Sample records for job task analysis

  1. 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…

  2. Advancing the Certified in Public Health Examination: A Job Task Analysis.

    PubMed

    Kurz, Richard S; Yager, Christopher; Yager, James D; Foster, Allison; Breidenbach, Daniel H; Irwin, Zachary

    In 2014, the National Board of Public Health Examiners performed a job task analysis (JTA) to revise the Certified in Public Health (CPH) examination. The objectives of this study were to describe the development, administration, and results of the JTA survey; to present an analysis of the survey results; and to review the implications of this first-ever public health JTA. An advisory committee of public health professionals developed a list of 200 public health job tasks categorized into 10 work domains. The list of tasks was incorporated into a web-based survey, and a snowball sample of public health professionals provided 4850 usable responses. Respondents rated job tasks as essential (4), very important (3), important (2), not very important (1), and never performed (0). The mean task importance ratings ranged from 2.61 to 3.01 (important to very important). The highest mean ratings were for tasks in the ethics domain (mean rating, 3.01). Respondents ranked 10 of the 200 tasks as the most important, with mean task rankings ranging from 2.98 to 3.39. We found subtle differences between male and female respondents and between master of public health and doctor of public health respondents in their rankings. The JTA established a set of job tasks in 10 public health work domains, and the results provided a foundation for refining the CPH examination. Additional steps are needed to further modify the content outline of the examination. An empirical assessment of public health job tasks, using methods such as principal components analysis, may provide additional insight.

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

    ERIC Educational Resources Information Center

    Hull, Daniel M.; Lovett, James E.

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

  4. Initiating an ergonomic analysis. A process for jobs with highly variable tasks.

    PubMed

    Conrad, K M; Lavender, S A; Reichelt, P A; Meyer, F T

    2000-09-01

    Occupational health nurses play a vital role in addressing ergonomic problems in the workplace. Describing and documenting exposure to ergonomic risk factors is a relatively straightforward process in jobs in which the work is repetitive. In other types of work, the analysis becomes much more challenging because tasks may be repeated infrequently, or at irregular time intervals, or under different environmental and temporal conditions, thereby making it difficult to observe a "representative" sample of the work performed. This article describes a process used to identify highly variable job tasks for ergonomic analyses. The identification of tasks for ergonomic analysis was a two step process involving interviews and a survey of firefighters and paramedics from a consortium of 14 suburban fire departments. The interviews were used to generate a list of frequently performed, physically strenuous job tasks and to capture clear descriptions of those tasks and associated roles. The goals of the survey were to confirm the interview findings across the entire target population and to quantify the frequency and degree of strenuousness of each task. In turn, the quantitative results from the survey were used to prioritize job tasks for simulation. Although this process was used to study firefighters and paramedics, the approach is likely to be suitable for many other types of occupations in which the tasks are highly variable in content and irregular in frequency.

  5. Combined analysis of job and task benzene air exposures among workers at four US refinery operations

    PubMed Central

    Shin, Jennifer (Mi); Unice, Ken M; Gaffney, Shannon H; Kreider, Marisa L; Gelatt, Richard H; Panko, Julie M

    2016-01-01

    Workplace air samples analyzed for benzene at four US refineries from 1976 to 2007 were pooled into a single dataset to characterize similarities and differences between job titles, tasks and refineries, and to provide a robust dataset for exposure reconstruction. Approximately 12,000 non-task (>180 min) personal samples associated with 50 job titles and 4000 task (<180 min) samples characterizing 24 tasks were evaluated. Personal air sample data from four individual refineries were pooled based on a number of factors including (1) the consistent sampling approach used by refinery industrial hygienists over time, (2) the use of similar exposure controls, (3) the comparability of benzene content of process streams and end products, (4) the ability to assign uniform job titles and task codes across all four refineries, and (5) our analysis of variance (ANOVA) of the distribution of benzene air concentrations for select jobs/tasks across all four refineries. The jobs and tasks most frequently sampled included those with highest potential contact with refinery product streams containing benzene, which reflected the targeted sampling approach utilized by the facility industrial hygienists. Task and non-task data were analyzed to identify and account for significant differences within job-area, task-job, and task-area categories. This analysis demonstrated that in general, areas with benzene containing process streams were associated with greater benzene air concentrations compared to areas with process streams containing little to no benzene. For several job titles and tasks analyzed, there was a statistically significant decrease in benzene air concentration after 1990. This study provides a job and task-focused analysis of occupational exposure to benzene during refinery operations, and it should be useful for reconstructing refinery workers’ exposures to benzene over the past 30 years. PMID:26862134

  6. Combined analysis of job and task benzene air exposures among workers at four US refinery operations.

    PubMed

    Burns, Amanda; Shin, Jennifer Mi; Unice, Ken M; Gaffney, Shannon H; Kreider, Marisa L; Gelatt, Richard H; Panko, Julie M

    2017-03-01

    Workplace air samples analyzed for benzene at four US refineries from 1976 to 2007 were pooled into a single dataset to characterize similarities and differences between job titles, tasks and refineries, and to provide a robust dataset for exposure reconstruction. Approximately 12,000 non-task (>180 min) personal samples associated with 50 job titles and 4000 task (<180 min) samples characterizing 24 tasks were evaluated. Personal air sample data from four individual refineries were pooled based on a number of factors including (1) the consistent sampling approach used by refinery industrial hygienists over time, (2) the use of similar exposure controls, (3) the comparability of benzene content of process streams and end products, (4) the ability to assign uniform job titles and task codes across all four refineries, and (5) our analysis of variance (ANOVA) of the distribution of benzene air concentrations for select jobs/tasks across all four refineries. The jobs and tasks most frequently sampled included those with highest potential contact with refinery product streams containing benzene, which reflected the targeted sampling approach utilized by the facility industrial hygienists. Task and non-task data were analyzed to identify and account for significant differences within job-area, task-job, and task-area categories. This analysis demonstrated that in general, areas with benzene containing process streams were associated with greater benzene air concentrations compared to areas with process streams containing little to no benzene. For several job titles and tasks analyzed, there was a statistically significant decrease in benzene air concentration after 1990. This study provides a job and task-focused analysis of occupational exposure to benzene during refinery operations, and it should be useful for reconstructing refinery workers' exposures to benzene over the past 30 years.

  7. Single-Family Energy Auditor Job Task Analysis

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

    Head, Heather R.; Kurnik, Charles W.

    The National Renewable Energy Laboratory (NREL) is contracted by the U.S. Department of Energy (DOE) Weatherization Assistance Program (WAP) to develop and maintain the resources under the Guidelines for Home Energy Professionals (GHEP) project. As part of the GHEP strategy to increase the quality of work conducted for single-family, residential energy-efficiency retrofits, the Home Energy Professionals Job Task Analysis are used as the foundation for quality training programs and trainers.

  8. Single-Family Quality Control Inspector Job Task Analysis

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

    Head, Heather R; Kurnik, Charles W

    The National Renewable Energy Laboratory (NREL) is contracted by the U.S. Department of Energy (DOE) Weatherization Assistance Program (WAP) to develop and maintain the resources under the Guidelines for Home Energy Professionals (GHEP) project. As part of the GHEP strategy to increase the quality of work conducted for single-family, residential energy-efficiency retrofits, the Home Energy Professionals Job Task Analysis are used as the foundation for quality training programs and trainers.

  9. Cognitive task analysis: harmonizing tasks to human capacities.

    PubMed

    Neerincx, M A; Griffioen, E

    1996-04-01

    This paper presents the development of a cognitive task analysis that assesses the task load of jobs and provides indicators for the redesign of jobs. General principles of human task performance were selected and, subsequently, integrated into current task modelling techniques. The resulting cognitive task analysis centres around four aspects of task load: the number of actions in a period, the ratio between knowledge- and rule-based actions, lengthy uninterrupted actions, and momentary overloading. The method consists of three stages: (1) construction of a hierarchical task model, (2) a time-line analysis and task load assessment, and (3), if necessary, adjustment of the task model. An application of the cognitive task analysis in railway traffic control showed its benefits over the 'old' task load analysis of the Netherlands Railways. It provided a provisional standard for traffic control jobs, conveyed two load risks -- momentary overloading and underloading -- and resulted in proposals to satisfy the standard and to diminish the two load risk.

  10. The application of subjective job task analysis techniques in physically demanding occupations: evidence for the presence of self-serving bias.

    PubMed

    Lee-Bates, Benjamin; Billing, Daniel C; Caputi, Peter; Carstairs, Greg L; Linnane, Denise; Middleton, Kane

    2017-09-01

    The aim of this study was to determine if perceptions of physically demanding job tasks are biased by employee demographics and employment profile characteristics including: age, sex, experience, length of tenure, rank and if they completed or supervised a task. Surveys were administered to 427 Royal Australian Navy personnel who characterised 33 tasks in terms of physical effort, importance, frequency, duration and vertical/horizontal distance travelled. Results showed no evidence of bias resulting from participant characteristics, however participants who were actively involved in both task participation and supervision rated these tasks as more important than those involved only in the supervision of that task. This may indicate self-serving bias in which participants that are more actively involved in a task had an inflated perception of that task's importance. These results have important implications for the conduct of job task analyses, especially the use of subjective methodologies in the development of scientifically defensible physical employment standards. Practitioner Summary: To examine the presence of systematic bias in subjective job task analysis methodologies, a survey was conducted on a sample of Royal Australian Navy personnel. The relationship between job task descriptions and participant's demographic and job profile characteristics revealed the presence of self-serving bias affecting perceptions of task importance.

  11. Multifamily Building Operator Job/Task Analysis and Report: September 2013

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

    Owens, C. M.

    The development of job/task analyses (JTAs) is one of three components of the Guidelines for Home Energy Professionals project and will allow industry to develop training resources, quality assurance protocols, accredited training programs, and professional certifications. The Multifamily Building Operator JTA identifies and catalogs all of the tasks performed by multifamily building operators, as well as the knowledge, skills, and abilities (KSAs) needed to perform the identified tasks.

  12. Multifamily Energy Auditor Job/Task Analysis and Report: September 2013

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

    Owens, C. M.

    The development of job/task analyses (JTAs) is one of three components of the Guidelines for Home Energy Professionals project and will allow industry to develop training resources, quality assurance protocols, accredited training programs, and professional certifications. The Multifamily Energy Auditor JTA identifies and catalogs all of the tasks performed by multifamily energy auditors, as well as the knowledge, skills, and abilities (KSAs) needed to perform the identified tasks.

  13. Multifamily Quality Control Inspector Job/Task Analysis and Report: September 2013

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

    Owens, C. M.

    The development of job/task analyses (JTAs) is one of three components of the Guidelines for Home Energy Professionals project and will allow industry to develop training resources, quality assurance protocols, accredited training programs, and professional certifications. The Multifamily Quality Control Inspector JTA identifies and catalogs all of the tasks performed by multifamily quality control inspectors, as well as the knowledge, skills, and abilities (KSAs) needed to perform the identified tasks.

  14. Multifamily Retrofit Project Manager Job/Task Analysis and Report: September 2013

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

    Owens, C. M.

    The development of job/task analyses (JTAs) is one of three components of the Guidelines for Home Energy Professionals project and will allow industry to develop training resources, quality assurance protocols, accredited training programs, and professional certifications. The Multifamily Retrofit Project Manager JTA identifies and catalogs all of the tasks performed by multifamily retrofit project managers, as well as the knowledge, skills, and abilities (KSAs) needed to perform the identified tasks.

  15. Stressful jobs and non-stressful jobs: a cluster analysis of office jobs.

    PubMed

    Carayon, P

    1994-02-01

    The purpose of the study was to determine if office jobs could be characterized by a small number of combinations of stressors that could be related to job-title information and self-report of psychological strain. Two-hundred-and-sixty-two office workers from three public service organizations provided data on nine job stressors and seven indicators of psychological strain. Using cluster analysis on the nine stressors, office jobs were classified into three clusters. The first cluster included jobs with high skill utilization, task clarity, job control and social support and low future ambiguity, but also high on job demands such as quantitative work-load, attention and work pressure. The second cluster included jobs with high demands and future ambiguity and low skill utilization, task clarity, job control and social support. The third cluster was intermediary between the first two clusters. The three clusters were related to job-title information. The second cluster was the highest on a range of psychological strain indicators, while the other two clusters were high on certain strain indicators but low on others. The study showed that office jobs could be characterized by a small number of combinations of stressors that were related to job-title information and psychological strain.

  16. Risk assessments using the Strain Index and the TLV for HAL, Part I: Task and multi-task job exposure classifications.

    PubMed

    Kapellusch, Jay M; Bao, Stephen S; Silverstein, Barbara A; Merryweather, Andrew S; Thiese, Mathew S; Hegmann, Kurt T; Garg, Arun

    2017-12-01

    The Strain Index (SI) and the American Conference of Governmental Industrial Hygienists (ACGIH) Threshold Limit Value for Hand Activity Level (TLV for HAL) use different constituent variables to quantify task physical exposures. Similarly, time-weighted-average (TWA), Peak, and Typical exposure techniques to quantify physical exposure from multi-task jobs make different assumptions about each task's contribution to the whole job exposure. Thus, task and job physical exposure classifications differ depending upon which model and technique are used for quantification. This study examines exposure classification agreement, disagreement, correlation, and magnitude of classification differences between these models and techniques. Data from 710 multi-task job workers performing 3,647 tasks were analyzed using the SI and TLV for HAL models, as well as with the TWA, Typical and Peak job exposure techniques. Physical exposures were classified as low, medium, and high using each model's recommended, or a priori limits. Exposure classification agreement and disagreement between models (SI, TLV for HAL) and between job exposure techniques (TWA, Typical, Peak) were described and analyzed. Regardless of technique, the SI classified more tasks as high exposure than the TLV for HAL, and the TLV for HAL classified more tasks as low exposure. The models agreed on 48.5% of task classifications (kappa = 0.28) with 15.5% of disagreement between low and high exposure categories. Between-technique (i.e., TWA, Typical, Peak) agreement ranged from 61-93% (kappa: 0.16-0.92) depending on whether the SI or TLV for HAL was used. There was disagreement between the SI and TLV for HAL and between the TWA, Typical and Peak techniques. Disagreement creates uncertainty for job design, job analysis, risk assessments, and developing interventions. Task exposure classifications from the SI and TLV for HAL might complement each other. However, TWA, Typical, and Peak job exposure techniques all have

  17. 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…

  18. Work motivation, task delegation and job satisfaction of general practice staff: a cross-sectional study.

    PubMed

    Riisgaard, Helle; Søndergaard, Jens; Munch, Maria; Le, Jette V; Ledderer, Loni; Pedersen, Line B; Nexøe, Jørgen

    2017-04-01

    Recent research has shown that a high degree of task delegation is associated with the practise staff's overall job satisfaction, and this association is important to explore since job satisfaction is related to medical as well as patient-perceived quality of care. This study aimed: (1) to investigate associations between degrees of task delegation in the management of chronic disease in general practice, with chronic obstructive pulmonary disease (COPD) as a case and the staff's work motivation, (2) to investigate associations between the work motivation of the staff and their job satisfaction. The study was based on a questionnaire to which 621 members of the practice staff responded. The questionnaire consisted of a part concerning degree of task delegation in the management of COPD in their respective practice and another part being about their job satisfaction and motivation to work. In the first analysis, we found that 'maximal degree' of task delegation was significantly associated with the staff perceiving themselves to have a large degree of variation in tasks, odds ratio (OR) = 4.26, confidence interval (CI) = 1.09, 16.62. In the second analysis, we found that this perceived large degree of variation in tasks was significantly associated with their overall job satisfaction, OR = 2.81, confidence interval = 1.71, 4.61. The results suggest that general practitioners could delegate highly complex tasks in the management of COPD to their staff without influencing the staff's work motivation, and thereby their job satisfaction, negatively, as long as they ensure sufficient variation in the tasks. © The Author 2017. Published by Oxford University Press.

  19. Advancing a new evidence-based professional in health care: job task analysis for health and wellness coaches.

    PubMed

    Wolever, Ruth Q; Jordan, Meg; Lawson, Karen; Moore, Margaret

    2016-06-27

    The pressing need to manage burgeoning chronic disease has led to the emergence of job roles such as health and wellness coaches (HWCs). As use of this title has increased dramatically, so has the need to ensure consistency, quality and safety for health and wellness coaching (HWC) provided in both practice and research. Clear and uniform role definitions and competencies are required to ensure appropriate scope of practice, to allow best practices to emerge, and to support the implementation of well-designed, large scale studies to accumulate a rigorous evidence base. Since the nascent field is replete with heterogeneity in terms of role delineations and competencies, a collaborative volunteer non-profit organization, the National Consortium for Credentialing Health and Wellness Coaches (NCCHWC), has been built over the past six years to support professionalization of the field. In 2014, a professionally led Job Task Analysis (JTA) was conducted with 15 carefully selected subject matter experts (SMEs) with diverse education and professional backgrounds who were practicing HWC in a wide variety of settings. After establishing a thorough list of specific tasks employed during HWC, the expert panel discussed the knowledge and skills necessary to competently perform the tasks. Subsequently, a large validation survey assessed the relative importance and frequency of each identified job task in conducting HWC. The JTA identified 21 job tasks as essential to HWC. In the subsequent validation survey, 4026 practicing health and wellness coaches were invited to rate each of the 21 job tasks in terms of their importance and frequency. A response rate of 25.6 % provided a diverse sample (n = 1031) in terms of background, and represented a wide variety of training programs from academia, industry, the private sector and associations. Per best practices, the subset of practicing HWCs (n = 885) provided importance and frequency ratings to be used to calculate task and

  20. Machine Shop Suggested Job and Task Sheets. Part I. 25 Elementary Jobs.

    ERIC Educational Resources Information Center

    Texas A and M Univ., College Station. Vocational Instructional Services.

    This volume consists of elementary job and task sheets adaptable for use in the regular vocational industrial education programs for the training of machinists and machine shop operators. Twenty-five simple machine shop job sheets are included. Some or all of this material is provided for each job sheet: an introductory sheet with aim, checking…

  1. Machine Shop Suggested Job and Task Sheets. Part II. 21 Advanced Jobs.

    ERIC Educational Resources Information Center

    Texas A and M Univ., College Station. Vocational Instructional Services.

    This volume consists of advanced job and task sheets adaptable for use in the regular vocational industrial education programs for the training of machinists and machine shop operators. Twenty-one advanced machine shop job sheets are included. Some or all of this material is provided for each job: an introductory sheet with aim, checking…

  2. A job analysis of care helpers

    PubMed Central

    Choi, Kyung-Sook; Jeong, Seungeun; Kim, Seulgee; Park, Hyeung-Keun; Seok, Jae Eun

    2012-01-01

    The aim of this study was to examine the roles of care helpers through job analysis. To do this, this study used the Developing A Curriculum Method (DACUM) to classify job content and a multi-dimensional study design was applied to identify roles and create a job description by looking into the appropriateness, significance, frequency, and difficulty of job content as identified through workshops and cross-sectional surveys conducted for appropriateness verification. A total of 418 care helpers working in nursing facilities and community senior service facilities across the country were surveyed. The collected data were analyzed using PASW 18.0 software. Six duties and 18 tasks were identified based on the job model. Most tasks were found to be "important task", scoring 4.0 points or above. Physical care duties, elimination care, position changing and movement assistance, feeding assistance, and safety care were identified as high frequency tasks. The most difficult tasks were emergency prevention, early detection, and speedy reporting. A summary of the job of care helpers is providing physical, emotional, housekeeping, and daily activity assistance to elderly patients with problems in independently undertaking daily activities due to physical or mental causes in long-term care facilities or at the client's home. The results of this study suggest a task-focused examination, optimizing the content of the current standard teaching materials authorized by the Ministry of Health and Welfare while supplementing some content which was identified as task elements but not included in the current teaching materials and fully reflecting the actual frequency and difficulty of tasks. PMID:22323929

  3. Relationships of physical job tasks and living conditions with occupational injuries in coal miners.

    PubMed

    Bhattacherjee, Ashis; Bertrand, Jean-Pierre; Meyer, Jean-Pierre; Benamghar, Lahoucine; Otero Sierra, Carmen; Michaely, Jean-Pierre; Ghosh, Apurna Kumar; d'Houtaud, Alphonse; Mur, Jean-Marie; Chau, Nearkasen

    2007-04-01

    This study assessed the relationships of job tasks and living conditions with occupational injuries among coal miners. The sample included randomly selected 516 underground workers. They completed a standardized self-administred questionnaire. The data were analyzed via logistic regression method. The rate of injuries in the past two years was 29.8%. The job tasks with significant crude relative risks were: power hammer, vibrating hand tools, pneumatic tools, bent trunk, awkward work posture, heat, standing about and walking, job tasks for trunk and upper/lower limbs, pain caused by work, and muscular tiredness. Logistic model shows a strong relationship between the number of job tasks (JT) and injuries (adjusted ORs vs. JT 0-1: 2.21, 95%CI 1.27-3.86 for JT 2-6 and 3.82, 2.14-6.82 for JT>or=7), and significant ORs>or=1.71 for face work, not-good-health-status, and psychotropic drug use. Musculoskeletal disorders and certain personality traits were also significant in univariate analysis. Therefore job tasks and living conditions strongly increase the injuries, and occupational physicians could help workers to find remedial measures.

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

    ERIC Educational Resources Information Center

    Woloszyk, Carl A.

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

  5. Putting Tasks to the Test: Human Capital, Job Tasks and Wages. NBER Working Paper No. 15116

    ERIC Educational Resources Information Center

    Autor, David H.; Handel, Michael J.

    2009-01-01

    Employing original, representative survey data, we document that cognitive, interpersonal and physical job task demands can be measured with high validity using standard interview techniques. Job tasks vary substantially within and between occupations, are significantly related to workers' characteristics, and are robustly predictive of wage…

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

    PubMed

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

    2018-02-01

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

  7. Job Management and Task Bundling

    NASA Astrophysics Data System (ADS)

    Berkowitz, Evan; Jansen, Gustav R.; McElvain, Kenneth; Walker-Loud, André

    2018-03-01

    High Performance Computing is often performed on scarce and shared computing resources. To ensure computers are used to their full capacity, administrators often incentivize large workloads that are not possible on smaller systems. Measurements in Lattice QCD frequently do not scale to machine-size workloads. By bundling tasks together we can create large jobs suitable for gigantic partitions. We discuss METAQ and mpi_jm, software developed to dynamically group computational tasks together, that can intelligently backfill to consume idle time without substantial changes to users' current workflows or executables.

  8. [Task redistribution in Dutch dental care in relation to dental hygienists' job satisfaction].

    PubMed

    Jerkovic, K; van Offenbeek, M A G; van der Schans, C P

    2010-05-01

    In research into a professional cross-section of dental hygienists, we studied the extent to which task redistribution has an influence on job satisfaction. The research among randomly chosen dental hygienists consisted of questions about organizational and personal characteristics, the set of assigned tasks, task characteristics and job satisfaction. The respondents were divided into 3 clusters which differed in the breadth of their sets of tasks. Although prevention and periodontology services remain the core tasks in dental hygienists' jobs, the degree of task redistribution differed strongly from cluster to cluster. Respondents with a considerable degree of task redistribution experienced the most task variation, but scored significantly lower on the task characteristics autonomy, feedback, task identity and task importance. This explains why redistribution does not directly correspond with a greater degree of job satisfaction. Moreover, it is precisely the dental hygienists with a broad set of tasks who are significantly less satisfied with their salary than those with a traditional set of tasks.

  9. 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.…

  10. The Health Services Mobility Study Method of Task Analysis and Curriculum Design. Research Report No. 11. Volume 3: Using the Computer to Develop Job Ladders.

    ERIC Educational Resources Information Center

    Gilpatrick, Eleanor

    This document is volume 3 of a four-volume report which describes the components of the Health Services Mobility Study (HSMS) method of task analysis, job ladder design, and curriculum development. Divided into four chapters, volume 3 is a manual for using HSMS computer based statistical procedures to design job structures and job ladders. Chapter…

  11. The significance of task significance: Job performance effects, relational mechanisms, and boundary conditions.

    PubMed

    Grant, Adam M

    2008-01-01

    Does task significance increase job performance? Correlational designs and confounded manipulations have prevented researchers from assessing the causal impact of task significance on job performance. To address this gap, 3 field experiments examined the performance effects, relational mechanisms, and boundary conditions of task significance. In Experiment 1, fundraising callers who received a task significance intervention increased their levels of job performance relative to callers in 2 other conditions and to their own prior performance. In Experiment 2, task significance increased the job dedication and helping behavior of lifeguards, and these effects were mediated by increases in perceptions of social impact and social worth. In Experiment 3, conscientiousness and prosocial values moderated the effects of task significance on the performance of new fundraising callers. The results provide fresh insights into the effects, relational mechanisms, and boundary conditions of task significance, offering noteworthy implications for theory, research, and practice on job design, social information processing, and work motivation and performance. 2008 APA

  12. 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…

  13. Development and Evaluation of Job Reading Task Tests.

    ERIC Educational Resources Information Center

    Sticht, Thomas G.; Caylor, John S.

    The use of readability formulae to estimate the difficulty levels of vocational reading materials, the determination of relationships of reading skills to job proficiency, and the relationship of general reading ability to performance on specially constructed job reading task tests (JRTT) are discussed to define the literacy skill demands (i.e.,…

  14. Job task-competency linkages for FAA first-level supervisors.

    DOT National Transportation Integrated Search

    1991-04-01

    A study was conducted to determine the linkages between the job tasks and competencies of first level supervisors in the FAA. A sample was drawn from each of nine job groups: Flight Service, Terminal, En Route, Regional Office/Headquarters Air Traffi...

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

    PubMed

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

    2007-06-01

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

  16. Obtaining Content Weights for Test Specifications from Job Analysis Task Surveys: An Application of the Many-Facets Rasch Model

    ERIC Educational Resources Information Center

    Wang, Ning; Stahl, John

    2012-01-01

    This article discusses the use of the Many-Facets Rasch Model, via the FACETS computer program (Linacre, 2006a), to scale job/practice analysis survey data as well as to combine multiple rating scales into single composite weights representing the tasks' relative importance. Results from the Many-Facets Rasch Model are compared with those…

  17. Cue Representation and Situational Awareness in Task Analysis

    ERIC Educational Resources Information Center

    Carl, Diana R.

    2009-01-01

    Task analysis in human performance technology is used to determine how human performance can be well supported with training, job aids, environmental changes, and other interventions. Early work by Miller (1953) and Gilbert (1969, 1974) addressed cue processing in task execution and recommended cue descriptions in task analysis. Modern task…

  18. Beyond the job exposure matrix (JEM): the task exposure matrix (TEM).

    PubMed

    Benke, G; Sim, M; Fritschi, L; Aldred, G

    2000-09-01

    The job exposure matrix (JEM) has been employed to assign cumulative exposure to workers in many epidemiological studies. In these studies, where quantitative data are available, all workers with the same job title and duration are usually assigned similar cumulative exposures, expressed in mgm(-3)xyears. However, if the job is composed of multiple tasks, each with its own specific exposure profile, then assigning all workers within a job the same mean exposure can lead to misclassification of exposure. This variability of exposure within job titles is one of the major weaknesses of JEMs. A method is presented for reducing the variability in the JEM methodology, which has been called the task exposure matrix (TEM). By summing the cumulative exposures of a worker over all the tasks worked within a job title, it is possible to address the variability of exposure within the job title, and reduce possible exposure misclassification. The construction of a TEM is outlined and its application in the context of a study in the primary aluminium industry is described. The TEM was found to assign significantly different cumulative exposures to the majority of workers in the study, compared with the JEM and the degree of difference in cumulative exposure between the JEM and the TEM varied greatly between contaminants.

  19. Rail industry job analysis : passenger conductor.

    DOT National Transportation Integrated Search

    2013-02-01

    This document describes the results of a job analysis that was conducted for the position of railroad Passenger Conductor. Key aspects of the position were identified, including main tasks and knowledge, skills, abilities, and other characteristics (...

  20. Task Analysis Strategies and Practices. Practice Application Brief.

    ERIC Educational Resources Information Center

    Brown, Bettina Lankard

    Worker-oriented, job-oriented, and cognitive task analyses have all been used as tools for closing the gap between what curriculum teaches and what workers do. Although they share a commonality of purpose, the focus, cost, and practicality of task analysis techniques vary. Worker-oriented task analysis focuses on general human behaviors required…

  1. Rail industry job analysis : freight conductor.

    DOT National Transportation Integrated Search

    2013-03-01

    This document describes the results from a job analysis that was conducted for the position of Freight Conductor. Key aspects of the position were identified, including main tasks and knowledge, skills, abilities, and other characteristics (KSAOs) ne...

  2. Three Techniques for Task Analysis: Examples from the Nuclear Utilities.

    ERIC Educational Resources Information Center

    Carlisle, Kenneth E.

    1984-01-01

    Discusses three task analysis techniques utilized at the Palo Verde Nuclear Generating Station to review training programs: analysis of (1) job positions, (2) procedures, and (3) instructional presentations. All of these include task breakdown, relationship determination, and task restructuring. (MBR)

  3. Knowledge and skills of the lamaze certified childbirth educator: results of a job task analysis.

    PubMed

    Budin, Wendy C; Gross, Leon; Lothian, Judith A; Mendelson, Jeanne

    2014-01-01

    Content validity of certification examinations is demonstrated over time with comprehensive job analyses conducted and analyzed by experts, with data gathered from stakeholders. In November 2011, the Lamaze International Certification Council conducted a job analysis update of the 2002 job analysis survey. This article presents the background, methodology, and findings of the job analysis. Changes in the test blueprint based on these findings are presented.

  4. Tool and Task Analysis Guide for Vocational Welding (150 Tasks). Performance Based Vocational Education.

    ERIC Educational Resources Information Center

    John H. Hinds Area Vocational School, Elwood, IN.

    This book contains a task inventory, a task analysis of 150 tasks from that inventory, and a tool list for performance-based welding courses in the state of Indiana. The task inventory and tool list reflect 28 job titles found in Indiana. In the first part of the guide, tasks are listed by these domains: carbon-arc, electron beam, G.M.A.W., gas…

  5. Work schedule manager gap analysis : assessing the future training needs of work schedule managers using a strategic job analysis approach.

    DOT National Transportation Integrated Search

    2010-05-01

    This report documents the results of a strategic job analysis that examined the job tasks and knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform the job of a work schedule manager. The strategic job analysis compared in...

  6. Work schedule manager gap analysis : assessing the future training needs of work schedule managers using a strategic job analysis approach

    DOT National Transportation Integrated Search

    2010-05-01

    This report documents the results of a strategic job analysis that examined the job tasks and knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform the job of a work schedule manager. The strategic job analysis compared in...

  7. Using Job Analysis Techniques to Understand Training Needs for Promotores de Salud.

    PubMed

    Ospina, Javier H; Langford, Toshiko A; Henry, Kimberly L; Nelson, Tristan Q

    2018-04-01

    Despite the value of community health worker programs, such as Promotores de Salud, for addressing health disparities in the Latino community, little consensus has been reached to formally define the unique roles and duties associated with the job, thereby creating unique job training challenges. Understanding the job tasks and worker attributes central to this work is a critical first step for developing the training and evaluation systems of promotores programs. Here, we present the process and findings of a job analysis conducted for promotores working for Planned Parenthood. We employed a systematic approach, the combination job analysis method, to define the job in terms of its work and worker requirements, identifying key job tasks, as well as the worker attributes necessary to effectively perform them. Our results suggest that the promotores' job encompasses a broad range of activities and requires an equally broad range of personal characteristics to perform. These results played an important role in the development of our training and evaluation protocols. In this article, we introduce the technique of job analysis, provide an overview of the results from our own application of this technique, and discuss how these findings can be used to inform a training and performance evaluation system. This article provides a template for other organizations implementing similar community health worker programs and illustrates the value of conducting a job analysis for clarifying job roles, developing and evaluating job training materials, and selecting qualified job candidates.

  8. A prework assessment of task preferences among adults with autism beginning a supported job.

    PubMed

    Lattimore, L Perry; Parsons, Marsha B; Reid, Dennis H

    2002-01-01

    A prework paired-task assessment was evaluated for identifying work preferences among 3 adults with autism beginning a supported job. When the workers began the job, choices were provided between more and less preferred tasks (determined by previous assessment). Results supported the assessment for identifying single task preferences, but did not reveal preferences of 2 workers for alternate tasks. Results are discussed in terms of evaluating other prework assessments that may reveal task-alternation preferences.

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

    ERIC Educational Resources Information Center

    Guikema, Kelli A.

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

  10. Associations between degrees of task delegation and job satisfaction of general practitioners and their staff: a cross-sectional study.

    PubMed

    Riisgaard, Helle; Søndergaard, Jens; Munch, Maria; Le, Jette V; Ledderer, Loni; Pedersen, Line B; Nexøe, Jørgen

    2017-01-17

    In recent years, the healthcare system in the western world has undergone a structural development caused by changes in demography and pattern of disease. In order to maintain the healthcare system cost-effective, new tasks are placed in general practice urging the general practitioners to rethink the working structure without compromising the quality of care. However, there is a substantial variation in the degree to which general practitioners delegate tasks to their staff, and it is not known how these various degrees of task delegation influence the job satisfaction of general practitioners and their staff. We performed a cross-sectional study based on two electronic questionnaires, one for general practitioners and one for their staff. Both questionnaires were divided into two parts, a part exploring the degree of task delegation regarding management of patients with chronic obstructive pulmonary disease in general practice and a part concerning the general job satisfaction and motivation to work. We found a significant association between perceived "maximal degree" of task delegation in management of patients with chronic obstructive pulmonary disease and the staff's overall job satisfaction. The odds ratio of the staff's satisfaction with the working environment displayed a tendency that there is also an association with "maximal degree" of task delegation. In the analysis of the general practitioners, the odds ratios of the results indicate that there is a tendency that "maximal degree" of task delegation is associated with overall job satisfaction, satisfaction with the challenges in work, and satisfaction with the working environment. We conclude that a high degree of task delegation is significantly associated with overall job satisfaction of the staff, and that there is a tendency that a high degree of task delegation is associated with the general practitioners' and the staff's satisfaction with the working environment as well as with general

  11. A Job Analysis for K-8 Principals in a Nationwide Charter School System

    ERIC Educational Resources Information Center

    Cumings, Laura; Coryn, Chris L. S.

    2009-01-01

    Background: Although no single technique on its own can predict job performance, a job analysis is a customary approach for identifying the relevant knowledge, skills, abilities, and other characteristics (KSAO) necessary to successfully complete the job tasks of a position. Once the position requirements are identified, the hiring process is…

  12. Can conflict be energizing? a study of task conflict, positive emotions, and job satisfaction.

    PubMed

    Todorova, Gergana; Bear, Julia B; Weingart, Laurie R

    2014-05-01

    Scholars have assumed that the presence of negative emotions during task conflict implies the absence of positive emotions. However, emotions researchers have shown that positive and negative emotions are not 2 ends of a bipolar continuum; rather, they represent 2 separate, orthogonal dimensions. Drawing on affective events theory, we develop and test hypotheses about the effects of task conflict on positive emotions and job satisfaction. To this end, we distinguish among the frequency, intensity, and information gained from task conflict. Using field data from 232 employees in a long-term health care organization, we find that more frequent mild task conflict expression engenders more information acquisition, but more frequent intense task conflict expression hinders it. Because of the information gains from mild task conflict expression, employees feel more active, energized, interested, and excited, and these positive active emotions increase job satisfaction. The information gained during task conflict, however, is not always energizing: It depends on the extent to which the behavioral context involves active learning and whether the conflict is cross-functional. We discuss theoretical implications for conflict, emotions, and job satisfaction in organizations. (c) 2014 APA, all rights reserved.

  13. Significant Tasks in Training of Job-Shop Supervisors

    ERIC Educational Resources Information Center

    Pederson, Leonard S.; Dresdow, Sally; Benson, Joy

    2013-01-01

    Purpose: The need for effective training of first-line supervisors is well established. Well-trained supervision is essential to our future as a country. A fundamental step in developing effective training is to develop a jobs needs assessment. In order to develop an effective needs assessment, it is necessary to know what the tasks are of…

  14. Work assignments, delegation of tasks and job satisfaction among Danish dental hygienists.

    PubMed

    Hach, M; Aaberg, K B; Lempert, S M; Danielsen, B

    2017-08-01

    Recent legislation in Denmark has made it possible for dentists to delegate their tasks to dental hygienists. Previous studies have shown that Danish dental hygienists primarily were performing assignments within their own work field. These assignments include prophylaxis or instructing patients in oral health care. However, studies have also shown that Danish dental hygienists performed dental nurse assignments such as chair-side assistance, unit cleaning and disinfection of instruments. The objectives of this study were to investigate (i) the range of work assignments performed by Danish dental hygienists, (ii) the types of dentist tasks performed by Danish dental hygienists and (iii) job satisfaction among Danish dental hygienists. Dental hygienists graduating in 2004-2007 were invited to participate in this study. Participants answered an email-distributed questionnaire. The questionnaire consisted of questions regarding job satisfaction, assignments performed, postgraduate course attendance, receiving assistance from a dental nurse and which work assignments Danish dental hygienists wish to perform in the future. The results of this study showed that 90% of Danish dental hygienists were satisfied with their job and 52% were performing dentists' tasks. Among dentists' tasks performed by Danish dental hygienists, invasive caries therapy was the most frequently performed task. The type of assignments performed by Danish dental hygienists today appears to be changing compared to previous studies. From initially performing prophylaxis and chair-side assistance for the dentist, Danish dental hygienists today are performing a wider range of tasks which includes dentists' tasks. © 2016 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

  15. A TASK UNIT CONCEPT FOR ON-THE-JOB TRAINING IN FOOD SERVICE.

    ERIC Educational Resources Information Center

    WELCH, JOHN

    INDUSTRIAL TRAINING PROCEDURES ARE COMPARED WITH THOSE OF FOOD AND OTHER SERVICE INDUSTRIES TO ASCERTAIN RELEVANT TRAINING METHODS. HELPFUL PROCEDURES WERE--DESCRIBING EACH EMPLOYEE'S JOB BY LISTING HIS TASKS AND BREAKING DOWN EACH TASK INTO ITS SEPARATE OPERATIONS. THEN THE BEST METHOD OF TRAINING FOR EACH TASK CAN BE DETERMINED. A TIME AND…

  16. Effects of Refresher Training on Job-Task Typewriting Performance.

    ERIC Educational Resources Information Center

    Hagman, Joseph D.; Schendel, Joel D.

    Two groups of 15 Administrative Specialists, 7lL Military Occupational Speciality (MOS), participated in four job-task refresher training sessions designed to enhance the typewriting of military correspondence. One group performed under a study training method which allowed use of a Correspondence Manual while arranging materials into the correct…

  17. A Suggested Set of Job and Task Sheets for Machine Shop Training.

    ERIC Educational Resources Information Center

    Texas A and M Univ., College Station. Vocational Instructional Services.

    This set of job and task sheets consists of three multi-part jobs that are adaptable for use in regular vocational industrial education programs for training machinists and machine shop operators. After completing the sheets included in this volume, students should be able to construct a planer jack, a radius cutter, and a surface gage. Each job…

  18. The Relationship between Rating Scales Used to Evaluate Tasks from Task Inventories for Licensure and Certification Examinations

    ERIC Educational Resources Information Center

    Cadle, Adrienne Woodley

    2012-01-01

    The first step in developing or updating a licensure or certification examination is to conduct a job or task analysis. Following completion of the job analysis, a survey validation study is performed to validate the results of the job analysis and to obtain task ratings so that an examination blueprint may be created. Psychometricians and job…

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

    ERIC Educational Resources Information Center

    Fisher, Gerald P.; And Others

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

  20. Effects of aging and job demands on cognitive flexibility assessed by task switching.

    PubMed

    Gajewski, Patrick D; Wild-Wall, Nele; Schapkin, Sergei A; Erdmann, Udo; Freude, Gabriele; Falkenstein, Michael

    2010-10-01

    In a cross-sectional, electrophysiological study 91 workers of a big car factory performed a series of switch tasks to assess their cognitive control functions. Four groups of workers participated in the study: 23 young and 23 middle aged assembly line employees and 22 young and 23 middle aged employees with flexible job demands like service and maintenance. Participants performed three digit categorisation tasks. In addition to single task blocks, a cue-based (externally guided) and a memory-based (internally guided) task switch block was administered. Compared to young participants, older ones showed the typical RT-decline. No differences between younger and older participants regarding the local switch costs could be detected despite the source of the current task information. In contrast, whereas the groups did not differ in mixing costs in the cued condition, clear performance decrements in the memory-based mixing block were observed in the group of older employees with repetitive work demands. These findings were corroborated by a number of electrophysiological results showing a reduced CNV suggesting an impairment of task specific preparation, an attenuated P3b suggesting reduced working memory capacity and a decreased Ne suggesting deficits in error monitoring in older participants with repetitive job demands. The results are compatible with the assumption that long lasting, unchallenging job demands may induce several neurocognitive impairments which are already evident in the early fifties. Longitudinal studies are needed to confirm this assumption. Copyright © 2010 Elsevier B.V. All rights reserved.

  1. Job Tasks as Determinants of Thoracic Aerosol Exposure in the Cement Production Industry.

    PubMed

    Notø, Hilde; Nordby, Karl-Christian; Skare, Øivind; Eduard, Wijnand

    2017-12-15

    The aims of this study were to identify important determinants and investigate the variance components of thoracic aerosol exposure for the workers in the production departments of European cement plants. Personal thoracic aerosol measurements and questionnaire information (Notø et al., 2015) were the basis for this study. Determinants categorized in three levels were selected to describe the exposure relationships separately for the job types production, cleaning, maintenance, foreman, administration, laboratory, and other jobs by linear mixed models. The influence of plant and job determinants on variance components were explored separately and also combined in full models (plant&job) against models with no determinants (null). The best mixed models (best) describing the exposure for each job type were selected by the lowest Akaike information criterion (AIC; Akaike, 1974) after running all possible combination of the determinants. Tasks that significantly increased the thoracic aerosol exposure above the mean level for production workers were: packing and shipping, raw meal, cement and filter cleaning, and de-clogging of the cyclones. For maintenance workers, time spent with welding and dismantling before repair work increased the exposure while time with electrical maintenance and oiling decreased the exposure. Administration work decreased the exposure among foremen. A subjective tidiness factor scored by the research team explained up to a 3-fold (cleaners) variation in thoracic aerosol levels. Within-worker (WW) variance contained a major part of the total variance (35-58%) for all job types. Job determinants had little influence on the WW variance (0-4% reduction), some influence on the between-plant (BP) variance (from 5% to 39% reduction for production, maintenance, and other jobs respectively but an 79% increase for foremen) and a substantial influence on the between-worker within-plant variance (30-96% for production, foremen, and other workers). Plant

  2. Task Analysis for the Jobs of Freight Train Conductor and Brakeman

    DOT National Transportation Integrated Search

    1975-05-31

    This document describes the results of a research effort undertaken to detail the tasks of freight train conductors and brakemen. Included with text are detailed operational sequence diagrams for both conductor and brakeman. This task : analysis is s...

  3. Cancer and treatment effects on job task performance for gynecological cancer survivors.

    PubMed

    Nachreiner, Nancy M; Shanley, Ryan; Ghebre, Rahel G

    2013-01-01

    Over 91,000 new cases of gynecological cancers are expected to be diagnosed in 2013 in the US alone. As cancer detection technology and treatment options improve, the number of working-age cancer survivors continues to grow. To describe US gynecological cancer survivors' perceptions of the effects of cancer and treatment on their job tasks. 104 adult gynecological cancer survivors who were working at the time of their cancer diagnosis, treated at a University-based women's health clinic, diagnosed in the previous 24 months, and spoke English. Women completed written surveys to describe their work experiences following diagnosis. Clinical characteristics were obtained through medical record review. Descriptive statistics and cross tabulations were performed to describe characteristics and associations. Fifteen percent of women had chemotherapy and radiation treatment; 48% had only chemotherapy, 9% only radiation therapy, and 28% had neither. Survivors described the frequency of performing seven job tasks, such as 'intense concentration', 'analyzing data', and 'lifting heavy loads.' Women who had undergone radiation treatment were more likely to indicate limitations for physical tasks; women undergoing chemotherapy were more likely to report limitations in more analytic tasks. Only 29% of women noted an employer-based policy facilitated their return-to-work process. Cancer and treatment have important effects on job performance and may vary by type of treatment. Employer-based policies focusing on improved communication and work accommodations may improve the return to work process.

  4. A Study of Job Demands and Curriculum Development in Agricultural Training Related to the Muskegon County Wastewater Management System. Final Report. Volume II. Task Analysis Results.

    ERIC Educational Resources Information Center

    Fisher, Harold S.; And Others

    This is the second volume of a four-volume report of a research project designed to (1) identify job needs for agricultural occupations which will result from the Muskegon County Wastewater Management System and perform a task analysis on each occupation, (2) develop instructional modules and determine their place in either high school or 2-year…

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

    ERIC Educational Resources Information Center

    Jung, Jisun; Shin, Jung Cheol

    2015-01-01

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

  6. Relations between task delegation and job satisfaction in general practice: a systematic literature review.

    PubMed

    Riisgaard, Helle; Nexøe, Jørgen; Le, Jette V; Søndergaard, Jens; Ledderer, Loni

    2016-11-30

    It has for years been discussed whether practice staff should be involved in patient care in general practice to a higher extent. The research concerning task delegation within general practice is generally increasing, but the literature focusing on its influence on general practitioners' and their staff's job satisfaction appears to be sparse even though job satisfaction is acknowledged as an important factor associated with both patient satisfaction and medical quality of care. Therefore, the overall aim of this study was 1) to review the current research on the relation between task delegation and general practitioners' and their staff's job satisfaction and, additionally, 2) to review the evidence of possible explanations for this relation. A systematic literature review. We searched the four databases PubMed, Cinahl, Embase, and Scopus systematically. The immediate relevance of the retrieved articles was evaluated by title and abstract by the first author, and papers that seemed to meet the aim of the review were then fully read by first author and last author independently judging the eligibility of content. We included four studies in the review. They explored views and attitudes of the staff, encompassing nurses as well as practice managers. Only one of the included studies also explored general practitioners' views and attitudes, hence making it impossible to establish any syntheses on this relation. According to the studies, the staff's overall attitude towards task delegation was positive and led to increased job satisfaction, probably because task delegation comprised a high degree of work autonomy. The few studies included in our review suggest that task delegation within general practice may be seen by the staff as an overall positive issue contributing to their job satisfaction, primarily due to perceived autonomy in the work. However, because of the small sample size comprising only qualitative studies, and due to the heterogeneity of these studies

  7. Task based exposure assessment in ergonomic epidemiology: a study of upper arm elevation in the jobs of machinists, car mechanics, and house painters

    PubMed Central

    Svendsen, S; Mathiassen, S; Bonde, J

    2005-01-01

    Aims: To explore the precision of task based estimates of upper arm elevation in three occupational groups, compared to direct measurements of job exposure. Methods: Male machinists (n = 26), car mechanics (n = 23), and house painters (n = 23) were studied. Whole day recordings of upper arm elevation were obtained for four consecutive working days, and associated task information was collected in diaries. For each individual, task based estimates of job exposure were calculated by weighting task exposures from a collective database by task proportions according to the diaries. These estimates were validated against directly measured job exposures using linear regression. The performance of the task based approach was expressed through the gain in precision of occupational group mean exposures that could be obtained by adding subjects with task based estimates to a group of subjects with measured job exposures in a "validation" design. Results: In all three occupations, tasks differed in mean exposure, and task proportions varied between individuals. Task based estimation proved inefficient, with squared correlation coefficients only occasionally exceeding 0.2 for the relation between task based and measured job exposures. Consequently, it was not possible to substantially improve the precision of an estimated group mean by including subjects whose job exposures were based on task information. Conclusions: Task based estimates of mechanical job exposure can be very imprecise, and only marginally better than estimates based on occupation. It is recommended that investigators in ergonomic epidemiology consider the prospects of task based exposure assessment carefully before placing resources at obtaining task information. Strategies disregarding tasks may be preferable in many cases. PMID:15613604

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

    PubMed

    Wolfe, M N; Coggins, S

    1997-01-01

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

  9. Assessing and Increasing Staff Preference for Job Tasks Using Concurrent-Chains Schedules and Probabilistic Outcomes

    ERIC Educational Resources Information Center

    Reed, Derek D.; DiGennaro Reed, Florence D.; Campisano, Natalie; Lacourse, Kristen; Azulay, Richard L.

