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Sample records for job separation rates

  1. 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...

  2. 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...

  3. 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...

  4. 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...

  5. 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...

  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. PMID:26348698

  7. 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.

  8. Jobs with the Highest Suicide Rates

    MedlinePlus

    ... page: https://medlineplus.gov/news/fullstory_159646.html Jobs With the Highest Suicide Rates Farmers, fishermen and foresters have more than 5 times the average odds, CDC says To use the sharing features on this page, please enable JavaScript. (*this ...

  9. 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…

  10. 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...

  11. Political Skill as Neutralizer of Felt Accountability-Job Tension Effects on Job Performance Ratings: A Longitudinal Investigation

    ERIC Educational Resources Information Center

    Hochwarter, Wayne A.; Ferris, Gerald R.; Gavin, Mark B.; Perrewe, Pamela L.; Hall, Angela T.; Frink, Dwight D.

    2007-01-01

    This study examined the effects of felt accountability, political skill, and job tension on job performance ratings. Specifically, we hypothesized that felt accountability would lead to higher (lower) job performance ratings when coupled with high (low) levels of political skill, and that these relationships would be mediated by job tension. Data…

  12. Can Raters with Reduced Job Descriptive Information Provide Accurate Position Analysis Questionnaire (PAQ) Ratings?

    ERIC Educational Resources Information Center

    Friedman, Lee; Harvey, Robert J.

    1986-01-01

    Job-naive raters provided with job descriptive information made Position Analysis Questionnaire (PAQ) ratings which were validated against ratings of job analysts who were also job content experts. None of the reduced job descriptive information conditions enabled job-naive raters to obtain either acceptable levels of convergent validity with…

  13. Investigation of Bias in Job Evaluation Ratings of Comparable Worth Study Participants.

    ERIC Educational Resources Information Center

    Mount, Michael K.; Ellis, Rebecca A.

    1987-01-01

    Investigated the effects of knowledge of current pay levels and perceived job gender on subsequent job evaluations. Confirmed the hypothesis that jobs with high pay levels would receive higher evaluations than jobs with low pay levels. Found evidence of a pro-female bias in the job evaluation ratings of 53 job evaluators. (Author/ABB)

  14. 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,…

  15. Ratings of Job Performance of Georgia Correctional Officers.

    ERIC Educational Resources Information Center

    Nosin, Jerome Alan

    Expansion and modification of a 27-item Delphi derived form for assessing campus police performance resulted in a 43-item form to measure job performance of correctional officers in the Georgia Department of Corrections. The self-rating scale, with a reliability coefficient of .995 (n=120) was subjected to factor analysis and varimax rotation and…

  16. Expert ratings of job demand and job control as predictors of injury and musculoskeletal disorder risk in a manufacturing cohort

    PubMed Central

    Cantley, Linda F; Tessier-Sherman, Baylah; Slade, Martin D; Galusha, Deron; Cullen, Mark R

    2016-01-01

    Objective To examine associations between workplace injury and musculoskeletal disorder (MSD) risk and expert ratings of job-level psychosocial demand and job control, adjusting for job-level physical demand. Methods Among a cohort of 9260 aluminium manufacturing workers in jobs for which expert ratings of job-level physical and psychological demand and control were obtained during the 2 years following rating obtainment, multivariate mixed effects models were used to estimate relative risk (RR) of minor injury and minor MSD, serious injury and MSD, minor MSD only and serious MSD only by tertile of demand and control, adjusting for physical demand as well as other recognised risk factors. Results Compared with workers in jobs rated as having low psychological demand, workers in jobs with high psychological demand had 49% greater risk of serious injury and serious MSD requiring medical treatment, work restrictions or lost work time (RR=1.49; 95% CI 1.10 to 2.01). Workers in jobs rated as having low control displayed increased risk for minor injury and minor MSD (RR=1.45; 95% CI 1.12 to 1.87) compared with those in jobs rated as having high control. Conclusions Using expert ratings of job-level exposures, this study provides evidence that psychological job demand and job control contribute independently to injury and MSD risk in a blue-collar manufacturing cohort, and emphasises the importance of monitoring psychosocial workplace exposures in addition to physical workplace exposures to promote worker health and safety. PMID:26163544

  17. 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...

  18. 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...

  19. 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...

  20. 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.

  1. Attribute Ratings and Profiles of the Job Elements of the Position Analysis Questionnaire (PAQ).

    ERIC Educational Resources Information Center

    Marquardt, Lloyd D.; McCormick, Ernest J.

    The primary purpose of this study was to obtain estimates of the human attribute requirements of the job elements of the Position Analysis Questionnaire (PAQ). A secondary purpose was to explore the reliability of job-related ratings as a function of the number of raters. A taxonomy of 76 human attributes was used and ratings of the relevance of…

  2. 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

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

    PubMed

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

    2016-01-01

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

  4. The nurse work environment, job satisfaction and turnover rates in rural and urban nursing units

    PubMed Central

    BAERNHOLDT, MARIANNE; MARK, BARBARA A.

    2013-01-01

    Aim The aim of the present study was to determine whether there are differences in hospital characteristics, nursing unit characteristics, the nurse work environment, job satisfaction and turnover rates in rural and urban nursing units. Background Research in urban hospitals has found an association between the nurse work environment and job satisfaction and turnover rates, but this association has not been examined in rural hospitals. Method Rural and urban nursing units were compared in a national random sample of 97 United States hospitals (194 nursing units) with between 99 and 450 beds. Results Significant differences were found between hospital and nursing unit characteristics and the nurse work environment in rural and urban nursing units. Both nursing unit characteristics and the work environment were found to have a significant influence on nurse job satisfaction and turnover rates. Conclusion Job satisfaction and turnover rates in rural and urban nursing units are associated with both nursing unit characteristics and the work environment. Implications for nursing management Both rural and urban hospitals can improve nurse job satisfaction and turnover rates by changing unit characteristics, such as creating better support services and a work environment that supports autonomous nursing practice. Rural hospitals can also improve the work environment by providing nurses with more educational opportunities. PMID:19941573

  5. Job Gains Strong in 1987; Unemployment Rate Declines.

    ERIC Educational Resources Information Center

    Ulmer, Mark G.; Howe, Wayne J.

    1988-01-01

    The authors discuss changes in the labor market during 1987, including a drop in the unemployment rate to 5.9 percent. Figures are broken down by industry and information is provided on hours of work and civilian employment. They also feature a comparison of employment figures from 1913 and 1987, with a breakdown of types of work. (CH)

  6. 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.…

  7. Job Evaluation: Pay Equity Problem or Solution?

    ERIC Educational Resources Information Center

    Mecham, Robert C.

    It has been hypothesized that current methods of determining pay rates value the characteristics of jobs held primarily by men differently than the characteristics of jobs held primarily by women, resulting in lower earnings for women. A policy capturing approach using numerically rated job characteristics (PAQ data) was applied separately to the…

  8. APS workers job requirements associated with elder abuse rates.

    PubMed

    Daly, Jeanette M; Jogerst, Gerald J; Haigh, Kellie M; Leeney, Jennifer L; Dawson, Jeffrey D

    2005-01-01

    The purpose of this paper is to evaluate the relationship of required educational background of APS workers to the 1999 rates of domestic elder abuse. Data were obtained from APS related statutes and regulations and questions to the National Center for Elder Abuse list serve. Descriptive statistics and independent sample t-tests were used for analyses. Those states whose legislations required a social work degree for APS caseworkers did have higher elder abuse investigation rates. A lower substantiation ratio was found for those states requiring a social work degree or license. These findings suggest that social work education may lead to an emphasis on investigation and interventions and de-emphasis on the criminal aspects of elder abuse evaluation substantiations.

  9. Reducing job insecurity and increasing performance ratings: does impression management matter?

    PubMed

    Huang, Guo-hua; Zhao, Helen Hailin; Niu, Xiong-ying; Ashford, Susan J; Lee, Cynthia

    2013-09-01

    Prior research on job insecurity has demonstrated its detrimental effects on both employees and the organization, yet no research has detailed how people actively deal with it. Drawing from proactivity research, this article argues that job insecurity prompts a proactive use of impression management tactics in the workplace. The effectiveness of these tactics depends on the level of supervisory liking for the employee and the attributions supervisors make regarding the employee's motives for the impression management behaviors (i.e., for the good of the organization or for self-interest). A 3-wave survey study of 271 Chinese employees and their supervisors showed that employees experiencing job insecurity in Time 1 reported using a variety of tactics to impress their supervisors at Time 2 and that these tactics curbed the affect associated with job insecurity and enhanced supervisor rated performance, through supervisor's liking and attributed motives. The relationship between impression management and increased supervisor-rated performance was moderated by supervisor attributions; the relationship between impression management and reduced affective job insecurity depended on supervisor liking. PMID:23731028

  10. Supervisor Ratings and the Perceived Importance of Engineering Job Performance Criteria. Working Paper No. 1974-03.

    ERIC Educational Resources Information Center

    Muchinsky, Paul M.

    A sample of 82 engineers and 82 supervisors rated the importance of 10 job performance criteria in relation to the successful performance of the engineer's job. Supervisors also rated the engineer's performance on each of the 10 specific criteria and two global measures. The ratings were intercorrelated and factor analyzed; the extracted factors…

  11. 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…

  12. "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)

  13. 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…

  14. Is there a general factor in ratings of job performance? A meta-analytic framework for disentangling substantive and error influences.

    PubMed

    Viswesvaran, Chockalingam; Schmidt, Frank L; Ones, Deniz S

    2005-01-01

    A database integrating 90 years of empirical studies reporting intercorrelations among rated job performance dimensions was used to test the hypothesis of a general factor in job performance. After controlling for halo error and 3 other sources of measurement error, there remained a general factor in job performance ratings at the construct level accounting for 60% of total variance. Construct-level correlations among rated dimensions of job performance were substantially inflated by halo for both supervisory (33%) and peer (63%) intrarater correlations. These findings have important implications for the measurement of job performance and for theories of job performance.

  15. Separating Spike Count Correlation from Firing Rate Correlation.

    PubMed

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

    2016-05-01

    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.

  16. 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…

  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. PMID:20562509

  18. 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…

  19. Reported vs. Actual Job Search by Unemployment Insurance Claimants.

    ERIC Educational Resources Information Center

    St. Louis, Robert D.; And Others

    1986-01-01

    Compares self-reported job search contacts of unemployment insurance recipients with independently verified job-search contacts. The separate equations estimated for reported and actual job contacts suggest that systematic misreporting may distort the conclusions. Some implications of the findings for reported unemployment rates also are explored.…

  20. The Analysis of Rates of Naval Compensation by the Use of a Structured Job Analysis Procedure.

    ERIC Educational Resources Information Center

    Harris, Alma F.; McCormick, Ernest J.

    The study deals with the experimental application of a structured job analysis procedure to enlisted and officer billets in the Navy, with particular reference to its potential use in relating naval compensation for billet incumbents to compensation for civilian jobs with similar characteristics, and in assessing its utility for allocating naval…

  1. 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)

  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. Effect of food service form on eating rate: meal served in a separated form might lower eating rate.

    PubMed

    Suh, Hyung Joo; Jung, Eun Young

    2016-01-01

    In this study, we investigated the association between food form (mixed vs separated) and eating rate. The experiment used a within-subjects design (n=29, young healthy women with normal weight). Test meals (white rice and side dishes) with the same content and volume were served at lunch in a mixed or separated form. The form in which the food was served had significant effects on consumption volume and eating rate; subjects ate significantly more (p<0.05) when a test meal was served as a mixed form (285 g, 575 kcal) compared to a separated form (244 g, 492 kcal). Moreover, subjects also ate significantly faster (p<0.05) when the test meal was served as a mixed form (22.4 g/min) as compared to a separated form (16.2 g/min). Despite consuming more when the test meal was served as a mixed form than when served as a separated form, the subjects did not feel significantly fuller. In conclusion, we confirmed that meals served in a separated form might lower the eating rate and, moreover, slower eating might be associated with less energy intake, without compromising satiety. PMID:26965766

  4. Separate class true discovery rate degree of association sets for biomarker identification.

    PubMed

    Crager, Michael R; Ahmed, Murat

    2014-01-01

    In 2008, Efron showed that biological features in a high-dimensional study can be divided into classes and a separate false discovery rate (FDR) analysis can be conducted in each class using information from the entire set of features to assess the FDR within each class. We apply this separate class approach to true discovery rate degree of association (TDRDA) set analysis, which is used in clinical-genomic studies to identify sets of biomarkers having strong association with clinical outcome or state while controlling the FDR. Careful choice of classes based on prior information can increase the identification power of the separate class analysis relative to the overall analysis.

  5. The rate of separation of magnetic lines of force in a random magnetic field.

    NASA Technical Reports Server (NTRS)

    Jokipii, J. R.

    1973-01-01

    The mixing of magnetic lines of force, as represented by their rate of separation, as a function of distance along the magnetic field, is considered with emphasis on neighboring lines of force. This effect is particularly important in understanding the transport of charged particles perpendicular to the average magnetic field. The calculation is carried out in the approximation that the separation changes by an amount small compared with the correlation scale normal to the field, in a distance along the field of a few correlation scales. It is found that the rate of separation is very sensitive to the precise form of the power spectrum. Application to the interplanetary and interstellar magnetic fields is discussed, and it is shown that in some cases field lines, much closer together than the correlation scale, separate at a rate which is effectively as rapid as if they were many correlation lengths apart.

  6. 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...

  7. Identifying elements of job satisfaction to improve retention rates in healthcare.

    PubMed

    Lamberth, Becky; Comello, Robert J

    2005-01-01

    According to the American Hospital Association, by the year 2010, the United States will need 1,000,000 qualified nurses to care for patients, an additional 75,000 licensed radiologic technologists, and several other ancillary medical staff employees. A number of health professionals question why there is such a significant shortage--especially considering that many facilities; are implementing cost initiatives and insurance companies are decreasing the length of patient hospital stays. One specific factor may not be fully appreciated: Although the length of stay is decreasing,the acuity level of the patient is increasing. The number and types of available opportunities also contribute to the staffing shortage. Hospitals and healthcare facilities are now working diligently to address the crisis and answer that one very important question: How can they keep employees satisfied and willing commit long-term to the organization? This review focuses on identifying those key variables of job satisfaction that will lead to long-term retention of healthcare workers, including money, work environment, performance feedback, advancement opportunities, group cohesion, and relationships with management. It also discusses the effects of demographic characteristics such as age and gender on job satisfaction.

  8. Job-base conditions in the three-machine flow-shop makespan scheduling problem with separated sequence-independent setup times

    NASA Astrophysics Data System (ADS)

    Nabeshima, I.

    1986-09-01

    The purpose of this paper is to present sufficiently optimal job-base conditions for a specified sequence in the NP-complete three-machine permutation flow-shop makespan scheduling problem with separated sequence-independent setup times, contrary to the machine-base conditions proposed in the previous papers. Those conditions give us a chance to identify an optimal sequence in O (n sub 2) operations especially in the case where no existing machine-base condition can identify an optimal sequence. As a special case, we have similar known results associated with the usual flow-shop case with setup times included.

  9. Rate- and Temperature-Dependent Material Behavior of a Multilayer Polymer Battery Separator

    NASA Astrophysics Data System (ADS)

    Avdeev, Ilya; Martinsen, Michael; Francis, Alex

    2014-01-01

    Designing battery packs for safety in automotive applications requires multiscale modeling, as macroscopic deformations due to impact cause the mechanical failure of individual cells on a sub-millimeter level. The separator material plays a critical role in this process, as the thinning or perforating of the separator can lead to thermal runaway and catastrophic failure of an entire battery pack. The electrochemical properties of various polymer separators have been extensively investigated; however, the dependency of mechanical properties of these thin films on various factors, such as high temperature and strain rate, has not been sufficiently characterized. In this study, the macroscopic mechanical properties of a multilayer polymer thin film used as a battery separator are studied experimentally at various temperatures, strain rates, and solvent saturations. Due to the anisotropy of the material, material testing was conducted in two perpendicular directions (machine and transverse directions). Material samples were tested in both dry and saturated conditions at several temperatures, and it was found that temperature and strain rate have a nearly linear effect on the stress experienced by the material. Additionally, saturating the separator material in a common lithium-ion solvent had softened it and had a positive effect on its toughness. The experimental results obtained in this study can be used to develop mathematical constitutive models of the multilayer separator material for subsequent numerical simulations and design.

  10. 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.

  11. Pink and Blue Collar Jobs: Children's Judgments of Job Status and Job Aspirations in Relation to Sex of Worker.

    ERIC Educational Resources Information Center

    Liben, Lynn S.; Bigler, Rebecca S.; Krogh, Holleen R.

    2001-01-01

    Examined whether 6- and 11-year-olds' beliefs about job status and job interests are affected by gendered nature of jobs. Found that children gave higher status ratings to masculine jobs and expressed greater interest in jobs culturally associated with their own sex. Older children rated novel jobs portrayed with males as having higher status than…

  12. 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…

  13. 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)).

  14. 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.

  15. 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…

  16. A Study of the Significant Factors That Affect the Job Placement Rates of Students Who Have Completed a HERO Program. Year 2 Report.

    ERIC Educational Resources Information Center

    Instructional Development and Evaluation Associates, Inc., Berkeley, MI.

    A three-year study examined the significant factors that affect the job placement rates of students completing a Home Economics Related Occupations (HERO) program. Other purposes of the study were to develop and pilot test a model that could be used to determine factors related to student placement in a variety of vocational education programs and…

  17. 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.

