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Sample records for job separation rates

  1. 29 CFR 778.112 - Day rates and job rates.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

  2. 29 CFR 778.112 - Day rates and job rates.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  3. 29 CFR 778.112 - Day rates and job rates.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  4. 29 CFR 778.112 - Day rates and job rates.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  5. 29 CFR 778.112 - Day rates and job rates.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

  6. Reasons for job separations in a cohort of workers with psychiatric disabilities.

    PubMed

    Cook, Judith A; Burke-Miller, Jane K

    2015-01-01

    We explored the relative effects of adverse working conditions, job satisfaction, wages, worker characteristics, and local labor markets in explaining voluntary job separations (quits) among employed workers with psychiatric disabilities. Data come from the Employment Intervention Demonstration Program in which 2,086 jobs were ended by 892 workers during a 24 mo observation period. Stepped multivariable logistic regression analysis examined the effect of variables on the likelihood of quitting. Over half (59%) of all job separations were voluntary while 41% were involuntary, including firings (17%), temporary job endings (14%), and layoffs (10%). In multivariable analysis, workers were more likely to quit positions at which they were employed for 20 h/wk or less, those with which they were dissatisfied, low-wage jobs, non-temporary positions, and jobs in the structural (construction) occupations. Voluntary separation was less likely for older workers, members of racial and ethnic minority groups, and those residing in regions with lower unemployment rates. Patterns of job separations for workers with psychiatric disabilities mirrored some findings regarding job leaving in the general labor force but contradicted others. Job separation antecedents reflect the concentration of jobs for workers with psychiatric disabilities in the secondary labor market, characterized by low-salaried, temporary, and part-time employment.

  7. Narrative Job Descriptions as Potential Sources of Job Analysis Ratings

    DTIC Science & Technology

    1981-05-05

    for comparison purposes. Vnlidity Estimates Toble 2 presents the results of the multipla regression analyses between the PAQ job dimensions and the...comprised of individuals in roles that involved "Blue- collar Supervision." The profile for the former group was d fined primarily in te.• ms of higher than

  8. Determinants of Job Separation and Occupational Mobility in Australia. Working Paper No. 66

    ERIC Educational Resources Information Center

    Shah, Chandra

    2009-01-01

    In the year to February 2002, one in every five of the 9.8 million people who worked in Australia experienced at least one job separation. This paper looks at the determinants of job separation within a stayer/mover framework using individual-level data for Australia. Conditional on job separation the paper also investigates the determinants of…

  9. 26 CFR 1.53-3 - Separate rule for pass-through of jobs credit.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 26 Internal Revenue 1 2011-04-01 2009-04-01 true Separate rule for pass-through of jobs credit. 1... INCOME TAXES Tax Surcharge § 1.53-3 Separate rule for pass-through of jobs credit. (a) In general. Under section 53(b), in the case of a new jobs credit or targeted jobs credit earned under section 44B by...

  10. 26 CFR 1.53-3 - Separate rule for pass-through of jobs credit.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 26 Internal Revenue 1 2010-04-01 2010-04-01 true Separate rule for pass-through of jobs credit. 1... INCOME TAXES Tax Surcharge § 1.53-3 Separate rule for pass-through of jobs credit. (a) In general. Under... include (but are not limited to) a deduction under section 1202 attributable to a net capital gain...

  11. The Separate Constructs of Communication Satisfaction and Job Satisfaction.

    ERIC Educational Resources Information Center

    Gregson, Terry

    1991-01-01

    A random sample of 889 certified public accountants was administered modified versions of the Job Descriptive Index and the Downs and Hazen Communication Satisfaction Questionnaire. There were 310 (35 percent) usable questionnaires returned. Factor analysis indicated that the accountants viewed job satisfaction and communication satisfaction as…

  12. In Job-Placement Rates, Fuzzy Data

    ERIC Educational Resources Information Center

    Sandoval, Timothy

    2012-01-01

    As colleges and lawmakers seek better data about the employment success of graduates, a lack of standardized tracking makes much of the information unreliable. Many colleges release placement rates based on scant information: More than a third of colleges' reported rates in 2010 were based on responses from half of their graduates or fewer,…

  13. Self-serving bias effects on job analysis ratings.

    PubMed

    Cucina, Jeffrey M; Martin, Nicholas R; Vasilopoulos, Nicholas L; Thibodeuax, Henry F

    2012-01-01

    The purpose of this study was to investigate whether worker-oriented job analysis importance ratings were influenced by subject matter experts' (SME) standing (as measured by self-rated performance) on a competency. This type of relationship (whereby SMEs indicate that the traits they have are important for successful job performance) is an example of the self-serving bias (which is widely described in the social cognition literature and rarely described in the industrial/organizational psychology literature). An archival dataset covering 57 clerical and technical occupations with 26,682 participants was used. Support was found for the relationship between self-rated performance and importance ratings. Significant relationships (typically in the .30s) were observed for all 31 competencies that were studied. Controls were taken to account for common method bias and differences in the competencies required for each of the 57 occupations. Past research has demonstrated the effects of the self-serving bias on personality-based job analysis ratings. This study was the first to extend these findings to traditional job analysis, which covers other competencies in addition to personality. In addition, this study is the first to use operational field data instead of laboratory data.

  14. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Flat rate for special job performed in overtime hours. 778... COMPENSATION Special Problems Lump Sum Attributed to Overtime § 778.311 Flat rate for special job performed in... paid a flat rate for a special job performed during overtime hours, without regard to the time...

  15. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Flat rate for special job performed in overtime hours. 778... COMPENSATION Special Problems Lump Sum Attributed to Overtime § 778.311 Flat rate for special job performed in... paid a flat rate for a special job performed during overtime hours, without regard to the time...

  16. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Flat rate for special job performed in overtime hours. 778... COMPENSATION Special Problems Lump Sum Attributed to Overtime § 778.311 Flat rate for special job performed in... paid a flat rate for a special job performed during overtime hours, without regard to the time...

  17. Microalgal separation from high-rate ponds

    SciTech Connect

    Nurdogan, Y.

    1988-01-01

    High rate ponding (HRP) processes are playing an increasing role in the treatment of organic wastewaters in sunbelt communities. Photosynthetic oxygenation by algae has proved to cost only one-seventh as much as mechanical aeration for activated sludge systems. During this study, an advanced HRP, which produces an effluent equivalent to tertiary treatment has been studied. It emphasizes not only waste oxidation but also algal separation and nutrient removal. This new system is herein called advanced tertiary high rate ponding (ATHRP). Phosphorus removal in HRP systems is normally low because algal uptake of phosphorus is about one percent of their 200-300 mg/L dry weights. Precipitation of calcium phosphates by autofluocculation also occurs in HRP at high pH levels, but it is generally not complete due to insufficient calcium concentration in the pond. In the case of Richmond where the studies were conducted, the sewage is very low in calcium. Therefore, enhancement of natural autoflocculation was studied by adding small amounts of lime to the pond. Through this simple procedure phosphorus and nitrogen removals were virtually complete justifying the terminology ATHRP.

  18. 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

  19. Application of Content Validity Methods to the Development of a Job-Related Performance Rating Criterion.

    ERIC Educational Resources Information Center

    Distefano, M. K., Jr.; And Others

    1983-01-01

    Demonstrated the use of quantitative content validity procedures in the development of a job-related behavioral rating scale criterion for entry-level psychiatric aides. Found that 78 of 83 items were significantly job-relevant using the computation procedures of both Lawshe and Aiken. (JAC)

  20. Ratings of managerial skill requirements: comparison of age- and job-related factors.

    PubMed

    Avolio, B J; Waldman, D A

    1989-12-01

    This article examines how individual characteristics (age, experience) and organizational characteristics (department, level) influence the skill requirements rated as being important for managerial jobs. One hundred ninety-seven managerial employees completed a survey composed of 20 skill dimensions pertinent to supervisory positions in the mining industry. Organizational level and departmental affiliation were correlated with job skill importance ratings. Ratings of skill importance were also correlated with the age of the person being rated, years of experience, and the age of the rater. As predicted, correlations with ratee age varied across different skill dimensions. This study has implications for fair employment practices to the degree that raters base evaluations of a job on the age of incumbents vs. job relevant characteristics.

  1. Emergence of depression following job loss prospectively predicts lower rates of reemployment.

    PubMed

    Stolove, Catherine A; Galatzer-Levy, Isaac R; Bonanno, George A

    2017-03-22

    Job loss has been associated with the emergence of depression and subsequent long-term diminished labor market participation. In a sample of 500 adults who lost their jobs, trajectories of depression severity from four years before to four years after job loss were identified using Latent Growth Mixture Modeling. Rates of unemployment by trajectory were compared at two and four years following job loss. Four trajectories demonstrated optimal model fit including resilience (72%), chronic pre-to-post job loss depression (9%), emergent depression (10%), and remitting depression (9%). Logistic regression comparing reemployment status by class while controlling for age, gender, and education at two-years post job loss revealed no significant differences by class. An identical logistic regression on four-year reemployment revealed significant differences by class with post-hoc analyses revealing emergent depression resulting in a 33.3% reemployment rate compared to resilient individuals (60.4%) together indicating that depression affects reemployment rather than lack of reemployment causing the emergence of depression. The emergence of depression following job loss significantly increases the risk of continued unemployment. However, observed high rates of resilience with resulting downstream benefits in reemployment mitigates significant concern about the effects of wide spread unemployment on ongoing global economic recovery following the Great Recession.

  2. Internal Homogeneity, Descriptiveness, and Halo: Resurrecting Some Answers and Questions About the Structure of Job Performance Rating Categories.

    ERIC Educational Resources Information Center

    Cooper, William H.

    1983-01-01

    Assessed the effects of two rating category attributes on halo in job performance ratings. Results suggested reducing halo by using rating categories that do not force raters to rely on their overall evaluation of the ratee, or use the same salient observations for rating job performance on multiple categories. (JAC)

  3. Long-Term Stability of Teacher Certification Test Objective Job Analysis Ratings.

    ERIC Educational Resources Information Center

    Silvestro, John R.; And Others

    Public school ratings of the importance of subject-matter test objectives associated with teacher certification tests were examined by means of a job-analysis survey conducted in 1986 and a similar survey conducted in 1993. It was predicted that there would be a high degree of change in the importance ratings assigned to these test objectives…

  4. Unemployment Benefit Exhaustion: Incentive Effects on Job-Finding Rates

    ERIC Educational Resources Information Center

    Filges, Trine; Geerdsen, Lars Pico; Knudsen, Anne-Sofie Due; Jørgensen, Anne-Marie Klint

    2015-01-01

    Purpose: This systematic review studied the impact of exhaustion of unemployment benefits on the exit rate out of unemployment and into employment prior to benefit exhaustion or shortly thereafter. Method: We followed Campbell Collaboration guidelines to prepare this review, and ultimately located 12 studies for final analysis and interpretation.…

  5. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... OF LABOR STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS OVERTIME COMPENSATION Special Problems Lump Sum Attributed to Overtime § 778.311 Flat rate for special job performed in... amount may be credited toward statutory overtime compensation due. (b) Application of rule...

  6. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Flat rate for special job performed in overtime hours. 778.311 Section 778.311 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS OVERTIME COMPENSATION Special Problems Lump...

  7. "Job Proximity and the Urban Employment Problem: Do Suitable Nearby Jobs Improve Neighbourhood Employment Rates": A Reply.

    ERIC Educational Resources Information Center

    Immergluck, Daniel

    1998-01-01

    Discusses the methodology used to analyze the availability of jobs for residents of a particular neighborhood, examining the spatial mismatch hypothesis in the context of jobs available to young minority males in cities. Considers the use of gravity models and the importance of large-scale data sets. (SLD)

  8. Job Proximity and the Urban Employment Problem: Do Suitable Nearby Jobs Improve Neighbourhood Employment Rates?: A Comment.

    ERIC Educational Resources Information Center

    Houston, Donald

    1998-01-01

    Discusses methodology to examine the problem of spatial mismatch of jobs, showing how the simple accessibility measures used by Daniel Immergluck (1998) are poor reflections of the availability of jobs to an individual and explaining why a gravity model is a favorable alternative. Also discusses the unsuitability of aggregate data for testing the…

  9. 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…

  10. Predictive Power of Incidents Reporting Rate and Its Dimensions by Job Stress among Workers’ Isfahan Steel Company

    PubMed Central

    Kiani, F; Samavatyan, H; Pourabdian, S; Jafari, E

    2011-01-01

    Background: There is long-term interest in the effects of stress on health, due to the strain that it places on individuals which can lead to an increased risk of disease. The present study examined degree of perceived job stress related to incidents reporting rate and its dimensions among workers’ Isfahan Steel Company. Methods: A self-administered anonymous was distributed to 189 workers. The survey included demographic factors, incidents reporting rate and its components (physical symptoms, psychological symptoms and accidents) and the Job Stress Questionnaire. The data were analyzed by multivariate (MANOVA) and correlation techniques. Results: 1) there was internal significant correlation between perceived job stress with incident reporting rate as well as with its two components namely physical symptoms and psychological symptoms; 2) there was not a significant relationship between perceived job stress and accident; 2) In multivariate analysis, perceived job stress respectively about 12%, 18% and 19% of the variance of variables of incidents reporting rate, physical and psychological symptoms significantly predicted (P< 0.05). Conclusion: Perceived job stress influences to physical and psychological symptoms. Therefore, decreasing job stress can be important to prevent the development of stress-related diseases and to promote workers health. PMID:23113092

  11. Separating Spike Count Correlation from Firing Rate Correlation

    PubMed Central

    Vinci, Giuseppe; Ventura, Valérie; Smith, Matthew A.; Kass, Robert E.

    2016-01-01

    Populations of cortical neurons exhibit shared fluctuations in spiking activity over time. When measured for a pair of neurons over multiple repetitions of an identical stimulus, this phenomenon emerges as correlated trial-to-trial response variability via spike count correlation (SCC). However, spike counts can be viewed as noisy versions of firing rates, which can vary from trial to trial. From this perspective, the SCC for a pair of neurons becomes a noisy version of the corresponding firing-rate correlation (FRC). Furthermore, the magnitude of the SCC is generally smaller than that of the FRC, and is likely to be less sensitive to experimental manipulation. We provide statistical methods for disambiguating time-averaged drive from within-trial noise, thereby separating FRC from SCC. We study these methods to document their reliability, and we apply them to neurons recorded in vivo from area V4, in an alert animal. We show how the various effects we describe are reflected in the data: within-trial effects are largely negligible, while attenuation due to trial-to-trial variation dominates, and frequently produces comparisons in SCC that, because of noise, do not accurately reflect those based on the underlying FRC. PMID:26942746

  12. Impression Management and Interview and Job Performance Ratings: A Meta-Analysis of Research Design with Tactics in Mind.

    PubMed

    Peck, Jessica A; Levashina, Julia

    2017-01-01

    Impression management (IM) is pervasive in interview and job performance settings. We meta-analytically examine IM by self- and other-focused tactics to establish base rates of tactic usage, to understand the impact of tactics on interview and job performance ratings, and to examine the moderating effects of research design. Our results suggest IM is used more frequently in the interview rather than job performance settings. Self-focused tactics are more effective in the interview rather than in job performance settings, and other-focused tactics are more effective in job performance settings rather than in the interview. We explore several research design moderators including research fidelity, rater, and participants. IM has a somewhat stronger impact on interview ratings in lab settings than field settings. IM also has a stronger impact on interview ratings when the target of IM is also the rater of performance than when the rater of performance is an observer. Finally, labor market participants use IM more frequently and more effectively than students in interview settings. Our research has implications for understanding how different IM tactics function in interview and job performance settings and the effects of research design on IM frequency and impact.

  13. Impression Management and Interview and Job Performance Ratings: A Meta-Analysis of Research Design with Tactics in Mind

    PubMed Central

    Peck, Jessica A.; Levashina, Julia

    2017-01-01

    Impression management (IM) is pervasive in interview and job performance settings. We meta-analytically examine IM by self- and other-focused tactics to establish base rates of tactic usage, to understand the impact of tactics on interview and job performance ratings, and to examine the moderating effects of research design. Our results suggest IM is used more frequently in the interview rather than job performance settings. Self-focused tactics are more effective in the interview rather than in job performance settings, and other-focused tactics are more effective in job performance settings rather than in the interview. We explore several research design moderators including research fidelity, rater, and participants. IM has a somewhat stronger impact on interview ratings in lab settings than field settings. IM also has a stronger impact on interview ratings when the target of IM is also the rater of performance than when the rater of performance is an observer. Finally, labor market participants use IM more frequently and more effectively than students in interview settings. Our research has implications for understanding how different IM tactics function in interview and job performance settings and the effects of research design on IM frequency and impact. PMID:28261135

  14. Jobs, Jobs, Jobs!

    ERIC Educational Resources Information Center

    Jacobson, Linda

    2011-01-01

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

  15. Effect of Work Group Size and Task Size on Observers' Job Characteristics Ratings.

    ERIC Educational Resources Information Center

    Greenberg, Carl I.; And Others

    The Job Characteristics Model proposed by Hackman and his associates postulates that positive personal and work outcomes are derived from five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback from the job. The effects of the number of workers (work group size) and the number of tasks (task size) on…

  16. Effects of an advanced nursing assistant education program on job satisfaction, turnover rate, assistant education program on and clinical outcomes.

    PubMed

    Brown, Megan; Redfern, Roberta E; Bressler, Katrina; Swicegood, Tamara May; Molnar, Marianne

    2013-10-01

    Certified nursing assistants (CNAs) have become an integral part of the health care system, spend the most amount of time with residents, and yet have the least amount of training. Recent reports demonstrate that CNAs believe their salary is not commensurate with their workload, and turnover rates in this field have indicated low job satisfaction. In light of these issues, we developed an advanced training program for CNAs in our institution to determine whether investing in our employees would increase job satisfaction and therefore impact turnover rates and clinical outcomes. Although overall job satisfaction improved slightly during the study period, satisfaction with training offered was the only area significantly affected by the intervention; however, significant decreases in turnover rates were observed between the pre- and postintervention periods. Clinical indicators were slightly improved, and the number of resident urinary tract infections decreased significantly. Offering an advanced training program for CNAs may be an effective way to improve morale, turnover rates, and clinical outcomes.

  17. Heart rate variability and urinary catecholamines from job stress in korean male manufacturing workers according to work seniority.

    PubMed

    Lee, Kyoung-Ho; Yoon, Kijung; Ha, Mina; Park, Jungsun; Cho, Soo-Hun; Kang, Daehee

    2010-01-01

    The aim of this study was to evaluate the relationships between job stress and indicators of autonomic nervous system activity in employees of the manufacturing industry. A total of 140 employees from a company that manufactures consumer goods (i.e., diapers and paper towels) were recruited for participation in this study. Job stress was assessed using Karasek's Job Content Questionnaire. Heart rate variability (HRV) was measured using a heart rate monitor, and urinary catecholamines were measured by an HPLC-ECD. Information on demographic characteristics, previous job history, smoking status and alcohol consumption was also collected. Job stress did not have a significant effect on HRV or catecholamines. However, low-frequency HRV was significantly higher in the high-strain group of subjects with a short duration of employment. Low- and high-frequency HRV were higher in the high-strain group than in the low-strain group, but these differences were not statistically significant. The results of the present study indicate that low-frequency HRV was significantly higher in the high-strain group of subjects with a short duration of employment. In addition, the results of this study show that HRV can be used as a potential physiologic indicator of job stress in employees with a short duration of employment.

  18. Machined blocks ease job of separating generator rotor from Francis-type turbine

    SciTech Connect

    Anderson, B. )

    1991-06-01

    The Bureau of Reclamation has designed a new method of separating the generator rotor from a hydraulic turbine. Before disassembly, workers measure the distance from the top of the discharge ring to the bottom of the turbine runner, at 10 to 12 locations around the discharge ring. Mechanics then machine steel blocks to the exact measurement for each location. Workers then use the generator's braking system to jack up the generator, and then set the steel blocks in place on the discharge ring. The generator is then lowered onto the jacking block, which supports the rotor. The turbine runner barely touches the steel blocks. The coupling bolts are then removed and the rotor lifted out. Since the elevation of the turbine runner is not significantly changed, reassembly is a matter of setting the rotor in place. This method has saved manhours of labor and has increased worker safety by decreasing workers' handling of heavy equipment.

  19. Blood plasma separation in microfluidic channels using flow rate control.

    PubMed

    Yang, Sung; Undar, Akif; Zahn, Jeffrey D

    2005-01-01

    Several studies have clearly shown that cardiac surgery induces systemic inflammatory responses, particularly when cardiopulmonary bypass (CPB) is used. CPB induces complex inflammatory responses. Considerable evidence suggests that systemic inflammation causes many postoperative complications. Currently, there is no effective method to prevent this systemic inflammatory response syndrome in patients undergoing CPB. The ability to clinically intervene in inflammation, or even study the inflammatory response to CPB, is limited by the lack of timely measurements of inflammatory responses. In this study, a microfluidic device for continuous, real-time blood plasma separation, which may be integrated with downstream plasma analysis device, is introduced. This device is designed to have a whole blood inlet, a purified plasma outlet, and a concentrated blood cell outlet. The device is designed to separate plasma with up to 45% hematocrit of the inlet blood and is analyzed using computational fluid dynamics simulation. The simulation results show that 27% and 25% of plasma can be collected from the total inlet blood volume for 45% and 39% hematocrit, respectively. The device's functionality was demonstrated using defibrinated sheep blood (hematocrit=39%). During the experiment, all the blood cells traveled through the device toward the concentrated blood outlet while only the plasma flowed towards the plasma outlet without any clogging or lysis of cells. Because of its simple structure and control mechanism, this microdevice is expected to be used for highly efficient, realtime, continuous cell-free plasma separation.

  20. Youth, Underemployment, and Property Crime: Differential Effects of Job Availability and Job Quality on Juvenile and Young Adult Arrest Rates.

    ERIC Educational Resources Information Center

    Allan, Emilie Andersen; Steffensmeier, Darrell J.

    1989-01-01

    Examination of age-specific state-level data from the 1977-1980 reports of the Federal Bureau of Investigation and the Census Bureau reveals that availability of employment produces strong effects on juvenile arrest rates. Unemployment and low quality of employment (e.g., inadequate pay and hours) is associated with high arrest rates. (Author/BJV)

  1. The effect of employee job satisfaction on program participation rates in the Virginia WIC Program (Special Supplemental Nutrition Program for Women, Infants, and Children).

    PubMed

    Chance, K G; Green, C G

    2001-01-01

    Many researchers have shown a link between employee job satisfaction and customer satisfaction in the private sector. Customer satisfaction is the end result of whether the particular service and/or a product meet the customer's needs. The purpose of this research project was to assess the level of employee job satisfaction in the Virginia WIC Program and to determine whether a correlation exists between the level of employee job satisfaction and program participation rates. The results of this study showed that high levels of employee job satisfaction were positively correlated to high program participation rates in the Virginia WIC Program.

  2. Factors influence flexibility resistivity and zinc dendrite penetration rate of inorganic separators for alkaline batteries

    NASA Technical Reports Server (NTRS)

    Sheibley, D. W.

    1975-01-01

    Developmental work resulted in a formulation which can improve the flexibility of the inorganic-organic-type separator for silver-zinc and nickel-zinc alkaline batteries. The effects of various fillers and reactive organic additives on separator volume resistivity are described. The effects of various inert fillers on the zinc dendrite penetration rate of the separator are shown. Conclusions regarding the operating mechanism of the separator are presented.

  3. VERIFICATION OF HIGH-RATE SEPARATION DEVICES UNDER THE WET-WEATHER FLOW TECHNOLOGIES PILOT - ETV PROGRAM

    EPA Science Inventory

    This paper presents performance verification data on two types of high-rate separation devices utilized for solids removal: Vortex separation devices (a class of physical treatment technologies that use cylindrical chambers to create centrifugal forces that separate settleable so...

  4. Auditory scene analysis: the interaction of stimulation rate and frequency separation on pre-attentive grouping.

    PubMed

    De Sanctis, Pierfilippo; Ritter, Walter; Molholm, Sophie; Kelly, Simon P; Foxe, John J

    2008-03-01

    Segregation of auditory inputs into meaningful acoustic groups is a key element of auditory scene analysis. Previously, we showed that two interwoven sets of tones differing widely along multiple feature dimensions (duration, pitch and location) were pre-attentively separated into different groups, and that tones separated in this manner did not elicit the mismatch negativity component with respect to each other. Grouping was studied with human subjects using a stimulus rate too slow to induce streaming. Here, we varied the separation of tone sequences along a single feature dimension, i.e. frequency. Frequency differences were either 24 Hz (small) or 1054 Hz (large). Two relatively slow stimulus rates were used (2.7 or 1 tone/s) to explicitly investigate grouping outside the so-called 'streaming effect', which requires rates of about 4 tones/s or faster. Two tones were presented in a quasi-random manner with embedded trains of one to four identical tones in a row. Deviants were defined as frequency switches after trains of four identical tones. Mismatch negativity was only elicited for small frequency switches at the slower stimulation rate. The data indicate that pre-attentive grouping of tones occurred when the frequency difference that separated them was large, regardless of stimulation rate. For small frequency differences, inputs were only grouped separately when the stimulation rate was relatively fast.

  5. Development of a frequency-separated knob with variable change rates by rotation speed.

    PubMed

    Kim, Huhn; Ham, Dong-Han

    2014-11-01

    The principle of frequency separation is a design method to display different information or feedback in accordance with the frequency of interaction between users and systems. This principle can be usefully applied to the design of knobs. Particularly, their rotation speed can be a meaningful criterion for applying the principle. Hence a knob can be developed, which shows change rates varying depending on its rotation speed. Such a knob would be more efficient than conventional knobs with constant change rate. We developed a prototype of frequency-separated knobs that has different combinations of the number of rotation speed steps and the size of the variation of change rate. With this prototype, we conducted an experiment to examine whether a speed frequency-separated knob enhances users' task performance. The results showed that the newly designed knob was effective in enhancing task performance, and that task efficiency was the best when its change rate increases exponentially and its rotation speed has three steps. We conducted another experiment to investigate how a more rapid exponential increase of change rate and a more number of steps of rotation speed influence users' task performance. The results showed that merely increasing both the size of the variation of change rates and the number of speed steps did not result in better task performance. Although two experimental results cannot easily be generalized to other contexts, they still offer practical information useful for designing a speed frequency-separated knob in various consumer electronics and control panels of industrial systems.

  6. Jobs in Construction. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

    The booklet describes jobs in the construction industry under the classifications of public and private building. Separate chapters discuss the process of building a city hospital, a model home, and a State highway. Chapters outline miscellaneous jobs in the industry such as elevator constructors, lathers, plasterers, roofers, and sheet metal…

  7. GENERIC VERIFICATION PROTOCOL FOR CHEMICALLY-ENHANCED HIGH-RATE SEPARATION

    EPA Science Inventory

    Chemically enhanced high rate separation is a type of physical-chemical treatment technology well suited to the treatment of wet weather flow. The CEHRS technology offers a robust treatment alternative for application to combined sewer overflows, sanitary sewer overflow and exces...

  8. Experimental productivity rate optimization of rare earth element separation through preparative solid phase extraction chromatography.

    PubMed

    Knutson, Hans-Kristian; Max-Hansen, Mark; Jönsson, Christian; Borg, Niklas; Nilsson, Bernt

    2014-06-27

    Separating individual rare earth elements from a complex mixture with several elements is difficult and this is emphasized for the middle elements: Samarium, Europium and Gadolinium. In this study we have accomplished an overloaded one-step separation of these rare earth elements through preparative ion-exchange high-performance liquid chromatography with an bis (2-ethylhexyl) phosphoric acid impregnated column and nitric acid as eluent. An inductively coupled plasma mass spectrometry unit was used for post column element detection. The main focus was to optimize the productivity rate, subject to a yield requirement of 80% and a purity requirement of 99% for each element, by varying the flow rate and batch load size. The optimal productivity rate in this study was 1.32kgSamarium/(hmcolumn(3)), 0.38kgEuropium/(hmcolumn(3)) and 0.81kgGadolinium/(hmcolumn(3)).

  9. High flow rate microfluidic device for blood plasma separation using a range of temperatures.

    PubMed

    Rodríguez-Villarreal, Angeles Ivón; Arundell, Martin; Carmona, Manuel; Samitier, Josep

    2010-01-21

    A hybrid microfluidic device that uses hydrodynamic forces to separate human plasma from blood cells has been designed and fabricated and the advantageous effects of temperature and flow rates are investigated in this paper. The blood separating device includes an inlet which is reduced by approximately 20 times to a small constrictor channel, which then opens out to a larger output channel with a small lateral channel for the collection of plasma. When tested the device separated plasma from whole blood using a wide range of flow rates, between 50 microl min(-1) and 200 microl min(-1), at the higher flow rates injected by hand and at temperatures ranging from 23 degrees C to 50 degrees C, the latter resulting in an increase in the cell-free layer of up to 250%. It was also tested continuously using between 5% and 40% erythrocytes in plasma and whole blood without blocking the channels or hemolysis of the cells. The mean percentage of plasma collected after separation was 3.47% from a sample of 1 ml. The percentage of cells removed from the plasma varied depending on the flow rate used, but at 37 degrees C ranged between 95.4 +/- 1% and 97.05 +/- 05% at 100 microl min(-1) and 200 microl min(-1), respectively. The change in temperature also had an effect on the number of cells removed from the plasma which was between 93.5 +/- 0.65% and 97.01 +/- 0.3% at 26.9 degrees C and 37 degrees C, respectively, using a flow rate of 100 microl min(-1). Due to its ability to operate in a wide range of conditions, it is envisaged that this device can be used in in vitro 'lab on a chip' applications, as well as a hand-held point of care (POC) device.

  10. Rate-constrained source separation for speech enhancement in wireless-communicated binaural hearing aids

    NASA Astrophysics Data System (ADS)

    Ayllón, David; Gil-Pita, Roberto; Rosa-Zurera, Manuel

    2013-12-01

    A recent trend in hearing aids is the connection of the left and right devices to collaborate between them. Binaural systems can provide natural binaural hearing and support the improvement of speech intelligibility in noise, but they require data transmission between both devices, which increases the power consumption. This paper presents a novel sound source separation algorithm for binaural speech enhancement based on supervised machine learning and time-frequency masking. The system is designed considering the power restrictions in hearing aids, constraining both the computational cost of the algorithm and the transmission bit rate. The transmission schema is optimized using a tailored evolutionary algorithm that assigns a different number of bits to each frequency band. The proposed algorithm requires less than 10% of the available computational resources for signal processing and obtains good separation performance using bit rates lower than 64 kbps.

  11. An analysis of landing rates and separations at the Dallas/Fort Worth International Airport

    NASA Technical Reports Server (NTRS)

    Ballin, Mark G.; Erzberger, Heinz

    1996-01-01

    Advanced air traffic management systems such as the Center/TRACON Automation System (CTAS) should yield a wide range of benefits, including reduced aircraft delays and controller workload. To determine the traffic-flow benefits achievable from future terminal airspace automation, live radar information was used to perform an analysis of current aircraft landing rates and separations at the Dallas/Fort Worth International Airport. Separation statistics that result when controllers balance complex control procedural constraints in order to maintain high landing rates are presented. In addition, the analysis estimates the potential for airport capacity improvements by determining the unused landing opportunities that occur during rush traffic periods. Results suggest a large potential for improving the accuracy and consistency of spacing between arrivals on final approach, and they support earlier simulation findings that improved air traffic management would increase capacity and reduce delays.

  12. An Investigation of the Relationship between Teachers' Ratings of Their Principals' Leadership Style and Teachers' Job Satisfaction in Public Education

    ERIC Educational Resources Information Center

    Shead, Lisa M.

    2010-01-01

    This study examined the relationship between principals' leadership styles and teachers' job satisfaction. A demographic survey, the School-Level Environment Questionnaire (Fisher and Fraser, 1990), and the Job Descriptive Index (Smith, et, al. 1969) were administered to 232 teachers representing the San Antonio Independent School District. The…

  13. The binary fraction, separation distribution, and merger rate of white dwarfs from SPY

    NASA Astrophysics Data System (ADS)

    Maoz, Dan; Hallakoun, Na'ama

    2017-01-01

    From a sample of spectra of 439 white dwarfs (WDs) from the ESO-VLT Supernova-Ia Progenitor surveY (SPY), we measure the maximal changes in radial-velocity (ΔRVmax) between epochs (generally two epochs, separated by up to 470 d), and model the observed ΔRVmax statistics via Monte-Carlo simulations, to constrain the population characteristics of double WDs (DWDs). The DWD fraction among WDs is fbin=0.100 ± 0.020 (1σ, random) +0.02 (systematic), in the separation range ≲ 4 AU within which the data are sensitive to binarity. Assuming the distribution of binary separation, a, is a power-law, dN/da∝aα, at the end of the last common-envelope phase and the start of solely gravitational-wave-driven binary evolution, the constraint by the data is α = -1.3 ± 0.2 (1σ) ±0.2 (systematic). If these parameters extend to small separations, the implied Galactic WD merger rate per unit stellar mass is Rmerge = (1 - 80) × 10-13 yr^{-1} M_⊙ ^{-1} (2σ), with a likelihood-weighted mean of Rmerge = (7 ± 2) × 10-13 yr^{-1} M_⊙ ^{-1} (1σ). The Milky Way's specific Type-Ia supernova (SN Ia) rate is likely RIa ≈ 1.1 × 10-13 yr^{-1} M_⊙ ^{-1} and therefore, in terms of rates, a possibly small fraction of all merging DWDs (e.g. those with massive-enough primary WDs) could suffice to produce most or all SNe Ia.

  14. Measurements of Aircraft Wake Vortex Separation at High Arrival Rates and a Proposed New Wake Vortex Separation Philosophy

    NASA Technical Reports Server (NTRS)

    Rutishauser, David; Donohue, George L.; Haynie, Rudolph C.

    2003-01-01

    This paper presents data and a proposed new aircraft wake vortex separation standard that argues for a fundamental re-thinking of international practice. The current static standard, under certain atmospheric conditions, presents an unnecessary restriction on system capacity. A new approach, that decreases aircraft separation when atmospheric conditions dictate, is proposed based upon the availability of new instrumentation and a better understanding of wake physics.

  15. Lithium Thiophosphate Compounds as Stable High Rate Li-Ion Separators

    SciTech Connect

    Apblett, Christopher A.

    2014-09-01

    Battery separators based upon lithium thiophosphate (LiPS4) have previously been demonstrated at UC Boulder, but the thickness of the separators was too high to be of practical use in a lithium ion battery. The separators are solid phase, which makes them intrinsically less prone to thermal runaway and thereby improves safety. Results of attempting to develop sputtered thin film layers of this material by starting with targets of pure Li, Li2S, and P2S5 are reported. Sputtering rates and film quality and composition are discussed, along with efforts to use Raman spectroscopy to determine quantitative film composition. The latter is a rate limiting step in the investigation of these films, as they are typically thin and require long times to get to sufficient thickness to be analyzed using traditional methods, whereas Raman is particularly well suited to this analysis, if it can be made quantitative. The final results of the film deposition methods are reported, and a path towards new films is discussed. Finally, it should be noted that this program originally began with one graduate student working on the program, but this student ultimately chose to not continue with a PhD. A second student took over in the middle of the effort, and a new program has been proposed with a significantly altered chemistry to take the program in a new direction.

  16. [Influence of the rate and the share of freezing water on hydrogen and oxygen separation].

    PubMed

    Danilov, K L; Lavrik, N L; Boriskin, V V; Fokin, G A

    2009-01-01

    The influence of the rate nu and the share of freezing water g on the separation of hydrogen D and oxygen 18O has been studied by mass spectromertry. Evidence was obtained supporting the well known facts that, upon freezing of water: (1) the concentration of D in ice is higher than in water; (2) the degree of separation for D is higher than for 18O; (3) an increase in the concentration of D and 18O in ice takes place as the nu value decreases. It was shown for the first time that, at g < 0.05, the concentrations of D at high nu values are higher than at g > 0.05, and at low nu values, it is less than at g > 0.05.

  17. Prediction and optimization of the recovery rate in centrifugal separation of platelet-rich plasma (PRP)

    NASA Astrophysics Data System (ADS)

    Piao, Linfeng; Park, Hyungmin; Jo, Chris

    2016-11-01

    We present a theoretical model of the recovery rate of platelet and white blood cell in the process of centrifugal separation of platelet-rich plasma (PRP). For the practically used conditions in the field, the separation process is modeled as a one-dimensional particle sedimentation; a quasi-linear partial differential equation is derived based on the kinematic-wave theory. This is solved to determine the interface positions between supernatant-suspension and suspension-sediment, used to estimate the recovery rate of the plasma. While correcting the Brown's hypothesis (1989) claiming that the platelet recovery is linearly proportional to that of plasma, we propose a new correlation model for prediction of the platelet recovery, which is a function of the volume of whole blood, centrifugal acceleration and time. For a range of practical parameters, such as hematocrit, volume of whole blood and centrifugation (time and acceleration), the predicted recovery rate shows a good agreement with available clinical data. We propose that this model is further used to optimize the preparation method of PRP that satisfies the customized case. Supported by a Grant (MPSS-CG-2016-02) through the Disaster and Safety Management Institute funded by Ministry of Public Safety and Security of Korean government.

