Exploring Gendered Notions: Gender, Job Hunting and Web Searches

NASA Astrophysics Data System (ADS)

Martey, R. M.

Based on analysis of a series of interviews, this chapter suggests that in looking for jobs online, women confront gendered notions of the Internet as well as gendered notions of the jobs themselves. It argues that the social and cultural contexts of both the search tools and the search tasks should be considered in exploring how Web-based technologies serve women in a job search. For these women, the opportunities and limitations of online job-search tools were intimately related to their personal and social needs, especially needs for part-time work, maternity benefits, and career advancement. Although job-seeking services such as Monster.com were used frequently by most of these women, search services did not completely fulfill all their informational needs, and became an — often frustrating — initial starting point for a job search rather than an end-point.

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…

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.

Examining the Job Search-Turnover Relationship: The Role of Embeddedness, Job Satisfaction, and Available Alternatives

ERIC Educational Resources Information Center

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

2011-01-01

This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search-turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These…

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...

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...

Job Search Correspondence.

ERIC Educational Resources Information Center

Lorenzen, Elizabeth A.; And Others

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

Predictors and Outcomes of Job Search Behavior: The Moderating Effects of Gender and Family Situation

ERIC Educational Resources Information Center

Van Hooft, Edwin A. J.; Born, Marise Ph.; Taris, Toon W.; van der Flier, Henk

2005-01-01

This study explored differences in the antecedents and consequences of job search behavior depending on gender and family situation in a large, nationwide sample of the Dutch population. Using Ajzen's (1991) theory of planned behavior (TPB), we found no gender differences in the antecedents of job seeking. However, family situation did affect the…

20 CFR 628.420 - Job training plan.

Code of Federal Regulations, 2011 CFR

2011-04-01

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

20 CFR 628.420 - Job training plan.

Code of Federal Regulations, 2012 CFR

2012-04-01

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

20 CFR 628.420 - Job training plan.

Code of Federal Regulations, 2010 CFR

2010-04-01

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

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

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).

Job Search Self-Efficacy of East Asian International Graduate Students

ERIC Educational Resources Information Center

Lin, Yi-Jiun; Flores, Lisa Y.

2013-01-01

Using a sample of 86 East Asian international graduate students, this study examined Bandura's perceived self-efficacy model (1986) in the domain of job search self-efficacy and tested the mediating effects of job search self-efficacy in the relationship between efficacy source variables and job search behaviors. Results show that both performance…

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

PubMed

Holtom, Brooks C; O'Neill, Bonnie S

2004-05-01

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

Proactive Personality and the Successful Job Search : A Field Investigation with College Graduates

ERIC Educational Resources Information Center

Brown, Douglas J.; Cober, Richard T.; Kane, Kevin; Levy, Paul E.; Shalhoop, Jarrett

2006-01-01

The current article tests a model of proactive personality and job search success with a sample of 180 graduating college students. Using structural equation modeling, the authors tested a theoretical model that specified the relations among proactive personality, job search self-efficacy, job search behaviors, job search effort, and job search…

Pounding the Payment. [A Job-Search Gaming-Simulation].

ERIC Educational Resources Information Center

Aiken, Rebecca; Lutrick, Angie; Kirk, James J.; Nickerson, Lisa; Wilder, Ginny

This manual is a gaming simulation that career development professionals can use to promote awareness of and sensitivity to the job search experience encountered by their clientele. Goals of the simulation are to approximate a real life job search experience from different perspectives, while at the same time making it fun and interactive. Players…

Job Search Strategies of Recent University Graduates in Poland: Plans and Effectiveness

ERIC Educational Resources Information Center

Piróg, Danuta

2016-01-01

The objective of this article was to highlight plans versus actual actions of university graduates in Poland aimed at finding employment. The paper also empirically verifies the impact of chosen job-seeking strategies on the success or failure of their transition to employment. The study was Polish-wide and included graduates of geography. It…

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

PubMed

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

2013-09-01

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

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

PubMed

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

2011-03-01

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

The relationship between emotion regulation strategies and job search behavior among fourth-year university students.

PubMed

Wang, Ling; Xu, Huihui; Zhang, Xue; Fang, Ping

2017-08-01

The job search process is a stressful experience. This study investigated the effect of emotion regulation strategies on job search behavior in combination with anxiety and job search self-efficacy among Chinese university fourth-year students (N = 816, mean age = 21.98, 31.5% male, 34.9% majored in science, 18.0% from "211 Project" universities). Results showed that cognitive reappraisal was positively related to job search behavior, while expressive suppression was negatively related to job search behavior. Additionally, anxiety was negatively related to job search behavior, while job search self-efficacy was positively associated with job search behavior. Moreover, both anxiety and job search self-efficacy mediated the relationship between emotion regulation strategies and job search behavior. In general, emotion regulation strategies played an important role in job search behavior. Implications include the notion that emotion regulation interventions may be helpful to increase job search behavior among university students. Copyright © 2017 The Foundation for Professionals in Services for Adolescents. Published by Elsevier Ltd. All rights reserved.

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

PubMed

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

2018-01-01

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

Job Search Education. Meeting the Challenge of Unemployment.

ERIC Educational Resources Information Center

Kimeldorf, Martin; Tornow, Janice A.

1984-01-01

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

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…

45 CFR 261.34 - Are there any limitations in counting job search and job readiness assistance toward the...

Code of Federal Regulations, 2011 CFR

2011-10-01

... 45 Public Welfare 2 2011-10-01 2011-10-01 false Are there any limitations in counting job search and job readiness assistance toward the participation rates? 261.34 Section 261.34 Public Welfare... Work Activities and How Do They Count? § 261.34 Are there any limitations in counting job search and...

45 CFR 261.34 - Are there any limitations in counting job search and job readiness assistance toward the...

Code of Federal Regulations, 2013 CFR

2013-10-01

... 45 Public Welfare 2 2013-10-01 2012-10-01 true Are there any limitations in counting job search and job readiness assistance toward the participation rates? 261.34 Section 261.34 Public Welfare... Work Activities and How Do They Count? § 261.34 Are there any limitations in counting job search and...

45 CFR 261.34 - Are there any limitations in counting job search and job readiness assistance toward the...

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 2 2010-10-01 2010-10-01 false Are there any limitations in counting job search and job readiness assistance toward the participation rates? 261.34 Section 261.34 Public Welfare... Work Activities and How Do They Count? § 261.34 Are there any limitations in counting job search and...

45 CFR 261.34 - Are there any limitations in counting job search and job readiness assistance toward the...

Code of Federal Regulations, 2012 CFR

2012-10-01

... 45 Public Welfare 2 2012-10-01 2012-10-01 false Are there any limitations in counting job search and job readiness assistance toward the participation rates? 261.34 Section 261.34 Public Welfare... Work Activities and How Do They Count? § 261.34 Are there any limitations in counting job search and...

45 CFR 261.34 - Are there any limitations in counting job search and job readiness assistance toward the...

Code of Federal Regulations, 2014 CFR

2014-10-01

... 45 Public Welfare 2 2014-10-01 2012-10-01 true Are there any limitations in counting job search and job readiness assistance toward the participation rates? 261.34 Section 261.34 Public Welfare... Work Activities and How Do They Count? § 261.34 Are there any limitations in counting job search and...

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…

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

PubMed Central

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

2018-01-01

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

Be Happy, Don't Wait: The Role of Trait Affect in Job Search

ERIC Educational Resources Information Center

Turban, Daniel B.; Lee, Felissa K.; Veiga, Serge P. da Motta; Haggard, Dana L.; Wu, Sharon Y.

2013-01-01

In this study we developed and tested a self-regulatory model of trait affect in job search. Specifically, we theorized that trait positive and negative affect would influence both motivation control and procrastination, and these mediating variables would, in turn, influence job search outcomes through job search intensity. Using longitudinal…

Career Planning Workshop offers advice on landing a job

NASA Astrophysics Data System (ADS)

Fiske, Peter S.

As part of a continuing program on career planning and job hunting skills for geoscientists, AGU sponsored a career workshop at the Fall 1994 meeting in San Francisco. Over 100 attended the 2-hour seminar led by Peter Fiske, a post-doc at Lawrence Livermore National Laboratory, and Al Levin, assistant director of graduate counseling and programs at Stanford University's Career Planning and Placement Center. The purpose of the seminar was to help Ph.D.s identify the transferable skills they possess and to outline the basic steps in making the often difficult transition to a new career outside of research science. According to Fiske and Levin, scientists tend to start their career change by searching for specific jobs and organizations they think might be a good match for their technical training and tend to assume that a technical position is the only good match for them. In fact, research-trained scientists possess a number of transferable skills that are valued in a wide variety of work environments, such as good communication, organizational, and team work skills, and independence.

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.

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…

Tips for a Successful Job Search. PEPNet Tipsheet

ERIC Educational Resources Information Center

PEPNet-Northeast, 2009

2009-01-01

Looking for a job can be a challenging experience. It helps to have a positive attitude and to be well prepared for every aspect of the job search. This tipsheet uses information from the NTID (National Technical Institute for the Deaf) Center on Employment (NCE) at Rochester Institute of Technology/National Technical Institute for the Deaf and…

Predictors of Job Search Intensity among College Graduates

ERIC Educational Resources Information Center

Tziner, Aharon; Vered, Efrat; Ophir, Limor

2004-01-01

This study examined the connection between personality traits (extraversion, conscientiousness, openness) and two strategies for job search: networking (family, friends, etc.) and general search (want ads, employment agencies), making use of Costa and McCrae's five-factor model of personality dimensions. The relations between the two strategies…

Jobs Plan Highlights Education

ERIC Educational Resources Information Center

Klein, Alyson

2011-01-01

President Barack Obama is putting new money to save educators' jobs and help states refurbish aging school facilities at the center of a nearly $450 billion plan to jump-start the sluggish economy. The author talks about the president's plan which is sure to face hurdles in a politically polarized Washington where one house of Congress is…

Optimization process planning using hybrid genetic algorithm and intelligent search for job shop machining.

PubMed

Salehi, Mojtaba; Bahreininejad, Ardeshir

2011-08-01

Optimization of process planning is considered as the key technology for computer-aided process planning which is a rather complex and difficult procedure. A good process plan of a part is built up based on two elements: (1) the optimized sequence of the operations of the part; and (2) the optimized selection of the machine, cutting tool and Tool Access Direction (TAD) for each operation. In the present work, the process planning is divided into preliminary planning, and secondary/detailed planning. In the preliminary stage, based on the analysis of order and clustering constraints as a compulsive constraint aggregation in operation sequencing and using an intelligent searching strategy, the feasible sequences are generated. Then, in the detailed planning stage, using the genetic algorithm which prunes the initial feasible sequences, the optimized operation sequence and the optimized selection of the machine, cutting tool and TAD for each operation based on optimization constraints as an additive constraint aggregation are obtained. The main contribution of this work is the optimization of sequence of the operations of the part, and optimization of machine selection, cutting tool and TAD for each operation using the intelligent search and genetic algorithm simultaneously.

Optimization process planning using hybrid genetic algorithm and intelligent search for job shop machining

PubMed Central

Salehi, Mojtaba

2010-01-01

Optimization of process planning is considered as the key technology for computer-aided process planning which is a rather complex and difficult procedure. A good process plan of a part is built up based on two elements: (1) the optimized sequence of the operations of the part; and (2) the optimized selection of the machine, cutting tool and Tool Access Direction (TAD) for each operation. In the present work, the process planning is divided into preliminary planning, and secondary/detailed planning. In the preliminary stage, based on the analysis of order and clustering constraints as a compulsive constraint aggregation in operation sequencing and using an intelligent searching strategy, the feasible sequences are generated. Then, in the detailed planning stage, using the genetic algorithm which prunes the initial feasible sequences, the optimized operation sequence and the optimized selection of the machine, cutting tool and TAD for each operation based on optimization constraints as an additive constraint aggregation are obtained. The main contribution of this work is the optimization of sequence of the operations of the part, and optimization of machine selection, cutting tool and TAD for each operation using the intelligent search and genetic algorithm simultaneously. PMID:21845020

Active Solution Space and Search on Job-shop Scheduling Problem

NASA Astrophysics Data System (ADS)

Watanabe, Masato; Ida, Kenichi; Gen, Mitsuo

In this paper we propose a new searching method of Genetic Algorithm for Job-shop scheduling problem (JSP). The coding method that represent job number in order to decide a priority to arrange a job to Gannt Chart (called the ordinal representation with a priority) in JSP, an active schedule is created by using left shift. We define an active solution at first. It is solution which can create an active schedule without using left shift, and set of its defined an active solution space. Next, we propose an algorithm named Genetic Algorithm with active solution space search (GA-asol) which can create an active solution while solution is evaluated, in order to search the active solution space effectively. We applied it for some benchmark problems to compare with other method. The experimental results show good performance.

Job Search Patterns of College Graduates: The Role of Social Capital

ERIC Educational Resources Information Center

Coonfield, Emily S.

2012-01-01

This dissertation addresses job search patterns of college graduates and the implications of social capital by race and class. The purpose of this study is to explore (1) how the job search transpires for recent college graduates, (2) how potential social networks in a higher educational context, like KU, may make a difference for students with…

Handbook for Job Search/Vocational Placement.

ERIC Educational Resources Information Center

Rumbaugh, Welcome A.; And Others

This manual is intended for use by secondary school and two-year college personnel engaged in placement work, career education, and guidance. It contains five sections, nineteen short appendixes, and fifteen brochures and reproducible items. Outlined in the first section are secondary and postsecondary job search and placement concepts and a…

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.

The Written Job Search--Doubts and "Leads."

ERIC Educational Resources Information Center

Bernheim, Mark

1982-01-01

Discusses the changes and doubts inherent in job searching of which business and technical communication teachers must be aware. Discusses strategies for using the business briefs section of the local newspaper as a source of employment "leads." (HTH)

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…

Mediating Role of Career Coaching on Job-Search Behavior of Older Generations.

PubMed

Lim, Doo Hun; Oh, Eunjung; Ju, Boreum; Kim, Hae Na

2018-01-01

This study focuses on career development processes and options for older workers in South Korea and explores how career coaching enhances their career development efforts and transition needs. The purpose of this study is to investigate the structural relationship between older employees' goal-setting, self-efficacy, and job-search behavior mediated by career coaching. A total of 249 participants were recruited in a metropolitan city in South Korea. Based on the literature review, hypotheses were developed and tested on the structural model and the following findings were revealed. First, the findings indicate a positive effect of self-efficacy on older workers' job-search behavior. Second, the value of career coaching was found to affect older workers' job-search behavior in the South Korean context. Third, career-goal commitment alone did not have a positive significant effect on job-search behavior, but it was influential through the mediating process of the perceived quality of the career coaching program provided by an employment center in South Korea.

45 CFR 286.105 - What limitations concerning vocational education, job search and job readiness assistance exist...

Code of Federal Regulations, 2011 CFR

2011-10-01

..., job search and job readiness assistance exist with respect to the work participation rate? 286.105 Section 286.105 Public Welfare Regulations Relating to Public Welfare OFFICE OF FAMILY ASSISTANCE (ASSISTANCE PROGRAMS), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN SERVICES...

45 CFR 286.105 - What limitations concerning vocational education, job search and job readiness assistance exist...

Code of Federal Regulations, 2012 CFR

2012-10-01

..., job search and job readiness assistance exist with respect to the work participation rate? 286.105 Section 286.105 Public Welfare Regulations Relating to Public Welfare OFFICE OF FAMILY ASSISTANCE (ASSISTANCE PROGRAMS), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN SERVICES...

45 CFR 286.105 - What limitations concerning vocational education, job search and job readiness assistance exist...

Code of Federal Regulations, 2014 CFR

2014-10-01

..., job search and job readiness assistance exist with respect to the work participation rate? 286.105 Section 286.105 Public Welfare Regulations Relating to Public Welfare OFFICE OF FAMILY ASSISTANCE (ASSISTANCE PROGRAMS), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN SERVICES...

Job-Searching Expectations, Expectancy Violations, and Communication Strategies of Recent College Graduates

ERIC Educational Resources Information Center

Smith, Stephanie A.

2017-01-01

Expectancy violations theory, a communicative framework, is applied in this study to understand how recent college graduates form, evaluate, and respond to violated job-searching expectations. In-depth interviews of college seniors (N = 20) who were currently job searching helped answer the three research questions posed. Using a thematic…

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…

45 CFR 286.105 - What limitations concerning vocational education, job search and job readiness assistance exist...

Code of Federal Regulations, 2010 CFR

2010-10-01

... part of another activity, then there is no limitation on counting the time spent in job search/job... Section 286.105 Public Welfare Regulations Relating to Public Welfare OFFICE OF FAMILY ASSISTANCE (ASSISTANCE PROGRAMS), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN SERVICES...

The Role of Social Networks in the Teacher Job Search Process

ERIC Educational Resources Information Center

Cannata, Marisa

2011-01-01

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

Exploring the Emotional Side of Job Search Behavior for Younger Workforce Entrants.

ERIC Educational Resources Information Center

Linnehan, Frank; Blau, Gary

1998-01-01

A sample of 18- to 23-year-old workforce entrants (N=332) was broken into subsamples. Study 1 found support for detached and interactive job-search behavior which seemed to represent different levels of emotional involvement in the job-search process. Study 2 involved working college students (N=117) and found that extroverts favored interactive…

Job Searching in the 21st Century. Myths and Realities No. 14.

ERIC Educational Resources Information Center

Kerka, Sandra

The Internet is changing the way people look for jobs, but these questions still remain: How effective is online job searching? and Are traditional methods now a waste of time? Surveys indicate only 5.5 percent of 99 million American households had done any online job hunting; a majority of 4,000 executives had job openings posted on their…

Using Storytelling as a Job-Search Strategy

ERIC Educational Resources Information Center

Smart, Karl L.; DiMaria, Jerry

2018-01-01

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

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

ERIC Educational Resources Information Center

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

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

The Impact of Education Level and Gender on Job Search Duration in Turkey

ERIC Educational Resources Information Center

Alp, Elcin Aykac; Sefil, Sinem; Sak, Ali Kursat

2015-01-01

This study examines the effects of changes in unemployment rates on job search duration based on education level and gender in Turkey. Using monthly data obtained from the Turkish Statistical Institute for the period January 2005 through February 2013, we investigated the relationship between job search behavior and unemployment among participants…

Job Search Methods: Consequences for Gender-based Earnings Inequality.

ERIC Educational Resources Information Center

Huffman, Matt L.; Torres, Lisa

2001-01-01

Data from adults in Atlanta, Boston, and Los Angeles (n=1,942) who searched for work using formal (ads, agencies) or informal (networks) methods indicated that type of method used did not contribute to the gender gap in earnings. Results do not support formal job search as a way to reduce gender inequality. (Contains 55 references.) (SK)

Job Search as a Determinant of Graduate Over-Education: Evidence from Australia

ERIC Educational Resources Information Center

Carroll, David; Tani, Massimiliano

2015-01-01

We analyse the relationship between job search and over-education for recent Australian bachelor degree graduates using data from the 2011 Beyond Graduation Survey. Results from panel estimation suggest that jobs found through university careers offices are associated with lower probability of over-education relative to jobs found through…

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…

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

ERIC Educational Resources Information Center

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

2006-01-01

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

Searching Jobs through Vocabulary. English-Spanish Version.

ERIC Educational Resources Information Center

Manning, Angella D., Comp.

This English-Spanish glossary, which is intended for use in career exploration, special education, and English-as-a-second-language courses, consists of side-by-side English and Spanish definitions of terms related to the job search process. A wide range of terms that are likely to be encountered in a career awareness/exploration class is covered,…

Searching Jobs through Vocabulary. English-Vietnamese Version.

ERIC Educational Resources Information Center

Manning, Angella D., Comp.

This English-Vietnamese glossary, which is intended for use in career exploration, special education, and English as a second language courses, consists of side-by-side English and Vietnamese definitions of terms related to the job search process. A wide range of terms that are likely to be encountered in a career awareness/exploration class is…

The Effects of Job Search Behavior and Vocational Self-Concept Crystallization on Job Acquisition: Is There an Interaction?

ERIC Educational Resources Information Center

Quint, Ellen Deutsch; Kopelman, Richard E.

1995-01-01

Predicted job acquisition success would be positively related to the level of job search behavior; the degree of vocational self-concept crystallization; and most strongly, the combined effects (interaction) of the two. Data from two samples supported the first prediction, but not the latter two. (JBJ)

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

ERIC Educational Resources Information Center

Indiana Career and Postsecondary Advancement Center, Bloomington.

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

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.

20 CFR 628.535 - Limitations on job search assistance.

Code of Federal Regulations, 2010 CFR

2010-04-01

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

Looking for a New Sport That Pays Well? Consider the Game of Federal Job Search.

ERIC Educational Resources Information Center

Troutman, Kathryn Kraemer

This paper compares searching for a Federal Job to taking up a new sport. Becoming good at a sport takes lessons and coaching, study of the rules, practice, investment in equipment and special clothes, time to play, scheduling, and ongoing interest with friend who enjoy the same sport. An Expert Player/Jobseeker in the Federal Job Search System…

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

PubMed

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

2016-10-01

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

Jobs and Career Planning. College Bound Guide.

ERIC Educational Resources Information Center

Mitchell, Joyce Slayton

This guide to jobs and career planning begins by stressing that high school curriculum choices add up to college choices, and college choices lead to career possibilities. A section on college planning offers tips on deciding what degree to work towards, and describes unusual careers that are unrelated to college majors. A section on career…

Sexually Integrated Workplaces and Divorce: Another Form of On-the-Job Search

ERIC Educational Resources Information Center

McKinnish, Terra G.

2007-01-01

As women have entered the work force and occupational sex segregation has declined, workers experience increased contact with the opposite sex on the job. The sex mix a worker encounters on the job should affect the cost of search for alternative mates and therefore the probability of divorce. This paper uses 1990 Census data to calculate the sex…

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

ERIC Educational Resources Information Center

Schein, Edgar H.

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

The Graduate Job Search Process--A Lesson in Persistence Rather than Good Career Management?

ERIC Educational Resources Information Center

McKeown, Tui; Lindorff, Margaret

2011-01-01

Purpose: The paper seeks to provide perspectives on the job search expectations and job seeking strategies of Australian graduates, including their perceptions of University Careers Centres (UCCs). Design/methodology/approach: A total of 45 new graduates and representatives of five UCCs were interviewed. Findings: Both Australian graduates and…

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…

Choice-Making in Vocational Activities Planning: Recommendations from Job Coaches

ERIC Educational Resources Information Center

Cobigo, Virginie; Lachapelle, Yves; Morin, Diane

2010-01-01

Choice in the job seeking process may lead to increased satisfaction with the chosen job, and improve attention, performance, and motivation. Consequently, providing opportunities to express choices and interests while planning vocational activities is a key factor in achieving employment outcomes. Despite their commitment to promoting…

Effectiveness of a Career Development Course on Students' Job Search Skills and Self-Efficacy

ERIC Educational Resources Information Center

McDow, Lauren W.; Zabrucky, Karen M.

2015-01-01

In the current economic landscape, most college students' primary goal for obtaining an undergraduate degree is an increase in job opportunities and salary potential. Additionally, the average combined result of graduates' job searches is one of the primary factors in rankings of higher education institutions. In this study we assessed the…

A Panel Data Investigation of the Relationship between Graduate Job Search and Employment Outcomes

ERIC Educational Resources Information Center

Carroll, David

2013-01-01

The transition from study to work is an important one. The jobs that graduates secure after completing their studies may very well shape the trajectory of their future careers, so an understanding of how job search influences employment outcomes has significant implications for theory and higher education practice. This article specifically…

An Analysis of the Impact of Job Search Behaviors on Air Force Company Grade Officer Turnover

DTIC Science & Technology

2012-03-01

pilot tested on Air Force CGOs. Participants were given the definition of passive job search and active job search used in this research effort, and...identifying these different groups and testing the modified model separately within each could yield more accuracy in predicting turnover. This research ...the model the same way. Use of the pseudo R 2 , and the reported statistics and the table design were done in the same manner as previous research

E-Portfolio, a Valuable Job Search Tool for College Students

ERIC Educational Resources Information Center

Yu, Ti

2012-01-01

Purpose: The purpose of this paper is to find answers to the following questions: How do employers think about e-portfolios? Do employers really see e-portfolios as a suitable hiring tool? Which factors in students' e-portfolios attract potential employers? Can e-portfolios be successfully used by students in their search for a job?…

A Model Job Rotation Plan: A 10-Year Follow-up.

ERIC Educational Resources Information Center

Robinson, Daniel C.; Delbridge-Parker, Linda

1991-01-01

Describes model job rotation plan in a college student affairs division in which a staff member (intern) rotates among departments as a staff development opportunity. A 10-year follow-up evaluation underscored the success of the program. Concludes job rotation is not just learning experience, but it is also sharing experience. (Author/ABL)

Is the Unemployment Rate of Women Too Low? A Direct Test of the Economic Theory of Job Search.

ERIC Educational Resources Information Center

Sandell, Steven H.

To test the economic theory of job search and the rationality of job search behavior by unemployed married women, the importance of reservation wages (or wages requested for employment) was studied for its effect on the duration of unemployment and its relationship to the subsequent rate of pay upon reemployment. Models were established to explain…

Satisfaction with Career Planning and Job Placement Services at Two Year Public Colleges.

ERIC Educational Resources Information Center

Ahrens, Anne M.; Boatwright, Michael A.

1997-01-01

Describes a study which examined two-year public college students' satisfaction with career planning and job placement services. Findings include that women were more satisfied than men and that the Business Operations job cluster received the highest satisfaction rating. Also indicates that students were more satisfied with career planning than…

His and Her Job: What Matters Most for Fertility Plans and Actual Childbearing?

