing jobs are performed. Individuals seeking work will need to know how to use the Web as a tool for enhancing their job performance. The enhanced global communication made possible through Internet technology and the increase of marketing plans combining…

  18. ENCORE. A Pilot Project to Prepare Single Parents/Homemakers for the Job Market. Final Report from July 1, 1986 to June 30, 1987.

    ERIC Educational Resources Information Center

    Gorton, Carolyn

    This package of instructional materials is intended for use in preparing single parents and displaced homemakers for entry into the job market. The materials were developed for the ENCORE program--a 4-week, 48-hour, 3-days-per-week program focusing on employability skills, vocational assessment, personal development, shadowing in traditional and…

  19. IPG Job Manager v2.0 Design Documentation

    NASA Technical Reports Server (NTRS)

    Hu, Chaumin

    2003-01-01

    This viewgraph presentation provides a high-level design of the IPG Job Manager, and satisfies its Master Requirement Specification v2.0 Revision 1.0, 01/29/2003. The presentation includes a Software Architecture/Functional Overview with the following: Job Model; Job Manager Client/Server Architecture; Job Manager Client (Job Manager Client Class Diagram and Job Manager Client Activity Diagram); Job Manager Server (Job Manager Client Class Diagram and Job Manager Client Activity Diagram); Development Environment; Project Plan; Requirement Traceability.

  20. 18 CFR 284.504 - Standard requirements for market-power authorizations.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... Commission within 10 days of acquiring knowledge of significant changes occurring in its market power status... 18 Conservation of Power and Water Resources 1 2010-04-01 2010-04-01 false Standard requirements for market-power authorizations. 284.504 Section 284.504 Conservation of Power and Water Resources...

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

    ERIC Educational Resources Information Center

    Magedera-Hofhansl, Hanna

    2016-01-01

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

  2. Job adjustment as a means to reduce sickness absence during pregnancy.

    PubMed

    Strand, K; Wergeland, E; Bjerkedal, T

    1997-10-01

    This study examined the effect of job adjustment on sickness absence during pregnancy and also determined the conditions under which such adjustments are obtained. Data were derived from a nationally representative survey on work conditions during pregnancy in Norway in 1989. For employees (N = 2713) remaining in the same job throughout pregnancy, the percentage of women on sick leave immediately before delivery was determined according to the need for job adjustment and the obtainment of job adjustment. Those obtaining job adjustment were grouped according to workplace size, labor-market sector, co-worker gender, educational level, work schedules, weekly workhours, children under 16 years of age in the household, and age. All told, 1691 women (62.3%) needed job adjustment, among whom 936 (55.4%) obtained such adjustment. The proportions of those on sick leave before delivery were 45.2% for "no need", 67.9% for "need - adjustment obtained", and 79.2% for "need - adjustment not obtained". In the last category, the difference (versus "adjustment obtained") constituted 44.5% of the weeks lost because of sickness absence in the last half of pregnancy. The odds ratio (OR) for obtaining job adjustment was larger for workplaces with more than 50 employees (OR 1.4) and smaller for jobs with work schedules other than daytime or shift work (OR 0.5) and also for women living with children under 16 years of age (OR 0.8). Job adjustment is associated with reduced sickness absence during pregnancy. Further studies should explore workplace characteristics that make it difficult to obtain such adjustments, as required by law.

  3. 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.

  4. 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.

  5. 20 CFR 670.530 - Are Job Corps centers required to maintain a student accountability system?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... student accountability system? 670.530 Section 670.530 Employees' Benefits EMPLOYMENT AND TRAINING... accountability system? Yes, each Job Corps center must establish and operate an effective system to account for... student absence. Each center must operate its student accountability system according to requirements and...

  6. Marketing Your Advising Center.

    ERIC Educational Resources Information Center

    Flickinger, Jan

    1989-01-01

    A tour of centralized university advising centers revealed that the busiest centers had done an excellent job of marketing themselves to their campus clientele. Factors affecting successful marketing include image, location, service, advertising, and innovative problem-solving. (MSE)

  7. 20 CFR 655.35 - Amendments to an application or job order.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

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

  8. 20 CFR 655.35 - Amendments to an application or job order.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

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

  9. Table-top job analysis

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

    Not Available

    1994-12-01

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

  10. Free, Fair and Efficient? Open Internal Job Advertising. IES Report.

    ERIC Educational Resources Information Center

    Hirsh, W.; Pollard, E.; Tamkin, P.

    In the 1990s, many major employers in the United Kingdom have moved to more open internal job markets (OIJMs). OIJMs give the job of filling internal vacancies to line managers and employees who see the job advertised and apply for it. The development and operation of OIJMs at the following firms were studied: Rolls-Royce; British Gas Trading;…

  11. 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.

  12. 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

  13. Teachers on the Move: In and Out of the Job Market.

    ERIC Educational Resources Information Center

    Arnold, Anne Jurmu

    1983-01-01

    Job opportunities still exist for teachers who are willing to go where jobs are. Areas of the country with teacher shortages, subjects in demand, and future trends are explored. Demographics, salaries, and the economic health of various areas are discussed as are opportunities for teaching abroad. (PP)

  14. Financial Services Marketing.

    ERIC Educational Resources Information Center

    Olson, Lucretia Maria

    This manual contains student assignments in the financial services area of the marketing process. The individualized competency-based materials are intended to enhance and supplement instruction or to provide the basis for a course of instruction by the teacher-coordinator. Information on skills needed in jobs in financial marketing is first…

  15. Determining Performance Levels of Competencies for Job Entry. Final Report. Marketing and Retail Sales Programs.

    ERIC Educational Resources Information Center

    Hillmer, Warren; And Others

    To provide input for curriculum evaluation, a study to identify basic competencies required for entry-level positions in the marketing/merchandising field was conducted in Wisconsin vocational education districts. Marketing and merchandising graduates and their employers were surveyed by mailed questionnaire to determine the degree of performance…

  16. Charter Schools and the Teacher Job Search in Michigan

    ERIC Educational Resources Information Center

    Cannata, Marisa

    2010-01-01

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

  17. Statistical Mechanics of Japanese Labor Markets

    NASA Astrophysics Data System (ADS)

    Chen, He

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

  18. Promotion or marketing of the nursing profession by nurses.

    PubMed

    Kagan, I; Biran, E; Telem, L; Steinovitz, N; Alboer, D; Ovadia, K L; Melnikov, S

    2015-09-01

    In recent years, much effort has been invested all over the world in nurse recruitment and retention. Issues arising in this context are low job satisfaction, the poor public image of nursing and the reluctance of nurses to promote or market their profession. This study aimed to examine factors explaining the marketing of the nursing profession by nurses working at a general tertiary medical centre in Israel. One hundred sixty-nine registered nurses and midwives from five clinical care units completed a structured self-administered questionnaire, measuring (a) professional self-image, (b) job satisfaction, (c) nursing promotional and marketing activity questionnaire, and (d) demographic data. The mean scores for the promotion of nursing were low. Nurses working in an intensive cardiac care unit demonstrated higher levels of promotional behaviour than nurses from other nursing wards in our study. Nurse managers reported higher levels of nursing promotion activity compared with first-line staff nurses. There was a strong significant correlation between job satisfaction and marketing behaviour. Multiple regression analysis shows that 15% of the variance of promoting the nursing profession was explained by job satisfaction and job position. Nurses are not inclined to promote or market their profession to the public or to other professions. The policy on the marketing of nursing is inadequate. A three-level (individual, organizational and national) nursing marketing programme is proposed for implementation by nurse leadership and policy makers. Among proposed steps to improve marketing of the nursing profession are promotion of the image of nursing by the individual nurse in the course of her or his daily activities, formulation and implementation of policies and programmes to promote the image of nursing at the organizational level and drawing up of a long-term programme for promoting or marketing the professional status of nursing at the national level. © 2015

  19. Video Job Shadows. Project SEED.

    ERIC Educational Resources Information Center

    Kucinkas, Gene; Noyce, Gary

    Video Job Shadows encourages students to develop questions about a job and offers them the chance to videotape a business person answering those questions about his or her job. The program can be an effective method of teaching high school students about the world of work and the specific requirements and responsibilities of some jobs in their…

  20. Boredom at Work: Implications for the Design of Jobs with Variable Requirements

    DTIC Science & Technology

    1985-09-01

    of jobs both in the military and in the larger world of work. It presents implications for staffing a variety of boring jobs... the job is a fact of life for millions of workers, it has been largely ignored as a research topic. This paucity of research reflects a tendency to...prominent. Also, the focus of this review on work-related boredom limits its treatment of situational factors to job and task

  1. Fox Valley Technical College New Occupational Markets: Market Research Project Results.

    ERIC Educational Resources Information Center

    Mishler, Carol

    This is a report on the results of a market research project conducted by Fox Valley Technical College (FVTC) (Wisconsin) to identify new occupational markets in the college's service area. The college scanned national job lists, employment databases, and northeastern Wisconsin employer advertisements. The college also surveyed employers in the…

  2. Job requirements compared to medical school education: differences between graduates from problem-based learning and conventional curricula.

    PubMed

    Schlett, Christopher L; Doll, Hinnerk; Dahmen, Janosch; Polacsek, Ole; Federkeil, Gero; Fischer, Martin R; Bamberg, Fabian; Butzlaff, Martin

    2010-01-14

    Problem-based Learning (PBL) has been suggested as a key educational method of knowledge acquisition to improve medical education. We sought to evaluate the differences in medical school education between graduates from PBL-based and conventional curricula and to what extent these curricula fit job requirements. Graduates from all German medical schools who graduated between 1996 and 2002 were eligible for this study. Graduates self-assessed nine competencies as required at their day-to-day work and as taught in medical school on a 6-point Likert scale. Results were compared between graduates from a PBL-based curriculum (University Witten/Herdecke) and conventional curricula. Three schools were excluded because of low response rates. Baseline demographics between graduates of the PBL-based curriculum (n = 101, 49% female) and the conventional curricula (n = 4720, 49% female) were similar. No major differences were observed regarding job requirements with priorities for "Independent learning/working" and "Practical medical skills". All competencies were rated to be better taught in PBL-based curriculum compared to the conventional curricula (all p < 0.001), except for "Medical knowledge" and "Research competence". Comparing competencies required at work and taught in medical school, PBL was associated with benefits in "Interdisciplinary thinking" (Delta + 0.88), "Independent learning/working" (Delta + 0.57), "Psycho-social competence" (Delta + 0.56), "Teamwork" (Delta + 0.39) and "Problem-solving skills" (Delta + 0.36), whereas "Research competence" (Delta--1.23) and "Business competence" (Delta--1.44) in the PBL-based curriculum needed improvement. Among medical graduates in Germany, PBL demonstrated benefits with regard to competencies which were highly required in the job of physicians. Research and business competence deserve closer attention in future curricular development.

  3. Increasing Enrollments: A Marketing Perspective.

    ERIC Educational Resources Information Center

    Brannick, Michael K.

    1987-01-01

    Describes how market concepts (e.g., product, promotion, pricing, and place distribution) can be applied to job training and education. Offers a step-by-step explanation of how to analyze markets and plan strategically. (AYC)

  4. Help Wanted: Job & Career Information Resources. RUSA Occasional Papers.

    ERIC Educational Resources Information Center

    White, Gary W., Ed.

    This book highlights techniques that can be implemented to build library collections on jobs and careers. The authors explore demographic and economic changes that influence the job market and the future of the workforce. They also examine how resources have shifted from books to collections incorporating Web pages, CD-ROMs, and audiovisual…

  5. Why Young People Fail To Get and Hold Jobs.

    ERIC Educational Resources Information Center

    New York State Dept. of Labor, Albany.

    This booklet provides advice to young people seeking their first jobs on how to avoid the pitfalls that have caused others to lose jobs or fail to be hired. Topics discussed in short, one-page sections include appearance, attitude and behavior, ignorance of labor market facts, misrepresentation, sensitivity about a physical defect, unrealistic…

  6. History Jobs Decline 15% after Years of Growth

    ERIC Educational Resources Information Center

    Wilson, Robin

    2009-01-01

    This article reports that a five-year stretch of steady growth in the job market for academic historians is over. The number of job advertisements colleges have posted with the American Historical Association so far this academic year is down 15 percent from last year--the first decline since a slump that occurred in 2001-2002 and 2002-2003. The…

  7. 78 FR 32988 - Core Principles and Other Requirements for Designated Contract Markets; Correction

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-06-03

    ... COMMODITY FUTURES TRADING COMMISSION 17 CFR Part 38 RIN 3038-AD09 Core Principles and Other... regarding Core Principles and Other Requirements for Designated Contract Markets by inserting a missing... regarding Core Principles and Other Requirements for Designated Contract Markets (77 FR 36612, June 19, 2012...

  8. 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.

  9. Jobs for the Future. An AFL-CIO View. Publication Number 179.

    ERIC Educational Resources Information Center

    Donahue, Thomas R.

    The employment crisis will not be caused by a less male, less white, and less English-speaking labor force. The future employment crisis will be, as always, on the supply side of the labor market. The number of new jobs does not match the number of people entering the work force. Jobs have been lost in manufacturing, while jobs in services have…

  10. Long-term changes in the perception of job characteristics: results from the Belstress II--study.

    PubMed

    Clays, Els; De Bacquer, Dirk; Leynen, Francoise; Kornitzer, Marcel; Kittel, France; De Backer, Guy

    2006-09-01

    The aim was to explore long-term changes in the perception of job characteristics--based on the Job Content Questionnaire (JCQ)--in view of the changing labor market in Western societies. A total number of 2,821 workers from nine companies were involved in the longitudinal Belstress-project. Data were gathered on two occasions with a mean time interval of 6.6 yr. At both times, participants completed the JCQ which measures the perception of job demands, job control and social support. In addition, the instrument contains questions regarding physical job demands, job insecurity and impact of world market competition (WMC). Changes over time in the perception of the different dimensions of the JCQ were evaluated within a sample of 2,490 respondents who remained in the same job. A statistically significant long-term stability of all JCQ scales was found. As far as intra-individual changes over time are concerned, the population showed a modest average increase in the perception of job demands, control and support of approximately 3%. Long-term changes in the other scales were larger, with an average increase of 10.3% in job insecurity and 15.5% in impact of WMC. Substantial variation in these two scales was found at the level of the company and in some socio-demographic factors. While perceived job characteristics remained relatively stable over an average period of 6.6 yr, a substantial increase was noted in job insecurity and the impact of WMC. These dimensions are becoming increasingly important within the context of economic globalization and labor market flexibility.

  11. Beat the Odds. Career Buoyancy Tactics for Today's Turbulent Job Market.

    ERIC Educational Resources Information Center

    Yate, Martin

    This book offers a blueprint to achieve and maintain career buoyancy in the face of downsizing, outsourcing, restructuring, and other present and future job-loss situations. The book provides advice on establishing a solid job base with a professional core career in a healthy, growing industry; making use of that care career as a foundation to…

  12. Imports, Exports, and Jobs: What Does Trade Mean for Employment and Job Loss?

    ERIC Educational Resources Information Center

    Kletzer, Lori G.

    The impact of international trade on employment and job loss in the Unites States was analyzed. Evidence from earlier studies was reviewed, and the following topics were examined: changes in the U.S. manufacturing industry in 1975-1995; labor market responses to changes in trade and import competition; methods of measuring the link between changes…

  13. Job requirements compared to medical school education: differences between graduates from problem-based learning and conventional curricula

    PubMed Central

    2010-01-01

    Background Problem-based Learning (PBL) has been suggested as a key educational method of knowledge acquisition to improve medical education. We sought to evaluate the differences in medical school education between graduates from PBL-based and conventional curricula and to what extent these curricula fit job requirements. Methods Graduates from all German medical schools who graduated between 1996 and 2002 were eligible for this study. Graduates self-assessed nine competencies as required at their day-to-day work and as taught in medical school on a 6-point Likert scale. Results were compared between graduates from a PBL-based curriculum (University Witten/Herdecke) and conventional curricula. Results Three schools were excluded because of low response rates. Baseline demographics between graduates of the PBL-based curriculum (n = 101, 49% female) and the conventional curricula (n = 4720, 49% female) were similar. No major differences were observed regarding job requirements with priorities for "Independent learning/working" and "Practical medical skills". All competencies were rated to be better taught in PBL-based curriculum compared to the conventional curricula (all p < 0.001), except for "Medical knowledge" and "Research competence". Comparing competencies required at work and taught in medical school, PBL was associated with benefits in "Interdisciplinary thinking" (Δ + 0.88), "Independent learning/working" (Δ + 0.57), "Psycho-social competence" (Δ + 0.56), "Teamwork" (Δ + 0.39) and "Problem-solving skills" (Δ + 0.36), whereas "Research competence" (Δ - 1.23) and "Business competence" (Δ - 1.44) in the PBL-based curriculum needed improvement. Conclusion Among medical graduates in Germany, PBL demonstrated benefits with regard to competencies which were highly required in the job of physicians. Research and business competence deserve closer attention in future curricular development. PMID:20074350

  14. The DACUM Job Analysis Process.

    ERIC Educational Resources Information Center

    Dofasco, Inc., Hamilton (Ontario).