  18. What you see may not be what you get: relationships among self-presentation tactics and ratings of interview and job performance.

    PubMed

    Barrick, Murray R; Shaffer, Jonathan A; DeGrassi, Sandra W

    2009-11-01

    The image candidates portray in the interview, via appearance, impression management, and verbal and nonverbal behavior, has been hypothesized to influence interviewer ratings. Through the lenses of social influence and interdependence theories, this meta-analysis investigated (a) the magnitude of the relationship between these 3 self-presentation tactics and interviewer ratings, (b) whether these tactics also are correlated with later job performance, and (c) whether important theoretical moderators (e.g., the level of interview structure, the rating source, the use of field or experimental designs) affect these relationships. Results reveal that what you see in the interview may not be what you get on the job and that the unstructured interview is particularly impacted by these self-presentation tactics. Additionally and surprisingly, moderator analyses of these relationships found that the type of research design (experimental vs. field) does not moderate these findings.

  19. Savings tests: separating differences in rate of learning from differences in initial levels.

    PubMed

    Rescorla, Robert A

    2002-10-01

    Three experiments used a Pavlovian magazine-approach procedure in rats to explore, in 3 theoretically interesting cases, the inferences made from savings tests. In each experiment, a compound test procedure allowed the separation of differences in rate of acquiring new associative learning from differences in initial level of associative strength. Experiment 1 found that the slower acquisition after prior nonreinforced exposure (latent inhibition) reflected differences in learning rate, not initial level. By contrast, Experiments 2 and 3 found that the higher performance observed to a previously trained and extinguished stimulus, and lower performance observed to a conditioned inhibitor, both arose primarily because of differences in initial associative value. These experiments illustrate the usefulness of a novel testing procedure in sharpening the conclusions from savings procedures.

  20. 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... vocational education, job search and job readiness assistance exist with respect to the work participation... 12 months. (b) There are two limitations concerning job search and job readiness: (1) Job search...

  1. 45 CFR 286.105 - What limitations concerning vocational education, job search and job readiness assistance exist...

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ..., job search and job readiness assistance exist with respect to the work participation rate? 286.105... vocational education, job search and job readiness assistance exist with respect to the work participation... 12 months. (b) There are two limitations concerning job search and job readiness: (1) Job search...

  2. Kinetic performance limits of constant pressure versus constant flow rate gradient elution separations. Part I: theory.

    PubMed

    Broeckhoven, K; Verstraeten, M; Choikhet, K; Dittmann, M; Witt, K; Desmet, G

    2011-02-25

    We report on a general theoretical assessment of the potential kinetic advantages of running LC gradient elution separations in the constant-pressure mode instead of in the customarily used constant-flow rate mode. Analytical calculations as well as numerical simulation results are presented. It is shown that, provided both modes are run with the same volume-based gradient program, the constant-pressure mode can potentially offer an identical separation selectivity (except from some small differences induced by the difference in pressure and viscous heating trajectory), but in a significantly shorter time. For a gradient running between 5 and 95% of organic modifier, the decrease in analysis time can be expected to be of the order of some 20% for both water-methanol and water-acetonitrile gradients, and only weakly depending on the value of V(G)/V₀ (or equivalently t(G)/t₀). Obviously, the gain will be smaller when the start and end composition lie closer to the viscosity maximum of the considered water-organic modifier system. The assumptions underlying the obtained results (no effects of pressure and temperature on the viscosity or retention coefficient) are critically reviewed, and can be inferred to only have a small effect on the general conclusions. It is also shown that, under the adopted assumptions, the kinetic plot theory also holds for operations where the flow rate varies with the time, as is the case for constant-pressure operation. Comparing both operation modes in a kinetic plot representing the maximal peak capacity versus time, it is theoretically predicted here that both modes can be expected to perform equally well in the fully C-term dominated regime (where H varies linearly with the flow rate), while the constant pressure mode is advantageous for all lower flow rates. Near the optimal flow rate, and for linear gradients running from 5 to 95% organic modifier, time gains of the order of some 20% can be expected (or 25-30% when accounting for

  3. Job Placement Rates for Graduates of Washington Community and Technical College Vocational Programs. Research Report No. 94-7.

    ERIC Educational Resources Information Center

    Seppanen, Loretta

    Each year, the Washington State Board for Community and Technical Colleges (SBCTC) compiles data on educational and job related outcomes for graduates of vocational preparation programs. The automated data matching procedure examines state unemployment insurance and benefits records, public post-secondary enrollments, U.S. Armed Forces…

  4. 48 CFR 52.222-30 - Construction Wage Rate Requirements-Price Adjustment (None or Separately Specified Method).

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 48 Federal Acquisition Regulations System 2 2014-10-01 2014-10-01 false Construction Wage Rate... PROVISIONS AND CONTRACT CLAUSES Text of Provisions and Clauses 52.222-30 Construction Wage Rate Requirements... clause: Construction Wage Rate Requirements—Price Adjustment (None or Separately Specified Method)...

  5. Auditory stream segregation in monkey auditory cortex: effects of frequency separation, presentation rate, and tone duration.

    PubMed

    Fishman, Yonatan I; Arezzo, Joseph C; Steinschneider, Mitchell

    2004-09-01

    Auditory stream segregation refers to the organization of sequential sounds into "perceptual streams" reflecting individual environmental sound sources. In the present study, sequences of alternating high and low tones, "...ABAB...," similar to those used in psychoacoustic experiments on stream segregation, were presented to awake monkeys while neural activity was recorded in primary auditory cortex (A1). Tone frequency separation (AF), tone presentation rate (PR), and tone duration (TD) were systematically varied to examine whether neural responses correlate with effects of these variables on perceptual stream segregation. "A" tones were fixed at the best frequency of the recording site, while "B" tones were displaced in frequency from "A" tones by an amount = delta F. As PR increased, "B" tone responses decreased in amplitude to a greater extent than "A" tone responses, yielding neural response patterns dominated by "A" tone responses occurring at half the alternation rate. Increasing TD facilitated the differential attenuation of "B" tone responses. These findings parallel psychoacoustic data and suggest a physiological model of stream segregation whereby increasing delta F, PR, or TD enhances spatial differentiation of "A" tone and "B" tone responses along the tonotopic map in A1.

  6. Auditory stream segregation in monkey auditory cortex: effects of frequency separation, presentation rate, and tone duration

    NASA Astrophysics Data System (ADS)

    Fishman, Yonatan I.; Arezzo, Joseph C.; Steinschneider, Mitchell

    2004-09-01

    Auditory stream segregation refers to the organization of sequential sounds into ``perceptual streams'' reflecting individual environmental sound sources. In the present study, sequences of alternating high and low tones, ``...ABAB...,'' similar to those used in psychoacoustic experiments on stream segregation, were presented to awake monkeys while neural activity was recorded in primary auditory cortex (A1). Tone frequency separation (ΔF), tone presentation rate (PR), and tone duration (TD) were systematically varied to examine whether neural responses correlate with effects of these variables on perceptual stream segregation. ``A'' tones were fixed at the best frequency of the recording site, while ``B'' tones were displaced in frequency from ``A'' tones by an amount=ΔF. As PR increased, ``B'' tone responses decreased in amplitude to a greater extent than ``A'' tone responses, yielding neural response patterns dominated by ``A'' tone responses occurring at half the alternation rate. Increasing TD facilitated the differential attenuation of ``B'' tone responses. These findings parallel psychoacoustic data and suggest a physiological model of stream segregation whereby increasing ΔF, PR, or TD enhances spatial differentiation of ``A'' tone and ``B'' tone responses along the tonotopic map in A1.

  7. Accumulative job demands and support for strength use: Fine-tuning the job demands-resources model using conservation of resources theory.

    PubMed

    van Woerkom, Marianne; Bakker, Arnold B; Nishii, Lisa H

    2016-01-01

    Absenteeism associated with accumulated job demands is a ubiquitous problem. We build on prior research on the benefits of counteracting job demands with resources by focusing on a still untapped resource for buffering job demands-that of strengths use. We test the idea that employees who are actively encouraged to utilize their personal strengths on the job are better positioned to cope with job demands. Based on conservation of resources (COR) theory, we hypothesized that job demands can accumulate and together have an exacerbating effect on company registered absenteeism. In addition, using job demands-resources theory, we hypothesized that perceived organizational support for strengths use can buffer the impact of separate and combined job demands (workload and emotional demands) on absenteeism. Our sample consisted of 832 employees from 96 departments (response rate = 40.3%) of a Dutch mental health care organization. Results of multilevel analyses indicated that high levels of workload strengthen the positive relationship between emotional demands and absenteeism and that support for strength use interacted with workload and emotional job demands in the predicted way. Moreover, workload, emotional job demands, and strengths use interacted to predict absenteeism. Strengths use support reduced the level of absenteeism of employees who experienced both high workload and high emotional demands. We conclude that providing strengths use support to employees offers organizations a tool to reduce absenteeism, even when it is difficult to redesign job demands.

  8. Separating arterial and venous-related components of photoplethysmographic signals for accurate extraction of oxygen saturation and respiratory rate.

    PubMed

    Yousefi, Rasoul; Nourani, Mehrdad

    2015-05-01

    We propose an algorithm for separating arterial and venous-related signals using second-order statistics of red and infrared signals in a blind source separation technique. The separated arterial signal is used to compute accurate arterial oxygen saturation. We have also introduced an algorithm for extracting the respiratory pattern from the extracted venous-related signal. In addition to real-time monitoring, respiratory rate is also extracted. Our experimental results from multiple subjects show that the proposed separation technique is extremely useful for extracting accurate arterial oxygen saturation and respiratory rate. Specifically, the breathing rate is extracted with average root mean square deviation of 1.89 and average mean difference of -0.69.

  9. What Controls the Rate of Ultrafast Charge Transfer and Charge Separation Efficiency in Organic Photovoltaic Blends.

    PubMed

    Jakowetz, Andreas C; Böhm, Marcus L; Zhang, Jiangbin; Sadhanala, Aditya; Huettner, Sven; Bakulin, Artem A; Rao, Akshay; Friend, Richard H

    2016-09-14

    In solar energy harvesting devices based on molecular semiconductors, such as organic photovoltaics (OPVs) and artificial photosynthetic systems, Frenkel excitons must be dissociated via charge transfer at heterojunctions to yield free charges. What controls the rate and efficiency of charge transfer and charge separation is an important question, as it determines the overall power conversion efficiency (PCE) of these systems. In bulk heterojunctions between polymer donor and fullerene acceptors, which provide a model system to understand the fundamental dynamics of electron transfer in molecular systems, it has been established that the first step of photoinduced electron transfer can be fast, of order 100 fs. But here we report the first study which correlates differences in the electron transfer rate with electronic structure and morphology, achieved with sub-20 fs time resolution pump-probe spectroscopy. We vary both the fullerene substitution and donor/fullerene ratio which allow us to control both aggregate size and the energetic driving force for charge transfer. We observe a range of electron transfer times from polymer to fullerene, from 240 fs to as short as 37 fs. Using ultrafast electro-optical pump-push-photocurrent spectroscopy, we find the yield of free versus bound charges to be weakly dependent on the energetic driving force, but to be very strongly dependent on fullerene aggregate size and packing. Our results point toward the importance of state accessibility and charge delocalization and suggest that energetic offsets between donor and acceptor levels are not an important criterion for efficient charge generation. This provides design rules for next-generation materials to minimize losses related to driving energy and boost PCE.

  10. Job Satisfaction.

    DTIC Science & Technology

    1979-07-01

    well include an "overall, global or unidimensional component" (p 184) but that additional specific factors were also evident, ie. "job satisfaction is...between a person’s life style and organisational structure. They hypothesised that job satisfaction may be adversely affected if there is any significant...between job satisfaction and an independent life style, and; thirdly, that "job satisfac- tion is maximispd when the individual places a high value

  11. Pink and blue collar jobs: children's judgments of job status and job aspirations in relation to sex of worker.

    PubMed

    Liben, L S; Bigler, R S; Krogh, H R

    2001-08-01

    Past work shows that even young children know that occupations are differentially linked to men and women in our society. In our research, we studied whether 6- and 11-year-old children's (a) beliefs about job status and (b) job interests would be affected by the gendered nature of jobs. When asked about familiar occupations, children gave higher status ratings to masculine jobs and expressed greater interest in jobs culturally associated with their own sex. To circumvent the extant confounds between job gender and job status in our culture, we also developed a new methodology in which novel jobs were portrayed with either male or female workers. Older children rated novel jobs portrayed with male workers as having higher status than the identical jobs portrayed with female workers. Portrayal sex had no effect on children's own interests in these novel jobs at either age. Methodological, theoretical, and educational issues are discussed in relation to sex-role development and vocational aspirations.

  12. High-rate/high-temperature capability of a single-layer zicar-separator nickel-hydrogen cell

    NASA Technical Reports Server (NTRS)

    Wheeler, James R.

    1995-01-01

    A 50 Ampere-hour nickel-hydrogen cell with a single-layer Zircar separator stack design was fully charged and then discharged at a 2C current rate to an end voltage of 1 volt. This extreme test resulted in high temperatures which were recorded at three locations on the cell, i.e., the cell wall, the boss (barrel of the compression seal), and a terminal. The results provide new information about the high-temperature and high-discharge-rate capabilities of nickel-hydrogen cells. This information also adds to the growing data base for single-layer zirconium-oxide-cloth (Zircar) separator cell designs.

  13. Together yet Separate: Students' Associating Amounts of Change in Quantities Involved in Rate of Change

    ERIC Educational Resources Information Center

    Johnson, Heather L.

    2015-01-01

    This paper extends work about quantitative reasoning related to covarying quantities involved in rate of change. It reports a multiple case study of three students' reasoning about quantities involved in rate of change when working on tasks incorporating multiple representations of covarying quantities. When interpreting relationships between…

  14. Application of X-Y Separable 2-D Array Beamforming for Increased Frame Rate and Energy Efficiency in Handheld Devices

    PubMed Central

    Owen, Kevin; Fuller, Michael I.; Hossack, John A.

    2015-01-01

    Two-dimensional arrays present significant beamforming computational challenges because of their high channel count and data rate. These challenges are even more stringent when incorporating a 2-D transducer array into a battery-powered hand-held device, placing significant demands on power efficiency. Previous work in sonar and ultrasound indicates that 2-D array beamforming can be decomposed into two separable line-array beamforming operations. This has been used in conjunction with frequency-domain phase-based focusing to achieve fast volume imaging. In this paper, we analyze the imaging and computational performance of approximate near-field separable beamforming for high-quality delay-and-sum (DAS) beamforming and for a low-cost, phaserotation-only beamforming method known as direct-sampled in-phase quadrature (DSIQ) beamforming. We show that when high-quality time-delay interpolation is used, separable DAS focusing introduces no noticeable imaging degradation under practical conditions. Similar results for DSIQ focusing are observed. In addition, a slight modification to the DSIQ focusing method greatly increases imaging contrast, making it comparable to that of DAS, despite having a wider main lobe and higher side lobes resulting from the limitations of phase-only time-delay interpolation. Compared with non-separable 2-D imaging, up to a 20-fold increase in frame rate is possible with the separable method. When implemented on a smart-phone-oriented processor to focus data from a 60 × 60 channel array using a 40 × 40 aperture, the frame rate per C-mode volume slice increases from 16 to 255 Hz for DAS, and from 11 to 193 Hz for DSIQ. Energy usage per frame is similarly reduced from 75 to 4.8 mJ/ frame for DAS, and from 107 to 6.3 mJ/frame for DSIQ. We also show that the separable method outperforms 2-D FFT-based focusing by a factor of 1.64 at these data sizes. This data indicates that with the optimal design choices, separable 2-D beamforming can

  15. Application of X-Y separable 2-D array beamforming for increased frame rate and energy efficiency in handheld devices.

    PubMed

    Owen, Kevin; Fuller, Michael; Hossack, John

    2012-07-01

    Two-dimensional arrays present significant beamforming computational challenges because of their high channel count and data rate. These challenges are even more stringent when incorporating a 2-D transducer array into a battery-powered hand-held device, placing significant demands on power efficiency. Previous work in sonar and ultrasound indicates that 2-D array beamforming can be decomposed into two separable line-array beamforming operations. This has been used in conjunction with frequency-domain phase-based focusing to achieve fast volume imaging. In this paper, we analyze the imaging and computational performance of approximate near-field separable beamforming for high-quality delay-and-sum (DAS) beamforming and for a low-cost, phase-rotation-only beamforming method known as direct-sampled in-phase quadrature (DSIQ) beamforming. We show that when high-quality time-delay interpolation is used, separable DAS focusing introduces no noticeable imaging degradation under practical conditions. Similar results for DSIQ focusing are observed. In addition, a slight modification to the DSIQ focusing method greatly increases imaging contrast, making it comparable to that of DAS, despite having a wider main lobe and higher side lobes resulting from the limitations of phase-only time-delay interpolation. Compared with non-separable 2-D imaging, up to a 20-fold increase in frame rate is possible with the separable method. When implemented on a smart-phone-oriented processor to focus data from a 60 x 60 channel array using a 40 x 40 aperture, the frame rate per C-mode volume slice increases from 16 to 255 Hz for DAS, and from 11 to 193 Hz for DSIQ. Energy usage per frame is similarly reduced from 75 to 4.8 mJ/ frame for DAS, and from 107 to 6.3 mJ/frame for DSIQ. We also show that the separable method outperforms 2-D FFT-based focusing by a factor of 1.64 at these data sizes. This data indicates that with the optimal design choices, separable 2-D beamforming can

  16. Effects of Job Previews on Self-Selection and Job Choice.

    ERIC Educational Resources Information Center

    Saks, Alan M.; And Others

    1994-01-01

    Undergraduates (n=138) were placed in two groups: one received either Realistic Job Preview (RJP) or Traditional Job Preview (TJP); other group received both. Differences in job acceptance rates were found only in second, in which 71.4% picked TJP. Job previews affected self-selection, and expectancy theory was supported as model. Subjects with…

  17. Footprint methods to separate N2O emission rates from adjacent paddock areas

    NASA Astrophysics Data System (ADS)

    Mukherjee, Sandipan; McMillan, Andrew M. S.; Sturman, Andrew P.; Harvey, Mike J.; Laubach, Johannes

    2015-03-01

    Using micrometeorological techniques to measure greenhouse gas emissions from differently treated adjacent plots is a promising avenue to verify the effect of mitigation strategies at the field scale. In pursuing such an approach, it is crucial to accurately characterize the source area of the fluxes measured at each sampling point. Hence, a comprehensive footprint analysis method is required so that emission rates can be obtained for a specific field within a biochemically heterogeneous area. In this study, a footprint analysis method is developed to estimate the emission for an experiment where the flux of N2O is measured from several control and treated plots. The emission rate of an individual plot is estimated using an inverse footprint fraction approach where the footprint fractions are obtained from an analytical footprint model. A numerical solution for obtaining the background flux for such a multiplot measurement system is also provided. Results of the footprint analysis method are assessed, first, by comparing footprint fractions obtained from both an analytical footprint model and a "forward" simulation of a backward Lagrangian stochastic (bLs) model; and second, by comparing the emission rates of a control plot obtained from the footprint analysis method and from the "backward" simulation of the bLs model. It is found that the analytical footprint fractions compare well with the values obtained from the bLs model (correlation coefficient of 0.58 and 0.66 within p value <0.001). An average of 4.3 % of the measured fluxes is found to be contributed by sources outside the measured area and, excluding this outside area contribution to the measured flux, footprint corrected emission rates within the defined domain are found to increase by 2.1 to 5.8 % of the measured flux. Also, the proposed method of emission rate estimation is found to work well under a wide range of atmospheric stability.

  18. Job Mobility and Drug Use: An Event History Analysis.

    ERIC Educational Resources Information Center

    Kandel, Denise B.; Yamaguchi, Kazuo

    1987-01-01

    Reports the results of a study of 1,325 young adults aged 24 to 25, to investigate the relationship between patterns of drug use and job separations. The relationships observed between job mobility and drug use support the general hypothesis that drug use predicts job turnover and decreased tenure on the job. (JDH)

  19. Development and Validation of the Job Crafting Scale

    ERIC Educational Resources Information Center

    Tims, Maria; Bakker, Arnold B.; Derks, Daantje

    2012-01-01

    We developed and validated a scale to measure job crafting behavior in three separate studies conducted in The Netherlands (total N=1181). Job crafting is defined as the self-initiated changes that employees make in their own job demands and job resources to attain and/or optimize their personal (work) goals. In Study 1 and 2 the Dutch job…

  20. Heart Rate Variability Moderates the Association Between Separation-Related Psychological Distress and Blood Pressure Reactivity Over Time.

    PubMed

    Bourassa, Kyle J; Hasselmo, Karen; Sbarra, David A

    2016-08-01

    Divorce is a stressor associated with long-term health risk, though the mechanisms of this effect are poorly understood. Cardiovascular reactivity is one biological pathway implicated as a predictor of poor long-term health after divorce. A sample of recently separated and divorced adults (N = 138) was assessed over an average of 7.5 months to explore whether individual differences in heart rate variability-assessed by respiratory sinus arrhythmia-operate in combination with subjective reports of separation-related distress to predict prospective changes in cardiovascular reactivity, as indexed by blood pressure reactivity. Participants with low resting respiratory sinus arrhythmia at baseline showed no association between divorce-related distress and later blood pressure reactivity, whereas participants with high respiratory sinus arrhythmia showed a positive association. In addition, within-person variation in respiratory sinus arrhythmia and between-persons variation in separation-related distress interacted to predict blood pressure reactivity at each laboratory visit. Individual differences in heart rate variability and subjective distress operate together to predict cardiovascular reactivity and may explain some of the long-term health risk associated with divorce.

  1. Comparison of a multidimensional and a global measure of job insecurity: predicting job attitudes and work behaviors.

    PubMed

    Reisel, William D; Banai, Moshe

    2002-06-01

    This paper examined the multidimensional formulation of job insecurity theory described by Greenhalgh and Rosenblatt in 1984. They held that job insecurity is multidimensional and is comprised of two principle threats, (1) threat to the job and (2) threat to job features. To date, there has been no empirical test comparing the predictive value of the separate dimensions of job insecurity on the outcome variables commitment, trust, and job search behavior. A total of 276 managers completed surveys of their job insecurity using both multidimensional and global measures of job insecurity. Regression analysis suggested that the job threat dimension better explains outcome attitudes and behaviors than the job features dimension. Further, contrary to earlier reports, the global measure of job insecurity explained more variance in two out of three outcome variables investigated here. Implications for job insecurity measurement and theory are discussed.

  2. 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…

  3. 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)

  4. Measuring Clerical Job Performance

    ERIC Educational Resources Information Center

    Ronan, William W.; And Others

    1976-01-01

    Describes research which attempts to provide a solution to the performance criterion problem, concluding that is seems possible to measure many aspects of clerical work using psychometric measures that are highly job related; recommends that such devices be used to supplement ratings in the performance evaluation process.

  5. Your Job.

    ERIC Educational Resources Information Center

    Torre, Liz; And Others

    Information and accompanying exercises are provided in this learning module to reinforce basic reading, writing, and math skills and, at the same time, introduce personal assessment and job-seeking techniques. The module's first section provides suggestions for assessing personal interests and identifying the assets one has to offer an employer.…

  6. Job Ready.

    ERIC Educational Resources Information Center

    Easter Seal Society for Crippled Children and Adults of Washington, Seattle.

    Intended for use by employers for assessing how "job-ready" their particular business environment may be, the booklet provides information illustrating what physical changes could be made to allow persons with mobility limitations to enter and conduct business independently in a particular building. Illustrations along with brief explanations are…

  7. Job Olympics.

    ERIC Educational Resources Information Center

    Gerweck, Debra R.; Chauza, Phyllis J.

    This document consists of materials on Hiawatha (Kansas) High School's 1993 Job Olympics, a competition for high school students with disabilities. The materials are those included in a packet for student participants. A cover/information sheet details eligibility, entry deadline, date and place of competition, opening ceremonies, events, and a…

  8. Job Readiness Training Curriculum.

    ERIC Educational Resources Information Center

    Tesolowski, Dennis G.

    Designed for professionals in rehabilitation settings, this curriculum guide presents fifteen lessons that focus on preparing to seek a job, job seeking, and job maintenance. Among the lesson titles included in the guide are (1) How to Find the Right Job and Categories of Jobs, (2) Self-Expressed Interests and Attitudes for Specific Jobs, (3)…

  9. Variations of boundary reaction rate and particle size on the diffusion-induced stress in a phase separating electrode

    SciTech Connect

    Zhang, Lei; He, Linghui; Ni, Yong; Song, Yicheng

    2014-10-14

    In contrast to the case of single-phase delithiation wherein faster discharging leads to higher diffusion-induced stress (DIS), this paper reports nonmonotonous dependency of the boundary reaction rate on the DIS in nanosized spherical electrode accompanying phase separation. It is attributed to a transition from two-phase to single-phase delithiation driven by increase of the boundary reaction rate leading to narrowing and vanishing of the miscibility gap in a range of the particle size. The profiles of lithium concentration and the DIS are identified during the transition based on a continuum model. The resultant maximum DIS first decreases in the region of two-phase delithiation and later returns to increase in the region of single-phase delithiation with the increase of the boundary reaction rate. A map for the failure behavior in the spherical electrode particle is constructed based on the Tresca failure criterion. These results indicate that the failure caused by the DIS can be avoided by appropriate selection of the said parameters in such electrodes.

  10. Temporal separation and self-rating of alertness as indicators of driver fatigue in commercial motor vehicle operators.

    PubMed

    Belz, Steven M; Robinson, Gary S; Casali, John G

    2004-01-01

    This on-road field investigation employed, for the first time, a completely automated trigger-based data collection system capable of evaluating driver performance in an extended-duration real-world commercial motor vehicle environment. The study examined the use of self-assessment of fatigue (Karolinska Sleepiness Scale) and temporal separation (minimum time to collision, minimum headway, and mean headway) as indicators of driver fatigue. Without exception, the correlation analyses for both the self-rating of alertness and temporal separation yielded models low in associative ability; neither metric was found to be a valid indicator of driver fatigue. In addition, based upon the data collected for this research, preliminary evidence suggests that driver fatigue onset within a real-world driving environment does not appear to follow the standard progression of events associated with the onset of fatigue within a simulated driving environment. Application of this research includes the development of an on-board driver performance/fatigue monitoring system that could potentially assist drivers in identifying the onset of fatigue.

  11. Angle-dependent strong-field molecular ionization rates with tuned range-separated time-dependent density functional theory

    NASA Astrophysics Data System (ADS)

    Sissay, Adonay; Abanador, Paul; Mauger, François; Gaarde, Mette; Schafer, Kenneth J.; Lopata, Kenneth

    2016-09-01

    Strong-field ionization and the resulting electronic dynamics are important for a range of processes such as high harmonic generation, photodamage, charge resonance enhanced ionization, and ionization-triggered charge migration. Modeling ionization dynamics in molecular systems from first-principles can be challenging due to the large spatial extent of the wavefunction which stresses the accuracy of basis sets, and the intense fields which require non-perturbative time-dependent electronic structure methods. In this paper, we develop a time-dependent density functional theory approach which uses a Gaussian-type orbital (GTO) basis set to capture strong-field ionization rates and dynamics in atoms and small molecules. This involves propagating the electronic density matrix in time with a time-dependent laser potential and a spatial non-Hermitian complex absorbing potential which is projected onto an atom-centered basis set to remove ionized charge from the simulation. For the density functional theory (DFT) functional we use a tuned range-separated functional LC-PBE*, which has the correct asymptotic 1/r form of the potential and a reduced delocalization error compared to traditional DFT functionals. Ionization rates are computed for hydrogen, molecular nitrogen, and iodoacetylene under various field frequencies, intensities, and polarizations (angle-dependent ionization), and the results are shown to quantitatively agree with time-dependent Schrödinger equation and strong-field approximation calculations. This tuned DFT with GTO method opens the door to predictive all-electron time-dependent density functional theory simulations of ionization and ionization-triggered dynamics in molecular systems using tuned range-separated hybrid functionals.

  12. Do perceived job insecurity and annoyance due to air and noise pollution predict incident self-rated poor health? A prospective analysis of independent and joint associations using a German national representative cohort study

    PubMed Central

    Riedel, Natalie; Loerbroks, Adrian; Bolte, Gabriele; Li, Jian

    2017-01-01

    Background Current economic and social change has contributed to increasing job insecurity and traffic-related pollution in residential areas. Both job insecurity and exposure to noise and air pollution are known determinants of population health and can concur in peoples' lives. This may hold true particularly for socially disadvantaged subpopulations. Nevertheless, the potential independent and joint links of those exposures to health have been rarely examined so far. We aimed to contribute to the scarce body of evidence. Methods Information on perceived job insecurity and exposures to noise and air pollution as expressed by annoyance as well as on self-rated health were gathered from 2 waves of the population-based German Socio-Economic Panel (2009 and 2011, N=6544). We performed multivariable Poisson regression to examine the independent and joint risk of poor health in 2011 by perceived job insecurity and annoyance due to noise and air pollution in 2009. Results After the 2-year follow-up in 2011, 571 (8.7%) participants rated their health as poor. The risk of reporting incident poor health was increased by roughly 40% in employees reporting high versus low perceived job insecurity and annoyance due to noise and air pollution, respectively. This risk increased when both exposures were present at higher levels (risk ratio=1.95 (1.49 to 2.55)). Conclusions Work-related and environmental exposures may accumulate and have a joint health impact. Elaboration on the link between occupational and residential exposures is warranted in the light of their concurrence and their implications for health inequities. PMID:28115332

  13. An Experimental Study of Job Evaluation and Comparable Worth.

    ERIC Educational Resources Information Center

    Arnault, E. Jane; Gordon, Louis; Joines, Douglas H.; Phillips, G. Michael

    2001-01-01

    Three commercial job evaluation firms rated the same set of 27 jobs. Statistical analysis indicated that evaluators differed in which job traits they used to evaluate inherent job worth. Comparable worth may thus be sensitive to the choice of evaluator. (Contains 24 references.) (Author/SK)

  14. Separating climate change signals into thermodynamic, lapse-rate and circulation effects: theory and application to the European summer climate

    NASA Astrophysics Data System (ADS)

    Kröner, Nico; Kotlarski, Sven; Fischer, Erich; Lüthi, Daniel; Zubler, Elias; Schär, Christoph

    2016-07-01

    Climate models robustly project a strong overall summer warming across Europe showing a characteristic north-south gradient with enhanced warming and drying in southern Europe. However, the processes that are responsible for this pattern are not fully understood. We here employ an extended surrogate or pseudo-warming approach to disentangle the contribution of different mechanisms to this response pattern. The basic idea of the surrogate technique is to use a regional climate model and apply a large-scale warming to the lateral boundary conditions of a present-day reference simulation, while maintaining the relative humidity (and thus implicitly increasing the specific moisture content). In comparison to previous studies, our approach includes two important extensions: first, different vertical warming profiles are applied in order to separate the effects of a mean warming from lapse-rate effects. Second, a twin-design is used, in which the climate change signals are not only added to present-day conditions, but also subtracted from a scenario experiment. We demonstrate that these extensions provide an elegant way to separate the full climate change signal into contributions from large-scale thermodynamic (TD), lapse-rate (LR), and circulation and other remaining effects (CO). The latter in particular include changes in land-ocean contrast and spatial variations of the SST warming patterns. We find that the TD effect yields a large-scale warming across Europe with no distinct latitudinal gradient. The LR effect, which is quantified for the first time in our study, leads to a stronger warming and some drying in southern Europe. It explains about 50 % of the warming amplification over the Iberian Peninsula, thus demonstrating the important role of lapse-rate changes. The effect is linked to an extending Hadley circulation. The CO effect as inherited from the driving GCM is shown to further amplify the north-south temperature change gradient. In terms of mean summer

  15. Separating climate change signals into thermodynamic, lapse-rate and circulation effects: Theory and application to the European summer climate

    NASA Astrophysics Data System (ADS)

    Kroener, Nico; Kotlarski, Sven; Fischer, Erich; Lüthi, Daniel; Zubler, Elias; Schär, Christoph

    2016-04-01

    Climate models robustly project a strong overall summer warming across Europe showing a characteristic north-south gradient with enhanced warming and drying in southern Europe. However, the processes that are responsible for this pattern are not fully understood. We here employ an extended surrogate or pseudo-warming approach to disentangle the contribution of different mechanisms to this response pattern. The basic idea of the surrogate technique is to use a regional climate model and apply a large-scale warming to the lateral boundary conditions of a present-day reference simulation, while maintaining the relative humidity (and thus implicitly increasing the specific moisture content). In comparison to previous studies, our approach includes two important extensions: First, different vertical warming profiles are applied in order to separate the effects of a mean warming from lapse-rate effects. Second, a twin-design is used, in which the temperature change signal is not only added to present-day conditions, but also subtracted from a scenario experiment. We use the regional climate model COSMO-CLM with a grid spacing of approximately 50 km (EURO-CORDEX EUR-44 setup) using transient simulations (1950-2100) with the RCP8.5 emissions scenario. We demonstrate that the aforementioned extensions provide an elegant way to separate the full climate change signal into contributions from large-scale thermodynamics (LST), lapse-rate (LR) and large-scale circulation (LSC). In our framework the LSC effect also includes effects due to changes in land-sea contrast and the spatial variations of the SST warming pattern. We find that the LST effect yields a large-scale warming across Europe without any distinct latitudinal gradient. The LR effect, which is quantified for the first time in our study, leads to a stronger warming and some drying in Southern Europe. It explains about 50% of the warming amplification over the Iberian Peninsula, thus demonstrating the important role of

  16. Job Placement of JTPA-Trained Welfare Recipients: Implications for the "JOBS" Program in Southern and Nonmetro States.

    ERIC Educational Resources Information Center

    Ghelfi, Linda M.

    1992-01-01

    Since 1990, all states must implement a Job Opportunities and Basic Skills Training Program (JOBS) for welfare recipients. The 1986 aggregated data indicate a job-placement rate of 60 percent. Estimates of unemployment suggest that JOBS participants would face stiff competition for employment, particularly in the South and nonmetro states. (SV)

  17. Performance-Reward Contingencies: The Role and Relationships of Perceived Equity in the Job Performance-Job Satisfaction Question.

    ERIC Educational Resources Information Center

    Van Tilburg, Emmalou

    A study examined the relationship between reward contingencies and the levels of job performance and job satisfaction of Cooperative Extension Service county agents. Variables included self-rating of job performance; overall job satisfaction; satisfaction with pay, promotion, co-workers, the work itself, and supervision; agent program area; the…

  18. 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

    ... vocational education, job search and job readiness assistance exist with respect to the work participation... 45 Public Welfare 2 2012-10-01 2012-10-01 false What limitations concerning vocational education, job search and job readiness assistance exist with respect to the work participation rate?...

  19. Job Literacy and Job Performance among Nurses at Varying Employment Levels.

    ERIC Educational Resources Information Center

    Mikulecky, Larry

    In a study designed to analyze differences between job performance and level of experience, 27 nurses from three different employment levels (in training, experienced, and supervisory) were observed, interviewed, tested, and rated for job performance. An observation checklist recorded job behavior in terms of the type of activity observed, the…

  20. 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.

  1. How Do Principals and Teachers in Special Schools in Turkey Rate Themselves on Levels of Burnout, Job Satisfaction, and Locus of Control?

