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

PubMed

Peck, Jessica A; Levashina, Julia

2017-01-01

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

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…

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

PubMed Central

Peck, Jessica A.; Levashina, Julia

2017-01-01

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

Training quality job interviews with adults with developmental disabilities.

PubMed

Mozingo, D; Ackley, G B; Bailey, J S

1994-01-01

Supported work models of vocational integration have increased the employability of individuals with developmental disabilities. Interview questions most frequently used and corresponding responses considered most beneficial to job applicants were derived from an empirical analysis of the "hiring community" and served as a basis for the development of the verbal job interview skills training package evaluated in this research. Dependent measures were objective, behavioral indices of the quality of job interview responses. One-to-one training by a direct training staff, job coach, and a trained behavior analyst resulted in improved responding by all subjects as indicated in a multiple baseline design across interview questions. Improved quality in responding to questions generalized to variations in interview questions, to a novel interviewer, and in an in vivo interview situation. Finally, global measures of social validity support the value of the quality-of-response training.

Impression Management in the Job Interview: An Effective Way of Mitigating Discrimination against Older Applicants?

PubMed

Gioaba, Irina; Krings, Franciska

2017-01-01

The increasingly aging population in most industrialized societies, coupled with the rather age-diverse current workforce makes discrimination against older employees a prevalent issue, especially in employment contexts. This renders research on ways for reducing this type of discrimination a particularly pressing concern. Drawing on theories of social identity and impression management, our research examines the role of impression management, aimed at refuting common older worker stereotypes, in diminishing bias against older job applicants during the job interview. The study consisted in an experimental hiring simulation conducted on a sample of 515 undergraduate students. Results show that older applicants who used impression management to contradict common older worker stereotypes were perceived as more hirable than those who did not. However, despite this positive effect, discrimination persisted: older applicants were consistently rated as less hirable than their younger counterparts when displaying the same IM behavior. Taken together, this research demonstrates that older job seekers can indeed ameliorate biased interview outcomes by engaging in impression management targeting common age stereotypes; however, it also shows that this strategy is insufficient for overcoming age discrimination entirely. The current study has important implications for theory, by expanding research on the use of impression management in mitigating age discrimination, as well as for practice, by offering older employees a hands-on strategy to reduce bias and stereotyping against them.

Impression Management in the Job Interview: An Effective Way of Mitigating Discrimination against Older Applicants?

PubMed Central

Gioaba, Irina; Krings, Franciska

2017-01-01

The increasingly aging population in most industrialized societies, coupled with the rather age-diverse current workforce makes discrimination against older employees a prevalent issue, especially in employment contexts. This renders research on ways for reducing this type of discrimination a particularly pressing concern. Drawing on theories of social identity and impression management, our research examines the role of impression management, aimed at refuting common older worker stereotypes, in diminishing bias against older job applicants during the job interview. The study consisted in an experimental hiring simulation conducted on a sample of 515 undergraduate students. Results show that older applicants who used impression management to contradict common older worker stereotypes were perceived as more hirable than those who did not. However, despite this positive effect, discrimination persisted: older applicants were consistently rated as less hirable than their younger counterparts when displaying the same IM behavior. Taken together, this research demonstrates that older job seekers can indeed ameliorate biased interview outcomes by engaging in impression management targeting common age stereotypes; however, it also shows that this strategy is insufficient for overcoming age discrimination entirely. The current study has important implications for theory, by expanding research on the use of impression management in mitigating age discrimination, as well as for practice, by offering older employees a hands-on strategy to reduce bias and stereotyping against them. PMID:28559869

Impact of Repeated Questioning on Interviewers: Learning From a Forensic Interview Training Project.

PubMed

Duron, Jacquelynn F; Cheung, Monit

2016-01-01

Forensic interviewers have a difficult job with high risk for career burnout and secondary trauma. Few studies have addressed how new forensic interviewers or trainees experience repeated questioning and multiple interviews. This study simulated the process of training new forensic interviewers through the creation of two interview videos in which social work graduate students participated as actors portraying the roles of interviewer and child. These films served as instructional aids preparing graduate social work students for professional child welfare roles while promoting research-based approaches to interviewing children about sexual abuse allegations. Qualitative data from two cohorts of student actors were collected to analyze interviewers' perspectives on repeated questioning and interviews in child sexual abuse cases. Two themes were extracted from the subjects' experiences: "It is emotionally taxing" and "Navigating the interviewer role is unexpectedly complex." Exposure to repeated questions and multiple interviews affected the performance and confidence of the interviewers.

Improving the interview skills of college students using behavioral skills training.

PubMed

Stocco, Corey S; Thompson, Rachel H; Hart, John M; Soriano, Heidi L

2017-07-01

Obtaining a job as a college graduate is partly dependent on interview performance. We used a multiple baseline design across skills to evaluate the effects of behavioral skills training with self-evaluation for five college students. Training effects were evaluated using simulated interviews as baseline and posttraining assessments. All participants acquired targeted skills, but we observed some individual differences. Participants were satisfied with training outcomes and rated the procedures as acceptable. Furthermore, ratings from university staff who provide interview training indicated that training improved performance across several skills for the majority of participants. © 2017 Society for the Experimental Analysis of Behavior.

Disclose or not? Effect of impression management tactics on hireability of persons with epilepsy.

PubMed

Sung, Connie; Lin, Chien-Chun; Connor, Annemarie; Chan, Fong

2017-01-01

The purpose of this study is to determine the effect of assertive impression management (IM) tactics, such as personal storytelling and self-promotion, on job interview outcomes of people with epilepsy. Specifically, the effect of IM on interviewers' subjective impressions and evaluation of hireability of job candidates with epilepsy were examined. Ninety-nine master's level graduate students majoring in business or human resources were randomly assigned to three experimental conditions to view one of three 15-min video clips of a job applicant interviewing for a technical computer sales position. The three experimental conditions were (1) job applicant who did not disclose any disability, (2) job applicant with epilepsy who did not use IM tactics, and (3) job applicant with epilepsy who used IM tactics. After watching the job interview video portraying the experimental conditions, participants were asked to rate the job applicant in terms of general impression and hireability for the described position. The use of IM was found to have a significant effect on job interview outcomes (p < 0.01). Post hoc comparisons indicated that the average rating of business/human resources students on both general impression and hireability for the job applicant with epilepsy and IM condition were significantly higher than for the job applicant with epilepsy who did not use IM condition. Furthermore, mediation analysis revealed that general impression is a mediator for the relationship between IM and interview outcomes. This study demonstrates that IM has a significant and positive effect on job interview outcomes for persons with epilepsy. IM can be used as a powerful strategy for empowering people with epilepsy to combat disability stigma, and offset negative perceptions of employers about the potential of this population to be productive workers. Wiley Periodicals, Inc. © 2016 International League Against Epilepsy.

Brief Report: Vocational Outcomes for Young Adults with Autism Spectrum Disorders at Six Months after Virtual Reality Job Interview Training

ERIC Educational Resources Information Center

Smith, Matthew J.; Fleming, Michael F.; Wright, Michael A.; Losh, Molly; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D.

2015-01-01

Young adults with high-functioning autism spectrum disorder (ASD) have low employment rates and job interviewing presents a critical barrier to employment for them. Results from a prior randomized controlled efficacy trial suggested virtual reality job interview training (VR-JIT) improved interviewing skills among trainees with ASD, but not…

Virtual reality job interview training and 6-month employment outcomes for individuals with schizophrenia seeking employment.

PubMed

Smith, Matthew J; Fleming, Michael F; Wright, Michael A; Roberts, Andrea G; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D

2015-08-01

Individuals with schizophrenia have low employment rates and the job interview presents a critical barrier for them to obtain employment. Virtual reality training has demonstrated efficacy at improving interview skills and employment outcomes among multiple clinical populations. However, the effects of this training on individuals with schizophrenia are unknown. This study evaluated the efficacy of virtual reality job interview training (VR-JIT) at improving job interview skills and employment outcomes among individuals with schizophrenia in a small randomized controlled trial (n=21 VR-JIT trainees, n=11 waitlist controls). Trainees completed up to 10h of virtual interviews using VR-JIT, while controls received services as usual. Primary outcome measures included two pre-test and two post-test video-recorded role-play interviews scored by blinded raters with expertise in human resources and self-reported interviewing self-confidence. Six-month follow-up data on employment outcomes were collected. Trainees reported that the intervention was easy-to-use, helpful, and prepared them for future interviews. Trainees demonstrated increased role-play scores between pre-test and post-test while controls did not (p=0.001). After accounting for neurocognition and months since prior employment, trainees had greater odds of receiving a job offer by 6month follow-up compared to controls (OR: 8.73, p=0.04) and more training was associated with fewer weeks until receiving a job offer (r=-0.63, p<0.001). Results suggest that VR-JIT is acceptable to trainees and may be efficacious for improving job interview skills in individuals with schizophrenia. Moreover, trainees had greater odds of receiving a job offer by 6-month follow-up. Future studies could evaluate the effectiveness of VR-JIT within community-based services. Copyright © 2015 Elsevier B.V. All rights reserved.

Dynamite Networking for Dynamite Jobs. 101 Interpersonal, Telephone and Electronic Techniques for Getting Job Leads, Interviews and Offers.

ERIC Educational Resources Information Center

Krannich, Caryl Rae; Krannich, Ronald L.

This book guides job seekers in using communication approaches that will generate useful information, advice, and referrals that lead to job interviews and offers. The book provides guidance on how to do the following: organize effective job networks; prospect for job leads; write networking letters; make cold calls; join electronic networks;…

Android Robot-Mediated Mock Job Interview Sessions for Young Adults with Autism Spectrum Disorder: A Pilot Study

PubMed Central

Kumazaki, Hirokazu; Warren, Zachary; Corbett, Blythe A.; Yoshikawa, Yuichiro; Matsumoto, Yoshio; Higashida, Haruhiro; Yuhi, Teruko; Ikeda, Takashi; Ishiguro, Hiroshi; Kikuchi, Mitsuru

2017-01-01

The feasibility and preliminary efficacy of an android robot-mediated mock job interview training in terms of both bolstering self-confidence and reducing biological levels of stress in comparison to a psycho-educational approach human interview was assessed in a randomized study. Young adults (ages 18–25 years) with autism spectrum disorder (ASD) were randomized to participate either in a mock job interview training with our android robot system (n = 7) or a self-paced review of materials about job-interviewing skills (n = 8). Baseline and outcome measurements of self-reported performance/efficacy and salivary cortisol were obtained after a mock job interview with a human interviewer. After training sessions, individuals with ASD participating in the android robot-mediated sessions reported marginally improved self-confidence and demonstrated significantly lower levels of salivary cortisol as compared to the control condition. These results provide preliminary support for the feasibility and efficacy of android robot-mediated learning. PMID:28955254

Android Robot-Mediated Mock Job Interview Sessions for Young Adults with Autism Spectrum Disorder: A Pilot Study.

PubMed

Kumazaki, Hirokazu; Warren, Zachary; Corbett, Blythe A; Yoshikawa, Yuichiro; Matsumoto, Yoshio; Higashida, Haruhiro; Yuhi, Teruko; Ikeda, Takashi; Ishiguro, Hiroshi; Kikuchi, Mitsuru

2017-01-01

The feasibility and preliminary efficacy of an android robot-mediated mock job interview training in terms of both bolstering self-confidence and reducing biological levels of stress in comparison to a psycho-educational approach human interview was assessed in a randomized study. Young adults (ages 18-25 years) with autism spectrum disorder (ASD) were randomized to participate either in a mock job interview training with our android robot system ( n  = 7) or a self-paced review of materials about job-interviewing skills ( n  = 8). Baseline and outcome measurements of self-reported performance/efficacy and salivary cortisol were obtained after a mock job interview with a human interviewer. After training sessions, individuals with ASD participating in the android robot-mediated sessions reported marginally improved self-confidence and demonstrated significantly lower levels of salivary cortisol as compared to the control condition. These results provide preliminary support for the feasibility and efficacy of android robot-mediated learning.

Interview for the Job. Job Search. Competency 4.0.

ERIC Educational Resources Information Center

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

This competency booklet for individualized competency-based instruction is the fourth of five in the Job Search Skills package. (Instructor program and guides are available separately as CE 031 965 and 966, the other booklets as CE 031 967-971.) It contains 13 operational units related to the job search competency of interviewing for the job. (The…

45 CFR 400.75 - Registration for employment services, participation in employability service programs and...

Code of Federal Regulations, 2010 CFR

2010-10-01

..., participation in employability service programs and targeted assistance programs, going to job interviews, and... service programs and targeted assistance programs, going to job interviews, and acceptance of appropriate... part. (2) Go to a job interview which is arranged by the State agency or its designee. (3) Accept at...

Teaching Job Interviewing Skills with the Help of Television Shows

ERIC Educational Resources Information Center

Bloch, Janel

2011-01-01

Because of its potential for humor and drama, job interviewing is frequently portrayed on television. This article discusses how scenes from popular television series such as "Everybody Loves Raymond," "Friends," and "The Mary Tyler Moore Show" can be used to teach effective job interview skills in business communication courses. Television…

A lunch date with your future: Exploring non-academic jobs through personal interviews

USDA-ARS?s Scientific Manuscript database

This article is a response to an article by Eileen Thorsos in which she describes how non-academic jobs can be explored through personal interviews. The response emphasizes the importance of finding people, rather than job titles, to interview. The same title can mean very different things in differ...

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

PubMed

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

2013-09-01

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

Manpower, Personnel, and Training Assessment (MPTA) Handbook

DTIC Science & Technology

2015-11-01

Occupational Specialty (MOS), any Additional Skill Identifier (ASI) required, core knowledge, skills, and abilities ( KSAs ) required for the job...of training, usability assessments, interviews with Soldiers, and manpower modeling . Some guidelines on the type of questions to ask in this portion... modeling , and simulation activities into an efficient continuum. COICs are the operational effectiveness and operational suitability issues (not

Best Practices in Preparing Students for Mock Interviews

ERIC Educational Resources Information Center

Hansen, Katharine; Oliphant, Gary C.; Oliphant, Becky J.; Hansen, Randall S.

2009-01-01

Studies have shown the importance of employment interview preparation in boosting the confidence and performance of students and jobseekers when they interview. This article reviews several techniques for preparing students for mock job interviews and, hence, actual job interviews. For instructors who would like to enhance the learning value of…

Careers (A Course of Study). Unit VI: Interviewing for the Job.

ERIC Educational Resources Information Center

Turley, Kay

Designed to enable special needs students to arrange, complete, and follow up a job interview, this set of activities on job interviews is the sixth unit in a nine-unit secondary level careers course intended to provide handicapped students with the knowledge and tools necessary to succeed in the world of work. The eight activities in the first…

The Job Hunt: The Biggest Job You'll Ever Have. A Practical Guide for New College Graduates. Revised Edition.

ERIC Educational Resources Information Center

Nelson, Robert B.

A practical handbook to guide the job-hunting process, especially directed to recent college graduates, is presented. Information is provided on: marketing yourself, deciding what to do, the resume, informational interviewing, searching, interviewing, follow-up, considerations for the individual after being hired, the most common job-hunting…

Show Them You Really Want the Job

ERIC Educational Resources Information Center

Perlmutter, David D.

2012-01-01

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

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

ERIC Educational Resources Information Center

Indiana Career and Postsecondary Advancement Center, Bloomington.

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

Guidance for ePortfolio Researchers: A Case Study with Implications for the ePortfolio Domain

ERIC Educational Resources Information Center

Kennelly, Emily; Osborn, Debra; Reardon, Robert; Shetty, Becka

2016-01-01

This study examined whether or not students using a career ePortfolio, including a matrix for identifying and reflecting on transferrable skills, enabled them to rate their skills more confidently and positively after a simulated (mock) job interview. Three groups were studied: those completing the skills matrix in the ePortfolio; those using the…

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

ERIC Educational Resources Information Center

Gosak, Alice; Nguyen, Patricia

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

Job Skills Workshop: Finding Employment in Environmental Toxicology and Chemistry

EPA Science Inventory

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

Job Performance and Retention among Welfare Recipients.

ERIC Educational Resources Information Center

Holzer, Harry J.; Stoll, Michael A.; Wissoker, Douglas

Data from interviews with 750 employers in Chicago, Cleveland, Milwaukee, and Los Angeles were used to analyze the job performance and retention rates of recently hired welfare recipients. The 20-minute interviews focused on employers' subjective ratings of recently hired welfare recipients' job performance and whether employers experienced the…

76 FR 54732 - Proposed Information Collection; Comment Request: Field Representative/Decennial Field Staff Exit...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-09-02

... on data quality, the retention of trained field interviewing staff is a major concern for the Census... interviewers, the Census Bureau collects data on the reasons interviewers voluntarily quit their jobs with the... the Census Bureau might have done, or can do, to influence interviewers not to leave their jobs. The...

Effects of Organizational Citizenship Behaviors on Selection Decisions in Employment Interviews

ERIC Educational Resources Information Center

Podsakoff, Nathan P.; Whiting, Steven W.; Podsakoff, Philip M.; Mishra, Paresh

2011-01-01

This article reports on an experiment examining the effects of job candidates' propensity to exhibit organizational citizenship behaviors (OCBs) on selection decisions made in the context of a job interview. We developed videos that manipulated candidate responses to interview questions tapping task performance and citizenship behavior content in…

Students Better Be on Their Best Behavior: How to Prepare for the Most Common Job Interviewing Technique

ERIC Educational Resources Information Center

Browning, Blair W.; Cunningham, John R.

2012-01-01

Nearly every student will go through the selection interview process to obtain a job in his or her future vocation. Regardless of the major of the student or the profession which they will pursue, the selection interview remains a constant. There has been some attention paid to the validity of the selection interview, and personality constructs…

My Career: Health Educator

ERIC Educational Resources Information Center

Green, Kathleen

2012-01-01

This article presents an interview with Thuy Vu, Research Coordinator at the University of Washington and Project Director at the Fred Hutchinson Cancer Research Center, Seattle, Washington. In this interview, Vu talks about what she does, how she got these jobs, how her education ties in, and her first job out of college. The interview concludes…

Attributional Retraining, Self-Esteem, and the Job Interview: Benefits and Risks for College Student Employment

ERIC Educational Resources Information Center

Hall, Nathan C.; Jackson Gradt, Shannan E.; Goetz, Thomas; Musu-Gillette, Lauren E.

2011-01-01

The present study evaluated the effectiveness of an attributional retraining program for helping upper-level undergraduates perform better in employment interviews as moderated by self-esteem levels. The sample consisted of 50 co-operative education students preparing for actual job interviews who were randomly assigned to an attributional…

The Effects of Vocal Activity and Race of Applicant on Job Selection Interview Decisions.

ERIC Educational Resources Information Center

Byrd, Marquita L.

1981-01-01

Research on the effect of vocal activity and race of the applicant on evaluations in job interviews indicated that: 1) minimal vocal activity negatively influenced evaluation; 2) Black applicants were evaluated differently from White applicants; and 3) vocal activity was more important in interview evaluations than race. (Author/MJL)

Effects of Applicant Sex, Physical Attractiveness, and Type of Job on Employment Interviewers' Decisions.

ERIC Educational Resources Information Center

Gilmore, David C.; And Others

Past research on the employment interview has suggested that interviewers are influenced by many variables, including physical attractiveness. To investigate the potential interaction of applicant sex and attractiveness on hiring decisions, the type of job, applicant sex, and applicant physical attractiveness were manipulated to determine the…

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

PubMed

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

2015-11-01

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

Exploring Differences in the Content of Job Interviews between Youth with and without a Physical Disability

PubMed Central

Lindsay, Sally; DePape, Anne-Marie

2015-01-01

Objective Although people with disabilities have great potential to provide advantages to work environments, many encounter barriers in finding employment, especially youth who are looking for their first job. A job interview is an essential component of obtaining employment. The objective of this study is to explore the content of the answers given in job interviews among youth with disabilities compared to typically developing youth. Methods A purposive sample of 31 youth (16 with typical development and 15 with disability) completed a mock job interview as part of an employment readiness study. The interview questions focused on skills and experiences, areas for improvement, and actions taken during problem-based scenarios. Transcribed interviews were analyzed using a content analysis of themes that emerged from the interviews. Results We found several similarities and differences between youth with disabilities and typically developing youth. Similarities included giving examples from school, emphasizing their “soft skills” (i.e., people and communication skills) and giving examples of relevant experience for the position. Both groups of youth gave similar examples for something they were proud of but fewer youth with disabilities provided examples. Differences in the content of job interview answers between the two groups included youth with disabilities: (1) disclosing their condition; (2) giving fewer examples related to customer service and teamwork skills; (3) experiencing greater challenges in providing feedback to team members and responding to scenario-based problem solving questions; and (4) drawing on examples from past work, volunteer and extra curricular activities. Conclusions Clinicians and educators should help youth to understand what their marketable skills are and how to highlight them in an interview. Employers need to understand that the experiences of youth with disabilities may be different than typically developing youth. Our findings also help to inform employment readiness programs by highlighting the areas where youth with disabilities may need extra help as compared to typically developing youth. PMID:25799198

Getting By on the Minimum: The Lives of Working-Class Women.

ERIC Educational Resources Information Center

Johnson, Jennifer

The lives of working-class women were explored through interviews with 63 middle-aged women, most of whom were employed in working-class jobs and living working-class lives in Baltimore, Maryland. The following were among the areas covered in the interviews: the women's lives on and off the job; their job satisfaction; the reasons they work and…

[Development and Evaluation of the Work-Related Intervention "Perspective Job" for the Oncological Rehabilitation].

PubMed

Kähnert, H; Exner, A-K; Brand, S; Leibbrand, B

2016-06-01

The knowledge about contents and arrangement of work-related measures in oncological rehabilitation is limited. The aim of the study was to develop a multimodal work-related module called Perspective Job for the oncological rehabilitation as well as to evaluate the process of development and the module itself. Perspective Job was developed within a rehabilitation team. For an examination of the process of development and of the module expert interviews with clinic employees and group interviews with patients were conducted. Group interviews were conducted before as well as after the implementation of Perspective Job to demonstrate changes in the rehabilitation from the patients point of view. Participants were oncological patients with substantial work-related problems. The module Perspective Job consists of work-related therapies as well as job trainings. The expert interviews illustrates: The process of development is valued as positive and meaningful by the rehabilitation team. Furthermore synergetic effects were used and the exchange of information and the communication within the team were promoted. The interviews with the patient emphasized that most perspective job therapies were classified as work-related and that an individual occupation-oriented care took place. The promoting exchanges of experience between the participants has been positively evaluated. In addition, they seemed to be well-prepared for the return to work. The development of a work-related module in the rehabilitation team is possible. The process was valued by the team members positively and promoted the multiprofessional cooperation. An occupationally oriented arrangement of the rehabilitation was solely perceived by the participants of Perspective Job, which felt better prepared to reintegrate into working life. The results emphasize the importance of teamwork for the development and implementation of work-related therapy modules for the oncological rehabilitation. © Georg Thieme Verlag KG Stuttgart · New York.

Improving applicant interviewing--using a behavioral-based questioning approach.

PubMed

Strasser, Patricia B

2005-04-01

Selecting the correct person for the job is crucial for occupational health nurse managers. A successful interview takes time to prepare and implement. A structured, well-planned interview using behavioral-based questioning can significantly increase the amount of information a manager has available to determine how a potential candidate may perform in the intended job.

Self-perceived long-term transfer of learning after postpartum hemorrhage simulation training.

PubMed

de Melo, Brena Carvalho Pinto; Rodrigues Falbo, Ana; Sorensen, Jette Led; van Merriënboer, Jeroen J G; van der Vleuten, Cees

2018-05-01

To explore long-term transfer (application of acquired knowledge and skills on the job) after postpartum hemorrhage simulation training based on either instructional design (ID) principles or conventional best practice. In this qualitative study, semi-structured interviews with obstetrics and gynecology healthcare practitioners were conducted between August 7 and September 26, 2015, in Recife, Brazil. The participants were randomly selected from each of two postpartum hemorrhage simulations attended 2 years earlier (one ID and one conventional best practice). Thematic analysis was used to explore (1) residents' perceptions of long-term transfer of learning, (2) ID elements influencing the perceived long-term transfer, and (3) differences in the participants' perceptions according to the type of simulation attended. There were 12 interview participants. After either simulation format, residents perceived long-term transfer effects. Training design factors influencing transfer were, in their opinion, related to trainees' characteristics, simulation design, and workplace environment. Trainees who participated in the ID-based simulation perceived better communication skills and better overall situational awareness: "I didn't do that before." All residents perceived long-term transfer after simulation training for postpartum hemorrhage. Those who attended the ID format additionally perceived improvements in communication skills and situational awareness, which are fundamental factors in the management of postpartum hemorrhage. © 2018 International Federation of Gynecology and Obstetrics.

Consumer Guide New Job Opportunities for Women.

ERIC Educational Resources Information Center

Lederer, Muriel; And Others

Combining actual interviews with job information, the author explores current job opportunities for women without college degrees who are entering the job market for the first time, returning to work, or changing positions. The book supplies the reader with guidelines on locating job openings, obtaining inexpensive job training, and advancing up…

Interviewing Techniques Used in Selected Organizations Today

ERIC Educational Resources Information Center

Joyce, Marguerite P.

2008-01-01

Businesses continue to use the job interview as a final determinant of the applicant's good fit for the company and its culture. Today, many companies are hiring less and/or are taking longer to find just the right person with the right skills for the right job. If an applicant is asked to come for an interview, the general feeling is that the…

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

ERIC Educational Resources Information Center

Harden, Neva N.

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

29 CFR 5.5 - Contract provisions and related matters.

Code of Federal Regulations, 2011 CFR

2011-07-01

... questions, including the views of all interested parties and the recommendation of the contracting officer... representatives to interview employees during working hours on the job. If the contractor or subcontractor fails... to interview employees during working hours on the job. (The information collection, recordkeeping...

Assisting the visually impaired to deal with telephone interview jobs using information and commutation technology.

PubMed

Yeh, Fung-Huei; Yang, Chung-Chieh

2014-12-01

This study proposed a new information and commutation technology assisted blind telephone interview (ICT-ABTI) system to help visually impaired people to do telephone interview jobs as normal sighted people and create more diverse employment opportunities for them. The study also used an ABAB design to assess the system with seven visually impaired people. As the results, they can accomplish 3070 effective telephone interviews per month independently. The results also show that working performance of the visually impaired can be improved effectively with appropriate design of operation working flow and accessible software. The visually impaired become productive, lucrative, and self-sufficient by using ICT-ABTI system to do telephone interview jobs. The results were also shared through the APEC Digital Opportunity Center platform to help visually impaired in Philippines, Malaysia and China. Copyright © 2014 Elsevier Ltd. All rights reserved.

Preparatory power posing affects nonverbal presence and job interview performance.

PubMed

Cuddy, Amy J C; Wilmuth, Caroline A; Yap, Andy J; Carney, Dana R

2015-07-01

The authors tested whether engaging in expansive (vs. contractive) "power poses" before a stressful job interview--preparatory power posing--would enhance performance during the interview. Participants adopted high-power (i.e., expansive, open) poses or low-power (i.e., contractive, closed) poses, and then prepared and delivered a speech to 2 evaluators as part of a mock job interview. All interview speeches were videotaped and coded for overall performance and hireability and for 2 potential mediators: verbal content (e.g., structure, content) and nonverbal presence (e.g., captivating, enthusiastic). As predicted, those who prepared for the job interview with high- (vs. low-) power poses performed better and were more likely to be chosen for hire; this relation was mediated by nonverbal presence, but not by verbal content. Although previous research has focused on how a nonverbal behavior that is enacted during interactions and observed by perceivers affects how those perceivers evaluate and respond to the actor, this experiment focused on how a nonverbal behavior that is enacted before the interaction and unobserved by perceivers affects the actor's performance, which, in turn, affects how perceivers evaluate and respond to the actor. This experiment reveals a theoretically novel and practically informative result that demonstrates the causal relation between preparatory nonverbal behavior and subsequent performance and outcomes. (c) 2015 APA, all rights reserved).

77 FR 31306 - Submission for OMB Review; Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2012-05-25

... minutes. Needs and Uses: Retention of trained field interviewing staff is a major concern for the Census... their Census Bureau jobs. The exit questionnaires are the instruments we use to collect turnover data... important that we continue to examine the interviewers' concerns about their job. Information provided by...

Disfluent Responses to Job Interview Questions and What They Entail

ERIC Educational Resources Information Center

Brosy, Julie; Bangerter, Adrian; Mayor, Eric

2016-01-01

Conversation is governed by expectations of timely responding. Violations of these expectations are grounds for inference by other participants. These inferences may be at odds with identities respondents try to project. In job interviews, candidates' responses are used to make hiring decisions. Candidates trade off between (1) delaying response…

Enhancing Job-Site Training of Supported Workers with Autism: A Reemphasis on Simulation

ERIC Educational Resources Information Center

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

2006-01-01

Currently recommended practice in supported work emphasizes training job skills to workers with severe disabilities while on the job. Early behavioral research indicated that skills needed in natural environments could also be trained in simulated settings. We compared job-site plus simulation training for teaching job skills to supported workers…

Job Clubs: Getting into the Hidden Labor Market.

ERIC Educational Resources Information Center

Kimeldorf, Martin; Tornow, Janice A.

1984-01-01

A job club approach for secondary disabled youth focuses on mastering job seeking skills by behaviorally sequenced steps learned in situational experiences within a self-help group process framework. Students learn to penetrate the hidden job market, to use social networking via the telephone, and to participate successfully in job interviews. (CL)

Get a job

NASA Astrophysics Data System (ADS)

Carlowicz, Michael

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

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,…

Concordance between current job and usual job in occupational and industry groupings: assessment of the 2010 national health interview survey.

PubMed

Luckhaupt, Sara E; Cohen, Martha A; Calvert, Geoffrey M

2013-09-01

To determine whether current job is a reasonable surrogate for usual job. Data from the 2010 National Health Interview Survey were utilized to determine concordance between current and usual jobs for workers employed within the past year. Concordance was quantitated by kappa values for both simple and detailed industry and occupational groups. Good agreement is considered to be present when kappa values exceed 60. Overall kappa values ± standard errors were 74.5 ± 0.5 for simple industry, 72.4 ± 0.5 for detailed industry, 76.3 ± 0.4 for simple occupation, 73.7 ± 0.5 for detailed occupation, and 80.4 ± 0.6 for very broad occupational class. Sixty-five of 73 detailed industry groups and 78 of 81 detailed occupation groups evaluated had good agreement between current and usual jobs. Current job can often serve as a reliable surrogate for usual job in epidemiologic studies.

Occupational therapists' job satisfaction in a changing hospital organisation--a time-geography-based study.

PubMed

Bendixen, Hans Jørgen; Ellegård, Kajsa

2014-01-01

To investigate occupational therapists' job satisfaction under a changing regime by using a time-geographic approach focusing on the therapists' everyday working lives. Nine occupational therapists at the Copenhagen University Hospital, Gentofte, Denmark. A mixed-method design was employed. Occupational therapists kept time-geographic diaries, and the results from them were grounded for individual, semi-structured in-depth interviews. Individual reflections on everyday working life were recorded. Transcribed statements from the interviews were analysed to determine factors influencing job satisfaction. The nine therapists kept diaries for one day a month for a total of 70 preselected days over a period of nine months; six participated in individual interviews. Four factors constraining OT job satisfaction were revealed. Economic concerns, new professional paradigms and methods in combination with a new organisational structure for the occupational therapy service caused uncertainty. In addition, decreasing possibilities for supervision by colleagues influenced job satisfaction. Opportunities for experiencing autonomy in everyday working life were described as facilitators for job satisfaction. The time-geographic and interview methods were useful in focusing on the job satisfaction of occupational therapists, who provided individual interpretations of the balance between autonomy and three types of constraints in everyday working life. The constraints related to organisation, power relations and - not least - how the organisational project of the department fitted in with OTs' individual projects. Matching of organisational and individual projects is of crucial importance, not only for OTs but for most workplaces where individuals are employed to serve patients in the healthcare sector.

Job Preferences of Nurses and Midwives for Taking Up a Rural Job in Peru: A Discrete Choice Experiment

PubMed Central

Huicho, Luis; Miranda, J. Jaime; Diez-Canseco, Francisco; Lema, Claudia; Lescano, Andrés G.; Lagarde, Mylene; Blaauw, Duane

2012-01-01

Background Robust evidence on interventions to improve the shortage of health workers in rural areas is needed. We assessed stated factors that would attract short-term contract nurses and midwives to work in a rural area of Peru. Methods and Findings A discrete choice experiment (DCE) was conducted to evaluate the job preferences of nurses and midwives currently working on a short-term contract in the public sector in Ayacucho, Peru. Job attributes, and their levels, were based on literature review, qualitative interviews and focus groups of local health personnel and policy makers. A labelled design with two choices, rural community or Ayacucho city, was used. Job attributes were tailored to these settings. Multiple conditional logistic regressions were used to assess the determinants of job preferences. Then we used the best-fitting estimated model to predict the impact of potential policy incentives on the probability of choosing a rural job or a job in Ayacucho city. We studied 205 nurses and midwives. The odds of choosing an urban post was 14.74 times than that of choosing a rural one. Salary increase, health center-type of facility and scholarship for specialization were preferred attributes for choosing a rural job. Increased number of years before securing a permanent contract acted as a disincentive for both rural and urban jobs. Policy simulations showed that the most effective attraction package to uptake a rural job included a 75% increase in salary plus scholarship for a specialization, which would increase the proportion of health workers taking a rural job from 36.4% up to 60%. Conclusions Urban jobs were more strongly preferred than rural ones. However, combined financial and non-financial incentives could almost double rural job uptake by nurses and midwifes. These packages may provide meaningful attraction strategies to rural areas and should be considered by policy makers for implementation. PMID:23284636

Using Innovative Technology to Overcome Job Interview Anxiety

ERIC Educational Resources Information Center

Rockawin, David

2012-01-01

University career counsellors invest a lot of time and effort in the development of the skills and knowledge associated with self-reliance in job interviews. The resource-intensive nature of this approach needs to be reconsidered in the context of overall careers service delivery. More specifically, the key barriers to achieving a competent degree…

Common Core Units in Business Education: Grooming for Your Job Interview.

ERIC Educational Resources Information Center

Reddell, Lynda

This secondary unit of instruction on grooming for job interviews is one of sixteen Common Core Units in Business Education (CCUBE). The units were designed for implementing the sixteen common core competencies identified in the California Business Education Program Guide for Office and Distributive Education. Each competency-based unit is…

Evaluating the Role of Job Site Supervisors in the Long-Term Employment of Persons with Severe Disabilities.

ERIC Educational Resources Information Center

Rusch, Frank R.; And Others

The purpose of this study was to identify job site supervisors' opinions regarding job placement, training, evaluation, and job maintenance of persons with disabilities. In order to assess the role of job site supervisors, 10 supervisors in businesses that employed individuals with handicaps were interviewed. Employment sites represented four…

Books for the Job Hunt.

ERIC Educational Resources Information Center

Saltzman, Amy

1992-01-01

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

Assigning exposure to pesticides and solvents from self-reports collected by a computer assisted personal interview and expert assessment of job codes: the UK Adult Brain Tumour Study.

PubMed

Hepworth, S J; Bolton, A; Parslow, R C; van Tongeren, M; Muir, K R; McKinney, P A

2006-04-01

To compare assignment of occupational pesticide and solvent exposure using self-reported data collected by a computer assisted personal interview (CAPI) with exposure based on expert assessment of job codes. To discuss the advantages and disadvantages of using a CAPI to collect individual occupational exposure data. Between 2001 and 2004, 1495 participants were interviewed using a CAPI for a case-control study of adult brain tumours and acoustic neuromas. Two types of occupational data were collected: (1) a full history, including job title from which a job code was assigned from the Standard Occupational Classification; and (2) specific details on pesticide and solvent exposure reported by participants. Study members' experiences of using the CAPI were recorded and advantages and disadvantages summarised. Of 7192 jobs recorded, the prevalence of self-reported exposure was 1.3% for pesticides and 11.5% for solvents. Comparing this with exposure expertly assessed from job titles showed 53.6% and 45.8% concordance for pesticides and solvents respectively. Advantages of the CAPI include no data entry stage, automatic input validation, and a reduction in interviewer bias. Disadvantages include an adverse effect on study implementation as a consequence of resources required for programming and difficulties encountered with data management prior to analysis. Different methods of exposure assessment derive different exposure levels for pesticide and solvent exposure at work. Agreement between self-reported and expert assessment of exposure was greater for pesticides compared to solvents. The advantages of using a CAPI for the collection of complex data outweigh the disadvantages for interviewers and data quality but using such a method requires extra resources at the study outset.

Assigning exposure to pesticides and solvents from self‐reports collected by a computer assisted personal interview and expert assessment of job codes: the UK Adult Brain Tumour Study

PubMed Central

Hepworth, S J; Bolton, A; Parslow, R C; van Tongeren, M; Muir, K R; McKinney, P A

2006-01-01

Objectives To compare assignment of occupational pesticide and solvent exposure using self‐reported data collected by a computer assisted personal interview (CAPI) with exposure based on expert assessment of job codes. To discuss the advantages and disadvantages of using a CAPI to collect individual occupational exposure data. Methods Between 2001 and 2004, 1495 participants were interviewed using a CAPI for a case‐control study of adult brain tumours and acoustic neuromas. Two types of occupational data were collected: (1) a full history, including job title from which a job code was assigned from the Standard Occupational Classification; and (2) specific details on pesticide and solvent exposure reported by participants. Study members' experiences of using the CAPI were recorded and advantages and disadvantages summarised. Results Of 7192 jobs recorded, the prevalence of self‐reported exposure was 1.3% for pesticides and 11.5% for solvents. Comparing this with exposure expertly assessed from job titles showed 53.6% and 45.8% concordance for pesticides and solvents respectively. Advantages of the CAPI include no data entry stage, automatic input validation, and a reduction in interviewer bias. Disadvantages include an adverse effect on study implementation as a consequence of resources required for programming and difficulties encountered with data management prior to analysis. Conclusions Different methods of exposure assessment derive different exposure levels for pesticide and solvent exposure at work. Agreement between self‐reported and expert assessment of exposure was greater for pesticides compared to solvents. The advantages of using a CAPI for the collection of complex data outweigh the disadvantages for interviewers and data quality but using such a method requires extra resources at the study outset. PMID:16556747

The Interview and Personnel Selection: Is the Process Valid and Reliable?

ERIC Educational Resources Information Center

Niece, Richard

1983-01-01

Reviews recent literature concerning the job interview. Concludes that such interviews are generally ineffective and proposes that school administrators devise techniques for improving their interviewing systems. (FL)

Dissociable neural modulation underlying lasting first impressions, changing your mind for the better, and changing it for the worse.

PubMed

Bhanji, Jamil P; Beer, Jennifer S

2013-05-29

Unattractive job candidates face a disadvantage when interviewing for a job. Employers' evaluations are colored by the candidate's physical attractiveness even when they take job interview performance into account. This example illustrates unexplored questions about the neural basis of social evaluation in humans. What neural regions support the lasting effects of initial impressions (even after getting to know someone)? How does the brain process information that changes our minds about someone? Job candidates' competence was evaluated from photographs and again after seeing snippets of job interviews. Left lateral orbitofrontal cortex modulation serves as a warning signal for initial reactions that ultimately undermine evaluations even when additional information is taken into account. The neural basis of changing one's mind about a candidate is not a simple matter of computing the amount of competence-affirming information in their job interview. Instead, seeing a candidate for the better is somewhat distinguishable at the neural level from seeing a candidate for the worse. Whereas amygdala modulation marks the extremity of evaluation change, favorable impression change additionally draws on parametric modulation of lateral prefrontal cortex and unfavorable impression change additionally draws on parametric modulation of medial prefrontal cortex, temporal cortex, and striatum. Investigating social evaluation as a dynamic process (rather than a one-time impression) paints a new picture of its neural basis and highlights the partially dissociable processes that contribute to changing your mind about someone for the better or the worse.

Jobs: Finding and Keeping = Empleos: Buscandolos y Manteniendolos

ERIC Educational Resources Information Center

Private Industry Council of Lehigh Valley, Inc., Allentown, PA.

This document consists of the English and Spanish versions of a booklet to aid individuals in finding and keeping jobs for which they are best suited. Topics covered include analyzing personal requirements (abilities, interests), where to look for jobs, letters of application, resumes, application forms, employment interviews, and job keeping…

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

PubMed

Harolds, Jay A

2013-08-01

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

Brief Report: Vocational Outcomes for Young Adults with Autism Spectrum Disorders at Six Months After Virtual Reality Job Interview Training

PubMed Central

Fleming, Michael F.; Wright, Michael A.; Losh, Molly; Boteler Humm, Laura; Olsen, Dale; Bell, Morris D.

2016-01-01

Young adults with high-functioning autism spectrum disorder (ASD) have low employment rates and job interviewing presents a critical barrier to employment for them. Results from a prior randomized controlled efficacy trial suggested virtual reality job interview training (VR-JIT) improved interviewing skills among trainees with ASD, but not controls with ASD. We conducted a brief survey with 23 of 26 participants from this study to evaluate their vocational outcomes at 6-month follow-up with a focus on whether or not they attained a competitive position (employment or competitive volunteering). Logistic regression indicated VR-JIT trainees had greater odds of attaining a competitive position than controls (OR 7.82, p < 0.05). Initial evidence suggests VR-JIT is a promising intervention that enhances vocational outcomes among young adults with high-functioning ASD. PMID:25986176

Brief report: vocational outcomes for young adults with autism spectrum disorders at six months after virtual reality job interview training.