ERIC Educational Resources Information Center

Kaufman, Gayle; Bernhardt, Eva

2012-01-01

This study examines workplace culture and fertility plans and transitions in Sweden. This study goes beyond previous research in examining the effect of particular job characteristics as well as the influence of a partner's job characteristics on women's and men's birth plans and transitions. We use data from the 1999 and 2003 Swedish Young Adult…

Factors associated with intended staff turnover and job search behaviour in services for people with intellectual disability.

PubMed

Hatton, C; Emerson, E; Rivers, M; Mason, H; Swarbrick, R; Mason, L; Kiernan, C; Reeves, D; Alborz, A

2001-06-01

Staff turnover is a major problem in services for people with intellectual disability (ID). Therefore, understanding the reasons for staff turnover is vital for organizations seeking to improve their performance. The present study investigates the factors directly and indirectly associated with an intention to leave an organization and actual job search behaviour amongst staff in services for people with ID. As part of a large-scale survey of staff in services for people with ID, information was collected from 450 staff concerning intended turnover, job search behaviour and a wide range of factors potentially associated with these outcomes. Path analyses revealed that work satisfaction, job strain, younger staff age and easier subjective labour conditions were directly associated with intended turnover. The same factors, with the exception of younger staff age, were also directly associated with job search behaviour. Factors indirectly associated with these outcomes included wishful thinking, alienative commitment to the organization, lack of staff support, role ambiguity, working longer contracted hours, having a low-status job, a lack of influence over decisions at work and less orientation to working in community settings with people with ID. The models of staff turnover empirically derived in the present study confirm and extend previous research in this area. The implications for organizations are discussed.

Weak Ties and Self-Regulation in Job Search: The Effects of Goal Orientation on Networking

ERIC Educational Resources Information Center

Hatala, John-Paul; Yamkovenko, Bogdan

2016-01-01

The purpose of this study is to empirically investigate the relationship between the self-regulatory variable of goal orientation and the extent to which job seekers reach out to and use weak ties in their job search. Weak ties, as defined by Granovettor, are connections to densely knit networks outside the individual's direct contacts who could…

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…

Teaching Job Search Written and Oral Communication Skills through an Integrated Approach

ERIC Educational Resources Information Center

Addams, Lon; Woodbury, Denise

2009-01-01

Business educators understand the value of improving students' written and oral communication skills. However, too often assignments used to develop these important skills are taught in isolation. The purpose of this article is to enhance a student's written and oral skills by integrating all aspects of the job search written documents and…

Job task characteristics of Australian emergency services volunteers during search and rescue operations.

PubMed

Silk, Aaron; Lenton, Gavin; Savage, Robbie; Aisbett, Brad

2018-02-01

Search and rescue operations are necessary in locating, assisting and recovering individuals lost or in distress. In Australia, land-based search and rescue roles require a range of physically demanding tasks undertaken in dynamic and challenging environments. The aim of the current research was to identify and characterise the physically demanding tasks inherent to search and rescue operation personnel within Australia. These aims were met through a subjective job task analysis approach. In total, 11 criterion tasks were identified by personnel. These tasks were the most physically demanding, frequently occurring and operationally important tasks to these specialist roles. Muscular strength was the dominant fitness component for 7 of the 11 tasks. In addition to the discrete criterion tasks, an operational scenario was established. With the tasks and operational scenario identified, objective task analysis procedures can be undertaken so that practitioners can implement evidence-based strategies, such as physical selection procedures and task-based physical training programs, commensurate with the physical demands of search and rescue job roles. Practitioner Summary: The identification of physically demanding tasks amongst specialist emergency service roles predicates health and safety strategies which can be incorporated into organisations. Knowledge of physical task parameters allows employers to mitigate injury risk through the implementation of strategies modelled on the precise physical demands of the role.

Job sharing in clinical nutrition management: a plan for successful implementation.

PubMed

Visocan, B J; Herold, L S; Mulcahy, M J; Schlosser, M F

1993-10-01

While women continue to enter the American work force in record numbers; many experience difficulty in juggling career and family obligations. Flexible scheduling is one option used to ease work and family pressures. Women's changing work roles have potentially noteworthy implications for clinical nutrition management, a traditionally female-dominated profession where the recruitment and retention of valued, experienced registered dietitians can prove to be a human resources challenge. Job sharing, one type of flexible scheduling, is applicable to the nutrition management arena. This article describes and offers a plan for overcoming obstacles to job sharing, including determining feasibility, gaining support of top management, establishing program design, announcing the job share program, and using implementation, monitoring, and fine-tuning strategies. Benefits that can be derived from a successful job share are reduced absenteeism, decreased turnover, enhanced recruitment, improved morale, increased productivity, improved job coverage, and enhanced skills and knowledge base. A case study illustrates one method for achieving job sharing success in clinical nutrition management.

Job Campaign Strategies. The Career Life Assessment Skills Series, Booklet Three. 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 discusses job search strategies, resume writing, and job interviews. Part I discourages conventional job-hunting techniques (i.e., visiting employment agencies, researching want ads, going through company personnel offices, and sending resumes and cover letters in…

Assessing public health job portals over the internet.

PubMed

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

2016-09-01

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

Beyond Job Search or Basic Education: Rethinking the Role of Skills in Welfare Reform.

ERIC Educational Resources Information Center

Strawn, Julie

Most welfare-to-work programs may be classified as quick employment programs emphasizing individual or group job searches or skill-building programs emphasizing basic education. Although both types of programs offer benefits, they also suffer from significant limitations. To be more effective than their predecessors, current-generation…

Job Dissatisfaction among Air Force Clinical Nurses: Causes and Ways to Change It.

DTIC Science & Technology

1988-01-01

44%) of nurses planning an L Air Force career (14:--). Recognizing job satisfaction can be a major deciding factor in choosing an Air Force career ... burnout and searched for ideas on how to improve clinical nursing in the Air Force. improving job satisfaction in nursing today is a hot topic and...clinical nurses are falling victim to " burnout " syndrome, which in turn is affecting their job satisfaction . Air Force clinical inpatient nurses are managing

Three hybridization models based on local search scheme for job shop scheduling problem

NASA Astrophysics Data System (ADS)

Balbi Fraga, Tatiana

2015-05-01

This work presents three different hybridization models based on the general schema of Local Search Heuristics, named Hybrid Successive Application, Hybrid Neighborhood, and Hybrid Improved Neighborhood. Despite similar approaches might have already been presented in the literature in other contexts, in this work these models are applied to analyzes the solution of the job shop scheduling problem, with the heuristics Taboo Search and Particle Swarm Optimization. Besides, we investigate some aspects that must be considered in order to achieve better solutions than those obtained by the original heuristics. The results demonstrate that the algorithms derived from these three hybrid models are more robust than the original algorithms and able to get better results than those found by the single Taboo Search.

Simulation as a planning tool for job-shop production environment

NASA Astrophysics Data System (ADS)

Maram, Venkataramana; Nawawi, Mohd Kamal Bin Mohd; Rahman, Syariza Abdul; Sultan, Sultan Juma

2015-12-01

In this paper, we made an attempt to use discrete event simulation software ARENA® as a planning tool for job shop production environment. We considered job shop produces three types of Jigs with different sequence of operations to study and improve shop floor performance. The sole purpose of the study is to identifying options to improve machines utilization, reducing job waiting times at bottleneck machines. First, the performance of the existing system was evaluated by using ARENA®. Then identified improvement opportunities by analyzing base system results. Second, updated the model with most economical options. The proposed new system outperforms with that of the current base system by 816% improvement in delay times at paint shop by increase 2 to 3 and Jig cycle time reduces by Jig1 92%, Jig2 65% and Jig3 41% and hence new proposal was recommended.

A Search Algorithm for Generating Alternative Process Plans in Flexible Manufacturing System

NASA Astrophysics Data System (ADS)

Tehrani, Hossein; Sugimura, Nobuhiro; Tanimizu, Yoshitaka; Iwamura, Koji

Capabilities and complexity of manufacturing systems are increasing and striving for an integrated manufacturing environment. Availability of alternative process plans is a key factor for integration of design, process planning and scheduling. This paper describes an algorithm for generation of alternative process plans by extending the existing framework of the process plan networks. A class diagram is introduced for generating process plans and process plan networks from the viewpoint of the integrated process planning and scheduling systems. An incomplete search algorithm is developed for generating and searching the process plan networks. The benefit of this algorithm is that the whole process plan network does not have to be generated before the search algorithm starts. This algorithm is applicable to large and enormous process plan networks and also to search wide areas of the network based on the user requirement. The algorithm can generate alternative process plans and to select a suitable one based on the objective functions.

Disciplinarity and the Job Search, 1995.

ERIC Educational Resources Information Center

Vandenberg, Peter

The way job positions in English studies are conceptualized, advertised, applied for, and awarded is defined by the conventional contours of literary study. The precision with which the "Job Information List" breaks down literature positions by national and historical categories reflects the desire of a great many departments to hire and…

Recruitment, Job Search, and the United States Employment Service. Volume II: Tables and Methods.

ERIC Educational Resources Information Center

Camil Associates, Inc., Philadelphia, PA.

This volume contains the appendixes to Volume I of the report on recruitment, job search, and the United States Employment Service in 20 middle-sized American cities. Appendix A contains 165 pages of tables. Appendix B (63 pages) contains details of sample design, data analysis, and estimate precision under the categories of: Overview of the study…

Job Search Manual for Mature Workers.

ERIC Educational Resources Information Center

Merrill, Fred L.

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

Books for the Job Hunt.

ERIC Educational Resources Information Center

Saltzman, Amy

1992-01-01

Reviews new and classic titles on career choice, job search methods, executive/professional job search, resume writing, and interviewing. Advises avoiding books with simplistic formulas and exercises or overt sales pitches for software, videos, and other products. (SK)

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

PubMed

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

2014-01-01

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

95. JOB NO. 1347F, SHEET 1, 1927/1931, PLOT PLAN, ASSEMBLY ...

Library of Congress Historic Buildings Survey, Historic Engineering Record, Historic Landscapes Survey

95. JOB NO. 1347-F, SHEET 1, 1927/1931, PLOT PLAN, ASSEMBLY BUILDING FOR FORD MOTOR COMPANY, LONG BEACH, CALIFORNIA - Ford Motor Company Long Beach Assembly Plant, Assembly Building, 700 Henry Ford Avenue, Long Beach, Los Angeles County, CA

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).

Heuristic Search for Planning with Different Forced Goal-Ordering Constraints

PubMed Central

Zhang, Weiming; Cui, Jing; Zhu, Cheng; Huang, Jincai; Liu, Zhong

2013-01-01

Planning with forced goal-ordering (FGO) constraints has been proposed many times over the years, but there are still major difficulties in realizing these FGOs in plan generation. In certain planning domains, all the FGOs exist in the initial state. No matter which approach is adopted to achieve a subgoal, all the subgoals should be achieved in a given sequence from the initial state. Otherwise, the planning may arrive at a deadlock. For some other planning domains, there is no FGO in the initial state. However, FGO may occur during the planning process if certain subgoal is achieved by an inappropriate approach. This paper contributes to illustrate that it is the excludable constraints among the goal achievement operations (GAO) of different subgoals that introduce the FGOs into the planning problem, and planning with FGO is still a challenge for the heuristic search based planners. Then, a novel multistep forward search algorithm is proposed which can solve the planning problem with different FGOs efficiently. PMID:23935443

Automatic programming via iterated local search for dynamic job shop scheduling.

PubMed

Nguyen, Su; Zhang, Mengjie; Johnston, Mark; Tan, Kay Chen

2015-01-01

Dispatching rules have been commonly used in practice for making sequencing and scheduling decisions. Due to specific characteristics of each manufacturing system, there is no universal dispatching rule that can dominate in all situations. Therefore, it is important to design specialized dispatching rules to enhance the scheduling performance for each manufacturing environment. Evolutionary computation approaches such as tree-based genetic programming (TGP) and gene expression programming (GEP) have been proposed to facilitate the design task through automatic design of dispatching rules. However, these methods are still limited by their high computational cost and low exploitation ability. To overcome this problem, we develop a new approach to automatic programming via iterated local search (APRILS) for dynamic job shop scheduling. The key idea of APRILS is to perform multiple local searches started with programs modified from the best obtained programs so far. The experiments show that APRILS outperforms TGP and GEP in most simulation scenarios in terms of effectiveness and efficiency. The analysis also shows that programs generated by APRILS are more compact than those obtained by genetic programming. An investigation of the behavior of APRILS suggests that the good performance of APRILS comes from the balance between exploration and exploitation in its search mechanism.

Unemployed People in Search of a Job: Reconsidering the Role of Search Behavior

ERIC Educational Resources Information Center

Sverko, Branimir; Galic, Zvonimir; Sersic, Darja Maslic; Galesic, Mirta

2008-01-01

A three-wave longitudinal study of unemployed persons in Croatia was used to examine the antecedents of job-seeking behavior and reemployment. A series of demographic, motivational and job-constraint variables were posited to influence job-seeking behavior, which, in turn, was hypothesized to affect (re)employment. The participants were surveyed…

JOB Soup for Women: 80 Job Bites You Can Sink Your Teeth into.

ERIC Educational Resources Information Center

Martin, Melissa

Written for women by a career counselor, this resource guide provides proven job-search tips and teaches women about their personal job power. Its 80 job bites are divided into 10 chapters: "Choosing a Career & Evaluating a Job"; "Learn To Be an Assertive Woman at the Workplace"; "Portfolios, Resumes, Cover Letters, and Thank You Notes"; "Knowing…

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

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

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

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

Evaluating the effectiveness of Washington state repeated job search services on the employment rate of prime-age female welfare recipients☆

PubMed Central

Hsiao, Cheng; Shen, Yan; Wang, Boqing; Weeks, Greg

2014-01-01

This paper uses an unbalanced panel dataset to evaluate how repeated job search services (JSS) and personal characteristics affect the employment rate of the prime-age female welfare recipients in the State of Washington. We propose a transition probability model to take into account issues of sample attrition, sample refreshment and duration dependence. We also generalize Honoré and Kyriazidou’s [Honoré, B.E., Kyriazidou, E., 2000. Panel data discrete choice models with lagged dependent variables. Econometrica 68 (4), 839–874] conditional maximum likelihood estimator to allow for the presence of individual-specific effects. A limited information test is suggested to test for selection issues in non-experimental data. The specification tests indicate that the (conditional on the set of the confounding variables considered) assumptions of no selection due to unobservables and/or no unobserved individual-specific effects are not violated. Our findings indicate that the first job search service does have positive and significant impacts on the employment rate. However, providing repeated JSS to the same client has no significant impact. Further, we find that there are significant experience-enhancing effects. These findings suggest that providing one job search services training to individuals may have a lasting impact on raising their employment rates. PMID:26052178

Evaluating the effectiveness of Washington state repeated job search services on the employment rate of prime-age female welfare recipients.

PubMed

Hsiao, Cheng; Shen, Yan; Wang, Boqing; Weeks, Greg

2008-07-01

This paper uses an unbalanced panel dataset to evaluate how repeated job search services (JSS) and personal characteristics affect the employment rate of the prime-age female welfare recipients in the State of Washington. We propose a transition probability model to take into account issues of sample attrition, sample refreshment and duration dependence. We also generalize Honoré and Kyriazidou's [Honoré, B.E., Kyriazidou, E., 2000. Panel data discrete choice models with lagged dependent variables. Econometrica 68 (4), 839-874] conditional maximum likelihood estimator to allow for the presence of individual-specific effects. A limited information test is suggested to test for selection issues in non-experimental data. The specification tests indicate that the (conditional on the set of the confounding variables considered) assumptions of no selection due to unobservables and/or no unobserved individual-specific effects are not violated. Our findings indicate that the first job search service does have positive and significant impacts on the employment rate. However, providing repeated JSS to the same client has no significant impact. Further, we find that there are significant experience-enhancing effects. These findings suggest that providing one job search services training to individuals may have a lasting impact on raising their employment rates.

The impact of flexible benefits plans on job satisfaction, organizational commitment and turnover intentions.

PubMed

Heshizer, B

1994-01-01

This study assesses the dimensionality of employee attitudes toward flexible benefits plans and the impact of these plans on measures of job satisfaction, commitment and turnover intent. The study points to the need for more work on the measurement of employee attitudes toward flexible benefits and on the nomological framework of flexible benefits as a construct in compensation research.

Measuring the usefulness of family planning job aids following distribution at training workshops.

PubMed

Tumlinson, Katherine; Hubacher, David; Wesson, Jennifer; Lasway, Christine

2010-09-01

A job aid is a tool, such as a flowchart or checklist, that makes it easier for staff to carry out tasks by providing quick access to needed information. Many public health organizations are engaged in the production of job aids intended to improve adherence to important medical guidelines and protocols, particularly in resource-constrained countries. However, some evidence suggests that actual use of job aids remains low. One strategy for improving utilization is the introduction of job aids in training workshops. This paper summarizes the results of two separate evaluations conducted in Uganda and the Dominican Republic (DR) which measured the usefulness of a series of four family planning checklists 7-24 months after distribution in training workshops. While more than half of the health care providers used the checklists at least once, utilization rates were sub-optimal. However, the vast majority of those providers who utilized the checklists found them to be very useful in their work.

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

ERIC Educational Resources Information Center

Knox, Deborah L.; Butzel, Sandra S.

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

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…

Testing for the impact of correlates on medical technologists' intent to leave their jobs.

PubMed

Blau, Gary; Ward-Cook, Kory; Edgar, Laura Culver

2006-01-01

This study used a sample of 209 repeat-respondent medical technologists over a 4-year period to investigate correlates of intent to leave one's job. Correlates measured included two job search behaviors (i.e., preparatory and active) and three job search motives (i.e., gain leverage, leave employer, and family related). Results showed that active job search and the leave employer job search motives were each positively related to final intent to leave one's job. The gain leverage job search motive was negatively related to final intent to leave one's job. In addition, job satisfaction was negatively related, while only initial job loss insecurity was positively related, to final intent to leave one's job.

An analysis of iterated local search for job-shop scheduling.

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

Whitley, L. Darrell; Howe, Adele E.; Watson, Jean-Paul

2003-08-01

Iterated local search, or ILS, is among the most straightforward meta-heuristics for local search. ILS employs both small-step and large-step move operators. Search proceeds via iterative modifications to a single solution, in distinct alternating phases. In the first phase, local neighborhood search (typically greedy descent) is used in conjunction with the small-step operator to transform solutions into local optima. In the second phase, the large-step operator is applied to generate perturbations to the local optima obtained in the first phase. Ideally, when local neighborhood search is applied to the resulting solution, search will terminate at a different local optimum, i.e.,more » the large-step perturbations should be sufficiently large to enable escape from the attractor basins of local optima. ILS has proven capable of delivering excellent performance on numerous N P-Hard optimization problems. [LMS03]. However, despite its implicity, very little is known about why ILS can be so effective, and under what conditions. The goal of this paper is to advance the state-of-the-art in the analysis of meta-heuristics, by providing answers to this research question. They focus on characterizing both the relationship between the structure of the underlying search space and ILS performance, and the dynamic behavior of ILS. The analysis proceeds in the context of the job-shop scheduling problem (JSP) [Tai94]. They begin by demonstrating that the attractor basins of local optima in the JSP are surprisingly weak, and can be escaped with high probaiblity by accepting a short random sequence of less-fit neighbors. this result is used to develop a new ILS algorithms for the JSP, I-JAR, whose performance is competitive with tabu search on difficult benchmark instances. They conclude by developing a very accurate behavioral model of I-JAR, which yields significant insights into the dynamics of search. The analysis is based on a set of 100 random 10 x 10 problem instances, in

Career plans of primary care midwives in the Netherlands and their intentions to leave the current job.

PubMed

Warmelink, J Catja; Wiegers, Therese A; de Cock, T Paul; Spelten, Evelien R; Hutton, Eileen K

2015-05-10

In labour market policy and planning, it is important to understand the motivations of people to continue in their current job or to seek other employment. Over the last decade, besides the increasingly medical approach to pregnancy and childbirth and decreasing home births, there were additional dramatic changes and pressures on primary care midwives and midwifery care. Therefore, it is important to re-evaluate the career plans of primary care midwives and their intentions to leave their current job. All 108 primary care midwives of 20 selected midwifery care practices in the Netherlands were invited to fill out a written questionnaire with questions regarding career plans and intentions to leave. Bivariate analyses were carried out to compare career plans and work-related and personal characteristics and attitudes towards work among the group of midwives who indicated that they intended to leave their current job (ITL group) and those who indicated they had no intention to leave (NITL group). Significant predictors of ITL were included in the multiple binary logistic regression with 'intention to leave' as the dependent variable. In 2010, 32.7% of the 98 participating primary care midwives surveyed had considered an intention to leave their current type of job in the past year. Fewer ITL midwives wanted to be a self-employed practitioner with the full range of primary care tasks and work full-time. Significant predictors of the primary care midwives' intention to leave included a lower overall score on the job satisfaction scale (OR = 0.18; 95% CI = 0.06-0.58; p = 0.004) and being between 30 and 45 years old (OR = 2.69; 95% CI = 1.04-7.0; p = 0.041). Our study shows that, despite significant changes in the reproductive, maternal and newborn health service delivery that impact on independent midwifery practice, the majority of primary care midwives intended to stay in primary care. The absence of job satisfaction, and being in the age group between 30 and 45 years

A Comparison of Training Experience, Training Satisfaction, and Job Search Experiences between Integrated Vascular Surgery Residency and Traditional Vascular Surgery Fellowship Graduates.

PubMed

Colvard, Benjamin; Shames, Murray; Schanzer, Andres; Rectenwald, John; Chaer, Rabih; Lee, Jason T

2015-10-01

The first 2 integrated vascular residents in the United States graduated in 2012, and in 2013, 11 more entered the job market. The purpose of this study was to compare the job search experiences of the first cohort of integrated 0 + 5 graduates to their counterparts completing traditional 5 + 2 fellowship programs. An anonymous, Web-based, 15-question survey was sent to all 11 graduating integrated residents in 2013 and to the 25 corresponding 5 + 2 graduating fellows within the same institution. Questions focused on the following domains: training experience, job search timelines and outcomes, and overall satisfaction with each training paradigm. Survey response was nearly 81% for the 0 + 5 graduates and 64% for the 5 + 2 graduates. Overall, there was no significant difference between residents and fellows in the operative experience obtained as measured by the number of open and endovascular cases logged. Dedicated research time during the entire training period was similar between residents and fellows. Nearly all graduates were extremely satisfied with their training and had positive experiences during their job searches with respect to starting salaries, numbers of offers, and desired practice type. More 0 + 5 residents chose academic and mixed practices over private practices compared with 5 + 2 fellowship graduates. Although longer term data are needed to understand the impact of the addition of 0 + 5 graduating residents to the vascular surgery work force, preliminary survey results suggest that both training paradigms (0 + 5 and 5 + 2) provide positive training experiences that result in excellent job search experiences. Based on the current and future need for vascular surgeons in the work force, the continued growth and expansion of integrated 0 + 5 vascular surgery residency positions as an alternative to traditional fellowship training is thus far justified. Copyright © 2015 Elsevier Inc. All rights reserved.

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.

More Job Services--Better Employment Outcomes: Increasing Job Attainment for People with IDD

ERIC Educational Resources Information Center

Nord, Derek

2016-01-01

Job search, job placement, and on-the-job supports are valuable services provided to many people with intellectual and developmental disabilities (IDD) to obtain work in the community. Investigating those who were unemployed at the time of service entry, this study seeks to extend understanding about the effect of services. Using extant data, a…

Deconstructing Nowicki and Smutnickis i-TSAB tabu search algorithm for the job-shop scheduling problem.

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

Whitley, L. Darrell; Watson, Jean-Paul; Howe, Adele E.

Over the last decade and a half, tabu search algorithms for machine scheduling have gained a near-mythical reputation by consistently equaling or establishing state-of-the-art performance levels on a range of academic and real-world problems. Yet, despite these successes, remarkably little research has been devoted to developing an understanding of why tabu search is so effective on this problem class. In this paper, we report results that provide significant progress in this direction. We consider Nowicki and Smutnicki's i-TSAB tabu search algorithm, which represents the current state-of-the-art for the makespan-minimization form of the classical jobshop scheduling problem. Via a series ofmore » controlled experiments, we identify those components of i-TSAB that enable it to achieve state-of-the-art performance levels. In doing so, we expose a number of misconceptions regarding the behavior and/or benefits of tabu search and other local search metaheuristics for the job-shop problem. Our results also serve to focus future research, by identifying those specific directions that are most likely to yield further improvements in performance.« less

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

Code of Federal Regulations, 2010 CFR

2010-04-01

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

Creative Engineering Based Education with Autonomous Robots Considering Job Search Support

NASA Astrophysics Data System (ADS)

Takezawa, Satoshi; Nagamatsu, Masao; Takashima, Akihiko; Nakamura, Kaeko; Ohtake, Hideo; Yoshida, Kanou

The Robotics Course in our Mechanical Systems Engineering Department offers “Robotics Exercise Lessons” as one of its Problem-Solution Based Specialized Subjects. This is intended to motivate students learning and to help them acquire fundamental items and skills on mechanical engineering and improve understanding of Robotics Basic Theory. Our current curriculum was established to accomplish this objective based on two pieces of research in 2005: an evaluation questionnaire on the education of our Mechanical Systems Engineering Department for graduates and a survey on the kind of human resources which companies are seeking and their expectations for our department. This paper reports the academic results and reflections of job search support in recent years as inherited and developed from the previous curriculum.