    ERIC Educational Resources Information Center

    Sari, Hakan

    2005-01-01

    This study explores issues of burnout, job satisfaction, and locus of control among special school principals and teachers in Turkey. The purpose of the study was to determine whether there are differences between principals and teachers in terms of work status, sex, and work experiences. A quantitative approach was used: 295 participants (33…

  2. 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…

  3. 10 CFR 5.520 - Job classification and structure.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 1 2012-01-01 2012-01-01 false Job classification and structure. 5.520 Section 5.520... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  4. 10 CFR 5.520 - Job classification and structure.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 10 Energy 1 2013-01-01 2013-01-01 false Job classification and structure. 5.520 Section 5.520... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  5. 29 CFR 36.520 - Job classification and structure.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 1 2014-07-01 2013-07-01 true Job classification and structure. 36.520 Section 36.520... Education Programs or Activities Prohibited § 36.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  6. 44 CFR 19.520 - Job classification and structure.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Job classification and... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  7. 7 CFR 15a.55 - Job classification and structure.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 7 Agriculture 1 2013-01-01 2013-01-01 false Job classification and structure. 15a.55 Section 15a... Programs and Activities Prohibited § 15a.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

  8. 44 CFR 19.520 - Job classification and structure.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 44 Emergency Management and Assistance 1 2014-10-01 2014-10-01 false Job classification and... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  9. 10 CFR 5.520 - Job classification and structure.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 10 Energy 1 2010-01-01 2010-01-01 false Job classification and structure. 5.520 Section 5.520... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  10. 29 CFR 36.520 - Job classification and structure.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 1 2013-07-01 2013-07-01 false Job classification and structure. 36.520 Section 36.520... Education Programs or Activities Prohibited § 36.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  11. 7 CFR 15a.55 - Job classification and structure.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 7 Agriculture 1 2012-01-01 2012-01-01 false Job classification and structure. 15a.55 Section 15a... Programs and Activities Prohibited § 15a.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

  12. 29 CFR 36.520 - Job classification and structure.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Job classification and structure. 36.520 Section 36.520... Education Programs or Activities Prohibited § 36.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  13. 44 CFR 19.520 - Job classification and structure.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 44 Emergency Management and Assistance 1 2011-10-01 2011-10-01 false Job classification and... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  14. 7 CFR 15a.55 - Job classification and structure.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 7 Agriculture 1 2011-01-01 2011-01-01 false Job classification and structure. 15a.55 Section 15a... Programs and Activities Prohibited § 15a.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

  15. 10 CFR 5.520 - Job classification and structure.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 10 Energy 1 2014-01-01 2014-01-01 false Job classification and structure. 5.520 Section 5.520... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  16. 10 CFR 5.520 - Job classification and structure.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 10 Energy 1 2011-01-01 2011-01-01 false Job classification and structure. 5.520 Section 5.520... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  17. 7 CFR 15a.55 - Job classification and structure.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 7 Agriculture 1 2014-01-01 2014-01-01 false Job classification and structure. 15a.55 Section 15a... Programs and Activities Prohibited § 15a.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

  18. 44 CFR 19.520 - Job classification and structure.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 44 Emergency Management and Assistance 1 2012-10-01 2011-10-01 true Job classification and... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  19. 44 CFR 19.520 - Job classification and structure.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 44 Emergency Management and Assistance 1 2013-10-01 2013-10-01 false Job classification and... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines...

  20. Illumination Variation-Resistant Video-Based Heart Rate Measurement Using Joint Blind Source Separation and Ensemble Empirical Mode Decomposition.

    PubMed

    Cheng, Juan; Chen, Xun; Xu, Lingxi; Wang, Z Jane

    2016-10-06

    Recent studies have demonstrated that heart rate (HR) could be estimated using video data (e.g., exploring human facial regions of interest (ROIs)) under well controlled conditions. However, in practice, the pulse signals may be contaminated by motions and illumination variations. In this paper, tackling the illumination variation challenge, we propose an illuminationrobust framework using joint blind source separation (JBSS) and ensemble empirical mode decomposition (EEMD) to effectively evaluate HR from webcam videos. The framework takes the hypotheses that both facial ROI and background ROI have similar illumination variations. The background ROI is then considered as a noise reference sensor to denoise the facial signals by using the JBSS technique to extract the underlying illumination variation sources. Further, the reconstructed illumination-resisted green channel of the facial ROI is detrended and decomposed into a number of intrinsic mode functions (IMFs) using EEMD to estimate the HR. Experimental results demonstrated that the proposed framework could estimate HR more accurately than the state-of-the-art methods. The Bland-Altman plots showed that it led to better agreement with HR ground truth with the mean bias 1.15 beat per minute (bpm), with 95 % limits from -15.43 bpm to 17.73 bpm, and the correlation coefficient 0.53. This study provides a promising solution for realistic non-contact and robust HR measurement applications.

  1. Job Scheduling Under the Portable Batch System

    NASA Technical Reports Server (NTRS)

    Henderson, Robert L.; Woodrow, Thomas S. (Technical Monitor)

    1995-01-01

    The typical batch queuing system schedules jobs for execution by a set of queue controls. The controls determine from which queues jobs may be selected. Within the queue, jobs are ordered first-in, first-run. This limits the set of scheduling policies available to a site. The Portable Batch System removes this limitation by providing an external scheduling module. This separate program has full knowledge of the available queued jobs, running jobs, and system resource usage. Sites are able to implement any policy expressible in one of several procedural language. Policies may range from "bet fit" to "fair share" to purely political. Scheduling decisions can be made over the full set of jobs regardless of queue or order. The scheduling policy can be changed to fit a wide variety of computing environments and scheduling goals. This is demonstrated by the use of PBS on an IBM SP-2 system at NASA Ames.

  2. Paid Sick Leave and Job Stability.

    PubMed

    Hill, Heather D

    2013-05-01

    A compelling, but unsubstantiated, argument for paid sick leave legislation is that workers with leave are better able to address own and family member health needs without risking a voluntary or involuntary job separation. This study tests that claim using the Medical Expenditure Panel Survey and regression models controlling for a large set of worker and job characteristics, as well as with propensity score techniques. Results suggest that paid sick leave decreases the probability of job separation by at least 2.5 percentage points, or 25%. The association is strongest for workers without paid vacation leave and for mothers.

  3. Paid Sick Leave and Job Stability

    PubMed Central

    Hill, Heather D.

    2013-01-01

    A compelling, but unsubstantiated, argument for paid sick leave legislation is that workers with leave are better able to address own and family member health needs without risking a voluntary or involuntary job separation. This study tests that claim using the Medical Expenditure Panel Survey and regression models controlling for a large set of worker and job characteristics, as well as with propensity score techniques. Results suggest that paid sick leave decreases the probability of job separation by at least 2.5 percentage points, or 25%. The association is strongest for workers without paid vacation leave and for mothers. PMID:24235780

  4. Prosody and Semantics Are Separate but Not Separable Channels in the Perception of Emotional Speech: Test for Rating of Emotions in Speech

    ERIC Educational Resources Information Center

    Ben-David, Boaz M.; Multani, Namita; Shakuf, Vered; Rudzicz, Frank; van Lieshout, Pascal H. H. M.

    2016-01-01

    Purpose: Our aim is to explore the complex interplay of prosody (tone of speech) and semantics (verbal content) in the perception of discrete emotions in speech. Method: We implement a novel tool, the Test for Rating of Emotions in Speech. Eighty native English speakers were presented with spoken sentences made of different combinations of 5…

  5. Heart rate variability moderates the association between attachment avoidance and self-concept reorganization following marital separation.

    PubMed

    Sbarra, David A; Borelli, Jessica L

    2013-06-01

    Despite substantial evidence indicating that relationships shape people's self-concept, relatively little is known about how people reorganize their sense of self when relationships end and whether this varies as a function of people's beliefs about relationships. In this report, we examine the prospective association between self-report adult attachment style and self-concept recovery among 89 adults following a recent marital separation. People high in attachment avoidance are characterized by the tendency to deactivate (i.e., suppress) painful attachment-related thoughts and feelings, and, following Fagundes, Diamond, and Allen (2012), we hypothesized that highly avoidant people would show better or worse self-concept outcomes depending on their ability to successfully regulate their emotional experience during a divorce-related mental recall task. We operationalized self-regulation using respiratory sinus arrhythmia (RSA) and found that highly avoidant people who showed RSA increases across our divorce-related mental activation task (DMAT) evidenced improvements in their self-concept over three months. In contrast, highly avoidant adults who showed RSA decreases during the DMAT showed no improvement (or a worsening) in their self-concept disruptions over the subsequent three months. These results suggest that RSA, an index of heart rate variability, may provide a window into self-regulation that has the potential to shed new light on why some people cope well or poorly following the loss of a relationship. Discussion centers on the potential mechanisms of action that explain why some people are able to successfully deactivate attachment-related thoughts and feelings whereas other people are not.

  6. High-rate overcharge-protection separators for rechargeable lithium-ion batteries and the method of making the same

    SciTech Connect

    Chen, Guoying; Richardson, Thomas J.

    2016-12-20

    This invention relates to low-cost, electroactive-polymer incorporated fine-fiber composite membranes for use as overcharge and/or overdischarge protection separators in non-aqueous electrochemical cells and the methods for making such membranes.

  7. 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

    ... rate? (a) Tribes are not required to limit vocational education for any one individual to a period of... unemployment rate for that fiscal year, then an individual's participation in job search or job readiness... part of another activity, then there is no limitation on counting the time spent in job...

  8. Get a job

    NASA Astrophysics Data System (ADS)

    Carlowicz, Michael

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

  9. Does job insecurity deteriorate health?

    PubMed

    Caroli, Eve; Godard, Mathilde

    2016-02-01

    This paper estimates the causal effect of perceived job insecurity - that is, the fear of involuntary job loss - on health in a sample of men from 22 European countries. We rely on an original instrumental variable approach on the basis of the idea that workers perceive greater job security in countries where employment is strongly protected by the law and more so if employed in industries where employment protection legislation is more binding; that is, in induastries with a higher natural rate of dismissals. Using cross-country data from the 2010 European Working Conditions Survey, we show that, when the potential endogeneity of job insecurity is not accounted for, the latter appears to deteriorate almost all health outcomes. When tackling the endogeneity issue by estimating an instrumental variable model and dealing with potential weak-instrument issues, the health-damaging effect of job insecurity is confirmed for a limited subgroup of health outcomes; namely, suffering from headaches or eyestrain and skin problems. As for other health variables, the impact of job insecurity appears to be insignificant at conventional levels.

  10. Analysis of the tensile stress-strain behavior of elastomers at constant strain rates. I - Criteria for separability of the time and strain effects

    NASA Technical Reports Server (NTRS)

    Hong, S. D.; Fedors, R. F.; Schwarzl, F.; Moacanin, J.; Landel, R. F.

    1981-01-01

    A theoretical analysis of the tensile stress-strain relation of elastomers at constant strain rate is presented which shows that the time and the stress effect are separable if the experimental time scale coincides with a segment of the relaxation modulus that can be described by a single power law. It is also shown that time-strain separability is valid if the strain function is linearly proportional to the Cauchy strain, and that when time-strain separability holds, two strain-dependent quantities can be obtained experimentally. In the case where time and strain effect are not separable, superposition can be achieved only by using temperature and strain-dependent shift factors.

  11. Measuring the 16O(α, γ)20Ne Reaction Rate with the Dragon Recoil Separator at Triumf

    NASA Astrophysics Data System (ADS)

    Hager, U.; Greife, U.; Buchmann, L.; Davids, B.; Fallis, J.; Hutcheon, D.; Ottewell, D.; Reeve, S.; Rojas, A.; Ruiz, C.; Sjue, S. K. L.; Erikson, L.; Carmona-Gallardo, M.; Vockenhuber, C.; Brown, J. R.; Irvine, D.

    2013-03-01

    The DRAGON recoil separator facility at TRIUMF measures radiative α and proton capture reactions of astrophysical importance in inverse kinematics. This is done employing radioactive and stable ion beams produced and accelerated using the ISAC (Isotope Separator and ACcelerator) facility in conjunction with the DRAGON windowless gas target. Over the last few years, the DRAGON collaboration has embarked on a programme to measure a variety of reactions considered vital to the understanding of various astrophysical scenarios. An overview of DRAGON's separation, beam suppression, and detection capabilities will be given. In addition, examples of recent reaction cross section measurements will be discussed, such as the 16O(α, γ)20Ne reaction, which plays an important part in the He and Ne burning in massive stars.

  12. Job Design for Special Education Teachers

    ERIC Educational Resources Information Center

    Major, Amanda E.

    2012-01-01

    Special education teachers, especially those that teach students with behavioral/emotional challenges, have high attrition rates stemming from stress, job dissatisfaction, and low motivation. The external factors in the school setting and job contribute to special education teachers' attrition and disengagement. A relationship between motivation…

  13. Job Satisfaction among Elementary School Teachers

    ERIC Educational Resources Information Center

    Chambers, Sandy Kay Bass

    2010-01-01

    This study examined teacher job satisfaction as influenced by school factors. One hundred and twenty-four elementary teachers, from one large urban school district in North Carolina, rated their level of job satisfaction. The independent variables were schools factors of (a) academic achievement, (b) student racial composition, and (c) social…

  14. Predictors of Instrumental Music Teacher Job Satisfaction

    ERIC Educational Resources Information Center

    Bryant, Robert Louis, III

    2012-01-01

    Previous research studies related to teacher quality have found that teacher attrition rates are at an all-time high. Although much research has been conducted in the area of job satisfaction within the general teaching population, few studies of job satisfaction exist for instrumental music teachers. The purpose of this correlational study was to…

  15. Generation 3 treatment technology for diluted swine wastewater using high-rate solid-liquid separation and nutrient removal processes

    Technology Transfer Automated Retrieval System (TEKTRAN)

    The primary objective for this project was to construct and evaluate a third generation, innovative swine manure treatment system. The system was designed to: separate solids and liquids with the aid of settling and polymer flocculants; biologically remove ammonia nitrogen with bacteria adapted to h...

  16. Middle-Aged Job-Losers.

    ERIC Educational Resources Information Center

    Parnes, Herbert S.; King, Randy

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

  17. Relation between employees' religiosity and job involvement.

    PubMed

    Knotts, Tami L

    2003-12-01

    While it has been argued that religion influences the meaning of work, few studies have empirically examined how employees' religiosity and job attitudes relate to one another. Specifically, this study investigated the relations among three religious orientations (intrinsic, extrinsic-personal, and extrinsic-social) and job involvement for 100 employees of a rehabilitation hospital in the southern United States. The respondents completed the 1989 Intrinsic/Extrinsic-Revised Scale and the 6-item version of the 1965 Job Involvement Scale. Correlation indicated a negative association between Intrinsic Religiosity and Job Involvement (r=-.26, p<.05) and a positive one between Extrinsic-personal and Job Involvement (r=.23, p<.05) for the total sample. When separated by religious affiliation, regression analyses indicated a significant positive relationship between scores on Extrinsic-personal Religiosity and in Job Involvement for Protestants (B=.32, p<.01), but Intrinsic Religiosity was signifiantly negatively related to Job Involvement for non-Protestants (B=-.35, p<.05). No relation was found between scores on Extrinsic-social Religiosity and Job involvement for either group. These results suggest that employees' religiosity may influence work values in different ways for Protestant and non-Protestant workers.

  18. Simulating performance sensitivity of supercomputer job parameters.

    SciTech Connect

    Clearwater, Scott Harvey; Kleban, Stephen David

    2003-03-01

    We report on the use of a supercomputer simulation to study the performance sensitivity to systematic changes in the job parameters of run time, number of CPUs, and interarrival time. We also examine the effect of changes in share allocation and service ratio for job prioritization under a Fair Share queuing Algorithm to see the effect on facility figures of merit. We used log data from the ASCI supercomputer Blue Mountain and the ASCI simulator BIRMinator to perform this study. The key finding is that the performance of the supercomputer is quite sensitive to all the job parameters with the interarrival rate of the jobs being most sensitive at the highest rates and increasing run times the least sensitive job parameter with respect to utilization and rapid turnaround. We also find that this facility is running near its maximum practical utilization. Finally, we show the importance of the use of simulation in understanding the performance sensitivity of a supercomputer.

  19. Positional influences on job satisfaction and job performance: a multivariate, predictive approach.

    PubMed

    Butler, M C; Ehrlich, S B

    1991-12-01

    This study examined relationships between job attitudes, work environment perceptions, and supervisors' ratings of job performance among health care employees occupying both medical care and administrative positions in ambulatory clinic settings. Between-group differences were noted on the perceived relationship with the supervisor, level of job/role conflict, and working conditions. Results are discussed in terms of functional and dysfunctional aspects of control systems and path-goal theory of leadership.

  20. Job satisfaction in psychiatric nursing.

    PubMed

    Ward, M; Cowman, S

    2007-08-01

    In recent years, mental health services across Europe have undergone major organizational change with a move from institutional to community care. In such a context, the impact of change on the job satisfaction of psychiatric nurses has received little attention in the literature. This paper reports on the job satisfaction of psychiatric nurses and data were collected in 2003. The population of qualified psychiatric nurses (n = 800) working in a defined geographical health board area was surveyed. Methodological triangulation with a between-methods approach was used in the study. Data were collected on job satisfaction using a questionnaire adopted from the Occupational Stress Indicator. A response rate of 346 (43%) was obtained. Focus groups were used to collect qualitative data. Factors influencing levels of job satisfaction predominantly related to the nurses work location. Other factors influencing job satisfaction included choice of work location, work routine, off duty/staff allocation arrangements, teamwork and working environment. The results of the study highlight to employers of psychiatric nurses the importance of work location, including the value of facilitating staff with choices in their working environment, which may influence the recruitment and retention of nurses in mental health services.

  1. 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...

  2. 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...

  3. 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...

  4. 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...

  5. The role of awareness campaigns in the improvement of separate collection rates of municipal waste among university students: A Causal Chain Approach.

    PubMed

    Saladié, Òscar; Santos-Lacueva, Raquel

    2016-02-01

    One of the main objectives of municipal waste management policies is to improve separate collection, both quantitatively and qualitatively. Several factors influence people behavior to recycling and, consequently, they play an important role to achieve the goals proposed in the management policies. People can improve separate collection rates because of a wide range of causes with different weight. Here, we have determined the uplift in probability to improve separate collection of municipal waste created by the awareness campaigns among 806 undergraduate students at Universitat Rovira i Virgili (Catalonia) by means of the Causal Chain Approach, a probabilistic method. A 73.2% state having improved separate collection in recent years and the most of them (75.4%) remember some awareness campaign. The results show the uplift in probability to improve separate collection attributable to the awareness campaigns is 17.9%. They should be taken into account by policy makers in charge of municipal waste management. Nevertheless, it must be assumed an awareness campaign will never be sufficient to achieve the objectives defined in municipal waste management programmes.

  6. Measuring Job Security.

    ERIC Educational Resources Information Center

    Nardone, Thomas; And Others

    1997-01-01

    Discusses issues in measuring job security and presents a comparison of data from the National Longitudinal Survey of Youth and the Current Population Survey on job tenure and contingent employment. (SK)

  7. GMAG Jobs Mixer

    NASA Astrophysics Data System (ADS)

    This event is open to the members of the magnetism community, especially postdocs and students, who are interested in jobs in industry, national labs, and academia, or have a job opportunity to offer. Refreshments will be served

  8. Creating Motivating Job Aids.

    ERIC Educational Resources Information Center

    Tilaro, Angie; Rossett, Allison

    1993-01-01

    Explains how to create job aids that employees will be motivated to use, based on a review of pertinent literature and interviews with professionals. Topics addressed include linking motivation with job aids; Keller's ARCS (Attention, Relevance, Confidence, Satisfaction) model of motivation; and design strategies for job aids based on Keller's…

  9. The load separation criterion in elastic-plastic fracture mechanics: Rate and temperature dependence of the material plastic deformation function in an ABS resin

    NASA Astrophysics Data System (ADS)

    Agnelli, Silvia; Baldi, Francesco; Riccò, Theonis

    2012-07-01

    This work is aimed at analyzing the effects of temperature and loading rate on the plastic deformation behavior of an acrylonitrile-butadiene-styrene (ABS) resin during a fracture process. According to the load separation criterion, the plastic deformation behavior during the fracture process of an elastic-plastic material is described by a plastic deformation function. For the ABS here examined, the material plastic deformation function was constructed at different temperatures and loading rates, by single edge notched in bending (SEB) tests on blunt notched specimens. Both low and moderately high (impact) loading rates were explored. For the various conditions of temperature and loading rate the material yield stress was also measured by uniaxial tensile tests. The relationships between material deformation function and yield stress were researched and discussed.

  10. Factors affecting allied health faculty job satisfaction: a literature review.

    PubMed

    Romig, Barbara; O'Sullivan Maillet, Julie; Denmark, Robert M

    2011-01-01

    Evidence in the literature suggests job satisfaction can make a difference in keeping qualified workers on the job, but little research has been conducted focusing specifically on allied health faculty. In order to attract and retain top quality faculty, colleges and universities should understand the variables impacting faculty satisfaction and develop a plan to enhance satisfaction. An integrative literature review (CINHAL, ERIC, Journal of Allied Health, Chronicle of Higher Education, Research in Higher Education, and current books on job satisfaction) of faculty job satisfaction and dissatisfaction produced a variety of publications presenting the key determinants of job satisfaction by allied health faculty in the United States. The purpose of the analysis was to examine the various factors that influence job satisfaction, especially by allied health faculty, in institutions of higher education in the U.S. The procedure used for this analysis consisted of reviewing allied health and higher education faculty studies to identify factors influencing job satisfaction, research questions, sample size reported, instruments used for measurement of job satisfaction, and job satisfaction results. While the theoretical models of allied health and higher education faculty job satisfaction exist separately in the literature, their remarkable similarities permit the prospect of a contemporary framework of the essential components of job satisfaction. Potential opportunities for continuing research on the personal and professional variables impacting job satisfaction of allied health faculty and similar disciplines are presented.

  11. Biodegradation testing of chemicals with high Henry's constants - Separating mass and effective concentration reveals higher rate constants.

    PubMed

    Birch, Heidi; Andersen, Henrik R; Comber, Mike; Mayer, Philipp

    2017-05-01

    During simulation-type biodegradation tests, volatile chemicals will continuously partition between water phase and headspace. This study addressed how (1) this partitioning affects test results and (2) can be accounted for by combining equilibrium partition and dynamic biodegradation models. An aqueous mixture of 9 (semi)volatile chemicals was first generated using passive dosing and then diluted with environmental surface water producing concentrations in the ng/L to μg/L range. After incubation for 2 h to 4 weeks, automated Headspace Solid Phase Microextraction (HS-SPME) was applied directly on the test systems to measure substrate depletion by biodegradation relatively to abiotic controls. HS-SPME was also applied to determine air to water partitioning ratios. Biodegradation rate constants relating to the chemical in the water phase, kwater, were generally a factor 1 to 11 times higher than biodegradation rate constants relating to the total mass of chemical in the test system, ksystem, with one exceptional factor of 72 times for a long chain alkane. True water phase degradation rate constants were found (i) more appropriate for risk assessment than test system rate constants, (ii) to facilitate extrapolation to other air-water systems and (iii) to be better defined input parameters for aquatic exposure and fate models.

  12. Comparison of the quantitative performance of constant pressure versus constant flow rate gradient elution separations using concentration-sensitive detectors.

    PubMed

    Verstraeten, M; Broeckhoven, K; Lynen, F; Choikhet, K; Dittmann, M; Witt, K; Sandra, P; Desmet, G

    2012-04-06

    This contribution discusses the difference in chromatographic performance when switching from the customary employed constant flow rate gradient elution mode to the recently re-introduced constant pressure gradient elution mode. In this mode, the inlet pressure is maintained at a set value even when the mobile phase viscosity becomes lower than the maximum mobile phase viscosity encountered during the gradient program. This leads to a higher average flow rate compared to the constant flow rate mode and results in a shorter analysis time. When both modes carry out the same mobile phase gradient program in volumetric units, normally identical selectivities are obtained. However, small deviations in selectivity are found due to the differences in pressure and viscous heating effects. These selectivity differences are of the same type as those observed when switching from HPLC to UHPLC and are inevitable when speeding up the analysis by applying a higher pressure. It was also found that, when using concentration-sensitive detectors, the constant pressure elution mode leads to identical peak areas as the constant flow rate mode. Also the linearity is maintained. In addition, the repeatability of the peak area and retention time remains the same when switching between both elution modes.

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

    PubMed

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

    2006-09-01

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

  14. Effects of nicotine and caffeine, separately and in combination, on EEG topography, mood, heart rate, cortisol, and vigilance.

    PubMed

    Gilbert, D G; Dibb, W D; Plath, L C; Hiyane, S G

    2000-09-01

    Effects of nicotine and caffeine, separately and in combination, were assessed in 12 male habitual smokers in a repeated-measures design. Caffeine (0-mg vs. two 150-mg doses administered in a decaffeinated/sugar-free cola drink post-baseline and 90 min later) was crossed with nicotine (ad libitum own dosing vs. 1.0-mg machine-delivered dose vs. 0.05-mg machine-delivered dose). Participants smoked a total of five cigarettes at 30-min intervals over a 2-hr period. Caffeine and nicotine had large effect sizes on electroencephalogram (EEG) power; however, these effects were modulated by the eyes open versus closed condition, the other drug, and electrode site. EEG effects of open versus closed eyes tended to be of the same size and direction as those of nicotine and caffeine. However, whereas nicotine increased EEG power in some higher frequency bands in some conditions, caffeine decreased EEG power across almost all conditions. Serum cortisol concentration, vigor, and pleasantness were increased by nicotine, but not by caffeine. Level of depressive mood depended on an interaction of caffeine and nicotine. Vigilance performance was enhanced significantly by caffeine and was increased almost significantly by nicotine. The findings were interpreted in terms of common and differential mechanisms of the two drugs.

  15. Job-Oriented Basic Skills (JOBS) Program for the Acoustic Sensor Operations Strand.

    ERIC Educational Resources Information Center

    U'Ren, Paula Kabance; Baker, Meryl S.

    An effort was undertaken to develop a job-oriented basic skills curriculum appropriate for the acoustic sensor operations area, which includes members of four ratings: ocean systems technician, aviation antisubmarine warfare operator, sonar technician (surface), and sonar technician (submarine). Analysis of the job duties of the four ratings…

  16. Job Burnout, Job Satisfaction, and Related Factors among Health Care Workers in Golestan Province, Iran

    PubMed Central

    Kabir, Mohammad Javad; Heidari, Alireza; Etemad, Koorosh; Gashti, Ashrafi Babazadeh; Jafari, Nahid; Honarvar, Mohammad Reza; Ariaee, Mohammad; Lotfi, Mansureh

    2016-01-01

    Introduction Burnout causes physical and emotional tireness, job dissatisfaction, resulting in reduced efficiency and a feeling of alienation from colleagues. Also, job satisfaction has a major impact on job-related behaviors, such as turnover intention, absenteeism, and job performance. The aim of this study was to determine job burnout, job satisfaction rate, and related factors among health care workers in Golestan Province in Iran. Methods This cross-sectional study was conducted with 1,141 health workers in Golestan Province in northern Iran. Data were collected using a questionnaire that was comprised of four sections. It consisted of socio-economic characteristics, physical environment and facilities of health house (rural health clinic), Maslach burnout inventory, and a satisfaction questionnaire. Multi-nomial Logistic Regression was conducted to analyze the data using SPSS software, version 22. Results There were significant relationships between the intensity of job burnout and age (p < 0.001), years of experience (p < 0.001), low education level (p = 0.027), number of children (p = 0.002), dissatisfaction with income (p < 0.001), physical environment of health houses (p = 0.003), facilities of health houses (p = 0.025). There were significant relationships between the frequency of job burnout and age (p < 0.001), years of experience (p < 0.001), low education level (p = 0.016), number of children (p = 0.003), dissatisfaction with income (p < 0.001), and the physical environment of health houses (p = 0.008). There were significant relationships between job satisfaction and the satisfaction from income (p = 0.001), the physical environment of health houses (p = 0.001), and the facilities of health houses (p = 0.001). Conclusion Burnout was average among health workers, and health workers job satisfaction rate was lower than the average level in health workers. Effective interventions are recommended with regards to the unfavorable condition of job

  17. The Effects of Strain and Strain Rate on the Spatial Separation/Segregation of Olivine and Orthopyroxene in a Synthetic Harzburgite

    NASA Astrophysics Data System (ADS)

    Sundberg, M.; Cooper, R. F.

    2004-12-01

    The plastic rheology of polyphase aggregates incorporates the grain-matrix deformation of the component phases plus grain- and solid-state phase-boundary sliding. The grain- and phase-boundary sliding acts in kinetic series with the grain-matrix mechanisms; in rheologies involving dislocation deformation, the boundary sliding component is almost never rate-limiting [e.g., Crossman and Ashby, 1975]; on the other hand, for diffusional rheologies, the boundary sliding can be both mechanically dominant and rate-limiting. For a given set of thermodynamic (e.g., temperature, pressure, deviatoric stress) and microstructural (e.g., grain size, lattice-preferred orientation) conditions, the energy-dissipation process for the deforming polyphase aggregate must involve the strain-effected separation of the phases, based upon the relative sliding (effective) viscosities of the grain boundaries and phase boundaries. The periodicity of the phase separation should be a function of the strain rate (or, conversely, for a given set of potentials, the aggregate strain rate will be one manifestation of the phase periodicity). We are engaged in an experimental study of the phase-separation scaling physics involved in the solid-state deformation of harzburgite. Specifically, we have prepared synthetic aggregates consisting of a 50:50 (by weight) mixture of ferromagnesian olivine and orthopyroxene, employing pulverized natural material; the hot-pressed aggregates have a grain size of approximately 5 micrometers. For the conditions employed in our experiments (Griggs molten salt confining-medium apparatus in simple shear ; 17 kb; 1200 oC; 10-5-10-4 s-1; strains of 3-4), the aggregates deform by boundary diffusional creep, conditions that specifically interrogate the relative viscosity of ol-ol and opx-opx grain boundaries and ol-opx phase boundaries. Backscattered electron imaging is employed to characterize the morphology of phases before and after deformation.

  18. Estimating job runtime for CMS analysis jobs

    NASA Astrophysics Data System (ADS)

    Sfiligoi, I.

    2014-06-01

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

  19. Temporal behavior of peripheral organ distribution volume in mammillary systems. II. Application to background correction in separate glomerular filtration rate estimation in man

    SciTech Connect

    Decostre, P.L.; Salmon, Y. )

    1990-10-01

    An original approach to background subtraction is presented for 99mTc-DTPA separate glomerular filtration rate (SGFR) estimation in man. The method is based on the properties of the peripheral organ distribution volume (PODV) in mammillary systems. These PODV properties allow easy separation of the components of the renogram, i.e., interstitial fluid, plasma and renal activities. The proposed algorithm takes advantage of the linear time dependence of the kidney distribution volume, during the renal uptake phase, to correct for the plasma residual activity, which always remains after classical background correction. Theoretically, the ratio between kidney uptake and SGFR should be identical for both left and right kidneys, even for very asymmetrical kidney functions. This is best verified when the proposed plasma residual activity correction is applied.

  20. Trapping kinetics in mutants of the photosynthetic purple bacterium Rhodobacter sphaeroides: influence of the charge separation rate and consequences for the rate-limiting step in the light-harvesting process.

    PubMed

    Beekman, L M; van Mourik, F; Jones, M R; Visser, H M; Hunter, C N; van Grondelle, R

    1994-03-22

    The primary light-harvesting processes, energy transfer in the light-harvesting antenna, and trapping of the excited states by reaction centers were studied in several mutant strains of the photosynthetic purple bacterium Rhodobacter sphaeroides. The mutants had reaction centers in which the rates of electron transfer were modified by site-directed mutations at the M210 position. Low-intensity pump-probe laser spectroscopy was used to monitor the absorbance transients in the Qy region of the antenna pigments, and it was found that despite a wide variation in charge separation rates within the RC, produced by the alterations at Tyr M210, there was relatively little corresponding variation in the overall trapping rate. These effects of the mutations on the trapping kinetics demonstrate that the rate-limiting step of the overall light-harvesting process is the transfer of the excitations from the antenna to the reaction center.

  1. The Derivation of Job Compensation Index Values from the Position Analysis Questionnaire (PAQ). Report No. 6.

    ERIC Educational Resources Information Center

    McCormick, Ernest J.; And Others

    The study deals with the job component method of establishing compensation rates. The basic job analysis questionnaire used in the study was the Position Analysis Questionnaire (PAQ) (Form B). On the basis of a principal components analysis of PAQ data for a large sample (2,688) of jobs, a number of principal components (job dimensions) were…

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

    ERIC Educational Resources Information Center

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

    2007-01-01

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

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

    ERIC Educational Resources Information Center

    Wiley, Llewellyn N.; Hahn, Clifford P.

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

  4. Validation of the Japanese version of the job crafting scale

    PubMed Central

    Eguchi, Hisashi; Shimazu, Akihito; Bakker, Arnold B.; Tims, Maria; Kamiyama, Kimika; Hara, Yujiro; Namba, Katsuyuki; Inoue, Akiomi; Ono, Masakatsu; Kawakami, Norito

    2016-01-01

    Objectives: The aim of this study was to validate the Japanese version of the job crafting scale (JCS-J). JCS measures four independent job crafting dimensions, namely increasing structural job resources, decreasing hindering job demands, increasing social job resources, and increasing challenging job demands. Methods: The translated and back-translated JCS-J questionnaires were administered online to 972 employees of a Japanese manufacturing company. The data were then divided into independent explorative and confirmative samples. Exploratory and confirmatory factor analyses were performed to evaluate the factorial validity of JCS-J. The relationship with potential consequences of job crafting (e.g., job demands, job resources, and psychological well-being) was investigated to evaluate construct validity. Internal consistency was examined to evaluate the reliability of the four JCSs. Results: An exploratory factor analysis extracted a five-factor solution. Decreasing hindering job demands was further split into two separate dimensions supporting a five- rather than four-factor structure. A series of confirmatory factor analyses revealed that the modified five-factor model that allows covariance between items fits the data best. Construct validity was generally supported by the expected correlations of each job crafting dimension with each corresponding job resource (+), job demand (+), and psychological well-being (+). Cronbach's α coefficient was sufficient for each of the four dimensions of job crafting (α ranged between 0.76 and 0.90). Conclusions: This study confirmed that JCS-J is an adequate measure of job crafting that can be used in the Japanese context. PMID:27108643

  5. Determination of the primary charge separation rate in isolated photosystem II reaction centers with 500-fs time resolution

    SciTech Connect

    Wasielewski, M.R.; Johnson, D.G. ); Seibert, M. ); Govindjee )

    1989-01-01

    The authors have measured directly the rate of formation of the oxidized chlorophyll a electron donor (P680+) and the reduced electron acceptor pheophytin a{sup {minus}} (Pheoa{sup {minus}}) following excitation of isolated spinach photosystem II reaction centers at 4{degree}C. The reaction-center complex consists of D{sub 1}, D{sub 2}, and cytochrome b-559 proteins and was prepared by a procedure that stabilizes the protein complex. Transient absorption difference spectra were measured from 440 to 850 nm as a function of time with 500-fs resolution following 610-nm laser excitation. The formation of P680+-Pheoa{sup {minus}} is indicated by the appearance of a band due to P680+ at 820 nm and corresponding absorbance changes at 505 and 540 nm due to formation of Pheoa{sup {minus}}. The appearance of the 820-nm band is monoexponential with {tau} = 3.0 {plus minus} 0.6 ps. Treatment of the photosystem II reaction centers with sodium dithionite and methyl viologen followed by exposure to laser excitation, conditions known to result in accumulation of Pheoa{sup {minus}}, results in formation of a transient absorption spectrum due to {sup 1*}P680. They find no evidence for an electron acceptor that precedes the formation of Pheoa{sup {minus}}.

  6. Product separator

    DOEpatents

    Welsh, Robert A.; Deurbrouck, Albert W.

    1976-01-20

    A secondary light sensitive photoelectric product separator for use with a primary product separator that concentrates a material so that it is visually distinguishable from adjacent materials. The concentrate separation is accomplished first by feeding the material onto a vibratory inclined surface with a liquid flow, such as a wet concentrating table. Vibrations generally perpendicular to the stream direction of flow cause the concentrate to separate from its mixture according to its color. When the concentrate and its surrounding stream reach the recovery end of the table, a detecting device notes the line of color demarcation and triggers a signal if it differs from a normal condition. If no difference is noted nothing moves on the second separator. However, if a difference is detected in the constant monitoring of the color line's location, a product splitter and recovery unit normally positioned near the color line at the recovery end, moves to a new position. In this manner the selected separated concentrate is recovered at a maximum rate regardless of variations in the flow stream or other conditions present.

  7. Meritocracy without Rising Inequality? Wage Rate Differences Are Widening by Education and Narrowing by Gender and Race. Economic Restructuring and the Job Market No. 2.

    ERIC Educational Resources Information Center

    Lerman, Robert I.

    This brief, part of a series on labor trends and their policy implications, uses data on wage rates and hours worked from the Survey of Income and Program Participation (SIPP) to look at two questions about wage inequality since the mid-1980s. One question is whether wage differentials are becoming more related to education and less to gender and…

  8. Vermicomposting of source-separated human faeces by Eisenia fetida: effect of stocking density on feed consumption rate, growth characteristics and vermicompost production.

