Science.gov

Sample records for job separation rates

  1. 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.

  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 regard...

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

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

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

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

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

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

  6. 29 CFR 778.112 - Day rates and job rates.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

  7. Changing Consequences of Job Separation in the United States.

    ERIC Educational Resources Information Center

    Polsky, Daniel

    1999-01-01

    Panel Study of Income Dynamics data on job loss (1976 to 1981 and 1986 to 1991) indicated stability in overall incidence of job loss but significant increases in involuntary loss for older workers. Reemployment rate of workers who involuntarily lost jobs dropped from 67% to 62%. Chances of a large wage cut rose to 17% by 1986 to 1991. (SK)

  8. Separation Rate and Neighbor Diffusivit.

    PubMed

    Verduin, J

    1961-09-22

    Separation rates of neighboring pieces of orange peel floating on the sea were measured under fresh breeze conditions. When Stommel's equation for neighbor diffusivity (F) was applied to the data it became apparent that the F value increased by an order of magnitude whenever the time adrift increased by this amount. This is a result of the fact that the increase in spacing distance is squared while the time adrift is not. It is recommended that a standard time of 1 second be used whenever Stommel's equation is applied in neighbor diffusivity problems. Recomputation of data from the literature showed that neighbor diffusivity varied between 0.08 and 1 cm(2)/sec while time adrift varied between 10 and 10(8) seconds. Further study of separation rates, as parameters of surface turbulence, is recommended.

  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. Narrative Job Descriptions as Potential Sources of Job Analysis Ratings

    DTIC Science & Technology

    1981-05-05

    profilo reflected Jobs that were relatively high in Decision-Making, C•m- munication and Social Responsibility , but somewhat beloe the mean on the...relatively flat profile distinguished primarily by lower than average scores on the Decision-Making, Communication and Social Responsibility dimensions. The

  11. 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 a...

  12. 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…

  13. 26 CFR 1.53-3 - Separate rule for pass-through of jobs credit.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

  14. 26 CFR 1.53-3 - Separate rule for pass-through of jobs credit.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 26 Internal Revenue 1 2014-04-01 2013-04-01 true Separate rule for pass-through of jobs credit. 1... INCOME TAXES Tax Surcharge § 1.53-3 Separate rule for pass-through of jobs credit. (a) In general. Under... include (but are not limited to) a deduction under section 1202 attributable to a net capital gain passed...

  15. 26 CFR 1.53-3 - Separate rule for pass-through of jobs credit.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 26 Internal Revenue 1 2013-04-01 2013-04-01 false Separate rule for pass-through of jobs credit. 1... INCOME TAXES Tax Surcharge § 1.53-3 Separate rule for pass-through of jobs credit. (a) In general. Under... include (but are not limited to) a deduction under section 1202 attributable to a net capital gain passed...

  16. 26 CFR 1.53-3 - Separate rule for pass-through of jobs credit.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 26 Internal Revenue 1 2012-04-01 2012-04-01 false Separate rule for pass-through of jobs credit. 1... INCOME TAXES Tax Surcharge § 1.53-3 Separate rule for pass-through of jobs credit. (a) In general. Under... include (but are not limited to) a deduction under section 1202 attributable to a net capital gain passed...

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

    ERIC Educational Resources Information Center

    Gregson, Terry

    1991-01-01

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

  18. 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)

  19. 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,…

  20. 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,…

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

    PubMed

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

    2012-01-01

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

  2. 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

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

    PubMed

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

    2016-04-01

    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. 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. 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. 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. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

  4. 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 actually...

  5. 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 actually...

  6. 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 actually...

  7. 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.

  8. Differential Dropout Rates of Minority and Majority Job Candidates Due to "Time Lags" between Selection Procedures

    ERIC Educational Resources Information Center

    Arvey, Richard D.; And Others

    1975-01-01

    This research investigated whether or not "time lags" are related to the dropout rates of job applicants. The effect of duration of these time lags, periods between initial job application and psychological testing, on differential dropout rates of minority and majority candidates was also examined. (Author/RK)

  9. Welfare to Work. States Serve Least Job-Ready while Meeting JOBS Participation Rates. Report to the Honorable Daniel Patrick Moynihan, U.S. Senate.

    ERIC Educational Resources Information Center

    General Accounting Office, Washington, DC. Div. of Human Resources.

    A review was conducted of two issues related to the participation rate requirements of the Job Opportunities and Basic Skills (JOBS) component of the Family Support Act of 1988: (1) the extent to which states have served those most at risk of long-term welfare dependency--the least job-ready--relative to other Aid for Families with Dependent…

  10. 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

  11. 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.

  12. Increasing Job Placement Rates in Vocational Programs: Secondary and Postsecondary. Research and Development Series No. 245.

    ERIC Educational Resources Information Center

    McKinney, Floyd L.; And Others

    A study was conducted to develop strategies to increase placement rates in secondary and postsecondary vocational programs. During the study, researchers identified factors relating to job placement, provided descriptions of the educational and community processes appearing to influence job placement, and generated hypotheses concerning variables…

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

    ERIC Educational Resources Information Center

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

    1983-01-01

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

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

    PubMed

    Avolio, B J; Waldman, D A

    1989-12-01

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

  15. Relationship Between the Number of Clinical Sites in Radiography Programs and Job Placement Rates of Graduates.

    PubMed

    Harrell, Angela; Matthews, Eric

    2016-07-01

    To determine whether a relationship exists between the number of clinical sites available in radiography programs accredited by the Joint Review Committee on Education in Radiologic Technology and the job placement rates of graduates. We performed a secondary analysis of data on job placement rates and the number of clinical sites available in 438 degree-granting radiography programs from January 2015 to March 2015. A weak, negative, nonsignificant correlation existed between the number of clinical sites and the job placement rate (Spearman's rho = -.113, n = 438, P = .018). The coefficient of determination was 1.28%.Discussion Research evaluating factors contributing to graduate employability is limited but indicates no need for radiography program administrators to adjust clinical site numbers solely on the basis of improving graduate employability. The number of clinical sites available in a radiography program is not related to the job placement rate of its graduates. ©2016 American Society of Radiologic Technologists.

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

    PubMed

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

    2017-03-22

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

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

    ERIC Educational Resources Information Center

    Cooper, William H.

    1983-01-01

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

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

    ERIC Educational Resources Information Center

    Cooper, William H.

    1983-01-01

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

  19. 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

  20. Self-rated job performance and absenteeism according to employee engagement, health behaviors, and physical health.

    PubMed

    Merrill, Ray M; Aldana, Steven G; Pope, James E; Anderson, David R; Coberley, Carter R; Grossmeier, Jessica J; Whitmer, R William

    2013-01-01

    To better understand the combined influence of employee engagement, health behavior, and physical health on job performance and absenteeism. Analyses were based on 20,114 employees who completed the Healthways Well-Being Assessment from 2008 to 2010. Employees represented three geographically dispersed companies in the United States. Employee engagement, health behavior, and physical health indices were simultaneously significantly associated with job performance and also with absenteeism. Employee engagement had a greater association with job performance than did the health behavior or physical health indices, whereas the physical health index was more strongly associated with absenteeism. Specific elements of the indices were evaluated for association with self-rated job performance and absenteeism. Efforts to improve worker productivity should take a holistic approach encompassing employee health improvement and engagement strategies.

  1. How to Earn an "Outstanding" Rating while New on the Job.

    ERIC Educational Resources Information Center

    Holton, Ed

    1995-01-01

    Great performance on the basic tasks of the job will earn only an average performance rating. Outstanding new employees have good attitudes, get along with people well, can learn the organization quickly, and fit in. Describes 10 steps to gaining an outstanding rating as a new employee. (JBJ)

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

    ERIC Educational Resources Information Center

    Silvestro, John R.; And Others

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

  3. Upper arm elevation and repetitive shoulder movements: a general population job exposure matrix based on expert ratings and technical measurements.

    PubMed

    Dalbøge, Annett; Hansson, Gert-Åke; Frost, Poul; Andersen, Johan Hviid; Heilskov-Hansen, Thomas; Svendsen, Susanne Wulff

    2016-08-01

    We recently constructed a general population job exposure matrix (JEM), The Shoulder JEM, based on expert ratings. The overall aim of this study was to convert expert-rated job exposures for upper arm elevation and repetitive shoulder movements to measurement scales. The Shoulder JEM covers all Danish occupational titles, divided into 172 job groups. For 36 of these job groups, we obtained technical measurements (inclinometry) of upper arm elevation and repetitive shoulder movements. To validate the expert-rated job exposures against the measured job exposures, we used Spearman rank correlations and the explained variance[Formula: see text] according to linear regression analyses (36 job groups). We used the linear regression equations to convert the expert-rated job exposures for all 172 job groups into predicted measured job exposures. Bland-Altman analyses were used to assess the agreement between the predicted and measured job exposures. The Spearman rank correlations were 0.63 for upper arm elevation and 0.64 for repetitive shoulder movements. The expert-rated job exposures explained 64% and 41% of the variance of the measured job exposures, respectively. The corresponding calibration equations were y=0.5%time+0.16×expert rating and y=27°/s+0.47×expert rating. The mean differences between predicted and measured job exposures were zero due to calibration; the 95% limits of agreement were ±2.9% time for upper arm elevation >90° and ±33°/s for repetitive shoulder movements. The updated Shoulder JEM can be used to present exposure-response relationships on measurement scales. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

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

    ERIC Educational Resources Information Center

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

    2015-01-01

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

  5. 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.…

  6. 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. PsycINFO Database Record (c) 2013 APA, all rights reserved

  7. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  8. 29 CFR 778.311 - Flat rate for special job performed in overtime hours.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  9. Job Characteristics Associated With Self-Rated Fair or Poor Health Among U.S. Workers.

    PubMed

    Luckhaupt, Sara E; Alterman, Toni; Li, Jia; Calvert, Geoffrey M

    2017-08-01

    Approximately 60% of the U.S. adult population is employed. Many aspects of a person's job may influence health, but it is unclear which job characteristics are most strongly associated with health at a population level. The purpose of this study was to identify important associations between job characteristics and workers' self-rated health in a nationally representative survey of U.S. workers. Data from the 2010 National Health Interview Survey were used to calculate weighted prevalence rates for self-reported fair/poor health for five categories of job characteristics: occupation; pay/benefits (economic); work organization; chemical/environmental hazards; and psychosocial factors. Backward elimination methods were used to build a regression model for self-reported health with the significant job characteristics, adjusting for sociodemographic variables and health behaviors. Data were collected in 2010 and analyzed in 2012-2016. After adjusting for covariates, workers were more likely to have fair/poor health if they were employed in business operations occupations (e.g., buyers, human resources workers, event planners, marketing specialists; adjusted prevalence ratio [APR]=1.85, 95% CI=1.19, 2.88); had no paid sick leave (APR=1.35, 95% CI=1.11, 1.63); worried about becoming unemployed (APR=1.43, 95% CI=1.22, 1.69); had difficulty combining work and family (APR=1.23, 95% CI=1.01, 1.49); or had been bullied/threatened on the job (APR=1.82, 95% CI=1.44, 2.29). Occupation, lack of paid sick leave, and multiple psychosocial factors were associated with fair/poor health among U.S. workers at the population level in 2010. Public health professionals and employers should consider these factors when developing interventions to improve worker health. Published by Elsevier Inc.

  10. "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)

  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 strain and heart rate variability in resident physicians within a general hospital.

    PubMed

    Hernández-Gaytan, Sendy Isarel; Rothenberg, Stephen J; Landsbergis, Paul; Becerril, Leonor Cedillo; De León-León, Guillermo; Collins, Sean M; Díaz-Vásquez, Francisco Javier

    2013-01-01

    To evaluate the association of heart rate variability with job strain in first year resident physicians. We performed the study at the "Manuel Gea González" General Hospital in Mexico City. 54 resident doctors were studied over a period of 24 hr in their first year of specialization. Two questionnaires were administered: the first on general demographics, and the second, the Job Content Questionnaire. Heart rate variability was evaluated through the frequency domain (low-frequency power, high-frequency power, and low-frequency power/high-frequency power ratio) and time domain (SDNN). The doctors wore a Holter monitor over a 24-hr period, which included a workday plus their on-call time. They recorded their activities in a log. Compared to physicians in the "low strain" category, physicians working in the "passive" category had lower overall peak-to-peak cardiac variability (standard deviation of N-N intervals, SDNN), -9.08% (95% CI -17.97, 0.74), a -25% (95% CI -45.00, 0.22) lower high-frequency power, and -26.95% (95% CI -39.00, -12.53) lower low-frequency power. Physicians working in the "high strain" category had lower low-frequency power, -17.85% (95%CI -32.34, -0.25), and lower low-frequency/high-frequency ratio -24.29% (95% CI 38.08, 7.42) compared to those in the "low strain" category. High job strain and low job control among medical residents were associated with several indicators of lowered heart rate variability. Thus, analysis of heart rate variability may be an informative marker for evaluating the physiological impacts of workplace stressors. Copyright © 2012 Wiley Periodicals, Inc.

  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. Separating Spike Count Correlation from Firing Rate Correlation

    PubMed Central

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

    2016-01-01

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

  15. Examining job tenure and lost-time claim rates in Ontario, Canada, over a 10-year period, 1999-2008.

    PubMed

    Morassaei, Sara; Breslin, F Curtis; Shen, Min; Smith, Peter M

    2013-03-01

    We sought to examine the association between job tenure and lost-time claim rates over a 10-year period in Ontario, Canada. Data were obtained from workers' compensation records and labour force survey data from 1999 to 2008. Claim rates were calculated for gender, age, industry, occupation, year and job tenure group. A multivariate analysis and examination of effect modification were performed. Differences in injury event and source of injury were also examined by job tenure. Lost-time claim rates were significantly higher for workers with shorter job tenure, regardless of other factors. Claim rates for new workers differed by gender, age and industry, but remained relatively constant at an elevated rate over the observed time period. This study is the first to examine lost-time claim rates by job tenure over a time period during which overall claim rates generally declined. Claim rates did not show a convergence by job tenure. Findings highlight that new workers are still at elevated risk, and suggest the need for improved training, reducing exposures among new workers, promoting permanent employment, and monitoring work injury trends and risk factors.

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

    PubMed Central

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

    2011-01-01

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

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

    PubMed

    Peck, Jessica A; Levashina, Julia

    2017-01-01

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

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

    PubMed Central

    Peck, Jessica A.; Levashina, Julia

    2017-01-01

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

  19. Effects of externally rated job demand and control on depression diagnosis claims in an industrial cohort.

    PubMed

    DeSanto Iennaco, Joanne; Cullen, Mark R; Cantley, Linda; Slade, Martin D; Fiellin, Martha; Kasl, Stanislav V

    2010-02-01

    This study examined whether externally rated job demand and control were associated with depression diagnosis claims in a heavy industrial cohort. The retrospective cohort sample consisted of 7,566 hourly workers aged 18-64 years who were actively employed at 11 US plants between January 1, 1996, and December 31, 2003, and free of depression diagnosis claims during an initial 2-year run-in period. Logistic regression analysis was used to model the effect of tertiles of demand and control exposure on depression diagnosis claims. Demand had a significant positive association with depression diagnosis claims in bivariate models and models adjusted for demographic (age, gender, race, education, job grade, tenure) and lifestyle (smoking status, body mass index, cholesterol level) variables (high demand odds ratio = 1.39, 95% confidence interval: 1.04, 1.86). Control was associated with greater risk of depression diagnosis at moderate levels in unadjusted models only (odds ratio = 1.47, 95% confidence interval: 1.12, 1.93), while low control, contrary to expectation, was not associated with depression. The effects of the externally rated demand exposure were lost with adjustment for location. This may reflect differences in measurement or classification of exposure, differences in depression diagnosis by location, or other location-specific factors.

  20. Effects of Externally Rated Job Demand and Control on Depression Diagnosis Claims in an Industrial Cohort

    PubMed Central

    DeSanto Iennaco, Joanne; Cullen, Mark R.; Cantley, Linda; Slade, Martin D.; Fiellin, Martha; Kasl, Stanislav V.

    2010-01-01

    This study examined whether externally rated job demand and control were associated with depression diagnosis claims in a heavy industrial cohort. The retrospective cohort sample consisted of 7,566 hourly workers aged 18–64 years who were actively employed at 11 US plants between January 1, 1996, and December 31, 2003, and free of depression diagnosis claims during an initial 2-year run-in period. Logistic regression analysis was used to model the effect of tertiles of demand and control exposure on depression diagnosis claims. Demand had a significant positive association with depression diagnosis claims in bivariate models and models adjusted for demographic (age, gender, race, education, job grade, tenure) and lifestyle (smoking status, body mass index, cholesterol level) variables (high demand odds ratio = 1.39, 95% confidence interval: 1.04, 1.86). Control was associated with greater risk of depression diagnosis at moderate levels in unadjusted models only (odds ratio = 1.47, 95% confidence interval: 1.12, 1.93), while low control, contrary to expectation, was not associated with depression. The effects of the externally rated demand exposure were lost with adjustment for location. This may reflect differences in measurement or classification of exposure, differences in depression diagnosis by location, or other location-specific factors. PMID:20035011

  1. A Comparison of the Job Performance and Attitudes of Category 4s and 1- 3s in 16 Navy Ratings

    DTIC Science & Technology

    1976-05-01

    data collection for the study received from the Commanders and from staff personnel of the Naval Air Force, U. S. Pacific Fleet and the Naval Service...served as the primary dependent variables for the comparisons. 1. Perceived job challenge. 2. Interest in job. 3. Subject’s opinion of the quality of...themselves in civilian life than ratings in the other occupational areas. 3. The mean appraisals by IVs of the quality of their supervision were

  2. 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…

  3. Jobs, Jobs, Jobs!

    ERIC Educational Resources Information Center

    Jacobson, Linda

    2011-01-01

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

  4. 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…

  5. 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…

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

    SciTech Connect

    Anderson, B. )

    1991-06-01

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

  7. 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.