PubMed

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

2015-10-01

Young adults with high-functioning autism spectrum disorder (ASD) have low employment rates and job interviewing presents a critical barrier to employment for them. Results from a prior randomized controlled efficacy trial suggested virtual reality job interview training (VR-JIT) improved interviewing skills among trainees with ASD, but not controls with ASD. We conducted a brief survey with 23 of 26 participants from this study to evaluate their vocational outcomes at 6-month follow-up with a focus on whether or not they attained a competitive position (employment or competitive volunteering). Logistic regression indicated VR-JIT trainees had greater odds of attaining a competitive position than controls (OR 7.82, p < 0.05). Initial evidence suggests VR-JIT is a promising intervention that enhances vocational outcomes among young adults with high-functioning ASD.

What is a 'good' job? Modelling job quality for blue collar workers.

PubMed

Jones, Wendy; Haslam, Roger; Haslam, Cheryl

2017-01-01

This paper proposes a model of job quality, developed from interviews with blue collar workers: bus drivers, manufacturing operatives and cleaners (n  =  80). The model distinguishes between core features, important for almost all workers, and 'job fit' features, important to some but not others, or where individuals might have different preferences. Core job features found important for almost all interviewees included job security, personal safety and having enough pay to meet their needs. 'Job fit' features included autonomy and the opportunity to form close relationships. These showed more variation between participants; priorities were influenced by family commitments, stage of life and personal preference. The resulting theoretical perspective indicates the features necessary for a job to be considered 'good' by the person doing it, whilst not adversely affecting their health. The model should have utility as a basis for measuring and improving job quality and the laudable goal of creating 'good jobs'. Practitioner Summary: Good work can contribute positively to health and well-being, but there is a lack of agreement regarding the concept of a 'good' job. A model of job quality has been constructed based on semi-structured worker interviews (n  =  80). The model emphasises the need to take into account variation between individuals in their preferred work characteristics.

The Effects of Specifying Job Requirements and Using Explicit Warnings to Decrease Sex Discrimination in Employment Interviews.

ERIC Educational Resources Information Center

Siegfried, William D.

1982-01-01

To determine effectiveness of instructions designed to reduce sex discrimination in employment interviews, students were asked to rate resumes for a male and a female applicant under different instructional conditions. Results suggested that: legal warnings may bias ratings in favor of male applicants; and specifying job requirements reduces…

SPSP Phase III Recruiting, Selecting, and Developing Secure Power Systems Professionals: Behavioral Interview Guidelines by Job Roles

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

O'Neil, Lori Ross; Conway, T. J.; Tobey, D. H.

The Secure Power Systems Professional Phase III final report was released last year which an appendix of Behavioral Interview Guidelines by Job Roles. This new report is that appendix broken out as a standalone document to assist utilities in recruiting and developing Secure Power Systems Professionals at their site.

Unemployment and Underemployment: A Narrative Analysis about Loss

ERIC Educational Resources Information Center

Blustein, David L.; Kozan, Saliha; Connors-Kellgren, Alice

2013-01-01

In this study, we conducted a narrative analysis of interviews with unemployed and underemployed adults to better understand their experiences and to learn how they are coping with job loss. Seven men and six women from diverse backgrounds who were receiving career exploration and job search services were interviewed at a one-stop career center in…

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

PubMed

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

2014-03-01

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

The impact of job satisfaction on the risk of disability pension. A 15-year prospective study.

PubMed

Labriola, Merete; Feveile, Helene; Christensen, Karl Bang; Bültmann, Ute; Lund, Thomas

2009-09-01

To identify the impact of job satisfaction on the risk of disability pension. A total of 8,338 employees were sampled from the total working population in Denmark. They were interviewed regarding age, gender, job satisfaction and health behaviour. Interview data were merged with national register data on granted disability pension for up to 15 years after baseline data collection. The study found a statistically significant association between low job satisfaction and disability pension for women when adjusted for age, smoking status and BMI. Based on the results, investing in giving workers a satisfying work environment could be a low-cost way of improving employee health and prolonging labour market participation.

25 CFR 26.27 - What kind of Job Placement support services can I expect?

Code of Federal Regulations, 2010 CFR

2010-04-01

... resume preparation, interview techniques, job retention, and related living skills. ... 25 Indians 1 2010-04-01 2010-04-01 false What kind of Job Placement support services can I expect? 26.27 Section 26.27 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB...

The Role of Social Networks in the Teacher Job Search Process

ERIC Educational Resources Information Center

Cannata, Marisa

2011-01-01

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

Cardiovascular reactivity in a simulated job interview: the role of gender role self-concept.

PubMed

Sieverding, Monika; Weidner, Gerdi; von Volkmann, Bettina

2005-01-01

This study investigated the relation of gender role self-concept (G-SC) to cardiovascular and emotional reactions to an ecologically relevant stressor in a sample of graduating male and female university students. Thirty-seven men and 37 women completed the Personal Attribute Questionnaire and worked on four tasks designed to reflect common features of a job interview. Blood pressure and heart rate were measured at baseline, during, and after each task; subjective stress was measured at baseline and after each task. Subjective and objective stress scores were averaged across tasks and analyzed by sex and G-SC (i.e., instrumentality, expressiveness). Results indicated that women as a group demonstrated greater emotional reactivity, but did not differ in their physiological reactions when compared to men. Regardless of sex, participants' instrumentality scores contributed significantly to the variation in subjective stress response: those scoring high on instrumentality reported less stress, but evidenced greater blood pressure reactivity than those scoring low on instrumentality. These results suggest that gender roles, particularly an instrumental self-concept, may play an important role in both subjective and objective reactions to an ecologically relevant stressor.

JCQ scale reliability and responsiveness to changes in manufacturing process.

PubMed

d'Errico, Angelo; Punnett, Laura; Gold, Judith E; Gore, Rebecca

2008-02-01

The job content questionnaire (JCQ) was administered to automobile manufacturing workers in two interviews, 5 years apart. Between the two interviews, the company introduced substantial changes in production technology in some production areas. The aims were: (1) to describe the impact of these changes on self-reported psychosocial exposures, and (2) to examine test-retest reliability of the JCQ scales, taking into account changes in job assignment and, for a subset of workers, physical ergonomic exposures as assessed through field observations. The study population included 790 subjects at the first and 519 at the second interview, of whom 387 were present in both. Differences in demand and control scores between interviews were analyzed by Wilcoxon matched-pairs signed-rank test. Test-retest reliability of these scales was evaluated by the intraclass correlation coefficient (ICC) and the Spearman's rho coefficient. The introduction of more automated technology produced an overall increase in job control but did not decrease psychological demand. The reliability of the control scale was low overall but increased to an acceptable level among workers who had not changed job. The demand scale had high reliability only among workers whose physical ergonomic exposures were similar on both survey occasions. These results show that 5-year test-retest reliability of self-reported psychosocial exposures is adequate among workers whose job assignment and ergonomic exposures have remained stable over time.

Work and Health among Latina Mothers in Farmworker Families

PubMed Central

Arcury, Thomas A.; Trejo, Grisel; Suerken, Cynthia K.; Grzywacz, Joseph G.; Ip, Edward H.; Quandt, Sara A.

2014-01-01

Background Work organization is important for the health of vulnerable workers, particularly women. This analysis describes work organization for Latinas in farmworker families and delineates the associations of work organization with health indicators. Methods 220 Latino women in farmworker families completed interviews from October 2012 - July 2013. Interviews addressed job structure, job demand, job control, and job support. Health measures included stress, depressive symptoms, physical activity, family conflict, and family economic security. Results Three-fifths of the women were employed. Several work organization dimensions, including shift, psychological demand, work safety climate, and benefits, were associated with participant health as expected, based on the work organization and job demands-control-support models. Conclusions Research should address women's health and specific work responsibilities. Occupational safety policy must consider the importance of work organization in the health of vulnerable workers. PMID:25742536

World of Work--The Interview and Working Relationships. Kit No. WW-706. Instructor's Manual. Revised.

ERIC Educational Resources Information Center

Miles, Mamie Rose; Killingsworth, Linda

This instructor's manual contains activities for teaching students about how to obtain a Social Security card, how to fill out an employment application, how to dress and conduct themselves on job interviews, desirable traits for employees, and getting along with others on the job. It is designed for use during eight periods in classes in…

Workdays. A Day in the Life of...a Franchise Gardener.

ERIC Educational Resources Information Center

Edwards, Hazel

One of a series of work-based interviews about occupations in Australia, this booklet presents a personal interview with a franchise gardener (mostly a person who mows lawns) about his job. The following questions are answered: what the gardener does, why the person chose the field of employment, how the person found out about the job, what he…

How to locate & hire clinical/biomedical engineers, supervisors, managers & biomedical equipment technicians.

PubMed

Pacela, A F; Brush, L C

1993-01-01

This article has described the process and the resources available for locating and hiring clinical/biomedical engineers, supervisors, managers, and biomedical equipment technicians. First, the employer must determine the qualifications for the position, including job titles, descriptions, pay scales, and certification requirements. Next, the employer must find qualified applicants. The most common way to do this is to use "outside" contacts, such as help-wanted advertising, specialized job placement agencies, schools and colleges, military resources, regional biomedical societies, and nationwide societies. An "inside" search involves limited internal advertising of the position and using personal referrals for candidates. Finally, the employer must screen the applicants. The position description is the obvious first step in this process, but there are other pre-screening techniques, such as employment testing. Interviewing is the most common way to hire for job positions, but the interviewer needs to know about the position and ask the right questions. Post-interview screening is a final step to help determine the best job-person match.

Job-Related Stress in Forensic Interviewers of Children with Use of Therapy Dogs Compared with Facility Dogs or No Dogs.

PubMed

Walsh, Diane; Yamamoto, Mariko; Willits, Neil H; Hart, Lynette A

2018-01-01

Sexually abused children providing essential testimony regarding crimes in forensic interviews now sometimes are provided facility dogs or therapy dogs for comfort. Facility dogs are extensively trained to work with forensic interviewers; when using therapy dogs in interviews, volunteers are the dog handlers. Interviews can impact child welfare workers' mental health causing secondary traumatic stress (STS). To investigate this stress, first data were gathered on stress retrospectively for when interviewers initially started the job prior to working with a dog, and then currently, from forensic interviewers using a facility dog, a therapy or pet dog, or no dog. These retrospective and secondary traumatic stress scale (STSS) data compared job stress among interviewers of children using: a certified, workplace facility dog ( n  = 16), a volunteer's trained therapy dog or the interviewer's pet dog ( n  = 13/3), or no dog ( n  = 198). Retrospective scores of therapy dog and no dog interviewers' stress were highest for the first interviewing year 1 and then declined. Extremely or very stressful retrospective scores differed among the three groups in year 1 ( p  < 0.038), and were significantly elevated for the therapy dog group as compared with the facility dog group ( p  < 0.035). All interviewing groups had elevated STSS scores; when compared with other healthcare groups that have been studied, sub-scores were especially high for Avoidance: a psychological coping mechanism to avoid dealing with a stressor. STSS scores differed among groups ( p  < 0.016), primarily due to Avoidance sub-scores ( p  < 0.009), reflecting higher Avoidance scores for therapy dog users than no dog users ( p  < 0.009). Facility dog users more consistently used dogs during interviews and conducted more interviews than therapy/pet dog users; both groups favored using dogs. Interviewers currently working with therapy dogs accompanied by their volunteers reported they had experienced heightened stress when they began their jobs; their high stress levels still persisted, indicating lower inherent coping skills and perhaps greater empathy among interviewers who later self-selected to work with therapy dogs. Results reveal extreme avoidant stress for interviewers witnessing children who are suffering and their differing coping approaches.

JobTIPS: A Transition to Employment Program for Individuals with Autism Spectrum Disorders

PubMed Central

Strickland, Dorothy C.; Coles, Claire D.; Southern, Louise B.

2013-01-01

This study evaluated the effectiveness of an Internet accessed training program that included Theory of Mind-based guidance, video models, visual supports, and virtual reality practice sessions in teaching appropriate job interview skills to individuals with high functioning ASD. In a randomized study, twenty two youth, ages 16 to 19, were evaluated during two employment interviews. Half received a training intervention following the initial interview and the half who served as a contrast group did not. Their performance pre and post intervention was assessed by four independent raters using a scale that included evaluation of both Content and Delivery. Results suggest that youth who completed the JobTIPS employment program demonstrated significantly more effective verbal content skills than those who did not. PMID:23494559

Conservative parallel simulation of priority class queueing networks

NASA Technical Reports Server (NTRS)

Nicol, David

1992-01-01

A conservative synchronization protocol is described for the parallel simulation of queueing networks having C job priority classes, where a job's class is fixed. This problem has long vexed designers of conservative synchronization protocols because of its seemingly poor ability to compute lookahead: the time of the next departure. For, a job in service having low priority can be preempted at any time by an arrival having higher priority and an arbitrarily small service time. The solution is to skew the event generation activity so that the events for higher priority jobs are generated farther ahead in simulated time than lower priority jobs. Thus, when a lower priority job enters service for the first time, all the higher priority jobs that may preempt it are already known and the job's departure time can be exactly predicted. Finally, the protocol was analyzed and it was demonstrated that good performance can be expected on the simulation of large queueing networks.

Conservative parallel simulation of priority class queueing networks

NASA Technical Reports Server (NTRS)

Nicol, David M.

1990-01-01

A conservative synchronization protocol is described for the parallel simulation of queueing networks having C job priority classes, where a job's class is fixed. This problem has long vexed designers of conservative synchronization protocols because of its seemingly poor ability to compute lookahead: the time of the next departure. For, a job in service having low priority can be preempted at any time by an arrival having higher priority and an arbitrarily small service time. The solution is to skew the event generation activity so that the events for higher priority jobs are generated farther ahead in simulated time than lower priority jobs. Thus, when a lower priority job enters service for the first time, all the higher priority jobs that may preempt it are already known and the job's departure time can be exactly predicted. Finally, the protocol was analyzed and it was demonstrated that good performance can be expected on the simulation of large queueing networks.

Time Out with Half-Time: Job Sharing in the Nineties.

ERIC Educational Resources Information Center

Turner, Linda

1996-01-01

Job sharing is a form of employment often overlooked by the average worker. Eight women were interviewed for this qualitative research study on the benefits and drawbacks of job sharing. Rather than simply allowing more time for them to spend with their children or on domestic chores, job sharing provided unanticipated opportunities to enjoy a…

Including the people with disabilities at work: a case study of the job of bricklayer in civil construction in Brazil.

PubMed

Martins, L B; Barkokébas Junior, B; Guimarães, B M

2012-01-01

The aim of this paper is to present the results of the evaluation of the job of bricklayer in the construction industry to determine the profile of workers with disabilities who could perform this function and what adjustments are needed. The methods and techniques used in the field study were: direct observation of the activities and the environment, interviews with bricklayers on building sites, a video and photographic record of tasks being carried out to analyze the job of bricklayer, software resources were used. This study set out the disabilities most commonly caused by work accidents in the civil construction industry and simulated the conditions of the individuals to determine whether they could perform the activities of this function and what adaptations are needed. It was observed that workers with hearing impairments could perform activities without any change in the workplace and individuals who had had a leg or foot amputated need to use appropriate prostheses to perform the activities of the function. Thus, it was shown that the activity of professionals with experience in Ergonomics is essential since, by the activity of gathering data and analysing the physical, cognitive and organizational requirements of jobs and by collecting data on and analysing the functional capabilities of the worker with a disability, adaptations to jobs can be adequately defined.

Burnout among pilots: psychosocial factors related to happiness and performance at simulator training.

PubMed

Demerouti, Evangelia; Veldhuis, Wouter; Coombes, Claire; Hunter, Rob

2018-06-18

In this study among airline pilots, we aim to uncover the work characteristics (job demands and resources) and the outcomes (job crafting, happiness and simulator training performance) that are related to burnout for this occupational group. Using a large sample of airline pilots, we showed that 40% of the participating pilots experience high burnout. In line with Job Demands-Resources theory, job demands were detrimental for simulator training performance because they made pilots more exhausted and less able to craft their job, whereas job resources had a favourable effect because they reduced feelings of disengagement and increased job crafting. Moreover, burnout was negatively related to pilots' happiness with life. These findings highlight the importance of psychosocial factors and health for valuable outcomes for both pilots and airlines. Practitioner Summary: Using an online survey among the members of a European pilots' professional association, we examined the relationship between psychosocial factors (work characteristics, burnout) and outcomes (simulator training performance, happiness). Forty per cent of the participating pilots experience high burnout. Job demands were detrimental, whereas job resources were favourable for simulator training performance/happiness. Twitter text: 40% of airline pilots experience burnout and psychosocial work factors and burnout relate to performance at pilots' simulator training.

Marketable job skills for high school students: what we learned from an evaluation of After School Matters.

PubMed

Alexander, Kendra P; Hirsch, Barton J

2012-01-01

This article summarizes findings from an experimental evaluation of After School Matters (ASM), a paid, apprenticeship-based, after-school program in Chicago for high school students. Analysis of quantitative data from a mock job interview revealed that ASM participants did not demonstrate more marketable job skills than youth in the control group. Qualitative data suggested that the nature of interpersonal interactions and the degree of professional orientation in apprenticeships contributed to variation in marketable job skills across apprenticeships. The article considers the perspective of human resource professionals who participated in the evaluation and describes an interviewing skills curriculum developed in response to the evaluation findings. Copyright © 2012 Wiley Periodicals, Inc., A Wiley Company.

The Impact of Simulated Aging on Nursing Staff Self Reports of Job Satisfaction and Performance.

ERIC Educational Resources Information Center

Robinson, James D.; Nussbaum, Jon F.

A study examined the impact of a simulated aging experience on nursing staff perceptions of job satisfaction and job performance. It was hypothesized that nurses and nurse aides who participated in the simulated aging experience would be more satisfied with their jobs and would receive fewer complaints from residents than those who did not…

Interviewing in Virtual Worlds: A Phenomenological Study Exploring the Success Factors of Job Applicants Utilizing Second Life to Gain Employment

ERIC Educational Resources Information Center

Koufoudakis-Whittington, Stefania

2014-01-01

This study explored the phenomenon of success factors of job applicants utilizing Second Life to gain employment. The study focused on identifying the perception of what qualified as a successful interview through the lived common experiences of 16 employment recruiters. The research problem was that a gap existed in scholarly research on…

What Factors Affect Nursing Students' Decisions of Whether to Take Rural Jobs: An Exploratory Interview Study in China

ERIC Educational Resources Information Center

Tao, Yuexian; Haycock-Stuart, Elaine; Rodgers, Sheila E.

2016-01-01

Purpose: The purpose of this study was to explore factors that effect nursing students' decisions of whether to take rural jobs in China. Methods: An exploratory interview study was conducted in China during May and June 2011. Eleven final year nursing students were purposively recruited from four nursing schools in one eastern area in China. The…

Exploring Relationships Among Occupational Safety, Job Turnover, and Age Among Home Care Aides in Maine.

PubMed

Butler, Sandra S

2018-02-01

As the U.S. population ages, the number of people needing personal assistance in the home care setting is increasing dramatically. Personal care aides and home health workers are currently adding more jobs to the economy than any other single occupation. Home health workers face physically and emotionally challenging, and at times unsafe, work conditions, with turnover rates ranging from 44 percent to 65 percent annually. As part of a mixed-method, longitudinal study in Maine examining turnover, interviews with 252 home care aides were analyzed thematically. Responses to interview questions regarding the job's impact on health and safety, the adequacy of training, and the level of agency responsiveness were examined. Emergent themes, indicating some contradictory perspectives on workplace safety, quality of training, and agency support, were compared across three variables: job termination, occupational injury, and age. Implications for increasing occupational safety and job retention are discussed.

Job-Related Stress in Forensic Interviewers of Children with Use of Therapy Dogs Compared with Facility Dogs or No Dogs

PubMed Central

Walsh, Diane; Yamamoto, Mariko; Willits, Neil H.; Hart, Lynette A.

2018-01-01

Sexually abused children providing essential testimony regarding crimes in forensic interviews now sometimes are provided facility dogs or therapy dogs for comfort. Facility dogs are extensively trained to work with forensic interviewers; when using therapy dogs in interviews, volunteers are the dog handlers. Interviews can impact child welfare workers’ mental health causing secondary traumatic stress (STS). To investigate this stress, first data were gathered on stress retrospectively for when interviewers initially started the job prior to working with a dog, and then currently, from forensic interviewers using a facility dog, a therapy or pet dog, or no dog. These retrospective and secondary traumatic stress scale (STSS) data compared job stress among interviewers of children using: a certified, workplace facility dog (n = 16), a volunteer’s trained therapy dog or the interviewer’s pet dog (n = 13/3), or no dog (n = 198). Retrospective scores of therapy dog and no dog interviewers’ stress were highest for the first interviewing year 1 and then declined. Extremely or very stressful retrospective scores differed among the three groups in year 1 (p < 0.038), and were significantly elevated for the therapy dog group as compared with the facility dog group (p < 0.035). All interviewing groups had elevated STSS scores; when compared with other healthcare groups that have been studied, sub-scores were especially high for Avoidance: a psychological coping mechanism to avoid dealing with a stressor. STSS scores differed among groups (p < 0.016), primarily due to Avoidance sub-scores (p < 0.009), reflecting higher Avoidance scores for therapy dog users than no dog users (p < 0.009). Facility dog users more consistently used dogs during interviews and conducted more interviews than therapy/pet dog users; both groups favored using dogs. Interviewers currently working with therapy dogs accompanied by their volunteers reported they had experienced heightened stress when they began their jobs; their high stress levels still persisted, indicating lower inherent coping skills and perhaps greater empathy among interviewers who later self-selected to work with therapy dogs. Results reveal extreme avoidant stress for interviewers witnessing children who are suffering and their differing coping approaches. PMID:29594160

From College Girl to Working Woman.

ERIC Educational Resources Information Center

Cowan, Susan

Written for the woman just graduated from college who wants a big-city job, the book provides coverage of the job scene from New York to San Francisco and offers methods and suggestions on how to create an exciting new career. Tips on where to look for jobs, the resume, and the job interview are some of the introductory topics, followed by a…

Job Campaign Strategies. The Career Life Assessment Skills Series, Booklet Three. A Program to Meet Adult Developmental Needs.

ERIC Educational Resources Information Center

Curtin, Bernadette M.; Hecklinger, Fred J.

As part of a series on career and life planning for adults, this four-part booklet discusses job search strategies, resume writing, and job interviews. Part I discourages conventional job-hunting techniques (i.e., visiting employment agencies, researching want ads, going through company personnel offices, and sending resumes and cover letters in…

Job Change and Workplace Learning in the Public Sector: The Significance of New Technology for Unskilled Work.

ERIC Educational Resources Information Center

Munro, Anne; Rainbird, Helen

2002-01-01

Interviews (n=350) and a survey (n=323) of managers, trainers, and union representatives in British health care agencies showed that technology caused some job enlargement and enrichment; positive or negative effects depended on context. Other jobs were deskilled due to work organization, not technology. Technology's impact on job change was…

Job-sharing in paediatric training in Australia: availability and trainee perceptions.

PubMed

Whitelaw, C M; Nash, M C

2001-04-16

To examine the current availability of job-sharing in paediatric training hospitals in Australia and to evaluate job-sharing from the trainees' perspective. National survey with structured telephone interviews and postal questionnai res. The eight major paediatric training hospitals in Australia. Directors of Paediatric Physician Training (DPPTs) at each hospital (or a staff member nominated by them) provided information by phone interview regarding job-sharing. All paediatric trainees who job-shared in 1998 (n=34) were sent written questionnaires, of which 25 were returned. Hospitals differed in terms of whether a trainee was required to give a reason for wishing to job-share, and what reasons were acceptable. One hospital stated that two specialty units (Intensive Care and Neonatal Intensive Care) were excluded from job-sharing, and another stated that certain units were unlikely to be allocated job-sharers. The remaining six hospitals said that all units were available for job-sharing, but the majority of their trainees disagreed. Only one hospital had a cap on the number of job-share positions available yearly. Trainees perceived benefits of job-sharing to include decreased tiredness, increased enthusiasm for work, and the ability to strike a balance between training and other aspects of life. Trainees believed job-sharing did not adversely affect the quality of service provided to patients, and that part-time training was not of lower quality than full-time training. Job-sharing in Australian paediatric training hospitals varies in terms of the number of positions available, eligibility criteria, and which units are available for job-sharing. In our survey, trainees' experience of job-sharing was overwhelmingly positive.

Job Power: Career Management Resources for Librarians.

ERIC Educational Resources Information Center

Wein, Terren Ilana; Gagnon, Marjorie; Barrett, Maura

2003-01-01

Discusses prospects in the job market for information professionals and emphasizes the need to be flexible. Highlights include examining the gap in skills and knowledge that may be needed; resources for resumes; resources for networking and interview preparation; sources of job postings; general career tools; international opportunities; career…

Longitudinal Job Satisfaction of Persons in Supported Employment.

ERIC Educational Resources Information Center

Test, David W.; Carver, Tonya; Ewers, Lisa; Haddad, Jennifer; Person, Julie

2000-01-01

This longitudinal study examined satisfaction with supported employment jobs and services with 32 disabled individuals receiving services between 1992 and 1997. Analysis of interview data indicates participants were consistently satisfied with both their chosen supported employment jobs (including the work, friendships made, and money earned) and…

Applicant Personality and Procedural Justice Perceptions of Group Selection Interviews.

PubMed

Bye, Hege H; Sandal, Gro M

2016-01-01

We investigated how job applicants' personalities influence perceptions of the structural and social procedural justice of group selection interviews (i.e., a group of several applicants being evaluated simultaneously). We especially addressed trait interactions between neuroticism and extraversion (the affective plane) and extraversion and agreeableness (the interpersonal plane). Data on personality (pre-interview) and justice perceptions (post-interview) were collected in a field study among job applicants ( N  = 97) attending group selection interviews for positions as teachers in a Norwegian high school. Interaction effects in hierarchical regression analyses showed that perceptions of social and structural justice increased with levels of extraversion among high scorers on neuroticism. Among emotionally stable applicants, however, being introverted or extraverted did not matter to justice perceptions. Extraversion did not impact on the perception of social justice for applicants low in agreeableness. Agreeable applicants, however, experienced the group interview as more socially fair when they were also extraverted. The impact of applicant personality on justice perceptions may be underestimated if traits interactions are not considered. Procedural fairness ratings for the group selection interview were high, contrary to the negative reactions predicted by other researchers. There was no indication that applicants with desirable traits (i.e., traits predictive of job performance) reacted negatively to this selection tool. Despite the widespread use of interviews in selection, previous studies of applicant personality and fairness reactions have not included interviews. The study demonstrates the importance of previously ignored trait interactions in understanding applicant reactions.

Tailoring the Interview Process for More Effective Personnel Selection.

ERIC Educational Resources Information Center

Saville, Anthony

Structuring the initial teacher employment interview adds validity to selection and appropriately utilizes human resources. Five aspects of an effective interview program include: (1) developing a job analysis plan; (2) reviewing the applications; (3) planning for the interview; (4) the interview instrument; and (5) legal implications. An…

MADE 2. Marketing and Distributive Education Competency Based Curriculum Guide.

ERIC Educational Resources Information Center

New Jersey State Dept. of Education, Trenton. Div. of Vocational Education.

This curriculum guide is one in a series of three competency-based instructional materials dealing with marketing and distributive education (MADE). Covered in the individual sections of the guide are the following topics: job orientation (personal appearance, job opportunities, job interviews, basic skills, training plans, legal requirements, and…

Economic and Societal Factors Instructional Guide. Student Materials.

ERIC Educational Resources Information Center

Hendrix, Mary W.

These student materials are designed to accompany the Economic and Societal Factors Instructional Guide. Page numbers are consistent with the numbering in that guide. The guide's nine units deal with the following topics: (1) job acquisition (sources of employment, job application, completing the application form, resume, job interview, follow-up…

Exploring employment readiness through mock job interview and workplace role-play exercises: comparing youth with physical disabilities to their typically developing peers.

PubMed

Lindsay, Sally; McDougall, Carolyn; Sanford, Robyn; Menna-Dack, Dolly; Kingsnorth, Shauna; Adams, Tracey

2015-01-01

To assess performance differences in a mock job interview and workplace role-play exercise for youth with disabilities compared to their typically developing peers. We evaluated a purposive sample of 31 youth (15 with a physical disability and 16 typically developing) on their performance (content and delivery) in employment readiness role-play exercises. Our findings show significant differences between youth with disabilities compared to typically developing peers in several areas of the mock interview content (i.e. responses to the questions: "tell me about yourself", "how would you provide feedback to someone not doing their share" and a problem-solving scenario question) and delivery (i.e. voice clarity and mean latency). We found no significant differences in the workplace role-play performances of youth with and without disabilities. Youth with physical disabilities performed poorer in some areas of a job interview compared to their typically developing peers. They could benefit from further targeted employment readiness training. Clinicians should: Coach youth with physical disability on how to "sell" their abilities to potential employers and encourage youth to get involved in volunteer activities and employment readiness training programs. Consider using mock job interviews and other employment role-play exercises as assessment and training tools for youth with physical disabilities. Involve speech pathologists in the development of employment readiness programs that address voice clarity as a potential delivery issue.

A novel method of assessing quality of postgraduate psychiatry training: experiences from a large training programme

PubMed Central

2013-01-01

Background Most assessments of the quality of postgraduate training are based on anonymised questionnaires of trainees. We report a comprehensive assessment of the quality of training at a large postgraduate psychiatry training institute using non-anonymised face-to-face interviews with trainees and their trainers. Methods Two consultant psychiatrists interviewed 99 trainees and 109 trainers. Scoring of interview responses was determined by using a pre-defined criteria. Additional comments were recorded as free text. Interviews covered 13 domains, including: Clinical, teaching, research and management opportunities, clinical environment, clinical supervision, adequacy of job description, absence of bullying and job satisfaction. Multiple interview domain scores were combined, generating a ‘Combined’ score for each post. Results The interview response rate was 97% for trainers 88% for trainees. There was a significant correlation between trainee and trainer scores for the same interview domains (Pearson’s r = 0.968, p< 0.001). Overall scores were significantly higher for specialist psychiatry posts as compared to general adult psychiatry posts (Two tailed t-test, p < 0.001, 95% CI: -0.398 to −0.132), and significantly higher for liaison psychiatry as compared to other specialist psychiatry posts (t-test: p = 0.038, 95% CI: -0.3901, -0.0118). Job satisfaction scores of year 1 to year 3 core trainees showed a significant increase with increasing seniority (Linear regression coefficient = 0.273, 95% CI: 0.033 to 0.513, ANOVA p= 0.026). Conclusions This in-depth examination of the quality of training on a large psychiatry training programme successfully elicited strengths and weakness of our programme. Such an interview scheme could be easily implemented in smaller schemes and may well provide important information to allow for targeted improvement of training. Additionally, trends in quality of training and job satisfaction amongst various psychiatric specialities were identified; specifically speciality posts and liaison posts in psychiatry were revealed to be the most popular with trainees. PMID:23768083

A novel method of assessing quality of postgraduate psychiatry training: experiences from a large training programme.

PubMed

Bizrah, Mukhtar; Iacoponi, Eduardo; Parker, Elizabeth; Rymer, Janice; Iversen, Amy; Wessely, Simon

2013-06-14

Most assessments of the quality of postgraduate training are based on anonymised questionnaires of trainees. We report a comprehensive assessment of the quality of training at a large postgraduate psychiatry training institute using non-anonymised face-to-face interviews with trainees and their trainers. Two consultant psychiatrists interviewed 99 trainees and 109 trainers. Scoring of interview responses was determined by using a pre-defined criteria. Additional comments were recorded as free text. Interviews covered 13 domains, including: Clinical, teaching, research and management opportunities, clinical environment, clinical supervision, adequacy of job description, absence of bullying and job satisfaction. Multiple interview domain scores were combined, generating a 'Combined' score for each post. The interview response rate was 97% for trainers 88% for trainees. There was a significant correlation between trainee and trainer scores for the same interview domains (Pearson's r = 0.968, p< 0.001). Overall scores were significantly higher for specialist psychiatry posts as compared to general adult psychiatry posts (Two tailed t-test, p < 0.001, 95% CI: -0.398 to -0.132), and significantly higher for liaison psychiatry as compared to other specialist psychiatry posts (t-test: p = 0.038, 95% CI: -0.3901, -0.0118). Job satisfaction scores of year 1 to year 3 core trainees showed a significant increase with increasing seniority (Linear regression coefficient = 0.273, 95% CI: 0.033 to 0.513, ANOVA p= 0.026). This in-depth examination of the quality of training on a large psychiatry training programme successfully elicited strengths and weakness of our programme. Such an interview scheme could be easily implemented in smaller schemes and may well provide important information to allow for targeted improvement of training. Additionally, trends in quality of training and job satisfaction amongst various psychiatric specialities were identified; specifically speciality posts and liaison posts in psychiatry were revealed to be the most popular with trainees.

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

ERIC Educational Resources Information Center

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

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

Job Sharing in Health Care. A Handbook for Employees and Employers.

ERIC Educational Resources Information Center

McGuire, Nan; And Others

This handbook provides detailed information about job sharing for both administrators and potential sharers who are interested in implementing this new work arrangement. It incorporates results of a survey of job sharing in health care organizations as well as interviews and contacts with health care providers. A section on employees and job…

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

ERIC Educational Resources Information Center

McKeown, Tui; Lindorff, Margaret

2011-01-01

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

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

ERIC Educational Resources Information Center

Smith, Stephanie A.

2017-01-01

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

Coping with Powerlessness: The Relationship of Gender and Job Dependency to Empowerment-Strategy Usage.

ERIC Educational Resources Information Center

Mainiero, Lisa A.

1986-01-01

Critical incident interviews of males and females determined coping strategies used during frustrating workplace situations of powerlessness because of dependency on others. Although men and women did not differ in relative job power, women more frequently used an acquiescence strategy. Job dependency, however, determined this strategy more than…

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…

Job Satisfaction in a South African Academic Library in Transition

ERIC Educational Resources Information Center

Hart, Genevieve

2010-01-01

Job satisfaction was investigated at a South African university library undergoing change on many fronts. The study included 31 members of staff and the data were gathered via interviews/questionnaires, informed by standard HRM job satisfaction theory. The study found a "love-hate" relationship between respondents and their work. The key…

Merit Pay and Job Enlargement as Reforms: Incentives, Implementation, and Teacher Response.

ERIC Educational Resources Information Center

Firestone, William A.

1991-01-01

Based on intensive case studies of two school districts, this study compared two teacher work reforms: merit pay and job enlargement. Interviews with 64 teachers and 53 administrators, supplemented by over 1,300 survey responses, indicate the efficacy of each approach and the potential advantages of job enlargement. (SLD)

[Job rotation in anaesthesiological care: impacts on knowledge and learning].

PubMed

Jordan, Silvia; Brauner, Elisabeth

2008-04-01

Job rotation in anaesthesiological care is explored in this article. Based on discussions of 'high reliability organizations', and based on current theory in social and organizational psychology, we empirically investigated the impact of job rotation on knowledge management and learning. The study was conducted at the University Hospital of Innsbruck during the job training period of novice nurse anaesthetists. Qualitative interviews were conducted as well as a questionnaire administered. Data were collected between September 2003 and June 2005. Observational and interview data were combined with a questionnaire study to assess transactive memory and cooperation using a mixed-method design. Qualitative data were analyzed using GABEK, a computer-supported content analysis system; quantitative data were analyzed statistically with SPSS. Results indicate that job rotation had both positive and negative effects on knowledge and learning. On the one hand, job rotation can foster flexibility and awareness of a person's own fallibility and lack of knowledge. On the other hand, trust, group cohesion, and social meta-knowledge can be hampered by constant rotation. Consequently, stabilization and change need equal consideration when designing work in high reliability organizations.

The Round-Robin Mock Interview: Maximum Learning in Minimum Time

ERIC Educational Resources Information Center

Marks, Melanie; O'Connor, Abigail H.

2006-01-01

Interview skills is critical to a job seeker's success in obtaining employment. However, learning interview skills takes time. This article offers an activity for providing students with interview practice while sacrificing only a single classroom period. The authors begin by reviewing relevant literature. Then, they outline the process of…

Management PhD Candidates' Job Search: The Initial Interview.

ERIC Educational Resources Information Center

Hunt, Steven C.; Sawhney, Rajeev

2003-01-01

A survey of 200 doctoral students who interviewed with business schools at the Academy of Management conference received 74 responses. On average, they interviewed with 15.74 schools and did considerable preconference information gathering. Many complained of the physical conditions and lack of interviewer preparation. (Contains 20 references.)…

An Examination of Music Teacher Job Interview Questions

ERIC Educational Resources Information Center

Juchniewicz, Jay

2016-01-01

The purpose of this study was to examine which interview questions principals consider most important when interviewing prospective music teachers. Additionally, data were examined to determine any differences between school grade level, school setting, or years of experience as a principal in preferences for specific interview questions.…

Perspectives of employees with intellectual disabilities on themes relevant to their job satisfaction. an explorative study using photovoice.

PubMed

Akkerman, Alma; Janssen, Cees G C; Kef, Sabina; Meininger, Herman P

2014-11-01

This study explored the perspectives of people with intellectual disabilities on themes relevant to their job satisfaction in integrated and sheltered employment. The photovoice method was used. Nine participants with moderate to mild intellectual disabilities, working in integrated and sheltered employment, took pictures of aspects related to their job satisfaction. Each participant was subsequently interviewed about his/her pictures. Interview transcripts were content analysed to distinguish themes. Nine themes were found: the nature of the work itself, working conditions, experienced job demands, social relations at work, received support, perceived autonomy, opportunities for using competencies, opportunities for growth and development and meaningfulness. All themes were applicable in integrated and sheltered employment. From the perspective of people with intellectual disabilities, various themes relate to their job satisfaction, either in positive or negative ways. Photovoice appeared to be a valuable approach, facilitating participants in expressing their views and providing in-depth information. © 2014 John Wiley & Sons Ltd.

Reduce Staff Turnover through Effective Interviewing--Guidelines for Hiring the Right People.

ERIC Educational Resources Information Center

Hamrick, Joanne

2000-01-01

Discusses what center directors can do to reduce staff turnover. Presents guidelines for the interview process including: (1) preparing before the interview to ensure the interview is focused and will produce meaningful responses; and (2) conducting the interview by developing a rapport, listening, and giving a realistic description of the job.…

The Teaching Demonstration: What Faculty Expect and How to Prepare for This Aspect of the Job Interview

PubMed Central

Smith, Michelle K.; Wenderoth, Mary Pat; Tyler, Mary

2013-01-01

Many institutions require candidates for faculty positions to present a teaching demonstration as part of the interview process. To help job candidates prepare for this and to assist departments in planning how to structure this portion of the interview, we surveyed biology faculty from community and liberal arts colleges and master's- and PhD-granting institutions concerning how their departments assess teaching potential. We also asked survey respondents to share advice on how candidates can prepare for teaching demonstrations. Here we report on the survey results and offer suggestions based on comments from respondents. PMID:23463224

Job Satisfaction, Stress and Coping Strategies in the Teaching Profession-What Do Teachers Say?

ERIC Educational Resources Information Center

Skaalvik, Einar M.; Skaalvik, Sidsel

2015-01-01

This study explored job satisfaction, work-related stress, consequences of stress, and coping strategies among Norwegian teachers. The study is based on qualitative interviews with 30 working teachers and four retired teachers. The respondents reported high job satisfaction but also severe stress and exhaustion. Teachers of different ages or at…

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

ERIC Educational Resources Information Center

Ultrasystems, Inc., Irvine, CA.

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

Getting a Job. A Study of Contacts and Careers. Second Edition.

ERIC Educational Resources Information Center

Granovetter, Mark

A study was conducted in 1974 to determine how professional, technical, and managerial males obtain the information that leads to getting a job. Data were gathered by selecting a random sample of 457 men in Newton, Massachusetts, who had changed jobs within the previous 5 years. Personal interviews were conducted with 100 men and 182 mailed…

The Psychology of Working: A Case Study of Mexican American Women with Low Educational Attainment

ERIC Educational Resources Information Center

Guerrero, Laura; Singh, Satvir

2013-01-01

Using Blustein's (2006) psychology of working and Hackman and Oldham's (1975) job characteristics theory, the authors investigated the job attribute preferences of Mexican American women with low educational attainment. They used content analysis to code and analyze the interview transcripts of 27 women. The most valued job attributes were not…

School Counselors' Job Satisfaction: A Comparative Study of Preschool and Primary-School Counselors in Turkey

ERIC Educational Resources Information Center

Nas (Dalçiçek), Esref; Sak, Ramazan; Sahin Sak, Ikbal Tuba

2017-01-01

This mixed-methods research compared job satisfaction among counselors working in pre-schools and primary-schools. Its quantitative phase included 223 counselors, 70 of whom also participated in the qualitative phase. A demographic information form, job-satisfaction scale and a semi-structured interview protocol were used to collect data.…

An Ethnodrama on Work-Related Learning in Precarious Jobs: Racialization and Resistance

ERIC Educational Resources Information Center

Sangha, Jasjit K.; Slade, Bonnie; Mirchandani, Kiran; Maitra, Srabani; Shan, Hongxia

2012-01-01

This article is based on a research project on the lived experiences of precarious workers in Toronto, Canada. Using interviews with women in part-time, contract, and temporary jobs in three sectors (telemarketing, retail, and garment), the project explores the ways in which racial hierarchies structure jobs as well as forms of resistance that…

A Study to Determine Competencies Needed in Selected Job Titles in Agricultural Products Occupations.

ERIC Educational Resources Information Center

Amberson, Max L.; And Others

The report is a composite of competency interviews and a compilation, evaluation, and analysis of data on agricultural products occupations (bakery, dairy, meat, and flour milling industry job titles). The study was conducted to obtain information which would identify the knowledge, skills, and attitudes needed by employees in selected job titles…

The Job Shadow Assignment: Career Perceptions in Hospitality, Recreation and Tourism

ERIC Educational Resources Information Center

Padron, Thomas C.; Fortune, Mary F.; Spielman, Melany; Tjoei, Sylvie

2017-01-01

The job shadow study measured student career perceptions related to hospitality, recreation and tourism (HRT) and instructional mode (face-to-face (F2F), hybrid, and online). College students self-selecting into three different course modalities taught by the same instructor job shadowed HRT professionals by using Internet and F2F interviews. The…

Job satisfaction of Malaysian registered nurses: a qualitative study.