Integrated Dynamic Process Planning and Scheduling in Flexible Manufacturing Systems via Autonomous Agents

NASA Astrophysics Data System (ADS)

Nejad, Hossein Tehrani Nik; Sugimura, Nobuhiro; Iwamura, Koji; Tanimizu, Yoshitaka

Process planning and scheduling are important manufacturing planning activities which deal with resource utilization and time span of manufacturing operations. The process plans and the schedules generated in the planning phase shall be modified in the execution phase due to the disturbances in the manufacturing systems. This paper deals with a multi-agent architecture of an integrated and dynamic system for process planning and scheduling for multi jobs. A negotiation protocol is discussed, in this paper, to generate the process plans and the schedules of the manufacturing resources and the individual jobs, dynamically and incrementally, based on the alternative manufacturing processes. The alternative manufacturing processes are presented by the process plan networks discussed in the previous paper, and the suitable process plans and schedules are searched and generated to cope with both the dynamic status and the disturbances of the manufacturing systems. We initiatively combine the heuristic search algorithms of the process plan networks with the negotiation protocols, in order to generate suitable process plans and schedules in the dynamic manufacturing environment. A simulation software has been developed to carry out case studies, aimed at verifying the performance of the proposed multi-agent architecture.

Family Planning Counseling in Your Pocket: A Mobile Job Aid for Community Health Workers in Tanzania.

PubMed

Agarwal, Smisha; Lasway, Christine; L'Engle, Kelly; Homan, Rick; Layer, Erica; Ollis, Steve; Braun, Rebecca; Silas, Lucy; Mwakibete, Anna; Kudrati, Mustafa

2016-06-20

To address low contraceptive use in Tanzania, a pilot intervention using a mobile job aid was developed to guide community health workers (CHWs) to deliver integrated counseling on family planning, HIV, and other sexually transmitted infections (STIs). In this article, we describe the process of developing the family planning algorithms and implementation of the mobile job aid, discuss how the job aid supported collection of real-time data for decision making, and present the cost of the overall system based on an evaluation of the pilot. The family planning algorithm was developed, beginning in June 2011, in partnership with the Tanzania Ministry of Health and Social Welfare based on a combination of evidence-based tools such as the Balanced Counseling Strategy Plus Toolkit. The pilot intervention and study was implemented with 25 CHWs in 3 wards in Ilala district in Dar es Salaam between January 2013 and July 2013. A total of 710 family planning users (455 continuing users and 255 new users) were registered and counseled using the mobile job aid over the 6-month intervention period. All users were screened for current pregnancy, questioned on partner support for contraceptive use, counseled on a range of contraceptives, and screened for HIV/STI risk. Most new and continuing family planning users chose pills and male condoms (59% and 73%, respectively). Pills and condoms were provided by the CHW at the community level. Referrals were made to the health facility for pregnancy confirmation, injectable contraceptives, long-acting reversible contraceptives and HIV/STI testing. Follow-up visits with clients were planned to confirm completion of the health facility referral. The financial cost of implementing this intervention with 25 CHWs and 3 supervisors are estimated to be US$26,000 for the first year. For subsequent years, the financial costs are estimated to be 73% lower at $7,100. Challenges such as limited client follow-up by CHWs and use of data by supervisors

Family Planning Counseling in Your Pocket: A Mobile Job Aid for Community Health Workers in Tanzania

PubMed Central

Agarwal, Smisha; Lasway, Christine; L’Engle, Kelly; Homan, Rick; Layer, Erica; Ollis, Steve; Braun, Rebecca; Silas, Lucy; Mwakibete, Anna; Kudrati, Mustafa

2016-01-01

Abstract To address low contraceptive use in Tanzania, a pilot intervention using a mobile job aid was developed to guide community health workers (CHWs) to deliver integrated counseling on family planning, HIV, and other sexually transmitted infections (STIs). In this article, we describe the process of developing the family planning algorithms and implementation of the mobile job aid, discuss how the job aid supported collection of real-time data for decision making, and present the cost of the overall system based on an evaluation of the pilot. The family planning algorithm was developed, beginning in June 2011, in partnership with the Tanzania Ministry of Health and Social Welfare based on a combination of evidence-based tools such as the Balanced Counseling Strategy Plus Toolkit. The pilot intervention and study was implemented with 25 CHWs in 3 wards in Ilala district in Dar es Salaam between January 2013 and July 2013. A total of 710 family planning users (455 continuing users and 255 new users) were registered and counseled using the mobile job aid over the 6-month intervention period. All users were screened for current pregnancy, questioned on partner support for contraceptive use, counseled on a range of contraceptives, and screened for HIV/STI risk. Most new and continuing family planning users chose pills and male condoms (59% and 73%, respectively). Pills and condoms were provided by the CHW at the community level. Referrals were made to the health facility for pregnancy confirmation, injectable contraceptives, long-acting reversible contraceptives and HIV/STI testing. Follow-up visits with clients were planned to confirm completion of the health facility referral. The financial cost of implementing this intervention with 25 CHWs and 3 supervisors are estimated to be US$26,000 for the first year. For subsequent years, the financial costs are estimated to be 73% lower at $7,100. Challenges such as limited client follow-up by CHWs and use of data by

Evaluation of a New Method for Assessing Change to Planned Job Redesign as Applied to Hackman and Oldham’s Job Characteristic Model.

DTIC Science & Technology

1980-12-01

employee atti- tudes and behaviors (cf, Herzberg, 1966; Scott, 1966; Emory and Trlst, 1969; Hackman and Oldham, 1976; Keller, Szilagyi and Holland, 1976...1975, 1976; Keller, Szilagyi and Holland, 1976; and Stone and Porter, 1975). Taken as a whole these correlational studies provide positive albeit... Szilagyi , A. D., & Holland, W. E. Job Characteristics of Re- search and Development Personnel: Relationship with satisfaction and role variables. Academy

The next Generation at Work--Business Students' Views, Values and Job Search Strategy: Implications for Universities and Employers

ERIC Educational Resources Information Center

Ng, Eddy S. W.; Burke, Ronald J.

2006-01-01

Purpose: The purpose of the paper is to explore the views, career expectations, and job search behaviours among a sample of business students. It also aims to examine the role of campus career services in shaping students' careers and how cooperative education influences their expectations and aspirations. Design/methodology/approach: A field…

Assessing Changes in Job Behavior Due to Training: A Guide to the Participant Action Plan Approach.

ERIC Educational Resources Information Center

Office of Personnel Management, Washington, DC.

This guide provides a brief introduction to the Participant Action Plan Approach (PAPA) and a user's handbook. Part I outlines five steps of PAPA which determine how job behavior is changed by training course or program participation. Part II, the manual, is arranged by the five steps of the PAPA approach. Planning for PAPA discusses making…

Literature search for research planning and identification of research problem

PubMed Central

Grewal, Anju; Kataria, Hanish; Dhawan, Ira

2016-01-01

Literature search is a key step in performing good authentic research. It helps in formulating a research question and planning the study. The available published data are enormous; therefore, choosing the appropriate articles relevant to your study in question is an art. It can be time-consuming, tiring and can lead to disinterest or even abandonment of search in between if not carried out in a step-wise manner. Various databases are available for performing literature search. This article primarily stresses on how to formulate a research question, the various types and sources for literature search, which will help make your search specific and time-saving. PMID:27729689

Literature search for research planning and identification of research problem.

PubMed

Grewal, Anju; Kataria, Hanish; Dhawan, Ira

2016-09-01

Literature search is a key step in performing good authentic research. It helps in formulating a research question and planning the study. The available published data are enormous; therefore, choosing the appropriate articles relevant to your study in question is an art. It can be time-consuming, tiring and can lead to disinterest or even abandonment of search in between if not carried out in a step-wise manner. Various databases are available for performing literature search. This article primarily stresses on how to formulate a research question, the various types and sources for literature search, which will help make your search specific and time-saving.

Search Problems in Mission Planning and Navigation of Autonomous Aircraft. M.S. Thesis

NASA Technical Reports Server (NTRS)

Krozel, James A.

1988-01-01

An architecture for the control of an autonomous aircraft is presented. The architecture is a hierarchical system representing an anthropomorphic breakdown of the control problem into planner, navigator, and pilot systems. The planner system determines high level global plans from overall mission objectives. This abstract mission planning is investigated by focusing on the Traveling Salesman Problem with variations on local and global constraints. Tree search techniques are applied including the breadth first, depth first, and best first algorithms. The minimum-column and row entries for the Traveling Salesman Problem cost matrix provides a powerful heuristic to guide these search techniques. Mission planning subgoals are directed from the planner to the navigator for planning routes in mountainous terrain with threats. Terrain/threat information is abstracted into a graph of possible paths for which graph searches are performed. It is shown that paths can be well represented by a search graph based on the Voronoi diagram of points representing the vertices of mountain boundaries. A comparison of Dijkstra's dynamic programming algorithm and the A* graph search algorithm from artificial intelligence/operations research is performed for several navigation path planning examples. These examples illustrate paths that minimize a combination of distance and exposure to threats. Finally, the pilot system synthesizes the flight trajectory by creating the control commands to fly the aircraft.

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

ERIC Educational Resources Information Center

Farr, J. Michael, Ed.

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

The Theory of Planned Behaviour Applied to Search Engines as a Learning Tool

ERIC Educational Resources Information Center

Liaw, Shu-Sheng

2004-01-01

Search engines have been developed for helping learners to seek online information. Based on theory of planned behaviour approach, this research intends to investigate the behaviour of using search engines as a learning tool. After factor analysis, the results suggest that perceived satisfaction of search engine, search engines as an information…

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

PubMed

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

2014-04-01

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

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…

Asymmetry in search.

PubMed

Kaindl, H; Kainz, G; Radda, K

2001-01-01

Most of the work on search in artificial intelligence (AI) deals with one search direction only-mostly forward search-although it is known that a structural asymmetry of the search graph causes differences in the efficiency of searching in the forward or the backward direction, respectively. In the case of symmetrical graph structure, however, current theory would not predict such differences in efficiency. In several classes of job sequencing problems, we observed a phenomenon of asymmetry in search that relates to the distribution of the are costs in the search graph. This phenomenon can be utilized for improving the search efficiency by a new algorithm that automatically selects the search direction. We demonstrate fur a class of job sequencing problems that, through the utilization of this phenomenon, much more difficult problems can be solved-according to our best knowledge-than by the best published approach, and on the same problems, the running time is much reduced. As a consequence, we propose to check given problems for asymmetrical distribution of are costs that may cause asymmetry in search.

Age and reemployment success after job loss: An integrative model and meta-analysis.

PubMed

Wanberg, Connie R; Kanfer, Ruth; Hamann, Darla J; Zhang, Zhen

2016-04-01

Despite widespread popular concern about what it means to be over 40 and unemployed, little attention has been paid in the literature to clarifying the role of age within the job seeking experience. Extending theory, we propose mechanisms by which chronological age affects job search and reemployment outcomes after job loss. Through a meta-analysis and examination of 2 supplemental datasets, we examine 5 questions: (a) How strong is the relationship between age and reemployment speed? (b) Does age disadvantage individuals with respect to other reemployment outcomes? (c) Is the relationship between age and reemployment outcomes mediated by job search activities? (d) Are these relationships generalizable? and (e) Are these relationships linear or curvilinear? Our findings provide evidence for a negative relationship between age and reemployment status and speed across job search decade, world region, and unemployment rate, with the strength of the negative relationship becoming stronger over age 50. Job search self-efficacy and job search intensity partially mediate the relationship between age and both reemployment status and speed. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

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.

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

ERIC Educational Resources Information Center

Harden, Neva N.

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

The Complete Get That Job! A Quick and Easy Guide with Worksheets.

ERIC Educational Resources Information Center

2001

Written for adult new readers, this workbook contains 14 chapters of information on career development, job search and job retention skills. Chapters contain information, worksheets, examples, and summary sheets. The guide is intended to help adults use basic skills to decide what they can do well, identify their job search goals, pick the best…

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

Plans, Patterns, and Move Categories Guiding a Highly Selective Search

NASA Astrophysics Data System (ADS)

Trippen, Gerhard

In this paper we present our ideas for an Arimaa-playing program (also called a bot) that uses plans and pattern matching to guide a highly selective search. We restrict move generation to moves in certain move categories to reduce the number of moves considered by the bot significantly. Arimaa is a modern board game that can be played with a standard Chess set. However, the rules of the game are not at all like those of Chess. Furthermore, Arimaa was designed to be as simple and intuitive as possible for humans, yet challenging for computers. While all established Arimaa bots use alpha-beta search with a variety of pruning techniques and other heuristics ending in an extensive positional leaf node evaluation, our new bot, Rat, starts with a positional evaluation of the current position. Based on features found in the current position - supported by pattern matching using a directed position graph - our bot Rat decides which of a given set of plans to follow. The plan then dictates what types of moves can be chosen. This is another major difference from bots that generate "all" possible moves for a particular position. Rat is only allowed to generate moves that belong to certain categories. Leaf nodes are evaluated only by a straightforward material evaluation to help avoid moves that lose material. This highly selective search looks, on average, at only 5 moves out of 5,000 to over 40,000 possible moves in a middle game position.

Trends and tips for online recruiting and job hunts.

PubMed

Franz, D

1999-01-01

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

The Search Conference as a Method in Planning Community Health Promotion Actions

PubMed Central

Magnus, Eva; Knudtsen, Margunn Skjei; Wist, Guri; Weiss, Daniel; Lillefjell, Monica

2016-01-01

Aims: The aim of this article is to describe and discuss how the search conference can be used as a method for planning health promotion actions in local communities. Design and methods: The article draws on experiences with using the method for an innovative project in health promotion in three Norwegian municipalities. The method is described both in general and how it was specifically adopted for the project. Results and conclusions: The search conference as a method was used to develop evidence-based health promotion action plans. With its use of both bottom-up and top-down approaches, this method is a relevant strategy for involving a community in the planning stages of health promotion actions in line with political expectations of participation, ownership, and evidence-based initiatives. Significance for public health This article describe and discuss how the Search conference can be used as a method when working with knowledge based health promotion actions in local communities. The article describe the sequences of the conference and shows how this have been adapted when planning and prioritizing health promotion actions in three Norwegian municipalities. The significance of the article is that it shows how central elements in the planning of health promotion actions, as participation and involvements as well as evidence was a fundamental thinking in how the conference were accomplished. The article continue discussing how the method function as both a top-down and a bottom-up strategy, and in what way working evidence based can be in conflict with a bottom-up strategy. The experiences described can be used as guidance planning knowledge based health promotion actions in communities. PMID:27747199

Job Offers to Individuals With Severe Mental Illness After Participation in Virtual Reality Job Interview Training.

PubMed

Smith, Matthew J; Fleming, Michael F; Wright, Michael A; Jordan, Neil; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D

2015-11-01

Individuals with severe mental illness have low employment rates, and the job interview presents a critical barrier for them to obtain competitive employment. Prior randomized controlled trials (RCTs) indicated that virtual reality job interview training (VR-JIT) improved job interviewing skills among trainees. This study assessed whether VR-JIT participation was associated with greater odds of receiving job offers in the six-months after completion of training. To assess the efficacy of VR-JIT, trainees (N=39) in the method and a comparison group (N=12) completed a brief survey approximately six months after participating in the RCTs. Primary vocational outcome measures included receiving a job offer and number of weeks searching for employment. A larger proportion of trainees than comparison participants received a job offer (51% versus 25%, respectively). Trainees were more likely to receive a job offer than comparison participants (odds ratio=9.64, p=.02) after analyses accounted for cognition, recency of last job, and diagnosis. Trainees had greater odds of receiving a job offer for each completed VR-JIT trial (odds ratio=1.41, p=.04), and a greater number of completed VR-JIT trials predicted fewer weeks of searching for employment (β=-.74, p=.02). Results provide preliminary support that VR-JIT is a promising intervention associated with enhanced vocational outcomes among individuals with severe mental illness. Given that participants had minimal access to standardized vocational services, future research could evaluate the effectiveness of VR-JIT among individuals with and without access to standardized vocational services as well as evaluate strategies to implement VR-JIT within a large community mental health service provider.

Social Media and the Job Hunt

ERIC Educational Resources Information Center

Greene, Katie

2012-01-01

As thousands of graduates search for new jobs each school year, networking with potential employers through social media sites can help preservice and new teachers connect with current teachers, learn about potential job openings, and engage in professional conversations. By using social media sites to follow trends in education, preservice…

Professional and Regulatory Search

EPA Pesticide Factsheets

Professional and Regulatory search are designed for people who use EPA web resources to do their job. You will be searching collections where information that is not relevant to Environmental and Regulatory professionals.

Job-sharing: an innovative approach for administration.

PubMed

Foster, D; Wilcox, C; Gibson, H

1992-01-01

A job-sharing arrangement for the Assistant Directors of Physiotherapy at the Royal Jubilee Hospital proved to be an innovative and successful experience demonstrating the feasibility of job-sharing at administrative levels in rehabilitation. Physiotherapy is traditionally a female dominated profession. By the time therapists are most highly skilled and clinically experienced, they have arrived at prime marriage and child-bearing years. Many valuable members are lost to the profession each year as therapists leave the work force to take care of their families, continue their education and participate in recreational activities. Alternative employment opportunities are needed to retain and return therapists to the work force. Convenience of work time is often important. Financial expectations may become a secondary consideration. A search of the literature revealed that while job-sharing has much to recommend it, it is not yet generally accepted in most health professional situations. A few anecdotal references described job-sharing in nursing. An industry-wide literature search revealed few references to the application of job-sharing at administrative levels.

An Update on Teaching the Employment Search.

ERIC Educational Resources Information Center

Andrews, Deborah, Ed.; Dyrud, Marilyn A., Ed.

1997-01-01

Presents five articles dealing with teaching job search strategies: (1) "Preparing a Scannable Resume" (Carol Roever); (2) "Preparing an Online Resume" (Tim Krause); (3) "Using the World Wide Web to Teach Employment Communication" (K. Virginia Hemby); (4) "A Visual Heuristic for Promoting a Rhetorically Based Job Search" (Helen Foster); and (5)…

Your Official Job-Application Checklist

ERIC Educational Resources Information Center

Perlmutter, David D.

2012-01-01

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

Understanding unemployed people's job search behaviour, unemployment experience and well-being: a comparison of expectancy-value theory and self-determination theory.

PubMed

Vansteenkiste, Maarten; Lens, Willy; De Witte, Hans; Feather, N T

2005-06-01

Previous unemployment research has directly tested hypotheses derived from expectancy-value theory (EVT; Feather, 1982, 1990), but no comparative analysis has been executed with another motivational framework. In one large study with 446 unemployed people, separate analyses provided good evidence for predictions derived from both EVT and self-determination theory (SDT; Deci & Ryan, 1985, 2000). Comparative analyses indicated that the type of people's job search motivation, as conceptualized through the notions of autonomous versus controlled motivation within SDT, is an important predictor of people's unemployment experience and wellbeing, beyond people's strength of motivation assessed within EVT through expectancies of finding a job and employment value. The importance of simultaneously testing two theoretical frameworks is discussed.

An evaluation of a family planning mobile job aid for community health workers in Tanzania.

PubMed

Braun, Rebecca; Lasway, Christine; Agarwal, Smisha; L'Engle, Kelly; Layer, Erica; Silas, Lucy; Mwakibete, Anna; Kudrati, Mustafa

2016-07-01

The global rapid growth in mobile technology provides unique opportunities to support community health workers (CHWs) in providing family planning (FP) services. FHI 360, Pathfinder International and D-tree International developed an evidence-based mobile job aid to support CHW counseling, screening, service provision and referrals, with mobile forms for client and service data, and text-message reporting and reminders. The purpose of this study is to evaluate the acceptability and potential benefits to service quality from the perspective of CHWs and their clients. The mobile job aid was piloted in Dar es Salaam, Tanzania. Data collection tools included a demographic survey of all 25 CHWs trained to use the mobile job aid, in-depth interviews with 20 of the CHWs after 3 months and a survey of 176 clients who received FP services from a CHW using the mobile job aid after 6 months. Both CHWs and their clients reported that the mobile job aid was a highly acceptable FP support tool. CHWs perceived benefits to service quality, including timelier and more convenient care; better quality of information; increased method choice; and improved privacy, confidentiality and trust with clients. Most clients discussed multiple FP methods with CHWs; only 1 in 10 clients reported discussion of all 9 methods. This research suggests that mobile phones can be effective tools to support CHWs with FP counseling, screening and referrals, data collection and reporting, and communication. Challenges remain to support informed contraceptive choice. Future research should focus on implementation, including scale-up and sustainability. Mobile job aids can uniquely enhance FP service provision at the community level through adherence to standard protocols, real-time feedback and technical assistance, and provision of confidential care. This study can inform future efforts to support and expand the role of CHWs in increasing FP access and informed contraceptive choice. Copyright © 2016

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…

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.

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

PubMed

McDonald, Steve

2015-01-01

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

Enhancing Job Performance

ERIC Educational Resources Information Center

Devlin, Patricia

2011-01-01

The impact of the Self-Determined Career Development Model (hereafter called the Self-Determined Career Model) on the job performance of four adults with moderate intellectual disability employed in competitive work settings was examined. Employees learned to set work-related goals, develop an action plan, implement the plan, and adjust their…

Performance comparison of some evolutionary algorithms on job shop scheduling problems

NASA Astrophysics Data System (ADS)

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

2016-09-01

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

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…

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

ERIC Educational Resources Information Center

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

2017-01-01

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

Job Development and Placement: CETA Program Models.

ERIC Educational Resources Information Center

Johnson, Miriam; Sugarman, Marged

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

PLAN: a web platform for automating high-throughput BLAST searches and for managing and mining results.

PubMed

He, Ji; Dai, Xinbin; Zhao, Xuechun

2007-02-09

BLAST searches are widely used for sequence alignment. The search results are commonly adopted for various functional and comparative genomics tasks such as annotating unknown sequences, investigating gene models and comparing two sequence sets. Advances in sequencing technologies pose challenges for high-throughput analysis of large-scale sequence data. A number of programs and hardware solutions exist for efficient BLAST searching, but there is a lack of generic software solutions for mining and personalized management of the results. Systematically reviewing the results and identifying information of interest remains tedious and time-consuming. Personal BLAST Navigator (PLAN) is a versatile web platform that helps users to carry out various personalized pre- and post-BLAST tasks, including: (1) query and target sequence database management, (2) automated high-throughput BLAST searching, (3) indexing and searching of results, (4) filtering results online, (5) managing results of personal interest in favorite categories, (6) automated sequence annotation (such as NCBI NR and ontology-based annotation). PLAN integrates, by default, the Decypher hardware-based BLAST solution provided by Active Motif Inc. with a greatly improved efficiency over conventional BLAST software. BLAST results are visualized by spreadsheets and graphs and are full-text searchable. BLAST results and sequence annotations can be exported, in part or in full, in various formats including Microsoft Excel and FASTA. Sequences and BLAST results are organized in projects, the data publication levels of which are controlled by the registered project owners. In addition, all analytical functions are provided to public users without registration. PLAN has proved a valuable addition to the community for automated high-throughput BLAST searches, and, more importantly, for knowledge discovery, management and sharing based on sequence alignment results. The PLAN web interface is platform

Factors that influence nurses' job satisfaction.

PubMed

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

2003-05-01

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

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.

The Job Search Goes Computer.

ERIC Educational Resources Information Center

Kennedy, Joyce Lain

1994-01-01

Discusses significant new developments in the electronic search process: (1) New Government Automation; (2) New Federal Initiatives; (3) New Telecommunications Services; (4) Campus Data Bases; (5) Off-Campus Data Bases; (6) Faxed or E-Mailed Resumes; (7) Automation of 3rd-Party Recruiters; (8) New Cyberservices; (9) Interview-Prep Software; (10)…

Sorting out Beliefs in a Job Search

ERIC Educational Resources Information Center

Davis, Terre

2006-01-01

The superintendent search consultant plays a major role in ensuring a close fit between leading candidates for a superintendency and the underlying views of governing board members on various matters, including religion and church/state issues. Search consultants try to keep school boards upfront about their desired values when seeking a new…

[Relationships among job rotation perception and intention, job satisfaction and job performance: a study of Tainan area nurses].

PubMed

Pan, Yueh-Chiu; Huang, Pei-Wen; Lee, Jin-Chuan; Chang, Ching-Lu

2012-04-01

There have been major changes to the medical care system and heightened standards for quality in the nursing profession in recent decades. Multifunctional capabilities are closely related to individual working attitudes, and work satisfaction directly affects group performance. Hospital administrators increasingly expect to utilize nursing staffs flexibly in terms of working hours and shift rotation assignments. This study addresses the need to provide appropriate educational training to nurses and effectively delegate and utilize human resources in order to help nurses adapt to the rapidly changing medical environment. This study on nursing staff in Tainan area explored the relationships between job rotation, work performance and satisfaction. We used a questionnaire sampling method to survey nurses working in the Tainan area of southern Taiwan. Subjects were volunteers and a total 228 valid questionnaires (99.13%) were returned out of a total 230 sent. Both job satisfaction and performance correlated positively with job rotation perception and intention; Job satisfaction and job performance were positively related; Job satisfaction was found to affect work performance via job rotation perception and intention. This study found the hospital nursing staff rotation plan to be an effective management method that facilitates social evolution to increase positive perceptions of work rotation. Nursing staffs thus become more accepting of new positions that may enhance job satisfaction.

Job preferences of clients with severe psychiatric disorders participating in supported employment programs.