    PubMed

    Yadav, Kunwar D; Tare, Vinod; Ahammed, M Mansoor

    2011-06-01

    The main objective of the present study was to determine the optimum stocking density for feed consumption rate, biomass growth and reproduction of earthworm Eisenia fetida as well as determining and characterising vermicompost quantity and product, respectively, during vermicomposting of source-separated human faeces. For this, a number of experiments spanning up to 3 months were conducted using soil and vermicompost as support materials. Stocking density in the range of 0.25-5.00 kg/m(2) was employed in different tests. The results showed that 0.40-0.45 kg-feed/kg-worm/day was the maximum feed consumption rate by E. fetida in human faeces. The optimum stocking densities were 3.00 kg/m(2) for bioconversion of human faeces to vermicompost, and 0.50 kg/m(2) for earthworm biomass growth and reproduction.

  9. 41 CFR 60-2.13 - Placement of incumbents in job groups.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... in job groups. 60-2.13 Section 60-2.13 Public Contracts and Property Management Other Provisions....13 Placement of incumbents in job groups. The contractor must separately state the percentage of minorities and the percentage of women it employs in each job group established pursuant to § 60-2.12....

  10. 41 CFR 60-2.13 - Placement of incumbents in job groups.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... in job groups. 60-2.13 Section 60-2.13 Public Contracts and Property Management Other Provisions....13 Placement of incumbents in job groups. The contractor must separately state the percentage of minorities and the percentage of women it employs in each job group established pursuant to § 60-2.12....

  11. 41 CFR 60-2.13 - Placement of incumbents in job groups.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... in job groups. 60-2.13 Section 60-2.13 Public Contracts and Property Management Other Provisions....13 Placement of incumbents in job groups. The contractor must separately state the percentage of minorities and the percentage of women it employs in each job group established pursuant to § 60-2.12....

  12. 41 CFR 60-2.13 - Placement of incumbents in job groups.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... in job groups. 60-2.13 Section 60-2.13 Public Contracts and Property Management Other Provisions....13 Placement of incumbents in job groups. The contractor must separately state the percentage of minorities and the percentage of women it employs in each job group established pursuant to § 60-2.12....

  13. 41 CFR 60-2.13 - Placement of incumbents in job groups.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... in job groups. 60-2.13 Section 60-2.13 Public Contracts and Property Management Other Provisions....13 Placement of incumbents in job groups. The contractor must separately state the percentage of minorities and the percentage of women it employs in each job group established pursuant to § 60-2.12....

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

    SciTech Connect

    Dirr, N.; Hepinstall, D.; Douglas, M.; Buck, S.; Larney, C.

    2013-01-01

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

  15. Ferrofluid separator for nonferrous scrap separation

    NASA Technical Reports Server (NTRS)

    Kaiser, R.; Mir, L.

    1974-01-01

    Behavior of nonmagnetic objects within separator is essentially function of density, and independent of size or shape of objects. Results show close agreement between density of object and apparent density of ferrofluid required to float it. Results also demonstrate that very high separation rates are achievable by ferrofluid sink-float separation.

  16. Perceived job insecurity and worker health in the United States.

    PubMed

    Burgard, Sarah A; Brand, Jennie E; House, James S

    2009-09-01

    Economic recessions, the industrial shift from manufacturing toward service industries, and rising global competition have contributed to uncertainty about job security, with potential consequences for workers' health. To address limitations of prior research on the health consequences of perceived job insecurity, we use longitudinal data from two nationally-representative samples of the United States population, and examine episodic and persistent perceived job insecurity over periods of about three years to almost a decade. Results show that persistent perceived job insecurity is a significant and substantively important predictor of poorer self-rated health in the American's Changing Lives (ACL) and Midlife in the United States (MIDUS) samples, and of depressive symptoms among ACL respondents. Job losses or unemployment episodes are associated with perceived job insecurity, but do not account for its association with health. Results are robust to controls for sociodemographic and job characteristics, negative reporting style, and earlier health and health behaviors.

  17. 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.

  18. Case Studies in Job Analysis and Training Evaluation.

    ERIC Educational Resources Information Center

    McKillip, Jack

    2001-01-01

    An information technology certification program was evaluated by 1,671 systems engineers using job analysis that rated task importance. Professional librarians (n=527) rated importance of their tasks in similar fashion. Results of scatter diagrams provided evidence to enhance training effectiveness by focusing on job tasks significantly related to…

  19. Stress Management: Job Stress

    MedlinePlus

    Healthy Lifestyle Stress management Job stress can be all-consuming — but it doesn't have to be. Address your triggers, keep perspective and know when ... effects of stress at work. Effectively coping with job stress can benefit both your professional and personal ...

  20. Jobs for Renewing America

    ERIC Educational Resources Information Center

    Shatkin, Laurence

    2011-01-01

    As America emerges from recession, certain industries are expected to grow particularly fast and will present many job opportunities for both young people and career changers. This article looks at these high-opportunity industries and the kinds of jobs they are expected to open up. In the global economy of the 21st century, many low-skill jobs…

  1. Job Training Partnership Act.

    ERIC Educational Resources Information Center

    Tindall, Lloyd W.; Hedberg, Sally B.

    1987-01-01

    The Job Training Partnership Act, which provides money to programs preparing disadvantaged (including disabled) individuals for entry into the labor force, has helped special education students in such programs as the Special Education Local Plan Areas Job Project and the Day Training Activity Center at the Las Trampas School, Inc. in Lafayette,…

  2. Learning on the Job

    ERIC Educational Resources Information Center

    Hand, Alyse; Winningham, Kathleen

    2009-01-01

    Many students recognizes the value of participating in an internship program. The experience benefits not only students and potential future employers, but colleges, too--not the mention the workforce. Internships often equip students with a competitive advantage over other job seekers. On-the-job programs not only allow students to discover the…

  3. Job experience, work load, and risk of musculoskeletal disorders

    PubMed Central

    Hakkanen, M; Viikari-Juntura, E; Martikainen, R

    2001-01-01

    OBJECTIVES—To investigate the effects of physical work load and job experience on morbidity from musculoskeletal disorders among trailer assembly workers.
METHODS—A longitudinal study was carried out in a trailer assembly factory with many new workers employed during the follow up. The sickness absence of 532 workers (160 experienced and 372 new (separately for the first year of employment and from the second year on)) was followed up. Exposure was assessed by job titles, visits, task descriptions, and some direct measurements. The associations between the explanatory variables and sick leave were assessed by log linear models.
RESULTS—A higher rate of sick leave due to disorders of the upper limbs was found for new workers compared with experienced ones, especially in the high work load group. Women had a higher rate than men. New male workers in physically strenuous tasks had a high rate of sick leave due to neck and shoulder disorders.
CONCLUSIONS—As being unaccustomed to work seems to increase the risk of musculoskeletal disorders, special attention should be paid to newly employed workers.


Keywords: new workers; physical work load; assembly work PMID:11160992

  4. Mentally retarded workers' reactions to their jobs.

    PubMed

    Shapira, Z; Cnaan, R A; Cnaan, A

    1985-09-01

    Reactions of 34 mentally retarded employees to their jobs were examined in a field study conducted at a sheltered workshop. Three experienced social workers observed a group of retarded employees whose job was assembling toys. The workers were then interviewed on their perceptions of and reactions to their job characteristics and supervision, and these were related to performance data that included performance time, productivity, and effort ratings. Results showed that performance measures were related to perceived job characteristics and that growth-need strength (people's needs for personal development and achievement) affected these relationships. On the basis of these results, we discussed the feasibility of using motivation models for retarded workers that were designed for nonretarded workers.

  5. Body size variation of four latitudinally-separated populations of a toad species: age and growth rate as the proximate determinants.

    PubMed

    Yu, Tonglei; Lu, Xin

    2013-09-01

    Age and growth rate are critical parameters determining the body size of adult anurans, which grow indeterminately. Therefore, evaluating their relative importance and selective pressures acting on them may help to explain variation in body size of anurans across geographical populations. Based on the data on body size and skeletochronological age of 4 Asiatic toad (Bufo gargarizans) populations that are widely separated in latitude, the present study showed that toads at the northern extremity of the range were the oldest, on average, and grew relatively fast, toads at the southern end of the range were relatively old but grew fastest, whereas mid-latitude toads were intermediate in both traits. These results indicated that relative contributions of age and growth rate to body size differed among populations. From a life history perspective, greater age attained by toads at higher latitudes should result from delayed maturation, and faster growth from an adaptive response to strong seasonal time constraints; in contrast, selective pressures on the 2 parameters at lower latitudes might be associated, respectively, with low adult death rates and longer favorable growing seasons.

  6. Jobs in Public Service. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

    The booklet describes jobs in public service. The introductory chapter provides a definition and overview of public service work. Following chapters describe various levels of public service including: (1) neighborhood workers--letter carriers and postal employees, fire fighters, police officers, service repair workers, and bus drivers; (2) city…

  7. Jobs in Marine Science. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

    The instructional booklet explores various occupations in the job family of marine science. Following a brief introduction to the concept of occupational clusters, the student is given an overall orientation to the general area of oceanography and marine-related careers. A shore research station and the activities of a marine biologist are…

  8. Jobs in Manufacturing. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

    The instructional booklet explores various occupations in the occupational cluster of manufacturing. In the first chapter, the student is briefly introduced to the occupational cluster concept and to the general area of manufacturing. Chapter 2 describes jobs involved in the production of materials and processing of goods. Chapter 3 discusses…

  9. Status of Beam Line Detectors for the BigRIPS Fragment Separator at RIKEN RI Beam Factory: Issues on High Rates and Resolution

    NASA Astrophysics Data System (ADS)

    Sato, Yuki; Fukuda, Naoki; Takeda, Hiroyuki; Kameda, Daisuke; Suzuki, Hiroshi; Shimizu, Yohei; Ahn, DeukSoon; Murai, Daichi; Inabe, Naohito; Shimaoka, Takehiro; Tsubota, Masakatsu; Kaneko, Junichi H.; Chayahara, Akiyoshi; Umezawa, Hitoshi; Shikata, Shinichi; Kumagai, Hidekazu; Murakami, Hiroyuki; Sato, Hiromi; Yoshida, Koichi; Kubo, Toshiyuki

    A multiple sampling ionization chamber (MUSIC) and parallel-plate avalanche counters (PPACs) were installed within the superconducting in-flight separator, named BigRIPS, at the RIKEN Nishina Center for particle identification of RI beams. The MUSIC detector showed negligible charge collection inefficiency from recombination of electrons and ions, up to a 99-kcps incidence rate for high-energy heavy ions. For the PPAC detectors, the electrical discharge durability for incident heavy ions was improved by changing the electrode material. Finally, we designed a single crystal diamond detector, which is under development for TOF measurements of high-energy heavy ions, that has a very fast response time (pulse width <1 ns).

  10. Analysis of a worksite health promotion program's impact on job satisfaction.

    PubMed

    Peterson, M; Dunnagan, T

    1998-11-01

    This study assessed the impact of participation in a health promotion program and engagement in healthy behaviors on job satisfaction. A survey response rate of 70% (n = 1,283) was obtained at a northern state university with an established worksite health promotion program. Significant differences in job satisfaction were obtained by education level, job classification, marital status, dependents, and regular exercise behaviors. No differences in job satisfaction were obtained by health promotion program involvement or any other health behavior other than regular exercise. Results suggest that health promotion programs do not significantly impact job satisfaction. Rather, job design and the psychosocial aspects of the work environment may be more influential in improving job satisfaction. Based on the results of this study, organizations attempting to improve employee health should provide health promotion programs and address the job itself. To improve job satisfaction, attention to the job itself is required.

  11. Job Placement: New Tactics for Securing Job Leads.

    ERIC Educational Resources Information Center

    Salomone, Paul R.; Rubin, Donna C.

    1979-01-01

    This article is a compendium of strategies for rehabilitation counselors and their clients to secure job leads in relatively painless ways. Traditional job search mechanisms, such as want ads and state employment services, have been shown to be decidedly ineffective as compared to a good first-hand job lead. Job placement is not an exact science,…

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

    NASA Astrophysics Data System (ADS)

    Sun, Ruoyan

    2014-09-01

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

  13. ARC Control Tower: A flexible generic distributed job management framework

    NASA Astrophysics Data System (ADS)

    Nilsen, J. K.; Cameron, D.; Filipčič, A.

    2015-12-01

    While current grid middleware implementations are quite advanced in terms of connecting jobs to resources, their client tools are generally quite minimal and features for managing large sets of jobs are left to the user to implement. The ARC Control Tower (aCT) is a very flexible job management framework that can be run on anything from a single users laptop to a multi-server distributed setup. aCT was originally designed to enable ATLAS jobs to be submitted to the ARC CE. However, with the recent redesign of aCT where the ATLAS specific elements are clearly separated from the ARC job management parts, the control tower can now easily be reused as a flexible generic distributed job manager for other communities. This paper will give a detailed explanation how aCT works as a job management framework and go through the steps needed to create a simple job manager using aCT and show that it can easily manage thousands of jobs.

  14. Video Job Shadows. Project SEED.

    ERIC Educational Resources Information Center

    Kucinkas, Gene; Noyce, Gary

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

  15. Getting a Job in Teaching.

    ERIC Educational Resources Information Center

    Wachter, Joanne C.

    This book is designed to help education students, recent graduates, and experienced teachers attain new teaching positions. Chapter 1, "The Right Job," discusses the process of deciding what kind of job best suits the job seeker's talents and preferences. The chapter highlights exploring important aspects of the job, such as education…

  16. "Ruralizing" Presidential Job Advertisements

    ERIC Educational Resources Information Center

    Leist, Jay

    2007-01-01

    Rural community college presidential job advertisements that focus on geography, politics, and culture can improve the likelihood of a good fit between the senior leader and the institution. (Contains 2 figures.)

  17. The long-term mortality impact of combined job strain and family circumstances: A life course analysis of working American mothers

    PubMed Central

    Sabbath, Erika L.; Mejía-Guevara, Iván; Noelke, Clemens; Berkman, Lisa F.

    2015-01-01

    Background Work stress and family composition have been separately linked to later-life mortality among working women, but it is not known how combinations of these exposures impact mortality, particularly when exposure is assessed cumulatively over the life course. We tested whether, among US women, lifelong work stress and lifelong family circumstances would jointly predict mortality risk. Procedures We studied formerly working mothers in the US Health and Retirement Study (HRS) born 1924-1957 (n=7,352). We used sequence analysis to determine five prototypical trajectories of marriage and parenthood in our sample. Using detailed information on occupation and industry of each woman’s longest-held job, we assigned each respondent a score for job control and job demands. We calculated age-standardized mortality rates by combined job demands, job control, and family status, then modeled hazard ratios for death based on family constellation, job control tertiles, and their combination. Results Married women who had children later in life had the lowest mortality risks (93/1,000). The highest-risk family clusters were characterized by spells of single motherhood (132/1,000). Generally, we observed linear relationships between job control and mortality hazard within each family trajectory. But while mortality risk was high for all long-term single mothers, we did not observe a job control-mortality gradient in this group. The highest-mortality subgroup was previously married women who became single mothers later in life and had low job control (HR 1.91, 95% CI 1.38,2.63). Practical implications Studies of associations between psychosocial work characteristics and health might consider heterogeneity of effects by family circumstances. Worksite interventions simultaneously considering both work and family characteristics may be most effective in reducing health risks. PMID:26513120

  18. On-site diagnosis of cement job problems

    SciTech Connect

    Beirute, R.M.

    1988-12-01

    Since the introduction of free-fall models are primary cementing, several companies have been monitoring cementing operations by continually measuring the rate of returns, the rate of pumping, the density of the fluids pumped, the density of the fluids returned to the surface, and the surface pressure. Measured values of surface pressure and rate of returns have been compared to predicted values obtained with cementing simulators. Discrepancies between measured and simulated behaviors that cannot be explained as normal simulation and job measurement limitations are attributed to problems that develop during the cementing operation. Although problems have been detected by this approach, in some cases it has not been possible to ascertain the exact cause of the misbehavior. Therefore, proper and timely corrective adjustments have not always been made during the job. To improve our ability to diagnose cement jet problems while the cement job is in progress, thee authors investigated six potential job problems with a cement job simulator that includes free fall. The job problems were channeling, unsuspected (unmeasured) washout, lost circulation, influx, flow restrictions, and slurry dehydration. Representative graphs show the behavior trends for each of the six potential cement job problems. The graphs show the normal (without trouble) behavior and the departure from the norm for the problem situation. Lists of generalized ''job signatures'' for each case are also given. characteristics that are considered the main indicators of each job problem are highlighted. Three field cases illustrate how the concept of job signatures can be used effectively to assist in detecting potential job problems during the actual job.

  19. 5 CFR 9901.413 - Reconsideration of ratings.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ...) Nonbargaining unit employees. (1) A rating of record or job objective rating may be challenged by a... decide job objective rating and rating of record reconsiderations. (3) If the Pay Pool Manager decision... procedures for bargaining unit employees to challenge a rating of record or job objective rating as...

  20. Job-related motivational factors among Malaysian employees.

    PubMed

    Manshor, Amat Taap; Abdullah, Adilah

    2002-12-01

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

  1. National Estimates of Gross Employment and Job Flows from the Quarterly Workforce Indicators with Demographic and Industry Detail

    PubMed Central

    Abowd, John M.; Vilhuber, Lars

    2010-01-01

    The Quarterly Workforce Indicators (QWI) are local labor market data produced and released every quarter by the United States Census Bureau. Unlike any other local labor market series produced in the U.S. or the rest of the world, QWI measure employment flows for workers (accession and separations), jobs (creations and destructions) and earnings for demographic subgroups (age and gender), economic industry (NAICS industry groups), detailed geography (block (experimental), county, Core-Based Statistical Area, and Workforce Investment Area), and ownership (private, all) with fully interacted publication tables. The current QWI data cover 47 states, about 98% of the private workforce in those states, and about 92% of all private employment in the entire economy. State participation is sufficiently extensive to permit us to present the first national estimates constructed from these data. We focus on worker, job, and excess (churning) reallocation rates, rather than on levels of the basic variables. This permits comparison to existing series from the Job Openings and Labor Turnover Survey and the Business Employment Dynamics Series from the Bureau of Labor Statistics (BLS). The national estimates from the QWI are an important enhancement to existing series because they include demographic and industry detail for both worker and job flow data compiled from underlying micro-data that have been integrated at the job and establishment levels by the Longitudinal Employer-Household Dynamics Program at the Census Bureau. The estimates presented herein were compiled exclusively from public-use data series and are available for download. PMID:21516213

  2. Using Job Embeddedness to Explain New Teacher Retention

    ERIC Educational Resources Information Center

    Watson, Jennifer Moradian; Olson-Buchanan, Julie

    2016-01-01

    The high turnover rates among teachers, particularly novice teachers, is a significant problem in the field of education. This study examines the relationship between teacher turnover and a construct found in organizational literature--job embeddedness. Job embeddedness is the extent to which an employee connects socially and emotionally to their…

  3. Job Displacement Among Single Mothers:

    PubMed Central

    Brand, Jennie E.; Thomas, Juli Simon

    2015-01-01

    Given the recent era of economic upheaval, studying the effects of job displacement has seldom been so timely and consequential. Despite a large literature associating displacement with worker well-being, relatively few studies focus on the effects of parental displacement on child well-being, and fewer still focus on implications for children of single parent households. Moreover, notwithstanding a large literature on the relationship between single motherhood and children’s outcomes, research on intergenerational effects of involuntary employment separations among single mothers is limited. Using 30 years of nationally representative panel data and propensity score matching methods, we find significant negative effects of job displacement among single mothers on children’s educational attainment and social-psychological well-being in young adulthood. Effects are concentrated among older children and children whose mothers had a low likelihood of displacement, suggesting an important role for social stigma and relative deprivation in the effects of socioeconomic shocks on child well-being. PMID:25032267

  4. Study on separation of conalbumin and lysozyme from high concentration fresh egg white at high flow rates by a novel ion-exchanger.

    PubMed

    Ming, F; Howell, J; Acosta, F; Hubble, J

    1993-11-05

    In this report, we show that it is possible to separate valuable proteins from egg-white using a Productiv(TM) CM ion-exchanger column operated at flow rates significantly higher than those than can be achieved using traditional particulate adsorbents. In the approach taken, sample pretreatment is restricted to a simple dilution of the egg-white, which can then be applied to the column at superficial velocities (V(s)) of up to 13.8 m/h. Under a loading of 220 mg total protein per milliliter of ion-exchanger, the resolution (R(s)) between the eluted conalbumin and lysozyme fractions was found to be almost constant during nine consecutive adsorption/desorption cycles. For all nine consecutive batches, the column average adsorption capacity was greater than 30 mg/mL, with 90% recovery of adsorbed protein being achieved in each run. The overall productivity achieved was 12.6 kg/m(3) h for lysozyme and 31.2 kg/m(3) h for conalbumin.

  5. Parent-Child Separation: A Comparison of Maternally and Paternally Separated Children in Military Families.

    ERIC Educational Resources Information Center

    Applewhite, Larry W.; Mays, Robert A.

    1996-01-01

    Claims that children of parents in the military services have adapted to parental separation as parents balance the demands of family and job responsibility. Compares the psychosocial functioning of children who have experienced extended maternal separation with that exhibited by children who have separated from their fathers. Addresses…

  6. The Relationship between Dogmatism Scores of County Extension Agents and Measures of their Job Performance, Job Satisfaction and Job Aspirations.

    ERIC Educational Resources Information Center

    Funk, Charles Dennis

    To determine the relationship of dogmatism to job performance and other aspects of a county Extension agent's situation, a study was made of 486 agricultural extension agents and 23 Extension supervisors in five states. Supervisors provided performance ratings, and both groups responded to mailed questionnaires. Personal information (age, tenure,…

  7. 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

    ... 45 Public Welfare 2 2014-10-01 2012-10-01 true What limitations concerning vocational education, 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...

  8. Academic job satisfaction questionnaire: Construction and validation in Saudi Arabia

    PubMed Central

    Al-Rubaish, Abdullah M.; Rahim, Sheikh Idris A.; Abumadini, Mahdi S.; Wosornu, Lade

    2011-01-01

    Background: Colleges and universities are becoming increasingly accountable for teaching outcomes in order to meet rigorous accreditation standards. Job satisfaction (JS) seems more difficult to measure in the academic field in view of the complexity of roles, duties and responsibilities. Objectives: To compile and determine the psychometric properties of a proposed Academic Job Satisfaction Questionnaire (AJSQ) suitable for university faculty, and amenable to future upgrading. Materials and Methods: A 46-item five-option Likert-type draft questionnaire on JS was distributed for anonymous self-reporting by all the academic staff of five colleges in University of Dammam (n=340). The outcome measures were (1) factor analysis of the questionnaire items, (2) intra-factor α-Coefficient of Internal Consistency Reliability, (3) inter-factor correlations, (4) comparison of psychometric properties in separately analyzed main faculty subgroups. Results: The response rate was 72.9 percent. Factor analysis extracted eight factors which conjointly explained 60.3 percent of the variance in JS. These factors, in descending order of eigenvalue, were labeled “Authority”, “Supervision”, “Policies and Facilities”, “My Work Itself”, “Interpersonal Relationships”, “Commitment”, “Salary” and “Workload”. Cronbach's-α ranged from 0.90 in Supervision to 0.63 in Salary and Workload. All inter-factor correlations were positive and significant, ranging from 0.65 to 0.23. The psychometric properties of the instrument in separately analyzed subgroups divided by sex, nationality, college and clinical duties produced fairly comparable findings. Conclusion: The AJSQ demonstrated good overall psychometric properties in terms of construct validity and internal consistency reliability in both the overall sample and its separately analyzed subgroups. Recommendation: To replicate these findings in larger multicenter samples of academic staff. PMID:21694952

  9. 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

  10. Separated Shoulder

    MedlinePlus

    Separated shoulder Overview By Mayo Clinic Staff A separated shoulder is an injury to the ligaments that hold your collarbone (clavicle) to your shoulder blade. In a mild separated shoulder, the ligaments ...

  11. 75 FR 34180 - Paris Accessories, Inc., Including On-Site Leased Workers From Job Connections, New Smithsville...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-06-16

    ... Employment and Training Administration Paris Accessories, Inc., Including On-Site Leased Workers From Job... workers from Job Connections, who are engaged in employment related to the assembly and packaging of... Job Connections, who became totally or partially separated from employment on or after May 27,...

  12. Job Prospects for E/E Engineers.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1987-01-01

    Discusses the trends in employment in the electrical/electronics (E/E) engineering industry. States that although the number of E/E graduates grew at a rate of over 11 percent from 1985 to 1986, the economy continues to be the major determinant in the job outlook in the field. (TW)

  13. A Performance Approach to Job Analysis.

    ERIC Educational Resources Information Center

    Folsom, Al

    2001-01-01

    Discussion of performance technology and training evaluation focuses on a job analysis process in the Coast Guard. Topics include problems with low survey response rates; costs; the need for appropriate software; discussions with stakeholders and subject matter experts; and maximizing worthy performance. (LRW)

  14. Smiling in a job interview: when less is more.

    PubMed

    Ruben, Mollie A; Hall, Judith A; Schmid Mast, Marianne

    2015-01-01

    Two studies examined the effect of applicants' smiling on hireability. In a pre-test study, participants were asked to rate the expected behavior for four types of applicants. Newspaper reporter applicants were expected to be more serious than applicants for other jobs. In Study 1, participants were randomly assigned to be an applicant or interviewer for a newspaper reporting job. Smiling was negatively related to hiring, and smiling mediated the relation between applicants' motivation to make a good impression and hiring. Hiring was maximized when applicants smiled less in the middle of the interview relative to the start and end. In Study 2, participants watched Study 1 clips and were randomly assigned to believe the applicants were applying to one of four jobs. Participants rated more suitability when applicants smiled less, especially for jobs associated with a serious demeanor. This research shows that job type is an important moderator of the impact of smiling on hiring.

  15. Low-Skill Workers in Rural America Face Permanent Job Loss. Policy Brief Number 2

    ERIC Educational Resources Information Center

    Glasmeier, Amy; Salant, Priscilla

    2006-01-01

    Global economic competition and other factors have cost rural America 1.5 million jobs in the past six years. This brief analyzes job displacement figures from around the country between 1997 and 2003. The loss of rural jobs was particularly large in the manufacturing sector, and the rate of loss was higher in the rural Northeast than in the rest…

  16. Changes in Situational and Dispositional Factors as Predictors of Job Satisfaction

    ERIC Educational Resources Information Center

    Keller, Anita C.; Semmer, Norbert K.

    2013-01-01

    Arguably, job satisfaction is one of the most important variables with regard to work. When explaining job satisfaction, research usually focuses on predictor variables in terms of levels but neglects growth rates. Therefore it remains unclear how potential predictors evolve over time and how their development affects job satisfaction. Using…

  17. A.I.D.P. Part Time Jobs 1988-89. OREA Report.

    ERIC Educational Resources Information Center

    Mei, Dolores M.; And Others

    The Part-Time Jobs portion of the Attendance Improvement Dropout Prevention (AIDP) Program in New York City provided job-readiness training and job placements in an effort to motivate students to improve academic achievement and school attendance. Programs were implemented at schools with a student attendance rate at or below the citywide median…

  18. Ultracapacitor separator

    DOEpatents

    Wei, Chang; Jerabek, Elihu Calvin; LeBlanc, Jr., Oliver Harris

    2001-03-06

    An ultracapacitor includes two solid, nonporous current collectors, two porous electrodes separating the collectors, a porous separator between the electrodes and an electrolyte occupying the pores in the electrodes and separator. The electrolyte is a polar aprotic organic solvent and a salt. The porous separator comprises a wet laid cellulosic material.

  19. Job Characteristics, Work Involvement, and Job Performance of Public Servants

    ERIC Educational Resources Information Center

    Johari, Johanim; Yahya, Khulida Kirana

    2016-01-01

    Purpose: The primary purpose of this study is to assess the predicting role of job characteristics on job performance. Dimensions in the job characteristics construct are skill variety, task identity, task significance, autonomy and feedback. Further, work involvement is tested as a mediator in the hypothesized link. Design/methodology/approach: A…

  20. Job Performance and Job Satisfaction of Beginning Teachers.

    ERIC Educational Resources Information Center

    Pigge, Fred L.; Lovett, Martha T.

    This study sought to determine the relationships between various indices of job performance and job satisfaction of the first-year teacher. It also examined the possibility that job satisfaction of beginning teachers might vary among elementary, secondary, specialized and special education teaching fields. Subjects were 154 graduates of the…

  1. Job Characteristics and Job Attitudes: A Multivariate Study.

    ERIC Educational Resources Information Center

    Porter, Lyman W.; Stone, Eugene F.

    Attitude data were obtained from 556 employees in a western telephone company. Respondents held one of sixteen "craft" jobs in the department selected for study. Multiple discriminant function analysis was performed using sixteen groups formed on the basis of subjects' job titles. Variables used in this primary analysis included job satisfaction,…

  2. Particle separator

    DOEpatents

    Hendricks, Charles D.

    1990-01-01

    Method and apparatus (10) are provided for separating and classifying particles (48,50,56) by dispersing the particles within a fluid (52) that is upwardly flowing within a cone-shaped pipe (12) that has its large end (20) above its small end (18). Particles of similar size and shape (48,50) migrate to individual levels (A,B) within the flowing fluid. As the fluid is deflected by a plate (42) at the top end of the pipe (12), the smallest particles are collected on a shelf-like flange (40). Ever larger particles are collected as the flow rate of the fluid is increased. To prevent particle sticking on the walls (14) of the pipe (12), additional fluid is caused to flow into the pipe (12) through holes (68) that are specifically provided for that purpose. Sticking is further prevented by high frequency vibrators (70) that are positioned on the apparatus (10).

  3. Gender, job authority, and depression.

    PubMed

    Pudrovska, Tetyana; Karraker, Amelia

    2014-12-01

    Using the 1957-2004 data from the Wisconsin Longitudinal Study, we explore the effect of job authority in 1993 (at age 54) on the change in depressive symptoms between 1993 and 2004 (age 65) among white men and women. Within-gender comparisons indicate that women with job authority (defined as control over others' work) exhibit more depressive symptoms than women without job authority, whereas men in authority positions are overall less depressed than men without job authority. Between-gender comparisons reveal that although women have higher depression than men, women's disadvantage in depression is significantly greater among individuals with job authority than without job authority. We argue that macro- and meso-processes of gender stratification create a workplace in which exercising job authority exposes women to interpersonal stressors that undermine health benefits of job authority. Our study highlights how the cultural meanings of masculinities and femininities attenuate or amplify health-promoting resources of socioeconomic advantage.

  4. The impact of job crafting on job demands, job resources, and well-being.

    PubMed

    Tims, Maria; Bakker, Arnold B; Derks, Daantje

    2013-04-01

    This longitudinal study examined whether employees can impact their own well-being by crafting their job demands and resources. Based on the job demands-resources model, we hypothesized that employee job crafting would have an impact on work engagement, job satisfaction, and burnout through changes in job demands and job resources. Data was collected in a chemical plant at three time points with one month in between the measurement waves (N = 288). The results of structural equation modeling showed that employees who crafted their job resources in the first month of the study showed an increase in their structural and social resources over the course of the study (2 months). This increase in job resources was positively related to employee well-being (increased engagement and job satisfaction, and decreased burnout). Crafting job demands did not result in a change in job demands, but results revealed direct effects of crafting challenging demands on increases in well-being. We conclude that employee job crafting has a positive impact on well-being and that employees therefore should be offered opportunities to craft their own jobs.

  5. Communicating on the Job.

    ERIC Educational Resources Information Center

    Burt, Lorna; And Others

    This guide is intended for use in a course in on-the-job communication that was developed as a component of a workplace literacy program for persons employed in the manufacturing and service industries. The course is structured so that, upon its completion, students will be able to accomplish the following: identify different personality types and…

  6. Predicting Job Satisfaction.

    ERIC Educational Resources Information Center

    Blai, Boris, Jr.

    Psychological theories about human motivation and accommodation to environment can be used to achieve a better understanding of the human factors that function in the work environment. Maslow's theory of human motivational behavior provided a theoretical framework for an empirically-derived method to predict job satisfaction and explore the…

  7. Historians' Rocky Job Market

    ERIC Educational Resources Information Center

    Grafton, Anthony; Townsend, Robert B.

    2008-01-01

    In this article, the authors discuss how the historians' job market is perennially rocky. The history profession had its "golden age" in the 1950s and early 1960s when a generation born in the demographic trench of the Depression entered the market just as the first of the baby boomers began to swell college enrollments. But that moment was…

  8. 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.

  9. Jobs, Welfare and Homelessness.

    ERIC Educational Resources Information Center

    Einbinder, Susan; And Others

    This report provides objective information about the relationship of poverty, welfare, and homelessness to California's regional economy and about the design of programs that help people in poverty build working lives. California does not have enough jobs for its workforce, and welfare caseloads are consequently determined by the economy. The…

  10. Where the Jobs Are

    ERIC Educational Resources Information Center

    Gordon, Rachel Singer

    2004-01-01

    Despite the discussion about the greying of the profession, librarians seem to agree on little but this: the jobs being vacated are generally upper-level and the departure of retiring library managers fails to translate into a glut of entry level spots. This article describes how NextGens should prepare to move into management and other upper…

  11. Job-Market Blues.

    ERIC Educational Resources Information Center

    Magner, Denise K.

    1994-01-01

    Graduate students told a few years ago that the academic job market would open up significantly are disappointed in the shortage of tenure-track openings and glut of candidates. White males feel women and minorities are favored. Some observers find it unethical for departments to continue producing doctoral recipients. (MSE)

  12. Job Aids and Motivation.

    ERIC Educational Resources Information Center

    Grau, Joseph A.

    1986-01-01

    Suggests job aids have motivational benefits and discusses three ways in which they positively affect motivation: increases worker's confidence of success and amount of effort they are willing to invest in attempting tasks; increases expectancy while decreasing amount of motivation needed; and reinforces task importance. (MBR)

  13. Job Migration: A Collaborative Effort

    ERIC Educational Resources Information Center

    Wagoner, Cynthia L.

    2012-01-01

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

  14. College Faculty and Job Satisfaction.

    ERIC Educational Resources Information Center

    Diener, Thomas

    Attitudes of 277 faculty members about their work were surveyed in 1983. Herzberg and colleagues' theory that work satisfaction stems from the work itself and dissatisfaction from the work environment was also explored. Attention was directed to attitudes toward work, job stress, overall job satisfaction, and chief job satisfactions and…

  15. The DACUM Job Analysis Process.

    ERIC Educational Resources Information Center

    Dofasco, Inc., Hamilton (Ontario).

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

  16. Implementing JOBS: Initial State Choices.

    ERIC Educational Resources Information Center

    Hagen, Jan L.; Lurie, Irene

    This report presents the findings from the first of three rounds of research in a projected 3-year study of the way state governments have begun to implement the new Job Opportunities and Basic Skills Training Program (JOBS). JOBS is a part of the Family Support Act of 1988 and provides employment, education, and training services that recipients…

  17. Job Satisfaction: An International Overview

    ERIC Educational Resources Information Center

    Thurman, J. E.

    1977-01-01

    An international comparison of job satisfaction levels strongly suggests that the idea of job satisfaction as a gauge of well-being at the workplace should be rejected, but that workers' reactions to aspects of their jobs may be meaningful. The article presents data from national surveys of managers, workers, and trade unions to explain this…

  18. EEO Implications of Job Analyses.

    ERIC Educational Resources Information Center

    Lacy, D. Patrick, Jr.

    1979-01-01

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

  19. Relationship of job stressors to job performance: linear or an inverted-U?

    PubMed

    Abramis, D J

    1994-08-01

    This study evaluated the potential positive effects of stressors on job performance by examining the shape of the relation between stressors and job performance. The 281 respondents were a demographically and organizationally heterogeneous group from the Detroit area, who were employed during the study. They were given four structured in-home interviews, approximately 6 weeks apart, over a period of 18 weeks. Interviews were also conducted with a significant other, nonminated by each respondent from work life. Stressors examined were role ambiguity, role conflict, and job insecurity. Strains, also examined as potential stressors, were job dissatisfaction, anxiety, depression, and anger. Technical and social aspects of respondents' job performance were measured separately, as were absenteeism and tardiness. All zero-order Pearson correlations were either statistically significant and in predicted directions or essentially zero. All relationships were monotonic, suggesting that, for these stressors, their optimal amounts are generally zero. Results are discussed in terms of arousal and activation, information-processing, and expectancy theory.

  20. Prediction of Job Performance: Review of Military Studies

    DTIC Science & Technology

    1982-03-01

    found little reason for higher validities. If the selection process picks the correct people to train and the training is efficient, job experience...criterion variables were used in a larger sample (Eaton, Bessemer , & Kristiansen, 1979), none of the relationships was confirmed. nBrokaw indicated...methodology both to determine job requirements and to analyze rating process requirements. In some of the studies, trait ratings were used to predict

  1. A genetic algorithm-based job scheduling model for big data analytics.

    PubMed

    Lu, Qinghua; Li, Shanshan; Zhang, Weishan; Zhang, Lei

    Big data analytics (BDA) applications are a new category of software applications that process large amounts of data using scalable parallel processing infrastructure to obtain hidden value. Hadoop is the most mature open-source big data analytics framework, which implements the MapReduce programming model to process big data with MapReduce jobs. Big data analytics jobs are often continuous and not mutually separated. The existing work mainly focuses on executing jobs in sequence, which are often inefficient and consume high energy. In this paper, we propose a genetic algorithm-based job scheduling model for big data analytics applications to improve the efficiency of big data analytics. To implement the job scheduling model, we leverage an estimation module to predict the performance of clusters when executing analytics jobs. We have evaluated the proposed job scheduling model in terms of feasibility and accuracy.