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

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

    ERIC Educational Resources Information Center

    Norback, Judith Shaul; And Others

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

  16. High Technology and Job Loss.

    ERIC Educational Resources Information Center

    Rumberger, Russell

    Job loss through technological advancement, particularly technologies based on microelectronics, is increasing for all economic sectors in a nation already hard challenged in world and domestic markets for goods and services. But assessing technology's employment impact remains difficult not only because of its direct and indirect effects and…

  17. Marketing Strategy and Implementation

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

    None, None

    This report documents the preparation of materials for the marketing campaign that has been designed for middle and high school students in New Mexico to increase interest in participation in national security careers at the National Nuclear Security Administration. The materials and the marketing campaign build on the research that was previously completed, as well as the focus groups that were conducted. This work is a part of the National Nuclear Security Preparedness Project (NSPP). Previous research included outcome analysis to determine appropriate marketing strategies. The analysis was based upon focus groups with middle school and high school students, studentmore » interactions, and surveys completed by students to understand and gauge student interest in Science, Technology, Engineering, and Math (STEM) subjects, interest in careers at NNSA, future job considerations, and student desire to pursue post-secondary education. Further, through the focus groups, students were asked to attend a presentation on NNSA job opportunities and employee requirements. The feedback received from the students was utilized to develop the focus and components of a marketing campaign divided into DISCO (Discovering Intelligence and Security Career Opportunities) for the middle school age group and DISCO…..Your Way! for high school age groups. Both campaigns have an intertwined message that focuses on the education of students in the various national security career opportunities at NNSA using the STEM concepts and the notion that almost any career they can think of has a fit within NNSA. Further, a special emphasis has been placed on the importance of obtaining a national security clearance when working at NNSA and the steps that will need to be taken during middle school, high school, and college to be allowed this opportunity.« less

  18. Guidelines for Home Energy Professionals Project: Multifamily Job Task Analyses Needs Assessment

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

    Dirr, N.; Hepinstall, D.; Douglas, M.

    This report describes the efforts carried out to determine whether there is a need to develop separate, multifamily-specific JTAs for the four proposed job categories. The multifamily SWS market committee considered these job designations to be the best candidates for developing JTAs and certification blueprints, as well as having the greatest potential for promoting job growth in the multifamily home performance industry.

  19. Marketable Skills and Jobs for Single Teen Parents. Final Report, Project No. 480-15170-7-1D05, July 1, 1986 to June 30, 1987.

    ERIC Educational Resources Information Center

    Orange County Public Schools, Orlando, FL.

    The Single Teen Parent Program conducted by the Orange County, Florida, Public Schools, was designed to help single teen parents acquire marketable skills and jobs in order to head independent family units. The parents served were between the ages of 16 and 20 and either had a high school diploma or had passed the General Educational Development…

  20. Retaining Low-Income Residents in the Workforce: Lessons from the Annie E. Casey Jobs Initiative.

    ERIC Educational Resources Information Center

    Giloth, Bob; Gewirtz, Susan

    Annie E. Casey Jobs Initiative sites recognize the challenge that long-term retention poses in today's labor market for low-income residents. They have developed key elements of an operational definition of retention, including the following: no limitation to one job, but only very limited gaps between jobs; and jobs in construction or other…

  1. Electronic Job Search Revolution. Win with the New Technology that's Reshaping Today's Job Market.

    ERIC Educational Resources Information Center

    Kennedy, Joyce Lain; Morrow, Thomas J.

    This book contains information about the resources available to merge new technology and the search for employment. It offers suggestions from human resource specialists, software authors, and database experts. Chapter 1 is an overview of how the computer has become indispensable in a job search. Chapter 2 focuses on external, third-party resume…

  2. 23 CFR 230.111 - Implementation of special requirements for the provision of on-the-job training.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 23 Highways 1 2014-04-01 2014-04-01 false Implementation of special requirements for the provision of on-the-job training. 230.111 Section 230.111 Highways FEDERAL HIGHWAY ADMINISTRATION, DEPARTMENT... exempt from the minimum wage rate provisions of section 113 of title 23 U.S.C. Approval, however, shall...

  3. 23 CFR 230.111 - Implementation of special requirements for the provision of on-the-job training.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 23 Highways 1 2013-04-01 2013-04-01 false Implementation of special requirements for the provision of on-the-job training. 230.111 Section 230.111 Highways FEDERAL HIGHWAY ADMINISTRATION, DEPARTMENT... exempt from the minimum wage rate provisions of section 113 of title 23 U.S.C. Approval, however, shall...

  4. The Costs of Today's Jobs: Job Characteristics and Organizational Supports as Antecedents of Negative Spillover

    ERIC Educational Resources Information Center

    Grotto, Angela R.; Lyness, Karen S.

    2010-01-01

    This study examined job characteristics and organizational supports as antecedents of negative work-to-nonwork spillover for 1178 U.S. employees. Based on hierarchical regression analyses of 2002 National Study of the Changing Workforce data and O*NET data, job demands (requirements to work at home beyond scheduled hours, job complexity, time and…

  5. Critical Service Learning across Two Required Marketing Classes

    ERIC Educational Resources Information Center

    Crutchfield, Tammy Neal

    2017-01-01

    Business service learning projects have the potential to be a state-of-the-art instructional laboratory to teach and apply theory and make a substantial impact on the community. In this article, the author presents a service learning project that is embedded in two consecutive required courses of the marketing major and has been conducted and…

  6. Future Job Openings: Australia in the Knowledge Economy. Project 2000-02: Changing Skill Requirements in the Australian Labour Force in a Knowledge Economy. Working Paper.

    ERIC Educational Resources Information Center

    Shah, Chandra; Burke, Gerald

    Forecasts of Australian labor market growth, net replacement needs, and net job openings to 2006 are presented using the nine-way grouping of occupations described by (Maglen and Shah, 1999). Analysis is based on classifying occupations by whether they are advantaged by globalization and technological change, relatively insulated, or vulnerable.…

  7. 24 CFR 511.13 - Nondiscrimination, equal opportunity, and affirmative marketing requirements.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 24 Housing and Urban Development 3 2013-04-01 2013-04-01 false Nondiscrimination, equal... RENTAL REHABILITATION GRANT PROGRAM Program Requirements § 511.13 Nondiscrimination, equal opportunity, and affirmative marketing requirements. In addition to the nondiscrimination and equal opportunity...

  8. Marketing Schools for Survival

    ERIC Educational Resources Information Center

    Padgett, Raven

    2007-01-01

    Principals desiring recognition in the community have added marketing to their job description. Faced with falling enrollments and more school choice for parents, they create strategies to market and brand their schools to potential parents and students, from promoting programs in school newsletters and websites to direct mailings and ads in real…

  9. Interpreting Conditions in the Job Market for College Graduates.

    ERIC Educational Resources Information Center

    Alsalam, Nabeel

    1993-01-01

    Indicates that occupational and employment statistics would be more beneficial if users had a better understanding of how occupations are changing and how employers are redefining jobs to use the education and skills of their employees. (JOW)

  10. The Emerging External Labor Market and the Impact on Enterprise's Human Resource Development in China.

    ERIC Educational Resources Information Center

    Benson, John; Zhu, Ying

    2002-01-01

    Labor strategies of eight enterprises in Shanghai and Beijing were profiled. Changes in national policy had created a highly competitive market. High skill requirements of jobs and shortages of skilled labor meant companies emphasized internal employee development over recruitment. However, they lacked strategies for retaining trained employees.…

  11. Job Hunting, Introduction

    NASA Astrophysics Data System (ADS)

    Goldin, Ed; Stringer, Susan

    1998-05-01

    The AAS is again sponsoring a career workshop for Astronomers seeking employment. The workshop will cover a wide range of tools needed by a job seeker with a background in astronomy. There are increasingly fewer job opportunities in the academic areas. Today, astronomers need placement skills and career information to compete strongly in a more diversified jobs arena. The workshop will offer practical training on preparing to enter the job market. Topics covered include resume and letter writing as well as how to prepare for an interview. Advice is given on resources for jobs in astronomy, statistics of employment and education, and networking strategies. Workshop training also deals with a diverse range of career paths for astronomers. The workshop will consist of an two approximately three-hour sessions. The first (1-4pm) will be on the placement tools and job-search skills described above. The second session will be for those who would like to stay and receive personalized information on individual resumes, job search problems, and interview questions and practice. The individual appointments with Ed Goldin and Susan Stringer that will take place during the second session (6-9pm) will be arranged on-site during the first session. A career development and job preparation manual "Preparing Physicists for Work" will be on sale at the workshop for \\9.00. TOPICS FOR DISCUSSION: How to prepare an effective resume How to research prospective employers Interviewing skills Networking to uncover employment Job prospects present and future Traditional and non-traditional positions for astronomers This workshop will be presented by Ed Goldin and Susan Stringer of the American Institute of Physics. The cost of the workshop is \\15.00 which includes a packet of resource materials supporting the workshop presentation. Please send your request for attendance by 8 May 1998 to the Executive Office along with a check, payable to the AAS, for the fee. Credit cards will not be

  12. Help Wanted: Matching Jobs to Degrees. Complete to Compete Briefing Paper

    ERIC Educational Resources Information Center

    Carnevale, Anthony

    2011-01-01

    Job losses during the recession have already created challenges that will endure well beyond the recovery. Governors have an opportunity to strategically prioritize higher education in their states and territories by linking labor market demand with education supply through expansion of existing data systems. Understanding what the job openings…

  13. 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.

  14. 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.

  15. Job Prospects for Chemical Engineers.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1985-01-01

    The job situation for new chemical engineers with bachelor's degrees is continuing to reflect the gradual improvement that began in 1983. However, companies are looking for graduates with technical expertise as well as marketing, sales, or communications skills. Smaller classes may lead to shortages of chemical engineering graduates in the future.…

  16. Losing jobs and lighting up: Employment experiences and smoking in the Great Recession

    PubMed Central

    Golden, Shelley D.; Perreira, Krista M.

    2015-01-01

    The Great Recession produced the highest rates of unemployment observed in decades, in part due to particularly high rates of people losing work involuntarily. The impact of these job losses on health is unknown, due to the length of time required for most disease development, concerns about reverse causation, and limited data that covers this time period. We examine associations between job loss, employment status and smoking, the leading preventable cause of death, among 13,571 individuals participating in the 2001-2011 waves of the U.S.-based Panel Study of Income Dynamics. Results indicate that recent involuntary job loss is associated with an average 1.1 percentage point increase in smoking probability. This risk is strongest when people have returned to work, and appears reversed when they leave the labor market altogether. Although some job loss is associated with changes in household income and psychological distress levels, we find no evidence that these changes explain smoking behavior modifications. Smoking prevention programs and policies targeted at displaced workers or the newly employed may alleviate some negative health effects produced by joblessness during the Great Recession. PMID:26079992

  17. Job-specific mandatory medical examinations for the police force.

    PubMed

    Boschman, J S; Hulshof, C T J; Frings-Dresen, M H W; Sluiter, J K

    2017-08-01

    Mandatory medical examinations (MMEs) of workers should be based on the health and safety requirements that are needed for effectively performing the relevant work. For police personnel in the Netherlands, no job-specific MME exists that takes the specific tasks and duties into account. To provide the Dutch National Police with a knowledge base for job-specific MMEs for police personnel that will lead to equitable decisions from an occupational health perspective about who can perform police duties. We used a stepwise mixed-methods approach in which we included interviews with employees and experts and a review of the national and international literature. We determined the job demands for the various police jobs, determined which were regarded as specific job demands and formulated the matching health requirements as specific as possible for each occupation. A total of 21 specific job demands were considered relevant in different police jobs. These included biomechanical, physiological, physical, emotional, psychological/cognitive and sensory job demands. We formulated both police-generic and job-specific health requirements based on the specific job demands. Two examples are presented: bike patrol and criminal investigation. Our study substantiated the need for job-specific MMEs for police personnel. We found specific job demands that differed substantially for various police jobs. The corresponding health requirements were partly police-generic, and partly job-specific. © The Author 2017. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com

  18. 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.

  19. [Reform steps toward networking sheltered workshops and the general labour market].

    PubMed

    Wendt, S

    2010-02-01

    Only 0.16% of disabled employees are enabled to change from sheltered workshops to the general labour market. At the same time the number of disabled employees in sheltered workshops is increasing more than anticipated. Investigations into the growing admissions to sheltered workshops resulted in recommendations to improve the practice of change over. More and more admissions of students having finished special schools could be reduced by improved cooperation between special schools and the local employment market. Special schools should offer suitable job trainings and support students to develop an understanding of the requirements of specific jobs and of their opportunities to develop their skills to do these jobs. In 2009, supported employment has been regulated in social security law, lasting up to three years and aimed at qualifying disabled youngsters for employment in the general labour market instead of entering sheltered workshops. The majority of admissions to sheltered workshops in the meantime concern people with psychological handicaps, with more than 30% however leaving the workshops later on. For this population, "virtual sheltered workshops" are offering more suitable means for reintegration in the general labour market, such as temporary employment in the general labour market or in occupations with small earnings. The personal budget for work is meant to be a model project within the German Länder, to transfer personal support from the sheltered workshop into the general labour market. The conference of German Länder Ministers of Social Affairs has been active since 2007 to develop a concept for reform of the social security law concerning integration assistance for disabled people, which in future is to concentrate on individual needs, removal of obstacles in the law to facilitate the transition from sheltered workshops into the general labour market. The "Deutsche Verein für öffentliche und private Fürsorge" (German association for public

  20. Mismatch of Vocational Graduates: What Penalty on French Labour Market?

    ERIC Educational Resources Information Center

    Beduwe, Catherine; Giret, Jean-Francois

    2011-01-01

    This study explores individual effects of educational mismatch on wages, job satisfaction and on-the-job-search on French labour market. We distinguish between horizontal matches (job matches with field of studies) and vertical matches (job matches the level of qualification) on the one hand and skills matches (worker's assessment) on the other…

  1. Job Analysis of the Professional Requirements of the Certified Financial Planner.

    ERIC Educational Resources Information Center

    Skurnik, Larry

    A study examined the job functions of certified financial planners, the areas of knowledge needed by new financial planners, the links between these knowledge areas and the job functions of financial planners, and the validity of the examinations currently used by the College of Financial Planning to certify financial planners. A multimethod…

  2. Agricultural Service Jobs. World of Work.

    ERIC Educational Resources Information Center

    Wisconsin State Employment Service, Milwaukee. Occupational Analysis Field Center.

    To aid in selection and placement of people for vocations in agribusiness, this brochure presents occupational information about a wide variety of service-oriented jobs, including artificial breeding, conservation, marketing, and veterinary medicine. Collected and reported by a research analyst, the materials focus on services related to…

  3. Job requirements compared to dental school education: impact of a case-based learning curriculum.

    PubMed

    Keeve, Philip L; Gerhards, Ute; Arnold, Wolfgang A; Zimmer, Stefan; Zöllner, Axel

    2012-01-01

    Case-based learning (CBL) is suggested as a key educational method of knowledge acquisition to improve dental education. The purpose of this study was to assess graduates from a patient-oriented, case-based learning (CBL)-based curriculum as regards to key competencies required at their professional activity. 407 graduates from a patient-oriented, case-based learning (CBL) dental curriculum who graduated between 1990 and 2006 were eligible for this study. 404 graduates were contacted between 2007 and 2008 to self-assess nine competencies as required at their day-to-day work and as taught in dental school on a 6-point Likert scale. Baseline demographics and clinical characteristics were presented as mean ± standard deviation (SD) for continuous variables. To determine whether dental education sufficiently covers the job requirements of physicians, we calculated the mean difference ∆ between the ratings of competencies as required in day-to-day work and as taught in medical school by subtracting those from each other (negative mean difference ∆ indicates deficit; positive mean difference ∆ indicates surplus). Spearman's rank correlation coefficient was calculated to reveal statistical significance (statistical significance p<0.05). 41.6% recipients of the questionnaire responded (n=168 graduates). A homogeneous distribution quantity of the graduate groups concerning gender, graduation date, professional experience and average examination grade was achieved.Comparing competencies required at work and taught in medical school, CBL was associated with benefits in "Research competence" (∆+0.6) "Interdisciplinary thinking" (∆+0.47), "Dental medical knowledge" (∆+0.43), "Practical dental skills" (∆+0.21), "Team work" (∆+0.16) and "Independent learning/working" (∆+0.08), whereas "Problem-solving skills" (∆-0.07), "Psycho-social competence" (∆-0.66) and "Business competence" (∆-2.86) needed improvement in the CBL-based curriculum. CBL demonstrated

  4. 5 CFR 532.225 - Nonappropriated fund survey jobs.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Nonappropriated fund survey jobs. 532.225... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.225 Nonappropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Food Service...

  5. 5 CFR 532.225 - Nonappropriated fund survey jobs.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Nonappropriated fund survey jobs. 532.225... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.225 Nonappropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Food Service...

  6. 5 CFR 532.225 - Nonappropriated fund survey jobs.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Nonappropriated fund survey jobs. 532.225... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.225 Nonappropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Food Service...

  7. 5 CFR 532.225 - Nonappropriated fund survey jobs.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Nonappropriated fund survey jobs. 532.225... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.225 Nonappropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Food Service...

  8. 5 CFR 532.225 - Nonappropriated fund survey jobs.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Nonappropriated fund survey jobs. 532.225... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.225 Nonappropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Food Service...

  9. Technical guide on documentation requirements for open market contract acquisitions of information resources

    NASA Technical Reports Server (NTRS)

    Shaw, Asa L., Jr.; Kivett, William R.; Taylor, James Y.

    1990-01-01

    A guide is presented to assist requestors in formulating and submitting the required Complete Package for Information Resources (IR) acquisitions. Advance discussions with cognizant procurement personnel are strongly recommended for complex IR requirements or for those requestors new to the acquisition process. Open Market means the requirement either is not available on GSA Schedule Contract or exceeds the $300,000 threshold and/or the quantity Maximum Order Limitation of the GSA Schedule Contract. Only open market contract acquisitions (i.e., in excess of the $25,000 small purchase threshold), are addressed.