PubMed

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

2016-01-01

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

Effects of organizational citizenship behaviors on selection decisions in employment interviews.

PubMed

Podsakoff, Nathan P; Whiting, Steven W; Podsakoff, Philip M; Mishra, Paresh

2011-03-01

This article reports on an experiment examining the effects of job candidates' propensity to exhibit organizational citizenship behaviors (OCBs) on selection decisions made in the context of a job interview. We developed videos that manipulated candidate responses to interview questions tapping task performance and citizenship behavior content in 2 administrative positions. Results obtained from 480 undergraduates provided support for our hypotheses that job candidates who exhibited higher levels of helping, voice, and loyalty behaviors were generally rated as more competent, received higher overall evaluations, and received higher salary recommendations than job candidates who exhibited lower levels of these behaviors. These effects held even after taking into account candidate responses regarding task performance. We also found that candidate responses to OCB-related questions tended to have a greater effect on selection decisions for the higher level position (supervisor of administrative personnel) than for the lower level one (administrative assistant). Finally, content analyses of open-ended responses indicated that participants' selection decisions were particularly sensitive to candidates who exhibited low levels of voice and helping behaviors. Implications and future research are discussed. PsycINFO Database Record (c) 2011 APA, all rights reserved.

The Effects of Vocal Activity and Race of Applicant on Job Selection Interview Decisions.

ERIC Educational Resources Information Center

Byrd, Marquita L.

Because interviewing is a face-to-face interaction belonging to the genre of interpersonal relationships, the employment interview is subject to some of the same problems that beset interpersonal relationships. Problems can occur in both interviews and interpersonal relationships because of bias, which originates from background characteristics,…

When he doesn't mean you: gender-exclusive language as ostracism.

PubMed

Stout, Jane G; Dasgupta, Nilanjana

2011-06-01

Three studies assessed whether a common cultural practice, namely, the use of gender-exclusive language (e.g., using he to indicate he or she), is experienced as ostracism at the group level by women. Women responded to the use of gender-exclusive language (he) during a mock job interview with a lower sense of belonging, less motivation, and less expected identification with the job compared to others exposed to gender-inclusive (he or she) or gender-neutral ( one) language (Studies 1 and 2). Moreover, the more emotionally disengaged women became over the course of a job interview upon hearing gender-exclusive language, the less motivation and job identification they subsequently reported (Study 3). Together, these studies show that subtle linguistic cues that may seem trivial at face value can signal group-based ostracism and lead members of the ostracized group to self-select out of important professional environments.

["Great jobs"-also in psychiatry?].

PubMed

Spiessl, H; Hübner-Liebermann, B

2003-09-01

Against the background of a beginning shortage of psychiatrists, results from interviews with 112 employees of an automotive company with the topic "Great Job" are presented to discuss their relevance to psychiatry. The interviews were analysed by means of a qualitative content analysis. Most employees assigned importance to great pay, constructive collaboration with colleagues, and work appealing to personal interests. Further statements particularly relevant to psychiatry were: successful career, flexible working hours, manageable job, work-life balance, well-founded training, no bureaucracy within the company, and personal status in society. The well-known economic restrictions in health care and the still negative attitude towards psychiatry currently reduce the attraction of psychiatry as a profession. From the viewpoint of personnel management, the attractors of a great job revealed in this study are proposed as important clues for the recruitment of medical students for psychiatry and the development of psychiatric staff.

Job Hunting, Introduction

NASA Astrophysics Data System (ADS)

Goldin, Ed; Stringer, Susan

1998-05-01

The AAS is again sponsoring a career workshop for Astronomers seeking employment. The workshop will cover a wide range of tools needed by a job seeker with a background in astronomy. There are increasingly fewer job opportunities in the academic areas. Today, astronomers need placement skills and career information to compete strongly in a more diversified jobs arena. The workshop will offer practical training on preparing to enter the job market. Topics covered include resume and letter writing as well as how to prepare for an interview. Advice is given on resources for jobs in astronomy, statistics of employment and education, and networking strategies. Workshop training also deals with a diverse range of career paths for astronomers. The workshop will consist of an two approximately three-hour sessions. The first (1-4pm) will be on the placement tools and job-search skills described above. The second session will be for those who would like to stay and receive personalized information on individual resumes, job search problems, and interview questions and practice. The individual appointments with Ed Goldin and Susan Stringer that will take place during the second session (6-9pm) will be arranged on-site during the first session. A career development and job preparation manual "Preparing Physicists for Work" will be on sale at the workshop for \\9.00. TOPICS FOR DISCUSSION: How to prepare an effective resume How to research prospective employers Interviewing skills Networking to uncover employment Job prospects present and future Traditional and non-traditional positions for astronomers This workshop will be presented by Ed Goldin and Susan Stringer of the American Institute of Physics. The cost of the workshop is \\15.00 which includes a packet of resource materials supporting the workshop presentation. Please send your request for attendance by 8 May 1998 to the Executive Office along with a check, payable to the AAS, for the fee. Credit cards will not be accepted. Preference will be given to AAS members in the event of a large number of registrants. For further information, contact the AAS Executive Office, 202-328-2010, dawn@aas.org

A multiprocessor computer simulation model employing a feedback scheduler/allocator for memory space and bandwidth matching and TMR processing

NASA Technical Reports Server (NTRS)

Bradley, D. B.; Irwin, J. D.

1974-01-01

A computer simulation model for a multiprocessor computer is developed that is useful for studying the problem of matching multiprocessor's memory space, memory bandwidth and numbers and speeds of processors with aggregate job set characteristics. The model assumes an input work load of a set of recurrent jobs. The model includes a feedback scheduler/allocator which attempts to improve system performance through higher memory bandwidth utilization by matching individual job requirements for space and bandwidth with space availability and estimates of bandwidth availability at the times of memory allocation. The simulation model includes provisions for specifying precedence relations among the jobs in a job set, and provisions for specifying precedence execution of TMR (Triple Modular Redundant and SIMPLEX (non redundant) jobs.

The advantage of being oneself: The role of applicant self-verification in organizational hiring decisions.

PubMed

Moore, Celia; Lee, Sun Young; Kim, Kawon; Cable, Daniel M

2017-11-01

In this paper, we explore whether individuals who strive to self-verify flourish or flounder on the job market. Using placement data from 2 very different field samples, we found that individuals rated by the organization as being in the top 10% of candidates were significantly more likely to receive a job offer if they have a stronger drive to self-verify. A third study, using a quasi-experimental design, explored the mechanism behind this effect and tested whether individuals who are high and low on this disposition communicate differently in a structured mock job interview. Text analysis (LIWC) of interview transcripts revealed systematic differences in candidates' language use as a function of their self-verification drives. These differences led an expert rater to perceive candidates with a strong drive to self-verify as less inauthentic and less misrepresentative than their low self-verifying peers, making her more likely to recommend these candidates for a job. Taken together, our results suggest that authentic self-presentation is an unidentified route to success on the job market, amplifying the chances that high-quality candidates can convert organizations' positive evaluations into tangible job offers. We discuss implications for job applicants, organizations, and the labor market. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

"Preparatory power posing affects nonverbal presence and job interview performance": Correction to Cuddy et al. (2015).

PubMed

2018-05-01

Reports an error in "Preparatory power posing affects nonverbal presence and job interview performance" by Amy J. C. Cuddy, Caroline A. Wilmuth, Andy J. Yap and Dana R. Carney ( Journal of Applied Psychology , 2015[Jul], Vol 100[4], 1286-1295). In the article, the degrees of freedom associated with the three F-tests noted on pages 1289 and 1290 should be 1 and 59 (and not 1 and 60, as previously reported). Also, on p. 1290, in the first sentence under the "Mediation" heading, it should be noted that the dependent variables were regressed onto the mediators, and not the other way around. Finally, in Figures 2 and 3 (on p.< 1292), the beta weights reported for Nonverbal Presence should be .773 (p < .001) for Overall Performance as the dependent variable, and .456 (p < .001) for Hireability as the dependent variable. (The following abstract of the original article appeared in record 2015-04973-001.) The authors tested whether engaging in expansive (vs. contractive) "power poses" before a stressful job interview-preparatory power posing-would enhance performance during the interview. Participants adopted high-power (i.e., expansive, open) poses or low-power (i.e., contractive, closed) poses, and then prepared and delivered a speech to 2 evaluators as part of a mock job interview. All interview speeches were videotaped and coded for overall performance and hireability and for 2 potential mediators: verbal content (e.g., structure, content) and nonverbal presence (e.g., captivating, enthusiastic). As predicted, those who prepared for the job interview with high- (vs. low-) power poses performed better and were more likely to be chosen for hire; this relation was mediated by nonverbal presence, but not by verbal content. Although previous research has focused on how a nonverbal behavior that is enacted during interactions and observed by perceivers affects how those perceivers evaluate and respond to the actor, this experiment focused on how a nonverbal behavior that is enacted before the interaction and unobserved by perceivers affects the actor's performance, which, in turn, affects how perceivers evaluate and respond to the actor. This experiment reveals a theoretically novel and practically informative result that demonstrates the causal relation between preparatory nonverbal behavior and subsequent performance and outcomes. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

5 CFR 572.102 - Agency discretion.

Code of Federal Regulations, 2010 CFR

2010-01-01

... TRANSPORTATION EXPENSES; NEW APPOINTEES AND INTERVIEWS § 572.102 Agency discretion. Payment of travel expenses... and transportation or interview expenses in filling any position, the agency should consider such factors as availability of funds as well as the desirability of conducting interviews for a particular job...

Initial Job Placement for JCCC Career Students, Classes of 1973-1976.

ERIC Educational Resources Information Center

Quanty, Michael

A follow-up job placement study of the 228 persons who either graduated or left Johnson County Community College (JCCC) with marketable skills in 1975-76 produced 191 interview respondents. Findings included the following: the average age of respondents was 28 and 34% were 30 years or older; 53% were male; 64% had enrolled to acquire job skills…

Turnover Begets Turnover: An Examination of Job and Occupational Instability among Child Care Center Staff.

ERIC Educational Resources Information Center

Whitebook, Marcy; Sakai, Laura

2003-01-01

Examined job/occupational instability among child care teachers and directors. Found that over half of teachers and a third of directors had left their centers 4 years after initial interviews. Highly trained teachers were more likely to leave jobs if they earned lower wages, worked in less stable climate, or worked with greater percentage of…

Concerns within the Job Training Community over Labor's Ability to Implement the Job Training Partnership Act.

ERIC Educational Resources Information Center

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

A study examined the role of the U.S. Department of Labor in implementing the Job Training Partnership Act (JTPA). Staff from the General Accounting Office (GAO) interviewed officials from the Employment and Training Administration (ETA) and Office of Inspector General (OIG); ETA regional officials in four cities; state JTPA officials in five…

Returning to the Job Market: A Woman's Guide to Employment Planning.

ERIC Educational Resources Information Center

American Association of Retired Persons, Washington, DC.

Intended for midlife and older women in the job market, this booklet is designed to help them in the process of looking for work outside the home. It helps them assess current skills and identify potential employment barriers; teaches them how to prepare effective written materials to support the job search and how to interview successfully; and…

Marketable Job Skills for High School Students: What We Learned from an Evaluation of after School Matters

ERIC Educational Resources Information Center

Alexander, Kendra P.; Hirsch, Barton J.

2012-01-01

This article summarizes findings from an experimental evaluation of After School Matters (ASM), a paid, apprenticeship-based, after-school program in Chicago for high school students. Analysis of quantitative data from a mock job interview revealed that ASM participants did not demonstrate more marketable job skills than youth in the control…

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

ERIC Educational Resources Information Center

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

2010-01-01

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

Work in multiple jobs and the risk of injury in the US working population.

PubMed

Marucci-Wellman, Helen R; Willetts, Joanna L; Lin, Tin-Chi; Brennan, Melanye J; Verma, Santosh K

2014-01-01

We compared the risk of injury for multiple job holders (MJHs) with that for single job holders (SJHs). We used information from the National Health Interview Survey for the years 1997 through 2011 to estimate the rate of multiple job holding in the United States and compared characteristics and rates of self-reported injury (work and nonwork) for SJHs versus MJHs. Approximately 8.4% of those employed reported working more than 1 job in the week before the interview. The rate of work and nonwork injury episodes per 100 employed workers was higher for MJHs than for SJHs (4.2; 95% confidence interval [CI] = 3.5, 4.8; vs 3.3; 95% CI = 3.1, 3.5 work injuries and 9.9; 95% CI = 8.9, 10.9; vs 7.4; 95% CI = 7.1, 7.6 nonwork injuries per 100 workers, respectively). When calculated per 100 full-time equivalents (P < .05), the rate ratio remained higher for MJHs. Our findings suggest that working in multiple jobs is associated with an increased risk of an injury, both at work and not at work, and should be considered in injury surveillance.

My Favorite Assignment.

ERIC Educational Resources Information Center

Hebert, Margaret; And Others

1991-01-01

Contains seven brief articles which offer assignments designed to help students perform job searches, write job application letters, answer difficult questions, write letters of resignation, alleviate fears of public speaking, use the interview effectively in the business communication, and develop listening skills. (PRA)

Factors influencing registered nurses perception of their overall job satisfaction: a qualitative study.

PubMed

Atefi, N; Abdullah, K L; Wong, L P; Mazlom, R

2014-09-01

The purpose of this qualitative descriptive study was to explore factors related to critical care and medical-surgical nurses' job satisfaction as well as dissatisfaction in Iran. Job satisfaction is an important factor in healthcare settings. Strong empirical evidence supports a causal relationship between job satisfaction, patient safety and quality of care. A convenient sample of 85 nurses from surgical, medical and critical care wards of a large hospital was recruited. Ten focus group discussions using a semi-structured interview guide were conducted. Interviews were audio-recorded, transcribed verbatim and analysed using a thematic approach. The study identified three main themes that influenced nurses' job satisfaction and dissatisfaction: (1) spiritual feeling, (2) work environment factors, and (3) motivation. Helping and involvement in patient care contributed to the spiritual feeling reported to influence nurses' job satisfaction. For work environment factors, team cohesion, benefit and rewards, working conditions, lack of medical resources, unclear nurses' responsibilities, patient and doctor perceptions, poor leadership skills and discrimination at work played an important role in nurses' job dissatisfaction. For motivation factors, task requirement, professional development and lack of clinical autonomy contributed to nurses' job satisfaction. Nurse managers should ensure a flexible practice environment with adequate staffing and resources with opportunities for nurses to participate in hospital's policies and governance. Policy makers should consider nurses' professional development needs, and implement initiatives to improve nurses' rewards and other benefits as they influence job satisfaction. © 2014 International Council of Nurses.

Work-family conflict, part II: Job and life satisfaction in national collegiate athletic association division I-A certified athletic trainers.

PubMed

Mazerolle, Stephanie M; Bruening, Jennifer E; Casa, Douglas J; Burton, Laura J

2008-01-01

Previous researchers have shown that work-family conflict (WFC) affects the level of a person's job satisfaction, life satisfaction, and job burnout and intentions to leave the profession. However, WFC and its consequences have not yet been fully investigated among certified athletic trainers. To investigate the relationship between WFC and various outcome variables among certified athletic trainers working in National Collegiate Athletic Association Division I-A settings. A mixed-methods design using a 53-item survey questionnaire and follow-up in-depth interviews was used to examine the prevalence of WFC. Division I-A universities sponsoring football. A total of 587 athletic trainers (324 men, 263 women) responded to the questionnaire, and 12 (6 men, 6 women) participated in the qualitative portion of the mixed-methods study. We calculated Pearson correlations to determine the relationship between WFC and job satisfaction, life satisfaction, and job burnout. Regression analyses were run to determine whether WFC was a predictor of job satisfaction, job burnout, or intention to leave the profession. Interviews were transcribed verbatim and then analyzed using the computer program N6 as well as member checks and peer debriefing. Negative relationships were found between WFC and job satisfaction (r = -.52, P < .001). Positive were noted between WFC and job burnout (r = .63, P < .001) and intention to leave the profession (r = .46, P < .001). Regression analyses revealed that WFC directly contributed to job satisfaction (P < .001), job burnout (P < .001), and intention to leave the profession (P < .001). Overall, our findings concur with those of previous researchers on WFC and its negative relationships to job satisfaction and life satisfaction and positive relationship to job burnout and intention to leave an organization. Sources of WFC, such as time, inflexible work schedules, and inadequate staffing, were also related to job burnout and job dissatisfaction in this population.

Job satisfaction among neonatal nurses.

PubMed

Archibald, Cynthia

2006-01-01

The purpose of this study was to understand the job satisfaction of nurses who work in intensive care nurseries. The design used a convenience sample of eight nurses with an average of 11 years of active and current experience as neonatal intensive care nurses. METHOD/DATA COLLECTION: Human rights were protected according to the institutional guidelines. Data collection included semi-structured, intensive face-to-face interviews, observation, and field notes. The interviews were tape recorded and transcribed. Collaizzi's (1978) interpretation method was used to interpret and analyze the data using significant statements, formulated meanings, and clustering. Each participant was allowed to review the typed interview as one means of credibility. Analysis of the described experiences revealed that nurses were able to identify enough satisfying situations that compelled them to continue working in the neonatal intensive care unit (NICU). These rewards included compensation, team spirit, support from physicians, and advocacy. Knowledge of the factors that contribute to nurses' job satisfaction can provide a useful framework to implement policies to improve working conditions for nurses.

Interview with Philippe Ory of the EPFL (Ecole Polytechnique Federale de Lausanne) Career Centre. Interviewed by Debora Keller.

PubMed

Ory, Philippe

2008-06-01

EPFL's Career Centre was created in 2007 with the mission to be a bridge between EPFL's young graduates and industry, in order to facilitate the transition to active scientific life. Through courses, workshops and personalised advice, they help graduates to set up their application documents (CV, motivation letter), prepare for job interviews and manage their careers. The Centre also offers its services to companies by organising on-campus recruitment days, actively searching for fitting profiles or posting or mailing job adverts to the EPFL graduate community. The Career Centre's goal is to be the platform for the EPFL graduates to build their careers.

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.

Blueprints for Building a Career Resources Library.

ERIC Educational Resources Information Center

Smith, Deena J.; Somero, Deborah T.

This description of Richland Community College's Career Resources Library begins by explaining the eight major subdivisions of the collection: (1) job search information, which contains information on employment strategies, interviewing techniques, researching jobs/companies, and resume writing; (2) occupational information, which includes…

Stand out in the scientific job market

NASA Astrophysics Data System (ADS)

Kuchner, Marc J.

2016-04-01

Alaine Levine's book Networking for Nerds: Find, Access and Land Hidden Game-Changing Career Opportunities Everywhere aims to teach you how to build relationships within your large pool of potential colleagues, mentors and collaborators via conferences, job interviews and online networking.

Career Skills Enhancement Program (CSEP). A National Workplace Literacy Program, Final Report To Cover Activities April 1, 1990-September 30, 1991.

ERIC Educational Resources Information Center

Gray, Brenda

The Career Skills Enhancement Program (CSEP) was a National Workplace Literacy Program offered to Santa Clara County (California) Office of Education (COE) employees. A job skills study involved personal interviews, job shadowing, and examination of job descriptions and materials used by employees. Based on the study and initial needs assessment,…

Sex Discrimination in Simulated Employment Contexts: A Meta-analytic Investigation.

ERIC Educational Resources Information Center

Davison, Heather K.; Burke, Michael J.

2000-01-01

The hypothesis that applicant and rater sex, job sex-type, and job-relevant information would affect discrimination against applicants was tested in simulations. Both sexes received lower ratings when applying for opposite-sex-typed jobs. Both male and female raters rated male applicants higher. Differences between male and female ratings…

The relationship between the FFM and personality disorders in a personnel selection sample.

PubMed

Nederström, Mikael; Furnham, Adrian

2012-10-01

The relationships between the Five Factor Model (FFM) personality and personality disorders were investigated. A sample of real-life job applicants completed two personality questionnaires with different theoretical backgrounds in a psychological assessment center. The job applicants provided self-descriptions both on the FFM inventory and on a personality disorder trait inventory. A subsample of these candidates was interviewed by expert psychologists upon entrance to the assessment center. The psychologists assessed the same disorder traits of each target in job interviews. Both self-descriptions were used to predict the expert assessments. The results demonstrated considerable overlap between the FFM measures of normal and measures of abnormal personality in both samples and regardless of assessment method. © 2012 The Authors. Scandinavian Journal of Psychology © 2012 The Scandinavian Psychological Associations.

The interplay between structure and agency in shaping the mental health consequences of job loss

PubMed Central

2013-01-01

Background Job loss is a discrete life event, with multiple adverse consequences for physical and mental health and implications for agency. Our research explores the consequences of job loss for retrenched workers’ mental health by examining the interplay between their agency and the structures shaping their job loss experiences. Methods We conducted two waves of in-depth, semi-structured interviews with a sample of 33 of the more than 1000 workers who lost their jobs at Mitsubishi Motors in South Australia during 2004 and 2005 as a result of industry restructuring. Interviews capturing the mental health consequences of job loss were recorded and transcribed verbatim. Thematic analysis was employed to determine the health consequences of the job loss and the impact of structural factors. Results Main themes that emerged from the qualitative exploration of the psychological distress of job loss included stress, changes to perceived control, loss of self-esteem, shame and loss of status, experiencing a grieving process, and financial strain. Drawing on two models of agency we identified the different ways workers employed their agency, and how their agency was enabled, but mainly constrained, when dealing with job loss consequences. Conclusions Respondents’ accounts support the literature on the moderating effects of economic resources such as redundancy packages. The results suggest the need for policies to put more focus on social, emotional and financial investment to mediate the structural constraints of job loss. Our study also suggests that human agency must be understood within an individual’s whole of life circumstances, including structural and material constraints, and the personal or interior factors that shape these circumstances. PMID:23384322

Work-Role Stress and Attitudes toward Co-Workers.

ERIC Educational Resources Information Center

Beehr, Terry A.

1981-01-01

Research in interviews with 651 employees of five work organizations indicated that role stresses (role ambiguity, role overload and skill underutilization) were related to employee outcomes including: overall job dissatisfaction, life dissatisfaction, low self-esteem, depressed mood, and fatigue. Concluded that people experiencing job stress…

Resumes, Applications, and Cover Letters

ERIC Educational Resources Information Center

Crosby, Olivia

2009-01-01

Good resumes, applications, and cover letters broadcast one's abilities. They tell employers how one's qualifications match a job's responsibilities. If these critical preliminaries are constructed well, one has a better chance of landing interviews--and, eventually, a job. This article provides some guidelines for creating resumes and cover…

The school-to-work transition of people with mental handicap in Hong Kong.

PubMed

Ping-Ying Li, Eria

2000-01-01

The purpose of this study was to examine the school-to-work experience of people with mental handicap in Hong Kong. Fourteen young adults with mild mental handicap participated in in-depth interviews. An interview guide was utilized which included topics related to the participants' vocational preferences, work motivation and post-school placements. Data were analyzed according to a constant comparative method and content analysis. Three-quarters of the participants expressed job preferences. Three-quarters of the participants had taken a vocational training program unrelated to their job preferences. Half of the participants who had taken up open employment had not obtained their preferred jobs. None of the participants who had completed vocational training obtained job placements that matched their vocational training programs. All of the participants except five were not involved in making independent decisions regarding employment. The need to improve the quality of vocational services and empower people with mental handicap to take up self-determining roles are discussed.

So you want to work? What employers say about job skills, recruitment and hiring employees who rely on AAC.

PubMed

Bryen, Diane Nelson; Potts, Blyden B; Carey, Allison C

2007-06-01

In order to better understand employer perspectives with respect to hiring and working with people who use AAC and the kinds of employment barriers they believe exist for these individuals, a study into the job requirements, recruitment processes, and hiring processes of 27 employers in the United States was conducted. Interviews with the 27 employers focused on 48 jobs in 25 unique categories, many of which had previously been identified as desirable by 38 adults who used AAC (some of whom were employed and some of whom were seeking employment). Findings suggest that, while level of education is still important to employers, skills such as time management, problem solving, communication, use of an understandable and standard voice, and basic technology may be even more so. The study also found that having an effective job-related network is important, as is the ability to provide credible references and do well during in-person interviews with potential employers.

Self-other agreement of personality judgments in job interviews: exploring the effects of trait, gender, age and social desirability.

PubMed

Nederström, Mikael; Salmela-Aro, Katariina

2014-10-01

The article investigated agreement between self-reports and stranger ratings of personality. A sample of 139 real-life job applicants was interviewed by expert psychologists upon entrance to the assessment center. The applicants provided self-descriptions on 15 personality factors, and the psychologists rated the same traits of each target based on their impressions in the interview. The results demonstrated that professional judges can reach a substantial self-other agreement (SOA) on several traits even when the targets are strangers, and that the trait being judged, the target's gender, age and social desirability have an effect on the level of agreement. © 2014 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

Work in Multiple Jobs and the Risk of Injury in the US Working Population

PubMed Central

Willetts, Joanna L.; Lin, Tin-Chi; Brennan, Melanye J.; Verma, Santosh K.

2014-01-01

Objectives. We compared the risk of injury for multiple job holders (MJHs) with that for single job holders (SJHs). Methods. We used information from the National Health Interview Survey for the years 1997 through 2011 to estimate the rate of multiple job holding in the United States and compared characteristics and rates of self-reported injury (work and nonwork) for SJHs versus MJHs. Results. Approximately 8.4% of those employed reported working more than 1 job in the week before the interview. The rate of work and nonwork injury episodes per 100 employed workers was higher for MJHs than for SJHs (4.2; 95% confidence interval [CI] = 3.5, 4.8; vs 3.3; 95% CI = 3.1, 3.5 work injuries and 9.9; 95% CI = 8.9, 10.9; vs 7.4; 95% CI = 7.1, 7.6 nonwork injuries per 100 workers, respectively). When calculated per 100 full-time equivalents (P < .05), the rate ratio remained higher for MJHs. Conclusions. Our findings suggest that working in multiple jobs is associated with an increased risk of an injury, both at work and not at work, and should be considered in injury surveillance. PMID:24228681

Evaluation of an Interview Skills Training Package for Adolescents with Speech, Language and Communication Needs

ERIC Educational Resources Information Center

Mathrick, Rachel; Meagher, Tina; Norbury, Courtenay Frazier

2017-01-01

Background & Aims: We evaluated a structured intervention programme aimed at preparing adolescents with developmental language disorders for job interviews. Our primary outcome measures included change in ratings of verbal and non-verbal social communication behaviours evident during mock interviews. Methods & Procedures: In study 1, 12…

Relationships between Teacher Interview Scores and On-the-Job Performance.

ERIC Educational Resources Information Center

Loehr, Peter

Relationships between classroom teacher preemployment interview scores and performance during the first 6 months of employment were investigated in an Ohio school district. Permanently employed teachers were the target of the study, which used data from 4 aspects of interview scores and 13 performance criteria to study relationships between 2…

A Guide to Counseling: Developing Employees Through Performance Reviews.

ERIC Educational Resources Information Center

Levy, Seymour

This guide is designed to help the supervisor conduct effective counseling interviews with his employees. It consists of the following sections: (1) a general description of the counseling interview; (2) a discussion of the individual and the job; (3) suggestions on conducting the interview (considering what to do before, during and after the…

Mastering one's destiny: mastery goals promote challenge and success despite social identity threat.

PubMed

Stout, Jane G; Dasgupta, Nilanjana

2013-06-01

We used an achievement goal framework to enhance identity-threatened individuals' motivation and performance by way of an understudied mechanism, namely, challenge appraisals. In three experiments, women were given a mastery goal (focus on building skills) or a performance goal (perform well, avoid errors) before a mock job interview. Women who focused on mastery rather than performance felt more challenged and less threatened when anticipating an identity-threatening interview; goals did not affect appraisals of a nonthreatening interview (Experiment 1). Mastery relative to performance goals enhanced women's intention to be assertive (Experiment 2) and their actual face-to-face performance during the job interview (Experiment 3); challenge appraisals (but not threat appraisals) served as a mediator for these effects. Whereas a great deal of prior work has alleviated identity threat by altering construals of one's identity, the current research uses an alternative strategy--modifying appraisals of the situation, leaving one's self-concept intact.

Work-Family Conflict, Part II: Job and Life Satisfaction in National Collegiate Athletic Association Division I-A Certified Athletic Trainers

PubMed Central

Mazerolle, Stephanie M; Bruening, Jennifer E; Casa, Douglas J; Burton, Laura J

2008-01-01

Context: Previous researchers have shown that work-family conflict (WFC) affects the level of a person's job satisfaction, life satisfaction, and job burnout and intentions to leave the profession. However, WFC and its consequences have not yet been fully investigated among certified athletic trainers. Objective: To investigate the relationship between WFC and various outcome variables among certified athletic trainers working in National Collegiate Athletic Association Division I-A settings. Design: A mixed-methods design using a 53-item survey questionnaire and follow-up in-depth interviews was used to examine the prevalence of WFC. Setting: Division I-A universities sponsoring football. Patients or Other Participants: A total of 587 athletic trainers (324 men, 263 women) responded to the questionnaire, and 12 (6 men, 6 women) participated in the qualitative portion of the mixed-methods study. Data Collection and Analysis: We calculated Pearson correlations to determine the relationship between WFC and job satisfaction, life satisfaction, and job burnout. Regression analyses were run to determine whether WFC was a predictor of job satisfaction, job burnout, or intention to leave the profession. Interviews were transcribed verbatim and then analyzed using the computer program N6 as well as member checks and peer debriefing. Results: Negative relationships were found between WFC and job satisfaction (r  =  −.52, P < .001). Positive were noted between WFC and job burnout (r  =  .63, P < .001) and intention to leave the profession (r  =  .46, P < .001). Regression analyses revealed that WFC directly contributed to job satisfaction (P < .001), job burnout (P < .001), and intention to leave the profession (P < .001). Conclusions: Overall, our findings concur with those of previous researchers on WFC and its negative relationships to job satisfaction and life satisfaction and positive relationship to job burnout and intention to leave an organization. Sources of WFC, such as time, inflexible work schedules, and inadequate staffing, were also related to job burnout and job dissatisfaction in this population. PMID:18833314

A Tool for Parameter-space Explorations

NASA Astrophysics Data System (ADS)

Murase, Yohsuke; Uchitane, Takeshi; Ito, Nobuyasu

A software for managing simulation jobs and results, named "OACIS", is presented. It controls a large number of simulation jobs executed in various remote servers, keeps these results in an organized way, and manages the analyses on these results. The software has a web browser front end, and users can submit various jobs to appropriate remote hosts from a web browser easily. After these jobs are finished, all the result files are automatically downloaded from the computational hosts and stored in a traceable way together with the logs of the date, host, and elapsed time of the jobs. Some visualization functions are also provided so that users can easily grasp the overview of the results distributed in a high-dimensional parameter space. Thus, OACIS is especially beneficial for the complex simulation models having many parameters for which a lot of parameter searches are required. By using API of OACIS, it is easy to write a code that automates parameter selection depending on the previous simulation results. A few examples of the automated parameter selection are also demonstrated.

The role of certified nursing assistants in nursing homes.

PubMed

Pennington, Karen; Scott, Jill; Magilvy, Kathy

2003-11-01

OBJECTIVE Pilot study to examine the experiences of the certified nursing assistants (CNAs) in Colorado nursing homes. CNAs provide 80% to 90% of the care to residents in nursing homes. Their reported turnover rate is as high as 400% in some studies, and the potential pool of CNAs is dwindling. As the demand for CNAs increases, their experiences must be understood to effectively address recruitment and retention issues. Minimally structured interviews of 12 CNAs in 6 Colorado nursing homes and observations of care provided were conducted. Atlas/Ti software was used as a data management tool for analyzing and coding data. The overriding theme that emerged from the interviews was "we love our jobs." Three patterns of thought and behavior emerged: attributes of the CNA, working conditions of the CNA, and future success of the CNA and the nursing home. Issues important to CNAs revolved around basic motivational factors, such as job enrichment opportunities, personal growth opportunities, recognition, responsibility, and sense of achievement. Leadership must become creative and build on that base, providing CNAs with job mobility, job enrichment opportunities, recognition, and increased job responsibility, producing positive outcomes not only for the CNA but also for the resident and the facility.

Mental health and individual experience of unemployed young adults in Japan

PubMed Central

KITO, Aiko; UENO, Takeji

2015-01-01

This study focused on the subjective experiences and mental health of young, unemployed adults in Japan. We explored how individuals describe their experiences of becoming unemployed and how these experiences influence their mental health within the current Japanese sociocultural context, using a social constructionist approach. We collected data from October 2012 to January 2013. Participants were 25 young unemployed Japanese job seekers (15 females), who were recruited using a purposive sampling strategy including snowball sampling. We conducted semi-structured interviews focusing on participants’ previous work and job search experience, their lifestyle and health, the social support they considered necessary, their future job-seeking plans, and their demographic characteristics. Using thematic analysis, we identified four key themes from the interview data: stress relief, re-energization for future work, new job skills acquisition, and lifestyle change. The findings indicate that unemployment is sometimes experienced as more beneficial than employment. This might be because of the poor working environment in Japan, the financial support participants received, and the experience of short-term unemployment. The findings suggest that intervention is necessary to help young adults in Japan find high-quality jobs and that we must promote fair employment and decent working conditions for them. PMID:26320730

Mental health and individual experience of unemployed young adults in Japan.

PubMed

Kito, Aiko; Ueno, Takeji

2016-01-01

This study focused on the subjective experiences and mental health of young, unemployed adults in Japan. We explored how individuals describe their experiences of becoming unemployed and how these experiences influence their mental health within the current Japanese sociocultural context, using a social constructionist approach. We collected data from October 2012 to January 2013. Participants were 25 young unemployed Japanese job seekers (15 females), who were recruited using a purposive sampling strategy including snowball sampling. We conducted semi-structured interviews focusing on participants' previous work and job search experience, their lifestyle and health, the social support they considered necessary, their future job-seeking plans, and their demographic characteristics. Using thematic analysis, we identified four key themes from the interview data: stress relief, re-energization for future work, new job skills acquisition, and lifestyle change. The findings indicate that unemployment is sometimes experienced as more beneficial than employment. This might be because of the poor working environment in Japan, the financial support participants received, and the experience of short-term unemployment. The findings suggest that intervention is necessary to help young adults in Japan find high-quality jobs and that we must promote fair employment and decent working conditions for them.

Job dimensions associated with severe disability due to cardiovascular disease.

PubMed

Murphy, L R

1991-01-01

This study explored associations among job activities and disability due to cardiovascular disease by merging national disability data with independently-obtained job activity data. Disability data were taken from a 1978 U.S. health interview survey (n = 9855). Expert ratings of job activities (dimensions) were obtained from a job analysis database (n = 2485 occupations). The two databases were merged such that job dimension data were imputed to each occupation in the disability database. Odds ratios for cardiovascular disability were calculated for scores in the second, third, and fourth quartiles for each of the 32 job dimensions, using scores in the first quartile as the standard. Job dimensions associated with cardiovascular disability were (a) hazardous situations; (b) vigilant work and responsibility for others; (c) exchanging job-related information; and (d) attention to devices. Occupations identified with high scores on these job dimensions included transportation jobs (air traffic controllers, airline pilots and attendants, bus drivers, locomotive engineers, truck drivers), teachers (preschool, adult education), and craftsmen/foremen (machinists, carpenters, and foremen).

A vocational rehabilitation intervention for young adults with physical disabilities: participants' perception of beneficial attributes.

PubMed

Bal, M I; Sattoe, J N T; van Schaardenburgh, N R; Floothuis, M C S G; Roebroeck, M E; Miedema, H S

2017-01-01

Finding and maintaining employment is a major challenge for young adults with physical disabilities and their work participation rate is lower than that of healthy peers. This paper is about a program that supports work participation amongst young adults with chronic physical disabilities. The study aims to explore their experienced barriers and facilitators for finding and maintaining employment after starting this program, the participant-perceived beneficial attributes of the program and participants' recommendations for additional intervention components. Semi-structured interviews (n = 19) were held with former intervention participations. Interviews were recorded and transcribed ad verbatim. Themes were derived using the phenomenological approach. Physical functions and capacities, supervisor's attitude, self-esteem and self-efficacy and openness and assertiveness were experienced barriers and facilitators for finding and maintaining employment. Improvement of self-promoting skills and disclosure skills through job interview-training, increased self-esteem or self-efficacy through peer-support, a suitable job through job placement, improvement of work ability through arrangement of adjusted work conditions and change of supervisor's attitude through education provided to the supervisor were perceived as beneficial attributes of the intervention. Respondents recommended to incorporate assertiveness and openness skills training into future intervention programs. The findings suggest that programs supporting work participation should be designed to provide challenging, real-world experiential opportunities that provide young adults with physical disabilities with new insights, self-efficacy and life skills. Also, such programs should facilitate context centered learning. Former intervention participants, therefore, evaluated job-interview training, sharing learning and social experiences with peers, job placement, arrangement of adjusted work conditions and education as beneficial attributes of the 'At Work' program. In addition, they recommended, to incorporate more training on assertiveness and disclosure. We advise professionals to include these beneficial attributes in similar interventions in other contexts. © 2016 John Wiley & Sons Ltd.

Hong Kong Teachers' Sources of Stress, Burnout, and Job Satisfaction.

ERIC Educational Resources Information Center

Tang, Tak-On; Yeung, Alexander Seeshing

This study investigated factors that affected stress, burnout, and job satisfaction among Hong Kong high school teachers. First, the researchers interviewed former Hong Kong teachers to determine possible teacher stress sources. On the basis of their suggested list of stress sources, the researchers created a questionnaire that included items…

Community College Employee Job Satisfaction: The Influence of Leadership and Human Resource Practices

ERIC Educational Resources Information Center

Boies, Christopher Michael

2017-01-01

This case study research examined employee job satisfaction best practices at three community college receiving recognition through the Chronicle of Higher Education Great College to Work For designation. The leadership and human resource practices at these institutions were explored through employee interviews, collection of documents, and…

Working Conditions: Job Design. Working Paper #4.

ERIC Educational Resources Information Center

Gersten, Russell; And Others

This summary report presents an integration of findings on teachers' perceptions of their working conditions, based on survey and interview data from special educators in six large urban school districts. Emphasis is on perceptions of problems related to job design, the highly interrelated set of structures, systems, and processes intended to…

The Nature of Automated Jobs and Their Educational and Training Requirements.

ERIC Educational Resources Information Center

Fine, S.A.

Objective information concerning the impact of automation on educational and training requirements was obtained for 132 employees engaged in electron tube, computer, and steel manufacturing processes through management questionnaire responses, analysis of job functions, and employer interviews before and after the introduction of automation. The…

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…

EU Employment and Social Policy, 1999-2001: Jobs, Cohesion, Productivity.

ERIC Educational Resources Information Center

Commission of the European Communities, Brussels (Belgium). Directorate-General for Employment and Social Affairs.

This document examines employment and social policy in the European Union in 1999-2001. The document begins with an interview with Anna Diamantopoulou, the European Union's commissioner for employment and social affairs and the paper "Balancing Jobs, Cohesion, and Productivity" by Odile Quintin, the European Union's director-general for…

Planning for Your Second Accounting Job

ERIC Educational Resources Information Center

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

2012-01-01

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

Importance of On-the-Job Experiences in Developing Leadership Capabilities.

ERIC Educational Resources Information Center

Lambrecht, Judith J.; Hopkins, Charles R.; Moss, Jerome, Jr.; Finch, Curtis R.

This study explored chief vocational administrators' (CVAs) perceptions of the importance of on-the-job experiences to leadership development. In telephone interviews, CVAs with the highest scores on the Leadership Effectiveness Inventory in a 1993 study (n=69) identified experiences most helpful to leader development: new positions offering…

Occupational Exploration at Ontario Junior High School: 8th Grade.

ERIC Educational Resources Information Center

Bates, Gene; And Others

The document contains 47 activities for Grade 8. The contents include the following areas: questionnaires; work vocabularies; employment seeking procedures--employment ads, application forms, resumes, job interviews, and resume preparation advice; a 24-page unit presenting occupational information in relation to career choice and job application…

Teachers' Perceptions of Greek Special Education Policies and Practices

ERIC Educational Resources Information Center

Miller, Kevin J.; Morfidi, Eleni; Soulis, Spyros

2013-01-01

Special education teachers and related service providers were interviewed for their perspectives on Greek special education policies and practices and how these influenced their job preparation and duties. Specifically, they were asked about the impact of the following on their jobs: Greek law related to the education of students with…

The Impact of ICT on Learning On-the-Job

ERIC Educational Resources Information Center

Hortovanyi, Lilla; Ferincz, Adrienn

2015-01-01

Purpose: The purpose of this paper is to analyse the relationship between on-the-job learning and information and communication technology (ICT). Design/methodology/approach: Action research methodology was applied to study 62 small- and medium-sized corporations, and to interview over 200 knowledge workers and managers. The qualitative, textual…

BREAKTHROUGH IN ON THE JOB TRAINING.

ERIC Educational Resources Information Center

GOMERSALL, EARL R.; MYERS, M. SCOTT

A STUDY WAS MADE AT TEXAS INSTRUMENTS INC. OF THE EFFECT OF ANXIETY ON LEARNING TIME AND ATTITUDES AMONG NEW EMPLOYEES. BEFORE INTERVIEWS WITH ASSEMBLY WORKERS AND THEIR SUPERVISORS THE EXPERIMENT IDENTIFIED THE IMPORTANCE OF ANXIETY IN INHIBITING JOB EFFECTIVENESS FOR BOTH OPERATORS AND SUPERVISORS. NEW WOMEN ASSEMBLY WORKERS WERE DIVIDED INTO A…

Using Storytelling as a Job-Search Strategy

ERIC Educational Resources Information Center

Smart, Karl L.; DiMaria, Jerry

2018-01-01

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

An Evaluation of a Wide Range of Job-Generating Activities for Rural Counties.