    2012-01-01

    The assessment and improvement of staff members' subjective valuation of nonpreferred work tasks may be one way to increase the quality of staff members' work life. The Task Enjoyment Motivation Protocol (Green, Reid, Passante, & Canipe, 2008) provides a process for supervisors to identify the aversive qualities of nonpreferred job tasks.…

  10. Development of a Job-Task-Exposure Matrix to assess occupational exposure to disinfectants among U.S. nurses

    PubMed Central

    Quinot, C; Dumas, O; Henneberger, PK; Varraso, R; Wiley, AS; Speizer, FE; Goldberg, M; Zock, JP; Camargo, CA; Le Moual, N

    2016-01-01

    Objectives Occupational exposure to disinfectants is associated with work-related asthma, especially in healthcare workers. However, little is known about the specific products involved. To evaluate disinfectant exposures, we designed job-exposure (JEM) and job-task-exposure (JTEM) matrices, which are thought to be less prone to differential misclassification bias than self-reported exposure. We then compared the three assessment methods: self-reported exposure, JEM, and JTEM. Methods Disinfectant use was assessed by an occupational questionnaire in 9,073 U.S. female registered nurses without asthma, aged 49–68 years, drawn from the Nurses’ Health Study II. A JEM was created based on self-reported frequency of use (1–3, 4–7 days/week) of 7 disinfectants and sprays in 8 nursing jobs. We then created a JTEM combining jobs and disinfection tasks to further reduce misclassification. Exposure was evaluated in 3 classes (low, medium, high) using product-specific cut-offs (e.g., <30%, 30–49.9%, ≥50%, respectively, for alcohol); the cut-offs were defined from the distribution of self-reported exposure per job/task. Results The most frequently reported disinfectants were alcohol (weekly use: 39%), bleach (22%) and sprays (20%). More nurses were classified as highly exposed by JTEM (alcohol 41%, sprays 41%, bleach 34%) than by JEM (21%, 30%, 26%, respectively). Agreement between JEM and JTEM was fair-to-moderate (kappa: 0.3–0.5) for most disinfectants. JEM and JTEM exposure estimates were heterogeneous in most nursing jobs, except in emergency room and education/administration. Conclusion The JTEM may provide more accurate estimates than the JEM, especially for nursing jobs with heterogeneous tasks. Use of the JTEM is likely to reduce exposure misclassification. PMID:27566782

  11. Revisiting the Complementarity between Education and Training--The Role of Job Tasks and Firm Effects

    ERIC Educational Resources Information Center

    Görlitz, Katja; Tamm, Marcus

    2016-01-01

    This paper addresses the question to what extent the strong positive correlation between education and training can be attributed to differences in individual-, job- and firm-specific characteristics. The novelty of this paper is to analyze previously unconsidered characteristics, in particular, job tasks and firm-fixed effects. The results show…

  12. Dashboard Task Monitor for Managing ATLAS User Analysis on the Grid

    NASA Astrophysics Data System (ADS)

    Sargsyan, L.; Andreeva, J.; Jha, M.; Karavakis, E.; Kokoszkiewicz, L.; Saiz, P.; Schovancova, J.; Tuckett, D.; Atlas Collaboration

    2014-06-01

    The organization of the distributed user analysis on the Worldwide LHC Computing Grid (WLCG) infrastructure is one of the most challenging tasks among the computing activities at the Large Hadron Collider. The Experiment Dashboard offers a solution that not only monitors but also manages (kill, resubmit) user tasks and jobs via a web interface. The ATLAS Dashboard Task Monitor provides analysis users with a tool that is independent of the operating system and Grid environment. This contribution describes the functionality of the application and its implementation details, in particular authentication, authorization and audit of the management operations.

  13. CLT and CLS job responsibilities: current distinctions and updates.

    PubMed

    Doig, K; Beck, S J; Kolenc, K

    2001-01-01

    This study was undertaken to address the following questions: 1. What tasks distinguish the job of a clinical laboratory scientist (CLS) from that of a clinical laboratory technician (CLT)? 2. What changes in role distinctions, have occurred for entry-level CLS and CLT practitioners over the five-year period 1993-98? 3. What tasks have been deleted from the CLT and CLS content outlines because they were not frequently performed or not considered entry-level? 4. What changes in practice are reflected in the current job analyses? A national job analysis of tasks constituting the job of clinical laboratory scientists (CLSs) and clinical laboratory technicians (CLTs) was conducted in 1998-99 as part of a standard setting process for the certifying examinations of the National Credentialing Agency for Laboratory Personnel (NCA). The job analyses relied upon mail surveys to 1200 individuals for each job level asking respondents to identify tasks significant to effective practice at job entry. The task lists resulting from statistical analysis of those surveys were examined to answer the study questions. The sample for each survey included 1200 practitioners, educators and laboratory managers selected at random from membership in professional organizations or from NCA certificant lists. Sampling was stratified to insure adequate practitioner representation. The mean rating on a four point scale for each item on the surveys was evaluated for overall significance as well as significance across geographic regions. The tasks meeting specified criteria were retained in the final task lists. Tasks were counted and their content evaluated to compare CLS and CLT job tasks. The response rates to the surveys were 33% for CLT and 21% for CLS. Reliability was judged based on average intraclass correlation coefficients of .86 and .82 for the CLT and CLS surveys, respectively. There were 952 tasks retained on the CLS content outline and 725 retained on the CLT content outline of the

  14. Cognitive Task Analysis of Prioritization in Air Traffic Control.

    ERIC Educational Resources Information Center

    Redding, Richard E.; And Others

    A cognitive task analysis was performed to analyze the key cognitive components of the en route air traffic controllers' jobs. The goals were to ascertain expert mental models and decision-making strategies and to identify important differences in controller knowledge, skills, and mental models as a function of expertise. Four groups of…

  15. When does incivility lead to counterproductive work behavior? Roles of job involvement, task interdependence, and gender.

    PubMed

    Welbourne, Jennifer L; Sariol, Ana M

    2017-04-01

    This research investigated the conditions under which exposure to incivility at work was associated with engaging in counterproductive work behavior (CWB). Drawing from stressor-strain and coping frameworks, we predicted that experienced incivility would be associated with engaging in production deviance and withdrawal behavior, and that these relationships would be strongest for employees who had high levels of job involvement and worked under task interdependent conditions. Gender differences in these effects were also investigated. A sample of 250 United States full-time employees from various occupations completed 2 waves (timed 6 weeks apart) of an online survey. Results indicate that employees with high job involvement were more likely to engage in production deviance and withdrawal behavior following exposure to incivility than were employees with low job involvement. The moderating effect of task interdependence varied by gender, such that the relationship between incivility and CWB was strengthened under high task interdependence for female employees, but weakened under high task interdependence for male employees. These findings highlight that certain work conditions can increase employees' susceptibility to the impacts of incivility, leading to harmful outcomes for organizations. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  16. Instructional Materials for Improved Job Performance.

    ERIC Educational Resources Information Center

    Foley, John P., Jr.

    1978-01-01

    Instructional materials developed in military research to improve performance of electromechanical maintenance tasks are described, with implications for teacher education. The materials require task analysis, job task relevance, and task-oriented training. Although many industries have implemented these techniques, teacher training institutions…

  17. Table-top job analysis

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

    Not Available

    1994-12-01

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

  18. Task Characteristics, Structural Characteristics, Organizational Relationships, and Communication Processes: A Contingency Approach to Job Performance. Phase III.

    ERIC Educational Resources Information Center

    Petelle, John L.; Garthright-Petelle, Kathleen

    A study examined the relationships between (1) employee job performance and organizational relationships, (2) employee job performance and communication processes, (3) organizational relationships and communication processes, and (4) task characteristics and structural characteristics. Data were gathered from approximately 200 employees of a state…

  19. 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

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

    PubMed

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

    2017-01-01

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

  1. Knowledge Mapping: A Multipurpose Task Analysis Tool.

    ERIC Educational Resources Information Center

    Esque, Timm J.

    1988-01-01

    Describes knowledge mapping, a tool developed to increase the objectivity and accuracy of task difficulty ratings for job design. Application in a semiconductor manufacturing environment is discussed, including identifying prerequisite knowledge for a given task; establishing training development priorities; defining knowledge levels; identifying…

  2. The 2011 nuclear medicine technology job analysis project of the American Registry of Radiologic Technologists.

    PubMed

    Anderson, Dan; Hubble, William; Press, Bret A; Hall, Scott K; Michels, Ann D; Koenen, Roxanne; Vespie, Alan W

    2010-12-01

    The American Registry of Radiologic Technologists (ARRT) conducts periodic job analysis projects to update the content and eligibility requirements for all certification examinations. In 2009, the ARRT conducted a comprehensive job analysis project to update the content specifications and clinical competency requirements for the nuclear medicine technology examination. ARRT staff and a committee of volunteer nuclear medicine technologists designed a job analysis survey that was sent to a random sample of 1,000 entry-level staff nuclear medicine technologists. Through analysis of the survey data and judgments of the committee, the project resulted in changes to the nuclear medicine technology examination task list, content specifications, and clinical competency requirements. The primary changes inspired by the project were the introduction of CT content to the examination and the expansion of the content covering cardiac procedures.

  3. CMS Configuration Editor: GUI based application for user analysis job

    NASA Astrophysics Data System (ADS)

    de Cosa, A.

    2011-12-01

    We present the user interface and the software architecture of the Configuration Editor for the CMS experiment. The analysis workflow is organized in a modular way integrated within the CMS framework that organizes in a flexible way user analysis code. The Python scripting language is adopted to define the job configuration that drives the analysis workflow. It could be a challenging task for users, especially for newcomers, to develop analysis jobs managing the configuration of many required modules. For this reason a graphical tool has been conceived in order to edit and inspect configuration files. A set of common analysis tools defined in the CMS Physics Analysis Toolkit (PAT) can be steered and configured using the Config Editor. A user-defined analysis workflow can be produced starting from a standard configuration file, applying and configuring PAT tools according to the specific user requirements. CMS users can adopt this tool, the Config Editor, to create their analysis visualizing in real time which are the effects of their actions. They can visualize the structure of their configuration, look at the modules included in the workflow, inspect the dependences existing among the modules and check the data flow. They can visualize at which values parameters are set and change them according to what is required by their analysis task. The integration of common tools in the GUI needed to adopt an object-oriented structure in the Python definition of the PAT tools and the definition of a layer of abstraction from which all PAT tools inherit.

  4. The Composite Strain Index (COSI) and Cumulative Strain Index (CUSI): methodologies for quantifying biomechanical stressors for complex tasks and job rotation using the Revised Strain Index.

    PubMed

    Garg, Arun; Moore, J Steven; Kapellusch, Jay M

    2017-08-01

    The Composite Strain Index (COSI) quantifies biomechanical stressors for complex tasks consisting of exertions at different force levels and/or with different exertion times. The Cumulative Strain Index (CUSI) further integrates biomechanical stressors from different tasks to quantify exposure for the entire work shift. The paper provides methodologies to compute COSI and CUSI along with examples. Complex task simulation produced 169,214 distinct tasks. Use of average, time-weighted average (TWA) and peak force and COSI classified 66.9, 28.2, 100 and 38.9% of tasks as hazardous, respectively. For job rotation the simulation produced 10,920 distinct jobs. TWA COSI, peak task COSI and CUSI classified 36.5, 78.1 and 66.6% jobs as hazardous, respectively. The results suggest that the TWA approach systematically underestimates the biomechanical stressors and peak approach overestimates biomechanical stressors, both at the task and job level. It is believed that the COSI and CUSI partially address these underestimations and overestimations of biomechanical stressors. Practitioner Summary: COSI quantifies exposure when applied hand force and/or duration of that force changes during a task cycle. CUSI integrates physical exposures from job rotation. These should be valuable tools for designing and analysing tasks and job rotation to determine risk of musculoskeletal injuries.

  5. Illegitimate Tasks as an Impediment to Job Satisfaction and Intrinsic Motivation: Moderated Mediation Effects of Gender and Effort-Reward Imbalance

    PubMed Central

    Omansky, Rachel; Eatough, Erin M.; Fila, Marcus J.

    2016-01-01

    The current work examines a contemporary workplace stressor that has only recently been introduced into the literature: illegitimate tasks. Illegitimate tasks are work tasks that violate identity role norms about what can reasonably be expected from an employee in a given position. Although illegitimate tasks have been linked to employee well-being in past work, we know little about the potential explanatory mechanisms linking illegitimate tasks to work-relevant negative psychological states. Using a sample of 213 US-based employees of mixed occupations and a cross-sectional design, the present study examines job satisfaction and intrinsic motivation as outcomes of illegitimate tasks. Additionally, we examine perception of effort-reward imbalance (ERI) as a potential mediating mechanism through which illegitimate tasks relate to job satisfaction and intrinsic motivation, highlighting a possible pathway by which these relationships are functioning. Finally, we explore gender as a socially constructed variable that could contribute to variation in responses to illegitimate tasks and moderate the mediated link between illegitimate tasks and outcomes. Results indicated that illegitimate tasks were significantly related to job satisfaction and intrinsic motivation both directly and indirectly through perceptions of ERI in the predicted directions. Moreover, a moderated-mediation effect was found such that male workers reacted more than female workers to illegitimate tasks through the mechanism of perceived ERI. PMID:27917145

  6. Illegitimate Tasks as an Impediment to Job Satisfaction and Intrinsic Motivation: Moderated Mediation Effects of Gender and Effort-Reward Imbalance.

    PubMed

    Omansky, Rachel; Eatough, Erin M; Fila, Marcus J

    2016-01-01

    The current work examines a contemporary workplace stressor that has only recently been introduced into the literature: illegitimate tasks. Illegitimate tasks are work tasks that violate identity role norms about what can reasonably be expected from an employee in a given position. Although illegitimate tasks have been linked to employee well-being in past work, we know little about the potential explanatory mechanisms linking illegitimate tasks to work-relevant negative psychological states. Using a sample of 213 US-based employees of mixed occupations and a cross-sectional design, the present study examines job satisfaction and intrinsic motivation as outcomes of illegitimate tasks. Additionally, we examine perception of effort-reward imbalance (ERI) as a potential mediating mechanism through which illegitimate tasks relate to job satisfaction and intrinsic motivation, highlighting a possible pathway by which these relationships are functioning. Finally, we explore gender as a socially constructed variable that could contribute to variation in responses to illegitimate tasks and moderate the mediated link between illegitimate tasks and outcomes. Results indicated that illegitimate tasks were significantly related to job satisfaction and intrinsic motivation both directly and indirectly through perceptions of ERI in the predicted directions. Moreover, a moderated-mediation effect was found such that male workers reacted more than female workers to illegitimate tasks through the mechanism of perceived ERI.

  7. 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.

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

    ERIC Educational Resources Information Center

    Sims, Johnnie M.; Foxley, Cecelia H.

    1980-01-01

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

  9. Jobs Analysis | Energy Analysis | NREL

    Science.gov Websites

    manufacturing analysis-focuses on jobs creation and economic output at the national, state, and community levels economic development and activity through investment in solar and wind projects. Featured Study In Economic construction period and 350 jobs annually during 20-year operation Total economic impact over 20-year life

  10. A Guide to Job Analysis for the Preparation of Job Training Programmes.

    ERIC Educational Resources Information Center

    Ceramics, Glass, and Mineral Products Industry Training Board, Harrow (England).

    The paper deals with job analysis for the preparation of job training programs. The analytical approach involves five steps: enlisting support, examining the job, describing the job, analyzing training requirements, and planning the programs. Appendixes include methods of producing training schemes--the simple job breakdown, straightforward…

  11. 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…

  12. 41 CFR 60-2.12 - Job group analysis.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Job group analysis. 60-2... group analysis. (a) Purpose: A job group analysis is a method of combining job titles within the... employed. (b) In the job group analysis, jobs at the establishment with similar content, wage rates, and...

  13. Job satisfaction and job content in Dutch dental hygienists.

    PubMed

    Jerković-Ćosić, K; van Offenbeek, M A G; van der Schans, C P

    2012-08-01

    This study compares the scope of practice of Dutch dental hygienists (DHs) educated through a 2- or 3-year curriculum ('old-style DHs') with that of hygienists educated through a new extended 4-year curriculum leading to a bachelor's degree ('new-style DHs'), with the aim to investigate whether an extended scope of practice positively affects perceived skill variety, autonomy and job satisfaction. The questionnaires were obtained from old- and new-style DHs (n = 413, response 38%; n = 219, response 59%, respectively), in which respondents had recorded their dental tasks, perceived skill variety, autonomy and job satisfaction. T -tests were used to analyse differences between old- and new-style DHs, and regression analyses were performed to assess the relation between scope of practice and skill variety, autonomy and job satisfaction. New-style DHs have a more extended scope of practice compared with old-style DHs. Despite their more complex jobs, which are theoretically related to higher job satisfaction, new-style DHs perceive lower autonomy and job satisfaction (P < 0.05). Skill variety is the strongest predictor for DHs' job satisfaction (β = 0.462), followed by autonomy (β = 0.202) and caries decisive tasks, the last affecting job satisfaction negatively (β = -0.149). Self-employment is the strongest significant predictor for autonomy (β = 0.272). The core business of DHs remains the prevention and periodontology services. New-style DHs combine these tasks with extended tasks in the caries field, which can lead to comparatively less job satisfaction, because of a lower experienced autonomy in performing these extended tasks. © 2012 John Wiley & Sons A/S.

  14. 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.

  15. A Study of Agricultural Job Tasks and Implications for Curriculum Development in Agriculture and Agriculture Related Occupations.

    ERIC Educational Resources Information Center

    Hawaii State Dept. of Education, Honolulu. Office of Instructional Services.

    The study, based on a survey of agricultural industry in Hawaii, was conducted to obtain current job task information to be used as the basis for curriculum improvement in agricultural technology and ornamental horticulture. It determines the kinds and frequency of job skills and the importance of the accompanying knowledge required. A checklist…

  16. U.S. Army physical demands study: Identification and validation of the physically demanding tasks of combat arms occupations.

    PubMed

    Sharp, Marilyn A; Cohen, Bruce S; Boye, Michael W; Foulis, Stephen A; Redmond, Jan E; Larcom, Kathleen; Hydren, Jay R; Gebhardt, Deborah L; Canino, Maria C; Warr, Bradley J; Zambraski, Edward J

    2017-11-01

    In 2013, the U.S. Army began developing physical tests to predict a recruit's ability to perform the critical, physically demanding tasks (CPDTs) of combat arms jobs previously not open to women. The purpose of this paper is to describe the methodology and results of analyses of the accuracy and inclusiveness of the critical physically demanding task list. While the job analysis included seven combat arms jobs, only data from the 19D Cavalry Scout occupation are presented as the process was similar for all seven jobs. Job analysis METHODS: As the foundation, senior subject matter experts from each job reviewed materials and reached consensus on the CPDTs and performance standards for each job. The list was reviewed by Army leadership and provided to the researchers. The job analysis consisted of reviewing job and task related documents and field manuals, observing >900 soldiers performing the 32 CPDTs, conducting two focus groups for each job, and analyzing responses to widely distributed job analysis questionnaires. Of the 32 CPDTs identified for seven combat jobs, nine were relevant to 19D soldiers. Focus group discussions and job analysis questionnaire results supported the tasks and standards identified by subject matter experts while also identifying additional tasks. The tasks identified by subject matter experts were representative of the physically demanding aspects of the 19D occupation. Published by Elsevier Ltd.

  17. Job Redesign: An Analysis of an Intervention to Improve Job Characteristics

    DTIC Science & Technology

    1989-09-01

    vii I. Introduction . . . . . . . . . . . 1 General Issue ... . I Specific Problem . .. . . . I Research Objectives . . . . . 2...the Job Diagnostic Survey, the Minnesota Satisfaction Questionnaire and ad-hoc items pertaining to the issues of training, challenge, and the matrix...vii JOB REDESIGN: AN ANALYSIS OF AN INTERVENTION TO IMPROVE JOB CHARACTERISTICS I. Introduction General Issue This tnesis will center on whether job

  18. The Job Dimensions Underlying the Job Elements of the Position Analysis Questionnaire (PAQ) (Form B).

    DTIC Science & Technology

    The study was concerned with the identification of the job dimension underlying the job elements of the Position Analysis Questionnaire ( PAQ ), Form B...The PAQ is a structured job analysis instrument consisting of 187 worker-oriented job elements which are divided into six a priori major divisions...The statistical procedure of principal components analysis was used to identify the job dimensions of the PAQ . Forty-five job dimensions were

  19. Job Tasks and the Participation of Low-Skilled Employees in Employer-Provided Continuing Training in Germany

    ERIC Educational Resources Information Center

    Mohr, Sabine; Troltsch, Klaus; Gerhards, Christian

    2016-01-01

    This study analyses the participation of low-skilled employees in employer-provided training and examines the mechanisms that encourage the training participation of low-skilled employees. Building on theoretical considerations of human capital theory and the task-based approach, we seek to show that job tasks play an important role in explaining…

  20. HIV Task Sharing Between Nurses and Physicians in Nigeria: Examining the Correlates of Nurse Self-Efficacy and Job Satisfaction.

    PubMed

    Iwu, Emilia Ngozi; Holzemer, William L

    A global shortfall of 12.9 million health care workers has been predicted to occur in the next two decades. Task sharing between physicians and nurses, a method used to help compensate for provider shortages, was shown to improve access to antiretroviral therapy in Africa, but led to nurses performing beyond their scopes of practice. We surveyed 508 nurses in task-shifted roles in Nigeria. Respondents (n = 399) provided information on age, years in practice, gender, registration status, employment site, and access to task-sharing training and mentoring. Years in practice negatively influenced task-sharing self-efficacy. Positive correlates of job satisfaction were years in practice, older age, male gender, single licensure, employment at a tertiary hospital, mentoring, and duration of training. System challenges and employment in faith-based and nontertiary hospitals increased likelihood of job dissatisfaction. Supportive practice and policy interventions are needed to minimize negative effects of disparities in job satisfaction across facilities. Copyright © 2017 Association of Nurses in AIDS Care. Published by Elsevier Inc. All rights reserved.

  1. [Temporary employment and health: a multivariate analysis of occupational injury risk by job tenure].

    PubMed

    Bena, Antonella; Giraudo, Massimiliano

    2013-01-01

    To study the relationship between job tenure and injury risk, controlling for individual factors and company characteristics. Analysis of incidence and injury risk by job tenure, controlling for gender, age, nationality, economic activity, firm size. Sample of 7% of Italian workers registered in the INPS (National Institute of Social Insurance) database. Private sector employees who worked as blue collars or apprentices. First-time occupational injuries, all occupational injuries, serious occupational injuries. Our findings show an increase in injury risk among those who start a new job and an inverse relationship between job tenure and injury risk. Multivariate analysis confirm these results. Recommendations for improving this situation include the adoption of organizational models that provide periods of mentoring from colleagues already in the company and the assignment to simple and not much hazardous tasks. The economic crisis may exacerbate this problem: it is important for Italy to improve the systems of monitoring relations between temporary employment and health.

  2. Job Analysis Techniques for Restructuring Health Manpower Education and Training in the Navy Medical Department. Attachment 1. Radiation QPCB Task Sort for Radiation.

    ERIC Educational Resources Information Center

    Technomics, Inc., McLean, VA.

    This publication is Attachment 1 of a set of 16 computer listed QPCB task sorts, by career level, for the entire Hospital Corps and Dental Technician fields. Statistical data are presented in tabular form for a detailed listing of job duties in radiation. (BT)

  3. Grid Task Execution

    NASA Technical Reports Server (NTRS)

    Hu, Chaumin

    2007-01-01

    IPG Execution Service is a framework that reliably executes complex jobs on a computational grid, and is part of the IPG service architecture designed to support location-independent computing. The new grid service enables users to describe the platform on which they need a job to run, which allows the service to locate the desired platform, configure it for the required application, and execute the job. After a job is submitted, users can monitor it through periodic notifications, or through queries. Each job consists of a set of tasks that performs actions such as executing applications and managing data. Each task is executed based on a starting condition that is an expression of the states of other tasks. This formulation allows tasks to be executed in parallel, and also allows a user to specify tasks to execute when other tasks succeed, fail, or are canceled. The two core components of the Execution Service are the Task Database, which stores tasks that have been submitted for execution, and the Task Manager, which executes tasks in the proper order, based on the user-specified starting conditions, and avoids overloading local and remote resources while executing tasks.

  4. A Guide to Job Analysis.

    ERIC Educational Resources Information Center

    Boydell, T. H.

    There is considerable evidence that a large number of recently appointed training specialists would welcome a straightforward account of job analysis. It is in the hope of providing such an account and of providing practical guidance that this booklet has been written. Major sections of this guide include: (1) Job Analysis--A Process, (2)…

  5. 41 CFR 60-2.12 - Job group analysis.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 41 Public Contracts and Property Management 1 2013-07-01 2013-07-01 false Job group analysis. 60-2... 2-AFFIRMATIVE ACTION PROGRAMS Purpose and Contents of Affirmative Action Programs § 60-2.12 Job group analysis. (a) Purpose: A job group analysis is a method of combining job titles within the...

  6. 41 CFR 60-2.12 - Job group analysis.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 41 Public Contracts and Property Management 1 2012-07-01 2009-07-01 true Job group analysis. 60-2... 2-AFFIRMATIVE ACTION PROGRAMS Purpose and Contents of Affirmative Action Programs § 60-2.12 Job group analysis. (a) Purpose: A job group analysis is a method of combining job titles within the...

  7. 41 CFR 60-2.12 - Job group analysis.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 41 Public Contracts and Property Management 1 2014-07-01 2014-07-01 false Job group analysis. 60-2... 2-AFFIRMATIVE ACTION PROGRAMS Purpose and Contents of Affirmative Action Programs § 60-2.12 Job group analysis. (a) Purpose: A job group analysis is a method of combining job titles within the...

  8. Historical cohort study of US man-made vitreous fiber production workers: VIII. Exposure-specific job analysis.

    PubMed

    Quinn, M M; Smith, T J; Youk, A O; Marsh, G M; Stone, R A; Buchanich, J M; Gula, M J

    2001-09-01

    All jobs held by a cohort of US man-made vitreous fiber production workers were analyzed for airborne fiber exposure. This exposure-specific job analysis was part of an exposure assessment for an epidemiologic study of mortality patterns, with particular focus on respiratory cancer, among 35,145 workers employed in 10 fiberglass and five rock or slag wool plants. The exposure assessment was conducted from the start-up date of each plant (1917 to 1946) to 1990. For the job analysis, 15,465 crude department names and 47,693 crude job titles were grouped into 1668 unique department and job pairs (UDJobs), which represented a job title linked to a specific department within each plant. Every UDJob was evaluated according to a set of job elements related to airborne fiber exposure. The distribution of the cohort person-years by UDJob and the job-exposure elements was then evaluated. The results show the main departments and jobs that employed the workers for each plant. The distribution of person-years varies across the job-exposure elements. The same job title was used in different departments within and across plants. When job titles not linked to departments were evaluated, the values of the job-exposure elements varied considerably across all plants and within plant. (1) exposure misclassification could occur if job title alone were used for the exposure assessment; (2) the job-exposure elements analysis provides an efficient way to identify major job determinants of exposure without relying on the more detailed, resource-intensive task-based approach; and (3) the evaluation of the cohort person-years by UDJobs and job-exposure elements is an effective way to identify which plants, departments, and jobs have sufficient information for making precise risk estimates in the broader epidemiologic study.

  9. Are we under-utilizing the talents of primary care personnel? A job analytic examination

    PubMed Central

    Hysong, Sylvia J; Best, Richard G; Moore, Frank I

    2007-01-01

    Background Primary care staffing decisions are often made unsystematically, potentially leading to increased costs, dissatisfaction, turnover, and reduced quality of care. This article aims to (1) catalogue the domain of primary care tasks, (2) explore the complexity associated with these tasks, and (3) examine how tasks performed by different job titles differ in function and complexity, using Functional Job Analysis to develop a new tool for making evidence-based staffing decisions. Methods Seventy-seven primary care personnel from six US Department of Veterans Affairs (VA) Medical Centers, representing six job titles, participated in two-day focus groups to generate 243 unique task statements describing the content of VA primary care. Certified job analysts rated tasks on ten dimensions representing task complexity, skills, autonomy, and error consequence. Two hundred and twenty-four primary care personnel from the same clinics then completed a survey indicating whether they performed each task. Tasks were catalogued using an adaptation of an existing classification scheme; complexity differences were tested via analysis of variance. Results Objective one: Task statements were categorized into four functions: service delivery (65%), administrative duties (15%), logistic support (9%), and workforce management (11%). Objective two: Consistent with expectations, 80% of tasks received ratings at or below the mid-scale value on all ten scales. Objective three: Service delivery and workforce management tasks received higher ratings on eight of ten scales (multiple functional complexity dimensions, autonomy, human error consequence) than administrative and logistic support tasks. Similarly, tasks performed by more highly trained job titles received higher ratings on six of ten scales than tasks performed by lower trained job titles. Contrary to expectations, the distribution of tasks across functions did not significantly vary by job title. Conclusion Primary care

  10. Risk assessments using the Strain Index and the TLV for HAL, Part II: Multi-task jobs and prevalence of CTS.

    PubMed

    Kapellusch, Jay M; Silverstein, Barbara A; Bao, Stephen S; Thiese, Mathew S; Merryweather, Andrew S; Hegmann, Kurt T; Garg, Arun

    2018-02-01

    The Strain Index (SI) and the American Conference of Governmental Industrial Hygienists (ACGIH) threshold limit value for hand activity level (TLV for HAL) have been shown to be associated with prevalence of distal upper-limb musculoskeletal disorders such as carpal tunnel syndrome (CTS). The SI and TLV for HAL disagree on more than half of task exposure classifications. Similarly, time-weighted average (TWA), peak, and typical exposure techniques used to quantity physical exposure from multi-task jobs have shown between-technique agreement ranging from 61% to 93%, depending upon whether the SI or TLV for HAL model was used. This study compared exposure-response relationships between each model-technique combination and prevalence of CTS. Physical exposure data from 1,834 workers (710 with multi-task jobs) were analyzed using the SI and TLV for HAL and the TWA, typical, and peak multi-task job exposure techniques. Additionally, exposure classifications from the SI and TLV for HAL were combined into a single measure and evaluated. Prevalent CTS cases were identified using symptoms and nerve-conduction studies. Mixed effects logistic regression was used to quantify exposure-response relationships between categorized (i.e., low, medium, and high) physical exposure and CTS prevalence for all model-technique combinations, and for multi-task workers, mono-task workers, and all workers combined. Except for TWA TLV for HAL, all model-technique combinations showed monotonic increases in risk of CTS with increased physical exposure. The combined-models approach showed stronger association than the SI or TLV for HAL for multi-task workers. Despite differences in exposure classifications, nearly all model-technique combinations showed exposure-response relationships with prevalence of CTS for the combined sample of mono-task and multi-task workers. Both the TLV for HAL and the SI, with the TWA or typical techniques, appear useful for epidemiological studies and surveillance

  11. Evaluating Maintenance Performance: The Development of Graphic Symbolic Substitutes for Criterion Referenced Job Task Performance Tests for Electronic Maintenance. Final Report.

    ERIC Educational Resources Information Center

    Shriver, Edgar L.; Foley, John P., Jr.

    A battery of criterion referenced Job Task Performance Tests (JTPT) was developed because paper and pencil tests of job knowledge and electronic theory had very poor criterion-related or empirical validity with respect to the ability of electronic maintenance men to perform their job. Although the original JTPT required the use of actual…

  12. The Applicability of the ISD 4-Factor Model of Job Analysis in Identifying Task Training Priority in Nine Technical Military Occupational Specialties.

    ERIC Educational Resources Information Center

    Siebold, Guy L.

    Research was conducted to assess the applicability of the Instructional Systems Development (ISD) job analysis procedures to nine technical aviation maintenance military occupational specialties (MOS). Job analysis questionnaires were developed for each of the nine aviation maintenance MOS's. Research teams administered the questionnaires to…

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

    PubMed

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

    2015-04-01

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

  14. Task conflicts and exclusive professionalism in nursing in South Korea.

    PubMed

    Jung, Minsoo

    2014-01-01

    Task conflicts among medical professions are essential problems to be solved in health care organizations. This study examined job conflicts between practical nurses (PNs) and registered nurses (RNs) in their duties and tasks with representative panelists from South Korea. This qualitative study used the Dacum Task Analysis process. Subject-matter experts in practical nursing were recruited utilizing stratified sampling: Ten experts developed job descriptions of PNs, and 20 validated the descriptions. The on-site tasks and duties of the PNs were measured by means of Dacum, and the results were reviewed by RNs using 3 focus-group interviews. The job description of PNs consisted of 10 duties and 117 tasks, overlapping with some tasks of RNs. Core tasks performed by PNs, such as invasive activities, led to task conflicts between the 2 groups, as these activities were regarded as the inherent duty of nursing professions. Thus, the RNs did not concede the expanded job scope of the PNs in terms of exclusive professionalism. To reduce task conflict, there is a need for the balanced development of nursing professionalism.

  15. Association between job stress and depression among Japanese employees threatened by job loss in a comparison between two complementary job-stress models.

    PubMed

    Tsutsumi, A; Kayaba, K; Theorell, T; Siegrist, J

    2001-04-01

    This study compared the separate effects produced by two complementary stress models--the job demand-control model and the effort-reward imbalance model--on depression among employees threatened by job loss. A cross-sectional analysis was conducted to examine these associations among 190 male and female employees who responded to a self-administered questionnaire in a small Japanese plant with economic hardship. The employees were engaged in 2 job types--direct assembly line and indirect supportive tasks--and the latter was threatened by job loss because of downsizing. Independent variables were measured by the Japanese versions of Karasek's demand-control questionnaire and Siegrist's effort-reward imbalance questionnaire. Depression was assessed by the Center for Epidemiologic Studies Depression Scale. The employees with indirect supportive tasks (target for downsizing) were more likely to have depressive symptoms than direct assembly-line workers. Job strain, a combination of high demand and low control at work, was more frequent among the latter, while the combination of high effort and low reward was more frequent among the former. After adjustment for work environment factors, low control [odds ratio (OR) 4.7], effort reward imbalance (OR 4.1), and overcommitment (the person characteristic included in the effort-reward imbalance model) (OR 2.6) were independently related to depression. There is some indication that these effects were particularly strong in the subgroup suffering from potential job loss. This study confirms that the 2 job stress models identify different aspects of stressful job conditions. Moreover, effort-reward imbalance and low control at work are both associated with symptoms of depression.

  16. Job Analysis Techniques for Restructuring Health Manpower Education and Training in the Navy Medical Department. Attachment 9. Laboratory QPCB Task Sort for Medical Laboratory Technology.

    ERIC Educational Resources Information Center

    Technomics, Inc., McLean, VA.

    This publication is Attachment 9 of a set of 16 computer listed QPCB task sorts, by career level, for the entire Hospital Corps and Dental Technician fields. Statistical data are presented in tabular form for a detailed listing of job duties in medical laboratory technology. (BT)

  17. Job Analysis and Workplace Design Resources for Rehabilitation.

    ERIC Educational Resources Information Center

    Priest, John W.; Roessler, Richard T.

    1983-01-01

    The authors stress the role of the multidisciplinary team in vocational rehabilitation, particularly the industrial engineer, in performing job analysis and workplace design to accommodate disabled persons in industry. Steps to effective job adaptation are charted, and methods of job analysis are discussed. (Author/MC)

  18. Frontline registered nurse job satisfaction and predictors over three decades: a meta-analysis from 1980 to 2009.

    PubMed

    Saber, Deborah A

    2014-01-01

    Frontline registered nurses' job satisfaction is important because it is tied to retention, organizational commitment, workforce safety, patient safety, and cost savings. The purpose of this study was to comprehensively, quantitatively examine the largest, moderate, and smallest predictors of frontline registered nurse job satisfaction from 1980 to 2009. A non-a priori meta-analysis was used to analyze studies that met inclusion. Sixty-two studies and 27 job satisfaction predictors met inclusion for analysis. The largest effect sizes were found for task requirements (r = .61), empowerment (r = .55), and control (r = .52), and moderate effect sizes were found for 10 predictors. Fail-safe N indicates high reliability. Heterogeneity between studies was present in all of the 27 predictor analyses. The largest predictors of job satisfaction for the frontline registered nurse may be different than previously thought. Supporting past research, autonomy and stress were found to be moderate predictors of satisfaction. Heterogeneity indicates study differences or moderator influence in studies. Copyright © 2014 Elsevier Inc. All rights reserved.

  19. Traditional and Cognitive Job Analyses as Tools for Understanding the Skills Gap.

    ERIC Educational Resources Information Center

    Hanser, Lawrence M.

    Traditional methods of job and task analysis may be categorized as worker-oriented methods focusing on general human behaviors performed by workers in jobs or as job-oriented methods focusing on the technologies involved in jobs. The ability of both types of traditional methods to identify, understand, and communicate the skills needed in high…

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

    ERIC Educational Resources Information Center

    Urbanek, Steve J.

    1997-01-01

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

  1. The Application of Structured Job Analysis Information Based on the Position Analysis Questionnaire (PAQ).

    DTIC Science & Technology

    Position Analysis Questionnaire ( PAQ ). This job analysis instrument consists of 187 job elements organized into six divisions. In the analysis of a job...with the PAQ the relevance of the individual elements to the job are rated using any of several rating scales such as importance, or time.

  2. Storage element performance optimization for CMS analysis jobs

    NASA Astrophysics Data System (ADS)

    Behrmann, G.; Dahlblom, J.; Guldmyr, J.; Happonen, K.; Lindén, T.

    2012-12-01

    Tier-2 computing sites in the Worldwide Large Hadron Collider Computing Grid (WLCG) host CPU-resources (Compute Element, CE) and storage resources (Storage Element, SE). The vast amount of data that needs to processed from the Large Hadron Collider (LHC) experiments requires good and efficient use of the available resources. Having a good CPU efficiency for the end users analysis jobs requires that the performance of the storage system is able to scale with I/O requests from hundreds or even thousands of simultaneous jobs. In this presentation we report on the work on improving the SE performance at the Helsinki Institute of Physics (HIP) Tier-2 used for the Compact Muon Experiment (CMS) at the LHC. Statistics from CMS grid jobs are collected and stored in the CMS Dashboard for further analysis, which allows for easy performance monitoring by the sites and by the CMS collaboration. As part of the monitoring framework CMS uses the JobRobot which sends every four hours 100 analysis jobs to each site. CMS also uses the HammerCloud tool for site monitoring and stress testing and it has replaced the JobRobot. The performance of the analysis workflow submitted with JobRobot or HammerCloud can be used to track the performance due to site configuration changes, since the analysis workflow is kept the same for all sites and for months in time. The CPU efficiency of the JobRobot jobs at HIP was increased approximately by 50 % to more than 90 %, by tuning the SE and by improvements in the CMSSW and dCache software. The performance of the CMS analysis jobs improved significantly too. Similar work has been done on other CMS Tier-sites, since on average the CPU efficiency for CMSSW jobs has increased during 2011. Better monitoring of the SE allows faster detection of problems, so that the performance level can be kept high. The next storage upgrade at HIP consists of SAS disk enclosures which can be stress tested on demand with HammerCloud workflows, to make sure that the I

  3. Grid workflow job execution service 'Pilot'

    NASA Astrophysics Data System (ADS)

    Shamardin, Lev; Kryukov, Alexander; Demichev, Andrey; Ilyin, Vyacheslav

    2011-12-01

    'Pilot' is a grid job execution service for workflow jobs. The main goal for the service is to automate computations with multiple stages since they can be expressed as simple workflows. Each job is a directed acyclic graph of tasks and each task is an execution of something on a grid resource (or 'computing element'). Tasks may be submitted to any WS-GRAM (Globus Toolkit 4) service. The target resources for the tasks execution are selected by the Pilot service from the set of available resources which match the specific requirements from the task and/or job definition. Some simple conditional execution logic is also provided. The 'Pilot' service is built on the REST concepts and provides a simple API through authenticated HTTPS. This service is deployed and used in production in a Russian national grid project GridNNN.

  4. The Job Dimensions Underlying the Job Elements of the Position Analysis Questionnaire (PAQ) (Form B). Report No. 4.

    ERIC Educational Resources Information Center

    Marquardt, Lloyd D.; McCormick, Ernest J.

    This study was concerned with the identification of the job dimension underlying the job elements of the Position Analysis Questionnaire (PAQ), Form B. The PAQ is a structured job analysis instrument consisting of 187 worker-oriented job elements which are divided into six a priori major divisions. The statistical procedure of principal components…

  5. Learner-Centered Instruction (LCI): Volume IV, The Simulated Maintenance Task Environment (SMTE): A Job Specific Simulator.

    ERIC Educational Resources Information Center

    Rifkin, Kenneth I.; And Others

    The purpose of the simulated maintenance task environment is to provide a means for training and job performance testing of the flight line weapon control systems mechanic/technician for the F-111A aircraft. It provides practice in flight line equipment checkout, troubleshooting, and removal and replacement of line replaceable units in the…

  6. Job satisfaction in nursing: a concept analysis study.

    PubMed

    Liu, Y; Aungsuroch, Y; Yunibhand, J

    2016-03-01

    This study aims to undertake a concept analysis of job satisfaction in the nursing profession. Around current global shortage of nurses, it is important to stabilize the nursing workforce. Nurses' job satisfaction has been found to be related to intention to leave. In the nursing profession, there is a lack of evidence to support the attributes of nurses' job satisfaction. Walker and Avant's approach of concept analysis was used. The main attributes of job satisfaction from this study are (1) fulfillment of desired needs within the work settings, (2) happiness or gratifying emotional responses towards working conditions, and (3) job value or equity. These attributes are influenced by antecedent conditions like demographic, emotional, work characteristics and environmental variables. Additionally, the consequences of nurses' job satisfaction have a significant impact on both nurses and patients. This study integrated both the content and process of motivational theories to generate the attributes of job satisfaction in nursing that overcome the limitation of the previous studies, which looked only at the definitions of nurses' job satisfaction based on content motivational theories. The findings of this study can facilitate both nursing researchers to develop a cultural adaption instrument and policy makers to improve clinical nursing practice. This analysis provides nurse managers with a new perspective to deal with nurses' job satisfaction by taking into account all the attributes that influence it in the nursing field. © 2015 International Council of Nurses.

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

    ERIC Educational Resources Information Center

    Norback, Judith Shaul; And Others

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

  8. Occupational Analysis for Human Resource Development: A Review of Utility of the Task Inventory. Research Report No. 25.

    ERIC Educational Resources Information Center

    Moore, Brian E.

    A review of the issues concerning the field of occupational analysis was undertaken in order to indicate the comparative strengths and weaknesses of the task inventory (TI). Specifically, the significance of the TI was assessed for reliability and validity, job analysis and evaluation, occupational restructuring and career ladder development, and…

  9. Understanding the New Job-Analysis Technology.

    ERIC Educational Resources Information Center

    Aho, Kaye L.

    1989-01-01

    The author examines such trends as rapid job change, organizational decentralization, the need for increased productivity, legal challenges, and changing work force needs; the evolving job-analysis technology; and the potential impact of this technology on human resources professionals. She also summarizes the key features to look for in a…

  10. Do job demands and job control affect problem-solving?

    PubMed

    Bergman, Peter N; Ahlberg, Gunnel; Johansson, Gun; Stoetzer, Ulrich; Aborg, Carl; Hallsten, Lennart; Lundberg, Ingvar

    2012-01-01

    The Job Demand Control model presents combinations of working conditions that may facilitate learning, the active learning hypothesis, or have detrimental effects on health, the strain hypothesis. To test the active learning hypothesis, this study analysed the effects of job demands and job control on general problem-solving strategies. A population-based sample of 4,636 individuals (55% women, 45% men) with the same job characteristics measured at two times with a three year time lag was used. Main effects of demands, skill discretion, task authority and control, and the combined effects of demands and control were analysed in logistic regressions, on four outcomes representing general problem-solving strategies. Those reporting high on skill discretion, task authority and control, as well as those reporting high demand/high control and low demand/high control job characteristics were more likely to state using problem solving strategies. Results suggest that working conditions including high levels of control may affect how individuals cope with problems and that workplace characteristics may affect behaviour in the non-work domain.

  11. Variations of cortisol, fatigue and sleep disturbances in sound engineers: effect of job task and fast backward-rotating shifts.

    PubMed

    Vangelova, Katia K

    2008-01-01

    The aim was to study the effect of job task and fast backward-rotating shifts on the time-of-day variations of cortisol, fatigue, and sleep disturbances in broadcasting sound engineers. The concentration of saliva cortisol and ratings of stress, sleepiness, and fatigue were followed at 3-hour intervals during the fast backward-rotating shifts in 26 sound engineers: 14 subjects from control rooms, aged 45.1 +/- 7.3 years, and 12 subjects working in direct transmissions, aged 51.7 +/- 6.0 years. Saliva cortisol was assessed using an radioimmunology kit. The participants reported for stress symptoms after the shifts and filled a sleep diary. The effects of job task, shift, and time-of-day were analyzed by tests of between-subjects effects (SPSS). Cortisol retained the typical diurnal pattern with a highly significant effect of the shift. The job task and the shift interacted significantly. Higher cortisol values during the morning and night shifts in engineers working in direct transmissions were found. Their stress ratings were also higher, as well as the ratings of sleepiness and fatigue. The quality of sleep was worse in engineers working in direct transmissions. In conclusion, our data indicate that stress and fast backward-rotating shifts in sound engineers working in direct transmissions affect physiological stress markers such as cortisol and increase sleepiness, fatigue, and sleep problems.

  12. Job-Preference and Job-Matching Assessment Results and Their Association with Job Performance and Satisfaction among Young Adults with Developmental Disabilities

    ERIC Educational Resources Information Center

    Hall, Julie; Morgan, Robert L.; Salzberg, Charles L.

    2014-01-01

    We investigated the effects of preference and degree of match on job performance of four 19 to 20-year-old young adults with developmental disabilities placed in community-based job conditions. We identified high-preference, high-matched and low-preference, low-matched job tasks using a video web-based assessment program. The job matching…

  13. Use of DAGMan in CRAB3 to improve the splitting of CMS user jobs

    NASA Astrophysics Data System (ADS)

    Wolf, M.; Mascheroni, M.; Woodard, A.; Belforte, S.; Bockelman, B.; Hernandez, J. M.; Vaandering, E.

    2017-10-01

    CRAB3 is a workload management tool used by CMS physicists to analyze data acquired by the Compact Muon Solenoid (CMS) detector at the CERN Large Hadron Collider (LHC). Research in high energy physics often requires the analysis of large collections of files, referred to as datasets. The task is divided into jobs that are distributed among a large collection of worker nodes throughout the Worldwide LHC Computing Grid (WLCG). Splitting a large analysis task into optimally sized jobs is critical to efficient use of distributed computing resources. Jobs that are too big will have excessive runtimes and will not distribute the work across all of the available nodes. However, splitting the project into a large number of very small jobs is also inefficient, as each job creates additional overhead which increases load on infrastructure resources. Currently this splitting is done manually, using parameters provided by the user. However the resources needed for each job are difficult to predict because of frequent variations in the performance of the user code and the content of the input dataset. As a result, dividing a task into jobs by hand is difficult and often suboptimal. In this work we present a new feature called “automatic splitting” which removes the need for users to manually specify job splitting parameters. We discuss how HTCondor DAGMan can be used to build dynamic Directed Acyclic Graphs (DAGs) to optimize the performance of large CMS analysis jobs on the Grid. We use DAGMan to dynamically generate interconnected DAGs that estimate the processing time the user code will require to analyze each event. This is used to calculate an estimate of the total processing time per job, and a set of analysis jobs are run using this estimate as a specified time limit. Some jobs may not finish within the alloted time; they are terminated at the time limit, and the unfinished data is regrouped into smaller jobs and resubmitted.

  14. Use of DAGMan in CRAB3 to Improve the Splitting of CMS User Jobs

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

    Wolf, M.; Mascheroni, M.; Woodard, A.

    CRAB3 is a workload management tool used by CMS physicists to analyze data acquired by the Compact Muon Solenoid (CMS) detector at the CERN Large Hadron Collider (LHC). Research in high energy physics often requires the analysis of large collections of files, referred to as datasets. The task is divided into jobs that are distributed among a large collection of worker nodes throughout the Worldwide LHC Computing Grid (WLCG). Splitting a large analysis task into optimally sized jobs is critical to efficient use of distributed computing resources. Jobs that are too big will have excessive runtimes and will not distributemore » the work across all of the available nodes. However, splitting the project into a large number of very small jobs is also inefficient, as each job creates additional overhead which increases load on infrastructure resources. Currently this splitting is done manually, using parameters provided by the user. However the resources needed for each job are difficult to predict because of frequent variations in the performance of the user code and the content of the input dataset. As a result, dividing a task into jobs by hand is difficult and often suboptimal. In this work we present a new feature called “automatic splitting” which removes the need for users to manually specify job splitting parameters. We discuss how HTCondor DAGMan can be used to build dynamic Directed Acyclic Graphs (DAGs) to optimize the performance of large CMS analysis jobs on the Grid. We use DAGMan to dynamically generate interconnected DAGs that estimate the processing time the user code will require to analyze each event. This is used to calculate an estimate of the total processing time per job, and a set of analysis jobs are run using this estimate as a specified time limit. Some jobs may not finish within the alloted time; they are terminated at the time limit, and the unfinished data is regrouped into smaller jobs and resubmitted.« less

  15. Interagency Task Forces: The Right Tools for the Job

    DTIC Science & Technology

    2011-01-01

    shortcomings. This analysis discusses four organizational reform models and recommends the interagency task force ( IATF ) as the preferred structure...model.64 Still others recommend creating and deploying ad hoc IATFs for crisis operations. These interagency task forces would be task- organized to...forces assigned for planning, exercises, and mission execution.65 A 2005 article in Policy Review recommended developing IATFs as needed for specific

  16. The rise and fall of job analysis and the future of work analysis.

    PubMed

    Sanchez, Juan I; Levine, Edward L

    2012-01-01

    This review begins by contrasting the importance ascribed to the study of occupational requirements observed in the early twentieth-century beginnings of industrial-organizational psychology with the diminishing numbers of job analysis articles appearing in top journals in recent times. To highlight the many pending questions associated with the job-analytic needs of today's organizations that demand further inquiry, research on the three primary types of job analysis data, namely work activities, worker attributes, and work context, is reviewed. Research on competencies is also reviewed along with the goals of a potential research agenda for the emerging trend of competency modeling. The cross-fertilization of job analysis research with research from other domains such as the meaning of work, job design, job crafting, strategic change, and interactional psychology is proposed as a means of responding to the demands of today's organizations through new forms of work analysis.