  10. Skill Matches to Job Requirements. A National Vocational Education and Training Research and Evaluation Program Report

    ERIC Educational Resources Information Center

    Ryan, Chris; Sinning, Mathias

    2009-01-01

    Paying particular attention to older workers, this report examines the relationship between the skills of workers and the skill requirements of the jobs in which they work. The findings show that workers (in all age groups) with higher literacy and numeracy skills tend to use these skills more often than those with lower skill levels.…

  11. 5 CFR 532.217 - Appropriated fund survey jobs.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Appropriated fund survey jobs. 532.217... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.217 Appropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Janitor (Heavy) 2...

  12. 5 CFR 532.217 - Appropriated fund survey jobs.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Appropriated fund survey jobs. 532.217... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.217 Appropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Janitor (Heavy) 2...

  13. 5 CFR 532.217 - Appropriated fund survey jobs.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Appropriated fund survey jobs. 532.217... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.217 Appropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Janitor (Heavy) 2...

  14. 5 CFR 532.217 - Appropriated fund survey jobs.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Appropriated fund survey jobs. 532.217... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.217 Appropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Janitor (Heavy) 2...

  15. 18 CFR 42.1 - Requirement that Transmission Organizations with Organized Electricity Markets Offer Long-Term...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... Transmission Organizations with Organized Electricity Markets Offer Long-Term Firm Transmission Rights. 42.1... ELECTRICITY MARKETS § 42.1 Requirement that Transmission Organizations with Organized Electricity Markets... with one or more organized electricity markets (administered either by it or by another entity) to make...

  16. 18 CFR 42.1 - Requirement that Transmission Organizations with Organized Electricity Markets Offer Long-Term...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... Transmission Organizations with Organized Electricity Markets Offer Long-Term Firm Transmission Rights. 42.1... ELECTRICITY MARKETS § 42.1 Requirement that Transmission Organizations with Organized Electricity Markets... with one or more organized electricity markets (administered either by it or by another entity) to make...

  17. 18 CFR 42.1 - Requirement that Transmission Organizations with Organized Electricity Markets Offer Long-Term...

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... Transmission Organizations with Organized Electricity Markets Offer Long-Term Firm Transmission Rights. 42.1... ELECTRICITY MARKETS § 42.1 Requirement that Transmission Organizations with Organized Electricity Markets... with one or more organized electricity markets (administered either by it or by another entity) to make...

  18. 18 CFR 42.1 - Requirement that Transmission Organizations with Organized Electricity Markets Offer Long-Term...

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... Transmission Organizations with Organized Electricity Markets Offer Long-Term Firm Transmission Rights. 42.1... ELECTRICITY MARKETS § 42.1 Requirement that Transmission Organizations with Organized Electricity Markets... with one or more organized electricity markets (administered either by it or by another entity) to make...

  19. 18 CFR 42.1 - Requirement that Transmission Organizations with Organized Electricity Markets Offer Long-Term...

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... Transmission Organizations with Organized Electricity Markets Offer Long-Term Firm Transmission Rights. 42.1... ELECTRICITY MARKETS § 42.1 Requirement that Transmission Organizations with Organized Electricity Markets... with one or more organized electricity markets (administered either by it or by another entity) to make...

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

    ERIC Educational Resources Information Center

    Siegfried, William D.

    1982-01-01

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

  1. Marketability requirements for fault detection and diagnostics in commercial buildings

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

    Heinemeier, K.H.

    Fault Detection and Diagnostics (FDD) is a technology that has a great potential for improving performance and reducing energy consumed in commercial buildings, and is rapidly becoming feasible for the buildings sector. Scientists have developed algorithms for FDD, and are making plans for field-testing and demonstration of these methods in real buildings. These efforts will provide a sound technical basis for FDD product offerings. FDD has the potential to dramatically improve the quality of operation of buildings. However, progress on technical issues is only one step towards implementing FDD in the market. FDD cannot be expected to have a majormore » impact on buildings unless market issues are addressed. Many questions will have to be answered regarding the users of FDD systems, the usability of the product, the market for FDD, and the nature of possible FDD offerings. It is crucial to consider marketing issues in parallel with the more technical issues. Constraints and opportunities that will be faced in marketing the products must be recognized early in technology development, and addressed and integrated into designs to ensure an appropriate system design. This paper identified a number of key questions that will arise in addressing marketability issues. These questions will have to be answered individually by technology developers and entities intending to market FDD. This paper presents some of the considerations that must go into the answering the questions, and provides a framework for analyzing the market requirements.« less

  2. Learning to Adapt: Does Returning to Education Improve Labour Market Outcomes?

    ERIC Educational Resources Information Center

    Chesters, Jenny

    2014-01-01

    The transition into a post-industrial economy changed the nature of the Australian labour market extinguishing jobs in traditional industries and creating jobs in new industries. Workers displaced from the manufacturing sector and women seeking to re-enter the labour market after taking time out for family reasons need to retrain in order to…

  3. Contextualized Literacy in Green Jobs Training

    ERIC Educational Resources Information Center

    Waugh, Alexandra

    2013-01-01

    Millions of adult Americans lack the basic literacy skills necessary to perform everyday tasks requiring basic reading and math. This stifles our economy, given that employers are increasingly likely to require education or training beyond high school. Organizations that provide job training to lower-skilled adults through Jobs for the Future's…

  4. The Swedish labour market in the 1990s: the very last of the healthy jobs?

    PubMed

    Rostila, Mikael

    2008-03-01

    The economic recession in Sweden in the 1990s influenced several aspects of the labour market, including the psychosocial work environment. This study examined psychosocial working conditions in relation to self-reported ill-health in the 1990s by means of the job strain model. The study was based on two representative cross-sectional samples of Swedish employed men and women in 1991 (n=3,292) and 2000 (n=3,010), together with a panel of employees who were included for both years (n=1,953). The main outcome measures were psychological distress and self-rated poor health. The primary method used was logistic regression. The results suggested that although adverse psychosocial conditions increased during the 1990s, the association with health weakened. However, further analyses showed that poor health increased in most groups with various types of psychosocial conditions, and that reduced relative differences in poor health were discernible. Finally, a longitudinal analysis showed that long-term exposure to and experience of deteriorating psychosocial conditions was most detrimental for health at the end of the 1990s, once health status at baseline had been adjusted for. The increased prevalence of health problems among most groups with various psychosocial conditions during the 1990s, together with reduced relative differences in poor health, might make it more difficult for employers and policy-makers to direct health policies towards specific groups of employees, as the "healthy'' job seems to have disappeared. Another important inference of the results is that psychosocial working conditions seem to be causally related to health.

  5. A Market-Driven Approach to Retaining Talent.

    ERIC Educational Resources Information Center

    Cappelli, Peter

    2000-01-01

    Employee retention must be rethought in a free-agent market. Compensation can shape who leaves and stays. Job design and customization can tailor jobs to employee needs. Encouraging social ties among colleagues and selecting appealing locations for workplaces are other ways to retain talented workers. (SK)

  6. Segmenting a general practitioner market to improve recruitment outcomes.

    PubMed

    Hemphill, Elizabeth; Kulik, Carol T

    2011-05-01

    Recruitment is an ongoing challenge in the health industry with general practitioner (GP) shortages in many areas beyond rural and Indigenous communities. This paper suggests a marketing solution that identifies different segments of the GP market for recruitment strategy development. In February 2008, 96 GPs in Australia responded to a mail questionnaire (of which 85 questionnaires were useable). A total of 350 GPs were sent the questionnaire. Respondents considered small sets of attributes in the decision to accept a new job at a general practice and selected the most and least important attribute from each set. We identified latent class clusters (cohorts) of GPs from the most-least important data. Three cohorts were found in the GP market, distinguishing practitioners who emphasised job, family or practice attributes in their decision to join a practice. Few significant demographic differences exist between the cohorts. A segmented GP market suggests two alternative recruitment strategies. One option is for general practices to target members of a single cohort (family-, job-, or practice-focussed GPs). The other option is for general practices to diversify their recruitment strategies to target all three cohorts (family-, job- and practice-focussed GPs). A single brand (practice) can have multiple advertising strategies with each strategy involving advertising activities targeting a particular consumer segment.

  7. Women, Work and Wages: How To Get the Job and Pay You Want. Facts on Working Women.

    ERIC Educational Resources Information Center

    Women's Bureau (DOL), Washington, DC.

    This guide is designed to provide women job seekers with tools to help them obtain the job and salary they want and deserve. It begins with information about the labor market in general. These sources of information about jobs are described: networking; private employers; one-stop career centers; America's Job Bank; federal, state, and local…

  8. Priorities for urban labor market research in Anglophone Africa.

    PubMed

    House, W J

    1992-10-01

    The earlier interest regarding how urban labor markets function centered on the dualist approach. An International Labor Office report on Kenya detected the urban informal sector reinforcing the labor market segmentation idea that those unable to obtain employment in the formal sector could obtain a subsistence-level livelihood in the urban informal sector. Recent work in urban Juba, Southern Sudan, has demonstrated that low-income households in the lowest quintile of urban income per adult showed an overrepresentation of female-headed households; larger household sizes; more children; greater dependency; and an overrepresentation of the indigenous, nonmigrant ethnic group plus an underrepresentation of the migrant Northern Sudanese who dominate the trade sector. Real wages in the formal sectors of English-speaking African countries have declined in the past decade. Unemployment of the educated is growing, evidenced by a longitudinal study of university graduates in Kenya over the period from 1970 to 1983. In 1991 the majority of 1990 graduates had still not found public sector employment. The rapid growth of labor supply has been paralleled by a rapidly growing informal sector which created 6 million new jobs in Africa between 1980 and 1985, while the formal sector added only 1/2 million jobs in the urban economy. An efficient labor market is characterized by relatively high turnover at less than 1 year of seniority and very low turnover among workers with 3-15 years of seniority. The modeling of the urban labor market has not progressed much in the last decade, and the dualistic approach has been repudiated. Such modeling requires in-depth data on the way workers and households allocate their time across the labor market segments. The understanding of the fusion of labor markets is best attained by well-designed household level surveys, which would study the relationship between labor market insertion and poverty status.

  9. Job Counseling and Placement for the Use of Basic Skills. Volume 2: Jobs.

    ERIC Educational Resources Information Center

    Munger, Sara J.; And Others

    Primary intended users of this second volume of a two-volume handbook are professional counselors and placement officers involved in expanding the range of jobs available to persons having only basic cognitive skills (e.g., mentally retarded, slow learners, learning disabled). Summary job requirements information is presented for more than 8,000…

  10. 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…

  11. Job Corps. In Brief. FY-76.

    ERIC Educational Resources Information Center

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

    The Job Corps is described as a training program for impoverished and unemployed young people between the ages of 16 and 21 which will help them become responsible adults, prepare to get and hold productive jobs, return to school or further training, or satisfy Armed Forces' entrance requirements. (Currently (1976), Job Corps provides training for…

  12. Recessions, Job Loss, and Mortality Among Older US Adults

    PubMed Central

    Beckfield, Jason

    2014-01-01

    Objectives. We analyzed how recessions and job loss jointly shape mortality risks among older US adults. Methods. We used data for 50 states from the Health and Retirement Study and selected individuals who were employed at ages 45 to 66 years during 1992 to 2011. We assessed whether job loss affects mortality risks, whether recessions moderate the effect of job loss on mortality, and whether individuals who do and do not experience job loss are differentially affected by recessions. Results. Compared with individuals not experiencing job loss, mortality risks among individuals losing their job in a recession were strongly elevated (hazard ratio = 1.6; 95% confidence interval = 1.1, 2.3). Job loss during normal times or booms is not associated with mortality. For employed workers, we found a reduction in mortality risks if local labor market conditions were depressed, but this result was not consistent across different model specifications. Conclusions. Recessions increase mortality risks among older US adults who experience job loss. Health professionals and policymakers should target resources to this group during recessions. Future research should clarify which health conditions are affected by job loss during recessions and whether access to health care following job loss moderates this relation. PMID:25211731

  13. Role of internal marketing, organizational commitment, and job stress in discerning the turnover intention of Korean nurses.

    PubMed

    Lee, Haejung; Kim, Myoung-Soo; Yoon, Jung-A

    2011-06-01

    The purpose of this study was to examine the discriminating factors of Korean nurses' turnover intention (TI) among internal marketing (IM), organizational commitment (OC), and job stress (JS). Nurses (n = 185) who had worked for 1-10 years were surveyed from six general hospitals in South Korea. The data were collected by using questionnaires and were analyzed with descriptive statistics and discriminant analysis. The participants were grouped into three groups, depending on the level of their TI: "low TI group" (n = 58), "moderate TI group" (n = 96), and "high TI group" (n = 31). One function significantly discriminated between the high TI and low TI groups. The function correctly classified 84.3% of the participants into the two groups and 75.3% were correctly classified in the cross-validation. Organizational commitment was the most important factor. Job stress and the IM components of staffing-promotion, reward, management philosophy, working environment, and segmentation were significant discriminant factors of TI. Based on the findings of this study, we could conclude that OC, JS, and IM play important roles in the TI of nurses. Implying a career development system as an OC management strategy, an innovative promotion policy to change conservative organizational climates and a balance of effort-reward can be considered as managerial interventions to reduce nurses' TI. © 2010 The Authors. Japan Journal of Nursing Science © 2010 Japan Academy of Nursing Science.

  14. Sports Jobs Shine for Olympic Summer.

    ERIC Educational Resources Information Center

    Mariani, Matthew

    1995-01-01

    Gives information about opportunities, job tasks, and educational requirements of sports-related jobs in high school, college, and professional athletics: coaches, sports medicine specialists, managers, public relations specialists, and trainers. (SK)

  15. Gender and Job Mobility in Postsocialist China: A Longitudinal Study of Job Changes in Six Coastal Cities

    ERIC Educational Resources Information Center

    Cao, Yang; Hu, Chiung-Yin

    2007-01-01

    This study examines the gender differences in job mobility in urban China. Conceptualizing China's postsocialist transition as a multi-faceted process, we argue that the emergence of labor markets, gendered role differentiation within the family, and the state's declining involvement in promoting women's rights lead to widened gender gaps in job…

  16. Job Loss and Other Factors Behind the Recent Increase in Unemployment. Report No. 446.

    ERIC Educational Resources Information Center

    Flaim, Paul O.; Gilroy, Curtis L.

    Based on data assembled by the Bureau of Labor Statistics, the document analyzes the unemployment increase in terms of job leavers, re-entrants and new entrants into the job market, and job losers. The period analyzed runs from the fourth quarter of 1973, to the first three months of 1975. Data breakdown is by sex, race, and age, with the focus…

  17. US Farm households: joint decision making and impact of health insurance on labor market outcomes.

    PubMed

    Bharadwaj, Latika; Findeis, Jill; Chintawar, Sachin

    2013-05-29

    The paper attempts to answer a very simple question: how does a farm household respond as a unit in the labor market when benefits or health insurance is tied to employer provided jobs. One of the major changes affecting US agriculture has been a decline in the number of farms and an increase in the multiple job-holding, especially among farm women to fulfill various objectives ranging from helping out with farm expenses or securing benefits like health insurance. In addition to this, the new health care law or "The Patient Protection and Affordable Care Act (PPACA") to be operational by 2014 requires that all individuals be covered by a health plan. Hence, it's important to understand the relationship between health insurance and labor markets to appropriately identify the impact of health policy reform for farm families.

  18. US Farm households: joint decision making and impact of health insurance on labor market outcomes

    PubMed Central

    2013-01-01

    The paper attempts to answer a very simple question: how does a farm household respond as a unit in the labor market when benefits or health insurance is tied to employer provided jobs. One of the major changes affecting US agriculture has been a decline in the number of farms and an increase in the multiple job-holding, especially among farm women to fulfill various objectives ranging from helping out with farm expenses or securing benefits like health insurance. In addition to this, the new health care law or “The Patient Protection and Affordable Care Act (PPACA”) to be operational by 2014 requires that all individuals be covered by a health plan. Hence, it’s important to understand the relationship between health insurance and labor markets to appropriately identify the impact of health policy reform for farm families. PMID:23718543

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

    NASA Astrophysics Data System (ADS)

    Okano, Kaori H.

    2000-11-01

    Japanese schools have a mechanism for helping their students to find jobs, rather than leaving this function to market forces. The system embodies three principles. First, it tries to ensure that every graduating student within a school obtains a job. Second, it gives special assistance to students who are seen as "vulnerable" in the job market. Third, it takes into account individual merit (i.e. academic marks, school attendance and extra-curricular activities). The system recognises that a young person's initial full-time employment is crucial in obtaining an adult identity; that high school graduates are still immature and vulnerable, needing professional adult assistance to find "suitable" employment, and that they have unequal access to such assistance in their families. A key role is played by the teachers, who strive to obtain what they consider to be the most suitable employment for all their graduating students.

  20. Active Job Monitoring in Pilots

    NASA Astrophysics Data System (ADS)

    Kuehn, Eileen; Fischer, Max; Giffels, Manuel; Jung, Christopher; Petzold, Andreas

    2015-12-01

    Recent developments in high energy physics (HEP) including multi-core jobs and multi-core pilots require data centres to gain a deep understanding of the system to monitor, design, and upgrade computing clusters. Networking is a critical component. Especially the increased usage of data federations, for example in diskless computing centres or as a fallback solution, relies on WAN connectivity and availability. The specific demands of different experiments and communities, but also the need for identification of misbehaving batch jobs, requires an active monitoring. Existing monitoring tools are not capable of measuring fine-grained information at batch job level. This complicates network-aware scheduling and optimisations. In addition, pilots add another layer of abstraction. They behave like batch systems themselves by managing and executing payloads of jobs internally. The number of real jobs being executed is unknown, as the original batch system has no access to internal information about the scheduling process inside the pilots. Therefore, the comparability of jobs and pilots for predicting run-time behaviour or network performance cannot be ensured. Hence, identifying the actual payload is important. At the GridKa Tier 1 centre a specific tool is in use that allows the monitoring of network traffic information at batch job level. This contribution presents the current monitoring approach and discusses recent efforts and importance to identify pilots and their substructures inside the batch system. It will also show how to determine monitoring data of specific jobs from identified pilots. Finally, the approach is evaluated.