  2. Relationship between job dissatisfaction and physical and psychological health among Filipino immigrants.

    PubMed

    de Castro, A B; Gee, Gilbert C; Takeuchi, David

    2008-01-01

    This study investigated the relationship between job dissatisfaction and psychological and physical health among Filipino immigrants in the United States. Cross-sectional data from the Filipino American Community Epidemiological Study were analyzed for 1,381 Filipino immigrants. The primary independent variable of interest was job dissatisfaction. Linear and negative binomial regression analyses were conducted to determine separate associations between job dissatisfaction and the outcomes of psychological distress and physical health conditions, respectively. Job dissatisfaction was positively associated with both psychological distress (beta = 0.32, p < .001) and physical health conditions (beta = 0.42, p < .001), controlling for sociodemographic variables such as age, gender, education, income, and job category. This community-based study demonstrated that job dissatisfaction has implications for health and well-being among an understudied, immigrant group of workers. Findings also suggest that job-related experiences should be considered when examining disparate health for immigrant, minority populations.

  3. Table-top job analysis

    SciTech Connect

    Not Available

    1994-12-01

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

  4. Ageing and disability: Job satisfaction differentials across Europe.

    PubMed

    Pagan, Ricardo

    2011-01-01

    This article analyses the levels of job satisfaction reported by older workers (aged 50-64) with and without disabilities at a European level. Using data from the Survey of Health, Ageing and Retirement in Europe (2004 and 2007), we estimate job satisfaction equations for non-disabled, non-limited disabled and limited disabled workers, and decompose the observed job satisfaction gap by using the widely-used Oaxaca-Blinder methodology. The results show that after controlling for some variables, older workers with disabilities who are limited in their daily activities are less likely to be satisfied with their jobs as compared to their non-disabled counterparts. However, after estimating separate models for each group and doing the Oaxaca-Blinder decomposition, we found that older workers with limiting disabilities have greater returns in terms of job satisfaction from their job characteristics (such as wages, tenure and working in the private sector) as compared to non-disabled individuals. This finding supports the hypothesis of lower expectations about jobs of disadvantaged groups (e.g. limited disabled population) and has important public policy implications.

  5. Predictors of job satisfaction among academic family medicine faculty

    PubMed Central

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

    2017-01-01

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

  6. 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

  7. Fertility Clinic Success Rates

    MedlinePlus

    ... Birth Defects ART and Autism 2013 Assisted Reproductive Technology Fertility Clinic Success Rates Report Recommend on Facebook ... RSS ABOUT About CDC Jobs Funding LEGAL Policies Privacy FOIA No Fear Act OIG 1600 Clifton Road ...

  8. Job Scope and Job Satisfaction: A Study of Urban Workers. Scientific Report 22.

    ERIC Educational Resources Information Center

    Stone, Eugene F.; Porter, Lyman W.

    The relationship between job scope and job satisfaction was examined for a sample of urban, predominantly blue-collar, employees. Incumbents in sixteen jobs provided data on job characteristics (N=164) and job satisfaction (N=593). Rank-order correlation coefficients were computed between mean job scope indices and mean job satisfaction levels for…

  9. Gender, technology and jobs.

    PubMed

    Brynin, Malcolm

    2006-09-01

    Men have traditionally gained more than women from access to technologies at work which bring prestige, job security, more satisfying work and higher pay. Typically female jobs have centred on technologies, if they have at all, which tend towards routine and possibly deskilled work. Typing is a prime example. It is possible that this is changing through computerization, which is extensive but also equally distributed by gender. Does the wage premium, which use of a computer has been found to confer on users, benefit women sufficiently to suggest some sort of equalization through technology, or possibly even a female advantage? This is tested using data from four European countries. There is no across-the-board benefit from the use of computers. For both men and women it depends on the nature of their occupation. Some, more routine usages of computers are associated with a negative outcome. However, this occupational balance itself varies by gender.

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

    PubMed

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

    2014-03-01

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

  11. Experimental evaluation of job provenance in ATLAS environment

    NASA Astrophysics Data System (ADS)

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

    2008-07-01

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

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

    PubMed

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

    2015-11-01

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

  13. Aspects of job scheduling

    NASA Technical Reports Server (NTRS)

    Phillips, K.

    1976-01-01

    A mathematical model for job scheduling in a specified context is presented. The model uses both linear programming and combinatorial methods. While designed with a view toward optimization of scheduling of facility and plant operations at the Deep Space Communications Complex, the context is sufficiently general to be widely applicable. The general scheduling problem including options for scheduling objectives is discussed and fundamental parameters identified. Mathematical algorithms for partitioning problems germane to scheduling are presented.

  14. Job Hazard Analysis

    DTIC Science & Technology

    1998-01-01

    lifting heavy objects? • Do environmenta on, welding rays, heat, or excessiv Job Hazard Analysis U.S. Department of Labor Occupational Safety and...Performing Organization Name(s) and Address(es) U.S. Department of Labor Occupational Safety & Health Administration 200 Constitution Avenue Washington, DC...not itself alter or determine compliance responsibilities, which are set forth in OSHA standards themselves and the Occupational Safety and Health Act

  15. Job stress and burnout: A comparative study of senior and head nurses in China.

    PubMed

    Luan, Xiaorong; Wang, Ping; Hou, Wenxiu; Chen, Lili; Lou, Fenglan

    2017-01-31

    Senior nurses can suffer from high job stress and burnout, which can lead to negative patient outcomes and higher turnover rates; however, few studies have examined this topic. We recruited 224 head and senior nurses from September to December 2015 using convenience and cluster sampling, to compare job stress and burnout levels between the two groups. The Nurse Job Stressors Inventory and Maslach Burnout Inventory scales were used to evaluate job stress and burnout, respectively. Results indicated that job stress scores significantly differed between head and senior nurses. The highest scoring subscales in both groups were time allocation and workload problems. Scores for the three burnout dimensions also significantly differed between the groups. Positive correlations between job stress and burnout were stronger among senior nurses than head nurses. Burnout may be higher among senior nurses given head nurses' potential for greater perceived job control. Our findings suggest that measures need to be taken to reduce burnout and turnover rates among senior nurses.

  16. Chiral Separations

    NASA Astrophysics Data System (ADS)

    Stalcup, A. M.

    2010-07-01

    The main goal of this review is to provide a brief overview of chiral separations to researchers who are versed in the area of analytical separations but unfamiliar with chiral separations. To researchers who are not familiar with this area, there is currently a bewildering array of commercially available chiral columns, chiral derivatizing reagents, and chiral selectors for approaches that span the range of analytical separation platforms (e.g., high-performance liquid chromatography, gas chromatography, supercritical-fluid chromatography, and capillary electrophoresis). This review begins with a brief discussion of chirality before examining the general strategies and commonalities among all of the chiral separation techniques. Rather than exhaustively listing all the chiral selectors and applications, this review highlights significant issues and differences between chiral and achiral separations, providing salient examples from specific classes of chiral selectors where appropriate.

  17. Water separator

    NASA Technical Reports Server (NTRS)

    Dunn, W. F.; Austin, I. G. (Inventor)

    1964-01-01

    An apparatus for separating liquids from gases or gaseous fluids is described. Features of the apparatus include: (1) the collection and removal of the moisture in the fluid is not dependent upon, or affected by gravity; (2) all the collected water is cyclically drained from the apparatus irrespective of the attitude of the separator; and (3) a fluid actuator is utilized to remove the collected water from the separator.

  18. Battery separators.

    PubMed

    Arora, Pankaj; Zhang, Zhengming John

    2004-10-01

    The ideal battery separator would be infinitesimally thin, offer no resistance to ionic transport in electrolytes, provide infinite resistance to electronic conductivity for isolation of electrodes, be highly tortuous to prevent dendritic growths, and be inert to chemical reactions. Unfortunately, in the real world the ideal case does not exist. Real world separators are electronically insulating membranes whose ionic resistivity is brought to the desired range by manipulating the membranes thickness and porosity. It is clear that no single separator satisfies all the needs of battery designers, and compromises have to be made. It is ultimately the application that decides which separator is most suitable. We hope that this paper will be a useful tool and will help the battery manufacturers in selecting the most appropriate separators for their batteries and respective applications. The information provided is purely technical and does not include other very important parameters, such as cost of production, availability, and long-term stability. There has been a continued demand for thinner battery separators to increase battery power and capacity. This has been especially true for lithiumion batteries used in portable electronics. However, it is very important to ensure the continued safety of batteries, and this is where the role of the separator is greatest. Thus, it is essential to optimize all the components of battery to improve the performance while maintaining the safety of these cells. Separator manufacturers should work along with the battery manufacturers to create the next generation of batteries with increased reliability and performance, but always keeping safety in mind. This paper has attempted to present a comprehensive review of literature on separators used in various batteries. It is evident that a wide variety of separators are available and that they are critical components in batteries. In many cases, the separator is one of the major factors

  19. Job Satisfaction Among Army Pharmacists.

    DTIC Science & Technology

    2007-11-02

    American Journal ofPharmaceutical Ednesti™ 52 (1988): Curtis, Frederic R "Job Stress, Job Satisfaction , Anxiety, Depression, and Life Happiness Among... satisfaction , 63 percent answered "very often" or "pretty often" when asked how often they left work with a good feeling that they had done something well ...myriad of unique work factors without parallel in the civilian sector that may affect quality of life , and potentially job satisfaction : deployments

  20. 49 CFR 25.520 - Job classification and structure.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 25.520 Transportation Office of the Secretary of Transportation NONDISCRIMINATION ON THE BASIS OF SEX... Basis of Sex in Employment in Education Programs or Activities Prohibited § 25.520 Job classification... based on sex; or (c) Maintain or establish separate lines of progression, seniority systems,...

  1. 28 CFR 54.520 - Job classification and structure.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 54.520 Job classification... based on sex; or (c) Maintain or establish separate lines of progression, seniority systems,...

  2. 40 CFR 5.520 - Job classification and structure.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 5.520 Job... based on sex; or (c) Maintain or establish separate lines of progression, seniority systems,...

  3. Parallel job-scheduling algorithms

    SciTech Connect

    Rodger, S.H.

    1989-01-01

    In this thesis, we consider solving job scheduling problems on the CREW PRAM model. We show how to adapt Cole's pipeline merge technique to yield several efficient parallel algorithms for a number of job scheduling problems and one optimal parallel algorithm for the following job scheduling problem: Given a set of n jobs defined by release times, deadlines and processing times, find a schedule that minimizes the maximum lateness of the jobs and allows preemption when the jobs are scheduled to run on one machine. In addition, we present the first NC algorithm for the following job scheduling problem: Given a set of n jobs defined by release times, deadlines and unit processing times, determine if there is a schedule of jobs on one machine, and calculate the schedule if it exists. We identify the notion of a canonical schedule, which is the type of schedule our algorithm computes if there is a schedule. Our algorithm runs in O((log n){sup 2}) time and uses O(n{sup 2}k{sup 2}) processors, where k is the minimum number of distinct offsets of release times or deadlines.

  4. Development of Job Standards for Clinical Nutrition Therapy for Dyslipidemia Patients

    PubMed Central

    Kang, Min-Jae; Seo, Jung-Sook; Kim, Eun-Mi; Park, Mi-Sun; Woo, Mi-Hye; Ju, Dal-Lae; Wie, Gyung-Ah; Lee, Song-Mi; Cha, Jin-A

    2015-01-01

    Dyslipidemia has significantly contributed to the increase of death and morbidity rates related to cardiovascular diseases. Clinical nutrition service provided by dietitians has been reported to have a positive effect on relief of medical symptoms or reducing the further medical costs. However, there is a lack of researches to identify key competencies and job standard for clinical dietitians to care patients with dyslipidemia. Therefore, the purpose of this study was to analyze the job components of clinical dietitian and develop the standard for professional practice to provide effective nutrition management for dyslipidemia patients. The current status of clinical nutrition therapy for dyslipidemia patients in hospitals with 300 or more beds was studied. After duty tasks and task elements of nutrition care process for dyslipidemia clinical dietitians were developed by developing a curriculum (DACUM) analysis method. The developed job standards were pretested in order to evaluate job performance, difficulty, and job standards. As a result, the job standard included four jobs, 18 tasks, and 53 task elements, and specific job description includes 73 basic services and 26 recommended services. When clinical dietitians managing dyslipidemia patients performed their practice according to this job standard for 30 patients the job performance rate was 68.3%. Therefore, the job standards of clinical dietitians for clinical nutrition service for dyslipidemia patients proposed in this study can be effectively used by hospitals. PMID:25954728

  5. Development of job standards for clinical nutrition therapy for dyslipidemia patients.

    PubMed

    Kang, Min-Jae; Seo, Jung-Sook; Kim, Eun-Mi; Park, Mi-Sun; Woo, Mi-Hye; Ju, Dal-Lae; Wie, Gyung-Ah; Lee, Song-Mi; Cha, Jin-A; Sohn, Cheong-Min

    2015-04-01

    Dyslipidemia has significantly contributed to the increase of death and morbidity rates related to cardiovascular diseases. Clinical nutrition service provided by dietitians has been reported to have a positive effect on relief of medical symptoms or reducing the further medical costs. However, there is a lack of researches to identify key competencies and job standard for clinical dietitians to care patients with dyslipidemia. Therefore, the purpose of this study was to analyze the job components of clinical dietitian and develop the standard for professional practice to provide effective nutrition management for dyslipidemia patients. The current status of clinical nutrition therapy for dyslipidemia patients in hospitals with 300 or more beds was studied. After duty tasks and task elements of nutrition care process for dyslipidemia clinical dietitians were developed by developing a curriculum (DACUM) analysis method. The developed job standards were pretested in order to evaluate job performance, difficulty, and job standards. As a result, the job standard included four jobs, 18 tasks, and 53 task elements, and specific job description includes 73 basic services and 26 recommended services. When clinical dietitians managing dyslipidemia patients performed their practice according to this job standard for 30 patients the job performance rate was 68.3%. Therefore, the job standards of clinical dietitians for clinical nutrition service for dyslipidemia patients proposed in this study can be effectively used by hospitals.

  6. 32 CFR 1656.10 - Job placement.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 32 National Defense 6 2014-07-01 2014-07-01 false Job placement. 1656.10 Section 1656.10 National....10 Job placement. (a) Selective Service will maintain a job bank for the exclusive purpose of placing ASWs in alternative service jobs. (b) An ASW who has identified his own job in accordance with §...

  7. 32 CFR 1656.10 - Job placement.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 32 National Defense 6 2010-07-01 2010-07-01 false Job placement. 1656.10 Section 1656.10 National....10 Job placement. (a) Selective Service will maintain a job bank for the exclusive purpose of placing ASWs in alternative service jobs. (b) An ASW who has identified his own job in accordance with §...

  8. 32 CFR 1656.10 - Job placement.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 32 National Defense 6 2011-07-01 2011-07-01 false Job placement. 1656.10 Section 1656.10 National....10 Job placement. (a) Selective Service will maintain a job bank for the exclusive purpose of placing ASWs in alternative service jobs. (b) An ASW who has identified his own job in accordance with §...

  9. 32 CFR 1656.10 - Job placement.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 32 National Defense 6 2012-07-01 2012-07-01 false Job placement. 1656.10 Section 1656.10 National....10 Job placement. (a) Selective Service will maintain a job bank for the exclusive purpose of placing ASWs in alternative service jobs. (b) An ASW who has identified his own job in accordance with §...

  10. 32 CFR 1656.10 - Job placement.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 32 National Defense 6 2013-07-01 2013-07-01 false Job placement. 1656.10 Section 1656.10 National....10 Job placement. (a) Selective Service will maintain a job bank for the exclusive purpose of placing ASWs in alternative service jobs. (b) An ASW who has identified his own job in accordance with §...

  11. Trait Affect and Job Search Outcomes

    ERIC Educational Resources Information Center

    Cote, Stephane; Saks, Alan M.; Zikic, Jelena

    2006-01-01

    The present study examines the role of trait affect in job search. One hundred and twenty-three university students completed measures of positive and negative affectivity, conscientiousness, job search self-efficacy, job search clarity, and job search intensity during their last year of school while on the job market. At the end of the school…

  12. Prototype Procedures to Describe Army Jobs

    DTIC Science & Technology

    2010-07-01

    D. (2009). Assessing professional competence by using occupational judgment tests derived from job analysis questionnaires (Technical Report 1242...occupation/ job and that differentiate an Army occupation/ job , or cluster of occupations/ jobs , from others (e.g., performing operator maintenance ...wheeled vehicle. 1 Obtain service box and read orders for maintenance job . 2 Perform routine inspection and checks of wheeled vehicle. 3

  13. A Conceptual Framework for Job Change.

    ERIC Educational Resources Information Center

    Loughead, Teri A.; Black, David R.

    1990-01-01

    Outlines a conceptual framework for job change analogous to a thermostat, in which job satisfaction is the "thermometer," change in a job or between jobs is the "adjustment lever," and values, life status, readiness to change, and job opportunities are the "controls." (26 references) (SK)

  14. A Comprehensive Look at Job Design

    ERIC Educational Resources Information Center

    Woodman, Richard W.; Sherwood, John J.

    1977-01-01

    Job design or redesign (intended to create a more meaningful working environment that meets the needs of people as well as the organization) is discussed in terms of job rotation, work simplification, job enlargement, job enrichment, and other concepts relating to successfully redesigning other's jobs as part of effective management. (TA)

  15. Jobs in Business and Office. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

    The booklet describes business and office occupations related to management (including personnel), records planning and control, clerical and secretarial jobs, owning your own business, and the teaching of business subjects. For each occupation, duties are outlined and working conditions discussed. Techniques used to complete the job descriptions…

  16. Good Jobs, Bad Jobs: Workers' Evaluations in Five Countries.

    ERIC Educational Resources Information Center

    Ritter, Joseph A.; Anker, Richard

    2002-01-01

    A study of workers from Argentina (n=2,920), Brazil (n=4,000), Chile (n=1,188), Hungary (1,000), and the Ukraine (n=8,099) examined relationships between job satisfaction and employee and employer characteristics. Satisfaction was related to job security, perceptions of workplace safety, higher education, and employer attitudes. (Contains 17…

  17. Selected Job Title Description for Nonfarm Agricultural Jobs in Louisiana.

    ERIC Educational Resources Information Center

    Mondart, C. L., Jr.; And Others

    Job information, presented for use by high school counselors, was derived from a statewide study of nonfarm agricultural occupations which revealed that 20,025 Louisiana workers in 1,699 job titles were doing work demanding some specialized training in agriculture. Information includes a description, employee qualifications, employment…

  18. 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.

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

    ERIC Educational Resources Information Center

    Shin, Jung Cheol; Jung, Jisun

    2014-01-01

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

  20. Evidence for the Usefulness of Task Performance, Job Dedication, and Interpersonal Facilitation as Components of Overall Performance

    DTIC Science & Technology

    1994-08-01

    Rev 2-89) Author: James R. Van Scotter, Major, USAF Title: Evidence for the Usefulness of Task Performance, Job Dedication, and Interpersonal ...task performance, job dedication, interpersonal facilitation, and overall performance had acceptable reliability. Another group of supervisors provided...independent ratings of the task performance, job dedication, interpersonal facilitation, and overall performance of 760 Air Force mechanics in a second

  1. Job dissatisfaction and burnout of nurses in Hunan, China: A cross-sectional survey.

    PubMed

    Zhou, Wenjuan; He, Guoping; Wang, Honghong; He, Ying; Yuan, Qun; Liu, Dan

    2015-12-01

    In this study, we focused on measuring levels of nurse burnout and job dissatisfaction in the daily practice of nurses in Hunan province, China, analyzed factors related to nurse burnout and job dissatisfaction, and explored the relationship between them. Previous studies have shown a high level of burnout and job dissatisfaction among nurses worldwide. A cross-sectional survey of 1100 nurses was conducted. The nurses worked at 20 hospitals in 11 cities and counties throughout China's Hunan province. Nurse burnout was measured by the Maslach Burnout Inventory. Nurse-rated job dissatisfaction was described using a four point scale, and work environment was measured using the Nursing Work Index - Practice Environment Scale. The results showed that nurses had high burnout scores and were dissatisfied with their jobs. Staffing, work environment, and work hours were all significantly associated with nurse burnout and job dissatisfaction. Adequate staffing, improved work environment, and reasonable work hours are related to decreasing nurse burnout and job dissatisfaction.

  2. Separate and Combined Effects of Naltrexone and Extended-Release Alprazolam on the Reinforcing, Subject-Rated, and Cardiovascular Effects of Methamphetamine.

    PubMed

    Marks, Katherine R; Lile, Joshua A; Stoops, William W; Glaser, Paul E A; Hays, Lon R; Rush, Craig R

    2016-06-01

    Opioid antagonists (eg, naltrexone) and positive modulators of γ-aminobutyric acid type A receptors (eg, alprazolam) each modestly attenuate the abuse-related effects of stimulants. A previous study demonstrated that acute pretreatment with the combination of naltrexone and alprazolam attenuated a greater number of the subject-rated effects of D-amphetamine than the constituent drugs alone. This study tested the hypothesis that maintenance on the combination of naltrexone and alprazolam XR would attenuate the reinforcing and "positive" subject-rated effects of methamphetamine to a greater extent than the constituent drugs alone.Eight non-treatment-seeking, stimulant-using individuals completed a placebo-controlled, crossover, double-blind inpatient protocol. Participants were maintained on naltrexone (0 and 50 mg), alprazolam XR (0 and 1 mg), and the combination of naltrexone and alprazolam XR (50 mg and 1 mg, respectively) for 6 to 7 days. Under each maintenance condition, participants sampled intranasal doses of methamphetamine (0, 10, and 30 mg), and were then offered the opportunity to work for the sampled dose on a modified progressive-ratio procedure. Subject-rated drug effect questionnaires, psychomotor, and physiology assessments were collected.Intranasal methamphetamine functioned as a reinforcer and produced prototypical stimulant-like "positive" subject-rated and physiological effects. Maintenance on naltrexone significantly decreased the reinforcing, but not subject-rated drug effects of 10-mg methamphetamine. Alprazolam XR and the combination of naltrexone and alprazolam XR did not impact methamphetamine self-administration or subject-rated drug effects. The results support the continued evaluation of naltrexone for methamphetamine dependence, as well as the identification of other drugs that enhance its ability to reduce drug-taking behavior.

  3. Job demands × job control interaction effects: do occupation-specific job demands increase their occurrence?

    PubMed

    Brough, Paula; Biggs, Amanda

    2015-04-01

    Despite evidence that the accurate assessment of occupational health should include measures of both generic job demands and occupation-specific job demands, most research includes only generic job demands. The inclusion of more focused occupation-specific job demands is suggested to explain a larger proportion of variance for both direct effects and job demands × job control/support interaction effects, as compared with the inclusion of generic job demands. This research tested these two propositions via a self-report survey assessing key psychological job characteristics administered twice to a sample of correctional workers (N = 746). The research clearly identified that the assessment of correctional-specific job demands (CJD) was more strongly associated with job satisfaction, work engagement, turnover intentions and psychological strain, as compared with an assessment of generic job demands. However, the CJD did not produce a greater proportion of significant job demands × job control/support interaction effects, as compared with the generic job demands measure. The results thereby provide further support for the acknowledged 'elusiveness' of these theoretical interactions. Overall, however, the results did support the inclusion of occupation-specific measures of job demands for the accurate assessment of the health and job performance of high-risk workers. The implications for theoretical discussions that describe how high job demands are moderated by job resources are discussed.

  4. A Guide to Job Enrichment and Redesign.

    ERIC Educational Resources Information Center

    Cunningham, J. Barton; Eberle, Ted

    1990-01-01

    Describes job design alternatives--job enrichment, the job characteristics model, Japanese style management, and quality-of-worklife approaches. Focuses on the problems that human resources professionals may encounter when attempting to implement these approaches. (Author/JOW)

  5. Job Satisfaction in Fisheries Compared

    ERIC Educational Resources Information Center

    Pollnac, Richard; Bavinck, Maarten; Monnereau, Iris

    2012-01-01

    This article draws comparative lessons from seven job satisfaction studies on marine capture fishing that were recently carried out in nine countries and three geographical regions--Asia, Africa, and the Caribbean. The seven studies made use of an identical job satisfaction assessment tool and present information on a selection of metiers mainly…

  6. School Nurses Share a Job.

    ERIC Educational Resources Information Center

    Merwin, Elizabeth G.; Voss, Sondra

    1981-01-01

    Job sharing is a relatively new idea in which two or more people share the hours, the work, and the responsibilities of one job. Advantages and disadvantages to this situation are discussed in relation to the experiences of two nurses who shared a position as district nurse. (JN)

  7. Job Prospects for Nuclear Engineers.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1985-01-01

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

  8. On-the-Job Learning

    ERIC Educational Resources Information Center

    O'Toole, James

    1976-01-01

    Employers must take into consideration (1) that workers have an innate desire to learn and to grow on the job and (2) that college graduates take jobs previously held by those with less formal education, if they are to attract, motivate, and retain workers. (AG)

  9. Learning and Job Satisfaction. Symposium.

    ERIC Educational Resources Information Center

    2002

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

  10. Job Prospects for Aerospace Engineers.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1987-01-01

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

  11. Community College Faculty Job Satisfaction.

    ERIC Educational Resources Information Center

    Diener, Thomas

    1985-01-01

    Presents survey findings regarding community college faculty members' job satisfactions and dissatisfactions. Finds faculty deriving high satisfaction from student achievement, their own intellectual growth, flexible and autonomous working conditions, and association with stimulating peers while expressing dissatisfaction with job conditions,…

  12. The Job Outlook in Brief.

    ERIC Educational Resources Information Center

    Nardone, Thomas

    1982-01-01

    Most occupations are projected to experience sustained growth during the 1980s; service jobs will grow the fastest and white-collar jobs will provide the most openings. Prospects for more than 250 occupations are given here, along with each occupation's estimated employment in 1980. (Author/CT)

  13. Improvement of Job Placement Services.

    ERIC Educational Resources Information Center

    Mount San Antonio Community Coll. District, Walnut, CA.

    The Improvement of Job Placement Services Project was undertaken to examine and strengthen job placement services and programs in the California community colleges. Specific objectives of the project were to: (1) select and convene a 12-member representative advisory committee to oversee project operations working with the California Placement…

  14. Active Job Monitoring in Pilots

    NASA Astrophysics Data System (ADS)

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

    2015-12-01

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

  15. Experience with Remote Job Execution

    SciTech Connect

    Lynch, Vickie E; Cobb, John W; Green, Mark L; Kohl, James Arthur; Miller, Stephen D; Ren, Shelly; Smith, Bradford C; Vazhkudai, Sudharshan S

    2008-01-01

    The Neutron Science Portal at Oak Ridge National Laboratory submits jobs to the TeraGrid for remote job execution. The TeraGrid is a network of high performance computers supported by the US National Science Foundation. There are eleven partner facilities with over a petaflop of peak computing performance and sixty petabytes of long-term storage. Globus is installed on a local machine and used for job submission. The graphical user interface is produced by java coding that reads an XML file. After submission, the status of the job is displayed in a Job Information Service window which queries globus for the status. The output folder produced in the scratch directory of the TeraGrid machine is returned to the portal with globus-url-copy command that uses the gridftp servers on the TeraGrid machines. This folder is copied from the stage-in directory of the community account to the user's results directory where the output can be plotted using the portal's visualization services. The primary problem with remote job execution is diagnosing execution problems. We have daily tests of submitting multiple remote jobs from the portal. When these jobs fail on a computer, it is difficult to diagnose the problem from the globus output. Successes and problems will be presented.

  16. Job Prospects for Industrial Engineers.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1988-01-01

    Discusses 1987 statistics from the College Placement Council regarding new job offers to graduating industrial engineers. Identifies trends in hiring in the field. Describes several issues that will face industrial engineers. States that the industrial engineers most likely to win jobs are those with good basic mathematics and communications…

  17. Stereoisomers Separation

    NASA Astrophysics Data System (ADS)

    Wieczorek, Piotr

    The use of capillary electrophoresis for enantiomer separation and optical purity determination is presented. The contents start with basic information about the nature of stereoizomers and the mechanism of enantioseparation using capillary electrophoresis techniques. The molecules to be separated show identical chemical structure and electrochemical behavior. Therefore, the chiral recognition of enantiomers is possible only by bonding to chiral selector and the separation based on very small differences in complexation energies of diastereomer complexes formed. This method is useful for this purpose due to the fact that different compounds can be used as chiral selectors. The mostly used chiral selectors like cyclodextrins, crown ethers, chiral surfactants, macrocyclic antibiotics, transition metal complexes, natural, and synthetic polymers and their application for this purpose is also discussed. Finally, examples of practical applications of electromigration techniques for enantiomers separation and determination are presented.

  18. Mist separator

    SciTech Connect

    Moran, T.M.

    1984-04-17

    An apparatus for the removal of particulates from a flowing gas stream and a process for its use are provided. A perforated screen separator formed as a plate having parallel rows of perforations formed by pushing alternating strips of the plate material forward and backward from the plane of the plate is used. The perforated screen separator may be used alone or with a fiber bed mist eliminator for increased particulate removal.

  19. Epidemiology of job stress and health in Japan: review of current evidence and future direction.

    PubMed

    Kawakami, N; Haratani, T

    1999-04-01

    With the increasing concern about job stress, there is a growing body of literature addressing psychosocial job stress and its adverse effects on health in Japan. This paper reviews research findings over the past 15 years concerning the assessment of job stress, the relationship of job stress to mental and physical health, and the effects of worksite stress reduction activities in Japan. Although studies were conducted in the past using ad-hoc job stress questionnaires, well-established job stressor scales have since been translated into Japanese, their psychometric properties tested and these scales extensively used in recent epidemiologic studies. While the impact of overtime and quantitative job overload on mental health seems moderate, job control, skill use and worksite support, as well as qualitative job demands, had greater effects on psychological distress and drinking problems in cross-sectional and prospective studies. These job stressors also indicated a strong association with psychiatric disorders, including major depression, even with a prospective study design. Long working hours were associated with a higher risk of myocardial infarction, diabetes mellitus and hypertension. There is evidence that the job demands-control model, as well as the use of new technology at work, is associated with higher levels of blood pressure and serum lipids among Japanese working populations. Fibrinolytic activity, blood glucose levels, immune functions and medical consultation rates were also affected by job stressors. It is further suggested that Japanese workers tend to suppress expression of positive feelings, which results in apparently higher psychological distress and lower job satisfaction among Japanese workers compared with workers in the U.S. Future epidemiologic studies in Japan should focus more on a prospective study design, theoretical models of job stress, job stress among women, and cultural difference and well-designed intervention studies of

  20. Perceived Levels of Information Uncertainty, Job Insecurity and Supervisor Credibility: Effects of the Drawdown Among Soldiers in the United States Army.

    DTIC Science & Technology

    1991-05-01

    defense budget will hurt their military career , they fear for their job security. This high -level of job insecurity is caused by work force reductions...screening process. It is this "involuntary separation" which has many soldiers so concerned for their careers . The high levels of job insecurity...soldiers. Insecurity levels showed a very high percentage of soldiers fear for their jobs as a result of the projected cuts during the force drawdown

  1. 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.

  2. The interactive effects of conscientiousness and agreeableness on job performance.

    PubMed

    Witt, L A; Burke, Lisa A; Barrick, Murray R; Mount, Michael K

    2002-02-01

    The authors hypothesized that the relationship between conscientiousness and job performance would be stronger for persons high in agreeableness than for those low in agreeableness. Results of hierarchical moderated regression analyses for 7 independent samples of employees across diverse occupations provided support for the hypothesis in 5 of the samples. In samples supporting the hypothesis, among the highly conscientious workers, those low in agreeableness were found to receive lower ratings of job performance than workers high in agreeableness. One explanation for lack of an interaction between conscientiousness and agreeableness in the other 2 samples is that those jobs were not characterized by frequent, cooperative interactions with others. Overall, the results show that highly conscientious workers who lack interpersonal sensitivity may be ineffective, particularly in jobs requiring cooperative interchange with others.

  3. The role of location in medical technologist job satisfaction.

    PubMed

    Schmidt-Hoffmann, S L; Radius, S M

    1995-03-01

    The purpose of this study was to determine if a difference in job satisfaction existed between medical technologists working in an urban hospital and those working in a suburban hospital. The four areas of investigation were (1) satisfaction with pay, (2) professional status, (3) medical technologist-physician relationship, and (4) job task requirements. Sixty medical technologists, from two different hospital locations, were surveyed using a work satisfaction questionnaire. A response rate of 60 percent from the suburban and 58 percent from the urban hospital was achieved. Analysis using the Mann-Whitney U test indicated that urban laboratorians were more satisfied with all areas of interest than were their suburban counterparts. The surveyed medical technologists were most satisfied with professional status, medical technologist-physician relationship, pay, and job task requirements. All scores were, in general, low, suggesting a need to attend to improved job satisfaction among medical technologists.

  4. An Exploration of Nursing Assistants' Perceptions About Job Satisfaction.

    PubMed

    Brady, Darcie M

    2016-01-01

    High levels of staff turnover of certified nursing assistants (CNAs) are costly and disruptive to patient care. A variety of factors contribute to a 36% turnover rate of CNAs nationwide (2015 Staffing Report, 2015). According to Stone and Wiener, high rates of turnover and staff vacancies have multilayered consequences; patient care suffers, cost of constantly replacing workers soars, and worker job dissatisfaction increases. This study examined the CNAs' beliefs about job satisfaction as an approach to prevent job turnover and retain high achieving staff in one acute care hospital in a south eastern region. The goal was to determine how CNAs define job satisfaction, evaluate their understanding of and gauge interest in the career options presented at information sessions as well as listen to their ideas on how they believe are the best approaches to achieve job satisfaction for the CNAs at this facility. A qualitative key informant design was used to interview a purposive sample of 9 nursing assistants who were currently employed at the hospital for at least 6 months and who attended a brief information session. Individual 20-minute face-to-face interviews of consented participants were recorded, transcribed, and coded for themes using constant comparative analysis. Four major categories emerged from the interviews: CNA views of job satisfaction, clinical ladder option, support services option, and what CNAs want.

  5. Reclaim your job.

    PubMed

    Ghoshal, Sumantra; Bruch, Heike

    2004-03-01

    Ask most managers what gets in the way of their success, and you'll hear the familiar litany of complaints: Not enough time. Limited resources. No clear sense of how their work fits into the grand corporate scheme. These are, for the most part, excuses. What really gets in the way of managers' success is fear of making their own decisions and acting accordingly. Managers must overcome the psychological desire to be indispensable. In this article, the authors demonstrate how managers can become more productive by learning to manage demands, generate resources, and recognize and exploit alternatives. To win the support they want, managers must develop a long-term strategy and pursue their goals slowly, steadily, and strategically. To expand the range of opportunities, for their companies and themselves, managers must scan the environment for possible obstacles and search for ways around them. Fully 90% of the executives the authors have studied over the past few years wasted their time and frittered away their productivity, despite having well-defined projects, goals, and the necessary knowledge to get their jobs done. Such managers remain trapped in inefficiency because they assume they do not have enough personal discretion or control. They forget how to take initiative--the most essential quality of any truly successful manager. Effective managers, by contrast, are purposeful corporate entrepreneurs who take charge of their jobs by developing trust in their own judgment and adopting long-term, big-picture views to fulfill personal goals that match those of the organization.

  6. Predicting Job Entry, Job Satisfaction, and Job Performance of Graduates from Wisconsin Secondary School Vocational Programs.

    ERIC Educational Resources Information Center

    Perrone, Philip A.

    This report is concerned with the role of the secondary schools in implementing vocational direction. It contains a two-year follow up which sought self reports of on-the-job satisfaction and evaluations by immediate job supervisors. Thirty pilot programs in high school vocational education were started in 1964-65; 444 graduates of these programs…

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

    PubMed Central

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

    2014-01-01

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

  8. 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.

  9. Map Separates

    USGS Publications Warehouse

    ,

    2001-01-01

    U.S. Geological Survey (USGS) topographic maps are printed using up to six colors (black, blue, green, red, brown, and purple). To prepare your own maps or artwork based on maps, you can order separate black-and-white film positives or negatives for any color printed on a USGS topographic map, or for one or more of the groups of related features printed in the same color on the map (such as drainage and drainage names from the blue plate.) In this document, examples are shown with appropriate ink color to illustrate the various separates. When purchased, separates are black-and-white film negatives or positives. After you receive a film separate or composite from the USGS, you can crop, enlarge or reduce, and edit to add or remove details to suit your special needs. For example, you can adapt the separates for making regional and local planning maps or for doing many kinds of studies or promotions by using the features you select and then printing them in colors of your choice.