PubMed

Becker, D R; Drake, R E; Farabaugh, A; Bond, G R

1996-11-01

The job preferences of adults with severe mental illness who were participating in supported employment programs were examined. Data were collected on job preferences, attainment of competitive employment, job satisfaction, and job tenure of 135 adults who participated in two supported employment programs in New Hampshire. Data obtained at baseline and at six-month follow-up were analyzed. When the clients entered the supported employment programs, 81 percent expressed job preferences, and their preferences tended to be realistic and stable. People who obtained employment in preferred areas were more satisfied with their jobs and remained in their jobs twice as long as those who worked in nonpreferred areas. Clients were more likely to develop a new job preference or to change their preference if they participated in a program that emphasized rapid job search than if they participated in a prevocational skills training program. They were also more likely to develop a preference or change their preference if they obtained a competitive job. Helping people with severe mental illness obtain competitive jobs that correspond with their explicit job preferences increases job satisfaction and tenure. Job preferences are more likely to develop or change through searching for a job or working at a job than through prevocational training.

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…

Planning for Your Second Accounting Job

ERIC Educational Resources Information Center

Mucenski-Keck, Lynn; Hintz, Arthur F.; Fedoryshyn, Michael W.

2012-01-01

For many accounting students the focus of their fourth or fifth years is finding a job to start them on an exciting and financially rewarding career. Colleges provide significant guidance and direction to these students in the form of internship assistance, resume writing workshops, interview practice, networking events and career guidance. At…

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...

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...

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...

Using OES Occupation Profiles in a Job Search

ERIC Educational Resources Information Center

Cunningham, Chris

2013-01-01

Using occupation profiles, jobseekers can see which industries employ the most workers in a particular field, which geographical areas have high concentrations of those jobs, and how wages differ by industry and geographical area. This article gives an overview of the data in the Occupational Employment Statistics (OES) occupation profiles. It…

20 CFR 628.210 - State Job Training Coordinating Council.

Code of Federal Regulations, 2011 CFR

2011-04-01

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

20 CFR 628.210 - State Job Training Coordinating Council.

Code of Federal Regulations, 2012 CFR

2012-04-01

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

20 CFR 628.210 - State Job Training Coordinating Council.

Code of Federal Regulations, 2010 CFR

2010-04-01

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

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.

PLAN: a web platform for automating high-throughput BLAST searches and for managing and mining results

PubMed Central

He, Ji; Dai, Xinbin; Zhao, Xuechun

2007-01-01

Background BLAST searches are widely used for sequence alignment. The search results are commonly adopted for various functional and comparative genomics tasks such as annotating unknown sequences, investigating gene models and comparing two sequence sets. Advances in sequencing technologies pose challenges for high-throughput analysis of large-scale sequence data. A number of programs and hardware solutions exist for efficient BLAST searching, but there is a lack of generic software solutions for mining and personalized management of the results. Systematically reviewing the results and identifying information of interest remains tedious and time-consuming. Results Personal BLAST Navigator (PLAN) is a versatile web platform that helps users to carry out various personalized pre- and post-BLAST tasks, including: (1) query and target sequence database management, (2) automated high-throughput BLAST searching, (3) indexing and searching of results, (4) filtering results online, (5) managing results of personal interest in favorite categories, (6) automated sequence annotation (such as NCBI NR and ontology-based annotation). PLAN integrates, by default, the Decypher hardware-based BLAST solution provided by Active Motif Inc. with a greatly improved efficiency over conventional BLAST software. BLAST results are visualized by spreadsheets and graphs and are full-text searchable. BLAST results and sequence annotations can be exported, in part or in full, in various formats including Microsoft Excel and FASTA. Sequences and BLAST results are organized in projects, the data publication levels of which are controlled by the registered project owners. In addition, all analytical functions are provided to public users without registration. Conclusion PLAN has proved a valuable addition to the community for automated high-throughput BLAST searches, and, more importantly, for knowledge discovery, management and sharing based on sequence alignment results. The PLAN web interface

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.

Professionalism - The Game Spirit. (Job Alternatives to Teaching).

ERIC Educational Resources Information Center

Ulrich, Celeste

The economic situation has limited the number of teaching jobs available for physical education majors. The determination of priorities is essential in planning for a teaching job. As an alternative to teaching there are job possibilities in sport centers, commercial sport establishments, fitness salons, dance studios, and self-styled teaching…

School-Based Job Placement Service Model: Phase I, Planning. Final Report.

ERIC Educational Resources Information Center

Gingerich, Garland E.

To assist school administrators and guidance personnel in providing job placement services, a study was conducted to: (1) develop a model design for a school-based job placement system, (2) identify students to be served by the model, (3) list specific services provided to students, and (4) develop job descriptions for each individual responsible…

Job shop scheduling problem with late work criterion

NASA Astrophysics Data System (ADS)

Piroozfard, Hamed; Wong, Kuan Yew

2015-05-01

Scheduling is considered as a key task in many industries, such as project based scheduling, crew scheduling, flight scheduling, machine scheduling, etc. In the machine scheduling area, the job shop scheduling problems are considered to be important and highly complex, in which they are characterized as NP-hard. The job shop scheduling problems with late work criterion and non-preemptive jobs are addressed in this paper. Late work criterion is a fairly new objective function. It is a qualitative measure and concerns with late parts of the jobs, unlike classical objective functions that are quantitative measures. In this work, simulated annealing was presented to solve the scheduling problem. In addition, operation based representation was used to encode the solution, and a neighbourhood search structure was employed to search for the new solutions. The case studies are Lawrence instances that were taken from the Operations Research Library. Computational results of this probabilistic meta-heuristic algorithm were compared with a conventional genetic algorithm, and a conclusion was made based on the algorithm and problem.

Job retention and breast cancer: employee perspectives and implications for rehabilitation planning.

PubMed

Rumrill, P D; Nutter, D L; Hennessey, M; Ware, M E

1998-01-01

The article presents four case studies of employed women who have had breast cancer. Specifically, the authors examine respondents' career maintenance concerns in the areas of (a) worksite accessibility, (b) performance of essential job functions, (c) job mastery, and (d) job satisfaction. Post-employment strategies are presented to assist rehabilitation professionals in meeting the on-the-job needs of women with breast cancer.

Searching for Satisfaction: Black Female Teachers' Workplace Climate and Job Satisfaction

ERIC Educational Resources Information Center

Farinde-Wu, Abiola; Fitchett, Paul G.

2018-01-01

Job satisfaction may decrease teacher attrition. Furthermore, job satisfaction correlates with teacher retention, which may influence school building climate and student achievement. Potentially affecting students' progress and seeking to reduce attrition rates among Black teachers, this quantitative study uses data from the 2007-2008 Schools and…

The One-Stop Job Shop.

ERIC Educational Resources Information Center

Kiser, Kim

1998-01-01

Minnesota's WorkForce Centers are a model of state employment services. The centers assist those in need of initiatives such as dislocated worker programs, welfare-to-work services, services for the blind, employment-and-training programs, veterans' services, and job-search assistance. (JOW)

A Novel Particle Swarm Optimization Approach for Grid Job Scheduling

NASA Astrophysics Data System (ADS)

Izakian, Hesam; Tork Ladani, Behrouz; Zamanifar, Kamran; Abraham, Ajith

This paper represents a Particle Swarm Optimization (PSO) algorithm, for grid job scheduling. PSO is a population-based search algorithm based on the simulation of the social behavior of bird flocking and fish schooling. Particles fly in problem search space to find optimal or near-optimal solutions. In this paper we used a PSO approach for grid job scheduling. The scheduler aims at minimizing makespan and flowtime simultaneously. Experimental studies show that the proposed novel approach is more efficient than the PSO approach reported in the literature.

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…

Effects of Statewide Job Losses on Adolescent Suicide-Related Behaviors

PubMed Central

Ananat, Elizabeth Oltmans; Gibson-Davis, Christina M.

2014-01-01

Objectives. We investigated the impact of statewide job loss on adolescent suicide-related behaviors. Methods. We used 1997 to 2009 data from the Youth Risk Behavior Survey and the Bureau of Labor Statistics to estimate the effects of statewide job loss on adolescents’ suicidal ideation, suicide attempts, and suicide plans. Probit regression models controlled for demographic characteristics, state of residence, and year; samples were divided according to gender and race/ethnicity. Results. Statewide job losses during the year preceding the survey increased girls’ probability of suicidal ideation and suicide plans and non-Hispanic Black adolescents’ probability of suicidal ideation, suicide plans, and suicide attempts. Job losses among 1% of a state’s working-age population increased the probability of girls and Blacks reporting suicide-related behaviors by 2 to 3 percentage points. Job losses did not affect the suicide-related behaviors of boys, non-Hispanic Whites, or Hispanics. The results were robust to the inclusion of other state economic characteristics. Conclusions. As are adults, adolescents are affected by economic downturns. Our findings show that statewide job loss increases adolescent girls’ and non-Hispanic Blacks’ suicide-related behaviors. PMID:25122027

Nurse manager job satisfaction and intent to leave

PubMed Central

Warshawsky, Nora E.; Havens, Donna S.

2015-01-01

Background The nurse manager role is critical to staff nurse retention and often the portal to senior nursing leadership, yet little is known about nurse managers' job satisfaction and career plans. The purpose of this study was to describe nurse managers' job satisfaction and intent to leave. Methods An electronic survey was used to collect data from 291 nurse managers working in U.S. hospitals. Findings Seventy percent were satisfied or very satisfied with their jobs and 68% were either likely or very likely to recommend nursing management as a career choice. Seventy-two percent of these nurse managers were also planning to leave their positions in the next five years. The four most common reasons reported for intent to leave included burnout, career change, retirement, and promotion. Burnout was the most common reason cited by the entire sample but the fourth most common reason for leaving cited by those nurse managers who were planning to leave and also satisfied or very satisfied with their positions. Conclusions Recommendations for nursing leaders include evaluating the workload of nurse managers, providing career counseling, and developing succession plans. Additional research is needed to understand the determinants and consequences of nurse manager job satisfaction, intent to leave, and turnover. PMID:24689156

A Generalized Orienteering Problem for Optimal Search and Interdiction Planning

DTIC Science & Technology

2013-09-01

NAVAL POSTGRADUATE SCHOOL MONTEREY, CALIFORNIA DISSERTATION A GENERALIZED ORIENTEERING PROBLEM FOR OPTIMAL SEARCH AND INTERDICTION PLANNING by Jesse...provision of law, no person shall be subject to any penalty for failing to comply with a collection of information if it does not display a currently...16. SECURITY CLASSIFICATION OF: a . REPORT b. ABSTRACT c. THIS PAGE 17. LIMITATION OF ABSTRACT 18. NUMBER OF PAGES 19a. NAME OF RESPONSIBLE PERSON 19b

45 CFR 400.154 - Employability services.

Code of Federal Regulations, 2010 CFR

2010-10-01

...-sufficiency plan and an individual employability plan, world-of-work and job orientation, job clubs, job workshops, job development, referral to job opportunities, job search, and job placement and followup. (b) Employability assessment services, including aptitude and skills testing. (c) On-the job training, when such...

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

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

ERIC Educational Resources Information Center

Alden, John D.

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

A comparison of job descriptions for nurse practitioners working in out-of-hours primary care services: implications for workforce planning, patients and nursing.

PubMed

Teare, Jean; Horne, Maria; Clements, Gill; Mohammed, Mohammed A

2017-03-01

To compare and contrast job descriptions for nursing roles in out-of-hours services to obtain a general understanding of what is required for a nurse working in this job. Out-of-hours services provide nursing services to patients either through telephone or face-to-face contact in care centres. Many of these services are newly created giving job opportunities to nurses working in this area. It is vital that nurses know what their role entails but also that patients and other professionals know how out-of-hours nurses function in terms of competence and clinical role. Content analysis of out-of-hours job descriptions. Content analysis of a convenience sample of 16 job descriptions of out-of-hours nurses from five out-of-hours care providers across England was undertaken. The findings were narratively synthesised, supported by tabulation. Key role descriptors were examined in terms of job titles, managerial skills, clinical skills, professional qualifications and previous experience. Content analysis of each out-of-hours job description revealed a lack of consensus in clinical competence and skills required related to job title although there were many similarities in skills across all the roles. This study highlights key differences and some similarities between roles and job titles in out-of-hours nursing but requires a larger study to inform workforce planning. Out-of-hours nursing is a developing area of practice which requires clarity to ensure patient safety and quality care. © 2016 John Wiley & Sons Ltd.

Does Personality Have a Different Impact on Self-Rated Distraction, Job Satisfaction, and Job Performance in Different Office Types?

PubMed

Seddigh, Aram; Berntson, Erik; Platts, Loretta G; Westerlund, Hugo

2016-01-01

This study investigates the joint effect of office type (cell, shared room, open-plan, and flex) and personality, measured by the Big Five personality traits, on self-rated measures of distraction, job satisfaction, and job performance (measured by professional efficacy). Regression analyses with interactions between personality and office type were conducted on 1205 participants working in 5 organizations from both the private and public sectors. While few interactions were observed in the cases of professional efficacy and job satisfaction, several were observed between personality traits and office type on the level of distraction reported. Specifically, more emotionally stable participants reported lower distraction, particularly those working in flex offices. Both agreeableness and openness to experience were associated with higher levels of distraction among participants in open-plan compared to cell offices.

Does Personality Have a Different Impact on Self-Rated Distraction, Job Satisfaction, and Job Performance in Different Office Types?

PubMed Central

Seddigh, Aram; Berntson, Erik; Platts, Loretta G.; Westerlund, Hugo

2016-01-01

This study investigates the joint effect of office type (cell, shared room, open-plan, and flex) and personality, measured by the Big Five personality traits, on self-rated measures of distraction, job satisfaction, and job performance (measured by professional efficacy). Regression analyses with interactions between personality and office type were conducted on 1205 participants working in 5 organizations from both the private and public sectors. While few interactions were observed in the cases of professional efficacy and job satisfaction, several were observed between personality traits and office type on the level of distraction reported. Specifically, more emotionally stable participants reported lower distraction, particularly those working in flex offices. Both agreeableness and openness to experience were associated with higher levels of distraction among participants in open-plan compared to cell offices. PMID:27223898

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

ERIC Educational Resources Information Center

Wang, Michelle

2013-01-01

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

Job satisfaction of urban community health workers after the 2009 healthcare reform in China: a systematic review.

PubMed

Zhang, Mingji; Yang, Rongrong; Wang, Wei; Gillespie, James; Clarke, Susan; Yan, Fei

2016-02-01

In 2009 China introduced a new round of healthcare reform to strengthen primary care networks through the development of Community Health Services (CHS). This study aimed to measure the degree of overall job satisfaction and also satisfaction dimensions and then find common causes of dissatisfaction among Community Health Workers (CHWs) in urban China by conducting a systematic review of relevant studies on CHWs' job satisfaction. Web of Science, PubMed, Google scholar, Wanfangdata and CNKI were searched. Publications about job satisfaction of CHWs were screened and assessed. Finally 18 Chinese articles and 4 English articles were included. Quantitative and qualitative data were extracted for nine themes concerning job satisfaction. Narrative synthesis was employed to analyze the data. CHWs were generally neither satisfied nor dissatisfied with their work after 2009. Financial rewards and opportunities for professional development were the most important determinants of job dissatisfaction. Workers were generally satisfied with interpersonal relationships in the workplace. The expanded public health services package and human-resources related regulations, e.g. the professional rank promotion system, government-controlled staffing policy (i.e. staff-quota system) and government-controlled budgetary planning (i.e. the Separation of Revenue and Expenditure), were policies that had an effect on job satisfaction. Financial rewards and professional development were the two main predictors of job satisfaction. To improve CHS in China, policy-makers (especially the central government) need to consider the impact of current policies on job satisfaction in order to reduce job dissatisfaction. © The Author 2015. Published by Oxford University Press in association with the International Society for Quality in Health Care; all rights reserved.

Car painting process scheduling with harmony search algorithm

NASA Astrophysics Data System (ADS)

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

2018-02-01

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

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

Job-Sharing: A Survey of the Literature and a Plan for Academic Libraries.

ERIC Educational Resources Information Center

Bobay, Julie

1988-01-01

Discusses the social context of job sharing, reported benefits and disadvantages, and general issues that affect the successful implementation of job sharing programs. Issues specifically affecting job sharing in academic libraries are outlined, and methods for dealing with these issues are suggested. (15 references) (CLB)

Nursing student plans for the future after graduation: a multicentre study.

PubMed

Palese, A; Falomo, M; Brugnolli, A; Mecugni, D; Marognolli, O; Montalti, S; Tameni, A; Gonella, S; Dimonte, V

2017-03-01

When modelling the nursing workforce, estimations of the numbers and characteristics of new graduates over the forecast period are assumed on the basis of previous generations; however, new graduates may have different plans for their future than those documented previously in different socio-economical contexts. To explore (a) nursing student plans after graduation and factors influencing their plans, and (b) factors associated with the intention to emigrate. A survey questionnaire was developed and distributed to students attending their final third year of nursing education in seven universities in Italy in 2015. Nine hundred and twenty-three (90.4%) students participated. Four different plans after graduation emerged: about two-thirds reported an intention to look for a nursing job in Italy; the remaining reported (a) an intention to emigrate, looking for a nursing job abroad, (b) an intention to search for a nursing job in both Italy and abroad, and (c) while a few an intention to continue nursing education in Italy. Having previous experience abroad, the need to grow and be satisfied, trusting the target country and a desire to increase knowledge encouraged an intention to emigrate, whereas the desire to stay in a comfortable environment and nurture personal relationships prevented the desire to migrate. Nursing students may have different plans after graduation, and this should be considered when modelling the nursing workforce of the future. Policymakers should be aware of different plans after graduation to guide healthcare human resource strategies. Knowing these trajectories allows policymakers to estimate the appropriate nursing workforce, and also to act at both macro- and meso-levels, on work environments and opportunities for professional development, according to the different levels of expectations. © 2016 International Council of Nurses.

Nowcasting Unemployment Rates with Google Searches: Evidence from the Visegrad Group Countries

PubMed Central

Pavlicek, Jaroslav; Kristoufek, Ladislav

2015-01-01

The online activity of Internet users has repeatedly been shown to provide a rich information set for various research fields. We focus on job-related searches on Google and their possible usefulness in the region of the Visegrad Group - the Czech Republic, Hungary, Poland and Slovakia. Even for rather small economies, the online searches of inhabitants can be successfully utilized for macroeconomic predictions. Specifically, we study unemployment rates and their interconnection with job-related searches. We show that Google searches enhance nowcasting models of unemployment rates for the Czech Republic and Hungary whereas for Poland and Slovakia, the results are mixed. PMID:26001083

Nowcasting unemployment rates with Google searches: evidence from the Visegrad Group countries.

PubMed

Pavlicek, Jaroslav; Kristoufek, Ladislav

2015-01-01

The online activity of Internet users has repeatedly been shown to provide a rich information set for various research fields. We focus on job-related searches on Google and their possible usefulness in the region of the Visegrad Group--the Czech Republic, Hungary, Poland and Slovakia. Even for rather small economies, the online searches of inhabitants can be successfully utilized for macroeconomic predictions. Specifically, we study unemployment rates and their interconnection with job-related searches. We show that Google searches enhance nowcasting models of unemployment rates for the Czech Republic and Hungary whereas for Poland and Slovakia, the results are mixed.

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…

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…

Career Maturity and Job Attainment: The Moderating Roles of Emotional Intelligence and Social Vocational Interest

ERIC Educational Resources Information Center

Liu, Yan; Peng, Kelly; Wong, Chi-Sum

2014-01-01

Despite the well-recognized importance of career maturity in job searching, little research has been done on the influence of career maturity on job attainment. Drawing on the extant literature, this study examined the relationship between career maturity and job attainment, and explored the boundary conditions that maximize this relationship.…

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

ERIC Educational Resources Information Center

Fairchild, Julie E.

2013-01-01

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

Thermal Image Sensing Model for Robotic Planning and Search

PubMed Central

Castro Jiménez, Lídice E.; Martínez-García, Edgar A.

2016-01-01

This work presents a search planning system for a rolling robot to find a source of infra-red (IR) radiation at an unknown location. Heat emissions are observed by a low-cost home-made IR passive visual sensor. The sensor capability for detection of radiation spectra was experimentally characterized. The sensor data were modeled by an exponential model to estimate the distance as a function of the IR image’s intensity, and, a polynomial model to estimate temperature as a function of IR intensities. Both theoretical models are combined to deduce a subtle nonlinear exact solution via distance-temperature. A planning system obtains feed back from the IR camera (position, intensity, and temperature) to lead the robot to find the heat source. The planner is a system of nonlinear equations recursively solved by a Newton-based approach to estimate the IR-source in global coordinates. The planning system assists an autonomous navigation control in order to reach the goal and avoid collisions. Trigonometric partial differential equations were established to control the robot’s course towards the heat emission. A sine function produces attractive accelerations toward the IR source. A cosine function produces repulsive accelerations against the obstacles observed by an RGB-D sensor. Simulations and real experiments of complex indoor are presented to illustrate the convenience and efficacy of the proposed approach. PMID:27509510

Thermal Image Sensing Model for Robotic Planning and Search.

PubMed

Castro Jiménez, Lídice E; Martínez-García, Edgar A

2016-08-08

This work presents a search planning system for a rolling robot to find a source of infra-red (IR) radiation at an unknown location. Heat emissions are observed by a low-cost home-made IR passive visual sensor. The sensor capability for detection of radiation spectra was experimentally characterized. The sensor data were modeled by an exponential model to estimate the distance as a function of the IR image's intensity, and, a polynomial model to estimate temperature as a function of IR intensities. Both theoretical models are combined to deduce a subtle nonlinear exact solution via distance-temperature. A planning system obtains feed back from the IR camera (position, intensity, and temperature) to lead the robot to find the heat source. The planner is a system of nonlinear equations recursively solved by a Newton-based approach to estimate the IR-source in global coordinates. The planning system assists an autonomous navigation control in order to reach the goal and avoid collisions. Trigonometric partial differential equations were established to control the robot's course towards the heat emission. A sine function produces attractive accelerations toward the IR source. A cosine function produces repulsive accelerations against the obstacles observed by an RGB-D sensor. Simulations and real experiments of complex indoor are presented to illustrate the convenience and efficacy of the proposed approach.

Predicting Airport Screening Officers' Visual Search Competency With a Rapid Assessment.

PubMed

Mitroff, Stephen R; Ericson, Justin M; Sharpe, Benjamin

2018-03-01

Objective The study's objective was to assess a new personnel selection and assessment tool for aviation security screeners. A mobile app was modified to create a tool, and the question was whether it could predict professional screeners' on-job performance. Background A variety of professions (airport security, radiology, the military, etc.) rely on visual search performance-being able to detect targets. Given the importance of such professions, it is necessary to maximize performance, and one means to do so is to select individuals who excel at visual search. A critical question is whether it is possible to predict search competency within a professional search environment. Method Professional searchers from the USA Transportation Security Administration (TSA) completed a rapid assessment on a tablet-based X-ray simulator (XRAY Screener, derived from the mobile technology app Airport Scanner; Kedlin Company). The assessment contained 72 trials that were simulated X-ray images of bags. Participants searched for prohibited items and tapped on them with their finger. Results Performance on the assessment significantly related to on-job performance measures for the TSA officers such that those who were better XRAY Screener performers were both more accurate and faster at the actual airport checkpoint. Conclusion XRAY Screener successfully predicted on-job performance for professional aviation security officers. While questions remain about the underlying cognitive mechanisms, this quick assessment was found to significantly predict on-job success for a task that relies on visual search performance. Application It may be possible to quickly assess an individual's visual search competency, which could help organizations select new hires and assess their current workforce.

Women: Marriage, Career, and Job Satisfaction.

ERIC Educational Resources Information Center

Bisconti, Ann Stouffer

Marriage, childbearing, and employment patterns of women initially surveyed during their entrance to college in 1961 and subsequently surveyed in 1965, 1971, and 1974-5 were investigated. Subjects were questioned on marital status, number and timing of children in the family, employment patterns and shifts, job search patterns, preferred housework…

Communication tips for the job search and on the job.

PubMed

Linney, B J

2000-01-01

Listening, speaking, and nonverbal skills are the most important success factors in getting a job or being effective in your current position. If you don't communicate well, your technical knowledge won't ever be put to good use. Recruiters, hiring organizations, and bosses are looking for people who can play well with others and can sell. Playing well with others involves listening and having self-control about what you say. To sell yourself and your ideas or products, you must speak well. You also must be well-groomed, look energetic, and sound reasonably happy to be at work. Good listeners: Stop talking; ask open-ended questions; para-phrase, restate, or summarize some of what the person had said; and talk about feelings. Effective speakers: Have voice mail etiquette; are courteous and tactful; don't react to a verbal attack; don't engage in verbal attacks; use the right amount of words; don't say too much; prepare ahead of time; and decide whether they should speak or write their message. And remember the power of body language or non-verbal skills--how you look and sound. Experts estimate that 65 to 90 percent of what you communicate is nonverbal.

Job Sharing for Administrators: A Consideration for Public Schools.