  1. 12 CFR 716.13 - Exception to opt out requirements for service providers and joint marketing.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 12 Banks and Banking 6 2011-01-01 2011-01-01 false Exception to opt out requirements for service providers and joint marketing. 716.13 Section 716.13 Banks and Banking NATIONAL CREDIT UNION ADMINISTRATION... opt out requirements for service providers and joint marketing. (a) General rule. (1) The opt out...

  2. 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

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

    PubMed

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

    2013-02-01

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

  4. Racial Equity and Opportunity in Metro Boston Job Markets

    ERIC Educational Resources Information Center

    McArdle, Nancy

    2004-01-01

    People of color make up a vital and growing part of Metro Boston's workforce, yet they face substantial challenges in obtaining employment (especially in faster-growing and higher-paying sectors), in reaching locations of rapid job growth, and in earning a livable income. Latinos and blacks face the greatest hurdles, yet certain Asian populations…

  5. The paradox of falling job satisfaction with rising job stickiness in the German nursing workforce between 1990 and 2013.

    PubMed

    Alameddine, Mohamad; Bauer, Jan Michael; Richter, Martin; Sousa-Poza, Alfonso

    2017-08-29

    Literature reports a direct relation between nurses' job satisfaction and their job retention (stickiness). The proper planning and management of the nursing labor market necessitates the understanding of job satisfaction and retention trends. The objectives of the study are to identify trends in, and the interrelation between, the job satisfaction and job stickiness of German nurses in the 1990-2013 period using a flexible specification for job satisfaction that includes different time periods and to also identify the main determinants of nurse job stickiness in Germany and test whether these determinants have changed over the last two decades. The development of job stickiness in Germany is depicted by a subset of data from the German Socio-Economic Panel (1990-2013), with each survey respondent assigned a unique identifier used to calculate the year-to-year transition probability of remaining in the current position. The changing association between job satisfaction and job stickiness is measured using job satisfaction data and multivariate regressions assessing whether certain job stickiness determinants have changed over the study period. Between 1990 and 2013, the job stickiness of German nurses increased from 83 to 91%, while their job satisfaction underwent a steady and gradual decline, dropping by 7.5%. We attribute this paradoxical result to the changing association between job satisfaction and job stickiness; that is, for a given level of job (dis)satisfaction, nurses show a higher stickiness rate in more recent years than in the past, which might be partially explained by the rise in part-time employment during this period. The main determinants of stickiness, whose importance has not changed in the past two decades, are wages, tenure, personal health, and household structure. The paradoxical relation between job satisfaction and job stickiness in the German nursing context could be explained by historical downsizing trends in hospitals, an East

  6. 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…

  7. Tracking Job Growth in Private Industry.

    ERIC Educational Resources Information Center

    Greene, Richard

    1982-01-01

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

  8. The art of designing markets.

    PubMed

    Roth, Alvin E

    2007-10-01

    Traditionally, markets have been viewed as simply the confluence of supply and demand. But to function properly, they must be able to attract a sufficient number of buyers and sellers, induce participants to make their preferences clear, and overcome congestion by providing both enough time to make choices and a speedy means of registering them. Solutions to these challenges are the province of market design--a blend of game theory and experimental economics. Roth, a professor of both business and economics at Harvard, is a leading market designer. He and his colleagues have rescued failing markets by, for example, designing labor clearinghouses through which U.S. doctors get their first jobs and auctions through which the Federal Communications Commission sells licenses for parts of the radio broadcast spectrum. They have also created marketlike allocation procedures that involve neither prices nor an exchange of money; these include systems for assigning children to schools in Boston and New York and for facilitating exchanges of kidneys. Computers enable the design of "smart markets" that combine the inputs of users in complex ways: In kidney exchange, they run through every possible match of donors and recipients to arrange the greatest possible number of transplants. In the future, computers may make it possible to auction bundled goods, such as airport takeoff and landing slots. As online markets--like those for jobs and dating--proliferate, a growing understanding of markets in general will provide virtually limitless opportunities for market design.

  9. Analyzing data flows of WLCG jobs at batch job level

    NASA Astrophysics Data System (ADS)

    Kuehn, Eileen; Fischer, Max; Giffels, Manuel; Jung, Christopher; Petzold, Andreas

    2015-05-01

    With the introduction of federated data access to the workflows of WLCG, it is becoming increasingly important for data centers to understand specific data flows regarding storage element accesses, firewall configurations, as well as the scheduling of batch jobs themselves. As existing batch system monitoring and related system monitoring tools do not support measurements at batch job level, a new tool has been developed and put into operation at the GridKa Tier 1 center for monitoring continuous data streams and characteristics of WLCG jobs and pilots. Long term measurements and data collection are in progress. These measurements already have been proven to be useful analyzing misbehaviors and various issues. Therefore we aim for an automated, realtime approach for anomaly detection. As a requirement, prototypes for standard workflows have to be examined. Based on measurements of several months, different features of HEP jobs are evaluated regarding their effectiveness for data mining approaches to identify these common workflows. The paper will introduce the actual measurement approach and statistics as well as the general concept and first results classifying different HEP job workflows derived from the measurements at GridKa.

  10. 17 CFR 160.13 - Exception to opt out requirements for service providers and joint marketing.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... this section may include marketing of your own products or services or marketing of financial products... requirements for service providers and joint marketing. 160.13 Section 160.13 Commodity and Securities Exchanges COMMODITY FUTURES TRADING COMMISSION PRIVACY OF CONSUMER FINANCIAL INFORMATION Exceptions § 160.13...

  11. 26 CFR 1.521-1 - Farmers' cooperative marketing and purchasing associations; requirements for exemption under...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 26 Internal Revenue 7 2010-04-01 2010-04-01 true Farmers' cooperative marketing and purchasing...) Farmers' Cooperatives § 1.521-1 Farmers' cooperative marketing and purchasing associations; requirements for exemption under section 521. (a)(1) Cooperative associations engaged in the marketing of farm...

  12. Job stress and productivity increase.

    PubMed

    Adaramola, Samson Sunday

    2012-01-01

    This paper examines mental and physical pressures that workers bear at work. The authors discuss how on the-job stress affects a person's capabilities and productivity, and how such pressures lend to higher incidences of accidents at work. The paper also discuss methods of reducing job-related stress and increasing productivity. An intervention was conducted amongst workers in a private firm. It shows mental and emotional pressure can affect performance and productivity of a worker on the job. One of the biggest influences of today's worker is on the-job stress. Job stress occurs when the requirements of the job do not match the capabilities, resources, or needs of the worker. This consequently affects how a person would normally deal with customer service problems, grievances, violence, conflict, and decisions on the job. Stress is an inevitable part of everyday life, and is therefore a distinct part of a person's job. To properly control the outcome of stress, there are certain precautions and methods that should be taken that will boost productivity.

  13. Attrition, burnout, job dissatisfaction and occupational therapy managers.

    PubMed

    Kraeger, M M; Walker, K F

    1992-01-01

    At a time when there is growing concern about the person-power shortages in occupational therapy, there is a need to address reasons why therapists leave the job market. Two job-related reasons for attrition are burnout and job dissatisfaction. The burnout phenomenon occurs as a result of personnel shortages, high-stress demands on therapists, the severity and complexity of client's problems, and the therapist's own ''worker personality.'' Bureaucratic constraints, limited advancement, issues related to a profession which is made up predominantly of women, lack of autonomy, and type of management and supervision are factors that contribute to job dissatisfaction. Occupational therapy managers can consider the causes of burnout and job dissatisfaction and initiate resources to retain therapists. Managers can increase the job benefits, such as flexible working hours, take steps to reduce stress in the workplace, offer career laddering opportunities, and promote staff development. By identifying the causes for attrition and by addressing those causes, the threat of losing therapists from the work force may be averted. Respondents (n = 106) to a survey of occupational therapy managers indicated that job dissatisfaction, burnout, and attrition of registered occupational therapists were not major problems in their settings. They reported a variety of strategies to reduce job dissatisfaction, burnout, and attrition. When these problems were present, managers cited bureaucratic red tape, lack of opportunity for advancement, and increasing role demands as contributing factors.

  14. Use of the Job Model Concept to Guide Job Description Procedures for Army Officers.

    ERIC Educational Resources Information Center

    Whitmore, Paul G.

    The objective of Work Unit SKYGUARD has been to facilitate the development of an improved Air Defense Officers Advanced Course (C-22) by the U.S. Army Air Defense School. Focus is on techniques for improving the completeness and relevance of the instructional objectives with respect to future job requirements. The job description procedures…

  15. The Far-Reaching Impact of Job Loss and Unemployment*

    PubMed Central

    Brand, Jennie E.

    2015-01-01

    Job loss is an involuntary disruptive life event with a far-reaching impact on workers’ life trajectories. Its incidence among growing segments of the workforce, alongside the recent era of severe economic upheaval, has increased attention to the effects of job loss and unemployment. As a relatively exogenous labor market shock, the study of displacement enables robust estimates of associations between socioeconomic circumstances and life outcomes. Research suggests that displacement is associated with subsequent unemployment, long-term earnings losses, and lower job quality; declines in psychological and physical well-being; loss of psychosocial assets; social withdrawal; family disruption; and lower levels of children’s attainment and well-being. While reemployment mitigates some of the negative effects of job loss, it does not eliminate them. Contexts of widespread unemployment, although associated with larger economic losses, lessen the social-psychological impact of job loss. Future research should attend more fully to how the economic and social-psychological effects of displacement intersect and extend beyond displaced workers themselves. PMID:26336327

  16. 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.

  17. White Ethnics, Racial Prejudice, and Labor Market Segmentation.

    ERIC Educational Resources Information Center

    Cummings, Scott

    The contemporary conflict between blacks and selected white ethnic groups (Catholic immigrants, Jews) is the product of competition for jobs in the secondary labor market. Radical economists have described the existence of a dual labor market within the American economy. The idea of this segmented labor market provides a useful way to integrate…

  18. 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).

  19. 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.

  20. A Job Classification Scheme for Health Manpower

    PubMed Central

    Weiss, Jeffrey H.

    1968-01-01

    The Census Bureau's occupational classification scheme and concept of the “health services industry” are inadequate tools for analysis of the changing job structure of health manpower. In an attempt to remedy their inadequacies, a new analytical framework—drawing upon the work of James Scoville on the job content of the U.S. economy—was devised. The first stage in formulating this new framework was to determine which jobs should be considered health jobs. The overall health care job family was designed to encompass jobs in which the primary technical focus or function is oriented toward the provision of health services. There are two dimensions to the job classification scheme presented here. The first describes each job in terms of job content; relative income data and minimum education and training requirements were employed as surrogate measures. By this means, health care jobs were grouped by three levels of job content: high, medium, and low. The other dimension describes each job in terms of its technical focus or function; by this means, health care jobs were grouped into nine job families. PMID:5673666

  1. Metrics for Automotive Merchandising, Petroleum Marketing.

    ERIC Educational Resources Information Center

    Cooper, Gloria S., Ed.; Magisos, Joel H., Ed.

    Designed to meet the job-related metric measurement needs of students in automotive merchandising and petroleum marketing classes, this instructional package is one of five for the marketing and distribution cluster, part of a set of 55 packages for metric instruction in different occupations. The package is intended for students who already know…

  2. Employment Opportunities for New Academic Librarians: Assessing the Availability of Entry Level Jobs

    ERIC Educational Resources Information Center

    Tewell, Eamon C.

    2012-01-01

    This study examines the availability of entry level positions in academic libraries to better illuminate the status of the job market for current students and recent graduates of Library & Information Science programs. Over a twelve month period from 2010-2011, 1385 job advertisements were collected, with content analysis methods used to evaluate…

  3. 42 CFR 403.813 - Marketing limitations and record retention requirements.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 42 Public Health 2 2010-10-01 2010-10-01 false Marketing limitations and record retention requirements. 403.813 Section 403.813 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL PROVISIONS SPECIAL PROGRAMS AND PROJECTS Medicare Prescription Drug Discount Card and Transitional Assistance...

  4. An Essential Job: Marketing the Placement Office to Faculty and Employers.

    ERIC Educational Resources Information Center

    Bullock, Marcy; Brooks, Jennifer E.

    1994-01-01

    Discusses the use of marketing by college career services offices. Defines marketing, explains the marketing process, and discusses needs assessment. Section on the marketing mix identifies the product, price, place, and promotion components of both faculty and employer marketing programs. Includes results, in tabular form, of faculty survey on…

  5. The Effect of Internal Marketing on Organizational Commitment: Job Involvement and Job Satisfaction as Mediators

    ERIC Educational Resources Information Center

    Ting, Shueh-Chin

    2011-01-01

    Purpose: After reviewing previous research, this study found that few school or educational studies have simultaneously explored both internal marketing and organizational commitment, and of those that have, only direct effects were examined. This study clarifies the relationship between school organization's internal marketing and teachers'…

  6. 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,…

  7. Show Them You Really Want the Job

    ERIC Educational Resources Information Center

    Perlmutter, David D.

    2012-01-01

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

  8. A Handbook for Job Restructuring.

    ERIC Educational Resources Information Center

    Phillips, J. Edmund; And Others

    Rapid changes in the nation's economy have resulted in significant increases in the demand for workers in technical jobs but a significant decrease in the demand for unskilled workers. Unfortunately, the abilities of available manpower have not been developed to meet the requirements of jobs at the levels where the increased demands have occurred.…

  9. 20 CFR 628.535 - Limitations on job search assistance.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

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

  10. 20 CFR 628.535 - Limitations on job search assistance.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

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

  11. Research on Simulation Requirements and Business Architecture of Automated Demand Response in Power Sales Side Market Liberalization

    NASA Astrophysics Data System (ADS)

    Liu, Yiqun; Zhou, Pengcheng; Zeng, Ming; Chen, Songsong

    2018-01-01

    With the gradual reform of the electricity market, the power sale side liberalization has become the focus of attention as the key task of reform. The open power market provides a good environment for DR (Demand Response). It is of great significance to research the simulation requirements and business architecture of ADR (Automatic Demand Response) in power sale side market liberalization. Firstly, this paper analyzes the simulation requirements of ADR. Secondly, it analyzes the influence factors that the business development of ADR from five aspects after power sale side market liberalization. Finally, Based on ADR technology support system, the business architecture of ADR after power sale side market liberalization is constructed.

  12. Designing a Marketing Analytics Course for the Digital Age

    ERIC Educational Resources Information Center

    Liu, Xia; Burns, Alvin C.

    2018-01-01

    Marketing analytics is receiving great attention because of evolving technology and the radical changes in the marketing environment. This study aims to assist the design and implementation of a marketing analytics course. We assembled a rich data set from four sources: business executives, 400 employers' job postings, one million tweets about…

  13. Consequences of job insecurity and the moderator role of occupational group.

    PubMed

    Sora Miana, Beatriz; González-Morales, M Gloria; Caballer, Amparo; Peiró, José M

    2011-11-01

    In recent decades, transformations in organizations and the labour market have produced an increase in employee job insecurity. In response to this situation, workers present different negative reactions. However, the intensity of these reactions varies across studies that have investigated the outcomes of job insecurity. One possible explanation for this inconsistency may lie in the influence of other factors, such as the occupational group (Sverke et al., 2002). The aim of this study is to provide additional evidence about the relationship between job insecurity and its outcomes (i.e., life satisfaction, job satisfaction, perceived performance and organizational commitment), and examine the moderator role of occupational group in this relationship. The sample was composed of 321 employees from different Spanish organizations. The results showed that job insecurity was directly and negatively related to life satisfaction, job satisfaction and organizational commitment, and they suggest that occupational group moderated relations between job insecurity and three studied outcomes. In the case of life satisfaction and perceived performance, this relationship was stronger among blue collar workers. The relationship between job insecurity and job satisfaction was stronger in white collar workers. The implications and limitations of this study are discussed.

  14. Job Design for Learning in Work Groups

    ERIC Educational Resources Information Center

    Lantz, Annika; Brav, Agneta

    2007-01-01

    Purpose--What is required of job design and production planning, if they are to result in a work group taking a self-starting approach and going beyond what is formally required of it? This paper aims to contribute to group research by testing a theoretical model of relations between job design on the one hand (captured as completeness, demand on…

  15. Hospital CEO's viewpoint for future of health care marketing.

    PubMed

    Cox, V

    1990-01-01

    In summary, the CEOs have a wide variety of views on what role the marketer will play and what needs the marketer will fill for the CEO. It is important for the marketer to clarify the expected roles as they interview for jobs. Once in the position, it is important to keep communications open with the CEO to know the marketer's expected role.

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

    ERIC Educational Resources Information Center

    Marquardt, Lloyd D.; McCormick, Ernest J.

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

  17. Problems in the Application of Behavior Modification Principles for Teaching Job-Required Behaviors to Disadvantaged Manpower Trainees. Special Report.

    ERIC Educational Resources Information Center

    Feifer, Irwin; And Others

    In its attempts to apply behavior modification principles to teaching job-required behaviors to manpower trainees, the Mobilization for Youth-Experimental Manpower Laboratory (MFY-EML), has mounted a number of reinforcement-based Neighborhood Youth Corps training programs. The nature, magnitude and scheduling of reinforcers, the nature of the…

  18. The Center Will Sell Itself...and Other Child Care Marketing Myths.

    ERIC Educational Resources Information Center

    Wassom, Julie

    1994-01-01

    Notes that, with the changing job market, uncertain economy, increased competition, and higher parent expectations, child care center directors face new marketing challenges. This article discusses seven child care marketing myths and offers marketing strategies to child care directors facing potential drops or fluctuations in center enrollment.…

  19. 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.