  18. A novel laminated separator with multi functions for high-rate dischargeable lithium-sulfur batteries

    NASA Astrophysics Data System (ADS)

    Cai, Wenlong; Li, Gaoran; He, Fan; Jin, Liming; Liu, Binhong; Li, Zhoupeng

    2015-06-01

    A novel high-rate dischargeable semi-solid Li-S battery without free liquid electrolyte is assembled using a multi-functional separator with a polysulfide shield. The polysulfide shield is composed of Li+-Nafion, polyethylene oxide, and super P carbon. Hierarchical porous carbon is used as a sulfur holder to anchor polysulfide and improve cathode conductivity. Unlike all-solid Li-S batteries, the resultant Li-S battery shows excellent performance in both rate capacity and cycleability. The sulfur lithiation capacity reaches 1330 mAh g-1 at 0.2 C (0.335 A g-1 of S) and 690 mAh g-1 (338 mAh g-1 of electrode materials) at 10 C (16.75 A g-1 of S). The cell with the fabricated separator (SNP/Celgard) showed very low capacity degradation rate of less than 0.1% per cycle at 1 C (a discharge current density of 1.675 A g-1).

  19. [Effects of carrier liquid and flow rate on the separation in gravitational field-flow fractionation].

    PubMed

    Guo, Shuang; Zhu, Chenqi; Gao-Yang, Yaya; Qiu, Bailing; Wu, Di; Liang, Qihui; He, Jiayuan; Han, Nanyin

    2016-02-01

    Gravitational field-flow fractionation is the simplest field-flow fractionation technique in terms of principle and operation. The earth' s gravity is its external field. Different sized particles are injected into a thin channel and carried by carrier fluid. The different velocities of the carrier liquid in different places results in a size-based separation. A gravitational field-flow fractionation (GrFFF) instrument was designed and constructed. Two kinds of polystyrene (PS) particles with different sizes (20 µm and 6 µm) were chosen as model particles. In this work, the separation of the sample was achieved by changing the concentration of NaN3, the percentage of mixed surfactant in the carrier liquid and the flow rate of carrier liquid. Six levels were set for each factor. The effects of these three factors on the retention ratio (R) and plate height (H) of the PS particles were investigated. It was found that R increased and H decreased with increasing particle size. On the other hand, the R and H increased with increasing flow rate. The R and H also increased with increasing NaN3 concentration. The reason was that the electrostatic repulsive force between the particles and the glass channel wall increased. The force allowed the samples approach closer to the channel wall. The results showed that the resolution and retention time can be improved by adjusting the experimental conditions. These results can provide important values to the further applications of GrFFF technique. PMID:27382718

  20. 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

  1. 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

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

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ..., job search and job readiness assistance exist with respect to the work participation rate? 286.105... 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...

  3. 45 CFR 286.105 - What limitations concerning vocational education, job search and job readiness assistance exist...

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ..., job search and job readiness assistance exist with respect to the work participation rate? 286.105... 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...

  4. 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...

  5. 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...

  6. 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…

  7. U-shaped temperature dependence of rate constant of intramolecular photoinduced charge separation in zinc-porphyrin-bridge-quinone compounds.

    PubMed

    Kichigina, Anna O; Ionkin, Vladimir N; Ivanov, Anatoly I

    2013-06-20

    The multichannel stochastic point transition model of photoinduced electron transfer from both a vibrationally unrelaxed and a relaxed states involving the vibrational relaxation in donor-acceptor pairs has been elaborated. The U-shaped temperature dependencies of the rate constants of the intramolecular photoinduced charge separation from both the vibrationally unrelaxed and the relaxed states observed in Zn-porphyrin-bridge-quinone compounds in 2-methyltetrahydrofuran solvent have been reproduced in the framework of the proposed model that accounts for the temperature dependencies of the charge separation free energy gap and the medium reorganization energy. This modeling has allowed uncovering the mechanism of such a variation of the rate constant with the temperature. In the high temperature region, 310-125 K, the charge separation proceeds in the solvent controlled regime and its rate constant decreases with decreasing the temperature mirroring the temperature dependence of the medium relaxation rate. Further lowering the temperature leads to a rise of the reaction free energy gap so that it becomes larger than the medium reorganization energy. In this region the dynamic solvent effect is strongly suppressed and the charge separation rate constant becomes independent from the solvent relaxation rate. Although the medium relaxation rate continues to decrease with decreasing the temperature, the charge separation rate constant starts to rise because the reaction proceeds in the barrierless region.

  8. U-shaped temperature dependence of rate constant of intramolecular photoinduced charge separation in zinc-porphyrin-bridge-quinone compounds.

    PubMed

    Kichigina, Anna O; Ionkin, Vladimir N; Ivanov, Anatoly I

    2013-06-20

    The multichannel stochastic point transition model of photoinduced electron transfer from both a vibrationally unrelaxed and a relaxed states involving the vibrational relaxation in donor-acceptor pairs has been elaborated. The U-shaped temperature dependencies of the rate constants of the intramolecular photoinduced charge separation from both the vibrationally unrelaxed and the relaxed states observed in Zn-porphyrin-bridge-quinone compounds in 2-methyltetrahydrofuran solvent have been reproduced in the framework of the proposed model that accounts for the temperature dependencies of the charge separation free energy gap and the medium reorganization energy. This modeling has allowed uncovering the mechanism of such a variation of the rate constant with the temperature. In the high temperature region, 310-125 K, the charge separation proceeds in the solvent controlled regime and its rate constant decreases with decreasing the temperature mirroring the temperature dependence of the medium relaxation rate. Further lowering the temperature leads to a rise of the reaction free energy gap so that it becomes larger than the medium reorganization energy. In this region the dynamic solvent effect is strongly suppressed and the charge separation rate constant becomes independent from the solvent relaxation rate. Although the medium relaxation rate continues to decrease with decreasing the temperature, the charge separation rate constant starts to rise because the reaction proceeds in the barrierless region. PMID:23721362

  9. 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. PMID:25055387

  10. 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. PMID:27538341

  11. 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.

  12. 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.

  13. 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.

  14. Experimental and Numerical Investigation on the Phase Separation Affected by Cooling Rates and Marangoni Convection in Cu-Cr Alloys

    NASA Astrophysics Data System (ADS)

    Wang, Fei; von Klinski-Wetzel, Katharina; Mukherjee, Rajdip; Nestler, Britta; Heilmaier, Martin

    2015-04-01

    In this work, we study the microstructures upon rapid solidification from the melt which occurs in Cu-Cr electrical contacts after switching operations. As the local cooling rates are difficult to be determined experimentally, we numerically compute the mean radius of Cr-particles from phase separation as a function of the cooling rate by utilizing a convective Cahn-Hilliard model. Based on the computationally derived correlation and on the metallographically observed microstructure, we are able to extract back the local cooling rates during heat treatment. We further examine the effect of Marangoni convection on the phase separation structure in a particularly composed simulation study. We obtain the cooling rate for a given particle size affected by the solutal Marangoni convection.

  15. Job descriptions and job matching.

    PubMed

    Pirie, Susan

    2004-10-01

    As the date for national roll-out and the implementation for Agenda for Change draws near, many of you will be involved in the job matching process. This is designed to measure your job against a national job profile, thus establishing which pay band you will be placed in and so determining your salary.

  16. Job Search Methods: Internet versus Traditional.

    ERIC Educational Resources Information Center

    Kuhn, Peter; Skuterud, Mikal

    2000-01-01

    In 1998, 15 percent of unemployed job seekers used the Internet to seek jobs, as did half of all job seekers with online access from home. Internet search rates exceeded those of traditional methods, but Internet job seekers were more likely to use traditional methods as well. Unemployed blacks and Hispanics used the Internet least in job…

  17. 5 CFR 532.217 - Appropriated fund survey jobs.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

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

  18. 5 CFR 532.225 - Nonappropriated fund survey jobs.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

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

  19. 5 CFR 532.225 - Nonappropriated fund survey jobs.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

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

  20. 5 CFR 532.217 - Appropriated fund survey jobs.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

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

  1. 5 CFR 532.217 - Appropriated fund survey jobs.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Appropriated fund survey jobs. 532.217... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.217 Appropriated fund survey jobs. (a) A lead agency shall survey the following required jobs: Job title Job grade Janitor (Light) 1 Janitor (Heavy)...

  2. 5 CFR 532.225 - Nonappropriated fund survey jobs.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

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

  3. 5 CFR 532.217 - Appropriated fund survey jobs.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

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

  4. 5 CFR 532.225 - Nonappropriated fund survey jobs.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

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

  5. 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…

  6. 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

  7. 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

  8. Job enrichment in job design.

    PubMed

    Bobeng, B J

    1977-03-01

    For optimal operation in labor-intensive industries, such as foodservice, not only scientific management principles but also behavioral aspects (the people) must be considered in designing job content. Three psychologic states--work that is meaningful, responsibility for outcomes, and knowledge of outcomes--are critical in motivating people. These, in turn encompass the core dimensions of skill variety, task identity, task significance, autonomy, and feedback. Job enrichment and job enlargement--related but not identical means of expanding job content--when combined, offer the likelihood of redesigned jobs in the core dimensions. Effective implementation of a job enrichment program hinges on diagnosing problems in the work system, actual changes in the work, and systematic evaluation of the changes. The importance of the contribution of the behavioral sciences to management cannot be neglected.

  9. Separating spatial search and efficiency rates as components of predation risk.

    PubMed

    DeCesare, Nicholas J

    2012-11-22

    Predation risk is an important driver of ecosystems, and local spatial variation in risk can have population-level consequences by affecting multiple components of the predation process. I use resource selection and proportional hazard time-to-event modelling to assess the spatial drivers of two key components of risk--the search rate (i.e. aggregative response) and predation efficiency rate (i.e. functional response)--imposed by wolves (Canis lupus) in a multi-prey system. In my study area, both components of risk increased according to topographic variation, but anthropogenic features affected only the search rate. Predicted models of the cumulative hazard, or risk of a kill, underlying wolf search paths validated well with broad-scale variation in kill rates, suggesting that spatial hazard models provide a means of scaling up from local heterogeneity in predation risk to population-level dynamics in predator-prey systems. Additionally, I estimated an integrated model of relative spatial predation risk as the product of the search and efficiency rates, combining the distinct contributions of spatial heterogeneity to each component of risk. PMID:22977145

  10. Separating spatial search and efficiency rates as components of predation risk.

    PubMed

    DeCesare, Nicholas J

    2012-11-22

    Predation risk is an important driver of ecosystems, and local spatial variation in risk can have population-level consequences by affecting multiple components of the predation process. I use resource selection and proportional hazard time-to-event modelling to assess the spatial drivers of two key components of risk--the search rate (i.e. aggregative response) and predation efficiency rate (i.e. functional response)--imposed by wolves (Canis lupus) in a multi-prey system. In my study area, both components of risk increased according to topographic variation, but anthropogenic features affected only the search rate. Predicted models of the cumulative hazard, or risk of a kill, underlying wolf search paths validated well with broad-scale variation in kill rates, suggesting that spatial hazard models provide a means of scaling up from local heterogeneity in predation risk to population-level dynamics in predator-prey systems. Additionally, I estimated an integrated model of relative spatial predation risk as the product of the search and efficiency rates, combining the distinct contributions of spatial heterogeneity to each component of risk.

  11. Separating spatial search and efficiency rates as components of predation risk

    PubMed Central

    DeCesare, Nicholas J.

    2012-01-01

    Predation risk is an important driver of ecosystems, and local spatial variation in risk can have population-level consequences by affecting multiple components of the predation process. I use resource selection and proportional hazard time-to-event modelling to assess the spatial drivers of two key components of risk—the search rate (i.e. aggregative response) and predation efficiency rate (i.e. functional response)—imposed by wolves (Canis lupus) in a multi-prey system. In my study area, both components of risk increased according to topographic variation, but anthropogenic features affected only the search rate. Predicted models of the cumulative hazard, or risk of a kill, underlying wolf search paths validated well with broad-scale variation in kill rates, suggesting that spatial hazard models provide a means of scaling up from local heterogeneity in predation risk to population-level dynamics in predator–prey systems. Additionally, I estimated an integrated model of relative spatial predation risk as the product of the search and efficiency rates, combining the distinct contributions of spatial heterogeneity to each component of risk. PMID:22977145

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

    PubMed

    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. PMID:24899395

  13. 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. PMID:27302071

  14. 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.

  15. Job Attitudes of Workers with Two Jobs

    ERIC Educational Resources Information Center

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

    2004-01-01

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

  16. Job-Search Assistance: A Review.

    ERIC Educational Resources Information Center

    Wegmann, Robert G.

    1979-01-01

    Job finding is a learnable skill. Many programs emphasizing job search methods and interviewing techniques show a high rate of success in equipping the unemployed with the tools to find work quickly and efficiently. (JAC)

  17. Electrospun Polymer Blend Nanofibers for Tunable Drug Delivery: The Role of Transformative Phase Separation on Controlling the Release Rate.

    PubMed

    Tipduangta, Pratchaya; Belton, Peter; Fábián, László; Wang, Li Ying; Tang, Huiru; Eddleston, Mark; Qi, Sheng

    2016-01-01

    Electrospun fibrous materials have a wide range of biomedical applications, many of them involving the use of polymers as matrices for incorporation of therapeutic agents. The use of polymer blends improves the tuneability of the physicochemical and mechanical properties of the drug loaded fibers. This also benefits the development of controlled drug release formulations, for which the release rate can be modified by altering the ratio of the polymers in the blend. However, to realize these benefits, a clear understanding of the phase behavior of the processed polymer blend is essential. This study reports an in depth investigation of the impact of the electrospinning process on the phase separation of a model partially miscible polymer blend, PVP K90 and HPMCAS, in comparison to other conventional solvent evaporation based processes including film casting and spin coating. The nanoscale stretching and ultrafast solvent removal of electrospinning lead to an enhanced apparent miscibility between the polymers, with the same blends showing micronscale phase separation when processed using film casting and spin coating. Nanoscale phase separation in electrospun blend fibers was confirmed in the dry state. Rapid, layered, macroscale phase separation of the two polymers occurred during the wetting of the fibers. This led to a biphasic drug release profile from the fibers, with a burst release from PVP-rich phases and a slower, more continuous release from HPMCAS-rich phases. It was noted that the model drug, paracetamol, had more favorable partitioning into the PVP-rich phase, which is likely to be a result of greater hydrogen bonding between PVP and paracetamol. This led to higher drug contents in the PVP-rich phases than the HPMCAS-rich phases. By alternating the proportions of the PVP and HPMCAS, the drug release rate can be modulated.

  18. Electrospun Polymer Blend Nanofibers for Tunable Drug Delivery: The Role of Transformative Phase Separation on Controlling the Release Rate.

    PubMed

    Tipduangta, Pratchaya; Belton, Peter; Fábián, László; Wang, Li Ying; Tang, Huiru; Eddleston, Mark; Qi, Sheng

    2016-01-01

    Electrospun fibrous materials have a wide range of biomedical applications, many of them involving the use of polymers as matrices for incorporation of therapeutic agents. The use of polymer blends improves the tuneability of the physicochemical and mechanical properties of the drug loaded fibers. This also benefits the development of controlled drug release formulations, for which the release rate can be modified by altering the ratio of the polymers in the blend. However, to realize these benefits, a clear understanding of the phase behavior of the processed polymer blend is essential. This study reports an in depth investigation of the impact of the electrospinning process on the phase separation of a model partially miscible polymer blend, PVP K90 and HPMCAS, in comparison to other conventional solvent evaporation based processes including film casting and spin coating. The nanoscale stretching and ultrafast solvent removal of electrospinning lead to an enhanced apparent miscibility between the polymers, with the same blends showing micronscale phase separation when processed using film casting and spin coating. Nanoscale phase separation in electrospun blend fibers was confirmed in the dry state. Rapid, layered, macroscale phase separation of the two polymers occurred during the wetting of the fibers. This led to a biphasic drug release profile from the fibers, with a burst release from PVP-rich phases and a slower, more continuous release from HPMCAS-rich phases. It was noted that the model drug, paracetamol, had more favorable partitioning into the PVP-rich phase, which is likely to be a result of greater hydrogen bonding between PVP and paracetamol. This led to higher drug contents in the PVP-rich phases than the HPMCAS-rich phases. By alternating the proportions of the PVP and HPMCAS, the drug release rate can be modulated. PMID:26655957

  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. 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)

  1. An Exploration of the Impact of Employee Job Satisfaction, Affect, Job Performance, and Organizational Financial Performance: A Review of the Literature

    ERIC Educational Resources Information Center

    Reio, Thomas G., Jr.; Kidd, Cathy A.

    2006-01-01

    Extensive research has explored job satisfaction, job performance, and the financial performance of organizations. Job satisfaction and job performance have been explored separately and collectively. However, scholars only have begun to explore the relationship between employee job satisfaction and financial performance of organization. This paper…

  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. 5 CFR 532.315 - Additional survey jobs.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Additional survey jobs. 532.315 Section... RATE SYSTEMS Determining Rates for Principal Types of Positions § 532.315 Additional survey jobs. (a... add to the required survey jobs the specialized survey jobs listed below opposite the industry...

  5. 5 CFR 532.315 - Additional survey jobs.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Additional survey jobs. 532.315 Section... RATE SYSTEMS Determining Rates for Principal Types of Positions § 532.315 Additional survey jobs. (a... add to the required survey jobs the specialized survey jobs listed below opposite the industry...

  6. 5 CFR 532.315 - Additional survey jobs.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Additional survey jobs. 532.315 Section... RATE SYSTEMS Determining Rates for Principal Types of Positions § 532.315 Additional survey jobs. (a... add to the required survey jobs the specialized survey jobs listed below opposite the industry...

  7. 5 CFR 532.315 - Additional survey jobs.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Additional survey jobs. 532.315 Section... RATE SYSTEMS Determining Rates for Principal Types of Positions § 532.315 Additional survey jobs. (a... add to the required survey jobs the specialized survey jobs listed below opposite the industry...

  8. 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.

  9. 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.

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

    PubMed

    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.

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

    PubMed

    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. PMID:27608987

  12. 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…

  13. Job Burnout.

    ERIC Educational Resources Information Center

    Angerer, John M.