ERIC Educational Resources Information Center

Muffs, Michael I.; Schmitz, Laura Ann

1999-01-01

To retain an exemplary dean of students with heavy caregiving responsibilities, a Poughkeepsie, New York, high school adopted a plan to split her job responsibilities with an educational administration student beginning his career. Job-sharing success hinged on strong cooperation among the district, the individual administrators, and local…

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

PubMed

Harolds, Jay A

2013-08-01

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

Job Skills Workshop: Finding Employment in Environmental Toxicology and Chemistry

EPA Science Inventory

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

Relationships between Educators' Organizational Commitment, Job Satisfaction, and Administrators' Gender

ERIC Educational Resources Information Center

Potter, Stephanie Litton

2012-01-01

The purpose of this quantitative, causal-comparative study was to examine the differences between teachers' mean job satisfaction scores based on the administrators' gender and examine the relationship between the administrators' gender and teachers' organizational commitment plans in Tennessee middle schools. Job satisfaction and organizational…

Search Complexities for HTN Planning

DTIC Science & Technology

2013-01-01

AUTHORS 7. PERFORMING ORGANIZATION NAMES AND ADDRESSES 15. SUBJECT TERMS b . ABSTRACT 2. REPORT TYPE 17. LIMITATION OF ABSTRACT 15. NUMBER OF...43 3.1 Complexity of plan-existence for propositional delete-free STRIPS and HTN planning with various restrictions ( k ...paper, we are concerned with two HTN decision problems: plan-existence, for whether a problem has any solution, and k -length-plan-existence, for whether a

Job Interviewing Skills for ESL Students with a Cross-Cultural Emphasis. Instructor's Manual and Student Workbook.

ERIC Educational Resources Information Center

Gosak, Alice; Nguyen, Patricia

These instructor and student manuals contain the content for a course on getting a job for students of English as a Second Language. The course emphasizes the cultural values and nuances of U.S. culture that students may expect to encounter during the job search and job interviews. Topics covered include exploring cultural assumptions, culture…

34 CFR 361.53 - Comparable services and benefits.

Code of Federal Regulations, 2010 CFR

2010-07-01

... this part. (4) Job-related services, including job search and placement assistance, job retention... employment outcome identified in the individualized plan for employment; (2) An immediate job placement; or...

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.

Work-related factors, job satisfaction and intent to leave the current job among United States nurses.

PubMed

Han, Kihye; Trinkoff, Alison M; Gurses, Ayse P

2015-11-01

To examine the relationships of work-related factors (e.g., autonomy, work schedule, supervisory and peer support) to nurses' job satisfaction and intent to leave their current position. Low job satisfaction and high turnover of nurses are major problems for health care. To improve nurse retention, work-related factors associated with job satisfaction and intent to leave should be investigated. A cross-sectional secondary data analysis. Data were obtained in 2004 from Wave 3 of the Nurses' Worklife and Health Study. A random sample of 5000 actively licenced nurses in Illinois and North Carolina (two U.S. states) were sent the survey in wave 1, of which 1641 actively working bedside nurses participated in wave 3. We examined associations of various work-related factors with job satisfaction and intent to leave the current position. Nurses who were dissatisfied with their job reported significantly higher psychological demands and lower autonomy than nurses who were satisfied. Nurses were significantly less satisfied with their jobs when they worked longer hours with inadequate breaks or sick days. Lack of support from peers and supervisors was also related to significantly lower odds of job satisfaction. For intention to leave, nurses who said they planned to leave their current job reported significantly lower autonomy and less support from their peers than nurses who intended to stay. A variety of modifiable work-related factors were significantly related to job satisfaction and intention to leave the current job among nurses. Future research should focus on developing interventions that could mitigate these factors (e.g., by improving work schedules, increasing autonomy and/or nurse support). The impact of such interventions on job satisfaction and intention to leave the current position could then be evaluated. To increase nurse retention, improved schedules, autonomy and supportive work environments should be promoted. © 2015 John Wiley & Sons Ltd.

Job satisfaction among hospital nurses revisited: a systematic review.

PubMed

Lu, Hong; Barriball, K Louise; Zhang, Xian; While, Alison E

2012-08-01

The current nursing shortage and high turnover is of great concern in many countries because of its impact upon the efficiency and effectiveness of any healthcare delivery system. Recruitment and retention of nurses are persistent problems associated with job satisfaction. To update review paper published in 2005. This paper analyses 100 papers relating to job satisfaction among hospital nurses derived from systematic searches of seven databases covering English and Chinese language publications 1966-2011 (updating the original paper with 46 additional studies published 2004-2011). Despite varying levels of job satisfaction across studies, sources and effects of job satisfaction were similar. Hospital nurse job satisfaction is closely related to working conditions and the organizational environment, job stress, role conflict and ambiguity, role perception and role content, organizational and professional commitment. More research is required to understand the relative importance of the many identified factors relating to job satisfaction of hospital nurses. It is argued that the absence of a robust causal model reflecting moderators or moderator is undermining the development of interventions to improve nurse retention. Copyright © 2011 Elsevier Ltd. All rights reserved.

Job-Related Maternity Benefits.

ERIC Educational Resources Information Center

Citizens Advisory Council on the Status of Women, Washington, DC.

The Citizens' Advisory Council on the Status of Women in October 1970 adopted a statement of principles that views childbirth and complications of pregnancy, for all job-related purposes, as temporary disabilities that should be treated as such under any health insurance, temporary disability insurance, or sick leave plan of an employer, union, or…

Advising. CAP Job Function.

ERIC Educational Resources Information Center

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

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

Job acquisition for people with severe mental illness enrolled in supported employment programs: a theoretically grounded empirical study.

PubMed

Corbière, Marc; Zaniboni, Sara; Lecomte, Tania; Bond, Gary; Gilles, Pierre-Yves; Lesage, Alain; Goldner, Elliot

2011-09-01

The main purpose of this study was to test a conceptual model based on the theory of planned behaviour (TPB) to explain competitive job acquisition of people with severe mental disorders enrolled in supported employment programs. Using a sample of 281 people with severe mental disorders participating in a prospective study design, the authors examined the contribution of the TPB in a model including clinical (e.g., severity of symptoms), psychosocial (e.g., self-esteem) and work related variables (e.g., length of time absent from the workplace) as predictors of job acquisition. Path analyses were used to test two conceptual models: (1) the model of job acquisition for people with mental illness adapted from the TPB, and (2) the extended TPB including clinical, psychosocial, and work related variables recognized in the literature as significant determinants of competitive employment. Findings revealed that both models presented good fit indices. In total, individual factors predicted 26% of the variance in job search behaviours (behavioural actions). However, client characteristics explained only 8% of variance in work outcomes, suggesting that environmental variables (e.g., stigma towards mental disorders) play an important role in predicting job acquisition. About 56% (N = 157) of our sample obtained competitive employment. Results suggest that employment specialists can be guided in their interventions by the concepts found in the extended model of work integration since most of these are modifiable, such as perceived barriers to employment, self-efficacy, and self-esteem.

20 CFR 628.426 - Disapproval or revocation of the plan.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Disapproval or revocation of the plan. (a) If the Governor disapproves the SDA job training plan or plan... training plan or modification may be appealed by the PIC and chief elected official(s) of the SDA to the... and chief elected official(s) of the final disapproval of the SDA job training plan or modification...

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

PubMed

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

2006-01-01

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

Will My Job Survive?

ERIC Educational Resources Information Center

Schaffhauser, Dian

2009-01-01

In an economic downturn that seems to defy fiscal doctrine, how can one be sure that an IT job will remain safe through the coming ups and downs? Since no one can guarantee that IT position will remain intact through a turbulent economy, the author discusses how one can plan now to protect himself/herself later.

Search is on for most outstanding family planning workers and clinics.

PubMed

1994-01-01

The JSI Research and Training Institute, Inc, sponsored a national wide search in the Philippines commencing March 15, 1994, and ending July 7, 1994, for commendable family planning workers. The winners of the competition were selected from five categories: the best family planning volunteer worker, government family planning service worker, nongovernment family planning service worker, a government family planning clinic or center, and a nongovernment family planning clinic or center. Winners in each category were selected at the provincial or chartered city level, regional level, and national level. Nomination forms were made available in Provincial Health Offices or City Health Offices. Nomination criteria involved a worker who must have worked for at least 18 months for a family planning service agency and a volunteer who must have worked at least a year a family planning service agency in referring cases. Clinics or centers must have been in operation for at least 18 months and preferably accredited by the government. Winner selection criteria was based on the number of clients served, the commitment to family planning, and the quality of their work. Nominations were disqualified if workers were involved with performing abortions, coercing clients to practice family planning, or discriminating against any legally acceptable methods of contraception. Provincial selection of the winner occurred on July 15, 1994, and these winners were entered in the regional competition, which was set for August 1 and September 15, 1994. Regional winners competed in the national competition in November 1994. The award for each provincial winner will be a certificate, an aneroid sphygmomanometer, and a stethoscope. Provincial clinics will receive a certificate and a wall clock. Regional winners will receive a certificate and wrist watches. Regional clinics will receive a certificate and an examining table or karaoke sound system. The five national winners will receive a plaque of

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

A systematic review of job-specific workers' health surveillance activities for fire-fighting, ambulance, police and military personnel.

PubMed

Plat, M J; Frings-Dresen, M H W; Sluiter, J K

2011-12-01

Some occupations have tasks and activities that require monitoring safety and health aspects of the job; examples of such occupations are emergency services personnel and military personnel. The two objectives of this systematic review were to describe (1) the existing job-specific workers' health surveillance (WHS) activities and (2) the effectiveness of job-specific WHS interventions with respect to work functioning, for selected jobs. The search strategy systematically searched the PubMed, PsycINFO and OSH-update databases. The search strategy consisted of several synonyms of the job titles of interest, combined with synonyms for workers' health surveillance. The methodological quality was checked. At least one study was found for each of the following occupations fire fighters, ambulance personnel, police personnel and military personnel. For the first objective, 24 studies described several job-specific WHS activities aimed at aspects of psychological, 'physical' (energetic, biomechanical and balance), sense-related, environmental exposure or cardiovascular requirements. The seven studies found for the second objective measured different outcomes related to work functioning. The methodological quality of the interventions varied, but with the exception of one study, all scored over 55% of the maximum score. Six studies showed effectiveness on at least some of the defined outcomes. The studies described several job-specific interventions: a trauma resilience training, healthy lifestyle promotion, physical readiness training, respiratory muscle training, endurance and resistance training, a physical exercise programme and comparing vaccines. Several examples of job-specific WHS activities were found for the four occupations. Compared to studies focusing on physical tasks, a few studies were found that focus on psychological tasks. Effectiveness studies for job-specific WHS interventions were scarce, although their results were promising. We recommend studying

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

PubMed

Choi, So Eun; Kim, Sang Dol

2016-08-01

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

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

PubMed

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

2006-09-01

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

Job Knowledge Test Design: A Cognitively-Oriented Approach

DTIC Science & Technology

1993-07-01

protocol analyses and related methods. We employed a plan-goal graph representation to capture the knowledge content and goal structure of the studied task...between job knowledge and hands-on performance from previous studies was .38. For the subset of Marines in this sample who had recently been examined...the job knowledge test provided similar results to conventional, total number correct scoring. Conclusion The evidence provided by this study supports

Solution to the satisfiability problem using a complete Grover search with trapped ions

NASA Astrophysics Data System (ADS)

Yang, Wan-Li; Wei, Hua; Zhou, Fei; Chang, Weng-Long; Feng, Mang

2009-07-01

The main idea in the original Grover search (1997 Phys. Rev. Lett. 79 325) is to single out a target state containing the solution to a search problem by amplifying the amplitude of the state, following the Oracle's job, i.e., a black box giving us information about the target state. We design quantum circuits to accomplish a complete Grover search involving both the Oracle's job and the amplification of the target state, which are employed to solve satisfiability (SAT) problems. We explore how to carry out the quantum circuits with currently available ion-trap quantum computing technology.

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.

Perceived job insecurity as a risk factor for incident coronary heart disease: systematic review and meta-analysis.

PubMed

Virtanen, Marianna; Nyberg, Solja T; Batty, G David; Jokela, Markus; Heikkilä, Katriina; Fransson, Eleonor I; Alfredsson, Lars; Bjorner, Jakob B; Borritz, Marianne; Burr, Hermann; Casini, Annalisa; Clays, Els; De Bacquer, Dirk; Dragano, Nico; Elovainio, Marko; Erbel, Raimund; Ferrie, Jane E; Hamer, Mark; Jöckel, Karl-Heinz; Kittel, France; Knutsson, Anders; Koskenvuo, Markku; Koskinen, Aki; Lunau, Thorsten; Madsen, Ida E H; Nielsen, Martin L; Nordin, Maria; Oksanen, Tuula; Pahkin, Krista; Pejtersen, Jan H; Pentti, Jaana; Rugulies, Reiner; Salo, Paula; Shipley, Martin J; Siegrist, Johannes; Steptoe, Andrew; Suominen, Sakari B; Theorell, Töres; Toppinen-Tanner, Salla; Väänänen, Ari; Vahtera, Jussi; Westerholm, Peter J M; Westerlund, Hugo; Slopen, Natalie; Kawachi, Ichiro; Singh-Manoux, Archana; Kivimäki, Mika

2013-08-08

To determine the association between self reported job insecurity and incident coronary heart disease. A meta-analysis combining individual level data from a collaborative consortium and published studies identified by a systematic review. We obtained individual level data from 13 cohort studies participating in the Individual-Participant-Data Meta-analysis in Working Populations Consortium. Four published prospective cohort studies were identified by searches of Medline (to August 2012) and Embase databases (to October 2012), supplemented by manual searches. Prospective cohort studies that reported risk estimates for clinically verified incident coronary heart disease by the level of self reported job insecurity. Two independent reviewers extracted published data. Summary estimates of association were obtained using random effects models. The literature search yielded four cohort studies. Together with 13 cohort studies with individual participant data, the meta-analysis comprised up to 174,438 participants with a mean follow-up of 9.7 years and 1892 incident cases of coronary heart disease. Age adjusted relative risk of high versus low job insecurity was 1.32 (95% confidence interval 1.09 to 1.59). The relative risk of job insecurity adjusted for sociodemographic and risk factors was 1.19 (1.00 to 1.42). There was no evidence of significant differences in this association by sex, age (<50 v ≥ 50 years), national unemployment rate, welfare regime, or job insecurity measure. The modest association between perceived job insecurity and incident coronary heart disease is partly attributable to poorer socioeconomic circumstances and less favourable risk factor profiles among people with job insecurity.

Two Methods for Classifying Jobs into Equal Employment Opportunity Categories. Working Paper 83/84-4-21.

ERIC Educational Resources Information Center

Potter, Penny F.; Graham-Moore, Brian E.

Most organizations planning to assess adverse impact or perform a stock analysis for affirmative action planning must correctly classify their jobs into appropriate occupational categories. Two methods of job classification were assessed in a combination archival and field study. Classification results from expert judgment of functional job…

Utilization of a Fund Raising Event as a Curriculum to Teach Job Skills.

ERIC Educational Resources Information Center

Veech-Townzen, Annette M.

Designed to help students obtain job skills and abilities that will help them on the job, this guide presents three weeks of lesson plans enabling students to perform each step in acquiring and holding a job in a simulated business. Following suggestions for obtaining products requiring no capital outlay, a brief description of the five…

From job training to green jobs: a case study for a young adult employment program centered on environmental restoration in New York City, USA

Treesearch

Nancy Falxa-Raymond; Erika Svendsen; Lindsay K. Campbell

2013-01-01

The demand for a well-trained green-collar labor force will increase as many cities implement sustainability and green infrastructure plans. Additionally, many green jobs training programs are intended to provide pathways out of poverty for low-skilled workers. In this case study, we analyze the experiences of graduates from a New York City, USA green jobs training...

Solving the flexible job shop problem by hybrid metaheuristics-based multiagent model

NASA Astrophysics Data System (ADS)

Nouri, Houssem Eddine; Belkahla Driss, Olfa; Ghédira, Khaled

2018-03-01

The flexible job shop scheduling problem (FJSP) is a generalization of the classical job shop scheduling problem that allows to process operations on one machine out of a set of alternative machines. The FJSP is an NP-hard problem consisting of two sub-problems, which are the assignment and the scheduling problems. In this paper, we propose how to solve the FJSP by hybrid metaheuristics-based clustered holonic multiagent model. First, a neighborhood-based genetic algorithm (NGA) is applied by a scheduler agent for a global exploration of the search space. Second, a local search technique is used by a set of cluster agents to guide the research in promising regions of the search space and to improve the quality of the NGA final population. The efficiency of our approach is explained by the flexible selection of the promising parts of the search space by the clustering operator after the genetic algorithm process, and by applying the intensification technique of the tabu search allowing to restart the search from a set of elite solutions to attain new dominant scheduling solutions. Computational results are presented using four sets of well-known benchmark literature instances. New upper bounds are found, showing the effectiveness of the presented approach.

Is an insecure job better for health than having no job at all? A systematic review of studies investigating the health-related risks of both job insecurity and unemployment.

PubMed

Kim, Tae Jun; von dem Knesebeck, Olaf

2015-09-29

Though previous research repeatedly found that being employed is better for health than having no job at all, evidence suggests that employment is not always beneficial for health. With especially job insecurity reflecting a contemporary health risk for the employed, a systematic review was performed to assess if insecure employment can be as detrimental for health as unemployment, and to determine whether these associations vary according to different health measures and among men and women. The literature search was conducted in the databases Medline, Embase and PsychInfo. In order to allow a more accurate comparison between the two risk factors, studies were included if the data for job insecurity and unemployment was ascertained from the same sample, and contained a quantitative analysis for both exposures towards one (or more) health outcome(s). Out of 375 articles, in total, 13 studies were included in the systematic review. In 24 analyses contrasting the health-related associations between job insecurity and unemployment, 16 statistically significant associations were found for each exposure. According to the different health outcomes used, job insecurity and unemployment were strongly related to mental health, whereas job insecurity was more strongly associated with somatic symptoms. Unemployment showed stronger relations with worse general health and mortality. In 4 out of 16 gender-stratified analyses, significant associations between job insecurity/unemployment and health were found for men but not for women. Beyond that, associations were significant or insignificant in both gender groups. Though there were moderate differences across the health outcomes, overall, it was found that job insecurity can pose a comparable threat to health than unemployment. Policy interventions should therefore not only consider health risks posed by unemployment, but should also aim at the reduction of insecure employment.

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

Leadership, job well-being, and health effects--a systematic review and a meta-analysis.

PubMed

Kuoppala, Jaana; Lamminpää, Anne; Liira, Juha; Vainio, Harri

2008-08-01

The aim of this systematic literature analysis was to study the association between leadership and well-being at work and work-related health. These intermediate outcomes are supposed to predict work-related loss of productivity and disability at work. Original articles published in 1970 to 2005 were searched in MEDLINE and PsycINFO databases in a systematic manner. The main search terms were leadership, job satisfaction, well-being, sick leave, and disability pension. Out of 303 references, 93 publications were retrieved. In addition, other sources produced 69 articles. The strength of evidence was evaluated comprehensively. Altogether, 109 articles were thoroughly analyzed; our conclusions are based on 27 articles providing the best evidence. There was moderate evidence that leadership is associated with job well-being (risk ratio [RR] 1.40, range 1.36 to 1.57), sick leave (RR 0.73, range 0.70 to 0.89), and disability pension (RR 0.46, range 0.42 to 0.59). The evidence was weak on that leadership is associated with job satisfaction (median RR 2.23, range 1.30 to 3.51) but not with job performance (RR 1.13, range 0.55 to 1.20). There is a relative lack of well-founded prospective studies targeting the association between leadership and employee health, but the few available good studies suggest an important role of leadership on employee job satisfaction, job well-being, sickness absences, and disability pensions. The relationship between leadership and job performance remains unclear.

[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.

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

Code of Federal Regulations, 2010 CFR

2010-04-01

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

PSIP: Where the Jobs Are.

ERIC Educational Resources Information Center

Brown, Stephen

1979-01-01

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

Coping Work Strategies and Job Satisfaction Among Iranian Nurses

PubMed Central

Ghiyasvandian, Shahrzad; Adera Gebra, Addis

2014-01-01

Context: Nursing is a stressful job that could create physical and psychological disorders. Many studies presented information on stress, effects of coping strategies, and job satisfaction of nurses within health setting. We aimed to identify and describe nursing stresses, coping strategies and job satisfaction of Iranian nurses who are working or worked in different wards. Evidence Acquisition: In this review, we studied peer-reviewed journal articles on the field of stress, coping strategies and job satisfaction in nursing practice, especially Iranian nurses, which were published between 2000 and 2013. In this regard, we searched databases of PubMed, Elsevier, Google, BMJ, PMC, and MEDLINE. Results: The majority of the studies (60%) had analyzed the effect of coping strategies, experiences and perception of job-related stresses in Iranian nurses working in hospitals. In some of the reviewed studies (60%), the majority of the samples enrolled Iranian nurses. Forty percent of studies selected a maximum sample size of 565 (44%) participants in 2011. Nursing stress scale employed at 30% of the studies was the most commonly used strategy. This reviewed studies also revealed a combined measurement (60% of studies), based on categorical stress measurement, effects of coping strategies, and job satisfaction methods. Three studies explored the relationship between job stress and job satisfaction. For instance, the majority (74.4%) of nurses reported job satisfaction. Conclusions: Effect of coping strategies and job satisfaction on Iranian nurses is a well-accepted issue and has important positive outcomes on several areas of health discipline. PMID:25068050

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…

Recent Trends in Business Casual Attire and Their Effects on Student Job Seekers

ERIC Educational Resources Information Center

Kiddie, Thomas

2009-01-01

When the author introduces the unit on job hunting in his business communication course, he begins by relating his experiences searching for his first "real" job. He points out that the deciding factor for him in accepting a position at Bell Labs, instead of IBM, was Bell Lab's casual dress code. When he decided to retire from the former Bell…

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.

Hybrid General Pattern Search and Simulated Annealing for Industrail Production Planning Problems

NASA Astrophysics Data System (ADS)

Vasant, P.; Barsoum, N.

2010-06-01

In this paper, the hybridization of GPS (General Pattern Search) method and SA (Simulated Annealing) incorporated in the optimization process in order to look for the global optimal solution for the fitness function and decision variables as well as minimum computational CPU time. The real strength of SA approach been tested in this case study problem of industrial production planning. This is due to the great advantage of SA for being easily escaping from trapped in local minima by accepting up-hill move through a probabilistic procedure in the final stages of optimization process. Vasant [1] in his Ph. D thesis has provided 16 different techniques of heuristic and meta-heuristic in solving industrial production problems with non-linear cubic objective functions, eight decision variables and 29 constraints. In this paper, fuzzy technological problems have been solved using hybrid techniques of general pattern search and simulated annealing. The simulated and computational results are compared to other various evolutionary techniques.

On the predictability of protein database search complexity and its relevance to optimization of distributed searches.

PubMed

Deciu, Cosmin; Sun, Jun; Wall, Mark A

2007-09-01

We discuss several aspects related to load balancing of database search jobs in a distributed computing environment, such as Linux cluster. Load balancing is a technique for making the most of multiple computational resources, which is particularly relevant in environments in which the usage of such resources is very high. The particular case of the Sequest program is considered here, but the general methodology should apply to any similar database search program. We show how the runtimes for Sequest searches of tandem mass spectral data can be predicted from profiles of previous representative searches, and how this information can be used for better load balancing of novel data. A well-known heuristic load balancing method is shown to be applicable to this problem, and its performance is analyzed for a variety of search parameters.

C.I.E. Teacher-Coordinator Training Plans.

ERIC Educational Resources Information Center

Natale, Don; And Others

The stated purpose of this training plan manual is to assist the cooperative industrial education coordinator in determining the student's performance both in school and on the job in order that the student learner may reach his/her occupational goal. Major contents are training plans (lists of learning experiences and job tasks to be undertaken…

Perceived job insecurity as a risk factor for incident coronary heart disease: systematic review and meta-analysis

PubMed Central

Nyberg, Solja T; Batty, G David; Jokela, Markus; Heikkilä, Katriina; Fransson, Eleonor I; Alfredsson, Lars; Bjorner, Jakob B; Borritz, Marianne; Burr, Hermann; Casini, Annalisa; Clays, Els; De Bacquer, Dirk; Dragano, Nico; Elovainio, Marko; Erbel, Raimund; Ferrie, Jane E; Hamer, Mark; Jöckel, Karl-Heinz; Kittel, France; Knutsson, Anders; Koskenvuo, Markku; Koskinen, Aki; Lunau, Thorsten; Madsen, Ida E H; Nielsen, Martin L; Nordin, Maria; Oksanen, Tuula; Pahkin, Krista; Pejtersen, Jan H; Pentti, Jaana; Rugulies, Reiner; Salo, Paula; Shipley, Martin J; Siegrist, Johannes; Steptoe, Andrew; Suominen, Sakari B; Theorell, Töres; Toppinen-Tanner, Salla; Väänänen, Ari; Vahtera, Jussi; Westerholm, Peter J M; Westerlund, Hugo; Slopen, Natalie; Kawachi, Ichiro; Singh-Manoux, Archana; Kivimäki, Mika

2013-01-01

Objective To determine the association between self reported job insecurity and incident coronary heart disease. Design A meta-analysis combining individual level data from a collaborative consortium and published studies identified by a systematic review. Data sources We obtained individual level data from 13 cohort studies participating in the Individual-Participant-Data Meta-analysis in Working Populations Consortium. Four published prospective cohort studies were identified by searches of Medline (to August 2012) and Embase databases (to October 2012), supplemented by manual searches. Review methods Prospective cohort studies that reported risk estimates for clinically verified incident coronary heart disease by the level of self reported job insecurity. Two independent reviewers extracted published data. Summary estimates of association were obtained using random effects models. Results The literature search yielded four cohort studies. Together with 13 cohort studies with individual participant data, the meta-analysis comprised up to 174 438 participants with a mean follow-up of 9.7 years and 1892 incident cases of coronary heart disease. Age adjusted relative risk of high versus low job insecurity was 1.32 (95% confidence interval 1.09 to 1.59). The relative risk of job insecurity adjusted for sociodemographic and risk factors was 1.19 (1.00 to 1.42). There was no evidence of significant differences in this association by sex, age (<50 v ≥50 years), national unemployment rate, welfare regime, or job insecurity measure. Conclusions The modest association between perceived job insecurity and incident coronary heart disease is partly attributable to poorer socioeconomic circumstances and less favourable risk factor profiles among people with job insecurity. PMID:23929894

Teacher Job Satisfaction in a Year-Round School.