ERIC Educational Resources Information Center

Finsterbusch, Kurt; And Others

1992-01-01

Examines the job-generating activities in 15 rural counties in Maryland through 175 interviews and field work. Those ranking high included industrial park development, economic development activities, and tourism. Special financial arrangements for relocating and new businesses also received high marks. Includes 48 references. (JOW)

Human Resource Implications of Robotics.

ERIC Educational Resources Information Center

Hunt, H. Allan; Hunt, Timothy L.

A study examined the job creation and job displacement potential of industrial robots in the United States and specifically, in Michigan, by 1990. To complete an analysis of the impact of robotics on the American labor force, researchers combined data from previous forecasts of future unit and dollar sales projections and from interviews with…

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

PubMed

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

2017-04-18

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

Reshould I Take More MIS Courses? Implications from Interviews with Business Recruiters

ERIC Educational Resources Information Center

He, Jun; Guo, Yi Maggie

2015-01-01

It is important for MIS educators to have a good understanding of what IT knowledge and skills are required in business. In this study, 103 open job positions in the Midwestern United States were investigated via semi-structured interviews with hiring companies. The interviews with key business recruiters suggest that IT knowledge and skills are…

Hiring Good Colleagues: What You Need to Know about Interviewing New Teachers

ERIC Educational Resources Information Center

Clement, Mary C.

2013-01-01

Employers need a systematic approach for sorting and selecting the best new hires, and hiring may be enhanced by the use of teachers in the process. This article discusses information-rich job advertisements, behavior-based interview questions, and how to objectively evaluate candidates in preliminary and on-site interviews. Candidates' past…

Graduate student's guide to necessary skills for nonacademic conservation careers.

PubMed

Blickley, Jessica L; Deiner, Kristy; Garbach, Kelly; Lacher, Iara; Meek, Mariah H; Porensky, Lauren M; Wilkerson, Marit L; Winford, Eric M; Schwartz, Mark W

2013-02-01

Graduate education programs in conservation science generally focus on disciplinary training and discipline-specific research skills. However, nonacademic conservation professionals often require an additional suite of skills. This discrepancy between academic training and professional needs can make it difficult for graduate students to identify the skills and experiences that will best prepare them for the conservation job market. We analyzed job advertisements for conservation-science positions and interviewed conservation professionals with experience hiring early-career conservation scientists to determine what skills employers of conservation professionals seek; whether the relative importance of skills varies by job sector (government, nonprofit, and private); and how graduate students interested in careers in conservation science might signal competency in key skills to potential employers. In job advertisements, disciplinary, interpersonal, and project-management skills were in the top 5 skills mentioned across all job sectors. Employers' needs for additional skills, like program leadership, conflict resolution and negotiation, and technical and information technology skills, varied across sectors. Our interview results demonstrated that some skills are best signaled to employers via experiences obtained outside thesis or dissertation work. Our findings suggest that graduate students who wish to be competitive in the conservation job market can benefit by gaining skills identified as important to the job sector in which they hope to work and should not necessarily expect to be competent in these skills simply by completing their chosen degree path. © 2012 Society for Conservation Biology.

What Do Recruiters Consider Important during the Employment Interview?

ERIC Educational Resources Information Center

Atkins, Carolyn P.; Kent, Robert L.

1988-01-01

Examined recruiters' attitudes regarding various hiring characteristics (communication, job selection, appearance) and their impact during initial campus interviews. Questionnaires were completed by 95 recruiters visiting West Virginia University and representing business/industry, hospitals/clinics, and public education. Results revealed that…

Goal orientation, self-regulation strategies, and job-seeking intensity in unemployed adults.

PubMed

Creed, Peter A; King, Vivien; Hood, Michelle; McKenzie, Robert

2009-05-01

At Time 1 (T1), the authors surveyed 277 unemployed adults using measures of human capital, goal orientation, self-regulation (emotion control, motivation control, work commitment), and job-seeking intensity. At Time 2 (T2), 4 months later, 155 participants indicated their reemployment outcomes in number of job interviews and number of job offers. Using T1 data, the authors tested the predictors of job-seeking intensity and whether self-regulation mediated between goal orientation and job-seeking intensity. Using T1 and T2 data, they tested for predictors of reemployment outcomes and whether job-seeking intensity mediated the relationship between T1 antecedent variables and the reemployment outcomes. Learning goal orientation and self-regulation predicted job-seeking intensity, and self-regulation mediated between learning goal orientation and job-seeking intensity. Job-seeking intensity did not mediate the relationship among human capital, goal orientation, and self-regulation variables and reemployment outcomes. (c) 2009 APA, all rights reserved.

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.

Are Generation Y Nurses Satisfied on the Job? Understanding Their Lived Experiences.

PubMed

Anselmo-Witzel, Sonia; Orshan, Susan A; Heitner, Keri L; Bachand, Jeanie

2017-04-01

The purpose of this study was to explore the lived experiences of job satisfaction among Generation Y nurses in the workplace. Job satisfaction in nursing is at an all-time low. With an increasing shortage of nurses, there is a need for more awareness and understanding of job satisfaction and intent to stay among Generation Y nurses who are the future generation of nurses. Descriptive phenomenology-guided, in-depth semistructured interviews were conducted to explore the lived experiences of job satisfaction among 10 Generation Y nurses. Four main themes and 6 subthemes that emerged brought meaning to the nurses' experiences. The 4 main themes were experiences of feeling good, relationships, job strain, and having choices. Findings indicated Generation Y nurses want to fulfill inner feelings of job satisfaction. If these inner feelings are not met, they will seek other opportunities to fulfill job satisfaction.

Evaluating System Parameters on a Dragonfly using Simulation and Visualization

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

Bhatele, Abhinav; Jain, Nikhil; Livnat, Yarden

The dragon y topology is becoming a popular choice for build- ing high-radix, low-diameter networks with high-bandwidth links. Even with a powerful network, preliminary experi- ments on Edison at NERSC have shown that for communica- tion heavy applications, job interference and thus presumably job placement remains an important factor. In this paper, we explore the e ects of job placement, job sizes, parallel workloads and network con gurations on network through- put to better understand inter-job interference. We use a simulation tool called Damsel y to model the network be- havior of Edison and study the impact of various systemmore » parameters on network throughput. Parallel workloads based on ve representative communication patters are used and the simulation studies on up to 131,072 cores are aided by a new visualization of the dragon y network.« less

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.

Manager Characteristics and Employee Job Insecurity around a Merger Announcement: The Role of Status and Crossover

PubMed Central

Lam, Jack; Fox, Kimberly; Fan, Wen; Moen, Phyllis; Kelly, Erin; Hammer, Leslie; Kossek, Ellen

2014-01-01

Most existing research theorizes individual factors as predictors of perceived job insecurity. Incorporating contextual and organizational factors at an information technology organization where a merger was announced during data collection, we draw on status expectations and crossover theories to investigate whether managers’ characteristics and insecurity shape their employees’ job insecurity. We find having an Asian as opposed to a White manager is associated with lower job insecurity, while managers’ own insecurity positively predicts employees’ insecurity. Also contingent on the organizational climate, managers’ own tenure buffers, and managers’ perceived job insecurity magnifies insecurity of employees interviewed after a merger announcement, further specifying status expectations theory by considering context. PMID:26190868

Enhancing the intrinsic work motivation of community nutrition educators: how supportive supervision and job design foster autonomy.

PubMed

Dickin, Katherine L; Dollahite, Jamie S; Habicht, Jean-Pierre

2011-01-01

Mixed-methods research investigated the work motivation of paraprofessional community nutrition educators (CNEs) delivering a long-running public health nutrition program. In interviews, CNEs (n = 9) emphasized "freedom," supportive supervision, and "making a difference" as key sources of motivation. Community nutrition educator surveys (n = 115) confirmed high levels of autonomy, which was associated with supervisors' delegation and support, CNE decision-making on scheduling and curricula, and job satisfaction. Supervisors (n = 32) rated CNEs' job design as having inherently motivating characteristics comparable to professional jobs. Supervisory strategies can complement job design to create structured, supportive contexts that maintain fidelity, while granting autonomy to paraprofessionals to enhance intrinsic work motivation.

Team-based primary care: The medical assistant perspective.

PubMed

Sheridan, Bethany; Chien, Alyna T; Peters, Antoinette S; Rosenthal, Meredith B; Brooks, Joanna Veazey; Singer, Sara J

Team-based care has the potential to improve primary care quality and efficiency. In this model, medical assistants (MAs) take a more central role in patient care and population health management. MAs' traditionally low status may give them a unique view on changing organizational dynamics and teamwork. However, little empirical work exists on how team-based organizational designs affect the experiences of low-status health care workers like MAs. The aim of this study was to describe how team-based primary care affects the experiences of MAs. A secondary aim was to explore variation in these experiences. In late 2014, the authors interviewed 30 MAs from nine primary care practices transitioning to team-based care. Interviews addressed job responsibilities, teamwork, implementation, job satisfaction, and learning. Data were analyzed using a thematic networks approach. Interviews also included closed-ended questions about workload and job satisfaction. Most MAs reported both a higher workload (73%) and a greater job satisfaction (86%) under team-based primary care. Interview data surfaced four mechanisms for these results, which suggested more fulfilling work and greater respect for the MA role: (a) relationships with colleagues, (b) involvement with patients, (c) sense of control, and (d) sense of efficacy. Facilitators and barriers to these positive changes also emerged. Team-based care can provide low-status health care workers with more fulfilling work and strengthen relationships across status lines. The extent of this positive impact may depend on supporting factors at the organization, team, and individual worker levels. To maximize the benefits of team-based care, primary care leaders should recognize the larger role that MAs play under this model and support them as increasingly valuable team members. Contingent on organizational conditions, practices may find MAs who are willing to manage the increased workload that often accompanies team-based care.

Job Interviews: Keys for Results

ERIC Educational Resources Information Center

Miller, Donald S.; Catt, Stephen E.; Slocombe, Thomas E.

2014-01-01

Many students seem disinterested in learning to handle employment interviews effectively. This article discusses students' motivation to become skilled interviewees and steps educators and counselors can take to increase students' interest in this crucial career activity. The article also discusses mistakes students frequently make during…

A Stakeholder-Based System Dynamics Model of Return-to-Work: A Research Protocol.

PubMed

Jetha, Arif; Pransky, Glenn; Fish, Jon; Jeffries, Susan; Hettinger, Lawrence J

2015-07-16

Returning to work following a job-related injury or illness can be a complex process, influenced by a range of interrelated personal, psychosocial, and organizational components. System dynamics modelling (SDM) takes a sociotechnical systems perspective to view return-to-work (RTW) as a system made up of multiple feedback relationships between influential components. To build the RTW SDM, a mixed-method approach will be used. The first stage, that has already been completed, involved creating a baseline model using key informant interviews. Second, in two manufacturing companies, stakeholder-based models will be developed through interviews and focus groups with senior management, frontline workers, and frontline supervisors. Participants will be asked about the RTW process in general and more targeted questions regarding influential components. Participants will also be led through a reference mode exercise where they will be asked to estimate the direction, shape and magnitude of relationships between influential components. Data will be entered into the software program Vensim that provides a platform for visualizing system-structure and simulating the effects of adapting components. Finally, preliminary model validity testing will be conducted to provide insights on model generalizability and sensitivity. The proposed methodology will create a SDM of the RTW process using feedback relationships of influential components. It will also provide an important simulation tool to understand system behaviour that underlies complex RTW cases, and examine anticipated and unanticipated consequences of disability management policies. Significance for public healthWhile the incidence of occupational injuries and illnesses has declined over the past two decades, the proportion resulting in sickness absence has actually increased. Implementing strategies to address sickness absences and promote return-to-work (RTW) can significantly benefit physical and mental health, and work outcomes like worker engagement, job satisfaction and job strain. As a key social determinant of health, participation in paid work can also ensure that work-disabled individuals generate income necessary for access to housing, education, food, and social services that also benefit health. Improving RTW outcomes can also have significant societal benefits such as a reduction in workers compensation costs, increased economic activity and less burden on social assistance programs. Despite its benefits, returning to work after injury or illness is not a straightforward process and can be complicated by the individual, psychosocial, organizational and regulatory components that influence a disabled person's ability to resume work activities.

Life after Shakespeare: Careers for Liberal Arts Majors.

ERIC Educational Resources Information Center

Flores-Esteves, Manuel

Career briefs on 30 fields that liberal arts graduates might pursue are provided, and the value of a liberal arts degree to job applicants is addressed. Included are published reference sources; information on job search skills, writing a resume, and interviewing techniques; and advice on finding a challenging internship. For each field,…

Learning Soft Skills at Work: An Interview with Annalee Luhman

ERIC Educational Resources Information Center

Davis, Barbara D.; Muir, Clive

2004-01-01

Soft skills are attitudes and behaviors displayed in interactions among individuals that affect the outcomes of such encounters. These differ from hard skills, which are the technical knowledge and abilities required to perform specific job-related tasks more formally stated in job descriptions. In the past, it was felt that managers and employees…

Integrating Turnover Reasons and Shocks with Turnover Decision Processes

ERIC Educational Resources Information Center

Maertz, Carl P., Jr.; Kmitta, Kayla R.

2012-01-01

We interviewed and classified 186 quitters from many jobs and organizations via a theoretically-based protocol into five decision process types. We then tested exploratory hypotheses comparing users of these types on their propensity to report certain turnover reasons and turnover shocks. "Impulsive-type quitters," with neither a job offer in hand…

Explaining Changes in Mothers' Job Satisfaction Following Childbirth.

ERIC Educational Resources Information Center

Holtzman, Mellisa; Glass, Jennifer

1999-01-01

Pregnant women (n=227) interviewed before and six and 12 months after childbirth reported declines in job satisfaction following birth. The following factors positively or negatively affected satisfaction: length of leave, ability to work at home, 30 to 35-hour work week, evening/rotating shifts, supervisor support, and child-care environment. (SK)

Beginning Teachers' Job Satisfaction: The Impact of School-Based Factors

ERIC Educational Resources Information Center

Lam, Bick-har; Yan, Hoi-fai

2011-01-01

Using a longitudinal design, the job satisfaction and career development of beginning teachers are explored in the present study. Beginning teachers were initially interviewed after graduation from the teacher training programme and then after gaining a two-year teaching experience. The results are presented in a fourfold typology in which the…

The new employee: proper orientation and training go a long way toward job success.

PubMed

Ehrhardt, P

1999-01-01

Considerable money is spent to advertise, interview, and hire a new employee. Considerable amounts of time and energy should be used to train, orient, and encourage this employee. The longevity of employees in their jobs is often directly related to the nurturing of the employee through continuing education.

The Community Education Coordinator: Sources of Job Satisfaction and Dissatisfaction.

ERIC Educational Resources Information Center

Sheppard, Bunny G.

The determination of those factors of motivation and hygiene which led to job satisfaction/dissatisfaction of forty-five randomly selected community education coordinators in six mid-Atlantic states was the primary purpose of this interview-oriented research study. A second purpose was to examine the relationship between age, gender, marital…

Organizational Context of Structured On-the-Job Training.

ERIC Educational Resources Information Center

Versloot, A. M.; DeJong, J. A.

A study examined structured on-the-job training (SOJT) within the organizational context of 8 Dutch firms exploring more than 500 individuals each. Between 7 and 19 individuals (trainees, trainers, supervisors, managers, and/or human resource development officers) were interviewed at each firm. The effectiveness of SOJT was found to be greatly…

In Support of Others: An Examination of Psychological Capital and Job Satisfaction in Academic Staff

ERIC Educational Resources Information Center

Mello, James A.

2013-01-01

The purpose of this research was to examine the relationship between psychological capital and job satisfaction among academic support staff. An online questionnaire served as the primary data source with follow-up personal interviews used to provide descriptive information that complemented the quantitative data. This study explores the…

The Value of Career ePortfolios on Job Applicant Performance: Using Data to Determine Effectiveness

ERIC Educational Resources Information Center

Ring, Gail L.; Waugaman, Chelsea; Brackett, Bob

2017-01-01

This research project investigated how the development of an ePortfolio, combined with ePortfolio pedagogies, impacted the interview performance of undergraduate students as they prepared to enter the job market. Participants were students in the Health Sciences and Biosystems Engineering programs at Clemson University, enrolled in…

Army Job Training Development and Testing Practices Compared to the Instructional Systems Development Model.

ERIC Educational Resources Information Center

Oxford-Carpenter, Rebecca L.; And Others

This paper presents an evaluation of Army job training development and testing practices, with a focus on Advanced Individual Testing. Information comes from intensive interviews with school instructors and from observations in the schools. Results indicate that some aspects of the Instructional Systems Development (ISD) model have been…

JobTIPS: A Transition to Employment Program for Individuals with Autism Spectrum Disorders

ERIC Educational Resources Information Center

Strickland, Dorothy C.; Coles, Claire D.; Southern, Louise B.

2013-01-01

This study evaluated the effectiveness of an internet accessed training program that included Theory of Mind-based guidance, video models, visual supports, and virtual reality practice sessions in teaching appropriate job interview skills to individuals with high functioning Autism Spectrum Disorders. In a randomized study, twenty-two youth, ages…

Applied Physics Education: PER focused on Physics-Intensive Careers

NASA Astrophysics Data System (ADS)

Zwickl, Benjamin

2017-01-01

Physics education research is moving beyond classroom learning to study the application of physics education within STEM jobs and PhD-level research. Workforce-related PER is vital to supporting physics departments as they educate students for a diverse range of careers. Results from an on-going study involving interviews with entry-level employees, academic researchers, and supervisors in STEM jobs describe the ways that mathematics, physics, and communication are needed for workplace success. Math and physics are often used for solving ill-structured problems that involve data analysis, computational modeling, or hands-on work. Communication and collaboration are utilized in leadership, sales, and as way to transfer information capital throughout the organization through documentation, emails, memos, and face-to-face discussions. While managers and advisors think a physics degree typically establishes technical competency, communication skills are vetted through interviews and developed on the job. Significant learning continues after graduation, showing the importance of cultivating self-directed learning habits and the critical role of employers as educators of specialized technical abilities through on-the-job training. Supported by NSF DGE-1432578.

Evaluation of Automatically Assigned Job-Specific Interview Modules

PubMed Central

Friesen, Melissa C.; Lan, Qing; Ge, Calvin; Locke, Sarah J.; Hosgood, Dean; Fritschi, Lin; Sadkowsky, Troy; Chen, Yu-Cheng; Wei, Hu; Xu, Jun; Lam, Tai Hing; Kwong, Yok Lam; Chen, Kexin; Xu, Caigang; Su, Yu-Chieh; Chiu, Brian C. H.; Ip, Kai Ming Dennis; Purdue, Mark P.; Bassig, Bryan A.; Rothman, Nat; Vermeulen, Roel

2016-01-01

Objective: In community-based epidemiological studies, job- and industry-specific ‘modules’ are often used to systematically obtain details about the subject’s work tasks. The module assignment is often made by the interviewer, who may have insufficient occupational hygiene knowledge to assign the correct module. We evaluated, in the context of a case–control study of lymphoid neoplasms in Asia (‘AsiaLymph’), the performance of an algorithm that provided automatic, real-time module assignment during a computer-assisted personal interview. Methods: AsiaLymph’s occupational component began with a lifetime occupational history questionnaire with free-text responses and three solvent exposure screening questions. To assign each job to one of 23 study-specific modules, an algorithm automatically searched the free-text responses to the questions ‘job title’ and ‘product made or services provided by employer’ using a list of module-specific keywords, comprising over 5800 keywords in English, Traditional and Simplified Chinese. Hierarchical decision rules were used when the keyword match triggered multiple modules. If no keyword match was identified, a generic solvent module was assigned if the subject responded ‘yes’ to any of the three solvent screening questions. If these question responses were all ‘no’, a work location module was assigned, which redirected the subject to the farming, teaching, health professional, solvent, or industry solvent modules or ended the questions for that job, depending on the location response. We conducted a reliability assessment that compared the algorithm-assigned modules to consensus module assignments made by two industrial hygienists for a subset of 1251 (of 11409) jobs selected using a stratified random selection procedure using module-specific strata. Discordant assignments between the algorithm and consensus assignments (483 jobs) were qualitatively reviewed by the hygienists to evaluate the potential information lost from missed questions with using the algorithm-assigned module (none, low, medium, high). Results: The most frequently assigned modules were the work location (33%), solvent (20%), farming and food industry (19%), and dry cleaning and textile industry (6.4%) modules. In the reliability subset, the algorithm assignment had an exact match to the expert consensus-assigned module for 722 (57.7%) of the 1251 jobs. Overall, adjusted for the proportion of jobs in each stratum, we estimated that 86% of the algorithm-assigned modules would result in no information loss, 2% would have low information loss, and 12% would have medium to high information loss. Medium to high information loss occurred for <10% of the jobs assigned the generic solvent module and for 21, 32, and 31% of the jobs assigned the work location module with location responses of ‘someplace else’, ‘factory’, and ‘don’t know’, respectively. Other work location responses had ≤8% with medium to high information loss because of redirections to other modules. Medium to high information loss occurred more frequently when a job description matched with multiple keywords pointing to different modules (29–69%, depending on the triggered assignment rule). Conclusions: These evaluations demonstrated that automatically assigned modules can reliably reproduce an expert’s module assignment without the direct involvement of an industrial hygienist or interviewer. The feasibility of adapting this framework to other studies will be language- and exposure-specific. PMID:27250109

Evaluation of Automatically Assigned Job-Specific Interview Modules.

PubMed

Friesen, Melissa C; Lan, Qing; Ge, Calvin; Locke, Sarah J; Hosgood, Dean; Fritschi, Lin; Sadkowsky, Troy; Chen, Yu-Cheng; Wei, Hu; Xu, Jun; Lam, Tai Hing; Kwong, Yok Lam; Chen, Kexin; Xu, Caigang; Su, Yu-Chieh; Chiu, Brian C H; Ip, Kai Ming Dennis; Purdue, Mark P; Bassig, Bryan A; Rothman, Nat; Vermeulen, Roel

2016-08-01

In community-based epidemiological studies, job- and industry-specific 'modules' are often used to systematically obtain details about the subject's work tasks. The module assignment is often made by the interviewer, who may have insufficient occupational hygiene knowledge to assign the correct module. We evaluated, in the context of a case-control study of lymphoid neoplasms in Asia ('AsiaLymph'), the performance of an algorithm that provided automatic, real-time module assignment during a computer-assisted personal interview. AsiaLymph's occupational component began with a lifetime occupational history questionnaire with free-text responses and three solvent exposure screening questions. To assign each job to one of 23 study-specific modules, an algorithm automatically searched the free-text responses to the questions 'job title' and 'product made or services provided by employer' using a list of module-specific keywords, comprising over 5800 keywords in English, Traditional and Simplified Chinese. Hierarchical decision rules were used when the keyword match triggered multiple modules. If no keyword match was identified, a generic solvent module was assigned if the subject responded 'yes' to any of the three solvent screening questions. If these question responses were all 'no', a work location module was assigned, which redirected the subject to the farming, teaching, health professional, solvent, or industry solvent modules or ended the questions for that job, depending on the location response. We conducted a reliability assessment that compared the algorithm-assigned modules to consensus module assignments made by two industrial hygienists for a subset of 1251 (of 11409) jobs selected using a stratified random selection procedure using module-specific strata. Discordant assignments between the algorithm and consensus assignments (483 jobs) were qualitatively reviewed by the hygienists to evaluate the potential information lost from missed questions with using the algorithm-assigned module (none, low, medium, high). The most frequently assigned modules were the work location (33%), solvent (20%), farming and food industry (19%), and dry cleaning and textile industry (6.4%) modules. In the reliability subset, the algorithm assignment had an exact match to the expert consensus-assigned module for 722 (57.7%) of the 1251 jobs. Overall, adjusted for the proportion of jobs in each stratum, we estimated that 86% of the algorithm-assigned modules would result in no information loss, 2% would have low information loss, and 12% would have medium to high information loss. Medium to high information loss occurred for <10% of the jobs assigned the generic solvent module and for 21, 32, and 31% of the jobs assigned the work location module with location responses of 'someplace else', 'factory', and 'don't know', respectively. Other work location responses had ≤8% with medium to high information loss because of redirections to other modules. Medium to high information loss occurred more frequently when a job description matched with multiple keywords pointing to different modules (29-69%, depending on the triggered assignment rule). These evaluations demonstrated that automatically assigned modules can reliably reproduce an expert's module assignment without the direct involvement of an industrial hygienist or interviewer. The feasibility of adapting this framework to other studies will be language- and exposure-specific. Published by Oxford University Press on behalf of the British Occupational Hygiene Society 2016.

What to Ask--and Not to Ask--in Your Interview

ERIC Educational Resources Information Center

Jenkins, Rob

2012-01-01

As both a serial search-committee member and an occasional job seeker, the author has observed that one of the most awkward parts of a standard academic interview often comes at the end, when the committee chair asks the candidate if he or she has any questions. During an interview, the questions candidates ask may be as important as those they…

3-D jobs and health disparities: The health implications of Latino chicken catchers' working conditions.

PubMed

Quandt, Sara A; Arcury-Quandt, Alice E; Lawlor, Emma J; Carrillo, Lourdes; Marín, Antonio J; Grzywacz, Joseph G; Arcury, Thomas A

2013-02-01

This study uses qualitative data to describe the tasks performed by chicken catchers, their organization of work, and possible health and safety hazards encountered. Twenty-one Latino immigrant chicken catchers for North Carolina poultry-processing plants were interviewed to obtain their perceptions of the job and its hazards. Interviews were recorded and transcribed (n = 10) or detailed notes recorded (n = 11). Transcripts and notes were subjected to qualitative analysis. Chicken catching takes place in a highly contaminated and hazardous work environment. The fast pace of work, low level of control over work intensity, and piece rate compensation all result in high potential for work-related injury and illness, including trauma, electrical shock, respiratory effects, musculoskeletal injuries, and drug use. Workers receive little safety or job training. Chicken catching is characterized by a work environment and organization of work that promote injury and illness. Copyright © 2012 Wiley Periodicals, Inc.

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

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

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

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

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

PubMed

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

2014-01-01

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

Simulated Job Samples: A Student-Centered Approach to Vocational Exploration and Evaluation.

ERIC Educational Resources Information Center

Richter-Stein, Caryn; Stodden, Robert A.

1981-01-01

Incorporating simulated job samples into the junior high school curriculum can provide vocational exploration opportunities as well as assessment data on special needs students. Students can participate as active learners and decision makers. (CL)

Productive Skills for Process Operatives. Skills Review.

ERIC Educational Resources Information Center

Giles, L.; Kodz, J.; Evans, C.

A study of process operatives examined the developments in processing work in 20 organizations within the chemical and food and drink processing industries. Seven exploratory interviews were followed by 20 employer interviews. Technological innovations caused job losses and layoffs. Organizational responses adopted to meet increasing competitive…

The demand control model and circadian saliva cortisol variations in a Swedish population based sample (The PART study)

PubMed Central

Alderling, Magnus; Theorell, Töres; de la Torre, Bartolomé; Lundberg, Ingvar

2006-01-01

Background Previous studies of the relationship between job strain and blood or saliva cortisol levels have been small and based on selected occupational groups. Our aim was to examine the association between job strain and saliva cortisol levels in a population-based study in which a number of potential confounders could be adjusted for. Methods The material derives from a population-based study in Stockholm on mental health and its potential determinants. Two data collections were performed three years apart with more than 8500 subjects responding to a questionnaire in both waves. In this paper our analyses are based on 529 individuals who held a job, participated in both waves as well as in an interview linked to the second wave. They gave saliva samples at awakening, half an hour later, at lunchtime and before going to bed on a weekday in close connection with the interview. Job control and job demands were assessed from the questionnaire in the second wave. Mixed models were used to analyse the association between the demand control model and saliva cortisol. Results Women in low strain jobs (high control and low demands) had significantly lower cortisol levels half an hour after awakening than women in high strain (low control and high demands), active (high control and high demands) or passive jobs (low control and low demands). There were no significant differences between the groups during other parts of the day and furthermore there was no difference between the job strain, active and passive groups. For men, no differences were found between demand control groups. Conclusion This population-based study, on a relatively large sample, weakly support the hypothesis that the demand control model is associated with saliva cortisol concentrations. PMID:17129377

Determination of the effects of water adsorption on the sensitivity and detonation performance of the explosive JOB-9003 by molecular dynamics simulation.

PubMed

Hang, GuiYun; Yu, WenLi; Wang, Tao; Li, Zhen

2016-11-01

In order to determine the adsorption mechanism of water on the crystal surfaces of the explosive JOB-9003 and the effect of this adsorption on the sensitivity and detonation performance of this explosive, a model of the crystal of JOB-9003 was created in the software package Materials Studio (MS). The adsorption process was simulated, and molecular dynamics simulation was performed with the COMPASS force field in the NPT ensemble to calculate the sensitivity and detonation performance of the explosive. The results show that the maximum trigger bond length decreases whereas the interaction energy of the trigger bond and the cohesive energy density increase after adsorption, indicating that the sensitivity of JOB-9003 decreases. The results for the detonation performance show that the detonation pressure, detonation velocity, and detonation heat decrease upon the adsorption of water, thus illustrating that the detonation performance of JOB-9003 is degraded. In summary, the adsorption of water has a positive effect on the sensitivity and safety of the explosive JOB-9003 but a negative effect on its detonation performance.

Analysis of dispatching rules in a stochastic dynamic job shop manufacturing system with sequence-dependent setup times

NASA Astrophysics Data System (ADS)

Sharma, Pankaj; Jain, Ajai

2014-12-01

Stochastic dynamic job shop scheduling problem with consideration of sequence-dependent setup times are among the most difficult classes of scheduling problems. This paper assesses the performance of nine dispatching rules in such shop from makespan, mean flow time, maximum flow time, mean tardiness, maximum tardiness, number of tardy jobs, total setups and mean setup time performance measures viewpoint. A discrete event simulation model of a stochastic dynamic job shop manufacturing system is developed for investigation purpose. Nine dispatching rules identified from literature are incorporated in the simulation model. The simulation experiments are conducted under due date tightness factor of 3, shop utilization percentage of 90% and setup times less than processing times. Results indicate that shortest setup time (SIMSET) rule provides the best performance for mean flow time and number of tardy jobs measures. The job with similar setup and modified earliest due date (JMEDD) rule provides the best performance for makespan, maximum flow time, mean tardiness, maximum tardiness, total setups and mean setup time measures.

The professional clothing bank as evidence-based practice.

PubMed

Bishop, SueZanne Monique

2015-01-01

Little research exists linking interview-appropriate attire to improved employment outcomes for women. Thus, it appears that the professional clothing bank has not been investigated as evidence-based practice. To provide preliminary evidence for clothing banks, in this article the author synthesizes findings from existing research on the provision of a professional clothing bank as a means for offering interview-appropriate attire to poor women in job readiness programming. For context, job readiness programs are explored and a case study of one program operating a professional clothing bank is presented. Finally, preliminary considerations for planning and implementing clothing banks based on this literature review are given.

Job satisfaction among Swedish mental health nursing personnel: Revisiting the two-factor theory.

PubMed

Holmberg, Christopher; Caro, Jino; Sobis, Iwona

2018-04-01

Swedish mental health-care services are experiencing a critical shortage of nursing personnel. Researchers suggest that this shortage is due to low levels of job satisfaction. Job satisfaction is frequently studied with the assistance of Herzberg's two-factor theory, and this theory has foremost been explored with studies using quantitative methods. The purpose of the present study was to provide a better understanding of Herzberg's theory in relation to job satisfaction among Swedish mental health nursing personnel within inpatient psychiatric care while using qualitative methodology. This explorative study was based on semistructured interviews with 25 nursing personnel. Qualitative content analysis of interview transcripts identified three main categories: (i) respondents' perception of their work duties, which was perceived as important, meaningful, and demanding; (ii) respondents' relations with colleagues and supervisors, which provided valuable support in everyday work; and (iii) the way the respondents experienced their professional role as mental health nurses, which was described as unclear and vague. Job satisfaction primarily stemmed from working for patients and with other professionals, but their perceived limited progression of responsibilities discouraged a career in the profession. Herzberg's theory proved useful in exploring job satisfaction in this setting, but the findings partly contradict the basic tenets of the theory. Career advancements and incentives, such as salary and compensation, were perceived as lacking, which negatively influenced job satisfaction. Ward managers should establish clinical ladder programmes to recognize and motivate the continuing professional development of nurses. This needs to be coupled with monetary incentives, and linked with increased clinical authority. © 2017 Australian College of Mental Health Nurses Inc.

Job Satisfaction: Insights from Home Support Care Workers in Three Canadian Jurisdictions.

PubMed

Panagiotoglou, Dimitra; Fancey, Pamela; Keefe, Janice; Martin-Matthews, Anne

2017-03-01

This mixed-methods study identified the personal and workplace characteristics that drive the job satisfaction of home support workers (HSWs) providing assistance to elderly clients. Data were based on a standardized measure of job satisfaction, along with in-depth qualitative interviews with 176 home support workers from three Canadian provincial jurisdictions (British Columbia, n = 108; Ontario, n = 28; Nova Scotia, n = 40). We anticipated that variability in demographic profiles between the three groups of workers and different job descriptions would be associated with differences in perceived job satisfaction. This was not the case. Results from the qualitative analysis highlight key areas that contributed to job satisfaction. These are job (scheduling, travel, and safety), economic (income security), and organizational (communication, support, and respect) factors. Given these findings, we recommend improvements to workplace communication, increased travel time allowance between clients, and wage parity with equivalent positions in long-term care facilities.

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.

Good Job, Bad Job: Occupational Perceptions Among Latino Poultry Workers

PubMed Central

Mora, Dana C.; Arcury, Thomas A.; Quandt, Sara A.

2016-01-01

Objectives Immigrant workers frequently take jobs that are physically demanding, provide low wages, and result in injuries (e.g., poultry production and processing). Through a qualitative approach, this paper elicits poultry workers’ evaluations of their jobs and set them in the larger context of their lives. Methods Semi-structured interviews were conducted with 65 poultry workers in western North Carolina. Workers were asked to discuss job characteristics, physical and psychological impacts of their employment, and perceived health risks. Results Immigrant workers valued the stability, benefits, upward mobility, and pay offered. They disliked the physical demands, the potential perceived effects of the job on their health, and the interactions with bosses and peers. Conclusion Workers’ willingness to endure dirty, dangerous, and demanding (3-D) conditions of poultry must be understood in the context of other employment options, structural violence, and their focus on immediate family needs that positive aspects of these jobs can fulfill. PMID:27195478

Predictors of Secondary Traumatic Stress among Children's Advocacy Center Forensic Interviewers

ERIC Educational Resources Information Center

Bonach, Kathryn; Heckert, Alex

2012-01-01

This study examined various predictor variables that were hypothesized to impact secondary traumatic stress in forensic interviewers (n = 257) from children's advocacy centers across the United States. Data were examined to investigate the relationship between organizational satisfaction, organizational buffers, and job support with secondary…

The Effects of Social Capital Elements on Job Satisfaction and Motivation Levels of Teachers

ERIC Educational Resources Information Center

Boydak Özan, Mukadder; Yavuz Özdemir, Tuncay; Yaras, Zübeyde

2017-01-01

The purpose of this study is to examine the effects of social capital elements' on job satisfaction and motivation levels of teachers. The mixed method was used in the study. The quantitative data were analyzed through Correlation and Multiple Regression analyses. An interview form developed by the researchers was used for analyzing the…

What Do Job Candidates Consider Important When Assessing an Academic Position?

ERIC Educational Resources Information Center

Honeycutt, Earl D., Jr.; Thelen, Shawn T.

2016-01-01

Surveyed job candidates and academic mavens differ in regard to what the candidates should consider most important (e.g., quality-of-life issues, characteristics of the position, and school/department dynamics) when interviewing for an academic position. A principal finding is that candidates weigh quality of life as the most important issue,…

Faculty's Job Stress and Performance in the Undergraduate Education Assessment in China: A Mixed-Methods Study

ERIC Educational Resources Information Center

Jing, Lizhen

2008-01-01

The Undergraduate Education Assessment (assessment) was launched to upgrade faculty's performance, but it also tends to intensify their job stress. Considering the little empirical research on the influence of stress on performance in the assessment and the confounded findings in literature, the study collected data with a survey and interviews to…

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

ERIC Educational Resources Information Center

Ding, Huiling; Ding, Xin

2013-01-01

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

Learning on the Job: A Situated Account of Teacher Learning in High School Mathematics Departments

ERIC Educational Resources Information Center

Horn, Ilana Seidel

2005-01-01

To investigate teachers' everyday on-the-job learning, I used a comparative case study design and examined the work of mathematics teachers in 2 high schools. Analysis of interviews, classroom observations, and teachers' conversations highlighted 3 key resources for learning: (a) reform artifacts oriented the teachers' attention to key concepts of…

Job-Quitting at Appalachain Sawmills

Treesearch

Charles H. Wolf

1977-01-01

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

Challenge-Based Acquisition: Stimulating Innovative Solutions Faster and Cheaper by Asking the Right Questions

DTIC Science & Technology

2013-04-01

they would have said ‘faster horses’” (Ford, 2006). More recently, Steve Jobs said, “You can’t just ask customers what they want and then try to...Magazine, 32. Burlingham, B., & Gendron, G. (1989, April 1). The entrepreneur of the decade award: An interview with Steve Jobs . Inc. Magazine, 1

Integrating Enterprise Systems Concepts in the B-School--A Regional University Perspective

ERIC Educational Resources Information Center

Hunt, C. Steven; Regan, Elizabeth A.; Everett, Donna R.; Green, David T.; Hunt, Darla; Becka, Patrick

2010-01-01

A quick look at today's business job postings and advertisements solidify that our future business graduates will be less likely to compete successfully or interview for the new corporate job openings without business process integration skills. Our credibility, reputation and visibility as an institution of higher learning is at stake--given that…

"Can't Afford To Lose a Bad Job": Latino Workers in Dane County.

ERIC Educational Resources Information Center

Wisconsin Univ., Madison. Center on Wisconsin Strategy.

A study explored the quality of life of Latinos living in Dane County, Wisconsin. Data collection included door-to-door surveys, in-depth interviews, and analysis of government reports. Findings indicated Latinos often work in bad jobs, characterized by poverty-level wages, rare and inconsistent overtime pay, erratic and inflexible schedules, few…

The Food Service Worker and the Travis Air Force Base Experimental Food System: Worker Opinion and Job Satisfaction

DTIC Science & Technology

1975-04-01

Surveys and interviews were administered to both civilian and military food service workers at Travis Air Force Base, both before and after dining system changes, to assess job satisfaction, opinions about additional training, and opinions about environmental and equipment features relevant to potential human factors problems.

A Population-Based Study of Job Stress in Mexican Americans, Non-Hispanic Blacks, and Non-Hispanic Whites

ERIC Educational Resources Information Center

Perez, Norma; Franzini, Luisa; Freeman, Daniel H.; Ju, Hyunsu; Peek, Kristen

2011-01-01

There is little known about the association between socioeconomic status and job stress in Mexican Americans. To address this issue, data were originated on a community level using personal interviews from working Mexican Americans using a multistage probability sample. In this study we described the population's sociodemographic characteristics,…

Factors Affecting Success for Women in Skilled Blue Collar Jobs.

ERIC Educational Resources Information Center

Walshok, Mary Lindenstein

Women's success in nontraditional blue collar jobs in the skilled trades or crafts appears to be tied to three separate but interrelated issues which are a function of differences in social background and shift in the structure of employment and economic opportunities for women, according to qualitative data gathered in in-depth interviews of more…

Principals Who Think Like Teachers

ERIC Educational Resources Information Center

Fahey, Kevin

2013-01-01

Being a principal is a complex job, requiring quick, on-the-job learning. But many principals already have deep experience in a role at the very essence of the principalship. They know how to teach. In interviews with principals, Fahey and his colleagues learned that thinking like a teacher was key to their work. Part of thinking the way a teacher…

Effect of Time Management on the Job Satisfaction and Motivation of Teacher Educators: A Narrative Analysis

ERIC Educational Resources Information Center

Sahito, Zafarullah; Vaisanen, Pertti

2017-01-01

The present study was conducted to investigate the relationship between time management, job satisfaction and motivation among teacher educators in university departments, institutes and faculties of education in the Sindh province of Pakistan. Using an interview approach, the researchers recorded the professional stories of 40 teacher educators.…

All in a Day's Work: Job Experiences, Self-Esteem, and Fathering in Working-Class Families.

ERIC Educational Resources Information Center

Grimm-Thomas, Karen; Perry-Jenkins, Maureen

1994-01-01

Examined how working-class fathers' job experiences affected their self-esteem and parenting styles. Conducted home interviews with 59 working-class fathers in dual-earner families and their target child, who was aged 8 to 12 years. Found that more positive fathers' work experiences, higher their self-esteem, which predicted more accepting…

SUPERVISORY TRAINING, A NEW APPROACH FOR MANAGEMENT--A STUDY BY THE INDUSTRIAL TRAINING SERVICE.

ERIC Educational Resources Information Center

GRIEG, F.W.; MEADE, J.P.D.

THE SUPERVISORY TRAINING PRINCIPLES AND PRACTICES ADVOCATED IN THIS BOOKLET INVOLVE JOB ANALYSIS, APPRAISAL BY BOTH MANAGERS AND TRAINEES, AND CAREFULLY PLANNED TRAINING ON AN INDIVIDUAL AND SMALL GROUP BASIS. JOB ANALYSIS CAN BE CONDUCTED BY OBSERVATION, INTERVIEWS AND OTHER MEANS, AND WILL BE AIMED AT IDENTIFYING NEEDED SKILLS AND KNOWLEDGE AND…

Navigating the job search superhighway.