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

    PubMed

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

    2005-01-01

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

  9. Pros and cons of a job buffer in a token-bank rate-control throttle

    NASA Astrophysics Data System (ADS)

    Berger, Arthur W.; Whitt, Ward

    1994-02-01

    Rate-control throttles with token banks or leaky buckets have been used for overload control in telecommunication systems and have been recommended for traffic policing in Broadband Integrated Services Digital Networks (B-ISDN's). Enhancing the token-bank throttle with a buffer to shape the admitted traffic has been suggested. Researchers have shown that the presence of the buffer can dramatically reduce the squared coefficient of variation of the interadmission time. However, we show that the impact of the buffer on longer-time-scale characteristics of the admitted traffic is much less dramatic. In particular, we show (primarily through simulations) that the job buffer has much less impact on higher values of the index of dispersion for intervals and on small tail probabilities for the steady-state number in system at a downstream queue (with only this one arrival stream).

  10. A research model for relating job characteristics to job satisfaction of university foodservice employees.

    PubMed

    Duke, K M; Sneed, J

    1989-08-01

    The purpose of this study was to determine the relationship between job characteristics and job satisfaction and between demographic variables and job satisfaction for university foodservice employees. A three-part survey was developed which included the 30-item Job Characteristics Inventory, 6 items related to job satisfaction, and 7 demographic items. Separate written questionnaires were administered to 32 managerial and 147 non-managerial employees of a large state university foodservice department. The response rate was 98% (32 managers and 143 non-managers). The reliability for the instrument, as determined by Cronbach's alpha, was 0.88 for employees and 0.91 for supervisors. Multiple linear regression analyses were used to test research hypotheses at a significance level of p less than or equal to .05. There was a positive relationship between job characteristics (autonomy, task identity, feedback, variety, dealing with others, and friendship opportunities) and job satisfaction for both employees and supervisors. Feedback and dealing with others were the individual job characteristics that were significant. Only one job characteristic, dealing with others, was rated higher by managerial than by non-managerial employees. There was no difference in job satisfaction by role (managerial vs. non-managerial) or demographic variables, except age for non-managerial employees. Older, non-managerial employees tended to be more satisfied with their jobs than did younger employees. Dietitians and foodservice managers can use the findings for implementing job design strategies, such as job enrichment and job rotation, to improve employee satisfaction.

  11. Medicare prospective payment without separate urban and rural rates.

    PubMed

    O'Dougherty, S M; Cotterill, P G; Phillips, S; Richter, E; De Lew, N; Wynn, B; Ault, T

    1992-01-01

    The elimination of urban-rural differences in the Medicare prospective payment system (PPS) standard rates implies a need to re-examine all the PPS payment adjustments. Refinements for case mix, outliers, and the wage index can make a significant contribution to avoiding payment disparities in a single-rate system. However, changes in the adjustments for teaching and disproportionate-share (DSH) hospitals are also needed. The typically urban location of these hospitals makes it difficult to balance PPS payments and costs among major groups of urban and rural hospitals without some form of higher payment for all hospitals located in large urban areas.

  12. 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)

  13. 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.

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

    PubMed

    Chance, K G; Green, C G

    2001-01-01

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

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

    PubMed

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

    2013-10-01

    Certified nursing assistants (CNAs) have become an integral part of the health care system, spend the most amount of time with residents, and yet have the least amount of training. Recent reports demonstrate that CNAs believe their salary is not commensurate with their workload, and turnover rates in this field have indicated low job satisfaction. In light of these issues, we developed an advanced training program for CNAs in our institution to determine whether investing in our employees would increase job satisfaction and therefore impact turnover rates and clinical outcomes. Although overall job satisfaction improved slightly during the study period, satisfaction with training offered was the only area significantly affected by the intervention; however, significant decreases in turnover rates were observed between the pre- and postintervention periods. Clinical indicators were slightly improved, and the number of resident urinary tract infections decreased significantly. Offering an advanced training program for CNAs may be an effective way to improve morale, turnover rates, and clinical outcomes. Copyright 2013, SLACK Incorporated.

  16. 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.

  17. Making those who cannot see look best: effects of visual resume formatting on ratings of job applicants with blindness.

    PubMed

    Wang, Katie; Barron, Laura G; Hebl, Michelle R

    2010-02-01

    Although general attitudes toward individuals with disabilities are often positive, these perceptions do not always lead to equal footing in the hiring process. This study examined stereotypes of job applicants perceived to be blind and the role of applicant blindness in hireability ratings made by human resource managers. Specifically, we highlighted a unique challenge for individuals who cannot see: the visual formatting of resumes. Human resource managers (N = 249) evaluated the visually formatted or unformatted resumes of hypothetical job applicants who were portrayed as blind or sighted and rated applicant hireability and personality characteristics. Although applicants perceived to be blind were perceived as more conscientious and agreeable by human resource managers, these positive evaluations did not translate into favorable hireability evaluations. Because human resource managers severely penalize applicants who do not attend to visual, nonfunctional resume presentation, applicants who cannot see are apt to find themselves disadvantaged in the hiring process. The implications of these findings for organizations, job seekers, and rehabilitation professionals are discussed.

  18. 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.

  19. 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...

  20. 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...

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

    PubMed

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

    2008-03-01

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

  2. United States Marine Corps Personal Discount Rates: As Evidenced from Voluntary Separation Payment Programs

    DTIC Science & Technology

    2006-03-01

    1995. The Personal Discount Rate: Evidence from Air Force Loss Programs. Mankiw , N.G. 2004. Principles of Economics : Third Edition. Mason, OH...study also determined those personal, professional, and economic traits that had a significant influence on Marines during their separation payment...study also determined those personal, professional, and economic traits that had a significant influence on Marines during their separation payment

  3. 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.

  4. Impact of noise on self-rated job satisfaction and health in open-plan offices: a structural equation modelling approach.

    PubMed

    Lee, Pyoung Jik; Lee, Byung Kwon; Jeon, Jin Yong; Zhang, Mei; Kang, Jian

    2016-01-01

    This study uses a structural equation model to examine the effects of noise on self-rated job satisfaction and health in open-plan offices. A total of 334 employees from six open-plan offices in China and Korea completed a questionnaire survey. The questionnaire included questions assessing noise disturbances and speech privacy, as well as job satisfaction and health. The results indicated that noise disturbance affected self-rated health. Contrary to popular expectation, the relationship between noise disturbance and job satisfaction was not significant. Rather, job satisfaction and satisfaction with the environment were negatively correlated with lack of speech privacy. Speech privacy was found to be affected by noise sensitivity, and longer noise exposure led to decreased job satisfaction. There was also evidence that speech privacy was a stronger predictor of satisfaction with environment and job satisfaction for participants with high noise sensitivity. In addition, fit models for employees from China and Korea showed slight differences. This study is motivated by strong evidence that noise is the key source of complaints in open-plan offices. Survey results indicate that self-rated job satisfaction of workers in open-plan offices was negatively affected by lack of speech privacy and duration of disturbing noise.

  5. 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.

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

    EPA Science Inventory

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

  7. 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…

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

    PubMed

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

    2014-06-27

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

  9. Exothermic rate restrictions in long-range photoinduced charge separations in rigid media.

    PubMed

    Gomes, Paulo J S; Serpa, Carlos; Nunes, Rui M D; Arnaut, Luis G; Formosinho, Sebastião J

    2010-03-04

    Glycerol/methanol (9:1) mixtures at 255 K behave as rigid media for photoinduced electron transfers that take place within a few hundred nanoseconds. This media also provides enough polarity and plasticity to accommodate charge separations with reaction free energies ranging from +3 to -34 kcal/mol. The distance dependence of the electron transfer rates from electronically excited aromatic hydrocarbons to nitriles in this medium is accurately described by an exponential decay constant of 1.65 per angstrom. These photoinduced electron transfers display, for the first time in charge separations between independent electron donors and acceptors, a free-energy relationship with a maximum rate followed by a decrease in the rate for more exothermic reactions. According to this free-energy relationship, Franck-Condon factors are maximized at DeltaG(0) approximately -15 kcal/mol. It is suggested that the inverted region observed for these first-order photoinduced charge separations originates from a slower increase of their reorganization energies with DeltaG(0) than that of the analogous second-order photoinduced charge separations, for which inverted regions have never been clearly observed.

  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. Copyright © 2014 Elsevier Ltd and The Ergonomics Society. All rights reserved.

  11. The Effect of Communication Skills Training on Quality of Care, Self-Efficacy, Job Satisfaction and Communication Skills Rate of Nurses in Hospitals of Tabriz, Iran

    PubMed Central

    Khodadadi, Esmail; Ebrahimi, Hossein; Moghaddasian, Sima; Babapour, Jalil

    2013-01-01

    Introduction: Having an effective relationship with the patient in the process of treatment is essential. Nurses must have communication skills in order to establish effective relationships with the patients. This study evaluated the impact of communication skills training on quality of care, self-efficacy, job satisfaction and communication skills of nurses. Methods: This is an experimental study with a control group that has been done in 2012. The study sample consisted of 73 nurses who work in hospitals of Tabriz; they were selected by proportional randomizing method. The intervention was only conducted on the experimental group. In order to measure the quality of care 160 patients, who had received care by nurses, participated in this study. The Data were analyzed by SPSS (ver.13). Results: Comparing the mean scores of communication skills showed a statistically significant difference between control and experimental groups after intervention. The paired t-test showed a statistically significant difference in the experimental group before and after the intervention. Independent t-test showed a statistically significant difference between the rate of quality of care in patients of control and experimental groups after the intervention. Conclusion: The results showed that the training of communication skills can increase the nurse's rate of communication skills and cause elevation in quality of nursing care. Therefore, in order to improve the quality of nursing care it is recommended that communication skills be established and taught as a separate course in nursing education. PMID:25276707

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

    PubMed

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

    2010-01-21

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

  13. 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.

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

    NASA Technical Reports Server (NTRS)

    Ballin, Mark G.; Erzberger, Heinz

    1996-01-01

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

  15. 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.

  16. Measuring the Transition Rates of Coalescence Events during Double Phase Separation in Microgravity.

    PubMed

    Oprisan, Ana; Garrabos, Yves; Lecoutre, Carole; Beysens, Daniel

    2017-07-06

    Phase transition is a ubiquitous phenomenon in nature, science and technology. In general, the phase separation from a homogeneous phase depends on the depth of the temperature quench into the two-phase region. Earth's gravity masks the details of phase separation phenomena, which is why experiments were performed under weightlessness. Under such conditions, the pure fluid sulphur hexafluoride (SF 6 ) near its critical point also benefits from the universality of phase separation behavior and critical slowing down of dynamics. Initially, the fluid was slightly below its critical temperature with the liquid matrix separated from the vapor phase. A 0.2 mK temperature quench further cooled down the fluid and produced a double phase separation with liquid droplets inside the vapor phase and vapor bubbles inside the liquid matrix, respectively. The liquid droplets and the vapor bubbles respective distributions were well fitted by a lognormal function. The evolution of discrete bins of different radii allowed the derivation of the transition rates for coalescence processes. Based on the largest transition rates, two main coalescence mechanisms were identified: (1) asymmetric coalescences between one small droplet of about 20 μ m and a wide range of larger droplets; and (2) symmetric coalescences between droplets of large and similar radii. Both mechanisms lead to a continuous decline of the fraction of small radii droplets and an increase in the fraction of the large radii droplets. Similar coalescence mechanisms were observed for vapor bubbles. However, the mean radii of liquid droplets exhibits a t 1 / 3 evolution, whereas the mean radii of the vapor bubbles exhibit a t 1 / 2 evolution.

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

    NASA Astrophysics Data System (ADS)

    Maoz, Dan; Hallakoun, Na'ama

    2017-05-01

    From a sample of spectra of 439 white dwarfs (WDs) from the ESO-VLT Supernova-Ia Progenitor Survey (SPY), we measure the maximal changes in radial velocity (ΔRVmax) between epochs (generally two epochs, separated by up to 470 d), and model the observed ΔRVmax statistics via Monte Carlo simulations, to constrain the population characteristics of double WDs (DWDs). The DWD fraction among WDs is fbin = 0.10 ± 0.02 (1σ, random) +0.02 (systematic), in the separation range ≲4 au within which the data are sensitive to binarity. Assuming the distribution of binary separation, a, is a power law, dN/da ∝ aα, at the end of the last common-envelope phase and the start of solely gravitational-wave-driven binary evolution, the constraint by the data is α = -1.3 ± 0.2 (1σ) ±0.2 (systematic). If these parameters extend to small separations, the implied Galactic WD merger rate per unit stellar mass is Rmerge = (1-80) × 10-13 yr^{-1} M_{⊙}^{-1} (2σ), with a likelihood-weighted mean of Rmerge = (7 ± 2) × 10-13 yr^{-1} M_{⊙}^{-1} (1σ). The Milky Way's specific Type Ia supernova (SN Ia) rate is likely RIa ≈ 1.1 × 10-13 yr^{-1} M_{⊙}^{-1} and therefore, in terms of rates, a possibly small fraction of all merging DWDs (e.g. those with massive-enough primary WDs) could suffice to produce most or all SNe Ia.

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

    NASA Astrophysics Data System (ADS)

    Maoz, Dan; Hallakoun, Na'ama

    2017-01-01

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

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

    SciTech Connect

    Apblett, Christopher A.

    2014-09-01

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

  20. The Impact of Performance Ratings on Job Satisfaction for Public School Teachers

    ERIC Educational Resources Information Center

    Koedel, Cory; Li, Jiaxi; Springer, Matthew G.; Tan, Li

    2017-01-01

    Spurred by the federal Race to the Top competition, the state of Tennessee implemented a comprehensive statewide educator evaluation system in 2011. The new system is designed to increase the rigor of evaluations and better differentiate teachers based on performance. The use of more differentiated ratings represents a significant shift in…

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

    PubMed

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

    2009-01-01

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

  2. Disability rates for cardiovascular and psychological disorders among autoworkers by job category, facility type, and facility overtime hours.

    PubMed

    Landsbergis, Paul A; Janevic, Teresa; Rothenberg, Laura; Adamu, Mohammed T; Johnson, Sylvia; Mirer, Franklin E

    2013-07-01

    We examined the association between long work hours, assembly line work and stress-related diseases utilizing objective health and employment data from an employer's administrative databases. A North American automobile manufacturing company provided data for claims for sickness, accident and disability insurance (work absence of at least 4 days) for cardiovascular disease (CVD), hypertension and psychological disorders, employee demographics, and facility hours worked per year for 1996-2001. Age-adjusted claim rates and age-adjusted rate ratios were calculated using Poisson regression, except for comparisons between production and skilled trades workers owing to lack of age denominator data by job category. Associations between overtime hours and claim rates by facility were examined by Poisson regression and multi-level Poisson regression. Claims for hypertension, coronary heart disease, CVD, and psychological disorders were associated with facility overtime hours. We estimate that a facility with 10 more overtime hours per week than another facility would have 4.36 more claims for psychological disorders, 2.33 more claims for CVD, and 3.29 more claims for hypertension per 1,000 employees per year. Assembly plants had the highest rates of claims for most conditions. Production workers tended to have higher rates of claims than skilled trades workers. Data from an auto manufacturer's administrative databases suggest that autoworkers working long hours, and assembly-line workers relative to skilled trades workers or workers in non-assembly facilities, have a higher risk of hypertension, CVD, and psychological disorders. Occupational disease surveillance and disease prevention programs need to fully utilize such administrative data. Copyright © 2013 Wiley Periodicals, Inc.

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

    NASA Astrophysics Data System (ADS)

    Piao, Linfeng; Park, Hyungmin; Jo, Chris

    2016-11-01

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

  4. 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…

  5. 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…

  6. Perceiving Jobs in the Organization.

    ERIC Educational Resources Information Center

    Dubin, Robert; And Others

    Differential perceptions of standard, established jobs in a stable organization (telephone company plant department) were obtained for sixteen jobs rated by job incumbents, peers, and supervisors on eight characteristics (variety, autonomy, task identity, feedback, friendship opportunities, dealing with others, prestige compared to craft jobs, and…

  7. Workplace support, role overload, and job satisfaction of direct care workers in assisted living.

    PubMed

    Chou, Rita Jing-Ann; Robert, Stephanie A

    2008-06-01

    This study aims to enhance our understanding of job satisfaction of direct care workers in assisted living facilities. Low job satisfaction is related to high turnover rates and lower quality of care in assisted living. We integrate two theories of job satisfaction to investigate relationships among workplace support, role overload, and job satisfaction. Data are from a survey of 984 direct care workers in 108 assisted living facilities. Results from multilevel hierarchical linear models (HLM) indicate that job satisfaction varies both within and among facilities. Job satisfaction is negatively associated with role overload, and it is positively associated with institutional support, supervisor instrumental and emotional support, and coworker emotional support. These workplace support measures and role overload are separately and independently associated with job satisfaction. Enhancing job satisfaction of assisted living direct care workers will likely require a multipronged approach that includes improving institutional, supervisor, and coworker support while simultaneously directly addressing role overload.

  8. Information and communication technology demands at work: the association with job strain, effort-reward imbalance and self-rated health in different socio-economic strata.

    PubMed

    Stadin, Magdalena; Nordin, Maria; Broström, Anders; Magnusson Hanson, Linda L; Westerlund, Hugo; Fransson, Eleonor I

    2016-10-01

    The use of information and communication technology (ICT) is common in modern working life. ICT demands may give rise to experience of work-related stress. Knowledge about ICT demands in relation to other types of work-related stress and to self-rated health is limited. Consequently, the aim of this study was to examine the association between ICT demands and two types of work-related stress [job strain and effort-reward imbalance (ERI)] and to evaluate the association between these work-related stress measures and self-rated health, in general and in different SES strata. This study is based on cross-sectional data from the Swedish Longitudinal Occupational Survey of Health collected in 2014, from 14,873 gainfully employed people. ICT demands, job strain, ERI and self-rated health were analysed as the main measures. Sex, age, SES, lifestyle factors and BMI were used as covariates. ICT demands correlated significantly with the dimensions of the job strain and ERI models, especially with the demands (r = 0.42; p < 0.01) and effort (r = 0.51; p < 0.01) dimensions. ICT demands were associated with suboptimal self-rated health, also after adjustment for age, sex, SES, lifestyle and BMI (OR 1.49 [95 % CI 1.36-1.63]), but job strain (OR 1.93 [95 % CI 1.74-2.14) and ERI (OR 2.15 [95 % CI 1.95-2.35]) showed somewhat stronger associations with suboptimal self-rated health. ICT demands are common among people with intermediate and high SES and associated with job strain, ERI and suboptimal self-rated health. ICT demands should thus be acknowledged as a potential stressor of work-related stress in modern working life.