  20. Finance and Credit. Curriculum Guide. Marketing and Distributive Education.

    ERIC Educational Resources Information Center

    Northern Illinois Univ., DeKalb. Dept. of Business Education and Administration Services.

    Designed to be used with the General Marketing Curriculum Guide (ED 156 860), this guide is intended to provide the curriculum coordinator with a basis for planning a comprehensive program in the field of marketing and to allow marketing and distributive education teacher-coordinators maximum flexibility. It contains job competency sheets in ten…

  1. 76 FR 41434 - Removal of Certain Requirements Related to the Prescription Drug Marketing Act; Opportunity for...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-07-14

    .... FDA-2011-N-0446] Removal of Certain Requirements Related to the Prescription Drug Marketing Act... Food and Drug Administration (FDA) is proposing to remove a section of the Prescription Drug Marketing... prescription drug marketing and distribution. The primary purpose of the PDMA was to increase safeguards to...

  2. Institutional Stratification and the Postcollege Labor Market: Comparing Job Satisfaction and Prestige across Generations

    ERIC Educational Resources Information Center

    Kim, Jeongeun; Kim, Jiyun; Jaquette, Ozan; Bastedo, Michael N.

    2014-01-01

    Employing NCES databases, we investigate how college selectivity influences job satisfaction and prestige from the 1970s to the 1990s and across different racial categories. We find that the effect of college selectivity has essentially disappeared over time and that minority students are particularly disadvantaged with respect to job satisfaction.

  3. 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…

  4. 29 CFR 1620.14 - Testing equality of jobs.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 4 2013-07-01 2013-07-01 false Testing equality of jobs. 1620.14 Section 1620.14 Labor... Testing equality of jobs. (a) In general. What constitutes equal skill, equal effort, or equal..., or responsibility required for the performance of jobs will not render the equal pay standard...

  5. 29 CFR 1620.14 - Testing equality of jobs.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 4 2014-07-01 2014-07-01 false Testing equality of jobs. 1620.14 Section 1620.14 Labor... Testing equality of jobs. (a) In general. What constitutes equal skill, equal effort, or equal..., or responsibility required for the performance of jobs will not render the equal pay standard...

  6. 29 CFR 1620.14 - Testing equality of jobs.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Testing equality of jobs. 1620.14 Section 1620.14 Labor... Testing equality of jobs. (a) In general. What constitutes equal skill, equal effort, or equal..., or responsibility required for the performance of jobs will not render the equal pay standard...

  7. 29 CFR 1620.14 - Testing equality of jobs.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 4 2012-07-01 2012-07-01 false Testing equality of jobs. 1620.14 Section 1620.14 Labor... Testing equality of jobs. (a) In general. What constitutes equal skill, equal effort, or equal..., or responsibility required for the performance of jobs will not render the equal pay standard...

  8. 29 CFR 1620.14 - Testing equality of jobs.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 4 2011-07-01 2011-07-01 false Testing equality of jobs. 1620.14 Section 1620.14 Labor... Testing equality of jobs. (a) In general. What constitutes equal skill, equal effort, or equal..., or responsibility required for the performance of jobs will not render the equal pay standard...

  9. 5 CFR 532.217 - Appropriated fund survey jobs.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Janitor (Heavy) 2... Equipment Operator 5 Truckdriver (Medium) 6 Truckdriver (Heavy) 7 Machine Tool Operator II 8 Machine Tool Operator I 9 Carpenter 9 Electrician 10 Automotive Mechanic 10 Sheet Metal Mechanic 10 Pipefitter 10 Welder...

  10. The relationship between competencies acquired through Swiss academic sports science courses and the job requirements.

    PubMed

    Schlesinger, T; Studer, F; Nagel, S

    2016-01-01

    In view of the changes in and growing variety of sports-related occupations, it is highly relevant for educational institutions to know how well the educational contents of their sport science courses meet the professional requirements. This study analyses the relationship between the competencies acquired through academic sports science courses and the requirements of the relevant jobs in Switzerland. The data for this empirical analysis were drawn from a sample of n = 1054 graduates of different academic sport science programmes at all eight Swiss universities. The results show that academic sport science courses primarily communicate sports-specific expertise and practical sports skills. On the other hand, most graduates consider that the acquisition of interdisciplinary competencies plays a comparatively minor role in sport science education, even though these competencies are felt to be an important requirement in a variety of work-related environments and challenges.

  11. Evaluation of the Executive Information Requirements for the Market Research Process.

    ERIC Educational Resources Information Center

    Lanser, Michael A.

    A study examined the marketing research information required by those executives of Lakeshore Technical College (Wisconsin) whose decisions affect the college's direction. Data were gathered from the following sources: literature review; development of a data dictionary framework; analysis of the college's current information system through…

  12. 24 CFR 511.13 - Nondiscrimination, equal opportunity, and affirmative marketing requirements.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... racial, ethnic and gender groups in the housing market area to the available housing. (These affirmative... written communications to fair housing and other groups); (ii) Requirements and practices each owner... special outreach (e.g., use of community organizations, churches, employment centers, fair housing groups...

  13. Supply/Demand in Radiology: A Historical Perspective and Comparison to other Labor Markets.

    PubMed

    Sharafinski, Mark E; Nussbaum, David; Jha, Saurabh

    2016-02-01

    There has been attention on the job market recently and on radiology's supply/demand calculus. Supply is influenced by the number of trained radiologists, while demand is driven by demographics and technological innovation. We analyze the supply of radiologists historically and compare to other labor markets-medical and non-medical, domestic and foreign. We review National Resident Matching Program data in radiology and several other specialties from 1991 to 2015. We also review surveys, physician recruitment data, and peer-reviewed commentaries on medical specialty job markets. Trends are compared across specialties. The regulation of American medical training is compared to that in the United Kingdom and to a nonmedical labor market, unionized theatrical stage employees. Radiology residency positions have increased since 1998 despite a downturn in the job market. This expansion coincides with a decreasing percentage of positions filled by domestic graduates. A similar trend has been seen in pathology, a notoriously oversupplied specialty. Conversely, other specialties have maintained their proportion of domestic graduates by way of limited supply or implicit demand. The radiology job market is currently oversupplied, primarily a result of increasing residency positions despite indicators of decreasing demand. The percentage of residency positions filled by domestic graduates has decreased during the same period, suggesting that medical student interest is responsive to the market. Other specialties, particularly pathology, demonstrate the dangers of chronic oversupply. We advocate a reduction of radiology residency positions such that supply closely approximates demand without exceeding it. Additional measures may be taken, if necessary, to restore market equilibrium in the event of a mild undersupply. Copyright © 2015 The Association of University Radiologists. Published by Elsevier Inc. All rights reserved.

  14. The gender-job satisfaction paradox and the dual-earner society: Are women (still) making work-family trade-offs?

    PubMed

    Grönlund, Anne; Öun, Ida

    2018-01-01

    Despite their disadvantaged labour market position, women consistently report higher levels of job satisfaction than men. Researchers have attributed women's higher job satisfaction to their lower expectations, arguing that gender differences will fade away as women's labour market prospects improve. Others, however, argue that women are more contented than men because their jobs satisfy a need for family adaptions. In this article, we put the hypotheses of transitions and trade-offs to a strong test, by comparing men and women with comparable human capital investments living in a country where women's employment is strongly supported by policies, practices and social norms. The relationship between gender and job satisfaction is analysed with stepwise OLS regressions. The analysis is based on a survey to newly graduated highly educated men and women in five occupations in Sweden (n ≈ 2 450). First, we show that, after controlling for a range of job characteristics, women report a higher level of job satisfaction than men. Second, although the paradox appears to be surprisingly persistent, it cannot be attributed to work-family trade-offs. Future research should consider job satisfaction more broadly in the light of gender role socialization and persistent gender inequalities.

  15. Factors influencing job satisfaction in post-transition economies: the case of the Czech Republic.

    PubMed

    Čábelková, Inna; Abrhám, Josef; Strielkowski, Wadim

    2015-01-01

    This paper presents an analysis of factors influencing job satisfaction in post-transition economies on the example of the Czech Republic. Our research shows that women reported higher levels of job satisfaction compared to men. Education proved to be statistically significant in one of three indicators of job satisfaction. Personal income and workplace relationships proved to be positively and significantly related to all the three indicators of job satisfaction. Most of the occupational dummies were significantly related to two out of three indicators of job satisfaction. In addition, we found that Czech entrepreneurs enjoy and value their job, which indicates strong self-selection for doing business in post-transition economies. However, human capital expressed by the level of education was significant factor for job satisfaction, meaning that well-educated people might not be satisfied with their jobs or feel that their education and experience are wasted in the market economy.

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

    PubMed

    Yang, Naiding; Lu, Jintao; Ye, Jinfu

    2018-03-01

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

  17. [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.

  18. The U.S. Labor Market. Getting Inside the Numbers.

    ERIC Educational Resources Information Center

    Workforce Economics, 1998

    1998-01-01

    Important changes are taking place in the U.S. labor market. The economy has performed solidly over the last several years; the labor market has experienced robust job growth. A strong labor market benefits different segments of the population. Unemployment rates for those with less than a high school diploma fell by the largest amount between…

  19. 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…

  20. 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.

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

    ERIC Educational Resources Information Center

    Allen, Thomas R., Jr., Comp.

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

  2. A New Measurement of On-the-Job Training: The Determination and Effect of Training.

    ERIC Educational Resources Information Center

    Cline, Harold Michael

    A study examined the types of individuals receiving on-the-job-training and the effect of such training on productivity and earnings. Two years of data from the Michigan Panel Study of Income Dynamics (an 11-year longitudinal study with a sample size of about 200 individuals) concerning the on-the-job-training, labor market experience, and income…

  3. Male and Female Graduates in the Canadian Labour Market.

    ERIC Educational Resources Information Center

    McQuarrie, Fiona A. E.

    1992-01-01

    Explores differences in labor market experiences between male and female journalism graduates (from 1976, 1982, and 1986) in Canada. Investigates occupations entered after graduation, income, time spent in various labor market activities, and job and salary satisfaction. Finds minimal gender-based differences. (SR)

  4. Use of Labor Market Forecasts by High School Counselors

    ERIC Educational Resources Information Center

    Sobol, Marion Gross

    1978-01-01

    This article describes a pilot study of school counselors' knowledge and activities in vocational guidance and labor market information. Subjects were counselors in 42 public and private schools in the Dallas area. Results indicate that job market forecasts could be used more. (Author)

  5. Employability and personal initiative as antecedents of job satisfaction.

    PubMed

    Gamboa, Juan Pablo; Gracia, Francisco; Ripoll, Pilar; Peiró, José María

    2009-11-01

    In a changing and flexible labour market it is important to clarify the role of environmental and personal variables that contribute to obtaining adequate levels of job satisfaction. The aim of the present study is to analyze the direct effects of employability and personal initiative on intrinsic, extrinsic and social job satisfaction, clarifying their cumulative and interactive effects. The study has been carried out in a sample of 1319 young Spanish workers. Hypotheses were tested by means of the moderated hierarchical regression analysis. Results show that employability and personal initiative predict in a cumulative way the intrinsic, extrinsic and social job satisfaction. Moreover, the interaction between employability and personal initiative increases the prediction of these two variables on intrinsic and extrinsic job satisfaction. Results also indicate that higher values of employability when initiative is also high are associated to higher levels of intrinsic and extrinsic satisfaction. These results have implications for theory and practice in a context of new employment relations.

  6. MADE 1. Marketing and Distributive Education Competency Based Curriculum Guide.

    ERIC Educational Resources Information Center

    New Jersey State Dept. of Education, Trenton. Div. of Vocational Education.

    This curriculum guide is one in a series of three competency-based instructional materials dealing with marketing and distributive education (MADE). Covered in the individual sections of the guide are the following topics: job orientation (cooperative education work agreements, personal appearance, career opportunities, job applications, job…

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

    Code of Federal Regulations, 2012 CFR

    2012-04-01

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

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

    Code of Federal Regulations, 2011 CFR

    2011-04-01

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

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

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

  10. Labour Market Policies.

    ERIC Educational Resources Information Center

    Danielsen, Reidar

    Skilled labor has always been difficult to recruit, and in a tight labor market unskilled, low-paying jobs with low status are also difficult to fill. Recruitment from outside seems necessary to satisfy demands, but migration creates at least as many problems as it solves. The consumption of theoretical training through the university level (a…

  11. 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.

  12. Job rotation in nursing: a study of job rotation among nursing personnel from the literature and via a questionnaire.

    PubMed

    Järvi, Maija; Uusitalo, Tarja

    2004-09-01

    To obtain information on job rotation among nursing personnel from the literature and via a questionnaire. A nursing career no longer means a series of steps leading up a hierarchy. It has become more like a process of individual growth, involving improvement of employee expertise and skills. Job rotation in connection with career development in a Finnish hospital is considered essential, and participating in job rotation is one requirement for newly vacant nursing posts. Describing job rotation by means of reference to literature, and studying a survey on attitudes of ophthalmic nurses (n = 84) to job rotation. There has been little theoretical or empirical research on job rotation. In this study, one in three had participated in job rotation that was most often considered a positive experience. Self-development was rated substantially useful, but fewer were interested in participating in various kinds of developmental activities. Employee's motivation is the foundation of successful development activity, e.g. job rotation.

  13. Job-Keeping and Revitalization. The Career Life Assessment Skills Series, Booklet Seven. A Program to Meet Adult Developmental Needs.

    ERIC Educational Resources Information Center

    Curtin, Bernadette M.; Hecklinger, Fred J.

    As part of a series on career and life planning for adults, this four-part booklet examines factors that affect job satisfaction and success. After introductory material noting today's tight job market, Part I lists the qualities employers want employees to have and then discusses: (1) job survival tactics, such as remaining knowledgeable of the…

  14. Job Satisfaction and Stress Coping Skills of Primary School Teachers

    ERIC Educational Resources Information Center

    Bindhu, C. M.; Sudheeshkumar, P. K.

    2006-01-01

    Job satisfaction expresses the extent of match between teachers' expectation of the job, job requirements and the satisfaction derived from their jobs. There seems to be a growing discontentment towards teaching as a result of which standards of education are falling. Teachers are dissatisfied in spite of different plans and programmes which have…

  15. 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.

  16. Qualifications and Competencies for Population Health Management Positions: A Content Analysis of Job Postings.

    PubMed

    Meyer, Melanie

    2017-12-01

    The need for population health management expertise has increased as the health care industry shifts toward value-based care. However, many organizations report hiring gaps as they seek to fill positions. The purpose of this study was to analyze the types of population health management positions for which health care organizations are hiring, including qualifications and competencies required for these positions. A content analysis was conducted on 271 job postings collected during a 2-month period. A typology of qualifications and competencies was developed based on the content analysis. Profiles were generated for the top 5 job title classifications: directors, coordinators, care managers, analysts, and specialists. This study highlights the investment health care organizations are making in population health management and the prominent role these positions are playing in the health care environment today. Many organizations are building out population health management teams resulting in multiple positions at different levels being added. As the market demands competent candidates who are equipped with specialized population health expertise as well as practical experience in program development, technology applications, care management, and analytics, professional education programs will need to adapt curricula to address the required areas. Competencies for specific job title classifications may need further evaluation and refinement over time. Study results can be used by organizations for strategic planning, by educators to target needed qualifications and competencies, and by researchers and policy advisors to assess progress toward value-based care.

  17. Was It Worth It? Gender Boundaries and the Role of Adult Education in Labour Market Progress.

    ERIC Educational Resources Information Center

    Clayton, Patricia

    2000-01-01

    Interviews with 31 men and 43 women in Scotland indicated that most felt participation in adult education had direct or indirect effects on their labor market progress. A significant number had unintended labor market outcomes. Although many women were in low-paying jobs, only 10% had reservations about job satisfaction compared to one-third of…

  18. Domestic Supply, Job-Specialization and Sex-Differences in Pay

    ERIC Educational Resources Information Center

    Polavieja, Javier G.

    2009-01-01

    This article proposes an explanation of sex-differences in job-allocation and pay in different institutional contexts. Job-allocation calculations are considered to be related to (1) the distribution of housework and (2) the skill-specialization requirements of jobs. In a context of uncertainty and imperfect information, housework and…

  19. 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.

  20. Job Priorities on Peregrine | High-Performance Computing | NREL

    Science.gov Websites

    allocation when run with qos=high. Requesting a Node Reservation If you are doing work that requires real scheduler more efficiently plan resources for larger jobs. When projects reach their allocation limit, jobs associated with those projects will run at very low priority, which will ensure that these jobs run only when

  1. Safety and You on the Job.

    ERIC Educational Resources Information Center

    West Virginia State Vocational Curriculum Lab., Cedar Lakes.

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

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

    ERIC Educational Resources Information Center

    Patton, Stacey

    2013-01-01

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

  3. [Job performance in work organizations: the effects of management by group goals and job interdependence].

    PubMed

    Ikeda, Hiroshi; Furukawa, Hisataka

    2015-04-01

    cThis study examined the interactive effect of management by group goals and job interdependence on employee's activities in terms of task and contextual performance. A survey was conducted among 140 Japanese employees. Results indicated that management by group goals was related only to contextual performance. Job interdependence, however, had a direct effect on both task and contextual performance. Moreover, moderated regression analyses revealed that for work groups requiring higher interdependence among employees, management by group goals had a positive relation to contextual performance but not to task performance. When interdependence was not necessarily required, however, management by group goals had no relation to contextual performance and even negatively impacted task performance, respectively. These results show that management by group goals affects task and contextual performance, and that this effect is moderated by job interdependence. This provides a theoretical extension as well as a practical application to the setting and management of group goals.