PubMed

Linney, B J

2000-01-01

The recent Cyberforum on "Navigating the Job Search Superhighway" gave 131 American College of Physician Executive members the opportunity to discuss the job search process, addressing questions and sharing what they've learned through their experiences in the medical management job market. Several comments that convey the essence of the discussion are listed, representing the various viewpoints of the participants. The words are from physician executives who have gone through the job search process and from some who have been involved in hiring decisions. The topics range from the value of experience to the importance of having a management degree to tips on networking to preparing for the interview. The final section on contract negotiation is a composite of comments on the subject during the Cyberforum.

Validity of two simple measures for estimating life-course socio-economic position in cross-sectional postal survey data in an older population: results from the North Staffordshire Osteoarthritis Project (NorStOP)

PubMed Central

2012-01-01

Background Since few cohorts encompass the whole life-course, many studies that measure socio-economic position (SEP) across the life-course rely on participant recall of SEP measures from cross-sectional postal or interview surveys. It is also particularly important that SEP measures should be appropriate for the age of the population studied, as the level of missing data has been shown to increase in older people. The aim of this study was to investigate the accuracy of recall of two SEP measures in older adults, age left school and longest job, by examining their validity in a general population postal survey in North Staffordshire, UK. Methods Sets of questions on education and longest job were included in a questionnaire at different stages of the study. All patients aged 50+ registered with three general practices were sent a baseline Health Questionnaire. 6 years later, 3410 responders were mailed a follow-up Health Questionnaire; a sub-sample of these participants took part in independent qualitative interviews. Validity was assessed by: percentage completion; internal percentage agreement within each set of questions; percentage agreement of qualitative and quantitative data for age left school and longest job; comparing recall of age left school with historical change in legal school leaving age; comparing frequency of pottery job titles with those in 1981 Census data for Stoke-on-Trent. Results The adjusted response to different stages of the study was 71–85%. Completion of questions was 83–98%. Internal agreement was 84–97% (education) and 95–100% (longest job). Comparison of survey and interview data showed 86% agreement (± 1 year) for age left school and 91% agreement for longest job. The change in age left school data concurred with the historical shift in legal school leaving age. 11% of job titles were pottery in NorStOP data and 15% in Stoke-on-Trent Census data. Conclusions The results from this study provide evidence for the accuracy of recall of two simple measures of SEP (age left school and longest job) in a postal survey of older adults. Consistency with evidence from external datasets indicated the potential validity of these measures for studying life-course SEP in population surveys. PMID:22738317

MaGate Simulator: A Simulation Environment for a Decentralized Grid Scheduler

NASA Astrophysics Data System (ADS)

Huang, Ye; Brocco, Amos; Courant, Michele; Hirsbrunner, Beat; Kuonen, Pierre

This paper presents a simulator for of a decentralized modular grid scheduler named MaGate. MaGate’s design emphasizes scheduler interoperability by providing intelligent scheduling serving the grid community as a whole. Each MaGate scheduler instance is able to deal with dynamic scheduling conditions, with continuously arriving grid jobs. Received jobs are either allocated on local resources, or delegated to other MaGates for remote execution. The proposed MaGate simulator is based on GridSim toolkit and Alea simulator, and abstracts the features and behaviors of complex fundamental grid elements, such as grid jobs, grid resources, and grid users. Simulation of scheduling tasks is supported by a grid network overlay simulator executing distributed ant-based swarm intelligence algorithms to provide services such as group communication and resource discovery. For evaluation, a comparison of behaviors of different collaborative policies among a community of MaGates is provided. Results support the use of the proposed approach as a functional ready grid scheduler simulator.

Concordance Between Current Job and Usual Job in Occupational and Industry Groupings

PubMed Central

Luckhaupt, Sara E.; Cohen, Martha A.; Calvert, Geoffrey M.

2015-01-01

Objective To determine whether current job is a reasonable surrogate for usual job. Methods Data from the 2010 National Health Interview Survey were utilized to determine concordance between current and usual jobs for workers employed within the past year. Concordance was quantitated by kappa values for both simple and detailed industry and occupational groups. Good agreement is considered to be present when kappa values exceed 60. Results Overall kappa values ± standard errors were 74.5 ± 0.5 for simple industry, 72.4 ± 0.5 for detailed industry, 76.3 ± 0.4 for simple occupation, 73.7 ± 0.5 for detailed occupation, and 80.4 ± 0.6 for very broad occupational class. Sixty-five of 73 detailed industry groups and 78 of 81 detailed occupation groups evaluated had good agreement between current and usual jobs. Conclusions Current job can often serve as a reliable surrogate for usual job in epidemiologic studies. PMID:23969506

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…

Establishing an Interview Anxiety Baseline: Assessing Applicants' Readiness

ERIC Educational Resources Information Center

Boyer, Lori; Carden, Lila; Johnson, Lars; Boyd, Raphael

2017-01-01

This research includes survey data about the types of anxiety levels that college students experience while preparing for job interviews. Survey findings included female students reporting higher levels of anxiety than their male counterparts on four of the five scales. Results suggest that additional training for female applicants could reduce…

Breaking the Ice: Career Development Activities for Accounting Students

ERIC Educational Resources Information Center

Kilpatrick, Bob G.; Wilburn, Nancy L.

2010-01-01

This paper describes two co-curricular career development activities, mock interviews and speed networking that we provide for accounting majors at our university. The driving force behind both activities was to increase comfort levels for students when interacting with professionals and to enhance their job interview and networking skills.…

Vocation Project Interview Questions--Support Document

ERIC Educational Resources Information Center

Wheelahan, Leesa; Leahy, Mary; Fredman, Nick; Moodie, Gavin; Arkoudis, Sophie; Bexley, Emmaline

2012-01-01

This document was produced by the authors based on their research for the report "Missing Links: The Fragmented Relation between Tertiary Education and Jobs. It is an added resource for further information. It contains interview questions for: (1) graduates; (2) learning advisors; (3) managers; (4) pathways officers; (5) students; and (6)…

A view of the global conservation job market and how to succeed in it.

PubMed

Lucas, Jane; Gora, Evan; Alonso, Alfonso

2017-12-01

The high demand for conservation work is creating a need for conservation-focused training of scientists. Although many people with postsecondary degrees in biology are finding careers outside academia, many programs and mentors continue to prepare students to follow-in-the-footsteps of their professors. Unfortunately, information regarding how to prepare for today's conservation-based job market is limited in detail and scope. This problem is complicated by the differing needs of conservation organizations in both economically developed and developing regions worldwide. To help scientists identify the tools needed for conservation positions worldwide, we reviewed the current global conservation job market and identified skills required for success in careers in academia, government, nonprofit, and for-profit organizations. We also interviewed conservation professionals across all conservation sectors. Positions in nonprofit organizations were the most abundant, whereas academic jobs were only 10% of the current job market. The most common skills required across sectors were a strong disciplinary background, followed by analytical and technical skills. Academic positions differed the most from other types of positions in that they emphasized teaching as a top skill. Nonacademic jobs emphasized the need for excellent written and oral communication, as well as project-management experience. Furthermore, we found distinct differences across job locations. Positions in developing countries emphasized language and interpersonal skills, whereas positions in countries with advanced economies focused on publication history and technical skills. Our results were corroborated by the conservation professionals we interviewed. Based on our results, we compiled a nondefinitive list of conservation-based training programs that are likely to provide training for the current job market. Using the results of this study, scientists may be better able to tailor their training to maximize success in the conservation job market. Similarly, institutions can apply this information to create educational programs that produce graduates primed for long-term success. © 2017 Society for Conservation Biology.

Formal Analysis of Self-Efficacy in Job Interviewee’s Mental State Model

NASA Astrophysics Data System (ADS)

Ajoge, N. S.; Aziz, A. A.; Yusof, S. A. Mohd

2017-08-01

This paper presents a formal analysis approach for self-efficacy model of interviewee’s mental state during a job interview session. Self-efficacy is a construct that has been hypothesised to combine with motivation and interviewee anxiety to define state influence of interviewees. The conceptual model was built based on psychological theories and models related to self-efficacy. A number of well-known relations between events and the course of self-efficacy are summarized from the literature and it is shown that the proposed model exhibits those patterns. In addition, this formal model has been mathematically analysed to find out which stable situations exist. Finally, it is pointed out how this model can be used in a software agent or robot-based platform. Such platform can provide an interview coaching approach where support to the user is provided based on their individual metal state during interview sessions.

State Financing Declines for Job Training: Need for Federal Funding Increases.

ERIC Educational Resources Information Center

Mills, Jack; Biswas, Radha Roy

When interviewed in spring 2003, officials in 16 states with a demonstrated commitment to job training provided data on 30 state-financed programs in their states. An analysis of the data yielded the following findings: (1) when recent, long-term, and projected declines are considered, funding is declining for 22 of the 30 programs studied; (2) in…

Was It Worth It? Gender Boundaries and the Role of Adult Education in Labour Market Progress.

ERIC Educational Resources Information Center

Clayton, Patricia

2000-01-01

Interviews with 31 men and 43 women in Scotland indicated that most felt participation in adult education had direct or indirect effects on their labor market progress. A significant number had unintended labor market outcomes. Although many women were in low-paying jobs, only 10% had reservations about job satisfaction compared to one-third of…

Post-Modernist Portfolio People: Sustainability and Succession in School Headship

ERIC Educational Resources Information Center

Flintham, Alan

2004-01-01

The concept of "portfolio people" was first popularized by Archbishop of Canterbury, Rowan Williams, in his interview published in "The Times." The archbishop drew attention to a social trend which has seen the breakdown of classical patterns of employment and the concept of "a job for life" and its replacement by a growth in short-term jobs and…

Dimensions of Job Satisfaction of Teacher Educators: A Qualitative Study of the Universities of Sindh Province of Pakistan

ERIC Educational Resources Information Center

Sahito, Zafarullah; Vaisanen, Pertti

2016-01-01

This research study examines the job satisfaction level and its dimensions of teacher educators-who are working at the departments, faculties and institutes of education. In-depth semi-structured interviews were conducted and field-work observations were recorded on TEs (n = 40), working as lecturers, assistant professors, associate professors and…

Factors Affecting African American Faculty Job Satisfaction at a Historically Black University and a Predominantly White Institution

ERIC Educational Resources Information Center

Wright, Quentin

2009-01-01

This study sought to discover job satisfaction factors of African American faculty at a historically black university and a predominantly white institution. Data were gathered through the use of semi-structured interviews of 6 faculty members from a historically black university and 5 faculty from a predominantly white institution. Several themes…

Celebrating the World of Work: Interviews and Activities.

ERIC Educational Resources Information Center

Thompson, Susan Conklin

This document, which is intended for use with students in grades K-5, profiles more than 40 far-ranging jobs and serves as a first step toward introducing students to the world of work while fostering an appreciation for cultural diversity and a job well done. Each of the book's 42 chapters is devoted to a different career and opens with an…

The Ghosts of Music Teachers Past

ERIC Educational Resources Information Center

Maltas, Carla Jo

2007-01-01

You are starting a new job. You have survived the interview process and landed the job of your dreams (or what will suffice for the time being). You have moved into your new room and have taken initial stock of the program, the facilities, and all the material you have. You know your budget, and have the administrators, the support staff, and a…

At the MLA, a Ph.D. Candidate Navigates the Jobs Gantlet

ERIC Educational Resources Information Center

Patton, Stacey

2012-01-01

It's the night before one of Javier Jimenez's big job interviews at the Modern Language Association (MLA) meeting. The 35-year-old graduate student, who is scheduled to earn his Ph.D. in comparative literature this spring from the University of California at Berkeley, is trying to ward off anxiety and abdominal pains. The mystique of the MLA, the…

Influence of Leadership Styles on Teachers' Job Satisfaction: A Case of Selected Primary Schools in Songea and Morogoro Districts, Tanzania

ERIC Educational Resources Information Center

Machumu, Haruni J.; Kaitila, Mafwimbo M.

2014-01-01

This study reports on the kind of school leadership style that best suits for promoting teachers' job satisfaction in primary schools in Tanzania. The study employed cross sectional research design with samples of 200 teachers from 20 selected primary schools in Songea and Morogoro districts. Interviews, documentary analysis and questionnaires…

Informational Interviewing: Get the Inside Scoop on Careers

ERIC Educational Resources Information Center

Crosby, Olivia

2010-01-01

Many people wonder anxiously about which type of job they'll like or how they can break into the career of their dreams. Surprisingly, very few people ever take advantage of one of the best ways to answer their questions about careers: asking the workers already in them. Talking to people about their jobs and asking them for advice is called…

Physician recruitment websites: the territory ahead.

PubMed

DuPont, R E

2001-01-01

Recruitment is no longer just a face-to-face interaction between a recruiter and a job-seeker. To remain up-to-date with current technology, physicians should use the various electronic tools available today, including recruitment websites, video previews, and PC-to-PC interviews to get the job they've been looking for. This article discusses the pros and cons of these interfaces.

Interviewing for a Job. The Wisconsin Guide to Local Curriculum Improvement in Industrial Education, K-12.

ERIC Educational Resources Information Center

Ritz, John M.

The intent of this field tested instructional package is to provide the student with an overview of the management element of industry and how it relates to the duties of a shop foreman. Defining behavioral objectives, the course description includes an information section, classroom activities, sample job application forms, and student evaluation…

The Resume Characteristics Determining Job Interviews for Middle-Aged Women Seeking Entry-Level Employment

ERIC Educational Resources Information Center

Johnson, Emily; Lahey, Joanna

2011-01-01

Obtaining an entry-level job can be critically important for women with little education, particularly those who have taken time out of the labor force. This article uses archival data from a field experiment, called a resume audit study, to examine the characteristics of entry-level resumes that are important to potential employers. In accordance…

Ergonomic analysis of work activity for the purpose of developing training programs: the contribution of ergonomics to vocational didactics.

PubMed

Ouellet, Sylvie

2012-01-01

Questions related to job skills and the teaching situations that best promote skill development are investigated by specialists in various fields, notably among them, ergonomists. This paper presents the findings of an ergonomic intervention study whose aim was to develop a meat-deboning training program by taking into account both the training content to be constructed and the working conditions that might facilitate or hinder skill development. One-on-one interviews and group discussions, on-the-job and videotape playback observations, as well as self-confrontation interviews were carried out. Activity analysis revealed major variability in work methods. The reasoning behind the experienced workers' actions and the experiential job knowledge they had developed were brought to light and served to develop the training content. The determining factors in the choice of work methods were identified, allowing adjustments to be made to the working conditions that might hinder skill development. The ergonomic process that implied taking working conditions into account in our study may make a significant contribution to vocational didactics, which is based on the cognitive analysis of work for the purpose of improving the effectiveness of job-skills training.

Negotiating your first BME job: Do's and don'ts in academia, private sector and government.

PubMed

Linte, Cristian A

2010-01-01

This session is intended to prepare current bioengineering students and post-doctoral fellows, getting them in the right shape to apply, negotiate and succeed in getting their first job in industry or academia. Tips on putting together the appropriate CV, preparing your portfolio and getting ready for the interview will be covered by the invited speakers. The panel will consist of representatives from academia and the private sector, as well as government and regulators. This session aims to give you some all-round pointers on the dos and donts towards choosing, applying, attending an interview and negotiating your future position as a young biomedical engineer.

Once an Impression Manager, Always an Impression Manager? Antecedents of Honest and Deceptive Impression Management Use and Variability across Multiple Job Interviews

PubMed Central

Roulin, Nicolas; Bourdage, Joshua S.

2017-01-01

Research has examined the antecedents of applicants' use of impression management (IM) tactics in employment interviews. All existing empirical studies have measured IM in one particular interview. Yet, applicants generally interview multiple times for different positions, and thus have multiple opportunities to engage in IM, before they can secure a job. Similarly, recent theoretical advances in personnel selection and IM research have suggested that applicant behaviors should be considered as dynamic and adaptive in nature. In line with this perspective, the present study is the first to examine the role of individual differences in both applicants' use of IM tactics and the variability in IM use across multiple interviews. It also highlights which honest and deceptive IM tactics remain stable vs. vary in consecutive interviews with different interviewers and organizations. Results suggest that applicants high in Extraversion or core self-evaluations tend to engage in more honest self-promotion but do not adapt their IM approach across interviews. In contrast, applicants who possess more undesirable personality traits (i.e., low on Honesty-Humility and Conscientiousness, but high on Machiavellianism, Narcissism, Psychopathy, or Competitive Worldviews) tend to use more deceptive IM (and especially image creation tactics) and are also more likely to adapt their IM strategy across interviews. Because deceptive IM users can obtain better evaluations from interviewers and the personality profile of those users is often associated with undesirable workplace outcomes, this study provides additional evidence for the claim that deceptive IM (or faking) is a potential threat for organizations. PMID:28174546

Once an Impression Manager, Always an Impression Manager? Antecedents of Honest and Deceptive Impression Management Use and Variability across Multiple Job Interviews.

PubMed

Roulin, Nicolas; Bourdage, Joshua S

2017-01-01

Research has examined the antecedents of applicants' use of impression management (IM) tactics in employment interviews. All existing empirical studies have measured IM in one particular interview. Yet, applicants generally interview multiple times for different positions, and thus have multiple opportunities to engage in IM, before they can secure a job. Similarly, recent theoretical advances in personnel selection and IM research have suggested that applicant behaviors should be considered as dynamic and adaptive in nature. In line with this perspective, the present study is the first to examine the role of individual differences in both applicants' use of IM tactics and the variability in IM use across multiple interviews. It also highlights which honest and deceptive IM tactics remain stable vs. vary in consecutive interviews with different interviewers and organizations. Results suggest that applicants high in Extraversion or core self-evaluations tend to engage in more honest self-promotion but do not adapt their IM approach across interviews. In contrast, applicants who possess more undesirable personality traits (i.e., low on Honesty-Humility and Conscientiousness, but high on Machiavellianism, Narcissism, Psychopathy, or Competitive Worldviews) tend to use more deceptive IM (and especially image creation tactics) and are also more likely to adapt their IM strategy across interviews. Because deceptive IM users can obtain better evaluations from interviewers and the personality profile of those users is often associated with undesirable workplace outcomes, this study provides additional evidence for the claim that deceptive IM (or faking) is a potential threat for organizations.

Employer retention strategies and their effect on nurses' job satisfaction and intent to stay.

PubMed

Ellenbecker, Carol Hall; Samia, Linda; Cushman, Margaret J; Porell, Frank W

2007-01-01

Faced with a nursing shortage and anticipated increase in demand, home care agencies are implementing retention strategies with little knowledge of their effectiveness. The purpose of this study is to describe the strategies implemented and their effect on nurse job satisfaction and intention to leave. Data were collected from a random sample of 123 New England agencies during in-person interviews. Most agencies reported implementing multiple recruitment and retention strategies. Regression results suggest that the effects of employer retention strategy on nurses' intent to stay are the indirect result of its effects on job satisfaction. The only retention intervention that made a statistically significant difference in job satisfaction was shared governance, and no retention strategy directly affected nurses' intention to stay in their jobs.

Impact of mental disorders on work performance in a community sample of workers in Japan: the World Mental Health Japan Survey 2002-2005.

PubMed

Tsuchiya, Masao; Kawakami, Norito; Ono, Yutaka; Nakane, Yoshibumi; Nakamura, Yosikazu; Fukao, Akira; Tachimori, Hisateru; Iwata, Noboru; Uda, Hidenori; Nakane, Hideyuki; Watanabe, Makoto; Oorui, Masashi; Naganuma, Yoichi; Furukawa, Toshiaki A; Kobayashi, Masayo; Ahiko, Tadayuki; Takeshima, Tadashi; Kikkawa, Takehiko

2012-06-30

Most studies that investigate the impact of mental disorders on work performance have been conducted in Western countries, but this study examines the impact of common mental disorders on sick leave and on-the-job work performance in a community sample of Japanese workers. Data from the World Mental Health Japan survey were analyzed. A subsample of 530 workers aged 20-60years were interviewed using the WHO Composite International Diagnostic Interview 3.0. The WHO Health and Work Performance Questionnaire, was used to assess sick days and on-the-job work performance for the previous 30days. Linear regression was used to estimate the impact of mental disorders on these indicators of work performance over 12months. Mood disorders, including major depressive disorder, and alcohol abuse/dependence were significantly associated with decreased on-the-job performance. There were no significant associations between mental disorders and sick/absent days. Consistent with previous studies, major depression has a great impact on on-the-job work performance in Japan. The lost productivity was estimated at approximately 28-30 lost days per year. A similar decrease in on-the-job work performance was found for alcohol abuse/dependence, which is stronger than that in other countries, probably attributable to greater tolerance of problematic drinking at Japanese worksites. Copyright © 2012 Elsevier Ltd. All rights reserved.

Facilitators and barriers to using treadmill workstations under real working conditions: a qualitative study in female office workers.

PubMed

Cifuentes, Manuel; Qin, Jin; Fulmer, Scott; Bello, Anila

2015-01-01

Characterize barriers and facilitators to use treadmill workstations in real work sites. For 6 months, workers tried a sit-stand-walk treadmill workstation at will with expert ergonomic support. Qualitative data were collected monthly. Administrative and academic departments at a higher education institution in Massachusetts, United States. Five female administrative office workers. One monthly group interview and one personal interview per participant during 6 months. Emerging topics from previous interviews were used in successive data gatherings. Transcribed data were manually coded according to the predefined topics of usability, comfort, safety, and productivity. The setup of the work station, communication difficulties while walking (disrespectful, noisy), and peer pressure to maximize use were the main usability barriers. There was no event of falls. Trips were minimized. About comfort, subjects reported it hard to get used to prolonged standing position during the first month. Treadmill speed affected productivity mostly while drawing and working in spreadsheets. Lack of job autonomy was revealed as a generic barrier. In this female group, treadmill workstations had serious design problems for workers with not enough control of their jobs. The early identification and removal of barriers likely needs to be considered when offering these workstations to workers with low job autonomy.

Interviews as a Selection Tool for Entry-Level Hospitality Employees.

ERIC Educational Resources Information Center

Martin, Lynda

2002-01-01

Responses from human resource professionals in restaurants (n=85) and hotels (n=118) identified critical entry-level job behaviors that might be used in developing behavior-based interviews. The large variety of responses and lack of agreement suggest that clear identification of these behaviors may be an area of weakness in the hospitality…

"When Do I Knock on the Hotel Room Door?": The MLA Conference Job Interview.

ERIC Educational Resources Information Center

Emmerson, Richard K.

1995-01-01

Offers advice to potential interviewees attending an MLA conference. Cautions the interviewee to arrive for the appointment early, but not to knock until the time of the appointment. Advises interviewees to answer questions briefly and to let the committee set the pace of the interview. (PA)

Analysis of Associate Degree Program for Traffic Safety Technicians. Final Report.

ERIC Educational Resources Information Center

Shimada, Jonathan K.

A study was conducted to evaluate the impact of the Associate Degree Program for Traffic Engineering Technicians (TET's) offered at three community colleges on students' subsequent job performance as technicians. Data were collected by means of personal interviews and telephone interviews with 81 students, their primary instructors, and their…

20 CFR 651.10 - Definitions of terms used in parts 651-658.

Code of Federal Regulations, 2011 CFR

2011-04-01

... characteristic is necessary to the individual's ability to perform the job in question. Since a BFOQ is an... participated in an application interview and which includes the applicant's personal characteristics, work... interview with a public or private employer for a specific applicant for whom the local office has no...

20 CFR 651.10 - Definitions of terms used in parts 651-658.

Code of Federal Regulations, 2010 CFR

2010-04-01

... characteristic is necessary to the individual's ability to perform the job in question. Since a BFOQ is an... participated in an application interview and which includes the applicant's personal characteristics, work... interview with a public or private employer for a specific applicant for whom the local office has no...

Evaluating candidate reactions to selection practices using organisational justice theory.

PubMed

Patterson, Fiona; Zibarras, Lara; Carr, Victoria; Irish, Bill; Gregory, Simon

2011-03-01

This study aimed to examine candidate reactions to selection practices in postgraduate medical training using organisational justice theory. We carried out three independent cross-sectional studies using samples from three consecutive annual recruitment rounds. Data were gathered from candidates applying for entry into UK general practice (GP) training during 2007, 2008 and 2009. Participants completed an evaluation questionnaire immediately after the short-listing stage and after the selection centre (interview) stage. Participants were doctors applying for GP training in the UK. Main outcome measures were participants' evaluations of the selection methods and perceptions of the overall fairness of each selection stage (short-listing and selection centre). A total of 23,855 evaluation questionnaires were completed (6893 in 2007, 10,497 in 2008 and 6465 in 2009). Absolute levels of perceptions of fairness of all the selection methods at both the short-listing and selection centre stages were consistently high over the 3years. Similarly, all selection methods were considered to be job-related by candidates. However, in general, candidates considered the selection centre stage to be significantly fairer than the short-listing stage. Of all the selection methods, the simulated patient consultation completed at the selection centre stage was rated as the most job-relevant. This is the first study to use a model of organisational justice theory to evaluate candidate reactions during selection into postgraduate specialty training. The high-fidelity selection methods are consistently viewed as more job-relevant and fairer by candidates. This has important implications for the design of recruitment systems for all specialties and, potentially, for medical school admissions. Using this approach, recruiters can systematically compare perceptions of the fairness and job relevance of various selection methods. © Blackwell Publishing Ltd 2011.

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.

The nursing role in ICU outreach: an international exploratory study.

PubMed

Endacott, Ruth; Chaboyer, Wendy

2006-01-01

It is widely acknowledged that many critically ill patients are managed outside of designated critical care units. One strategy adopted in Australia and England to assess and manage risk in these patients is the intensive care unit (ICU) outreach or liaison nurse service. This article examines how ICU outreach/liaison roles in Australia and England operate in the context of Manley's theoretical framework for advanced nursing practice. Descriptive case study design using semi-structured interviews and job descriptions as sources of evidence. Findings of interviews with six Australian ICU Liaison nurses are already published; this study replicated the Australian study with four ICU Consultant Nurses in England and mapped interview and job description data from both countries onto Manley's conceptual framework for advanced practice/consultant nurse. Four themes emerged from the English data: patient interventions, support for ward staff, liaison between ward and ICU staff and hospital-wide impact. The first three of these comprised the core service common to the roles in both countries. Manley's four subroles (expert practitioner, consultant, educator and researcher) were present across both countries. However, the interview and job description data demonstrated that there were lower expectations in Australia that the roles would lead to staff development and build capacity across the hospital system. Similarly, formal education for ward staff such as ALERT and CRiSP courses were more developed in UK. Our data demonstrate that the role undertaken in England and Australia is sufficiently comparable to use as a research intervention in international studies across the two countries. However, the macro service level differs. Job descriptions across both countries emphasized the need to influence hospital policy; however, the ICU consultant nurses in England might be considered better placed to achieve this through role title and access to the hospital executive. In both countries, the roles would benefit from systematic evaluation of the impact on outcomes. This is particularly important for longer-term integration of the role in the health services in both countries.

[Job stressors in software developers--a comparison with other occupations].

PubMed

Kadokura, M

1997-09-01

The aim of this study is to investigate the difference in job stressors among software developers, the sales staff and the clerical staff (n = 2,079) in two companies (A Co. and B Co.) using a self-administered questionnaire that included a job stressor scale and the 30-item General Health Questionnaire (GHQ). We developed the job stressor scale based on the interviews with out-patients who engaged in software development and previous studies about job stressors. Factor analysis with a seven-factor solution showed that seven subscales were abstracted from the job stressor scale, namely, quantitative load of work, dissatisfaction with work, demanding work, uneasiness about work, human relations, ambiguity of work and shortage of private time. Each subscale was significantly (r = .313-.442, p < 0.0001) correlated with the GHQ score and proved to be a reliable instrument, as indicated by a Cronbach's alpha of greater than 0.73. Stepwise multiple regression analysis revealed that quantitative load of work and shortage of private time subscale scores were significantly high in software developers in A Co. Software developers in A Co. tended to score higher (P < .10) than the others in demanding work and ambiguity of work subscale. All subscale scores were significantly low in the clerical staff in B Co. There was no significant difference between the sales staff and software developers in B Co. Results of the interviews with out-patients showed that demanding work, hard deadline, ambiguity of work and precarious work would cause trouble in software developers. The implications of these findings with respect to occupational issues related to software developers are discussed.

Occupational Diversity of Rural Residents in Virginia: A Research Study of Multiple Job Holding and Labor Exchange. Virginia Higher Education Research Project No. 2034410.

ERIC Educational Resources Information Center

Bryant, Clifton D.; And Others

For a 1979 study of occupational division of labor in rural areas, in-depth interviews conducted with 541 randomly selected respondents from 4 Virginia counties examined socio-demographic parameters (age, sex, race, and occupation); degree of involvement in multiple job holding; economic and social-psychological motives for participation in…

Warning: Health Hazards for Office Workers. An Overview of Problems and Solutions in Occupational Health in the Office.

ERIC Educational Resources Information Center

Working Women Education Fund, Cleveland, OH.

This publication reports the results of a review of scientific research on office job hazards, survey responses from more than 1,200 office workers in Cleveland and Boston, and in-depth interviews with more than 100 office workers. The report covers the following areas of health hazards for office workers: (1) job stress--physical and…

Are physiotherapy students adequately prepared to successfully gain employment?

PubMed

Jones, Mandy; McIntyre, Judith; Naylor, Sandra

2010-06-01

To explore the preparedness of final-year physiotherapy students for their progression into employment, and identify what universities can do to facilitate a smooth transition. A single-cohort study, utilising a qualitative design incorporating a survey followed by transcribed and coded semi-structured interviews. Interviews were held in the Placement and Careers Centre at Brunel University, London. Sixty final-year full- and part-time students participated in the survey, and 12 final-year full- and part-time students participated in the semi-structured interviews. Sixty students completed a questionnaire which explored their preparedness for employment. Questions related to the current job situation, the application process and the student's ideal first post. Responses from the questionnaire were analysed and discussed further through a digitally recorded interview. Twelve students were interviewed by an experienced interviewer from a non-physiotherapy background. Students felt unprepared for employment. Forty-seven per cent wanted a rotational post, but 26% would only spend 6 months and 39% would only spend 1 year looking for a job. Seventy-one percent would change career and 99% would work abroad if they were unable to secure a post in the UK. Most importantly, students could not identify transferable skills required by potential employers; only 25% cited effective communications, and 10% cited flexible working as a transferable skill. Self-management skills (e.g. prioritisation, time management and documentation) were not perceived as essential for employment. The job market requires physiotherapy graduates to possess transferable skills which can be applied to any situation. Many are integral to the profession and the undergraduate curriculum; however, analysis and assimilation of these skills cannot be assumed. Universities should reflect on their curriculum delivery to produce graduates who meet employers' expectations and make a smooth transition into the workplace. Copyright 2010 Chartered Society of Physiotherapy. Published by Elsevier Ltd. All rights reserved.

What Opportunities, When?: A Framework for Student Career Development

NASA Astrophysics Data System (ADS)

MacDonald, H.

2007-12-01

Geoscience faculty and departments have an important role to play in the professional development of their students for careers in the geosciences or other fields. We can promote career development of students at different career stages (e.g., first year students, geoscience majors, and graduate students) and in various ways by 1) providing information about jobs and careers, 2) encouraging exploration of options, 3) providing experiences throughout their program that develop skills, knowledge, and attitudes, and 4) supporting students in their job search. For example, in teaching general education classes, we can provide information about jobs and careers in the geosciences, showing images of specific geoscientists and discussing what they do, providing examples of practical applications of course content, and describing job prospects and potential salaries. For majors, this type of information could be presented by seminar speakers, through career panels, and via alumni newsletters. Exploration of options could include research and/or teaching experiences, internships, informational interviews, and involvement with a campus career services center. Courses throughout the curriculum as well as co-curricular experiences serve to provide experiences that develop skills, knowledge, and attitudes that will be useful for a range of jobs. Departments can support the job search by providing networking opportunities for students and alumni, widely distributing job announcements and encouraging individual students, offering departmental sessions on graduate school, different career options, and /or the job search process, conducting mock interviews and resume review sessions, and fostering connections between students and alumni. In all of this, we need to be supportive of student choices. Overall, faculty can help students make more informed career decisions and develop skills that will be of value in their career through a variety of strategies, work with students as an advisor or mentor to help them explore career options, and collaborate with the career service center on campus.

The Audiovisual Portfolio.

ERIC Educational Resources Information Center

Williams, Eugene

1979-01-01

Describes the development of an audiovisual portfolio, consisting of a student teaching notebook, slide narrative presentation, audiotapes, and a videotape-- valuable for prospective teachers in job interviews. (CMV)

Assembly work in Indonesia and in Sweden--ergonomics, health and satisfaction.

PubMed

Waluyo, L; Ekberg, K; Eklund, J

1996-02-01

Work conditions in industrial production vary substantially between different cultures. In the present study the aims were to identify differences between Swedish and Indonesian assembly industry workers regarding work environment factors, health and job satisfaction, and to find associations between work environment factors, and the health measures. Data were collected by a questionnaire from 326 Swedish and 136 Indonesian assembly industry workers, interviews and from company documents. The prevalence of musculoskeletal symptoms was high in both groups. Stress and psychosomatic symptoms had higher prevalences in the Swedish group, which also rated their work conditions as worse in most respects. Work tasks were physically heavier in Indonesia, but less monotonous and with lower demands on productivity. The Indonesians were more satisfied with their jobs. Physical job demands were associated with musculoskeletal symptoms. Competence development was associated with increased job satisfaction. Conflicts and harassments at work were associated with stress and psychosomatic symptoms. Job pressure, especially deficient planning of the jobs was associated with lower job satisfaction, psychosomatic and stress symptoms in the Swedish group. Implications for job design in the two cultures are presented.

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.

Examining Reactions to Employer Information Using a Simulated Web-Based Job Fair

ERIC Educational Resources Information Center

Highhouse, Scott; Stanton, Jeffrey M.; Reeve, Charlie L.

2004-01-01

The approach taken in the present investigation was to examine reactions to positive and negative employer information by eliciting online (i.e., moment-to-moment) reactions in a simulated computer-based job fair. Reactions to positive and negative information commonly reveal a negatively biased asymmetry. Positively biased asymmetries have been…

Off-the-job training for VATS employing anatomically correct lung models.

PubMed

Obuchi, Toshiro; Imakiire, Takayuki; Miyahara, Sou; Nakashima, Hiroyasu; Hamanaka, Wakako; Yanagisawa, Jun; Hamatake, Daisuke; Shiraishi, Takeshi; Moriyama, Shigeharu; Iwasaki, Akinori

2012-02-01

We evaluated our simulated major lung resection employing anatomically correct lung models as "off-the-job training" for video-assisted thoracic surgery trainees. A total of 76 surgeons voluntarily participated in our study. They performed video-assisted thoracic surgical lobectomy employing anatomically correct lung models, which are made of sponges so that vessels and bronchi can be cut using usual surgical techniques with typical forceps. After the simulation surgery, participants answered questionnaires on a visual analogue scale, in terms of their level of interest and the reality of our training method as off-the-job training for trainees. We considered that the closer a score was to 10, the more useful our method would be for training new surgeons. Regarding the appeal or level of interest in this simulation surgery, the mean score was 8.3 of 10, and regarding reality, it was 7.0. The participants could feel some of the real sensations of the surgery and seemed to be satisfied to perform the simulation lobectomy. Our training method is considered to be suitable as an appropriate type of surgical off-the-job training.

Employment impacts of alcohol taxes.

PubMed

Wada, Roy; Chaloupka, Frank J; Powell, Lisa M; Jernigan, David H

2017-12-01

There is strong scientific evidence supporting the effectiveness of increasing alcohol taxes for reducing excessive alcohol consumption and related problems. Opponents have argued that alcohol tax increases lead to job losses. However, there has been no comprehensive economic analysis of the impact of alcohol taxes on employment. To fill this gap, a regional macroeconomic simulation model was used to assess the net impact of two hypothetical alcohol tax increases (a 5-cent per drink excise tax increase and a 5% sales tax increase on beer, wine, and distilled spirits, respectively) on employment in Arkansas, Florida, Massachusetts, New Mexico, and Wisconsin. The model accounted for changes in alcohol demand, average state income, and substitution effects. The employment impact of spending the new tax revenue on general expenditures versus health care was also assessed. Simulation results showed that a 5-cent per drink additional excise tax on alcoholic beverages with new tax revenues allocated to general expenditures increased net employment in Arkansas (802 jobs); Florida (4583 jobs); Massachusetts (978 jobs); New Mexico (653 jobs); and Wisconsin (1167 jobs). A 5% additional sales tax also increased employment in Arkansas (789 jobs; Florida (4493 jobs); Massachusetts (898 jobs); New Mexico (621 jobs); and Wisconsin (991 jobs). Using new alcohol tax revenues to fund health care services resulted in slightly lower net increases in state employment. The overall economic impact of alcohol tax increases cannot be fully assessed without accounting for the job gains resulting from additional tax revenues. Copyright © 2017 Elsevier Inc. All rights reserved.

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.

The Resource Usage Aware Backfilling

NASA Astrophysics Data System (ADS)

Guim, Francesc; Rodero, Ivan; Corbalan, Julita

Job scheduling policies for HPC centers have been extensively studied in the last few years, especially backfilling based policies. Almost all of these studies have been done using simulation tools. All the existent simulators use the runtime (either estimated or real) provided in the workload as a basis of their simulations. In our previous work we analyzed the impact on system performance of considering the resource sharing (memory bandwidth) of running jobs including a new resource model in the Alvio simulator. Based on this studies we proposed the LessConsume and LessConsume Threshold resource selection policies. Both are oriented to reduce the saturation of the shared resources thus increasing the performance of the system. The results showed how both resource allocation policies shown how the performance of the system can be improved by considering where the jobs are finally allocated.

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

ERIC Educational Resources Information Center

Veech-Townzen, Annette M.

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

An open-source job management framework for parameter-space exploration: OACIS

NASA Astrophysics Data System (ADS)

Murase, Y.; Uchitane, T.; Ito, N.

2017-11-01

We present an open-source software framework for parameter-space exporation, named OACIS, which is useful to manage vast amount of simulation jobs and results in a systematic way. Recent development of high-performance computers enabled us to explore parameter spaces comprehensively, however, in such cases, manual management of the workflow is practically impossible. OACIS is developed aiming at reducing the cost of these repetitive tasks when conducting simulations by automating job submissions and data management. In this article, an overview of OACIS as well as a getting started guide are presented.

Getting Serious Online.

ERIC Educational Resources Information Center

Horrigan, John B.; Rainie, Lee

The findings in this report come from a survey conducted in March 2001 in which 1,501 people interviewed in March 2000 were re-interviewed. This longitudinal approach shows that over the course of a year people's use of the Internet gets more serious and functional. Internet users were much more likely in 2001 to use the Web at their jobs and go…

The Discriminatory Impact of Non-Adherence to Leadership Selection Criteria: The Case of Higher Education

ERIC Educational Resources Information Center

Moss, Gloria; Daunton, Lyn

2006-01-01

Purpose: This research aims to fill a gap in the literature concerning the extent to which recruitment interviewers may substitute leadership capability sets (CSs) differing from those in the job specification (JS). Design/methodology/approach: Semi-structured interviews were conducted with senior personnel involved in senior staff selection in a…

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

Building an intelligent tutoring system for procedural domains

NASA Technical Reports Server (NTRS)

Warinner, Andrew; Barbee, Diann; Brandt, Larry; Chen, Tom; Maguire, John

1990-01-01

Jobs that require complex skills that are too expensive or dangerous to develop often use simulators in training. The strength of a simulator is its ability to mimic the 'real world', allowing students to explore and experiment. A good simulation helps the student develop a 'mental model' of the real world. The closer the simulation is to 'real life', the less difficulties there are transferring skills and mental models developed on the simulator to the real job. As graphics workstations increase in power and become more affordable they become attractive candidates for developing computer-based simulations for use in training. Computer based simulations can make training more interesting and accessible to the student.

Development of Career Opportunities for Technicians in the Nuclear Medicine Field, Phase I. Interim Report Number 1: Survey of Job Characteristics, Manpower Needs and Training Resources, July 1969.

ERIC Educational Resources Information Center

Technical Education Research Center, Cambridge, MA.

Phase I of a multiphase research program in progress at the Technical Education Research Center, Inc., was conducted to analyze needs and resources in terms of job performance tasks, career opportunities, and training requirements for nuclear medical technicians. Data were gathered through personal interviews with 203 persons, mostly physicians,…

Selections from the ABC 2013 Annual Convention, New Orleans, Louisiana. Part II: All That Favorite Assignment Jazz--Message Packaging and Delivery, Job Interviews, and On-the-Job Communication

ERIC Educational Resources Information Center

Whalen, D. Joel

2014-01-01

This article, the second in a two-part series, catalogs teaching innovations presented at the 2013 Association for Business Communication Annual Convention, New Orleans. They were presented during the My Favorite Assignment session. The 11 Favorite Assignments featured here offer the reader a variety of learning experiences, including…

Comparative Studies of Organizational Factors in Military Maintenance

DTIC Science & Technology

1977-10-01

be consistent throughout the military units interviewed. Military personnel received rewards for suggestions that save money as do civilian...willing to do (Swain, 1973). Traditional job design turned out not to have the expected economic savings due to high rates of turnover, absentee’^m...assumption of the latter approach is that high productivity will be maintained with high worker involvement in and identification with his job. Herzberg

Nurse prescribing in general practice: a qualitative study of job satisfaction and work-related stress.