  10. [Job stress among Japan Overseas Cooperation volunteers--using the Brief Job Stress Questionnaire].

    PubMed

    Kato, Shoko; Doi, Yuriko; Tsutsui, Sueharu; Makino, Mariko

    2004-11-01

    Mental health problems have recently increased among Japan Overseas Cooperation volunteers since 1965, when the Ministry of Foreign Affairs (Japan International Cooperation Agency) launched this volunteer work project for improving hygiene and socioeconomic conditions in developing countries. There was little research on job stress among them dispatched despite previous surveys indicating job as an important stressor. To investigate stress and job-related stressors among them, we conducted a cross-sectional epidemiological study from October to December in 2003. The subjects were all 1,084 Japan Overseas Cooperation volunteers aged 20-40, who worked in 67 countries worldwide at the time of this study (485 and 599 males and females, 316, 332 and 436 for those staying overseas for 11, 7 and 4 months, respectively). Approximately 80% were involved in their dispatching occupational organizations as professionals in information technology, health & welfare, education, and research. Our main outcome measure used was the Brief Job Stress Questionnaire, which was developed to assess stress and job-related stressors or buffers for Japanese workers. Demographic and personality (Egogram) characteristics as well as other health information were obtained. The response rate was 86.9%. For psychological stress, prevalence was 5.5% (n = 49). Means (+/- SD) were 4.22 (+/- 3.98), and 4.89 (+/- 4.40) for males and females (p < 0.05), and 5.15 (+/- 4.17), 5.05 (+/- 4.45), 3.93 (+/- 4.40) for those staying overseas for 11, 7 and 4 months (p < 0.01), respectively. For physical stress, prevalence was 2.9% (n = 26). Means (+/- SD) were 1.10 (+/- 1.68), and 1.41 (+/- 1.74) for males and females (p < 0.01), and 1.47 (+/- 1.77), 1.35 (+/- 1.89), 1.11 (+/- 1.55) for those staying overseas for 11, 7 and 4 months (p < 0.05), respectively. The factors significantly associated with psychological stress were high job demand, poor human relationships at work, low job suitability, low social support

  11. Why do employees worry about their jobs? A meta-analytic review of predictors of job insecurity.

    PubMed

    Keim, Alaina C; Landis, Ronald S; Pierce, Charles A; Earnest, David R

    2014-07-01

    We used psychological contract theory as a framework to meta-analytically review subjective and objective predictors of employees' perceived job insecurity. Seventy-six samples from 68 studies were included in our review. Results revealed that lower levels of job insecurity are associated with having an internal locus of control, lower amounts of role ambiguity and role conflict, greater amounts of organizational communication, less organizational change, younger employees, and white-collar and permanent work. Moderator analyses further revealed that relations between job insecurity and age, gender, education, and formal contracts are moderated by unemployment rates, countries of origin, and type of job insecurity measure. We discuss theoretical and practical implications for psychological contract theory and occupational health, and offer directions for future research.

  12. The moderating role of employee positive well being on the relation between job satisfaction and job performance.

    PubMed

    Wright, Thomas A; Cropanzano, Russell; Bonett, Douglas G

    2007-04-01

    This research provides further clarification to the age-old quest to better understand the happy/productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r=.36, p<.01, 95% CI=.18 to .52) and psychological well-being (PWB; r=.43, p<.01, 95% CI=.26 to .58) were associated with supervisory performance ratings. Using Fredrickson's (2001) broaden-and-build model as the theoretical base, the authors found that PWB moderates the relation between job satisfaction and job performance. Consistent with Fredrickson's model, performance was highest when employees reported high scores on both PWB and job satisfaction. This moderating effect of PWB may account for some of the inconsistent results of previous studies.

  13. Antenna size dependence of fluorescence decay in the core antenna of photosystem I: estimates of charge separation and energy transfer rates.

    PubMed Central

    Owens, T G; Webb, S P; Mets, L; Alberte, R S; Fleming, G R

    1987-01-01

    We have examined the photophysics of energy migration and trapping in photosystem I by investigating the spectral and temporal properties of the fluorescence from the core antenna chlorophylls as a function of the antenna size. Time-correlated single photon counting was used to determine the fluorescence lifetimes in the isolated P700 chlorophyll a-protein complex and in a mutant of Chlamydomonas reinhardtii that lacks the photosystem II reaction center complex. The fluorescence decay in both types of sample is dominated by a fast (15-45 psec) component that is attributed to the lifetime of excitations in the photosystem I core antenna. These excitations decay primarily by an efficient photochemical quenching on P700. The measured lifetimes show a linear relationship to the core antenna size. A linear dependence of the excitation lifetime on antenna size was predicted previously in a lattice model for excitation migration and trapping in arrays of photosynthetic pigments [Pearlstein, R.M. (1982) Photochem. Photobiol. 35, 835-844]. Based on this model, our data predict a time constant for photochemical charge separation in the photosystem I reaction center of 2.8 +/- 0.7 or 3.4 +/- 0.7 psec, assuming monomeric or dimeric P700, respectively. The predicted average single-step transfer time for excitation transfer between core antenna pigments is 0.21 +/- 0.04 psec. Under these conditions, excitation migration in photosystem I is near the diffusion limit, with each excitation making an average of 2.4 visits to the reaction center before photoconversion. PMID:3550793

  14. Determining degradation and synthesis rates of arabidopsis proteins using the kinetics of progressive 15N labeling of two-dimensional gel-separated protein spots.

    PubMed

    Li, Lei; Nelson, Clark J; Solheim, Cory; Whelan, James; Millar, A Harvey

    2012-06-01

    The growth and development of plant tissues is associated with an ordered succession of cellular processes that are reflected in the appearance and disappearance of proteins. The control of the kinetics of protein turnover is central to how plants can rapidly and specifically alter protein abundance and thus molecular function in response to environmental or developmental cues. However, the processes of turnover are largely hidden during periods of apparent steady-state protein abundance, and even when proteins accumulate it is unclear whether enhanced synthesis or decreased degradation is responsible. We have used a (15)N labeling strategy with inorganic nitrogen sources coupled to a two-dimensional fluorescence difference gel electrophoresis and mass spectrometry analysis of two-dimensional IEF/SDS-PAGE gel spots to define the rate of protein synthesis (K(S)) and degradation (K(D)) of Arabidopsis cell culture proteins. Through analysis of MALDI-TOF/TOF mass spectra from 120 protein spots, we were able to quantify K(S) and K(D) for 84 proteins across six functional groups and observe over 65-fold variation in protein degradation rates. K(S) and K(D) correlate with functional roles of the proteins in the cell and the time in the cell culture cycle. This approach is based on progressive (15)N labeling that is innocuous for the plant cells and, because it can be used to target analysis of proteins through the use of specific gel spots, it has broad applicability.

  15. Determining Degradation and Synthesis Rates of Arabidopsis Proteins Using the Kinetics of Progressive 15N Labeling of Two-dimensional Gel-separated Protein Spots*

    PubMed Central

    Li, Lei; Nelson, Clark J.; Solheim, Cory; Whelan, James; Millar, A. Harvey

    2012-01-01

    The growth and development of plant tissues is associated with an ordered succession of cellular processes that are reflected in the appearance and disappearance of proteins. The control of the kinetics of protein turnover is central to how plants can rapidly and specifically alter protein abundance and thus molecular function in response to environmental or developmental cues. However, the processes of turnover are largely hidden during periods of apparent steady-state protein abundance, and even when proteins accumulate it is unclear whether enhanced synthesis or decreased degradation is responsible. We have used a 15N labeling strategy with inorganic nitrogen sources coupled to a two-dimensional fluorescence difference gel electrophoresis and mass spectrometry analysis of two-dimensional IEF/SDS-PAGE gel spots to define the rate of protein synthesis (KS) and degradation (KD) of Arabidopsis cell culture proteins. Through analysis of MALDI-TOF/TOF mass spectra from 120 protein spots, we were able to quantify KS and KD for 84 proteins across six functional groups and observe over 65-fold variation in protein degradation rates. KS and KD correlate with functional roles of the proteins in the cell and the time in the cell culture cycle. This approach is based on progressive 15N labeling that is innocuous for the plant cells and, because it can be used to target analysis of proteins through the use of specific gel spots, it has broad applicability. PMID:22215636

  16. ISOTOPE SEPARATORS

    DOEpatents

    Bacon, C.G.

    1958-08-26

    An improvement is presented in the structure of an isotope separation apparatus and, in particular, is concerned with a magnetically operated shutter associated with a window which is provided for the purpose of enabling the operator to view the processes going on within the interior of the apparatus. The shutier is mounted to close under the force of gravity in the absence of any other force. By closing an electrical circuit to a coil mouated on the shutter the magnetic field of the isotope separating apparatus coacts with the magnetic field of the coil to force the shutter to the open position.

  17. Isotope separation

    DOEpatents

    Bartlett, Rodney J.; Morrey, John R.

    1978-01-01

    A method and apparatus is described for separating gas molecules containing one isotope of an element from gas molecules containing other isotopes of the same element in which all of the molecules of the gas are at the same electronic state in their ground state. Gas molecules in a gas stream containing one of the isotopes are selectively excited to a different electronic state while leaving the other gas molecules in their original ground state. Gas molecules containing one of the isotopes are then deflected from the other gas molecules in the stream and thus physically separated.

  18. [Job satisfaction. Use of the Job Satisfaction Scale (JSS)].

    PubMed

    Magnavita, N; Fileni, A; Magnavita, L; Mammi, F; Roccia, K; De Matteis, B; Colozza, V; Vitale, M V

    2007-01-01

    Job satisfaction is an important determinant of wellbeing and a moderator of stress at work. The Warr's Job Satisfaction Scale (JSS) is probably the most used questionnaire to assess job satisfaction. The aim of this paper is to evaluate the Italian version of the JSS. The questionnaire has been distributed to 632 health care workers. Results show that the Italian version of JSS has good reliability (Cronbach's alpha = 0.94). Principal component analysis revealed that a significant percentage of the variance (52%) was explained by a single factor which included all the 16 items. Varimax orthogonal rotation yielded the same two factors observed in the original questionnaire: intrinsic and extrinsic job satisfaction. The JSS may be an useful tool in the assessment of psychosocial risk at work.

  19. Wild Jobs with Wildlife: Jobs in Zoos and Aquariums.

    ERIC Educational Resources Information Center

    Crosby, Olivia

    2001-01-01

    Provides job descriptions and information for keepers and other animal caretakers at zoos and aquariums. Includes information about skills and training needed, working conditions, employment outlook, and earnings. Includes a list of resources for further information. (JOW)

  20. Cumulative Effects of Growing Up in Separate and Unequal Neighborhoods on Racial Disparities in Self-rated Health in Early Adulthood.

    PubMed

    Kravitz-Wirtz, Nicole

    2016-12-01

    Evidence suggests that living in a socioeconomically deprived neighborhood is associated with worse health. Yet most research relies on cross-sectional data, which implicitly ignore variation in longer-term exposure that may be more consequential for health. Using data from the 1970 to 2011 waves of the Panel Study of Income Dynamics merged with census data on respondents' neighborhoods (N = 1,757), this study estimates a marginal structural model with inverse probability of treatment and censoring weights to examine: (1) whether cumulative exposure to neighborhood disadvantage from birth through age 17 affects self-rated health in early adulthood, and (2) the extent to which variation in such exposure helps to explain racial disparities therein. Findings reveal that prolonged exposure to neighborhood disadvantage throughout childhood and adolescence is strikingly more common among nonwhite versus white respondents and is associated with significantly greater odds of experiencing an incidence of fair or poor health in early adulthood.

  1. Cracking the Hidden Job Market. Pocket Job Series No. 3.

    ERIC Educational Resources Information Center

    Lindgren, Amy

    This book is the third in a series of six pocket-sized books written for career changers and laid-off workers. Each book is written at a 7th- to 10th-grade reading level and contains examples, hands-on self-discovery exercises, and step-by-step advice for a successful job search. This book identifies steps for finding the unadvertised jobs--80-95…

  2. SEPARATION PROCESS

    DOEpatents

    Stoughton, R.W.

    1961-10-24

    A process for separating tetravalent plutonium from aqueous solutions and from niobium and zirconium by precipitation on lanthanum oxalate is described. The oxalate ions of the precipitate may be decomposed by heating in the presence of an oxidizing agent, forming a plutonium compound readily soluble in acid. (AEC)

  3. Plasma separation

    NASA Technical Reports Server (NTRS)

    Steurer, Wolfgang

    1992-01-01

    This process employs a thermal plasma for the separation and production of oxygen and metals. It is a continuous process that requires no consumables and relies entirely on space resources. The almost complete absence of waste renders it relatively clean. It can be turned on or off without any undesirable side effects or residues. The prime disadvantage is its high power consumption.

  4. Jobs: women's double burden.

    PubMed

    1995-01-01

    Whereas international conventions and national laws provide equal opportunities for women in employment, the reality of women's lives keeps a disproportionate number of women unemployed, underemployed, and living in poverty. The UN itself, which officially is working toward equity among its employees, has a staff composed of just 32.6% women, and women comprise only 10.5% of the top end of the hierarchy. In areas where women's labor force participation has increased dramatically, women typically earn 30-40% less than men doing the same job or else their employment is limited to "traditional female" service positions. The fact that women and girls have received an inadequate education makes it extremely difficult to break the barriers of discrimination in developing countries. The empowerment of women will break the education barrier, and, when that falls, many other barriers will follow suit. Efforts are already underway to break structural barriers caused by economic and social policies. For example, a more flexible pattern of work has been proposed which will include the voluntary assumption of flexible hours, job-sharing, and part-time work. The concept of work is also being broadened to include the important human services that women traditionally provide on a volunteer basis. This will lead to a valuation of women's contribution to society which can be added to calculations of gross domestic product. Women also need protection as they attempt to eke out a living in the informal sector which has been the traditional avenue for women to earn money. This sector is not protected by law and is subject to extortion by officials and by male competitors. A variety of measures is under consideration to increase the protection of informal sector workers. Women also need protection in the conventional work place, especially as they enter fields traditionally reserved for men. These questions are important even in the context of global unemployment because these issues

  5. [Job burnout: focusing on occupational differences of enthusiasm for job].

    PubMed

    Igawa, Junichi; Nakanishi, Daisuke; Shiwa, Shiro

    2013-10-01

    This study investigates characteristics of burnout, as related to job descriptions in mental hospitals and presuppositions of the concept of burnout (burnout is caused as a result of having enthusiasm for a job). The results of a questionnaire survey (burnout tendency, Japanese Burnout Scale, enthusiasm for a job in the past, modified Enthusiasm scale) with 781 workers at mental hospitals showed that burnout characteristics varied according to job descriptions. Specifically, psychiatric social workers, medical assistants, and nurses fell into the high-burnout category, whereas doctors, occupational therapists, and pharmacists fell into the low-burnout category. In addition, in order to compare enthusiasm for a job in the past with current burnout tendencies, factor scores for the respective scales were classified into a low group or a high group and were cross tabulated. The numbers in the cells of the groups indicating the opposite of the definition of burnout (low enthusiasm-high burnout tendency, high enthusiasm-low burnout tendency) were larger. This indicates that having enthusiasm for a job is not a direct factor for burnout, which is different from the presupposition about burnout.

  6. An Examination of the Joint Effects of Affective Experiences and Job Beliefs on Job Satisfaction and Variations in Affective Experiences over Time.

    PubMed

    Weiss; Nicholas; Daus

    1999-04-01

    This study investigated the joint influences of episodic levels of pleasant mood at work and beliefs about one's job on judgments of job satisfaction, as well as examining the prediction of the patterns of affective states over time. Twenty-four managerial workers completed a diary during work hours which required them to report their mood state at four different times during the workday. The diaries were completed for 16 workdays. At a separate time they completed a measure of overall satisfaction, a Valence-Instrumentality-Expectancy (VIE) measure of beliefs about the job and two dispositional variables, dispositional happiness and affect intensity. Results showed that average levels of pleasant mood over the 16 days and VIE beliefs about the job made significant and independent contributions to the prediction of overall job satisfaction and did so over and above the contribution of dispositional happiness. Results also indicated that individual differences in affective intensity predicted the variability of pleasant mood over time as well as mean levels of mood activation. Finally, spectral analyses applied to the series of mood observations showed that the variability over time in the series of mood observations showed two definite cycles, one corresponding to a daily cycle and one corresponding to a two-period oscillation in mood. Results are discussed in terms of the joint influences of affective experiences and job beliefs on job attitudes and the importance of studying affect over time independent of job satisfaction. Copyright 1999 Academic Press.

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

    PubMed Central

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

    2015-01-01

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

  8. A windows-based job safety analysis program for mine safety management

    SciTech Connect

    Chakraborty, P.R.; Poukhovski, D.A.; Bise, C.J.

    1996-12-31

    Job Safety Analysis (JSA) is a process used to determine hazards of and safe procedures for each step of a job. With JSA, the most important steps needed to properly perform a job are first identified. Thus, a specific job or work assignment can be separated into a series of relatively simple steps; the hazards associated with each step are then identified. Finally, solutions can be developed to control each hazard. A Windows-based Job Safety Analysis program (WIN-JSA) was developed at Penn State to assist the safety officials at a mine location in creating new JSAs and regularly reviewing the existing JSAs. The program is an integrated collection of four databases that contain information regarding jobs, job steps, hazards associated with each job step, and recommendations for overcoming the hazards, respectively. This Windows-based personal-computer (PC) program allows the user to access these databases to build a new job configuration (essentially, a new JSA), modify an existing JSA, and print hard copies. It is designed to be used by safety and training supervisors who possess little or no previous computer experience. Therefore, the screen views are designed to be self-explanatory, and the print-outs simulate the commonly used JSA format. Overall, the PC-based approach of creating and maintaining JSAs provides flexibility, reduces paperwork, and can be successfully integrated into existing JSA programs to increase their effectiveness.

  9. Janus Job Interview Guide. Revised Edition.

    ERIC Educational Resources Information Center

    Livingstone, Arnold

    Designed for below-average-reading-level students, the purpose of this interview guide is to help young job seekers prepare for the job interview process. The first three chapters explain the nature of the personal job interview, the steps to be followed in preparing for a job interview, and the do's and don't's of the interview itself. The…

  10. 29 CFR 32.14 - Job qualifications.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 1 2012-07-01 2012-07-01 false Job qualifications. 32.14 Section 32.14 Labor Office of the... FINANCIAL ASSISTANCE Employment Practices and Employment Related Training Participation § 32.14 Job... appropriateness of all job qualifications to ensure that to the extent job qualifications tend to...

  11. 29 CFR 32.14 - Job qualifications.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 1 2014-07-01 2013-07-01 true Job qualifications. 32.14 Section 32.14 Labor Office of the... FINANCIAL ASSISTANCE Employment Practices and Employment Related Training Participation § 32.14 Job... appropriateness of all job qualifications to ensure that to the extent job qualifications tend to...

  12. 29 CFR 32.14 - Job qualifications.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 1 2013-07-01 2013-07-01 false Job qualifications. 32.14 Section 32.14 Labor Office of the... FINANCIAL ASSISTANCE Employment Practices and Employment Related Training Participation § 32.14 Job... appropriateness of all job qualifications to ensure that to the extent job qualifications tend to...

  13. 29 CFR 32.14 - Job qualifications.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Job qualifications. 32.14 Section 32.14 Labor Office of the... FINANCIAL ASSISTANCE Employment Practices and Employment Related Training Participation § 32.14 Job... appropriateness of all job qualifications to ensure that to the extent job qualifications tend to...

  14. 29 CFR 32.14 - Job qualifications.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 1 2011-07-01 2011-07-01 false Job qualifications. 32.14 Section 32.14 Labor Office of the... FINANCIAL ASSISTANCE Employment Practices and Employment Related Training Participation § 32.14 Job... appropriateness of all job qualifications to ensure that to the extent job qualifications tend to...

  15. Cooperative Planning for Rural Job Creation

    ERIC Educational Resources Information Center

    Kellogg, Robert C.

    2004-01-01

    Rural school districts across the country have seen a serious loss of employment opportunities for families in their communities. Even when jobs exist, they are often low-level service jobs that do not provide wages that encourage young people to grow roots. When good jobs are available, often those jobs are outsourced to other low-wage areas,…

  16. Administrative Job Level Study and Factoring System.

    ERIC Educational Resources Information Center

    Portland Community Coll., OR.

    The administrative job classification system and generic job descriptions presented in this report were developed at Portland Community College (PCC) as management tools. After introductory material outlining the objectives of and criteria used in the administrative job-level study, and offering information on the administrative job factoring…

  17. The EFL/ESL Job Search Handbook.

    ERIC Educational Resources Information Center

    Parsons, Adelaide, Ed.

    This handbook offers step-by-step advice to teachers of English as a Foreign Language (EFL) and English as a Second Language (ESL) for job searchers entering the job market and finding and accepting a job in the field. The goal is to find a job that matches the searcher's interests, skills, goals, and preparation with those of the employer. Topics…

  18. LABCON - Laboratory Job Control program

    NASA Technical Reports Server (NTRS)

    Reams, L. T.

    1969-01-01

    Computer program LABCON controls the budget system in a component test laboratory whose workload is made up from many individual budget allocations. A common denominator is applied to an incoming job, to which all effort is charged and accounted for.

  19. New Blood for Health Jobs

    ERIC Educational Resources Information Center

    Troxell, Margaret M.

    1970-01-01

    Describes a Job Corps Program to train the disadvantaged in health occupations. Programs at two of the residential centers, the Blue Ridge Center at Marion, Virginia and the Jersey City Center for Women are summarized. (BC)

  20. Job Interviewing? Try the Telephone.

    ERIC Educational Resources Information Center

    Kegel, Paul L.

    1979-01-01

    Telephone interviews can save college and candidates time and money while precluding the judging of job candidates by extraneous factors. A format for a successful telephone interview is suggested. (Author/MLF)

  1. The Job Outlook in Brief.

    ERIC Educational Resources Information Center

    Nardone, Tom

    1984-01-01

    Describes factors affecting employment in various occupational categories and presents the "Job Outlook in Brief," a 16-page listing of changes in employment, 1982-1995, as well as employment prospects, arranged by occupational clusters. (SK)

  2. Planning for the Job Interview.

    ERIC Educational Resources Information Center

    Close, Elizabeth, Ed.; Ramsey, Katherine, Ed.

    2000-01-01

    Offers advice from middle school educators (a principal, a supervisor, and a teacher) on job interviews for teaching positions: how applicants are selected from the stack of applications, what happens during an interview, and what truly makes a difference. (SR)

  3. How Safe Is Your Job?

    ERIC Educational Resources Information Center

    Nocera, Joseph; And Others

    1996-01-01

    Five articles address the realities of coping with downsizing: "Living with Layoffs" (Nocera); "How Safe Is Your Job?" (Lieber); "Career Makeover" (Robinson); "Ma Bell's Orphans" (O'Reilly); and "Where Are They Now?" (Martin). (SK)

  4. Job Enlargement: A Multidimensional Process

    ERIC Educational Resources Information Center

    Donaldson, Lex

    1975-01-01

    An evaluation study into the effects of a job enlargement exercise indicates that the expected increases in satisfaction associated with greater work variety, novelty, and felt use of abilities were achieved. (Author/MLF)

  5. The Job Corps at Ten

    ERIC Educational Resources Information Center

    Shales, Tom

    1975-01-01

    Job Corps programs have changed during its ten years, and include new residential manpower centers, support centers, coeducational centers, and civilian conservation centers. The article traces the history and development of this vital educational program. (MW)

  6. Precarious Employment, Bad Jobs, Labor Unions, and Early Retirement

    PubMed Central

    Warren, John R.; Sweeney, Megan M.; Hauser, Robert M.; Ho, Jeong-Hwa

    2011-01-01

    Objectives. We examined the extent to which involuntary job loss, exposure to “bad jobs,” and labor union membership across the life course are associated with the risk of early retirement. Methods. Using data from the Wisconsin Longitudinal Study, a large (N = 8,609) sample of men and women who graduated from high school in 1957, we estimated discrete-time event history models for the transition to first retirement through age 65. We estimated models separately for men and women. Results. We found that experience of involuntary job loss and exposure to bad jobs are associated with a lower risk of retiring before age 65, whereas labor union membership is associated with a higher likelihood of early retirement. These relationships are stronger for men than for women and are mediated to some extent by pre-retirement differences in pension eligibility, wealth, job characteristics, and health. Discussion. Results provide some support for hypotheses derived from theories of cumulative stratification, suggesting that earlier employment experiences should influence retirement outcomes indirectly through later-life characteristics. However, midlife employment experiences remain associated with earlier retirement, net of more temporally proximate correlates, highlighting the need for further theorization and empirical evaluation of the mechanisms through which increasingly common employment experiences influence the age at which older Americans retire. PMID:21310772

  7. Job scheduling on a hypercube

    SciTech Connect

    Zhu, Yahui.

    1990-01-01

    The author studies the scheduling of independent jobs on hypercube multiprocessors. He assumes that the hypercube system supports space-sharing for multiprogramming, i.e., a hypercube is partitioned into subcubes and each job is assigned to a dedicated subcube and many jobs can be running simultaneously without interfering with each other. Then the problem of how to schedule a set of jobs so that they can be finished as early as possible becomes important. He investigates two kinds of scheduling algorithms for the problem. The first one is nonpreemptive scheduling, i.e., no job is allowed to be interrupted during its execution. In this case, the problem is NP-Complete. He proposes an approximation algorithm called LDF, which generates a schedule with a finish time less than twice that of an optimal schedule. Compared with the earlier proposed algorithm, his algorithm is simpler and has almost the same performance. More importantly, his LDF algorithm can achieve this performance without knowing the job processing times, which may be hard to obtain in practice. Also he proves a lower bound result which implies that it is unlikely to find simple heuristic algorithms that can perform much better than the existing algorithms including LDF. The second kind is preemptive scheduling, i.e., a job can be preempted during its execution and rescheduled later. He develops a feasibility algorithm that runs in O (n log n) time and generates a schedule with at most min{l brace}n-2, 2{sup m}-1{r brace} preemptions. It can generate a feasible schedule for the given job set if there exists one. This improvement is important because many scheduling algorithms depend on a feasibility algorithm as a building block. Furthermore, based on an advanced search technique, he presents an algorithm that can find the optimal schedule in O(n{sup 2} log {sup 2}n) time.

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

    PubMed

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

    2011-06-01

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

  9. The Experience of Emotions during the Job Search and Choice Process among Novice Job Seekers

    ERIC Educational Resources Information Center

    Bonaccio, Silvia; Gauvin, Natalie; Reeve, Charlie L.

    2014-01-01

    The authors investigate the role of emotions in the job search and choice process of novice job seekers. Results of qualitative analyses of the first-person accounts of 41 job seekers indicate that participants whose recollections of their job search contained emotional language were more likely to display a haphazard job search strategy than…

  10. 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…

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

    ERIC Educational Resources Information Center

    1995

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

  12. Gas separating

    DOEpatents

    Gollan, Arye Z.

    1990-12-25

    Feed gas is directed tangentially along the non-skin surface of gas separation membrane modules comprising a cylindrical bundle of parallel contiguous hollow fibers supported to allow feed gas to flow from an inlet at one end of a cylindrical housing through the bores of the bundled fibers to an outlet at the other end while a component of the feed gas permeates through the fibers, each having the skin side on the outside, through a permeate outlet in the cylindrical casing.

  13. Gas separating

    DOEpatents

    Gollan, Arye

    1988-01-01

    Feed gas is directed tangentially along the non-skin surface of gas separation membrane modules comprising a cylindrical bundle of parallel contiguous hollow fibers supported to allow feed gas to flow from an inlet at one end of a cylindrical housing through the bores of the bundled fibers to an outlet at the other end while a component of the feed gas permeates through the fibers, each having the skin side on the outside, through a permeate outlet in the cylindrical casing.

  14. Dust separator

    SciTech Connect

    Borow, H.

    1987-01-27

    This patent describes a gas filter apparatus for separating solids from a gas stream comprising a housing having a top, base, and side walls defining a chamber, a partition wall extending across the chamber and separating the chamber into an upper compartment and a lower compartment. A gas inlet conveyor tube in the chamber passes downwardly of the partition and into the lower compartment, the portion of the conveyor tube passing through the upper compartment being impervious and the portion of the conveyor tube extending downwardly into the lower compartment being provided with exit means including exit apertures at least in the area of the conveyor tube adjacent the partition wall. The partition wall is provided with openings surrounding the conveyor tube and communicates the lower compartment with the upper compartment. A filter means in the form of filter tubes covers each opening in the partition wall and extends downwardly in the lower compartment and parallel to the conveyor tube, at least one gas outlet communicating with the upper compartment. A suction means is associated with the gas outlet to provide a reduced pressure within the chamber. A discharge means at the base of the housing is associated with the lower compartment for discharging solid matter separated from the gas stream. The solid laden gas is conveyed into the lower compartment downwardly by the conveying tube and the gas of the stream is drawn from the conveyor tube immediately past the partition, through the surrounding filter tubes in order to prevent the formation of counter gas flows to the gravity discharge of the solids being separated from the gas stream.

  15. Separation system

    DOEpatents

    Rubin, Leslie S.

    1986-01-01

    A separation system for dewatering radioactive waste materials includes a disposal container, drive structure for receiving the container, and means for releasably attaching the container to the drive structure. Separation structure disposed in the container adjacent the inner surface of the side wall structure retains solids while allowing passage of liquids. Inlet port structure in the container top wall is normally closed by first valve structure that is centrifugally actuated to open the inlet port and discharge port structure at the container periphery receives liquid that passes through the separation structure and is normally closed by second valve structure that is centrifugally actuated to open the discharge ports. The container also includes coupling structure for releasable engagement with the centrifugal drive structure. Centrifugal force produced when the container is driven in rotation by the drive structure opens the valve structures, and radioactive waste material introduced into the container through the open inlet port is dewatered, and the waste is compacted. The ports are automatically closed by the valves when the container drum is not subjected to centrifugal force such that containment effectiveness is enhanced and exposure of personnel to radioactive materials is minimized.

  16. Factors associated with job and personal satisfaction in adult Brazilian intensivists

    PubMed Central

    Nassar Junior, Antonio Paulo; de Azevedo, Luciano César Pontes

    2016-01-01

    Objective To evaluate job and personal satisfaction rates in physicians who work in adult intensive care units and to identify the factors associated with satisfaction. Methods A cross-sectional study performed with physicians who participated in two intensive medicine online discussion groups. A questionnaire designed to assess the physician's sociodemographic profile and job was available for both groups for 3 months. At the end of the questionnaire, the participants addressed their degrees of job and personal satisfaction using a Likert scale in which 1 represented "very dissatisfied" and 5 represented "very satisfied". The association between sociodemographic and job characteristics with job and personal satisfaction was evaluated. Variables independently associated with satisfaction were identified using a logistic regression model. Results The questionnaire was answered by 250 physicians, of which 137 (54.8%) declared they were satisfied with their jobs and 34 (13.5%) were very satisfied. None of the evaluated characteristics were independently associated with job satisfaction. Regarding personal satisfaction, 136 (54.4%) physicians reported being satisfied, and 48 (19.9%) reported being very satisfied. Job satisfaction (OR = 7.21; 95%CI 3.21 - 16.20) and working in a university hospital (OR = 3.24; 95%CI 1.29 - 8.15) were factors independently associated with the personal satisfaction of the participants. Conclusion The participant physicians reported job and personal satisfaction with their work in intensive care. Job satisfaction and working in a university hospital were independently associated with greater personal satisfaction. PMID:27410405

  17. Nurses' self-assessment of their nursing competencies, job demands and job performance in the Taiwan hospital system.

    PubMed

    Tzeng, Huey-Ming

    2004-07-01

    This exploratory study investigated nurses' self-assessment of their own nursing competencies, job demands and job performance in Taiwan. Nurses' self-evaluation on their own job performance was conceptualized as an indicator of nursing care quality. A total of 21 competencies were clustered into three groups: basic-level patient care skills, intermediate-level patient care and fundamental management skills, and advanced-level patient care and supervision skills. Nurse subjects were randomly selected from the member roster of Kaohsiung Nurse Association; 850 nurses were invited to participate and questionnaire packets were sent to their homes. The overall response rate was 35.8%. Multiple regression analyses found that nurses' self-assessment of intermediate patient care skills, the difference between nurses' self-assessment and job demands for basic patient care skills, and nurses' overall satisfaction with their own nursing competencies were three significant predictors of overall satisfaction with nurses' own job performance. Nurses' self-assessment on basic patient care skills and advanced patient care skills contributed to nurses' levels of overall satisfaction with their own nursing competencies. These results suggest a relationship between competency and performance. These findings may serve as a guide to amend academic nursing courses and on-job training programs as appropriate to place a greater emphasis on the competencies desired for providing high quality of nursing services.

  18. Is the Emotional Intelligence of Secondary School Principals Correlated with the Job Satisfaction or Performance of Their Teachers?

    ERIC Educational Resources Information Center

    Cobbs, Ryan E.

    2012-01-01

    This study examines the association between secondary school administrators' emotional intelligence (EI) and teacher job satisfaction. Two separate questions guided the study. First, does the emotional intelligence of secondary school administrators relate to teacher job satisfaction and secondly, is there a relationship between EI of…

  19. Nylon separators. [thermal degradation

    NASA Technical Reports Server (NTRS)

    Lim, H. S.

    1977-01-01

    A nylon separator was placed in a flooded condition in K0H solution and heated at various high temperatures ranging from 60 C to 110 C. The weight decrease was measured and the molecular weight and decomposition product were analyzed to determine: (1) the effect of K0H concentration on the hydrolysis rate; (2) the effect of K0H concentration on nylon degradation; (3) the activation energy at different K0H concentrations; and (4) the effect of oxygen on nylon degradation. The nylon hydrolysis rate is shown to increase as K0H concentration is decreased 34%, giving a maximum rate at about 16%. Separator hydrolysis is confirmed by molecular weight decrease in age of the batteries, and the reaction of nylon with molecular oxygen is probably negligible, compared to hydrolysis. The extrapolated rate value from the high temperature experiment correlates well with experimental values at 35 degrees.

  20. 45 CFR 286.100 - What activities count towards the work participation rate?

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... participation rate? 286.100 Section 286.100 Public Welfare Regulations Relating to Public Welfare OFFICE OF...-the-job training (OJT); (6) Job search and job readiness assistance; (see § 286.105) (7) Community service programs; (8) Vocational educational training; (see § 286.105) (9) Job skills training...

  1. 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…

  2. The Influence of Age and Type of Job on Gender Differences in Pay Expectations.

    ERIC Educational Resources Information Center

    Gasser, Michael B.; Oliver, Jennifer A.; Tan, Rowena N.

    1998-01-01

    Elementary school, secondary school, and college students rated 12 jobs divided between primarily female, primarily male, and gender-neutral occupations according to how much they should make if they were in the occupation. A significant interaction was found between type of job and gender for pay expectations. Suggestions for use in applied…

  3. Reasons for Job Loss: A Review of Employment Termination Studies of Mentally Retarded Workers.

    ERIC Educational Resources Information Center

    Salzberg, Charles L.; And Others

    1988-01-01

    A review of 13 studies examining job loss in mentally retarded workers found reasons for loss broadly distributed across both social and nonsocial domains. Factors included job responsibility (poor attendance and punctuality), task production (inadequate quality and work rate), social skill deficits, and personal-social inadequacies. Training…

  4. Demands and Job Resources in the Child Care Workforce: Swiss Lead Teacher and Assistant Teacher Assessments

    ERIC Educational Resources Information Center

    Bloechliger, Olivia R.; Bauer, Georg F.

    2016-01-01

    Center-based child care has been struggling with poor health and high turnover rates of child care staff and their adverse impact on care quality for decades. Yet little is known about personal and structural antecedents of job resources and job demands that are valid predictors of health and turnover in the child care workforce. Research…

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

    ERIC Educational Resources Information Center

    Faberman, R. Jason

    2002-01-01

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

  6. An Examination of Blue- versus White-Collar Workers' Conceptualizations of Job Satisfaction Facets

    ERIC Educational Resources Information Center

    Hu, Xiaoxiao; Kaplan, Seth; Dalal, Reeshad S.

    2010-01-01

    This study examined the degree to which blue- versus white-collar workers differentially conceptualize various job facets, namely the work itself, co-workers, supervisors, and pay. To examine these potential differences, we conducted a series of analyses on job satisfaction ratings from two samples of university workers. Consistent with the study…

  7. Recent Contributions of Small Businesses and Corporations to Rural Job Creation.

    ERIC Educational Resources Information Center

    Miller, James P.