  4. 20 CFR 670.535 - Are Job Corps centers required to establish behavior management systems?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... behavior management systems? 670.535 Section 670.535 Employees' Benefits EMPLOYMENT AND TRAINING... systems? (a) Yes, each Job Corps center must establish and maintain its own student incentives system to encourage and reward students' accomplishments. (b) The Job Corps center must establish and maintain a...

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

    NASA Astrophysics Data System (ADS)

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

    2017-10-01

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

  6. Dual Embeddedness: Informal Job Matching and Labor Market Institutions in the United States and Germany

    ERIC Educational Resources Information Center

    McDonald, Steve; Benton, Richard A.; Warner, David F.

    2012-01-01

    Drawing on the embeddedness, varieties of capitalism and macrosociological life course perspectives, we examine how institutional arrangements affect network-based job finding behaviors in the United States and Germany. Analysis of cross-national survey data reveals that informal job matching is highly clustered among specific types of individuals…

  7. Are Green Jobs Career Pathways a Path to a 21st-Century Workforce Development System?

    ERIC Educational Resources Information Center

    Scully-Russ, Ellen

    2013-01-01

    This article examines policy reports that advocate for new green jobs career pathways to help grow the green economy and create new opportunity structures in the green labor market. The reports are based on a series of propositions about the nature of green jobs and the existence of the political will to invest in new green education programs to…

  8. 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.

  9. Computer Science in High School Graduation Requirements. ECS Education Trends

    ERIC Educational Resources Information Center

    Zinth, Jennifer Dounay

    2015-01-01

    Computer science and coding skills are widely recognized as a valuable asset in the current and projected job market. The Bureau of Labor Statistics projects 37.5 percent growth from 2012 to 2022 in the "computer systems design and related services" industry--from 1,620,300 jobs in 2012 to an estimated 2,229,000 jobs in 2022. Yet some…

  10. School Job Placement: Can It Avoid Reproducing Social Inequalities?

    ERIC Educational Resources Information Center

    Redline, Julie E.; Rosenbaum, James E.

    2010-01-01

    Background: Labor market entry is difficult for two-year college graduates. Job search literature focuses on personal connections, but disadvantaged students often lack useful contacts. Moreover, employers often don't recognize and value two-year college credentials as much as bachelor's degrees. Teacher contacts could help, but studies find that…

  11. Job satisfaction among a multigenerational nursing workforce.

    PubMed

    Wilson, Barbara; Squires, Mae; Widger, Kimberley; Cranley, Lisa; Tourangeau, Ann

    2008-09-01

    To explore generational differences in job satisfaction. Effective retention strategies are required to mitigate the international nursing shortage. Job satisfaction, a strong and consistent predictor of retention, may differ across generations. Understanding job satisfaction generational differences may lead to increasing clarity about generation-specific retention approaches. The Ontario Nurse Survey collected data from 6541 Registered Nurses. Participants were categorized as Baby Boomer, Generation X or Generation Y based on birth year. Multivariate analysis of variance explored generational differences for overall and specific satisfaction components. In overall job satisfaction and five specific satisfaction components, Baby Boomers were significantly more satisfied than Generations X and Y. It is imperative to improve job satisfaction for younger generations of nurses. Strategies to improve job satisfaction for younger generations of nurses may include creating a shared governance framework where nurses are empowered to make decisions. Implementing shared governance, through nurse-led unit-based councils, may lead to greater job satisfaction, particularly for younger nurses. Opportunities to self schedule or job share may be other potential approaches to increase job satisfaction, especially for younger generations of nurses. Another potential strategy would be to aggressively provide and support education and career-development opportunities.

  12. Forecasting of indirect consumables for a Job Shop

    NASA Astrophysics Data System (ADS)

    Shakeel, M.; Khan, S.; Khan, W. A.

    2016-08-01

    A job shop has an arrangement where similar machines (Direct consumables) are grouped together and use indirect consumables to produce a product. The indirect consumables include hack saw blades, emery paper, painting brush etc. The job shop is serving various orders at a particular time for the optimal operation of job shop. Forecasting is required to predict the demand of direct and indirect consumables in a job shop. Forecasting is also needed to manage lead time, optimize inventory cost and stock outs. The objective of this research is to obtain the forecast for indirect consumables. The paper shows how job shop can manage their indirect consumables more accurately by establishing a new technique of forecasting. This results in profitable use of job shop by multiple users.

  13. Quantitative muscle strength testing: a comparison of job strength requirements and actual worker strength among military technicians.

    PubMed

    Pedersen, D M; Clark, J A; Johns, R E; White, G L; Hoffman, S

    1989-01-01

    In this study the authors investigate the percentage of mismatch between job demands and worker physical capacity in Utah National Guard mechanics. This population had demonstrated a higher incidence of low back trouble than other job descriptions reviewed. The authors utilized onsite still and videotape photography and a computerized biomechanical strength prediction model to assess loads on the lumbosacral spine due to various job tasks. Job demands were then compared to the actual physical capacity of the individual workers based on static strength testing in job-related positions. A load cell on the testing apparatus entered the force generated into a computer which averaged the force of the last three seconds of a five-second lift. It was determined that as much as a 38% mismatch existed within this population for some job tasks which these workers were exposed to. Suggestions for preventing job-related low back cumulative trauma disorders are presented, including: engineering redesign, worker selection programs, work hardening, and others.

  14. Job displacement effects of Canadian immigrants by country of origin and occupation.

    PubMed

    Roy, A S

    1997-01-01

    "Some previous Canadian studies have shown that considering the labor market as a whole and also pooling all immigrants as a group, immigrants do not have any job displacement effects on the Canadian born. This study presents some new evidence. It disaggregates immigrants by country of origin and by occupation groups and provides an analysis of job displacement effects of immigrants on the native-born Canadians by these dimensions. The study finds that (1) U.S. immigrants and the Canadians are substitutes [for] competing groups in the labor market and the effect is quite significant; (2) Canadians and Europeans are competing groups in certain occupations, while they have complementary skills in others; and (3) immigrants from the Third World and the Canadians are slightly competing groups in certain occupations." excerpt

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

    PubMed

    da Motta Veiga, Serge P; Gabriel, Allison S

    2016-03-01

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

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

    ERIC Educational Resources Information Center

    Leary, Warren

    2012-01-01

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

  17. 76 FR 14825 - Core Principles and Other Requirements for Designated Contact Markets

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-03-18

    ... COMMODITY FUTURES TRADING COMMISSION 17 CFR Parts 1, 16, and 38 RIN 3038-AD09 Core Principles and Other Requirements for Designated Contact Markets AGENCY: Commodity Futures Trading Commission. ACTION... FURTHER INFORMATION CONTACT: Nancy Markowitz, Assistant Deputy Director, 202-418-5453, [email protected

  18. Jobs for Which a High School Education is Usually Required.

    ERIC Educational Resources Information Center

    Bureau of Labor Standards (DOL), Washington, DC.

    This document lists 61 occupations, each followed by a summary which gives highlights of job qualifications and training and employment trends (1974-1985) from the "Occupational Outlook Handbook." It is noted that special talents, attitudes, and personal characteristics not mentioned in this publication may be needed for many occupations and that…

  19. A user friendly database for use in ALARA job dose assessment

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

    Zodiates, A.M.; Willcock, A.

    1995-03-01

    The pressurized water reactor (PWR) design chosen for adoption by Nuclear Electric plc was based on the Westinghouse Standard Nuclear Unit Power Plant (SNUPPS). This design was developed to meet the United Kingdom requirements and these improvements are embodied in the Sizewell B plant which will start commercial operation in 1994. A user-friendly database was developed to assist the station in the dose and ALARP assessments of the work expected to be carried out during station operation and outage. The database stores the information in an easily accessible form and enables updating, editing, retrieval, and searches of the information. Themore » database contains job-related information such as job locations, number of workers required, job times, and the expected plant doserates. It also contains the means to flag job requirements such as requirements for temporary shielding, flushing, scaffolding, etc. Typical uses of the database are envisaged to be in the prediction of occupational doses, the identification of high collective and individual dose jobs, use in ALARP assessments, setting of dose targets, monitoring of dose control performance, and others.« less

  20. Medicaid Expansion Did Not Result In Significant Employment Changes Or Job Reductions In 2014.

    PubMed

    Gooptu, Angshuman; Moriya, Asako S; Simon, Kosali I; Sommers, Benjamin D

    2016-01-01

    Medicaid expansion undertaken through the Affordable Care Act (ACA) is already producing major changes in insurance coverage and access to care, but its potential impacts on the labor market are also important policy considerations. Economic theory suggests that receipt of Medicaid might benefit workers who would no longer be tied to specific jobs to receive health insurance (known as job lock), giving them more flexibility in their choice of employment, or might encourage low-income workers to reduce their hours or stop working if they no longer need employment-based insurance. Evidence on labor changes after previous Medicaid expansions is mixed. To view the impact of the ACA on current labor market participation, we analyzed labor-market participation among adults with incomes below 138 percent of the federal poverty level, comparing Medicaid expansion and nonexpansion states and Medicaid-eligible and -ineligible groups, for the pre-ACA period (2005-13) and the first fifteen months of the expansion (January 2014-March 2015). Medicaid expansion did not result in significant changes in employment, job switching, or full- versus part-time status. While we cannot exclude the possibility of small changes in these outcomes, our findings rule out the large change found in one influential pre-ACA study; furthermore, they suggest that the Medicaid expansion has had limited impact on labor-market outcomes thus far. Project HOPE—The People-to-People Health Foundation, Inc.

  1. Background Study on Employment and Labour Market in Hungary.

    ERIC Educational Resources Information Center

    Horvath, Reka; Abraham, Arpad; Horvath, Tibor; Kopeczi-Bocz, Tamas

    Most deficiencies of the Hungarian labor market emerge from a combination of the transition crisis and special features of the economy or transition process. The most crucial labor market problem is low employment. Negative impacts are high taxation and social security contributions; reduced investment, job creation, and economic growth; and…

  2. Organic market gardening around the Paris agglomeration: agro-environmental performance and capacity to meet urban requirements.

    PubMed

    Anglade, Juliette; Medina, Michael Ramos; Billen, Gilles; Garnier, Josette

    2016-05-04

    Organic market gardening is often promoted by urban municipalities as a way to resource part of the food supply, creating new social links and protecting groundwater resources. The agronomical and environmental performance of six commercial organic market gardening farms supplying vegetables in Paris were evaluated and compared with other vegetable production systems. When expressed in terms of protein production, the yield of these systems appears rather low compared with the productive capacity of open-field organic cropping systems where vegetable production is inserted into rotation with other crops. Moreover, the requirement of producing infiltrated water meeting the drinking water standards seriously limits the allowable rate of fertilisation, thus limiting production. The data reported herein show that to supply the amount of vegetables required by the Paris agglomeration (12 million inhabitants) only by organic market gardening, 160,000-205,000 ha, i.e. 28-36 % of the agricultural area of the surrounding Ile-de-France region, would be required. We conclude that organic market gardening is only one of several other farming systems which can contribute to a re-localised supply of vegetables to large cities.

  3. 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

  4. The More, the Better?! Multiple vs. Single Jobholders’ Job Satisfaction as a Matter of Lacked Information

    PubMed Central

    Kottwitz, Maria U.; Hünefeld, Lena; Frank, Benjamin P.; Otto, Kathleen

    2017-01-01

    In recent decades, the working world has changed dramatically and rising demands on flexibility make the coordination of personal and professional life more difficult. Therefore, it is important that the incumbents are in possession of all necessary information concerning their job. This might be a key issue to remain satisfied. Simultaneously, atypical forms of employment have substantially increased in the labor market; one such form is holding more than one job. While the motives might differ from needing an additional income to broadening job opportunities, practicing several jobs requires coordination and thus, being informed. Building on research regarding organizational constraints and role ambiguity, we hypothesize that the paucity of information is negatively related to (dimensions of) job satisfaction. This effect should be stronger for multiple as compared to single jobbers; specifically when considering the job satisfaction with the social climate, given that being informed by others is an important factor in the coordination of several jobs. Data taken from the BiBB/BAuA-Employment-Survey provide a sample of 17,782 German employees (54% women), including 1,084 multiple jobbers (59% women). Job satisfaction was measured as employees global satisfaction and their satisfaction with facets dimensions: the social climate, structural working conditions, personal growth opportunities, and material incentives they receive for their work. Paucity of information was measured by the frequency of lacked information. Our study indicated that paucity of information was negatively related to both, global and all facets dimensions of job satisfaction. Multiple regression analyses further revealed interaction effects of paucity of information and form of employment. Specifically, the negative correlation of paucity of information with global as well as satisfaction with the social climate was stronger for employees’ holding more than one job. These results were

  5. The More, the Better?! Multiple vs. Single Jobholders' Job Satisfaction as a Matter of Lacked Information.

    PubMed

    Kottwitz, Maria U; Hünefeld, Lena; Frank, Benjamin P; Otto, Kathleen

    2017-01-01

    In recent decades, the working world has changed dramatically and rising demands on flexibility make the coordination of personal and professional life more difficult. Therefore, it is important that the incumbents are in possession of all necessary information concerning their job. This might be a key issue to remain satisfied. Simultaneously, atypical forms of employment have substantially increased in the labor market; one such form is holding more than one job. While the motives might differ from needing an additional income to broadening job opportunities, practicing several jobs requires coordination and thus, being informed. Building on research regarding organizational constraints and role ambiguity, we hypothesize that the paucity of information is negatively related to (dimensions of) job satisfaction. This effect should be stronger for multiple as compared to single jobbers; specifically when considering the job satisfaction with the social climate, given that being informed by others is an important factor in the coordination of several jobs. Data taken from the BiBB/BAuA-Employment-Survey provide a sample of 17,782 German employees (54% women), including 1,084 multiple jobbers (59% women). Job satisfaction was measured as employees global satisfaction and their satisfaction with facets dimensions: the social climate, structural working conditions, personal growth opportunities, and material incentives they receive for their work. Paucity of information was measured by the frequency of lacked information. Our study indicated that paucity of information was negatively related to both, global and all facets dimensions of job satisfaction. Multiple regression analyses further revealed interaction effects of paucity of information and form of employment. Specifically, the negative correlation of paucity of information with global as well as satisfaction with the social climate was stronger for employees' holding more than one job. These results were

  6. Working in America: A Blueprint for the New Labor Market.

    ERIC Educational Resources Information Center

    Osterman, Paul; Kochan, Thomas A.; Locke, Richard; Piore, Michael J.

    The evolution of jobs and the job market in the United States was examined in a 3-year project during which a task force consisting of 25 representatives of the education, labor, business, and policy sectors organized 17 workshops and commissioned working papers from experts. The project began by examining how recent changes in the world of work…

  7. Marketing and Distributive Education Curriculum Guide: Transportation and Warehousing.

    ERIC Educational Resources Information Center

    Northern Illinois Univ., DeKalb. Dept. of Business Education and Administration Services.

    Designed to be used with the General Marketing Curriculum Planning Guide (ED 156 860), this guide is intended to provide the curriuclum coordinator with a basis for planning a comprehensive program in the field of marketing for transportation and warehousing. It contains job competency sheets in eight instructional areas: (1) communications, (2)…

  8. Autism and Overcoming Job Barriers: Comparing Job-Related Barriers and Possible Solutions in and outside of Autism-Specific Employment

    PubMed Central

    Lorenz, Timo; Frischling, Cora; Cuadros, Raphael; Heinitz, Kathrin

    2016-01-01

    The aim of this study was to discover how individuals with autism succeed in entering the job market. We therefore sought to identify expected and occurred barriers, keeping them from taking up and staying in employment as well as to identify the solutions used to overcome these barriers. Sixty-six employed individuals with autism–17 of them with autism-specific employment–participated in an online survey. Results showed a variety of possible barriers. Individuals in autism-specific employment named formality problems–problems with organizational and practical process-related aspects of the job entry–most frequently while individuals in non-autism-specific employment mentioned social problems–obstacles concerning communication and human interaction–most. In terms of solutions, both groups used their own resources as much as external help, but differed in their specific strategies. In addition, correlations of an autism-specific employment with general and occupational self-efficacy as well as life and job satisfaction were examined. Possible implications of the results are discussed with regard to problem solving behavior and the use of strengths. PMID:26766183

  9. Decomposing the Impacts of Overeducation and Overskilling on Earnings and Job Satisfaction: An Analysis Using REFLEX Data

    ERIC Educational Resources Information Center

    Sánchez-Sánchez, Nuria; McGuinness, Seamus

    2015-01-01

    This article assesses the extent to which the impact of overeducation and overskilling on labour market outcomes such as earnings and job satisfaction relate to mismatches in particular competency areas. The analysis uses REFLEX data, which collects information about 19 key competence areas related to job performance. We find that the penalties to…

  10. Personality moderates the links of social identity with work motivation and job searching.

    PubMed

    Baay, Pieter E; van Aken, Marcel A G; van der Lippe, Tanja; de Ridder, Denise T D

    2014-01-01

    Work motivation is critical for successful school-to-work transitions, but little is known about its determinants among labor market entrants. Applying a social identity framework, we examined whether work motivation and job searching are social-contextually determined. We expected that some job seekers are more sensitive to contextual influence, depending on their personality. Mediation analyses on 591 Dutch vocational training students indicate that the perception of more positive work norms in someone's social context was related to higher levels of intrinsic motivation, which in turn predicted higher preparatory job search behavior and job search intentions. Multi-group analysis shows that perceived work norms more strongly predict work motivation among overcontrollers compared to resilients and undercontrollers. In conclusion, work motivation and job searching appear contextually determined: especially among those sensitive to contextual influence, people seem to work when they believe that is what people like them do.