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

    PubMed

    Rescorla, Robert A

    2002-10-01

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

  10. Kinetic performance limits of constant pressure versus constant flow rate gradient elution separations. Part II: experimental.

    PubMed

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

    2011-02-25

    We report on a first series of experiments comparing the selectivity and the kinetic performance of constant flow rate and constant pressure mode gradient elution separations. Both water-methanol and water-acetonitrile mobile phase mixtures have been considered, as well as different samples and gradient programs. Instrument pressures up to 1200 bar have been used. Neglecting some small possible deviations caused by viscous heating effects, the experiments could confirm the theoretical expectation that both operation modes should lead to identical separation selectivities provided the same mobile phase gradient program is run in reduced volumetric coordinates. Also in agreement with the theoretical expectations, the cP-mode led to a gain in analysis time amounting up to some 17% for linear gradients running from 5 to 95% of organic modifier at ultra-high pressures. Gains of over 25% were obtained for segmented gradients, at least when the flat portions of the gradient program were situated in regions where the gradient composition was the least viscous. Detailed plate height measurements showed that the single difference between the constant flow rate and the constant pressure mode is a (small) difference in efficiency caused by the difference in average flow rate, in turn leading to a different intrinsic band broadening. Separating a phenone sample with a 20-95% water-acetonitrile gradient, the cP-mode leads to gradient plate heights that are some 20-40% smaller than in the cF-mode in the B-term dominated regime, while they are some 5-10% larger in the C-term dominated regime. Considering a separation with sub 2-μm particles on a 350 mm long coupled column, switching to the constant pressure mode allowed to finish the run in 29 instead of in 35 min, while also a larger peak capacity is obtained (going from 334 in the cF-mode to 339 in the cP-mode) and the mutual selectivity between the different peaks is fully retained. Copyright © 2010 Elsevier B.V. All rights

  11. [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.

  12. 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

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

    PubMed

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

    2009-11-01

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

  14. 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 and...

  15. 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...

  16. 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 and...

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

    PubMed

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

    2004-09-01

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

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

    NASA Astrophysics Data System (ADS)

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

    2004-09-01

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

  19. Direct Measurement of the Effective Rate Constant for Primary Charge Separation in Isolated Photosystem II Reaction Centers

    SciTech Connect

    Greenfield, S. R.; Seibert, M.; Govindjee; Wasielewski, M. R.

    1997-03-27

    Transient absorption measurements of the pheophytin a anion band and Qx band bleach region using preferential excitation of P680 are performed on isolated photosystem II reaction centers to determine the effective rate constant for charge separtion. A novel analysis of the Qx band bleach region explicity takes the changing background into account in order to directly measure the rate of growth of the bleach. Both spectral regions reveal biphasic kinetics, with a ca. (8 ps)-1 rate constant for the faster component, and a ca. (50 ps)-1 rate constant for the slower component. We propose that the fster component corresponds to the effective rate constant for charge separation from within the equilibrated reaction center core and provides a lower limit for the intrinsic rate constant for charge separation. The slower component corresponds to charge separation that is limited by slow energy transfer from a long-wavelength accessory chlorophyll a.

  20. Military personnel sustaining Lisfranc injuries have high rates of disability separation.

    PubMed

    Balazs, George C; Hanley, M G; Pavey, G J; Rue, J-Ph

    2017-06-01

    Lisfranc injuries are relatively uncommon midfoot injuries disproportionately affecting young, active males. Previous studies in civilian populations have reported relatively good results with operative treatment. However, treatment results have not been specifically examined in military personnel, who may have higher physical demands than the general population. The purpose of this study was to examine rates of return to military duty following surgical treatment of isolated Lisfranc injuries. Surgical records and radiographic images from all active duty US military personnel treated for an isolated Lisfranc injury between January 2005 and July 2014 were examined. Demographic information, injury data, surgical details and subsequent return to duty information were recorded. The primary outcome was ability to return to unrestricted military duty following treatment. The secondary outcome was secondary conversion to a midfoot arthrodesis following initial open reduction internal fixation. Twenty-one patients meeting inclusion criteria were identified. Median patient age was 23 years, and mean follow-up was 43 months. Within this cohort, 14 patients were able to return to military service, while seven required a disability separation from the armed forces. Of the 18 patients who underwent initial fixation, eight were subsequently revised to midfoot arthrodesis for persistent pain. Military personnel sustaining Lisfranc injuries have high rates of persistent pain and disability, even after optimal initial surgical treatment. Military surgeons should counsel patients on the career-threatening nature of this condition and high rates of secondary procedures. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

  1. 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.

  2. 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.

  3. [Return-to-work program with a relapse-free job retention rate of 91.6% for workers with mental illness].

    PubMed

    Namba, Katsuyuki

    2012-01-01

    We evaluated the relapse-free job retention rate and cost-effectiveness of return-to-work (RTW) programs for workers with mental illness. We retrospectively evaluated a group of 196 employees of a pharmaceutical company in Japan who had taken sick leave because of mental illness. We found that the old RTW program led to 142 employees returning to work and the new RTW program resulted in 54 employees returning to work. In the new program, we introduced the following improvements: evaluation of recovery and readiness to return to work by using the "Daily Activity Record Sheet"; planning for RTW with reasonable steps in 6 months; monthly interviews with an occupational health physician, to keep in touch with workers in the RTW process; and arranging a "Return-to-Work Coordination Meeting" with occupational health specialists, to make reasonable adjustments to a return-to-work plan. The median duration of sick leave was 60 days longer in the new program. The relapse-free job retention rate within 1 year was 54.2% in the old program and was increased to 91.6% in the new program. The old and new programs cost 65,945 yen and 300,898 yen, respectively. The benefits of the old and new programs were 6,226,192 yen and 8,418,514 yen, respectively. The return on investment (ROI) was 933%. The new RTW program is effective at improving the relapse-free job retention rate of workers with mental illness.

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

    PubMed

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

    2008-07-01

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

  5. 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.

  6. Automated Processing of Plasma Samples for Lipoprotein Separation by Rate-Zonal Ultracentrifugation.

    PubMed

    Peters, Carl N; Evans, Iain E J

    2016-12-01

    Plasma lipoproteins are the primary means of lipid transport among tissues. Defining alterations in lipid metabolism is critical to our understanding of disease processes. However, lipoprotein measurement is limited to specialized centers. Preparation for ultracentrifugation involves the formation of complex density gradients that is both laborious and subject to handling errors. We created a fully automated device capable of forming the required gradient. The design has been made freely available for download by the authors. It is inexpensive relative to commercial density gradient formers, which generally create linear gradients unsuitable for rate-zonal ultracentrifugation. The design can easily be modified to suit user requirements and any potential future improvements. Evaluation of the device showed reliable peristaltic pump accuracy and precision for fluid delivery. We also demonstrate accurate fluid layering with reduced mixing at the gradient layers when compared to usual practice by experienced laboratory personnel. Reduction in layer mixing is of critical importance, as it is crucial for reliable lipoprotein separation. The automated device significantly reduces laboratory staff input and reduces the likelihood of error. Overall, this device creates a simple and effective solution to formation of complex density gradients. © 2015 Society for Laboratory Automation and Screening.

  7. 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…

  8. Effects of an Integrated Separator/Electrode Assembly on Enhanced Thermal Stability and Rate Capability of Lithium-Ion Batteries.

    PubMed

    Gong, Seokhyeon; Jeon, Hyunkyu; Lee, Hoogil; Ryou, Myung-Hyun; Lee, Yong Min

    2017-05-31

    To improve the rate capability and safety of lithium-ion batteries (LIBs), we developed an integrated separator/electrode by gluing polyethylene (PE) separators and electrodes using a polymeric adhesive (poly(vinylidene fluoride), PVdF). To fabricate thin and uniform polymer coating layers on the substrate, we applied the polymer solution using a spray-coating technique. PVdF was chosen because of its superior mechanical properties and stable electrochemical properties within the voltage range of commercial LIBs. The integrated separator/electrode showed superior thermal stability compared to that of the control PE separators. Although PVdF coating layers partially blocked the porous structures of the PE separators, resulting in reduced ionic conductivity (control PE = 0.666 mS cm(-1), PVdF-coated PE = 0.617 mS cm(-1)), improved interfacial properties between the separators and the electrodes were obtained due to the intimate contact, and the rate capabilities of the LIBs based on integrated separators/electrodes showed 176.6% improvement at the 7 C rate (LIBs based on PVdF-coated and control PE maintained 48.4 and 27.4% of the initial discharge capacity, respectively).

  9. 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.

  10. Nanofiber/ZrO2-based mixed matrix separator for high safety/high-rate lithium-ion batteries

    NASA Astrophysics Data System (ADS)

    Xiao, Wei; Liu, Jianguo; Yan, Chuanwei

    2017-10-01

    A novel asymmetric separator based on a thin bacterial cellulose nanofiber (BCF)/nano-ZrO2 composite layer and a non-woven support was prepared by paper-making method. Owing to the relatively polar constituents and well-developed, gradient porous structure, the separator exhibited the advantages of higher thermal resistance, electrolyte wettability, and ionic conductivity in comparison to polyethylene separator. Based on these advantages, the Li/LiFePO4 cells assembled from this composite separator showed excellent performance characteristics, including outstanding C-rate capability, high capacity and cycling performance. Production of the composite separator is simple, environmentally benign and economically viable. Therefore, it's a good candidate for creating improved lithium-ion batteries.

  11. Job Enrichment and the Mentally Retarded Worker.

    ERIC Educational Resources Information Center

    Morris, Jerry L.; And Others

    1981-01-01

    The effect of job enrichment on the production rate of 14 mentally retarded adult workers was evaluated. Job enrichment led to increases in standard rates of production for high IQ Ss and lower rates for low IQ Ss. (Author)

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

    NASA Technical Reports Server (NTRS)

    Wheeler, James R.

    1995-01-01

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

  13. World Jobs.

    ERIC Educational Resources Information Center

    Amirault, Thomas A.

    1995-01-01

    Although jobs in international corporations operating in the United States are not substantially different from those of their domestic counterparts, international job opportunities will be greatest for those who have prepared themselves through education, experience, and travel. (Author/JOW)

  14. Job Satisfaction.

    DTIC Science & Technology

    1979-07-01

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

  15. Job Club.

    ERIC Educational Resources Information Center

    Parsell, Ruth; Thompson, Gretchen

    1979-01-01

    Counselors at the UCLA Placement Center organized the Job Club to develop successful job search techniques with group support, direction, and encouragement. Specific goals were: (a) to provide a forum for sharing; (b) to assist in identifying job-related skills; (c) to provide basic information; (d) to establish guidelines; and (e) assist decision…

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

    PubMed

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

    2001-08-01

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

  17. 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.

  18. The effects of unemployment and perceived job insecurity: a comparison of their association with psychological and somatic complaints, self-rated health and life satisfaction.

    PubMed

    Griep, Yannick; Kinnunen, Ulla; Nätti, Jouko; De Cuyper, Nele; Mauno, Saija; Mäkikangas, Anne; De Witte, Hans

    2016-01-01

    Research has provided convincing evidence for the adverse effects of both short- and long-term unemployment, and perceived job insecurity on individuals' health and well-being. This study aims to go one critical step further by comparing the association between short- and long-term unemployment, and perceived job insecurity with a diverse set of health and well-being indicators. We compare four groups: (1) secure permanent employees (N = 2257), (2) insecure permanent employees (N = 713), (3) short-term unemployed (N = 662), and (4) long-term unemployed (N = 345) using cross-sectional data from the nationally representative Living Conditions Survey in Finland. Covariance analyses adjusted for background variables support findings from earlier studies that long-term unemployment and perceived job insecurity are detrimental: short-term unemployed and secure permanent employees experienced fewer psychological complaints and lower subjective complaints load, reported a higher self-rated health, and were more satisfied with their life compared to long-term unemployed and insecure permanent employees. Second, whereas unemployment was found to be more detrimental than insecure employment in terms of life satisfaction, insecure employment was found to be more detrimental than unemployment in terms of psychological complaints. No differences were found regarding subjective complaints load and self-rated health. Our findings suggest that (1) insecure employment relates to more psychological complaints than short-term unemployment and secure permanent employment, (2) insecure employment and long-term unemployment relate to more subjective complaints load and poorer health when compared to secure permanent employment, and (3) insecure employment relates to higher life satisfaction than both short- and long-term unemployment.

  19. 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…

  20. 5 CFR 532.225 - Nonappropriated fund survey jobs.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

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

  1. 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

  2. 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

  3. 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

  4. Chemical components separation with botulinum toxin A: a novel technique to improve primary fascial closure rates of the open abdomen.

    PubMed

    Zielinski, M D; Goussous, N; Schiller, H J; Jenkins, D

    2013-02-01

    Failure to definitively close the open abdomen (OA) after damage control laparotomy leads to considerable morbidity and mortality. We have developed a novel technique, the "chemical components separation," which incorporates injection of botulinum toxin A (BTX), a long-term flaccid paralytic, into the lateral abdominal wall musculature. This is a retrospective review of all OA patients (age ≥18) from December 2009-June 2010 who underwent BTX injection. Under ultrasound guidance, a total of 300 units of BTX were injected into the external oblique, internal oblique and transversus abdominus. A total of 18 patients were injected with a median age of 66 years (56 % male). Indications for OA treatment included questionable bowel viability (39 %), shock (33 %), loss of abdominal domain (6 %) and feculent contamination (17 %). Median ASA score was 3 with an APACHE 3 score of 85. Patients underwent a median of 4 serial abdominal explorations. The primary fascial closure rate was 83 % with a partial fascial closure rate of 6 % and planned ventral hernia rate of 11 %. Of the 9 patients injected within 24 h of their initial OA procedure, 89 % achieved primary fascial closure. Mortality was 11 %; death was unrelated to BTX injection. The overall complication rate was 67 %; specific complications rates included fascial dehiscence (11 %), enterocutaneous fistula development (0 %), intra-abdominal abscess (44 %) and deep surgical site infection (33 %). The "chemical components separation" technique described is safe and avoids the extensive dissection necessary for mechanical components separation in critically ill patients with infected/contaminated abdominal domains. While further evaluation is required, the described technique provides potential to improve delayed primary fascial closure rates in the OA setting.

  5. 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.

  6. 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.

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

    NASA Astrophysics Data System (ADS)

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

    2015-03-01

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

  8. Job Enrichment

    ERIC Educational Resources Information Center

    Sanders, Rick

    1970-01-01

    Job enrichment means giving people more decision-making power, more responsibility, more grasp of the totality of the job, and a sense of their own importance in the company. This article presents evidence of the successful working of this approach (Donnelly Mirrors), and the lack of success with an opposing approach (General Motors). (NL)

  9. JOB ANALYSES.

    ERIC Educational Resources Information Center

    JONES, HAROLD E.

    THE JOB ANALYSES WERE COMPOSED FROM ACTIVITY RECORDS KEPT BY EACH PROFESSIONAL EXTENSION WORKER IN KANSAS. JOB ANALYSES ARE GIVEN FOR THE ADMINISTRATION (DIRECTOR, ASSOCIATE DIRECTOR, ADMINISTRATIVE ASSISTANT, ASSISTANT DIRECTOR, SATE LEADERS AND DEPARTMENT HEADS), EXTENSION SPECIALISTS, DISTRICT AGENTS, AND COUNTY EXTENSION AGENTS. DISCUSSION OF…

  10. 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.

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

    ERIC Educational Resources Information Center

    Saks, Alan M.; And Others

    1994-01-01

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

  12. Behavioral momentum: the effects of the temporal separation of rates of reinforcement.

    PubMed

    Cohen, S L

    1998-01-01

    In Part 1 of the experiment, rats responded under a variable-interval (VI) 30-s schedule and a VI 120-s schedule, with each in effect for a block of consecutive sessions. That is, the two VI schedules were presented in successive conditions. In Part 2 the VI schedules alternated each day, and in Part 3 the schedules alternated within the session as a multiple schedule. For half of the rats in Parts 1 and 2, the VI schedule alternated every few minutes within the session with a stimulus that signaled extinction. For each part, once response rates had stabilized, resistance to change was measured by prefeeding and extinction. When the schedules were examined in successive conditions (Part 1), resistance to extinction was greater under the VI 120-s schedule of reinforcement than under the VI 30-s schedule, but no consistent differences in resistance to prefeeding were observed between the two VI schedules. When the VI schedules alternated each day (Part 2), resistance to extinction was greater under the VI 120-s schedule. However, no consistent differences in resistance to prefeeding were observed between the VI schedules without extinction in Group A, but resistance to prefeeding was greater under the VI 30-s schedule for rats with the added extinction component in Group B. When the VI schedules alternated within the session as a multiple schedule (Part 3), resistance to extinction and resistance to prefeeding were greater under the VI 30-s schedule. The data suggest that different rates of reinforcement, and their accompanying discriminative stimuli, must be compared within the same session (or at least on alternate days) to produce data consistent with the behavioral momentum model.