    2003-01-01

    Presents an overview of job burnout, discusses the pioneering research and current theories of the burnout construct, along with the history of the main burnout assessment--the Maslach Burnout Inventory. Concludes that an understanding of the interaction between employee and his or her environment is critical for grasping the origin of burnout.…

  14. 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.…

  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)

    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

  16. 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

  17. Person-Environment Congruence and Personality Domains in the Prediction of Job Performance and Work Quality

    ERIC Educational Resources Information Center

    Kieffer, Kevin M.; Schinka, John A.; Curtiss, Glenn

    2004-01-01

    This study examined the contributions of the 5-Factor Model (FFM; P. T. Costa & R. R. McCrae, 1992) and RIASEC (J. L. Holland, 1994) constructs of consistency, differentiation, and person-environment congruence in predicting job performance ratings in a large sample (N = 514) of employees. Hierarchical regression analyses conducted separately by…

  18. Separating soil CO2 efflux into C-pool-specific decay rates via inverse analysis of soil incubation data.

    PubMed

    Schädel, Christina; Luo, Yiqi; David Evans, R; Fei, Shenfeng; Schaeffer, Sean M

    2013-03-01

    Soil organic matter (SOM) is heterogeneous in structure and has been considered to consist of various pools with different intrinsic turnover rates. Although those pools have been conceptually expressed in models and analyzed according to soil physical and chemical properties, separation of SOM into component pools is still challenging. In this study, we conducted inverse analyses with data from a long-term (385 days) incubation experiment with two types of soil (from plant interspace and from underneath plants) to deconvolute soil carbon (C) efflux into different source pools. We analyzed the two datasets with one-, two- and three-pool models and used probability density functions as a criterion to judge the best model to fit the datasets. Our results indicated that soil C release trajectories over the 385 days of the incubation study were best modeled with a two-pool C model. For both soil types, released C within the first 10 days of the incubation study originated from the labile pool. Decomposition of C in the recalcitrant pool was modeled to contribute to the total CO2 efflux by 9-11 % at the beginning of the incubation. At the end of the experiment, 75-85 % of the initial soil organic carbon (SOC) was modeled to be released over the incubation period. Our modeling analysis also indicated that the labile C-pool in the soil underneath plants was larger than that in soil from interspace. This deconvolution analysis was based on information contained in incubation data to separate carbon pools and can facilitate integration of results from incubation experiments into ecosystem models with improved parameterization.

  19. 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)

  20. 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…

  1. 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…

  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. 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...

  4. 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...

  5. 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...

  6. 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...

  7. 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...

  8. 7 CFR 15a.55 - Job classification and structure.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 7 Agriculture 1 2010-01-01 2010-01-01 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...

  9. 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...

  10. 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...

  11. 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...

  12. 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...

  13. 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...

  14. 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...

  15. 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...

  16. 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...

  17. 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...

  18. 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...

  19. 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...

  20. Job Satisfaction: A Possible Integration of Two Theories

    ERIC Educational Resources Information Center

    Hazer, John T.

    1976-01-01

    The author proposes an integration of Herzberg's two-factor theory of job satisfaction (job satisfaction/dissatisfaction as two separate, parallel continua) and traditional theory (job satisfaction/dissatisfaction sharing the same continuum) and a rationale for deciding which motivation methods to use for employees with differeing levels of…

  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. PMID:24235780

  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. Job burnout.

    PubMed

    Maslach, C; Schaufeli, W B; Leiter, M P

    2001-01-01

    Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by the three dimensions of exhaustion, cynicism, and inefficacy. The past 25 years of research has established the complexity of the construct, and places the individual stress experience within a larger organizational context of people's relation to their work. Recently, the work on burnout has expanded internationally and has led to new conceptual models. The focus on engagement, the positive antithesis of burnout, promises to yield new perspectives on interventions to alleviate burnout. The social focus of burnout, the solid research basis concerning the syndrome, and its specific ties to the work domain make a distinct and valuable contribution to people's health and well-being.

  5. Factors associated with job satisfaction among Chinese community health workers: a cross-sectional study

    PubMed Central

    2011-01-01

    Background With the medical reform, the function of community health centres emerged to be more important recently in China. However, the health service capabilities were tremendously different between metropolitan cities and small cities. This study aims to clarify the level of job satisfaction of Chinese community health workers between a metropolitan (Shenyang) and a small city (Benxi) in Liaoning province and explore its associated factors. Methods A cross-sectional survey was conducted from December 2009 to February 2010. A multi-stage sample was used and a total of 2,100 Chinese community health workers from the two cities completed self-administered questionnaire pertaining to job satisfaction indicated by Minnesota Satisfaction Questionnaire (MSQ), demographic characteristic and working situations, stress and job burnout. The effective response rate was 80.7%. Hierarchical regression analysis was performed to explore the related factors. All data analyses for the two cities were performed separately. Results The averages of overall job satisfaction score of Chinese community health workers were 67.17 in Shenyang and 69.95 in Benxi. Intrinsic job satisfaction and extrinsic job satisfaction among Chinese community health workers were significantly different between Shenyang and Benxi (p < 0.05). In Shenyang, hierarchical regression analysis showed that the fourth model explained 36%, 32% of the variance of intrinsic and extrinsic job satisfactions, respectively. In Benxi, the fourth model explained 48%, 52% of the variance of intrinsic and extrinsic job satisfactions, respectively. Three significant predictors of intrinsic and extrinsic job satisfactions for the two cities were the two dimensions (social support and decision latitude) of stress and cynicism of burnout. Conclusion From this study, the job satisfaction among Chinese community health workers in the two cities enjoyed a moderate level of job satisfactions, which represented they are not fully

  6. Self-assembly of PEI/SiO2 on polyethylene separators for Li-ion batteries with enhanced rate capability.

    PubMed

    Wang, Zhuyi; Guo, Fangling; Chen, Cheng; Shi, Liyi; Yuan, Shuai; Sun, Lining; Zhu, Jiefang

    2015-02-11

    A simple and environmentally friendly self-assembly process of oppositely charged polymer PEI and inorganic oxide SiO2 was demonstrated for the construction of an ultrathin layer on the surface of PE separator. The XPS, FT-IR, SEM, and EDS characterizations give clear evidence of the successful self-assembly of PEI and SiO2 without significantly increasing the thickness and sacrificing the pristine porous structure of PE separator. This process improves a variety of crucial properties of PE separator such as the electrolyte wetting, the electrolyte uptake, the thermal stability, the ionic conductivity, Li+ transference number, the electrochemical stability and the compatibility with lithium electrode, endowing lithium-ion battery (Li as anode and LiCoO2 as cathode) with excellent capacity retention at high C-rates and superior cycling performance. At the current density of 5 C, the cell with PE separator almost loses all the capacity. In contrast, the cell with (PEI/SiO2)-modified PE separator still holds 45.2% of the discharge capacity at 0.2 C. The stabilized SEI formation and high Li+ transference number of (PEI/SiO2)-modified PE separator were interpreted to be the substantial reasons leading to the remarkably enhanced battery performance, rendering some new insights into the role of the separator in lithium-ion batteries.

  7. Separation of the lapse rate and the cold point tropopauses in the tropics and the resulting impact on cloud top-tropopause relationships

    NASA Astrophysics Data System (ADS)

    Munchak, Leigh A.; Pan, Laura L.

    2014-07-01

    Four years of temperature profiles from Constellation Observing System for Meteorology, Ionosphere, and Climate GPS satellite retrievals are used to examine the difference between the World Meteorological Organization lapse rate definition and the cold point definition of the tropopause in the tropics. The separation between the cold point tropopause (CPT) and lapse rate tropopause (LRT) heights is quantified in seasonal averages and with the frequency of occurrence. In seasonal averages, small separations, <0.5 km, are found in the deep tropics, increasing to ~1 km toward higher latitudes and maximizing at ~1.5 km near the jet streams. The seasonal average separations show significant longitudinal structures in the December-January-February (DJF) and June-July-August (JJA) seasons. Case studies indicate that breaking Rossby waves and their effects extending into the equatorial region are responsible for the longitudinal structure in the DJF season. The seasonal average CPT-LRT separation therefore identifies the regions of the tropical upper troposphere-lower stratosphere that are controlled by extratropical forcing. Examination of individual profiles shows that a small yet significant fraction (~12%) of temperature profiles has CPT-LRT separations of 1 km or larger in the region of small seasonal average separation. These large separations are produced by wave perturbations of the upper tropospheric temperature structure. The impact of tropopause separation on the cloud top-tropopause relationship is examined using colocated CALIPSO cloud top data. We find that the frequency of clouds above the tropopause is reduced by approximately 50% if the CPT is used instead of LRT. The occurrence of clouds above the CPT is nevertheless significant, especially over the western Pacific in the DJF season and over the Asian monsoon region in the JJA season.

  8. 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

    ... to workers subject to the Construction Wage Rate Requirements statute. (End of clause) ... 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...

  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. 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.

  11. Job descriptions made easy.

    PubMed

    Miller, Larry

    2014-01-01

    The act of writing a job description can be a daunting and difficult task for many managers. This article focuses on the key concepts of What, How, and Measureable Results as they relate to an employee's job duties. When the answers to these three elements are articulated, they define the core responsibilities of any job that form the basis for an effective job description.

  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. 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…

  14. 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…

  15. 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.

  16. Flow-through rates and evaluation of solids separation of compost filter socks versus silt fence in sediment control applications.

    PubMed

    Keener, Harold M; Faucette, Britt; Klingman, Michael H

    2007-01-01

    Soil loss rates from construction sites can be 1000 times the average of natural soil erosion rates and 20 times that from agricultural lands. Silt fence (SF) is the current industry standard used to control sediment originating from construction activities. Silt fences are designed to act as miniature detention ponds. Research has indicated that SF sediment filtering efficiency is related to its ability to detain and pond water, not necessarily the filtration ability of the fabric. Design capacity and spacing is based on flow-through rate and design height. In addition, increased detention of runoff and pressure from ponding may increase the likelihood of overtopping or failure of SF in field application. Testing was conducted on compost silt socks (SS) and SF to determine sediment filtering efficiency, flow-through rate, ponding depth, overtopping point, design height, and design capacity. Results indicate flow-through rate changes with time, as does ponding depth, due to the accumulation of solids on/in the sediment filters. Changes in depth with time were a linear function of flow rate after 10 min of flow, up to the time the sediment filter is overtopped. Predicting the capacity of SF and SS to handle runoff without the filter being overtopped requires consideration of both runoff rate and length of runoff time. Data show SS half the heights of SF were less likely to overtop than SF when sediment-laden runoff water flow rates are less than 1.03 L(-1) s(-1) m(-1) (5 gpm/ft, gal per minute per lineal foot). Ponded depth behind a 61.0-cm (24 in) SF increased more rapidly than behind a 30.5-cm diam. (12 in) SS, and at the end of the thirty minutes, the depth behind the SF was 75% greater than that behind the SS. Removal of solids by the SF and the SS were not shown to be statistically different. Results were used to create a Microsoft Excel-based interactive design tool to assist engineers and erosion and sediment control planners on how to specify compost SS

  17. An Investigation of Job-Seeker Preferences Through Multiple Methodologies.

    ERIC Educational Resources Information Center

    Terpstra, David E.

    1983-01-01

    Investigated job-seeker preferences for selected job factors in a study of 266 students who rated fictitious job descriptions. Results showed adequate pay was relatively more important than factors related to the type of work. Sex, age, grade average, parents' income, experience, and achievement need influenced students' attitudes. (JAC)

  18. 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.

  19. 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. PMID:17635253

  20. Jobs in Transportation. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

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

  1. 45 CFR 261.34 - Are there any limitations in counting job search and job readiness assistance toward the...

    Code of Federal Regulations, 2010 CFR

    2010-10-01

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

  2. 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...

  3. 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...

  4. 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...

  5. 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...

  6. Job Sharing in Education.

    ERIC Educational Resources Information Center

    Davidson, Wilma; Kline, Susan

    1979-01-01

    The author presents the advantages of job sharing for all school personnel, saying that education is particularly adaptable to this new form of employment. Current job sharing programs in Massachusetts, California, and New Jersey schools are briefly discussed. (SJL)

  7. American and Danish Police "Dropout" Rates: Denmark's Force as a Case Study in High Job Satisfaction, Low Stress, and Low Turnover.

    ERIC Educational Resources Information Center

    DeLey, Warren W.

    1984-01-01

    Compares actual turnover rates of a sample of U.S. police departments from large cities (N=87) and small cities (N=39) with that of the Danish police force. Results showed rates of early leaving to be lower for the Danish police than for the U.S. sample. (LLL)

  8. Plutonium aerosol fluxes and pulmonary exposure rates during resuspension from bare soils near a chemical separation facility

    SciTech Connect

    Shinn, J.H.; Homan, D.N.; Gay, D.D.

    1982-11-01

    The purpose of this study was to examine the plutonium aerosol fluxes (Curies per ground area per unit time) from a bare soil near a chemical separation facility and to determine the characteristics of the plutonium-bearing aerosols, which are of consequence in deposition of the alpha-emitters into the lung. These characteristics are the plutonium aerosol concentration (Curies per unit volume of air), the particle size distribution, the radioactivity size distribution, the enhancement factors, and others. The site was the agricultural field adjacent to H-area of Savannah River Plant near Aiken, South Carolina, where low-level releases of /sup 239/Pu and /sup 240/Pu occurred from 1967 through 1974. The releases then changed primarily to /sup 238/Pu. Results indicate that plutonium aerosol concentrations were not greatly increased by removing the vegetation and cultivating the field. Following a rain which stabilized the surface /sup 239/Pu concentrations were 37% of normal to 144% of normal as the field dried. The /sup 239/Pu concentration was broadly distributed over particle sizes and had MAD 2.7 ..mu..m. The /sup 239/Pu concentration distributions were found to be 12% respirable and the maximum concentration observed, 4.94 x 10/sup -17/ Ci m/sup -3/, amounted to an inconsequential exposure of less than 10/sup -5/ lifetime background dose for 100 days exposure. /sup 239/Pu flux was not greatly increased as the dust flux increased because /sup 239/Pu activity of the aerosols decreased with time to counteract the increased dust flux.

  9. Job Sharing in Geography.

    ERIC Educational Resources Information Center

    Kay, Jeanne

    1982-01-01

    Job sharing is an employment alternative in which two qualified individuals manage the responsibilities of a single position. Discusses the barriers to and the potential, advantages, disadvantages, pitfalls, and challenges of job sharing. Focuses on job sharing in the geography profession. (Author/JN)

  10. job.search@internet.

    ERIC Educational Resources Information Center

    Allen, Claudia.

    1995-01-01

    Presents job-hunting options and career opportunities available by searching the Internet, as well as tips for consulting others in a field of interest through a listserv or usenet news group. A collection of Internet addresses providing access to information on job search strategies or job availability is provided. (JPS)

  11. Your Next Job.

    ERIC Educational Resources Information Center

    McGinn, Daniel; McCormick, John

    1999-01-01

    Looks at how the job market is changing and how workers are looking at their career paths. Includes information on where the jobs and dollars are, how the work force is changing, how and where people are working, new age jobs, women in the work force, and the need for keeping up to date with new technologies. (JOW)

  12. Jobs and the Environment

    ERIC Educational Resources Information Center

    Heffernan, Patrick

    1975-01-01

    Environmental standards and programs, rather than eliminating jobs, are currently significant sources of employment and will become major generators of new jobs in the next few years. The number of jobs created to renew and protect the environment topped one million in 1975 and may double by 1976. (BT)

  13. Replacing America's Job Bank

    ERIC Educational Resources Information Center

    Vollman, Jim

    2009-01-01

    The Job Central National Labor Exchange (www.jobcentral.com) has become the effective replacement for America's Job Bank with state workforce agencies and, increasingly, with community colleges throughout the country. The American Association of Community Colleges (AACC) has formed a partnership with Job Central to promote its use throughout the…

  14. Student Job Seekers

    ERIC Educational Resources Information Center

    Vincent, Helen

    1978-01-01

    The problem of graduate unemployment in India is examined in a study of 650 job seekers in Madras City. The relatively long period of waiting before a graduate actually finds and takes a job is attributed often to high income expectation. Correlations between job and studies preference of students are among the factors discussed. (LBH)

  15. Job Placement Manual.

    ERIC Educational Resources Information Center

    Atlanta Public Schools, GA.

    Directed to school systems initiating a job placement program, the Atlanta Public Schools (Georgia) job placement manual discusses how a job placement program can provide a transition from school to work for all students leaving the public schools, as well as place students in paid and non-paid part-time work experiences as a part of their…

  16. Differences regarding job satisfaction and job involvement of psychologists with different dominant career anchors.

    PubMed

    Bester, C L; Mouton, T

    2006-08-01

    In order to contribute to higher levels of job satisfaction, job involvement and productivity, a match or fit should be established between the dominant career anchor associated with a specific occupation and that of the employee. A career anchor is an individual's set of self-perceived talents, abilities, motives, needs and values that form the nucleus of one's occupational self-concept. Psychologists have always been part of the service orientated careers and therefore one would expect that it is likely that their dominant career anchor would be service orientation. If this is the case, psychologists with service as their dominant career anchor are supposed to have greater job satisfaction and job involvement compared to those with different career anchors. However, according to literature, this assumption is not necessarily correct. The primary goals of the current study were to determine whether in fact service is the dominant career anchor of psychologists in the Free State and whether there are significant differences regarding job satisfaction and job involvement between psychologists with and without service as their dominant career anchor. A third goal was to determine whether psychologists with different dominant career anchors differ significantly from one another regarding job satisfaction and job involvement. Questionnaires measuring career orientations, job satisfaction and job involvement were sent to 165 of the 171 registered psychologists in the Free State region. Only 75 psychologists (45,5%) responded which exceeded the traditional return rate of 20 to 30%. Due to the small sample of respondents, a nonparametric statistical test, namely the Mann Whitney U test was conducted to determine possible differences. An analysis of the data showed that 21 respondents had entrepreneurship as their dominant career orientation while 12 fell in the technical/functional, 12 in the challenging, 9 in the service and 8 in the autonomy categories of dominant

  17. 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.