ERIC Educational Resources Information Center

Haser, Shelly Gismondi; Nasser, Ilham

2003-01-01

Describes reasons for teacher job satisfaction at a year-round elementary school (Timber Lane) in Fairfax County, Virginia, such as flexible work schedules, reduced stress, and time for professional planning. (PKP)

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.

Causal modeling of self-concept, job satisfaction, and retention of nurses.

PubMed

Cowin, Leanne S; Johnson, Maree; Craven, Rhonda G; Marsh, Herbert W

2008-10-01

The critical shortage of nurses experienced throughout the western world has prompted researchers to examine one major component of this complex problem - the impact of nurses' professional identity and job satisfaction on retention. A descriptive correlational design with a longitudinal element was used to examine a causal model of nurses' self-concept, job satisfaction, and retention plans in 2002. A random sample of 2000 registered nurses was selected from the state registering authority listing. A postal survey assessing multiple dimensions of nurses' self-concept (measured by the nurse self-concept questionnaire), job satisfaction (measured by the index of work satisfaction) was undertaken at Time 1 (n=528) and 8 months later at Time 2 (n=332) (including retention plans (measured by the Nurse Retention Index). Using confirmatory factor analysis, correlation matrices and path analysis, measurement and structural models were examined on matching pairs of data from T1 and T2 (total sample N=332). Nurses' self-concept was found to have a stronger association with nurses' retention plans (B=.45) than job satisfaction (B=.28). Aspects of pay and task were not significantly related to retention plans, however, professional status (r=.51), and to a lesser extent, organizational policies (r=.27) were significant factors. Nurses' general self-concept was strongly related (r=.57) to retention plans. Strategies or interventions requiring implementation and evaluation include: counseling to improve nurse general self-concept, education programs and competencies in health communication between health professionals, reporting of nurse-initiated programs with substantial patient benefit, nurse-friendly organizational policies, common health team learning opportunities, and autonomous practice models.

Creating the Future after Job Loss.

ERIC Educational Resources Information Center

McKnight, Richard

1991-01-01

Typical reactions to job loss are Victim, Survivor, and Navigator responses. A training program can help participants acknowledge their feelings, identify positive ways to manage change, understand the phases of change, learn stress management techniques, visualize their desired futures, and plan for achieving their vision. (SK)

Searching for a job: Cardiac responses to acute stress and the mediating role of threat appraisal in young people.

PubMed

Zandara, M; Garcia-Lluch, M; Villada, C; Hidalgo, V; Salvador, A

2018-02-01

Being unemployed and looking for a job has become a source of stress for many people in several European countries. However, little attention has been paid to the impact of this stressful situation on the individuals' psychophysiological stress responses. The aim of this study was to investigate the effect of being an unemployed job seeker on cognitive threat appraisal and cardiac responses to a psychosocial stressor. We exposed a group of unemployed job seekers (N = 42) and a matched group of unemployed non-job seekers (N = 40) to a standardized social stressor in form of job interview, the Trier Social Stress Test. Our results showed that unemployed job seekers manifest lower cardiac responses, along with a lower cognitive threat appraisal, compared to non-job seekers. Moreover, we observed a full mediating role of cognitive threat appraisal on the relationship between being an unemployed job seeker and cardiac responses to stress. These findings reveal that being unemployed and looking for a job has an effect on physiological responses to acute stress, as well as the importance of psychological process related to the situation. These responses might lead to negative health and motivational consequences. Theoretical and practical implications are discussed. Copyright © 2017 John Wiley & Sons, Ltd.

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…

Planning by Search through Simulations.

DTIC Science & Technology

1985-10-01

planners. 1.3 Planning: A New Paradigm After the advent of least-commitment planners, the planning problem became defined as the successive refinement of...ing, intervals during the execution of the plan (e.g., a thesis advisor is used discon- tinuously by a graduate student during his thesis research... The Garden I le\\ Ro4m tob Pita *44a Fr4Teot4i 4444444.4 (S-R4EST44CTIO pro444444 444 ( 4IT4 I B4 tually ~ ~ Rom com int effct For exmpe if the robo

What types of jobs do people with disabilities want?

PubMed

Ali, Mohammad; Schur, Lisa; Blanck, Peter

2011-06-01

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

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

Code of Federal Regulations, 2013 CFR

2013-04-01

... students; (2) Participant assessment; (3) Pre-employment and work maturity skills training; (4) Work-based learning; (5) Job search, occupational, and basic skills training; and (6) Provision of continued services...

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

Code of Federal Regulations, 2012 CFR

2012-04-01

... students; (2) Participant assessment; (3) Pre-employment and work maturity skills training; (4) Work-based learning; (5) Job search, occupational, and basic skills training; and (6) Provision of continued services...

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

Code of Federal Regulations, 2014 CFR

2014-04-01

... students; (2) Participant assessment; (3) Pre-employment and work maturity skills training; (4) Work-based learning; (5) Job search, occupational, and basic skills training; and (6) Provision of continued services...

Multipass Target Search in Natural Environments

PubMed Central

Otte, Michael W.; Sofge, Donald; Gupta, Satyandra K.

2017-01-01

Consider a disaster scenario where search and rescue workers must search difficult to access buildings during an earthquake or flood. Often, finding survivors a few hours sooner results in a dramatic increase in saved lives, suggesting the use of drones for expedient rescue operations. Entropy can be used to quantify the generation and resolution of uncertainty. When searching for targets, maximizing mutual information of future sensor observations will minimize expected target location uncertainty by minimizing the entropy of the future estimate. Motion planning for multi-target autonomous search requires planning over an area with an imperfect sensor and may require multiple passes, which is hindered by the submodularity property of mutual information. Further, mission duration constraints must be handled accordingly, requiring consideration of the vehicle’s dynamics to generate feasible trajectories and must plan trajectories spanning the entire mission duration, something which most information gathering algorithms are incapable of doing. If unanticipated changes occur in an uncertain environment, new plans must be generated quickly. In addition, planning multipass trajectories requires evaluating path dependent rewards, requiring planning in the space of all previously selected actions, compounding the problem. We present an anytime algorithm for autonomous multipass target search in natural environments. The algorithm is capable of generating long duration dynamically feasible multipass coverage plans that maximize mutual information using a variety of techniques such as ϵ-admissible heuristics to speed up the search. To the authors’ knowledge this is the first attempt at efficiently solving multipass target search problems of such long duration. The proposed algorithm is based on best first branch and bound and is benchmarked against state of the art algorithms adapted to the problem in natural Simplex environments, gathering the most information in the

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 CFR 617.20 - Responsibilities for the delivery of reemployment services.

Code of Federal Regulations, 2010 CFR

2010-04-01

... services; (6) Providing or procuring self-directed job search training, when necessary; (7) Providing training, job search and relocation assistance; (8) Developing a training plan with the individual; (9... reemployment services. 617.20 Section 617.20 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION...

Career Planning: Developing the Nation's Primary Resource.

ERIC Educational Resources Information Center

Jarvis, Phillip S.

Career planning is the most critical ingredient in developing a nation's primary resource, its workers. A 1988 Gallup Poll showed that 62 percent of U.S. workers had no career goal when they began their first job, and more than 50 percent felt they were in the wrong job. The same results probably could be applied to Canada. Career planning skills…

Professional Values, Job Satisfaction, and Intent to Leave Among Nursing Managers.

PubMed

Kantek, Filiz; Kaya, Ayla

2017-08-01

The professional values that are typically attributed to nursing managers influence the behaviors of staff nurses as well as of nursing managers. Therefore, the efficient planning and implementation of nursing services require that nursing managers raise their awareness of professional nursing values. This study aims to investigate the correlations between professional values, job satisfaction, and intent to leave the job and the institution. This descriptive and cross-sectional study was conducted on 216 nursing managers in nine different hospitals in Turkey. The data were collected using a personal information form, Nursing Professional Values Scale, Minnesota Job Satisfaction Questionnaire, and scales on intent to leave the job and the institution. Results indicate a positive correlation between the professional values of nurses and their job satisfaction and suggest a negative correlation between professional values and intent to leave the job and the institution. Furthermore, agency was found to be a determinant of job satisfaction. Strong professional values were found to increase job satisfaction and decrease the intent to leave the job and the institution.

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.

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

Treesearch

Larry J. Dawson; Alicia D. Bennett

2011-01-01

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

Caught in a Double Bind: A Woman's Job Search Experience.

PubMed

Moretti, Katelyn

2018-06-02

I consider myself an empowered woman. Growing up I was told there is nothing I should not do because of my gender. I entered a male dominated field in medicine and graduated from a predominantly male residency. I felt strong and resilient. While I was vaguely aware of gender biases in medicine, I felt I was preventing them from holding me back. And then, I began to apply for jobs. This article is protected by copyright. All rights reserved. This article is protected by copyright. All rights reserved.

Jobs for Indiana's Future. Executive Report.

ERIC Educational Resources Information Center

Jobs for the Future, Inc., West Somerville, MA.

This report summarizes the work of the Jobs for Indiana's Future (JIF) program, designed to provide the Indiana Commission on Vocational and Technical Education (ICVTE) with assistance in planning for the future by enhancing ICVTE's capacity to guide Indiana's human capital investment strategy. The JIF program undertook an extensive analysis of…

Using the Internet in Career Education. Practice Application Brief No. 1.

ERIC Educational Resources Information Center

Wagner, Judith O.

The World Wide Web has a wealth of information on career planning, individual jobs, and job search methods that counselors and teachers can use. Search engines such as Yahoo! and Magellan, organized like library tools, and engines such as AltaVista and HotBot search words or phrases. Web indexes offer a variety of features. The criteria for…

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.

A two-stage path planning approach for multiple car-like robots based on PH curves and a modified harmony search algorithm

NASA Astrophysics Data System (ADS)

Zeng, Wenhui; Yi, Jin; Rao, Xiao; Zheng, Yun

2017-11-01

In this article, collision-avoidance path planning for multiple car-like robots with variable motion is formulated as a two-stage objective optimization problem minimizing both the total length of all paths and the task's completion time. Accordingly, a new approach based on Pythagorean Hodograph (PH) curves and Modified Harmony Search algorithm is proposed to solve the two-stage path-planning problem subject to kinematic constraints such as velocity, acceleration, and minimum turning radius. First, a method of path planning based on PH curves for a single robot is proposed. Second, a mathematical model of the two-stage path-planning problem for multiple car-like robots with variable motion subject to kinematic constraints is constructed that the first-stage minimizes the total length of all paths and the second-stage minimizes the task's completion time. Finally, a modified harmony search algorithm is applied to solve the two-stage optimization problem. A set of experiments demonstrate the effectiveness of the proposed approach.

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…

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.

Geographic Skills Mismatch, Job Search, and Race. Discussion Paper No. 1288-04

ERIC Educational Resources Information Center

Stoll, Michael A.

2004-01-01

This paper examines whether a geographic skills mismatch exists between the location of less-educated minorities, in particular African Americans, and high-skill job concentrations, and if so, whether it contributes to the relatively poor employment outcomes of this group. It explores these questions by examining data on the recent geographic…

Impact of a participatory organizational intervention on job characteristics and job stress.

PubMed

Mikkelsen, A; Saksvik, P O

1999-01-01

Increased employee control and participation are recommended to achieve both "flexible organization" and improvements in health, as outlined in occupational stress intervention models. This study evaluates the impact of a participatory organizational intervention on job stress and job characteristics. The intervention was carried out in two post offices in the Norwegian Postal Service. "Local theories" were seen as the key drivers for organizational improvement and increased control. The underlying dynamics of the intervention were to manipulate employees' learning opportunity and decision authority so as to improve work environment and health. Work groups, in dialogue with a steering committee, conducted diagnosis, action planning, and action taking. Work conditions deteriorated during the observation period in the control groups. In one of the intervention groups, this negative trend was reduced by the intervention. Lack of positive results in the other intervention group may have been due to organizational restructuring and turbulence.

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…

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

Job Performance Deficits Due to Depression

PubMed Central

Adler, David A.; McLaughlin, Thomas J.; Rogers, William H.; Chang, Hong; Lapitsky, Leueen; Lerner, Debra

2014-01-01

Objective This study assessed the relationship between depression severity and job performance among employed primary care patients. Method In a 2001–2004 longitudinal observational study of depression’s affect on work productivity, 286 patients with DSM-IV major depressive disorder and/or dysthymia were compared to 93 individuals with rheumatoid arthritis, a condition associated with work disability, and 193 depression-free healthy control subjects. Participants were employed at least 15 hours per week, did not plan to stop working, and had no major medical co-morbidities. Measures at baseline, six, 12, and 18 months included the Work Limitations Questionnaire for work outcomes, and the Patient Health Questionnaire-9 for depression. Results At baseline and each follow-up, the depression group had significantly greater deficits in managing mental-interpersonal, time, and output tasks, as measured by the Work Limitations Questionnaire: The rheumatoid arthritis group’s deficits in managing physical job demands surpassed those of either the depression or comparison groups. Improvements in job performance were predicted by symptom severity. However, the job performance of even the “clinically improved” subset of depressed patients remained consistently worse than the control groups. Conclusions Multiple dimensions of job performance are impaired by depression. This impact persisted after symptoms have improved. Efforts to reduce work-impairment secondary to depression are needed. PMID:16946182

Job Demand in the Cosmetology Industry.

ERIC Educational Resources Information Center

Rudner, Lawrence M.; Deutermann, William V., Jr.

In order to determine job demand in the cosmetology industry, a survey was made of a nationally representative stratified random sample of 1,454 beauty salons, barber shops, and unisex salons in July 1991. Salon owners were asked about 1990 and their plans for the future. Survey results were supplemented with information about the industry…

Evaluation of the Unified Compensation and Classification Plan.

ERIC Educational Resources Information Center

Dade County Public Schools, Miami, FL. Office of Educational Accountability.

The Unified Classification and Compensation Plan of the Dade County (Florida) Public Schools consists of four interdependent activities that include: (1) developing and maintaining accurate job descriptions, (2) conducting evaluations that recommend job worth and grade, (3) developing and maintaining rates of compensation for job values, and (4)…

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

Factors related to job satisfaction among South Korean dentists.

PubMed

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

2006-12-01

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

Consultants in nhs scotland: a survey of work commitments, remuneration, job satisfaction and retirement plans.

PubMed

French, F H; Andrew, J E; Awramenko, M; Coutts, H; Leighton-Beck, L; Mollison, J; Needham, G; Scott, A; Walker, K A

2004-05-01

UK consultants have reported working long hours, increased stress and reduced morale. This study set out to elicit consultants' views on flexible working and to gather data on consultants' workloads, remuneration, job satisfaction and retirement plans. As such it is the first comprehensive study of consultants in NHS Scotland. The Information and Statistics Division of the Scottish Executive Health Dept provided a list of consultants working in NHS Scotland Focus groups and interviews informed the design of a postal self-completion, questionnaire. The response ratewas 61%. Almost two-thirds (65%) of respondents felt their workloads were unreasonable and unsustainable and 67% were unable to provide their desired standards of patient care. Two-thirds (67%) did not normally take meal breaks, 63% had insufficient time for outside interests, whilst 44% felt their health was being adversely affected Many (84%) believed that some of their work could be delegated to someone less qualified but 79% agreed that there were insufficient staff to make this possible. The average planned retirement age was 60 years, with 23% describing their plans as definite and 70% as quite or very likely. When asked what might induce them to postpone retirement, 50% cited reduced workload/work intensity. In 2003, a majority of consultants in the UK voted in favour of the new consultant contract. This will improve consultant pay and introduce a standard 40-hour working week, including worked on-call. This should address tow of the main areas of consultant dissatisfaction in NHS Scotland. However, staff shortages will require to be addressed if the contract is to be successfully implemented.

Holland Code, Job Satisfaction and Productivity in Clothing Factory Workers.

ERIC Educational Resources Information Center

Heesacker, Martin; And Others

Published research on vocational interests and personality has not often assessed the characteristics of workers and the work environment in blue-collar, women-dominated industries. This study administered the Self-Directed Search (Form E) to 318 sewing machine operators in three clothing factories. Holland codes, productivity, job satisfaction,…

Correlates of Job Placement Practice: Public Rehabilitation Counselors and Consumers Living with AIDS

ERIC Educational Resources Information Center

Hergenrather, Kenneth C.; Rhodes, Scott D.; McDaniel, Randall S.

2005-01-01

The Theory of Planned Behavior (TPB) was used to study the factors that influence the intention of public rehabilitation counselors to place consumers living with AIDS into jobs. Participants completed the Rehabilitation Counselor Intention to Place Survey, which was based on 2,089 elicited salient job placement beliefs of 155 public…

Suicide Management Plan--Post Suicide Response.

ERIC Educational Resources Information Center

Imhoff, Robert; Royster, Sharon

This document contains a suicide management plan developed specifically for colleges. The suicide management plan described includes pre-planning, immediate response to the event, press releases, college staff jobs, college responses (such as memorials or scholarships), interaction with the family, and staff counseling. The plan is presented as a…

Job sharing at a children's hospital: evaluation by medical staff.

PubMed

Valentine, J P; Martin, C J

1996-01-13

To evaluate job sharing for registrars at Princess Margaret Hospital for Children, Perth, by seeking responses from members of the relevant medical teams. A questionnaire was sent to all 126 medical staff within the hospital (and three managers in medical administration) asking their views on job sharing for registrars. Whether job sharing should continue, who should do it, at what stage of training, and the effects on patient care. Among the 77 respondents (60%) there was broad support for the continuation of job sharing at the hospital: only 5 of 37 consultants and 2 of 19 non-job sharing registrars rejected the idea (with a further 4 consultants uncertain). 43% Of the consultants who had worked with job sharing registrars thought continuity of care was adversely affected. The committee for physician training of the Royal Australasian College of Physicians emphasises that advanced training should be flexible, with a wide range of opportunities for individuals to plan an appropriate training programme in line with their personal goals. This study has shown that job sharing for registrars at Princess Margaret Hospital for Children allows this choice. Action on concerns over any adverse effects on patient care should resolve any persisting disquiet.

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

Want Ads, Job Skills, and Curriculum: A Survey of 1998 Chemistry Help-Wanted Ads

NASA Astrophysics Data System (ADS)

Headrick, Kurt L.

2001-09-01

Employer surveys are useful checks on how well we are preparing students for the working world. Employer surveys are also useful because they put curriculum deficiencies into terms that are readily understood; they can thus be a catalyst for curriculum reform. This study classified 2035 chemistry jobs advertized in newspapers across the USA in the fall of 1998 according to job type, employment sector, industry, type of chemistry principally involved, and academic background and experience desired. Job ads were also searched for keywords denoting a broad range of instrumentation and techniques, personality traits, and general work skills and experience. The total of 7872 keywords, an average of 3.9 per job, indicates that employers are looking for more than just a B.S. in chemistry.

The Five Stages of Deciding on a Purchase...or a Job.

ERIC Educational Resources Information Center

Summey, John H.; Anderson, Carol H.

1992-01-01

Describes five stages of deciding on purchase or job: recognition of employment need; career information search; evaluation of career alternatives; identification and acceptance of employment; and postchoice evaluation. Evaluated importance of freedom/significance, growth, and variety in career decisions of 362 college students. Concludes…

Intersections of discrimination due to unemployment and mental health problems: the role of double stigma for job- and help-seeking behaviors.

PubMed

Staiger, Tobias; Waldmann, Tamara; Oexle, Nathalie; Wigand, Moritz; Rüsch, Nicolas

2018-05-21

The everyday lives of unemployed people with mental health problems can be affected by multiple discrimination, but studies about double stigma-an overlap of identities and experiences of discrimination-in this group are lacking. We therefore studied multiple discrimination among unemployed people with mental health problems and its consequences for job- and help-seeking behaviors. Everyday discrimination and attributions of discrimination to unemployment and/or to mental health problems were examined among 301 unemployed individuals with mental health problems. Job search self-efficacy, barriers to care, and perceived need for treatment were compared among four subgroups, depending on attributions of experienced discrimination to unemployment and to mental health problems (group i); neither to unemployment nor to mental health problems (group ii); mainly to unemployment (group iii); or mainly to mental health problems (group iv). In multiple regressions among all participants, higher levels of discrimination predicted reduced job search self-efficacy and higher barriers to care; and attributions of discrimination to unemployment were associated with increased barriers to care. In ANOVAs for subgroup comparisons, group i participants, who attributed discrimination to both unemployment and mental health problems, reported lower job search self-efficacy, more perceived stigma-related barriers to care and more need for treatment than group iii participants, as well as more stigma-related barriers to care than group iv. Multiple discrimination may affect job search and help-seeking among unemployed individuals with mental health problems. Interventions to reduce public stigma and to improve coping with multiple discrimination for this group should be developed.

The efficacy and efficiency of Disability Management in job-retention and job-reintegration. A systematic review.

PubMed

Lefever, Marlies; Decuman, Saskia; Perl, François; Braeckman, Lutgart; Van de Velde, Dominique

2018-01-01

Disability management (DM) is a systematic method to ensure job-retention and job-reintegration in competitive employment for individuals with a disability. There is evidence that 'returning to work' has a positive impact on the individual, the company and on the society. However, a clear overview of the efficacy and efficiency of the DM programs is scarce. To systematically review the efficacy and efficiency of the disability management programs. Cochrane, PubMed, Google Scholar, and Web of Science were searched from 1994 to 2015. Two reviewers independently evaluated the articles on title, abstract, and full text. The data extraction and results are documented according to the study designs. Twenty-eight articles were included in the review. These 28 articles consisted of 7 systematic reviews, 3 randomized controlled trials, 9 clinical trials, 4 mixed-method studies and 5 qualitative studies. The DM program has shown to be effective and efficient. A consensus about the DM components is still not reached. Nevertheless, some components are emphasized more than others; job accommodation, facilitation of transitional duty, communication between all stakeholders, health care provider advice, early intervention, and acceptance, goodwill and trust in the stakeholders, in the organization, and in the disability management process.

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.

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

Job satisfaction of Malaysian registered nurses: a qualitative study.

PubMed

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

2016-01-01

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

A novel adaptive Cuckoo search for optimal query plan generation.

PubMed

Gomathi, Ramalingam; Sharmila, Dhandapani

2014-01-01

The emergence of multiple web pages day by day leads to the development of the semantic web technology. A World Wide Web Consortium (W3C) standard for storing semantic web data is the resource description framework (RDF). To enhance the efficiency in the execution time for querying large RDF graphs, the evolving metaheuristic algorithms become an alternate to the traditional query optimization methods. This paper focuses on the problem of query optimization of semantic web data. An efficient algorithm called adaptive Cuckoo search (ACS) for querying and generating optimal query plan for large RDF graphs is designed in this research. Experiments were conducted on different datasets with varying number of predicates. The experimental results have exposed that the proposed approach has provided significant results in terms of query execution time. The extent to which the algorithm is efficient is tested and the results are documented.

Life-Satisfaction, Values and Goal Achievement: The Case of Planned versus by Chance Searches on the Internet

ERIC Educational Resources Information Center

Casas, Ferran; Gonzalez, Monica; Figuer, Cristina; Coenders, Germa

2004-01-01

The relation between life domains satisfaction and overall life satisfaction, values, internal/external perceived control and the option of planning or by chance searching information on the Internet has been explored in a sample of Spanish adolescents aged 12 to 16 (N=968). Age and sex differences have been examined. Results clearly confirm a…

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.

34 CFR 361.32 - Use of profitmaking organizations for on-the-job training in connection with selected projects.

Code of Federal Regulations, 2010 CFR

2010-07-01

... on-the-job training in connection with selected projects. The State plan must assure that the... purpose of providing, as vocational rehabilitation services, on-the-job training and related programs for... 34 Education 2 2010-07-01 2010-07-01 false Use of profitmaking organizations for on-the-job...

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.

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.

[Modifications in health and welfare jobs transferred to thirty-five participating "core cities"].

PubMed

Hara, Kunio; Hoshiko, Michiko; Ishitake, Tatsuya

2010-06-01

The aim of this study was to determine modifications in health and welfare jobs transferred to thirty-five participating "core cities. We focused on health and welfare jobs in the following sectors: (1) local welfare; (2) health care; (3) city planning; (4) environmental protection; (5) education; and (6) urban revitalization. We developed a self-report questionnaire regarding implementation of administrative jobs transferred from prefectures to the core cities with attention to affects of changes in the jobs on the city administrative efficiency and the health of both the citizens and the city officials. The questionnaire, consisting of 27 multiple-choice and 12 open-ended questions, was forwarded via e-mail to lead city officials of the thirty-five core cities in mid-February 2008. Twenty-seven cities responded to the questionnaire in mid-March 2008 (collection rate: 77%). The core cities incorporated almost all the jobs transferred from the prefectures, in spite of some limitations regarding time taken for delivering assistive equipment to disabled children, implementing wider administrative plans and establishing educational centers. Almost all core cities answered that they implemented their jobs independently, autonomously and systematically. Seventeen out of 27 core cities established new health care centers during the transition period and increased their number of staff. The majority of these 17 answered that establishment of organizations directly providing services to citizens contributed to improvement in the efficiency of the administrative jobs. The core cities incorporated almost all the jobs transferred from the prefectures in spite of some limitations. The core cities which established their new health care centers during this transition period increased their number of staff to address modifications to the work load.