PubMed

Cousins, Rosanna; Donnell, Christine

2012-04-01

Studies examining the impact nurse prescribing have largely focused on the efficacy of the service. It was suggested in pro-prescribing policy arguments that extending the nursing role to include prescribing would increase job satisfaction. This assertion has not been fully explored. To investigate the impact of independent prescribing for experienced nurse practitioners (NPs) working in general practice. In-depth interviews were conducted with six NPs who each had at least 3 years experience of independent prescribing in a busy inner city general practice. Analysis of interview data yielded two main themes: as independent prescribers NPs experienced increased levels of both job satisfaction and work-related stress. Increased satisfaction was associated with having greater autonomy and being able to provide more holistic care. Increased work-related stress emerged from greater job demands, perceived insufficient support and perceived effort-reward imbalance that centred upon the enhanced role not being recognized in terms of an increase in grade and pay. Independent prescribing increases job satisfaction for NPs in general practice, but there is also evidence of stressors associated with the role. It is important that NPs in general practice are encouraged and supported towards providing the effective patient-centred care in the community envisaged by current UK government. We acknowledge that the results presented in this paper are based on a sample limited to one city; however, it provides information that has important implications for the well being of NPs and ultimately patient care.

Work-related stress and asthma: results from a workforce survey in New Zealand.

PubMed

Eng, Amanda; Mannetje, Andrea 't; Pearce, Neil; Douwes, Jeroen

2011-10-01

We assessed the association between work-related stress and asthma in a cross-sectional workforce survey in New Zealand. Men and women randomly selected from the Electoral Roll were invited to take part in a telephonic interview, which collected information on current workplace exposures and respiratory symptoms. Participants rated how stressful they found their current job on a five-point scale. We conducted unconditional logistic regression to calculate prevalence odds ratios (OR) and 95% confidence intervals (CI) for job stress and both current and adult-onset asthma, adjusting for age, sex, smoking, and deprivation. Analyses were also stratified by sex, smoking status, body mass index, and age group. Results were based on 2903 interviews. Participants with very or extremely stressful jobs were twice as likely to have current asthma (OR = 1.98; 95% CI = 1.52-2.58) and 50% more likely to have adult-onset asthma (OR = 1.50; 95% CI = 1.05-2.15) compared to those with not at all or mildly stressful jobs. This association was evident for both sexes and was not explained by either occupation, age, body mass index, or smoking, although the results did differ by smoking status. Our study adds to the sparse evidence on the relationship between work-related stress and asthma in adult working populations.

Evaluating reasons for nursing turnover: comparison of exit interview and panel data.

PubMed

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

1981-06-01

Data from a study of nursing turnover are used to compare findings based on two techniques for evaluating the reasons for resignations within the same population of hospital nurses during one year. The techniques are: (1) exit interviews, in which resigning nurses were asked to report in an open-ended format their major reasons for leaving their jobs; and (2) a prospective panel study, in which nurses who resigned are compared with nurses who remained, and actual turnover is predicted. Results show that due to the absence of a comparison group of remaining nurses and of baseline data, causal inferences based on exit interview data alone are overly simplistic and misleading for management purposes. Results of the panel study are more informative, although implications for hospital management are more complex. Use of the prospective panel design is recommended for hospitals concerned with evaluating nursing job conditions during a period of high turnover and staff nurse shortages.

Applicants' preference for impression management tactic in employment interviews by Transportation Security Administration.

PubMed

Scudder, Joseph N; Lamude, Kevin G

2009-04-01

Following past findings on employment interviews, this study hypothesized applicants would have a preference for using self-promoting tactics of impression management over other focuses. Self-reports of impression management tactics were collected from 124 applicants who had interviews for screener positions with the Transportation Security Administration. Contrary to the hypothesis, analysis indicated participants reported they used more ingratiation tactics attempting to praise the interviewer than self-promotion tactics which focused on their own accomplishments. Special qualifications for security jobs which required well-developed perceptual abilities and the controlling structure of the interview context were perhaps responsible for present results differing from prior findings.

Theoretical impact of simulated workplace-based primary prevention of carpal tunnel syndrome in a French region.

PubMed

Roquelaure, Yves; Fouquet, Natacha; Chazelle, Emilie; Descatha, Alexis; Evanoff, Bradley; Bodin, Julie; Petit, Audrey

2018-04-02

Carpal tunnel syndrome (CTS) is the most common nerve entrapment neuropathy in the working-age population. The reduction of CTS incidence in the workforce is a priority for policy makers due to the human, social and economic costs. To assess the theoretical impact of workplace-based primary interventions designed to reduce exposure to personal and/or work-related risk factors for CTS. Surgical CTS were assessed using regional hospital discharge records for persons aged 20-59 in 2009. Using work-related attributable fractions (AFEs), we estimated the number of work-related CTS (WR-CTS) in high-risk jobs. We simulated three theoretical scenarios of workplace-based primary prevention for jobs at risk: a mono-component work-centered intervention reducing the incidence of WR-CTS arbitrarily by 10% (10%-WI), and multicomponent global interventions reducing the incidence of all surgical CTS by 5% and 10% by targeting personal and work risk factors. A limited proportion of CTS were work-related in the region's population. WR-CTS were concentrated in nine jobs at high risk of CTS, amounting to 1603 [1137-2212] CTS, of which 906 [450-1522] were WR-CTS. The 10%-WI, 5%-GI and 10%-GI hypothetically prevented 90 [46-153], 81 [58-111] and 159 [114-223] CTS, respectively. The 10%-GI had the greatest impact regardless of the job. The impact of the 10%-WI interventions was high only in jobs at highest risk and AFEs (e.g. food industry jobs). The 10%-WI and 5%-GI had a similar impact for moderate-risk jobs (e.g. healthcare jobs). The impact of simulated workplace-based interventions suggests that prevention efforts to reduce exposure to work-related risk factors should focus on high-risk jobs. Reducing CTS rates will also require integrated strategies to reduce personal risk factors, particularly in jobs with low levels of work-related risk of CTS.

Psychosocial factors at the workplace--do they affect substance use? Evidence from the Tyrolean workplace study.

PubMed

Traweger, C; Kinzl, Johann F; Traweger-Ravanelli, B; Fiala, M

2004-06-01

To determine the prevalence of drug consumption and the impact of workplace demands and burdens for substance use, we conducted a survey in a representative sample of Tyrolean employees. This analysis was restricted to the 700 respondents (395 male, 305 female; age 18-60 years) in the year 2001 by telephone interview who hold a full-time or part-time job during the 6 months preceding the interview. We studied the use of antidepressants, benzodiazepines, analgetics. stimulants and phytotherapeutics. Of the whole sample, 5.6% employees (4.8% male, 6.6% female) stated that they take some kind of pills to cope with job demands. There was no statistically significant difference between males and females. Substance use depended to a great extent on the work atmosphere and job satisfaction. The prevalence of drug consumption increased from 3.7% (good atmosphere at work) and 3.3% (high job satisfaction) to 12.6% (bad atmosphere at work) and 42.9% (low job satisfaction ) (p = 0.019 and p = 0.001). The feeling of being a victim of bullying at work appears to be particularly destructive for the individuals' well-being. Only 4.1% of the employees who were not victims of bullying took drugs because of job problems, as compared with 20% of the bullying victims. Our results indicate that drug consumption as the consequence of workplace burdens is a frequent and serious problem with negative consequences for the life quality of the individuals and for the individuals' efficiency. Therefore, occupational medicine and employers should direct their attention to ensure the best possible work place structure and occupational conditions. Copyright 2004 John Wiley & Sons, Ltd.

Examination of arthritis-related work place activity limitations and intermittent disability over four-and-a-half years and its relationship to job modifications and outcomes.

PubMed

Gignac, Monique A M; Cao, Xingshan; Tang, Kenneth; Beaton, Dorcas E

2011-07-01

To examine the type, degree, and episodic nature of arthritis-related work place activity limitations and the consistency of the relationship of activity limitations to job modifications and work place outcomes. Using an interviewer-administered structured questionnaire, individuals with osteoarthritis (OA) or inflammatory arthritis (IA) were interviewed at 4 time points, 18 months apart. At baseline, all participants (n = 490; 381 women, 109 men) were employed. Respondents were recruited using community advertising and from rheumatology and rehabilitation clinics. The Workplace Activity Limitations Scale (WALS) assessed arthritis-related disability with job tasks. Job modifications/accommodations (e.g., scheduling changes), work place outcomes (e.g., absenteeism), demographics, illness, and work context were also measured. Repeated cross-sectional logistic regressions examined levels of WALS disability with job modifications and outcomes at each time point. Similar levels of activity limitations were found comparing OA and IA with fewer difficulties with global aspects of work (e.g., scheduling) than with specific tasks (e.g., working with hands). Three-quarters of the participants had episodic or intermittent WALS difficulty over time. Medium and high levels of work place activity limitations were significantly associated with job modifications, and high WALS difficulty was consistently related to negative work outcomes. Many individuals with arthritis report some difficulty with work place activities. However, these difficulties are often intermittent and may not result in changes to work productivity until they are consistently high. This is important for designing work place interventions and for employers, insurers, and the government to understand to avoid viewing individuals with arthritis as a permanent drain on work place and health resources. Copyright © 2011 by the American College of Rheumatology.

People into Employment: supporting people with disabilities and carers into work.

PubMed

Arksey, Hilary

2003-05-01

Carers and people with disabilities are two disadvantaged groups at risk of social exclusion. Work is an important route to social inclusion, but carers and people with disabilities are under-represented in the work force. The present paper reports key findings from a new study that evaluated People into Employment (PIE), a pilot employment project in the north-east of England designed to support people with disabilities, carers and former carers in gaining mainstream work. The study aimed to identify what clients, partner agencies and employers perceived to be PIE's most important services, its strengths and areas where there was scope for further development. The study collected quantitative and qualitative data at the mid-point and at the end of the project through two questionnaire surveys, and interviews with PIE clients, the project development officer, partner agencies and employers. Drawing on the 'pathway model', the findings show that PIE's interventions included mobilising, matching, mediating and supporting activities. Key ingredients in PIE's success include: tailor-made job-search activities and training; adjusting the pace at which people move towards sustained employment; recognising and responding to the differing needs of people with disabilities, carers and former carers; confidence boosting; accompanying clients to job interviews; good job matching; and ongoing practical and emotional support for both clients and employers. Rudimentary calculations suggest that the cost per job to the project is less than the cost per job for large national projects. Overall, these findings illustrate how access to employment via flexible job-search services geared up to the local labour market can successfully promote social inclusion for carers and people with disabilities.

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

PubMed

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

2018-02-01

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

Job 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

[Job satisfaction in Portuguese physicians in general medicine].

PubMed

Hespanhol, A; Pereira, A C; Pinto, A S

1999-11-15

To identify the major areas of GP's job satisfaction and dissatisfaction and to study the most important reasons of GP's job dissatisfaction. Cross-section study. Survey by mail and personal interview. 1.097 GPs. Northern region of the Portuguese Medical Association. 46% of the 385 respondent GPs are dissatisfied with the overall job satisfaction. The rate of pay is the dimension that generates more job dissatisfaction, as also the major area that has the highest level of job dissatisfaction and has significant association with the overall job satisfaction, but has not predictive association with it. The majority declares that it is more adequate a payment system with fixed and variable components. The same regimen of work may generate satisfaction in some GPs, and dissatisfaction in others. Both the authoritarian leadership behavior and the laissez-faire style are almost nonexistent in the health centers of the satisfied GPs, but predominate in the health centers of the dissatisfied GPs. Those leadership styles are not desired by the dissatisfied GPs. The rate of pay generates more job dissatisfaction, but has not predictive association with the overall job satisfaction. The authoritarian leadership behavior and the laissez-faire style are by themselves generators of GP job dissatisfaction, even if the regime of work by itself does not generate it.

Qualitative case studies of professional-level workers with traumatic brain injuries: A contextual approach to job accommodation and retention.

PubMed

Roessler, Richard T; Rumrill, Phillip D; Rumrill, Stuart P; Minton, Deborah L; Hendricks, Deborah J; Sampson, Elaine; Stauffer, Callista; Scherer, Marcia J; Nardone, Amanda; Leopold, Anne; Jacobs, Karen; Elias, Eileen

2017-09-14

Traumatic brain injury (TBI) is a multi-systemic disability that causes a wide range of difficulties with personal and social functioning. Four individuals with TBI participated in an evaluation of barriers to their continued employment following graduation from college. A trained interviewer completed the Work Experience Survey (WES) in teleconsultation sessions with each participant. Researchers applied a qualitative case study research design. Participants reported a wide range of difficulties in performing essential functions of their jobs (3 to 24) that have the potential to significantly affect their productivity. Career mastery problems reflected outcomes associated with TBI such as 'believing that others think I do a good job' and 'having the resources (e.g., knowledge, tools, supplies, and equipment) needed to do the job.' Indicative of their wish to continue their current employment, participants reported high levels of job satisfaction. The WES is a cost-effective needs assessment tool to aid health and rehabilitation professionals in providing on-the-job supports to workers with TBI.

When is job rotation perceived useful and easy to use to prevent work-related musculoskeletal complaints?

PubMed

Leider, Priscilla C; Boschman, Julitta S; Frings-Dresen, Monique H W; van der Molen, Henk F

2015-11-01

Job rotation is often recommended to optimize physical work demands and prevent work-related musculoskeletal complaints, but little is known about possible facilitators and barriers to its usefulness and ease of use. Following a qualitative research design, semi-structured interviews with employers (n = 12) and workers (n = 11) from the construction industry were conducted. Organizational climate, job autonomy, job characteristics and work processes were mentioned as either facilitators or barriers on an organizational level. Worker characteristics, work behavior and attitude were mentioned as either facilitators or barriers on an individual level. Following a structured approach to assess usefulness of job rotation to optimize physical work exposures and identifying barriers to usefulness and ease of use in relevant stakeholder groups is necessary in order to select or develop strategies to overcome these barriers, or to reject job rotation as a useful or easy to use intervention in the given context. Copyright © 2015 Elsevier Ltd and The Ergonomics Society. All rights reserved.

Does workplace social capital buffer the effects of job stress? A cross-sectional, multilevel analysis of cigarette smoking among U.S. manufacturing workers

PubMed Central

Sapp, Amy L.; Kawachi, Ichiro; Sorensen, Glorian; LaMontagne, Anthony D.; Subramanian, S.V.

2010-01-01

Objective To investigate whether workplace social capital buffers the association between job stress and smoking status. Methods As part of the Harvard Cancer Prevention Project’s Healthy Directions-Small Business Study, interviewer-administered questionnaires were completed by 1740 workers and 288 managers in 26 manufacturing firms (84% and 85% response). Social capital was assessed by multiple items measured at the individual-level among workers, and contextual-level among managers. Job stress was operationalized by the demand-control model. Multilevel logistic regression was used to estimate associations between job stressors and smoking, and test for effect modification by social capital measures. Results Workplace social capital (both summary measures) buffered associations between high job demands and smoking. One compositional item—worker trust in managers—buffered associations between job strain and smoking. Conclusion Workplace social capital may modify the effects of psychosocial working conditions on health behaviors. PMID:20595910

Construct validity of the Thai version of the job content questionnaire in a large population of heterogeneous occupations.

PubMed

Phakthongsuk, Pitchaya

2009-04-01

To test the construct validity of the Thai version of the job content questionnaire (TJCQ). The present descriptive study recruited 10415 participants from all occupations according to the International Standard Classification of Occupations. The instrument consisted of a 48-item of the job content questionnaire. Eight items newly developed by the authors from in-depth interviews were added. Exploratory factor analysis showed six factor models of work hazards, decision latitude, psychological demand, social support, physical demand, and job security. However, supervisor and co-worker support were not distinguished into two factors and some items distributed differently along the factors extracted. Confirmatory factor analysis supported the construct of six latent factors, although the overall fit was moderately acceptable. Cronbach's alpha coefficients higher than 0.7, supported the internal consistency of TJCQ scales except for job security (0.55). These findings suggest that TJCQ is valid and reliable for assessing job stress among Thai populations.

The psychiatric patient at work.

PubMed Central

Robbins, D B; Kaminer, A J; Schussler, T; Pomper, I H

1976-01-01

Psychiatric consultations and job performance of 135 IBM employees were studied. Psychiatric referrals were made by management and the company medical department or were self-referred. The consulting psychiatrist conducted interviews, met with management, personnel representatives and other physicians to coordinate treatment with job requirements. Every effort was made to retain employees and improve performance. After a two-three year follow-up period, 82 employees (61.7 per cent) were with the company; ten were rated outstanding, 38 exceeded job requirements, 25 were meeting job requirements, and four were not. Performance data for five employees were not available. Forty-nine of 83 employees (59.0 per cent) rated unsatisfactory in job performance at the initial referral were performing satisfactorily at follow-up. The results support an optimistic attitude toward the working patient with psychiatric disease and highlight the value of a full-time medical department with consultation facilities leading to secondary and tertiary prevention. PMID:937612

Factors related to work ability among Thai workers.

PubMed

Kaewboonchoo, Orawan; Saleekul, Sumlee; Usathaporn, Suthee

2011-01-01

This study aimed to examine the factors related to work ability among small and medium enterprise (SME) workers in Thailand. The subjects consisted of 845 males and 1,163 females. They were interviewed regarding personal information, working conditions, health status, job stress and work ability. Their blood pressure, body weight and height were also measured. More than half the subjects reported high job stress. Women had higher job stress than men. The work ability index (WAI) results for managers, supervisors and operators were 42.3, 41.4 and 39.8, respectively. Job control of managers and supervisors was higher than operators. The WAI of females decreased with increasing age for those over age 45 years. Factors related to WAI were mental health, social support at work, depression and age. The results suggest job stress reduction programs should be considered to improve work ability among SME workers.

20 CFR 632.253 - Special operating provisions.

Code of Federal Regulations, 2010 CFR

2010-04-01

...: vocational exposure, counseling, testing, resume preparation, job interview preparation, providing labor... apprenticeship programs, and similar activities. It may be provided on a group or individual basis. In providing...

Psychosocial work stress during pregnancy and birthweight.

PubMed

Lee, Bo-Eun; Ha, Mina; Park, Hyesook; Hong, Yun-Chul; Kim, Yangho; Kim, Young Ju; Ha, Eun-Hee

2011-05-01

Although there is a growing interest in the health effects of psychosocial work stress, studies on the relationships between job stress and adverse reproductive outcome are limited. We, therefore, investigated the associations between prenatal maternal occupational stress and birthweight using 310 mother-infant pairs included in the Mothers and Children's Environmental Health (MOCEH) study. Information on job stress was collected by interviewing women at enrollment during the first trimester of pregnancy using standardised questionnaires, namely, the Job Content Questionnaire (JCQ) of job strain and effort-reward imbalance (ERI) questionnaires. Regression analyses were carried out. Decision latitude scores of the JCQ were found to be positively related to birthweight, while ERI ratios determined using the ERI model were found to be inversely related to gestational age. In addition, a passive job as defined by the job strain model was found to be associated with a lower birthweight, compared with a relaxed job. These results suggest that work-related psychosocial stress in pregnant women appears to affect birth outcomes, such as birthweight and gestational age. © 2011 Blackwell Publishing Ltd.

Left out in the Academic Field: Doctoral Graduates Deal with a Decade of Disappearing Jobs

ERIC Educational Resources Information Center

Acker, Sandra; Haque, Eve

2017-01-01

In 2001-2002, the authors of this article interviewed 31 ethno-culturally diverse doctoral students about their experiences in a sociology of education program at a Canadian university. Approximately 10 years later, in a second qualitative study, we had the chance to conduct semi-structured interviews with 13 of the former students to find out…

Just Teachers: The Work Carried out by Full-Time Further Education Teachers

ERIC Educational Resources Information Center

Clow, Ros

2005-01-01

This study of full-time teachers in the further education (FE) sector in England was carried out in 1998. Initially the author interviewed the Personnel Manager of a large FE college about the recent implementation of a job evaluation scheme. A preliminary study interviewed seven teachers about what they had done for work the previous day, and…

Helping University Students Succeed at Employment Interviews: The Role of Self-Reflection in E-Portfolios

ERIC Educational Resources Information Center

Lackner, Christine; Martini, Tanya

2017-01-01

In the context of a Transition to Work course for fourth-year psychology majors, we had students use an e-portfolio to self-reflect on the learning experiences they deemed most significant during their degree. Such significant learning experiences can be drawn upon when answering behavioral job interview questions. We examined whether students…

The Development of Instructional Systems

DTIC Science & Technology

1970-12-01

of the behaviorsI which were the objectives of the system, the system is an effective one . In many cases , the results of the administration of all...of Maintenance Staff (including conference on duties located and "laying on " interview requir~mnts) 2. Study of Nominee Records 3. Selection of Job...unnecessary burden on supervisory personnel for on -the-job training. In such cases , the training program is not serving the enterprise as it should. On

A Workplace Divided: How Americans View Discrimination and Race on the Job. Work Trends: Americans' Attitudes about Work, Employers and Government.

ERIC Educational Resources Information Center

Dixon, K. A.; Storen, Duke; Van Horn, Carl E.

U.S. workers' views on discrimination and race on the job were examined in a telephone survey of 1,470 adults across the 48 contiguous United States that yielded 1,005 complete interviews. White workers were far more likely than workers of other races to believe that everyone is treated fairly at work. Race was a more powerful indicator of opinion…

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

Goodman, P.S.

The report examines coal-miner absenteeism and its relationship to accidents and injuries at underground mines. A total of 19 mines participated in various phases of this 3-year project. Miners at the participating mines ranged in number from 185 to 776. The data consisted of the mines' daily attendance records and detailed interviews with approximately 50 miners from each mine. The interviews contained questions about the miners' satisfaction with various on-the-job and off-the-job factors, their perceptions of the mines' absenteeism policies, the reasons or causes for their own absences, and the miners' demographic characteristics. Accident and injury data from six minesmore » were used in parametric and multiple regression analysis of the absenteeism-accident relationship. The data represented activity during approximately 80,000 miner-days worked. Strategies for reducing absenteeism are discussed.« less

Is farm-related job title an adequate surrogate for pesticide exposure in occupational cancer epidemiology?

PubMed

MacFarlane, E; Glass, D; Fritschi, L

2009-08-01

Accurate assessment of exposure is a key factor in occupational epidemiology but can be problematic, particularly where exposures of interest may be many decades removed from relevant health outcomes. Studies have traditionally relied on crude surrogates of exposure based on job title only, for instance farm-related job title as a surrogate for pesticide exposure. This analysis was based on data collected in Western Australia in 2000-2001. Using a multivariate regression model, we compared expert-assessed likelihood of pesticide exposure based on detailed, individual-specific questionnaire and job specific module interview information with reported farm-related job titles as a surrogate for pesticide exposure. Most (68.8%) jobs with likely pesticide exposure were farm jobs, but 78.3% of farm jobs were assessed as having no likelihood of pesticide exposure. Likely pesticide exposure was more frequent among jobs on crop farms than on livestock farms. Likely pesticide exposure was also more frequent among jobs commenced in more recent decades and jobs of longer duration. Our results suggest that very little misclassification would have resulted from the inverse assumption that all non-farming jobs are not pesticide exposed since only a very small fraction of non-agricultural jobs were likely to have had pesticide exposure. Classification of all farm jobs as pesticide exposed is likely to substantially over-estimate the number of individuals exposed. Our results also suggest that researchers should pay special attention to farm type, length of service and historical period of employment when assessing the likelihood of pesticide exposure in farming jobs.

When the job is boring: the role of boredom in organizational contexts.

PubMed

Guglielmi, Dina; Simbula, Silvia; Mazzetti, Greta; Tabanelli, Maria Carla; Bonfiglioli, Roberta

2013-01-01

The present study investigates the role of boredom within the Job Demands-Resources model. Although empirical evidence suggests that the incidence of boredom at work is widespread, the study of job boredom remains neglected today. Data were collected from 269 mass-retail workers, by means of structured face-to-face interviews. Results of multiple mediation analyses partially supported our hypotheses. Boredom mediates the relationship between transformational leadership, low learning opportunities and general dysphoria, while work engagement mediates the relationship between transformational leadership, low learning opportunities and job satisfaction as well as general dysphoria. Taken together, our results confirm the suitability of conceptualizing boredom within the JD-R model and contribute to the ongoing conceptualization of both the boredom literature and the JD-R literature.

Home care nurses' experience of job stress and considerations for the work environment.

PubMed

Samia, Linda W; Ellenbecker, Carol Hall; Friedman, Donna Haig; Dick, Karen

2012-01-01

Home care nurses report increased stress in their jobs due to work environment characteristics that impact professional practice. Stressors and characteristics of the professional practice environment that moderate nurses' experience of job stress were examined in this embedded multiple case study. Real life experiences within a complex environment were drawn from interviews and observations with 29 participants across two home care agencies from one eastern U.S. state. Findings suggest that role overload, role conflict, and lack of control can be moderated in agencies where there are meaningful opportunities for shared decision making and the nurse-patient relationship is supported.

"Where Will I Work When I Grow Up?"

ERIC Educational Resources Information Center

Slobodzian, Jean

1984-01-01

Hearing impaired 7- and 8-year-olds participated in a social studies unit on the community that incorporated techniques of brainstorming, categorizing jobs, interviewing parents, and goal-setting. (CL)

Attribution of Responsibility and Hiring Recommendations for Job Applicants with Low Back Pain.

ERIC Educational Resources Information Center

Bordieri, James E.; And Others

1988-01-01

Supervisors and managers (N=108) reviewed cover letter and resume of job applicant with low back pain (source of which was systematically manipulated) and job description for simulated position. Found that, regardless of qualifications and source of injury, participants made more negative hiring recommendations for applicants with pain than for…

Stress Causing Factors Among Teachers in Elementary Schools and Their Relationship with Demographic and Job Characteristics.

PubMed

Agai-Demjaha, Teuta; Minov, Jordan; Stoleski, Sasho; Zafirova, Beti

2015-09-15

Once high levels of work-related stress among teachers were confirmed many studies concentrated on identifying and investigating key stress factors among school teachers. Unfortunately there are very few researches made on stress causing factors among teachers in Republic of Macedonia. To determine the most frequent stress causing factors among teachers in elementary schools and to investigate their relationship with demographic and job characteristics. We performed a descriptive-analytical model of a cross-sectional study which involved 300 teachers employed in nine elementary schools. Evaluation of examined subjects included completion of a specially designed questionnaire. Among six categories of factors that generate work related stress (job demands, control, relationships, role, changes and support) control and support had the highest mean scores. Within the control category the highest levels of perceived teacher's work-related stress were caused by the following factors - changes in terms and conditions without consultation and given responsibility without the authority to take decisions. 141 out of the interviewed teachers (47%) have mentioned changes in terms and conditions without consultation as very stressful, while another 50 (16.67%) have reported it as stressful. 123 out of interviewed teachers (41%) have stated given responsibility without the authority to take decisions as very stressful, with another 105 (35%) have reported it as stressful. In the category support the highest levels of perceived teacher's work-related stress were caused by stress factors - lack of funds/resources to do the job and limited or no access to training. Out of 300 interviewed teachers, 179 (59.67%) have reported lack of funds/resources to do the job as very stressful, while another 50 (16.67%) as stressful. There is no significant relationship between the stress factor limited or no access to training and demographic and job characteristics. Our findings confirm that within the control category, the highest levels of perceived teacher's work-related stress were caused by changes in terms and conditions without consultation and given responsibility without the authority to take decisions, while in the category support, the same was true for stress factors lack of funds/resources to do the job and limited or no access to training. We have also concluded that the lower-grade school teachers, female teachers, teachers for whom this is the first job and teachers with university education perceive more often the lack of authority to take decisions as a very stressful factor than the upper-grade school teachers, male teachers, teachers previously employed in another workplace, and those with high education. The lower-grade school teachers, older teachers and teachers with university education perceive more often changes in education as a very stressful factor than the upper grade school teachers, younger teachers and those with high education.

49 CFR 195.503 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-10-01

... persons, property, or the environment. Evaluation means a process, established and documented by the...) performance on the job, (2) on the job training, or (3) simulations; (e) Other forms of assessment. Qualified...

41 CFR 60-250.80 - Recordkeeping

Code of Federal Regulations, 2010 CFR

2010-07-01

...,000, the minimum record retention period shall be one year from the date of the making of the record... examination; job advertisements and postings; applications and resumes; tests and test results; interview...

41 CFR 60-300.80 - Recordkeeping.

Code of Federal Regulations, 2010 CFR

2010-07-01

...,000, the minimum record retention period shall be one year from the date of the making of the record... examination; job advertisements and postings; applications and resumes; tests and test results; interview...

Learning Business Etiquette at Dinner.

ERIC Educational Resources Information Center

McPherson, William

1998-01-01

Describes helping business students prepare for job interviews and other business events by learning and practicing business etiquette at a dinner set up by business-communication instructors and the university food service. (SR)

Immigrant nurses' perceptions on cultural differences-based job concerns: A phenomenological study in Shanghai China.

PubMed

Yu, Haiping; Peng, Youqing; Hung, Yunying; Zhou, Lin

2017-12-07

To explore the experiences of immigrant nurses working in Shanghai, China. With the development of China, population growth has been accelerating. Simultaneously, the number of immigrant nurses in Shanghai has been increasing dramatically. Meanwhile, their turnover rate is abnormally high, primarily because of job concerns stemming from cultural differences. An understanding of immigrant nurses' job concerns caused by cultural differences can be used to help them to work more efficiently and cohesively. We aimed to investigate immigrant nurses' lived experiences regarding job concerns caused by cultural differences in Shanghai, China. This is a phenomenological study. In-depth semi-structured interviews were conducted with fifteen immigrant nurses from January-July 2016. Data were collected using audio-taped face-to-face interviews; the narratives were then transcribed verbatim and analysed thematically. The following three major themes emerged from the data: "communication difficulties," "work adjustment difficulties" and "life adjustment difficulties." The eight sub-themes within these were as follows: (i) language barrier, (ii) inability to integrate oneself with the local culture, (iii) feelings of unfairness, (iv) difficulty asking for leave, (v) feeling stressed, (vi) not being acclimatised, (vii) feeling helpless and (viii) feeling guilt at being unable to take care of their family. It is important to implement appropriate training programmes on language and cultural adaptation for immigrant nurses. To enhance integrate immigrant nurses into Shanghai's society, more support needs to be provided. Administrators in hospitals should pay attention to immigrant nurses' job concerns that are caused by cultural differences and provide timely and effective assistance. © 2017 John Wiley & Sons Ltd.

Work stress precipitates depression and anxiety in young, working women and men.

PubMed

Melchior, Maria; Caspi, Avshalom; Milne, Barry J; Danese, Andrea; Poulton, Richie; Moffitt, Terrie E

2007-08-01

Rates of depression have been rising, as have rates of work stress. We tested the influence of work stress on diagnosed depression and anxiety in young working adults. Participants were enrolled in the Dunedin study, a 1972-1973 longitudinal birth cohort assessed most recently in 2004-2005, at age 32 (n=972, 96% of 1015 cohort members still alive). Work stress (psychological job demands, work decision latitude, low work social support, physical work demands) was ascertained by interview. Major depressive disorder (MDD) and generalized anxiety disorder (GAD) were ascertained using the Diagnostic Interview Schedule (DIS) and diagnosed according to DSM-IV criteria. Participants exposed to high psychological job demands (excessive workload, extreme time pressures) had a twofold risk of MDD or GAD compared to those with low job demands. Relative risks (RRs) adjusting for all work characteristics were: 1.90 [95% confidence interval (CI) 1.22-2.98] in women, and 2.00 (95% CI 1.13-3.56) in men. Analyses ruled out the possibility that the association between work stress and disorder resulted from study members' socio-economic position, a personality tendency to report negatively, or a history of psychiatric disorder prior to labour-market entry. Prospective longitudinal analyses showed that high-demand jobs were associated with the onset of new depression and anxiety disorder in individuals without any pre-job history of diagnosis or treatment for either disorder. Work stress appears to precipitate diagnosable depression and anxiety in previously healthy young workers. Helping workers cope with work stress or reducing work stress levels could prevent the occurrence of clinically significant depression and anxiety.

Predictors of Workforce Retention Among Malawian Nurse Graduates of a Scholarship Program: A Mixed-Methods Study

PubMed Central

Schmiedeknecht, Kelly; Perera, Melanie; Schell, Ellen; Jere, Joyce; Geoffroy, Elizabeth; Rankin, Sally

2015-01-01

ABSTRACT Background: Malawi faces critical health care worker shortages of both physicians and nurses. The Global AIDS Interfaith Alliance (GAIA) began a nursing scholarship program in Malawi that requires graduates to work in the public sector for 4–5 years following graduation. The main objective of this study was to identify job satisfaction and retention factors of scholarship recipients after graduation. Methods: We conducted a mixed-methods study consisting of 30 individual qualitative interviews and 56 quantitative surveys that evaluated job satisfaction, factors associated with retention, and impact of the GAIA Nursing Scholarship Program. Participants included GAIA scholarship recipients who had graduated. We used thematic analysis to analyze qualitative interviews. Kruskal-Wallis, Spearman correlation, and chi-squared tests were used to analyze survey data. Results: The majority of survey and interview participants indicated it was unlikely that they would leave the public sector (70% and 90%, respectively). Most interview and survey participants cited a lack of supplies, inadequate human resources, and high workload as major challenges to their work. Poor working relationships with management or coworkers was significantly correlated with consideration of changing jobs in the next 6 months (correlation coefficient −0.28, P < .05 and −0.36, P < .01, respectively). Low salaries, high workload, poor accommodations, and a lack of appreciation were the most common reasons given for considering leaving the public sector while job security, desire to pursue further education, and public service agreement were primary motivations for continuing to work in the public system. Participants felt supported by GAIA staff and expressed a desire to serve their communities in return by working in government-supported health facilities. Conclusions: Despite the many challenges faced by public-sector nurses, low-income countries such as Malawi can employ non-remuneration strategies to retain nurses in the public sector, including adequate housing, availability of supplies, advancement opportunities, and positive work environments. Scholarship programs with close follow-up of graduates may also help increase retention. PMID:25745122

Developing and Testing Simulated Occupational Experiences for Distributive Education Students in Rural Communities: Volume III: Training Plans: Final Report.

ERIC Educational Resources Information Center

Virginia Polytechnic Inst. and State Univ., Blacksburg.

Volume 3 of a three volume final report presents prototype job training plans developed as part of a research project which pilot tested a distributive education program for rural schools utilizing a retail store simulation plan. The plans are for 15 entry-level and 15 career-level jobs in seven categories of distributive business (department…

The development of measures of organizational citizenship behaviour and changes in job behaviours related to quality management in health care.

PubMed

Irvine, D

1995-08-01

A study was conducted at two tertiary care hospitals in Canada for the purpose of developing instruments to measure organizational citizenship behaviours (OCB) and changes in job behaviours that occur as a result of participation on hospital quality improvement (CQI) teams. Semi structured interviews were conducted among 52 hospital employees in order to elicit critical incidents of OCB and changes in job behaviours related to CQI. The results of the staff interviews were used to develop a measure of OCB in the hospital setting, and a measure of changes in job behaviours related to CQI. 39 employees, who were drawn from the major departments within the two hospitals on the basis of their membership on CQI teams, participated in a test of the psychometric properties of the two research instruments. Exploratory factor analysis, employing an orthogonal rotation, yielded two factors that accounted for 30% of the variation among the OCB items. The Cronbach alpha for items loading highly on the first factor was .88. The factor was labelled 'OCB directed towards individuals within the organization'. This factor was dominated by items reflecting the kinds of extra-role job behaviours employees engage in to assist patients, family members, visitors, and other employees within the organization. The Cronbach alpha for items loading highly on the second factor was 0.71. The second factor was labelled 'organizationally directed OCB', and consisted of behaviours that reflected an impersonal form of OCB in the hospital setting. Factor analysis, employing an orthogonal rotation, yielded four factors that accounted for 48% of the variation among the items measuring changes in job behaviours related to CQI. The four factors were labelled 'problem-solving', Cronbach alpha 0.82; 'customer awareness', Cronbach alpha 0.79; 'use of CQI knowledge', Cronbach alpha 0.77; and 'organizational interests', Cronbach alpha 0.79. The two OCB factors were moderately correlated, there were no significant correlations among any of the factors measuring changes in job behaviours related to CQI, and the problem-solving job behaviours factor was moderately correlated with the two OCB factors. Directions for future research are discussed.

Learning on the Job: How Do Farm Business Managers Get the Skills and Knowledge To Manage Their Businesses? CRLRA Discussion Paper Series.

ERIC Educational Resources Information Center

Kilpatrick, Sue

The methods used by Australian farm managers to obtain the skills and knowledge needed to manage their businesses were examined. Semi-structured telephone interviews were conducted with 85 farm owners/managers from South Australia, the Northern Territory, Queensland, Tasmania, and New South Wales. The farmers interviewed identified a wide range of…

Conversations: with Sean O'Keefe. Interview by Frank Sietzen Jr.

PubMed

O'Keefe, Sean

2002-10-01

Sean O'Keefe, who took office as the 10th NASA administrator in December 2001, is interviewed after 9 months on the job. Topics of conversation include his transition from the Office of Management and Budget to NASA, management priorities, space shuttle safety, the Space Launch Initiative and the National Aerospace Initiative, future space exploration, relationships with Congress and the President, and NASA's budget.

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

PubMed

Zink, Brian J

2018-06-02

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

Use of Dictionary of Occupational Titles (DOT) on formwork carpentry--a comparison between the United States and Hong Kong.

PubMed

Lee, Gloria K L; Chan, Chetwyn C H

2003-01-01

This study aimed at investigating the utilization and applicability of the Dictionary of Occupational Titles (DOT) as a methodology to study the job profile (nature and physical demand) of formwork carpentry in the local situation. Thirty male formwork carpenters were recruited by convenient sampling to participate in a two-hour interview, with reference to the DOT Physical Demand Questionnaire (DOTPDQ) and the WestTool Sort Questionnaire. The information obtained was further consolidated by comparing the results from the interview to three construction sites and training guidelines from the formwork carpentry training centers. The triangulation of the data formulated a job profile of formwork carpenters. The results from the DOTPDQ revealed that workers' work demands were standing, walking, pushing, pulling, reaching, climbing, balancing, stooping, crouching, lifting, carrying, handling and near acuity. This produced an agreement of 84.6% with the original DOT. A discrepancy was found in the demands of kneeling, fingering, far acuity and depth perception. The discrepancy between the data from the United States and local appeared to be minimal. It was thus inferred that the DOT-based job profile was largely valid for describing formwork carpentry in Hong Kong. In-depth analysis should be conducted to further substantiate the validity of utilizing the DOT system for other job types and their physical demands.

EFFECT OF JOB SKILLS TRAINING ON EMPLOYMENT AND JOB SEEKING BEHAVIORS IN AN AMERICAN INDIAN SUBSTANCE ABUSE TREATMENT SAMPLE

PubMed Central

Foley, K.; Pallas, D.; Forcehimes, A. A.; Houck, J. M.; Bogenschutz, M. P.; Keyser-Marcus, L.; Svikis, D.

2011-01-01

Employment difficulties are common among American Indian individuals in substance abuse treatment. To address this problem, the Southwest Node of NIDA’s Clinical Trials Network conducted a single-site adaptation of its national Job Seekers Workshop study in an American Indian treatment program, Na’Nizhoozhi Center (NCI). 102 (80% men, 100% American Indian) participants who were in residential treatment and currently unemployed were randomized to (1) a three session, manualized program (Job seekers workshop: JSW) or (2) a 40-minute Job Interviewing Video: JIV). Outcomes were assessed at 3-month follow up: 1) number of days to a new taxed job or enrollment in a job-training program, and 2) total hours working or enrolled in a job-training program. No significant differences were found between the two groups for time to a new taxed job or enrollment in a job-training program. There were no significant differences between groups in substance use frequency at 3-month follow-up. These results do not support the use of the costly and time-consuming JSW intervention in this population and setting. Despite of the lack of a demonstrable treatment effect, this study established the feasibility of including a rural American Indian site in a rigorous CTN trial through a community-based participatory research approach. PMID:21818173

3D-printed aortic stenosis model with fragile and crushable calcifications for off-the-job training and surgical simulation.

PubMed

Shirakawa, Takashi; Yoshitatsu, Masao; Koyama, Yasushi; Mizoguchi, Hiroki; Toda, Koichi; Sawa, Yoshiki

2018-05-14

Surgical simulation devices can be helpful and cost-effective adjuncts to on-the-job training. In this tutorial we present our method for creating an aortic stenosis model with realistically fragile and crushable calcifications, using modern 3D-printing techniques.  The model can be used for training and surgical simulation and is an effective aid to learning for young cardiovascular surgeons. © The Author 2016. Published by MMCTS on behalf of the European Association for Cardio-Thoracic Surgery. All rights reserved.

Enhanced job control language procedures for the SIMSYS2D two-dimensional water-quality simulation system

USGS Publications Warehouse

Karavitis, G.A.

1984-01-01

The SIMSYS2D two-dimensional water-quality simulation system is a large-scale digital modeling software system used to simulate flow and transport of solutes in freshwater and estuarine environments. Due to the size, processing requirements, and complexity of the system, there is a need to easily move the system and its associated files between computer sites when required. A series of job control language (JCL) procedures was written to allow transferability between IBM and IBM-compatible computers. (USGS)

Career Services | College of Engineering & Applied Science

Science.gov Websites

Engineering & Applied Science uses the university's PantherJobs to help students post resumes, search and ' resumes, post available positions and schedule interviews. Co-ops and Internships Co-ops and Internships

Screening Workers: An Examination and Analysis of Practice and Public Policy.

ERIC Educational Resources Information Center

Greenfield, Patricia A.; And Others

1989-01-01

Discusses methods of screening job applicants and issues raised by screening procedures.. Includes legal ramifications, current practices in Britain and the United States, future directions, and the employment interview. (JOW)

Sustainability and the local emergency manager.