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

    ERIC Educational Resources Information Center

    Hull, Daniel M.; Lovett, James E.

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

  12. 29 CFR 778.112 - Day rates and job rates.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Day rates and job rates. 778.112 Section 778.112 Labor... Requirements Principles for Computing Overtime Pay Based on the âregular Rateâ § 778.112 Day rates and job rates. If the employee is paid a flat sum for a day's work or for doing a particular job, without regard...

  13. 29 CFR 778.112 - Day rates and job rates.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Day rates and job rates. 778.112 Section 778.112 Labor... Requirements Principles for Computing Overtime Pay Based on the âregular Rateâ § 778.112 Day rates and job rates. If the employee is paid a flat sum for a day's work or for doing a particular job, without regard...

  14. 29 CFR 778.112 - Day rates and job rates.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Day rates and job rates. 778.112 Section 778.112 Labor... Requirements Principles for Computing Overtime Pay Based on the âregular Rateâ § 778.112 Day rates and job rates. If the employee is paid a flat sum for a day's work or for doing a particular job, without regard...

  15. 29 CFR 778.112 - Day rates and job rates.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Day rates and job rates. 778.112 Section 778.112 Labor... Requirements Principles for Computing Overtime Pay Based on the âregular Rateâ § 778.112 Day rates and job rates. If the employee is paid a flat sum for a day's work or for doing a particular job, without regard...

  16. 29 CFR 778.112 - Day rates and job rates.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Day rates and job rates. 778.112 Section 778.112 Labor... Requirements Principles for Computing Overtime Pay Based on the âregular Rateâ § 778.112 Day rates and job rates. If the employee is paid a flat sum for a day's work or for doing a particular job, without regard...

  17. Social Insurance as a Collective Resource: Unemployment Benefits, Job Insecurity and Subjective Well-Being in a Comparative Perspective

    ERIC Educational Resources Information Center

    Sjoberg, Ola

    2010-01-01

    This article argues that unemployment benefits are providing a crucial but often overlooked function by reducing the insecurity associated with modern labor markets. Because job insecurity is associated with concerns about future financial security, economic support during unemployment may lessen the negative effects of job insecurity on employed…

  18. Age and gender differences in the impact of labour-market transitions on subjective health in Germany.

    PubMed

    Unger, Stefanie; Tisch, Anita; Tophoven, Silke

    2018-02-01

    Applying a gender- and age group-sensitive approach, we investigated the effect of labour-market transitions (job loss and re-employment) on subjective physical and mental health. A combination of the difference-in-differences approach and propensity score matching controls for selectivity and initial health differences. This allowed us to analyse the causal effect of job loss and re-employment on subjective health. We made use of data from the German Panel Study Labour Market and Social Security and combined survey information with administrative records of the Federal Employment Agency for employed and unemployed men and women 31-60 years of age ( n = 2213). We controlled for labour-market experiences before the time period under study and for labour-market transitions between the interviews. Subjective health was assessed using the SF-12 health questionnaire, enabling us to differentiate between subjective mental and physical health functioning. We found that physical health was affected mainly in older persons between 45 and 60 years old. Controlling for covariates using propensity score matching, mental health was affected only when living-wage jobs (i.e. jobs that provide sufficient income to achieve a defined minimum standard of living above the social benefit level) are gained or lost. Younger women showed a significant improvement in mental health after re-employment. In contrast, job loss affected only older individuals' mental health, with a particularly negative effect observed for men. Our results not only showed that women and men are affected differently by job loss and re-employment, but also that age is an important factor. Older men were affected most severely by job loss, whereas re-employment was found to improve mental health only in women aged 31-44 years. It is therefore important to address the health problems of different socio-demographic groups separately, and to apply active labour-market policies with regard to unemployed men and

  19. Students Do Not Need High-Level Skills in Today's Job Market

    ERIC Educational Resources Information Center

    Bracey, Gerald W.

    2006-01-01

    In this article, the author discusses the "high-skills hoax"--the notion that everyone must have high skills to be employable. While he recognizes the civil rights issue in the debate--everyone should have the opportunity to develop the skills to land a high-paying job--the law of supply and demand dictates that more high-skilled workers would…

  20. A Guide for Using Labor Market Data to Improve Student Success

    ERIC Educational Resources Information Center

    Aspen Institute, 2013

    2013-01-01

    Never before has the link between a college education and postgraduate job prospects been more important. College graduates are employed more often and, on average, earn significantly more than those without college degrees. During recent years, as students have moved into a challenging job market, a college education has remained the most…

  1. Revisiting the Fortunate Few: University Graduates in the Kenyan Labor Market.

    ERIC Educational Resources Information Center

    Hughes, Rees

    1987-01-01

    A survey of 294 University of Nairobi (Kenya) graduates in 4 graduating classes, 1970-83, examined trends in first employment of college graduates, the growing surplus of college graduates in the labor market, inflation of job qualifications, and the influence of family socioeconomic background on postgraduation employment when jobs are scarce.…

  2. 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.

  3. Labour Market Trends and Active Labour Market Policy in the Eastern German Transformation Process 1990-1997. IAB Labour Market Research Topics no. 29.

    ERIC Educational Resources Information Center

    Bach, Hans-Uwe; Blaschke, Dieter; Blien, Uwe; Brinkmann, Christian; Fuchs, Johann; Gutsche, Matthias; Moeller, Ulrich; Kuhl, Jurgen; Spitznagel, Eugen; Steckel, Werner; Wiedemann, Eberhard; Wolfinger, Claudia

    After German unification in 1990, more than 3 million jobs disappeared in eastern Germany and the obsolescence of eastern German capital stock became apparent. Further escalation of mass unemployment was successfully held in check; however, it soon became clear that labor market policies appropriate for western Germany were not, in and of…

  4. Task Level Job Performance Criteria Development. Final Report.

    ERIC Educational Resources Information Center

    Wiley, Llewellyn N.; Hahn, Clifford P.

    This study investigated possibilities for improving identification of job performance requirements by examining job incumbent's performance on separate tasks. Three specialties were studied: 291X0, Telecommunications Operation Specialist; 304X4, Group Radio Communications Equipment Repairman; and 431X1C, Aircraft Maintenance Specialist.…

  5. Job Information Deprivation in the United States: A Case Study of Korean Immigrants.

    ERIC Educational Resources Information Center

    Kim, Kwang Chung; And Others

    1981-01-01

    Analyzes the methods of job information acquisition used by recent Korean immigrants. Indicates the Koreans most frequently use personal contact with other Koreans. Reviews findings from the perspective of labor market segmentation. (Author/MK)

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

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

  7. 5 CFR 335.105 - Notice of job announcements to OPM.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Notice of job announcements to OPM. 335... PROMOTION AND INTERNAL PLACEMENT General Provisions § 335.105 Notice of job announcements to OPM. Under 5 U.S.C. 3330, agencies are required to report job announcements to OPM for vacancies for which an...

  8. 29 CFR 1620.18 - Jobs performed under similar working conditions.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  9. 5 CFR 335.105 - Notice of job announcements to OPM.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Notice of job announcements to OPM. 335... PROMOTION AND INTERNAL PLACEMENT General Provisions § 335.105 Notice of job announcements to OPM. Under 5 U.S.C. 3330, agencies are required to report job announcements to OPM for vacancies for which an...

  10. 5 CFR 335.105 - Notice of job announcements to OPM.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Notice of job announcements to OPM. 335... PROMOTION AND INTERNAL PLACEMENT General Provisions § 335.105 Notice of job announcements to OPM. Under 5 U.S.C. 3330, agencies are required to report job announcements to OPM for vacancies for which an...

  11. 29 CFR 1620.18 - Jobs performed under similar working conditions.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

  12. 29 CFR 1620.18 - Jobs performed under similar working conditions.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  13. 5 CFR 335.105 - Notice of job announcements to OPM.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Notice of job announcements to OPM. 335... PROMOTION AND INTERNAL PLACEMENT General Provisions § 335.105 Notice of job announcements to OPM. Under 5 U.S.C. 3330, agencies are required to report job announcements to OPM for vacancies for which an...

  14. 5 CFR 335.105 - Notice of job announcements to OPM.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Notice of job announcements to OPM. 335... PROMOTION AND INTERNAL PLACEMENT General Provisions § 335.105 Notice of job announcements to OPM. Under 5 U.S.C. 3330, agencies are required to report job announcements to OPM for vacancies for which an...

  15. 29 CFR 1620.18 - Jobs performed under similar working conditions.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  16. A hybrid job-shop scheduling system

    NASA Technical Reports Server (NTRS)

    Hellingrath, Bernd; Robbach, Peter; Bayat-Sarmadi, Fahid; Marx, Andreas

    1992-01-01

    The intention of the scheduling system developed at the Fraunhofer-Institute for Material Flow and Logistics is the support of a scheduler working in a job-shop. Due to the existing requirements for a job-shop scheduling system the usage of flexible knowledge representation and processing techniques is necessary. Within this system the attempt was made to combine the advantages of symbolic AI-techniques with those of neural networks.

  17. 77 FR 15117 - Notice of Proposed Information Collection: Comment Request; Mark-to-Market Program; Requirements...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-03-14

    ... Information Collection: Comment Request; Mark- to-Market Program; Requirements for Community-Based Non-Profit Organizations and Public Agencies AGENCY: Office of the Assistant Secretary for Housing, HUD. ACTION: Notice. SUMMARY: The proposed information collection requirement described below will be submitted to the Office...

  18. Job satisfaction among selected hospital CEOs.

    PubMed

    Matus, J C; Frazer, G H

    1996-09-01

    The purpose of this study was to identify the contributors to job satisfaction of hospital chief executive officers (CEOs) using a multidimensional approach of demographic characteristics. environmental traits, and person environment fit traits. By analyzing the concept of hospital executive job satisfaction in a multidimensional approach, a more comprehensive model of the most salient determinants of job satisfaction was developed. CEOs ranked their performance highest on employee and staff relations and managerial team building and lowest on information management systems. The results of this study can be used to better understand the intricacies and uniqueness of being a hospital CEO as well as the professional and personal requirements of success.

  19. Developing job-related preplacement medical examinations.

    PubMed

    Hogan, J C; Bernacki, E J

    1981-07-01

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

  20. Evaluation of Job Queuing/Scheduling Software: Phase I Report

    NASA Technical Reports Server (NTRS)

    Jones, James Patton

    1996-01-01

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

  1. Improving Career Development in Students by Developing Job Analysis Skills

    ERIC Educational Resources Information Center

    Cheramie, Robin A.

    2014-01-01

    One of the main goals of business school education is to prepare graduates for employment after graduation. However, many managers complain about the lack of communication skills developed in many graduates seeking employment in the job market (Abraham & Karns, 2009). This paper describes the experiential exercise designed to help students…

  2. The relationship between job search skills and employability for persons with mild mental retardation.

    PubMed

    Suzuki, Y

    1998-01-01

    Persons with mental retardation who possess applicable adaptive skills are usually able to obtain jobs in labor markets. However, some persons who show high scores with social and prevocational skills are unable to obtain jobs and the reasons for their unemployability are unknown. Twelve subjects with mild retardation who failed to obtain jobs were evaluated for their social and prevocational skills at the Tokyo Metropolitan Rehabilitation Center for the Physically and Mentally Handicapped. The evaluation was performed using the Social and Prevocational Information Battery-Revised which was developed by Halpen and Irvin. The results showed 12 subjects presented lower scores either in the Job Search Skills area or in other areas in spite of their high scores on the Total Battery. Moreover, these subjects also showed behavior problems. The study suggests that those with high scores on the Total Battery, but low scores in Job Search Skills, show a tendency to fail to obtain a job in competitive job placement. It seems that these persons have adjustment problems and need special support services to secure their employability.

  3. The Aggregate National Supply of Job Openings and Firms' Procedures for Filling Positions. IAB Labour Market Research Topics.

    ERIC Educational Resources Information Center

    Magvas, Emil; Spitznagel, Eugen

    Surveys by the Institut fur Arbeitsmarkt- und Berufsforschung (IAB) of German firms' job openings have been combined with job registry data from the Bundesanstalt fur Arbeit on an annual basis since 1989 in order to determine the scope and structure of the aggregate national supply of job openings. The surveys also indicated problems encountered…

  4. Grid workflow job execution service 'Pilot'

    NASA Astrophysics Data System (ADS)

    Shamardin, Lev; Kryukov, Alexander; Demichev, Andrey; Ilyin, Vyacheslav

    2011-12-01

    'Pilot' is a grid job execution service for workflow jobs. The main goal for the service is to automate computations with multiple stages since they can be expressed as simple workflows. Each job is a directed acyclic graph of tasks and each task is an execution of something on a grid resource (or 'computing element'). Tasks may be submitted to any WS-GRAM (Globus Toolkit 4) service. The target resources for the tasks execution are selected by the Pilot service from the set of available resources which match the specific requirements from the task and/or job definition. Some simple conditional execution logic is also provided. The 'Pilot' service is built on the REST concepts and provides a simple API through authenticated HTTPS. This service is deployed and used in production in a Russian national grid project GridNNN.

  5. 75 FR 80571 - Core Principles and Other Requirements for Designated Contract Markets

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-12-22

    ... Part II Commodity Futures Trading Commission 17 CFR Parts 1, 16, and 38 Core Principles and Other... CFR Parts 1, 16, and 38 RIN 3038-AD09 Core Principles and Other Requirements for Designated Contract... Principles 1. Subpart B--Designation as Contract Market 2. Subpart C--Compliance With Rules i. Proposed Sec...

  6. 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.

  7. 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

  8. Predictors of Intent to Leave the Job Among Home Health Workers: Analysis of the National Home Health Aide Survey.

    PubMed

    Stone, Robyn; Wilhelm, Jess; Bishop, Christine E; Bryant, Natasha S; Hermer, Linda; Squillace, Marie R

    2017-10-01

    To identify agency policies and workplace characteristics that are associated with intent to leave the job among home health workers employed by certified agencies. Data are from the 2007 National Home and Hospice Care Survey/National Home Health Aide Survey, a nationally representative, linked data set of home health and hospice agencies and their workers. Logistic regression with survey weights was conducted to identify agency and workplace factors associated with intent to leave the job, controlling for worker, agency, and labor market characteristics. Job satisfaction, consistent patient assignment, and provision of health insurance were associated with lower intent to leave the job. By contrast, being assigned insufficient work hours and on-the-job injuries were associated with greater intent to leave the job after controlling for fixed worker, agency, and labor market characteristics. African American workers and workers with a higher household income also expressed greater intent to leave the job. This is the first analysis to use a weighted, nationally representative sample of home health workers linked with agency-level data. The findings suggest that intention to leave the job may be reduced through policies that prevent injuries, improve consistency of client assignment, improve experiences among African American workers, and offer sufficient hours to workers who want them. © The Author 2016. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

  9. Integrated Job Skills and Reading Skills Training System. Final Report.

    ERIC Educational Resources Information Center

    Sticht, Thomas G.; And Others

    An exploratory study was conducted to evaluate the feasibility of determining the reading demands of navy jobs, using a methodology that identifies both the type of reading tasks performed on the job and the level of general reading skill required to perform that set of reading tasks. Next, a survey was made of the navy's job skills training…

  10. Associations of Job Strain and Occupation with Subclinical Atherosclerosis: the CARDIA Study

    PubMed Central

    Greenlund, Kurt J.; Kiefe, Catarina I.; Giles, Wayne H.; Liu, Kiang

    2010-01-01

    Purpose Although occupational factors have been associated with symptomatic ischemic heart disease, associations between job strain (low decision latitude and high psychological demands) and risk for subclinical atherosclerosis measured by coronary artery calcium (CAC) has not been assessed. Methods CAC was measured in 3,695 participants in the Coronary Artery Risk Development in Young Adults (CARDIA) study in 2000-01 and 2005-06. Job characteristics measured by the demand-control model (psychological demands and decision latitude) were assessed in 1987-88 and in 1995-96. Associations between non-zero CAC and prior job characteristics and occupation were assessed, adjusting for potential covariates. Results Low decision latitude, high psychological demands, and job strain at either earlier exam were not associated with a positive CAC, nor were changes in the status of these job characteristics between 1987/1988 and 1995/1996. However, participants whose jobs were classified as managerial or professional in 1995/1996 were less likely to have a positive CAC than those in laborer occupations. Conclusions Job strain measured at two earlier time points was not related to the presence of CAC at follow-up 5 to 18 years later. The association between earlier occupation and CAC may reflect socioeconomic differences or other occupational, industrial, or labor market characteristics. PMID:20382332

  11. Associations of job strain and occupation with subclinical atherosclerosis: The CARDIA Study.

    PubMed

    Greenlund, Kurt J; Kiefe, Catarina I; Giles, Wayne H; Liu, Kiang

    2010-05-01

    Although occupational factors have been associated with symptomatic ischemic heart disease, associations between job strain (low decision latitude and high psychological demands) and risk for subclinical atherosclerosis measured by coronary artery calcium (CAC) have not been assessed. CAC was measured in 3695 participants in the Coronary Artery Risk Development in Young Adults study in 2000 to 2001 and 2005 to 2006. Job characteristics measured by the demand-control model (psychological demands and decision latitude) were assessed in 1987 to 1988 and in 1995 to 1996. Associations between non-zero CAC and previous job characteristics and occupation were assessed, adjusting for potential covariates. Low decision latitude, high psychological demands, and job strain at either earlier examination were not associated with a positive CAC, nor were changes in the status of these job characteristics between 1987/1988 and 1995/1996. However, participants whose jobs were classified as managerial or professional in 1995/1996 were less likely to have a positive CAC than those in laborer occupations. Job strain measured at two earlier time points was not related to the presence of CAC at follow-up 5 to 18 years later. The association between earlier occupation and CAC may reflect socioeconomic differences or other occupational, industrial, or labor market characteristics. Published by Elsevier Inc.