    Independent (single-establishment) businesses with fewer than 100 employees accounted for 31% of the net increase in private nonfarm jobs in nonmetropolitan areas between 1976 and 1980, when the nation's employment was expanding rapidly. Those independent businesses which were in operation less than 5 years in 1980 created jobs at a net rate of…

  8. A Study of Job Satisfaction Correlates among Urban School Speech Language Pathologists

    ERIC Educational Resources Information Center

    Maxie-Brown, Gwendolyn J.

    2011-01-01

    The purpose of this study was to examine relationships between the job satisfaction of speech language pathologists (SLPs) and self-efficacy, work relationships and two components of job performance: teacher judgments of student improvement and supervisor ratings of teacher efficiency. It was hypothesized that each of the variables would be…

  9. Evaluation of a Nuclear Power Skill Related Training Program for Job Corps Students.

    ERIC Educational Resources Information Center

    Kitabchi, Gloria; Petry, John R.

    An evaluation of the Nuclear Skill Related Training Program at Memphis State University was conducted to identify possible motivational and attitudinal variables that may contribute to the retention-attrition rates of Job Corps students (40 percent) admitted to the program compared to non-Job Corps students who are migrant workers (2 percent). The…

  10. [Job burnout and related influencing factors in community medical staff in Nanchong, China].

    PubMed

    Zhu, T; Zhang, S S; Chen, D Y; Yang, H; Zheng, T; Zheng, L M; Li, J

    2016-12-20

    Objective: To investigate job burnout and related influencing factors in community medical staff in Nanchong, China. Methods: From June to July, 2015, cluster random sampling was performed to select 181 medical staff members in Nanchong Community Health Service Center as study subjects. The Chinese Maslach Burnout Inventory (CMBI) was used to measure the level of job burnout. Results: The overall detection rate of job burnout in community medical staff in Nanchong was 95.0%, and among these staff members with job burnout, 119 (65.7%) had mild job burnout, 44 (24.3%) had moderate job burnout, and 9 (5.0%) had severe job burnout. There were significant differences in the scores of emotional exhaustion and reduced sense of personal accomplishmentbetween the medical staff members with different ages (F=5.820 and 3.180, both P<0.05) . There was a significant difference in the score of emotional exhaustion between the medical staff members with different working years (F=2.909, P<0.05) . There was also a significant difference in the score of reduced sense of personal accomplishment between the medical staff members with different types of work (F=5.797, P<0.05) , and the nurses had the lowest score. Conclusion: The medical staff members in Nanchong have a high incidence rate of job burnout, with the feature of reduced sense of personal accomplishment. An old age, long working years, and nursing occupation are major risk factors for job burnout.

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

    NASA Astrophysics Data System (ADS)

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

    2015-05-01

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

  12. Gas separating

    DOEpatents

    Gollan, A.

    1988-03-29

    Feed gas is directed tangentially along the non-skin surface of gas separation membrane modules comprising a cylindrical bundle of parallel contiguous hollow fibers supported to allow feed gas to flow from an inlet at one end of a cylindrical housing through the bores of the bundled fibers to an outlet at the other end while a component of the feed gas permeates through the fibers, each having the skin side on the outside, through a permeate outlet in the cylindrical casing. 3 figs.

  13. Gas separating

    DOEpatents

    Gollan, A.Z.

    1990-12-25

    Feed gas is directed tangentially along the non-skin surface of gas separation membrane modules comprising a cylindrical bundle of parallel contiguous hollow fibers supported to allow feed gas to flow from an inlet at one end of a cylindrical housing through the bores of the bundled fibers to an outlet at the other end while a component of the feed gas permeates through the fibers, each having the skin side on the outside, through a permeate outlet in the cylindrical casing. 3 figs.

  14. [Influence of job-hunting anxiety on job-hunting: from the viewpoint of coping].

    PubMed

    Matsuda, Yuko; Nagasaku, Minoru; Arai, Kunijiro

    2010-02-01

    The present study developed a job-hunting anxiety scale and investigated the influence of job-hunting anxiety on coping, number of job-hunting applications, and satisfaction with job-hunting. Questionnaires were completed by 306 college students who had started job-hunting. Explorative factor analysis extracted five factors such as "appeal anxiety", "support anxiety", "activity persistence anxiety", "test anxiety", and "a lack of readiness anxiety". Analysis of covariance structures indicated that (a) job-hunting anxiety was negatively related to problem-focused coping, the number of job-hunting applications, and the satisfaction with job-hunting, and (b) problem-focused coping was positively related to the number of job-hunting applications and the satisfaction with job-hunting. These results suggest that reduction of job-hunting anxiety and the use of problem-focused coping facilitated job-hunting.

  15. Job-Relatedness of a Posttraining Job Knowledge Criterion Used to Assess Validity and Test Fairness.

    ERIC Educational Resources Information Center

    Distefano, M. K., Jr.; And Others

    1980-01-01

    Significant job-relatedness was found for a posttraining job knowledge test criterion. Content validity methods may be able to help solve the problem of criterion relevance in validation research by providing quantitative evidence of job-relatedness. (Author)

  16. Jobs and Renewable Energy Project

    SciTech Connect

    Sterzinger, George

    2006-12-19

    Early in 2002, REPP developed the Jobs Calculator, a tool that calculates the number of direct jobs resulting from renewable energy development under RPS (Renewable Portfolio Standard) legislation or other programs to accelerate renewable energy development. The calculator is based on a survey of current industry practices to assess the number and type of jobs that will result from the enactment of a RPS. This project built upon and significantly enhanced the initial Jobs Calculator model by (1) expanding the survey to include other renewable technologies (the original model was limited to wind, solar PV and biomass co-firing technologies); (2) more precisely calculating the economic development benefits related to renewable energy development; (3) completing and regularly updating the survey of the commercially active renewable energy firms to determine kinds and number of jobs directly created; and (4) developing and implementing a technology to locate where the economic activity related to each type of renewable technology is likely to occur. REPP worked directly with groups in the State of Nevada to interpret the results and develop policies to capture as much of the economic benefits as possible for the state through technology selection, training program options, and outreach to manufacturing groups.

  17. Running Jobs in the Vacuum

    NASA Astrophysics Data System (ADS)

    McNab, A.; Stagni, F.; Ubeda Garcia, M.

    2014-06-01

    We present a model for the operation of computing nodes at a site using Virtual Machines (VMs), in which VMs are created and contextualized for experiments by the site itself. For the experiment, these VMs appear to be produced spontaneously "in the vacuum" rather having to ask the site to create each one. This model takes advantage of the existing pilot job frameworks adopted by many experiments. In the Vacuum model, the contextualization process starts a job agent within the VM and real jobs are fetched from the central task queue as normal. An implementation of the Vacuum scheme, Vac, is presented in which a VM factory runs on each physical worker node to create and contextualize its set of VMs. With this system, each node's VM factory can decide which experiments' VMs to run, based on site-wide target shares and on a peer-to-peer protocol in which the site's VM factories query each other to discover which VM types they are running. A property of this system is that there is no gate keeper service, head node, or batch system accepting and then directing jobs to particular worker nodes, avoiding several central points of failure. Finally, we describe tests of the Vac system using jobs from the central LHCb task queue, using the same contextualization procedure for VMs developed by LHCb for Clouds.

  18. A Study of the Job Satisfaction of Professional Air Force Social Work Officers.

    DTIC Science & Technology

    1984-01-01

    themselves in func- tions that are somewhat uncertain because of both the complicated nature of their knowledge base and the very nature of the...formulated a two-factor motivation- hygiene theory. Stated simply, Herzberg con- tends that the factors which produce job satisfaction are separate and...related to the work environment are more responsible for the avoidance of dissatisfaction. These hygiene factors, which are all extrinsic to the job

  19. Skill-based job descriptions for sterile processing technicians--a total quality approach.

    PubMed

    Doyle, F F; Marriott, M A

    1994-05-01

    Rochester General Hospital in Rochester, NY, included as part of its total quality management effort the task of revising job descriptions for its sterile processing technicians as a way to decrease turnover and increase job satisfaction, teamwork and quality output. The department's quality team developed "skill banding," a tool that combines skill-based pay with large salary ranges that span job classifications normally covered by several separate salary ranges. They defined the necessary competencies needed to move through five skill bands and worked with the rest of the department to fine-tune the details. The process has only recently been implemented, but department employees are enthusiastic about it.

  20. Particle separation

    DOEpatents

    Moosmuller, Hans [Reno, NV; Chakrabarty, Rajan K [Reno, NV; Arnott, W Patrick [Reno, NV

    2011-04-26

    Embodiments of a method for selecting particles, such as based on their morphology, is disclosed. In a particular example, the particles are charged and acquire different amounts of charge, or have different charge distributions, based on their morphology. The particles are then sorted based on their flow properties. In a specific example, the particles are sorted using a differential mobility analyzer, which sorts particles, at least in part, based on their electrical mobility. Given a population of particles with similar electrical mobilities, the disclosed process can be used to sort particles based on the net charge carried by the particle, and thus, given the relationship between charge and morphology, separate the particles based on their morphology.

  1. Particle separation

    NASA Technical Reports Server (NTRS)

    Moosmuller, Hans (Inventor); Chakrabarty, Rajan K. (Inventor); Arnott, W. Patrick (Inventor)

    2011-01-01

    Embodiments of a method for selecting particles, such as based on their morphology, is disclosed. In a particular example, the particles are charged and acquire different amounts of charge, or have different charge distributions, based on their morphology. The particles are then sorted based on their flow properties. In a specific example, the particles are sorted using a differential mobility analyzer, which sorts particles, at least in part, based on their electrical mobility. Given a population of particles with similar electrical mobilities, the disclosed process can be used to sort particles based on the net charge carried by the particle, and thus, given the relationship between charge and morphology, separate the particles based on their morphology.

  2. Knowledge Translation in Job Development: Strategies for Involving Families

    ERIC Educational Resources Information Center

    Hall, Allison; Bose, Jennifer; Winsor, Jean; Migliore, Alberto

    2014-01-01

    Background: Although United States employment policies have increased support for people with disabilities working in community settings, the unemployment rate for this population remains very high, particularly for people with intellectual or developmental disabilities. Research shows that job developers (direct support professionals who assist…

  3. Faculty Perceptions of Job Rewards and Instructional Development Activities.

    ERIC Educational Resources Information Center

    Cook, Ellen Piel; And Others

    1990-01-01

    This study explored the perceptions of faculty at a large urban university concerning (1) personal and college rewards for job responsibilities, and (2) which programs and incentives to enhance teaching effectiveness would be most attractive to them. The top rated options were institutional recognition of teaching excellence. (Author/MLW)

  4. Separation membrane development

    SciTech Connect

    Lee, M.W.

    1998-08-01

    A ceramic membrane has been developed to separate hydrogen from other gases. The method used is a sol-gel process. A thin layer of dense ceramic material is coated on a coarse ceramic filter substrate. The pore size distribution in the thin layer is controlled by a densification of the coating materials by heat treatment. The membrane has been tested by permeation measurement of the hydrogen and other gases. Selectivity of the membrane has been achieved to separate hydrogen from carbon monoxide. The permeation rate of hydrogen through the ceramic membrane was about 20 times larger than Pd-Ag membrane.

  5. A Longitudinal Analysis of Changes in Job Control and Mental Health.

    PubMed

    Bentley, Rebecca J; Kavanagh, Anne; Krnjacki, Lauren; LaMontagne, Anthony D

    2015-08-15

    Deteriorating job control has been previously shown to predict poor mental health. The impact of improvement in job control on mental health is less well understood, yet it is of policy significance. We used fixed-effects longitudinal regression models to analyze 10 annual waves of data from a large Australian panel survey (2001-2010) to test within-person associations between change in self-reported job control and corresponding change in mental health as measured by the Mental Component Summary score of Short Form 36. We found evidence of a graded relationship; with each quintile increase in job control experienced by an individual, the person's mental health increased. The biggest improvement was a 1.55-point increase in mental health (95% confidence interval: 1.25, 1.84) for people moving from the lowest (worst) quintile of job control to the highest. Separate analyses of each of the component subscales of job control-decision authority and skill discretion-showed results consistent with those of the main analysis; both were significantly associated with mental health in the same direction, with a stronger association for decision authority. We conclude that as people's level of job control increased, so did their mental health, supporting the value of targeting improvements in job control through policy and practice interventions.

  6. An overview of job embeddedness.

    PubMed

    Reitz, O Ed; Anderson, Mary Ann

    2011-01-01

    Nursing turnover in health care organizations is a considerable problem that needs to be reframed within the context of "nurse retention" and "job embeddedness" (JE). A construct from the business literature, JE has been associated with "retention" or "antiwithdrawal." Conversely, turnover encompasses the process of quitting. This distinction is significant. JE represents a mediating construct between various "on-the-job" (organizational) factors, "off-the-job" (community) factors, and employee retention. This article presents an overview of JE including the dimensions, the related concepts of turnover and retention, and associated research. JE may be used to develop specific nurse-retention strategies following careful organizational and community assessment. With the current and looming nursing shortage, perhaps it is time for health care institutions to consider the adaptation of JE tenets.

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

    PubMed Central

    Chien, Wai-Tong; Yick, Sin-Yin

    2016-01-01

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

  8. Organization, Contents and Methods of Adult Vocational Education in Relation to Job Changes and the Acquisition of New Skills in the GDR. Studies in Technical and Vocational Education.

    ERIC Educational Resources Information Center

    Pogodda, Gerhard, Ed.; And Others

    Economic and social policies are at the core of the job development process in the German Democratic Republic. New jobs must be available before the process of transfer of labor is actually initiated by further education and training of the work force. The acceleration of the rate of technological innovation has caused a demand for job change…

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

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

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

  10. Job Search Skills 101: Helping Students Get the Job

    ERIC Educational Resources Information Center

    Pucillo, John M.

    2011-01-01

    Technology education can contribute a great deal to preparing students for good employment opportunities. Still, most educators, students, and parents realize that employers are looking for a wide variety of skills in their employees, and education in technology subjects alone is not enough to ensure a good job after graduation. Technology…

  11. Jobs in Recreation and Hospitality. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

    This booklet describes jobs in recreation and hospitality in the following chapter classifications: serving people in cities and communities; helping people enjoy natural resources; helping people enjoy cultural resources; and helping people enjoy trips and travel. For each occupation, duties are outlined and working conditions discussed.…

  12. Jobs for Florida's Graduates Needs To Correct Start-Up Problems To Meet Statutory Goals. OPPAGA Status Report.

    ERIC Educational Resources Information Center

    Florida State Legislature, Tallahassee. Office of Program Policy Analysis and Government Accountability.

    A review of the annual report of Jobs for America's Graduates, Inc., regarding the activities of the Jobs for Florida's Graduates Program, concluded that the program had not met its goals. It does not appear that the program will meet its statutory outcome goals of an 82 percent student graduation rate and a 70-75 percent employment rate, and the…

  13. Identifying the factors that affect the job satisfaction of early career Notre Dame graduate physiotherapists.

    PubMed

    Bacopanos, Eleni; Edgar, Susan

    2016-01-18

    Objective Previous studies have highlighted the short career intentions and high attrition rates of physiotherapists from the profession. The aim of the present study was to examine the job satisfaction and attrition rates of early career physiotherapists graduating from one Western Australian university.Methods A self-administered online survey was conducted of 157 Notre Dame physiotherapy graduates (2006-2012), incorporating a job satisfaction rating scale.Results Results showed that lowered job satisfaction was related to working in the cardiorespiratory area of physiotherapy and working in multiple jobs since graduation. The majority of graduates did not predict a long-term career in physiotherapy, highlighting a lack of career progression and limited scope of practice as influential factors.Conclusions Job satisfaction in early career physiotherapists varies across different clinical areas of practice related to several factors, including challenge and flexibility. New roles in the profession, including extended scope roles, may impact on the future job satisfaction of physiotherapists. Further studies are needed to explore the effect of these roles on workforce trends, including attrition rates.What is known about the topic? Physiotherapists predict careers of 10 years or less on entry into the profession. No previous studies have explored the individual factors influencing job satisfaction in early career physiotherapists across different clinical settings.What does this paper add? This study highlights specific factors influencing the job satisfaction of early career physiotherapists, including clinical area of practice. Physiotherapists working in the cardiorespiratory area were less satisfied, as were physiotherapists undertaking multiple positions since graduation.What are the implications for practitioners? This study informs employers and workforce planners on the factors affecting job satisfaction in early career physiotherapists. In addition

  14. Workplace stress, job satisfaction, job performance, and turnover intention of health care workers in rural Taiwan.

    PubMed

    Chao, Ming-Che; Jou, Rong-Chang; Liao, Cing-Chu; Kuo, Chung-Wei

    2015-03-01

    Workplace stress (WS) has been found to affect job satisfaction (JS), performance, and turnover intentions (TIs) in developed countries, but there is little evidence from other countries and especially rural areas. In rural Taiwan, especially, there is an insufficient health care workforce, and the situation is getting worse. To demonstrate the relationship, we used a cross-sectional structured questionnaire, and data from 344 licensed professionals in 1 rural regional hospital were analyzed using the structural equation model. The results showed that WS had a positive effect on both TI and job performance (JP) but a negative effect on satisfaction. JS did improve performance. For the staff with an external locus of control, stress affected JP and satisfaction significantly. For the staff with lower perceived job characteristics, JS affected performance significantly. The strategies to decrease stress relating to work load, role conflict, family factors, and working environment should be focused and implemented urgently to lower the turnover rate of health care workers in rural Taiwan.

  15. Green jobs and a strong middle class.

    PubMed

    Podesta, John D

    2009-01-01

    Green jobs are critical to building a strong middle class, and millions of green jobs can be created through energy efficiency. The models already exist for this work, but we need sustained investment to bring them to scale.

  16. Sports Jobs Shine for Olympic Summer.

    ERIC Educational Resources Information Center

    Mariani, Matthew

    1995-01-01

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

  17. Stresses, coping mechanisms and job satisfaction in general practitioner registrars.

    PubMed Central

    Chambers, R; Wall, D; Campbell, I

    1996-01-01

    BACKGROUND: There is concern about the morale of general practitioner registrars. There may be stress-provoking factors that could be avoided or minimized. AIMS: The aims of the study were to assess the sources of stress and job satisfaction of general practitioner registrars, to compare registrars' job satisfaction with that of established principals using a recently published survey and to identify registrars' usual responses to stress. METHOD: A postal questionnaire survey was sent to all 143 general practitioner registrars in the West Midlands Region. The main measures were: self-rating scales of stresses associated with work and training; the Warr, Cook and Wall job satisfaction scale; and self-reported responses to stress. RESULTS: A total of 118 (83%) general practitioner registrars responded. The most potent sources of stress were family-job conflict, working for the Membership of the Royal College of General Practitioners, patients' unrealistic expectations and disruption of social life. Registrars practised good coping responses to stress. Registrars in this study had significantly greater job satisfaction than general practitioner principals in a 1993 survey for three out of 10 items measured (responsibility given, hours of work and the job as a whole) and significantly worse scores for three items (recognition for good work, rate of pay and variety of work). CONCLUSIONS: Registrars have additional stresses to those of established principals because they need to study for examinations, learn new tasks in general practice and carry out their service commitments at a stage in life when many are newly married or have a young family. Training in stress management for general practitioner registrars is recommended. PMID:8983252

  18. Today's Grim Jobs Report

    ERIC Educational Resources Information Center

    Fogg, Neeta P.; Harrington, Paul E.

    2010-01-01

    June 2009 is seen by many as the end of the Great Recession. Strong growth in GDP following massive monetary and fiscal responses to the collapse in housing and financial markets meant that the economy was on the mend. Yet a year later, 1.1 million "fewer" people are working, and the unemployment rate is stuck at 9.5%. Worse still, more than one…

  19. The role of job-related rewards in retirement planning.

    PubMed

    Kosloski, K; Ekerdt, D; DeViney, S

    2001-05-01

    The authors used data from the first wave of the Health and Retirement Study ( F. Juster and R. Suzman 1995) to evaluate whether certain job-related gratifications might reduce retirement planning. Three definitions of retirement planning were evaluated and then regressed separately on a set of variables that included 3 types of job-related satisfactions (intrinsic gratification, positive social relations, and ascendance in the workplace) and 7 covariates: education, age, sex, health, marital status, race, and pension eligibility. Findings indicated that jobs high in ascendance were related to an increase in certain types of retirement planning, but jobs high in intrinsic rewards and positive social relations were related to less planning, regardless of how planning was defined. The findings suggest that information about work-related rewards may be useful in targeting individuals who might benefit from retirement planning programs, in developing planning programs to help workers realize more complex retirement plans, and in assisting employers who hope to retain older workers.

  20. Development of Job-Based Reading Tests

    DTIC Science & Technology

    1982-11-01

    representing the four types of Army job reading tasks identified in prior research (Locating Job Information in an Index , in Tables and Graphs,DD re I= 3 E...categories of Army job reading tasks established in prior research: Locating Job Information in an Index , in Tables and Graphs, and in Narrative Descriptions...as the index of general reading ability. This decision was based on a known correlation of approximately 0.80 between FA and the Metropolitan Reading

  1. Jam-Resistant Cutters For Emergency Separation

    NASA Technical Reports Server (NTRS)

    Ordonez, Arturo C.; Yee, Ronald N.

    1990-01-01

    Pyrotechnic emergency-separation system includes shaped explosive charges that sever pair of hinges. System ensures reliable opening of escape hatch. Two pairs of cutters provided for each hinge so if one pair of cutters fails, other completes job. Pressure of explosions vented to prevent charge holders from fragmenting and forming sharp edges around open hatch. Exit slide deployed without tearing. Before detonation L-shaped retainers bear on hinge. After denonation, retainers fold outward to facilitate egress of severed hinges.

  2. 29 CFR 1604.3 - Separate lines of progression and seniority systems.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... Section 1604.3 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION...) It is an unlawful employment practice to classify a job as “male” or “female” or to maintain separate... employee unless sex is a bona fide occupational qualification for that job. Accordingly,...

  3. 29 CFR 1604.3 - Separate lines of progression and seniority systems.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... Section 1604.3 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION...) It is an unlawful employment practice to classify a job as “male” or “female” or to maintain separate... employee unless sex is a bona fide occupational qualification for that job. Accordingly,...

  4. Job Prospects for Nuclear Engineers.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1987-01-01

    Discusses trends in job opportunities for nuclear engineers. Lists some of the factors influencing increases and decreases in the demand for nuclear engineers. Describes the effects on career opportunities from recent nuclear accidents, military research and development, and projected increases of demand for electricity. (TW)

  5. A grid job monitoring system

    SciTech Connect

    Dumitrescu, Catalin; Nowack, Andreas; Padhi, Sanjay; Sarkar, Subir; /INFN, Pisa /Pisa, Scuola Normale Superiore

    2010-01-01

    This paper presents a web-based Job Monitoring framework for individual Grid sites that allows users to follow in detail their jobs in quasi-real time. The framework consists of several independent components: (a) a set of sensors that run on the site CE and worker nodes and update a database, (b) a simple yet extensible web services framework and (c) an Ajax powered web interface having a look-and-feel and control similar to a desktop application. The monitoring framework supports LSF, Condor and PBS-like batch systems. This is one of the first monitoring systems where an X.509 authenticated web interface can be seamlessly accessed by both end-users and site administrators. While a site administrator has access to all the possible information, a user can only view the jobs for the Virtual Organizations (VO) he/she is a part of. The monitoring framework design supports several possible deployment scenarios. For a site running a supported batch system, the system may be deployed as a whole, or existing site sensors can be adapted and reused with the web services components. A site may even prefer to build the web server independently and choose to use only the Ajax powered web interface. Finally, the system is being used to monitor a glideinWMS instance. This broadens the scope significantly, allowing it to monitor jobs over multiple sites.

  6. A Grid job monitoring system

    NASA Astrophysics Data System (ADS)

    Dumitrescu, Catalin; Nowack, Andreas; Padhi, Sanjay; Sarkar, Subir

    2010-04-01

    This paper presents a web-based Job Monitoring framework for individual Grid sites that allows users to follow in detail their jobs in quasi-real time. The framework consists of several independent components : (a) a set of sensors that run on the site CE and worker nodes and update a database, (b) a simple yet extensible web services framework and (c) an Ajax powered web interface having a look-and-feel and control similar to a desktop application. The monitoring framework supports LSF, Condor and PBS-like batch systems. This is one of the first monitoring systems where an X.509 authenticated web interface can be seamlessly accessed by both end-users and site administrators. While a site administrator has access to all the possible information, a user can only view the jobs for the Virtual Organizations (VO) he/she is a part of. The monitoring framework design supports several possible deployment scenarios. For a site running a supported batch system, the system may be deployed as a whole, or existing site sensors can be adapted and reused with the web services components. A site may even prefer to build the web server independently and choose to use only the Ajax powered web interface. Finally, the system is being used to monitor a glideinWMS instance. This broadens the scope significantly, allowing it to monitor jobs over multiple sites.

  7. Job Briefs. Career Education Guide.

    ERIC Educational Resources Information Center

    Dependents Schools (DOD), Washington, DC. European Area.

    The document contains 288 one-page job descriptions based on 1973 information for the following 11 career clusters: automotive technology, business/clerical/sales, computer technology, electricity/electronics, graphic communications, health/cosmetology, agriculture/conservation, artistic/literary/music, mechanical/transportation/construction,…

  8. Job Placement Center. Final Report.

    ERIC Educational Resources Information Center

    Cava, Karen

    Objectives of the second-year project described in this report were (1) to conduct a series of one-day workshops on job searching skills for at least 400 high school students and recent graduates; (2) to test interested students and match individual abilities and interests with available employment; (3) to contact at least 600 potential employers;…

  9. The Trend toward Retirement Jobs

    ERIC Educational Resources Information Center

    Buddy, Juanita Warren

    2008-01-01

    Many library media specialists are deciding to return to the workplace after retiring from full-time employment. This article focuses on general information about the trend of retirees acquiring retirement jobs, how and why retired library media specialists return to work, their perceptions of challenges facing library media programs, and advice…

  10. Emotional Intelligence and Job Satisfaction

    NASA Astrophysics Data System (ADS)

    Hosseinian, Simin; Yazdi, Seyedeh-Monavar; Zahraie, Shaghayegh; Fathi-Ashtiani, Ali

    This study aims to investigate the effect of training some aspects of Emotional Intelligence (EI) on job satisfaction and productivity of employees. The results can help organizations to realize human capabilities and the way to improve them by paying more attention to psychological issues. We used a quasi-experimental method using a pre-test and a post-test designed with control group and a four-month follow-up. Study population consists of employees of Marine Installations and Construction Company. Considering variables like age, education and job rank, we selected 28 employees who earned the lowest score for EI. They were then randomly assigned to experimental and control groups. Each employee got job satisfaction and productivity questionnaires and their managers were given employee evaluation questionnaire. Then some aspects of EI were taught to the experimental group once a week for 10 sessions. Four months later, both groups were evaluated by managers. The results show that education did not increase employees` job satisfaction nor did it improve managers` evaluation. However, employees` productivity score after training sessions and managers` evaluation improved in the long run. The results reveal that training EI by further controlling the above-mentioned variables is effective and essential to improve human resources.

  11. JOB HORIZONS FOR COLLEGE WOMEN.

    ERIC Educational Resources Information Center

    BARSKY, LILLIAN; TERLIN, ROSE

    DETAILED INFORMATION IS PROVIDED ON A VARIETY OF PROFESSIONS FOR WOMEN. EDUCATIONAL REQUIREMENTS, JOB OPPORTUNITIES AND RESPONSIBILITIES, ESTIMATED SALARIES, AND OPPORTUNITIES FOR ADVANCEMENT ARE DISCUSSED IN SUCH OCCUPATIONS AS ACCOUNTANT, HOME ECONOMIST, ENGINEER, OCCUPATIONAL THERAPIST, NURSE, SCIENTIST, REAL ESTATE AGENT AND BROKER,…

  12. Harvesting "Green-Collar" Jobs

    ERIC Educational Resources Information Center

    Roach, Ronald

    2009-01-01

    Emerging in recent years from the need for increased energy efficiency and conservation, greater reduction of greenhouse gas emissions, and stepped-up action to clean the environment, green jobs have arisen as a distinct employment sector within the U.S. and around the world. While social and political activists have taken the lead to make sure…

  13. Does Job Loss Shorten Life?

    ERIC Educational Resources Information Center

    Eliason, Marcus; Storrie, Donald

    2009-01-01

    This paper examines the impact of job loss on overall and cause-specific mortality. Using linked employer-employee data, we identified the workers displaced due to all establishment closures in Sweden in 1987 and 1988. Hence, we have extended the case study approach, which has dominated the plant closure literature. The overall mortality risk…

  14. Job Prospects for Electrical Engineers.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1986-01-01

    Discusses the career outlook for electrical/electronics engineers. Explains that the number of bachelor degree graduates continues to rise, along with average starting salaries. Reveals that although the availability of jobs in the computer industry is leveling off, prospects in the robotics and telecommunication fields are growing. (TW)

  15. Job Prospects for Metallurgical Engineering.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1985-01-01

    Job prospects in mining, metal-extraction, steel, and refining industries are depressed, but technological discoveries are opening up new fields for metallurgical engineers. Enrollment/employment opportunities and salaries in these areas are discussed a well as the roles of foreign competition, plastics applications, and ceramics research and…

  16. Energy War Is Generating Jobs

    ERIC Educational Resources Information Center

    Fiester, Kenneth

    1977-01-01

    Describes various energy-related projects and legislation, with new job estimates, to improve or design buildings and methods to reduce the annual growth in energy consumption by reducing gasoline consumption, cutting oil imports, increasing coal production, insulating buildings, and installing solar energy devices. (MF)

  17. Inside a Nontraditional Jobs Exploration.

    ERIC Educational Resources Information Center

    Campbell, Elizabeth H.

    1979-01-01

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

  18. Guide to Jobs and Energy.

    ERIC Educational Resources Information Center

    Grossman, Richard; Daneker, Gail

    This document is a review of the work being done in the area of energy and the economy. The authors believe that increased energy efficiency, plus transition to a solar economy, can actually lead to a more stable economy and to more jobs than the large-scale system scenario, which corporate energy interests, many industrialists, and some…

  19. Learning on the Job. Symposium.

    ERIC Educational Resources Information Center

    2002

    This document contains two papers from a symposium on learning on the job. "Professional Crisis Workers: Impact of Repeated Exposure to Human Pain and Destructiveness" (Lynn Atkinson-Tovar) examines the following topics: (1) the secondary and vicarious traumatic stress disorder that affects many professional crisis workers who are…

  20. Job Change: A Practitioner's View.

    ERIC Educational Resources Information Center

    Lenz, Janet G.; Reardon, Robert C.

    1990-01-01

    Suggests ways that career counselors can use Loughead and Black's "job change thermostat" in working with clients. Program and policy issues include service delivery settings, crisis-oriented versus long-term client needs, individual versus group approaches, staff competence, and availability of resources. (34 references) (SK)

  1. Job Prospects for Chemical Engineers.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1985-01-01

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

  2. Job Prospects for Petroleum Engineers.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1988-01-01

    Describes petroleum engineering as one area in industry where job opportunities are few but where the worst of the declines has been seen. Discusses the causes of the decline. Lists several areas where petroleum engineers have found alternatives including environmental projects, water supply projects, and computer applications. (CW)

  3. Conducting the Job Task Analysis.

    ERIC Educational Resources Information Center

    Burkhart, Jennifer

    This guide, which is intended for project directors, coordinators, and other professional staff involved in developing and delivering workplace education programs, explains the process of conducting a job task analysis to create customized curricula to meet the workplace education students' needs. After a brief discussion of the rationale for…

  4. 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…

  5. Teachers' Collective Efficacy, Job Satisfaction, and Job Stress in Cross-Cultural Context

    ERIC Educational Resources Information Center

    Klassen, Robert M.; Usher, Ellen L.; Bong, Mimi

    2010-01-01

    This study examines how teachers' collective efficacy (TCE), job stress, and the cultural dimension of collectivism are associated with job satisfaction for 500 teachers from Canada, Korea (South Korea or Republic of Korea), and the United States. Multigroup path analysis revealed that TCE predicted job satisfaction across settings. Job stress was…

  6. Do School Counselors Matter? Mattering as a Moderator between Job Stress and Job Satisfaction

    ERIC Educational Resources Information Center

    Rayle, Andrea Dixon

    2006-01-01

    The relationships of perceived mattering to others, job-related stress, and job satisfaction were examined for 388 elementary, middle, and high school counselors from across the United States. Participants completed the School Counselor Mattering Scale, the School Counselor Job-Stress Assessment, and several job satisfaction questions in order to…

  7. Principals' Self-Efficacy: Relations with Job Autonomy, Job Satisfaction, and Contextual Constraints

    ERIC Educational Resources Information Center

    Federici, Roger A.

    2013-01-01

    The purpose of the present study was to explore relations between principals' self-efficacy, perceived job autonomy, job satisfaction, and perceived contextual constraints to autonomy. Principal self-efficacy was measured by a multidimensional scale called the Norwegian Principal Self-Efficacy Scale. Job autonomy, job satisfaction, and contextual…

  8. Administrative Staff Members' Job Competency and Their Job Satisfaction in a Korean Research University

    ERIC Educational Resources Information Center

    Jung, Jisun; Shin, Jung Cheol

    2015-01-01

    The purpose of this study is to explore the impact of administrative staff's job competency on their job satisfaction in a Korean research university. We conceptualized job satisfaction into three subcomponents: satisfaction in the job field, in the workplace, and with the actual task. In the regression analysis, we included demographics, inner…

  9. Barriers and Supports in the Job Search: Preliminary Findings from a Survey of Older Job Seekers.

    ERIC Educational Resources Information Center

    Daum, Menachem; And Others

    The older job seeker faces both external and internal barriers in finding employment. External barriers include such economic and societal obstacles as age discrimination, rapid technological changes and the shifting demands of the job market. Internal barriers include diminishing job seeking motivation and limited job seeking skills. A conceptual…

  10. New Jobs, Old Occupational Stereotypes: Gender and Jobs in the New Economy

    ERIC Educational Resources Information Center

    Miller, Linda; Hayward, Rowena

    2006-01-01

    This paper reports data from a questionnaire-based UK study that examined occupational sex-role stereotypes, perceived occupational gender segregation, job knowledge and job preferences of male and female pupils aged 14-18 for 23 jobs. Data were collected from 508 pupils in total. Both boys and girls perceived the majority of the jobs as being…

  11. Elementary Resource Room Teachers' Job Stress and Job Satisfaction in Taoyuan County, Taiwan

    ERIC Educational Resources Information Center

    Cheng, Yuan-Wen; Ren, Lillian

    2010-01-01

    Background: Job satisfaction and job stress have been shown to be consistently related in a range of school education studies. The purpose of this research was to investigate how well the job satisfaction of resource room teachers in Taiwan may be predicted through an understanding of their job stress and demographic characteristics. Method: A…

  12. 20 CFR 655.121 - Job orders.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false Job orders. 655.121 Section 655.121 Employees... United States (H-2A Workers) Prefiling Procedures § 655.121 Job orders. (a) Area of intended employment... job order, Form ETA-790, to the SWA serving the area of intended employment for intrastate...

  13. 46 CFR Sec. 7 - Job order numbering.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 46 Shipping 8 2013-10-01 2013-10-01 false Job order numbering. Sec. 7 Section 7 Shipping MARITIME... REPAIRS UNDER NATIONAL SHIPPING AUTHORITY MASTER LUMP SUM REPAIR CONTRACT-NSA-LUMPSUMREP Sec. 7 Job order numbering. (a) The NSA-LUMPSUMREP Contract number shall be inserted in every job order and supplemental...

  14. 32 CFR 1656.12 - Job reassignment.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 32 National Defense 6 2014-07-01 2014-07-01 false Job reassignment. 1656.12 Section 1656.12... SERVICE § 1656.12 Job reassignment. (a) Grounds for Reassignment. The Director may reassign an ASW whenever the Director determines that: (1) The job assignment violates the ASW's religious, moral...

  15. 32 CFR 1656.12 - Job reassignment.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 32 National Defense 6 2010-07-01 2010-07-01 false Job reassignment. 1656.12 Section 1656.12... SERVICE § 1656.12 Job reassignment. (a) Grounds for Reassignment. The Director may reassign an ASW whenever the Director determines that: (1) The job assignment violates the ASW's religious, moral...

  16. 20 CFR 653.102 - Job information.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false Job information. 653.102 Section 653.102... SERVICE SYSTEM Services for Migrant and Seasonal Farmworkers (MSFWs) § 653.102 Job information. All State agencies shall make job order information conspicuous and available to MSFWs in all local offices....