  17. Job attributes, job satisfaction and the return to health after breast cancer diagnosis and treatment

    PubMed Central

    Barnes, Andrew J.; Robert, Nicholas; Bradley, Cathy J.

    2015-01-01

    Background As detection and treatment of cancer has advanced, the number of working age women with breast cancer has increased. This study provides new information on the intersection of breast cancer treatment and job tasks and how, together, they impact employed and newly diagnosed women. Methods The sample comprised 493 employed women within 2 months of initiating treatment. Job satisfaction and demands were assessed by a pre-diagnosis recall along with measures of mental and physical health and assessed again 9 months after initiating treatment. Using seemingly unrelated regression, we tested the effect of job tasks and satisfaction on mental and physical health 9 months post-treatment initiation, controlling for pre-diagnosis health status, patient characteristics, and job tasks. Results Physical job demands prior to diagnosis were not significantly associated with mental or physical health 9 months after treatment initiation. Employment in cognitively demanding and less satisfying jobs was associated with decreases in mental health and increases in problems with work or daily activities 9 months post-treatment initiation (p<0.05). Women who received five or more cycles of chemotherapy reported lower vitality, social functioning, and worse measures of physical health compared with those who did not receive chemotherapy (p<0.05). Conclusions Employment in cognitively demanding and unsatisfying jobs may impede mental health recovery, particularly in patients who receive longer chemotherapy regimens. Such information may be used by patients and clinicians in deciding when to undergo chemotherapy and whether job tasks can be restructured to hasten recovery. PMID:24000141

  18. Comparative Cognitive Task Analysis

    DTIC Science & Technology

    2007-01-01

    is to perform a task analyses to determine how people operate in a specific domain on a specific task. Cognitive Task Analysis (CTA) is a set of...accomplish a task. In this chapter, we build on CTA methods by suggesting that comparative cognitive task analysis (C2TA) can help solve the aforementioned

  19. The Cluster Analysis of Jobs Based on Data from the Position Analysis Questionnaire (PAQ). Report No. 7.

    ERIC Educational Resources Information Center

    DeNisi, Angelo S.; McCormick, Ernest J.

    The Position Analysis Questionnaire (PAQ) is a structured job analysis procedure that provides for the analysis of jobs in terms of each of 187 job elements, these job elements being grouped into six divisions: information input, mental processes, work output, relationships with other persons, job context, and other job characteristics. Two…

  20. Domestic Job Shortage or Job Maldistribution? A Geographic Analysis of the Current Radiation Oncology Job Market.

    PubMed

    Chowdhary, Mudit; Chhabra, Arpit M; Switchenko, Jeffrey M; Jhaveri, Jaymin; Sen, Neilayan; Patel, Pretesh R; Curran, Walter J; Abrams, Ross A; Patel, Kirtesh R; Marwaha, Gaurav

    2017-09-01

    To examine whether permanent radiation oncologist (RO) employment opportunities vary based on geography. A database of full-time RO jobs was created by use of American Society for Radiation Oncology (ASTRO) Career Center website posts between March 28, 2016, and March 31, 2017. Jobs were first classified by region based on US Census Bureau data. Jobs were further categorized as academic or nonacademic depending on the employer. The prevalence of job openings per 10 million population was calculated to account for regional population differences. The χ 2 test was implemented to compare position type across regions. The number and locations of graduating RO during our study period was calculated using National Resident Matching Program data. The χ 2 goodness-of-fit test was then used to compare a set of observed proportions of jobs with a corresponding set of hypothesized proportions of jobs based on the proportions of graduates per region. A total of 211 unique jobs were recorded. The highest and lowest percentages of jobs were seen in the South (31.8%) and Northeast (18.5%), respectively. Of the total jobs, 82 (38.9%) were academic; the South had the highest percentage of overall academic jobs (35.4%), while the West had the lowest (14.6%). Regionally, the Northeast had the highest percentage of academic jobs (56.4%), while the West had the lowest (26.7%). A statistically significant difference was noted between regional academic and nonacademic job availability (P=.021). After we accounted for unit population, the Midwest had the highest number of total jobs per 10 million (9.0) while the South had the lowest (5.9). A significant difference was also observed in the proportion of RO graduates versus actual jobs per region (P=.003), with a surplus of trainees seen in the Northeast. This study presents a quantitative analysis of the RO job market. We found a disproportionately small number of opportunities compared with graduates trained in the Northeast, as well

  1. The development of practice manual for LSC based on job analysis in radiation measurement and analysis

    NASA Astrophysics Data System (ADS)

    Shin, W. H.; Park, T. J.

    2017-06-01

    Radiation technology is closely related to the industrial growth and the creation of employment in Korea. The techniques as radiation or/and radioactivity measurement, and the practical skills achieving a higher level analysis are required. In this study, practice manual for liquid scintillation counter were developed by job analysis. Raw data applied in job analysis are collected by on/off line survey by 420 workers employed in KOREA. Importance-priority analysis was performed to make duties and competency unit that consists of knowledge, skills as each task. Refined data was reviewed by expert who experienced actual duties on site. Classification was conducted by focus group interview to deduct duties and competency unit. From the radiation devices in measurement and analysis, liquid scintillation counter was preferentially selected because of the high demands for training. Investigation of build-up status to liquid scintillation counter in KOREA was conducted. Then technical specification and operating procedure of 2 main devices were analyzed and integrated by practice manual. Duties and competency unit were applied to integrated materials respectively. To validate effectiveness, test curriculum was designed by the advanced course to workers who engaged in radiation measurement and analysis. The developed manual is structured to take advantage of test training. This manual will be a practical handbook that can improve the knowledge, skills of radiation workers in Korea.

  2. Age Differences in the Relationship Between Perceived Job Characteristics and Job Satisfaction.

    ERIC Educational Resources Information Center

    Voydanoff, Patricia

    Extrinsic job characteristics focus on the work environment and include working conditions, co-worker relations, supervision, company policy, salary, and job security. Intrinsic characteristics deal with the content and tasks involved in the job as well as opportunities provided for self expression and self actualization, e.g. the type of work…

  3. The mediating role of job involvement in the relationship between job characteristics and organizational citizenship behavior.

    PubMed

    Chen, Chien-Cheng; Chiu, Su-Fen

    2009-08-01

    Past researchers have found that motivating job characteristics can increase employee display of organizational citizenship behavior (OCB). In this study, the authors extended previous research by investigating the mediating process of job involvement in the relationship between job characteristics and OCB. The authors collected data from 323 employees and their supervisors from 7 companies in Taiwan. Results show that, through the mediating process of job involvement, the 3 job characteristics (i.e., task identity, task significance, and autonomy) positively influenced the display of an employee's OCB, whereas skill variety had a negative effect on OCB. The authors discuss implications of their findings, contributions, limitations, and future research directions.

  4. Task Management in the New ATLAS Production System

    NASA Astrophysics Data System (ADS)

    De, K.; Golubkov, D.; Klimentov, A.; Potekhin, M.; Vaniachine, A.; Atlas Collaboration

    2014-06-01

    This document describes the design of the new Production System of the ATLAS experiment at the LHC [1]. The Production System is the top level workflow manager which translates physicists' needs for production level processing and analysis into actual workflows executed across over a hundred Grid sites used globally by ATLAS. As the production workload increased in volume and complexity in recent years (the ATLAS production tasks count is above one million, with each task containing hundreds or thousands of jobs) there is a need to upgrade the Production System to meet the challenging requirements of the next LHC run while minimizing the operating costs. In the new design, the main subsystems are the Database Engine for Tasks (DEFT) and the Job Execution and Definition Interface (JEDI). Based on users' requests, DEFT manages inter-dependent groups of tasks (Meta-Tasks) and generates corresponding data processing workflows. The JEDI component then dynamically translates the task definitions from DEFT into actual workload jobs executed in the PanDA Workload Management System [2]. We present the requirements, design parameters, basics of the object model and concrete solutions utilized in building the new Production System and its components.

  5. Adapting Job Analysis Methodology to Improve Evaluation Practice

    ERIC Educational Resources Information Center

    Jenkins, Susan M.; Curtin, Patrick

    2006-01-01

    This article describes how job analysis, a method commonly used in personnel research and organizational psychology, provides a systematic method for documenting program staffing and service delivery that can improve evaluators' knowledge about program operations. Job analysis data can be used to increase evaluators' insight into how staffs…

  6. Skill components of task analysis

    PubMed Central

    Rogers, Wendy A.; Fisk, Arthur D.

    2017-01-01

    Some task analysis methods break down a task into a hierarchy of subgoals. Although an important tool of many fields of study, learning to create such a hierarchy (redescription) is not trivial. To further the understanding of what makes task analysis a skill, the present research examined novices’ problems with learning Hierarchical Task Analysis and captured practitioners’ performance. All participants received a task description and analyzed three cooking and three communication tasks by drawing on their knowledge of those tasks. Thirty six younger adults (18–28 years) in Study 1 analyzed one task before training and five afterwards. Training consisted of a general handout that all participants received and an additional handout that differed between three conditions: a list of steps, a flow-diagram, and concept map. In Study 2, eight experienced task analysts received the same task descriptions as in Study 1 and demonstrated their understanding of task analysis while thinking aloud. Novices’ initial task analysis scored low on all coding criteria. Performance improved on some criteria but was well below 100 % on others. Practitioners’ task analyses were 2–3 levels deep but also scored low on some criteria. A task analyst’s purpose of analysis may be the reason for higher specificity of analysis. This research furthers the understanding of Hierarchical Task Analysis and provides insights into the varying nature of task analyses as a function of experience. The derived skill components can inform training objectives. PMID:29075044

  7. Relationships between Contextual and Task Performance and Interrater Agreement: Are There Any?

    PubMed

    Díaz-Vilela, Luis F; Delgado Rodríguez, Naira; Isla-Díaz, Rosa; Díaz-Cabrera, Dolores; Hernández-Fernaud, Estefanía; Rosales-Sánchez, Christian

    2015-01-01

    Work performance is one of the most important dependent variables in Work and Organizational Psychology. The main objective of this paper was to explore the relationships between citizenship performance and task performance measures obtained from different appraisers and their consistency through a seldom-used methodology, intraclass correlation coefficients. Participants were 135 public employees, the total staff in a local government department. Jobs were clustered into job families through a work analysis based on standard questionnaires. A task description technique was used to develop a performance appraisal questionnaire for each job family, with three versions: self-, supervisor-, and peer-evaluation, in addition to a measure of citizenship performance. Only when the self-appraisal bias is controlled, significant correlations appeared between task performance rates. However, intraclass correlations analyses show that only self- (contextual and task) performance measures are consistent, while interrater agreement disappears. These results provide some interesting clues about the procedure of appraisal instrument development, the role of appraisers, and the importance of choosing adequate consistency analysis methods.

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

    PubMed

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

    2005-03-01

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

  9. The Americans with Disabilities Act: Using Job Analysis To Meet New Challenges.

    ERIC Educational Resources Information Center

    Lozada-Larsen, Susana R.

    This paper focuses on the role that job analysis plays under the Americans with Disabilities Act (ADA). The most obvious use of job analysis data is in defining the essential functions of each job. The job analysis technique used should: list the functions of the job, define which functions are essential rather than marginal, and offer proof of…

  10. TARGET - TASK ANALYSIS REPORT GENERATION TOOL, VERSION 1.0

    NASA Technical Reports Server (NTRS)

    Ortiz, C. J.

    1994-01-01

    The Task Analysis Report Generation Tool, TARGET, is a graphical interface tool used to capture procedural knowledge and translate that knowledge into a hierarchical report. TARGET is based on VISTA, a knowledge acquisition tool developed by the Naval Systems Training Center. TARGET assists a programmer and/or task expert organize and understand the steps involved in accomplishing a task. The user can label individual steps in the task through a dialogue-box and get immediate graphical feedback for analysis. TARGET users can decompose tasks into basic action kernels or minimal steps to provide a clear picture of all basic actions needed to accomplish a job. This method allows the user to go back and critically examine the overall flow and makeup of the process. The user can switch between graphics (box flow diagrams) and text (task hierarchy) versions to more easily study the process being documented. As the practice of decomposition continues, tasks and their subtasks can be continually modified to more accurately reflect the user's procedures and rationale. This program is designed to help a programmer document an expert's task thus allowing the programmer to build an expert system which can help others perform the task. Flexibility is a key element of the system design and of the knowledge acquisition session. If the expert is not able to find time to work on the knowledge acquisition process with the program developer, the developer and subject matter expert may work in iterative sessions. TARGET is easy to use and is tailored to accommodate users ranging from the novice to the experienced expert systems builder. TARGET is written in C-language for IBM PC series and compatible computers running MS-DOS and Microsoft Windows version 3.0 or 3.1. No source code is supplied. The executable also requires 2Mb of RAM, a Microsoft compatible mouse, a VGA display and an 80286, 386 or 486 processor machine. The standard distribution medium for TARGET is one 5.25 inch 360K

  11. Effect of Active Workstation on Energy Expenditure and Job Performance: A Systematic Review and Meta-analysis.

    PubMed

    Cao, Chunmei; Liu, Yu; Zhu, Weimo; Ma, Jiangjun

    2016-05-01

    Recently developed active workstation could become a potential means for worksite physical activity and wellness promotion. The aim of this review was to quantitatively examine the effectiveness of active workstation in energy expenditure and job performance. The literature search was conducted in 6 databases (PubMed, SPORTDiscuss, Web of Science, ProQuest, ScienceDirect, and Scopuse) for articles published up to February 2014, from which a systematic review and meta-analysis was conducted. The cumulative analysis for EE showed there was significant increase in EE using active workstation [mean effect size (MES): 1.47; 95% confidence interval (CI): 1.22 to 1.72, P < .0001]. Results from job performance indicated 2 findings: (1) active workstation did not affect selective attention, processing speed, speech quality, reading comprehension, interpretation and accuracy of transcription; and (2) it could decrease the efficiency of typing speed (MES: -0.55; CI: -0.88 to -0.21, P < .001) and mouse clicking (MES: -1.10; CI: -1.29 to -0.92, P < .001). Active workstation could significantly increase daily PA and be potentially useful in reducing workplace sedentariness. Although some parts of job performance were significantly lower, others were not. As a result there was little effect on real-life work productivity if we made a good arrangement of job tasks.

  12. Analysis of empty ATLAS pilot jobs

    NASA Astrophysics Data System (ADS)

    Love, P. A.; Alef, M.; Dal Pra, S.; Di Girolamo, A.; Forti, A.; Templon, J.; Vamvakopoulos, E.; ATLAS Collaboration

    2017-10-01

    In this analysis we quantify the wallclock time used by short empty pilot jobs on a number of WLCG compute resources. Pilot factory logs and site batch logs are used to provide independent accounts of the usage. Results show a wide variation of wallclock time used by short jobs depending on the site and queue, and changing with time. For a reference dataset of all jobs in August 2016, the fraction of wallclock time used by empty jobs per studied site ranged from 0.1% to 0.8%. Aside from the wall time used by empty pilots, we also looked at how many pilots were empty as a fraction of all pilots sent. Binning the August dataset into days, empty fractions between 2% and 90% were observed. The higher fractions correlate well with periods of few actual payloads being sent to the site.

  13. Development of a standardized job description for healthcare managers of metabolic syndrome management programs in Korean community health centers.

    PubMed

    Lee, Youngjin; Choo, Jina; Cho, Jeonghyun; Kim, So-Nam; Lee, Hye-Eun; Yoon, Seok-Jun; Seomun, GyeongAe

    2014-03-01

    This study aimed to develop a job description for healthcare managers of metabolic syndrome management programs using task analysis. Exploratory research was performed by using the Developing a Curriculum method, the Intervention Wheel model, and focus group discussions. Subsequently, we conducted a survey of 215 healthcare workers from 25 community health centers to verify that the job description we created was accurate. We defined the role of healthcare managers. Next, we elucidated the tasks of healthcare managers and performed needs analysis to examine the frequency, importance, and difficulty of each of their duties. Finally, we verified that our job description was accurate. Based on the 8 duties, 30 tasks, and 44 task elements assigned to healthcare managers, we found that the healthcare managers functioned both as team coordinators responsible for providing multidisciplinary health services and nurse specialists providing health promotion services. In terms of importance and difficulty of tasks performed by the healthcare managers, which were measured using a determinant coefficient, the highest-ranked task was planning social marketing (15.4), while the lowest-ranked task was managing human resources (9.9). A job description for healthcare managers may provide basic data essential for the development of a job training program for healthcare managers working in community health promotion programs. Copyright © 2014. Published by Elsevier B.V.

  14. Job Analysis Techniques for Restructuring Health Manpower Education and Training in the Navy Medical Department. Attachment 5. Biotronics QPCB Task Sort for Cardio-Pulmonary, EEG, EKG, Inhalation Therapy.

    ERIC Educational Resources Information Center

    Technomics, Inc., McLean, VA.

    This publication is Attachment 5 of a set of 16 computer listed QPCB task sorts, by career level, for the entire Hospital Corps and Dental Technician fields. Statistical data are presented in tabular form for a detailed listing of job duties in cardio-pulmonary, EEG, EKG, and inhalation therapy. (BT)

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

    PubMed

    Ikeda, Hiroshi; Furukawa, Hisataka

    2015-04-01

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

  16. Identifying the "Right Stuff": An Exploration-Focused Astronaut Job Analysis

    NASA Technical Reports Server (NTRS)

    Barrett, J. D.; Holland, A. W.; Vessey, W. B.

    2015-01-01

    Industrial and organizational (I/O) psychologists play a key role in NASA astronaut candidate selection through the identification of the competencies necessary to successfully engage in the astronaut job. A set of psychosocial competencies, developed by I/O psychologists during a prior job analysis conducted in 1996 and updated in 2003, were identified as necessary for individuals working and living in the space shuttle and on the International Space Station (ISS). This set of competencies applied to the space shuttle and applies to current ISS missions, but may not apply to longer-duration or long-distance exploration missions. With the 2015 launch of the first 12- month ISS mission and the shift in the 2020s to missions beyond low earth orbit, the type of missions that astronauts will conduct and the environment in which they do their work will change dramatically, leading to new challenges for these crews. To support future astronaut selection, training, and research, I/O psychologists in NASA's Behavioral Health and Performance (BHP) Operations and Research groups engaged in a joint effort to conduct an updated analysis of the astronaut job for current and future operations. This project will result in the identification of behavioral competencies critical to performing the astronaut job, along with relative weights for each of the identified competencies, through the application of job analysis techniques. While this job analysis is being conducted according to job analysis best practices, the project poses a number of novel challenges. These challenges include the need to identify competencies for multiple mission types simultaneously, to evaluate jobs that have no incumbents as they have never before been conducted, and working with a very limited population of subject matter experts. Given these challenges, under the guidance of job analysis experts, we used the following methods to conduct the job analysis and identify the key competencies for current and

  17. Well-being of intensive care nurses (WEBIC): a job analytic approach.

    PubMed

    Le Blanc, P M; de Jonge, J; de Rijk, A E; Schaufeli, W B

    2001-11-01

    This paper presents the results of a validation study of the so-called well-being of intensive care nurses (WEBIC)-questionnaire that is designed to perform a detailed job analysis of intensive care unit (ICU) nurses' jobs. The WEBIC-questionnaire is based on modern sociotechnical systems theory, and distinguishes four integrated task categories: (1) operational, (2) organizing, (3) preparatory, and (4) supportive tasks. For each task, the WEBIC assesses (1) how demanding this task is, and (2) how satisfying the performance of this task is. Using the WEBIC, information is gathered about ICU nurses' qualitative workload, and typical job-related risks for ICU nurses' well-being at work can be mapped. A cross-sectional survey on work and well-being of almost 2000 ICU-nurses in 13 different European areas was conducted. Exploratory factor analyses were performed to study the validity of the factorial structure of the WEBIC-questionnaire. The construct validity of the WEBIC-questionnaire was studied by performing hierarchical multiple regression analyses of the WEBIC-factors on two types of job-related well-being, i.e. burnout and general job satisfaction. Results of the exploratory factor analyses showed that the hypothesized four-factor structure of the WEBIC is confirmed by our data. Internal consistencies of the different factors varied from 0.77 to 0.91. Intensive care unit nurses' most central (operational) tasks turned out to pose the greatest demands, but also seemed to drive their satisfaction. With respect to the relationships between the four WEBIC-factors, and burnout and general job satisfaction, it was found that, especially for the satisfying tasks, significant relationships with these outcomes were found. The reliability and construct validity of the WEBIC-questionnaire can be considered satisfactory. Furthermore, the questionnaire provides a systematical and detailed coverage of ICU nurses' tasks. In relation to this, the questionnaire is not only

  18. A Job Aid Solution to the Need for Low Cost, Results Oriented Dental Laboratory Manufacturing Industry Training.

    ERIC Educational Resources Information Center

    Selg, Timothy E.

    A thesis project was conducted to design, develop, implement, and evaluate a job aid used by shipping department employees in a dental laboratory. The job aid was developed in preference to training to solve the organization's performance problem. Task analysis was performed to identify the shipping clerks' duties. These tasks were stated in the…

  19. Factors affecting job satisfaction in nurse faculty: a meta-analysis.

    PubMed

    Gormley, Denise K

    2003-04-01

    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 nursing faculty. Several studies have examined nurse faculty satisfaction in relationship to one or two influencing factors. These factors include professional autonomy, leader role expectations, organizational climate, perceived role conflict and role ambiguity, leadership behaviors, and organizational characteristics. This meta-analysis attempts to synthesize the various studies conducted on job satisfaction in nursing faculty and analyze which influencing factors have the greatest effect. The procedure used for this meta-analysis consisted of reviewing studies to identify factors influencing job satisfaction, research questions, sample size reported, instruments used for measurement of job satisfaction and influencing factors, and results of statistical analysis.

  20. Job and Workload Analysis System for Civil Servants in North Sulawesi Province, Indonesia

    NASA Astrophysics Data System (ADS)

    Krisnanda, M.; Mewengkang, A.; Rompas, P. T. D.; Togas, P. V.

    2018-02-01

    This study aims to create automation system to assist sub division of job analysis and workload of North Sulawesi, Indonesia in completing its annual tasks to record all civil servants. The method used in this research is prototyping where a system will be developed according to the revision supplied by the user. The result of this research is a system used to generate reports and calculations based on user filled forms. The result gathered from the interviews, users can make reports faster and easier. Users can also optimise reports on time using the built system.

  1. Job strain, blood pressure and response to uncontrollable stress.

    PubMed

    Steptoe, A; Cropley, M; Joekes, K

    1999-02-01

    The association between cardiovascular disease risk and job strain (high-demand, low-control work) may be mediated by heightened physiological stress responsivity. We hypothesized that high levels of job strain lead to increased cardiovascular responses to uncontrollable but not controllable stressors. Associations between job strain and blood pressure reductions after the working day (unwinding) were also assessed. Assessment of cardiovascular responses to standardized behavioral tasks, and ambulatory monitoring of blood pressure and heart rate during a working day and evening. We studied 162 school teachers (60 men, 102 women) selected from a larger survey as experiencing high or low job strain. Blood pressure, heart rate and electrodermal responses to an externally paced (uncontrollable) task and a self-paced (controllable) task were assessed. Blood pressure was monitored using ambulatory apparatus from 0900 to 2230 h on a working day. The groups of subjects with high and low job strain did not differ in demographic factors, body mass or resting cardiovascular activity. Blood pressure reactions to the uncontrollable task were greater in high than low job-strain groups, but responses to the controllable task were not significantly different between groups. Systolic and diastolic blood pressure did not differ between groups over the working day, but decreased to a greater extent in the evening in subjects with low job strain. Job strain is associated with a heightened blood pressure response to uncontrollable but not controllable tasks. The failure of subjects with high job strain to show reduced blood pressure in the evening may be a manifestation of chronic allostatic load.

  2. A qualitative analysis of health professionals' job descriptions for surgical service delivery in Uganda.

    PubMed

    Buwembo, William; Munabi, Ian G; Galukande, Moses; Kituuka, Olivia; Luboga, Samuel A

    2014-01-01

    The ever increasing demand for surgical services in sub-Saharan Africa is creating a need to increase the number of health workers able to provide surgical care. This calls for the optimisation of all available human resources to provide universal access to essential and emergency surgical services. One way of optimising already scarce human resources for health is by clarifying job descriptions to guide the scope of practice, measuring rewards/benefits for the health workers providing surgical care, and informing education and training for health professionals. This study set out to determine the scope of the mandate to perform surgical procedures in current job descriptions of surgical care health professionals in Uganda. A document review was conducted of job descriptions for the health professionals responsible for surgical service delivery in the Ugandan Health care system. The job descriptions were extracted and subjected to a qualitative content data analysis approach using a text based RQDA package of the open source R statistical computing software. It was observed that there was no explicit mention of assignment of delivery of surgical services to a particular cadre. Instead the bulk of direct patient related care, including surgical attention, was assigned to the lower cadres, in particular the medical officer. Senior cadres were assigned to perform predominantly advisory and managerial roles in the health care system. In addition, a no cost opportunity to task shift surgical service delivery to the senior clinical officers was identified. There is a need to specifically assign the mandate to provide surgical care tasks, according to degree of complexity, to adequately trained cadres of health workers. Health professionals' current job descriptions are not explicit, and therefore do not adequately support proper training, deployment, defined scope of practice, and remuneration for equitable surgical service delivery in Uganda. Such deliberate assignment

  3. The radiology job market: analysis of the ACR jobs board.

    PubMed

    Prabhakar, Anand M; Oklu, Rahmi; Harvey, H Benjamin; Harisinghani, Mukesh G; Rosman, David A

    2014-05-01

    The aim of this study was to assess the status of the radiology job market as represented by the ACR Jobs Board from October 2010 to June 2013. With the assistance of the ACR, data from the ACR Jobs Board from October 2010 through June 2013, including the numbers of monthly new job seekers, new job postings, and job posting clicks, were gathered and used to calculate a monthly competitive index, defined as the ratio of new job seekers to new job postings. During the study period, the mean number of new job seekers was 168 per month, which was significantly greater than the 84 average new job postings for any given month (P = .0002). There was no significant difference between 2011 and 2012 with regard to the number of new job seekers or job postings. Over the time period assessed, more new job seekers registered in October and November 2010, August to November 2011, and October and November 2012. These periods were also associated with the highest competitive index values. There were less job seekers in the winter and spring of 2011, 2012, and 2013, periods associated with lower competitive index values. ACR Jobs Board activity, measured by job posting clicks, was significantly higher in 2012 than in 2011 (P < .004). On the basis of the ACR Jobs Board, there were consistently more new job seekers than job postings throughout the study period, and fall is the period in the year most associated with the highest competitive index for radiologist employment. Copyright © 2014 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  4. A History-based Estimation for LHCb job requirements

    NASA Astrophysics Data System (ADS)

    Rauschmayr, Nathalie

    2015-12-01

    The main goal of a Workload Management System (WMS) is to find and allocate resources for the given tasks. The more and better job information the WMS receives, the easier will be to accomplish its task, which directly translates into higher utilization of resources. Traditionally, the information associated with each job, like expected runtime, is defined beforehand by the Production Manager in best case and fixed arbitrary values by default. In the case of LHCb's Workload Management System no mechanisms are provided which automate the estimation of job requirements. As a result, much more CPU time is normally requested than actually needed. Particularly, in the context of multicore jobs this presents a major problem, since single- and multicore jobs shall share the same resources. Consequently, grid sites need to rely on estimations given by the VOs in order to not decrease the utilization of their worker nodes when making multicore job slots available. The main reason for going to multicore jobs is the reduction of the overall memory footprint. Therefore, it also needs to be studied how memory consumption of jobs can be estimated. A detailed workload analysis of past LHCb jobs is presented. It includes a study of job features and their correlation with runtime and memory consumption. Following the features, a supervised learning algorithm is developed based on a history based prediction. The aim is to learn over time how jobs’ runtime and memory evolve influenced due to changes in experiment conditions and software versions. It will be shown that estimation can be notably improved if experiment conditions are taken into account.

  5. Relationships between Contextual and Task Performance and Interrater Agreement: Are There Any?

    PubMed Central

    Díaz-Cabrera, Dolores; Hernández-Fernaud, Estefanía; Rosales-Sánchez, Christian

    2015-01-01

    Work performance is one of the most important dependent variables in Work and Organizational Psychology. The main objective of this paper was to explore the relationships between citizenship performance and task performance measures obtained from different appraisers and their consistency through a seldom-used methodology, intraclass correlation coefficients. Participants were 135 public employees, the total staff in a local government department. Jobs were clustered into job families through a work analysis based on standard questionnaires. A task description technique was used to develop a performance appraisal questionnaire for each job family, with three versions: self-, supervisor-, and peer-evaluation, in addition to a measure of citizenship performance. Only when the self-appraisal bias is controlled, significant correlations appeared between task performance rates. However, intraclass correlations analyses show that only self- (contextual and task) performance measures are consistent, while interrater agreement disappears. These results provide some interesting clues about the procedure of appraisal instrument development, the role of appraisers, and the importance of choosing adequate consistency analysis methods. PMID:26473956

  6. Certified Therapeutic Recreation Specialists' Use of Knowledge Competencies in Job Tasks When Working with the California Senior Population

    ERIC Educational Resources Information Center

    Kong, Erick

    2014-01-01

    The Problem: The purpose of this study was to explore the association between the knowledge competencies and the job tasks among Certified Therapeutic Recreation Specialists (CTRS) who are working with the senior population in the State of California by asking the following questions: (1) To what extent are CTRS using the principle of group…

  7. Task Analysis for the Jobs of Freight Train Conductor and Brakeman. RDTR No. 263.

    ERIC Educational Resources Information Center

    Sanders, Mark S.; And Others

    The principal tasks performed by conductors, rear brakemen, and head brakemen during over-the-road freight operations are identified and described in the report. Forty-four tasks and subtasks are analyzed and grouped into six categories: basic handling tasks, prerun preparation and starting off tasks, over-the-road tasks, terminating tasks,…

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

    ERIC Educational Resources Information Center

    Marquardt, Lloyd D.; McCormick, Ernest J.

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

  9. Methods for Conducting Cognitive Task Analysis for a Decision Making Task.

    DTIC Science & Technology

    1996-01-01

    Cognitive task analysis (CTA) improves traditional task analysis procedures by analyzing the thought processes of performers while they complete a...for using these methods to conduct a CTA for domains which involve critical decision making tasks in naturalistic settings. The cognitive task analysis methods

  10. Productive and counterproductive job crafting: A daily diary study.

    PubMed

    Demerouti, Evangelia; Bakker, Arnold B; Halbesleben, Jonathon R B

    2015-10-01

    The present study aims to uncover the way daily job crafting influences daily job performance (i.e., task performance, altruism, and counterproductive work behavior). Job crafting was conceptualized as "seeking resources," "seeking challenges," and "reducing demands" and viewed as strategies individuals use to optimize their job characteristics. We hypothesized that daily job crafting relates to daily job demands and resources (work pressure and autonomy), which consequently relate to daily work engagement and exhaustion and ultimately to job performance. A sample of 95 employees filled in a quantitative diary for 5 consecutive working days (n occasions = 475). We predicted and found that daily seeking resources was positively associated with daily task performance because daily autonomy and work engagement increased. In contrast, daily reducing demands was detrimental for daily task performance and altruism, because employees lower their daily workload and consequently their engagement and exhaustion, respectively. Only daily seeking challenges was positively (rather than negatively) associated with daily counterproductive behavior. We conclude that employee job crafting can have both beneficial and detrimental effects on job performance. (c) 2015 APA, all rights reserved).

  11. Exploring Gendered Notions: Gender, Job Hunting and Web Searches

    NASA Astrophysics Data System (ADS)

    Martey, R. M.

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

  12. Job loss, human capital job feature, and work condition job feature as distinct job insecurity constructs.

    PubMed

    Blau, Gary; Tatum, Donna Surges; McCoy, Keith; Dobria, Lidia; Ward-Cook, Kory

    2004-01-01

    The projected growth of new technologies, increasing use of automation, and continued consolidation of health-related services suggest that continued study of job insecurity is needed for health care professionals. Using a sample of 178 medical technologists over a 5-year period, this study's findings extend earlier work by Blau and Sharp (2000) and suggest that job loss insecurity, human capital job feature insecurity, and work condition job feature insecurity are related but distinct types of job insecurity. A seven-item measure of job loss insecurity, a four-item measure of human capital job feature insecurity, and a four-item measure of work condition job feature insecurity were analyzed. Confirmatory factor analysis using a more heterogeneous sample of 447 working adults supported this three-factor structure. Using correlation and path analysis, different significant relationships of antecedent variables and subsequent organizational withdrawal cognitions to these three types of job insecurity were found.

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

    PubMed

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

    2012-01-01

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

  14. Organizational Policy Decisions as a Function of Individual Differences and Task Design: Maintenance Tasks. Technical Report No. 10.

    ERIC Educational Resources Information Center

    O'Connor, Edward J.; And Others

    Ninety subjects completed identical simulated maintenance tasks under two experimental conditions. In the high job structural attribute condition subjects were told that the task was high in learning new skills, responsibility, feedback, and task identity; while in the low job structural condition they were told the opposite. Results indicated the…

  15. The Critical Roles of Task Conflict and Job Autonomy in the Relationship Between Proactive Personalities and Innovative Employee Behavior

    PubMed Central

    Giebels, Ellen; de Reuver, Renee S.M.; Rispens, Sonja; Ufkes, Elze G.

    2016-01-01

    We examine why and when proactive personality is beneficial for innovative behavior at work. Based on a survey among 166 employees working in 35 departments of a large municipality in the Netherlands we show that an increase in task conflicts explains the positive relation between a proactive personality and innovative employee behavior. This process is moderated by job autonomy in such a way that the relationship between proactive personality and task conflict is particularly strong under low compared with high autonomy. The present research contributes to the discussion on the potential benefits of task conflict for change processes and highlights the importance of examining the interplay between personality and work context for understanding innovation practices. PMID:27536008

  16. The Critical Roles of Task Conflict and Job Autonomy in the Relationship Between Proactive Personalities and Innovative Employee Behavior.

    PubMed

    Giebels, Ellen; de Reuver, Renee S M; Rispens, Sonja; Ufkes, Elze G

    2016-09-01

    We examine why and when proactive personality is beneficial for innovative behavior at work. Based on a survey among 166 employees working in 35 departments of a large municipality in the Netherlands we show that an increase in task conflicts explains the positive relation between a proactive personality and innovative employee behavior. This process is moderated by job autonomy in such a way that the relationship between proactive personality and task conflict is particularly strong under low compared with high autonomy. The present research contributes to the discussion on the potential benefits of task conflict for change processes and highlights the importance of examining the interplay between personality and work context for understanding innovation practices.

  17. Is job a viable unit of analysis? A multilevel analysis of demand-control-support models.

    PubMed

    Morrison, David; Payne, Roy L; Wall, Toby D

    2003-07-01

    The literature has ignored the fact that the demand-control (DC) and demand-control-support (DCS) models of stress are about jobs and not individuals' perceptions of their jobs. Using multilevel modeling, the authors report results of individual- and job-level analyses from a study of over 6,700 people in 81 different jobs. Support for additive versions of the models came when individuals were the unit of analysis. DC and DCS models are only helpful for understanding the effects of individual perceptions of jobs and their relationship to psychological states. When job perceptions are aggregated and their relationship to the collective experience of jobholders is assessed, the models prove of little value. Role set may be a better unit of analysis.

  18. 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,…

  19. Job demands and job strain as risk factors for employee wellbeing in elderly care: an instrumental-variables analysis.

    PubMed

    Elovainio, Marko; Heponiemi, Tarja; Kuusio, Hannamaria; Jokela, Markus; Aalto, Anna-Mari; Pekkarinen, Laura; Noro, Anja; Finne-Soveri, Harriet; Kivimäki, Mika; Sinervo, Timo

    2015-02-01

    The association between psychosocial work environment and employee wellbeing has repeatedly been shown. However, as environmental evaluations have typically been self-reported, the observed associations may be attributable to reporting bias. Applying instrumental-variable regression, we used staffing level (the ratio of staff to residents) as an unconfounded instrument for self-reported job demands and job strain to predict various indicators of wellbeing (perceived stress, psychological distress and sleeping problems) among 1525 registered nurses, practical nurses and nursing assistants working in elderly care wards. In ordinary regression, higher self-reported job demands and job strain were associated with increased risk of perceived stress, psychological distress and sleeping problems. The effect estimates for the associations of these psychosocial factors with perceived stress and psychological distress were greater, but less precisely estimated, in an instrumental-variables analysis which took into account only the variation in self-reported job demands and job strain that was explained by staffing level. No association between psychosocial factors and sleeping problems was observed with the instrumental-variable analysis. These results support a causal interpretation of high self-reported job demands and job strain being risk factors for employee wellbeing. © The Author 2014. Published by Oxford University Press on behalf of the European Public Health Association. All rights reserved.

  20. Assessing physician job satisfaction and mental workload.

    PubMed

    Boultinghouse, Oscar W; Hammack, Glenn G; Vo, Alexander H; Dittmar, Mary Lynne

    2007-12-01

    Physician job satisfaction and mental workload were evaluated in a pilot study of five physicians engaged in a telemedicine practice at The University of Texas Medical Branch at Galveston Electronic Health Network. Several previous studies have examined physician satisfaction with specific telemedicine applications; however, few have attempted to identify the underlying factors that contribute to physician satisfaction or lack thereof. One factor that has been found to affect well-being and functionality in the workplace-particularly with regard to human interaction with complex systems and tasks as seen in telemedicine-is mental workload. Workload is generally defined as the "cost" to a person for performing a complex task or tasks; however, prior to this study, it was unexplored as a variable that influences physician satisfaction. Two measures of job satisfaction were used: The Job Descriptive Index and the Job In General scales. Mental workload was evaluated by means of the National Aeronautics and Space Administration Task Load Index. The measures were administered by means of Web-based surveys and were given twice over a 6-month period. Nonparametric statistical analyses revealed that physician job satisfaction was generally high relative to that of the general population and other professionals. Mental workload scores associated with the practice of telemedicine in this environment are also high, and appeared stable over time. In addition, they are commensurate with scores found in individuals practicing tasks with elevated information-processing demands, such as quality control engineers and air traffic controllers. No relationship was found between the measures of job satisfaction and mental workload.

  1. U.S. Army physical demands study: Prevalence and frequency of performing physically demanding tasks in deployed and non-deployed settings.

    PubMed

    Boye, Michael W; Cohen, Bruce S; Sharp, Marilyn A; Canino, Maria C; Foulis, Stephen A; Larcom, Kathleen; Smith, Laurel

    2017-11-01

    To compare percentages of on-duty time spent performing physically demanding soldier tasks in non-deployed and deployed settings, and secondarily examine the number of physically demanding tasks performed among five Army combat arms occupational specialties. Job task analysis. Soldiers (n=1295; over 99% serving on active duty) across five Army jobs completed one of three questionnaires developed using reviews of job and task related documents, input from subject matter experts, observation of task performance, and conduct of focus groups. Soldiers reported estimates of the total on-duty time spent performing physically demanding tasks in both deployed and non-deployed settings. One-way analyses of variance and Duncan post-hoc tests were used to compare percentage time differences by job. Two-tailed t-tests were used to evaluate differences by setting. Frequency analyses were used to present supplementary findings. Soldiers reported performing physically demanding job-specific tasks 17.7% of the time while non-deployed and 19.6% of the time while deployed. There were significant differences in time spent on job-specific tasks across settings (p<0.05) for three of five occupational specialties. When categories of physically demanding tasks were grouped, all soldiers reported spending more time on physically demanding tasks when deployed (p<0.001). Twenty-five percent reported performing less than half the physically demanding tasks represented on the questionnaire in the last two years. Soldiers spent more time performing physically demanding tasks while deployed compared to non-deployed but spent similar amounts of time performing job-specific tasks. Published by Elsevier Ltd.

  2. Job Analysis Techniques for Restructuring Health Manpower Education and Training in the Navy Medical Department. Attachment 4. Clinic QPCB Task Sort for Clinical Physician Assistants--Dermatology, ENT, Opththalmology, Orthopedics, and Urology.

    ERIC Educational Resources Information Center

    Technomics, Inc., McLean, VA.

    This publication is Attachment 4 of a set of 16 computer listed QPCB task sorts, by career level, for the entire Hospital Corps and Dental Technician fields. Statistical data are presented in tabular form for a detailed listing of job duties for clinical physician assistants. (BT)

  3. Exposure to Psychological Aggression at Work and Job Performance: The Mediating Role of Job Attitudes and Personal Health

    PubMed Central

    Schat, Aaron; Frone, Michael R.

    2011-01-01

    Despite the growing literature on workplace aggression and the importance of employee performance at work, few studies have examined the relation between workplace aggression and job performance. The purpose of this study was to investigate the relations between psychological aggression at work and two forms of job performance (task performance and contextual performance) and potential mediators of these relations. Based on Conservation of Resources theory and prior research, a model was developed and tested in which overall job attitudes (i.e., job satisfaction and organizational commitment) and overall personal health (i.e., physical and psychological health) fully mediate the relations between exposure to psychological aggression at work and both task performance and contextual performance. Data were obtained from a national probability sample of US workers (N = 2376) and the model was tested using structural equation modelling. The results supported the hypothesized model, demonstrating that exposure to psychological aggression at work negatively predicted both task performance and contextual performance, and that these relations were explained by decrements in job attitudes and health associated with exposure to psychological aggression at work. PMID:21643471

  4. Exposure to Psychological Aggression at Work and Job Performance: The Mediating Role of Job Attitudes and Personal Health.

    PubMed

    Schat, Aaron; Frone, Michael R

    2011-01-01

    Despite the growing literature on workplace aggression and the importance of employee performance at work, few studies have examined the relation between workplace aggression and job performance. The purpose of this study was to investigate the relations between psychological aggression at work and two forms of job performance (task performance and contextual performance) and potential mediators of these relations. Based on Conservation of Resources theory and prior research, a model was developed and tested in which overall job attitudes (i.e., job satisfaction and organizational commitment) and overall personal health (i.e., physical and psychological health) fully mediate the relations between exposure to psychological aggression at work and both task performance and contextual performance. Data were obtained from a national probability sample of US workers (N = 2376) and the model was tested using structural equation modelling. The results supported the hypothesized model, demonstrating that exposure to psychological aggression at work negatively predicted both task performance and contextual performance, and that these relations were explained by decrements in job attitudes and health associated with exposure to psychological aggression at work.

  5. Job Demand and Job Resources related to the turnover intention of public health nurses: An analysis using a Job Demands-Resources model.

    PubMed

    Iguchi, Aya

    2016-01-01

    Objectives The purpose of this study was to investigate the job demands and job resources of public health nurses based on the Job Demands-Resources (JD-R) model, and to build a model that can estimate turnover intention based on job demands and job resources.Method By adding 12 items to the existing questionnaire, the author created a questionnaire consisting of 10 factors and 167 items, and used statistical analysis to examine job demands and job resources in relation to turnover intention.Results Out of 2,668 questionnaires sent, 1993 (72.5%) were returned. Considering sex-based differences in occupational stress, I analyzed women's answers in 1766 (66.2%) mails among the 1798 valid responses. The average age of respondents was 41.0±9.8 years, and the mean service duration was 17.0±10.0 years. For public health nurses, there was a turnover intention of 9.2%. The "job demands" section consisted of 29 items and 10 factors, while the "job resources" section consisted of 54 items and 22 factors. The result of examining the structure of job demands and job resources, leading to turnover intention was supported by the JD-R model. Turnover intention was strong and the Mental Component Summary (MCS) is low in those who had many job demands and few job resources (experiencing 'burn-out'). Enhancement of work engagement and turnover intention was weak in those who had many job resources. This explained approximately 60% of the dispersion to "burn-out", and approximately 40% to "work engagement", with four factors: work suitability, work significance, positive work self-balance, and growth opportunity of job resources.Conclusion This study revealed that turnover intention is strong in those who are burned out because of many job demands. Enhancement of work engagement and turnover intention is weak in those with many job resources. This suggests that suitable staffing and organized efforts to raise awareness of job significance are effective in reducing

  6. A personality trait-based interactionist model of job performance.

    PubMed

    Tett, Robert P; Burnett, Dawn D

    2003-06-01

    Evidence for situational specificity of personality-job performance relations calls for better understanding of how personality is expressed as valued work behavior. On the basis of an interactionist principle of trait activation (R. P. Tett & H. A. Guterman, 2000), a model is proposed that distinguishes among 5 situational features relevant to trait expression (job demands, distracters, constraints, releasers, and facilitators), operating at task, social, and organizational levels. Trait-expressive work behavior is distinguished from (valued) job performance in clarifying the conditions favoring personality use in selection efforts. The model frames linkages between situational taxonomies (e.g., J. L. Holland's [1985] RIASEC model) and the Big Five and promotes useful discussion of critical issues, including situational specificity, personality-oriented job analysis, team building, and work motivation.

  7. Sports Jobs Shine for Olympic Summer.

    ERIC Educational Resources Information Center

    Mariani, Matthew

    1995-01-01

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

  8. Determinants of job stress in chemical process industry: A factor analysis approach.

    PubMed

    Menon, Balagopal G; Praveensal, C J; Madhu, G

    2015-01-01

    Job stress is one of the active research domains in industrial safety research. The job stress can result in accidents and health related issues in workers in chemical process industries. Hence it is important to measure the level of job stress in workers so as to mitigate the same to avoid the worker's safety related problems in the industries. The objective of this study is to determine the job stress factors in the chemical process industry in Kerala state, India. This study also aims to propose a comprehensive model and an instrument framework for measuring job stress levels in the chemical process industries in Kerala, India. The data is collected through a questionnaire survey conducted in chemical process industries in Kerala. The collected data out of 1197 surveys is subjected to principal component and confirmatory factor analysis to develop the job stress factor structure. The factor analysis revealed 8 factors that influence the job stress in process industries. It is also found that the job stress in employees is most influenced by role ambiguity and the least by work environment. The study has developed an instrument framework towards measuring job stress utilizing exploratory factor analysis and structural equation modeling.

  9. [Job satisfaction of sales people: a covariance structure analysis of the motivational process].

    PubMed

    Adachi, T

    1998-08-01

    The purpose of this study was to investigate the relationship among job satisfaction, job involvement, and work motivation. Two hundred thirty-nine sales people completed a questionnaire of job satisfaction (pay, interpersonal relationship, work environment, and job content), job involvement, and work motivation. The data were analyzed with covariance structure analysis, and the model, which was constructed beforehand, fitted well with relatively high GFI and AGFI. Results of the analysis showed that job satisfaction, in terms of pay and interpersonal relationship, influenced job content satisfaction, which in turn indirectly influenced work motivation, mediated through job involvement. In addition, the data indicated that satisfaction with customer relationship was strongly related to job content satisfaction in the sample of sales people.

  10. Job optimization in ATLAS TAG-based distributed analysis

    NASA Astrophysics Data System (ADS)

    Mambelli, M.; Cranshaw, J.; Gardner, R.; Maeno, T.; Malon, D.; Novak, M.

    2010-04-01

    The ATLAS experiment is projected to collect over one billion events/year during the first few years of operation. The efficient selection of events for various physics analyses across all appropriate samples presents a significant technical challenge. ATLAS computing infrastructure leverages the Grid to tackle the analysis across large samples by organizing data into a hierarchical structure and exploiting distributed computing to churn through the computations. This includes events at different stages of processing: RAW, ESD (Event Summary Data), AOD (Analysis Object Data), DPD (Derived Physics Data). Event Level Metadata Tags (TAGs) contain information about each event stored using multiple technologies accessible by POOL and various web services. This allows users to apply selection cuts on quantities of interest across the entire sample to compile a subset of events that are appropriate for their analysis. This paper describes new methods for organizing jobs using the TAGs criteria to analyze ATLAS data. It further compares different access patterns to the event data and explores ways to partition the workload for event selection and analysis. Here analysis is defined as a broader set of event processing tasks including event selection and reduction operations ("skimming", "slimming" and "thinning") as well as DPD making. Specifically it compares analysis with direct access to the events (AOD and ESD data) to access mediated by different TAG-based event selections. We then compare different ways of splitting the processing to maximize performance.