  13. Behavioral momentum: the effects of the temporal separation of rates of reinforcement.

    PubMed Central

    Cohen, S L

    1998-01-01

    In Part 1 of the experiment, rats responded under a variable-interval (VI) 30-s schedule and a VI 120-s schedule, with each in effect for a block of consecutive sessions. That is, the two VI schedules were presented in successive conditions. In Part 2 the VI schedules alternated each day, and in Part 3 the schedules alternated within the session as a multiple schedule. For half of the rats in Parts 1 and 2, the VI schedule alternated every few minutes within the session with a stimulus that signaled extinction. For each part, once response rates had stabilized, resistance to change was measured by prefeeding and extinction. When the schedules were examined in successive conditions (Part 1), resistance to extinction was greater under the VI 120-s schedule of reinforcement than under the VI 30-s schedule, but no consistent differences in resistance to prefeeding were observed between the two VI schedules. When the VI schedules alternated each day (Part 2), resistance to extinction was greater under the VI 120-s schedule. However, no consistent differences in resistance to prefeeding were observed between the VI schedules without extinction in Group A, but resistance to prefeeding was greater under the VI 30-s schedule for rats with the added extinction component in Group B. When the VI schedules alternated within the session as a multiple schedule (Part 3), resistance to extinction and resistance to prefeeding were greater under the VI 30-s schedule. The data suggest that different rates of reinforcement, and their accompanying discriminative stimuli, must be compared within the same session (or at least on alternate days) to produce data consistent with the behavioral momentum model. PMID:9465412

  14. 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

    2016-01-04

    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.

  15. 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…

  16. 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)

  17. 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)

  18. 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…

  19. Motility, acrosome integrity, membrane integrity and oocyte cleavage rate of sperm separated by swim-up or Percoll gradient method from frozen-thawed buffalo semen.

    PubMed

    Mehmood, A; Anwar, M; Naqvi, S M Saqlan

    2009-04-01

    Frozen-thawed semen of five buffalo bulls was used to compare efficacy of swim-up and Percoll gradient methods for separating viable spermatozoa. Sperm separated by the two methods were also tested to differentiate buffalo bulls on the basis of in vitro fertilization (IVF) rates. Recovery of motile sperm (%), increase in membrane integrity (%) and acrosome integrity (%) were compared after two sperm separation methods in experiment I, and in vitro fertilization rate (cleavage rate and cleavage index) was compared in experiment II. Swim-up separated sperm showed a higher motility (P<0.05), while percent recovery of motile sperm was higher with Percoll separation (P<0.05). Membrane integrity (%) of sperm separated with swim-up was significantly higher (P<0.05) as compared to sperm separated with Percoll gradient. Swim-up separated sperm gave a higher cleavage rate and cleavage index (P<0.001). Sperm separated by swim-up showed significant difference among the bulls in cleavage rate and cleavage index (P<0.05), while the Percoll gradient method did not. It has been concluded that separation of sperm from frozen-thawed buffalo semen by swim-up method can be more expedient for IVF in buffalo.

  20. A Mystery for High School Economics Students: How Can the Unemployment Rate Increase when the Economy Is Adding More Jobs?

    ERIC Educational Resources Information Center

    Holahan, William; Schug, Mark C.

    2002-01-01

    Economists use a variety of devices to measure the factors that influence the economy's overall performance. Some of the indicators that economists watch are overall price-level changes, levels of output, and the rate of unemployment, measures that are very often taught as part of the conventional curriculum in high school economics. Such…

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

    PubMed

    Reisel, William D; Banai, Moshe

    2002-06-01

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

  2. 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…

  3. Job content and pharmacists' job attitudes.

    PubMed

    Quandt, W G; McKercher, P L; Miller, D A

    1982-02-01

    The relationships between job content and hospital pharmacists' work attitudes are examined. A 152-item questionnaire was mailed to 507 hospital pharmacists in southeastern Michigan. The questionnaire included measures of job dimensions, psychological states, and personal and work outcomes. Mean scores for 34 subscales consisting of 2-5 related items were computed. Background characteristics were also assessed. Using factor analysis, the respondents were categorized as clinical, inpatient, outpatient, or generalists depending on their reported relative time spent performing 23 nonadministrative job functions. Analysis of variance was performed across the four groups for each subscale; the level of significance was set at 0.001. The response rate was 56%, representing 283 completed questionnaires. The clinical, outpatient, inpatient, and generalist pharmacist groups consisted of 43, 36, 70, and 134 respondents, respectively. There was a prevalent trend in the rank order in which pharmacists in the four groups responded to various subscales. The clinical group had the highest scores for 13 of the 14 subscales that were significantly different across pharmacist groups. Alternatively, in all but one of the significantly different subscales the inpatient group ranked lowest. Because pharmacists in the clinical group consistently scored higher than the other groups on scales measuring components of job enrichment, the authors concluded that the challenge of hospital pharmacy managers is to adapt the positive features of clinical practice to other areas of the profession.

  4. 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…

  5. 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)

  6. 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)

  7. 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.

  8. Measuring Clerical Job Performance

    ERIC Educational Resources Information Center

    Ronan, William W.; And Others

    1976-01-01

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

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

    PubMed

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

    2004-01-01

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

  10. 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.

  11. Job insecurity and health.

    PubMed

    McDonough, P

    2000-01-01

    As employers respond to new competitive pressures of global capitalism through layoffs and the casualization of labor, job insecurity affects a growing number of workers. It appears to harm mental health, but less is known about its effects on physical health and health behaviors and the mechanisms through which it may act. The prevailing individual-centered conceptualization of job insecurity as the perception of a threat to job continuity precludes systematic investigation of the social patterning of its health effects. Analysis of data from a 1994 Canadian national probability sample of adults determined that high levels of job insecurity lowered self-rated health and increased distress and the use of medications, but had no impact on heavy drinking. The findings support one possible mechanism of action whereby job insecurity reduces feelings of control over one's environment and opportunities for positive self-evaluation; these psychological experiences, in turn, have deleterious health consequences. There is little evidence of social patterning of this relationship by gender, education, household income, age, marital status, and social support at work.

  12. 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.…

  13. 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.…

  14. 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.…

  15. Space Jobs.

    ERIC Educational Resources Information Center

    Peters, Herman J.; And Others

    This booklet, intended for children in grades K-3 as "vocational guidance in a space age," should be read to the child in early school years at an appropriate time. The booklet is divided into five chapters and a summary. Topics discussed concern space workers, space travelers, jobs in space, spaceships, and preparing for a career in space…

  16. 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…

  17. Job Olympics.

    ERIC Educational Resources Information Center

    Gerweck, Debra R.; Chauza, Phyllis J.

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

  18. 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

  19. 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

  20. 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

    2017-05-01

    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

  1. 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.

  2. Job Readiness Training Curriculum.

    ERIC Educational Resources Information Center

    Tesolowski, Dennis G.

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

  3. The study of amorphous phase separation in a model polymer phase-separating system using Raman microscopy and a low-temperature stage: effect of cooling rate and nucleation temperature.

    PubMed

    Padilla, Adora M; Chou, Shin G; Luthra, Sumit; Pikal, Michael J

    2011-04-01

    The freezing process is a source of product instability in many freeze-dried pharmaceuticals. During freezing, the solute is concentrated in the interstitial spaces between ice crystals, and phase separation may occur, with likely negative stability implications. Phase separation may involve crystallization but may also occur in completely amorphous systems even though there is little direct evidence to support this speculation in protein formulation applications. Previous work in our laboratory focused on the application of a novel Raman mapping technique to the study of amorphous phase separation in freeze-dried polymer systems. We report here the application of a similar Raman mapping technique to frozen systems, using a low-temperature stage. We study the impact of nucleation temperature and thermal history on phase separation using a model 1:1 polyvinylpyrrolidone:dextran phase separating system. Although cooling rate and nucleation temperature had a small effect on the extent of phase separation, it was clear that the large latent heat of crystallization controls the thermal history and propensity for phase separation in practical applications. The results suggest that phase separation can be somewhat controlled by minimizing fill depth and controlling nucleation temperature. Copyright © 2010 Wiley-Liss, Inc.

  4. 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…

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

    PubMed Central

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

    2017-01-01

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

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

    PubMed

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

    2016-10-06

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

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

    PubMed Central

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

    2017-01-01

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

  8. 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)

  9. 41 CFR 60-2.12 - Job group analysis.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... employed. (b) In the job group analysis, jobs at the establishment with similar content, wage rates, and... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Job group analysis. 60-2... 2-AFFIRMATIVE ACTION PROGRAMS Purpose and Contents of Affirmative Action Programs § 60-2.12 Job...

  10. 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…

  11. 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…

  12. [The relationship between job overload, burnout and job satisfaction, and the number of jobs of Israeli consultants].

    PubMed

    Nirel, Nurit; Shirom, Arie; Ismail, Shuruk

    2004-11-01

    The locus of secondary medical care provision is changing. Services that once were provided solely in hospitals are now available in the community. This and the increased competition among health plans since implementation of the National Health Insurance Law have spurred the development of community-based consultant/specialty medicine in Israel. Consequently, many consultants took part-time jobs in addition to their primary full-time job, usually in community care. To examine the relationship between the number of jobs of the consultant and overload, burnout, and job satisfaction. A mail survey was conducted during the latter half of 2001 among a random sample of 50% of physicians in six areas of specialization: ophthalmology, dermatology, otolaryngology, gynecology, cardiology, and general surgery. A total of 890 physicians responded to the questionnaire (response rate: 63%). The number of jobs and weekly work hours were independently and positively correlated with job overload and burnout. The number of jobs was negatively correlated with job satisfaction. It was found that employment as an independent physician, age, and having completed one's medical education in the former Soviet Union were negatively correlated with job overload and burnout. Employment as an independent physician, age, and an academic post were positively correlated with job satisfaction. Holding multiple jobs and working many hours were found to have a negative impact on the consultants' quality of work life. Enlightened employers concerned with this effect c ould consider the option of reducing or limiting the number of jobs consultants may hold.

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

    ERIC Educational Resources Information Center

    Ghelfi, Linda M.

    1992-01-01

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

  14. 45 CFR 286.105 - What limitations concerning vocational education, job search and job readiness assistance exist...

    Code of Federal Regulations, 2012 CFR

    2012-10-01

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

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

    ERIC Educational Resources Information Center

    Van Tilburg, Emmalou

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

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

    ERIC Educational Resources Information Center

    Mikulecky, Larry

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

  17. Influence of job demands and job control on work-life balance among Taiwanese nurses.

    PubMed

    Ng, Lee-Peng; Chen, I-Chi; Ng, Hui-Fuang; Lin, Bo-Yen; Kuar, Lok-Sin

    2017-09-01

    This study investigated the extent to which the job demands and job control of nurses were related to their work-life balance. The inability to achieve work-life balance is one of the major reasons for the declining retention rate among nurses. Job demands and job control are two major work domain factors that can have a significant influence on the work-life balance of nurses. The study measured the job demands, job control and work-life balance of 2040 nurses in eight private hospitals in Taiwan in 2013. Job demands and job control significantly predicted all the dimensions of work-life balance. Job demands increased the level of work-life imbalance among nurses. While job control showed positive effects on work/personal life enhancement, it was found to increase both work interference with personal life and personal life interference with work. Reducing the level of job demands (particularly for psychological demands) between family and career development and maintaining a proper level of job control are essential to the work-life balance of nurses. Flexible work practices and team-based management could be considered by nursing management to lessen job demand pressure and to facilitate job engagement and participation among nurses, thus promoting a better balance between work and personal life. © 2017 John Wiley & Sons Ltd.

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

    PubMed

    Sbarra, David A; Borelli, Jessica L

    2013-06-01

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

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

    PubMed

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

    2010-09-01

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

  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. 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 of...

  2. 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 progression...

  3. 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 progression...

  4. 29 CFR 36.520 - Job classification and structure.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  5. 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 of...

  6. 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 of...

  7. 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 progression...

  8. 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 of...

  9. 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 of...

  10. 29 CFR 36.520 - Job classification and structure.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

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

    Code of Federal Regulations, 2012 CFR

    2012-01-01

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

  12. 29 CFR 36.520 - Job classification and structure.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  13. 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 progression...

  14. Job satisfaction among multiple sclerosis certified nurses.

    PubMed

    Gulick, Elsie E; Halper, June; Costello, Kathleen

    2007-08-01

    Several studies document high levels of job satisfaction among certified nurses, but no study has examined job satisfaction and factors influencing job satisfaction of certified multiple sclerosis (MS) nurses. This study tested a theoretical model proposing that two organizational factors, colleague relationships and benefits, will predict job satisfaction. Job satisfaction was represented by four factors: autonomy, professional status, professional growth, and time efficiency. Participants included MS nurses certified for 6 months or more practicing mostly in three countries (Canada, Great Britain, and the United States) who anonymously completed the Misener Nurse Practitioner Job Satisfaction Scale, an overall job satisfaction rating, and demographic information. Findings indicate that colleague relationships and benefits significantly estimated organization structure and that autonomy, professional status, professional growth, and time efficiency significantly estimated job satisfaction; furthermore, organization factors such as colleague relationships and benefits significantly predict job satisfaction. Among the countries, several statistically significant differences were observed between job satisfaction factors as well as items in both organization and job satisfaction subscales. Average factor scores among the countries were mostly rated satisfactory. The International Organization of Multiple Sclerosis Nurses Executive Board plans to use the study findings to see how it needs to focus efforts as an organization toward enhancing and standardizing MS care and develop MS nurse professionalism worldwide.

  15. An Evaluation of Computerized Tests as Predictors of Job Performance in Three Navy Ratings: I. Development of the Instruments. Final Report.

    ERIC Educational Resources Information Center

    Cory, Charles H.

    The potential usefulness of computerized tests for supplementing paper-and-pencil measures for predicting job performance abilities was the objective of a series of studies. This report covers the initial test development and analysis research. Eight computerized tests were constructed to measure five personal attributes identified in previous…

  16. 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…

  17. 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…

  18. 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…

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

    SciTech Connect

    Chen, Guoying; Richardson, Thomas J.

    2016-12-20

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

  20. 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.

  1. Job Scheduling Under the Portable Batch System

    NASA Technical Reports Server (NTRS)

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

    1995-01-01

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

  2. Paid Sick Leave and Job Stability.

    PubMed

    Hill, Heather D

    2013-05-01

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

  3. Paid Sick Leave and Job Stability

    PubMed Central

    Hill, Heather D.

    2013-01-01

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

  4. Evaluation of exposure data from men and women with the same job title.

    PubMed

    Messing, K; Dumais, L; Courville, J; Seifert, A M; Boucher, M

    1994-08-01

    In the epidemiological approach to occupational cancers, large bodies of data must be analyzed to find rare cases of cancer. The exposure status of workers must therefore be assessed. Inaccuracies will lead to bias toward the null value in certain cases. Job title has often been used as a proxy for exposure status. This study was undertaken to examine content (ie, tasks and activities) associated with job title among men and women in a large Québec municipality. Occupational accident reports were studied for 1589 accidents, and 113 men and women workers were interviewed about job content. Women and men did not seem to have the same accident rates. From interview data, it appeared that women and men with the same job title did not perform the same tasks. Thus, they might have different exposures. The data reported here support caution in using job title to estimate exposure for both genders if the job-exposure matrix has not previously been validated separately by gender. In addition, it may be unwise to adjust relationships between job title and cancer incidence for gender, thus treating gender as a confounder when it may be a proxy for specific exposures.

  5. Cumulative exposure estimates for polychlorinated biphenyls using a job-exposure matrix.

    PubMed

    Hopf, Nancy Brenna; Waters, Martha A; Ruder, Avima M

    2009-06-01

    PCB exposure has been associated with increased risk for cancer, neurological disease, and for birth defects in children exposed in utero. Because of the long half-lives of PCB congeners, they remain a public health problem in the United States 30 years after being banned. Workers (n=3569) at an Indiana capacitor manufacturing plant were exposed to polychlorinated biphenyls (PCBs) from 1957 to 1977. The purpose of this work was to develop a period-specific job-exposure matrix (JEM) for a follow-up epidemiologic study investigating the increased risks for cancer previously observed in the cohort. We used eight exposure determinants to estimate PCB exposures systematically. Work history, job description, capacitor production factors, PCB usage trends, and air sample data were used to develop the JEM in four steps: (1) all job titles (n=884) were assessed for exposure determinants, (2) jobs with similar exposure determinants were grouped, (3) for each job exposure category, exposure intensity (high-medium-low-background) and frequency (continuous-intermittent) were qualitatively rated separately for inhalation and dermal exposure, and (4) for each job exposure category, the product of intensity (based on air sampling data) and frequency (fraction of day exposed) was calculated. The JEM was then modified for two eras of different PCB exposure conditions. The resulting JEM consists of inhalation and dermal exposure values for 19 job exposure categories. The JEM showed an exposure-response trend associated with increased brain cancer mortality in the epidemiologic study.

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

    NASA Technical Reports Server (NTRS)

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

    1981-01-01

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

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

    NASA Technical Reports Server (NTRS)

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

    1981-01-01

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

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

    NASA Astrophysics Data System (ADS)

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

    2013-03-01

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

  9. 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

  10. 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.

  11. 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.

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

    USDA-ARS?s Scientific Manuscript database

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

  13. A study on the relationship between job stress and nicotine dependence in Korean workers.

    PubMed

    Son, Seung Rak; Choe, Byeong Moo; Kim, Seong Hwan; Hong, Young Seoub; Kim, Byoung Gwon

    2016-01-01

    Nicotine dependence and its severity are often determined by individuals' psychosocial factors.This study purposed to analyze how Korean workers' job stress is related with their nicotine dependence according to demographic and occupational characteristics in order to reduce smoking related to job stress and to establish objective indicators to be used in developing adequate smoking cessation strategies. The subjects of this study were 4,639 workers who replied to the questionnaire survey. In addition, 1,948 current smokers were separated from non-smokers and ex-smokers, and the relationship between job stress and nicotine dependence was analyzed with the current smoker group. Nicotine dependence was tested using Fagerström's Test of Nicotine Dependence, and stress was measured using a questionnaire on subjective stress felt by workers in their daily life and the short form of the Korean Occupational Stress Scale. The smoking rate was 54.1 % among men and 2.5 % among women. Nicotine dependence was significantly different according to interpersonal conflict, organization system and lack of reward (p < 0.05). As multivariate logistic analysis, job control, occupational climate and total stress score were statistical significant (p < 0.05). Job stress was found to be related with smoking status and nicotine dependence. Based on this result, it is suggested to enhance workers' welfare for health promotion in workplace by improving their working environment in order to reduce job stress and consequently to decrease the smoking rate.