  18. Job-loss and morbidity: the influence of job-tenure and previous work history.

    PubMed

    Beale, N; Nethercott, S

    1986-12-01

    As part of a longitudinal study on the consequences of job-loss on health the modifying influence of job-tenure on a group of factory workers made redundant when a meat products factory closed was examined. The older workers, both men and women, were divided into two groups which were comparable in all respects except for job-tenure. Statistically significant differences in morbidity were found when comparing the two groups of male employees and their families.However, the men with longer job-tenure (mean 30 years) had, with few exceptions, served the company since leaving school. All of the other men (mean job-tenure 11 years) had previously worked elsewhere or been unemployed. The uptake of medical services before and after factory closure was therefore compared in two groups of workers and their families. One group who had previous experience of the job market showed a significant rise in morbidity only during the unsettling three years before factory closure. The other group, whose working lives had been spent wholly with the company, showed only a slight anticipatory effect but then demonstrated statistically significant increases in consultation rates after job-loss. Three years later they still showed no signs of adapting to their situation.The results suggest that previous experience of having no job or of having to change jobs may be just as influential as job tenure on the outcome of health before and after compulsory redundancy.

  19. The Validity of the Different Versions of the Hamilton Depression Scale in Separating Remission Rates of Placebo and Antidepressants in Clinical Trials of Major Depression.

    PubMed

    Kyle, Phillip Raphael; Lemming, Ole Michael; Timmerby, Nina; Søndergaard, Susan; Andreasson, Kate; Bech, Per

    2016-10-01

    Our objective was to validate the different versions of the Hamilton Depression Scale (HAM-D) both psychometrically (scalability) and clinically in discriminating antidepressants from placebo in terms of remission rates in an 8-week clinical trial in the acute treatment of major depression. The traditional HAM-D17 version was compared with the shorter HAM-D6 and the longer HAM-D21 or HAM-D24 in a fixed-dose placebo-controlled vortioxetine study. Clinical Global Impression of Severity scores were used to establish standardized cutoff scores for remission across each scale. Using these cutoff scores, we compared the ability of each scale to separate drug-placebo remission rates, evaluated by the number needed to treat for clinical evidence. The HAM-D6 was superior to HAM-D17 in separating drug-placebo remission rates at the end point, defined as number needed to treat of less than 10. More items in the longer HAM-D versions indicated smaller discriminating validity over placebo. The HAM-D6 indicated a dose effect on remission for vortioxetine in both moderate and severe major depression. The brief HAM-D6 was thus found superior to HAM-D17, HAM-D21, and HAM-D24 both in terms of scalability and in discriminating antidepressants from placebo.

  20. The Validity of the Different Versions of the Hamilton Depression Scale in Separating Remission Rates of Placebo and Antidepressants in Clinical Trials of Major Depression.

    PubMed

    Kyle, Phillip Raphael; Lemming, Ole Michael; Timmerby, Nina; Søndergaard, Susan; Andreasson, Kate; Bech, Per

    2016-10-01

    Our objective was to validate the different versions of the Hamilton Depression Scale (HAM-D) both psychometrically (scalability) and clinically in discriminating antidepressants from placebo in terms of remission rates in an 8-week clinical trial in the acute treatment of major depression. The traditional HAM-D17 version was compared with the shorter HAM-D6 and the longer HAM-D21 or HAM-D24 in a fixed-dose placebo-controlled vortioxetine study. Clinical Global Impression of Severity scores were used to establish standardized cutoff scores for remission across each scale. Using these cutoff scores, we compared the ability of each scale to separate drug-placebo remission rates, evaluated by the number needed to treat for clinical evidence. The HAM-D6 was superior to HAM-D17 in separating drug-placebo remission rates at the end point, defined as number needed to treat of less than 10. More items in the longer HAM-D versions indicated smaller discriminating validity over placebo. The HAM-D6 indicated a dose effect on remission for vortioxetine in both moderate and severe major depression. The brief HAM-D6 was thus found superior to HAM-D17, HAM-D21, and HAM-D24 both in terms of scalability and in discriminating antidepressants from placebo. PMID:27525966

  1. 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…

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

    PubMed Central

    Wasielewski, Michael R.; Johnson, Douglas G.; Seibert, Michael; Govindjee

    1989-01-01

    We have measured directly the rate of formation of the oxidized chlorophyll a electron donor (P680+) and the reduced electron acceptor pheophytin a- (Pheoa-) following excitation of isolated spinach photosystem II reaction centers at 4°C. The reaction-center complex consists of D1, D2, 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- 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-. The appearance of the 820-nm band is monoexponential with τ = 3.0 ± 0.6 ps. The time constant for decay of 1*P680, the lowest excited singlet state of P680, monitored at 650 nm, is τ = 2.6 ± 0.6 ps and agrees with that of the appearance of P680+ within experimental error. 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-, results in formation of a transient absorption spectrum due to 1*P680. We find no evidence for an electron acceptor that precedes the formation of Pheoa-. PMID:16594012

  3. 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

  4. Thermal sensitivity of metabolic rates and swimming performance in two latitudinally separated populations of cod, Gadus morhua L.

    PubMed

    Sylvestre, Eve-Lyne; Lapointe, Dominique; Dutil, Jean-Denis; Guderley, Helga

    2007-05-01

    Atlantic cod populations live in a wide thermal range and can differ genetically and physiologically. Thermal sensitivity of metabolic capacity and swimming performance may vary along a latitudinal gradient, to facilitate performance in distinct thermal environments. To evaluate this hypothesis, we compared the thermal sensitivity of performance in two cod stocks from the Northwest Atlantic that differ in their thermal experience: Gulf of St Lawrence (GSL) and Bay of Fundy (BF). We first compared the metabolic, physiological and swimming performance after short-term thermal change to that at the acclimation temperature (7 degrees C) for one stock (GSL), before comparing the performance of the two stocks after short-term thermal change. For cod from GSL, standard metabolism (SMR) increased with temperature, while active metabolism (AMR, measured in the critical swimming tests), EMR (metabolic rate after an exhaustive chase protocol), aerobic scope (AS) and critical swimming speeds (U (crit) and U (b-c)) were lower at 3 degrees C than 7 or 11 degrees C. In contrast, anaerobic swimming (sprint and burst-coasts in U (crit) test) was lower at 11 than 7 or 3 degrees C. Factorial AS (AMR SMR(-1)) decreased as temperature rose. Time to exhaustion (chase protocol) was not influenced by temperature. The two stocks differed little in the thermal sensitivities of metabolism or swimming. GSL cod had a higher SMR than BF cod despite similar AMR and AS. This led factorial AS to be significantly higher for the southern stock. Despite these metabolic differences, cod from the two stocks did not differ in their U (crit) speeds. BF cod were better sprinters at both temperatures. Cod from GSL had a lower aerobic cost of swimming at intermediate speeds than those from BF, particularly at low temperature. Only the activity of cytochrome C oxidase (CCO) in white muscle differed between stocks. No enzymatic correlates were found for swimming capacities, but oxygen consumption was best

  5. 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.

  6. 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.

  7. 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…

  8. 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…

  9. 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.

  10. 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.…

  11. The effect of job loss on body weight during an economic collapse.

    PubMed

    Jónsdóttir, Sif; Ásgeirsdóttir, Tinna Laufey

    2014-07-01

    Studies on the relationship between unemployment and body weight show a positive relationship between Body Mass Index (BMI) and unemployment at the individual level, while aggregate unemployment is negatively related to a population's average BMI. The aim of this study was to examine the relationship between job loss and changes in body weight following the Icelandic economic collapse of 2008. The analysis relies on a health and lifestyle survey "Heilsa og líðan", carried out by The Public Health Institute of Iceland in the years 2007 and 2009. The sample is a stratified random sample of 9,807 Icelanders between the ages of 18 and 79, with a net response rate of 42.1% for individuals responding in both waves. A linear regression model was used when estimating the relationship between job loss following the economic collapse and changes in body weight. Family income and mental health were explored as mediators. Point estimates indicated that both men and women gain less weight in the event of a job loss relative to those who retained their employment. The coefficients of job loss were only statistically significant for females, but not in the male population. The results from all three models were inconsistent with results from other studies where job loss has been found to increase body weight. However, body weight has been shown to be procyclical, and the fact that the data used were gathered during a severe economic downturn might separate these results from earlier findings.

  12. Workers' Central Life Interests and Job Performance.

    ERIC Educational Resources Information Center

    Dubin, Robert; Champoux, Joseph E.

    Supervisors' ratings of individual industrial workers appear to be related to the central life interests (CLI) of the workers. The group of workers who had a job-oriented CLI received the highest ratings from their superivsors among the three CLI groups on Initiative and Application, Cooperation and Quantity of Work and were rated low on…

  13. Happiness and job satisfaction in a casino-dominated economy.

    PubMed

    Zeng, Zhonglu; Forrest, David; McHale, Ian G

    2013-09-01

    Proposals for casinos usually focus on numbers of jobs without considering their quality. We surveyed 1,506 Macau residents, modelling happiness and job satisfaction. Being employed is shown to be important for 'happiness'. But job attributes also matter, confirming the work domain as influential on wellbeing. Casino employees report similar happiness as others. However, despite relatively high pay, they report low overall job satisfaction. The particular aspects of their jobs that they rated generally negatively tended to be those inherent in casino employment rather than easily modifiable by managerial action.

  14. Job Hunter's Guide Featuring the Seek-a-Job Flock.

    ERIC Educational Resources Information Center

    East Texas State Univ., Commerce. Educational Development and Training Center.

    This job hunter's guide features the "Seek-a-Job Flock," a set of bird characters that humorously help to illustrate job hunting basics. The guide contains five sections: (1) how to find job openings; (2) how to make the interview appointment; (3) how to complete the job application form; (4) how to act during the interview; and (5) how to follow…

  15. Job and Career Satisfaction among Advertising Practitioners.

    ERIC Educational Resources Information Center

    Jugenheimer, Donald W.

    A questionnaire survey of 300 advertising practitioners was used to determine the degree of job and career satisfaction among advertising practitioners. The subjects were separated according to whether they worked for advertising agencies, advertisers, or advertising media; 100 subjects in each area were selected from the prestigious directories…

  16. Can job redesign interventions influence a broad range of employee outcomes by changing multiple job characteristics? A quasi-experimental study.

    PubMed

    Holman, David; Axtell, Carolyn

    2016-07-01

    Many job redesign interventions are based on a multiple mediator-multiple outcome model in which the job redesign intervention indirectly influences a broad range of employee outcomes by changing multiple job characteristics. As this model remains untested, the aim of this study is to test a multiple mediator-multiple outcome model of job redesign. Multilevel analysis of data from a quasi-experimental job redesign intervention in a call center confirmed the hypothesized model and showed that the job redesign intervention affected a broad range of employee outcomes (i.e., employee well-being, psychological contract fulfillment, and supervisor-rated job performance) through changes in 2 job characteristics (i.e., job control and feedback). The results provide further evidence for the efficacy and mechanisms of job redesign interventions. (PsycINFO Database Record

  17. Can job redesign interventions influence a broad range of employee outcomes by changing multiple job characteristics? A quasi-experimental study.

    PubMed

    Holman, David; Axtell, Carolyn

    2016-07-01

    Many job redesign interventions are based on a multiple mediator-multiple outcome model in which the job redesign intervention indirectly influences a broad range of employee outcomes by changing multiple job characteristics. As this model remains untested, the aim of this study is to test a multiple mediator-multiple outcome model of job redesign. Multilevel analysis of data from a quasi-experimental job redesign intervention in a call center confirmed the hypothesized model and showed that the job redesign intervention affected a broad range of employee outcomes (i.e., employee well-being, psychological contract fulfillment, and supervisor-rated job performance) through changes in 2 job characteristics (i.e., job control and feedback). The results provide further evidence for the efficacy and mechanisms of job redesign interventions. (PsycINFO Database Record PMID:26641482

  18. 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.

  19. 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.

  20. When leaving your ex, love yourself: observational ratings of self-compassion predict the course of emotional recovery following marital separation.

    PubMed

    Sbarra, David A; Smith, Hillary L; Mehl, Matthias R

    2012-03-01

    Divorce is a highly stressful event, and much remains to be learned about the factors that promote psychological resilience when marriages come to an end. In this study, divorcing adults (N = 109) completed a 4-min stream-of-consciousness recording about their marital separation at an initial laboratory visit. Four judges rated the degree to which participants exhibited self-compassion (defined by self-kindness, an awareness of one's place in shared humanity, and emotional equanimity) in their recordings. Judges evidenced considerable agreement in their ratings of participants' self-compassion, and these ratings demonstrated strong predictive utility: Higher levels of self-compassion at the initial visit were associated with less divorce-related emotional intrusion into daily life at the start of the study, and this effect persisted up to 9 months later. These effects held when we accounted for a number of competing predictors. Self-compassion is a modifiable variable, and if our findings can be replicated, they may have implications for improving the lives of divorcing adults.

  1. 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....

  2. 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....

  3. 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....

  4. 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....

  5. 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....

  6. 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.

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

    PubMed Central

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

    2009-01-01

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

  8. 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).

  9. Entering the Job Market.

    ERIC Educational Resources Information Center

    Dzubow, Steven R.

    1985-01-01

    Surveyed more than 600 college seniors, potential employers, and experienced professional employees to examine the effectiveness of various job search methods. Results indicated the advantages of personal contacts and networking and provided guidelines to increase the efficiency of the job search process. (JAC)

  10. Creative Job Search Technique

    ERIC Educational Resources Information Center

    Canadian Vocational Journal, 1974

    1974-01-01

    Creative Job Search Technique is based on the premise that most people have never learned how to systematically look for a job. A person who is unemployed can be helped to take a hard look at his acquired skills and relate those skills to an employer's needs. (Author)

  11. 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…

  12. Relocate for Better Jobs.

    ERIC Educational Resources Information Center

    Salem County Vocational Technical Schools. Woodstown, NJ.

    These six modules are designed to help individuals make the decision whether or not to relocate to find a job or a better job. The modules cover (1) the steps in making a decision and the importance of the information-gathering stage, (2) exploring personal values and needs that are important in making a decision about relocating, (3) the steps in…

  13. 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…

  14. Writing job descriptions.

    PubMed

    Schaffner, M

    1990-01-01

    The skill of writing job descriptions begins with an understanding of the advantages, as well as the basic elements, of a well written description. The end result should be approved and updated as needed. Having a better understanding of this process makes writing the job description a challenge rather than a chore.

  15. Job Placement Handbook.

    ERIC Educational Resources Information Center

    Los Angeles Unified School District, CA. Div. of Career and Continuing Education.

    Designed to serve as a guide for job placement personnel, this handbook is written from the point of view of a school or job preparation facility, based on methodology applicable to the placement function in any setting. Factors identified as critical to a successful placement operation are utilization of a systems approach, establishment of…

  16. Job Instruction Training.

    ERIC Educational Resources Information Center

    Pfau, Richard H.

    Job Instruction Training (JIT) is a step-by-step, relatively simple technique used to train employees on the job. It is especially suitable for teaching manual skills or procedures; the trainer is usually an employee's supervisor but can be a co-worker. The JIT technique consists of a series of steps that a supervisor or other instructor follows…

  17. Job Search Preparations.

    ERIC Educational Resources Information Center

    Lim, Adam

    Job search preparations are designed to teach and motivate people to systematically analyze potential or acquired skills and to relate and apply these skills realistically to present day and future labor market needs and openings. These preparations teach people how to systematically seek out job sources and prospects and to consistently and…

  18. Identification of separate structural features that affect rate and cation concentration dependence of self-cleavage by the Neurospora VS ribozyme.

    PubMed

    Poon, Alan H L; Olive, Joan E; McLaren, Meredith; Collins, Richard A

    2006-11-01

    The cleavage site of the Neurospora VS ribozyme is located in an internal loop in a hairpin called stem-loop I. Stem-loop I undergoes a cation-dependent structural change to adopt a conformation, termed shifted, that is required for activity. Using site-directed mutagenesis and kinetic analyses, we show here that the insertion of a single-stranded linker between stem-loop I and the rest of the ribozyme increases the observed self-cleavage rate constant by 2 orders of magnitude without affecting the Mg(2+) requirement of the reaction. A distinct set of mutations that favors the formation of the shifted conformation of stem-loop I decreases the Mg(2+) requirement by an order of magnitude with little or no effect on the observed cleavage rate under standard reaction conditions. Similar trends were seen in reactions that contained Li(+) instead of Mg(2+). Mutants with lower ionic requirements also exhibited increased thermostability, providing evidence that the shifted conformation of stem-loop I favors the formation of the active conformation of the RNA. In natural, multimeric VS RNA, where a given ribozyme core is flanked by one copy of stem-loop I immediately upstream and another copy 0.7 kb downstream, cleavage at the downstream site is strongly preferred, providing evidence that separation of stem-loop I from the ribozyme core reflects the naturally evolved organization of the RNA.

  19. 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…

  20. 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…

  1. 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…

  2. Fluid flow rate, temperature and heat flux at Mohns Ridge vent fields: evidence from isosampler measurements for phase separated hydrothermal circulation along the arctic ridge system

    NASA Astrophysics Data System (ADS)

    Schultz, A.; Pedersen, R. B.; Thorseth, I. H.; Taylor, P.; Flynn, M.

    2005-12-01

    tips available aboard ship was 260 deg C (800 deg C-capable isosampler sensors will be available for the 2006 field season). At this depth the phase separation point of seawater is 263 deg C. An isosampler sensor was deployed directly atop an apparently phase-separated white smoker chimney. The sensor indicated 260 deg C before terminating measurement. This was repeated at another vent site, indicating that the fluids were venting at the point of phase separation. Indicated smoker plume flow rates were approximately 1/2 meter per second. A second field "Soria Moria" of high temperature vents was discovered. This field is ~100 m on a side, and is densely populated by active white smoker chimneys, also with evidence for phase-separated flow. These vent fields comprise the first ever arctic vent plume sources ever visited by ROV and measured directly at the source of emission. A return to this area, and exploration and measurement further north is anticipated for 2006. The planned work includes comprehensive Isosampler and bioreactor fluid flow, sampling, geochemical and biogeochemical sampling and incubation.