  11. Scheduling periodic jobs using imprecise results

    NASA Technical Reports Server (NTRS)

    Chung, Jen-Yao; Liu, Jane W. S.; Lin, Kwei-Jay

    1987-01-01

    One approach to avoid timing faults in hard, real-time systems is to make available intermediate, imprecise results produced by real-time processes. When a result of the desired quality cannot be produced in time, an imprecise result of acceptable quality produced before the deadline can be used. The problem of scheduling periodic jobs to meet deadlines on a system that provides the necessary programming language primitives and run-time support for processes to return imprecise results is discussed. Since the scheduler may choose to terminate a task before it is completed, causing it to produce an acceptable but imprecise result, the amount of processor time assigned to any task in a valid schedule can be less than the amount of time required to complete the task. A meaningful formulation of the scheduling problem must take into account the overall quality of the results. Depending on the different types of undesirable effects caused by errors, jobs are classified as type N or type C. For type N jobs, the effects of errors in results produced in different periods are not cumulative. A reasonable performance measure is the average error over all jobs. Three heuristic algorithms that lead to feasible schedules with small average errors are described. For type C jobs, the undesirable effects of errors produced in different periods are cumulative. Schedulability criteria of type C jobs are discussed.

  12. The Systems Approach to Functional Job Analysis. Task Analysis of the Physician's Assistant: Volume I--Task Analysis Methodology and Techniques.

    ERIC Educational Resources Information Center

    Wake Forest Univ., Winston Salem, NC. Bowman Gray School of Medicine.

    Utilizing a systematic sampling technique, the professional activities of small groups of pediatricians, family practitioners, surgeons, obstetricians, and internists were observed for 4 or 5 days by a medical student who checked a prearranged activity sheet every 30 seconds to: (1) identify those tasks and activities an assistant could be trained…

  13. Integrated Job Skills and Reading Skills Training System. Final Report.

    ERIC Educational Resources Information Center

    Sticht, Thomas G.; And Others

    An exploratory study was conducted to evaluate the feasibility of determining the reading demands of navy jobs, using a methodology that identifies both the type of reading tasks performed on the job and the level of general reading skill required to perform that set of reading tasks. Next, a survey was made of the navy's job skills training…

  14. Public School Educator and Teacher Educator Job Analysis Ratings of Certification Test Objectives.

    ERIC Educational Resources Information Center

    Silvestro, John R.; And Others

    The job analysis procedures used in the development of the Illinois Certification Testing System are described. The degree of congruence between job analysis ratings provided by public school educators (PSEs) and teacher educators (TEs) who completed the job analysis surveys is examined. National Evaluation Systems, Inc., and the Illinois State…

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

    ERIC Educational Resources Information Center

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

    2017-01-01

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

  16. How task characteristics and social support relate to managerial learning: empirical evidence from Dutch home care.

    PubMed

    Ouweneel, A P Else; Taris, Toon W; Van Zolingen, Simone J; Schreurs, Paul J G

    2009-01-01

    Researchers have revealed that managers profit most from informal and on-the-job learning. Moreover, research has shown that task characteristics and social support affect informal learning. On the basis of these insights, the authors examined the effects of task characteristics (psychological job demands, job control) and social support from the supervisor and colleagues on informal on-the-job learning among 1588 managers in the Dutch home-care sector. A regression analysis revealed that high demands, high control, and high colleague and supervisor support were each associated with high levels of informal learning. The authors found no evidence for statistical interactions among the effects of these concepts. They concluded that to promote managers' informal workplace learning, employers should especially increase job control.

  17. Skill Components of Task Analysis

    ERIC Educational Resources Information Center

    Adams, Anne E.; Rogers, Wendy A.; Fisk, Arthur D.

    2013-01-01

    Some task analysis methods break down a task into a hierarchy of subgoals. Although an important tool of many fields of study, learning to create such a hierarchy (redescription) is not trivial. To further the understanding of what makes task analysis a skill, the present research examined novices' problems with learning Hierarchical Task…

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

    ERIC Educational Resources Information Center

    Saunders, Bob

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

  19. 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.

  20. Pressures, Stresses, Anxieties, and On-Job Safety of the School Superintendent.

    ERIC Educational Resources Information Center

    Chand, Krishan

    Identification of the causes of job stress for public school superintendents, with a focus on personal-experiential and task variables, is the purpose of this study. Methodology involved a mail survey of 1,531 randomly selected superintendents. Canonical correlation analysis (CCA) and multiple regression correlation (MCR) analysis were used to…

  1. Major Events Leading to Establishment of The National Task Bank.

    ERIC Educational Resources Information Center

    Upjohn (W.E.) Inst. for Employment Research, Washington, DC.

    This document describes how the plan for a National Task Bank evolved as part of an effort to encourage State and local public welfare agencies to adopt new approaches to staff planning and utilization. The task bank is an outgrowth of the application of systems approach and functional job analysis to agency management. Individualized data banks…

  2. Scheduling periodic jobs that allow imprecise results

    NASA Technical Reports Server (NTRS)

    Chung, Jen-Yao; Liu, Jane W. S.; Lin, Kwei-Jay

    1990-01-01

    The problem of scheduling periodic jobs in hard real-time systems that support imprecise computations is discussed. Two workload models of imprecise computations are presented. These models differ from traditional models in that a task may be terminated any time after it has produced an acceptable result. Each task is logically decomposed into a mandatory part followed by an optional part. In a feasible schedule, the mandatory part of every task is completed before the deadline of the task. The optional part refines the result produced by the mandatory part to reduce the error in the result. Applications are classified as type N and type C, according to undesirable effects of errors. The two workload models characterize the two types of applications. The optional parts of the tasks in an N job need not ever be completed. The resulting quality of each type-N job is measured in terms of the average error in the results over several consecutive periods. A class of preemptive, priority-driven algorithms that leads to feasible schedules with small average error is described and evaluated.

  3. Task Analysis - Its Relation to Content Analysis.

    ERIC Educational Resources Information Center

    Gagne, Robert M.

    Task analysis is a procedure having the purpose of identifying different kinds of performances which are outcomes of learning, in order to make possible the specification of optimal instructional conditions for each kind of outcome. Task analysis may be related to content analysis in two different ways: (1) it may be used to identify the probably…

  4. Functional Job Analysis: An Annotated Bibliography. Methods for Manpower Analysis No. 10.

    ERIC Educational Resources Information Center

    Fine, Sidney A.; And Others

    The bibliography provides a chronological survey of the development, growth, and application of the concept of Functional Job Analysis (FJA) which provides for the formulation of qualifications of workers and the requirements of jobs in the same terms so that the one can be equated with measures of the other. An introductory section discusses FJA,…

  5. National Job Corps Study: Report on the Process Analysis. Research and Evaluation Report Series.

    ERIC Educational Resources Information Center

    Johnson, Terry; Gritz, Mark; Jackson, Russell; Burghardt, John; Boussy, Carol; Leonard, Jan; Orians, Carlyn

    This report presents results of a process analysis that describes and documents Job Corps services and operations. Chapter one provides overviews of Job Corps, the national Job Corps study, and the process analysis. Chapter two describes the administrative structure of Job Corps and presents data on the geographic distribution and characteristics…

  6. Relationship between meaningful work and job performance in nurses.

    PubMed

    Tong, Ling

    2018-04-01

    The present study was designed to determine the relationship between meaningful work and job performance, and the impact of meaningful work on nursing care quality. Meaningful work has been suggested as a significant factor affecting job performance, but the relationship has never been studied in nurses in China. A descriptive correlational study was designed to assess the level of meaningful work, tasks, and contextual performance as well as their relationships. We used a stratified random-sampling approach to enrol nurses from hospitals. Multivariate regression analysis was applied to determine the relationship between meaningful work and their demographic data. There were significant, positive relationships between meaningful work and task performance and contextual performance. Education level, work unit, and employment type influenced meaningful work. The work motivation score of the nurses was lower than that of the other 2 dimensions, and a negative work motivation score negatively influenced job performance. Improving meaningful work and providing more support and assistance could improve nurse performance, thereby improving the quality of nursing care. © 2018 John Wiley & Sons Australia, Ltd.

  7. A Method for Cognitive Task Analysis

    DTIC Science & Technology

    1992-07-01

    A method for cognitive task analysis is described based on the notion of ’generic tasks’. The method distinguishes three layers of analysis. At the...model for applied areas such as the development of knowledge-based systems and training, are discussed. Problem solving, Cognitive Task Analysis , Knowledge, Strategies.

  8. Job Hazard Analysis

    DTIC Science & Technology

    1998-01-01

    Performing Organization Name(s) and Address(es) U.S. Department of Labor Occupational Safety & Health Administration 200 Constitution Avenue Washington, DC...20210 Performing Organization Report Number OSHA 3071 Sponsoring/Monitoring Agency Name(s) and Address(es) Sponsor/Monitor’s Acronym(s) Sponsor...identifying existing or potential job hazards (both safety and health), and determining the best way to perform the job or to reduce or eliminate these

  9. Job Descriptions and Organizational Analysis for Hospitals and Related Health Services.

    ERIC Educational Resources Information Center

    Manpower Administration (DOL), Washington, DC. U.S. Training and Employment Service.

    Descriptions of 238 hospital payroll jobs are based on a job analysis study of all jobs within specified departments of 27 hospitals, and are intended for use of public employment offices and as a source of occupational information for hospital personnel administrators. Under major sections corresponding to the hospital divisions of…

  10. Job-mix modeling and system analysis of an aerospace multiprocessor.

    NASA Technical Reports Server (NTRS)

    Mallach, E. G.

    1972-01-01

    An aerospace guidance computer organization, consisting of multiple processors and memory units attached to a central time-multiplexed data bus, is described. A job mix for this type of computer is obtained by analysis of Apollo mission programs. Multiprocessor performance is then analyzed using: 1) queuing theory, under certain 'limiting case' assumptions; 2) Markov process methods; and 3) system simulation. Results of the analyses indicate: 1) Markov process analysis is a useful and efficient predictor of simulation results; 2) efficient job execution is not seriously impaired even when the system is so overloaded that new jobs are inordinately delayed in starting; 3) job scheduling is significant in determining system performance; and 4) a system having many slow processors may or may not perform better than a system of equal power having few fast processors, but will not perform significantly worse.

  11. Proposed qualification requirements for selected railroad jobs

    DOT National Transportation Integrated Search

    1975-01-01

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

  12. Automated Hazard Analysis

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

    Riddle, F. J.

    2003-06-26

    The Automated Hazard Analysis (AHA) application is a software tool used to conduct job hazard screening and analysis of tasks to be performed in Savannah River Site facilities. The AHA application provides a systematic approach to the assessment of safety and environmental hazards associated with specific tasks, and the identification of controls regulations, and other requirements needed to perform those tasks safely. AHA is to be integrated into existing Savannah River site work control and job hazard analysis processes. Utilization of AHA will improve the consistency and completeness of hazard screening and analysis, and increase the effectiveness of the workmore » planning process.« less

  13. Relationships between job organisational factors, biomechanical and psychosocial exposures.

    PubMed

    Bao, Stephen S; Kapellusch, Jay M; Merryweather, Andrew S; Thiese, Matthew S; Garg, Arun; Hegmann, Kurt T; Silverstein, Barbara A

    2016-01-01

    The relationships between work organisational, biomechanical and psychosocial factors were studied using cross-sectional data from a pooled dataset of 1834 participants. The work organisational factors included: job rotation, overtime work, having second jobs and work pace. Task and job level biomechanical variables were obtained through sub-task data collected in the field or analysed in the laboratory. Psychosocial variables were collected based on responses to 10 questions. The results showed that job rotations had significant effects on all biomechanical and most psychosocial measures. Those with job rotations generally had higher job biomechanical stressors, and lower job satisfaction. Overtime work was associated with higher job biomechanical stressors, and possibly self-reported physical exhaustion. Those having second jobs reported getting along with co-workers well. Work pace had significant influences on all biomechanical stressors, but its impact on job biomechanical stressors and psychosocial effects are complicated. The findings are based on a large number of subjects collected by three research teams in diverse US workplaces. Job rotation practices used in many workplaces may not be effective in reducing job biomechanical stressors for work-related musculoskeletal disorders. Overtime work is also associated with higher biomechanical stressors.

  14. The relationship between job satisfaction and job factors in industrial work design: a case study of the automotive industries in Malaysia.

    PubMed

    Dawal, Siti Zawiah M; Taha, Z

    2004-12-01

    A survey was conducted to investigate the relationship between job satisfaction and job factors that affect work design in two automotives manufacturing companies in Malaysia. A set of multiple choices questionnaires was developed and data were collected by interviewing the employees at the production plant. Hundred and seventy male subjects between the ages of 18 to 40 years with the mean age of 26.8 and SD of 5.3 years and mean work experience of 6.5 and SD of 4.9 years took part in the survey. The survey focused on job factors, i.e. skill variety, task identity, task significance, autonomy and feedback. The results support the previous findings that job factors are significantly correlated to job satisfaction. Furthermore, it also highlights the significant influence of age, work experience and marital status.

  15. Linking Task Analysis with Student Learning.

    ERIC Educational Resources Information Center

    Sherman, Thomas M.; Wildman, Terry M.

    An examination of task analysis from several perspectives in order to identify some of its purposes and advantages reveals that, as the interest in learning theory has shifted from a predominately behavioral perspective to a more cognitive orientation, the purpose of task analysis has also shifted. Formerly the purpose of task analysis was to aid…

  16. A Job Announcement Analysis of Educational Technology Professional Positions: Knowledge, Skills, and Abilities

    ERIC Educational Resources Information Center

    Kang, YoungJu; Ritzhaupt, Albert D.

    2015-01-01

    The purpose of this research was to identify the competencies of an educational technologist via a job announcement analysis. Four hundred job announcements were collected from a variety of online job databases over a 5-month period. Following a systematic process of collection, documentation, and analysis, we derived over 150 knowledge, skill,…

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

    ERIC Educational Resources Information Center

    Friedman, Lee; Harvey, Robert J.

    1986-01-01

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

  18. Impact of job insecurity on sexual desire: an exploratory analysis.

    PubMed

    Domenighetti, Gianfranco; Tomada, Angelo; Marazzi, Alfio; Abazi, Ornela; Quaglia, Jacqueline

    2009-08-22

    To explore, for the first time, the impact of job insecurity on sexual desire. Cross-sectional analysis of a nationally representative sample of 7247 individuals aged 20-64 years working as full or part-time employees in Switzerland. The logistic regression analysis showed that workers aged 20-49 years perceiving high levels of job insecurity are exposed to a significantly higher risk of decrease of sexual desire compared to the reference group. The risk is 53% higher among men (OR 1.53; 95% CI 1.16-2.01) and 47% for woman (OR 1.47; 1.13-1.91). No increased risk was found for employees aged 50-64 years old. An increasing fear of job loss is associated with a deterioration in sexual desire. These first preliminary findings should promote further epidemiological and clinical prospective studies on the impact of job insecurity on intimate relationships and sexual dysfunction.

  19. Organizational structure and job satisfaction in public health nursing.

    PubMed

    Campbell, Sara L; Fowles, Eileen R; Weber, B Jan

    2004-01-01

    The purpose of this descriptive study was to describe the characteristics and relationship of organizational structure and job satisfaction in public health nursing. A significant relationship was found between organizational structure variables and job satisfaction for public health nurses employed in down state Illinois local health departments. The findings of this study suggest that work environments in which supervisors and subordinates consult together concerning job tasks and decisions, and in which individuals are involved with peers in decision making and task definition, are positively related to job satisfaction. This information will assist nurse administrators in development of work structures that support participative decision making and enhance job satisfaction, critical to retaining and attracting a well-qualified public health nurse workforce.

  20. The effects of leadership and ward factors on job satisfaction in nursing homes: a multilevel approach.

    PubMed

    Havig, Anders K; Skogstad, Anders; Veenstra, Marijke; Romøren, Tor I

    2011-12-01

    To examine (1) the relationships between job satisfaction and task- and relationship-oriented leadership and (2) the direct and moderating effects on job satisfaction of three ward-level factors: workload, use of teams and staff stability. Job satisfaction in nursing homes is vital to meeting the challenges related to recruitment and turnover. Cross-sectional design. A multilevel analysis approach was used to recognise a hierarchal structure of determined factors and to capture variation in job satisfaction at the individual and ward level. A questionnaire was sent to 444 registered nurses, auxiliary nurses and unskilled nursing assistants. Structured interviews were administered to 40 ward managers and 13 directors, and 900 hours of field observations was conducted in 40 nursing home wards throughout Norway. We found a significant relationship between job satisfaction and task-oriented and relationship-oriented leadership styles, with a stronger effect for task orientation. The effect of the two leadership styles varied significantly across wards. Furthermore, staff stability had both a significant positive direct effect and a moderating effect on job satisfaction, whereas the two other ward-level predictors yielded no significant contributions. The relatively stronger effect of task-oriented leadership on job satisfaction, particularly in wards with low staff stability, is in contrast to most previous studies and suggests that there may be specific conditions in nursing homes that favour the use of this leadership style. The varying effect of both leadership styles indicates that staff in different nursing home wards could benefit from the use of different leadership styles. The study highlights the importance of using different leadership behaviour and the importance of high staff stability to ensure job satisfaction among nursing home personnel. © 2011 Blackwell Publishing Ltd.

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

    ERIC Educational Resources Information Center

    McCormick, Ernest J.

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

  2. Analysis of Skeletal Muscle Metrics as Predictors of Functional Task Performance

    NASA Technical Reports Server (NTRS)

    Ryder, Jeffrey W.; Buxton, Roxanne E.; Redd, Elizabeth; Scott-Pandorf, Melissa; Hackney, Kyle J.; Fiedler, James; Ploutz-Snyder, Robert J.; Bloomberg, Jacob J.; Ploutz-Snyder, Lori L.

    2010-01-01

    PURPOSE: The ability to predict task performance using physiological performance metrics is vital to ensure that astronauts can execute their jobs safely and effectively. This investigation used a weighted suit to evaluate task performance at various ratios of strength, power, and endurance to body weight. METHODS: Twenty subjects completed muscle performance tests and functional tasks representative of those that would be required of astronauts during planetary exploration (see table for specific tests/tasks). Subjects performed functional tasks while wearing a weighted suit with additional loads ranging from 0-120% of initial body weight. Performance metrics were time to completion for all tasks except hatch opening, which consisted of total work. Task performance metrics were plotted against muscle metrics normalized to "body weight" (subject weight + external load; BW) for each trial. Fractional polynomial regression was used to model the relationship between muscle and task performance. CONCLUSION: LPMIF/BW is the best predictor of performance for predominantly lower-body tasks that are ambulatory and of short duration. LPMIF/BW is a very practical predictor of occupational task performance as it is quick and relatively safe to perform. Accordingly, bench press work best predicts hatch-opening work performance.

  3. [Relationship of job stress with job burnout and quality of work life in workers for offshore oil platforms].

    PubMed

    Zhang, Y; Liu, X L; Wei, T D; Lan, Y J

    2017-03-20

    Objective: To evaluate the current status of job burnout and qual ity of work life (QWL) in workers for offshore oil platforms, and to analyze the relationship of job stress with job burnout and QWL and the direct and indirect effects of job stress on QWL. Methods: Cluster random sampling was used to select 382 work-ers for 8 oil platforms of China National Offshore Oil Corporation in October 2015. A self - designed questionnaire was used to collect the individual characteristics of subjects. The Quality of Work Life Scale (QWL7 - 32) , Occupa-tional Stress Inventory - Revised Edition (OSI - R) , and Maslach Burnout Inventory - General Survey (MBI - GS) were used to investigate the QWL, job stress, and job burnout of subjects. Results: Among all the workers for offshore oil platforms, 87.2% had mild job burnout. The total QWL score was 116.01 ± 16.73; 8.3% of the workers had poor QWL, and 68.5% had moderate QWL. QWL was reduced with heavier task, vaguer task, and increasing mental stress and physical stress ( P <0.05) , and increased with more social support ( P <0.05) . Job stress had di-rect and indirect effects on QWL; stress reaction had the most effect on QWL (total effect size - 0.509) , followed by social support (total effect size 0.444) . Conclusion: Most workers for offshore oil platforms have mild job burn-out and moderate QWL. Job stress is associated with job burnout and QWL, and stress reaction and social support have relatively high influence on QWL.

  4. Factors influencing job satisfaction among registered nurses: a questionnaire survey in Mashhad, Iran.

    PubMed

    Atefi, Narges; Lim Abdullah, Khatijah; Wong, Li Ping; Mazlom, Reza

    2015-05-01

    Job satisfaction is a critical factor in health care. Strong empirical evidence supports a causal relationship between job satisfaction, patient safety and quality of care. To determine the level of nurses' job satisfaction and its associated factors. A stratified random sample of 421 registered nurses working at a large hospital in Mashhad, Iran was surveyed. The results showed that autonomy, task requirement and work interaction had scores higher than their respective median on the subscales. There were significant differences between demographic characteristics and the autonomy, task requirement, work interaction, salary, work condition, professional development, supportive nursing management, decision making, professional status subscales and mean total job satisfaction. In univariate analysis, young age, being female and being married were significantly associated with a higher level of job satisfaction. The adjusted R(2) for this model was 0.14, indicating that the model explained 14% of the variability. The regression model was highly significant, F (4298) = 13.194, P < 0.001. The authors emphasise that the human resources policies and incentives need to be re-visited. Efforts undertaken to improve working conditions, supportive nursing management, improved professional status, professional development and increased salaries are some of the ways for nurse managers to improve job satisfaction. © 2013 John Wiley & Sons Ltd.

  5. A framework for graph-based synthesis, analysis, and visualization of HPC cluster job data.

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

    Mayo, Jackson R.; Kegelmeyer, W. Philip, Jr.; Wong, Matthew H.

    The monitoring and system analysis of high performance computing (HPC) clusters is of increasing importance to the HPC community. Analysis of HPC job data can be used to characterize system usage and diagnose and examine failure modes and their effects. This analysis is not straightforward, however, due to the complex relationships that exist between jobs. These relationships are based on a number of factors, including shared compute nodes between jobs, proximity of jobs in time, etc. Graph-based techniques represent an approach that is particularly well suited to this problem, and provide an effective technique for discovering important relationships in jobmore » queuing and execution data. The efficacy of these techniques is rooted in the use of a semantic graph as a knowledge representation tool. In a semantic graph job data, represented in a combination of numerical and textual forms, can be flexibly processed into edges, with corresponding weights, expressing relationships between jobs, nodes, users, and other relevant entities. This graph-based representation permits formal manipulation by a number of analysis algorithms. This report presents a methodology and software implementation that leverages semantic graph-based techniques for the system-level monitoring and analysis of HPC clusters based on job queuing and execution data. Ontology development and graph synthesis is discussed with respect to the domain of HPC job data. The framework developed automates the synthesis of graphs from a database of job information. It also provides a front end, enabling visualization of the synthesized graphs. Additionally, an analysis engine is incorporated that provides performance analysis, graph-based clustering, and failure prediction capabilities for HPC systems.« less

  6. The Curvilinear Relationship between State Neuroticism and Momentary Task Performance

    PubMed Central

    Debusscher, Jonas; Hofmans, Joeri; De Fruyt, Filip

    2014-01-01

    A daily diary and two experience sampling studies were carried out to investigate curvilinearity of the within-person relationship between state neuroticism and task performance, as well as the moderating effects of within-person variation in momentary job demands (i.e., work pressure and task complexity). In one, results showed that under high work pressure, the state neuroticism–task performance relationship was best described by an exponentially decreasing curve, whereas an inverted U-shaped curve was found for tasks low in work pressure, while in another study, a similar trend was visible for task complexity. In the final study, the state neuroticism–momentary task performance relationship was a linear one, and this relationship was moderated by momentary task complexity. Together, results from all three studies showed that it is important to take into account the moderating effects of momentary job demands because within-person variation in job demands affects the way in which state neuroticism relates to momentary levels of task performance. Specifically, we found that experiencing low levels of state neuroticism may be most beneficial in high demanding tasks, whereas more moderate levels of state neuroticism are optimal under low momentary job demands. PMID:25238547

  7. The identification of job opportunities for severely disabled sick-listed employees

    PubMed Central

    2012-01-01

    Background Work disability is a major problem for both the worker and society. To explore the work opportunities in regular jobs of persons low in functional abilities, we tried to identify occupations low in task demands. Because of the variety of functional abilities and of the corresponding work demands, the disabled persons need to be classified by type of disability in a limited number of subgroups. Within each subgroup, occupations judged suitable for the most seriously disabled will be selected as having a very low level of the corresponding task demands. These occupations can be applied as reference occupations to assess the presence or absence of work capacity of sick-listed employees in regular jobs, and as job opportunities for people with a specific type of functional disability. Methods Registered data from 50,931 disability assessments within the Dutch social security system were used in a second order factor analysis to identify types of disabilities in claimants for a disability pension. Threshold values were chosen to classify claimants according to the severity of the disability. In the disability assessment procedure, a labour expert needs to select jobs with task demands not exceeding the functional abilities of the claimant. For each type of disability, the accessible jobs for the subgroup of the most severely disabled claimants were identified as lowest in the corresponding demand. Results The factor analysis resulted in four types of disabilities: general physical ability; autonomy; psychological ability; and manual skills. For each of these types of disablement, a set of four to six occupations low in task demands were selected for the subgroup of most severely disabled claimants. Because of an overlap of the sets of occupations, 13 occupations were selected in total. The percentage of claimants with at least one of the occupations of the corresponding set (the coverage), ranged from 84% to 93%. An alternative selection of six occupations

  8. Evaluating Maintenance Performance: Test Administrator's Manual and Test Subject's Instructions for Criterion Referenced Job Task Performance Tests for Electronic Maintenance. Final Report.

    ERIC Educational Resources Information Center

    Shriver, Edgar L.; And Others

    This document furnishes a complete copy of the Test Subject's Instructions and the Test Administrator's Handbook for a battery of criterion referenced Job Task Performance Tests (JTPT) for electronic maintenance. General information is provided on soldering, Radar Set AN/APN-147(v), Radar Set Special Equipment, Radar Set Bench Test Set-Up, and…

  9. Applied Cognitive Task Analysis (ACTA) Methodology

    DTIC Science & Technology

    1997-11-01

    experienced based cognitive skills. The primary goal of this project was to develop streamlined methods of Cognitive Task Analysis that would fill this need...We have made important progression this direction. We have developed streamlined methods of Cognitive Task Analysis . Our evaluation study indicates...developed a CD-based stand alone instructional package, which will make the Applied Cognitive Task Analysis (ACTA) tools widely accessible. A survey of the

  10. A Model of Job Facet Satisfaction.

    ERIC Educational Resources Information Center

    Conway, Patricia G.; And Others

    1987-01-01

    Elements of the job that lead to overall job satisfaction were surveyed among public employees. The 17-facet model included promotion, training, supervisor, upper management, organization of work tasks, work stress, work challenge and autonomy, physical work space and equipment, work group, organizational structure, pay, etc. (Author/MH)

  11. A job analysis design for the rail industry : description and model analysis of the job of freight conductor.

    DOT National Transportation Integrated Search

    2013-10-01

    This document provides a step-by-step description of the design and execution of a strategic job analysis, using the position of Freight Conductor as an example. This document was created to be useful for many different needs, and can be used as an e...

  12. Running High-Throughput Jobs on Peregrine | High-Performance Computing |

    Science.gov Websites

    unique name (using "name=") and usse the task name to create a unique output file name. For runs on and how many tasks to give to each worker at a time using the NITRO_COORD_OPTIONS environment . Finally, you start Nitro by executing launch_nitro.sh. Sample Nitro job script To run a job using the

  13. Effects of a Photo Activity Schedule Book on Independent Task Changes by Students with Intellectual Disabilities in Community and School Job Sites

    ERIC Educational Resources Information Center

    Carson, Keyla D; Gast, David L.; Ayres, Kevin M.

    2008-01-01

    The purpose of this study was to evaluate the effectiveness of using a photo activity schedule book to increase independent transitioning between vocational tasks inside a school cafeteria and at a community job site. Three students with mild to moderate intellectual disabilities, enrolled in a self-contained classroom in a public high school,…

  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. A social information processing approach to job attitudes and task design.

    PubMed

    Salancik, G R; Pfeffer, J

    1978-06-01

    This article outlines a social information processing approach to explain job attitudes. In comparison with need-satisfaction and expectancy models to job attitudes and motivation, the social information processing perspective emphasizes the effects of context and the consequences of past choices, rather than individual predispositions and rational decision-making processes. When an individual develops statements about attitude or needs, he or she uses social information--information about past behavior and about what others think. The process of attributing attitudes or needs from behavior is itself affected by commitment processes, by the saliency and relevance of information, and by the need to develop socially acceptable and legitimate rationalizations for actions. Both attitudes and need statements, as well as characterizations of jobs, are affected by informational social influence. The implications of the social information processing perspective for organization development efforts and programs of job redesign are discussed.

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

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

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

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

  17. [Job stress of nursing aides in Swiss nursing homes : Nonlinear canonical analysis].

    PubMed

    Ziegler, A; Bernet, M; Metzenthin, P; Conca, A; Hahn, S

    2016-08-01

    Due to demographic changes, the demand for care in nursing homes for the elderly and infirmed is growing. At the same time nursing staff shortages are also increasing. Nursing aides are the primary care providers and comprise the largest staff group in Swiss nursing homes. They are exposed to various forms of job stress, which threaten job retention. The aim of this study was to discover which features of the work situation and which personal characteristics of the nursing aides were related to the workload. Data from nursing aides in Swiss nursing homes were investigated through a secondary analysis of a national quantitative cross-sectional study, using descriptive statistics and a nonlinear canonical correlation analysis. A total of 1054 nursing aides were included in the secondary analysis, 94.6 % of whom were women between the ages of 42 and 61 years. The job stress most frequently mentioned in the descriptive analysis, almost 60 % of the participants referred to it, was staff shortage. The nonlinear canonical correlation analysis revealed that many job strains are caused by social and organizational issues. In particular, a lack of support from supervisors was associated with staff not feeling appreciated. These job strains correlated with a high level of responsibility, the feeling of being unable to work independently and a feeling of being exploited. These strains were predominant in the nursing aides between 32 and 51 years old who had part time jobs but workloads of 80-90 %. Middle-aged nursing aides who worked to 80-90 % are particularly at risk to resign from the position prematurely. Measures need to be mainly implemented in the social and organizational areas. It can be assumed that a targeted individual support, recognition and promotion of nursing aides may decrease the level of job strain.

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

    PubMed

    Wong, Carol M; Tetrick, Lois E

    2017-01-01

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

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

    PubMed Central

    Wong, Carol M.; Tetrick, Lois E.

    2017-01-01

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

  20. Contextualized Literacy in Green Jobs Training

    ERIC Educational Resources Information Center

    Waugh, Alexandra

    2013-01-01

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

  1. Providing Better University Personnel through Job Sharing.

    ERIC Educational Resources Information Center

    Hutton, Clifford E.; McFarlin, Joy Simon

    1982-01-01

    Universities could benefit by offering more flexible part-time job opportunities such as job-sharing, following an apparent national trend in accommodating social and economic needs. Institutions have many options in scheduling and allocating tasks. Possible benefits include improved employee attitude and productivity. (MSE)

  2. The Technologist Function in Fields Related to Radiology: Tasks in Radiation Therapy and Diagnostic Ultrasound. Research Report No. 9; Relating Technologist Tasks in Diagnostic Radiology, Ultrasound and Radiation Therapy. Research Report No. 10.

    ERIC Educational Resources Information Center

    Gilpatrick, Eleanor

    The two research reports included in this document describe the application of the Health Services Mobility Study (HSMS) task analysis method to two technologist functions and examine the interrelationships of these tasks with those in diagnostic radiology. (The HSMS method includes processes for using the data for designing job ladders, for…

  3. Word Fluency: A Task Analysis.

    ERIC Educational Resources Information Center

    Laine, Matti

    It is suggested that models of human problem solving are useful in the analysis of word fluency (WF) test performance. In problem-solving terms, WF tasks would require the subject to define and clarify the conditions of the task (task acquisition), select and employ appropriate strategies, and monitor one's performance. In modern neuropsychology,…

  4. Task Training Emphasis for Determining Training Priority.

    DTIC Science & Technology

    1987-08-01

    the relative time spent on tasks performed in their current jobs. Supervisors also rated the tasks on several different task factors, including a new... different task factors, including Task Difficulty, Probable Consequences of Inadequate Performance, Task Delay Tolerance, and Recommended Training Emphasis...3 11. APPROACH. .. ..... ..... ...... ..... ..... ...... ...... 4 III. METHOD

  5. A Method for Determining Job Types for Low Aptitude Airmen.

    ERIC Educational Resources Information Center

    Mayo, Clyde C.

    An opinion survey method for identifying low aptitude job types was developed and used in a study of 11 Air Force career ladders. Lists of low aptitude tasks were defined by technical advisers. These tasks were then rated on nine factors by Air Force instructors who also described low aptitude job types and gave their opinion concerning the…

  6. The influence of a real job on upper limb performance in motor skill tests: which abilities are transferred?

    PubMed

    Giangiardi, Vivian Farahte; Alouche, Sandra Regina; de Freitas, Sandra Maria Sbeghen Ferreira; Pires, Raquel Simoni; Padula, Rosimeire Simprini

    2018-06-01

    To investigate whether the specificities of real jobs create distinctions in the performance of workers in different motor tests for the upper limbs, 24 participants were divided into two groups according to their specific job: fine and repetitive tasks and general tasks. Both groups reproduced tasks related to aiming movements, handling and strength of the upper limbs. There were no significant differences between groups in the dexterity and performance of aiming movements. However, the general tasks group had higher grip strength than the repetitive tasks group, demonstrating differences according to job specificity. The results suggest that a particular motor skill in a specific job cannot improve performance in other tasks with the same motor requirements. The transfer of the fine and gross motor skills from previous experience in a job-specific task is the basis for allocating training and guidance to workers.

  7. Trends in employer postings for epidemiology jobs: an analysis of PublicHealthJobs.net data from 2003 to 2016.

    PubMed

    Frankenfeld, Cara L

    2017-09-01

    To analyze public health job posting data to help objectively inform epidemiology faculty and students about skills sought by employers. Raw data from PublicHealthJobs.net database (January 2003-October 2016) was data-mined and analyzed (n = 25,308 job postings). There were 3985 jobs that were classified with an epidemiology designation, either as the only designation or co-occurring with another designation. Frequencies and percentages were calculated for job type, industry, location, degree requirements, CPH credential, and specialized skills. The majority of recent postings (January 2014-October 2016) were for full-time positions (60.8%). The highest proportion of recent job industries was education/academic/research (44.3%), state government (17.5%), and nonprofit/NGO (16.3%). A masters-level degree was listed in 71.4% of postings, frequently co-occurring with other degree levels. Epidemiology as the only job class was listed in 1765 postings (45.3%). Most characteristics of epidemiology job postings did not appreciably change over the time period, but there were some specialized skill differences. This analysis illustrates how employment sites can be used to identify employer preferences in epidemiology hires. There may be some skills that are beneficial additions to public health curricula or that job-seeking future epidemiologists may wish to enhance during their training. Copyright © 2017 Elsevier Inc. All rights reserved.

  8. Physically demanding jobs and occupational injury and disability in the U.S. Army.

    PubMed

    Hollander, Ilyssa E; Bell, Nicole S

    2010-10-01

    Effective job assignments should take into account physical capabilities to perform required tasks. Failure to do so is likely to result in increased injuries and musculoskeletal disability. To evaluate the association between job demands and health outcomes among U.S. Army soldiers. Multivariate Cox proportional hazards analysis is used to describe associations between job demands, hospitalizations, and disability among 261,096 enlisted Army soldiers in heavily, moderately, and lightly physically demanding occupations (2000-2005) who were followed for up to 5 years. Controlling for gender, race, and age, soldiers in heavily demanding jobs were at increased risk for any-cause injury, on-duty injuries, any-cause hospitalizations, and any-cause disability, but not for musculoskeletal disability. Army job assignments should more accurately match physical capabilities to job demands and/or jobs should be redesigned to reduce injuries. Though musculoskeletal disorders are often the result of acute injury, the demographic and occupational risk patterns differ from acute injury.

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

    PubMed

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

    2018-04-01

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

  10. Job Evaluation with the Position Analysis Questionnaire

    ERIC Educational Resources Information Center

    Harris, Alma F.; Matson, G. Albion

    1976-01-01

    Assessment of the Position Analysis Questionnaire (PAQ) at a four-year state college with 8,000 students indicates that the PAQ job evaluation method is sufficiently valid and has enough unique advantages to warrant its serious consideration for use by college and university personnel administrators. (LBH)

  11. Relationship between job stress, occupational position and job satisfaction using a brief job stress questionnaire (BJSQ).

    PubMed

    Kawada, Tomoyuki; Otsuka, Toshiaki

    2011-01-01

    Subjects with higher occupational position are speculated to have higher ability to handle with stress, and they were less affected by job stress. This study focused on the relationship between job satisfaction and three sub-scales of a brief job stress questionnaire (BJSQ) related to workload. This self-administered questionnaire was distributed to 371 employees of a company, and all the workers sent back their responses. Among the 57 items graded on a 4-point Likert-type scale to measure job stressors, psycho-physical complaints, and support for workers, the authors studied the influence of quantitative and qualitative job overload (six items), job control (three items), and support port (six items). The job satisfaction score estimated on a 4-point Likert-type scale was also used in relation to job stress determined using a 15-item scale from the BJSQ based on demand-control-support model. Occupational positions were classified into directors, managers, and general workers, and the content of job was classified into clerical workers, skilled technicians, and unskilled manual workers. All the scales on job stress presented acceptable alpha coefficients reflecting high internal consistency (job demand: 0.855, job control: 0.644, and support: 0.878, respectively). Principal axis factor analysis was conducted, and three factors were extracted; support, job demand and job control. There was a significant difference in the mean score among four groups divided by the job satisfaction level as evaluated by Dunnett's multiple comparison, and members who were dissatisfied with their job showed a high job demand, limited job control, and poor support. The mean score of support for managers were significantly higher (lower support) than that for general workers. The logistic regression analysis revealed that job control and support contributed significantly to job satisfaction. In addition, unskilled manual workers showed significantly higher job dissatisfaction compared

  12. Nursing stress and patient care: real-time investigation of the effect of nursing tasks and demands on psychological stress, physiological stress, and job performance: study protocol.

    PubMed

    Farquharson, Barbara; Bell, Cheryl; Johnston, Derek; Jones, Martyn; Schofield, Pat; Allan, Julia; Ricketts, Ian; Morrison, Kenny; Johnston, Marie

    2013-10-01

    To examine the effects of nursing tasks (including their physiological and psychological demands, and the moderating effects of reward and control) on distress and job performance in real time. Nurses working in hospital settings report high levels of occupational stress. Stress in nurses has been linked to reduced physical and psychological health, reduced job satisfaction, increased sickness absence, increased staff turnover, and poorer job performance. In this study, we will investigate theoretical models of stress and use multiple methods, including real-time data collection, to assess the relationship between stress and different nursing tasks in general medical and surgical ward nurses. A real-time, repeated measures design. During 2011/2012, 100 nurses from a large general teaching hospital in Scotland will: (a) complete self-reports of mood; (b) have their heart rate and activity monitored over two shifts to obtain physiological indices of stress and energy expenditure; (c) provide perceptions of the determinants of stress in complex ward environments; and (d) describe their main activities. All measures will be taken repeatedly in real time over two working shifts. Data obtained in this study will be analysed to examine the relationships between nursing tasks, self-reported and physiological measures of stress and to assess the effect of occupational stress on multiple work outcomes. The results will inform theoretical understanding of nurse stress and its determinants and suggest possible targets for intervention to reduce stress and associated harmful consequences. © 2013 Blackwell Publishing Ltd.

  13. Safety analysis of patient transfers and handling tasks.

    PubMed

    Vieira, Er; Kumar, S

    2009-10-01

    Low-back disorders are related to biomechanical demands, and nurses are among the professionals with the highest rates. Quantification of risk factors is important for safety assessment and reduction of low-back disorders. This study aimed to quantify physical demands of frequent nursing tasks and provide evidence-based recommendations to increase low-back safety. Thirty-six volunteer female nurses participated in a cross-sectional study of nine nursing tasks. Lumbar range of motion (ROM) and motion during nursing tasks were measured. Compression and shear forces at L5/S1, ligament strain and percentage of population without sufficient torso strength to perform 14 phases of nine nursing tasks were estimated. Peak flexions during trolley-to-bed, bed-to-chair and chair-to-bed transfers reached the maximum flexion ROM of the nurses. Average lumbar flexion during trolley-to-bed transfers was >50% of flexion ROM, being higher than during all other tasks. Mean (SD) compression at L5/S1 (4754 N (437 N)) and population without sufficient torso strength (37% (9%)) were highest during the pushing phase of bed-to-trolley transfers. Shear force (487 N (40 N)) and ligament strain (14% (5%)) were highest during the pulling phase of trolley-to-bed transfers. Nursing tasks impose high biomechanical demands on the lumbar spine. Excessive lumbar flexion and forces are critical aspects of manual transfers requiring most of the nurses' capabilities. Evidence-based recommendations to improve low-back safety in common nursing tasks were provided. Fitness to work, job modifications and training programs can now be designed and assessed based on the results.

  14. DEVELOPMENT OF PROCEDURES FOR DERIVING TRAINING OBJECTIVES FOR JUNIOR OFFICER JOBS.

    ERIC Educational Resources Information Center

    AMMERMAN, HARRY L.

    A SYSTEMATIC METHOD WAS DEVELOPED TO BE USED BY SERVICE SCHOOL PERSONNEL IN PREPARING JOB-ORIENTED TRAINING OBJECTIVES FOR JUNIOR OFFICERS, PRIMARILY IN THE FORM OF BEHAVIORAL STATEMENTS OF PERFORMANCE EXPECTED AFTER TRAINING. THE PROCEDURES DEVELOPED WERE (1) LISTING ALL TASKS FOR A JOB, (2) SELECTING TASKS FOR SOME FORMAL TRAINING, (3)…

  15. Distance Learning Skills and Responsibilities: A Content Analysis of Job Announcements 1996-2010

    ERIC Educational Resources Information Center

    Rebmann, Kristen Radsliff; Molitor, Simone; Rainey, Bonnie

    2012-01-01

    Archived job advertisements from the "International Federation of Library Associations and Institutions (IFLA) LIBJOBS" mailing list (1996-2010) were examined using content analysis. Findings suggest that distance learning (DL) skillsets as job qualifications emerged in the late 1990's and continue to be relevant today. Jobs with DL…

  16. Chronic Conditions, Workplace Safety, And Job Demands Contribute To Absenteeism And Job Performance.

    PubMed

    Jinnett, Kimberly; Schwatka, Natalie; Tenney, Liliana; Brockbank, Claire V S; Newman, Lee S

    2017-02-01

    An aging workforce, increased prevalence of chronic health conditions, and the potential for longer working lives have both societal and economic implications. We analyzed the combined impact of workplace safety, employee health, and job demands (work task difficulty) on worker absence and job performance. The study sample consisted of 16,926 employees who participated in a worksite wellness program offered by a workers' compensation insurer to their employers-314 large, midsize, and small businesses in Colorado across multiple industries. We found that both workplace safety and employees' chronic health conditions contributed to absenteeism and job performance, but their impact was influenced by the physical and cognitive difficulty of the job. If employers want to reduce health-related productivity losses, they should take an integrated approach to mitigate job-related injuries, promote employee health, and improve the fit between a worker's duties and abilities. Project HOPE—The People-to-People Health Foundation, Inc.

  17. 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.

  18. Do Personal Factors or Types of Physical Tasks Predict Workplace Injury?

    PubMed

    Oranye, Nelson Ositadimma; Wallis, Bernadine; Roer, Kim; Archer-Heese, Gail; Aguilar, Zaklina

    2016-04-01

    Occupational health research has shown that certain worker and job characteristics are risk factors for workplace injuries. Workers who engage in physically demanding jobs, especially those jobs that involve repetitive motion, are at greater risk for work-related musculoskeletal disorders (WMSD). These risks are particularly prevalent in the health care sector. It is often reported that nurses are at higher risk of workplace musculoskeletal injury than other health care workers due to frequent lifting and transfer of patients and the prevalence of workplace violence. However, many analyses of the physical requirements of jobs do not consider the modifying effect of time spent on a physical task and the risk of WMSD. This study compared the risks of WMSD among workers in health care facilities based on the type of physical tasks and amount of time workers spent on such tasks. Workers who worked longer on a physical task reported more WMSD than those who spent less time on the same physical task. The risk of WMSD was twice as high (odds ratio [OR] = 2.3) among workers who sit less than 2 hours each day compared with those who sit longer. This study found that physical tasks associated with health care jobs and the amount of time spent on these tasks constitutes serious risk factors for WMSD. © 2016 The Author(s).

  19. Asthma history, job type and job changes among US nurses.

    PubMed

    Dumas, Orianne; Varraso, Raphaëlle; Zock, Jan Paul; Henneberger, Paul K; Speizer, Frank E; Wiley, Aleta S; Le Moual, Nicole; Camargo, Carlos A

    2015-07-01

    Nurses are at increased risk of occupational asthma, an observation that may be related to disinfectants exposure. Whether asthma history influences job type or job changes among nurses is unknown. We investigated this issue in a large cohort of nurses. The Nurses' Health Study II is a prospective study of US female nurses enrolled in 1989 (ages 24-44 years). Job status and asthma were assessed in biennial (1989-2011) and asthma-specific questionnaires (1998, 2003). Associations between asthma history at baseline (diagnosis before 1989, n=5311) and job type at baseline were evaluated by multinomial logistic regression. The relations of asthma history and severity during follow-up to subsequent job changes were evaluated by Cox models. The analytic cohort included 98 048 nurses. Compared with nurses in education/administration (likely low disinfectant exposure jobs), women with asthma history at baseline were less often employed in jobs with likely high disinfectant exposure, such as operating rooms (odds ratio 0.73 (95% CI 0.63 to 0.86)) and emergency room/inpatient units (0.89 (0.82 to 0.97)). During a 22-year follow-up, nurses with a baseline history of asthma were more likely to move to jobs with lower exposure to disinfectants (HR 1.13 (1.07 to 1.18)), especially among those with more severe asthma (HR for mild persistent: 1.13; moderate persistent 1.26; severe persistent: 1.50, compared with intermittent asthma, p trend: 0.004). Asthma history was associated with baseline job type and subsequent job changes among nurses. This may partly reflect avoidance of tasks involving disinfectant use, and may introduce bias in cross-sectional studies on disinfectant exposure and asthma in nurses. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

  20. Relationship between nurse psychological empowerment and job satisfaction: A systematic review and meta-analysis.

    PubMed

    Li, Huanhuan; Shi, Ying; Li, Yuan; Xing, Zhuangjie; Wang, Shouqi; Ying, Jie; Zhang, Meiling; Sun, Jiao

    2018-06-01

    This systematic review and meta-analysis aimed to synthesize and analyse studies that explored the relationship between the psychological empowerment and job satisfaction of nurses. Nurse turnover is an important cause of staff shortage. Job satisfaction is a major predictor of nurse turnover and is connected to the psychological empowerment of nurses. This systematic review and meta-analysis is based on the Joanna Briggs Institute guidelines. A total of 1,572 articles on psychological empowerment and job satisfaction were retrieved from PubMed, PsycINFO, EMBASE and Web of Science. The articles were written in English and published before or by April 2017. Studies on the relationship between psychological empowerment and job satisfaction were summarized. The majority of the included studies revealed that psychological empowerment and job satisfaction are significantly correlated. Only two studies showed that the two factors are not significantly correlated. The result of this meta-analysis is consistent with the results of most studies. One study reported that psychological empowerment partially mediates the structural empowerment and job satisfaction of school health nurses. Two studies, however, did not find that the mediating role of psychological empowerment between structural empowerment and job satisfaction. The results of this review provided evidence for the importance of psychological empowerment for the job satisfaction of among nurses. Exploring the correlation between psychological empowerment and job satisfaction can provide guidelines and recommendation for the development of strategies to promote nurse retention and alleviate nursing shortage. © 2018 John Wiley & Sons Ltd.