PubMed

Jensen, Jessica; Chauvet, Regine Laurence

2014-01-01

The objective of this study was to explore how local county emergency managers conceptualize sustainability and apply the concept within their jobs. Qualitative, semistructured telephone and face-to-face interviews were used to collect data from a purposive and convenience sample of local county emergency managers. Interviews were conducted with Florida and North Dakota emergency managers. Twenty-five local county emergency managers participated in this study. The study demonstrated that there is a lack of definitional clarity in emergency manager conceptualizations of sustainability. Nevertheless, emergency managers apply the concept to their jobs in important ways. Emergency management has the opportunity to further define its role vis-à-vis sustainability and how it does so will have implications for the communities it serves, the professionals who will be tasked with it, and the educators who will support the development of future generations of emergency management professionals.

A study of education and KSAOs on career entry for product engineers: What employers really want

NASA Astrophysics Data System (ADS)

Thornburgh, James

The purpose of the study was to investigate the ways that employers of product engineers evaluate potential employees' job readiness, and which theories related to the education-work transaction are supported by practice. This study used a mixed methods approach and consisted of a state-wide survey (N=106) and local interviews (N=8). The results of the research indicate that attributes of both the Theory of Individual Differences and Credentialing Theory are present in the hiring practices of product engineers. Consistent with the Theory of Individual Differences, employers indicate they look for evidence of various job-related Knowledge, Skills, Abilities, and Other attributes (KSAOs) and they indicate they are willing to hire applicants who have less than a bachelor's degree. Consistent with Credentialing Theory, employers advertise a formal education minimum which represents only one way that individuals may learn to be an engineer. This study also confirmed prior research that most employers use primarily non-evidence based predictors to evaluate applicants. The primary initial screening predictors were experience, GPA, and major, while the primary finalist selection predictors were unstructured interviews, and applications, followed by structured interviews, job knowledge tests, and work sample test. Contrary to previous findings, this study did not find any major differences between what HR professionals, engineering managers, or other manager look for in terms of qualifications or what predictors they use when evaluating applicants for product engineer positions.

WORKING ENVIRONMENT AND JOB SATISFACTION AMONG HEALTH PROFESSIONAL WORKING AT A TERTIARY CARE HOSPITAL OF PAKISTAN.

PubMed

Aziz, Imrana; Kumar, Ramesh; Rathore, Anita; Lal, Manohr

2015-01-01

Work environment is believed to be a major factor for better performance of human resource for health in any organization. This study concentrated on multiple factors involved in job satisfaction was appraised to critique their efficient significance in calculation of the health professional liking. Factors included job matched with workers' skills/experience, incentives, supervision, administrator support; convenient work load, training, appreciation, low pay and job protection were major contributors in job satisfaction. A mix method study was done in 2014; an initial descriptive cross sectional survey was done followed by qualitative approach. Eighteen in-depth interviews with health care providers were conducted after taking written consent. Nodes, sub-nodes and final themes were generated during qualitative data analysis. Main findings and themes were, generated after making the nodes and sub-nodes from the most frequent responses. These themes were; absence of work pressure, work place safety, social support, learning opportunities, and employee influence on conditions and recognition individual or team efforts. Work environment is a major contributing factor towards job satisfaction among the health workers.

Filling the Holes: Work Schedulers as Job Crafters of Employment Practice in Long-Term Health Care

PubMed Central

Kossek, Ellen Ernst; Piszczek, Matthew M.; Mcalpine, Kristie L.; Hammer, Leslie B.; Burke, Lisa

2016-01-01

Although work schedulers serve an organizational role influencing decisions about balancing conflicting stakeholder interests over schedules and staffing, scheduling has primarily been described as an objective activity or individual job characteristic. The authors use the lens of job crafting to examine how schedulers in 26 health care facilities enact their roles as they “fill holes” to schedule workers. Qualitative analysis of interview data suggests that schedulers expand their formal scope and influence to meet their interpretations of how to manage stakeholders (employers, workers, and patients). The authors analyze variations in the extent of job crafting (cognitive, physical, relational) to broaden role repertoires. They find evidence that some schedulers engage in rule-bound interpretation to avoid role expansion. They also identify four types of schedulers: enforcers, patient-focused schedulers, employee-focused schedulers, and balancers. The article adds to the job-crafting literature by showing that job crafting is conducted not only to create meaningful work but also to manage conflicting demands and to mediate among the competing labor interests of workers, clients, and employers. PMID:27721517

Nurse Manager Behaviors That RNs Perceive to Affect Their Job Satisfaction.

PubMed

Feather, Rebecca A; Ebright, Patricia; Bakas, Tamilyn

2015-01-01

Nurse manager behaviors and job satisfaction are commonly addressed in the literature; however, registered nurse (RN) perceptions of nurse manager behaviors provide a unique perspective that may inform future strategies designed to enhance RN job satisfaction. In this paper, the perceptions of RNs were explored through focus groups to learn the behaviors of nurse managers that most influence RNs' job satisfaction. Five focus groups were conducted through semi-structured interviews of a total of 28 RNs to provide data that were coded through qualitative content analysis for themes. The findings provide nurse managers with data related to the perceptions of RNs and the behaviors of managers that influence job satisfaction. The findings identified two conceptual categories of RN perceptions of nurse manager behaviors: manager behaviors supportive of RNs (communication, respect, and feeling cared for) plus the RNs' perceived disconnect of work issues from the manager's role. Findings support past research in relation to the perceptions of RNs wanting to be respected, included in communication, and the need to feel cared for by nurse managers to have higher levels of job satisfaction. © 2014 Wiley Periodicals, Inc.

Combined exposures to workplace psychosocial stressors: relationships with mental health in a sample of NZ cleaners and clerical workers.

PubMed

Lilley, R; Lamontagne, A D; Firth, H

2011-05-01

A combined measure of two common psychosocial stressors, called job pressure has previously been shown to be strongly associated with poor mental health in high status workers. This study tests the generalizability of this association to lower status workers. A national random sample of cleaners and clerical workers was obtained from the New Zealand (NZ) electoral roll by occupational title (n = 596). Cross-sectional data on job stressors, demographics, and mental health (GHQ-12) was collected by computer-assisted telephone interviews. Combined exposure to low job control, high job demands, and job insecurity (high job pressure) was associated with markedly elevated odds (13-fold or higher) of poor mental health after adjustment for age, sex, occupation, and education. Combined with previous findings this suggests simultaneous exposure to more than one occupational psychosocial stressor may greatly increase the risk of poor mental health among both lower and higher status workers. This report adds to the larger literature in this area, supporting the need for expanded policy and practice intervention to reduce job stressors across the working population. Copyright © 2011 Wiley-Liss, Inc.

Employment, job strain, and preterm delivery among women in North Carolina.

PubMed Central

Brett, K M; Strogatz, D S; Savitz, D A

1997-01-01

OBJECTIVES: A population-based case-control study was conducted in central North Carolina to assess the relationship between occupational stress and preterm delivery. METHODS: Four hundred twenty-one women delivering infants before 37 weeks' gestation and 612 women delivering infants at term were interviewed a median of 6 months after delivery. Exposure information was collected for all jobs held for at least 1 month during pregnancy. RESULTS: Work in a "high strain" job (i.e., high demand and low control) was not associated with increased risk of preterm delivery compared with work in "low strain" jobs (all other combinations of job demand and control). Narrowing the exposure window to the third trimester did not modify the results. However, women who worked at a high-strain job full-time (odds ratio [OR] = 1.4, 95% confidence interval [CI] = 0.9, 2.0) or for 30 or more weeks (OR = 1.4, CI = 1.0, 2.2) had a modestly increased risk. Several analyses suggested that Black women were at greater risk from job strain than White women. CONCLUSIONS: This study suggests that chronic exposure during pregnancy to work characterized by high demand and low control may be modestly associated with preterm delivery. PMID:9103097

Harmful drinking after job loss: a stronger association during the post-2008 economic crisis?

PubMed

de Goeij, Moniek C M; Bruggink, Jan-Willem; Otten, Ferdy; Kunst, Anton E

2017-06-01

This study investigated, among the Dutch working population, whether job loss during the post-2008 economic crisis is associated with harmful drinking and whether this association is stronger than before the crisis. Repeated cross-sectional data from the Dutch Health Interview Survey 2004-2013 were used to define episodic drinking (≥6 glasses on 1 day ≥1/week) and chronic drinking (≥14 glasses/week for women and ≥21 for men). These data were linked to longitudinal data from tax registries, to measure the experience and duration of job loss during a 5-year working history. Before the crisis, job loss experience and duration were not associated with harmful drinking. During the crisis, job loss for more than 6 months was associated with episodic drinking [OR 1.40 (95% CI 1.01; 1.94)], while current job loss was associated with chronic drinking [OR 1.43 (95% CI 1.03; 1.98)]. These associations were most clear in men and different between the pre-crisis and crisis period (p interaction = 0.023 and 0.035, respectively). The results suggest that economic crises strengthen the potential impact of job loss on harmful drinking, predominately among men.

Hispanic construction workers and assertiveness training.

PubMed

Shrestha, Pramen P; Menzel, Nancy N

2014-01-01

Hispanic (Latino) construction workers experience disparities in occupational death and injury rates in the United States. The cultural value of respect for those in authority may hinder these workers from requesting safe working conditions from supervisors. To evaluate whether Hispanic construction workers in Las Vegas, Nevada found assertiveness training more useful than non-Hispanic trainees and whether or not they practiced this behavior at work after the training. An assertiveness training simulation was part of fall prevention classes offered to area construction workers. Eight weeks after the training, participants were interviewed by telephone about class topics they found most useful and whether or not they had made any subsequent behavior changes at work. More than half of the 760 fall prevention trainees completed telephone interviews. A smaller proportion of Hispanic trainees found assertiveness training to be useful (11%) than non-Hispanics (28%) (p⩽ 0.001). Only 2% of both groups identified practicing assertiveness at work. A large proportion of Hispanic trainees valued other knowledge more highly. They may weigh job security as more important than speaking up about safety issues, which might threaten their employment. Interventions to improve safety should focus instead on improving work safety climate and engineering controls.

A qualitative study of male dental hygienists' experiences after graduation.

PubMed

Faust, C C

1999-01-01

This report is part of a larger study undertaken in 1996 and 1997 for the author's doctoral dissertation. The study's purpose was to explore the experiences of male dental hygienists--focusing on their experiences before, during, and after graduation. The researcher interviewed 14 practicing male dental hygienists from east of the Mississippi River and one participant from the Midwest. Because of the length of the study, only their experiences following graduation from a dental hygiene program are discussed. Qualitative research methods were used to evaluate the information gained from the interviews, which entails analyzing interview transcripts and developing themes from the data. Four post-graduation themes emerged: participants experienced (1) no job-search difficulties, although some participants experienced minor problems with securing a position, most had little trouble in finding a job; (2) societal gender discrimination, mainly in relation to societal stereotypes about what men and women should do; (3) mixed feelings of acceptance by the profession, although most felt the profession accepting, there were some feelings of not belonging; and (4) career satisfaction, all but one of the participants felt satisfied with his career choice.

Working in the margins women's experiences of stress and occupational health problems in part-time and casual retail jobs.

PubMed

Zeytinogla, Isik Uurla; Seaton, M Bianca; Lillevik, Waheeda; Moruz, Josefina

2005-01-01

Women workers dominate the labor market of part-time and casual jobs in Canada and other industrialized countries, particularly in the retail trade and consumer services sector. However, research into the occupational health consequences of part-time and casual jobs for this large group of women workers is still in its early stages. Emerging evidence suggests that part-time and casual jobs contribute to stress and result in health problems for women. To learn about the impact of part-time and casual jobs on women's experiences of stress and their resulting physical and emotional health, we conducted interviews and focus groups with occupational health and safety union representatives and female workers in retail and consumer services. Results show that stress is a major occupational health problem for these women, due to the working conditions in part-time and casual jobs, the psychosocial work environment, and the gendered work environment in the retail trade and consumer services. Stress from part-time and casual jobs results in repetitive strain injuries, migraine headaches, and feelings of low self-esteem, low motivation, and job dissatisfaction for women. The disconcerting implication of our research is that part-time and casual employment comes at a cost for some women.

Jobs masonry in LHCb with elastic Grid Jobs

NASA Astrophysics Data System (ADS)

Stagni, F.; Charpentier, Ph

2015-12-01

In any distributed computing infrastructure, a job is normally forbidden to run for an indefinite amount of time. This limitation is implemented using different technologies, the most common one being the CPU time limit implemented by batch queues. It is therefore important to have a good estimate of how much CPU work a job will require: otherwise, it might be killed by the batch system, or by whatever system is controlling the jobs’ execution. In many modern interwares, the jobs are actually executed by pilot jobs, that can use the whole available time in running multiple consecutive jobs. If at some point the available time in a pilot is too short for the execution of any job, it should be released, while it could have been used efficiently by a shorter job. Within LHCbDIRAC, the LHCb extension of the DIRAC interware, we developed a simple way to fully exploit computing capabilities available to a pilot, even for resources with limited time capabilities, by adding elasticity to production MonteCarlo (MC) simulation jobs. With our approach, independently of the time available, LHCbDIRAC will always have the possibility to execute a MC job, whose length will be adapted to the available amount of time: therefore the same job, running on different computing resources with different time limits, will produce different amounts of events. The decision on the number of events to be produced is made just in time at the start of the job, when the capabilities of the resource are known. In order to know how many events a MC job will be instructed to produce, LHCbDIRAC simply requires three values: the CPU-work per event for that type of job, the power of the machine it is running on, and the time left for the job before being killed. Knowing these values, we can estimate the number of events the job will be able to simulate with the available CPU time. This paper will demonstrate that, using this simple but effective solution, LHCb manages to make a more efficient use of the available resources, and that it can easily use new types of resources. An example is represented by resources provided by batch queues, where low-priority MC jobs can be used as "masonry" jobs in multi-jobs pilots. A second example is represented by opportunistic resources with limited available time.

The influence of social networking web sites on the evaluation of job candidates.

PubMed

Bohnert, Daniel; Ross, William H

2010-06-01

This study investigated how the content of social networking Web site (SNW) pages influenced others' evaluation of job candidates. Students (N = 148) evaluated the suitability of hypothetical candidates for an entry-level managerial job. A 2 x 4 design was employed: résumés were either marginally qualified or well qualified for the job. SNW printouts reflected (a) an emphasis on drinking alcohol, (b) a family orientation, or (c) a professional orientation; participants in a control group received no Web page information. In addition to a main effect for résumé quality, applicants with either a family-oriented or a professional-oriented SNW were seen as more suitable for the job and more conscientious than applicants with alcohol-oriented SNW pages. They were more likely to be interviewed. If hired, they were also likely to be offered significantly higher starting salaries. Results are discussed in terms of implications for both managers and applicants.

The Wind Energy Workforce Gap in the United States

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

Tegen, Suzanne I; Keyser, David J

There are more than 100,000 jobs in the U.S. wind industry today, and the second-fastest growing job in the United States in 2017 was wind technician. A vibrant wind industry needs workers, and students who graduate from wind energy education and training programs need jobs. The goal of this research is to better understand the needs of wind-related businesses, education and training requirements, and the make-up of current and future domestic workforces. Educators are developing and training future workers. Educational institutions need to know which courses to provide to connect students with potential employers and to justify their wind energymore » programs by being able to place graduates into well-paying jobs. In interviews with 250 wind energy firms and 50 educational institutions, many respondents reported difficulty hiring qualified candidates, while many educational institutions reported graduates not finding jobs in the wind industry. We refer to this mismatch as the 'workforce gap.' This conference poster explores this gap.« less

The Development of an Officer Training School Board Score Prediction Method Using a Multi-Board Approach

DTIC Science & Technology

1991-03-01

forms: ". ..application blanks, biographical inventories , interviews, work sample tests, and intelligence, aptitude, and personality tests" (1:11...the grouping method, 3) the task method, and 4) the knowledge , skills, abilities (KSA) method. The point method of measuring training/experience assigns... knowledge , skills, abilities, and other characteristics which relate specifically to each job element (3:131). Interview. According to N. Schmitt

Proceedings of the Symposium on the Role of Behavioral Science in Physical Security (6th Annual) Held at Springfield, Virginia, 3-4 June l981

DTIC Science & Technology

1983-11-16

paper 22 V. Recommendations 23 A. General 23 B. Specific 23 Reference-s 24 7 I. INTRODUCTION A. BACKGROUND AND RATIONALE FOR THE PAPER The impact of...frequent shift changes. People reporting lower back pains indicated a reduction of symptoms when supervisors expressed support and emphasis of CCTV...survey. Approximately 40 people interviewed acknowledged requesting job change away from monitoring 18 tasks. The reasons stated for the job change

Endocrine surgery fellowship graduates past, present, and future: 8 years of early job market experiences and what program directors and trainees can expect.

PubMed

Krishnamurthy, Vikram D; Gutnick, Jesse; Slotcavage, Rachel; Jin, Judy; Berber, Eren; Siperstein, Allan; Shin, Joyce J

2017-01-01

Given the increasing number of endocrine surgery fellowship graduates, we investigated if expectations and job opportunities changed over time. American Association of Endocrine Surgeons (AAES) fellowship graduates, surgery department chairs, and physician recruiters were surveyed. Univariate analysis was performed with JMP Pro 12 software. We identified 141 graduates from 2008-2015; survey response rate was 72% (n = 101). Compared to earlier graduates, fewer academic opportunities were available for the recent graduates who intended to join them (P = .001). Unlike earlier graduates, recent graduates expected to also perform elective general surgery, which ultimately represented a greater percentage of their practices (both P < .05). Interview offers increased for recent graduates, but job offers decreased. Overall, 84% of graduates matched their intended practice type and 98% reported being satisfied. Reponses from graduates, department chairs, and physician recruiters highlighted opportunities to improve mentor involvement, job search strategies, and online job board utilization. The endocrine surgery job market has diversified resulting in more graduates entering nonacademic practices and performing general surgery. This rapid evolution supports future analyses of the job market and opportunities for job creation. Almost every graduate reported job satisfaction, which encourages graduates to consider joining both academic and nonacademic practices equally. Copyright © 2016 Elsevier Inc. All rights reserved.

Asynchronous Video Interviewing as a New Technology in Personnel Selection: The Applicant’s Point of View

PubMed Central

Brenner, Falko S.; Ortner, Tuulia M.; Fay, Doris

2016-01-01

The present study aimed to integrate findings from technology acceptance research with research on applicant reactions to new technology for the emerging selection procedure of asynchronous video interviewing. One hundred six volunteers experienced asynchronous video interviewing and filled out several questionnaires including one on the applicants’ personalities. In line with previous technology acceptance research, the data revealed that perceived usefulness and perceived ease of use predicted attitudes toward asynchronous video interviewing. Furthermore, openness revealed to moderate the relation between perceived usefulness and attitudes toward this particular selection technology. No significant effects emerged for computer self-efficacy, job interview self-efficacy, extraversion, neuroticism, and conscientiousness. Theoretical and practical implications are discussed. PMID:27378969

Employment Recruitment and Advertising Survey with Analysis: Part Two.

ERIC Educational Resources Information Center

Fleischmann, John; Olson, Ann V.

1986-01-01

Data resulting from a survey of institutional policies and practices for employee recruiting and interviewing and for job advertising are reported for public and private institutions with centralized and decentralized employment services. (MSE)

29 CFR 1607.17 - Policy statement on affirmative action (see section 13B).

Code of Federal Regulations, 2010 CFR

2010-07-01

.... Such elements include, but are not limited to, recruitment, testing, ranking certification, interview... group in question; (c) A systematic effort to organize work and redesign jobs in ways that provide...

41 CFR 60-3.17 - Policy statement on affirmative action (see section 13B).

Code of Federal Regulations, 2010 CFR

2010-07-01

..., recruitment, testing, ranking certification, interview, recommendations for selection, hiring, promotion, etc... question; (c) A systematic effort to organize work and redesign jobs in ways that provide opportunities for...

29 CFR 1607.17 - Policy statement on affirmative action (see section 13B).

Code of Federal Regulations, 2011 CFR

2011-07-01

.... Such elements include, but are not limited to, recruitment, testing, ranking certification, interview... group in question; (c) A systematic effort to organize work and redesign jobs in ways that provide...

41 CFR 60-3.17 - Policy statement on affirmative action (see section 13B).

Code of Federal Regulations, 2011 CFR

2011-07-01

..., recruitment, testing, ranking certification, interview, recommendations for selection, hiring, promotion, etc... question; (c) A systematic effort to organize work and redesign jobs in ways that provide opportunities for...

Qualitative exploration of the views of healthy living champions from pharmacies in England.

PubMed

Rutter, Paul; Vryaparj, Gursharan

2015-02-01

In England, the 'Healthy Living Pharmacy (HLP)' initiative has been trialed; positive outcomes led to national roll-out across England to 20 pathfinder sites. A HLP provides health promotion/prevention services through a structured framework to meet local population need. Non-pharmacist staff receive additional training so that they can provide these services, and are known as Healthy Living Champions (HLCs). To explore HLCs views on their role and to identify any barriers or facilitators in performing the role. Fourteen semi-structured face-to-face interviews were conducted during February and March 2013 in NHS Dudley, and analysed using the principles of content analysis. Three themes emerged from the interviews; HLC job role; training; and public awareness. HLC staff showed high levels of motivation, a strong desire to help people and felt a sense of personal reward, resulting in increased levels of job satisfaction. Training had improved their confidence but they still had reservations in offering services such as alcohol intervention and weight management. All believed that public awareness was low despite advertising. HLCs were positive toward their new role and derived job satisfaction from helping people to improve their health, although on-going training and support was perceived as important.

Simulation as a planning tool for job-shop production environment

NASA Astrophysics Data System (ADS)

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

2015-12-01

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

On the relation between personality and job performance of airline pilots.

PubMed

Hormann, H J; Maschke, P

1996-01-01

The validity of a personality questionnaire for the prediction of job success of airline pilots is compared to validities of a simulator checkflight and of flying experience data. During selection, 274 pilots applying for employment with a European charter airline were examined with a multidimensional personality questionnaire (Temperature Structure Scales; TSS). Additionally, the applicants were graded in a simulator checkflight. On the basis of training records, the pilots were classified as performing at standard or below standard after about 3 years of employment in the hiring company. In a multiple-regression model, this dichotomous criterion for job success can be predicted with 73.8% accuracy through the simulator checkflight and flying experience prior to employment. By adding the personality questionnaire to the regression equation, the number of correct classifications increases to 79.3%. On average, successful pilots score substantially higher on interpersonal scales and lower on emotional scales of the TSS.

Job satisfaction of people with intellectual disabilities: the role of basic psychological need fulfillment and workplace participation.

PubMed

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

2018-05-01

Knowledge on what contributes to job satisfaction of people with intellectual disabilities is limited. Using self-determination theory, we investigated whether fulfillment of basic psychological needs (i.e., autonomy, relatedness, competence) affected job satisfaction, and explored associations between workplace participation, need fulfillment and job satisfaction. A total of 117 persons with intellectual disabilities, recruited from a Dutch care organization, were interviewed on need fulfillment at work and job satisfaction. Data on workplace participation was obtained from staff. Questionnaires were based on well-established instruments. Basic psychological need fulfillment predicted higher levels of job satisfaction. Level of workplace participation was not associated with need fulfillment or job satisfaction. Allowing workers with intellectual disabilities to act with a sense of volition, feel effective, able to meet challenges, and connected to others is essential and contributes to job satisfaction. It is needed to pay attention to this, both in selection and design of workplaces and in support style. Implications for rehabilitation Knowledge on factors that contribute to job satisfaction is necessary to improve employment situations and employment success of people with intellectual disabilities. In order to achieve job satisfaction, it is essential that workplaces allow for fulfillment of the basic psychological needs for autonomy, relatedness, and competence of people with intellectual disabilities. People with intellectual disabilities are able to report on their needs and satisfaction, and it is important that their own perspective is taken into account in decisions regarding their employment situation.

The Florence Nightingale Effect: Organizational Identification Explains the Peculiar Link Between Others' Suffering and Workplace Functioning in the Homelessness Sector.

PubMed

Ferris, Laura J; Jetten, Jolanda; Johnstone, Melissa; Girdham, Elise; Parsell, Cameron; Walter, Zoe C

2016-01-01

Frontline employees in the helping professions often perform their duties against a difficult backdrop, including a complex client base and ongoing themes of crisis, suffering, and distress. These factors combine to create an environment in which workers are vulnerable to workplace stress and burnout. The present study tested two models to understand how frontline workers in the homelessness sector deal with the suffering of their clients. First, we examined whether relationships between suffering and workplace functioning (job satisfaction and burnout) would be mediated by organizational identification. Second, we examined whether emotional distance from clients (i.e., infrahumanization, measured as reduced attribution of secondary emotions) would predict improved workplace functioning (less burnout and greater job satisfaction), particularly when client contact is high. The study involved a mixed-methods design comprising interview (N = 26) and cross-sectional survey data (N = 60) with a sample of frontline staff working in the homelessness sector. Participants were asked to rate the level of client suffering and attribute emotions in a hypothetical client task, and to complete questionnaire measures of burnout, job satisfaction, and organizational identification. We found no relationships between secondary emotion attribution and burnout or satisfaction. Instead, we found that perceiving higher client suffering was linked with higher job satisfaction and lower burnout. Mediation analyses revealed a mediating role for identification, such that recognizing suffering predicted greater identification with the organization, which fully mediated the relationship between suffering and job satisfaction, and also between suffering and burnout. Qualitative analysis of interview data also resonated with this conceptualization. We introduce this novel finding as the 'Florence Nightingale effect'. With this sample drawn from the homelessness sector, we provide preliminary evidence for the proposition that recognizing others' suffering may serve to increase job satisfaction and reduce burnout - by galvanizing organizational identification.

The Florence Nightingale Effect: Organizational Identification Explains the Peculiar Link Between Others’ Suffering and Workplace Functioning in the Homelessness Sector

PubMed Central

Ferris, Laura J.; Jetten, Jolanda; Johnstone, Melissa; Girdham, Elise; Parsell, Cameron; Walter, Zoe C.

2016-01-01

Frontline employees in the helping professions often perform their duties against a difficult backdrop, including a complex client base and ongoing themes of crisis, suffering, and distress. These factors combine to create an environment in which workers are vulnerable to workplace stress and burnout. The present study tested two models to understand how frontline workers in the homelessness sector deal with the suffering of their clients. First, we examined whether relationships between suffering and workplace functioning (job satisfaction and burnout) would be mediated by organizational identification. Second, we examined whether emotional distance from clients (i.e., infrahumanization, measured as reduced attribution of secondary emotions) would predict improved workplace functioning (less burnout and greater job satisfaction), particularly when client contact is high. The study involved a mixed-methods design comprising interview (N = 26) and cross-sectional survey data (N = 60) with a sample of frontline staff working in the homelessness sector. Participants were asked to rate the level of client suffering and attribute emotions in a hypothetical client task, and to complete questionnaire measures of burnout, job satisfaction, and organizational identification. We found no relationships between secondary emotion attribution and burnout or satisfaction. Instead, we found that perceiving higher client suffering was linked with higher job satisfaction and lower burnout. Mediation analyses revealed a mediating role for identification, such that recognizing suffering predicted greater identification with the organization, which fully mediated the relationship between suffering and job satisfaction, and also between suffering and burnout. Qualitative analysis of interview data also resonated with this conceptualization. We introduce this novel finding as the ‘Florence Nightingale effect’. With this sample drawn from the homelessness sector, we provide preliminary evidence for the proposition that recognizing others’ suffering may serve to increase job satisfaction and reduce burnout – by galvanizing organizational identification. PMID:26858670

Occupational factors and subsequent major depressive and generalized anxiety disorders in the prospective French national SIP study.

PubMed

Niedhammer, Isabelle; Malard, Lucile; Chastang, Jean-François

2015-02-28

The literature has been extensive on the associations between psychosocial work factors and mental health. Nevertheless, the studies using prospective design, various concepts and more than one measurement point in time for these factors and diagnostic interview to assess mental disorders remain seldom in the literature. This study is an attempt to fill the gap in this topic. The study was based on a national representative sample of 4717 workers of the French working population (SIP survey), interviewed in 2006 and reinterviewed again in 2010 and free of mental disorders at baseline. Psychosocial work factors, measured in both 2006 and 2010, included: psychological demands, decision latitude, social support, reward, emotional demands, role conflict, ethical conflict, tensions with the public, job insecurity and work-life imbalance. Other occupational factors related to working time/hours and physical work environment were also studied. Major depressive (MDD) and generalized anxiety disorders (GAD) were measured using a standardised diagnostic interview (MINI). Covariates were age, occupation, marital status, having a child under 3 y, social support outside work and stressful life events. Multivariate analyses were performed using weighted logistic regression models. Using models taking all occupational factors into account simultaneously, low reward and job insecurity predicted MDD. Psychological demands, low reward, emotional demands and job insecurity were predictive of GAD. The more frequent the exposure to job insecurity, the higher the risk of MDD and GAD, and the more frequent the exposure to psychological demands and low reward, the higher the risk of GAD. No effect was observed for repeated exposure to occupational factors. Classical and emergent psychosocial work factors were predictive factors of depression and anxiety with dose-response associations in terms of frequency of exposure. More attention may be needed on emergent psychosocial work factors and frequent exposure to these factors.

The Role of Personality in Job Satisfaction Among Collegiate Athletic Trainers

PubMed Central

Eason, Christianne M.; Mazerolle, Stephanie M.; Monsma, Eva V.; Mensch, James M.

2015-01-01

Context  The degree to which an individual likes his or her job is known as job satisfaction. A person with higher job satisfaction is less likely to depart from a profession than a person with lower job satisfaction. Researchers studying job satisfaction among other allied health professionals suggest a personality component could explain why the reasons for departure can be so individual. Setting  Collegiate institutions. Objective  To determine the relationship between job satisfaction and personality among collegiate athletic trainers (ATs). Patients or Other Participants  A total of 202 ATs (68 [33.7%] men and 134 [66.3%] women), were recruited using the National Athletic Trainers' Association e-mail database. We excluded any AT from this study who worked outside of the collegiate setting. The response rate was 20.2%. Intervention(s)  Data were collected using a Web-based survey instrument consisting of 3 sections: (1) demographics, (2) job satisfaction survey, and (3) Big Five Personality Inventory. Main Outcome Measure(s)  Independent t tests were run to determine sex differences, and correlations were run to evaluate relationships between demographics and job satisfaction and between job satisfaction and personality. Results  Women reported higher levels of neuroticism than men. Extroversion and conscientiousness showed a weak positive relationship with job satisfaction. A moderate positive relationship was found between agreeableness and job satisfaction. A moderate negative relationship was noted between neuroticism and job satisfaction. Conclusions  Based on our findings, head ATs or other organizational leaders may consider using personality assessments during interview processes, or athletic training program directors may be able to better guide students interested in athletic training based on knowledge of their personalities. PMID:26599958

Stress Causing Factors Among Teachers in Elementary Schools and Their Relationship with Demographic and Job Characteristics

PubMed Central

Agai–Demjaha, Teuta; Minov, Jordan; Stoleski, Sasho; Zafirova, Beti

2015-01-01

BACKGROUND: Once high levels of work-related stress among teachers were confirmed many studies concentrated on identifying and investigating key stress factors among school teachers. Unfortunately there are very few researches made on stress causing factors among teachers in Republic of Macedonia. AIM: To determine the most frequent stress causing factors among teachers in elementary schools and to investigate their relationship with demographic and job characteristics. METHODOLOGY: We performed a descriptive-analytical model of a cross-sectional study which involved 300 teachers employed in nine elementary schools. Evaluation of examined subjects included completion of a specially designed questionnaire. RESULTS: Among six categories of factors that generate work related stress (job demands, control, relationships, role, changes and support) control and support had the highest mean scores. Within the control category the highest levels of perceived teacher’s work-related stress were caused by the following factors - changes in terms and conditions without consultation and given responsibility without the authority to take decisions. 141 out of the interviewed teachers (47%) have mentioned changes in terms and conditions without consultation as very stressful, while another 50 (16.67%) have reported it as stressful. 123 out of interviewed teachers (41%) have stated given responsibility without the authority to take decisions as very stressful, with another 105 (35%) have reported it as stressful. In the category support the highest levels of perceived teacher’s work-related stress were caused by stress factors - lack of funds/resources to do the job and limited or no access to training. Out of 300 interviewed teachers, 179 (59.67%) have reported lack of funds/resources to do the job as very stressful, while another 50 (16.67%) as stressful. There is no significant relationship between the stress factor limited or no access to training and demographic and job characteristics. CONCLUSION: Our findings confirm that within the control category, the highest levels of perceived teacher’s work-related stress were caused by changes in terms and conditions without consultation and given responsibility without the authority to take decisions, while in the category support, the same was true for stress factors lack of funds/resources to do the job and limited or no access to training. We have also concluded that the lower-grade school teachers, female teachers, teachers for whom this is the first job and teachers with university education perceive more often the lack of authority to take decisions as a very stressful factor than the upper-grade school teachers, male teachers, teachers previously employed in another workplace, and those with high education. The lower-grade school teachers, older teachers and teachers with university education perceive more often changes in education as a very stressful factor than the upper grade school teachers, younger teachers and those with high education. PMID:27275277

The effects of work organization on the health of immigrant manual workers: A longitudinal analysis.

PubMed

Arcury, Thomas A; Chen, Haiying; Mora, Dana C; Walker, Francis O; Cartwright, Michael S; Quandt, Sara A

2016-01-01

This analysis uses a longitudinal design to examine the associations of work organization and health outcomes among Latino manual workers. Participants included 247 Latino workers who completed baseline and 1-year follow-up interviews and clinical examinations. Health outcome measures were epicondylitis, rotator cuff syndrome, back pain, and depressive symptoms. Independent measures were measures of job demand, job control, and job support. Workers commonly experienced rotator cuff syndrome (6.5%), back pain (8.9%), and depressive symptoms (11.2%); fewer experienced epicondylitis (2.4%). Psychological demand was associated with rotator cuff syndrome; awkward position and decision latitude were associated with back pain. Decreased skill variety but increased decision latitude was associated with elevated depressive symptoms. Work context factors are important for health outcomes among vulnerable workers. Further research is needed to expand upon this work, particularly cultural perspectives on job support.

Association of Job Stressors With Panic Attack and Panic Disorder in a Working Population in Japan: A Cross-Sectional Study.

PubMed

Asai, Yumi; Imamura, Kotaro; Kawakami, Norito

2017-06-01

This study aimed to investigate associations of job stressors with panic attack (PA) and panic disorder (PD) among Japanese workers. A cross-sectional online questionnaire survey was conducted of 2060 workers. Job strain, effort/reward imbalance, and workplace social support were measured by the job content questionnaire and effort/reward imbalance questionnaire. These variables were classified into tertiles. PA/PD were measured by self-report based on the mini international neuropsychiatric interview (MINI). Multiple logistic regression was conducted, adjusting for demographic, lifestyle, and health-related covariates. Data from 1965 participants were analyzed. Adjusted odds ratio (OR) of PA/PD was significantly greater for the group with high effort/reward imbalance compared with the group with low effort/reward imbalance (ORs, 2.64 and 2.94, respectively, both P < 0.05). This study found effort/reward imbalance was associated with having PA/PD among Japanese workers.

Is Insecurity Worse for Well-Being in Turbulent Times? Mental Health in Context

PubMed Central

Lam, Jack; Fan, Wen; Moen, Phyllis

2014-01-01

Using General Social Survey data, we examine whether any association between job insecurity and well-being is contingent on economic climate (comparing those interviewed in turbulent 2010 vs. pre-recessionary 2006), as well as income and gender. We find respondents with higher levels of job insecurity in 2010 reported lower levels of happiness compared to those similarly insecure in 2006. The positive relationship between job insecurity and days of poor mental health becomes more pronounced for those in the 3rd quartile of personal income in 2010, suggesting middle-class vulnerability during the economic downturn. Men (but not women) with higher insecurity report more days of poor mental health in both 2006 and 2010. These findings reinforce a “cycles of control” theoretical approach, given the mental health-job insecurity relationship is heightened for workers in turbulent times. PMID:25436177

Influence of Teamwork on Health Care Workers' Perceptions About Care Delivery and Job Satisfaction.

PubMed

Dahlke, Sherry; Stahlke, Sarah; Coatsworth-Puspoky, Robin

2018-04-01

The aim of the current study was to examine the nature of teamwork in care facilities and its impact on the effectiveness of care delivery to older adults and job satisfaction among health care workers. A focused ethnography was conducted at two care facilities where older adults reside. Analysis of interviews with 22 participants revealed perceptions of teamwork and understandings about facilitators of and barriers to effective teamwork. Participants indicated that team relationships impacted care provided and job satisfaction. Participants also identified trust and reciprocity, communication, and sharing a common goal as critical factors in effective teamwork. In addition, participants identified the role of management as important in setting the tone for teamwork. Future research is needed to understand the complexity of supporting teamwork in residential settings given the challenges of culture, diversity, and individuals working multiple jobs. [Journal of Gerontological Nursing, 44(4), 37-44.]. Copyright 2018, SLACK Incorporated.

Job experiences of personal assistants employed in a consumer-directed personal assistance services programs.

PubMed

Clark, Mary J; Hagglund, Kristofer J; Stout, Brian J

2004-01-01

The demand for personal assistants for persons with disabilities is outpacing the supply. The objective of this pilot project was to describe the training and supervision needs of personal assistants, the nature of the assistant-consumer relationship, and the job satisfaction associated with being employed as a personal assistant. Telephone interviews were conducted with 24 personal assistants. All of the participants reported being competent and well trained in their work and 79% of the participants reported being very satisfied with their work as a personal assistant. All also reported they had an opportunity to accomplish something worthwhile in their jobs. Participants reported high levels of satisfaction with their relationship with their employers and with their jobs in general, despite dissatisfaction with low wages. Further research is needed to identify strategies for increasing the supply of personal assistants, who are pivotal to helping consumers maintain their independence.

Developing An Internship Program.

ERIC Educational Resources Information Center

Chase, Valerie

1984-01-01

Provided are suggestions for developing museum/aquarium internship programs. These include writing detailed job descriptions, advertising, designing application forms asking all the information needed, supervising the interns, interviewing applicants as they were applying for a paid position, and others. (JN)

Books for the Career Counselor's Bookshelf.

ERIC Educational Resources Information Center

Career Planning and Adult Development Journal, 1990

1990-01-01

This special issue contains 29 signed book reviews on the following topics: job search, educational planning (financial aid and college guides), career counseling, interview preparation, career planning and development, outplacement, and retirement preparation. Publishers' addresses are provided. (SK)

AGU Career Center attracts hundreds of Fall Meeting attendees

NASA Astrophysics Data System (ADS)

Cooper, Paul

2012-02-01

The poster hall of the 2011 AGU Fall Meeting was the venue not only for scientific discussion and exchange of ideas—Fall Meeting attendees also explored new career opportunities and received career advice at AGU's Career Center. For many years, recruiters and hiring managers have found ideal candidates for open positions during the AGU Fall Meeting through the Career Center. Last year was no exception: Recruiters browsed resumés, visited posters, and attended talks to find talented individuals to interview during the week. In addition, hundreds of meeting attendees looking for a new job or a postdoc position visited the Career Center and checked the online AGU Career Center job board to request interviews. Career counselor Alaina Levine of Quantum Success Solutions gave private one-on-one career advice to 47 meeting attendees, making sure that each individual she counseled left the session with clearer career objectives and tactics to bring these objectives to fruition.

Empowerment in school nursing practice: a grounded theory approach.

PubMed

Broussard, Lisa

2007-12-01

Professional empowerment is vital to nurses' productivity and job satisfaction. A grounded theory study was conducted to describe the basic social process experienced by school nurses in relation to professional empowerment. Interviews with 10 school nurses led to the development of a situation-specific theory of school nurse empowerment, Making a Difference: The Role of the School Nurse in the Health of Children in Schools. This theory was derived from four theoretical constructs: (a) enlisting support, (b) getting through the day, (c) maintaining control over practice, and (d) adjusting to challenges. Interviews revealed that knowing at the end of each school day that they made a difference in the health of children resulted in feelings of empowerment. Participants cited various areas in which their sense of empowerment was limited, including salaries and workload. Despite these issues, they believed they had a positive impact on the health of children, leading to job satisfaction and feelings of value.

AIP Career Pathways

NASA Astrophysics Data System (ADS)

Palchak, Amanda

2012-02-01

American Institute of Physics (AIP) Career Pathways is a new project funded by the National Science Foundation. One of the goals of AIP Career Pathways is to prepare students to compete for Science, Technology, Engineering, and Mathematics (STEM) careers with a bachelor's degree in physics. In order to do so, I reviewed and compiled useful resources on finding a STEM career with a bachelor's degree in physics. These resources not only supply the job seeker with job postings in STEM careers but also provide them with information on resumes, interviewing skills, and networking. Recently at the 2011 Industrial Physics Forum, I interviewed companies in the private sector to obtain a unique perspective on what types of skills potential employers expect an applicant to posses with a bachelor's degree in physics. Ultimately, these components will be used as supplements at student career workshops held at annual Society of Physics Students Zone Meetings.

[Identification of psychosocial problems in patients with Hansen's disease by analysis of computerized resources].

PubMed

Helene, L M; Rocha, M T

1998-10-01

The purpose of this study was to identify leprosy patients' psychosocial problems experienced after they were informed about their diagnosis. We focused attention upon concerns and behavioral changes related to their families, friends, jobs and to themselves. Data were obtained by a two opened questions interview and they were analysed with the aid of artificial intelligence techniques. These intelligence tools were used to discover the most frequent words, phrases and concepts existing in the interview reports. The results showed that after being informed about their diagnosis, the majority of the patients referred some concerns and behavioral changes related to their families, friends, jobs and to themselves. The main concerns of the population were related to the disease (transmission, the treatment extension, the possibility of hospitalization, the uncertainty about the cure). These facts induced some of the patients to avoid telling people about the disease they have.

Characterizing the nature of home care work and occupational hazards: a developmental intervention study.