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

    PubMed

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

    2015-11-01

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

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

  14. Racial-ethnic disparities in health and the labor market: Losing and leaving jobs.

    PubMed

    Strully, Kate

    2009-09-01

    This study examines whether employment disruptions have varying health consequences for White and Black or Hispanic workers in the U.S. Since employment disruptions mark major shocks to socioeconomic status (SES), this analysis also speaks to a broader set of questions about how race/ethnicity and SES shape population-level health disparities. Data from 1999, 2001 and 2003 waves of the U.S. Panel Study of Income Dynamics provide no evidence of racial/ethnic variation in the health consequences of involuntary job loss. However, associations between leaving jobs voluntarily and poor self-assessed health are larger for Black and Hispanic workers than for White workers. This pattern may be linked to downward occupational mobility within the Black and Hispanic sample.

  15. Calling the Tune. Market Responsive Vocational Education: A Discussion Paper.

    ERIC Educational Resources Information Center

    Lundberg, David

    An analysis of Australia's vocational education market reveals that the Technical and Further Education (TAFE) system is still the dominant provider of postcompulsory off-the-job vocational education and training in Australia. In the education and training (E&T) services market, TAFE is in competition with other public and private schools,…

  16. Youth Labor Markets and the Military. The Rand Paper Series.

    ERIC Educational Resources Information Center

    Cooper, Richard V. L.

    This paper argues that the military plays an extremely important role in youth labor markets by providing not only jobs but also experience and training which can later be transferred to the civilian labor market. Following the introduction, section II examines the military's demand for labor; its fluctuations due to secular, cyclical, and…

  17. Trends in employer postings for epidemiology jobs: an analysis of PublicHealthJobs.net data from 2003 to 2016.

    PubMed

    Frankenfeld, Cara L

    2017-09-01

    To analyze public health job posting data to help objectively inform epidemiology faculty and students about skills sought by employers. Raw data from PublicHealthJobs.net database (January 2003-October 2016) was data-mined and analyzed (n = 25,308 job postings). There were 3985 jobs that were classified with an epidemiology designation, either as the only designation or co-occurring with another designation. Frequencies and percentages were calculated for job type, industry, location, degree requirements, CPH credential, and specialized skills. The majority of recent postings (January 2014-October 2016) were for full-time positions (60.8%). The highest proportion of recent job industries was education/academic/research (44.3%), state government (17.5%), and nonprofit/NGO (16.3%). A masters-level degree was listed in 71.4% of postings, frequently co-occurring with other degree levels. Epidemiology as the only job class was listed in 1765 postings (45.3%). Most characteristics of epidemiology job postings did not appreciably change over the time period, but there were some specialized skill differences. This analysis illustrates how employment sites can be used to identify employer preferences in epidemiology hires. There may be some skills that are beneficial additions to public health curricula or that job-seeking future epidemiologists may wish to enhance during their training. Copyright © 2017 Elsevier Inc. All rights reserved.

  18. The Radiation Oncology Job Market: The Economics and Policy of Workforce Regulation

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

    Falit, Benjamin P., E-mail: bfalit2@allianceoncology.com; Pan, Hubert Y.; Smith, Benjamin D.

    Examinations of the US radiation oncology workforce offer inconsistent conclusions, but recent data raise significant concerns about an oversupply of physicians. Despite these concerns, residency slots continue to expand at an unprecedented pace. Employed radiation oncologists and professional corporations with weak contracts or loose ties to hospital administrators would be expected to suffer the greatest harm from an oversupply. The reduced cost of labor, however, would be expected to increase profitability for equipment owners, technology vendors, and entrenched professional groups. Policymakers must recognize that the number of practicing radiation oncologists is a poor surrogate for clinical capacity. There is likelymore » to be significant opportunity to augment capacity without increasing the number of radiation oncologists by improving clinic efficiency and offering targeted incentives for geographic redistribution. Payment policy changes significantly threaten radiation oncologists' income, which may encourage physicians to care for greater patient loads, thereby obviating more personnel. Furthermore, the implementation of alternative payment models such as Medicare's Oncology Care Model threatens to decrease both the utilization and price of radiation therapy by turning referring providers into cost-conscious consumers. Medicare funds the vast majority of graduate medical education, but the extent to which the expansion in radiation oncology residency slots has been externally funded is unclear. Excess physician capacity carries a significant risk of harm to society by suboptimally allocating intellectual resources and creating comparative shortages in other, more needed disciplines. There are practical concerns associated with a market-based solution in which medical students self-regulate according to job availability, but antitrust law would likely forbid collaborative self-regulation that purports to restrict supply. Because Congress is unlikely to

  19. Job Coaching and Success in Gaining and Sustaining Employment Among Homeless People

    PubMed Central

    Ford, Rebecca; Willmot, Anne; Hagan, Stephanie; Siegrist, Johannes

    2014-01-01

    Objective: People who are homeless experience many barriers that affect their ability to gain and sustain work. In this study, we investigate whether personal job coaching support contributes toward employment success. Methods: The short- and long-term employment outcomes of 2,480 clients participating in a labor market program were analyzed. Results: Clients being supported by a job coach have significantly higher chances of gaining employment than those not being supported. This holds particularly true for the youngest age-group. Furthermore, results also indicate that job coaching improves clients’ chances of successfully sustaining employment. Conclusions: Personal approaches and individual coaching seem to be promising strategies in social work practice and specifically in return to work programs for people who have experienced homelessness. PMID:27630516

  20. Navigating the Current Job Market—Grab Hold of Your Future Now!12

    PubMed Central

    Durham, Holiday A.; McDermott, Ann Y.

    2013-01-01

    Although the U.S. federal government, the National Science Foundation, and other influential groups have called for American universities to educate and train more scientists, a recent article in the Washington Post and broadcasting on National Public Radio affirmed a harsh reality: there are too few jobs for today’s young scientists. Essentially, landing a job in science doesn’t just happen, you must prepare! The intent of this education track session, targeted to students, postdoctorates, junior faculty, and other early- to midcareer professionals was to provide insights on trends in the current job market and offer strategies and resources to be competitive. The session featured speakers representing different work environments, such as academia, industry, health care institutions, public relations, and entrepreneurial positions. PMID:24228196

  1. Job strain and older workers: Can a reduction in job strain help to eliminate the social security drain?

    PubMed

    Cahalin, Lawrence P

    2009-01-01

    Job strain is the psychological and physiological response to a lack of control or support in the work environment. It appears to be an important risk factor for continued employment throughout the lifespan. Reducing job strain earlier in a workers life has the potential to have substantial beneficial health effects throughout a workers life. Early screening for job strain should be implemented in known high risk or high strain jobs. This is particularly important since there a fewer younger workers entering the labor force and there will be a growing need for older workers to remain in the workforce. Furthermore, healthier workers will require less medical care and are likely to work longer if they are willing and able. Healthier older workers who are willing and able to work longer will defer receipt of retirement benefits while continuing to pay into the Social Security System. Further investigation of older individuals (1) willingness and motivation to work past the normal retirement age, (2) career and employment security, skills development, and reconciliation of working and non-working life, and (3) job strain and effects of reducing job strain is needed. The current job strain literature has been expanded to the Social Security System arena and suggests that reducing job strain has the potential to help eliminate the Social Security drain by increasing older worker labor force retention.

  2. Job Placement in Germany: Developments before and after Deregulation. IAB Labour Market Research Topics No. 31.

    ERIC Educational Resources Information Center

    Walwei, Ulrich

    Since 1994, the German public employment service has not had a monopoly on placement. A new law permits private job placement as an independent activity, but only with a license from the public employment service. Since deregulation, the number of job placement licenses has increased continuously, but the number of placements made by private…

  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. 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.

  5. Academic Job Placements in Library and Information Science Field: A Case Study Performed on ALISE Web-Based Postings

    ERIC Educational Resources Information Center

    Abouserie, Hossam Eldin Mohamed Refaat

    2010-01-01

    The study investigated and analyzed the state of academic web-based job announcements in Library and Information Science Field. The purpose of study was to get in depth understanding about main characteristics and trends of academic job market in Library and Information science field. The study focused on web-based version announcement as it was…

  6. Responding to a Changing Labor Market: The Challenges for Community-Based Organizations.

    ERIC Educational Resources Information Center

    Plastrik, Peter

    Changes in the labor market and rising expectations of employers, government, and job seekers are putting enormous pressure on non-profit, community based organizations (CBOs) in the field of work force development. Providing intensive services for hard-to-serve populations costs more than serving clients who are more "job ready," yet increased…

  7. The Importance of Employer-Sponsored Job-Related Training.

    ERIC Educational Resources Information Center

    Medoff, James L.

    Employer-sponsored, job-related training as a means of satisfying labor demands has potentially profound implications for the operation of the nation's economic system. The alternatives of bidding for desired workers and downgrading job requirements tend to increase inflation and lessen productivity. Since the end of the 1960's, the ability of…

  8. 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.

  9. 20 CFR 655.30 - Processing of an application and job order.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

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

  10. 20 CFR 655.30 - Processing of an application and job order.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

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

  11. 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…

  12. High school drug use predicts job-related outcomes at age 29.

    PubMed

    Ringel, Jeanne S; Ellickson, Phyllis L; Collins, Rebecca L

    2007-03-01

    The present study examines the relationship between hard drug use in high school and occupational and job quality outcomes measured at approximately age 29. We use two different methods aimed at ruling out the possibility of spurious correlations between high school drug use and occupational outcomes: (1) directly controlling for pre-high school characteristics that may affect both high school drug use and later occupational characteristics (e.g., educational orientation, early drug use and deviant behavior); and (2) matching high school users with a subset of nonusers that have very similar characteristics and then estimating the difference in labor market outcomes for these two groups (i.e., propensity score matching). Overall, the results suggest that adolescent drug use is linked with poorer occupational and job quality outcomes as much as 10 years after high school. Interestingly, which job-related outcomes are affected by early hard drug use varies by gender. Females who use hard drugs as adolescents end up in lower skill, lower status jobs while males who use hard drugs as adolescents are more likely to end up in jobs with fewer benefits (e.g., health, retirement).

  13. Physician shortages in rural Vietnam: using a labor market approach to inform policy.

    PubMed

    Vujicic, Marko; Shengelia, Bakhuti; Alfano, Marco; Thu, Ha Bui

    2011-10-01

    This paper investigates labor market dynamics for physicians in Vietnam, paying particular attention to geographic distribution and dual job holding. The analysis is based on a survey of a random sample of physicians in 3 regions in 2009-10. We found that the labor market for physicians in Vietnam is characterized by very little movement among both facility levels and geographic areas. Dual practice is also prominent, with over one-third of physicians holding a second job. After taking account of the various sources of income for physicians and controlling for key factors, there is a significant wage premium associated with locating in an urban area. This premium is driven by much higher earnings from dual job holding rather than official earnings in the primary job. There are important policy implications that emerge. With such low job turnover rates, policies to increase the number of physicians in rural areas could focus on initial recruitment. Once in place, physicians tend to remain in their jobs for a very long time. Lastly, findings from an innovative discrete choice experiment suggest that providing long-term education and improving equipment are the most effective instruments to recruit physicians to work in rural areas. Copyright © 2011 Elsevier Ltd. All rights reserved.

  14. Expert ratings of job demand and job control as predictors of injury and musculoskeletal disorder risk in a manufacturing cohort

    PubMed Central

    Cantley, Linda F; Tessier-Sherman, Baylah; Slade, Martin D; Galusha, Deron; Cullen, Mark R

    2016-01-01

    Objective To examine associations between workplace injury and musculoskeletal disorder (MSD) risk and expert ratings of job-level psychosocial demand and job control, adjusting for job-level physical demand. Methods Among a cohort of 9260 aluminium manufacturing workers in jobs for which expert ratings of job-level physical and psychological demand and control were obtained during the 2 years following rating obtainment, multivariate mixed effects models were used to estimate relative risk (RR) of minor injury and minor MSD, serious injury and MSD, minor MSD only and serious MSD only by tertile of demand and control, adjusting for physical demand as well as other recognised risk factors. Results Compared with workers in jobs rated as having low psychological demand, workers in jobs with high psychological demand had 49% greater risk of serious injury and serious MSD requiring medical treatment, work restrictions or lost work time (RR=1.49; 95% CI 1.10 to 2.01). Workers in jobs rated as having low control displayed increased risk for minor injury and minor MSD (RR=1.45; 95% CI 1.12 to 1.87) compared with those in jobs rated as having high control. Conclusions Using expert ratings of job-level exposures, this study provides evidence that psychological job demand and job control contribute independently to injury and MSD risk in a blue-collar manufacturing cohort, and emphasises the importance of monitoring psychosocial workplace exposures in addition to physical workplace exposures to promote worker health and safety. PMID:26163544

  15. Improved nurse job satisfaction and job retention with the transition from a "mandatory consultation" model to a "semiclosed" surgical intensive care unit: a 1-year prospective evaluation.

    PubMed

    Haut, Elliott R; Sicoutris, Corinna P; Meredith, Denise M; Sonnad, Seema S; Reilly, Patrick M; Schwab, C William; Hanson, C William; Gracias, Vicente H

    2006-02-01

    The change from a "mandatory consultation" to a "semiclosed" surgical intensive care unit (SICU) model will impact nurses considerably. We hypothesize that nurse job satisfaction, job turnover rates, and hospital costs for temporary agency nurses will improve and these improvements will be more dramatic in SICU sections with greater involvement of a dedicated surgical critical care service (SCCS). Prospective longitudinal survey. Tertiary-care university hospital. SICU staff nurses. Change from mandatory consultation to semiclosed SICU. We surveyed SICU nurses during the year-long transition to a semiclosed SICU service (five time points, 3-month intervals). The first four surveys included ten questions on nurse job satisfaction. The final survey included two additional questions. All questions were on a 5-point Likert scale (1 = strongly disagree to 5 = strongly agree). Nurse job turnover rates and money spent on agency nurses were compared over time; 503 of a possible 914 surveys were completed (55% overall return rate). Nurse job satisfaction scores significantly improved over time for all questions (p < .05). Hospital spending on agency nurses decreased significantly (p = .0098). The yearly nurse job turnover rate dropped from 25% to 16% (p = .15). The scores for both year-end statements ("I am more satisfied with my job now than 1 year ago" and "The SCCS management of all orders has improved my job satisfaction") were significantly higher in sections with greater SCCS involvement (p = .0070 and p < .0001). Nurse job satisfaction improved significantly with the transition to a semiclosed SICU. This higher satisfaction was associated with a significant decrease in spending on temporary agency nurses and a trend toward increased staff nurse job retention. SICU sections with greater SCCS involvement had more dramatic improvements. This semiclosed SICU model may help retain SICU nurses in a competitive job market in which experienced nurses are in short supply.

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

    ERIC Educational Resources Information Center

    Palmieri, Frank, Ed.

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

  17. 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…

  18. Marketing for the Teaching Artist

    ERIC Educational Resources Information Center

    Trammell, Kate

    2016-01-01

    As teaching artists enter the field of arts education, they are faced with the challenge of distinguishing themselves in the job search--developing a digital presence is one great way to stand out. After conducting thorough research into their local markets, teaching artists can set long-term career goals while honing online content for a…

  19. Economic and labor market forces matter for worker well-being.

    PubMed

    Tay, Louis; Harter, James K

    2013-07-01

    In light of recent interest in societal subjective well-being, policies that seek to improve the economy and labor markets need to address the question of whether economic factors matter for worker well-being, specifically job satisfaction. In a worldwide representative poll of 136 nations, economic factors are associated with job satisfaction beyond demographic and job factors. Hierarchical linear modeling showed that higher national GDP and job optimism was associated with job satisfaction, whereas higher unemployment was associated with job dissatisfaction. Mediational analyses revealed that economic variables (GDP and job optimism) were partially mediated by job satisfaction in predicting life satisfaction; full mediation was found for unemployment. In a second study, time series regression of monthly data from a nationally representative poll in the United States from 2008 to 2011 revealed that unemployment rate was significantly associated with job dissatisfaction over time. There was some evidence that prior unemployment rates predicted job satisfaction at a higher level than job satisfaction predicted unemployment rates, suggesting that economic factors lead to job (dis)satisfaction rather than the converse. Theoretical and practical implications are discussed. © 2013 The Authors. Applied Psychology: Health and Well-Being © 2013 The International Association of Applied Psychology.

  20. [Occupational stress and job burnout in doctors].

    PubMed

    Zhu, Wei; Wang, Zhi-Ming; Wang, Mian-Zhen; Lan, Ya-Jia; Wu, Si-Ying

    2006-03-01

    To investigate the status of job burnout in doctors and its relationship with occupational stress. A total of 561 doctors from three provincial hospitals were randomly selected. The Maslach Burnout Inventory-General Survey (MBI-GS) was used to identify job burnout. The occupation stress inventory revised edition (OSI-R) was used to evaluate the level of occupational stress. Surgeon and doctors working in the internal medicine wards scored significantly higher in job burnout than their colleagues (P < 0.05). The 30-40 years of age group scored highest in exhaustion. The score of professional efficacy decreased with age and increased with educational levels. Role overload, responsibility, physical environment, reaction and self-care were major predictors for exhaustion. Role insufficiency, role overload and responsibility were major predictors for cynicism. Role insufficiency, social support and rational/cognitive were major predictors for professional efficacy. Maintaining moderate professional duty and responsibility, clearly defining job requirements, enriching leisure activities, and improving self-care ability are important measures to preventing job burnout.