  1. Using Cognitive Task Analysis and Eye Tracking to Understand Imagery Analysis

    DTIC Science & Technology

    2006-01-01

    Using Cognitive Task Analysis and Eye Tracking to Understand Imagery Analysis Laura Kurland, Abigail Gertner, Tom Bartee, Michael Chisholm and...have used these to study the analysts search behavior in detail. 2 EXPERIMENT Using a Cognitive Task Analysis (CTA) framework for knowledge...TITLE AND SUBTITLE Using Cognitive Task Analysis and Eye Tracking to Understand Imagery Analysis 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM

  2. Task Analysis of Shuttle Entry and Landing Activities

    NASA Technical Reports Server (NTRS)

    Holland, Albert W.; Vanderark, Stephen T.

    1993-01-01

    The Task Analysis of Shuttle Entry and Landing (E/L) Activities documents all tasks required to land the Orbiter following an STS mission. In addition to analysis of tasks performed, task conditions are described, including estimated time for completion, altitude, relative velocity, normal and lateral acceleration, location of controls operated or monitored, and level of g's experienced. This analysis precedes further investigations into potential effects of zero g on piloting capabilities for landing the Orbiter following long-duration missions. This includes, but is not limited to, researching the effects of extended duration missions on piloting capabilities. Four primary constraints of the analysis must be clarified: (1) the analysis depicts E/L in a static manner--the actual process is dynamic; (2) the task analysis was limited to a paper analysis, since it was not feasible to conduct research in the actual setting (i.e., observing or filming duration an actual E/L); (3) the tasks included are those required for E/L during nominal, daylight conditions; and (4) certain E/L tasks will vary according to the flying style of each commander.

  3. [Application of job demands-resources model in research on relationships between job satisfaction, job resources, individual resources and job demands].

    PubMed

    Potocka, Adrianna; Waszkowska, Małgorzata

    2013-01-01

    The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources (JD-R) model in the explanation of these phenomena. The research was based on a sample of 500 social workers. The "Psychosocial Factors" and "Job satisfaction" questionnaires were used to test the hypothesis. The results showed that job satisfaction increased with increasing job accessibility and personal resources (r = 0.44; r = 0.31; p < 0.05). The analysis of variance (ANOVA) indicated that job resources and job demands [F(1.474) = 4.004; F(1.474) = 4.166; p < 0.05] were statistically significant sources of variation in job satisfaction. Moreover, interactions between job demands and job resources [F(3,474) = 2.748; p <0.05], as well as between job demands and personal resources [F(3.474) = 3.021; p <0.05] had a significant impact on job satisfaction. The post hoc tests showed that 1) in low job demands, but high job resources employees declared higher job satisfaction, than those who perceived them as medium (p = 0.0001) or low (p = 0.0157); 2) when the level of job demands was perceived as medium, employees with high personal resources declared significantly higher job satisfaction than those with low personal resources (p = 0.0001). The JD-R model can be used to investigate job satisfaction. Taking into account fundamental factors of this model, in organizational management there are possibilities of shaping job satisfaction among employees.

  4. Job control and coworker support improve employee job performance.

    PubMed

    Nagami, Makiko; Tsutsumi, Akizumi; Tsuchiya, Masao; Morimoto, Kanehisa

    2010-01-01

    We examined the prospective association of psychosocial job characteristics with employee job performance among 777 full-time employees at a manufacturing company in Japan, using data from a one-year follow-up survey. Psychosocial job characteristics were measured by the Job Content Questionnaire in 2008; job performance was evaluated using the item from the World Mental Health Survey Instrument in 2008 and 2009. The association between psychosocial job characteristics and job performance was tested using multiple regression analysis, controlling for demographic variables, work status, average working hours per day, job type and job performance in 2008. Job control and coworker support in 2008 were positively related to job performance in 2009. Stratified analyses revealed that job control for staff and coworker support for managers were positively related to job performance in 2009. These associations were prominent among men; however, supervisor support in 2008 was negatively related to job performance in 2009 among men. Job demand was not significantly related to job performance. Our findings suggest that it is worthwhile to enhance employees' job control and provide a mutually supportive environment to ensure positive employee job performance.

  5. An Introduction to Job Analysis

    ERIC Educational Resources Information Center

    Boydell, T. H.

    1970-01-01

    Job training involves preparing a job description and specification, and, if necessary, further analyses of skills, knowledge, and attitudes in order to identify areas of difficulty which will affect the choice of what must be learned and appropriate training techniques. (DM)

  6. Modelling job support, job fit, job role and job satisfaction for school of nursing sessional academic staff.

    PubMed

    Cowin, Leanne S; Moroney, Robyn

    2018-01-01

    Sessional academic staff are an important part of nursing education. Increases in casualisation of the academic workforce continue and satisfaction with the job role is an important bench mark for quality curricula delivery and influences recruitment and retention. This study examined relations between four job constructs - organisation fit, organisation support, staff role and job satisfaction for Sessional Academic Staff at a School of Nursing by creating two path analysis models. A cross-sectional correlational survey design was utilised. Participants who were currently working as sessional or casual teaching staff members were invited to complete an online anonymous survey. The data represents a convenience sample of Sessional Academic Staff in 2016 at a large school of Nursing and Midwifery in Australia. After psychometric evaluation of each of the job construct measures in this study we utilised Structural Equation Modelling to better understand the relations of the variables. The measures used in this study were found to be both valid and reliable for this sample. Job support and job fit are positively linked to job satisfaction. Although the hypothesised model did not meet model fit standards, a new 'nested' model made substantive sense. This small study explored a new scale for measuring academic job role, and demonstrated how it promotes the constructs of job fit and job supports. All four job constructs are important in providing job satisfaction - an outcome that in turn supports staffing stability, retention, and motivation.

  7. Job Analysis and Student Assessment Tool: Perfusion Education Clinical Preceptor

    PubMed Central

    Riley, Jeffrey B.

    2007-01-01

    Abstract: The perfusion education system centers on the cardiac surgery operating room and the perfusionist teacher who serves as a preceptor for the perfusion student. One method to improve the quality of perfusion education is to create a valid method for perfusion students to give feedback to clinical teachers. The preceptor job analysis consisted of a literature review and interviews with preceptors to list their critical tasks, critical incidents, and cognitive and behavioral competencies. Behaviorally anchored rating traits associated with the preceptors’ tasks were identified. Students voted to validate the instrument items. The perfusion instructor rating instrument with a 0–4, “very weak” to “very strong” Likert rating scale was used. The five preceptor traits for student evaluation of clinical instruction (SECI) are as follows: The clinical instructor (1) encourages self-learning, (2) encourages clinical reasoning, (3) meets student’s learning needs, (4) gives continuous feedback, and (5) represents a good role model. Scores from 430 student–preceptor relationships for 28 students rotating at 24 affiliate institutions with 134 clinical instructors were evaluated. The mean overall good preceptor average (GPA) was 3.45 ± 0.76 and was skewed to the left, ranging from 0.0 to 4.0 (median = 3.8). Only 21 of the SECI relationships earned a GPA <2.0. Analyzing the role of the clinical instructor and performing SECI are methods to provide valid information to improve the quality of a perfusion education program. PMID:17972453

  8. Job analysis and student assessment tool: perfusion education clinical preceptor.

    PubMed

    Riley, Jeffrey B

    2007-09-01

    The perfusion education system centers on the cardiac surgery operating room and the perfusionist teacher who serves as a preceptor for the perfusion student. One method to improve the quality of perfusion education is to create a valid method for perfusion students to give feedback to clinical teachers. The preceptor job analysis consisted of a literature review and interviews with preceptors to list their critical tasks, critical incidents, and cognitive and behavioral competencies. Behaviorally anchored rating traits associated with the preceptors' tasks were identified. Students voted to validate the instrument items. The perfusion instructor rating instrument with a 0-4, "very weak" to "very strong" Likert rating scale was used. The five preceptor traits for student evaluation of clinical instruction (SECI) are as follows: The clinical instructor (1) encourages self-learning, (2) encourages clinical reasoning, (3) meets student's learning needs, (4) gives continuous feedback, and (5) represents a good role model. Scores from 430 student-preceptor relationships for 28 students rotating at 24 affiliate institutions with 134 clinical instructors were evaluated. The mean overall good preceptor average (GPA) was 3.45 +/- 0.76 and was skewed to the left, ranging from 0.0 to 4.0 (median = 3.8). Only 21 of the SECI relationships earned a GPA < 2.0. Analyzing the role of the clinical instructor and performing SECI are methods to provide valid information to improve the quality of a perfusion education program.

  9. A Program for Job Related Reading Training.

    ERIC Educational Resources Information Center

    Fox, Lynn C.; Sticht, Thomas G.

    A functional job-related reading program was developed to cope with literacy problems of Army personnel; the program involves students who work individually on instructional worksheets in six main modules, each designed to teach a specific job-related reading task. This paper presents an overview of background research for the program, which was…

  10. An Analysis of Job Evaluation Committee and Job Holder Gender Effects on Job Evaluation.

    ERIC Educational Resources Information Center

    Lewis, Chad T.; Stevens, Cynthia Kay

    1990-01-01

    A total of 204 business students organized in committees evaluated jobs for accountability, knowledge and skills, and mental demands. The same position was rated more highly when held by a male rather than a female, regardless of whether the committee was predominantly male or female. The importance of anonymity of job holders when conducting job…

  11. The relationship between job satisfaction and health: a meta-analysis.

    PubMed

    Faragher, E B; Cass, M; Cooper, C L

    2005-02-01

    A vast number of published studies have suggested a link between job satisfaction levels and health. The sizes of the relationships reported vary widely. Narrative overviews of this relationship have been published, but no systematic meta-analysis review has been conducted. A systematic review and meta-analysis of 485 studies with a combined sample size of 267 995 individuals was conducted, evaluating the research evidence linking self-report measures of job satisfaction to measures of physical and mental wellbeing. The overall correlation combined across all health measures was r = 0.312 (0.370 after Schmidt-Hunter adjustment). Job satisfaction was most strongly associated with mental/psychological problems; strongest relationships were found for burnout (corrected r = 0.478), self-esteem(r = 0.429), depression (r = 0.428), and anxiety(r = 0.420). The correlation with subjective physical illness was more modest (r = 0.287). Correlations in excess of 0.3 are rare in this context. The relationships found suggest that job satisfaction level is an important factor influencing the health of workers. Organisations should include the development of stress management policies to identify and eradicate work practices that cause most job dissatisfaction as part of any exercise aimed at improving employee health. Occupational health clinicians should consider counselling employees diagnosed as having psychological problems to critically evaluate their work-and help them to explore ways of gaining greater satisfaction from this important aspect of their life.

  12. The relationship between job satisfaction and health: a meta-analysis

    PubMed Central

    Faragher, E; Cass, M; Cooper, C

    2005-01-01

    Background: A vast number of published studies have suggested a link between job satisfaction levels and health. The sizes of the relationships reported vary widely. Narrative overviews of this relationship have been published, but no systematic meta-analysis review has been conducted. Methods: A systematic review and meta-analysis of 485 studies with a combined sample size of 267 995 individuals was conducted, evaluating the research evidence linking self-report measures of job satisfaction to measures of physical and mental wellbeing. Results: The overall correlation combined across all health measures was r = 0.312 (0.370 after Schmidt-Hunter adjustment). Job satisfaction was most strongly associated with mental/psychological problems; strongest relationships were found for burnout (corrected r = 0.478), self-esteem(r = 0.429), depression (r = 0.428), and anxiety(r = 0.420). The correlation with subjective physical illness was more modest (r = 0.287). Conclusions: Correlations in excess of 0.3 are rare in this context. The relationships found suggest that job satisfaction level is an important factor influencing the health of workers. Organisations should include the development of stress management policies to identify and eradicate work practices that cause most job dissatisfaction as part of any exercise aimed at improving employee health. Occupational health clinicians should consider counselling employees diagnosed as having psychological problems to critically evaluate their work—and help them to explore ways of gaining greater satisfaction from this important aspect of their life. PMID:15657192

  13. [Job satisfaction among the professionals of AceS Baixo Vouga II].

    PubMed

    Santana, Silvina; Cerdeira, José

    2011-12-01

    Job satisfaction is a measure of quality of life at work and is related to emotional states. The interest for this theme is increasing and, in the last years, many studies have attempted to demonstrate its relation with professional performance. Primary care professionals are in the first line of the Serviço Nacional de Saúde (SNS). Therefore, it is necessary that they feel satisfaction with their jobs, in order to perform the tasks with the quality required. Several factors seem to have impact in the satisfaction of these professionals, such as payment, promotion, recognition from supervisors and peers, physical conditions at work and available resources, opportunities for personal development, among others. Insatisfaction may lead to absentism and in the limit to job quit. The main objective of this work is to study job satisfaction among the professionals working at the health centers of ACeS Baixo Vouga II, namely, the relationship between job characteristics and job satisfaction and between job characteristics and considering job quit as a serious option. All the professionals working in the four health centers were inquired. Results show that job characteristics are defined by six dimensions: leadership and supervision, task characteristics and autonomy, payment, personal and professional development and promotion, peers and relations inside the organization and work environment. Globally, payment and opportunities for personal and professional development and promotion are perceived at low level by all the professional groups. Results also show that there are differences by gender and professional groups regarding job satisfaction and the will to quit job. Considering the specificity of the tasks performed by these professionals, measures should be taken in order to improve job satisfaction in the Portuguese health centers.

  14. Leading to Crafting: The Relation Between Leadership Perception and Nurses' Job Crafting.

    PubMed

    Esteves, Tiago; Pereira Lopes, Miguel

    2017-06-01

    Whenever individuals adapt their jobs to make them closer of their personal preferences, they are performing job crafting. This study aims to investigate if the way nurses perceive their leaders' behaviors is related with job crafting development. To do so, a quantitative analysis was conducted among a group of 325 Portuguese nurses. Results indicate that the perception of an empowering leader was found to be strongly related with the increase of challenges in the work environment, and with the development of stronger relations with direct managers and co-workers, which are two job crafting dimensions. The perception of a directive leader was found to be positively related with the avoidance of performing hindering tasks. Strengthening relations with direct managers and co-workers was found to be particularly related to leadership perception. Theoretical and practical implications are discussed.

  15. Job characteristic perception and intrinsic motivation in medical record department staff.

    PubMed

    Isfahani, Sakineh Saghaeiannejad; Bahrami, Soosan; Torki, Sedighe

    2013-01-01

    Human resources are key factors in service organizations like hospitals. Therefore, motivating human recourses to achieve the objectives of an organization is important. Job enrichment is a strategy used to increase job motivation in staffs. The goal of the current study is to determine the relationship between job characteristics and intrinsic motivation in medical record staff in hospitals related to Medical Science University in Isfahan in 2011-2012 academic year. The type of the study is descriptive and corelational of multi variables. The population of the study includes all the medical record staffs of medical record department working in Medical Science hospitals of Isfahan. One hundred twentyseven subjects were selected by conducting a census. In the present study, data collected by using two questionnaires of job characteristics devised by Hackman and Oldeham, and of intrinsic motivation. Content validity was confirmed by experts and its reliability was calculated through coefficient of Cronbach's alpha (r1 = 0.84- r2 = 0.94). The questionnaires completed were entered into SPSS(18) software; furthermore, statistical analysis done descriptively (frequency percent, mean, standard deviation, Pierson correlation coefficient,...) and inferentially (multiple regression, MANOVA, LSD). A significant relationship between job characteristics as well as its elements (skill variety, task identity, task significance, autonomy and feedback) and intrinsic motivation was noticed. (p < or = 0.05). Also the results of multivariable regression showed that the relationship between job characteristic and intrinsic motivation was significant and job feedback had the most impact upon the intrinsic motivation. No significant difference was noticed among the mean amounts of job characteristic perception according to age, gender, level of education, and the kind of educational degree in hospitals. However, there was a significant difference among the mean amounts of job

  16. Predictors of occupational burnout among nurses: a dominance analysis of job stressors.

    PubMed

    Sun, Ji-Wei; Bai, Hua-Yu; Li, Jia-Huan; Lin, Ping-Zhen; Zhang, Hui-Hui; Cao, Feng-Lin

    2017-12-01

    To quantitatively compare dimensions of job stressors' effects on nurses' burnout. Nurses, a key group of health service providers, often experience stressors at work. Extensive research has examined the relationship between job stressors and burnout; however, less has specifically compared the effects of job stressor domains on nurses' burnout. A quantitative cross-sectional survey examined three general hospitals in Jinan, China. Participants were 602 nurses. We compared five potential stressors' ability to predict nurses' burnout using dominance analysis and assuming that each stressor was intercorrelated. Strong positive correlations were found between all five job stressors and burnout. Interpersonal relationships and management issues most strongly predicted participants' burnout (11·3% of average variance). Job stressors, and particularly interpersonal relationships and management issues, significantly predict nurses' job burnout. Understanding the relative effect of job stressors may help identify fruitful areas for intervention and improve nurse recruitment and retention. © 2017 John Wiley & Sons Ltd.

  17. Job insecurity and risk of diabetes: a meta-analysis of individual participant data.

    PubMed

    Ferrie, Jane E; Virtanen, Marianna; Jokela, Markus; Madsen, Ida E H; Heikkilä, Katriina; Alfredsson, Lars; Batty, G David; Bjorner, Jakob B; Borritz, Marianne; Burr, Hermann; Dragano, Nico; Elovainio, Marko; Fransson, Eleonor I; Knutsson, Anders; Koskenvuo, Markku; Koskinen, Aki; Kouvonen, Anne; Kumari, Meena; Nielsen, Martin L; Nordin, Maria; Oksanen, Tuula; Pahkin, Krista; Pejtersen, Jan H; Pentti, Jaana; Salo, Paula; Shipley, Martin J; Suominen, Sakari B; Tabák, Adam; Theorell, Töres; Väänänen, Ari; Vahtera, Jussi; Westerholm, Peter J M; Westerlund, Hugo; Rugulies, Reiner; Nyberg, Solja T; Kivimäki, Mika

    2016-12-06

    Job insecurity has been associated with certain health outcomes. We examined the role of job insecurity as a risk factor for incident diabetes. We used individual participant data from 8 cohort studies identified in 2 open-access data archives and 11 cohort studies participating in the Individual-Participant-Data Meta-analysis in Working Populations Consortium. We calculated study-specific estimates of the association between job insecurity reported at baseline and incident diabetes over the follow-up period. We pooled the estimates in a meta-analysis to produce a summary risk estimate. The 19 studies involved 140 825 participants from Australia, Europe and the United States, with a mean follow-up of 9.4 years and 3954 incident cases of diabetes. In the preliminary analysis adjusted for age and sex, high job insecurity was associated with an increased risk of incident diabetes compared with low job insecurity (adjusted odds ratio [OR] 1.19, 95% confidence interval [CI] 1.09-1.30). In the multivariable-adjusted analysis restricted to 15 studies with baseline data for all covariates (age, sex, socioeconomic status, obesity, physical activity, alcohol and smoking), the association was slightly attenuated (adjusted OR 1.12, 95% CI 1.01-1.24). Heterogeneity between the studies was low to moderate (age- and sex-adjusted model: I 2 = 24%, p = 0.2; multivariable-adjusted model: I 2 = 27%, p = 0.2). In the multivariable-adjusted analysis restricted to high-quality studies, in which the diabetes diagnosis was ascertained from electronic medical records or clinical examination, the association was similar to that in the main analysis (adjusted OR 1.19, 95% CI 1.04-1.35). Our findings suggest that self-reported job insecurity is associated with a modest increased risk of incident diabetes. Health care personnel should be aware of this association among workers reporting job insecurity. © 2016 Canadian Medical Association or its licensors.

  18. Task frequency as a function of age for the powerline technician trade.

    PubMed

    Parkhouse, Wade; Gall, Brent

    2004-05-15

    It is traditionally believed that worker productivity declines with age. The greatest contributor to this stereotype, particularly in physically demanding jobs, is that older workers can no longer maintain their sustained level of work due to the age-associated decline in physical capacity. The objective of this study was to determine the change in the frequency of task performance as a function of age in the power line technician (PLT) trade. The task requirements of the PLT occupation were determined through the use of a detailed job demands analysis (JDA) and the frequency at which these tasks were performed was acquired through a survey derived from the JDA. The results of the survey were assessed as a function of age. Older lineworkers (> or = 50 years) were found to spend more time working on the ground whereas the younger PLTs (< or = 39 years) more frequently performed the climbing tasks and the corresponding work on the poles and towers. In contrast the older PLTs performed all pushing/pulling tasks at a greater or equal frequency to that of the younger lineworkers. Despite these differences the frequency of task performance is similar across the age groups studied.

  19. Applied cognitive task analysis (ACTA): a practitioner's toolkit for understanding cognitive task demands.

    PubMed

    Militello, L G; Hutton, R J

    1998-11-01

    Cognitive task analysis (CTA) is a set of methods for identifying cognitive skills, or mental demands, needed to perform a task proficiently. The product of the task analysis can be used to inform the design of interfaces and training systems. However, CTA is resource intensive and has previously been of limited use to design practitioners. A streamlined method of CTA, Applied Cognitive Task Analysis (ACTA), is presented in this paper. ACTA consists of three interview methods that help the practitioner to extract information about the cognitive demands and skills required for a task. ACTA also allows the practitioner to represent this information in a format that will translate more directly into applied products, such as improved training scenarios or interface recommendations. This paper will describe the three methods, an evaluation study conducted to assess the usability and usefulness of the methods, and some directions for future research for making cognitive task analysis accessible to practitioners. ACTA techniques were found to be easy to use, flexible, and to provide clear output. The information and training materials developed based on ACTA interviews were found to be accurate and important for training purposes.

  20. Hierarchical Task Analysis and Training Decisions.

    ERIC Educational Resources Information Center

    Shepherd, A.

    1985-01-01

    Hierarchical task analysis (HTA), which requires description of a task in terms of a hierarchy of operations and plans, is reviewed and examined as a basis for making training decisions. Benefits of HTA in terms of economy of analysis and as a means of accounting for complex performance are outlined. (Author/MBR)

  1. Task Analysis Assessment on Intrastate Bus Traffic Controllers

    NASA Astrophysics Data System (ADS)

    Yen Bin, Teo; Azlis-Sani, Jalil; Nur Annuar Mohd Yunos, Muhammad; Ismail, S. M. Sabri S. M.; Tajedi, Noor Aqilah Ahmad

    2016-11-01

    Public transportation acts as social mobility and caters the daily needs of the society for passengers to travel from one place to another. This is true for a country like Malaysia where international trade has been growing significantly over the past few decades. Task analysis assessment was conducted with the consideration of cognitive ergonomic view towards problem related to human factors. Conducting research regarding the task analysis on bus traffic controllers had allowed a better understanding regarding the nature of work and the overall monitoring activities of the bus services. This paper served to study the task analysis assessment on intrastate bus traffic controllers and the objectives of this study include to conduct task analysis assessment on the bus traffic controllers. Task analysis assessment for the bus traffic controllers was developed via Hierarchical Task Analysis (HTA). There are a total of five subsidiary tasks on level one and only two were able to be further broken down in level two. Development of HTA allowed a better understanding regarding the work and this could further ease the evaluation of the tasks conducted by the bus traffic controllers. Thus, human error could be reduced for the safety of all passengers and increase the overall efficiency of the system. Besides, it could assist in improving the operation of the bus traffic controllers by modelling or synthesizing the existing tasks if necessary.

  2. Integrating Cognitive Task Analysis into Instructional Systems Development.

    ERIC Educational Resources Information Center

    Ryder, Joan M.; Redding, Richard E.

    1993-01-01

    Discussion of instructional systems development (ISD) focuses on recent developments in cognitive task analysis and describes the Integrated Task Analysis Model, a framework for integrating cognitive and behavioral task analysis methods within the ISD model. Three components of expertise are analyzed: skills, knowledge, and mental models. (96…

  3. Automating a Detailed Cognitive Task Analysis for Structuring Curriculum

    DTIC Science & Technology

    1991-06-01

    Cognitive Task Analysis For... cognitive task analysis o3 0 chniques. A rather substantial literature has been amassed relative to _ - cutonqed knowledge acquisition but only seven...references have been found in LO V*r data base seaci of literature specifically addressing cognitive task analysis . - A variety of forms of cognitive task analysis

  4. Automating a Detailed Cognitive Task Analysis for Structuring Curriculum

    DTIC Science & Technology

    1991-08-01

    1991-- ] Aleeo/i ISM’-19# l Title: Automating a Detailed Cognitive Task Analysis for Structuring Curriculum Activities: To date we have completed task...The Institute for Management Sciences. Although the particular application of the modified GOMS cognitive task analysis technique under development is...Laboratories 91 9 23 074 Automnating a Detailed Cognitive Task Analysis For Stucuring Curriculum Research Plan Year 1 Task 1.0 Design Task 1.1 Conduct body

  5. Evaluating Maintenance Performance: The Development and Tryout of Criterion Referenced Job Task Performance Tests for Electronic Maintenance. Final Report for Period January 1969-May 1974.

    ERIC Educational Resources Information Center

    Shriver, Edgar L.; Foley, John P., Jr.

    A battery of criterion referenced job task performance tests (JIPT) for typical electronic maintenance activities were developed. The construction of a battery of such tests together with an appropriate scoring for reporting the results is detailed. The development of a Test Administrators Handbook also is described. This battery is considered to…

  6. Job Strain and Ambulatory Blood Pressure: A Meta-Analysis and Systematic Review

    PubMed Central

    Dobson, Marnie; Koutsouras, George; Schnall, Peter

    2013-01-01

    We reviewed evidence of the relationship between job strain and ambulatory blood pressure (ABP) in 29 studies (1985–2012). We conducted a quantitative meta-analysis on 22 cross-sectional studies of a single exposure to job strain. We systematically reviewed 1 case–control study, 3 studies of cumulative exposure to job strain, and 3 longitudinal studies. Single exposure to job strain in cross-sectional studies was associated with higher work systolic and diastolic ABP. Associations were stronger in men than women and in studies of broad-based populations than those with limited occupational variance. Biases toward the null were common, suggesting that our summary results underestimated the true association. Job strain is a risk factor for blood pressure elevation. Workplace surveillance programs are needed to assess the prevalence of job strain and high ABP and to facilitate workplace cardiovascular risk reduction interventions. PMID:23327240

  7. Job Aid Manuals for Phase 2-DESIGN of the Instructional Systems Development Model

    DTIC Science & Technology

    1980-05-01

    and sources of this data should be part of the overall Job Analysis Plan. I 61 L ... ............ ..6 WHAT ARE SOME SOURCES OF JOB SIGNIFICANT DATA...SECTION II ’ f .330- S*15’- /PAW $i~ii. TEIIMTJAL IkAHIN (C 11 IVE . .... .. AA t fi -twill Ailf. fe’o- point A +o pom14 Ji - & map, cemoa9j sund...Leaqrr AIrloesr displayed by the Learnrrq Pyfamd. ,derrfie the An"lIys on Task lemei hdedarchy Olud,,iormole to rrrdleel ut skds bn k-ro edes req,.,ed l

  8. An Analysis of Job Satisfaction among Iranian Pharmacists through Various Job Characteristics.

    PubMed

    Foroughi Moghadam, Mohamad Javad; Peiravian, Farzad; Naderi, Azadeh; Rajabzadeh, Ali; Rasekh, Hamid Reza

    2014-01-01

    Pharmacists and pharmaceutical services are among the most important resources and programs in providing health for a society. Pharmacists as the key players in presenting health services, greatly impact on the health of a society and if they suffer low job satisfaction, their dissatisfaction may relatively threaten health in a society. This study was conducted to determine Iranian pharmacists' job satisfaction and additionally, some causes of dissatisfaction among pharmacists have been diagnosed. A job satisfaction questionnaire was developed and reliability tests were done by some experts in field of pharmacy practice. A sample of 700 pharmacists was selected among ten leading provinces of the country and questionnaires were distributed at the continuing pharmacy education conferences. Three essential factors named "Endogenous Satisfaction", "Exogenous Satisfaction" and "Current Sense of Being Pharmacists" was considered as the main job satisfaction factors. Generally low scores of exogenous and endogenous job satisfaction were concluded among pharmacists while most of them were highly satisfied with being pharmacist. Male pharmacists were more satisfied than their female colleagues and a positive relationship between age and work experience with exogenous job satisfaction was found. Low levels of job satisfaction which were found among Iranian pharmacists could be considered as a deficiency of health system in Iran. Fortunately, inherent interest in the pharmacy profession found among Iranian pharmacists is an optimistic point at which policy-makers could develop their modifying policies. Health policy-makers must endeavor to take other steps to issue solutions for this current problem.

  9. [Analysis of burnout and job satisfaction among nurses based on the Job Demand-Resource Model].

    PubMed

    Yom, Young-Hee

    2013-02-01

    The purpose of this study was to examine burnout and job satisfaction among nurses based on Job Demand-Resource Model. A survey using a structured questionnaire was conducted with 464 hospital nurses. Analysis of data was done with both SPSS Win 17.0 for descriptive statistics and AMOS 18.0 for the structural equation model. The hypothetical model yielded the following Chi-square=34.13 (p = <.001), df=6, GFI=.98, AGFI=.92, CFI=.94, RMSR=.02, NFI=.93, IFI=.94 and showed good fit indices. Workload had a direct effect on emotional exhaustion (β = 0.39), whereas supervisor support had direct effects on emotional exhaustion (β = -0.24), depersonalization (β = -0.11), and low personal accomplishment (β = -0.22). Emotional exhaustion (β = -0.42), depersonalization (β = -0.11) and low personal accomplishment (β = -0.36) had significant direct effects on job satisfaction. The results suggest that nurses' workload should be decreased and supervisor's support should be increased in order to retain nurses. Further study with a longitudinal design is necessary.

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

    PubMed

    Choi, So Eun; Kim, Sang Dol

    2016-08-01

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

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

    ERIC Educational Resources Information Center

    Harris, Alma F.; McCormick, Ernest J.

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

  12. Teaching Task Sequencing via Verbal Mediation.

    ERIC Educational Resources Information Center

    Rusch, Frank R.; And Others

    1987-01-01

    Verbal sequence training was used to teach a moderately mentally retarded woman to sequence job-related tasks. Learning to say the tasks in the proper sequence resulted in the employee performing her tasks in that sequence, and the employee was capable of mediating her own work behavior when scheduled changes occurred. (Author/JDD)

  13. Secretary/Shorthand: Task List Competency Record.

    ERIC Educational Resources Information Center

    Minnesota Instructional Materials Center, White Bear Lake.

    One of a series of 12 booklets in the secretarial/clerical area for the vocational instructor, the secretary/shorthand task list competency record contains a job description, a task list of areas of competency, an occupational tasks competency record (suggested as replacement for the traditional report card), a list of industry representatives and…

  14. World Trade Center disaster: assessment of responder occupations, work locations, and job tasks.

    PubMed

    Woskie, Susan R; Kim, Hyun; Freund, Alice; Stevenson, Lori; Park, Bo Y; Baron, Sherry; Herbert, Robin; de Hernández, Micki Siegel; Teitelbaum, Susan; de la Hoz, Rafael E; Wisnivesky, Juan P; Landrigan, Phillip

    2011-09-01

    To date there have been no comprehensive reports of the work performedby 9/11 World Trade Center responders. 18,969 responders enrolled in the WTC Medical Monitoring and Treatment Program were used to describe workers’ pre-9/11 occupations, WTC work activities and locations from September 11, 2001 to June 2002. The most common pre-9/11 occupation was protective services (47%); other common occupations included construction, telecommunications, transportation, and support services workers. 14% served as volunteers. Almost one-half began work on 9/11 and >80% reported working on or adjacent to the ‘‘pile’’ at Ground Zero. Initially,the most common activity was search and rescue but subsequently, the activities of most responders related to their pre-9/11 occupations. Other major activities included security; personnel support; buildings and grounds cleaning; and telecommunications repair. The spatial, temporal, occupational, and task-related taxonomy reported here will aid the development of a job-exposure matrix, assist in assessment of disease risk, and improve planning and training for responders in future urban disasters.

  15. Job satisfaction among Australian doctors: the use of latent class analysis.

    PubMed

    Joyce, Catherine; Wang, Wei Chun

    2015-10-01

    To identify patterns of job satisfaction among Australian doctors using latent class analysis, and to determine the relationships of these patterns to personal and professional characteristics so as to improve satisfaction and minimize medical wastage. MABEL (Medicine in Australia: Balancing Employment and Life) data in 2011 were used. The study collected information on 5764 doctors about their job satisfaction, demographic characteristics, their health, country of medical training, opportunities for professional development and social interaction, taking time off work, views of patients' expectations, unpredictable working hours, hours worked per week, preference to reduce hours and intention to leave the medical workforce. Four latent classes of job satisfaction were identified: 5.8% had high job satisfaction; 19.4% had low satisfaction with working hours; 16.1% had high satisfaction with working hours but felt undervalued; and 6.5% had low job satisfaction. Low job satisfaction was associated with reporting poor health, having trained outside Australia, having poor opportunities for professional development and working longer hours. Low satisfaction was associated with a preference to reduce work hours and an intention to leave the medical workforce. To improve job satisfaction and minimize medical wastage, policies need to address needs of overseas trained doctors, provide continuing professional development and provide good health care for doctors. © The Author(s) 2015.

  16. Using a Knowledge Representations Approach to Cognitive Task Analysis.

    ERIC Educational Resources Information Center

    Black, John B.; And Others

    Task analyses have traditionally been framed in terms of overt behaviors performed in accomplishing tasks and goals. Pioneering work at the Learning Research and Development Center looked at what contribution a cognitive analysis might make to current task analysis procedures, since traditional task analysis methods neither elicit nor capture…

  17. Job Performance Aid Methods (for Job Guide Manuals and Other Formats).

    ERIC Educational Resources Information Center

    James, Frank W.

    The report provides simplified instructions for writing and illustrating Job Performance Aids (JPAs). JPAs are step-by-step work instructions geared to the intellectual level of the performer and background training aids for psychological task preparedness. The first two sections of the report discuss the origin of JPAs and the principles of task…

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

    ERIC Educational Resources Information Center

    Hong, Jung Eun

    2016-01-01

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

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

    ERIC Educational Resources Information Center

    Shin, Jung Cheol; Jung, Jisun

    2014-01-01

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

  20. An Analysis of Job Satisfaction among Iranian Pharmacists through Various Job Characteristics

    PubMed Central

    Foroughi Moghadam, Mohamad Javad; Peiravian, Farzad; Naderi, Azadeh; Rajabzadeh, Ali; Rasekh, Hamid Reza

    2014-01-01

    Introduction: Pharmacists and pharmaceutical services are among the most important resources and programs in providing health for a society. Pharmacists as the key players in presenting health services, greatly impact on the health of a society and if they suffer low job satisfaction, their dissatisfaction may relatively threaten health in a society. This study was conducted to determine Iranian pharmacists’ job satisfaction and additionally, some causes of dissatisfaction among pharmacists have been diagnosed. Method: A job satisfaction questionnaire was developed and reliability tests were done by some experts in field of pharmacy practice. A sample of 700 pharmacists was selected among ten leading provinces of the country and questionnaires were distributed at the continuing pharmacy education conferences. Three essential factors named “Endogenous Satisfaction”, “Exogenous Satisfaction” and “Current Sense of Being Pharmacists” was considered as the main job satisfaction factors. Results and Discussion: Generally low scores of exogenous and endogenous job satisfaction were concluded among pharmacists while most of them were highly satisfied with being pharmacist. Male pharmacists were more satisfied than their female colleagues and a positive relationship between age and work experience with exogenous job satisfaction was found. Conclusion: Low levels of job satisfaction which were found among Iranian pharmacists could be considered as a deficiency of health system in Iran. Fortunately, inherent interest in the pharmacy profession found among Iranian pharmacists is an optimistic point at which policy-makers could develop their modifying policies. Health policy-makers must endeavor to take other steps to issue solutions for this current problem. PMID:25276212

  1. Analysis of Human Communication during Assembly Tasks.

    DTIC Science & Technology

    1986-06-01

    AD-A7l 43 ANALYSIS OF HUMAN COMMUNICATION DURING ASSEMBLY TASKS in1(U) CRNEGIE-MELLO UNIY PITTSBURGH PA ROBOTICS INST UNCLSSIIEDK S BARBER ET AL...ao I Dur~~~~IngAbcbyTs; 7c .S:in i lSAo .0. Analysis of Human Communication During Assembly Tasks K. Suzanne Barber and Gerald J. Agin CMU-RI-TR-86-1...TYPE or REPORT & PE-Rioo CevCZaz Analysis of Human Communication During Assembly Inlterim Tasks I . PERFORMING 00RG. REPORT NUMBER 1. £UT~oOR~e) IL

  2. Job demands, job resources and long-term sickness absence in the Danish eldercare services: a prospective analysis of register-based outcomes.

    PubMed

    Clausen, Thomas; Nielsen, Karina; Carneiro, Isabella Gomes; Borg, Vilhelm

    2012-01-01

    To investigate associations between psychosocial job demands, job resources and cases of registered long-term sickness absence among nursing staff in the eldercare services. Research has shown that psychosocial work environment exposures predict sickness absence in healthcare settings. However, only few studies have longitudinally investigated associations between specific job demands and job resources and risk of long-term sickness absence. Questionnaire data were collected in 2004 and 2005 among all employees in the eldercare services in 35 Danish municipalities and were followed in a National register on payment of sickness absence compensation for a 1-year follow-up period (N = 7921). Three psychosocial job demands - emotional demands, quantitative demands and role conflicts - and three job resources - influence, quality of leadership and team climate - were investigated to predict risk of sickness absence for eight or more consecutive weeks in the follow-up period. Data were analysed using Cox proportional hazards model. A percentage of 6·5 of the respondents were absent for eight or more consecutive weeks during follow-up. The analyses showed that emotional demands, role conflicts, influence, quality of leadership and team climate were significantly associated with risk of long-term sickness absence. In an analysis with mutual adjustment for all job demands and job resources, influence constituted the strongest predictor of long-term sickness absence (negative association). Job demands and job resources are significantly associated with risk of long-term sickness absence. Interventions aimed at improving the psychosocial work environment may, therefore, contribute towards preventing long-term sickness absence in the eldercare services. © 2011 Blackwell Publishing Ltd.

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

    PubMed

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

    2015-08-15

    Deteriorating job control has been previously shown to predict poor mental health. The impact of improvement in job control on mental health is less well understood, yet it is of policy significance. We used fixed-effects longitudinal regression models to analyze 10 annual waves of data from a large Australian panel survey (2001-2010) to test within-person associations between change in self-reported job control and corresponding change in mental health as measured by the Mental Component Summary score of Short Form 36. We found evidence of a graded relationship; with each quintile increase in job control experienced by an individual, the person's mental health increased. The biggest improvement was a 1.55-point increase in mental health (95% confidence interval: 1.25, 1.84) for people moving from the lowest (worst) quintile of job control to the highest. Separate analyses of each of the component subscales of job control-decision authority and skill discretion-showed results consistent with those of the main analysis; both were significantly associated with mental health in the same direction, with a stronger association for decision authority. We conclude that as people's level of job control increased, so did their mental health, supporting the value of targeting improvements in job control through policy and practice interventions. © The Author 2015. Published by Oxford University Press on behalf of the Johns Hopkins Bloomberg School of Public Health. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

  4. Distinguishing response conflict and task conflict in the Stroop task: evidence from ex-Gaussian distribution analysis.

    PubMed

    Steinhauser, Marco; Hübner, Ronald

    2009-10-01

    It has been suggested that performance in the Stroop task is influenced by response conflict as well as task conflict. The present study investigated the idea that both conflict types can be isolated by applying ex-Gaussian distribution analysis which decomposes response time into a Gaussian and an exponential component. Two experiments were conducted in which manual versions of a standard Stroop task (Experiment 1) and a separated Stroop task (Experiment 2) were performed under task-switching conditions. Effects of response congruency and stimulus bivalency were used to measure response conflict and task conflict, respectively. Ex-Gaussian analysis revealed that response conflict was mainly observed in the Gaussian component, whereas task conflict was stronger in the exponential component. Moreover, task conflict in the exponential component was selectively enhanced under task-switching conditions. The results suggest that ex-Gaussian analysis can be used as a tool to isolate different conflict types in the Stroop task. PsycINFO Database Record (c) 2009 APA, all rights reserved.

  5. Cognitive task analysis: Techniques applied to airborne weapons training

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

    Terranova, M.; Seamster, T.L.; Snyder, C.E.

    1989-01-01

    This is an introduction to cognitive task analysis as it may be used in Naval Air Systems Command (NAVAIR) training development. The focus of a cognitive task analysis is human knowledge, and its methods of analysis are those developed by cognitive psychologists. This paper explains the role that cognitive task analysis and presents the findings from a preliminary cognitive task analysis of airborne weapons operators. Cognitive task analysis is a collection of powerful techniques that are quantitative, computational, and rigorous. The techniques are currently not in wide use in the training community, so examples of this methodology are presented alongmore » with the results. 6 refs., 2 figs., 4 tabs.« less

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

    PubMed

    Lee, H W

    1994-01-01

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

  7. The ability of non-computer tasks to increase biomechanical exposure variability in computer-intensive office work.

    PubMed

    Barbieri, Dechristian França; Srinivasan, Divya; Mathiassen, Svend Erik; Nogueira, Helen Cristina; Oliveira, Ana Beatriz

    2015-01-01

    Postures and muscle activity in the upper body were recorded from 50 academics office workers during 2 hours of normal work, categorised by observation into computer work (CW) and three non-computer (NC) tasks (NC seated work, NC standing/walking work and breaks). NC tasks differed significantly in exposures from CW, with standing/walking NC tasks representing the largest contrasts for most of the exposure variables. For the majority of workers, exposure variability was larger in their present job than in CW alone, as measured by the job variance ratio (JVR), i.e. the ratio between min-min variabilities in the job and in CW. Calculations of JVRs for simulated jobs containing different proportions of CW showed that variability could, indeed, be increased by redistributing available tasks, but that substantial increases could only be achieved by introducing more vigorous tasks in the job, in casu illustrated by cleaning.

  8. Quality Indicators for California Community College Job Placement Programs.

    ERIC Educational Resources Information Center

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

    Designed to help California community colleges in assessing their job placement services, identifying strengths and needs for improvement, and establishing priorities for the future, this color-coded guide lists specific tasks and responsibilities within the four essential functional areas of job placement programs and includes quality indicators…

  9. Improving Job Performance: Workplace Learning Is the First Step

    ERIC Educational Resources Information Center

    Daryoush, Younes; Silong, Abu Daud; Omar, Zohara; Othman, Jamilah

    2013-01-01

    The present study aims to contribute new knowledge to the existing literature on workplace learning and job performance. Particularly, the study analyzes contemporary literature on workplace learning and job performance, specifically formal and informal learning as well as employee task performance and contextual performance. The study…

  10. Analysis of job satisfaction, burnout, and intent of respiratory care practitioners to leave the field or the job.

    PubMed

    Shelledy, D C; Mikles, S P; May, D F; Youtsey, J W

    1992-01-01

    Increased stress, burnout, and lack of job satisfaction may contribute to a decline in work performance, absenteeism, and intent to leave one's job or field. We undertook to determine organizational, job-specific, and personal predictors of level of burnout among respiratory care practitioners (RCPs). We also examined the relationships among burnout, job satisfaction (JS), absenteeism, and RCPs' intent to leave their job or the field. A pilot-tested assessment instrument was mailed to all active NBRC-credentialed RCPs in Georgia (n = 788). There were 458 usable returns (58% response rate). A random sample of 10% of the nonrespondents (n = 33) was then surveyed by telephone, and the results were compared to those of the mail respondents. Variables were compared to burnout and JS scores by correlational analysis, which was followed by stepwise multiple regression analyses to determine the ability of the independent variables to predict burnout and JS scores when used in combination. There were no significant differences between respondents and sampled nonrespondents in burnout scores (p = 0.56) or JS (p = 0.24). Prediction of burnout: The coefficient of multiple correlation, R2, indicated that in combination the independent variables accounted for 61% of the variance in burnout scores. The strongest predictor of burnout was job stress. Other job-related predictors of burnout were size of department, satisfaction with work, satisfaction with co-workers and co-worker support, job independence and job control, recognition by nursing, and role clarity. Personal-variable predictors were age, number of previous jobs held, social support, and intent to leave the field of respiratory care. Prediction of job satisfaction: R2 indicated that, in combination, the independent variables accounted for 63% of the variance observed in satisfaction with work, 36% of the variance observed in satisfaction with pay, 36% of the variance in satisfaction with promotions, 62% of the variance

  11. Job Analysis for Human Resource Management: A Review of Selected Research and Development. Manpower Research Monograph No. 36.

    ERIC Educational Resources Information Center

    Wilson, Michael

    The report summarizes the various job analysis techniques that have been developed, discusses their applications to selected human resource management activities, and suggests priorities for further research and developmental work. The introduction defines job analysis and discusses the applications of job analysis data, and the structure of the…

  12. Performance criteria for emergency medicine residents: a job analysis.

    PubMed

    Blouin, Danielle; Dagnone, Jeffrey Damon

    2008-11-01

    A major role of admission interviews is to assess a candidate's suitability for a residency program. Structured interviews have greater reliability and validity than do unstructured ones. The development of content for a structured interview is typically based on the dimensions of performance that are perceived as important to succeed in a particular line of work. A formal job analysis is normally conducted to determine these dimensions. The dimensions essential to succeed as an emergency medicine (EM) resident have not yet been studied. We aimed to analyze the work of EM residents to determine these essential dimensions. The "critical incident technique" was used to generate scenarios of poor and excellent resident performance. Two reviewers independently read each scenario and labelled the performance dimensions that were reflected in each. All labels assigned to a particular scenario were pooled and reviewed again until a consensus was reached. Five faculty members (25% of our total faculty) comprised the subject experts. Fifty-one incidents were generated and 50 different labels were applied. Eleven dimensions of performance applied to at least 5 incidents. "Professionalism" was the most valued performance dimension, represented in 56% of the incidents, followed by "self-confidence" (22%), "experience" (20%) and "knowledge" (20%). "Professionalism," "self-confidence," "experience" and "knowledge" were identified as the performance dimensions essential to succeed as an EM resident based on our formal job analysis using the critical incident technique. Performing a formal job analysis may assist training program directors with developing admission interviews.

  13. Racial differences in knee osteoarthritis pain: potential contribution of occupational and household tasks.

    PubMed

    Allen, Kelli D; Chen, Jiu-Chiuan; Callahan, Leigh F; Golightly, Yvonne M; Helmick, Charles G; Renner, Jordan B; Schwartz, Todd A; Jordan, Joanne M

    2012-02-01

    We examined whether occupational and household tasks contributed to differences in pain between African Americans and whites with radiographic knee osteoarthritis (OA). Participants from the Johnston County Osteoarthritis Project self-reported the frequency (often/always vs never/seldom/sometimes) of performing 9 occupational tasks involving lower extremity joint loading at their longest job (N = 868) and current job (N = 273), as well as 8 household tasks ever performed (N = 811) and currently being performed (N = 767). The associations of the numbers of occupational or household tasks with the Western Ontario and McMaster Universities Osteoarthritis Index (WOMAC) pain subscale were first examined in simple linear regression models. If significantly associated with greater pain, each of these was included in adjusted linear regression models to examine whether the association of race with pain remained statistically significant. African Americans reported significantly greater WOMAC pain scores than whites. Exposures to more occupational tasks at the longest job and the current job were associated with greater WOMAC pain scores (p < 0.01). The association of race with greater pain scores remained statistically significant when controlling for occupational tasks at the longest job, but was reduced by 26% and no longer significant when controlling for the number of current occupational tasks. Exposures to an increasing number of household tasks were associated with lower pain scores and were not further analyzed. Current performance of physically demanding occupational tasks contributed to racial differences in pain severity among individuals with knee OA. Better workplace policies to accommodate OA-related limitations may help to reduce racial differences in pain.

  14. User-friendly program for multitask analysis

    NASA Astrophysics Data System (ADS)

    Caporali, Sergio A.; Akladios, Magdy; Becker, Paul E.

    2000-10-01

    Research on lifting activities has led to the design of several useful tools for evaluating tasks that involve lifting and material handling. The National Institute for Occupational Safety and Health (NIOSH) has developed a single task lifting equation. This formula has been frequently used as a guide in the field of ergonomics and material handling. While being much more complicated, the multi-task formula will provide a more realistic analysis for the evaluation of lifting and material handling jobs. A user friendly tool has been developed to assist professionals in the field of ergonomics in analyzing multitask types of material handling jobs. The program allows for up to 10 different tasks to be evaluated. The program requires a basic understanding of the NIOSH lifting guidelines and the six multipliers that are involved in the analysis of each single task. These multipliers are: Horizontal Distance Multiplier (HM), Vertical Distance Multiplier (VM), Vertical Displacement Multiplier (DM), Frequency of lifting Multiplier (FM), Coupling Multiplier (CM), and the Asymmetry Multiplier (AM). Once a given job is analyzed, a researched list of recommendations is provided to the user in an attempt to reduce the potential risk factors that are associated with each task.