  14. 45 CFR 286.105 - What limitations concerning vocational education, job search and job readiness assistance exist...

    Code of Federal Regulations, 2010 CFR

    2010-10-01

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

  15. 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.

  16. 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.

  17. Effects of Heterogeneous Electron-Transfer Rate on the Resolution of Electrophoretic Separations based on Microfluidics with End-Column Electrochemical Detection

    PubMed Central

    Tian, Baomin; Chatrathi, Madhu Prakash; Escarpa, Alberto; Pumera, Martin

    2010-01-01

    We demonstrate here that the electrode kinetics of an electrochemical detector contributes greatly to the resolution of the analyte bands in microchip electrophoresis systems with amperometric detection. The separation performance in terms of resolution and theoretical plate number can be improved and tailored by selecting or modifying the working electrode and/or by controlling the detection potential. Such improvements in the separation performance reflect the influence of the heterogeneous electron transfer rate of electroactive analytes upon the post-channel band broadening, as illustrated for catechol and hydrazine compounds. The electrode kinetics thus has a profound effect not only upon the sensitivity of electrochemical detectors but upon the separation efficiency and the overall performance of microchip-electrochemistry systems. PMID:19728304

  18. Effects of heterogeneous electron-transfer rate on the resolution of electrophoretic separations based on microfluidics with end-column electrochemical detection.

    PubMed

    Wang, Joseph; Tian, Baomin; Chatrathi, Madhu Prakash; Escarpa, Alberto; Pumera, Martin

    2009-10-01

    We demonstrate here that the electrode kinetics of an electrochemical detector contributes greatly to the resolution of the analyte bands in microchip electrophoresis systems with amperometric detection. The separation performance in terms of resolution and theoretical plate number can be improved and tailored by selecting or modifying the working electrode and/or by controlling the detection potential. Such improvements in the separation performance reflect the influence of the heterogeneous electron-transfer rate of electroactive analytes upon the post-channel band broadening, as illustrated for catechol and hydrazine compounds. The electrode kinetics thus has a profound effect not only on the sensitivity of electrochemical detectors but on the separation efficiency and the overall performance of microchip electrochemistry systems.

  19. Medical Separation Among Careerists

    DTIC Science & Technology

    2013-03-01

    unprecedented rate . This study examines the correlation between deployment tempo and medical separation rates for Marines who have shown an intention to remain...separated, I find that the increased deployment tempo in the post- 9/11 era leads to decreases in medical separation rates , particularly among those...at an unprecedented rate . This study examines the correlation between deployment tempo and medical separation rates for Marines who have shown an

  20. 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.

  1. 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…

  2. 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…

  3. 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…

  4. 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…

  5. 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…

  6. 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…

  7. Galaxy pairs in the Sloan Digital Sky Survey - V. Tracing changes in star formation rate and metallicity out to separations of 80 kpc

    NASA Astrophysics Data System (ADS)

    Scudder, Jillian M.; Ellison, Sara L.; Torrey, Paul; Patton, David R.; Mendel, J. Trevor

    2012-10-01

    We present a sample of 1899 galaxies with a close companion taken from the Sloan Digital Sky Survey Data Release 7. The galaxy pairs are selected to have velocity differences Δv < 300 km s-1, projected separations (rp) < 80 h70-1 kpc, mass ratios between 0.1 and 10, and robust measurements of star formation rates and gas-phase metallicities. We match the galaxies in total stellar mass, redshift and local density to a set of 10 control galaxies per pair galaxy. For each pair galaxy, we can therefore calculate the statistical change in star formation rate (SFR) and metallicity associated with the interaction process. Relative to the control sample, we find that galaxies in pairs show typical SFR enhancements that are, on average, 60 per cent higher than the control sample at rp < 30 h70-1 kpc. It is at these small separations that the strongest enhancements in SFR (by up to a factor of ˜10) are measured, although such starbursts are rare, even amongst the closest pairs. In addition, the pairs demonstrate more modest SFR enhancements of ˜30 per cent out to at least 80 h70-1 kpc (the widest separations in our sample). This is the first time that enhanced SFRs have been robustly detected out to such large projected separations. Galaxies in both major and minor mergers show significant SFR enhancements at all rp, although the strongest starbursts (with SFR enhancements of a factor of ˜10) appear to be found only in the major mergers. We also find evidence that SFR enhancements are synchronized in an interacting pair, such that a higher SFR in one galaxy is accompanied by an increased SFR in its companion. For the first time, we are also able to trace the metallicity changes in galaxy pairs as a function of projected separation. The metallicity is generally diluted in galaxy pairs by ˜0.02 dex, with an average metallicity decrement of -0.03 dex at the smallest separations, a trend that mirrors the SFR enhancements as a function of rp. The SFR and metallicity trends

  8. 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

  9. Middle-Aged Job-Losers.

    ERIC Educational Resources Information Center

    Parnes, Herbert S.; King, Randy

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

  10. Effects of heating rate and pH on fracture and water-holding properties of globular protein gels as explained by micro-phase separation.

    PubMed

    Leksrisompong, Phanin N; Lanier, Tyre C; Foegeding, E Allen

    2012-02-01

    The effect of heating rate and pH on fracture properties and held water (HW) of globular protein gels was investigated. The study was divided into 2 experiments. In the 1st experiment, whey protein isolate (WPI) and egg white protein (EWP) gels were formed at pH 4.5 and 7.0 using heating rates ranging from 0.1 to 35 °C/min and holding times at 80 °C up to 240 min. The 2nd experiment used one heating condition (80 °C for 60 min) and probed in detail the pH range of 4.5 to 7.0 for EWP gels. Fracture properties of gels were measured by torsional deformation and HW was measured as the amount of fluid retained after a mild centrifugation. Single or micro-phase separated conditions were determined by confocal laser scanning microscopy. The effect of heating rate on fracture properties and HW of globular protein gels can be explained by phase stability of the protein dispersion and total thermal input. Minimal difference in fracture properties and HW of EWP gels at pH 4.5 compared with pH 7.0 were observed while WPI gels were stronger and had higher HW at pH 7.0 as compared to 4.5. This was due to a mild degree of micro-phase separation of EWP gels across the pH range whereas WPI gels only showed an extreme micro-phase separation in a narrow pH range. In summary, gel formation and physical properties of globular protein gels can be explained by micro-phase separation. The effect of heating conditions on hardness and water-holding properties of protein gels is explained by the relative percentage of micro-phase separated proteins. Heating rates that are too rapid require additional holding time at the end-point temperature to allow for full network development. Increase in degree of micro-phase separation decreases the ability for protein gels to hold water. © 2012 Institute of Food Technologists®

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

    PubMed

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

    2017-05-01

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

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

    PubMed

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

    2012-04-06

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

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

    PubMed

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

    2015-04-01

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

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

    NASA Astrophysics Data System (ADS)

    Agnelli, Silvia; Baldi, Francesco; Riccò, Theonis

    2012-07-01

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

  15. Relation between employees' religiosity and job involvement.

    PubMed

    Knotts, Tami L

    2003-12-01

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

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

    PubMed

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

    2000-09-01

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

  17. Simulating performance sensitivity of supercomputer job parameters.

    SciTech Connect

    Clearwater, Scott Harvey; Kleban, Stephen David

    2003-03-01

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

  18. 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.

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

    PubMed

    Butler, M C; Ehrlich, S B

    1991-12-01

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

  20. Job satisfaction in psychiatric nursing.

    PubMed

    Ward, M; Cowman, S

    2007-08-01

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

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

    NASA Astrophysics Data System (ADS)

    Sundberg, M.; Cooper, R. F.

    2004-12-01

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

  2. Measuring Job Security.

    ERIC Educational Resources Information Center

    Nardone, Thomas; And Others

    1997-01-01

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

  3. Measuring Job Security.

    ERIC Educational Resources Information Center

    Nardone, Thomas; And Others

    1997-01-01

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

  4. Job and Task Analysis

    ERIC Educational Resources Information Center

    And Others; Morris, Johnnye M.

    1972-01-01

    Job and task analyses for bus boy, short order cook, and child care aide; also contains a career ladder for a child care center and proposed course of study and job analysis form for child care aide. (SB)

  5. GMAG Jobs Mixer

    NASA Astrophysics Data System (ADS)

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

  6. 45 CFR 261.34 - Are there any limitations in counting job search and job readiness assistance toward the...

    Code of Federal Regulations, 2012 CFR

    2012-10-01

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

  7. 45 CFR 261.34 - Are there any limitations in counting job search and job readiness assistance toward the...

    Code of Federal Regulations, 2013 CFR

    2013-10-01

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

  8. Job Search Activity Patterns of Successful and Unsuccessful Job Seekers.

    ERIC Educational Resources Information Center

    Kjos, Diane L.

    1988-01-01

    Unemployed job seekers indicated resources they were using in their job search. Ninety days later, job seekers (N=178) who had found employment did not report using significantly more resources in their job search activities than did unsuccessful job seekers (N=636). Primary difference between successful and unsuccessful job seekers seemed to be…

  9. 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.

  10. Factors that influence nurses' job satisfaction.

    PubMed

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

    2003-05-01

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

  11. 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

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

    PubMed

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

    2011-01-01

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

  13. The Promise of JOBS.

    ERIC Educational Resources Information Center

    BCEL Newsletter for the Business & Literacy Communities, 1992

    1992-01-01

    About 2 years after enactment of the Job Opportunities and Basic Skills (JOBS) Program, the Southport Institute for Policy Analysis began a 2-year study of how extensively JOBS was being implemented at the state level, in what manner, and with what results. The study included four elements: literature review, interviews and consultations with…

  14. Get a Job!

    ERIC Educational Resources Information Center

    Gallagher, John V.

    1976-01-01

    To help an industrial arts educator find a job, the author proposes some questions job-seekers should ask themselves and makes suggestions regarding the resume, sources of information about job vacancies, the interview, and information that should be found out before an offer is accepted. (AJ)

  15. Creating Motivating Job Aids.

    ERIC Educational Resources Information Center

    Tilaro, Angie; Rossett, Allison

    1993-01-01

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

  16. 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…

  17. Creating Motivating Job Aids.

    ERIC Educational Resources Information Center

    Tilaro, Angie; Rossett, Allison

    1993-01-01

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

  18. 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…

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

    PubMed

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

    1994-03-22

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

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

    SciTech Connect

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

    1989-01-01

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

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

    PubMed

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

    2006-09-01

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

  2. 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.

  3. 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…

  4. 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…

  5. 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. Copyright © 2011 Elsevier Ltd. All rights reserved.

  6. 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

  7. [Job satisfaction and burnout in general practitioners].

    PubMed

    Sobrequés, J; Cebrià, J; Segura, J; Rodríguez, C; García, M; Juncosa, S

    2003-03-15

    To describe job satisfaction in general practitioners (GP) in the province of Barcelona, and to analyse its relationship with their job burnout, and social and professional characteristics. Transversal observational study.Setting. Province of Barcelona, Spain. 603 General Practitioners had participated in ninety three primary care centers. Through a direct interview (individual or in group) a validated questionnaire was administered in three parts: general data (social, demographic and professional), job satisfaction (Font Roja-9 dimensions) and job burnout (Maslach Burnout Inventory-3 scales). The job satisfaction questionnaire (score ranging from 1-5) showed a global satisfaction level of 3.02 (95%CI, 2.98%-3.05%) and we obtained a 18% non response rate. There was a positive association between overall satisfaction and the following variables: less years working in primary health, working in centres providing instruction, and willingness to receive information from the survey. Low levels of satisfaction were associated to high scores in emotional exhaustion and depersonalisation scales, and low scores in personal accomplishment scale. Overall satisfaction has a medium score in the Font-Roja questionnaire. Age seems to lead to a significant tendency to decrease satisfaction as practitioners grow older. Job satisfaction and job burnout present a closely linked behaviour, inversely, as satisfaction increases when job burnout presents low scores.

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

    PubMed

    Järvi, Maija; Uusitalo, Tarja

    2004-09-01

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

  9. 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.

  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. 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.…

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

    PubMed Central

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

    2016-01-01

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

  13. 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…

  14. 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…

  15. 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…

  16. Are healthcare middle management jobs extreme jobs?

    PubMed

    Buchanan, David A; Parry, Emma; Gascoigne, Charlotte; Moore, Cíara

    2013-01-01

    The purpose of this paper is to explore the incidence of "extreme jobs" among middle managers in acute hospitals, and to identify individual and organizational implications. The paper is based on interviews and focus groups with managers at six hospitals, a "proof of concept" pilot with an operations management team, and a survey administered at five hospitals. Six of the original dimensions of extreme jobs, identified in commercial settings, apply to hospital management: long hours, unpredictable work patterns, tight deadlines with fast pace, broad responsibility, "24/7 availability", mentoring and coaching. Six healthcare-specific dimensions were identified: making life or death decisions, conflicting priorities, being required to do more with fewer resources, responding to regulatory bodies, the need to involve many people before introducing improvements, fighting a negative climate. Around 75 per cent of hospital middle managers have extreme jobs. This extreme healthcare management job model was derived inductively from a qualitative study involving a small number of respondents. While the evidence suggests that extreme jobs are common, further research is required to assess the antecedents, incidence, and implications of these working practices. A varied, intense, fast-paced role with responsibility and long hours can be rewarding, for some. However, multi-tasking across complex roles can lead to fatigue, burnout, and mistakes, patient care may be compromised, and family life may be adversely affected. As far as the authors can ascertain, there are no other studies exploring acute sector management roles through an extreme jobs lens.

  17. 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.

  18. 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…

  19. Literacy Issues Within Victoria's Job Network, Job Search Training Programs.

    ERIC Educational Resources Information Center

    Quelch, John

    A study established the extent of literacy deficits among participants in Victoria's Job Network, Job Search Training (JST) programs, and the impact that identified literacy deficits are having on job seekers' ability to participate in the Australian Job Search program and on their job seeking potential. Data were sought from 35 programs (with…

  20. Job Satisfaction and Dissatisfaction in Higher Education.

    ERIC Educational Resources Information Center

    Oshagbemi, Titus

    1997-01-01

    Responses from 566 college faculty (51.4%) indicated that teaching and research each contribute about 25% to job satisfaction and 16% to dissatisfaction. Results do not support Herzberg's theory that satisfaction and dissatisfaction are separate and distinct; findings reveal the influence of situation. (SK)

  1. The fruits of ones labor: Effort-reward imbalance but not job strain is related to heart rate variability across the day in 35-44-year-old workers.

    PubMed

    Loerbroks, Adrian; Schilling, Oliver; Haxsen, Volker; Jarczok, Marc N; Thayer, Julian F; Fischer, Joachim E

    2010-08-01

    Previous research has suggested that the association between work stress and heart disease is more pronounced in young than in old employees. Similar age specificity may apply to the relation between work stress and heart rate variability (HRV), but data on this issue is sparse. We aimed to assess the age-specificity of the work stress-HRV association in greater detail. We used cross-sectional data from an occupational cohort (n=591) from Germany. Work stress was assessed using the job content and the effort-reward-imbalance (ERI) questionnaires. HRV was recorded over 24 h and was divided into three periods of the day (work time, leisure time, sleep time). Partial correlation coefficients (PCCs) were calculated for four age groups (17-34, 35-44, 45-54, and 55-65 years). Further, multilevel growth curve models (GCM) were run to examine whether age may modify potential work stress-HRV associations in a non-linear fashion. Job strain and HRV were unrelated in either analytical approach and this association was not modified by age. In contrast, using PCCs ERI was only related to HRV during work (PCC=-0.231, P<.01) and leisure time (PCC=-0.195, P<.05) in employees aged 35-44. Multilevel GCM models confirmed this finding. The inverse association between work stress as measured by ERI and HRV appears to be most pronounced in workers aged 35-44. These findings may partly be explained by age-dependent HRV declines, age-related differences in career attitudes or increased susceptibility among those aged 35-44 due to facing multiple different stressors at the same time. Copyright 2010 Elsevier Inc. All rights reserved.

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

    ERIC Educational Resources Information Center

    Lerman, Robert I.

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

  3. 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…

  4. 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 (c) 2016 APA, all rights reserved).

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

    PubMed

    Yu, Tonglei; Lu, Xin

    2013-09-01

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

  6. Numerical study of shear rate effect on unsteady flow separation from the surface of the square cylinder using structural bifurcation analysis

    NASA Astrophysics Data System (ADS)

    Ray, Rajendra K.; Kumar, Atendra

    2017-08-01

    In this paper, an incompressible two-dimensional shear flow past a square cylinder problem is investigated numerically using a higher order compact finite difference scheme. Simulations are presented for three sets of Reynolds numbers, 100, 200, and 500, with various shear parameter (K) values ranging from 0.0 to 0.4. The purpose of the present study is to elaborate the influence of shear rate on the vortex shedding phenomenon behind the square cylinder. The results presented here show that the vortex shedding phenomenon strongly depends on Re as well as K. The strength and size of vortices shed behind the cylinder vary as a function of Re and K. When K is larger than a critical value, the vortex shedding phenomenon has completely disappeared depending on the Reynolds number. Apart from the numerical study, a thorough theoretical investigation has been done by using a topology based structural bifurcation analysis for unsteady flow separations from the walls of the cylinder. Through this analysis, we study the exact locations of the bifurcation points associated with secondary and tertiary vortices with appropriate non-dimensional time of occurrence. To the best of our knowledge, this is the first time, a topological aspect based structural bifurcation analysis has been done to understand the vortex shedding phenomenon and flow separation for this problem.

  7. 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.

  8. 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. ...

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

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

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

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

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

    Code of Federal Regulations, 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. ...