  17. 20 CFR 655.121 - Job orders.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Job orders. 655.121 Section 655.121 Employees... United States (H-2A Workers) Prefiling Procedures § 655.121 Job orders. (a) Area of intended employment... job order, Form ETA-790, to the SWA serving the area of intended employment for intrastate...

  18. 46 CFR Sec. 7 - Job order numbering.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 46 Shipping 8 2010-10-01 2010-10-01 false Job order numbering. Sec. 7 Section 7 Shipping MARITIME... REPAIRS UNDER NATIONAL SHIPPING AUTHORITY MASTER LUMP SUM REPAIR CONTRACT-NSA-LUMPSUMREP Sec. 7 Job order numbering. (a) The NSA-LUMPSUMREP Contract number shall be inserted in every job order and supplemental...

  19. 46 CFR Sec. 7 - Job order numbering.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 46 Shipping 8 2012-10-01 2012-10-01 false Job order numbering. Sec. 7 Section 7 Shipping MARITIME... REPAIRS UNDER NATIONAL SHIPPING AUTHORITY MASTER LUMP SUM REPAIR CONTRACT-NSA-LUMPSUMREP Sec. 7 Job order numbering. (a) The NSA-LUMPSUMREP Contract number shall be inserted in every job order and supplemental...

  20. 46 CFR Sec. 7 - Job order numbering.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 46 Shipping 8 2011-10-01 2011-10-01 false Job order numbering. Sec. 7 Section 7 Shipping MARITIME... REPAIRS UNDER NATIONAL SHIPPING AUTHORITY MASTER LUMP SUM REPAIR CONTRACT-NSA-LUMPSUMREP Sec. 7 Job order numbering. (a) The NSA-LUMPSUMREP Contract number shall be inserted in every job order and supplemental...

  1. 20 CFR 653.102 - Job information.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Job information. 653.102 Section 653.102... SERVICE SYSTEM Services for Migrant and Seasonal Farmworkers (MSFWs) § 653.102 Job information. All State agencies shall make job order information conspicuous and available to MSFWs in all local offices....

  2. Show Them You Really Want the Job

    ERIC Educational Resources Information Center

    Perlmutter, David D.

    2012-01-01

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

  3. 32 CFR 1656.12 - Job reassignment.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 32 National Defense 6 2011-07-01 2011-07-01 false Job reassignment. 1656.12 Section 1656.12... SERVICE § 1656.12 Job reassignment. (a) Grounds for Reassignment. The Director may reassign an ASW whenever the Director determines that: (1) The job assignment violates the ASW's religious, moral...

  4. A New Perspective on Job Lock

    ERIC Educational Resources Information Center

    Huysse-Gaytandjieva, Anna; Groot, Wim; Pavlova, Milena

    2013-01-01

    This paper analyses the situation when employees fail to adapt to overall job dissatisfaction. By combining the existing knowledge in economics on job lock and in psychology on employees' feeling of being "stuck" at work, the paper explains why some employees fail to adapt when dissatisfied with their job. Thus, the paper aims to expand…

  5. 20 CFR 653.102 - Job information.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Job information. 653.102 Section 653.102... SERVICE SYSTEM Services for Migrant and Seasonal Farmworkers (MSFWs) § 653.102 Job information. All State agencies shall make job order information conspicuous and available to MSFWs in all local offices....

  6. 32 CFR 1656.12 - Job reassignment.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 32 National Defense 6 2013-07-01 2013-07-01 false Job reassignment. 1656.12 Section 1656.12... SERVICE § 1656.12 Job reassignment. (a) Grounds for Reassignment. The Director may reassign an ASW whenever the Director determines that: (1) The job assignment violates the ASW's religious, moral...

  7. 20 CFR 653.102 - Job information.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 3 2014-04-01 2014-04-01 false Job information. 653.102 Section 653.102... SERVICE SYSTEM Services for Migrant and Seasonal Farmworkers (MSFWs) § 653.102 Job information. All State agencies shall make job order information conspicuous and available to MSFWs in all local offices....

  8. 20 CFR 655.121 - Job orders.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Job orders. 655.121 Section 655.121 Employees... United States (H-2A Workers) Prefiling Procedures § 655.121 Job orders. (a) Area of intended employment... job order, Form ETA-790, to the SWA serving the area of intended employment for intrastate...

  9. 20 CFR 653.102 - Job information.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job information. 653.102 Section 653.102... SERVICE SYSTEM Services for Migrant and Seasonal Farmworkers (MSFWs) § 653.102 Job information. All State agencies shall make job order information conspicuous and available to MSFWs in all local offices....

  10. 20 CFR 655.121 - Job orders.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job orders. 655.121 Section 655.121 Employees... United States (H-2A Workers) Prefiling Procedures § 655.121 Job orders. (a) Area of intended employment... job order, Form ETA-790, to the SWA serving the area of intended employment for intrastate...

  11. 46 CFR Sec. 7 - Job order numbering.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 46 Shipping 8 2014-10-01 2014-10-01 false Job order numbering. Sec. 7 Section 7 Shipping MARITIME... REPAIRS UNDER NATIONAL SHIPPING AUTHORITY MASTER LUMP SUM REPAIR CONTRACT-NSA-LUMPSUMREP Sec. 7 Job order numbering. (a) The NSA-LUMPSUMREP Contract number shall be inserted in every job order and supplemental...

  12. 32 CFR 1656.12 - Job reassignment.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 32 National Defense 6 2012-07-01 2012-07-01 false Job reassignment. 1656.12 Section 1656.12... SERVICE § 1656.12 Job reassignment. (a) Grounds for Reassignment. The Director may reassign an ASW whenever the Director determines that: (1) The job assignment violates the ASW's religious, moral...

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

    ERIC Educational Resources Information Center

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

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

  14. Selective Recruiting: College Characteristics and Job Outcomes.

    ERIC Educational Resources Information Center

    Colarelli, Stephen M.; And Others

    Although institutions of higher education differ widely, little is known about the effects of different college characteristics on early career outcomes. A study was conducted to examine the relationships among nine college characteristics and job offers, employment status, job attitudes, and job performance of recent college graduates. College…

  15. Working Vacations: Jobs in Tourism and Leisure

    ERIC Educational Resources Information Center

    Torpey, Elka Maria

    2011-01-01

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

  16. Happy Days: "SLJ's" Job Satisfaction Survey

    ERIC Educational Resources Information Center

    Kenney, Brian

    2009-01-01

    "School Library Journal's" ("SLJ's") Job Satisfaction Survey, conducted online in spring 2008, asked school and public librarians about their salaries, pay raises, and opportunities for advancement; level of job satisfaction; major causes of dissatisfaction; on-the-job challenges; and how well they were prepared for their positions, among other…

  17. Job Satisfaction and Dissatisfaction Among Journalism Graduates

    ERIC Educational Resources Information Center

    Shaver, Harold C.

    1978-01-01

    A survey of the degree of job satisfaction felt by 404 news/editorial and advertising graduates indicates that journalism graduates develop satisfaction and dissatisfaction with jobs in a manner usually consistent with Frederick Herzberg's motivation-hygiene theory of job satisfaction. (GW)

  18. Assertiveness Training for Job-Seeking Skills

    ERIC Educational Resources Information Center

    Ball, Patricia G.; McLoughlin, Mary Ellen

    1977-01-01

    Assertiveness Training for Job-Seeking Skills includes skill development in initiating the job search; arranging actual interviews; preparing a resume; articulating strengths, weaknesses, and career objectives; responding assertively in interviews; asking appropriate questions; accepting or rejecting job offers; confronting discrimination;…

  19. Administrator Job Satisfaction in Higher Education

    ERIC Educational Resources Information Center

    Howard-Baldwin, Tonia; Celik, Bekir; Kraska, Marie

    2012-01-01

    The purpose of the study was to investigate the job satisfaction of men and women administrators in higher education in a four-year university in the southeast. In addition, the study examined whether there was a relationship between gender and overall job satisfaction, work climate, and job structure. Data were collected in the spring of 2009. …

  20. Job Sharing in the Public Sector.

    ERIC Educational Resources Information Center

    Olmsted, Barney; And Others

    Job sharing is defined as "two people sharing the responsibilities of one full-time position with salary and benefits prorated"; the concept focuses on positions usually offered only as full-time jobs, often in professional and managerial categories. This book presents an overview of current job sharing and permanent part-time employment…

  1. Administrator Job Satisfaction in Higher Education

    ERIC Educational Resources Information Center

    Howard Baldwin, Tonia Toinette

    2009-01-01

    The purpose of the study was to investigate the job satisfaction of men and women administrators in higher education in four-year public institutions in Alabama. In addition, the study examined whether there was a relationship between gender and overall job satisfaction, work climate, and job structure. In conducting the study, the researcher…

  2. Job Satisfaction and Race Among Military Enlistees.

    DTIC Science & Technology

    1987-06-01

    and life satisfaction may be directly, as well as reciprocally related. (see Figure 1.1). This diagram indicates that life satisfaction is determined...scope variables : autonom.x, skill variety, feed- back from the job, task identity, and task significance, as well as life satisfaction . The existence...The Measurement of job satisfaction ...................... 13 3. Relationship between job satisfaction and life satisfaction

  3. Job Search: A Review of the Literature.

    ERIC Educational Resources Information Center

    Mangum, Stephen L.

    This review focuses on what the literature can tell about the appropriate content and conduct of a job search training program. The chapters correspond to the four bodies of literature concerning job searches that were reviewed. The chapter on the theoretical literature of the scholarly journals examines the basic model of job search, trade-off…

  4. Conceptualizing On-the-Job Learning Styles

    ERIC Educational Resources Information Center

    Berings, Marjolein G. M. C.; Poell, Rob F.; Simons, P. Robert-Jan

    2005-01-01

    The broad aims of this study are to gain insight into employees' on-the-job learning activities to help them improve their on-the-job learning. The authors define on-the-job learning styles and operationalize the concept to include both mental and overt learning styles and both interpersonal and intrapersonal learning styles. Organizations and…

  5. Community Jobs Outcomes Assessment & Program Evaluation.

    ERIC Educational Resources Information Center

    Case, Annette; Burchfield, Erin; Sommers, Paul

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

  6. Education and the Determinants of Job Satisfaction

    ERIC Educational Resources Information Center

    Vila, Luis E.; Garcia-Mora, Belen

    2005-01-01

    Using a representative sample of Spanish individuals, we explore the effects of workers' education on self-assessed satisfaction with diverse specific aspects of their jobs. We find that the effects of education level on job satisfaction differ, both in size and direction, according to the aspect of the job considered, especially after controlling…

  7. Expressing Emotion in Electronic Job Cover Letters

    ERIC Educational Resources Information Center

    DeKay, Sam H.

    2006-01-01

    Increasingly, employers require job seekers to submit their applications electronically. However, while most job seekers may be familiar with email and other modern communication technologies, they often wonder about the rhetorical strategies to be used in their messages. This article describes a case study of a job applicant to identify the…

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

    ERIC Educational Resources Information Center

    Van Hoye, Greet; Saks, Alan M.

    2008-01-01

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

  9. Prediction of Supported Employment Placements by Job Developers.

    ERIC Educational Resources Information Center

    Culver, Jill Blair; And Others

    1990-01-01

    The study attempted to identify activities performed by 47 job developers that positively or negatively influenced job placement. Variance in job placement was influenced by marketing activities, available job development time, use of specific client assessment procedures, frequency of use of trial job placements, and gender of the job developers.…

  10. Multiple Predictors and Criteria of Job Search Success

    ERIC Educational Resources Information Center

    Saks, Alan M.

    2006-01-01

    The purpose of this study was to examine the combined and differential effects of five job search behaviors (informal sources, formal sources, preparatory search intensity, active search intensity, job search effort) on five criteria of job search success (job interviews, job offers, employment status, person-job fit, and person-organization fit)…

  11. Job-Seeking and Job-Acquisition in High School Students

    ERIC Educational Resources Information Center

    Creed, Peter A.; Doherty, Fiona; O'Callaghan, Frances

    2008-01-01

    We surveyed 225 Year 9 and 10 students at T1 regarding their attitude, social norms, control, experience, plans and intentions to find a part-time job while at school. Of these, 149 did not have a job and were surveyed again four months later about their job-seeking and job outcomes (104 responded at T2). Job-seeking intentions at T1 were…

  12. Job Loss and Infrastructure Job Creation Spending During the Recession

    DTIC Science & Technology

    2010-05-26

    MONITOR’S REPORT NUMBER(S) 12. DISTRIBUTION /AVAILABILITY STATEMENT Approved for public release; distribution unlimited 13. SUPPLEMENTARY NOTES 14...Depression period. (See CRS Report R41017, Job Creation Programs of the Great Depression: the WPA and the CCC.) To mitigate all but one recession since the...interrelationships between industries in the production process, showing how the dollar value of a sale is distributed across industries at a particular point in

  13. Job satisfaction of rural public and home health nurses.

    PubMed

    Juhl, N; Dunkin, J W; Stratton, T; Geller, J; Ludtke, R

    1993-03-01

    Based on Vroom's expectancy theory, this study was conducted to identify differences in job satisfaction between nurses working in public health settings, and staff nurses and administrators working in both settings. Questionnaires containing an adaptation of a job satisfaction scale were mailed to all 258 registered nurses practicing in public health and home health settings (response rate 57%) in a rural midwestern state. Respondents were asked to rate their satisfaction with various dimensions of their jobs, as well as how important each aspect was to them. Although both groups of nurses reported low satisfaction with salary, public health nurses were significantly less satisfied with their salaries than were home health nurses (F = 32.96, P < or = 0.001); home health nurses, however, were significantly less satisfied with benefits/rewards (F = 11.85, P < or = 0.001), task requirements (F = 8.37, P < or = 0.05), and professional status (F = 5.30, P < or = 0.05). Although administrators did not differ significantly from staff nurses on job satisfaction, they did perceive organizational climate (F = 4.50, P < or = 0.05) to be an important feature of satisfaction. These differences may be partially explained by divergent salaries, roles, and responsibilities between public health and home health nurses.

  14. Moderating effects of nurses' organizational support on the relationship between job satisfaction and organizational commitment.

    PubMed

    Chang, Ching-Sheng

    2015-06-01

    The aim was to investigate whether job satisfaction enhances organizational commitment among nursing personnel while exploring whether organizational support perception has a moderating effect on the relationship between their job satisfaction and organizational commitment. A cross-sectional survey was sent to 400 nurses; 386 valid questionnaires were collected, with a valid response rate of 96.5%. According to the research findings, nurses' job satisfaction has a positive and significant influence on organizational commitment. Results also indicated that the moderating effect of nurses' organizational support perception on the relationship between their job satisfaction and organizational commitment was stronger for high organizational support perception than it was for low organizational support perception. This study suggests that organizational support perception will develop a sense of belonging, and this will help improve nurses' job satisfaction and organizational commitment. This kind of relationship is rarely discussed in the research literature, and it can be applied for human resources management of nursing staff.

  15. Scheduling job shop - A case study

    NASA Astrophysics Data System (ADS)

    Abas, M.; Abbas, A.; Khan, W. A.

    2016-08-01

    The scheduling in job shop is important for efficient utilization of machines in the manufacturing industry. There are number of algorithms available for scheduling of jobs which depend on machines tools, indirect consumables and jobs which are to be processed. In this paper a case study is presented for scheduling of jobs when parts are treated on available machines. Through time and motion study setup time and operation time are measured as total processing time for variety of products having different manufacturing processes. Based on due dates different level of priority are assigned to the jobs and the jobs are scheduled on the basis of priority. In view of the measured processing time, the times for processing of some new jobs are estimated and for efficient utilization of the machines available an algorithm is proposed and validated.

  16. Job Superscheduler Architecture and Performance in Computational Grid Environments

    NASA Technical Reports Server (NTRS)

    Shan, Hongzhang; Oliker, Leonid; Biswas, Rupak

    2003-01-01

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

  17. Parallel job scheduling policies to improve fairness : a case study.

    SciTech Connect

    Leung, Vitus Joseph; Sabin, Gerald; Sadayappan, Ponnuswamy

    2008-02-01

    Balancing fairness, user performance, and system performance is a critical concern when developing and installing parallel schedulers. Sandia uses a customized scheduler to manage many of their parallel machines. A primary function of the scheduler is to ensure that the machines have good utilization and that users are treated in a 'fair' manner. A separate compute process allocator (CPA) ensures that the jobs on the machines are not too fragmented in order to maximize throughput. Until recently, there has been no established technique to measure the fairness of parallel job schedulers. This paper introduces a 'hybrid' fairness metric that is similar to recently proposed metrics. The metric uses the Sandia version of a 'fairshare' queuing priority as the basis for fairness. The hybrid fairness metric is used to evaluate a Sandia workload. Using these results, multiple scheduling strategies are introduced to improve performance while satisfying user and system performance constraints.

  18. Who Seeks Job Resources, and Who Avoids Job Demands? The Link Between Dark Personality Traits and Job Crafting.

    PubMed

    Roczniewska, Marta; Bakker, Arnold B

    2016-10-08

    Although job crafting has been linked repeatedly to positive employee and organizational outcomes, its detrimental side has not been well explored. To understand the way dark personality traits affect the type of crafting in which employees engage, this research focuses on two frameworks: the PEN (psychopathy, extraversion, and neuroticism) framework and the Dark Triad (narcissism, psychopathy, and Machiavellianism). In Study 1, we collected data on the PEN traits and job crafting from 155 individuals in various occupations. We found that neuroticism was negatively related to seeking structural job resources, whereas psychoticism was negatively related to seeking social job resources. We also found that extraversion was positively related to seeking structural and social job resources and to seeking challenging job demands. In Study 2, we examined how the Dark Triad traits predicted job crafting among police officers (N = 135). The results showed that narcissism was positively related to seeking social job resources and challenges, whereas psychopathy was negatively related to seeking social resources. Age and narcissism were positive predictors of reducing job demands. We conclude that personality plays an important role when choosing how to craft one's job. We discuss the practical implications of these findings.

  19. Who Suffers During Recessions? Economic Downturns, Job Loss, and Cardiovascular Disease in Older Americans

    PubMed Central

    Noelke, Clemens; Avendano, Mauricio

    2015-01-01

    Job loss in the years before retirement has been found to increase risk of cardiovascular disease (CVD), but some studies suggest that CVD mortality among older workers declines during recessions. We hypothesized that recessionary labor market conditions were associated with reduced CVD risk among persons who did not experience job loss and increased CVD risk among persons who lost their jobs. In our analyses, we used longitudinal, nationally representative data from Americans 50 years of age or older who were enrolled in the Health and Retirement Study and surveyed every 2 years from 1992 to 2010 about their employment status and whether they had experienced a stroke or myocardial infarction. To measure local labor market conditions, Health and Retirement Study data were linked to county unemployment rates. Among workers who experienced job loss, recessionary labor market conditions at the time of job loss were associated with a significantly higher CVD risk (hazard ratio = 2.54, 95% confidence interval: 1.39, 4.65). In contrast, among workers who did not experience job loss, recessionary labor market conditions were associated with a lower CVD risk (hazard ratio = 0.50, 95% confidence interval: 0.31, 0.78). These results suggest that recessions might be protective in the absence of job loss but hazardous in the presence of job loss. PMID:26476283

  20. Training for solar jobs: a follow-up of California CETA programs and their graduates

    SciTech Connect

    Burns, B.A.; Mason, B.; Mikasa, G.Y.

    1980-09-01

    This study assessed solar training offered by CETA-funded programs and labor market experiences of program graduates. The initial research was restricted to programs within California, because the state is involved in a variety of solar-related activities, including development of jobs and training programs in solar energy. Interviews were conducted with 12 CETA solar training programs and graduates in 1979, in cooperation with California's SolarCal Office. Information on graduates includes demographics, educational and work experience, satisfaction with solar training, types of jobs found, wage levels, and job tenure. Program information includes length, types of training, and the number and kinds of solar systems installed. Results show that major program problems were: limited funding; shortages of trained instructors; insufficient staff; need for local employment information; need for a better defined role for unions; and pressures for high placement rates. The curricula involved general skills, skills specific to solar technologies, and basic job behavior and skills. The training involved both classroom and hands-on experience and was mainly tailored to participants and the local job market. Successful placement of program participants was relatively high; over half the initial job placements involved solar energy. Solar jobs appeared to pay more than nonsolar jobs. Participants generally felt that their training had prepared them adequately for their current work.

  1. Nurses wanted Is the job too harsh or is the wage too low?

    PubMed

    Di Tommaso, M L; Strøm, S; Saether, E M

    2009-05-01

    When entering the job market, nurses choose among different kind of jobs. Each of these jobs is characterized by wage, sector (primary care or hospital) and shift (daytime work or shift). This paper estimates a multi-sector-job-type random utility model of labor supply on data for Norwegian registered nurses (RNs) in 2000. The empirical model implies that labor supply is rather inelastic; 10% increase in the wage rates for all nurses is estimated to yield 3.3% increase in overall labor supply. This modest response shadows for much stronger inter-job-type responses. Our approach differs from previous studies in two ways: First, to our knowledge, it is the first time that a model of labor supply for nurses is estimated taking explicitly into account the choices that RN's have regarding work place and type of job. Second, it differs from previous studies with respect to the measurement of the compensations for different types of work. So far, it has been focused on wage differentials. But there are more attributes of a job than the wage. Based on the estimated random utility model we therefore calculate the expected value of compensation that makes a utility maximizing agent indifferent between types of jobs, here between shift work and daytime work. It turns out that Norwegian nurses working shifts may be willing to work shift relative to daytime work for a lower wage than the current one.

  2. Perceived Control and Psychological Contract Breach as Explanations of the Relationships Between Job Insecurity, Job Strain and Coping Reactions: Towards a Theoretical Integration.

    PubMed

    Vander Elst, Tinne; De Cuyper, Nele; Baillien, Elfi; Niesen, Wendy; De Witte, Hans

    2016-04-01

    This study aims to further knowledge on the mechanisms through which job insecurity is related to negative outcomes. Based on appraisal theory, two explanations-perceived control and psychological contract breach-were theoretically integrated in a comprehensive model and simultaneously examined as mediators of the job insecurity-outcome relationship. Different categories of outcomes were considered, namely work-related (i.e. vigour and need for recovery) and general strain (i.e. mental and physical health complaints), as well as psychological (i.e. job satisfaction and organizational commitment) and behavioural coping reactions (i.e. self-rated performance and innovative work behaviour). The hypotheses were tested using data of a heterogeneous sample of 2413 Flemish employees by means of both single and multiple mediator structural equation modelling analyses (bootstrapping method). Particularly, psychological contract breach accounted for the relationship between job insecurity and strain. Both perceived control and psychological contract breach mediated the relationships between job insecurity and psychological coping reactions, although the indirect effects were larger for psychological contract breach. Finally, perceived control was more important than psychological contract breach in mediating the relationships between job insecurity and behavioural coping reactions. This study meets previous calls for a theoretical integration regarding mediators of the job insecurity-outcome relationship.

  3. Chemotactic separation of enzymes.

    PubMed

    Dey, Krishna Kanti; Das, Sambeeta; Poyton, Matthew F; Sengupta, Samudra; Butler, Peter J; Cremer, Paul S; Sen, Ayusman

    2014-12-23

    We demonstrate a procedure for the separation of enzymes based on their chemotactic response toward an imposed substrate concentration gradient. The separation is observed within a two-inlet, five-outlet microfluidic network, designed to allow mixtures of active (ones that catalyze substrate turnover) and inactive (ones that do not catalyze substrate turnover) enzymes, labeled with different fluorophores, to flow through one of the inlets. Substrate solution prepared in phosphate buffer was introduced through the other inlet of the device at the same flow rate. The steady-state concentration profiles of the enzymes were obtained at specific positions within the outlets of the microchannel using fluorescence microscopy. In the presence of a substrate concentration gradient, active enzyme molecules migrated preferentially toward the substrate channel. The excess migration of the active enzyme molecules was quantified in terms of an enrichment coefficient. Experiments were carried out with different pairs of enzymes. Coupling the physics of laminar flow of liquid and molecular diffusion, multiphysics simulations were carried out to estimate the extent of the chemotactic separation. Our results show that, with appropriate microfluidic arrangement, molecular chemotaxis leads to spontaneous separation of active enzyme molecules from their inactive counterparts of similar charge and size.

  4. Nursing Jobs in Nursing Homes

    ERIC Educational Resources Information Center

    Torpey, Elka Maria

    2011-01-01

    The need for practical nurses who focus on caring for older people is growing. According to the U.S. Census Bureau, the number of people ages 65 and older is expected to increase from 40 million to 72 million between 2010 and 2030. And the U.S. Bureau of Labor Statistics (BLS) projects that this increasing population will result in job growth for…

  5. Designing high-performance jobs.

    PubMed

    Simons, Robert

    2005-01-01

    Tales of great strategies derailed by poor execution are all too common. That's because some organizations are designed to fail. For a company to achieve its potential, each employee's supply of organizational resources should equal the demand, and the same balance must apply to every business unit and to the company as a whole. To carry out his or her job, each employee has to know the answers to four basic questions: What resources do I control to accomplish my tasks? What measures will be used to evaluate my performance? Who do I need to interact with and influence to achieve my goals? And how much support can I expect when I reach out to others for help? The questions correspond to what the author calls the four basic spans of a job-control, accountability, influence, and support. Each span can be adjusted so that it is narrow or wide or somewhere in between. If you get the settings right, you can design a job in which a talented individual can successfully execute on your company's strategy. If you get the settings wrong, it will be difficult for an employee to be effective. The first step is to set the span of control to reflect the resources allocated to each position and unit that plays an important role in delivering customer value. This setting, like the others, is determined by how the business creates value for customers and differentiates its products and services. Next, you can dial in different levels of entrepreneurial behavior and creative tension by widening or narrowing spans of accountability and influence. Finally, you must adjust the span of support to ensure that the job or unit will get the informal help it needs.

  6. Wind Energy Workforce Development & Jobs

    SciTech Connect

    Tegen, Suzanne

    2016-11-08

    The United States needs a skilled and qualified wind energy workforce to produce domestic clean power. To assist with wind energy workforce development, the U.S. Department of Energy (DOE) and National Renewable Energy Laboratory are engaged with several efforts.This presentation by Suzanne Tegen describes these efforts, including a wind industry survey, DOE's Wind Career Map, the DOE Wind Vision report, and an in-depth discussion of the Jobs & Economic Development Impacts Model.

  7. The origins of Better Jobs Better Care.

    PubMed

    Stone, Robyn I; Dawson, Steven L

    2008-07-01

    Better Jobs Better Care was the nation's largest single initiative created to reduce the high vacancy and turnover rates of direct care workers and improve workforce quality through both policy and practice changes. In this article, we describe the important role and key characteristics of direct care workers, what motivated the unique partnership between a provider association and a direct care worker advocacy organization to create this initiative, and how the initiative was designed to respond to the key challenges through applied research and demonstration projects. We conclude by discussing how BJBC has influenced providers, policy makers, and direct care workers to think about these frontline caregivers, who are the crux of the long-term care workforce.

  8. Continuous magnetic separator and process

    DOEpatents

    Oder, Robin R.; Jamison, Russell E.

    2008-04-22

    A continuous magnetic separator and process for separating a slurry comprising magnetic particles into a clarified stream and a thickened stream. The separator has a container with a slurry inlet, an overflow outlet for the discharge of the clarified slurry stream, and an underflow outlet for the discharge of a thickened slurry stream. Magnetic particles in the slurry are attracted to, and slide down, magnetic rods within the container. The slurry is thus separated into magnetic concentrate and clarified slurry. Flow control means can be used to control the ratio of the rate of magnetic concentrate to the rate of clarified slurry. Feed control means can be used to control the rate of slurry feed to the slurry inlet.

  9. Job satisfaction, job stress and psychosomatic health problems in software professionals in India.

    PubMed

    Madhura, Sahukar; Subramanya, Pailoor; Balaram, Pradhan

    2014-01-01

    This questionnaire based study investigates correlation between job satisfaction, job stress and psychosomatic health in Indian software professionals. Also, examines how yoga practicing Indian software professionals cope up with stress and psychosomatic health problems. The sample consisted of yoga practicing and non-yoga practicing Indian software professionals working in India. The findings of this study have shown that there is significant correlation among job satisfaction, job stress and health. In Yoga practitioners job satisfaction is not significantly related to Psychosomatic health whereas in non-yoga group Psychosomatic Health symptoms showed significant relationship with Job satisfaction.

  10. Job satisfaction, job stress and psychosomatic health problems in software professionals in India

    PubMed Central

    Madhura, Sahukar; Subramanya, Pailoor; Balaram, Pradhan

    2014-01-01

    This questionnaire based study investigates correlation between job satisfaction, job stress and psychosomatic health in Indian software professionals. Also, examines how yoga practicing Indian software professionals cope up with stress and psychosomatic health problems. The sample consisted of yoga practicing and non-yoga practicing Indian software professionals working in India. The findings of this study have shown that there is significant correlation among job satisfaction, job stress and health. In Yoga practitioners job satisfaction is not significantly related to Psychosomatic health whereas in non-yoga group Psychosomatic Health symptoms showed significant relationship with Job satisfaction. PMID:25598623

  11. Confirmatory Analytic Tests of Three Causal Models Relating Job Perceptions to Job Satisfaction.

    DTIC Science & Technology

    1984-12-01

    Perceptions ~Job SatisfactionD I~i- Confirmatory Analysi s Precognitive Postcognitive L ft A e S T R A f T I ( C O n" " n ," , V fV f f vv r e # d o i t c e...in the causal order, and job perceptions and job satisfaction are reciprocally related; (b) a precognitive -recursive model in which job perceptions...occur after job satisfaction in the causal order and are effects but not causes of job satisfaction; and (c) a precognitive DD FOR 1473 EDITION 01O NOV

  12. Shoulder separation - aftercare

    MedlinePlus

    Separated shoulder - aftercare; Acromioclavicular joint separation - aftercare; A/C separation - aftercare ... Most shoulder separation injuries are caused by falling onto the shoulder. This causes a tear in the tissue that connects the ...

  13. Job Characteristics Variables, The Relationship of Job Variables to Job Satisfaction, Organizational Climate, and Perceived Productivity.

    DTIC Science & Technology

    1981-06-01

    of the most influential theories of job enrich- ment has been the motivator-hygiene theory introduced by Frederick Herzberg in 1959 ( Herzberg , Mausner...work sim- plification (e.g., Argyris,1964; Blauner,1964; Herzberg , Mausner, and Snyderman,1959). In brief it has been shown that simple, routine...the work place was becoming more evident. Frederick W. Taylor is credited with the formula- tion of the "Scientific Management" movement, although the

  14. Core Self-Evaluations and Job and Life Satisfaction: The Mediating and Moderated Mediating Role of Job Insecurity.

    PubMed

    Hsieh, Hui-Hsien; Huang, Jie-Tsuen

    2017-04-03

    This study examined the mediating role of job insecurity in the relationship between core self-evaluations (CSE) and job satisfaction, while also investigating the moderating role of job insecurity in the mediated relationship between CSE and life satisfaction via job satisfaction. Survey data were collected from a sample of 346 full-time employees in Taiwan. We found that job insecurity partially mediated the CSE-job satisfaction relationship. Moreover, we found that job insecurity moderated not only the relationship between CSE and job satisfaction but also the mediated relationship between CSE and life satisfaction via job satisfaction. Specifically, both the CSE-job satisfaction relationship and the CSE-job satisfaction-life satisfaction relationship became stronger when job insecurity was low. Our results emphasize the importance of raising employees' CSE, which is beneficial not only for diminishing their perceptions of job insecurity, but also for boosting their job and life satisfaction. Practical implications and directions for future research are discussed.

  15. Job characteristics and burnout: The moderating roles of emotional intelligence, motivation and pay among bank employees.

    PubMed

    Salami, Samuel O; Ajitoni, Sunday O

    2016-10-01

    This study investigated the prediction of burnout from job characteristics, emotional intelligence, motivation and pay among bank employees. It also examined the interactions of emotional intelligence, motivation, pay and job characteristics in the prediction of burnout. Data obtained from 230 (Males = 127, Females = 103) bank employees were analysed using Pearson's Product Moment Correlation and multiple regression analysis. Results showed that theses variables jointly and separately negatively predicted burnout components. The results further indicated that emotional intelligence, motivation and pay separately interacted with some job characteristic components to negatively predict some burnout components. The findings imply that emotional intelligence, motivation and pay could be considered by counsellors when designing interventions to reduce burnout among bank employees.

  16. Brief Report: Vocational Outcomes for Young Adults with Autism Spectrum Disorders at Six Months after Virtual Reality Job Interview Training

    ERIC Educational Resources Information Center

    Smith, Matthew J.; Fleming, Michael F.; Wright, Michael A.; Losh, Molly; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D.

    2015-01-01

    Young adults with high-functioning autism spectrum disorder (ASD) have low employment rates and job interviewing presents a critical barrier to employment for them. Results from a prior randomized controlled efficacy trial suggested virtual reality job interview training (VR-JIT) improved interviewing skills among trainees with ASD, but not…

  17. Purpose and Meaning in Life and Job Satisfaction Among the Aged.

    PubMed

    Lee, Jaywon; Cho, Dongjoon; Suh, Yu Jin

    2017-01-01

    This study investigates the relationship between purpose and meaning in life and job satisfaction among the aged. This issue is quite timely since there has been an increase in the employment rate of senior citizens in Asian countries due to the insufficient working-age population. We survey 228 seniors who are older than 55 years in South Korea. Our results suggest that purpose and meaning in life are highly associated with overall job satisfaction among the aged. We also find that vocation mediates the relationship between purpose and meaning in life and job satisfaction.

  18. Improving compensation policy for hazardous jobs: the equity approach

    SciTech Connect

    Farid, M.I.; Lirtzman, S.

    1990-12-01

    Effective strategies for policies on hazard compensation should account for how workers perceive job hazards, form their subsequent demands for wage premiums, and the extent to which they are willing to make trade-offs between wage levels and perceived job hazards. This paper applied the equity model to explain this trade-off among a sample of chemical workers in Egyptian industry. An asymptotic relationship seems to fit the data. At low to medium levels of hazard, the hazard-compensation trade-off ratio appears equal to one. Above this level, the relationship seems to show an increasing function, that is, fair compensation demand is increasing at a higher rate than the rate of change in the hazard. However, at a very high hazard workers expressed their preference for safety improvement over additional financial reward. Implications for American management and industry are discussed.

  19. Improving compensation policy for hazardous jobs: the equity approach.

    PubMed

    Farid, M I; Lirtzman, S

    1990-12-01

    Effective strategies for policies on hazard compensation should account for how workers perceive job hazards, form their subsequent demands for wage premiums, and the extent to which they are willing to make trade-offs between wage levels and perceived job hazards. This paper applied the equity model to explain this trade-off among a sample of chemical workers in Egyptian industry. An asymptotic relationship seems to fit the data. At low to medium levels of hazard, the hazard-compensation trade-off ratio appears equal to one. Above this level, the relationship seems to show an increasing function, that is, fair compensation demand is increasing at a higher rate than the rate of change in the hazard. However, at a very high hazard workers expressed their preference for safety improvement over additional financial reward. Implications for American management and industry are discussed.

  20. Job stress strengthens the link between metabolic risk factors and renal dysfunction in adult men.

    PubMed

    Tsurugano, Shinobu; Nakao, Mutsuhiro; Takeuchi, Takeaki; Nomura, Kyoko; Yano, Eiji

    2012-01-01

    Chronic kidney disease (CKD) is an important risk factor for cardiovascular disease. The metabolic risk factors obesity, hypertension, diabetes, and dyslipidemia are closely associated with renal dysfunction. As psychosocial stress affects these risk factors, here, we examined relationships between metabolic risk factors and renal function, and their association with job stress. The participants were 1,231 Japanese male office workers attending annual health examinations. The estimated glomerular filtration rate (eGFR) was determined using the equation recommended by the Japanese Society for Nephrology: eGFR (mL/min/1.73 m(2)) = 194 × age(-0.287) × Cr(-1.094). Job stress was measured using the Job Content Questionnaire based on the job demand-control model. The job strain index equaled the job demand scores divided by the job control scores. The participants were classified into four ordinal groups of job strain index, based on previous studies (i.e., ≤ 0.4 the lowest, 0.4-0.5 lower, 0.5-0.6 higher, or ≥ 0.6 the highest). A significant correlation was found between lowered eGFR and each of the metabolic risk factors waist circumference, systolic and diastolic blood pressure, and total cholesterol (p < 0.001). Furthermore, job stress had an interactive effect on the relationships between eGFR and systolic and diastolic blood pressure, and triglycerides, depending on the job strain index (highest vs. lowest) (p < 0.05). The highly stressed workers exhibited a close association of eGFR with metabolic risk factors like hypertension and dyslipidemia. Therefore, intensive management may be important for preventing the progression of renal dysfunction and cardiovascular complications in those experiencing stress.