  15. Job Demands, Job Resources, Burnout, Work Engagement, and Their Relationships: An Analysis Across Sectors.

    PubMed

    Van den Broeck, Anja; Elst, Tinne Vander; Baillien, Elfi; Sercu, Maarten; Schouteden, Martijn; De Witte, Hans; Godderis, Lode

    2017-04-01

    The aim of this study was to gain insight in the importance of job demands and resources and the validity of the Job Demands Resources Model across sectors. We used one-way analyses of variance to examine mean differences, and multi-group Structural Equation Modeling analyses to test the strength of the relationships among job demands, resources, burnout, and work engagement across the health care, industry, service, and public sector. The four sectors differed in the experience of job demands, resources, burnout, and work engagement, but they did not vary in how (strongly) job demands and resources associated with burnout and work engagement. More attention is needed to decrease burnout and increase work engagement, particularly in industry, service, and the public sector. The Job Demands-Resources model may be helpful in this regard, as it is valid across sectors.

  16. Job Sharing--Opportunities or Headaches?

    ERIC Educational Resources Information Center

    Leighton, Patricia

    1986-01-01

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

  17. Receptionist: Task List Competency Record.

    ERIC Educational Resources Information Center

    Minnesota Instructional Materials Center, White Bear Lake.

    One of a series of 12 in the secretarial/clerical area, this booklet for the vocational instructor contains a job description for the receptionist, a task list of areas of competency, an occupational tasks competency record (suggested as replacement for the traditional report card), a list of industry representatives and educators involved in…

  18. Typist: Task List Competency Record.

    ERIC Educational Resources Information Center

    Minnesota Instructional Materials Center, White Bear Lake.

    One of 12 in the secretarial/clerical area, this booklet for the vocational instructor contains a job description for the typist, a task list of areas of competency, an occupational tasks competency record (suggested as replacement for the traditional report card), a list of industry representatives and educators involved in developing the…

  19. Variation at work: alternations between physically and mentally demanding tasks in blue-collar occupations.

    PubMed

    Jahncke, Helena; Hygge, Staffan; Mathiassen, Svend Erik; Hallman, David; Mixter, Susanna; Lyskov, Eugene

    2017-09-01

    The aims of this questionnaire study were to describe the occurrence and desired number of alternations between mental and physical tasks in industrial and non-industrial blue-collar work, and determine to which extent selected personal and occupational factors influence these conditions. On average, the 122 participating workers (55 females) reported to have close to four alternations per day between mental and physical tasks, and to desire more alternations than they actually had. They also expressed a general preference for performing a physical task after a mental task and vice versa. In univariate regression models, the desired change in task alternations was significantly associated with gender, age, occupation, years with current work tasks and perceived job control, while occupation was the only significant determinant in a multiple regression model including all factors. Our results suggest that alternations between productive physical and mental tasks could be a viable option in future job rotation. Practitioner Summary: We addressed attitudes among blue-collar workers to alternations between physically and mentally demanding tasks. More alternations were desired than those occurring in the job, and workers preferred performing a physical task after a mental and vice versa. Alternating physical and mental tasks could, thus, be a viable option in job rotation.

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

    ERIC Educational Resources Information Center

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

    2010-01-01

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

  1. Influences on Group Productivity 1: Factors Inherent in the Task. A bibliographic Synopsis

    DTIC Science & Technology

    1983-04-15

    organization structure and job attitudes and job behavior . Variables: Structure defined as the positions and parts of k-ganizations and their systematic and...relatively enduring relationship to each other. Attitudes defined in the broadest sense of "opinion concerning some object." Job behavior is...theory specifying the relations among task structure, leadership behavior and group performance. Indeoendent variables: Degree of structure of task (ac

  2. Test Administrator's Handbook and Student Instructions for Job-Task Performance Tests for Doppler Radar, AN/APN-147 and its Computer AN/ASN-35, and Associated Test Equipment and Hand Tools. Report for June-December 1972.

    ERIC Educational Resources Information Center

    Matrix Research Co., Alexandria, VA.

    The handbook covers a comprehensive series of Job-Task Performance Tests for the Doppler Radar (AN/APN) and its Associated Computer (AN/ASN-35). The test series has been developed to measure job performance of the electronic technician. These tests encompass all phases of day-to-day preventative and corrective maintenance that technicians are…

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

    PubMed

    Law, Fang Mei; Guo, Gwo Jen

    2016-08-01

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

  4. A Standard Procedure for Conducting Cognitive Task Analysis.

    ERIC Educational Resources Information Center

    Redding, Richard E.

    Traditional methods for task analysis have been largely based on the Instructional Systems Development (ISD) model, which is widely used throughout industry and the military. The first part of this document gives an overview of cognitive task analysis, which is conducted within the first phase of ISD. The following steps of cognitive task analysis…

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

    PubMed

    Amiresmaili, Mohammadreza; Moosazadeh, Mahmood

    2013-09-01

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

  6. Using cognitive task analysis to develop simulation-based training for medical tasks.

    PubMed

    Cannon-Bowers, Jan; Bowers, Clint; Stout, Renee; Ricci, Katrina; Hildabrand, Annette

    2013-10-01

    Pressures to increase the efficacy and effectiveness of medical training are causing the Department of Defense to investigate the use of simulation technologies. This article describes a comprehensive cognitive task analysis technique that can be used to simultaneously generate training requirements, performance metrics, scenario requirements, and simulator/simulation requirements for medical tasks. On the basis of a variety of existing techniques, we developed a scenario-based approach that asks experts to perform the targeted task multiple times, with each pass probing a different dimension of the training development process. In contrast to many cognitive task analysis approaches, we argue that our technique can be highly cost effective because it is designed to accomplish multiple goals. The technique was pilot tested with expert instructors from a large military medical training command. These instructors were employed to generate requirements for two selected combat casualty care tasks-cricothyroidotomy and hemorrhage control. Results indicated that the technique is feasible to use and generates usable data to inform simulation-based training system design. Reprint & Copyright © 2013 Association of Military Surgeons of the U.S.

  7. 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)

  8. Working with Manchester triage -- job satisfaction in nursing.

    PubMed

    Forsgren, Susanne; Forsman, Berit; Carlström, Eric D

    2009-10-01

    This article covers nurses' job satisfaction during triage at emergency departments in Western Sweden. Data was collected from 74 triage nurses using a questionnaire containing 37 short form open questions. The answers were analyzed descriptively and by measuring the covariance. The open questions were analyzed by content analysis. The results showed a high degree of job satisfaction (88%). Triage as a method, the interesting nature of the work, and a certain freedom in connection with the triage tasks contributed to job satisfaction (R(2) = 0.40). The nurses found their work interesting and stimulating, although some reported job dissatisfaction due to a heavy workload and lack of competence. Most of the nurses thought that Manchester triage (MTS) was a clear and straightforward method but in need of development. The rational modelling structure by which the triage method is constructed is unable to distinguish all the parameters that an experienced nurse takes into account. When the model is allowed to take precedence over experience, it can be of hindrance and contribute to certain estimates not corresponding with the patient's needs. The participants requested regular exercises solving and discussing patient scenarios. They also wanted to participate on a regular basis in the development of the instrument.

  9. Explaining worker strain and learning: how important are emotional job demands?

    PubMed

    Taris, Toon W; Schreurs, Paul J G

    2009-05-01

    This study examined the added value of emotional job demands in explaining worker well-being, relative to the effects of task characteristics, such as quantitative job demands, job control, and coworker support. Emotional job demands were expected to account for an additional proportion of the variance in well-being. Cross-sectional data were obtained from 11,361 female Dutch home care employees. Hierarchical stepwise regression analysis demonstrated that low control, low support and high quantitative demands were generally associated with lower well-being (as measured in terms of emotional exhaustion, dedication, professional accomplishment and learning). Moreover, high emotional demands were in three out of four cases significantly associated with adverse well-being, in these cases accounting for an additional 1-6% of the variance in the outcome variables. In three out of eight cases the main effects of emotional demands on well-being were qualified by support and control, such that high control and high support either buffered the adverse effects of high emotional demands on well-being or increased the positive effects thereof. All in all, high emotional demands are as important a risk factor for worker well-being as well-established concepts like low job control and high quantitative job demands.

  10. The importance of job training to job satisfaction of older workers.

    PubMed

    Leppel, Karen; Brucker, Eric; Cochran, Jeremy

    2012-01-01

    If job training has positive impacts on worker satisfaction, then job training can have desirable consequences for an organization that result both directly through its effects on productivity and indirectly through its effects on job satisfaction. Furthermore, the aging of the workforce implies that older workers will become increasingly important to firms and to the economy. This study, therefore, seeks to examine the relationship between job training and job satisfaction, focusing in particular on U.S. workers born in 1964 or earlier. The results of ordered logit regression analysis indicate that availability and quality of training received directly affect job satisfaction.

  11. Across-task priming revisited: response and task conflicts disentangled using ex-Gaussian distribution analysis.

    PubMed

    Moutsopoulou, Karolina; Waszak, Florian

    2012-04-01

    The differential effects of task and response conflict in priming paradigms where associations are strengthened between a stimulus, a task, and a response have been demonstrated in recent years with neuroimaging methods. However, such effects are not easily disentangled with only measurements of behavior, such as reaction times (RTs). Here, we report the application of ex-Gaussian distribution analysis on task-switching RT data and show that conflict related to stimulus-response associations retrieved after a switch of tasks is reflected in the Gaussian component. By contrast, conflict related to the retrieval of stimulus-task associations is reflected in the exponential component. Our data confirm that the retrieval of stimulus-task and -response associations affects behavior differently. Ex-Gaussian distribution analysis is a useful tool for pulling apart these different levels of associative priming that are not distinguishable in analyses of RT means.

  12. Job satisfaction among hospital nurses: a longitudinal study.

    PubMed Central

    Weisman, C S; Alexander, C S; Chase, G A

    1980-01-01

    Data from a two-wave panel study of staff nurses in two hospitals are used to assess the relative importance of several types of independent variables as determinants of job satisfaction. Both organizational and nonorganizational determinants are examined, with the formed including both perceptual and structural measures. Job satisfaction is measured in two ways using both Overall and Multi-Facet indicators. The independent variables were measured five months before the dependent variables were measured in order to attenuate contamination problems. Findings indicate that perceptions of job and nursing unit attributes, particularly autonomy and task delegation, predict satisfaction most strongly. In addition, a nurse's own characteristics are found to be more important than either structural attributes of nursing units or job characteristics in predicting job satisfaction. PMID:7461970

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

    PubMed

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

    2016-04-01

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

  14. Task Goal Attributes, n Achievement, and Supervisory Performance. Technical Report No. 30.

    ERIC Educational Resources Information Center

    Steers, Richard M.

    A review of the research literature on goal-setting in organizational settings reveals that goal-setting on an individual job results in better task performance. However, the processes behind their effectiveness is unclear. For example, how are various job attributes of task goals related to performance, and how do various individual differences…

  15. An Analysis of the Cosmetology Occupation.

    ERIC Educational Resources Information Center

    Cappelli, Annette; And Others

    This occupational analysis data was assembled to help cosmetology instructors develop a course of study. Following a job description for a cosmetologist, the remainder of the content in standard task analysis format presents an analysis of twelve cosmetologist duties (tasks). Each of the twelve duties is broken down into its components (one or…

  16. In-Space Crew-Collaborative Task Scheduling

    NASA Technical Reports Server (NTRS)

    Jaap, John; Meyer, Patrick; Davis, Elizabeth; Richardson, Lea

    2007-01-01

    For all past and current human space missions, the final scheduling of tasks to be done in space has been devoid of crew control, flexibility, and insight. Ground controllers, with minimal input from the crew, schedule the tasks and uplink the timeline to the crew or uplink the command sequences to the hardware. Prior to the International Space Station (ISS), the crew could make requests about tomorrow s timeline, they could omit a task, or they could request that something in the timeline be delayed. This lack of control over one's own schedule has had negative consequences. There is anecdotal consensus among astronauts that control over their own schedules will mitigate the stresses of long duration missions. On ISS, a modicum of crew control is provided by the job jar. Ground controllers prepare a task list (a.k.a. "job jar") of non-conflicting tasks from which jobs can be chosen by the in space crew. Because there is little free time and few interesting non-conflicting activities, the task-list approach provides little relief from the tedium of being micro-managed by the timeline. Scheduling for space missions is a complex and laborious undertaking which usually requires a large cadre of trained specialists and suites of complex software tools. It is a giant leap from today s ground prepared timeline (with a job jar) to full crew control of the timeline. However, technological advances, currently in-work or proposed, make it reasonable to consider scheduling a collaborative effort by the ground-based teams and the in-space crew. Collaboration would allow the crew to make minor adjustments, add tasks according to their preferences, understand the reasons for the placement of tasks on the timeline, and provide them a sense of control. In foreseeable but extraordinary situations, such as a quick response to anomalies and extended or unexpected loss of signal, the crew should have the autonomous ability to make appropriate modifications to the timeline, extend the

  17. Determinants of Academics' Job Satisfaction: Empirical Evidence from Private Universities in Bangladesh

    PubMed Central

    Masum, Abdul Kadar Muhammad; Azad, Md. Abul Kalam; Beh, Loo-See

    2015-01-01

    The job satisfaction of academics is related to a number of variables of complex function such as demographic characters, the work itself, pay, work responsibilities, variety of tasks, promotional opportunities, relationship with co-workers and others. Academics may be simultaneously satisfied with some facets of the job and dissatisfied with others. This paper aims at determining the influential factors that contribute to the enhancement or reduction of academics’ job satisfaction among private universities in Bangladesh with special reference to Dhaka, the capital city of Bangladesh. A total of 346 respondents are considered from ten private universities using non-probability sampling. A pre-tested and closed-ended questionnaire using a seven-point Likert scale is used for data collection. In this study, descriptive statistics, Pearson product moment correlation, multiple regression, and factor analysis are exercised as statistical tools. A conceptual model of job satisfaction is developed and applied for academics’ job satisfaction. The results reveal that compensation package, supervisory support, job security, training and development opportunities, team cohesion, career growth, working conditions, and organizational culture and policies are positively associated with the academics’ job satisfaction. Amongst them, three factors stood out as significant contributors for job satisfaction of academics i.e. compensation package, job security, and working conditions. Therefore, the management of private universities should focus their effort on these areas of human resource management for maintaining academics’ job satisfaction and employee retention. The study will be useful for university management in improving overall job satisfaction as it suggests some strategies for employee satisfaction practices. PMID:25699518

  18. Determinants of academics' job satisfaction: empirical evidence from private universities in Bangladesh.

    PubMed

    Masum, Abdul Kadar Muhammad; Azad, Md Abul Kalam; Beh, Loo-See

    2015-01-01

    The job satisfaction of academics is related to a number of variables of complex function such as demographic characters, the work itself, pay, work responsibilities, variety of tasks, promotional opportunities, relationship with co-workers and others. Academics may be simultaneously satisfied with some facets of the job and dissatisfied with others. This paper aims at determining the influential factors that contribute to the enhancement or reduction of academics' job satisfaction among private universities in Bangladesh with special reference to Dhaka, the capital city of Bangladesh. A total of 346 respondents are considered from ten private universities using non-probability sampling. A pre-tested and closed-ended questionnaire using a seven-point Likert scale is used for data collection. In this study, descriptive statistics, Pearson product moment correlation, multiple regression, and factor analysis are exercised as statistical tools. A conceptual model of job satisfaction is developed and applied for academics' job satisfaction. The results reveal that compensation package, supervisory support, job security, training and development opportunities, team cohesion, career growth, working conditions, and organizational culture and policies are positively associated with the academics' job satisfaction. Amongst them, three factors stood out as significant contributors for job satisfaction of academics i.e. compensation package, job security, and working conditions. Therefore, the management of private universities should focus their effort on these areas of human resource management for maintaining academics' job satisfaction and employee retention. The study will be useful for university management in improving overall job satisfaction as it suggests some strategies for employee satisfaction practices.

  19. 41 CFR 60-2.12 - Job group analysis.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 2-AFFIRMATIVE ACTION PROGRAMS Purpose and Contents of Affirmative Action Programs § 60-2.12 Job... jobs. If the establishment at which the jobs actually are located maintains an affirmative action...

  20. Exploring employer job requirements: An analysis of pharmacy job announcements.

    PubMed

    Wheeler, James S; Ngo, Tien; Cecil, Jasmine; Borja-Hart, Nancy

    Postgraduate training, dual degrees, and board certifications are credentials viewed by academic pharmacy communities and professional organizations as positive assets for those seeking pharmacist jobs; however, a key question merits further investigation: do these views match employer expectations? The primary objective of this study was to identify the most common qualifications employers require as stated in job advertisements. Pharmacist job postings from the aggregate jobs website Indeed.com were evaluated for the 20 largest metropolitan areas in the United States. Search criteria included: pharmacist, full-time, and within a 50-mile radius of the metropolitan area. Positions were excluded if they were not pharmacist specific, did not require a pharmacy degree, were part-time, or were temporary. Required and preferred qualifications were collected in the following categories: practice type, experience needed, training, certification, and desired skills. Six hundred and eleven of 1356 postings met inclusion criteria. Positions were classified as community (113), health-system (264), industry (149), academia (9), or other (76). Four hundred and six (66.4%) required a minimum of a Bachelor's of Pharmacy degree, while 174 (28.4%) required a Doctor of Pharmacy degree. Experience was required for 467 positions (range of 6 months to 14 years). Postgraduate training was required for 73 positions (66 residency/7 fellowship). One job required a Master's degree, type unspecified. BPS certifications were required for 7 positions (1.1%) and preferred for 22 positions (3.6%). Certifications and skills most required by employers were verbal and written skills (248), Microsoft Office proficiency (93), immunization certifications (51), and Basic Life Support/Cardiopulmonary Resuscitation certifications (37). Postgraduate training, dual degrees, and board certification were not significant factors in the qualification criteria for the positions identified. The qualifications

  1. The machine/job features mechanism

    NASA Astrophysics Data System (ADS)

    Alef, M.; Cass, T.; Keijser, J. J.; McNab, A.; Roiser, S.; Schwickerath, U.; Sfiligoi, I.

    2017-10-01

    Within the HEPiX virtualization group and the Worldwide LHC Computing Grid’s Machine/Job Features Task Force, a mechanism has been developed which provides access to detailed information about the current host and the current job to the job itself. This allows user payloads to access meta information, independent of the current batch system or virtual machine model. The information can be accessed either locally via the filesystem on a worker node, or remotely via HTTP(S) from a webserver. This paper describes the final version of the specification from 2016 which was published as an HEP Software Foundation technical note, and the design of the implementations of this version for batch and virtual machine platforms. We discuss early experiences with these implementations and how they can be exploited by experiment frameworks.

  2. The Use of the Position Analysis Questionnaire (PAQ) for Establishing the Job Component Validity of Tests. Report No. 5. Final Report.

    ERIC Educational Resources Information Center

    McCormick, Ernest J.; And Others

    The Position Analysis Questionnaire (PAQ), a structured job analysis questionnaire that provides for the analysis of individual jobs in terms of each of 187 job elements, was used to establish the job component validity of certain commercially-available vocational aptitude tests. Prior to the general analyses reported here, a statistical analysis…

  3. The Construction of Job Families Based on Company Specific PAQ Job Dimensions.

    ERIC Educational Resources Information Center

    Taylor, L. R.; Colbert, G. A.

    1978-01-01

    Research is presented on the construction of job families based on Position Analysis Questionnaire data. The data were subjected to a component analysis. Results were interpreted as sufficiently encouraging to proceed with analyses of validity generalization within the job families. (Editor/RK)

  4. Job/Task Analysis: Enhancing the Commercial Building Workforce Through the Development of Foundational Materials; Preprint

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

    Studer, D.; Kemkar, S.

    2012-09-01

    For many commercial building operation job categories, industry consensus has not been reached on the knowledge, skills, and abilities that practitioners should possess. The goal of this guidance is to help streamline the minimum competencies taught or tested by organizations catering to building operations and maintenance personnel while providing a basis for developing and comparing new and existing training programs in the commercial building sector. The developed JTAs will help individuals identify opportunities to enhance their professional skills, enable industry to identify an appropriately skilled workforce, and allow training providers to ensure that they are providing the highest quality productmore » possible.« less

  5. Applying deep neural networks to HEP job classification

    NASA Astrophysics Data System (ADS)

    Wang, L.; Shi, J.; Yan, X.

    2015-12-01

    The cluster of IHEP computing center is a middle-sized computing system which provides 10 thousands CPU cores, 5 PB disk storage, and 40 GB/s IO throughput. Its 1000+ users come from a variety of HEP experiments. In such a system, job classification is an indispensable task. Although experienced administrator can classify a HEP job by its IO pattern, it is unpractical to classify millions of jobs manually. We present how to solve this problem with deep neural networks in a supervised learning way. Firstly, we built a training data set of 320K samples by an IO pattern collection agent and a semi-automatic process of sample labelling. Then we implemented and trained DNNs models with Torch. During the process of model training, several meta-parameters was tuned with cross-validations. Test results show that a 5- hidden-layer DNNs model achieves 96% precision on the classification task. By comparison, it outperforms a linear model by 8% precision.

  6. Contribution of mental workload to job stress in industrial workers.

    PubMed

    González-Muñoz, Elvia Luz; Gutiérrez-Martínez, Rodolfo E

    2007-01-01

    This study's central objective is to determine how several individual, organizational and ergonomic factors influence the relationship between job stress and mental workload for workers in an electronics company. A cross-sectional study was made as a test of hypotheses regarding that relationship. The sample is composed of 95 workers, of both sexes, from the electronics industry in the metropolitan zone of Guadalajara, Jalisco, Mexico. Ergonomic conditions were evaluated with the Ergonomic Evaluation List, stress was evaluated by administering the SWS-Survey to groups of subjects, and mental workload was evaluated with the NASA-TLX Workload Index. Using Cochran's and Mantel-Haenzsel statistics, the odds ratio for each of the independent variables was {e}stimated as a risk factor for job stress, and analysis was later conducted by means of logistic regression for those risks found to be significant. Of the 95 worker participants, 26.3% presented a high level of job stress and 17.9% of the workers were found to present high levels of mental workload. The results show that working hours, mental demand, temporal demand, and frustration when faced with a given task may be considered risk factors for job stress.

  7. Is the Job Satisfaction Survey a good tool to measure job satisfaction amongst health workers in Nepal? Results of a validation analysis.

    PubMed

    Batura, Neha; Skordis-Worrall, Jolene; Thapa, Rita; Basnyat, Regina; Morrison, Joanna

    2016-07-27

    Job satisfaction is an important predictor of an individual's intention to leave the workplace. It is increasingly being used to consider the retention of health workers in low-income countries. However, the determinants of job satisfaction vary in different contexts, and it is important to use measurement methods that are contextually appropriate. We identified a measurement tool developed by Paul Spector, and used mixed methods to assess its validity and reliability in measuring job satisfaction among maternal and newborn health workers (MNHWs) in government facilities in rural Nepal. We administered the tool to 137 MNHWs and collected qualitative data from 78 MNHWs, and district and central level stakeholders to explore definitions of job satisfaction and factors that affected it. We calculated a job satisfaction index for all MNHWs using quantitative data and tested for validity, reliability and sensitivity. We conducted qualitative content analysis and compared the job satisfaction indices with qualitative data. Results from the internal consistency tests offer encouraging evidence of the validity, reliability and sensitivity of the tool. Overall, the job satisfaction indices reflected the qualitative data. The tool was able to distinguish levels of job satisfaction among MNHWs. However, the work environment and promotion dimensions of the tool did not adequately reflect local conditions. Further, community fit was found to impact job satisfaction but was not captured by the tool. The relatively high incidence of missing responses may suggest that responding to some statements was perceived as risky. Our findings indicate that the adapted job satisfaction survey was able to measure job satisfaction in Nepal. However, it did not include key contextual factors affecting job satisfaction of MNHWs, and as such may have been less sensitive than a more inclusive measure. The findings suggest that this tool can be used in similar settings and populations, with the

  8. Medical Secretary: Task List Competency Record.

    ERIC Educational Resources Information Center

    Minnesota Instructional Materials Center, White Bear Lake.

    One of a series of 12 in the secretarial/clerical area, this booklet for the vocational instructor contains a job description for the medical secretary, a task list under 17 areas of competency, an occupational tasks competency record (suggested as replacement for the traditional report card), a list of industry representatives and educators…

  9. Evaluating a Computerized Aid for Conducting a Cognitive Task Analysis

    DTIC Science & Technology

    2000-01-01

    in conducting a cognitive task analysis . The conduct of a cognitive task analysis is costly and labor intensive. As a result, a few computerized aids...evaluation of a computerized aid, specifically CAT-HCI (Cognitive Analysis Tool - Human Computer Interface), for the conduct of a detailed cognitive task analysis . A

  10. Pennsylvania Blue Shield's Job Linked Skills Program. A Basic Skills Education Program. Final Performance Report.

    ERIC Educational Resources Information Center

    Pennsylvania Blue Shield, Camp Hill.

    A project developed a model curriculum to be delivered by computer-based instruction to teach the required literacy skills for entry workers in the health insurance industry. Literacy task analyses were performed for the targeted jobs and then validated with focus groups. The job tasks and related basic skills were divided into modules. The job…

  11. Organizational commitment and job satisfaction among nurses in Serbia: a factor analysis.

    PubMed

    Veličković, Vladica M; Višnjić, Aleksandar; Jović, Slađana; Radulović, Olivera; Šargić, Čedomir; Mihajlović, Jovan; Mladenović, Jelena

    2014-01-01

    One of the basic prerequisites of efficient organizational management in health institutions is certainly monitoring and measuring satisfaction of employees and their commitment to the health institution in which they work. The aim of this article was to identify and test factors that may have a predictive effect on job satisfaction and organizational commitment. We conducted a cross-sectional study that included 1,337 nurses from Serbia. Data were analyzed by using exploratory factor analysis, multivariate regressions, and descriptive statistics. The study identified three major factors of organizational commitment: affective commitment, disloyalty, and continuance commitment. The most important predictors of these factors were positive professional identification, extrinsic job satisfaction, and intrinsic job satisfaction (p < .0001). Predictors significantly affecting both job satisfaction and organizational commitment were identified as well; the most important of which was positive professional identification (p < .0001). This study identified the main factors affecting job satisfaction and organizational commitment of nurses, which formed a good basis for the creation of organizational management policy and human resource management policy in health institutions in Serbia. Copyright © 2014 Elsevier Inc. All rights reserved.

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

    DTIC Science & Technology

    1985-09-01

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

  13. An Analysis of the Plumbing Occupation.

    ERIC Educational Resources Information Center

    Carlton, Earnest L.; Hollar, Charles E.

    The occupational analysis contains a brief job description, presenting for the occupation of plumbing 12 detailed task statements which specify job duties (tools, equipment, materials, objects acted upon, performance knowledge, safety considerations/hazards, decisions, cues, and errors) and learning skills (science, mathematics/number systems, and…

  14. Analysis of the Medical Assisting Occupation.

    ERIC Educational Resources Information Center

    Keir, Lucille; And Others

    The occupational analysis contains a brief job description, presenting for the occupation of medical assistant 113 detailed task statements which specify job duties (tools, equipment, materials, objects acted upon, performance knowledge, safety consideration/hazards, decisions, cues, and errors) and learning skills (science, mathematics/number…

  15. Economic Analysis of Job-Related Attributes in Undergraduate Students' Initial Job Selection

    ERIC Educational Resources Information Center

    Jin, Yanhong H.; Mjelde, James W.; Litzenberg, Kerry K.

    2014-01-01

    Economic tradeoffs students place on location, salary, distances to natural resource amenities, size of the city where the job is located, and commuting times for their first college graduate job are estimated using a mixed logit model for a sample of Texas A&M University students. The Midwest is the least preferred area having a mean salary…

  16. Facilitating Integration of Electron Beam Lithography Devices with Interactive Videodisc, Computer-Based Simulation and Job Aids.

    ERIC Educational Resources Information Center

    Von Der Linn, Robert Christopher

    A needs assessment of the Grumman E-Beam Systems Group identified the requirement for additional skill mastery for the engineers who assemble, integrate, and maintain devices used to manufacture integrated circuits. Further analysis of the tasks involved led to the decision to develop interactive videodisc, computer-based job aids to enable…

  17. Isometric strength testing as a means of controlling medical incidents on strenuous jobs.

    PubMed

    Keyserling, W M; Herrin, G D; Chaffin, D B

    1980-05-01

    This investigation was performed to determine if isometric strength tests can be used to select workers for strenuous jobs and to reduce occupational injuries which are caused by a mismatch between worker strength and job strength requirements. Twenty jobs in a tire and rubber plant were studied biomechanically to identify critical strength-demanding tasks. Four strength tests were designed to simulate these tasks, and performance criteria were established for passing the tests. New applicants were administered the tests during their preplacement examinations to determine if they possessed sufficient strength to qualify for the jobs. The medical incidence rate of employees who were selected using the strength tests was approximately one-third that of employees selected using traditional medical criteria. It was concluded that isometric strength tests can be used to reduce occupational injuries and should be considered for implementation in industries with strenuous jobs.

  18. Job characteristics in nursing and cognitive failure at work.

    PubMed

    Elfering, Achim; Grebner, Simone; Dudan, Anna

    2011-06-01

    Stressors in nursing put high demands on cognitive control and, therefore, may increase the risk of cognitive failures that put patients at risk. Task-related stressors were expected to be positively associated with cognitive failure at work and job control was expected to be negatively associated with cognitive failure at work. Ninety-six registered nurses from 11 Swiss hospitals were investigated (89 women, 7 men, mean age = 36 years, standard deviation = 12 years, 80% supervisors, response rate 48%). A new German version of the Workplace Cognitive Failure Scale (WCFS) was employed to assess failure in memory function, failure in attention regulation, and failure in action exertion. In linear regression analyses, WCFS was related to work characteristics, neuroticism, and conscientiousness. The German WCFS was valid and reliable. The factorial structure of the original WCF could be replicated. Multilevel regression task-related stressors and conscientiousness were significantly related to attention control and action exertion. The study sheds light on the association between job characteristics and work-related cognitive failure. These associations were unique, i.e. associations were shown even when individual differences in conscientiousness and neuroticism were controlled for. A job redesign in nursing should address task stressors.

  19. Confirmatory Analytic Tests of Three Causal Models Relating Job Perceptions to Job Satisfaction.

    DTIC Science & Technology

    1984-12-01

    Perceptions ~Job SatisfactionD I~i- Confirmatory Analysi s Precognitive Postcognitive L ft A e S T R A f T I ( C O n" " n ," , V fV f f vv r e # d o i t c e...in the causal order, and job perceptions and job satisfaction are reciprocally related; (b) a precognitive -recursive model in which job perceptions...occur after job satisfaction in the causal order and are effects but not causes of job satisfaction; and (c) a precognitive DD FOR 1473 EDITION 01O NOV

  20. Legal Secretary: Task List Competency Record.

    ERIC Educational Resources Information Center

    Minnesota Instructional Materials Center, White Bear Lake.

    One of a series of 12 in the secretarial/clerical area, this booklet for the vocational instructor contains a job description for the legal secretary, a task list of areas of competency, an occupational tasks competency record (suggested as replacement for the traditional report card), a list of industry representatives and educators involved in…

  1. The Cumulative Lifting Index (CULI) for the Revised NIOSH Lifting Equation: Quantifying Risk for Workers With Job Rotation.

    PubMed

    Garg, Arun; Kapellusch, Jay M

    2016-08-01

    The objectives were to: (a) develop a continuous frequency multiplier (FM) for the Revised NIOSH Lifting Equation (RNLE) as a function of lifting frequency and duration of a lifting task, and (b) describe the Cumulative Lifting Index (CULI), a methodology for estimating physical exposure to workers with job rotation. The existing FM for the RNLE (FME) does not differentiate between task duration >2 hr and <8 hr, which makes quantifying physical exposure to workers with job rotation difficult and presents challenges to job designers. Using the existing FMs for 1, 2, and 8 hr of task durations, we developed a continuous FM (FMP) that extends to 12 hr per day. We simulated 157,500 jobs consisting of two tasks each and, using different combinations of Frequency Independent Lifting Index, lifting frequency and duration of lifting. Biomechanical stresses were estimated using the CULI, time-weighted average (TWA), and peak exposure. The median difference between FME and FMP was ±1% (range: 0%-15%). Compared to CULI, TWA underestimated risk of low-back pain (LBP) for 18% to 30% of jobs, and peak exposure for an assumed 8-hr work shift overestimated risk of LBP for 20% to 25% of jobs. Peak task exposure showed 90% agreement with CULI but ignored one of two tasks. The CULI partially addressed the underestimation of physical exposure using the TWA approach and overestimation of exposure using the peak-exposure approach. The proposed FM and CULI may provide more accurate physical exposure estimates, and therefore estimated risk of LBP, for workers with job rotation. © 2016, Human Factors and Ergonomics Society.

  2. Change in job stress and job satisfaction over a two-year interval using the Brief Job Stress Questionnaire.

    PubMed

    Kawada, Tomoyuki; Otsuka, Toshiaki

    2014-01-01

    The relationship between job stress and job satisfaction by the follow-up study should be more evaluated for workers' health support. Job stress is strongly affected by the content of the job and the personality of a worker. This study was focused on determining the changes of the job stress and job satisfaction levels over a two-year interval, using the Brief Job Stress Questionnaire (BJSQ). This self-administered questionnaire was distributed to the same 310 employees of a Japanese industrial company in 2009 and 2011. Sixty-one employees were lost from 371 responders in 2009. Data of 16 items from 57 items graded on a four-point Likert-type scale to measure the job stressors, psycho-physical complaints and support for workers, job overload (six items), job control (three items), support (six items) and job satisfaction score (one item) were selected for the analysis. The age-adjusted partial correlation coefficients for job overload, job control and support were 0.684 (p< 0.001), 0.474 (p< 0.001) and 0.612 (p< 0.001), respectively. The concordance correlation coefficient (and 95% confidence interval indicated within parentheses) for job overload, job control and support were 0.681 (0.616-0.736), 0.473 (0.382-0.555), and 0.623 (0.549-0.687), respectively. There were no significant differences in the mean score for job overload, job control or support, although significant decline in the job satisfaction level was apparent at the end of the two-year period (p< 0.05). There was also a significant decline in the job satisfaction in 2009 and in 2011 for subjects with keeping low job strain. No significant changes in the scores on the three elements of job stress were observed over the two-year study period, and the job satisfaction level deteriorated significantly during this period. There was a decline in the job satisfaction in the two-year period, although subjects did not suffer from job stress at the same period.

  3. How do nurse consultant job characteristics impact on job satisfaction? An Australian quantitative study.

    PubMed

    Giles, Michelle; Parker, Vicki; Mitchell, Rebecca; Conway, Jane

    2017-01-01

    There is a direct link between job satisfaction, nurses' job performance and improved patient outcomes. Understanding what job characteristics influence job satisfaction is vital if health organizations are to optimize individual employee satisfaction and performance. This is particularly necessary in the Nurse Consultant role, which is a multifaceted role that has evolved to meet the dynamic and changing needs of health services. This study aims to examine how job characteristics influence Nurse Consultant job satisfaction and identify differences across metropolitan and rural contexts. This paper presents quantitative findings that are part of a larger prospective cross sectional mixed method study. An online survey consisting of a variety of job characteristic factors was administered to all NCs working in a large Local Health District in New South Wales, Australia over an 8-week period in 2010. Descriptive analysis identified NC's perceptions of job satisfaction and job characteristics in their current role and factor and regression analysis identified relationships between these factors. Job satisfaction was identified as high (mean 4.3) and is strongly correlated with job autonomy, role clarity, role conflict and job support. A high level of role clarity has a moderating effect on the relationship between job autonomy and job satisfaction. Study findings inform how we prepare nurses for the NC role and how managers engage with and support NCs in their role taking into account context. Understanding the factors that influence job satisfaction and role effectiveness gives managers valuable information to assist in positioning and supporting these roles to maximize effectiveness across integrated and contemporary models of health care delivery.

  4. Agribusiness and Natural Resources Education in Michigan. Job Competencies Needed. A Tabular Supplement to the Final Report.

    ERIC Educational Resources Information Center

    Thuemmel, William L.; And Others

    This manual contains a tabular report of the competency identification of job task analysis component (Part Two) of the research project entitled "Agribusiness and Natural Resources Education in Michigan: Employment Demand, Competencies Required, and Recommended Delivery Systems." The data is a tabular supplement to Chapter III of the…

  5. Task Analysis for Legal Assistant Program. Final Report.

    ERIC Educational Resources Information Center

    Schrader, Marvin A.; Knight, John

    The Legal Assistant Task Analysis Project was undertaken to provide data related to the importance of tasks and the frequency of tasks that are, or could be, assigned to an assistant. In order to accomplish this, a task survey form was constructed and distributed to a sample of attorneys in (1) private practice, (2) companies or corporations, and…

  6. Job Knowledge Test Design: A Cognitively-Oriented Approach

    DTIC Science & Technology

    1993-07-01

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

  7. The Machine / Job Features Mechanism

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

    Alef, M.; Cass, T.; Keijser, J. J.

    Within the HEPiX virtualization group and the Worldwide LHC Computing Grid’s Machine/Job Features Task Force, a mechanism has been developed which provides access to detailed information about the current host and the current job to the job itself. This allows user payloads to access meta information, independent of the current batch system or virtual machine model. The information can be accessed either locally via the filesystem on a worker node, or remotely via HTTP(S) from a webserver. This paper describes the final version of the specification from 2016 which was published as an HEP Software Foundation technical note, and themore » design of the implementations of this version for batch and virtual machine platforms. We discuss early experiences with these implementations and how they can be exploited by experiment frameworks.« less

  8. Job strain and risk of obesity: systematic review and meta-analysis of cohort studies.

    PubMed

    Kivimäki, M; Singh-Manoux, A; Nyberg, S; Jokela, M; Virtanen, M

    2015-11-01

    Job strain, the most widely used indicator of work stress, is a risk factor for obesity-related disorders such as cardiovascular disease and type 2 diabetes. However, the extent to which job strain is related to the development of obesity itself has not been systematically evaluated. We carried out a systematic review (PubMed and Embase until May 2014) and meta-analysis of cohort studies to address this issue. Eight studies that fulfilled inclusion criteria showed no overall association between job strain and the risk of weight gain (pooled odds ratio for job strain compared with no job strain 1.04, 95% confidence interval (CI) 0.99-1.09, NTotal=18 240) or becoming obese (1.00, 95% CI 0.89-1.13, NTotal=42 222). In addition, a reduction in job strain over time was not associated with lower obesity risk (1.13, 95% CI 0.90-1.41, NTotal=6507). These longitudinal findings do not support the hypothesis that job strain is an important risk factor for obesity or a promising target for obesity prevention.

  9. Reliability Information Analysis Center 1st Quarter 2007, Technical Area Task (TAT) Report

    DTIC Science & Technology

    2007-02-05

    34* Created new SQL server database for "PC Configuration" web application. Added roles for security closed 4235 and posted application to production. "e Wrote...and ran SQL Server scripts to migrate production databases to new server . "e Created backup jobs for new SQL Server databases. "* Continued...second phase of the TENA demo. Extensive tasking was established and assigned. A TENA interface to EW Server was reaffirmed after some uncertainty about

  10. Information Systems Security Job Advertisement Analysis: Skills Review and Implications for Information Systems Curriculum

    ERIC Educational Resources Information Center

    Brooks, Nita G.; Greer, Timothy H.; Morris, Steven A.

    2018-01-01

    The authors' focus was the assessment of skill requirements for information systems security positions to understand expectations for security jobs and to highlight issues relevant to curriculum management. The analysis of 798 job advertisements involved the exploration of domain-related and soft skills as well as degree and certification…

  11. The active learning hypothesis of the job-demand-control model: an experimental examination.

    PubMed

    Häusser, Jan Alexander; Schulz-Hardt, Stefan; Mojzisch, Andreas

    2014-01-01

    The active learning hypothesis of the job-demand-control model [Karasek, R. A. 1979. "Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign." Administration Science Quarterly 24: 285-307] proposes positive effects of high job demands and high job control on performance. We conducted a 2 (demands: high vs. low) × 2 (control: high vs. low) experimental office workplace simulation to examine this hypothesis. Since performance during a work simulation is confounded by the boundaries of the demands and control manipulations (e.g. time limits), we used a post-test, in which participants continued working at their task, but without any manipulation of demands and control. This post-test allowed for examining active learning (transfer) effects in an unconfounded fashion. Our results revealed that high demands had a positive effect on quantitative performance, without affecting task accuracy. In contrast, high control resulted in a speed-accuracy tradeoff, that is participants in the high control conditions worked slower but with greater accuracy than participants in the low control conditions.

  12. Job evaluation for clinical nursing jobs by implementing the NHS JE system.

    PubMed

    Kahya, Emin; Oral, Nurten

    2007-10-01

    The purpose of this paper was to evaluate locally all the clinical nursing jobs implementing the NHS JE system in four hospitals. The NHS JE was developed by the Department of Health in the UK in 2003-2004. A job analysis questionnaire was designed to gather current job descriptions. It was distributed to each of 158 clinical nurses and supervisor nurses in 31 variety clinics at four hospitals in one city. The questionnaires were analysed to evaluate locally all the identified 94 nursing jobs. Fourteen of 19 nursing jobs in the medical and surgical clinics can be matched to the nurse national job in the NHS JE system. The results indicated that two new nursing jobs titled nurse B and nurse advanced B should be added to the list of national nursing jobs in the NHS JE system.

  13. Job satisfaction of advanced practice nurses in the Veterans Health Administration.

    PubMed

    Faris, Judith A; Douglas, Marilyn K; Maples, Deanna C; Berg, Laurie R; Thrailkill, Ann

    2010-01-01

    The purpose of this study was to describe the level of job satisfaction and barriers to practice for advanced practice nurses (APNs) employed by the Veterans Health Administration (VHA). The Misener Nurse Practitioner Job Satisfaction Survey (MNPJSS) and an investigator-developed questionnaire were completed by a self-selected, convenience sample of 1,983 APNs who responded to an internal VHA email invitation (61% response rate) to participate in an anonymous on-line survey. Respondents reported being minimally satisfied with their job overall, most satisfied with their benefits and least satisfied with professional growth and intrapractice collegiality. They scored lower than their private sector peers for total job satisfaction and all subscales except benefits, as compared to samples of three smaller studies. Clinical nurse specialists reported greater job satisfaction then NPs. The most frequently cited barriers to practice were: too many non-APN tasks, lack of administrative support, and inadequate time to do research. Strategies for improving professional growth and intra-practice collegiality are needed. APNs' job satisfaction may be improved in these areas by mentoring of new APN graduates and administrative approval for participating in research. Additional administrative support is needed to decrease the amount of non-APN tasks and clerical duties.

  14. 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.

  15. Types of Workplace Social Support in the Prediction of Job Satisfaction

    ERIC Educational Resources Information Center

    Harris, J. Irene; Winskowski, Ann Marie; Engdahl, Brian E.

    2007-01-01

    Research on social support and job satisfaction has yielded mixed results, partly because studies have rarely examined different types of workplace social support, such as collegial support, task support, coaching, and career mentoring. This study identified the relative contributions of different types of social support to job satisfaction and…

  16. Analyzing jobs for redesign decisions.

    PubMed

    Conn, V S; Davis, N K; Occena, L G

    1996-01-01

    Job analysis, the collection and interpretation of information that describes job behaviors and activities performed by occupants of jobs, can provide nurse administrators with valuable information for redesigning effective and efficient systems of care.

  17. Claretian Medical Center Task Analysis. Worker Education Program.

    ERIC Educational Resources Information Center

    Union of Needletrades, Industrial and Textile Employees.

    This task analysis for positions at the Claretian Medical Center in southeast Chicago was developed to improve communication and customer service in the workplace. The task analysis was prepared through clinic tours, employee interviews, and supervisor questionnaires. It is used for the purpose of curriculum development for onsite instruction in…

  18. Educational Office Personnel: Task List Competency Record.

    ERIC Educational Resources Information Center

    Minnesota Instructional Materials Center, White Bear Lake.

    One of 12 in the secretarial/clerical area, this booklet for vocational instructor contains a job description for educational office personnel, a task list of areas of competency, an occupational tasks competency record (suggested as replacement for the traditional report card), a list of industry representatives and educators involved in…

  19. The predictive value of general movement tasks in assessing occupational task performance.

    PubMed

    Frost, David M; Beach, Tyson A C; McGill, Stuart M; Callaghan, Jack P

    2015-01-01

    Within the context of evaluating individuals' movement behavior it is generally assumed that the tasks chosen will predict their competency to perform activities relevant to their occupation. This study sought to examine whether a battery of general tasks could be used to predict the movement patterns employed by firefighters to perform select job-specific skills. Fifty-two firefighters performed a battery of general and occupation-specific tasks that simulated the demands of firefighting. Participants' peak lumbar spine and frontal plane knee motion were compared across tasks. During 85% of all comparisons, the magnitude of spine and knee motion was greater during the general movement tasks than observed during the firefighting skills. Certain features of a worker's movement behavior may be exhibited across a range of tasks. Therefore, provided that a movement screen's tasks expose the motions of relevance for the population being tested, general evaluations could offer valuable insight into workers' movement competency or facilitate an opportunity to establish an evidence-informed intervention.

  20. Job Stress and Job Satisfaction: Home Care Workers in a Consumer-Directed Model of Care

    PubMed Central

    Delp, Linda; Wallace, Steven P; Geiger-Brown, Jeanne; Muntaner, Carles

    2010-01-01

    Objective To investigate determinants of job satisfaction among home care workers in a consumer-directed model. Data Sources/Setting Analysis of data collected from telephone interviews with 1,614 Los Angeles home care workers on the state payroll in 2003. Data Collection and Analysis Multivariate logistic regression analysis was used to determine the odds of job satisfaction using job stress model domains of demands, control, and support. Principal Findings Abuse from consumers, unpaid overtime hours, and caring for more than one consumer as well as work-health demands predict less satisfaction. Some physical and emotional demands of the dyadic care relationship are unexpectedly associated with greater job satisfaction. Social support and control, indicated by job security and union involvement, have a direct positive effect on job satisfaction. Conclusions Policies that enhance the relational component of care may improve workers' ability to transform the demands of their job into dignified and satisfying labor. Adequate benefits and sufficient authorized hours of care can minimize the stress of unpaid overtime work, caring for multiple consumers, job insecurity, and the financial constraints to seeking health care. Results have implications for the structure of consumer-directed models of care and efforts to retain long-term care workers. PMID:20403063

  1. Job satisfaction of nurses and identifying factors of job satisfaction in Slovenian Hospitals.

    PubMed

    Lorber, Mateja; Skela Savič, Brigita

    2012-06-01

    To determine the level of job satisfaction of nursing professionals in Slovenian hospitals and factors influencing job satisfaction in nursing. The study included 4 hospitals selected from the hospital list comprising 26 hospitals in Slovenia. The employees of these hospitals represent 29.8% and 509 employees included in the study represent 6% of all employees in nursing in Slovenian hospitals. One structured survey questionnaire was administered to the leaders and the other to employees, both consisting 154 items evaluated on a 5 point Likert-type scale. We examined the correlation between independent variables (age, number of years of employment, behavior of leaders, personal characteristics of leaders, and managerial competencies of leaders) and the dependent variable (job satisfaction - satisfaction with the work, coworkers, management, pay, etc) by applying correlation analysis and multivariate regression analysis. In addition, factor analysis was used to establish characteristic components of the variables measured. We found a medium level of job satisfaction in both leaders (3.49±0.5) and employees (3.19±0.6), however, there was a significant difference between their estimates (t=3.237; P=lt;0.001). Job satisfaction was explained by age (Plt;0.05; β=0.091), years of employment (Plt;0.05; β=0.193), personal characteristics of leaders (Plt;0.001; β=0.158), and managerial competencies of leaders (Plt;0.000; β=0.634) in 46% of cases. The factor analysis yielded four factors explaining 64% of the total job satisfaction variance. Satisfied employees play a crucial role in an organization's success, so health care organizations must be aware of the importance of employees' job satisfaction. It is recommended to monitor employees' job satisfaction levels on an annual basis.