  3. Superintendent Recruitment: Effects of School Councils, Job Status, Signing Bonus, and District Wealth

    ERIC Educational Resources Information Center

    Winter, Paul A.; Millay, John D.; Bjork, Lars G.; Keedy, John L.

    2005-01-01

    This study examined the effects of four variables on job ratings provided by applicants for simulated superintendent vacancies. The participants were superintendents (n = 72) and superintendent-certified personnel (n = 72) reacting to jobs described in simulated position announcements. The participants rated jobs in districts without school…

  4. Perceived job importance and job performance satisfaction of selected clinical nutrition management responsibilities.

    PubMed

    Pratt, Peggy E; Kwon, Junehee; Rew, Martha L

    2005-07-01

    A nationwide survey of clinical nutrition managers was conducted to assess perceived importance of selected job responsibilities and perceived performance satisfaction of those job responsibilities. A questionnaire was developed to achieve the study objectives, validated by an expert panel, and pilot-tested prior to data collection. All members of the American Dietetic Association's Clinical Nutrition Management dietetic practice group (N=1,668) were asked to rate the importance of selected job responsibilities and their satisfaction with those responsibilities using Likert-type scales with descriptions. Results revealed that clinical nutrition managers perceived all job responsibilities listed in the questionnaire to be important (ie, the mean score of each responsibility was >3.0 of a 4.0 scale). Respondents rated regulatory-related job responsibilities as most important and were most satisfied with their performance of these responsibilities. Following regulatory-related responsibilities, clinical nutrition managers perceived patient satisfaction and staff retention to be more important than other responsibilities. In general, clinical nutrition managers were more satisfied with their job performance for job responsibilities that they ranked as more important.

  5. The teenage job hunter.

    PubMed

    Dunning, R E

    1975-03-01

    Job hunting is a significant aspect of occupational behavior and a task that recurs at intervals during the lifespan. Adolescents constitute a vulnerable population-at-risk in their efforts to enter the labor market. Their self-esteem, mastery, and sense of competency are at stake. This paper describes an adaptation of a method currently being used by business management firms that counsel executive clients in the job-hunting process. The method described is tailored to the needs of teenagers and is presented so that occupational therapists can use or modify the method for clients who lack confidence or experience in job hunting. PMID:1115215

  6. The Job Training and Job Satisfaction Survey Technical Manual

    ERIC Educational Resources Information Center

    Schmidt, Steven W.

    2004-01-01

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

  7. 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.

  8. "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.)

  9. Organizational culture, job satisfaction, and clinician turnover in primary care.

    PubMed

    Hall, Charles B; Brazil, Kevin; Wakefield, Dorothy; Lerer, Trudy; Tennen, Howard

    2010-04-01

    The purpose of this study is to examine how organizational culture and job satisfaction affect clinician turnover in primary care pediatric practices. One hundred thirty clinicians from 36 primary care pediatric practices completed the Primary Care Organizational Questionnaire (PCOQ), which evaluates interactions among members of the practice and job-related attributes measuring 8 organizational factors, along with a separate 3-item instrument measuring job satisfaction. Random effects logistic models were used to assess the associations between job satisfaction, the organizational factors from the PCOQ, and clinician turnover over the subsequent year. All 8 measured organizational factors from the PCOQ, particularly perceived effectiveness, were associated with job satisfaction. Five of the 8 organizational factors were also associated with clinician turnover. The effects of the organizational factors on turnover were substantially reduced in a model that included job satisfaction; only 1 organizational factor, communication between clinicians and nonclinicians, remained significant (P = .05). This suggests that organizational culture affects subsequent clinician turnover primarily through its effect on job satisfaction. Organizational culture, in particular perceived effectiveness and communication, affects job satisfaction, which in turn affects clinician turnover in primary care pediatric practices. Strategies to improve job satisfaction through changes in organizational culture could potentially reduce clinician turnover. PMID:23804066

  10. 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.

  11. An experimental study of the job demand-control model with measures of heart rate variability and salivary alpha-amylase: Evidence of increased stress responses to increased break autonomy.

    PubMed

    O'Donnell, Emma; Landolt, Kathleen; Hazi, Agnes; Dragano, Nico; Wright, Bradley J

    2015-01-01

    We assessed in an experimental design whether the stress response towards a work task was moderated by the autonomy to choose a break during the assigned time to complete the task. This setting is defined in accordance with the theoretical framework of the job-demand-control (JDC) model of work related stress. The findings from naturalistic investigations of a stress-buffering effect of autonomy (or 'buffer hypothesis') are equivocal and the experimental evidence is limited, especially with relation to physiological indices of stress. Our objective was to investigate if increased autonomy in a particular domain (break time control) was related with adaptive physiology using objective physiological markers of stress; heart rate variability (HRV) and salivary alpha amylase (sAA). We used a within-subject design and the 60 female participants were randomly assigned to an autonomy (free timing of break) and standard conditions (fixed timing of break) of a word processing task in a simulated office environment in a random order. Participants reported increased perceptions of autonomy, no difference in demand and performed worse in the task in the break-time autonomy versus the standard condition. The results revealed support for the manipulation of increased autonomy, but in the opposing direction. Increased autonomy was related with dysregulated physiological reactivity, synonymous with typical increased stress responses. Potentially, our findings may indicate that autonomy is not necessary a resource but could become an additional stressor when it adds additional complexity while the amount of work (demands) remains unchanged. Further, our findings underscore the need to collect objective physiological evidence of stress to supplement self-reported information. Self-report biases may partially explain the inconsistent findings with the buffer hypothesis. PMID:25290345

  12. Operation Retrieval. Disadvantaged Youth: Problems of Job Placement, Job Creation, and Job Development.

    ERIC Educational Resources Information Center

    Ferman, Louis A.

    Operation Retrieval is a research project designed by the Department of Labor to review and assess the experiences of 55 experimental and demonstration projects for disadvantaged youth conducted during the period 1963-65, and to assess the impact of strategies in job placement, job creation, and job development. Job placement and development units…

  13. 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

  14. 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.

  15. Work Rewards, Job Satisfaction and Accreditation in Long Day Care.

    ERIC Educational Resources Information Center

    Lyons, M. F.

    1997-01-01

    Surveyed Australian child-care workers on job satisfaction. Found that although 80% indicated satisfaction with their job, 40% said they frequently thought of quitting. Found a past and projected turnover rate of about 30%; although workers' qualifications and skills base have increased significantly in the past decade, the accreditation process…

  16. The Relationship between Job Dissatisfaction and Training Transfer

    ERIC Educational Resources Information Center

    Jodlbauer, Susanne; Selenko, Eva; Batinic, Bernad; Stiglbauer, Barbara

    2012-01-01

    The high rates of training transfer failure that prevail still puzzle practitioners as well as researchers. The central aim of the present study is to analyze the relatively under-researched role of job dissatisfaction in the training transfer process. Specifically, we expect that job dissatisfaction would have a negative effect on transfer but…

  17. An Expert System for Abilities-Oriented Job Analysis.

    ERIC Educational Resources Information Center

    Wilson, Mark A.; Zalewski, Michael A.

    1994-01-01

    Compares two methods for evaluating abilities required for the job of mental retardation technician, an expert system prototype and ability rating scales. Results are analyzed to determine similarity of findings, personal preference, ease of understanding, accuracy of job description, and time required. (Contains 19 references.) (LRW)

  18. 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…

  19. 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

  20. Job stress and job satisfaction among new graduate nurses during the first year of employment in Taiwan.

    PubMed

    Cheng, Ching-Yu; Liou, Shwu-Ru; Tsai, Hsiu-Min; Chang, Chia-Hao

    2015-08-01

    Nurse graduates are leaving their first employment at an alarming rate. The purpose of this study was to explore the relationships between job stress, job satisfaction and related factors over time among these nurses. This study applied a longitudinal design with three follow-ups after nurse graduates' first employment began. Using convenience sampling, participants were 206 new graduates from a university. The Work Environment Nursing Satisfaction Survey and the Clinical Stress Scale were used in this study. Results indicated that job stress remained moderate across three time points. Participants working 12 h shifts exhibited less job stress. Job satisfaction significantly increased in the twelfth month. Participants working 12 h shifts had a higher degree of job satisfaction. Job stress was negatively correlated with job satisfaction. The 12 h work shifts were related to job stress and job satisfaction. These results implied that health-care administrators need to provide longer orientation periods and flexible shift schedules for new graduate nurses to adapt to their work environment.

  1. Creating job descriptions and a job applicant wish list.

    PubMed

    Hills, Laura Sachs

    2003-01-01

    How can you recognize the best job applicant for an open position in your practice when he or she shows up at your door? The up-to-date, comprehensive job description will be your best guide. In this article, the author suggests what information should be included in job descriptions, who should write job descriptions for your practice, and when and how to determine appropriate salary and benefits for each job description. In addition, this article offers an important disclaimer for job descriptions that will protect you legally and that every employee in your practice should sign.

  2. 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

  3. PhDs in Nonacademic Careers: Are There Good Jobs? Robots or Reinsmen: Job Opportunities and Professional Standing for Collegiate Administrators in the 1980s. Current Issues in Higher Education, No. 7, 1979.

    ERIC Educational Resources Information Center

    Solmon, Lewis C.; Scott, Robert A.

    Some possible solutions to the shortage of faculty jobs are addressed in two papers. In "PhDs in Nonacademic Careers: Are There Good Jobs," Lewis C. Solmon evaluates the prospects for nonacademic jobs for humanists, scientists, engineers, and social scientists, based on three separate studies. Projections on the probable major of undergraduates…

  4. Job burnout: toward an integration of two dominant resource-based models.

    PubMed

    Akhtar, Syed; Lee, Jenny S Y

    2010-08-01

    The goal of this study was to integrate the job demands-resources model and the conservation of resources model of job burnout into a unified theoretical framework. The data were collected through a mail questionnaire survey among nurses holding managerial positions in the Hospital Authority of Hong Kong. From a computer-generated random sample of nurses, 543 (84.3% women) returned usable surveys, amounting to a response rate of 24.2%. Structural equation modeling was used to test the proposed paths originating from job demands and job resources to the core job burnout dimensions, namely, emotional exhaustion and depersonalization. Results supported the integrated model, indicating that job demands and job resources had differing effects on the burnout dimensions. The effect of job demands was stronger and partially mediated the effect of job resources. Implications of the results from this study on management practices were discussed.

  5. The Origins of Better Jobs Better Care

    ERIC Educational Resources Information Center

    Stone, Robyn I.; Dawson, Steven L.

    2008-01-01

    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…

  6. Self-Appraisal of Job Performance.

    ERIC Educational Resources Information Center

    Meyer, Herbert H.

    1980-01-01

    Research indicates that when self-appraisals are obtained on a "compared to others" basis, the leniency error is very strong. Using forced distributions in rating programs contributes to defensive behaviors and lowers job performance. More research should be conducted on the effects of appraisal on immediate motivation. (Author)

  7. 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)

  8. 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)

  9. The outcomes and correlates of job search objectives: searching to leave or searching for leverage?

    PubMed

    Boswell, Wendy R; Boudreau, John W; Dunford, Benjamin B

    2004-12-01

    The authors investigate a previously overlooked yet important objective for employee job search--seeking leverage against the current employer. They explore the outcomes and correlates of leverage-seeking search and how it may differ from the more traditional objective for engaging in job search--to change jobs. Results show that leverage-seeking and separation-seeking search objectives associate with different outcomes. The authors also find that characteristics of the work situation and individual differences associate with leverage-seeking search and relate differently with the 2 job search objectives. Implications for practice and the advancement of job search research are discussed. PMID:15584843

  10. High-performance liquid chromatographic separation of rolipram, bupivacaine and omeprazole using a tartardiamide-based stationary phase influence of flow rate and temperature on the enantioseparation.

    PubMed

    da Silva Junior, Ivanildo José; Sartor, João Paulo; Rosa, Paulo César Pires; de Veredas, Vinícius; Barreto Júnior, Amaro Gomes; Santana, Cesar Costapinto

    2007-08-24

    Chromatographic separation of the chiral drugs rolipram, bupivacaine and omeprazole on a tartardiamide-based stationary phase commercially named Kromasil CHI-TBB is shown in this work. The effect of temperature on the chromatographic separation of the chiral drugs using the Kromasil CHI-TBB stationary phase was determined quantitatively so as to contribute toward the design for the racemic mixtures of the named compound by using chiral columns. A decrease in the retention and selectivity factors was observed, when the column temperature increased. Van't Hoff plots provided the thermodynamic data. The variation of the thermodynamic parameters enthalpy and entropy are clearly negative meaning that the separation is enthalpy controlled.

  11. 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.

  12. Burnout among Beginning Workers in Israel and Its Relationship to Social Support, Supervision, and Job Satisfaction.

    ERIC Educational Resources Information Center

    Rimmerman, Arie

    1989-01-01

    Administered Maslach Burnout Inventory to 40 beginning rehabilitation workers in Israel. Scores were correlated with self-ratings of family support, supervision on the job, and job satisfaction. Family support and job satisfaction were found to be negatively correlated with burnout subscales, but no significant relationships were found with…

  13. 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…

  14. 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…

  15. 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.

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

    PubMed

    Wolfe, M N; Coggins, S

    1997-01-01

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

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

    ERIC Educational Resources Information Center

    Johari, Johanim; Yahya, Khulida Kirana

    2016-01-01

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

  18. 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,…

  19. Books for the Job Hunt.

    ERIC Educational Resources Information Center

    Saltzman, Amy

    1992-01-01

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

  20. Advising. CAP Job Function.

    ERIC Educational Resources Information Center

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

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

  1. A Jobs Mismatch. Commentary

    ERIC Educational Resources Information Center

    Marina, Brenda L. H.

    2011-01-01

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

  2. 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…

  3. Job Placement Primer.

    ERIC Educational Resources Information Center

    Wampler, Elizabeth C.

    The publication presents guidelines to assist secondary schools in developing and implementing a job placement service within an existing guidance program. The need for and the goals of a school placement program are given. Areas to be considered in developing a program according to one of three organizational patterns (decentralized, centralized,…

  4. Jobs Plan Highlights Education

    ERIC Educational Resources Information Center

    Klein, Alyson

    2011-01-01

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

  5. What is Job Satisfaction?

    ERIC Educational Resources Information Center

    Locke. Edwin A.

    Despite considerable interest in the study of job satisfaction and dissatisfaction, our understanding of these phenomena has not increased substantially in the past 30 years. It is argued that a major reason for this lack of progress is the implicit conception of casuality accepted by most psychologists. It is called the policy of "correlation…

  6. Feedback and Job Satisfaction.

    ERIC Educational Resources Information Center

    Mangelsdorff, A. David

    The purpose of the study was to determine the effects of providing feedback (results of how frequently a variety of tasks had been performed) on the job satisfaction of Dental Therapy Assistants (DTA's) during the course of several levels of training, i.e., up to three months, four to nine months and 10 to 18 months. Trainees were predominantly…

  7. 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…

  8. 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)

  9. Jobs for America.

    ERIC Educational Resources Information Center

    Economic Development Administration (DOC), Washington, DC.

    This document describes a wide variety of successful experiences in creating employment and better incomes through economic growth. These descriptions tell how local initiative, aided by programs of the Economic Development Administration (U.S. Department of Commerce), transformed ideas into job opportunities. Programs are described for the states…

  10. Arranging. CAP Job Function.

    ERIC Educational Resources Information Center

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

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

  11. 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.

  12. Job Search Methods, Job Search Outcomes, and Job Satisfaction of College Graduates: A Comparison of Race and Sex.

    ERIC Educational Resources Information Center

    Mau, Wei-Cheng; Kopischke, Amie

    2001-01-01

    Surveys college graduates regarding their job-seeking behaviors and outcomes. Examined race and sex differences among the job search strategies used; number of job interviews; number of job offers; annual salary; and job satisfaction. Results indicated significant differences in underemployment and job satisfaction as a function of race, and in…

  13. Job Sharing in the Schools.

    ERIC Educational Resources Information Center

    Moorman, Barbara; 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 is a guide for teachers and administrators on the implementation and use of job sharing…

  14. 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.

  15. 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…

  16. 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…

  17. On-the-Job Learning.

    ERIC Educational Resources Information Center

    1998

    This document contains three papers from a symposium on on-the-job learning. "Effectiveness of On-the-Job Learning" (Marcel R. van der Klink) presents the results of an empirical investigation demonstrating that on-the-job learning caused only a modest improvement in trainee's sales behavior but this improvement was maintained over a considerable…

  18. Comics Make the Job Scene

    ERIC Educational Resources Information Center

    Training Bus Ind, 1970

    1970-01-01

    Making the Job Scene," a series of 11 short, full color comic books, for ghetto residents, tells about job opportunities, where to get training, and how to behave on the job. For single copies, write: Manpower Administration Information Office, Washington, D.C. 20210. (LY)

  19. Job Ideas for Today's Woman.

    ERIC Educational Resources Information Center

    Lembeck, Ruth

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

  20. Job Sharing--Opportunities or Headaches?

    ERIC Educational Resources Information Center

    Leighton, Patricia

    1986-01-01

    Discusses the issue of job sharing as a new alternative available to workers. Topics covered include (1) a profile of job sharers, (2) response to job sharing, (3) establishing a job share, (4) job sharing in operation, and (5) legal analysis of job sharing. (CH)

  1. The Complete Guide to Job Sharing.

    ERIC Educational Resources Information Center

    Hohn, Marcia D.

    This booklet provides information on job sharing that resulted from the research and experience of the Merrimack Valley Job Sharing Project. An overview of the topic considers the need for job sharing, employer benefits, types of jobs shared, job division, benefits, employer costs and savings, financial considerations for job sharers, perspectives…

  2. 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.

  3. The job demands-resources model of burnout.

    PubMed

    Demerouti, E; Bakker, A B; Nachreiner, F; Schaufeli, W B

    2001-06-01

    The job demands-resources (JD-R) model proposes that working conditions can be categorized into 2 broad categories, job demands and job resources. that are differentially related to specific outcomes. A series of LISREL analyses using self-reports as well as observer ratings of the working conditions provided strong evidence for the JD-R model: Job demands are primarily related to the exhaustion component of burnout, whereas (lack of) job resources are primarily related to disengagement. Highly similar patterns were observed in each of 3 occupational groups: human services, industry, and transport (total N = 374). In addition, results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.