  12. 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. ...

  13. 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).

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

    PubMed

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

    2008-10-01

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

  15. The Relationship between Job Involvement, Job Satisfaction and Organizational Factors.

    ERIC Educational Resources Information Center

    Porat, A. Ben

    1979-01-01

    The relationship between job involvement and satisfaction in white collar employees of an industrial organization in Israel was studied. Job involvement was related significantly to job satisfaction; however, the relationship was mediated by organizational factors. (Author/BEF)

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

    PubMed

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

    2009-01-12

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

  17. 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

  18. Ensuring that green jobs are good jobs.

    PubMed

    Beard, Sharon

    2009-01-01

    A priority of the National Institute of Environmental Health Sciences' (NIEHS's) Worker Education and Training Program (WETP) is to make sure that green jobs are good jobs: they must be safe jobs and must include strong safety training programs. The Laborers AGC Education and Training Fund (LAGC) of the Laborers International Union of North America has been a grantee of the WETP for years and has developed hands-on, peer-focused, state-of-the-art health and safety training for laborers in the environmental remediation field. NIEHS has worked with union President Terence O'Sullivan and the LAGC to train workers engaged in freeing our communities from the extensive legacy of industrial pollution.

  19. Job Soup for Job Shoppers. 80 Job Bits You Can Sink Your Teeth into.

    ERIC Educational Resources Information Center

    Martin, Melissa

    This guide contains 80 short items that provide information and insight to persons conducting a job search, as well as practical tips for keeping a job. The 80 items are organized into seven chapters that cover the following topics: (1) jobs and careers; (2) job skills; (3) job seekers; (4) paper power; (5) presentation package, "You"; (6) tool…

  20. The Interchangeability of Job Sample Tests and Job Knowledge Tests in Four Army Jobs.

    ERIC Educational Resources Information Center

    Vineberg, Robert; Taylor, Elaine N.

    Extensive job sample tests and multiple choice job knowledge tests were administered to approximately 370 men in each of four Army jobs: Armor Crewman, Repairman, Supply Specialist and Cook. Representative tasks in each job were analyzed and skill requirements were identified. This analysis and the correlations between job sample scores and job…

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

    PubMed

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

    2009-09-01

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

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

    PubMed

    Steyn, Renier; Vawda, Naseema

    2014-05-01

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

  3. Get that Job!

    ERIC Educational Resources Information Center

    Huebner, Ingrid Udris

    This paper provides suggestions for obtaining a job--specifically, filling out employment applications, writing resumes, and going to job interviews. It lists tips for completing employment applications and includes samples of resumes as well as a step-by-step list of things to include in a resume. The section on employment interviews includes a…

  4. 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.

  5. Women's Job Training Agenda.

    ERIC Educational Resources Information Center

    Women Work! The National Network for Women's Employment, Washington, DC.

    The Coalition on Women and Job Training has developed a women's job training agenda that focuses on nine issues related to women's full participation in training and achievement of economic self-sufficiency. The issues highlighted in the agenda are as follows: (1) the need to make long-term economic self-sufficiency the goal of all employment and…

  6. 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…

  7. 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…

  8. 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)

  9. 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…

  10. Job Training Partnership Act.

    ERIC Educational Resources Information Center

    Tindall, Lloyd W.; Hedberg, Sally B.

    1987-01-01

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

  11. Designing job enrichment projects.

    PubMed

    Clakeley, G L

    1988-01-01

    This paper describes a management strategy for a job satisfaction program utilized in a large occupational therapy department. The goal of the program is to retain satisfied, productive employees and reduce attrition of therapists and assistants. The use of job enrichment projects for occupational therapy assistants will be presented with brief descriptions of two projects.

  12. Job Enrichment in Extension.

    ERIC Educational Resources Information Center

    Fourman, Louis S.; Jones, Jo

    1997-01-01

    Interviews with 10 participants in Ohio State University's job enrichment program for midcareer extension agents found that 5 returned to their same jobs after the experience but only 2 felt challenged/renewed. Part-time participation while working made it difficult to balance responsibilities. More information and a structured orientation were…

  13. Job Redesign Improves Productivity

    ERIC Educational Resources Information Center

    Kraft, W. Philip; Williams, Kathleen L.

    1975-01-01

    The unique challenges presented in good banking business are approached through the concept of job enrichment. Described in this article is one consulting firm's experience with one bank--how they transformed job satisfaction, motivation, and performance into useable tools benefiting the individual and the organization. (Author)

  14. 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…

  15. Case Studies in Job Analysis and Training Evaluation.

    ERIC Educational Resources Information Center

    McKillip, Jack

    2001-01-01

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

  16. Return-to-duty rates among US military combat-related amputees in the global war on terror: job description matters.

    PubMed

    Belisle, Jeffery G; Wenke, Joseph C; Krueger, Chad A

    2013-08-01

    The purpose of this study was to identify the differences seen between military occupation services (MOS) in terms of amputation patterns, subsequent disabling conditions, and their ability to return to duty. A retrospective study of major extremity amputations sustained by US service members between October 1, 2001, and July 30, 2011, was performed. Data obtained from the amputation database, Joint Trauma Theater Database, and the Physical Evaluation Board Liaison Office included demographics, amputation location(s), Injury Severity Scores (ISSs), disabling conditions, disability ratings, and disposition status. There were 1,221 major extremity amputees identified during the specified time frame, of which 899 had data regarding disabling conditions, ratings, and disposition. All service branches were represented. Personnel from the US Army (USA) Infantry were significantly (p < 0.0001) more likely to sustain an amputation than other MOS. The USA Infantry, the US Marine Corps Infantry and the USA Armor represented the top three specialties and accounted for more than 57% of all amputees. Approximately 89% of all service members did not return to duty, and the mean combined for all amputees was 76. USA Special Forces (USA SF) operators were significantly more likely to return to duty (p = 0.0022) and be found fit for duty (p = 0.0015) than all other MOS despite having a mean ISS (20) that was no different from those of other service members. No USA SF personnel were found to have posttraumatic stress disorder as a disabling condition. All amputees, regardless of MOS, are not likely to return to active duty and especially unlikely to be found fit for duty, except for members of the USA SF. The reason(s) for the increased return to duty for USA SF personnel remains unknown but a lack of posttraumatic stress disorder may be a contributing factor.

  17. Job satisfaction in the European union: the role of macroeconomic, personal, and job-related factors.

    PubMed

    Augner, Christoph

    2015-03-01

    Job satisfaction is influenced by many factors. Most of them are attributed to personality or company features. Little research has been conducted identifying the relationship of job satisfaction with macroeconomic parameters. We used data collected by European Commission (Eurostat, Eurofound) and World Health Organization (WHO) for personal (eg, subjective health, physical activity), company (eg, career advancement perspectives, negative health effects of work), or macroeconomic parameters (eg, Gross Domestic Product, unemployment rate) on state level. Correlation analysis and a stepwise linear regression model were obtained. Gross domestic product (GDP) was the best predictor for job satisfaction across the European Union member states ahead of good career perspectives, and WHO-5 score (depressive symptoms). Beside personal, job-related, and organizational factors that influence job satisfaction, the macroeconomic perspective has to be considered, too.

  18. Physician Assistant Job Satisfaction: A Narrative Review of Empirical Research.

    PubMed

    Hooker, Roderick S; Kuilman, Luppo; Everett, Christine M

    2015-12-01

    To examine physician assistant (PA) job satisfaction and identify factors predicting job satisfaction and identify areas of needed research. With a global PA movement underway and a half-century in development, the empirical basis for informing employers of approaches to improve job satisfaction has not received a careful review. A narrative review of empirical research was undertaken to inform stakeholders about PA employment with a goal of improved management. The a priori criteria included published studies that asked PAs about job satisfaction. Articles addressing PA job satisfaction, written in English, were reviewed and categorized according to the Job Characteristics Model. Of 68 publications reviewed, 29 met criteria and were categorized in a Job Characteristics Model. Most studies report a high degree of job satisfaction when autonomy, income, patient responsibility, physician support, and career advancement opportunities are surveyed. Age, sex, specialty, and occupational background are needed to understand the effect on job satisfaction. Quality of studies varies widely. Employers may want to examine their relationships with PAs periodically. The factors of job satisfaction may assist policymakers and health administrators in creating welcoming professional employment environments. The main limitation: no study comprehensively evaluated all the antecedents of job satisfaction. PAs seem to experience job satisfaction supported by low attrition rates and competitive wages. Contributing factors are autonomy, experienced responsibility, pay, and supportive supervising physician. A number of intrinsic rewards derived from the performance of the job within the social environment, along with extrinsic rewards, may contribute to overall job satisfaction. PA job satisfaction research is underdeveloped; investigations should include longitudinal studies, cohort analyses, and economic determinants.

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

    PubMed Central

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

    2001-01-01

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


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

  20. Separated Shoulder

    MedlinePlus

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

  1. Mentally retarded workers' reactions to their jobs.

    PubMed

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

    1985-09-01

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

  2. Job satisfaction of registered dental practitioners.

    PubMed

    Luzzi, L; Spencer, A J; Jones, K; Teusner, D

    2005-09-01

    This study was designed to measure job satisfaction among registered clinical dentists so as to identify issues which may influence recruitment and retention of dentists in active clinical practice. A questionnaire measuring dimensions of job satisfaction was mailed to a stratified random sample of 80 private and 80 public sector dentists selected from the 1999 Victorian Dental Register. An adjusted response rate of 60 per cent was achieved (n = 87). Analyses showed significant differences (ANOVA; p < 0.05) in levels of satisfaction for various dimensions of job satisfaction by gender, age group and practice type. Differences in job satisfaction between male and female dentists related to the personal time dimension. Differences in satisfaction between dentists of different age groups were attributable to six dimensions: relationships with colleagues, relationships with patients, relationships with staff, personal time, community and administrative responsibilities. Differences between levels of satisfaction among private and public dentists related to the autonomy, relationships with patients, pay and resources dimensions. There are various dimensions of job satisfaction that may be pertinent to issues influencing recruitment and retention of dentists. Differences that exist between levels of job satisfaction among private and public sector dentists, between male and female dentists and dentists of different age groups need to be addressed in order to improve recruitment and retention rates of dentists in active clinical practice in different sectors of the dental care system.

  3. 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…

  4. 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…

  5. 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…

  6. 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…

  7. Jobs in Marine Science. Job Family Series.

    ERIC Educational Resources Information Center

    Science Research Associates, Inc., Chicago, IL.

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

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

    PubMed

    Peterson, M; Dunnagan, T

    1998-11-01

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

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

    ERIC Educational Resources Information Center

    Applewhite, Larry W.; Mays, Robert A.

    1996-01-01

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

  10. 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…

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

    ERIC Educational Resources Information Center

    Salomone, Paul R.; Rubin, Donna C.

    1979-01-01

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

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

    PubMed

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

    2017-08-29

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

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

    PubMed

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

    1993-11-05

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

  14. 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.

  15. Job embeddedness and nurse retention.

    PubMed

    Reitz, O Ed; Anderson, Mary Ann; Hill, Pamela D

    2010-01-01

    Nurse retention is a different way of conceptualizing the employer-employee relationship when compared with turnover. Job embeddedness (JE), a construct based on retention, represents the sum of reasons why employees remain at their jobs. However, JE has not been investigated in relation to locale (urban or rural) or exclusively with a sample of registered nurses (RNs). The purpose of this study was to determine what factors (JE, age, gender, locale, and income) help predict nurse retention. A cross-sectional mailed survey design was used with RNs in different locales (urban or rural). Job embeddedness was measured by the score on the composite, standardized instrument. Nurse retention was measured by self-report items concerning intent to stay. A response rate of 49.3% was obtained. The typical respondent was female (96.1%), white, non-Hispanic (87.4%), and married (74.9%). Age and JE were predictive of nurse retention and accounted for 26% of the explained variance in intent to stay. Although age was a significant predictor of intent to stay, it accounted for only 1.4% of the variance while JE accounted for 24.6% of the variance of nurse retention (as measured by intent to stay). Older, more "embedded" nurses are more likely to remain employed in their current organization. Based on these findings, JE may form the basis for the development of an effective nurse retention program.

  16. 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.

  17. 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.

  18. Particle separator

    DOEpatents

    Hendricks, Charles D.

    1990-01-01

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

  19. Getting a Job in Teaching.

    ERIC Educational Resources Information Center

    Wachter, Joanne C.

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

  20. Getting a Job in Teaching.

    ERIC Educational Resources Information Center

    Wachter, Joanne C.

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

  1. Job Structure and Age Satisfaction

    ERIC Educational Resources Information Center

    Phillips, James S.; And Others

    1978-01-01

    From research findings on job design and redesign, the authors conclude that all individuals may not approve job enrichment programs which may actually decrease job satisfaction. Although job satisfaction may increase with age, individual differences and other variables make research results inconclusive. (MF)

  2. Video Job Shadows. Project SEED.

    ERIC Educational Resources Information Center

    Kucinkas, Gene; Noyce, Gary

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

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

    PubMed Central

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

    2015-01-01

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

  4. "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.)

  5. "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.)

  6. Superintendent Job Satisfaction

    ERIC Educational Resources Information Center

    Brown, Sidney G.

    1978-01-01

    Employing the Minnesota Satisfaction Questionnaire and the Leader Behavior Description Questionnaire, this study investigates the relationship between the job satisfaction of Georgia school superintendents and perceived leader behavior of Georgia school board presidents. (JC)

  7. Illusions of Job Segregation.

    ERIC Educational Resources Information Center

    Scanlan, James P.

    1988-01-01

    Discusses the use of statistical analysis to identify patterns of discrimination in employment. Analyzes the effects of job segregation on women and minorities at the American Telephone and Telegraph Company. (FMW)

  8. Overcoming job stress

    MedlinePlus

    ... coworkers, deadlines, or possible layoffs. Some stress is motivating and can help you achieve. But when job ... or uncomfortable, work with your boss, management, or employee organizations to resolve the problem. If this does ...

  9. [Job satisfaction among physicians during their career].

    PubMed

    Jongbloed, Lodewijk J Schmit; Borleffs, Jan C C; van Lohuizen, Mirjam T; Cohen-Schotanus, Janke

    2010-01-01

    To examine how the job satisfaction of a cohort Dutch physicians developed between 2000 and 2009. Longitudinal. In 2000 and 2009 physicians who had begun studying medicine in 1982 and 1983 at the University of Groningen were interviewed over the telephone about different variables of job satisfaction. We analysed differences between each year and between male and female physicians. Additionally, clusters of job satisfaction variables were examined. We traced 292 of the 333 graduates. A total of 275 physicians (140 men, 135 women) agreed to an interview (response rate 92%). Between 2000 and 2009, average job satisfaction remained stable or even increased slightly. No differences in levels of job satisfaction were found between male and female physicians. Satisfaction on variables representing direct control such as relationships with patients and colleagues was high. It was lower on variables on which physicians have only minor influence such as organizational and administrative aspects. We could not confirm the fear that exists both inside and outside the Netherlands that job satisfaction among physicians is declining.

  10. On-site diagnosis of cement job problems

    SciTech Connect

    Beirute, R.M.

    1988-12-01

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

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

    PubMed

    Curtis, Elizabeth A; Glacken, Michele

    2014-07-01

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

  12. 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

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

    PubMed

    Abowd, John M; Vilhuber, Lars

    2011-03-01

    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.

  14. Job enrichment, work motivation, and job satisfaction in hospital wards: testing the job characteristics model.

    PubMed

    Kivimäki, M; Voutilainen, P; Koskinen, P

    1995-03-01

    This study investigated work motivation and job satisfaction at hospital wards with high and low levels of job enrichment. Primary nursing was assumed to represent a highly enriched job, whereas functional nursing represented a job with a low level of enrichment. Five surgical wards were divided into these two categories based on the structured interviews with head nurses. Work motivation and job satisfaction among ward personnel were assessed by a questionnaire. The ward personnel occupying highly enriched jobs reported significantly higher work motivation and satisfaction with the management than the personnel occupying jobs with a low level of enrichment.

  15. 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.

  16. Economic Change: Separating Fact from Fiction.

    ERIC Educational Resources Information Center

    Workforce Economics, 1996

    1996-01-01

    Although the general perception in the United States may be that downsizing in companies is pervasive and increasing, the facts show a slowing of the trend in downsizing and a net gain in employment. Many workers have found new jobs at or near their former pay rates, although only half of older workers are able to find jobs comparable to the ones…

  17. 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

  18. [Subjective job strain and job satisfaction among neurologists in German hospitals].

    PubMed

    Bauer, J; Bendels, M H K; Groneberg, D A

    2016-06-01

    The number of sick leaves due to job strain is increasing. This study's scope is to examine working conditions of neurologists in hospitals in regard to job strain and job satisfaction. This study is part of the iCEPT-Study. The iCEPT-Study was conducted as a web based survey among physicians (n = 7090) in German hospitals. The focus was on working conditions regarding job strain. Job strain was measured by a questionnaire consisting of items and scales from the short version of the Effort-Reward-Imbalance (ERI) questionnaire and the short questionnaire for working analysis (KFZA). By calculation ratios of distinct scales according to validated stress models a conclusion could be drawn as to whether or not job strain was present. The total number of n = 354 neurologists were analyzed. The response rate was at 18.2 %. Job strain was encountered by 52.0 % (95 %-KI: 46.7|57.2) of all neurologists and no significant gender difference was present. However, resident neurologists were significantly more often exposed to job strain than attending neurologists (OR = 2.9; 95 %-KI: 1.6-4.7; p < 0.001). Regarding job satisfaction, 59.6 % (95 %-KI: 54.5-64.7) of all respondents stated to be satisfied with their job. Significantly more men were satisfied than women (OR = 1.5; 95 %-KI: 1.0-2.4; p < 0.05). Putting the focus on different occupational positions revealed that significantly more attendings were satisfied with their job than residents (OR = 2.9; 95 %-KI: 1.7-4.8; p < 0.001). The results of this study showed high prevalence of job strain among neurologists in German hospitals. Keeping the negative implications of mental and physical health in mind, the working conditions of neurologists must be improved. As shown in this study, a possible way to do so is to increase job control in order to decrease a major stressor at work.