  2. Job satisfaction of nurses and identifying factors of job satisfaction in Slovenian Hospitals

    PubMed Central

    Lorber, Mateja; Skela Savič, Brigita

    2012-01-01

    Aim To determine the level of job satisfaction of nursing professionals in Slovenian hospitals and factors influencing job satisfaction in nursing. Methods The study included 4 hospitals selected from the hospital list comprising 26 hospitals in Slovenia. The employees of these hospitals represent 29.8% and 509 employees included in the study represent 6% of all employees in nursing in Slovenian hospitals. One structured survey questionnaire was administered to the leaders and the other to employees, both consisting 154 items evaluated on a 5 point Likert-type scale. We examined the correlation between independent variables (age, number of years of employment, behavior of leaders, personal characteristics of leaders, and managerial competencies of leaders) and the dependent variable (job satisfaction – satisfaction with the work, coworkers, management, pay, etc) by applying correlation analysis and multivariate regression analysis. In addition, factor analysis was used to establish characteristic components of the variables measured. Results We found a medium level of job satisfaction in both leaders (3.49 ± 0.5) and employees (3.19 ± 0.6), however, there was a significant difference between their estimates (t = 3.237; P = <0.001). Job satisfaction was explained by age (P < 0.05; β = 0.091), years of employment (P < 0.05; β = 0.193), personal characteristics of leaders (P < 0.001; β = 0.158), and managerial competencies of leaders (P < 0.000; β = 0.634) in 46% of cases. The factor analysis yielded four factors explaining 64% of the total job satisfaction variance. Conclusion Satisfied employees play a crucial role in an organization’s success, so health care organizations must be aware of the importance of employees’ job satisfaction. It is recommended to monitor employees’ job satisfaction levels on an annual basis. PMID:22661140

  3. Task Inventory Construction. Evaluation of the Marine Corps Task Analysis Program. Technical Report No. 14.

    ERIC Educational Resources Information Center

    Kishi, Akemi

    To aid in the construction of effective task analysis inventories, this technical report discusses: (1) an optimum questionnaire length that adequately covers Marine tasks without unduly fatiguing respondents; (2) procedures for the phrasing of task statements to avoid ambiguities and be understandable to as broad a range of Marines as is…

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

    PubMed

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

    2018-02-27

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

  5. Secretary/Non-Shorthand: Task List Competency Record.

    ERIC Educational Resources Information Center

    Minnesota Instructional Materials Center, White Bear Lake.

    One of 12 in the secretarial/clerical area, this booklet for the vocational instructor contains a job description for the secretary (non-shorthand), a task list of areas of competency, an occupational tasks competency record (suggested as replacement for the traditional report card), a list of industry representatives and educators involved in…

  6. Office Services Aid: Task List Competency Record.

    ERIC Educational Resources Information Center

    Minnesota Instructional Materials Center, White Bear Lake.

    One of 12 in the secretarial/clerical area, this booklet for the vocational instructor contains a job description for the office services aid, a task list of areas of competency, an occupational tasks competency record (suggested as replacement for the traditional report card), a list of industry representatives and educators involved in…

  7. Data Entry Operator: Task List Competency Record.

    ERIC Educational Resources Information Center

    Minnesota Instructional Materials Center, White Bear Lake.

    One of 12 in the secretarial/clerical area, this booklet for the vocational instructor contains a job description for the data entry operator, a task list of areas of competency, an occupational tasks competency record (suggested as replacement for the traditional report card), a list of industry representatives and educators involved in…

  8. General Office/Typist: Task List Competency Record.

    ERIC Educational Resources Information Center

    Minnesota Instructional Materials Center, White Bear Lake.

    One of 12 in the secretarial/clerical area, this booklet for the vocational instructor contains a job description for the general office typist, a task list of areas of competency, an occupational tasks competency record (suggested as replacement for the traditional report card), a list of industry representatives and educators involved in…

  9. An Analysis of the Radio Program Manager Occupation.

    ERIC Educational Resources Information Center

    Friedberg, Jerry; Stella, Phillip.

    This occupational analysis data was assembled to help broadcasting arts teachers develop a course of study in program management for junior and senior high school students. Following a job description for a program manager, the remainder of the content in standard task analysis format presents an analysis of nine program management duties (tasks).…

  10. Job satisfaction and intention to quit: an empirical analysis of nurses in Turkey

    PubMed Central

    Azad, Md. Abul Kalam; Hoque, Kazi Enamul; Beh, Loo-See; Wanke, Peter; Arslan, Özgün

    2016-01-01

    The aim of this study was to identify the facets influencing job satisfaction and intention to quit of nurses employed in Turkey. Using a non-probability sampling technique, 417 nurses from six large private hospitals were surveyed from March 2014 to June 2014. The nurses’ demographic data, their job-related satisfaction and turnover intentions were recorded through a self-administered questionnaire. In this study, descriptive and bivariate analyses were used to explore data, and multivariate analysis was performed using logistic regression. Nurses’ job satisfaction was found at a moderate level with 61% of the nurses intended to quit. Nevertheless, nurses reported a high satisfaction level with work environment, supervisor support, and co-workers among the selected nine facets of job satisfaction. They also reported a low satisfaction level with contingent reward, fringe benefits, and pay. The impact of demographic characteristics on job satisfaction and intention to quit was also examined. The study revealed a negative relationship between job satisfaction and intention to quit the existing employment. Moreover, satisfaction with supervisor support was the only facet that significantly explained turnover intent when controlling for gender, age, marital status, education, and experience. The implications for nurse management were also described for increasing nurses’ job satisfaction and retention. This study is beneficial for hospital management to ensure proper nursing care that would lead to a better quality healthcare service. PMID:27168960

  11. Job satisfaction and intention to quit: an empirical analysis of nurses in Turkey.

    PubMed

    Masum, Abdul Kadar Muhammad; Azad, Md Abul Kalam; Hoque, Kazi Enamul; Beh, Loo-See; Wanke, Peter; Arslan, Özgün

    2016-01-01

    The aim of this study was to identify the facets influencing job satisfaction and intention to quit of nurses employed in Turkey. Using a non-probability sampling technique, 417 nurses from six large private hospitals were surveyed from March 2014 to June 2014. The nurses' demographic data, their job-related satisfaction and turnover intentions were recorded through a self-administered questionnaire. In this study, descriptive and bivariate analyses were used to explore data, and multivariate analysis was performed using logistic regression. Nurses' job satisfaction was found at a moderate level with 61% of the nurses intended to quit. Nevertheless, nurses reported a high satisfaction level with work environment, supervisor support, and co-workers among the selected nine facets of job satisfaction. They also reported a low satisfaction level with contingent reward, fringe benefits, and pay. The impact of demographic characteristics on job satisfaction and intention to quit was also examined. The study revealed a negative relationship between job satisfaction and intention to quit the existing employment. Moreover, satisfaction with supervisor support was the only facet that significantly explained turnover intent when controlling for gender, age, marital status, education, and experience. The implications for nurse management were also described for increasing nurses' job satisfaction and retention. This study is beneficial for hospital management to ensure proper nursing care that would lead to a better quality healthcare service.

  12. Re: Madsen et al. "Unnecessary work tasks and mental health: a prospective analysis of Danish human service workers".

    PubMed

    Durand-Moreau, Quentin; Loddé, Brice; Dewitte, Jean-Dominique

    2015-03-01

    Madsen et al (1) recently published a secondary analysis on data provided by the Project on Burnout, Motivation and Job Satisfaction (PUMA). The aim of their study, published in the Scandinavian Journal of Work, Environment & Health was to examine the associations between unnecessary work tasks and a decreased level of mental health. Though the topic was quite novel, reading this work proved disturbing and raised issues. Based on the results of this study, the authors stated that there is an association between unnecessary work tasks (assessed by a single question) and a decreased level of mental health, idem [assessed by the Mental Health Inventory (MHI-5)], in the specific population included in this PUMA survey. The authors point out a limitation of the study, namely that unnecessary work tasks were evaluated using one single question: "Do you sometimes have to do things in your job which appear to be unnecessary?". Semmer defines unnecessary work task as "tasks that should not be carried out at all because they do not make sense or because they could have been avoided, or could be carried out with less effort if things were organized more efficiently" (2). De facto, qualifying what an unnecessary task is requires stating or explaining whether the task makes sense. Making sense or not is not an objective notion. It is very difficult for either a manager or an employee to say if a task is necessary or not. Most important is that it makes sense from the worker's point of view. Making sense and being necessary are not synonyms. Some tasks do not make sense but are economically necessary (eg, when, as physicians, we are reporting our activity using ICD-10 on computers instead of being at patients' bedsides or reading this journal). Thus, there is a wide gap between Semmer's definition and the question used by the authors to evaluate his concept. A secondary analysis based on a single question is not adequate to evaluate unnecessary tasks. Nowadays, the general trend

  13. Task Analysis for Health Occupations. Cluster: Nursing. Occupation: Geriatric Aide. Education for Employment Task Lists.

    ERIC Educational Resources Information Center

    Lake County Area Vocational Center, Grayslake, IL.

    This task analysis for nursing education provides performance standards, steps to be followed, knowledge required, attitudes to be developed, safety procedures, and equipment and supplies needed for 13 tasks performed by geriatric aides in the duty area of performing diagnostic measures and for 30 tasks in the duty area of providing therapeutic…

  14. Strategic collaborative quality management and employee job satisfaction

    PubMed Central

    Mosadeghrad, Ali Mohammad

    2014-01-01

    Background: This study aimed to examine Strategic Collaborative Quality Management (SCQM) impact on employee job satisfaction. Methods: The study presents a case study over six years following the implementation of the SCQM programme in a public hospital. A validated questionnaire was used to measure employees’ job satisfaction. The impact of the intervention was measured by comparing the pre-intervention and post-intervention measures in the hospital. Results: The hospital reported a significant improvement in some dimensions of job satisfaction like management and supervision, organisational policies, task requirement, and working conditions. Conclusion: This paper provides detailed information on how a quality management model implementation affects employees. A well developed, well introduced and institutionalised quality management model can improve employees’ job satisfaction. However, the success of quality management needs top management commitment and stability. PMID:24847482

  15. Strategic collaborative quality management and employee job satisfaction.

    PubMed

    Mosadeghrad, Ali Mohammad

    2014-05-01

    This study aimed to examine Strategic Collaborative Quality Management (SCQM) impact on employee job satisfaction. The study presents a case study over six years following the implementation of the SCQM programme in a public hospital. A validated questionnaire was used to measure employees' job satisfaction. The impact of the intervention was measured by comparing the pre-intervention and post-intervention measures in the hospital. The hospital reported a significant improvement in some dimensions of job satisfaction like management and supervision, organisational policies, task requirement, and working conditions. This paper provides detailed information on how a quality management model implementation affects employees. A well developed, well introduced and institutionalised quality management model can improve employees' job satisfaction. However, the success of quality management needs top management commitment and stability.

  16. A Social Information Processing Approach to Job Attitudes and Task Design

    ERIC Educational Resources Information Center

    Salancik, Gerald R.; Pfeffer, Jeffrey

    1978-01-01

    In comparison with need-satisfaction and expectancy models of job attitudes and motivation, the social information processing perspective emphasizes the effects of context and the consequences of past choices, rather than individual predispositions and rational decision-making processes. (Author)

  17. An Analysis of the Institutional and Commercial Housekeeper Occupation.

    ERIC Educational Resources Information Center

    Tener, Sherrie; Ontko, Judy

    This occupational analysis data was assembled to help instructors develop a course of study for commercial cleaners at the entry level. Following a job description for an institutional or commercial cleaner, the remainder of the content in standard task-analysis format presents an analysis of ten commercial cleaner duties (tasks). Each of ten…

  18. Effects of a cognitive dual task on variability and local dynamic stability in sustained repetitive arm movements using principal component analysis: a pilot study.

    PubMed

    Longo, Alessia; Federolf, Peter; Haid, Thomas; Meulenbroek, Ruud

    2018-06-01

    In many daily jobs, repetitive arm movements are performed for extended periods of time under continuous cognitive demands. Even highly monotonous tasks exhibit an inherent motor variability and subtle fluctuations in movement stability. Variability and stability are different aspects of system dynamics, whose magnitude may be further affected by a cognitive load. Thus, the aim of the study was to explore and compare the effects of a cognitive dual task on the variability and local dynamic stability in a repetitive bimanual task. Thirteen healthy volunteers performed the repetitive motor task with and without a concurrent cognitive task of counting aloud backwards in multiples of three. Upper-body 3D kinematics were collected and postural reconfigurations-the variability related to the volunteer's postural change-were determined through a principal component analysis-based procedure. Subsequently, the most salient component was selected for the analysis of (1) cycle-to-cycle spatial and temporal variability, and (2) local dynamic stability as reflected by the largest Lyapunov exponent. Finally, end-point variability was evaluated as a control measure. The dual cognitive task proved to increase the temporal variability and reduce the local dynamic stability, marginally decrease endpoint variability, and substantially lower the incidence of postural reconfigurations. Particularly, the latter effect is considered to be relevant for the prevention of work-related musculoskeletal disorders since reduced variability in sustained repetitive tasks might increase the risk of overuse injuries.

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

    ERIC Educational Resources Information Center

    Marquardt, Lloyd D.; McCormick, Ernest J.

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

  20. Benefits of Job Clubs for Executive Job Seekers: A Tale of Hares and Tortoises

    ERIC Educational Resources Information Center

    Kondo, Christopher T.

    2009-01-01

    This qualitative research study compares the experiences of 2 groups of executive job seekers--job club members and nonmembers--through thematic analysis of open-ended interviews. The findings indicated that job club members benefited from group learning, increased accountability, networking opportunities, emotional support, helping other members,…

  1. Job-Derived Selection. Preliminary Report. Report No. 2.

    ERIC Educational Resources Information Center

    DeNisi, Angelo S.; And Others

    The Position Analysis Questionnaire (PAQ), a structured job analysis questionnaire that provides for the analysis for individual jobs in terms of 187 job elements, has been found in previous studies to be useful as the basis for predicting the mean test scores of incumbents on a sample of jobs in terms of the nine tests of the General Aptitude…

  2. Gender differences in job quality and job satisfaction among doctors in rural western China.

    PubMed

    Miao, Yang; Li, Lingui; Bian, Ying

    2017-12-28

    Few studies about gender differences in job quality and job satisfaction among medical professionals have been carried out in China. So the objectives of this study were to examine whether and to what extent gender differences existed in job quality and job satisfaction of doctors in rural western China. From 2009 to 2011, a total of 1472 doctors from 103 selected county-level health care facilities in rural western China were recruited into the study. Information about the doctors' demographic characteristics, job quality, and job satisfaction was collected through a designed questionnaire. Besides examining gender differences in single dimensions of job quality and job satisfaction, principal component analysis was used to construct a composite job quality index to measure the differences in the comprehensive job quality, and exploratory factor analysis was applied to evaluate the differences in the overall job satisfaction. Chi-square test was used to calculate differences between proportions, and t-test was used to compare differences between means. Among the doctors, there were 705 males and 767 females (ratio 1:1.09). Male doctors had significantly higher monthly salaries, longer working hours, more times of night shifts per month, longer continuous working hours, and longer years of service at current facilities, and marginally significantly higher hourly wage and longer years of service in current professions. However, female doctors showed greater overall job qualities. Significant and marginally significant gender differences were only found in satisfaction with remuneration compared to workload, the chance of promotion and working environment. But female showed greater satisfaction in the overall job satisfaction and the factor including sub-aspects of working environment, remuneration compared to workload, the chance of promotion, utilization of subjective initiative, and sense of achievement. Gender differences in job quality and job satisfaction did

  3. [Influencing factors for job satisfaction in train drivers in a railway bureau: an analysis of 1413 cases].

    PubMed

    Gu, G Z; Yu, S F; Zhou, W H; Wu, H; Kang, L; Chen, R

    2017-01-20

    Objective: To investigate the influencing factors for job satisfaction in train drivers. Methods: In March 2012, cluster sampling was used to conduct a cross-sectional survey in 1413 male train drivers (including 301 passenger train drivers, 683 freight train drivers, 350 passenger shunting train drivers, and 79 high-speed train drivers) from a locomotive depot of a railway bureau. The occupational stress instruments, job content questionnaire, and effort-reward imbalance questionnaire were used to analyze job satisfaction, occupational stress factors, stress reaction, individual characteristics, coping strategies, and social support. Results: There were significant differences in job satisfaction score between the drivers with different posts, working years, ages, smoking status, and drinking status ( P <0.01). The correlation analysis revealed that job satisfaction score was positively correlated with reward, working stability, promotion opportunity, positive emotion, social support, self-esteem, and coping strategy scores ( P <0.01) and negatively correlated with sleep disorders, effort, role conflict, intergroup conflict, responsibility for persons, responsibility for things, psychological needs, physiological needs, daily stress, negative emotion, and depressive symptom scores ( P < 0.01). The analysis of variance showed that compared with the moderate and low job satisfaction groups, the high job satisfaction group had significantly higher reward, positive emotion, promotion opportunity, and role ambiguity scores ( P <0.01) , as well as significantly lower scores of responsibility for persons and responsibility for things ( P <0.01). Compared with the moderate and high job satisfaction groups the low job satisfaction group had significantly higher scores of psychological needs, effort, role conflict, sleep disorders, daily stress, depressive symptom, negative emotion, drug use, intragroup conflict, and social support ( P <0.01) , and the moderate job

  4. The National Health Educator Job Analysis 2010: Process and Outcomes

    ERIC Educational Resources Information Center

    Doyle, Eva I.; Caro, Carla M.; Lysoby, Linda; Auld, M. Elaine; Smith, Becky J.; Muenzen, Patricia M.

    2012-01-01

    The National Health Educator Job Analysis 2010 was conducted to update the competencies model for entry- and advanced-level health educators. Qualitative and quantitative methods were used. Structured interviews, focus groups, and a modified Delphi technique were implemented to engage 59 health educators from diverse work settings and experience…

  5. The role of supervisor emotional support on individual job satisfaction: A multilevel analysis.

    PubMed

    Pohl, Sabine; Galletta, Maura

    2017-02-01

    Supervisor emotional support is a strong determinant of job satisfaction. There is no study examining the effect of supervisor emotional support at the group level on job satisfaction. Multilevel statistical techniques can help disentangle the effects of subjective assessments from those of group factors. The study's aim was to examine the moderating role of supervisor emotional support (group-level variable) on the relationship between work engagement and job satisfaction (individual-level variables). A cross-sectional study was performed in 39units from three Belgian hospitals. A total of 323 nurses completed a self-reported questionnaire. We carried out a multilevel analysis by using Hierarchical Linear Modeling. The results showed that the cross-level interaction was significant. Hence, at individual-level, the nurses with high levels of work engagement showed high levels of job satisfaction and this relationship was stronger when supervisor emotional support at group-level was high. Contextual differences among groups had an impact on the form of the work engagement-job satisfaction relationship. This relationship between work engagement and job satisfaction is an individual and group level phenomenon. Ways to enhance emotional supervisor support include training supervisors in providing support and enhancing communication between nurses and supervisors. Copyright © 2016 Elsevier Inc. All rights reserved.

  6. Cognitive Task Analysis of the HALIFAX-Class Operations Room Officer

    DTIC Science & Technology

    1999-03-10

    Image Cover Sheet CLASSIFICATION SYSTEM NUMBER 510918 UNCLASSIFIED llllllllllllllllllllllllllllllllllllllll TITLE COGNITIVE TASK ANALYSIS OF THE...DATES COVERED 00-00-1999 to 00-00-1999 4. TITLE AND SUBTITLE Cognitive Task Analysis of the HALIFAX-Class Operations Room Officer 5a. CONTRACT...Ontario . ~ -- . ’ c ... - Incorporated Cognitive Task Analysis of the HALIFAX-Class Operations Room Officer: PWGSC Contract No. W7711-7-7404/001/SV

  7. Task Analysis for Health Occupations. Cluster: Nursing. Occupation: Home Health Aide. Education for Employment Task Lists.

    ERIC Educational Resources Information Center

    Lake County Area Vocational Center, Grayslake, IL.

    This document contains a task analysis for health occupations (home health aid) in the nursing cluster. For each task listed, occupation, duty area, performance standard, steps, knowledge, attitudes, safety, equipment/supplies, source of analysis, and Illinois state goals for learning are listed. For the duty area of "providing therapeutic…

  8. Job analysis of maintenance-mechanic position for the nuclear power plant maintenance personnel reliability model

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

    Siegel, A.I.; Bartter, W.D.; Kopstein, F.F.

    1982-06-01

    The task list method of job survey was used. In collaboration with BWR and PWR personnel, a list of 107 tasks performed by maintenance mechanics was developed, grouped into: remove and install, test and repair, inspect and perform preventive maintenance, miscellaneous, communication, and report preparation. For each listed task, the questionnaire form inquired into: frequency of performance, task completion time, safety consequences of improper performance, and the amount of training required to perform the task proficiently. Scaled information was requested about seven abilities: (1) visual speed, accuracy, and recognition; (2) gross motor coordination; (3) fine manual dexterity; (4) strength andmore » stamina; (5) cognition; (6) memory; and (7) problem solving required for function completion. Survey forms were distributed to 27 nuclear power plants. Thirty-one maintenance mechanics representing 17 plants returned the completed forms. Frequency of performing tasks was bimodally distributed: (1) between once a year and once every six months, and (2) about once a week. More than half of the tasks have potential risk consequences if improperly performed. The five tasks with the greatest risk implications in the case of inadequate performance were: (1) remove and install reactor and dry-well heads, (2) test and repair reactor system components, (3) remove and install pressurizer mechanical relief valves, (4) test and repair pressurizer relief valves, (5) remove and install core spray pumps, seals, and valves. Hierarchically, the public risk associated with the various functions was: (1) remove and install, (2) test and repair, (3) preventive maintenance, (4) miscellaneous tasks, (5) communication, and (6) report preparation.« less

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

    PubMed

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

    1989-01-01

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

  10. Effective Clinical Supervision in Substance Use Disorder Treatment Programs and Counselor Job Performance.

    PubMed

    Rothrauff-Laschober, Tanja C; Eby, Lillian Turner de Tormes; Sauer, Julia B

    2013-01-01

    When mental health counselors have limited and/or inadequate training in substance use disorders (SUDs), effective clinical supervision (ECS) may advance their professional development. The purpose of the current study was to investigate whether ECS is related to the job performance of SUD counselors. Data were obtained in person via paper-and-pencil surveys from 392 matched SUD counselor-clinical supervisor dyads working in 27 SUD treatment organizations across the United States. ECS was rated by counselors and measured with five multi-item scales (i.e., sponsoring counselors' careers, providing challenging assignments, role modeling, accepting/confirming counselors' competence, overall supervisor task proficiency). Clinical supervisors rated counselors' job performance, which was measured with two multi-item scales (i.e., task performance, performance within supervisory relationship). Using mixed-effects models, we found that most aspects of ECS are related to SUD counselor job performance. Thus, ECS may indeed enhance counselors' task performance and performance within the supervisory relationship, and, as a consequence, offset limited formal SUD training.

  11. Effective Clinical Supervision in Substance Use Disorder Treatment Programs and Counselor Job Performance

    PubMed Central

    2013-01-01

    When mental health counselors have limited and/or inadequate training in substance use disorders (SUDs), effective clinical supervision (ECS) may advance their professional development. The purpose of the current study was to investigate whether ECS is related to the job performance of SUD counselors. Data were obtained in person via paper-and-pencil surveys from 392 matched SUD counselor-clinical supervisor dyads working in 27 SUD treatment organizations across the United States. ECS was rated by counselors and measured with five multi-item scales (i.e., sponsoring counselors’ careers, providing challenging assignments, role modeling, accepting/confirming counselors’ competence, overall supervisor task proficiency). Clinical supervisors rated counselors’ job performance, which was measured with two multi-item scales (i.e., task performance, performance within supervisory relationship). Using mixed-effects models, we found that most aspects of ECS are related to SUD counselor job performance. Thus, ECS may indeed enhance counselors’ task performance and performance within the supervisory relationship, and, as a consequence, offset limited formal SUD training. PMID:25061265

  12. Job satisfaction amongst aged care staff: exploring the influence of person-centered care provision.

    PubMed

    Edvardsson, David; Fetherstonhaugh, Deirdre; McAuliffe, Linda; Nay, Rhonda; Chenco, Carol

    2011-10-01

    There are challenges in attracting and sustaining a competent and stable workforce in aged care, and key issues of concern such as low staff job satisfaction and feelings of not being able to provide high quality care have been described. This study aimed to explore the association between person-centered care provision and job satisfaction in aged care staff. Residential aged care staff (n = 297) in Australia completed the measure of job satisfaction and the person-centered care assessment tool. Univariate analyses examined relationships between variables, and multiple linear regression analysis explored the extent to whichperceived person-centredness could predict job satisfaction of staff. Perceived person-centred care provision was significantly associated with job satisfaction, and person-centred care provision could explain nearly half of the variation in job satisfaction. The regression model with the three person-centered care subscales as predictor variables accounted for 40% of the variance in job satisfaction. Personalizing care had the largest independent influence on job satisfaction, followed by amount of organizational support and degree of environmental accessibility. Personalizing care and amount of organizational support had a statistically significant unique influence. As person-centered care positively correlated with staff job satisfaction, supporting staff in providing person-centered care can enhance job satisfaction and might facilitate attracting and retaining staff in residential aged care. The findings reiterate a need to shift focus from merely completing care tasks and following organizational routines to providing high quality person-centered care that promotes the good life of residents in aged care.

  13. 49 CFR 236.923 - Task analysis and basic requirements.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... classroom, simulator, computer-based, hands-on, or other formally structured training and testing, except... for Processor-Based Signal and Train Control Systems § 236.923 Task analysis and basic requirements...) Based on a formal task analysis, identify the installation, maintenance, repair, modification...

  14. 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.

  15. The job analysis of Korean nurses as a strategy to improve the Korean Nursing Licensing Examination.

    PubMed

    Park, In Sook; Suh, Yeon Ok; Park, Hae Sook; Ahn, Soo Yeon; Kang, So Young; Ko, Il Sun

    2016-01-01

    This study aimed at characterizing Korean nurses' occupational responsibilities to apply the results for improvement of the Korean Nursing Licensing Examination. First, the contents of nursing job were defined based on a focus group interview of 15 nurses. Developing a Curriculum (DACOM) method was used to examine those results and produce the questionnaire by 13 experts. After that, the questionnaire survey to 5,065 hospital nurses was done. The occupational responsibilities of nurses were characterized as involving 8 duties, 49 tasks, and 303 task elements. Those 8 duties are nursing management and professional development, safety and infection control, the management of potential risk factors, basic nursing and caring, the maintenance of physiological integrity, medication and parenteral treatments, socio-psychological integrity, and the maintenance and improvement of health. The content of Korean Nursing Licensing Examination should be improved based on 8 duties and 49 tasks of the occupational responsibilities of Korean nurses.

  16. Job stress and job satisfaction: home care workers in a consumer-directed model of care.

    PubMed

    Delp, Linda; Wallace, Steven P; Geiger-Brown, Jeanne; Muntaner, Carles

    2010-08-01

    To investigate determinants of job satisfaction among home care workers in a consumer-directed model. Analysis of data collected from telephone interviews with 1,614 Los Angeles home care workers on the state payroll in 2003. Multivariate logistic regression analysis was used to determine the odds of job satisfaction using job stress model domains of demands, control, and support. Abuse from consumers, unpaid overtime hours, and caring for more than one consumer as well as work-health demands predict less satisfaction. Some physical and emotional demands of the dyadic care relationship are unexpectedly associated with greater job satisfaction. Social support and control, indicated by job security and union involvement, have a direct positive effect on job satisfaction. Policies that enhance the relational component of care may improve workers' ability to transform the demands of their job into dignified and satisfying labor. Adequate benefits and sufficient authorized hours of care can minimize the stress of unpaid overtime work, caring for multiple consumers, job insecurity, and the financial constraints to seeking health care. Results have implications for the structure of consumer-directed models of care and efforts to retain long-term care workers.

  17. Identification of Tasks in Home Economics Related Occupations: Food Service.

    ERIC Educational Resources Information Center

    Iowa State Univ. of Science and Technology, Ames. Dept. of Home Economics Education.

    The study was made to obtain curriculum development data for food service education programs below the baccalaureate level. Tasks related to the job functions of service, production, sanitation/safety, menu planning, procurement, supervision, and management were studied for five job categories of full-time personnel: middle-level service,…

  18. Job satisfaction of nurse practitioners: an analysis using Herzberg's theory.

    PubMed

    Koelbel, P W; Fuller, S G; Misener, T R

    1991-04-01

    The current sociopolitical and economic forces affecting health care may lead to job dissatisfaction among nurse practitioners, according to results of a South Carolina study. A mailed survey that consisted of the Index of Job Satisfaction and the Minnesota Satisfaction Questionnaire--Short Form was used to test Herzberg's dual-factor theory of job satisfaction. A response rate of 90 percent was attained, with a final sample of 132 nurse practitioners and midwives. Consistent with the predictions of Herzberg's model, intrinsic factors served as sources of job satisfaction, while extrinsic factors were the primary sources of job dissatisfaction. Nurse practitioners in the sample reported a moderate amount of satisfaction with their "overall jobs." Suggestions are provided for ways both nurse practitioners and health administrators can enhance job satisfaction.

  19. Occupation-differential construct validity of the Job Content Questionnaire (JCQ) psychological job demands scale with physical job demands items: a mixed methods research.

    PubMed

    Choi, Bongkyoo; Kurowski, Alicia; Bond, Meg; Baker, Dean; Clays, Els; De Bacquer, Dirk; Punnett, Laura

    2012-01-01

    The construct validity of the Job Content Questionnaire (JCQ) psychological demands scale in relationship to physical demands has been inconsistent. This study aims to test quantitatively and qualitatively whether the scale validity differs by occupation. Hierarchical clustering analyses of 10 JCQ psychological and physical demands items were conducted in 61 occupations from two datasets: one of non-faculty workers at a university in the United States (6 occupations with 208 total workers) and the other of a Belgian working population (55 occupations with 13,039 total workers). The psychological and physical demands items overlapped in 13 of 61 occupation-stratified clustering analyses. Most of the overlaps occurred in physically-demanding occupations and involved the two psychological demands items, 'work fast' and 'work hard'. Generally, the scale reliability was low in such occupations. Additionally, interviews with eight university workers revealed that workers interpreted the two psychological demands items differently by the nature of their tasks. The scale validity was occupation-differential. The JCQ psychological job demands scale as a job demand measure has been used worldwide in many studies. This study indicates that the wordings of the 'work fast' and 'work hard' items of the scale need to be reworded enough to differentiate mental and physical job demands as intended, 'psychological.'

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

    PubMed

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

    2013-08-08

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

  1. Job Stress and Related Factors Among Iranian Male Staff Using a Path Analysis Model.

    PubMed

    Azad-Marzabadi, Esfandiar; Gholami Fesharaki, Mohammad

    2016-06-01

    In recent years, job stress has been cited as a risk factor for some diseases. Given the importance of this subject, we established a new model for classifying job stress among Iranian male staff using path analysis. This cross-sectional study was done on male staff in Tehran, Iran, 2013. The participants in the study were selected using a proportional stratum sampling method. The tools used included nine questionnaires (1- HSE questionnaire; 2- GHQ questionnaire; 3- Beck depression inventory; 4- Framingham personality type; 5- Azad-Fesharaki's physical activity questionnaire; 6- Adult attachment style questionnaire; 7- Azad socioeconomic questionnaire; 8- Job satisfaction survey; and 9- demographic questionnaire). A total of 575 individuals (all male) were recruited for the study. Their mean (±SD) age was 33.49 (±8.9) and their mean job experience was 12.79 (±8.98) years. The pathway of job stress among Iranian male staff showed an adequate model fit (RMSEA=0.021, GFI=0.99, AGFI=0.97, P=0.136). In addition, the total effect of variables like personality type (β=0.283), job satisfaction (β=0.287), and age (β=0.108) showed a positive relationship with job stress, while variables like general health (β=-0.151) and depression (β=-0.242) showed the reverse effect on job stress. According to the results of this study, we can conclude that our suggested model is suited to explaining the pathways of stress among Iranian male staff.

  2. Estimation Accuracy on Execution Time of Run-Time Tasks in a Heterogeneous Distributed Environment.

    PubMed

    Liu, Qi; Cai, Weidong; Jin, Dandan; Shen, Jian; Fu, Zhangjie; Liu, Xiaodong; Linge, Nigel

    2016-08-30

    Distributed Computing has achieved tremendous development since cloud computing was proposed in 2006, and played a vital role promoting rapid growth of data collecting and analysis models, e.g., Internet of things, Cyber-Physical Systems, Big Data Analytics, etc. Hadoop has become a data convergence platform for sensor networks. As one of the core components, MapReduce facilitates allocating, processing and mining of collected large-scale data, where speculative execution strategies help solve straggler problems. However, there is still no efficient solution for accurate estimation on execution time of run-time tasks, which can affect task allocation and distribution in MapReduce. In this paper, task execution data have been collected and employed for the estimation. A two-phase regression (TPR) method is proposed to predict the finishing time of each task accurately. Detailed data of each task have drawn interests with detailed analysis report being made. According to the results, the prediction accuracy of concurrent tasks' execution time can be improved, in particular for some regular jobs.

  3. An Analysis of the Waste Water Treatment Operator Occupation.

    ERIC Educational Resources Information Center

    Clark, Anthony B.; And Others

    The occupational analysis contains a brief job description for the waste water treatment occupations of operator and maintenance mechanic and 13 detailed task statements which specify job duties (tools, equipment, materials, objects acted upon, performance knowledge, safety considerations/hazards, decisions, cues, and errors) and learning skills…

  4. Load Balancing in Cloud Computing Environment Using Improved Weighted Round Robin Algorithm for Nonpreemptive Dependent Tasks.

    PubMed

    Devi, D Chitra; Uthariaraj, V Rhymend

    2016-01-01

    Cloud computing uses the concepts of scheduling and load balancing to migrate tasks to underutilized VMs for effectively sharing the resources. The scheduling of the nonpreemptive tasks in the cloud computing environment is an irrecoverable restraint and hence it has to be assigned to the most appropriate VMs at the initial placement itself. Practically, the arrived jobs consist of multiple interdependent tasks and they may execute the independent tasks in multiple VMs or in the same VM's multiple cores. Also, the jobs arrive during the run time of the server in varying random intervals under various load conditions. The participating heterogeneous resources are managed by allocating the tasks to appropriate resources by static or dynamic scheduling to make the cloud computing more efficient and thus it improves the user satisfaction. Objective of this work is to introduce and evaluate the proposed scheduling and load balancing algorithm by considering the capabilities of each virtual machine (VM), the task length of each requested job, and the interdependency of multiple tasks. Performance of the proposed algorithm is studied by comparing with the existing methods.

  5. Load Balancing in Cloud Computing Environment Using Improved Weighted Round Robin Algorithm for Nonpreemptive Dependent Tasks

    PubMed Central

    Devi, D. Chitra; Uthariaraj, V. Rhymend

    2016-01-01

    Cloud computing uses the concepts of scheduling and load balancing to migrate tasks to underutilized VMs for effectively sharing the resources. The scheduling of the nonpreemptive tasks in the cloud computing environment is an irrecoverable restraint and hence it has to be assigned to the most appropriate VMs at the initial placement itself. Practically, the arrived jobs consist of multiple interdependent tasks and they may execute the independent tasks in multiple VMs or in the same VM's multiple cores. Also, the jobs arrive during the run time of the server in varying random intervals under various load conditions. The participating heterogeneous resources are managed by allocating the tasks to appropriate resources by static or dynamic scheduling to make the cloud computing more efficient and thus it improves the user satisfaction. Objective of this work is to introduce and evaluate the proposed scheduling and load balancing algorithm by considering the capabilities of each virtual machine (VM), the task length of each requested job, and the interdependency of multiple tasks. Performance of the proposed algorithm is studied by comparing with the existing methods. PMID:26955656

  6. Persistent high job demands and reactivity to mental stress predict future ambulatory blood pressure.

    PubMed

    Steptoe, A; Cropley, M

    2000-05-01

    To test the hypothesis that work stress (persistent high job demands over 1 year) in combination with high reactivity to mental stress predict ambulatory blood pressure. Assessment of cardiovascular responses to standardized behavioural tasks, job demands, and ambulatory blood pressure over a working day and evening after 12 months. We studied 81 school teachers (26 men, 55 women), 36 of whom experienced persistent high job demands over 1 year, while 45 reported lower job demands. Participants were divided on the basis of high and low job demands, and high and low systolic pressure reactions to an uncontrollable stress task. Blood pressure and concurrent physical activity were monitored using ambulatory apparatus from 0900 to 2230 h on a working day. Cardiovascular stress reactivity was associated with waist/hip ratio. Systolic and diastolic pressure during the working day were greater in high job demand participants who were stress reactive than in other groups, after adjustment for age, baseline blood pressure, body mass index and negative affectivity. The difference was not accounted for by variations in physical activity. Cardiovascular stress reactivity and sustained psychosocial stress may act in concert to increase cardiovascular risk in susceptible individuals.

  7. A Simplified Approach to Job Analysis. Part 2. The Means of Validation

    ERIC Educational Resources Information Center

    Thomas, D. B.; Costley, J. M.

    1969-01-01

    A representative of the Royal Air Force School of Education and a Field Training Advisor to the Civil Air Transport Industry Training Board continue the description of their simplified approach to job analysis. (LY)

  8. Career Involvement and Job Satisfaction as Related to Job Strain and Marital Satisfaction of Teachers and Their Spouses.

    ERIC Educational Resources Information Center

    Zimmerman, Karen W.; And Others

    1980-01-01

    A study of dual-employed couples examined the relationship between the variables of job status, job satisfaction, and marital satisfaction. Analysis revealed a significant positive relationship between job satisfaction and marital satisfaction and a significant negative relationship between job strain and marital satisfaction. (JOW)

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

    PubMed

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

    2017-08-01

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

  10. A Multi-Factor Analysis of Job Satisfaction among School Nurses

    ERIC Educational Resources Information Center

    Foley, Marcia; Lee, Julie; Wilson, Lori; Cureton, Virginia Young; Canham, Daryl

    2004-01-01

    Although job satisfaction has been widely studied among registered nurses working in traditional health care settings, little is known about the job-related values and perceptions of nurses working in school systems. Job satisfaction is linked to lower levels of job-related stress, burnout, and career abandonment among nurses. This study evaluated…

  11. Effects of dual tasks and dual-task training on postural stability: a systematic review and meta-analysis

    PubMed Central

    Ghai, Shashank; Ghai, Ishan; Effenberg, Alfred O

    2017-01-01

    The use of dual-task training paradigm to enhance postural stability in patients with balance impairments is an emerging area of interest. The differential effects of dual tasks and dual-task training on postural stability still remain unclear. A systematic review and meta-analysis were conducted to analyze the effects of dual task and training application on static and dynamic postural stability among various population groups. Systematic identification of published literature was performed adhering to Preferred Reporting Items for Systematic Reviews and Meta-analysis (PRISMA) guidelines, from inception until June 2016, on the online databases Scopus, PEDro, MEDLINE, EMBASE, and SportDiscus. Experimental studies analyzing the effects of dual task and dual-task training on postural stability were extracted, critically appraised using PEDro scale, and then summarized according to modified PEDro level of evidence. Of 1,284 records, 42 studies involving 1,480 participants met the review’s inclusion criteria. Of the studies evaluating the effects of dual-task training on postural stability, 87.5% of the studies reported significant enhancements, whereas 30% of the studies evaluating acute effects of dual tasks on posture reported significant enhancements, 50% reported significant decrements, and 20% reported no effects. Meta-analysis of the pooled studies revealed moderate but significant enhancements of dual-task training in elderly participants (95% CI: 1.16–2.10) and in patients suffering from chronic stroke (−0.22 to 0.86). The adverse effects of complexity of dual tasks on postural stability were also revealed among patients with multiple sclerosis (−0.74 to 0.05). The review also discusses the significance of verbalization in a dual-task setting for increasing cognitive–motor interference. Clinical implications are discussed with respect to practical applications in rehabilitation settings. PMID:28356727

  12. Effects of dual tasks and dual-task training on postural stability: a systematic review and meta-analysis.

    PubMed

    Ghai, Shashank; Ghai, Ishan; Effenberg, Alfred O

    2017-01-01

    The use of dual-task training paradigm to enhance postural stability in patients with balance impairments is an emerging area of interest. The differential effects of dual tasks and dual-task training on postural stability still remain unclear. A systematic review and meta-analysis were conducted to analyze the effects of dual task and training application on static and dynamic postural stability among various population groups. Systematic identification of published literature was performed adhering to Preferred Reporting Items for Systematic Reviews and Meta-analysis (PRISMA) guidelines, from inception until June 2016, on the online databases Scopus, PEDro, MEDLINE, EMBASE, and SportDiscus. Experimental studies analyzing the effects of dual task and dual-task training on postural stability were extracted, critically appraised using PEDro scale, and then summarized according to modified PEDro level of evidence. Of 1,284 records, 42 studies involving 1,480 participants met the review's inclusion criteria. Of the studies evaluating the effects of dual-task training on postural stability, 87.5% of the studies reported significant enhancements, whereas 30% of the studies evaluating acute effects of dual tasks on posture reported significant enhancements, 50% reported significant decrements, and 20% reported no effects. Meta-analysis of the pooled studies revealed moderate but significant enhancements of dual-task training in elderly participants (95% CI: 1.16-2.10) and in patients suffering from chronic stroke (-0.22 to 0.86). The adverse effects of complexity of dual tasks on postural stability were also revealed among patients with multiple sclerosis (-0.74 to 0.05). The review also discusses the significance of verbalization in a dual-task setting for increasing cognitive-motor interference. Clinical implications are discussed with respect to practical applications in rehabilitation settings.

  13. 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...

  14. Task Analysis for Health Occupations. Cluster: Nursing. Occupation: Professional Nurse (Associate Degree). Education for Employment Task Lists.

    ERIC Educational Resources Information Center

    Lake County Area Vocational Center, Grayslake, IL.

    This document contains a task analysis for health occupations (professional nurse) in the nursing cluster. For each task listed, occupation, duty area, performance standard, steps, knowledge, attitudes, safety, equipment/supplies, source of analysis, and Illinois state goals for learning are listed. For the duty area of "providing therapeutic…

  15. Task Analysis Inventories. Series II.

    ERIC Educational Resources Information Center

    Wesson, Carl E.

    This second in a series of task analysis inventories contains checklists of work performed in twenty-two occupations. Each inventory is a comprehensive list of work activities, responsibilities, educational courses, machines, tools, equipment, and work aids used and the products produced or services rendered in a designated occupational area. The…

  16. Mining and Minerals Technical Advisory Committee on Curriculum Development. Job Clusters, Competencies and Task Analysis.

    ERIC Educational Resources Information Center

    Northern Montana Coll., Havre. Montana Center for Vocational Education, Research, Curriculum and Personnel Development.

    This skills inventory for mining occupations was developed by a technical committee in Montana to assist in the development of model curricula and to address state labor market needs. The committee included employers from the mining industry, members of trade and professional associations, and educators. The validated task list and defined job…

  17. Evolution of CMS workload management towards multicore job support

    NASA Astrophysics Data System (ADS)

    Pérez-Calero Yzquierdo, A.; Hernández, J. M.; Khan, F. A.; Letts, J.; Majewski, K.; Rodrigues, A. M.; McCrea, A.; Vaandering, E.

    2015-12-01

    The successful exploitation of multicore processor architectures is a key element of the LHC distributed computing system in the coming era of the LHC Run 2. High-pileup complex-collision events represent a challenge for the traditional sequential programming in terms of memory and processing time budget. The CMS data production and processing framework is introducing the parallel execution of the reconstruction and simulation algorithms to overcome these limitations. CMS plans to execute multicore jobs while still supporting singlecore processing for other tasks difficult to parallelize, such as user analysis. The CMS strategy for job management thus aims at integrating single and multicore job scheduling across the Grid. This is accomplished by employing multicore pilots with internal dynamic partitioning of the allocated resources, capable of running payloads of various core counts simultaneously. An extensive test programme has been conducted to enable multicore scheduling with the various local batch systems available at CMS sites, with the focus on the Tier-0 and Tier-1s, responsible during 2015 of the prompt data reconstruction. Scale tests have been run to analyse the performance of this scheduling strategy and ensure an efficient use of the distributed resources. This paper presents the evolution of the CMS job management and resource provisioning systems in order to support this hybrid scheduling model, as well as its deployment and performance tests, which will enable CMS to transition to a multicore production model for the second LHC run.

  18. Evolution of CMS Workload Management Towards Multicore Job Support

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

    Perez-Calero Yzquierdo, A.; Hernández, J. M.; Khan, F. A.

    The successful exploitation of multicore processor architectures is a key element of the LHC distributed computing system in the coming era of the LHC Run 2. High-pileup complex-collision events represent a challenge for the traditional sequential programming in terms of memory and processing time budget. The CMS data production and processing framework is introducing the parallel execution of the reconstruction and simulation algorithms to overcome these limitations. CMS plans to execute multicore jobs while still supporting singlecore processing for other tasks difficult to parallelize, such as user analysis. The CMS strategy for job management thus aims at integrating single andmore » multicore job scheduling across the Grid. This is accomplished by employing multicore pilots with internal dynamic partitioning of the allocated resources, capable of running payloads of various core counts simultaneously. An extensive test programme has been conducted to enable multicore scheduling with the various local batch systems available at CMS sites, with the focus on the Tier-0 and Tier-1s, responsible during 2015 of the prompt data reconstruction. Scale tests have been run to analyse the performance of this scheduling strategy and ensure an efficient use of the distributed resources. This paper presents the evolution of the CMS job management and resource provisioning systems in order to support this hybrid scheduling model, as well as its deployment and performance tests, which will enable CMS to transition to a multicore production model for the second LHC run.« less

  19. Job-Demands, Job Control, Social Support, Self-Efficacy, and Burnout of Staff of Residential Children's Homes

    ERIC Educational Resources Information Center

    Brouwers, André; Tomic, Welko

    2016-01-01

    The aim of the current study was to examine among educational staff members of residential children's homes to what extent task demands, job control, emotional and social support from colleagues and management as well as self-efficacy beliefs concerning coping with aggressive behaviour in youngsters are associated with emotional exhaustion,…

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

    PubMed Central

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

    2013-01-01

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

  1. Inter-subject phase synchronization for exploratory analysis of task-fMRI.

    PubMed

    Bolt, Taylor; Nomi, Jason S; Vij, Shruti G; Chang, Catie; Uddin, Lucina Q

    2018-08-01

    Analysis of task-based fMRI data is conventionally carried out using a hypothesis-driven approach, where blood-oxygen-level dependent (BOLD) time courses are correlated with a hypothesized temporal structure. In some experimental designs, this temporal structure can be difficult to define. In other cases, experimenters may wish to take a more exploratory, data-driven approach to detecting task-driven BOLD activity. In this study, we demonstrate the efficiency and power of an inter-subject synchronization approach for exploratory analysis of task-based fMRI data. Combining the tools of instantaneous phase synchronization and independent component analysis, we characterize whole-brain task-driven responses in terms of group-wise similarity in temporal signal dynamics of brain networks. We applied this framework to fMRI data collected during performance of a simple motor task and a social cognitive task. Analyses using an inter-subject phase synchronization approach revealed a large number of brain networks that dynamically synchronized to various features of the task, often not predicted by the hypothesized temporal structure of the task. We suggest that this methodological framework, along with readily available tools in the fMRI community, provides a powerful exploratory, data-driven approach for analysis of task-driven BOLD activity. Copyright © 2018 Elsevier Inc. All rights reserved.

  2. Analysis of multiple activity manual materials handling tasks using A Guide to Manual Materials Handling.

    PubMed

    Mital, A

    1999-01-01

    Manual handling of materials continues to be a hazardous activity, leading to a very significant number of severe overexertion injuries. Designing jobs that are within the physical capabilities of workers is one approach ergonomists have adopted to redress this problem. As a result, several job design procedures have been developed over the years. However, these procedures are limited to designing or evaluating only pure lifting jobs or only the lifting aspect of a materials handling job. This paper describes a general procedure that may be used to design or analyse materials handling jobs that involve several different kinds of activities (e.g. lifting, lowering, carrying, pushing, etc). The job design/analysis procedure utilizes an elemental approach (breaking the job into elements) and relies on databases provided in A Guide to Manual Materials Handling to compute associated risk factors. The use of the procedure is demonstrated with the help of two case studies.

  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. Morale and job perception of community mental health professionals in Berlin and London.