Systematic Review of Mindfulness Practice for Reducing Job Burnout

PubMed Central

Sammons, Amanda

2016-01-01

OBJECTIVE. A systematic search and critical appraisal of interdisciplinary literature was conducted to evaluate the evidence for practicing mindfulness to treat job burnout and to explore implications for occupational therapy practitioners. METHOD. Eight articles met inclusion criteria. Each study was assessed for quality using the Physiotherapy Evidence Database scale. We used the U.S. Agency for Health Care Policy and Research guidelines to determine strength of evidence. RESULTS. Of the studies reviewed, participants included health care professionals and teachers; no studies included occupational therapy practitioners. Six of the 8 studies demonstrated statistically significant decreases in job burnout after mindfulness training. Seven of the studies were of fair to good quality. CONCLUSION. There is strong evidence for the use of mindfulness practice to reduce job burnout among health care professionals and teachers. Research is needed to fill the gap on whether mindfulness is effective for treating burnout in occupational therapy practitioners. PMID:26943107

Systematic Review of Mindfulness Practice for Reducing Job Burnout.

PubMed

Luken, Michelle; Sammons, Amanda

2016-01-01

A systematic search and critical appraisal of interdisciplinary literature was conducted to evaluate the evidence for practicing mindfulness to treat job burnout and to explore implications for occupational therapy practitioners. Eight articles met inclusion criteria. Each study was assessed for quality using the Physiotherapy Evidence Database scale. We used the U.S. Agency for Health Care Policy and Research guidelines to determine strength of evidence. Of the studies reviewed, participants included health care professionals and teachers; no studies included occupational therapy practitioners. Six of the 8 studies demonstrated statistically significant decreases in job burnout after mindfulness training. Seven of the studies were of fair to good quality. There is strong evidence for the use of mindfulness practice to reduce job burnout among health care professionals and teachers. Research is needed to fill the gap on whether mindfulness is effective for treating burnout in occupational therapy practitioners. Copyright © 2016 by the American Occupational Therapy Association, Inc.

7 CFR 25.202 - Strategic plan.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Procedure § 25.202 Strategic plan. (a) Principles of strategic plan. The strategic plan included in the application must be developed in accordance with the following four key principles: (1) Strategic vision for... institutions and individual citizens. (3) Economic opportunity, including job creation within the community and...

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…

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…

A random-key encoded harmony search approach for energy-efficient production scheduling with shared resources

NASA Astrophysics Data System (ADS)

Garcia-Santiago, C. A.; Del Ser, J.; Upton, C.; Quilligan, F.; Gil-Lopez, S.; Salcedo-Sanz, S.

2015-11-01

When seeking near-optimal solutions for complex scheduling problems, meta-heuristics demonstrate good performance with affordable computational effort. This has resulted in a gravitation towards these approaches when researching industrial use-cases such as energy-efficient production planning. However, much of the previous research makes assumptions about softer constraints that affect planning strategies and about how human planners interact with the algorithm in a live production environment. This article describes a job-shop problem that focuses on minimizing energy consumption across a production facility of shared resources. The application scenario is based on real facilities made available by the Irish Center for Manufacturing Research. The formulated problem is tackled via harmony search heuristics with random keys encoding. Simulation results are compared to a genetic algorithm, a simulated annealing approach and a first-come-first-served scheduling. The superior performance obtained by the proposed scheduler paves the way towards its practical implementation over industrial production chains.

Effectiveness of community- and workplace-based interventions to manage musculoskeletal-related sickness absence and job loss: a systematic review.

PubMed

Palmer, Keith T; Harris, Elizabeth C; Linaker, Cathy; Barker, Mary; Lawrence, Wendy; Cooper, Cyrus; Coggon, David

2012-02-01

To assess the effectiveness of interventions in community and workplace settings to reduce sickness absence and job loss in workers with musculoskeletal disorders (MSDs). Relevant randomized controlled trials (RCTs) and cohort studies, published since 1990, were identified by screening citations from 35 earlier systematic reviews and by searching MEDLINE and Embase until April 2010. Effects were estimated by intervention category and other features, including study quality. Among 42 studies (including 34 RCTs), 27 assessed return to work (RTW), 21 duration of sickness absence and 5 job loss. Interventions included exercise therapy, behavioural change techniques, workplace adaptations and provision of additional services. Studies were typically small {median sample 107 [inter-quartile range (IQR) 77-148]} and limited in quality. Most interventions appeared beneficial: the median relative risk (RR) for RTW was 1.21 (IQR 1.00-1.60) and that for avoiding MSD-related job loss was 1.25 (IQR 1.06-1.71); the median reduction in sickness absence was 1.11 (IQR 0.32-3.20) days/month. However, effects were smaller in larger and better-quality studies, suggesting publication bias. No intervention was clearly superior, although effort-intensive interventions were less effective than simple ones. No cost-benefit analyses established statistically significant net economic benefits. As benefits are small and of doubtful cost-effectiveness, employers' practice should be guided by their value judgements about the uncertainties. Expensive interventions should be implemented only with rigorous cost-benefit evaluation planned from the outset. Future research should focus on the cost-effectiveness of simple, low-cost interventions, and further explore impacts on job retention.

The Search for Extraterrestrial Intelligence (SETI)

NASA Astrophysics Data System (ADS)

Tarter, Jill

The search for evidence of extraterrestrial intelligence is placed in the broader astronomical context of the search for extrasolar planets and biomarkers of primitive life elsewhere in the universe. A decision tree of possible search strategies is presented as well as a brief history of the search for extraterrestrial intelligence (SETI) projects since 1960. The characteristics of 14 SETI projects currently operating on telescopes are discussed and compared using one of many possible figures of merit. Plans for SETI searches in the immediate and more distant future are outlined. Plans for success, the significance of null results, and some opinions on deliberate transmission of signals (as well as listening) are also included. SETI results to date are negative, but in reality, not much searching has yet been done.

Efficient Solutions for Time-Consuming Jobs in the Library

ERIC Educational Resources Information Center

Bailey, Kieren

2011-01-01

Two of the most time-consuming jobs in the library are taking inventory and keeping track of in-house uses of library material. Librarians have long been searching for more efficient solution for these two activities. New technology can be the answer to creating efficiency for libraries. In fact, if one is a SirsiDynix library, there is an easy…

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

PubMed

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

2005-03-01

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

Planning of Educational Informatics Network (EIN)

ERIC Educational Resources Information Center

Çekiç, Osman; Kusçu, Meltem

2017-01-01

Planning is a concept that takes place all throughout one's life. People plan their education, work, private lives, and careers; in other words, they plan their entire lives to achieve specific desired outcomes. Not only do individuals plan which schools they will attend, but also where they should live and which jobs they should take. Similar to…

Green Streets, Green Jobs, Green Towns (G3) Guides and Publications

EPA Pesticide Factsheets

This page provides links to guides and resources for: policy, regulations, and incentives; planning and design; construction, operation, and maintenance; financing and economic benefits; and, green jobs and training.

Career planning resources

NASA Astrophysics Data System (ADS)

To Boldly Go: A Practical Career Guide for Scientists, written by Peter S. Fiske and published by AGU, is aimed at professionals and students considering nonacademic careers. Beginning with an assessment of the current job situation in academia, this book examines other opportunities in science, shows how to explore possibilities, and diagrams job search strategies. Outlines and samples illustrate clear and effective curriculum vitae, resumes, and cover letters. For more information, see http://www.agu.org/careerguide; call 1-800-966-2481 in North America to order; elsewhere, call 202-462-6900. The price for AGU members is 13.30 per copy, 19.00 for nonmembers.

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

PubMed Central

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

2018-01-01

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

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

PubMed

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

2018-01-01

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

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.

Evaluation of Environmental Information Products for Search and Rescue Optimal Planning System (SAROPS) - Version for Public Release

DTIC Science & Technology

2008-02-01

is called EFS-POM. EFS-POM is forced by surface atmospheric forcing (wind, heating / cooling , sea level pressure) and by boundary forcing derived from...Peter Olsson, University of Alaska Anchorage. Heating and cooling is given by the climatological monthly heat flux from COADS (Comprehensive Ocean...Environmental Information Products for Search and Rescue Optimal Planning System (SAROPS) - Version for Public Release FINAL REPORT February

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

PubMed

Steyn, Renier; Vawda, Naseema

2014-05-01

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

The 2008-18 Job Outlook in Brief

ERIC Educational Resources Information Center

Occupational Outlook Quarterly, 2010

2010-01-01

Some occupations will fare better than others over the 2008-18 decade. Although it's impossible to predict the future, one can gain insight into job outlook by analyzing trends in population growth, technological advances, and business practices. This insight is helpful in planning a career. Every 2 years, the U.S. Bureau of Labor Statistics (BLS)…

Evidence-based Medicine Search: a customizable federated search engine.

PubMed

Bracke, Paul J; Howse, David K; Keim, Samuel M

2008-04-01

This paper reports on the development of a tool by the Arizona Health Sciences Library (AHSL) for searching clinical evidence that can be customized for different user groups. The AHSL provides services to the University of Arizona's (UA's) health sciences programs and to the University Medical Center. Librarians at AHSL collaborated with UA College of Medicine faculty to create an innovative search engine, Evidence-based Medicine (EBM) Search, that provides users with a simple search interface to EBM resources and presents results organized according to an evidence pyramid. EBM Search was developed with a web-based configuration component that allows the tool to be customized for different specialties. Informal and anecdotal feedback from physicians indicates that EBM Search is a useful tool with potential in teaching evidence-based decision making. While formal evaluation is still being planned, a tool such as EBM Search, which can be configured for specific user populations, may help lower barriers to information resources in an academic health sciences center.

Structured nursing communication on interdisciplinary acute care teams improves perceptions of safety, efficiency, understanding of care plan and teamwork as well as job satisfaction.

PubMed

Gausvik, Christian; Lautar, Ashley; Miller, Lisa; Pallerla, Harini; Schlaudecker, Jeffrey

2015-01-01

Efficient, accurate, and timely communication is required for quality health care and is strongly linked to health care staff job satisfaction. Developing ways to improve communication is key to increasing quality of care, and interdisciplinary care teams allow for improved communication among health care professionals. This study examines the patient- and family-centered use of structured interdisciplinary bedside rounds (SIBR) on an acute care for the elderly (ACE) unit in a 555-bed metropolitan community hospital. This mixed methods study surveyed 24 nurses, therapists, patient care assistants, and social workers to measure perceptions of teamwork, communication, understanding of the plan for the day, safety, efficiency, and job satisfaction. A similar survey was administered to a control group of 38 of the same staff categories on different units in the same hospital. The control group units utilized traditional physician-centric rounding. Significant differences were found in each category between the SIBR staff on the ACE unit and the control staff. Nurse job satisfaction is an important marker of retention and recruitment, and improved communication may be an important aspect of increasing this satisfaction. Furthermore, improved communication is key to maintaining a safe hospital environment with quality patient care. Interdisciplinary team rounds that take place at the bedside improve both nursing satisfaction and related communication markers of quality and safety, and may help to achieve higher nurse retention and safer patient care. These results point to the interconnectedness and dual benefit to both job satisfaction and patient quality of care that can come from enhancements to team communication.

Determinants of village doctors' job satisfaction under China's health sector reform: a cross-sectional mixed methods study.

PubMed

Li, Tongtong; Lei, Trudy; Sun, Fiona; Xie, Zheng

2017-04-18

To strengthen rural health workforce, the Chinese government has launched a series of policies to promote the job satisfaction of village doctors since the health sector reform. The purpose of this mixed-method study is to describe village doctors' job satisfaction under the context of health sector reform and investigate the associated factors. Data was obtained from a survey of village doctors across three Chinese provinces in 2014. Using a multistage sampling process, quantitative data was collected from village doctors through the self-administered questionnaire and analyzed by multilevel logistic regression models. Qualitative data was collected through face-to-face semi-structured interviews on both village doctors and health managers. Theoretical coding was then conducted to analyze qualitative data. Among the 1221 respondents, 48.6% felt satisfied with their job. Older village doctors with less of a workload and under high-level integrated management were more likely to feel satisfied with their job. Village doctors who earned the top level of monthly income felt more satisfied, while on the county level, those who lived in counties with the highest GDP felt less satisfied. However, enrollment in a pension plan showed no significant difference in regards to village doctors' job satisfaction. Among 34 participants of qualitative interviews, most believed that age, income, and integrated management had a positive influence on the job satisfaction, while pension plan and basic public health care policies exhibited negative effects. Also, the increasing in availability of healthcare and health resources along with local economic development had negative effects on village doctors' job satisfaction. Village doctors' job satisfaction was quite low in regards to several determinants including age, income, workload, enrollment in a pension plan, integrated management, and county economic and medical availability development.

Design optimum frac jobs using virtual intelligence techniques

NASA Astrophysics Data System (ADS)

Mohaghegh, Shahab; Popa, Andrei; Ameri, Sam

2000-10-01

networks will be used as the fitness function for a genetic algorithm routine that will search for the best combination of the design parameters for the frac job. The genetic algorithm will search through the entire solution space and identify the optimal combination of parameters to be used in the design process. Considering the complexity of this task this methodology converges relatively fast, providing the engineer with several near-optimum scenarios for the frac job design. These scenarios, which can be achieved in just a minute or two, can be valuable initial points for the engineer to start his/her design job and save him/her hours of runs on the simulator.

Health human resource planning requires an effective staff retention policy.

PubMed

Rondeau, Kent V

2002-01-01

Planning for health human resources requires us to think about the forces and factors that attract healthcare professionals to their jobs and keep them there. However, the forces for attracting healthcare employees to a job are not the same as those factors that keep them there. Without effective recruitment and retention policies for healthcare professionals, planning initiatives will continue to be ineffective.

Physician job satisfaction related to actual and preferred job size.

PubMed

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

2017-05-11

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

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

PubMed

Amiresmaili, Mohammadreza; Moosazadeh, Mahmood

2013-09-01

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

Tools assessing nurse manager behaviours and RN job satisfaction: a review of the literature.

PubMed

Feather, Rebecca

2015-09-01

To determine the state of the science in relation to registered nurse (RN) perceptions of nurse manager behaviours that influence registered nurse job satisfaction. Nurse managers have been related by research to the job satisfaction of their staff. However, little is known about how nurses perceive the behaviours of nurse managers as influencing their job satisfaction. A literature search was conducted to identify journal articles that included studies involving instruments of nurse manager behaviours and staff nurse job satisfaction levels. The literature shows a lack of consistency in the definitions of job satisfaction, instrumentation for measurement and conclusions that identify specific management behaviours effective for high levels of job satisfaction of RNs related to staff nurse perceptions. Studies include important aspects of what shapes a healthy work environment for nurses, but no single study identified specific nurse manager behaviours based solely on the perceptions of staff nurses and their job satisfaction. The perceptions of staff nurses are important for hospital administrators and nurse managers in order to know how to improve satisfaction and reduce turnover. Instruments developed based on manager beliefs may not provide data needed to influence a change in management behaviours that results in improved job satisfaction. © 2014 John Wiley & Sons Ltd.

Education and the Economy: The External Efficiency of Education. Educational Policy and Planning Project.

ERIC Educational Resources Information Center

McMahon, Walter W., Ed.; Boediono, Ed.

External inefficiency in education--inequity between the characteristics of graduates and the job market--is a problem in Indonesia and many other countries. Job markets at the junior secondary level are very tight in Indonesia with low levels of unemployment at all ages, short job-search times, and high real rates of return. Unemployment,…

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

ERIC Educational Resources Information Center

Ultrasystems, Inc., Irvine, CA.

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

The Job Training and Job Satisfaction Survey Technical Manual

ERIC Educational Resources Information Center

Schmidt, Steven W.

2004-01-01

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

Resilience and Unemployment: Exploring Risk and Protective Influences for the Outcome Variables of Depression and Assertive Job Searching

ERIC Educational Resources Information Center

Moorhouse, Anne; Caltabiano, Marie L.

2007-01-01

This study examined adult resilience in the context of the adversity of unemployment. Seventy-seven unemployed job seekers completed a self-report survey containing the Resilience Scale (G. M. Wagnild & H. M. Young, 1993), Centre for Epidemiologic Studies-Depressed Mood Scale (L. S. Radloff, 1977), and the Assertive Job Hunting Survey (H. A.…

Predictors of career commitment and job performance of Jordanian nurses.

PubMed

Mrayyan, Majd T; Al-Faouri, Ibrahim

2008-04-01

Few studies focused on nurses' career commitment and nurses' job performance. This research aimed at studying variables of nurses' career commitment and job performance, and assessing the relationship between the two concepts as well as their predictors. A survey was used to collect data from a convenient sample of 640 Registered Nurses employed in 24 hospitals. Nurses 'agreed' to be committed to their careers and they were performing their jobs 'well'. As a part of career commitment, nurses were willing to be involved, in their own time, in projects that would benefit patient care. The highest and lowest means of nurses' job performance were reported for the following aspects: leadership, critical care, teaching/collaboration, planning/evaluation, interpersonal relations/communications and professional development. Correlating of total scores of nurses' career commitment and job performance revealed the presence of a significant and positive relationship between the two concepts. Stepwise regression models revealed that the explained variance in nurses' career commitment was 23.9% and that in nurses' job performance was 29.9%. Nurse managers should promote nursing as a career and they should develop and implement various strategies to increase nurses' career commitment and nurses' job performance. These strategies should focus on nurse retention, staff development and quality of care. Nurses' career commitment and job performance are inter-related complex concepts that require further studies to understand, promote and maintain these positive factors in work environments.

A Sustainable City Planning Algorithm Based on TLBO and Local Search

NASA Astrophysics Data System (ADS)

Zhang, Ke; Lin, Li; Huang, Xuanxuan; Liu, Yiming; Zhang, Yonggang

2017-09-01

Nowadays, how to design a city with more sustainable features has become a center problem in the field of social development, meanwhile it has provided a broad stage for the application of artificial intelligence theories and methods. Because the design of sustainable city is essentially a constraint optimization problem, the swarm intelligence algorithm of extensive research has become a natural candidate for solving the problem. TLBO (Teaching-Learning-Based Optimization) algorithm is a new swarm intelligence algorithm. Its inspiration comes from the “teaching” and “learning” behavior of teaching class in the life. The evolution of the population is realized by simulating the “teaching” of the teacher and the student “learning” from each other, with features of less parameters, efficient, simple thinking, easy to achieve and so on. It has been successfully applied to scheduling, planning, configuration and other fields, which achieved a good effect and has been paid more and more attention by artificial intelligence researchers. Based on the classical TLBO algorithm, we propose a TLBO_LS algorithm combined with local search. We design and implement the random generation algorithm and evaluation model of urban planning problem. The experiments on the small and medium-sized random generation problem showed that our proposed algorithm has obvious advantages over DE algorithm and classical TLBO algorithm in terms of convergence speed and solution quality.

Job demand and control interventions: a stakeholder-centered best-evidence synthesis of systematic reviews on workplace disability.

PubMed

Williams-Whitt, K; White, M I; Wagner, S L; Schultz, I Z; Koehn, C; Dionne, C E; Koehoorn, M; Harder, H; Pasca, R; Warje, O; Hsu, V; McGuire, L; Schulz, W; Kube, D; Hook, A; Wright, M D

2015-04-01

Physical and psychological job demands in combination with the degree of control a worker has over task completion, play an important role in reducing stress. Occupational stress is an important, modifiable factor affecting work disability. However, the effectiveness of reducing job demands or increasing job control remains unclear, particularly for outcomes of interest to employers, such as absenteeism or productivity. This systematic review reports on job demand and control interventions that impact absenteeism, productivity and financial outcomes. A stakeholder-centered best-evidence synthesis was conducted with researcher and stakeholder collaboration throughout. Databases and grey literature were searched for systematic reviews between 2000 and 2012: Medline, EMBASE, the Cochrane Database of Systematic Reviews, DARE, CINAHL, PsycINFO, TRIP, health-evidence.ca, Rehab+, National Rehabilitation Information Center (NARIC), and Institute for Work and Health. Articles were assessed independently by two researchers for inclusion criteria and methodological quality. Differences were resolved through consensus. The search resulted in 3363 unique titles. After review of abstracts, 115 articles were retained for full-text review. 11 articles finally met the inclusion criteria and are summarized in this synthesis. The best level of evidence we found indicates that multimodal job demand reductions for either at-work or off-work workers will reduce disability-related absenteeism. In general, the impacts of interventions that aim to reduce job demands or increase job control can be positive for the organization in terms of reducing absenteeism, increasing productivity and cost-effectiveness. However, more high quality research is needed to further assess the relationships and quantify effect sizes for the interventions and outcomes reviewed in this study.

Evaluating Pharmacists' Motivation and Job Satisfaction Factors in Saudi Hospitals.

PubMed

Benslimane, Nabila; Khalifa, Mohamed

2016-01-01

High turnover rate among healthcare professionals is a very expensive price that healthcare organizations might pay if they don't have the proper strategies for motivating and satisfying their employees. Healthcare organizations should be able to identify areas that require more attention. Many studies discussed the vital link that bonds job satisfaction with motivation, which has a major impact on productivity, innovation, and overall organizational performance. Our study explored the level of job satisfaction and factors that motivate pharmacists in Saudi hospitals using mixed quantitative and qualitative methods. From pharmacy managers' point of view; financial rewards are more important than non-financial incentives and benefits. This contradicts with pharmacists' opinions; who ranked recognition, promotion, job satisfaction, job feedback, autonomy and task significance among the most influential motivators to pharmacists. These results show that managers need to revise their plans and provide further attention to ensure that effective motivation and retention strategies are put in place.

The relationships between organizational and individual variables to on-the-job driver accidents and accident-free kilometres.

PubMed

Caird, J K; Kline, T J

2004-12-01

Highway fatalities are the leading cause of fatal work injuries in the US, accounting for approximately 1 in 4 of the 5900 job-related deaths during 2001. The present study focused on the contribution of organizational factors and driver behaviours to on-the-job driving accidents in a large Western Canadian corporation. A structural equation modelling (SEM) approach was used which allows researchers to test a complex set of relationships within a global theoretical framework. A number of scales were used to assess organizational support, driver errors, and driver behaviours. The sample of professional drivers that participated allowed the recording of on-the-job accidents and accident-free kilometres from their personnel files. The pattern of relationships in the fitted model, after controlling for exposure and social desirability, provides insight into the role of organizational support, planning, environment adaptations, fatigue, speed, errors and moving citations to on-the-job accidents and accident-free kilometres. For example, organizational support affected the capacity to plan. Time to plan work-related driving was found to predict accidents, fatigue and adaptations to the environment. Other interesting model paths, SEM limitations, future research and recommendations are elaborated.

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

PubMed

Lau, Bjørn; Knardahl, Stein

2008-02-01

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

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…

The relationship between office type and job satisfaction: Testing a multiple mediation model through ease of interaction and well-being.

PubMed

Otterbring, Tobias; Pareigis, Jörg; Wästlund, Erik; Makrygiannis, Alexander; Lindström, Anton

2018-05-01

Objectives This cross-sectional study investigated the associations between office type (cellular, shared-room, small open-plan, and medium-sized open-plan) and employees' ease of interaction with coworkers, subjective well-being, and job satisfaction. Methods A brief survey including measures of office type, ease of interaction with coworkers, subjective well-being, and job satisfaction was sent electronically to 1500 Swedish real-estate agents, 271 of whom returned usable surveys. The data were analyzed using a regression-based serial multiple mediation model (PROCESS Model 6), which tested whether the relationship between office type and job satisfaction would be mediated by ease of interaction and, in turn, subjective well-being. Results A negative relationship was found between the number of coworkers sharing an office and employees' job satisfaction. This association was serially mediated by ease of interaction with coworkers and subjective well-being, with employees working in small and medium-sized open-plan offices reporting lower levels of both these aspects than employees who work in either cellular or shared-room offices. Conclusions Open-plan offices may have short-term financial benefits, but these benefits may be lower than the costs associated with decreased job satisfaction and well-being. Therefore, decision-makers should consider the impact of office type on employees rather than focusing solely on cost-effective office layout, flexibility, and productivity.

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

College Graduate Retention: An Initiative Planning Document for Medina, Portage, Summit, Stark and Wayne Counties. Ohio Department of Job and Family Services and Ohio Department of Development Graduate Retention Initiative

ERIC Educational Resources Information Center

Stark Education Partnership, 2011

2011-01-01

This document represents the findings of the Greater Akron and Canton Regional Chambers of Commerce under an Ohio Department of Job and Family Services and Ohio Department of Development Graduate Retention Initiative (GRI) Planning Grant. The document also includes a proposal for the implementation phase of the initiative with a geographic scope…

Enhancing Literacy for Jobs and Productivity. Academy Final Report.

ERIC Educational Resources Information Center

Chynoweth, Judith K.

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

29 CFR 4050.4 - Diligent search.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Relating to Labor (Continued) PENSION BENEFIT GUARANTY CORPORATION PLAN TERMINATIONS MISSING PARTICIPANTS § 4050.4 Diligent search. (a) Search required. A diligent search must be made for each missing participant before information about the missing participant or payment is submitted to the PBGC pursuant to...

29 CFR 4050.4 - Diligent search.

Code of Federal Regulations, 2013 CFR

2013-07-01

... Relating to Labor (Continued) PENSION BENEFIT GUARANTY CORPORATION PLAN TERMINATIONS MISSING PARTICIPANTS § 4050.4 Diligent search. (a) Search required. A diligent search must be made for each missing participant before information about the missing participant or payment is submitted to the PBGC pursuant to...