  19. 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…

  20. 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…

  1. 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…

  2. Key Indicators of Successful Logging Jobs in the Northeast

    Treesearch

    Owen W. Herrick

    1976-01-01

    Uncertainty and inadequate information for prediction hinder attempts to judge the chances for success on logging jobs. In this study, variation in the success of commercial logging jobs in the Northeast was examined to relate the kinds of conditions present to the chances of logging being most successful under those conditions. Respondents rated half of the sample...

  3. 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. Copyright © 2014 Elsevier Ltd. All rights reserved.

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

    PubMed

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

    2016-04-01

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

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

    PubMed Central

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

    2011-01-01

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

  6. Neptunium separations

    SciTech Connect

    Wild, J.F.

    1983-05-09

    Two procedures for the separation of Np are presented; the first involves separation of /sup 239/Np from irradiated /sup 238/U, and the second involves separation of /sup 237/Np from a solution representing that from a dissolved fuel element.

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

    ERIC Educational Resources Information Center

    Funk, Charles Dennis

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

  8. 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

  9. 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)

  10. 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)

  11. 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)

  12. Herzberg revisited: factors in job dissatisfaction.

    PubMed

    Ullrich, R A

    1978-10-01

    A study of nursing personnel in a private general hospital suggests that the high rate of turnover results as much from dissatisfaction with intrinsic job factors as from dissatisfaction with extrinsic factors. These findings contradict the Herzberg two-factor theory, and suggest alternative means of improving management of nurses.

  13. Job-Quitting at Appalachain Sawmills

    Treesearch

    Charles H. Wolf

    1977-01-01

    Labor turnover in hardwood sawmills of the Appalachian Region was studied by using data collected during interviews with 68 mill managers. Job-quitting was highest among young unskilled workers who had less than 6 months of service with their employers. Half of the mills surveyed had annual quit rates of more than 100 percent. Variation among mills was associated with...

  14. 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…

  15. 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)

  16. 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.

  17. Development of a retrospective job exposure matrix for PCB-exposed workers in capacitor manufacturing.

    PubMed

    Hopf, Nancy B; Waters, Martha A; Ruder, Avima M; Prince, Mary M

    2010-01-01

    Polychlorinated biphenyls (PCBs) are considered probable human carcinogens by the International Agency for Research on Cancer and one congener, PCB126, has been rated as a known human carcinogen. A period-specific job exposure matrix (JEM) was developed for former PCB-exposed capacitor manufacturing workers (n=12,605) (1938-1977). A detailed exposure assessment for this plant was based on a number of exposure determinants (proximity, degree of contact with PCBs, temperature, ventilation, process control, job mobility). The intensity and frequency of PCB exposures by job for both inhalation and dermal exposures, and additional chemical exposures were reviewed. The JEM was developed in nine steps: (1) all unique jobs (n=1,684) were assessed using (2) defined PCB exposure determinants; (3) the exposure determinants were used to develop exposure profiles; (4) similar exposure profiles were combined into categories having similar PCB exposures; (5) qualitative intensity (high-medium-low-baseline) and frequency (continuous-intermittent) ratings were developed, and (6) used to qualitatively rate inhalation and dermal exposure separately for each category; (7) quantitative intensity ratings based on available air concentrations were developed for inhalation and dermal exposures based on equal importance of both routes of exposure; (8) adjustments were made for overall exposure, and (9) for each category the product of intensity and frequency was calculated, and exposure in the earlier era was weighted. A period-specific JEM modified for two eras of stable PCB exposure conditions. These exposure estimates, derived from a systematic and rigorous use of the exposure determinant data, lead to cumulative PCB exposure-response relationships in the epidemiological cancer mortality and incidence studies of this cohort.

  18. Job strain in physical therapists.

    PubMed

    Campo, Marc A; Weiser, Sherri; Koenig, Karen L

    2009-09-01

    Job stress has been associated with poor outcomes. In focus groups and small-sample surveys, physical therapists have reported high levels of job stress. Studies of job stress in physical therapy with larger samples are needed. The purposes of this study were: (1) to determine the levels of psychological job demands and job control reported by physical therapists in a national sample, (2) to compare those levels with national norms, and (3) to determine whether high demands, low control, or a combination of both (job strain) increases the risk for turnover or work-related pain. This was a prospective cohort study with a 1-year follow-up period. Participants were randomly selected members of the American Physical Therapy Association (n=882). Exposure assessments included the Job Content Questionnaire (JCQ), a commonly used instrument for evaluation of the psychosocial work environment. Outcomes included job turnover and work-related musculoskeletal disorders. Compared with national averages, the physical therapists reported moderate job demands and high levels of job control. About 16% of the therapists reported changing jobs during follow-up. Risk factors for turnover included high job demands, low job control, job strain, female sex, and younger age. More than one half of the therapists reported work-related pain. Risk factors for work-related pain included low job control and job strain. The JCQ measures only limited dimensions of the psychosocial work environment. All data were self-reported and subject to associated bias. Physical therapists' views of their work environments were positive, including moderate levels of demands and high levels of control. Those therapists with high levels of demands and low levels of control, however, were at increased risk for both turnover and work-related pain. Physical therapists should consider the psychosocial work environment, along with other factors, when choosing a job.

  19. Motivations, job procurement, and job satisfaction among current and former ultrasound fellows.

    PubMed

    Moak, James H; Gaspari, Romolo J; Raio, Chris C; Hart, Kimberly W; Lindsell, Christopher J

    2010-06-01

    Over the past decade, emergency medicine ultrasound (US) fellowships have proliferated, yet there are no published data describing employment trends among fellowship graduates. This study sought to assess factors motivating emergency physicians to pursue an US fellowship and to characterize their employment and job satisfaction after graduation. An electronic survey was conducted of US fellows and graduates representing all 35 known fellowship programs. Non-responders were contacted at 2 weeks to encourage participation. Primary outcome measurements were the importance of factors motivating individuals to pursue an US fellowship (as rated on a numeric scale), job satisfaction among US fellowship graduates, the proportion of respondents practicing in academic versus community hospitals, clinical hours per week, and the rate of procurement of one's top choice of job after graduation. The chi-square test or Fisher's exact test was used for categorical variables, and the Mann-Whitney U-test was used to compare continuous variables between two groups. Of 170 invitations sent, 10 were undeliverable. The response rate was 61%; 74 graduates and 23 fellows completed the survey. Enhancing job opportunities, enjoyment of US, long-term job satisfaction and gaining skills not learned in residency rated highest as reasons for pursuing an US fellowship. Among graduates, 20% are satisfied with their current job, while 78% are very satisfied or extremely satisfied. Nearly one-third of graduates (31%) work primarily in non-academic hospitals, while only 9% of current fellows aspire to work in non-academic settings in the future. There was no difference in job satisfaction between academic- and community-based graduates. In comparison to those graduating in previous years, fellows graduating in 2008 were less likely to get their top job (97% vs. 75.0%, p = 0.018). Job satisfaction is high among US fellowship graduates and is unrelated to academic versus community affiliation. Three

  20. 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…

  1. 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…

  2. 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…

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

    ERIC Educational Resources Information Center

    Mei, Dolores M.; And Others

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

  4. Physician job satisfaction related to actual and preferred job size.

    PubMed

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

    2017-05-11

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

  5. Is that really my job? A guide to job profiling.

    PubMed

    Savage, Yvonne

    2004-10-01

    'Agenda for Change' is fundamental to the NHS modernization agenda. It will lead to all non-medical NHS personnel being paid equal salaries for equal work. Key to the success of the changes will be the accurate evaluation of each individual's job (job profiling), so that people are properly rewarded for their work and responsibilities. This article discusses how community nurses can ensure that their job profile accurately represents their job, so that 'Agenda for Change' will work for them.

  6. Chiral Separations

    NASA Astrophysics Data System (ADS)

    Stalcup, A. M.

    2010-07-01

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

  7. Job strain among Malaysian office workers of a multinational company.

    PubMed

    Maizura, H; Retneswari, M; Moe, H; Hoe, V C W; Bulgiba, A

    2010-05-01

    Information on job strain exposure among Malaysian workers in multinational companies is limited. To investigate the prevalence and factors associated with high job strain among office workers of a multinational company in Malaysia. A cross-sectional study was conducted in November 2007 among 470 eligible workers. Respondents self-administered the Job Content Questionnaire downloaded from the company's intranet. A median-split procedure was applied to create four groups according to the Job Demand-Control Model: active, passive, high and low job strain. Logistic regression models were used to investigate the associations between socio-demographic, occupational and psychosocial factors and high job strain. A total of 356 questionnaires were received (response rate 76%). Twenty-one per cent of respondents were in the high job strain group, 35% were in the passive group, whereas 26% and 17% of workers were in the low strain and active groups, respectively. After controlling for confounders, three factors were found to be associated with high job strain: male workers (adjusted OR 1.94, 95% CI 1.04-3.64), working >48 h per week (adjusted OR 2.51, 95% CI 1.44-4.39) and job insecurity (adjusted OR 1.14, 95% CI 1.02-1.27). One protective factor for high job strain was the scale 'created skill', which is part of skill discretion (adjusted OR 0.70, 95% CI 0.57-0.86). About one in five workers in this study experience high job strain. Work improvement measures include reducing long working hours and job insecurity and giving workers the opportunity to learn, use creativity and develop abilities.

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

    PubMed

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

    2013-02-01

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

  9. Job Handbook. Suggestions To Help You Find & Keep a Job.

    ERIC Educational Resources Information Center

    Baer, Barbara

    This document offers "how-to" advice to high school students on how to find and keep a job. The booklet discusses collecting personal information, writing a resume, providing references to potential employers, completing a job application, writing a letter of application, interviewing for a job, possible questions during an interview, possible…

  10. 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…

  11. 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,…

  12. Job Performance and Job Satisfaction of Beginning Teachers.

    ERIC Educational Resources Information Center

    Pigge, Fred L.; Lovett, Martha T.

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

  13. 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…

  14. Battery separators.

    PubMed

    Arora, Pankaj; Zhang, Zhengming John

    2004-10-01

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

  15. Water separator

    NASA Technical Reports Server (NTRS)

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

    1964-01-01

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

  16. Job Interviewing: Process and Practice.

    ERIC Educational Resources Information Center

    Hellwig, Harold H.

    1992-01-01

    Offers ways to amplify current instruction on the all-important job interview. Discusses resumes, job application letters, oral reports, preparing for the interview, mock interview checklist, doing the interview, sample interview questions, and leaving the interview. (SR)

  17. Gender, job authority, and depression.

    PubMed

    Pudrovska, Tetyana; Karraker, Amelia

    2014-12-01

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

  18. Effect of Job Strain on Job Burnout, Mental Fatigue and Chronic Diseases among Civil Servants in the Xinjiang Uygur Autonomous Region of China.

    PubMed

    Guan, Suzhen; Xiaerfuding, Xiadiya; Ning, Li; Lian, Yulong; Jiang, Yu; Liu, Jiwen; Ng, Tzi Bun

    2017-08-03

    Job strain is a major concern in view of its effects among civil servants associated with job burnout, mental fatigue and chronic diseases. The objective of this study was to assess the job strain level among civil servants and examine the effect of job strain on job burnout, mental fatigue and the resulting chronic diseases. A cross-sectional study with a representative sample consisting of 5000 civil servants was conducted from March to August 2014. Using a structured questionnaire, the job strain level, job burnout and mental fatigue were measured by using the Personal Strain Questionnaire (PSQ), Maslach Burnout Inventory (MBI) and Multidimensional Fatigue Inventory (MFI-20), respectively. Overall, 33.8% of the civil servants were found to be afflicted with high and moderate job strain. The characteristics of most of the civil servants with a higher-job strain level were as follows: female, Uygur, lower educational level and job title rank, shorter working experience, married marital status, and lower income level. Civil servants suffering from chronic disease mainly had hypertension and coronary heart disease, which accounted for 18.5% of the diseases. Civil servants with a high-job strain level exhibited higher rates of burnout, mental fatigue scores and incidence of chronic diseases. There was a multiple linear regression model composed of three predictor variables in job burnout, which accounted for 45.0% of its occurrence: female gender, lower-income level, higher-job strain in civil servants, the greater the rate of job burnout was. Four factors-male gender, lower-job title rank, higher-job strain, shorter-job tenure of civil servants-explained 25.0% of the mental fatigue model. Binary logistic regression showed that intermediate-rank employees (OR = 0.442, 95% CI: 0.028-0.634; p < 0.05), job tenure of 10-20 years (OR = 0.632, 95% CI: 0.359-0.989; p < 0.05), and low-job strain (OR = 0.657, 95% CI: 0.052-0.698; p < 0.05) were all associated with

  19. Effect of Job Strain on Job Burnout, Mental Fatigue and Chronic Diseases among Civil Servants in the Xinjiang Uygur Autonomous Region of China

    PubMed Central

    Guan, Suzhen; Xiaerfuding, Xiadiya; Ning, Li; Lian, Yulong; Jiang, Yu; Liu, Jiwen; Ng, Tzi Bun

    2017-01-01

    Job strain is a major concern in view of its effects among civil servants associated with job burnout, mental fatigue and chronic diseases. The objective of this study was to assess the job strain level among civil servants and examine the effect of job strain on job burnout, mental fatigue and the resulting chronic diseases. A cross-sectional study with a representative sample consisting of 5000 civil servants was conducted from March to August 2014. Using a structured questionnaire, the job strain level, job burnout and mental fatigue were measured by using the Personal Strain Questionnaire (PSQ), Maslach Burnout Inventory (MBI) and Multidimensional Fatigue Inventory (MFI-20), respectively. Overall, 33.8% of the civil servants were found to be afflicted with high and moderate job strain. The characteristics of most of the civil servants with a higher-job strain level were as follows: female, Uygur, lower educational level and job title rank, shorter working experience, married marital status, and lower income level. Civil servants suffering from chronic disease mainly had hypertension and coronary heart disease, which accounted for 18.5% of the diseases. Civil servants with a high-job strain level exhibited higher rates of burnout, mental fatigue scores and incidence of chronic diseases. There was a multiple linear regression model composed of three predictor variables in job burnout, which accounted for 45.0% of its occurrence: female gender, lower-income level, higher-job strain in civil servants, the greater the rate of job burnout was. Four factors—male gender, lower-job title rank, higher-job strain, shorter-job tenure of civil servants—explained 25.0% of the mental fatigue model. Binary logistic regression showed that intermediate-rank employees (OR = 0.442, 95% CI: 0.028–0.634; p < 0.05), job tenure of 10–20 years (OR = 0.632, 95% CI: 0.359–0.989; p < 0.05), and low-job strain (OR = 0.657, 95% CI: 0.052–0.698; p < 0.05) were all associated with

  20. Job Search Sites on the Web.

    ERIC Educational Resources Information Center

    Raeder, Aggi

    1997-01-01

    Discusses job search resources on the Internet, electronic resumes, and searching tricks. Features an annotated bibliography of Internet sites that provide links to job search sites, search tips, databanks of jobs, professional and "boutique" sites, and government jobs. (PEN)

  1. 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.

  2. Training On the Job.

    ERIC Educational Resources Information Center

    Walter, Diane

    This book provides training and development professionals with step-by-step guidelines for developing and delivering comprehensive structured the on-the-job training (OJT). Chapter 1 introduces the concept of team-driven structured OJT and discusses its philosophy and basic components in the context of fundamental concepts of human behavior and…

  3. The Job Club.

    ERIC Educational Resources Information Center

    Woods, Donald R.; And Others

    1997-01-01

    Describes a Job Club for still-unemployed students after graduation. Informal monthly meetings allow students to network; obtain moral support and encouragement; and get ideas, suggestions, and leads. Department faculty serve as informal brokers in bringing employers and graduates together and provide a support system for students during their job…

  4. Historians' Rocky Job Market

    ERIC Educational Resources Information Center

    Grafton, Anthony; Townsend, Robert B.

    2008-01-01

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

  5. 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…

  6. Stress Management: Job Stress

    MedlinePlus

    Healthy Lifestyle Stress management Job stress can be all-consuming — but it doesn't have to be. Address your triggers, keep perspective and ... stress triggers, it's often helpful to improve time management skills — especially if you tend to feel overwhelmed ...

  7. Job Aids and Motivation.

    ERIC Educational Resources Information Center

    Grau, Joseph A.

    1986-01-01

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

  8. 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…

  9. Will My Job Survive?

    ERIC Educational Resources Information Center

    Schaffhauser, Dian

    2009-01-01

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

  10. Historians' Rocky Job Market

    ERIC Educational Resources Information Center

    Grafton, Anthony; Townsend, Robert B.

    2008-01-01

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

  11. Predicting Job Satisfaction.

    ERIC Educational Resources Information Center

    Blai, Boris, Jr.

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

  12. 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…

  13. 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…

  14. 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)

  15. Applied Economics: Job Responsibility

    ERIC Educational Resources Information Center

    Trahern, Darlene

    1972-01-01

    The classroom became a working economics laboratory for third graders at Humboldt School in Canyon City, Oregon, beginning with their duties as classroom helpers. By giving the tasks the importance of real-life jobs, the youngsters soon discovered individual likes, dislikes, and capabilities which affected their attitudes toward work. (Author)

  16. Will My Job Survive?

    ERIC Educational Resources Information Center

    Schaffhauser, Dian

    2009-01-01

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

  17. Enhancing Job Performance

    ERIC Educational Resources Information Center

    Devlin, Patricia

    2011-01-01

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

  18. Communicating on the Job.

    ERIC Educational Resources Information Center

    Burt, Lorna; And Others

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

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

    PubMed

    Abramis, D J

    1994-08-01

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

  20. Better Positioning Those Camp Jobs.

    ERIC Educational Resources Information Center

    Henderson, Karla A.