  4. Men's ratings of physical attractiveness, health, and partner suitability simultaneously versus separately: Does it matter whether within- or between-subjects designs are used?

    PubMed

    Swami, Viren; Hull, Charlotte

    2009-09-01

    Previous studies have documented moderate-to-large associations between ratings of physical attractiveness and other interpersonal traits, but this research has invariably relied on within-subjects designs that leave open the possibility of halo effects or response biases. In the present study, 40 men completed the Photographic Figure Rating Scale in a within-subjects design, rating the figures for physical attractiveness, health, and suitability as a long-term partner. In addition, 108 men completed the same scale in a between-subjects design, being randomly allocated to one of three subgroups where they rated the figures for attractiveness, health, or suitability as a long-term partner. Results indicated no significant differences in ratings for the within-subjects participants. In contrast, there were significant differences in ratings for the between-subjects design. These results highlight the importance of considering halo and response bias effects when designing studies of interpersonal judgements and interpreting their results. PMID:19574115

  5. Active job, healthy job? Occupational stress and depression among hospital physicians in Taiwan.

    PubMed

    Wang, Liang-Jen; Chen, Chih-Ken; Hsu, Shih-Chieh; Lee, Sheng-Yu; Wang, Chin-Sheng; Yeh, Wan-Yu

    2011-01-01

    This study assessed the levels and association of occupational stress and depression rate among physicians, and to compare physicians' occupational stress with that of Taiwanese employees in other occupations. The subjects were physicians employed at 14 participating regional hospitals in the Around Taiwan Health Care Alliance. Self-administered questionnaires capturing data on demographics, occupational characteristics, occupational stress measured using Job Content Questionnaire (C-JCQ), and health status measured using Taiwanese Depression Questionnaire (TDQ) were sent to eligible physicians. Results revealed that the depression rate (13.3%) was higher than that found in the general population (3.7%) of Taiwan. The mean scores of the JCQ dimensions "work demands" and "job control" were both much higher than those in most occupations in Taiwan. Higher depression scores were found in subjects with higher work demands, 8-10 d of being on duty per month, and more frequent alcohol consumption, while lower depression scores were found in subjects working in the east Taiwan area, with higher job control and with greater workplace social support. On the other hand, gender, smoking, and working hour were not independently correlated with depression, but the interaction of gender and job control also had an independent effect on depression. This study suggests that job stress plays an important role in depression in physicians; it is necessary to pay attention to physicians at high risk of depression, as well as their work environments, for early detection and intervention.

  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. Science jobs tight

    NASA Astrophysics Data System (ADS)

    Bell, Peter M.

    In the latest report of the College Placement Council it was noted that a recovery of sorts may be underway for recent graduates in science, engineering, or technology. Based on a survey of 185 placement offices at 160 colleges and universities, the College Placement Survey concluded in its April 1983 report that only one half as many job offers in science, engineering, and technology fields were reported this year, compared with the same time last year. However, although fewer offers were made, more jobs were filled.Petroleum engineering graduates have commanded the highest beginning salaries of all fields this spring. The average salary offered to petroleum engineers in the class of 1983 is $31,044 per year, almost a 2% increase over last year's starting salary for the same discipline. In second place are chemical engineering graduates who are being offered average starting salaries of $27,336 per year, about 1% higher than last year's figure.

  8. Job demands and job performance: the mediating effect of psychological and physical strain and the moderating effect of role clarity.

    PubMed

    Lang, Jessica; Thomas, Jeffrey L; Bliese, Paul D; Adler, Amy B

    2007-04-01

    The aims of the present study were twofold: First, in differentiating between specific job characteristics, the authors examined the moderating influence of role clarity on the relationship between job demands and psychological and physical strain. Second, in providing a more comprehensive link between job demands and job performance, the authors examined strain as a mediator of that relationship. Participants were 1,418 Army cadets attending a 35-day assessment center. Survey data were collected on Day 26 of the assessment center and performance ratings were assessed throughout the assessment center period by expert evaluators. Role clarity was found to moderate the job demands-strain relationship. Specifically, cadets experiencing high demands reported less physical and psychological strain when they reported high role clarity. Moreover, psychological strain significantly mediated the demands-performance relationship. Implications are discussed from theoretical and applied perspectives. PMID:17469994

  9. 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. PMID:24652953

  10. 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.

  11. Job resources buffer the impact of job demands on burnout.

    PubMed

    Bakker, Arnold B; Demerouti, Evangelia; Euwema, Martin C

    2005-04-01

    This study tested and refined the job demands-resources model, demonstrating that several job resources play a role in buffering the impact of several job demands on burnout. A total of 1,012 employees of a large institute for higher education participated in the study. Four demanding aspects of the job (e.g., work overload, emotional demands) and 4 job resources (e.g., autonomy, performance feedback) were used to test the central hypothesis that the interaction between (high) demands and (low) resources produces the highest levels of burnout (exhaustion, cynicism, reduced professional efficacy). The hypothesis was rejected for (reduced) professional efficacy but confirmed for exhaustion and cynicism regarding 18 out of 32 possible 2-way interactions (i.e., combinations of specific job demands and resources).

  12. Job Sharing. A New Pattern for Quality of Work and Life.

    ERIC Educational Resources Information Center

    Meier, Gretl S.

    Job sharing, a new option in permanent part-time employment, is attracting national attention as a viable alternative to more traditional patterns of work. Job sharing is defined as an arrangement whereby two employees hold a position together, whether they are as a team jointly responsible for the whole or separately for each half, dividing time,…

  13. Evaporation-induced self-assembled silica colloidal particle-assisted nanoporous structural evolution of poly(ethylene terephthalate) nonwoven composite separators for high-safety/high-rate lithium-ion batteries

    NASA Astrophysics Data System (ADS)

    Lee, Jung-Ran; Won, Ji-Hye; Kim, Jong Hun; Kim, Ki Jae; Lee, Sang-Young

    2012-10-01

    A facile approach to the fabrication of nanoporous structure-tuned nonwoven composite separators is demonstrated for application in high-safety/high-rate lithium-ion batteries. This strategy is based on the construction of silica (SiO2) colloidal particle-assisted nanoporous structure in a poly(ethylene terephthalate) (PET) nonwoven substrate. The nanoparticle arrangement arising from evaporation-induced self-assembly of SiO2 colloidal particles allows the evolution of the unusual nanoporous structure, i.e. well-connected interstitial voids formed between close-packed SiO2 particles adhered by styrene-butadiene rubber (SBR) binders. Meanwhile, the PET nonwoven serves as a mechanical support that contributes to suppressing thermal shrinkage of the nonwoven composite separator. The aforementioned structural novelty of the nonwoven composite separator plays a key role in providing the separator with advantageous characteristics (specifically, good electrolyte wettability, high ionic conductivity, and benign compatibility with electrodes), which leads to the better cell performance than a commercialized polyethylene (PE) separator.

  14. Job burnout, geographic location, and social interaction among educational audiologists.

    PubMed

    Blood, Ingrid M; Cohen, Lindsay; Blood, Gordon W

    2007-12-01

    Job stress of 332 educational audiologists, measured on the Maslach Burnout Inventory, was obtained. 84% of the sample rated their overall job burnout as lower than norms for educational personnel. Mean differences were significant among those participants working in rural, suburban, and urban areas. Participants in rural areas had a significantly higher mean on Emotional Exhaustion and a lower mean on Personal Accomplishment. Correlations between scores on Emotional Exhaustion and Social Interactions (r = -.36) and Personal Accomplishment and Social Interactions (r = .44) were significant but not strong. As predicted, job burnout for these educational audiologists is similar to that in other descriptive studies of sampled helping professions.

  15. The Job Diagnostic Survey: An Instrument for the Diagnosis of Jobs and the Evaluation of Job Redesign Projects.

    ERIC Educational Resources Information Center

    Hackman, J. Richard; Oldham, Greg R.

    The report describes the Job Diagnostic Survey (JDS), an instrument designed to measure the following classes of variables: (1) objective job characteristics, particularly the degree to which jobs are designed so that they enhance work motivation and job satisfaction; (2) personnel affective reactions of individuals to their jobs and work setting;…

  16. 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.

  17. 14 CFR 1253.520 - Job classification and structure.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... THE 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 § 1253.520 Job... based on sex; or (c) Maintain or establish separate lines of progression, seniority systems,...

  18. 28 CFR 54.520 - Job classification and structure.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 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,...

  19. 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,...

  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. 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

  2. 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.

  3. 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…

  4. 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)

  5. 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 §...

  6. 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 §...

  7. 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 §...

  8. 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 §...

  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. Job Corps. What Works Clearinghouse Intervention Report

    ERIC Educational Resources Information Center

    What Works Clearinghouse, 2008

    2008-01-01

    "Job Corps," a federally funded education and job training program for economically disadvantaged youth, offers remedial education, GED (General Educational Development) preparation, vocational training, job placement assistance, and other supports. "Job Corps" participants typically reside in a "Job Corps" center while enrolled in the program…

  11. 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…

  12. 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…

  13. Job Analysis, Job Descriptions, and Performance Appraisal Systems.

    ERIC Educational Resources Information Center

    Sims, Johnnie M.; Foxley, Cecelia H.

    1980-01-01

    Job analysis, job descriptions, and performance appraisal can benefit student services administration in many ways. Involving staff members in the development and implementation of these techniques can increase commitment to and understanding of the overall objectives of the office, as well as communication and cooperation among colleagues.…

  14. Char separator

    DOEpatents

    Matthews, Francis T.

    1979-01-01

    Particulates removed from the flue gases produced in a fluidized-bed furnace are separated into high-and low-density portions. The low-density portion is predominantly char, and it is returned to the furnace or burned in a separate carbon burnup cell. The high-density portion, which is predominantly limestone products and ash, is discarded or reprocessed. According to another version, the material drained from the bed is separated, the resulting high-and low-density portions being treated in a manner similar to that in which the flue-gas particulates are treated.

  15. CENTRIFUGAL SEPARATORS

    DOEpatents

    Skarstrom, C.

    1959-03-10

    A centrifugal separator is described for separating gaseous mixtures where the temperature gradients both longitudinally and radially of the centrifuge may be controlled effectively to produce a maximum separation of the process gases flowing through. Tbe invention provides for the balancing of increases and decreases in temperature in various zones of the centrifuge chamber as the result of compression and expansions respectively, of process gases and may be employed effectively both to neutralize harmful temperature gradients and to utilize beneficial temperaturc gradients within the centrifuge.

  16. Job satisfaction among anesthesiologists at a tertiary hospital in Nigeria

    PubMed Central

    Rukewe, Ambrose; Fatiregun, Akinola; Oladunjoye, Adeolu O.; Oladunjoye, Olubunmi O.

    2012-01-01

    Background: We assessed job satisfaction among anesthesiologists at a tertiary hospital in Nigeria and identified elements of job stress and dissatisfaction. Methods: A cross-sectional study design was employed; a structured self-administered questionnaire was distributed, which focused on sociodemographic data, rating of job satisfaction, identification of stressors, and work relationships. Results: Out of 55 questionnaires distributed, 46 (83.6%) completed questionnaires were returned. Overall, 27 (58.7%) of the anesthesiologists were satisfied with their job. While 8.7% were very satisfied (grade 5), 6.5% were very dissatisfied (grade 1) with their job. The stressors identified by the respondents were time pressures, long working hours with complaints of insufficient sleep, and employment status. Among the respondents, the medical officers were the most discontented (9 out of 12, 75%), followed by senior registrars (5 out of 9, 56%). A high percentage of participants (54.1%) declared that the one change if implemented that would enhance their job satisfaction was having a definite closing time. Conclusion: Our results showed that despite the demanding nature of anesthesiology as a specialty, many anesthesiologists were contented with their job. PMID:23493493

  17. 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…

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

    ERIC Educational Resources Information Center

    Saunders, Bob

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

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

    ERIC Educational Resources Information Center

    Shaw, James B.; McCormick, Ernest J.

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

  20. The Application of Structured Job Analysis Information Based on the Position Analysis Questionnaire (PAQ). Final Report No. 9.

    ERIC Educational Resources Information Center

    McCormick, Ernest J.

    The Position Analysis Questionnaire (PAQ) is a job analysis instrument consisting of 187 job elements organized into six divisions. The PAQ was used in the eight studies summarized in this final report. The studies were: (1) ratings of the attribute requirements of PAQ job elements, (2) a series of principal components analyses of these attribute…

  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. 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.

  3. 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…

  4. Job-Sharing the Principalship.

    ERIC Educational Resources Information Center

    Brown, Shelley; Feltham, Wendy

    1997-01-01

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

  5. Job Posting: An Industry Survey

    ERIC Educational Resources Information Center

    Dahl, Dave R.; Pinto, Patrick R.

    1977-01-01

    Reports a survey to determine practices among metalworking firms in Minnesota covering such topics as whether or not the company had a formal or informal job posting system, the actual mechanics of the system, union influence on its design, feedback to unsuccessful job bidders, and current employee acceptance of the system. Recommendations are…

  6. Job Stress among Hispanic Professionals

    ERIC Educational Resources Information Center

    Rodriguez-Calcagno, Maria; Brewer, Ernest W.

    2005-01-01

    This study explores job stress among a random sample of 219 Hispanic professionals. Participants complete the Job Stress Survey by Spielberger and Vagg and a demographic questionnaire. Responses are analyzed using descriptive statistics, a factorial analysis of variance, and coefficients of determination. Results indicate that Hispanic…

  7. 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 studied;…

  8. 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…

  9. 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.

  10. Implementation of Job Development Practices

    ERIC Educational Resources Information Center

    Migliore, Alberto; Butterworth, John; Nord, Derek; Cox, Monica; Gelb, Amy

    2012-01-01

    We investigated the extent to which employment consultants implemented job development practices recommended in the literature when assisting job seekers with intellectual or developmental disabilities. We contacted 83 employment consultants from 25 employment programs in Minnesota and Connecticut. Fifty-nine participants were eligible and…

  11. Job Assistance for Battered Women.

    ERIC Educational Resources Information Center

    Adair, Susan; And Others

    This manual provides information, guidelines, and workshop materials for organizations interested in developing job assistance programs for battered women. First, introductory material discusses the economic situation of battered women and their special needs for support, skills development, job referrals, and training. Next, guidelines for…

  12. Job Satisfaction of University Faculty.

    ERIC Educational Resources Information Center

    Onuoha, Alphonso R. A.

    1980-01-01

    In testing Herzberg's two-factor theory of job satisfaction, it was found that theories of job satisfaction may be closely related to the methods used in collecting data; hence, the results of studies employing different methods raise questions about the validity of a particular theory. (Author/IRT)

  13. 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)

  14. 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)

  15. 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.

  16. 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. PMID:24123665

  17. 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)

  18. 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

  19. Job's story and family health.

    PubMed

    Badalamenti, Anthony F

    2009-06-01

    This paper examines the book of Job for encoded psychological meaning. Its main conclusion is that the story imagery expresses a need to rectify fatherly and parental oblivion for a child who is the object of the destructive envy of a sibling. A family dynamic is constructed from the story's repeated emphasis of Job's blamelessness and the story's position that Satan both proposes and causes Job's sufferings. The emergent family model sees Job as representing a son, Satan an envious rival, and God a father or parent(s). This paper proposes that Job's story may be reactive to a period where male authority was at risk of becoming excessive, threatening family and community health.

  20. Job's story and family health.

    PubMed

    Badalamenti, Anthony F

    2009-06-01

    This paper examines the book of Job for encoded psychological meaning. Its main conclusion is that the story imagery expresses a need to rectify fatherly and parental oblivion for a child who is the object of the destructive envy of a sibling. A family dynamic is constructed from the story's repeated emphasis of Job's blamelessness and the story's position that Satan both proposes and causes Job's sufferings. The emergent family model sees Job as representing a son, Satan an envious rival, and God a father or parent(s). This paper proposes that Job's story may be reactive to a period where male authority was at risk of becoming excessive, threatening family and community health. PMID:19421870

  1. 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

  2. Job-loss and family morbidity: a study of a factory closure.

    PubMed

    Beale, N; Nethercott, S

    1985-11-01

    A controlled, longitudinal study was performed to investigate the consequences of unemployment on health. A significant increase in morbidity was demonstrated in the families of 129 workers (80 men and 49 women) made redundant when a factory manufacturing meat products closed. A significant increase was also found when the employees themselves were studied as a separate group. The decline in health began when, two years prior to job-loss, the management intimated that production might have to cease. In the four years after this news, consultation rates in the study group showed a highly significant increase. Both referrals to and attendances at hospital outpatient departments also increased significantly. The results suggest that the threat of redundancy is a stress which is equal to, if not greater than, the actual event. Extrapolation from these findings implies an increase in work-load and cost for the National Health Service directly attributable to a rising unemployment rate.

  3. 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. PMID:27350504

  4. Reciprocal Influences of Personality and Job Characteristics Across Middle Adulthood

    PubMed Central

    Sutin, Angelina R.; Costa, Paul T.

    2010-01-01

    The present research uses an economically diverse, middle-aged sample to examine the concurrent and longitudinal interplay between personality and occupational experiences. Using the Five-Factor Model of personality and the Demand-Control Model of the occupational environment as guiding frameworks, participants (N = 722) reported on their personality, job characteristics, and occupational history; a subset (n = 297) made the same ratings approximately 10 years later. Measured concurrently, emotionally stable, extraverted, open, and conscientious participants reported jobs with greater decision-making latitude, whereas disagreeable participants had more physically demanding and dangerous jobs. Longitudinal cross-lagged analyses revealed that personality was associated with changes in decision latitude, hazardous working conditions, and physical demands. None of the job characteristics predicted change in personality at the factor level. Thus, personality shaped occupational experiences, but occupational experiences had minimal impact on personality. Support for the Five-Factor Theory perspective and implications for environmental approaches to personality development are discussed. PMID:20433619

  5. 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. PMID:27575800

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

    PubMed

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

    2014-01-01

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

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

    PubMed

    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. 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.