Psychosocial job stressors and suicidality: a meta-analysis and systematic review.

PubMed

Milner, Allison; Witt, Katrina; LaMontagne, Anthony D; Niedhammer, Isabelle

2018-04-01

Job stressors are known determinants of common mental disorders. Over the past 10 years, there has been evidence that job stressors may also be risk factors for suicidality. The current paper sought to examine this topic through the first comprehensive systematic review and meta-analysis of the literature to date. We used a three-tier search strategy of seven electronic databases. Studies were included if they reported on a job stressor or job-related stress as an exposure and suicide ideation, self-harm, suicide attempt or suicide as an outcome. Two researchers independently screened articles. All extracted effect estimates were converted to log-transformed ORs. There were 22 studies that were included in meta-analysis. Overall, exposure to job stressors was associated with elevated risk of suicide ideation and behaviours. The OR for suicide ideation (14 studies) ranged from 1.45 (95% CI 1.01 to 2.08) for poor supervisor and colleague support to 1.91 (95% CI 1.22 to 2.99) for job insecurity. For suicide (six studies), exposure to lower supervisor and collegial support produced an OR of 1.16 (95% CI 0.98 to 1.38), while low job control resulted in an OR of 1.23 (95% CI 1.00 to 1.50). There were only two studies that examined suicide attempt, both of which suggested an adverse effect of exposure to job stressors. This study provides some evidence that job stressors may be related to suicidal outcomes. However, as most studies in the area were cross-sectional and observational in design, there is a need for longitudinal research to assess the robustness of observed associations. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2018. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

Job satisfaction and career commitment among Alzheimer's care providers: addressing turnover and improving staff empowerment.

PubMed

Coogle, Constance L; Parham, Iris A; Rachel, Colleen A

2011-11-01

This study investigated the relation between job satisfaction and career commitment among 262 Alzheimer's care staff working in long-term and community-based care settings. It was anticipated that the results would suggest whether career commitment could be enhanced to positively influence job satisfaction, and conversely, if improvements in job satisfaction might contribute to a deepened sense of vocational empowerment. Participants attended dementia-specific training and completed 2 short work-related questionnaires that measured job satisfaction and career commitment. The results of stepwise regression revealed interrelations between the 2 constructs. Congruence appeared to be reciprocal with respect to the overall scale scores and the intrinsic job satisfaction measure. Unexpected relations appeared in analyses of the extrinsic job satisfaction measure and the career planning subscale. Results are indicative of the fundamental distinction between job satisfaction and career commitment. Implications for efforts to reduce turnover and improve staff empowerment are also considered.

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.

102. JOB NO. 1347F, SHEET 3, 1927, ASSEMBLY BUILDING; FORD ...

Library of Congress Historic Buildings Survey, Historic Engineering Record, Historic Landscapes Survey

102. JOB NO. 1347-F, SHEET 3, 1927, ASSEMBLY BUILDING; FORD MOTOR COMPANY; FIRST FLOOR PLAN - Ford Motor Company Long Beach Assembly Plant, Assembly Building, 700 Henry Ford Avenue, Long Beach, Los Angeles County, CA

Correlation of Hope and Self-Efficacy With Job Satisfaction, Job Stress, and Organizational Commitment for Correctional Officers in the Taiwan Prison System.

PubMed

Law, Fang Mei; Guo, Gwo Jen

2016-08-01

The aim of this study was to explore the correlation of hope and self-efficacy with job satisfaction, job stress, and organizational commitment for correctional officers in the Taiwan prison system while controlling for the shared effects of the nature of the institution (i.e., for male or female inmates) and personal characteristics of the officers (i.e., gender, age, and years of work experience). Hope in the context of this study refers to a cognitive set and motivational state that involves reciprocal interaction between goal-directed energy (agency) and planned pathways to meet the goals (pathway). It is a personality trait of hopefulness, rather than having hope for the prisoners restructuring their future. Self-efficacy refers to the belief that individuals have regarding their ability to perform necessary tasks to achieve goals. Although they share similar constructs, hope theory places emphasis on cross-situational goal-directed thought, whereas the concept of self-efficacy focuses on situation-specific goals. The participants were 133 correctional personnel from two correctional institutions, one with male inmates and the other with female inmates, in central Taiwan. The results of ordinary least squares regression analysis indicated that hope had a significant positive association with job satisfaction and a significant negative association with job stress. Self-efficacy had a significant positive association with job satisfaction and organizational commitment. Finally, job satisfaction had a significant positive association with organizational commitment. © The Author(s) 2015.

An Innovative Multi-Agent Search-and-Rescue Path Planning Approach

DTIC Science & Technology

2015-03-09

search problems from search theory and artificial intelligence /distributed robotic control, and pursuit-evasion problem perspectives may be found in...Dissanayake, “Probabilistic search for a moving target in an indoor environment”, In Proc. IEEE/RSJ Int. Conf. Intelligent Robots and Systems, 2006, pp...3393-3398. [7] H. Lau, and G. Dissanayake, “Optimal search for multiple targets in a built environment”, In Proc. IEEE/RSJ Int. Conf. Intelligent

Evidence-based Medicine Search: a customizable federated search engine

PubMed Central

Bracke, Paul J.; Howse, David K.; Keim, Samuel M.

2008-01-01

Purpose: This paper reports on the development of a tool by the Arizona Health Sciences Library (AHSL) for searching clinical evidence that can be customized for different user groups. Brief Description: The AHSL provides services to the University of Arizona's (UA's) health sciences programs and to the University Medical Center. Librarians at AHSL collaborated with UA College of Medicine faculty to create an innovative search engine, Evidence-based Medicine (EBM) Search, that provides users with a simple search interface to EBM resources and presents results organized according to an evidence pyramid. EBM Search was developed with a web-based configuration component that allows the tool to be customized for different specialties. Outcomes/Conclusion: Informal and anecdotal feedback from physicians indicates that EBM Search is a useful tool with potential in teaching evidence-based decision making. While formal evaluation is still being planned, a tool such as EBM Search, which can be configured for specific user populations, may help lower barriers to information resources in an academic health sciences center. PMID:18379665

In Practice: Virtual Job Club--A Social Support Network for Recent Graduates

ERIC Educational Resources Information Center

Maietta, Heather N.

2012-01-01

Searching for employment during this recession-battered market has proven difficult for many new college graduates. As unemployment trends and hiring outlooks continue their slow resurgence, the competition for jobs remains fierce, and the students are feeling the pressure. In this article, the author describes Nichols College's new, web-based…

Innately Split Model for Job-shop Scheduling Problem

NASA Astrophysics Data System (ADS)

Ikeda, Kokolo; Kobayashi, Sigenobu

Job-shop Scheduling Problem (JSP) is one of the most difficult benchmark problems. GA approaches often fail searching the global optimum because of the deception UV-structure of JSPs. In this paper, we introduce a novel framework model of GA, Innately Split Model (ISM) which prevents UV-phenomenon, and discuss on its power particularly. Next we analyze the structure of JSPs with the help of the UV-structure hypothesys, and finally we show ISM's excellent performance on JSP.

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

PubMed Central

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

2002-01-01

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

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

PubMed

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

2002-06-01

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

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

ERIC Educational Resources Information Center

Saunders, Bob

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

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

PubMed

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

2018-01-01

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

Job satisfaction evaluation in low back pain: a literature review and tools appraisal.

PubMed

Ratinaud, M C; Chamoux, A; Glace, B; Coudeyre, E

2013-09-01

Among occupational risk factors of recurrence, chronicity and no return to work in low back pain, poor job satisfaction is the only high evidence-based factor. To find out any validated questionnaire usable to assess job satisfaction in low back pain patients, both in clinical practice and research setting. A systematic literature search on Pubmed and Cochrane library databases and un-indexed literature was made. "Job satisfaction" and "low back pain" keywords were used. Only English and French relevant articles were retained. A double assessment was made of listed questionnaires according to psychometric properties and daily practice use. Among the 40 articles retained only four used a validated questionnaire. Among the 12 different questionnaires, only two are validated in their English version (Job Descriptive Index [JDI] and the Work Environment Scale [WES]) and one in its French Version (JDI). Because they are time consuming, use these questionnaires in daily practice seems difficult. Based on literature review and questionnaire heterogeneity, at this time, there is no reference job satisfaction questionnaire. For daily practice, global job satisfaction visual analog scale could be useful. For research and intervention, JDI is more suitable despite its validity is still questionable. Copyright © 2013 Elsevier Masson SAS. All rights reserved.

Cognitive factors predicting intentions to search for health information: an application of the theory of planned behaviour.

PubMed

Austvoll-Dahlgren, Astrid; Falk, Ragnhild S; Helseth, Sølvi

2012-12-01

Peoples' ability to obtain health information is a precondition for their effective participation in decision making about health. However, there is limited evidence describing which cognitive factors can predict the intention of people to search for health information. To test the utility of a questionnaire in predicting intentions to search for health information, and to identify important predictors associated with this intention such that these could be targeted in an Intervention. A questionnaire was developed based on the Theory of Planned Behaviour and tested on both a mixed population sample (n=30) and a sample of parents (n = 45). The questionnaire was explored by testing for internal consistency, calculating inter-correlations between theoretically-related constructs, and by using multiple regression analysis. The reliability and validity of the questionnaire were found to be satisfactory and consistent across the two samples. The questionnaires' direct measures prediction of intention was high and accounted for 47% and 55% of the variance in behavioural intentions. Attitudes and perceived behavioural control were identified as important predictors to intention for search for health information. The questionnaire may be a useful tool for understanding and evaluating behavioural intentions and beliefs related to searches for health information. © 2012 The authors. Health Information and Libraries Journal © 2012 Health Libraries Group.

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

PubMed

Turner, Nick; Chmiel, Nik; Walls, Melanie

2005-10-01

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

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

PubMed

Lee, H W

1994-01-01

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

6. JOB NO. 1347B, SHEET 2, 1927, OIL HOUSE; FORD ...

Library of Congress Historic Buildings Survey, Historic Engineering Record, Historic Landscapes Survey

6. JOB NO. 1347-B, SHEET 2, 1927, OIL HOUSE; FORD MOTOR COMPANY; FOUNDATION PLAN, SECTIONS, AND DETAILS - Ford Motor Company Long Beach Assembly Plant, Oil House, 700 Henry Ford Avenue, Long Beach, Los Angeles County, CA

4. JOB NO. 1347B, SHEET 1, 1927, OIL HOUSE; FORD ...

Library of Congress Historic Buildings Survey, Historic Engineering Record, Historic Landscapes Survey

4. JOB NO. 1347-B, SHEET 1, 1927, OIL HOUSE; FORD MOTOR COMPANY; FLOOR PLAN, ELEVATIONS AND SECTIONS - Ford Motor Company Long Beach Assembly Plant, Oil House, 700 Henry Ford Avenue, Long Beach, Los Angeles County, CA

Simulation to Support Local Search in Trajectory Optimization Planning

NASA Technical Reports Server (NTRS)

Morris, Robert A.; Venable, K. Brent; Lindsey, James

2012-01-01

NASA and the international community are investing in the development of a commercial transportation infrastructure that includes the increased use of rotorcraft, specifically helicopters and civil tilt rotors. However, there is significant concern over the impact of noise on the communities surrounding the transportation facilities. One way to address the rotorcraft noise problem is by exploiting powerful search techniques coming from artificial intelligence coupled with simulation and field tests to design low-noise flight profiles which can be tested in simulation or through field tests. This paper investigates the use of simulation based on predictive physical models to facilitate the search for low-noise trajectories using a class of automated search algorithms called local search. A novel feature of this approach is the ability to incorporate constraints directly into the problem formulation that addresses passenger safety and comfort.

360-Degree Rhetorical Analysis of Job Hunting: A Four-Part, Multimodal Project

ERIC Educational Resources Information Center

Ding, Huiling; Ding, Xin

2013-01-01

This article proposes the use of a four-component multimodal employment project that offers students a 360-degree understanding of the rhetorical situations surrounding job searches. More specifically, we argue for the use of the four deliverables of written resumes and cover letters, mock oral onsite interview, video resume analysis, and peer…

Effect of Female Principal's Management Styles on Teacher's Job Satisfaction in Isfahan-Iran, Girls High Schools

ERIC Educational Resources Information Center

Saeed, Rajaeepour; Azizollah, Arbabisarjou; Zahra, Amiri; Abdolghayoum, Nematiniya; Zaman, Ajdai; Peyman, Yarmohammadzadeh

2011-01-01

Assuring job satisfaction, over a long-term, requires managers' styles, careful planning and effort both by management and by workers. Job satisfaction is influenced by the employee's personal characteristics, the manager's personal characteristics and management style, and the nature of the work itself. The aim of this study was to determine the…

Advanced On-the-Job Training System: Master Test Plan

DTIC Science & Technology

1990-05-01

synonymous with program evaluation and consists of a plan to evaluate AOTS with regard to assessment of the four crit’cal issues of system compliance...acceptance, performance and suitability. Within the MTP, these critical issues are assessed at subcomponent, component, and subsystem levels. 14. SUBJECT...Master Test Plan is synonymous with program evaluation and consists of a plan to evaluate AOTS with regard to assessment of the four critical issues

MIP models and hybrid algorithms for simultaneous job splitting and scheduling on unrelated parallel machines.

PubMed

Eroglu, Duygu Yilmaz; Ozmutlu, H Cenk

2014-01-01

We developed mixed integer programming (MIP) models and hybrid genetic-local search algorithms for the scheduling problem of unrelated parallel machines with job sequence and machine-dependent setup times and with job splitting property. The first contribution of this paper is to introduce novel algorithms which make splitting and scheduling simultaneously with variable number of subjobs. We proposed simple chromosome structure which is constituted by random key numbers in hybrid genetic-local search algorithm (GAspLA). Random key numbers are used frequently in genetic algorithms, but it creates additional difficulty when hybrid factors in local search are implemented. We developed algorithms that satisfy the adaptation of results of local search into the genetic algorithms with minimum relocation operation of genes' random key numbers. This is the second contribution of the paper. The third contribution of this paper is three developed new MIP models which are making splitting and scheduling simultaneously. The fourth contribution of this paper is implementation of the GAspLAMIP. This implementation let us verify the optimality of GAspLA for the studied combinations. The proposed methods are tested on a set of problems taken from the literature and the results validate the effectiveness of the proposed algorithms.

MIP Models and Hybrid Algorithms for Simultaneous Job Splitting and Scheduling on Unrelated Parallel Machines

PubMed Central

Ozmutlu, H. Cenk

2014-01-01

We developed mixed integer programming (MIP) models and hybrid genetic-local search algorithms for the scheduling problem of unrelated parallel machines with job sequence and machine-dependent setup times and with job splitting property. The first contribution of this paper is to introduce novel algorithms which make splitting and scheduling simultaneously with variable number of subjobs. We proposed simple chromosome structure which is constituted by random key numbers in hybrid genetic-local search algorithm (GAspLA). Random key numbers are used frequently in genetic algorithms, but it creates additional difficulty when hybrid factors in local search are implemented. We developed algorithms that satisfy the adaptation of results of local search into the genetic algorithms with minimum relocation operation of genes' random key numbers. This is the second contribution of the paper. The third contribution of this paper is three developed new MIP models which are making splitting and scheduling simultaneously. The fourth contribution of this paper is implementation of the GAspLAMIP. This implementation let us verify the optimality of GAspLA for the studied combinations. The proposed methods are tested on a set of problems taken from the literature and the results validate the effectiveness of the proposed algorithms. PMID:24977204

[State Program of Jobs for the Future. Volume III.

ERIC Educational Resources Information Center

Jobs for the Future, Inc., West Somerville, MA.

This document contains action plans for four states (Colorado, Indiana, Mississippi, and Missouri) involved in the Jobs for the Future program designed to enhance states' ability to handle economic change. The first section, "A Call to Action," discusses what Colorado's public and private sectors must consider doing to meet the…

Consumers with Major Depressive Disorder: Factors Influencing Job Placement

ERIC Educational Resources Information Center

Hergenrather, Kenneth C.; Haase, Eileen; Zeglin, Robert J.; Rhodes, Scott D.

2013-01-01

The theory of planned behavior (TPB) was applied to study the factors that influence the intention of public rehabilitation placement professionals to place consumers with major depressive disorder (MDD) in jobs. A sample of 108 public rehabilitation placement professionals in the Mid-Atlantic region of the United States completed the MDD…

3. JOB NO. 1347G, SHEET 1, 1930, OIL HOUSE; FORD ...

Library of Congress Historic Buildings Survey, Historic Engineering Record, Historic Landscapes Survey

3. JOB NO. 1347-G, SHEET 1, 1930, OIL HOUSE; FORD MOTOR COMPANY; FLOOR PLAN, ELEVATION, AND MISCELLANEOUS DETAIL - Ford Motor Company Long Beach Assembly Plant, Oil House, 700 Henry Ford Avenue, Long Beach, Los Angeles County, CA

Relationships among factors affecting advanced practice registered nurses' job satisfaction and intent to leave: A systematic review.

PubMed

Han, Robin M; Carter, Patricia; Champion, Jane Dimmitt

2018-02-01

This systematic review explores relationships between advanced practice registered nurses' (APRN) job satisfaction and intent to leave. There exists a dearth of APRN providers compared with the ever-growing need for their services. Furthermore, the organizational costs associated with the APRN turnover are extremely high. It, therefore, behooves practice administrators to understand what factors most contribute to APRN job satisfaction and retention. A search of research databases CINAHL, PubMed, and PsycINFO, using keywords "Advanced Practice Registered Nurse," "job satisfaction," "intent to leave," "anticipated turnover," and "Nurse Practitioner" to yield articles included in this review. The strength of existing evidence for this topic is weak. Studies have found that extrinsic factors, such as administrative support and salary, significantly contribute to job dissatisfaction, whereas intrinsic factors, such as autonomy and finding work meaningful, most significantly contribute to job satisfaction. Additional research is needed to better understand the factors relating to APRN job satisfaction and dissatisfaction, and how those factors influence practitioners' intent to leave. Efforts to improve APRN job satisfaction will have positive implications for provider retention, practices, and patients. Administrators should consider the job satisfaction factors identified herein when implementing practice improvement and retention efforts.

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

PubMed

Wong, Carol M; Tetrick, Lois E

2017-01-01

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

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

PubMed Central

Wong, Carol M.; Tetrick, Lois E.

2017-01-01

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

Does the Holland Code Predict Job Satisfaction and Productivity in Clothing Factory Workers?

ERIC Educational Resources Information Center

Heesacker, Martin; And Others

1988-01-01

Administered Self-Directed Search to sewing machine operators to determine Holland code, and assessed work productivity, job satisfaction, absenteeism, and insurance claims. Most workers were of the Social code. Social subjects were the most satisfied, Conventional and Realistic subjects next, and subjects of other codes less so. Productivity of…

Impacts of Job Stress and Cognitive Failure on Patient Safety Incidents among Hospital Nurses.

PubMed

Park, Young-Mi; Kim, Souk Young

2013-12-01

This study aimed to identify the impacts of job stress and cognitive failure on patient safety incidents among hospital nurses in Korea. The study included 279 nurses who worked for at least 6 months in five general hospitals in Korea. Data were collected with self-administered questionnaires designed to measure job stress, cognitive failure, and patient safety incidents. This study showed that 27.9% of the participants had experienced patient safety incidents in the past 6 months. Factors affecting incidents were found to be shift work [odds ratio (OR) = 6.85], cognitive failure (OR = 2.92), lacking job autonomy (OR = 0.97), and job instability (OR = 1.02). Patient safety incidents were affected by shift work, cognitive failure, and job stress. Many countermeasures to reduce the incidents caused by shift work, and plans to reduce job stress to reduce the workers' cognitive failure are required. In addition, there is a necessity to reduce job instability and clearly define the scope and authority for duties that are directly related to the patient's safety.

Impacts of Job Stress and Cognitive Failure on Patient Safety Incidents among Hospital Nurses

PubMed Central

Park, Young-Mi; Kim, Souk Young

2013-01-01

Background This study aimed to identify the impacts of job stress and cognitive failure on patient safety incidents among hospital nurses in Korea. Methods The study included 279 nurses who worked for at least 6 months in five general hospitals in Korea. Data were collected with self-administered questionnaires designed to measure job stress, cognitive failure, and patient safety incidents. Results This study showed that 27.9% of the participants had experienced patient safety incidents in the past 6 months. Factors affecting incidents were found to be shift work [odds ratio (OR) = 6.85], cognitive failure (OR = 2.92), lacking job autonomy (OR = 0.97), and job instability (OR = 1.02). Conclusion Patient safety incidents were affected by shift work, cognitive failure, and job stress. Many countermeasures to reduce the incidents caused by shift work, and plans to reduce job stress to reduce the workers' cognitive failure are required. In addition, there is a necessity to reduce job instability and clearly define the scope and authority for duties that are directly related to the patient's safety. PMID:24422177

Effectiveness of community- and workplace-based interventions to manage musculoskeletal-related sickness absence and job loss – a systematic review

PubMed Central

Palmer, Keith T; Harris, Clare; Linaker, Cathy; Barker, Mary; Lawrence, Wendy; Cooper, Cyrus; Coggon, David

2012-01-01

This systematic review assesses the effectiveness of interventions in community and workplace settings to reduce sickness absence and job loss in workers with musculoskeletal disorders (MSDs). Relevant studies (randomised controlled trials (RCTs) and cohort studies published since 1990) were identified by screening citations in 35 earlier systematic reviews and from searches of Medline and Embase to April 2010. Among 42 studies (54 reports) including 34 RCTs, 27 assessed return to work, 21 duration of sickness absence, and five job loss. Interventions included exercise therapy, behavioural change techniques, workplace adaptations and provision of additional services. Studies were typically small (median sample size 107 (inter-quartile range (IQR) 77 to 148) and limited in quality. Most interventions were reported as beneficial: the median relative risk (RR) for return to work was 1.21 (IQR 1.00 – 1.60) and that for avoiding MSD-related job loss, 1.25 (IQR 1.06-1.71); the median reduction in sickness absence was 1.11 (IQR 0.32 to 3.20) days/month. However, effects were smaller in the larger and better quality studies, suggesting publication bias. No intervention was clearly superior to others, although effort-intensive interventions were less effective than simple ones. No cost-benefit analyses established statistically significant net economic benefits. Given that benefits are small and of doubtful cost-effectiveness, employers’ practice should be guided by their value judgements about the uncertainties. Expensive interventions should be implemented only with rigorous cost-benefit evaluation planned from the outset. Future research should focus on the cost-effectiveness of simple low cost interventions, and further explore impacts on job retention. PMID:21415023

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.

Physician job satisfaction in Saudi Arabia: insights from a tertiary hospital survey.

PubMed

Aldrees, Turki; Al-Eissa, Sami; Badri, Motasim; Aljuhayman, Ahmed; Zamakhshary, Mohammed

2015-01-01

Job satisfaction refers to the extent to which people like or dislike their job. Job satisfaction varies across professions. Few studies have explored this issue among physicians in Saudi Arabia. The objective of this study is to determine the level and factors associated with job satisfaction among Saudi and non-Saudi physicians. In this cross-sectional study conducted in a major tertiary hospital in Riyadh, a 5-point Likert scale structured questionnaire was used to collect data on a wide range of socio-demographic, practice environment characteristics and level and consequences of job satisfaction from practicing physicians (consultants or residents) across different medical specialties. Logistic regression models were fitted to determine factors associated with job satisfaction. Of 344 participants, 300 (87.2%) were Saudis, 252 (73%) males, 255 (74%) married, 188 (54.7%) consultants and age [median (IQR)] was 32 (27-42.7) years. Overall, 104 (30%) respondents were dissatisfied with their jobs. Intensive care physicians were the most dissatisfied physicians (50%). In a multiple logistic regression model, income satisfaction (odds ratio [OR]=0.448 95% CI 0.278-0.723, P < .001) was the only factor independently associated with dissatisfaction. Factors adversely associated with physicians job satisfaction identified in this study should be addressed in governmental strategic planning aimed at improving the healthcare system and patient care.

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

ERIC Educational Resources Information Center

Loveman, Gary W.; Tilly, Chris

1988-01-01

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

Career Centers See More Students and Fewer Recruiters in Tight Job Market

ERIC Educational Resources Information Center

Kolowich, Steve

2009-01-01

As students and alumni have crowded into campus career centers seeking help in their job searches, corporate recruiters have made themselves scarce. According to a recent survey by the National Association of Colleges and Employers, these are common symptoms during the economic downturn. Of the 50 or so colleges and universities the group surveyed…

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

PubMed Central

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

2017-01-01

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

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

PubMed

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

2017-01-01

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

Caught in a Double Bind: A Woman's Job Search Experience by Katelyn Moretti.

PubMed

Zink, Brian J

2018-06-02

Life sometimes creates interesting confluences, and these should not be ignored. I was the Chair who sat on the other side of the desk during the job interview of the author of this remarkable essay. I hired her, and her husband. I was pleased to bring them both on board as promising new faculty members. This article is protected by copyright. All rights reserved. This article is protected by copyright. All rights reserved.

"They Call Me Wonder Woman": The Job Jurisdictions and Work-Related Learning of Higher Level Teaching Assistants

ERIC Educational Resources Information Center

Hancock, Roger; Hall, Thelma; Cable, Carrie; Eyres, Ian

2010-01-01

This paper reports on an in-depth interview study of the roles, job jurisdictions and associated learning of higher level teaching assistants (HLTAs). This role has the core purpose of covering classes to enable teacher release for planning, preparation and assessment. HLTAs' individual job jurisdictions are described and discussed as are…