    1989-01-01

    Discusses summer camps' difficulties in recruiting college students as staff, suggesting camps have "image problem." Describes study of job descriptions to evaluate whether camps offer useful career experiences. Examines frequency and types of job tasks. Examines how camp directors might use job descriptions to recruit more effectively. (TES)

  1. [Job satisfaction among Norwegian doctors].

    PubMed

    Nylenna, Magne; Aasland, Olaf Gjerløw

    2010-05-20

    Doctors' job satisfaction has been discussed internationally in recent years based on reports of increasing professional dissatisfaction. We have studied Norwegian doctors' job satisfaction and their general satisfaction with life. A survey was conducted among a representative sample of practicing Norwegian doctors in 2008. The validated 10-item Job Satisfaction Scale was used to assess job satisfaction. 1,072 (65 %) doctors responded. They reported a mean job satisfaction of 5.3 on a scale from 1 (very dissatisfied) to 7 (very satisfied). Job satisfaction increased with increasing age. Private practice specialists reported the highest level of job satisfaction (5.8), and general practitioners reported higher job satisfaction (5.5) than hospital doctors (5.1). Among specialty groups, community doctors scored highest (5.6) and doctors in surgical disciplines lowest (5.0). While long working hours was negatively correlated with job satisfaction, the perception of being professionally updated and having part-time affiliation(s) in addition to a regular job were positively correlated with job satisfaction. 52.9 % of doctors reported a very high general satisfaction. Norwegian doctors have a high level of job satisfaction. Satisfaction with life in general is also high and at least in line with that in the Norwegian population.

  2. The DACUM Job Analysis Process.

    ERIC Educational Resources Information Center

    Dofasco, Inc., Hamilton (Ontario).

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

  3. 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…

  4. College Faculty and Job Satisfaction.

    ERIC Educational Resources Information Center

    Diener, Thomas

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

  5. 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…

  6. 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,…

  7. 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.

  8. 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…

  9. 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…

  10. Job satisfaction among recreation practitioners

    Treesearch

    Erin Parks; Andrew Holdnak

    2002-01-01

    Job satisfaction among recreation professionals can be affected by many working conditions. This study has investigated the impact fourteen variables had on the job satisfaction of recreation practitioners. The sample consisted of 106 responses from members of the Resort and Commercial Recreation Association (RCRA). The results of the regression analysis for job...

  11. College Faculty and Job Satisfaction.

    ERIC Educational Resources Information Center

    Diener, Thomas

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

  12. 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.

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

    PubMed

    Daehlen, Marianne

    2008-12-01

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

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

    PubMed

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

    2008-01-01

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

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

    PubMed

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

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

  16. Prediction of Job Performance: Review of Military Studies

    DTIC Science & Technology

    1982-03-01

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

  17. 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.

  18. 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.

  19. 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.

  20. [Job Satisfaction of Young Professionals in Health Care].

    PubMed

    Ulrich, Gert; Homberg, Angelika; Karstens, Sven; Goetz, Katja; Mahler, Cornelia

    2017-05-29

    Background Job satisfaction in health care is currently important in view of workforce shortage in the health care area. The purpose of this study was to evaluate job satisfaction in young health professionals and to identify factors possibly influencing overall job satisfaction. Methods About one year after graduating from vocational training, a total of 579 graduates from various health care professions [Nursing (N), Nursing and Geriatric Nursing; Therapy (TP), Physical therapy and Logopaedics; Diagnostics (D), Diagnostic Radiography and Biomedical Science], were invited to participate in an online-survey. Job satisfaction was assessed with the 10-item Warr-Cook-Wall (WCW) job satisfaction questionnaire. Descriptive analysis of the WCW was performed, and the impact of various factors on job satisfaction was determined by stepwise linear regression analysis. Results In total, 189 graduates (N, n=121; TP, n=32; D, n=36) were included in data analysis (32.6% response rate). Overall job satisfaction in all young professionals was 4.9±1.6 (mean±SD) and was slightly higher in TP (5.4±1.4) compared with N (4.7±1.6) and D (5.0±1.5), respectively. Highest satisfaction was identified with "colleagues" and lowest satisfaction with "income" was identified in all professional groups. Colleagues and fellow workers showed the highest score of association regarding overall job satisfaction in regression analysis. Conclusions As a whole, our data suggest good to very good satisfaction in various WCW items of job satisfaction. "Colleagues" were shown to have a high impact on job satisfaction. To improve the attractiveness of job profiles in health care, the presented results may provide a valuable input regarding workforce shortage. © Georg Thieme Verlag KG Stuttgart · New York.

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

    PubMed

    Pagan, Ricardo

    2011-01-01

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

  2. Factors associated with job and career satisfaction among dental hygienists.

    PubMed

    Bader, J D; Sams, D H

    1992-01-01

    Information concerning dental hygienists' job and career satisfaction is dated and incomplete. Because satisfaction may be important in retention of dental hygienists, a survey of all active dental hygienists in private practices in North Carolina was performed to ascertain dimensions and levels of job and career satisfaction, as well as factors associated with these constructs. Of 2,099 eligible hygienists, 51 percent responded to a survey instrument containing 202 items addressing overall satisfaction, as well as satisfaction with a variety of work-related factors. Factor analysis was used to develop scales for job and career satisfaction, and for the work-related factors. Final reduced regression models indicated that the constructs of job and career satisfaction are separate and that each has distinct general and intrinsic dimensions. Models for general job and career satisfaction had R2 values of .45 and .27, respectively, and included a variety of work-related factors such as supervisory style and satisfaction with salary. Models for intrinsic job and career satisfaction were not as strong, with R2 values of .06 and .09, respectively. These models also included work-related factors such as satisfaction with hours of work, office safety arrangements, and supervisory style. These results suggest that general job and career satisfaction levels should be amenable to change through management interventions.

  3. 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.

  4. 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

  5. Mist separator

    SciTech Connect

    Moran, T.M.

    1984-04-17

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

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

    ERIC Educational Resources Information Center

    Stone, Eugene F.; Porter, Lyman W.

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

  7. Predictors of job satisfaction among academic family medicine faculty

    PubMed Central

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

    2017-01-01

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

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

    PubMed

    Kvist, Tarja; Mäntynen, Raija; Vehviläinen-Julkunen, Katri

    2013-10-02

    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. 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. 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. 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 a complex, continuously changing work

  9. Gender, technology and jobs.

    PubMed

    Brynin, Malcolm

    2006-09-01

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

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

    PubMed

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

    2014-03-01

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

  11. [Factors associated with job satisfaction of human resources in healthcare].

    PubMed

    Вежновець, Тетяна А; Парій, Валентин Д; Вишнивецький, Іван І; Москаленко, Максим В

    Healthcare employee satisfaction is an important criterion for the efficiency of human resource management and prognostic impact factor for high turnover of staff. Furthermore, job satisfaction positively affects patient satisfaction, which is an important indicator for quality of care. The goal of our study was to identify factors associated with job satisfaction in healthcare organizations in Ukraine. We conducted sociological and psychological survey of 190 healthcare professionals (81% response rate) in Kherson City Hospital. Job satisfaction and organizational climate was assessed through developed questionnaire, "Test Motype" method of Gerchikov (motivational profile designing) and "Diagnosis Syndrome emotional burnout" method of Boyko. Spearman rank correlation was used for analysis. Job satisfaction positively correlated with personnel age and time record, career prospects, professional development, superior-subordinate, peer-to-peer and patient communications (p<0,01 for all), teamwork environment, among executives with achievement and affiliation motivations (р<0,001, accordingly). It negatively correlated with reward-oriented and lumpen-style motivational profile (р<0,001 and <0,01, accordingly). Job satisfaction did not correlate with responsibility of executives, factors for satisfaction of job description, working conditions and range of wages (all p> 0.05). Based on findings we developed dual job satisfaction-dissatisfaction approach specific for healthcare employee in Ukraine. This model includes internal factors such as work experience, career prospects, professional motivation; external factors such as leadership, governance, work environment, customer satisfaction and preventive factors such as staff role, job description, company policies, salary and benefits.

  12. Experimental evaluation of job provenance in ATLAS environment

    NASA Astrophysics Data System (ADS)

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

    2008-07-01

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

  13. Mentorship and job satisfaction among Navy family physicians.

    PubMed

    Saperstein, Adam K; Viera, Anthony J; Firnhaber, Gina C

    2012-08-01

    Among civilian academic physicians, having a mentor is associated with greater job satisfaction. Whether this is true for military physicians is unknown. We sought to examine whether having a mentor is associated with positive job satisfaction among Navy family physicians. A web-based survey was sent to all Navy family physicians in the Specialty leader's database in May 2008. Our main outcome variable was "positive job satisfaction," and our main exposure variable was being in a mentor relationship. Chi-square was used to test for difference in frequencies in categorical variables and logistic regression was used to adjust for covariates. The response rate was 60.2% (186/309). Among respondents, 73.7% reported positive job satisfaction. Factors associated with positive job satisfaction included having a mentor, being >9 years postresidency, spending <50% of time in patient care, higher rank, male gender, and being active in research. After adjustment for these factors, having a mentor remained significantly associated with positive job satisfaction (odds ratio 2.86, 95% confidence interval 1.22-6.71). Having a mentor is associated with positive job satisfaction among Navy family physicians, even after adjusting for multiple other factors. An implication is that a mentorship program may be a strategy for improving job satisfaction.

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

    PubMed

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

    2015-11-01

    Job engagement has received widespread attention in organizational research but has rarely been empirically investigated in the context of safety. In the present study, we examined the mediating role of job engagement in the relationships between job characteristics and safety performance using self-reported data collected at a coal mining company in China. Most of our study hypotheses were supported. Job engagement partially mediated the relationships between job resources and safety performance dimensions. Theoretical and practical implications and directions for future research are also discussed. Copyright © 2015 Elsevier Ltd and The Ergonomics Society. All rights reserved.

  15. Dimensions of Job Performance

    DTIC Science & Technology

    1988-04-01

    recognized as the optimum method for assessing the validity of performance measures ( Guion , 1980; James, 1973). The same model that is so highly...simulation. Also related to hands-on testing, this technique involves the use of pictorial or video materials in depicting aspects of the test or job...Fleishman, E., &: Quaintance, M. (1984). Taxonomies of human performance: The description of human tasks. New York: Academic Press. Guion , R. M. (1980

  16. Job Hazard Analysis

    DTIC Science & Technology

    1998-01-01

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

  17. 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.

  18. 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.

  19. 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,…

  20. Navigator Command Potential: An Analysis of U.S. Air Force Pilot Attitudes toward the Job Satisfaction Characteristics of U.S. Air Force Navigators

    DTIC Science & Technology

    1990-09-01

    16 Definitions ..... ............... 16 Literature Review ... ............ 18 Motivation to Perform ........ 18 The Cognitive Model .. ........ 18...Theory .. ......... 27 Valence-Instrumentality- Expectancy Theory ...... 28 Porter and Lawler’s Model . . 31 Models of Job Characteristics . . . 33 The...Job Characteristics Model 35 The Job Diagnostic Survey .. ... ........ 38 The Job Rating Form . 40 Criticism of the JCM . . . . 41 Models of Facet

  1. 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). Copyright 2005 APA, all rights reserved.

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

    PubMed

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

    2014-12-01

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

  3. 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.

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

    PubMed

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

    2017-01-31

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

  5. Social capital and job satisfaction among substance abuse treatment employees.

    PubMed

    Tsounis, Andreas; Niakas, Dimitris; Sarafis, Pavlos

    2017-02-15

    Job satisfaction is an important predictor for management and clinical ratios. Although it is accepted that is affected by many aspects, the influence of social capital remains to be determined. The main purpose of the article is to examine the relationship between job satisfaction and individual social capital for employees offering services in the treatment of addiction. A cross-sectional study was conducted on 239 employees from 14 therapeutic programs at KETEA (Therapy Center for Dependent Individuals in Greece) (KETHEA). A revised Greek Version of the Social Capital Questionnaire (SCQ-G) for the individual social capital measurement, and of the Job Satisfaction Survey (JSS) for the job satisfaction measurement, were used. Individual Social Capital ranged in medium levels. We observed a significant positive association between social capital and its' different aspects and gender, age, place of residence and working experience. Men, older employees, those who lived in smaller places, and those working more years, reached higher levels of individual social capital. Concerning overall job satisfaction most of the participants were ambivalent (61.5%), while 21.8% were satisfied and 16.7% were dissatisfied. Concerning its separate aspects, 77% were least satisfied with pay, 69.9% were least satisfied with advancement opportunities, 60.3% were least satisfied with fringe benefits, 85.8% were most satisfied with the nature of their work, 80.8% with their relationship with colleagues, and 77.8% were satisfied with supervision. Total Job Satisfaction was positively associated with place of residence and monthly salary. A significant positive correlation between social capital and job satisfaction was also observed. Early evidence suggests that social capital is associated with job satisfaction of employees providing services in the treatment of substance abuse. Further research, regarding social capital on job satisfaction, is suggested. We need to design and implement

  6. [Job satisfaction of nursing staff in Spanish prisons].

    PubMed

    Vera-Remartínez, E J; Mora Parra, L M; González Gómez, J A; García Jiménez, J; Garcés Pina, E; Domínguez Zamorano, J A; Borraz Fernández, J R; Blanco Quiroga, A; Armenteros López, B

    2009-02-01

    There are no available studies assessing job satisfaction amongst nursing staff in Spanish prisons. The aim of this study is to establish overall levels of job satisfaction and determine each of the components. Cross-sectional and multi-centre descriptive study conducted in Spanish prisons. A Font Roja satisfaction questionnaire adapted by J. Arranz for the study was used to measure degrees of job satisfaction using a Likert's scale. A parametric test was used and a regression model was constructed for predictive ends. 376 nurses answered the questionnaire (Participation Rate 62.7%; Response Rate 76.7%) 67 centres took part (91.8%). The average satisfaction mark was 2.84 (CL 95%: 2.81-2.87). The lowest ranked components were job variety 1.66 (CL 95%: 1.58-1.74), job-related stress 2.15 (CL 95%: 2.08-2.23) and control over job 2.77 (CL 95%: 2.73-2.82). The highest ranked aspect was job satisfaction, averaging 3.52 (CL 95%: 3.44-3.58). The average satisfaction mark for prison nursing staff was low when compared to other groups of health care professionals, which implies the need for corrective measures.

  7. 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.

  8. 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.

  9. Separator sub

    SciTech Connect

    Hayatdavoudi, A.

    1984-10-09

    Apparatus and methods are disclosed for drilling a well. A separator sub is used to separate a stream of drilling mud into a less dense first portion and more dense second portion. The less dense first portion of the stream of drilling mud is directed downward to a drill bit so that the drilling mud adjacent the drill bit has a density less than an initial density of the stream of drilling mud. The more dense second portion of the stream of drilling mud is ejected into a well annulus with an upward component of velocity and thereby reduces a hydrostatic drilling mud pressure adjacent the drill bit.

  10. Isotopic separation

    SciTech Connect

    Chen, C.

    1981-03-10

    Method and apparatus for separating isotopes in an isotopic mixture of atoms or molecules by increasing the mass differential among isotopic species. The mixture containing a particular isotope is selectively irradiated so as to selectively excite the isotope. This preferentially excited species is then reacted rapidly with an additional preselected radiation, an electron or another chemical species so as to form a product containing the specific isotope, but having a mass different than the original species initially containing the particular isotope. The product and the remaining balance of the mixture is then caused to flow through a device which separates the product from the mixture based upon the increased mass differential.

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

    PubMed Central

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

    2016-01-01

    Opioid antagonists (e.g., naltrexone) and positive modulators of γ-aminobutyric acid type A (GABAA) receptors (e.g., 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 6–7 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. PMID:27043121

  12. 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.

  13. 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,...

  14. 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,...

  15. 40 CFR 5.520 - Job classification and structure.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  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. 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)

  18. Parallel job-scheduling algorithms

    SciTech Connect

    Rodger, S.H.

    1989-01-01

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

  19. The Relationship between Career Development Factors such as Job Knowledge or Career Exploration and Self-Estimate Ability. Technical Information Paper.

    ERIC Educational Resources Information Center

    Athanasou, James A.

    The hypothesis that higher levels of job knowledge and/or more extensive career exploration would be indicated in higher correlations between self-estimates and measured interests was investigated in two separate studies. Job knowledge was assessed using the Job Knowledge Survey (JKS), and career exploration was assessed using the questionnaire,…

  20. Supervisor leadership in relation to resident job satisfaction.

    PubMed

    van der Wal, Martha A; Schönrock-Adema, Johanna; Scheele, Fedde; Schripsema, Nienke R; Jaarsma, A Debbie C; Cohen-Schotanus, Janke

    2016-08-01

    Research from outside the medical field shows that leadership behaviours influence job satisfaction. Whether the same is true for the medical training setting needs to be explored. The aim of this study was to investigate the influence of residents' overall appreciation of their supervisor's leadership and observation of specific supervisor leadership behaviours on job satisfaction. We invited residents (N = 117) to rate how often they observed certain task and relation-oriented leadership behaviours in their supervisor and overall appreciation of their supervisor's leadership. Furthermore, they rated their satisfaction with 13 different aspects of their jobs on a 10-point scale. Using exploratory factor analysis we identified four factors covering different types of job satisfaction aspects: personal growth, autonomy, affective, and instrumental job satisfaction aspects. Influence of overall appreciation for supervisor leadership and observation of certain leadership behaviours on these job satisfaction factors were analysed using multiple regression analyses. The affective aspects of job satisfaction were positively influenced by overall appreciation of leadership (B = 0.792, p = 0.017), observation of specific instructions (B = 0.972, p = 0.008) and two-way communication (B = 1.376, p = 0.008) and negatively by mutual decision-making (B = -1.285, p = 0.007). No effects were found for the other three factors of job satisfaction. We recommend that supervisors become more aware of whether and how their behaviours influence residents' job satisfaction. Especially providing specific instructions and using two-way communication seem important to help residents deal with their insecurities and to offer them support.