  9. 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. PMID:24796228

  10. 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.

  11. 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. PMID:17469992

  12. 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.

  13. 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.

  14. 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)

  15. 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)

  16. 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.

  17. 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

  18. [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.

  19. A test of a proposed method for estimating validity of a multivariate composite predictor: extending the job component validity model.

    PubMed

    Hoffman, Calvin C; Morris, David; Luck, Gypsi

    2009-12-01

    In this study, a proposed extension to the job component validity model from the Position Analysis Questionnaire was tested. Job component validity, a form of synthetic validation, allows researchers to select useful predictors and to estimate the criterion-related validity of tests based on conducting a job analysis which includes the Position Analysis Questionnaire. Morris and colleagues described a method for estimating the multiple correlation of a test battery assembled via job component validity estimates. In the current study, job component validity estimates, derived from the multiple correlation procedure proposed by Morris, et al., were compared to unit-weighted validity estimates obtained in a criterion-related validity study of six job progressions. The multivariate job component validity estimates were comparable to unit-weighted validity coefficients obtained using supervisory ratings as criteria. Multivariate job component validity estimates were conservative compared to corrected unit-weighted validity coefficients.

  20. 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

  1. National Collegiate Athletic Association Division and Primary Job Title of Athletic Trainers and Their Job Satisfaction or Intention to Leave Athletic Training

    PubMed Central

    Terranova, Aaron B.; Henning, Jolene M.

    2011-01-01

    Context: Membership in the National Athletic Trainers' Association (NATA) has declined in recent years, generating much debate about professional commitment. Objective: To compare the contributing factors of job satisfaction and intention to leave athletic training of certified athletic trainers (ATs) employed in National Collegiate Athletic Association (NCAA) institutions. Design: Cross-sectional study. Setting: A link to a Web-based questionnaire containing the Spector Job Satisfaction Survey (JSS) and an original Intention to Leave Survey (ITLS) was distributed by e-mail to 1003 certified members of the National Athletic Trainers' Association. Patients or Other Participants: A total of 191 certified members of the NATA employed in a college or university setting in a primarily clinical capacity; representing all NCAA divisions; and having the job title of head athletic trainer, associate/assistant athletic trainer, or graduate assistant/intern athletic trainer. Main Outcome Measure(s): We used separate 3 × 3 factorial analyses of variance to compare the mean scores of each JSS subscale and of the ITLS with NCAA division and job title. A stepwise multiple regression was used to determine the strength of the relationships between the JSS subscales and the ITLS. Results: We found differences for job title in the subscales of Fringe Benefits (F2,182 = 7.82, P = .001) and Operating Conditions (F2,182 = 12.01, P < .001). The JSS subscale Nature of Work was the greatest indicator of intention to leave (β = −0.45). Conclusions: We found a strong negative correlation between various facets of job satisfaction and intention to leave athletic training. The NCAA division seemed to have no effect on an individual's job satisfaction or intention to leave the profession. In addition, only Fringe Benefits and Operating Conditions seemed to be affected by job title. The ATs had similar levels of job satisfaction regardless of NCAA division, and their job titles were not a

  2. How to land that job.

    PubMed

    Dean, Erin

    2016-03-01

    Job adverts for nursing positions in the NHS and elsewhere often include a name and number for potential applicants to contact for more information, and applicants are being encouraged to make good use of them. PMID:26932652

  3. Job satisfaction of Asian Americans.

    PubMed

    Weaver, C N; Hinson, S

    2000-04-01

    Since Asian Americans have demographic and labor force characteristics more similar to Euro-Americans than African Americans, one might predict that their job satisfaction would be more like the former than the latter. And, because Asian Americans originating from different countries are heterogeneous in language, culture, and recency of immigration, one might predict that they may report obtaining different amounts of satisfaction from their jobs. However, data from 21 nationally representative opinion surveys from 1972 through 1996 suggest the opposite. Asian Americans (n = 199) reported job satisfaction more like African Americans (n = 1,231) than Euro-Americans (n = 10,709), and Asian Americans from China (n = 53), Japan (n = 44), India (n = 55), and the Philippines (n = 47) reported similar job satisfaction. These differences persisted when age, education, occupation, and personal income were held constant.

  4. 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.

  5. 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)

  6. The Sales Approach to the Job Hunt.

    ERIC Educational Resources Information Center

    Pelletier, Dennis M.

    1981-01-01

    Discusses the task of job seekers: selecting a job, an employer, and selling themselves to the employer as the best person for the job. Principals derived from salesmanship can be applied to this job search method including the art of persuasion and the selling process. (RC)

  7. Win That Job! 10th Anniversary Edition.

    ERIC Educational Resources Information Center

    Stevens, Paul

    This book provides practical information on obtaining a job. Though it is published in Australia, 11 chapters introduce a universal range of job search methods, presenting: the importance of goals and self-knowledge; the resume; preparing job search correspondence; the interview; self-promotion; job search tips and unusual strategies; networking;…

  8. 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...

  9. 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...

  10. 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...

  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, 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...

  13. 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…

  14. 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…

  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. 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.

  17. 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.

  18. Gas separating

    DOEpatents

    Gollan, Arye Z. [Newton, MA

    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.

  19. 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.

  20. Component separations.

    PubMed

    Heller, Lior; McNichols, Colton H; Ramirez, Oscar M

    2012-02-01

    Component separation is a technique used to provide adequate coverage for midline abdominal wall defects such as a large ventral hernia. This surgical technique is based on subcutaneous lateral dissection, fasciotomy lateral to the rectus abdominis muscle, and dissection on the plane between external and internal oblique muscles with medial advancement of the block that includes the rectus muscle and its fascia. This release allows for medial advancement of the fascia and closure of up to 20-cm wide defects in the midline area. Since its original description, components separation technique underwent multiple modifications with the ultimate goal to decrease the morbidity associated with the traditional procedure. The extensive subcutaneous lateral dissection had been associated with ischemia of the midline skin edges, wound dehiscence, infection, and seroma. Although the current trend is to proceed with minimally invasive component separation and to reinforce the fascia with mesh, the basic principles of the techniques as described by Ramirez et al in 1990 have not changed over the years. Surgeons who deal with the management of abdominal wall defects are highly encouraged to include this technique in their collection of treatment options.

  1. Integrating values in job descriptions.

    PubMed

    Craig, R P

    1987-12-01

    The Mission Services Division of the Sisters of Charity of the Incarnate Word Health Care Corporation, Houston, has established training sessions to help various facilities develop criteria-based job descriptions that integrate values. A major problem with traditional job descriptions is that they do not contain enough information for value integration to occur. Each facet of the job description--the responsibility statement, the task statement, and the standard--can integrate the facilities' values in explicit and implicit ways. Such integration reduces the possibility of a supervisor arbitrarily defining the qualitative aspects of how an employee performs the job and provides a better method for evaluating the quality of the employee's performance. The first step in value integration is to identify the organization's values. Next, illustrative behaviors are identified to emphasize value integration in both activity-based task statements and results-based standards. The final step is to integrate the values in the job description, which makes the value operational and bridges the gap between commitment to values and behavior that exemplifies those values. Although values cannot be measured as objectively as the successful accomplishment of a procedure with a specified method of measurement, evaluation of values is not fruitless. When the employee and supervisor agree on specific qualitative aspects of patient care or other tasks, the consistency of the qualitative aspects of the job can be evaluated.

  2. 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.

  3. Empowering the Older Job Seeker: Experimental Evaluation of the Older Worker Job Club.

    ERIC Educational Resources Information Center

    Gray, Denis

    Because older job seekers have been shown to exhibit less job search motivation and competence than other groups, a job club program based on learning and self help principles was developed to empower the older job seeker. Of persons (N=48) who requested assistance from a local area agency on aging, half entered the job club program and half were…

  4. 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…

  5. 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…

  6. 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…

  7. 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

  8. The lesser evil: bad jobs or unemployment? A survey of mid-aged Australians.

    PubMed

    Broom, Dorothy H; D'Souza, Rennie M; Strazdins, Lyndall; Butterworth, Peter; Parslow, Ruth; Rodgers, Bryan

    2006-08-01

    Paid work is related to health in complex ways, posing both risks and benefits. Unemployment is associated with poor health, but some jobs may still be worse than no job at all. This research investigates that possibility. We used cross-sectional survey data from Australians aged 40-44 (N = 2497). Health measures were depression, physical health, self-rated health, and general practitioner visits. Employees were classified according to their job quality (strain, perceived job insecurity and marketability). Employee health was compared to people who were unemployed, and to people who were not in the labour force. We found that unemployed people reported worse health when compared to all employees. However, distinguishing in terms of employee's job quality revealed a more complex pattern. Poor quality jobs (characterized by insecurity, low marketability and job strain) were associated with worse health when compared to jobs with fewer or no stressors. Furthermore, people in jobs with three or more of the psychosocial stressors report health that is no better than the unemployed. In conclusion, paid work confers health benefits, but poor quality jobs which combine several psychosocial stressors could be as bad for health as being unemployed. Thus, workplace and industrial relations policies that diminish worker autonomy and security may generate short-term economic gains, but place longer-term burdens on the health of employees and the health-care system. PMID:16597477

  9. Job engagement, job satisfaction, and contrasting associations with person-job fit.

    PubMed

    Warr, Peter; Inceoglu, Ilke

    2012-04-01

    Forms of well-being vary in their activation as well as valence, differing in respect of energy-related arousal in addition to whether they are negative or positive. Those differences suggest the need to refine traditional assumptions that poor person-job fit causes lower well-being. More activated forms of well-being were proposed to be associated with poorer, rather than better, want-actual fit, since greater motivation raises wanted levels of job features and may thus reduce fit with actual levels. As predicted, activated well-being (illustrated by job engagement) and more quiescent well-being (here, job satisfaction) were found to be associated with poor fit in opposite directions--positively and negatively, respectively. Theories and organizational practices need to accommodate the partly contrasting implications of different forms of well-being.

  10. Does Finnish hospital staff job satisfaction vary across occupational groups?

    PubMed Central

    2013-01-01

    Background Job satisfaction of staff is an essential outcome variable in research when describing the work environment of successful hospitals. Numerous studies have evaluated the topic, but few previous studies have assessed the job satisfaction of all staff in hospital settings. It is important to discover if there are any unsatisfied groups of people working in hospitals, the aspects they are unsatisfied with and why. The aim of this study was to evaluate job satisfaction of all staff working at a Finnish university hospital, identify differences in job satisfaction between staff groups, and explore the relationship between their self-evaluated quality of work and job satisfaction. Methods Data were collected from 1424 employees of the hospital using the web-based Kuopio University Job Satisfaction Scale survey instrument in autumn 2010. The research data were analysed by using SPSS 19.0 for Windows. Frequency and percentage distributions, as well as mean values, were used to describe the data. A non-parametric test (Kruskal–Wallis test) was used to determine the significance of differences in scores between different groups of staff members and between quality evaluations. Results The overall job satisfaction of the employees was good. They rated both motivating factors of their work and work welfare as excellent. The areas causing most dissatisfaction were work demands and participation in decision making. Physicians formed the most satisfied group, nurses and maintenance staff were the least satisfied, and office and administrative staff were fairly satisfied. Staff who rated the quality of work in their units as high usually also considered their job satisfaction to be excellent. Conclusions Every staff member has an influence on job satisfaction in her/his unit. A culture of participation should be developed and maintained in the units and the whole hospital to ensure that all staff feel they play important roles in the hospital. A university hospital is

  11. Jordanian nurses' job satisfaction and intent to stay: comparing teaching and non-teaching hospitals.

    PubMed

    Mrayyan, Majd T

    2007-01-01

    The aims of this study were to identify variables of Jordanian nurses' job satisfaction and intent to stay, compare the phenomena of interest in teaching and non-teaching hospitals, and correlate the two concepts of nurses' job satisfaction and intent to stay. A convenience sample of 433 nurses was obtained from three teaching hospitals and two non-teaching hospitals. Nurses were "neither satisfied nor dissatisfied" and were "neutral" in reporting their intent to stay at their current jobs. Nurses who were working in non-teaching hospitals reported higher job satisfaction and intent to stay rates than those working in teaching hospitals. Nurses' job satisfaction and intent to stay were at the borderlines, which require the immediate attention of nursing and hospital administrators. Nurses' job satisfaction and intent to stay, particularly in teaching hospitals, have to be promoted; thus, interventions have to be effectively initiated and maintained at the unit and organizational levels. PMID:17540315

  12. 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…

  13. 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)

  14. 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…

  15. 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…

  16. Hanging on or Fading out? Job Satisfaction and the Long-Term Worker.

    ERIC Educational Resources Information Center

    Traut, Carol Ann; Larsen, Rick; Feimer, Steven H.

    2000-01-01

    A survey of 123 fire department employees found that years of service influenced overall job satisfaction and satisfaction with supervision, job content, departmental relations, and training. Those most satisfied were in the earliest years of service. Satisfaction with departmental relations received the lowest ratings. (SK)

  17. 20 CFR 670.980 - What are the indicators of performance for Job Corps?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... Job Corps? 670.980 Section 670.980 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION... assessment system established under § 670.975 will include expected levels of performance established for... provider; (2) The job placement rate of graduates into unsubsidized employment, analyzed by the...

  18. 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…

  19. Job Placement and Follow-up of Moderately and Severely Handicapped Individuals after Three Years.

    ERIC Educational Resources Information Center

    Wehman, Paul; And Others

    1982-01-01

    The paper describes the results of a three-year job placement project for moderately and severely handicapped individuals which developed a training and advocacy approach to placement that involved client training by staff at the job site. A 63-percent retention rate for employees and substantial earnings are reported. (Author/CL)

  20. 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…

  1. 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.

  2. Flexible Job Shop Scheduling with Multi-level Job Structures

    NASA Astrophysics Data System (ADS)

    Jang, Yang-Ja; Kim, Ki-Dong; Jang, Seong-Yong; Park, Jinwoo

    This paper deals with a scheduling problem in a flexible job shop with multi-level job structures where end products are assembled from sub-assemblies or manufactured components. For such shops MRP (Material Requirement Planning) logic is frequently used to synchronize and pace the production activities for the required parts. However, in MRP, the planning of operational-level activities is left to short term scheduling. So, we need a good scheduling algorithm to generate feasible schedules taking into account shop floor characteristics and multi-level job structures used in MRP. In this paper, we present a GA (Genetic Algorithm) solution for this complex scheduling problem based on a new gene to reflect the machine assignment, operation sequences and the levels of the operations relative to final assembly operation. The relative operation level is the control parameter that paces the completion timing of the components belonging to the same branch in the multi-level job hierarchy. We compare the genetic algorithm with several dispatching rules in terms of total tardiness and the genetic algorithm shows outstanding performance for about forty modified standard job-shop problem instances.

  3. 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.

  4. 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.

  5. ATLAS job monitoring in the Dashboard Framework

    NASA Astrophysics Data System (ADS)

    Andreeva, J.; Campana, S.; Karavakis, E.; Kokoszkiewicz, L.; Saiz, P.; Sargsyan, L.; Schovancova, J.; Tuckett, D.

    2012-12-01

    Monitoring of the large-scale data processing of the ATLAS experiment includes monitoring of production and user analysis jobs. The Experiment Dashboard provides a common job monitoring solution, which is shared by ATLAS and CMS experiments. This includes an accounting portal as well as real-time monitoring. Dashboard job monitoring for ATLAS combines information from the PanDA job processing database, Production system database and monitoring information from jobs submitted through GANGA to Workload Management System (WMS) or local batch systems. Usage of Dashboard-based job monitoring applications will decrease load on the PanDA database and overcome scale limitations in PanDA monitoring caused by the short job rotation cycle in the PanDA database. Aggregation of the task/job metrics from different sources provides complete view of job processing activity in ATLAS scope.

  6. 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.

  7. 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.

  8. 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.

  9. 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.

  10. Particle separation

    DOEpatents

    Moosmuller, Hans; Chakrabarty, Rajan K.; Arnott, W. Patrick

    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.

  11. An Evaluation of Methods for Predicting Job Performance of Personnelmen.

    ERIC Educational Resources Information Center

    Thomas, Patricia J.

    The Personnelman (PN) Rating was the subject of a recent study in which selection test scores were found to correlate satisfactorily with school grades. The purpose of this followup study was to determine whether correlations exist between selection test scores and job performance measures, and whether the experimental tests taken by PN students…

  12. Obtaining Test Blueprint Weights from Job Analysis Surveys.

    ERIC Educational Resources Information Center

    Spray, Judith; Huang, Chi-Yu

    2000-01-01

    Presents a method for combining multiple scale responses from job or task surveys based on a hierarchical rating scheme. Provides the rationale for placing the resulting ordinal information on an interval scale of measurement using the Rasch model. Also suggests a method for linking two or more surveys using the Rasch model and the BIGSTEPS…

  13. 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…

  14. 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.

  15. 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. PMID:21925466

  16. The affliction of Job: poisoned!

    PubMed

    Gorman, S; Kaplan, D L

    1999-01-01

    The story of Job has been an inspiration for centuries to those familiar with the story. It has also been a source of curiosity as to what affliction he suffered. A critical reappraisal of the clinical manifestations of his illness support the contention that he was a victim of poisoning. There is historical evidence to support that the poison was available in his time and already in use for poisoning. Finally, there is even documentation in the story of Job as to the identity of his poisoner. PMID:9922031

  17. 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

  18. How do people differentiate between jobs: and how do they define a good job?

    PubMed

    Jones, Wendy; Haslam, Roger; Haslam, Cheryl

    2012-01-01

    Employed individuals from a range of jobs (n=18) were interviewed using a repertory grid technique, to explore the criteria they used to distinguish between different jobs. The concepts of 'a good job' and 'a job good for health' were also discussed. Interactions with others and the job itself were the most commonly used criteria and were also the most common features of a 'good job'. Pay and security were mentioned frequently but were less important when comparing jobs and when defining a 'good job'. Physical activity was rarely associated by interviewees with a 'good job' but was frequently associated with a 'job good for health'. A comprehensive definition of a 'good job' needs to take all these factors into account. PMID:22316822

  19. 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…

  20. Job Seeking and Job Acquisition in Early Adolescence

    ERIC Educational Resources Information Center

    Creed, Peter; O'Callaghan, Frances; Doherty, Fiona

    2004-01-01

    In Australia, 42 per cent of full-time students work in part-time jobs, and recent research indicates that a substantial majority of these students want to increase their hours of employment. Although research has identified a range of positive and negative outcomes for students, almost all of the studies have been cross-sectional, thereby…

  1. 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…

  2. 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…

  3. 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.…

  4. Predictors of Ohio Cooperative Extension Service County Agents' Intentions To Leave the Job. Summary of Research 47.

    ERIC Educational Resources Information Center

    Van Tilburg, Emma Lou; Miller, Larry E.