    PubMed

    Priebe, Stefan; Fakhoury, Walid K H; Hoffmann, Karin; Powell, Richard A

    2005-03-01

    Morale and job perception of staff in community mental health care may influence feasibility and quality of care, and some research has suggested particularly high burnout of staff in the community. The aims of this study were to: a) assess morale, i. e. team identity, job satisfaction and burnout, in psychiatrists, community psychiatric nurses and social workers in community mental health care in Berlin and London; b) compare findings between the groups and test whether personal characteristics, place of working and professional group predict morale; and c) explore what tasks, obstacles, skills, enjoyable and stressful aspects interviewees perceived as important in their jobs. In all, 189 mental health professionals (a minimum of 30 in each of the six groups) responded to a postal survey and reported activities per week using pre-formed categories. Perception of professional role was assessed on the Team Identity Scale, job satisfaction on the Minnesota Job Satisfaction Scale, and burnout on the Maslach Burnout Inventory. Seven simple open questions were used to elicit the main tasks, skills that staff did and did not feel competent in, aspects that they did and did not enjoy in their job, and obstacles and factors that caused pressure. Answers were subjected to content analysis using a posteriori formed categories. Weekly activities and morale varied between sites and professional groups. Some mean scores for groups in London exceeded the threshold for a burnout syndrome, and are particularly less favourable for social workers. Working in London predicted higher burnout, lower job satisfaction and lower team identity. Being a psychiatrist predicted higher team identity, whilst being a social worker was associated with higher burnout and lower job satisfaction. Male gender predicted lower burnout and higher team identity. However, professional group and site interacted in predicting burnout and job satisfaction. Psychiatrists in London had much more favourable

  5. The Information Professional's Profile: An Analysis of Brazilian Job Vacancies on the Internet

    ERIC Educational Resources Information Center

    da Cunha, Miriam Vieira

    2009-01-01

    Introduction: Report of a study to discover and describe job vacancies for information professionals available online at specific sites and discussion lists between January 2005 and February 2008. Method: The study uses Bardin's content analysis technique and the following analysis criteria: information source, institutional type, professional…

  6. Job satisfaction among primary care physicians: results of a survey.

    PubMed

    Behmann, Mareike; Schmiemann, Guido; Lingner, Heidrun; Kühne, Franziska; Hummers-Pradier, Eva; Schneider, Nils

    2012-03-01

    A shortage of primary care physicians (PCPs) seems likely in Germany in the near future and already exists in some parts of the country. Many currently practicing PCPs will soon reach retirement age, and recruiting young physicians for family practice is difficult. The attractiveness of primary care for young physicians depends on the job satisfaction of currently practicing PCPs. We studied job satisfaction among PCPs in Lower Saxony, a large federal state in Germany. In 2009, we sent a standardized written questionnaire on overall job satisfaction and on particular aspects of medical practice to 3296 randomly chosen PCPs and internists in family practice in Lower Saxony (50% of the entire target population). 1106 physicians (34%) responded; their mean age was 52, and 69% were men. 64% said they were satisfied or very satisfied with their job overall. There were particularly high rates of satisfaction with patient contact (91%) and working atmosphere (87% satisfied or very satisfied). In contrast, there were high rates of dissatisfaction with administrative tasks (75% dissatisfied or not at all satisfied). The results were more indifferent concerning payment and work life balance. Overall, younger PCPs and physicians just entering practice were more satisfied than their older colleagues who had been in practice longer. PCPs are satisfied with their job overall. However, there is significant dissatisfaction with administrative tasks. Improvements in this area may contribute to making primary care more attractive to young physicians.

  7. Job Language Performance Requirements for MOS 75C. Personnel Management Specialist. Reference Soldier’s Manual Dated 22 May 1979.

    DTIC Science & Technology

    1979-05-22

    STANDARDS-1963-A •4 OCT 1982 kJOB LANGUAGE PERFORMANCE REQUIREMENTS FOR 75C PERSONNEL MANAGEENT SPECIALIST REFERENCE SOLDIER’S MANUAL DATED 22 May 1979...task by task listing of the vocabulary extracted from the Soldier’s Manual .. iii [’ Appendix seven contains the machine-generated vocabulary f3r this...Observation Form and an analysis of language structures in the Soldier’s Manual for this MOS. The Observation Form (Appendix 4) was used to record actual

  8. Data oriented job submission scheme for the PHENIX user analysis in CCJ

    NASA Astrophysics Data System (ADS)

    Nakamura, T.; En'yo, H.; Ichihara, T.; Watanabe, Y.; Yokkaichi, S.

    2011-12-01

    The RIKEN Computing Center in Japan (CCJ) has been developed to make it possible analyzing huge amount of data corrected by the PHENIX experiment at RHIC. The corrected raw data or reconstructed data are transferred via SINET3 with 10 Gbps bandwidth from Brookheaven National Laboratory (BNL) by using GridFTP. The transferred data are once stored in the hierarchical storage management system (HPSS) prior to the user analysis. Since the size of data grows steadily year by year, concentrations of the access request to data servers become one of the serious bottlenecks. To eliminate this I/O bound problem, 18 calculating nodes with total 180 TB local disks were introduced to store the data a priori. We added some setup in a batch job scheduler (LSF) so that user can specify the requiring data already distributed to the local disks. The locations of data are automatically obtained from a database, and jobs are dispatched to the appropriate node which has the required data. To avoid the multiple access to a local disk from several jobs in a node, techniques of lock file and access control list are employed. As a result, each job can handle a local disk exclusively. Indeed, the total throughput was improved drastically as compared to the preexisting nodes in CCJ, and users can analyze about 150 TB data within 9 hours. We report this successful job submission scheme and the feature of the PC cluster.

  9. Convergence among Data Sources, Response Bias, and Reliability and Validity of a Structured Job Analysis Questionnaire.

    ERIC Educational Resources Information Center

    Smith, Jack E.; Hakel, Milton D.

    1979-01-01

    Examined are questions pertinent to the use of the Position Analysis Questionnaire: Who can use the PAQ reliably and validly? Must one rely on trained job analysts? Can people having no direct contact with the job use the PAQ reliably and validly? Do response biases influence PAQ responses? (Author/KC)

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

    PubMed

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

    2008-08-01

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

  11. Occupational Analysis Technology: Expanded Role in Development of Cost-Effective Maintenance Systems. Final Report.

    ERIC Educational Resources Information Center

    Foley, John P., Jr.

    A study was conducted to refine and coordinate occupational analysis, job performance aids, and elements of the instructional systems development process for task specific Air Force maintenance training. Techniques for task identification and analysis (TI & A) and data gathering techniques for occupational analysis were related. While TI &…

  12. Job strain in relation to body mass index: pooled analysis of 160 000 adults from 13 cohort studies.

    PubMed

    Nyberg, S T; Heikkilä, K; Fransson, E I; Alfredsson, L; De Bacquer, D; Bjorner, J B; Bonenfant, S; Borritz, M; Burr, H; Casini, A; Clays, E; Dragano, N; Erbel, R; Geuskens, G A; Goldberg, M; Hooftman, W E; Houtman, I L; Jöckel, K-H; Kittel, F; Knutsson, A; Koskenvuo, M; Leineweber, C; Lunau, T; Madsen, I E H; Hanson, L L Magnusson; Marmot, M G; Nielsen, M L; Nordin, M; Oksanen, T; Pentti, J; Rugulies, R; Siegrist, J; Suominen, S; Vahtera, J; Virtanen, M; Westerholm, P; Westerlund, H; Zins, M; Ferrie, J E; Theorell, T; Steptoe, A; Hamer, M; Singh-Manoux, A; Batty, G D; Kivimäki, M

    2012-07-01

    Evidence of an association between job strain and obesity is inconsistent, mostly limited to small-scale studies, and does not distinguish between categories of underweight or obesity subclasses. To examine the association between job strain and body mass index (BMI) in a large adult population. We performed a pooled cross-sectional analysis based on individual-level data from 13 European studies resulting in a total of 161 746 participants (49% men, mean age, 43.7 years). Longitudinal analysis with a median follow-up of 4 years was possible for four cohort studies (n = 42 222). A total of 86 429 participants were of normal weight (BMI 18.5-24.9 kg m(-2) ), 2149 were underweight (BMI < 18.5 kg m(-2) ), 56 572 overweight (BMI 25.0-29.9 kg m(-2) ) and 13 523 class I (BMI 30-34.9 kg m(-2) ) and 3073 classes II/III (BMI ≥ 35 kg m(-2) ) obese. In addition, 27 010 (17%) participants reported job strain. In cross-sectional analyses, we found increased odds of job strain amongst underweight [odds ratio 1.12, 95% confidence interval (CI) 1.00-1.25], obese class I (odds ratio 1.07, 95% CI 1.02-1.12) and obese classes II/III participants (odds ratio 1.14, 95% CI 1.01-1.28) as compared with participants of normal weight. In longitudinal analysis, both weight gain and weight loss were related to the onset of job strain during follow-up. In an analysis of European data, we found both weight gain and weight loss to be associated with the onset of job strain, consistent with a 'U'-shaped cross-sectional association between job strain and BMI. These associations were relatively modest; therefore, it is unlikely that intervention to reduce job strain would be effective in combating obesity at a population level. © 2011 The Association for the Publication of the Journal of Internal Medicine.

  13. Estimation Accuracy on Execution Time of Run-Time Tasks in a Heterogeneous Distributed Environment

    PubMed Central

    Liu, Qi; Cai, Weidong; Jin, Dandan; Shen, Jian; Fu, Zhangjie; Liu, Xiaodong; Linge, Nigel

    2016-01-01

    Distributed Computing has achieved tremendous development since cloud computing was proposed in 2006, and played a vital role promoting rapid growth of data collecting and analysis models, e.g., Internet of things, Cyber-Physical Systems, Big Data Analytics, etc. Hadoop has become a data convergence platform for sensor networks. As one of the core components, MapReduce facilitates allocating, processing and mining of collected large-scale data, where speculative execution strategies help solve straggler problems. However, there is still no efficient solution for accurate estimation on execution time of run-time tasks, which can affect task allocation and distribution in MapReduce. In this paper, task execution data have been collected and employed for the estimation. A two-phase regression (TPR) method is proposed to predict the finishing time of each task accurately. Detailed data of each task have drawn interests with detailed analysis report being made. According to the results, the prediction accuracy of concurrent tasks’ execution time can be improved, in particular for some regular jobs. PMID:27589753

  14. Nurses' Job satisfaction: an Italian study.

    PubMed

    Sansoni, J; De Caro, W; Marucci, A R; Sorrentino, M; Mayner, L; Lancia, L

    2016-01-01

    The aim of the work presented was to assess job satisfaction of a number of nurses from different departments working in public hospitals in Italy. The assessment was carried out through the combined use of questionnaires, which measured different aspects of job satisfaction, such as coping abilities, stress level and optimism/pessimism. The literature supports the fact that nurses' job dissatisfaction is closely connected with high levels of stress, burnout and physical and mental exhaustion, together with high workload levels and the complexity of care. The growing interest in measuring the levels of nurses' job satisfaction is attributable to a number of problems that have been raised worldwide, two of which are becoming ever so important: turnover and shortage of nurses. The research question is: Which are the main motivating factors of Italian nurses' job satisfaction/dissatisfaction? The study used a convenience (non probability) sample of 1,304 nurses from 15 different wards working in Italian public hospitals from a number of cities in northern, central and southern Italy. The survey instrument was a questionnaire consisting of 205 items which included 5 different questionnaires combined together. The results show a low level of job satisfaction (IWS= 11.5, JSS=126.4). However, the participants were overall happy about their job and considered autonomy and salary important factors for job satisfaction. Research has shown that the nurses' level of satisfaction in Italian hospitals is low. The results revealed dissatisfaction with task requirements, organizational policies and advance in career. Nurses interviewed did not feel stressed and showed to be optimistic overall. New research on the subject should be conducted by focusing on ward differences, North and South of Italy and on gender differences.

  15. Factors impacting job satisfaction among nurses from a tertiary care centre.

    PubMed

    Kaddourah, Bayan T; Khalidi, Aziza; Abu-Shaheen, Amani K; Al-Tannir, Mohamad A

    2013-11-01

    To investigate the level of job satisfaction and the impact of personal characteristics and work environment on job satisfaction among nurses. Job satisfaction among nurses is of paramount importance to providers of health care because satisfied nurses appear to be endowed with the physical and emotional dexterity and the effort needed to perform their tasks that will enhance the quality of care provided to the patient. A cross-sectional survey. The study included nurses of both genders with at least one year of nursing experience, serving in all shifts of various clinical settings (n = 178 nurses). A modified version of measure of nurses' job satisfaction, developed by Whitley and Putzier, was used to assess the effect of personal characteristics profile and work environment on job satisfaction. A total of 140 nurses were (response rate = 78·7%) entered into final data analysis. The study showed that 111 participants (79·3%) were significantly satisfied in their current jobs. Furthermore, 65 nurses (46·4%) were not satisfied with their salaries, and almost half the nurses were not pleased with the nurse/patient ratio, autonomy and enough time to discuss problems with staff. This study revealed that almost 50% of nurses are overworked, are unsatisfied with their salaries, and have limited autonomy and inadequate communication with superiors. Strategies must be formulated by hospital and government authorities to decrease workload and empower nurses in controlling their practice in order to retain nurses in their jobs. The management must provide positive leadership and understand the local issues that affect nurses in order to enhance retaining and avoid shortage. This can be reflected positively on nursing clinical practice and ultimately patient health status. © 2013 John Wiley & Sons Ltd.

  16. Librarians in Name Only: Systems Librarianship and Job Seeking: A Content Analysis.

    ERIC Educational Resources Information Center

    Taylor, Robbie F.

    This study surveys previous research about systems librarians and performs a systematic examination of position requirements through analysis of position announcements, responsibilities, required skills, job titles, degree requirements, personality qualifications, and salaries. The educational needs and emergent curriculum appropriate for…

  17. The effect of job and environmental factors on job satisfaction in automotive industries.

    PubMed

    Dawal, Siti Zawiah Md; Taha, Zahari

    2006-01-01

    A methodology was developed for diagnosing industrial work, which includes questionnaire, observation, measurements, data collection and statistical analysis. A survey was conducted to investigate the relationship between job satisfaction and factors that affect work design in 2 automotives manufacturing companies in Malaysia. A basic work design model was proposed. The aim of this model was to determine the factors that influence employees' perception towards their work. A set of multiple-choice questionnaires was developed and data was collected by interviewing employees at a production plant. The survey focused on job and environmental factors. The results supported the proposed model and showed that job and environmental factors were significantly related to job satisfaction. They highlighted the significant influence of age, work experience and marital status on job satisfaction. Further, environmental factors, especially the surroundings, context dependence and the building's function, also had a significant impact on job satisfaction.

  18. Occupational status and job stress in relation to cardiovascular stress reactivity in Japanese workers.

    PubMed

    Hirokawa, Kumi; Ohira, Tetsuya; Nagayoshi, Mako; Kajiura, Mitsugu; Imano, Hironori; Kitamura, Akihiko; Kiyama, Masahiko; Okada, Takeo; Iso, Hiroyasu

    2016-12-01

    This study aimed to investigate the effects of occupational status and job stress factors on cardiovascular stress reactivity in Japanese workers. In this baseline assessment between 2001 and 2009 in Osaka, Japan, we examined 928 healthy Japanese employees (330 men, 598 women) from two occupational statuses: managers/professionals and general workers. A brief job stress questionnaire was used to evaluate job stress levels. Systolic and diastolic blood pressure (SBP, DBP), heart rate, heart rate variability (high-frequency [HF], low-frequency [LF], LF/HF], and peripheral blood flow were measured at rest and during two stressful tasks. Changes in stress reactivity were calculated as the difference between the measured variables during the tasks and the rest period. Men showed inverse associations between quantitative job overload and DBP, heart rate, and LF/HF, between physical demands and blood pressure (SBP, DBP), and between a poor physical environment and HF. Men also had positive associations between qualitative job overload and heart rate, and between physical demands and peripheral blood flow (all p < 0.05). Women showed inverse associations between qualitative job overload and SBP, and showed positive associations between qualitative job overload and peripheral blood flow, and between a poor physical environment and SBP (all p < 0.05). When stratified by occupational status, significant associations between job stress and changes in stress reactivity were observed in male managers/professionals and female general workers (p < 0.05). Job stress levels are associated with changes in cardiovascular stress reactivity in men and women. Occupational status may modify these associations.

  19. A Task Analysis of Selected Nuclear Technician Occupations.

    ERIC Educational Resources Information Center

    Braden, Paul V.; Paul, Krishan K.

    A task analysis of nuclear technician occupations in selected organizations in the Southern Interstate Nuclear Board Region was conducted as part of a research and development project leading to a nuclear technician manpower information system for these 17 states. In order to answer 11 questions focusing on task performance frequency and…

  20. Applicability Evaluation of Job Standards for Diabetes Nutritional Management by Clinical Dietitian.

    PubMed

    Baek, Young Jin; Oh, Na Gyeong; Sohn, Cheong-Min; Woo, Mi-Hye; Lee, Seung Min; Ju, Dal Lae; Seo, Jung-Sook

    2017-04-01

    This study was conducted to evaluate applicability of job standards for diabetes nutrition management by hospital clinical dietitians. In order to promote the clinical nutrition services, it is necessary to present job standards of clinical dietitian and to actively apply these standardized tasks to the medical institution sites. The job standard of clinical dietitians for diabetic nutrition management was distributed to hospitals over 300 beds. Questionnaire was collected from 96 clinical dietitians of 40 tertiary hospitals, 47 general hospitals, and 9 hospitals. Based on each 5-point scale, the importance of overall duty was 4.4 ± 0.5, performance was 3.6 ± 0.8, and difficulty was 3.1 ± 0.7. 'Nutrition intervention' was 4.5 ± 0.5 for task importance, 'nutrition assessment' was 4.0 ± 0.7 for performance, and 'nutrition diagnosis' was 3.4 ± 0.9 for difficulty. These 3 items were high in each category. Based on the grid diagram, the tasks of both high importance and high performance were 'checking basic information,' 'checking medical history and therapy plan,' 'decision of nutritional needs,' 'supply of foods and nutrients,' and 'education of nutrition and self-management.' The tasks with high importance but low performance were 'derivation of nutrition diagnosis,' 'planning of nutrition intervention,' 'monitoring of nutrition intervention process.' The tasks of both high importance and high difficulty were 'derivation of nutrition diagnosis,' 'planning of nutrition intervention,' 'supply of foods and nutrients,' 'education of nutrition and self-management,' and 'monitoring of nutrition intervention process.' The tasks of both high performance and high difficulty were 'documentation of nutrition assessment,' 'supply of foods and nutrients,' and 'education of nutrition and self-management.'

  1. Perceived job insecurity, unemployment and depressive symptoms: a systematic review and meta-analysis of prospective observational studies.

    PubMed

    Kim, T J; von dem Knesebeck, O

    2016-05-01

    It was shown that both job insecurity and unemployment are strongly and consistently associated with depressive symptoms. It is, however, less clear whether perceived job insecurity and unemployment constitute a comparable risk for the onset of depressive symptoms. A meta-analysis was conducted to explore this issue. In December 2014, relevant records were identified through the databases MEDLINE, Embase and PsychINFO. Articles were included if they had been published in the last 10 years and contained a quantitative analysis on the prospective link between job insecurity and unemployment with depressive symptoms. In 20 cohort studies within 15 articles, job insecurity and unemployment were significantly related to a higher risk of depressive symptoms, with the odds ratio (OR) being modestly higher for job insecurity (1.29, 95% CI 1.06-1.57) than for unemployment (1.19, 95% CI 1.11-1.28). Sensitivity analyses revealed that the effects were strongest in studies that examined younger respondents (<40 years) and used an unadjusted statistical model. By considering the length of the observational period, it was shown that unemployment ORs were higher in shorter time lags (under 1 year), while ORs for job insecurity were increased in longer exposure-outcome intervals (3-4 years). Specifically for unemployment, ORs were highest in studies that did not control for potential health selection effects and that ascertained enduring unemployment. A statistically significant publication bias was found for studies on unemployment, but not for job insecurity. The analyses revealed that both perceived job insecurity and unemployment constitute significant risks of increased depressive symptoms in prospective observational studies. By comparing both stressors, job insecurity can pose a comparable (and even modestly increased) risk of subsequent depressive symptoms.

  2. Job strain and health-related lifestyle: findings from an individual-participant meta-analysis of 118,000 working adults.

    PubMed

    Heikkilä, Katriina; Fransson, Eleonor I; Nyberg, Solja T; Zins, Marie; Westerlund, Hugo; Westerholm, Peter; Virtanen, Marianna; Vahtera, Jussi; Suominen, Sakari; Steptoe, Andrew; Salo, Paula; Pentti, Jaana; Oksanen, Tuula; Nordin, Maria; Marmot, Michael G; Lunau, Thorsten; Ladwig, Karl-Heinz; Koskenvuo, Markku; Knutsson, Anders; Kittel, France; Jöckel, Karl-Heinz; Goldberg, Marcel; Erbel, Raimund; Dragano, Nico; DeBacquer, Dirk; Clays, Els; Casini, Annalisa; Alfredsson, Lars; Ferrie, Jane E; Singh-Manoux, Archana; Batty, G David; Kivimäki, Mika

    2013-11-01

    We examined the associations of job strain, an indicator of work-related stress, with overall unhealthy and healthy lifestyles. We conducted a meta-analysis of individual-level data from 11 European studies (cross-sectional data: n = 118,701; longitudinal data: n = 43,971). We analyzed job strain as a set of binary (job strain vs no job strain) and categorical (high job strain, active job, passive job, and low job strain) variables. Factors used to define healthy and unhealthy lifestyles were body mass index, smoking, alcohol intake, and leisure-time physical activity. Individuals with job strain were more likely than those with no job strain to have 4 unhealthy lifestyle factors (odds ratio [OR] = 1.25; 95% confidence interval [CI] = 1.12, 1.39) and less likely to have 4 healthy lifestyle factors (OR = 0.89; 95% CI = 0.80, 0.99). The odds of adopting a healthy lifestyle during study follow-up were lower among individuals with high job strain than among those with low job strain (OR = 0.88; 95% CI = 0.81, 0.96). Work-related stress is associated with unhealthy lifestyles and the absence of stress is associated with healthy lifestyles, but longitudinal analyses suggest no straightforward cause-effect relationship between work-related stress and lifestyle.

  3. African American women in the workplace: relationships between job conditions, racial bias at work, and perceived job quality.

    PubMed

    Hughes, D; Dodge, M A

    1997-10-01

    Although studies have described work processes among employed African American women, few have examined the influence of these processes on job outcomes. This study examined relationships between African American women's exposure to a range of occupational stressors, including two types of racial bias--institutional discrimination and interpersonal prejudice--and their evaluations of job quality. Findings indicated that institutional discrimination and interpersonal prejudice were more important predictors of job quality among these women than were other occupational stressors such as low task variety and decision authority, heavy workloads, and poor supervision. Racial bias in the workplace was most likely to be reported by workers in predominantly white work settings. In addition, Black women who worked in service, semiskilled, and unskilled occupations reported significantly more institutional discrimination, but not more interpersonal prejudice, than did women in professional, managerial, and technical occupations or those in sales and clerical occupations.

  4. Testing Job-Specific Literacy of Industrial Workers: Cooperation between Educators and Industry.

    ERIC Educational Resources Information Center

    Anderson, William W.; Stewart, Oran J.

    A test of job-specific literacy, called the McCoy Assessment of Worksite Literacy Abilities (MAWSLA), could not predict the job success of the 100 employees who took it. The 108-item test was based on literary tasks encountered by employees in the course of a routine day at McCoy Electronics Company, a 560-employee firm in Pennsylvania. The…

  5. Thread concept for automatic task parallelization in image analysis

    NASA Astrophysics Data System (ADS)

    Lueckenhaus, Maximilian; Eckstein, Wolfgang

    1998-09-01

    Parallel processing of image analysis tasks is an essential method to speed up image processing and helps to exploit the full capacity of distributed systems. However, writing parallel code is a difficult and time-consuming process and often leads to an architecture-dependent program that has to be re-implemented when changing the hardware. Therefore it is highly desirable to do the parallelization automatically. For this we have developed a special kind of thread concept for image analysis tasks. Threads derivated from one subtask may share objects and run in the same context but may process different threads of execution and work on different data in parallel. In this paper we describe the basics of our thread concept and show how it can be used as basis of an automatic task parallelization to speed up image processing. We further illustrate the design and implementation of an agent-based system that uses image analysis threads for generating and processing parallel programs by taking into account the available hardware. The tests made with our system prototype show that the thread concept combined with the agent paradigm is suitable to speed up image processing by an automatic parallelization of image analysis tasks.

  6. Job Performance Deficits Due to Depression

    PubMed Central

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

    2014-01-01

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

  7. The Effects of Perceptions of Organizational Structure on Job Involvement, Job Satisfaction, and Organizational Commitment Among Indian Police Officers.

    PubMed

    Lambert, Eric G; Qureshi, Hanif; Klahm, Charles; Smith, Brad; Frank, James

    2017-12-01

    Successful police organizations rely on involved, satisfied, and committed workers. The concepts of job involvement (i.e., connection with the job), job satisfaction (i.e., affective feeling toward the job), and organizational commitment (i.e., bond with the employing organization) have been shown to significantly affect intentions and behaviors of employees. The current study used multivariate ordinary least squares (OLS) regression analysis on survey results from a sample of 827 Indian police officers to explore how perceptions of work environment factors affect officers' job involvement, job satisfaction, and organizational commitment. Organizational support, formalization (i.e., level of codified written rules and guidelines), promotional opportunities, institutional communication (i.e., salient work information is transmitted), and input into decision-making (i.e., having a voice in the process) significantly influenced the job involvement, job satisfaction, and organizational commitment of Indian police officers. Specifically, in the multivariate analysis, perceptions of formalization and instrumental communication had a positive relationship with job involvement; perceptions of organizational support, promotional opportunities, instrumental communication, and input into decision-making had positive associations with job satisfaction; and perceptions of organizational support, formalization, promotional opportunities, instrumental communication, and input into decision-making had positive relationships with organizational commitment.

  8. A Framework for the Analysis of Cognitive Tasks

    DTIC Science & Technology

    1994-01-01

    positions to one another. 16 Crawshaw , Healey, Hockey and Lambert (1993) used HTA as one of the sources of information to analyse the task of a...Studies, 37, 721-750. Crawshaw , C.M., Healey, A., Hockey, G.R.J. & Lambert, J.A.I. (1993). Task analysis and critical incidents. Proceedings (pp. 1-11

  9. Surgical task analysis of simulated laparoscopic cholecystectomy with a navigation system.

    PubMed

    Sugino, T; Kawahira, H; Nakamura, R

    2014-09-01

       Advanced surgical procedures, which have become complex and difficult, increase the burden of surgeons. Quantitative analysis of surgical procedures can improve training, reduce variability, and enable optimization of surgical procedures. To this end, a surgical task analysis system was developed that uses only surgical navigation information.    Division of the surgical procedure, task progress analysis, and task efficiency analysis were done. First, the procedure was divided into five stages. Second, the operating time and progress rate were recorded to document task progress during specific stages, including the dissecting task. Third, the speed of the surgical instrument motion (mean velocity and acceleration), as well as the size and overlap ratio of the approximate ellipse of the location log data distribution, was computed to estimate the task efficiency during each stage. These analysis methods were evaluated based on experimental validation with two groups of surgeons, i.e., skilled and "other" surgeons. The performance metrics and analytical parameters included incidents during the operation, the surgical environment, and the surgeon's skills or habits.    Comparison of groups revealed that skilled surgeons tended to perform the procedure in less time and involved smaller regions; they also manipulated the surgical instruments more gently.    Surgical task analysis developed for quantitative assessment of surgical procedures and surgical performance may provide practical methods and metrics for objective evaluation of surgical expertise.

  10. Development of the PMPQ: A Structural Job Analysis Questionnaire for the Study of Professional and Managerial Positions. PMPQ Report No. 1.

    ERIC Educational Resources Information Center

    Mitchell, Jimmy L.; McCormick, Ernest J.

    The development and analysis of the Professional and Managerial Position Questionnaire (PMPQ) is reported. PMPQ is intended to serve as a job analysis instrument for higher level occupations than those assessed by the Position Analysis Questionnaire (PAQ). Four approaches to job analysis are described with different emphases on the requirements of…

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

    PubMed

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

    2011-12-01

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

  12. A Theoretical Analysis of Faculty Job Satisfaction/Dissatisfaction.

    ERIC Educational Resources Information Center

    Hill, Malcolm

    1987-01-01

    This study examines the issue of job satisfaction of college faculty from the perspective of Herzberg's "two-factor" theory and assesses the utility of the theory. Data from 1,089 full-time faculty in 20 college and university campuses supports that "intrinsic" factors contribute primarily to job satisfaction. (Author/LMO)

  13. Efficient monitoring of CRAB jobs at CMS

    NASA Astrophysics Data System (ADS)

    Silva, J. M. D.; Balcas, J.; Belforte, S.; Ciangottini, D.; Mascheroni, M.; Rupeika, E. A.; Ivanov, T. T.; Hernandez, J. M.; Vaandering, E.

    2017-10-01

    CRAB is a tool used for distributed analysis of CMS data. Users can submit sets of jobs with similar requirements (tasks) with a single request. CRAB uses a client-server architecture, where a lightweight client, a server, and ancillary services work together and are maintained by CMS operators at CERN. As with most complex software, good monitoring tools are crucial for efficient use and longterm maintainability. This work gives an overview of the monitoring tools developed to ensure the CRAB server and infrastructure are functional, help operators debug user problems, and minimize overhead and operating cost. This work also illustrates the design choices and gives a report on our experience with the tools we developed and the external ones we used.

  14. Efficient Monitoring of CRAB Jobs at CMS

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

    Silva, J. M.D.; Balcas, J.; Belforte, S.

    CRAB is a tool used for distributed analysis of CMS data. Users can submit sets of jobs with similar requirements (tasks) with a single request. CRAB uses a client-server architecture, where a lightweight client, a server, and ancillary services work together and are maintained by CMS operators at CERN. As with most complex software, good monitoring tools are crucial for efficient use and longterm maintainability. This work gives an overview of the monitoring tools developed to ensure the CRAB server and infrastructure are functional, help operators debug user problems, and minimize overhead and operating cost. This work also illustrates themore » design choices and gives a report on our experience with the tools we developed and the external ones we used.« less

  15. Need Satisfaction at Work, Job Strain, and Performance: A Diary Study.

    PubMed

    De Gieter, Sara; Hofmans, Joeri; Bakker, Arnold B

    2017-08-24

    We performed a daily diary study to examine the mediating role of autonomy need satisfaction and competence need satisfaction in the relationships between job characteristics (i.e., job resources, challenge and hindrance demands) and strain and performance. For 10 consecutive working days, 194 employees reported on their daily job resources, challenge and hindrance demands, task performance, strain level, and satisfaction of the needs for competence and autonomy. Multilevel path modeling demonstrated that the within-person relationships between job resources, challenge and hindrance demands, and strain are mediated by autonomy need satisfaction, but not by competence need satisfaction. However, the relationships between job resources and hindrance demands, and performance are mediated by both competence and autonomy need satisfaction. Our findings show that organizations may benefit from designing jobs that provide employees with the opportunity to satisfy their basic needs for competence and autonomy. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  16. Psychological and behavioral consequences of job loss: a covariance structure analysis using Weiner's (1985) attribution model.

    PubMed

    Prussia, G E; Kinicki, A J; Bracker, J S

    1993-06-01

    B. Weiner's (1985) attribution model of achievement motivation and emotion was used as a theoretical foundation to examine the mediating processes between involuntary job loss and employment status. Seventy-nine manufacturing employees were surveyed 1 month prior to permanent displacement, and finding another job was assessed 18 months later. Covariance structure analysis was used to evaluate goodness of fit and to compare the model to alternative measurement and structural representations. Discriminant validity analyses indicated that the causal dimensions underlying the model were not independent. Model predictions were supported in that internal and stable attributions for job loss negatively influenced finding another job through expectations for re-employment. These predictions held up even after controlling for influential unmeasured variables. Practical and theoretical implications are discussed.

  17. Competency-based on-the-job training for aviation maintenance and inspection--a human factors approach.

    PubMed

    Walter, D

    2000-08-01

    More than 90% of the critical skills that an aviation maintenance technician uses are acquired through on-the-job training (OJT). Yet many aviation maintenance technicians rely on a 'degenerating buddy system', 'follow Joe around', or unstructured approach to OJT. Many aspects of the aviation maintenance environment point to the need for a structured OJT program, but perhaps the most significant is the practice of job bidding which can create rapid turnover of technicians. The task analytic training system (TATS), a model for developing team-driven structured OJT was developed by the author, and first introduced in Boeing Commercial Airplane Group to provide competency-based OJT for aviation maintenance and inspection personnel. The goal of the model was not only to provide a comprehensive, highly structured training system that could be applied to any maintenance and inspection task, but also to improve team coordination, attitude and morale. The first goal was accomplished by following the systems eight-step process, the latter through incorporating human factors principles such as decision making, communication, team building and conflict resolution into the process itself. In general, the process helps to instill mutual respect and trust, enhance goal-directed behavior, strengthen technicians' self-esteem and responsiveness to new ideas and encourage technicians to make worthwhile contributions. The theoretical background of the model is addressed by illustrating how the proven training methodologies of job task analysis and job instruction training are blended with human factors principles resulting in a unique team-driven approach to training. The paper discusses major elements of the model including needs identification, outlining targeted jobs, writing and verifying training procedures, an approval system, sequencing of training, certifying trainers, implementing, employing tracking mechanisms, evaluating, and establishing a maintenance/audit plan

  18. Computer-based coding of free-text job descriptions to efficiently identify occupations in epidemiological studies

    PubMed Central

    Russ, Daniel E.; Ho, Kwan-Yuet; Colt, Joanne S.; Armenti, Karla R.; Baris, Dalsu; Chow, Wong-Ho; Davis, Faith; Johnson, Alison; Purdue, Mark P.; Karagas, Margaret R.; Schwartz, Kendra; Schwenn, Molly; Silverman, Debra T.; Johnson, Calvin A.; Friesen, Melissa C.

    2016-01-01

    Background Mapping job titles to standardized occupation classification (SOC) codes is an important step in identifying occupational risk factors in epidemiologic studies. Because manual coding is time-consuming and has moderate reliability, we developed an algorithm called SOCcer (Standardized Occupation Coding for Computer-assisted Epidemiologic Research) to assign SOC-2010 codes based on free-text job description components. Methods Job title and task-based classifiers were developed by comparing job descriptions to multiple sources linking job and task descriptions to SOC codes. An industry-based classifier was developed based on the SOC prevalence within an industry. These classifiers were used in a logistic model trained using 14,983 jobs with expert-assigned SOC codes to obtain empirical weights for an algorithm that scored each SOC/job description. We assigned the highest scoring SOC code to each job. SOCcer was validated in two occupational data sources by comparing SOC codes obtained from SOCcer to expert assigned SOC codes and lead exposure estimates obtained by linking SOC codes to a job-exposure matrix. Results For 11,991 case-control study jobs, SOCcer-assigned codes agreed with 44.5% and 76.3% of manually assigned codes at the 6- and 2-digit level, respectively. Agreement increased with the score, providing a mechanism to identify assignments needing review. Good agreement was observed between lead estimates based on SOCcer and manual SOC assignments (kappa: 0.6–0.8). Poorer performance was observed for inspection job descriptions, which included abbreviations and worksite-specific terminology. Conclusions Although some manual coding will remain necessary, using SOCcer may improve the efficiency of incorporating occupation into large-scale epidemiologic studies. PMID:27102331

  19. Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction.

    PubMed

    Zito, Margherita; Emanuel, Federica; Molino, Monica; Cortese, Claudio Giovanni; Ghislieri, Chiara; Colombo, Lara

    2018-01-01

    Turnover intentions refer to employees' intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors' support, in the perception of job satisfaction and turnover intentions among an Italian call center. The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects. Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover. This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance.

  20. Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction

    PubMed Central

    Zito, Margherita; Molino, Monica; Cortese, Claudio Giovanni; Ghislieri, Chiara; Colombo, Lara

    2018-01-01

    Background Turnover intentions refer to employees’ intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors’ support, in the perception of job satisfaction and turnover intentions among an Italian call center. Method The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects. Results Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover. Conclusion This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance. PMID:29401507

  1. Crafting in context: Exploring when job crafting is dysfunctional for performance effectiveness.

    PubMed

    Dierdorff, Erich C; Jensen, Jaclyn M

    2018-05-01

    Job crafting theory purports that the consequences of revising one's work role can be simultaneously beneficial and detrimental. Previous research, however, has almost exclusively emphasized the beneficial outcomes of job crafting. In the current study, we proposed dysfunctional consequences of crafting for performance-related outcomes in the form of a U-shaped relationship between job crafting and performance effectiveness (managerial ratings of job proficiency and peer ratings of citizenship behavior). We further predicted that elements of the task context (autonomy and ambiguity) and the social context (interdependence and social support) moderate these curvilinear relationships. Consistent with previous research, job crafting displayed positive and linear effects on work-related attitudes (job satisfaction and affective commitment). Consistent with our predictions, moderate levels of crafting were associated with dysfunctional performance-related outcomes and features of work context either exacerbated or dissipated these dysfunctional consequences of job crafting for individuals. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  2. Job crafting in changing organizations: Antecedents and implications for exhaustion and performance.

    PubMed

    Petrou, Paraskevas; Demerouti, Evangelia; Schaufeli, Wilmar B

    2015-10-01

    The present study addressed employee job crafting behaviors (i.e., seeking resources, seeking challenges, and reducing demands) in the context of organizational change. We examined predictors of job crafting both at the organizational level (i.e., perceived impact of the implemented changes on the working life of employees) and the individual level (i.e., employee willingness to follow the changes). Job crafting behaviors were expected to predict task performance and exhaustion. Two-wave longitudinal data from 580 police officers undergoing organizational changes were analyzed with structural equation modeling. Findings showed that the degree to which changes influence employees' daily work was linked to reducing demands and exhaustion, whereas employee willingness to change was linked to seeking resources and seeking challenges. Furthermore, while seeking resources and seeking challenges were associated with high task performance and low exhaustion respectively, reducing demands seemed to predict exhaustion positively. Our findings suggest that job crafting can act as a strategy of employees to respond to organizational change. While seeking resources and seeking challenges enhance employee adjustment and should be encouraged by managers, reducing demands seems to have unfavorable implications for employees. (c) 2015 APA, all rights reserved).

  3. Development of a task analysis tool to facilitate user interface design

    NASA Technical Reports Server (NTRS)

    Scholtz, Jean C.

    1992-01-01

    A good user interface is one that facilitates the user in carrying out his task. Such interfaces are difficult and costly to produce. The most important aspect in producing a good interface is the ability to communicate to the software designers what the user's task is. The Task Analysis Tool is a system for cooperative task analysis and specification of the user interface requirements. This tool is intended to serve as a guide to development of initial prototypes for user feedback.

  4. The association between job strain and coronary heart disease: a meta-analysis of prospective cohort studies.

    PubMed

    Xu, Shuxian; Huang, Yuli; Xiao, Jiping; Zhu, Wenjing; Wang, Lulu; Tang, Hongfeng; Hu, Yunzhao; Liu, Tiebang

    2015-01-01

    Studies about work stress and the risk of coronary heart disease (CHD) have yielded inconsistent results. This meta-analysis aimed to investigate the association between job strain and the risk of CHD. We searched PubMed and Embase databases for studies reporting data on job strain and the risk of CHD. Studies were included if they reported multiple-adjusted relative risk (RR) with 95% confidence interval (CI) with respect to CHD from job strain. Fourteen prospective cohort studies comprising 232,767 participants were included. The risk of CHD was increased in high-strain (RR 1.26; 95% CI 1.12-1.41) and passive jobs (RR 1.14; 95% CI 1.02-1.29) but not in active jobs (RR 1.09; 95% CI 0.97-1.22), when compared with low-strain group. The increased risk of CHD in high-strain and passive jobs was mainly driven by studies with a follow-up duration of ≥ 10 years. Neither the low-control (RR 1.06; 95% CI 0.93-1.19) nor high-demand (RR 1.13; 95% CI 0.97-1.32) dimension was independently associated with the risk of CHD. Individuals with high-strain and passive jobs were more likely to experience a CHD event. Intervention programs incorporating individual and organizational levels are crucial for reducing job strain and the risk of CHD.

  5. Job Attitudes of Workers with Two Jobs

    ERIC Educational Resources Information Center

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

    2004-01-01

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

  6. Recent developments in user-job management with Ganga

    NASA Astrophysics Data System (ADS)

    Currie, R.; Elmsheuser, J.; Fay, R.; Owen, P. H.; Richards, A.; Slater, M.; Sutcliffe, W.; Williams, M.

    2015-12-01

    The Ganga project was originally developed for use by LHC experiments and has been used extensively throughout Run1 in both LHCb and ATLAS. This document describes some the most recent developments within the Ganga project. There have been improvements in the handling of large scale computational tasks in the form of a new GangaTasks infrastructure. Improvements in file handling through using a new IGangaFile interface makes handling files largely transparent to the end user. In addition to this the performance and usability of Ganga have both been addressed through the development of a new queues system allows for parallel processing of job related tasks.

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

    PubMed

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

    2008-10-01

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

  8. 49 CFR 236.1043 - Task analysis and basic requirements.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ..., INSPECTION, MAINTENANCE, AND REPAIR OF SIGNAL AND TRAIN CONTROL SYSTEMS, DEVICES, AND APPLIANCES Positive Train Control Systems § 236.1043 Task analysis and basic requirements. (a) Training structure and... installation, maintenance, repair, modification, inspection, testing, and operating tasks that must be...

  9. 49 CFR 236.1043 - Task analysis and basic requirements.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ..., INSPECTION, MAINTENANCE, AND REPAIR OF SIGNAL AND TRAIN CONTROL SYSTEMS, DEVICES, AND APPLIANCES Positive Train Control Systems § 236.1043 Task analysis and basic requirements. (a) Training structure and... installation, maintenance, repair, modification, inspection, testing, and operating tasks that must be...

  10. 49 CFR 236.1043 - Task analysis and basic requirements.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ..., INSPECTION, MAINTENANCE, AND REPAIR OF SIGNAL AND TRAIN CONTROL SYSTEMS, DEVICES, AND APPLIANCES Positive Train Control Systems § 236.1043 Task analysis and basic requirements. (a) Training structure and... installation, maintenance, repair, modification, inspection, testing, and operating tasks that must be...

  11. 49 CFR 236.1043 - Task analysis and basic requirements.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ..., INSPECTION, MAINTENANCE, AND REPAIR OF SIGNAL AND TRAIN CONTROL SYSTEMS, DEVICES, AND APPLIANCES Positive Train Control Systems § 236.1043 Task analysis and basic requirements. (a) Training structure and... installation, maintenance, repair, modification, inspection, testing, and operating tasks that must be...

  12. 49 CFR 236.1043 - Task analysis and basic requirements.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ..., INSPECTION, MAINTENANCE, AND REPAIR OF SIGNAL AND TRAIN CONTROL SYSTEMS, DEVICES, AND APPLIANCES Positive Train Control Systems § 236.1043 Task analysis and basic requirements. (a) Training structure and... installation, maintenance, repair, modification, inspection, testing, and operating tasks that must be...

  13. Is Job Sharing Worthwhile? A Cost-Benefit Analysis in UK Universities.

    ERIC Educational Resources Information Center

    Harris, Geoff

    1997-01-01

    Data from a survey of personnel directors in United Kingdom universities were used to conduct a cost-benefit analysis of job sharing from the institutions' perspective. Results show a 5% rise in productivity would raise the ratio of benefits to cost to 14.3 to 1. Retention of staff, reduction of stress, and reduced unemployment are also benefits.…

  14. Can Job Control Ameliorate Work-family Conflict and Enhance Job Satisfaction among Chinese Registered Nurses? A Mediation Model.

    PubMed

    Ding, Xiaotong; Yang, Yajuan; Su, Dan; Zhang, Ting; Li, Lunlan; Li, Huiping

    2018-04-01

    Low job satisfaction is the most common cause of nurses' turnover and influences the quality of nursing service. Moreover, we have no idea regarding whether job control, as an individual factor, can play a role in the relationship. To explore the relationship between work-family conflict and job satisfaction among Chinese registered nurses and the mediating role of job control in this relationship. From August 2015 to November 2016, 487 Chinese registered nurses completed a survey. The study used work-family conflict scale, job control scale, job satisfaction scale, as well as general information. Multiple regression analysis was used to explore the independent factors of job satisfaction. Structural equation model was used to explore the mediating role of job control. Work-family conflict was negatively correlated with job satisfaction (r ‑0.432, p<0.01). In addition, job control was positively related to job satisfaction (r 0.567, p<0.01). Work-family conflict and job control had significant predictive effects on job satisfaction. Job control partially mediated the relationship between work-family conflict and job satisfaction. Work-family conflict affected job satisfaction and job control was a mediator in this relationship among Chinese registered nurses. Job control could potentially improve nurses' job satisfaction.

  15. Task analysis of autonomous on-road driving

    NASA Astrophysics Data System (ADS)

    Barbera, Anthony J.; Horst, John A.; Schlenoff, Craig I.; Aha, David W.

    2004-12-01

    The Real-time Control System (RCS) Methodology has evolved over a number of years as a technique to capture task knowledge and organize it into a framework conducive to implementation in computer control systems. The fundamental premise of this methodology is that the present state of the task activities sets the context that identifies the requirements for all of the support processing. In particular, the task context at any time determines what is to be sensed in the world, what world model states are to be evaluated, which situations are to be analyzed, what plans should be invoked, and which behavior generation knowledge is to be accessed. This methodology concentrates on the task behaviors explored through scenario examples to define a task decomposition tree that clearly represents the branching of tasks into layers of simpler and simpler subtask activities. There is a named branching condition/situation identified for every fork of this task tree. These become the input conditions of the if-then rules of the knowledge set that define how the task is to respond to input state changes. Detailed analysis of each branching condition/situation is used to identify antecedent world states and these, in turn, are further analyzed to identify all of the entities, objects, and attributes that have to be sensed to determine if any of these world states exist. This paper explores the use of this 4D/RCS methodology in some detail for the particular task of autonomous on-road driving, which work was funded under the Defense Advanced Research Project Agency (DARPA) Mobile Autonomous Robot Software (MARS) effort (Doug Gage, Program Manager).

  16. [Relationships amongst work values, job characteristics and job involvement in "net generation" nurses].

    PubMed

    Chen, Sue-Hui; Chiou, Chii-Jun

    2010-04-01

    Children of the so-called "net generation" began joining the nurse workforce from the mid-1990s. Studies on the characteristics of this generation have been done primarily outside of Taiwan, and results may not adequately reflect conditions in Taiwan due to cultural differences. This study aimed to investigate the relationships amongst work values, job characteristics and job involvement in "net generation" nurses. This study employed a cross-sectional design. A randomized sample of 370 nurses born between 1977 and 1985 working in a medical center or a community hospital in Southern Taiwan accepted our invitation to join this study. A structured questionnaire was used to collect data. (1) Variables including work values, job characteristics, head nurse leadership qualities, job structure and opportunities for in-service education all correlated significantly with job involvement. (2) Regression analysis showed work values, job characteristics, head nurse leadership and religious belief to be significant predictors of job involvement, explaining 22.6% of the variance. This study provides insights that may be of potential value to nursing administrators. We suggest that administrators adopt democratic management practices, build diverse learning methods, strengthen autonomy, completeness, and feedback, and provide appropriate work guidance for nurses to increase job involvement.

  17. The Relationship Between Job Satisfaction and Productivity-Related Costs: A Longitudinal Analysis.

    PubMed

    Arnold, Amélie E; Coffeng, Jennifer K; Boot, Cécile R L; van der Beek, Allard J; van Tulder, Maurits W; Nieboer, Dagmar; van Dongen, Johanna M

    2016-09-01

    The aim of this study was to examine the longitudinal relationship between job satisfaction and total productivity-related costs, and between job satisfaction and absenteeism and presenteeism costs separately. A secondary aim was to explore whether these relationships differed across job types. Linear generalized estimating equation analyses were used to explore the longitudinal relationships. To explore whether the relationships differed across job types, stratified analyses were performed. A significant relationship was found between job satisfaction and total productivity-related costs [β = &OV0556;-273; 95% confidence interval (95% CI): -407 to -200] and between job satisfaction and presenteeism costs (β = &OV0556;-276; 95% CI: -367 to -235), but not between job satisfaction and absenteeism costs. These relationships differed across job types. Higher levels of job satisfaction were longitudinally related to lower total productivity-related costs and presenteeism costs, but not to lower absenteeism costs. These relationships seem to differ across job types.

  18. 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.

  19. Analyzing railroad dispatchers' strategies : a cognitive task analysis of a distributed planning task

    DOT National Transportation Integrated Search

    1998-10-11

    This paper describes a preliminary cognitive task analysis (CTA) that is being conducted to examine how experienced train dispatchers manage and schedule trains. The CTA uses ethnographic field observations and structured interview techniques. The ob...

  20. Canadian nurse practitioner job satisfaction.

    PubMed

    LaMarche, Kimberley; Tullai-McGuinness, Susan

    2009-01-01

    To examine the level of job satisfaction and its association with extrinsic and intrinsic job satisfaction characteristics among Canadian primary healthcare nurse practitioners (NPs). A descriptive correlational design was used to collect data on NPs' job satisfaction and on the factors that influence their job satisfaction. A convenience sample of licensed Canadian NPs was recruited from established provincial associations and special-interest groups. Data about job satisfaction were collected using two valid and reliable instruments, the Misener Nurse Practitioner Job Satisfaction Survey and the Minnesota Satisfaction Questionnaire. Descriptive statistics, Pearson correlation and regression analysis were used to describe the results. The overall job satisfaction for this sample ranged from satisfied to highly satisfied. The elements that had the most influence on overall job satisfaction were the extrinsic category of partnership/collegiality and the intrinsic category of challenge/autonomy. These findings were consistent with Herzberg's Dual Factor Theory of Job Satisfaction. The outcomes of this study will serve as a foundation for designing effective human health resource retention and recruitment strategies that will assist in enhancing the implementation and the successful preservation of the NP's role.

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