    A study sought to determine what factors influenced Ohio Cooperative Extension Service county agents to leave their jobs (particularly the factor of job performance level) as measured by supervisory rating and self-rating techniques. Additionally, the study sought to determine relationships between variables and to determine the levels of those…

  5. Selected correlates of job performance of community health nurses.

    PubMed

    Koerner, B L

    1981-01-01

    Using a study sample of 32 community health nurses employed by the Visiting Nurse Association of Hartford, Inc., the relationship of selected attribute and environmental variables was studied, and a quantitative rating of the nurses' job performances was developed. A nonhierarchical stepwise multiple regression analysis was used to determine the relationship between job performance and the independent variables: age, education, work experience, five state board licensure examinations, job satisfaction, and leadership behavior. A principal component analysis with Varimax rotation was used to reduce the independent variables to three components: state board examinations, biographical information, and attitude toward the work environment. The raw score model produced a larger multiple correlation (p < .05) than the reduced rank model in the regression analyses. This result was due, in part, to the small sample size in relation to the number of independent variables for the raw score model. However, the rank reduction of the raw scores captured only 38 percent of the variation among the items.

  6. Job characteristics, flow, and performance: the moderating role of conscientiousness.

    PubMed

    Demerouti, Evangelia

    2006-07-01

    The present article aims to show the importance of positive work-related experiences within occupational health psychology by examining the relationship between flow at work (i.e., absorption, work enjoyment, and intrinsic work motivation) and job performance. On the basis of the literature, it was hypothesized that (a) motivating job characteristics are positively related to flow at work and (b) conscientiousness moderates the relationship between flow and other ratings of (in-role and out-of-role) performance. The hypotheses were tested on a sample of 113 employees from several occupations. Results of moderated structural equation modeling analyses generally supported the hypotheses. Motivating job characteristics were predictive of flow, and flow predicted in-role and extra-role performance, for only conscientious employees. PMID:16834474

  7. 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.

  8. 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. PMID:24174390

  9. 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…

  10. Perceived Barriers to Effective Job Performance Among Nursing Assistants in Long-Term Care

    PubMed Central

    Parmelee, Patricia A.; Laszlo, Mary C.; Taylor, Jo A.

    2009-01-01

    Objectives: This research explored perceived barriers to job performance among a national sample of nursing assistants (NAs). Specific objectives were (a) to clarify which of the problems identified by previous research are most troublesome for NAs, (b) to develop a reliable quantitative measure of perceived barriers to job performance, and (c) to test construct validity of the measure vis-à-vis work-related psychological empowerment and job satisfaction. Methods: Nursing assistants attending the 2006 national conference of the National Association of Health Care Assistants completed a paper-and-pencil survey including 33 barriers to job performance and standardized measures of empowerment and job satisfaction. The barries were also rated by a small sample of NAs at a single Georgia nursing home. Results: Factor analysis of barriers items yielded a 30-item Nursing Assistants Barriers Scale (NABS) comprising 6 subscales: Teamwork, Exclusion, Respect, Workload, Work Stress, and New NAs. Lack of teamwork and exclusion from communication processes were rated as most problematic by both samples. The 6 NABS subscales were significantly and independently associated with empowerment and satisfaction; different barriers predicted the two constructs. Discussion: This study is a first step toward quantitative assessment of NAs' perceptions of barriers to doing their jobs. Primary limitations are the select sample and use of a job satisfaction measure that may have artificially inflated correlations with the NABS. Nonetheless, results confirm the validity of the new scale as an operationalization of the barriers construct. Conclusion: The concept of barriers to job performance is a unique construct from work empowerment and satisfaction with one's job. Nursing assistants clearly differentiate various barriers, converging on workload and lack of teamwork as most problematic. Further work is needed to substantiate validity and reliability of the NABS, particularly with respect

  11. Job Satisfaction among Community College Counselors.

    ERIC Educational Resources Information Center

    Coll, Kenneth; Rice, Robert

    1990-01-01

    Describes a study of job satisfaction and factors influencing satisfaction among community college counselors in Oregon. Reports general dissatisfaction with leadership. Concludes that teaching load, job title, incompatible demands, unclear explanations, and conflicting resources affect counselor satisfaction. (DMM)

  12. Developing Your Employee Handbook: Job Descriptions.

    ERIC Educational Resources Information Center

    Perreault, Joe

    1988-01-01

    A job description is a brief document that conveys to employees the importance of their jobs to the overall success of the day-care center. If properly written, it can contribute to effective employee motivation and supervision. (RJC)

  13. 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.

  14. Sports Jobs Shine for Olympic Summer.

    ERIC Educational Resources Information Center

    Mariani, Matthew

    1995-01-01

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

  15. Job Analysis: A Local Government's Experience.

    ERIC Educational Resources Information Center

    Urbanek, Steve J.

    1997-01-01

    A county personnel department undertook reclassification of all positions by collecting and using job analysis data to rewrite job descriptions. External pay equity and validated selection procedures resulted with only a modest increase in payroll costs. (SK)

  16. Job satisfaction in health-care organizations

    PubMed Central

    Bhatnagar, Kavita; Srivastava, Kalpana

    2012-01-01

    Job satisfaction among health-care professionals acquires significance for the purpose of maximization of human resource potential. This article is aimed at emphasizing importance of studying various aspects of job satisfaction in health-care organizations. PMID:23766585

  17. High Technology and Job Loss.

    ERIC Educational Resources Information Center

    Rumberger, Russell

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

  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. Job Sharing: One District's Experience.

    ERIC Educational Resources Information Center

    Lantz, Mahlon L.

    1983-01-01

    Describes responses of principals, teachers, and parents to a job sharing program instituted to reduce impact of staff layoffs. Principals were satisfied overall; teachers believed that students benefited from interaction with two instructors; and a majority of parents felt likewise. (TE)

  20. 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…

  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 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,…

  3. 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)

  4. 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.

  5. Job-Related Maternity Benefits.

    ERIC Educational Resources Information Center

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

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

  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. 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.

  8. [Job strain and drinking behavior].

    PubMed

    Yang, M J; Ho, C K; Fan, L R; Yang, M S

    1996-12-01

    The aim of this survey study was to explore the influence of work on individual's drinking behavior. From October 1994 to March 1995, the present researchers implemented a self-administered questionnaire survey on workers in the manufacturing sector in Metropolitan Kaohsiung area, southern Taiwan. Of the 1,117 subjects selected, 668 (61.8%) stated that they had had one or more drinks during the preceding month. The average daily consumption of alcohol was 0.2 +/- 0.9 drinks (with a range of 0 to 12 drinks and a median of 0.02 drinks). In addition, 188 (28.8%) of the subjects reported having experienced drinking-related problems during the preceding month, and 35 respondents (5.2%) gave escape from job stress as the reason for their drinking in the preceding month. The result of multivariate analyses showed that workers who reported less autonomy in their job were more likely to experience drinking-related problems (odds ratio [OR] = 1.3) and to drinking for psychological relief (OR = 1.2); that workers who reported more demanding job conditions were more likely to drink for escape (OR = 2.5) but had lower levels of drinking (t = -2.5, p = 0.01); and that workers who reported high levels of job strain were more likely to experience drinking-related problems and to drink for relief but had lower levels of drinking. The details and implications of this result will be discussed.

  9. Job Satisfaction in Correctional Officers.

    ERIC Educational Resources Information Center

    Diehl, Ron J.

    For more than a decade, correctional leaders throughout the country have attempted to come to grips with the basic issues involved in ascertaining and meeting the needs of correctional institutions. This study investigated job satisfaction in 122 correctional officers employed in both rural and urban prison locations for the State of Kansas…

  10. Job Prospects for Marine Engineers.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1986-01-01

    Marine engineering is one of the smaller disciplines that have grown during recent decades. Job prospects in this field, salaries, types of employers (particularly Navy shipbuilding and infrastructure work), and marine/ocean engineers involvement with environmental issues are discussed. (JN)

  11. Job Prospects for Civil Engineers.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1985-01-01

    Government programs and renewed industrial activity have combined with stable enrollments to create bright job prospects for civil engineers. Areas with good opportunities include highway reconstruction and rehabilitation, water-resource management, and new factory construction. The subspecialty of structural engineering has a growing need in…

  12. 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)

  13. 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…

  14. That's the Job I Want!

    ERIC Educational Resources Information Center

    Morgan, Robert L.; Ellerd, David A.; Gerity, Brent P.; Blair, Rebecca J.

    2000-01-01

    This article describes how educators can use motion video on CD-ROM to provide more information to youth on employment and to represent the complexity of employment environments. The Youth Employment Selections program for helping students and adults with disabilities to understand critical attributes of many jobs is profiled. (Contains…

  15. Job Prospects for Mechanical Engineers.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1985-01-01

    Indicates that the healthy economy is providing multiple opportunities for graduating mechanical engineers (including more job offers and higher pay) and that greatly expanded funding of military-defense work and computer applications are contributing to this growth. Data on mechanical engineering degrees granted, salaries, and industry growth are…

  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. Job Prospects for Chemical Engineers.

    ERIC Educational Resources Information Center

    Basta, Nicholas

    1985-01-01

    After several lean years, chemical engineering (a popular discipline among women) is witnessing a higher job demand for new graduates. Companies show a trend toward specialty chemicals with resultant needs for more engineering talent. Other opportunities in the field include agriculture and food processing, environmental control, biotechnology,…

  18. 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 repeatedly…

  19. Panel I: Technology and Jobs.

    ERIC Educational Resources Information Center

    Appalachia, 1984

    1984-01-01

    Panel I features two case histories of state government, university, and private corporation cooperation to bring technology to the workplace (Microelectronics Center of North Carolina and Ben Franklin Partnership Program) and presentations about Burlington Industries and General Electric Company investments in technology to save jobs and boost…

  20. 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…

  1. 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. PMID:11316834

  2. 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.

  3. Challenges to global green job growth.

    PubMed

    Sweeney, Sean; Kubit, Jill; Renner, Michael

    2009-01-01

    The authors recognize that green is a relative term and that what's green today may be decidedly not green tomorrow. They developed the idea of "shades of green" to try to capture the differences between jobs and looked at where the green jobs currently are. They found that green jobs in renewables are likely to grow, but in other sectors green jobs face enormous challenges. Among them are investment, technology, agriculture, labor market, and urbanization hurdles.

  4. Job strain and vagal recovery during sleep in shift working health care professionals.

    PubMed

    Karhula, Kati; Henelius, Andreas; Härmä, Mikko; Sallinen, Mikael; Lindholm, Harri; Kivimäki, Mika; Vahtera, Jussi; Puttonen, Sampsa

    2014-12-01

    Within sample female nurses/nurse assistants in three shift work, we explored the association of job strain with heart rate variability before and during sleep. The participants (n = 95) were recruited from the Finnish Public Sector Study, from hospital wards that belonged either to the top (high job strain [HJS], n = 42) or bottom quartiles on job strain (low job strain [LJS], n = 53) as rated by Job Content Questionnaire responses. A further inclusion criterion was that participants' own job strain was at least as high (HJS group) or low (LJS group) as their ward's average estimation. Three-week field measurements included sleep diary and actigraphy to study the participants' sleep patterns and sleep-wake rhythm. A subset of three pre-selected, circadian rhythm and recovery controlled measurement days, one morning shift, one night shift and a day off, included 24-h heart rate variability (HRV) measurements. The bootstrapped HRV parameters (HR, HF, LF, LF-to-HF-ratio and RMSSD) 30 min before and during 30 min of sleep with lowest average heart rate showed no statistically significant job strain group differences. No association of exposure to stressful work environment and HRV before and during sleep was found.

  5. Job Satisfaction of Vocational Agriculture Teachers in Louisiana.

    ERIC Educational Resources Information Center

    Grady, Thomas L.

    1985-01-01

    A study was conducted to ascertain the job satisfaction of vocational agriculture teachers in Louisiana, identify the job factors that significantly affect overall job satisfaction, and ascertain relationships between job satisfaction and selected demographic variables. (CT)

  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. 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…

  8. Improving Job-Seeking Skills of Adolescents with Handicaps through Job Clubs.

    ERIC Educational Resources Information Center

    Elksnin, Nick; Elksnin, Linda K.

    1988-01-01

    The literature on the effectiveness of "job clubs" as a job-finding technique for handicapped adults was reviewed. The club involves group meetings providing social support from job-seeking peers as well as training in traditional and nontraditional job search methods including networking with friends, relatives, former employers, and other…

  9. 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…

  10. 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…

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

  12. 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…

  13. 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…

  14. What Predicts Job Satisfaction in Malaysia?

    ERIC Educational Resources Information Center

    Kamarulzaman, Wirawani; Ibrahim, Mohd Burhan

    2012-01-01

    The purpose of this study is to address the gaps in the literature and to examine the predictors of job satisfaction. In this study, the hypothesized predictors influencing one's job satisfaction are a) gender, b) age, c) level of education, d) salary, e) role in the job, and f) years of working in the organization. This study used Minnesota…

  15. Job Search by Employed and Unemployed Youth.

    ERIC Educational Resources Information Center

    Holzer, Harry J.

    1987-01-01

    Analysis of data from the New Youth Cohort of the National Longitudinal Survey yields evidence that young unemployed job seekers chose higher levels of search effort (used more job search methods and spent more time) and lower reservation wages than did comparable employed job seekers in 1981. (Author/CH)

  16. 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 practices…

  17. Job Sharing: Is It in Your Future?

    ERIC Educational Resources Information Center

    Russell, Thyra K.

    This paper reports the results of a survey of 1,277 libraries in Illinois which investigated the status of job sharing in armed forces, college and university, community college, government, law, medical, public, religious, and special libraries and library systems. Job sharing is described as the division of one full-time job between two or more…

  18. Job Corps Vocational Offerings Review. Final Report.

    ERIC Educational Resources Information Center

    Manpower Administration (DOL), Washington, DC. Job Corps.

    The relative effectiveness of current Job Corps vocational offerings was evaluated, and occupations suitable for addition to the Job Corps vocational curricula were identified. Characteristics of Job Corps enrollees and the occupations in which training was provided were identified. To assess their comparative effectiveness, training occupations…

  19. Job-Seeking Behavior and Vocational Development.

    ERIC Educational Resources Information Center

    Stevens, Nancy D.

    Noting that job-seeking behavior, as contrasted with the processes of vocational choice and work adjustment, has been neglected in theories of vocational development, the author identifies three job seeking behavior patterns: (1) individuals exhibiting specific goals and self actualized behavior obtain desired jobs most successfully; (2) those…

  20. Job Satisfaction of Journalists and PR Personnel.

    ERIC Educational Resources Information Center

    Olson, Laury D. (Masher)

    1989-01-01

    Surveys job satisfaction of journalists and public relations personnel in the San Francisco Bay Area. Finds public relations personnel significantly more satisfied with both their jobs and profession. Concludes that the relatively lower levels of job satisfaction for journalists are largely a result of lack of autonomy. (SR)

  1. Job Satisfaction of Secondary School Teachers

    ERIC Educational Resources Information Center

    Crossman, Alf; Harris, Penelope

    2006-01-01

    Low job satisfaction has been cited as a possible cause of the current teaching crisis in the UK. This article reports on a study that examined job satisfaction among secondary school teachers in different types of secondary school. The results indicate a significant difference in the overall job satisfaction scores of teachers by type of school.…

  2. 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)

  3. Perspectives on Job Enrichment and Productivity.

    ERIC Educational Resources Information Center

    Suojanen, Waino W., Ed.; And Others

    The book of reading focuses on the state of job enrichment in the United States today, as well as some of its international implications. Featured in the book are 20 selected working papers analyzing the development and use of job enrichment in various types of organizations, union response to job enrichment, and its outlook for the future. The…

  4. Urban Job Center for Women. Final Report.

    ERIC Educational Resources Information Center

    Middlesex County Vocational and Technical High Schools, New Brunswick, NJ.

    The Urban Job Center was designed to help break the poverty cycle for single parents and their children by increasing single mothers' participation in job training, providing them with such supportive services as child care and transportation assistance, helping them gain access to higher-paying jobs, and informing parents about realistic…

  5. 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;…

  6. 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. …

  7. Are You Suited for the Job?

    ERIC Educational Resources Information Center

    Carter, Celeste M.; And Others

    This study was undertaken to examine the impact of different color women's business suits on hiring decisions and perceptions of job applicants for two different types of jobs, one requiring warmth (elementary school teacher) and one requiring power (police officer). It was hypothesized that fictitious job applicants wearing dark, cold colors…

  8. Job Satisfaction among High School Athletic Administrators

    ERIC Educational Resources Information Center

    Green, Gregory; Reese, Shirley A.

    2006-01-01

    Coaching and supervising high school sport programs can be a rewarding, but stressful career. Many researchers have identified a close relationship between occupational stress and job satisfaction, or how one feels about the job (Burke 1971; Buck, 1972; Howard, 1978). Most studies of job satisfaction in education have tended to focus on teachers.…

  9. 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…

  10. 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...

  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. 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....

  13. 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...

  14. 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 our…

  15. 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...

  16. 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…

  17. 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....

  18. 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....

  19. 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...

  20. 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....