PubMed

Markkanen, Pia; Quinn, Margaret; Galligan, Catherine; Sama, Susan; Brouillette, Natalie; Okyere, Daniel

2014-04-01

Home care (HC) aide is the fastest growing occupation, yet job hazards are under-studied. This study documents the context of HC aide work, characterizes occupational safety and health (OSH) hazards, and identifies preventive interventions using qualitative methods. We conducted 12 focus groups among aides and 26 in-depth interviews comprising 15 HC agency, union, and insurance company representatives as well as 11 HC recipients in Massachusetts. All focus groups and interviews were audio-recorded, transcribed, and coded with NVIVO software. Major OSH concerns were musculoskeletal disorders from client care tasks and verbal abuse. Performing tasks beyond specified job duties may be an OSH risk factor. HC aides' safety and clients' safety are closely linked. Client handling devices, client evaluation, care plan development, and training are key interventions for both aides' and clients' safety. Promoting OSH in HC is essential for maintaining a viable workforce. © 2013 Wiley Periodicals, Inc.

Career Skills Workshop: Achieving Your Goals Through Effective Communication

NASA Astrophysics Data System (ADS)

2017-01-01

Physics students graduate with a huge array of transferrable skills, which are extremely useful to employers (particularly in the private sector, which is the largest employment base of physicists at all degree levels). However, the key to successfully connecting with these opportunities lies in how well graduates are able to communicate their skills and abilities to potential employers. The ability to communicate effectively is a key professional skill that serves scientists in many contexts, including interviewing for jobs, applying for grants, or speaking with law and policy makers. In this interactive workshop, Crystal Bailey (Careers Program Manager at APS) and Gregory Mack (Government Relations Specialist at APS) will lead activities to help attendees achieve their goals through better communication. Topics will include writing an effective resume, interviewing for jobs, and communicating to different audiences including Congress, among others. Light refreshments will be served.

Interpersonal relations and nurses' job satisfaction through knowledge and usage of relational skills.

PubMed

Lapeña-Moñux, Yolanda Raquel; Cibanal-Juan, Luis; Maciá-Soler, M Loreto; Orts-Cortés, M Isabel; Pedraz-Marcos, Azucena

2015-11-01

Many interpersonal labor disputes stem from the lack of communication skills and the relational problems in the interactions between health professionals. A qualitative study was conducted in a Spanish hospital in order to get to know how the communicative interaction between hospital nurses is like in relation to the nurses' interpersonal interaction and communication skills developed in their working relationships. Twenty-one hospital nurses between 29 and 55 years old, working in different wards, were interviewed. Open-ended interview discourses were transcribed verbatim and analyzed using qualitative content analysis. The following four key themes were analyzed: communication and sender; communication and awareness of who has the problem; non-verbal communication; communication and recipient. The results of this study highlight the need to broaden nurses' relational-communication skills in order to increase job satisfaction. Copyright © 2015 Elsevier Inc. All rights reserved.

Walking the talk: how effective boards accelerate performance. Interview by Elizabeth Preiss, Ron Shulman, and Patrick O'Callaghan.

PubMed

Bisson, A; Blais, B; Cullen, M; Gagné-Koch, G; Hassen, P C; Hearn, A; Tegenfeldt, J H

1993-01-01

The interviews demonstrated the belief that boards are accountable for ensuring the effective performance of their organizations. A board's obligation and authority is not limited to recruiting, appointing and replacing the organization's CEO and officers. It must also guide, shape, improve and reward what people do on the job. Performance management is not a simple process. It depends on a number of contributing factors operating in concert. To perform well, people must understand what is expected of them, their work context and their role. They must receive appropriate feedback on how they are doing from someone whom they respect and trust, someone with insight into their jobs and authority to manage them. The board's ability and obligation to contribute leadership, to be the primary force steering the organization, rests on the effectiveness with which it is able to play the performance management role.

Police officers' collaboration with rape victim advocates: barriers and facilitators.

PubMed

Rich, Karen; Seffrin, Patrick

2013-01-01

Secondary victimization may occur when rape victims make police reports. This can compromise the quality of official statements and jeopardize criminal cases. Rape reporters receive better treatment by police officers when advocates are involved and best practice police work includes such collaboration. Studies of advocates have described tension, role confusion, and poor communication with police officers. Many variables, including rape myth acceptance (RMA) and training on sexual assault dynamics, may affect officers' collaboration with advocates. There were 429 police officers who responded to a survey measuring their victim interviewing skill, formal training about rape, years on the job, number of victims known personally, number of recent rape cases, RMA, and collaboration with advocates. Results suggest that officers' interviewing skill, years on the job, and specific training are related to collaboration with victim advocates on rape cases. Professional, rather than personal, variables were most predictive of collaboration. Implications for officer selection and training are explored.

Arthritis symptoms, the work environment, and the future: measuring perceived job strain among employed persons with arthritis.

PubMed

Gignac, Monique A M; Sutton, Deborah; Badley, Elizabeth M

2007-06-15

To develop a measure of job strain related to differing aspects of working with arthritis and to examine the demographic, illness, work context, and psychosocial variables associated with it. Study participants were 292 employed individuals with osteoarthritis or inflammatory arthritis. Participants were from wave 3 of a 4-wave longitudinal study examining coping and adaptation efforts used to remain employed. Participants completed an interview-administered structured questionnaire, including a Chronic Illness Job Strain Scale (CIJSS) and questions on demographic (e.g., age, sex), illness and disability (e.g., disease type, pain, activity limitations), work context (e.g., job type, job control), and psychosocial variables (e.g., arthritis-work spillover, coworker/managerial support, job perceptions). Principal component analysis and multiple linear regression were used to analyze the data. A single factor solution emerged for the CIJSS. The scale had an internal reliability of 0.95. Greater job strain was reported for future uncertainty, balancing multiple roles, and difficulties accepting the disease than for current workplace conditions. Participants with inflammatory arthritis, more frequent severe pain, greater workplace activity limitations, fewer hours of work, less coworker support, and greater arthritis-work spillover reported greater job strain. The findings underscore the diverse areas that contribute to perceptions of job strain and suggest that existing models of job strain do not adequately capture the stress experienced by individuals working with chronic illnesses or the factors associated with job strain. Measures similar to the CIJSS can enhance the tools researchers and clinicians have available to examine the impact of arthritis in individuals' lives.

The Recent Pathology Residency Graduate Job Search Experience: A Synthesis of 5 Years of College of American Pathologists Job Market Surveys.

PubMed

Gratzinger, Dita; Johnson, Kristen A; Brissette, Mark D; Cohen, David; Rojiani, Amyn M; Conran, Richard M; Hoffman, Robert D; Post, Miriam D; McCloskey, Cindy B; Roberts, Cory A; Domen, Ronald E; Talbert, Michael L; Powell, Suzanne Z

2018-04-01

- Pathology residents and fellows tailor their training and job search strategies to an actively evolving specialty in the setting of scientific and technical advances and simultaneous changes in health care economics. - To assess the experience and outcome of the job search process of pathologists searching for their first non-fellowship position. - The College of American Pathologists (CAP) Graduate Medical Education Committee has during the past 5 years sent an annual job search survey each June to CAP junior members and fellows in practice 3 years or less who have actively searched for a non-fellowship position. - Job market indicators including job interviews, job offers, positions accepted, and job satisfaction have remained stable during the 5 years of the survey. Most survey respondents who had applied for at least 1 position had accepted a position at the time of the survey, and most applicants who had accepted a position were satisfied or very satisfied. However, most attested that finding a non-fellowship position was difficult. Despite a perceived push toward subspecialization in surgical pathology, the reported number of fellowships completed was stable. Respondent demographics were not associated with job search success with 1 significant exception: international medical school graduate respondents reported greater perceived difficulty in finding a position, and indeed, fewer reported having accepted a position. - Pathology residents and fellows seeking their first position have faced a relatively stable job market during the last 5 years, with most accepting positions with which they were satisfied.

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.

Thread scheduling for GPU-based OPC simulation on multi-thread

NASA Astrophysics Data System (ADS)

Lee, Heejun; Kim, Sangwook; Hong, Jisuk; Lee, Sooryong; Han, Hwansoo

2018-03-01

As semiconductor product development based on shrinkage continues, the accuracy and difficulty required for the model based optical proximity correction (MBOPC) is increasing. OPC simulation time, which is the most timeconsuming part of MBOPC, is rapidly increasing due to high pattern density in a layout and complex OPC model. To reduce OPC simulation time, we attempt to apply graphic processing unit (GPU) to MBOPC because OPC process is good to be programmed in parallel. We address some issues that may typically happen during GPU-based OPC simulation in multi thread system, such as "out of memory" and "GPU idle time". To overcome these problems, we propose a thread scheduling method, which manages OPC jobs in multiple threads in such a way that simulations jobs from multiple threads are alternatively executed on GPU while correction jobs are executed at the same time in each CPU cores. It was observed that the amount of GPU peak memory usage decreases by up to 35%, and MBOPC runtime also decreases by 4%. In cases where out of memory issues occur in a multi-threaded environment, the thread scheduler was used to improve MBOPC runtime up to 23%.

Hobby or job? Mexican female health workers.

PubMed

Harrison, M E

1994-01-01

A critical analysis of the role and status of female health workers in the primary health care service (PHC) of the Secretary of Health in the Federal District of Mexico is presented. Women are key workers in the health service; however, since the creation of the PHC service, women appear to have been kept in low-pay, low-status jobs. Data from questionnaires and in-depth interviews with female health workers in the Federal District illustrate the situation. Female health workers' status is determined by the structure and operation of the PHC system; by family and personal needs; by the cultural context of Mexican society; and by the fact that some female health workers view their job as a hobby, placing family considerations above career enhancement.

Trick Simulation Environment 07

NASA Technical Reports Server (NTRS)

Lin, Alexander S.; Penn, John M.

2012-01-01

The Trick Simulation Environment is a generic simulation toolkit used for constructing and running simulations. This release includes a Monte Carlo analysis simulation framework and a data analysis package. It produces all auto documentation in XML. Also, the software is capable of inserting a malfunction at any point during the simulation. Trick 07 adds variable server output options and error messaging and is capable of using and manipulating wide characters for international support. Wide character strings are available as a fundamental type for variables processed by Trick. A Trick Monte Carlo simulation uses a statistically generated, or predetermined, set of inputs to iteratively drive the simulation. Also, there is a framework in place for optimization and solution finding where developers may iteratively modify the inputs per run based on some analysis of the outputs. The data analysis package is capable of reading data from external simulation packages such as MATLAB and Octave, as well as the common comma-separated values (CSV) format used by Excel, without the use of external converters. The file formats for MATLAB and Octave were obtained from their documentation sets, and Trick maintains generic file readers for each format. XML tags store the fields in the Trick header comments. For header files, XML tags for structures and enumerations, and the members within are stored in the auto documentation. For source code files, XML tags for each function and the calling arguments are stored in the auto documentation. When a simulation is built, a top level XML file, which includes all of the header and source code XML auto documentation files, is created in the simulation directory. Trick 07 provides an XML to TeX converter. The converter reads in header and source code XML documentation files and converts the data to TeX labels and tables suitable for inclusion in TeX documents. A malfunction insertion capability allows users to override the value of any simulation variable, or call a malfunction job, at any time during the simulation. Users may specify conditions, use the return value of a malfunction trigger job, or manually activate a malfunction. The malfunction action may consist of executing a block of input file statements in an action block, setting simulation variable values, call a malfunction job, or turn on/off simulation jobs.

Coping and compromise: a qualitative study of how primary health care providers respond to health reform in China.

PubMed

Zhang, Mingji; Wang, Wei; Millar, Ross; Li, Guohong; Yan, Fei

2017-08-04

Health reform in China since 2009 has emphasized basic public health services to enhance the function of Community Health Services as a primary health care facility. A variety of studies have documented these efforts, and the challenges these have faced, yet up to now the experience of primary health care (PHC) providers in terms of how they have coped with these changes remains underdeveloped. Despite the abundant literature on psychological coping processes and mechanisms, the application of coping research within the context of human resources for health remains yet to be explored. This research aims to understand how PHC providers coped with the new primary health care model and the job characteristics brought about by these changes. Semi-structured interviews with primary health care workers were conducted in Jinan city of Shandong province in China. A maximum variation sampling method selected 30 PHC providers from different specialties. Thematic analysis was used drawing on a synthesis of theories related to the Job Demands-Resources model, work adjustment, and the model of exit, voice, loyalty and neglect to understand PHC providers' coping strategies. Our interviews identified that the new model of primary health care significantly affected the nature of primary health work and triggered a range of PHC providers' coping processes. The results found that health workers perceived their job as less intensive than hospital medical work but often more trivial, characterized by heavy workload, blurred job description, unsatisfactory income, and a lack of professional development. However, close relationship with community and low work pressure were satisfactory. PHC providers' processing of job demands and resources displayed two ways of interaction: aggravation and alleviation. Processing of job demands and resources led to three coping strategies: exit, passive loyalty, and compromise with new roles and functions. Primary health care providers employed coping strategies of exit, passive loyalty, and compromise to deal with changes in primary health work. In light of these findings, our paper concludes that it is necessary for the policymakers to provide further job resources for CHS, and involve health workers in policy-making. The introduction of particular professional training opportunities to support job role orientation for PHC providers is advocated.

The culture of patient safety in an Iranian intensive care unit.

PubMed

Abdi, Zhaleh; Delgoshaei, Bahram; Ravaghi, Hamid; Abbasi, Mohsen; Heyrani, Ali

2015-04-01

To explore nurses' and physicians' attitudes and perceptions relevant to safety culture and to elicit strategies to promote safety culture in an intensive care unit. A strong safety culture is essential to ensure patient safety in the intensive care unit. This case study adopted a mixed method design. The Safety Attitude Questionnaire (SAQ-ICU version), assessing the safety climate through six domains, was completed by nurses and physicians (n = 42) in an academic intensive care unit. Twenty semi-structured interviews and document analyses were conducted as well. Interviews were analysed using a framework analysis method. Mean scores across the six domains ranged from 52.3 to 72.4 on a 100-point scale. Further analysis indicated that there were statistically significant differences between physicians' and nurses' attitudes toward teamwork (mean scores: 64.5/100 vs. 52.6/100, d = 1.15, t = 3.69, P < 0.001) and job satisfaction (mean scores: 78.2/100 vs. 57.7/100, d = 1.5, t = 4.8, P < 0.001). Interviews revealed several safety challenges including underreporting, failure to learn from errors, lack of speaking up, low job satisfaction among nurses and ineffective nurse-physician communication. The results indicate that all the domains need improvements. However, further attention should be devoted to error reporting and analysis, communication and teamwork among professional groups, and nurses' job satisfaction. Nurse managers can contribute to promoting a safety culture by encouraging staff to report errors, fostering learning from errors and addressing inter-professional communication problems. © 2013 John Wiley & Sons Ltd.

The logic of job-sharing in the provision and delivery of health care.

PubMed

Branine, M

1998-01-01

By definition the practice of job-sharing starts from the premiss that there is a full-time job to be shared by those who want to balance their work with other commitments. In a public sector institution, such as the National Health Service (NHS), where most employees are female, it seems logical to believe that a job-sharing policy would be able to promote equal opportunities, to increase employee job satisfaction and to reduce labour costs. Hence, this paper attempts to discuss the advantages and disadvantages of having a job-sharing policy, and to analyse the reasons for the limited number of job-sharers in the NHS despite the apparent benefits of job-sharing to both the employees and the employer. This study was carried out in 15 NHS Trusts in northern England and Scotland, by the use of questionnaires and interviews, and found that most NHS managers did not see the practice of job-sharing as a major cost-saving opportunity or as a working pattern that would enhance employee satisfaction and commitment. They saw job-sharing as just a routine equal opportunities request which did not deserve such managerial attention or long-term strategic thinking. It is argued in this paper that job-sharing is a potentially useful option against a background of demographic and other social and economic changes which require the development and use of long-term strategic policies. Therefore it is concluded that, in the NHS, there is a need for a more active and creative approach to job-sharing rather than the reactive and passive approach that has dominated the practice so far.

The logic of job-sharing in the provision and delivery of health care.

PubMed

Branine, M

1998-01-01

By definition the practice of job-sharing starts from the premiss that there is a full-time job to be shared by those who want to balance their work with other commitments. In a public sector institution, such as the National Health Service (NHS), where most employees are female, it seems logical to believe that a job-sharing policy would be able to promote equal opportunities, to increase employee job satisfaction and to reduce labour costs. Hence, this paper attempts to discuss the advantages and disadvantages of having a job-sharing policy, and to analyse the reasons for the limited number of job-sharers in the NHS despite the apparent benefits of job-sharing to both the employees and the employer. This study was carried out in 15 NHS Trusts in northern England and Scotland, by the use of questionnaires and interviews, and found that most NHS managers did not see the practice of job-sharing as a major cost-saving opportunity or as a working pattern that would enhance employee satisfaction and commitment. They saw job-sharing as just a routine equal opportunities request which did not deserve such managerial attention or long-term strategic thinking. It is argued in this paper that job-sharing is a potentially useful option against a background of demographic and other social and economic changes which require the development and use of long-term strategic policies. Therefore, it is concluded that, in the NHS, there is a need for a more active and creative approach to job-sharing, rather than the reactive and passive approach that has dominated the practice so far.

Association of Job Insecurity with Health Risk Factors and Poorer Health in American Workers.

PubMed

Khubchandani, Jagdish; Price, James H

2017-04-01

Perceived job insecurity and health risk factors have not been well studied in the United States (US) workforce. The purpose of this study was to assess the association of specific health risk factors and morbidities with perceived job insecurity in a large national random sample of working adults in the US. The National Health Interview Survey data were analyzed for this study. We computed the prevalence of perceived job insecurity by demographic characteristics and tested the relative association between perceived job insecurity and selected health risk factors using logistic regression analysis with adjusted odds ratios (AORs). A total of 17,441 working adults were included in the study: 75 % Whites, 51.5 % females, 73.3 % worked for a private company, and 82.6 % were 25-64 years of age. One in three (33 %) workers perceived their job to be insecure. Those who reported job insecurity had significantly higher odds of: being obese, sleeping less than 6 h/day, smoking every day, having work loss days >2 weeks, and worsening of general health in the past year. Job insecure individuals had a likelihood of serious mental illness within the past 30 days almost five times higher than those who were not job insecure. In addition, job insecure individuals were significantly more likely to report pain conditions (i.e. headaches, neck pain, and low back pain), and lifetime histories of having ulcers, diabetes, hypertension, angina pectoris, and coronary heart diseases. Job insecurity is associated with poor health and health risk behaviors in American adults. Potential interventions to address job insecurity and improve the health and well-being of working adults have been discussed based on study findings.

Workplace characteristics and work disability onset for men and women.

PubMed

Crimmins, Eileen M; Hayward, Mark D

2004-01-01

This paper investigates the association between job characteristics and work disability among men and women in older working ages in the United States. We examine whether the association persists when controlling for major chronic disease experience. We also address whether job characteristics are ultimately associated with the receipt of disability benefits. Data are from the Health and Retirement Survey and are nationally representative of noninstitutionalized persons 51-61 in 1992. Disability onset is estimated using a hazard modeling approach for those working at wave 1 (N = 5,999). A logistic regression analysis of disability benefits is based on a risk set of 525 persons who become work-disabled before the second interview. Women's disability onset and health problems appear less related to job characteristics than men's. For men, work disability is associated with stressful jobs, lack of job control, and environmentally hazardous conditions but is not associated with physical demands. Participation in disability benefit programs among those with work disability is unrelated to most job characteristics or health conditions. Understanding of the differing process to work disability for men and women and the relationship between work and health by gender is important for current policy development.

How to reduce turnover by creating a positive work climate.

PubMed

Kushell, R E

1979-08-01

Despite company attempts to reduce employee turnover by offering attractive salaries and benefits, Kushell notes that attrition continues at an alarming rate. He states that more than one of every three employees will change jobs over the next five years, a transition that will take its toll on company morale and productivity. The underlying factor, according to the author, is the quality of the working environment. A 1969 University of Michigan survey of 1,533 workers, at every occupation level, reported that all respondents ranked interesting work and authority to get the job done far ahead of good pay and job security. Sources of employee frustration include a stifling bureaucracy, excessive job expectations, and unsuitable jobs. The author suggests that top managers ask themselves whether they are missing out on or losing talented employees. If this is the case, there are several guidelines management should follow: improve communication between employees and top management; define expectations of the employee; and promote candor in the job interview. Kushell concludes that top executives can have an impact on turnover by paying attention to what employees really want rather than what management thinks they want.

Biomechanical and psychosocial risk factors for low back pain at work.

PubMed Central

Kerr, M S; Frank, J W; Shannon, H S; Norman, R W; Wells, R P; Neumann, W P; Bombardier, C

2001-01-01

OBJECTIVES: This study determined whether the physical and psychosocial demands of work are associated with low back pain. METHODS: A case-control approach was used. Case subjects (n = 137) reported a new episode of low back pain to their employer, a large automobile manufacturing complex. Control subjects were randomly selected from the study base as cases accrued (n = 179) or were matched to cases by exact job (n = 65). Individual, clinical, and psychosocial variables were assessed by interview. Physical demands were assessed with direct workplace measurements of subjects at their usual jobs. The analysis used multiple logistic regression adjusted for individual characteristics. RESULTS: Self-reported risk factors included a physically demanding job, a poor workplace social environment, inconsistency between job and education level, better job satisfaction, and better coworker support. Low job control showed a borderline association. Physical-measure risk factors included peak lumbar shear force, peak load handled, and cumulative lumbar disc compression. Low body mass index and prior low back pain compensation claims were the only significant individual characteristics. CONCLUSIONS: This study identified specific physical and psychosocial demands of work as independent risk factors for low back pain. PMID:11441733

Intrinsic job satisfaction, overall satisfaction, and intention to leave the job among nursing assistants in nursing homes.

PubMed

Decker, Frederic H; Harris-Kojetin, Lauren D; Bercovitz, Anita

2009-10-01

We examined predictors of intrinsic job satisfaction, overall satisfaction, and intention to leave the job among nursing assistants (NAs). The study focused on NAs who worked 30 or more hours per week in a nursing home. Data on 2,146 NAs meeting this criterion came from the 2004 National Nursing Assistant Survey, the first telephone interview survey of NAs nationwide. Regression equations were calculated in which intrinsic satisfaction, overall satisfaction, and intention to leave were dependent variables. NA attributes (e.g., job tenure and education) and extrinsic job factors (e.g., assessment of supervisor behavior, pay satisfaction, and benefits) were exogenous variables. A positive assessment of the supervisor's behavior had the strongest association with intrinsic satisfaction. Pay satisfaction had the second strongest association with intrinsic satisfaction. Predictors with the strongest associations with intention to leave were overall and intrinsic satisfaction. Assessment of the supervisor was not associated directly with intention to leave. Assessments of the supervisor and pay may affect overall satisfaction and intention to leave in part through their direct effects on intrinsic satisfaction. Some facility and NA attributes were related to intrinsic satisfaction but not to overall satisfaction, suggesting that intrinsic satisfaction may be an intervening variable in the impact of these attributes on overall satisfaction. Intrinsic satisfaction and extrinsic job factors amenable to change appear central to NAs' overall satisfaction and intention to leave. A facility may be able to improve extrinsic job factors that improve NAs' job-related affects, including intrinsic satisfaction.

Career Management for Scientists and Engineers

NASA Astrophysics Data System (ADS)

Borchardt, John K.

2000-05-01

This book will be an important resource for both new graduates and mid-career scientists, engineers, and technicians. Through taking stock of existing or desired skills and goals, it provides both general advice and concrete examples to help asses a current job situation or prospect, and to effectively pursue and attain new ones. Many examples of properly adapted resumes and interview techniques, as well as plenty of practical advice about adaptation to new workplace cultural paradigms, such as team-based management, make this book an invaluable reference for the professional scientist in today's volatile job market.

THE ECONOMIC AND CAREER EFFECTS OF SEXUAL HARASSMENT ON WORKING WOMEN

PubMed Central

MCLAUGHLIN, HEATHER; UGGEN, CHRISTOPHER; BLACKSTONE, AMY

2017-01-01

Many working women will experience sexual harassment at some point in their careers. While some report this harassment, many leave their jobs to escape the harassing environment. This mixed-methods study examines whether sexual harassment and subsequent career disruption affect women’s careers. Using in-depth interviews and longitudinal survey data from the Youth Development Study, we examine the effect of sexual harassment for women in the early career. We find that sexual harassment increases financial stress, largely by precipitating job change, and can significantly alter women’s career attainment. PMID:29056822

THE ECONOMIC AND CAREER EFFECTS OF SEXUAL HARASSMENT ON WORKING WOMEN.

PubMed

McLaughlin, Heather; Uggen, Christopher; Blackstone, Amy

2017-06-01

Many working women will experience sexual harassment at some point in their careers. While some report this harassment, many leave their jobs to escape the harassing environment. This mixed-methods study examines whether sexual harassment and subsequent career disruption affect women's careers. Using in-depth interviews and longitudinal survey data from the Youth Development Study, we examine the effect of sexual harassment for women in the early career. We find that sexual harassment increases financial stress, largely by precipitating job change, and can significantly alter women's career attainment.

Creating a performance appraisal template for pharmacy technicians using the method of equal-appearing intervals.

PubMed

Desselle, Shane P; Vaughan, Melissa; Faria, Thomas

2002-01-01

To design a highly quantitative template for the evaluation of community pharmacy technicians' job performance that enables managers to provide sufficient feedback and fairly allocate organizational rewards. Two rounds of interviews with two convenience samples of community pharmacists and pharmacy technicians were conducted. The interview in phase 1 was qualitative, and responses were used to design the second interview protocol. During the phase 2 interviews, a new group of respondents ranked technicians' job responsibilities, identified through the initial interviewees' responses, using scales the researchers had designed using an interval-level scaling technique called equal-appearing intervals. Chain and independent pharmacies. Phase 1-20 pharmacists and 20 technicians from chain and independent pharmacies; phase 2-20 pharmacists and 9 technicians from chain and independent pharmacies. Ratings of the importance of technician practice functions and corresponding responsibilities. Weights were calculated for each practice function. A weighted list of practice functions was developed, and this may serve as a performance evaluation template. Customer service-related activities were judged by pharmacists and technicians alike to be the most important technician functions. Many pharmacies either lack formal performance appraisal systems or fail to implement them properly. Technicians may desire more consistent feedback from pharmacists and value information that may lead to organizational rewards. Using a weighted, behaviorally anchored performance appraisal system may help pharmacists and pharmacy managers meet these demands.

Multiagent scheduling method with earliness and tardiness objectives in flexible job shops.

PubMed

Wu, Zuobao; Weng, Michael X

2005-04-01

Flexible job-shop scheduling problems are an important extension of the classical job-shop scheduling problems and present additional complexity. Such problems are mainly due to the existence of a considerable amount of overlapping capacities with modern machines. Classical scheduling methods are generally incapable of addressing such capacity overlapping. We propose a multiagent scheduling method with job earliness and tardiness objectives in a flexible job-shop environment. The earliness and tardiness objectives are consistent with the just-in-time production philosophy which has attracted significant attention in both industry and academic community. A new job-routing and sequencing mechanism is proposed. In this mechanism, two kinds of jobs are defined to distinguish jobs with one operation left from jobs with more than one operation left. Different criteria are proposed to route these two kinds of jobs. Job sequencing enables to hold a job that may be completed too early. Two heuristic algorithms for job sequencing are developed to deal with these two kinds of jobs. The computational experiments show that the proposed multiagent scheduling method significantly outperforms the existing scheduling methods in the literature. In addition, the proposed method is quite fast. In fact, the simulation time to find a complete schedule with over 2000 jobs on ten machines is less than 1.5 min.

Some Results of Weak Anticipative Concept Applied in Simulation Based Decision Support in Enterprise

NASA Astrophysics Data System (ADS)

Kljajić, Miroljub; Kofjač, Davorin; Kljajić Borštnar, Mirjana; Škraba, Andrej

2010-11-01

The simulation models are used as for decision support and learning in enterprises and in schools. Tree cases of successful applications demonstrate usefulness of weak anticipative information. Job shop scheduling production with makespan criterion presents a real case customized flexible furniture production optimization. The genetic algorithm for job shop scheduling optimization is presented. Simulation based inventory control for products with stochastic lead time and demand describes inventory optimization for products with stochastic lead time and demand. Dynamic programming and fuzzy control algorithms reduce the total cost without producing stock-outs in most cases. Values of decision making information based on simulation were discussed too. All two cases will be discussed from optimization, modeling and learning point of view.

BaHaMAS A Bash Handler to Monitor and Administrate Simulations

NASA Astrophysics Data System (ADS)

Sciarra, Alessandro

2018-03-01

Numerical QCD is often extremely resource demanding and it is not rare to run hundreds of simulations at the same time. Each of these can last for days or even months and it typically requires a job-script file as well as an input file with the physical parameters for the application to be run. Moreover, some monitoring operations (i.e. copying, moving, deleting or modifying files, resume crashed jobs, etc.) are often required to guarantee that the final statistics is correctly accumulated. Proceeding manually in handling simulations is probably the most error-prone way and it is deadly uncomfortable and inefficient! BaHaMAS was developed and successfully used in the last years as a tool to automatically monitor and administrate simulations.

A web portal for hydrodynamical, cosmological simulations

NASA Astrophysics Data System (ADS)

Ragagnin, A.; Dolag, K.; Biffi, V.; Cadolle Bel, M.; Hammer, N. J.; Krukau, A.; Petkova, M.; Steinborn, D.

2017-07-01

This article describes a data centre hosting a web portal for accessing and sharing the output of large, cosmological, hydro-dynamical simulations with a broad scientific community. It also allows users to receive related scientific data products by directly processing the raw simulation data on a remote computing cluster. The data centre has a multi-layer structure: a web portal, a job control layer, a computing cluster and a HPC storage system. The outer layer enables users to choose an object from the simulations. Objects can be selected by visually inspecting 2D maps of the simulation data, by performing highly compounded and elaborated queries or graphically by plotting arbitrary combinations of properties. The user can run analysis tools on a chosen object. These services allow users to run analysis tools on the raw simulation data. The job control layer is responsible for handling and performing the analysis jobs, which are executed on a computing cluster. The innermost layer is formed by a HPC storage system which hosts the large, raw simulation data. The following services are available for the users: (I) CLUSTERINSPECT visualizes properties of member galaxies of a selected galaxy cluster; (II) SIMCUT returns the raw data of a sub-volume around a selected object from a simulation, containing all the original, hydro-dynamical quantities; (III) SMAC creates idealized 2D maps of various, physical quantities and observables of a selected object; (IV) PHOX generates virtual X-ray observations with specifications of various current and upcoming instruments.

Retrospective cohort mortality study of workers at an aircraft maintenance facility. II. Exposures and their assessment.

PubMed Central

Stewart, P A; Lee, J S; Marano, D E; Spirtas, R; Forbes, C D; Blair, A

1991-01-01

Methods are presented that were used for assessing exposures in a cohort mortality study of 15,000 employees who held 150,000 jobs at an Air Force base from 1939 to 1982. Standardisation of the word order and spelling of the job titles identified 43,000 unique job title organisation combinations. Walkthrough surveys were conducted, long term employees were interviewed, and available industrial hygiene data were collected to evaluate historic exposures. Because of difficulties linking air monitoring data and use of specific chemicals to the departments identified in the work histories, position descriptions were used to identify the tasks in each job. From knowledge of the tasks and the chemicals used in those tasks the presence or absence of 23 chemicals or groups of chemicals were designated for each job organisation combination. Also, estimates of levels of exposure were made for trichloroethylene and for mixed solvents, a category comprising several solvents including trichloroethylene, Stoddard solvent, carbon tetrachloride, JP4 gasoline, freon, alcohols, 1,1,1-trichloroethane, acetone, toluene, methyl ethyl ketone, methylene chloride, o-dichlorobenzene, perchloroethylene, chloroform, styrene, and xylene. PMID:1878309

A Cloud-Based Simulation Architecture for Pandemic Influenza Simulation

PubMed Central

Eriksson, Henrik; Raciti, Massimiliano; Basile, Maurizio; Cunsolo, Alessandro; Fröberg, Anders; Leifler, Ola; Ekberg, Joakim; Timpka, Toomas

2011-01-01

High-fidelity simulations of pandemic outbreaks are resource consuming. Cluster-based solutions have been suggested for executing such complex computations. We present a cloud-based simulation architecture that utilizes computing resources both locally available and dynamically rented online. The approach uses the Condor framework for job distribution and management of the Amazon Elastic Computing Cloud (EC2) as well as local resources. The architecture has a web-based user interface that allows users to monitor and control simulation execution. In a benchmark test, the best cost-adjusted performance was recorded for the EC2 H-CPU Medium instance, while a field trial showed that the job configuration had significant influence on the execution time and that the network capacity of the master node could become a bottleneck. We conclude that it is possible to develop a scalable simulation environment that uses cloud-based solutions, while providing an easy-to-use graphical user interface. PMID:22195089

Relation of type A behavior pattern and job-related psychosocial factors to nonfatal myocardial infarction: a case-control study of Japanese male workers and women.

PubMed

Yoshimasu, K

2001-01-01

To study the relation of type A behavior pattern and job-related psychosocial factors to the risk of myocardial infarction. Study subjects comprised 290 cases (173 male workers and 117 women) of nonfatal acute myocardial infarction (AMI) and 489 controls (303 male workers and 186 women) recruited from among residents of the study area. Participation rates of cases and controls were 86% and 50%, respectively. Type A behavior pattern, job-related psychosocial factors, and other coronary risk factors were ascertained by interview using a questionnaire. Type A behavior pattern was measured by 12 questions, and job strain by the method of Karasek. Logistic regression analysis was used to calculate odds ratio and 95% confidence interval with adjustment for potential confounding variables. The relation to job strain was examined only in men. Type A behavior pattern was significantly associated with an increased risk of AMI in male workers (adjusted OR = 1.9, 95% CI, 1.2-2.9) and in women (adjusted OR = 2.8, 95% CI, 1.6-4.9). Although job control and job demand showed no material association with AMI, job strain, a combination of low job control and high job demand was associated with an increased risk of AMI (adjusted OR = 2.2, 95% CI, 1.1-4.5). Abbreviated type A score and job demand score were higher among nonparticipant control candidates than participant controls in male workers. Type A behavior pattern may be an important risk factor for AMI especially in Japanese women. The present study also revealed persons in stressful psychosocial circumstances were less likely to participate in the study.

Evaluation of the validity of job exposure matrix for psychosocial factors at work.

PubMed

Solovieva, Svetlana; Pensola, Tiina; Kausto, Johanna; Shiri, Rahman; Heliövaara, Markku; Burdorf, Alex; Husgafvel-Pursiainen, Kirsti; Viikari-Juntura, Eira

2014-01-01

To study the performance of a developed job exposure matrix (JEM) for the assessment of psychosocial factors at work in terms of accuracy, possible misclassification bias and predictive ability to detect known associations with depression and low back pain (LBP). We utilized two large population surveys (the Health 2000 Study and the Finnish Work and Health Surveys), one to construct the JEM and another to test matrix performance. In the first study, information on job demands, job control, monotonous work and social support at work was collected via face-to-face interviews. Job strain was operationalized based on job demands and job control using quadrant approach. In the second study, the sensitivity and specificity were estimated applying a Bayesian approach. The magnitude of misclassification error was examined by calculating the biased odds ratios as a function of the sensitivity and specificity of the JEM and fixed true prevalence and odds ratios. Finally, we adjusted for misclassification error the observed associations between JEM measures and selected health outcomes. The matrix showed a good accuracy for job control and job strain, while its performance for other exposures was relatively low. Without correction for exposure misclassification, the JEM was able to detect the association between job strain and depression in men and between monotonous work and LBP in both genders. Our results suggest that JEM more accurately identifies occupations with low control and high strain than those with high demands or low social support. Overall, the present JEM is a useful source of job-level psychosocial exposures in epidemiological studies lacking individual-level exposure information. Furthermore, we showed the applicability of a Bayesian approach in the evaluation of the performance of the JEM in a situation where, in practice, no gold standard of exposure assessment exists.

De-coding Reading at Work: Workplace Reading Competencies.

ERIC Educational Resources Information Center

Searle, Jean

1998-01-01

Naturalistic observations and interviews with service workers found on-the-job reading was based on knowledge of codes and rules of practice and required problem-solving and metacognitive strategies. Workplace competencies should be considered within their social and cultural context. (SK)

Overcoming barriers to work participation for patients with postpoliomyelitis syndrome.

PubMed

Ten Katen, Kim; Beelen, Anita; Nollet, Frans; Frings-Dresen, Monique H W; Sluiter, Judith K

2011-01-01

This study aimed to explore the perceived work ability of patients with postpoliomyelitis syndrome (PPS), to identify barriers and factors that are impeding or conducive, respectively, to work participation, and to identify possible interventions. Qualitative cross-sectional interview study with 17 subjects with PPS, 12 women and 5 men, mean age 49 years (SD: 11). Semi-structured interviews were held with the subjects in their homes, with the aid of a topic list. The COREQ criteria list for qualitative research was used as guideline in design and analysis. Thirteen out of 17 subjects rated their work ability six or higher on a scale from 0 to 10. Most subjects worked in an administrative, educational or managerial function. Five subjects stopped working, four worked between 0 and 20 h/week and eight worked between 20 and 40 h/week. Factors conducive to working were physical adaptations in the workplace, accessibility of the workplace and high decision latitude. Barriers to full work ability in PPS patients were high physical job demands, low social support and the symptoms of PPS, especially fatigue and pain. These findings suggest that work-oriented interventions aimed at preventing PPS patients from dropping out of the workforce should primarily focus on reducing physical job demands, arranging adaptations in the workplace and increasing job control.

A return to the worker role after injury: firefighters seriously injured on the job and the decision to return to high-risk work.

PubMed

Scheelar, Jeanine F

2002-01-01

This paper presents information on occupational choices and behaviors as described by the model of human occupation and the profession of occupational therapy. This project was designed to answer the research question, "Why do people choose to return to the same high-risk careers after sustaining a serious work-related injury?" Two firefighters from a New York metropolitan area were interviewed individually to explore their roles, especially the worker role, their injuries, and their decisions to return to the same high-risk type of work. The results indicate that a strong social support system from co-workers, and the motivation and enjoyment of the job were the common factors that influenced the two participants to return to their jobs.

Dimensions of support among abused women in the workplace.

PubMed

Yragui, Nanette L; Mankowski, Eric S; Perrin, Nancy A; Glass, Nancy E

2012-03-01

The authors draw on social support theory to examine supervisor support match (support wanted and received), support mismatch (support not wanted and received) and work outcomes for abused low-wage working women, and to determine if supervisor support match and mismatch are more strongly associated with work outcomes than global supervisor support Face-to-face interviews were conducted with a community sample of abused, employed women who have experienced intimate partner violence (IPV) in the past year (N = 163). Using hierarchical regression, we found, after accounting for global supervisor support; a higher level of supervisor support match was associated with greater job satisfaction, fewer job reprimands and less job termination. Findings from the study inform theories of social support and have practical implications for workplace interventions for IPV.

Understanding Customers: The Jobs to Be Done Theory Applied in the Context of a Rural Food Pantry.

PubMed

Vaterlaus, J Mitchell; Cottle, Natalie Martineau; Patten, Emily Vaterlaus; Gibbons, Robyn

2018-04-28

Food insecurity, and particularly rural food insecurity, has unique challenges associated with it. Understanding the customer or patron needs is increasingly important in resolving this national concern. The Jobs to Be Done Theory posits that when considering customers, it is beneficial to move past demographic profiling and focus on what the customer wants to accomplish by using a particular product or service. This qualitative study aimed to determine customers' jobs to be done at a rural food pantry. In addition, it seeks to demonstrate the application of contemporary management theory to dietetics practice. A case study approach was used in this study. Case study data collection procedures included six male and six female food pantry patrons in Montana completing in-depth, audio-recorded interviews and surveys. Each person's interview and survey were constructed into individual case descriptions; the case descriptions were analyzed using uniform categories determined by researchers. To identify themes in the holistic case, word tables were created for each uniform category and assessed for key themes representing patrons' experiences. The key themes that emerged were the customer in context, customers' food relief needs, connecting with customers, and barriers to utilization. The application of Jobs to Be Done Theory to rural food pantry customers demonstrates that demographic segmentation does not capture the social, emotional, and functional dimensions for this sample. Investigation of customer experiences, circumstances, and obstacles is important for improving dietetics services. Copyright © 2018 Academy of Nutrition and Dietetics. Published by Elsevier Inc. All rights reserved.

A user-centred design process of new cold-protective clothing for offshore petroleum workers operating in the Barents Sea

PubMed Central

NAESGAARD, Ole Petter; STORHOLMEN, Tore Christian Bjørsvik; WIGGEN, Øystein Nordrum; REITAN, Jarl

2017-01-01

Petroleum operations in the Barents Sea require personal protective clothing (PPC) to ensure the safety and performance of the workers. This paper describes the accomplishment of a user-centred design process of new PPC for offshore workers operating in this area. The user-centred design process was accomplished by mixed-methods. Insights into user needs and context of use were established by group interviews and on-the-job observations during a field-trip. The design was developed based on these insights, and refined by user feedback and participatory design. The new PPC was evaluated via field-tests and cold climate chamber tests. The insight into user needs and context of use provided useful input to the design process and contributed to tailored solutions. Providing users with clothing prototypes facilitated participatory design and iterations of design refinement. The group interviews following the final field test showed consensus of enhanced user satisfaction compared to PPC in current use. The final cold chamber test indicated that the new PPC provides sufficient thermal protection during the 60 min of simulated work in a wind-chill temperature of −25°C. Conclusion: Accomplishing a user-centred design process contributed to new PPC with enhanced user satisfaction and included relevant functional solutions. PMID:29046494

A user-centred design process of new cold-protective clothing for offshore petroleum workers operating in the Barents Sea.

PubMed

Naesgaard, Ole Petter; Storholmen, Tore Christian Bjørsvik; Wiggen, Øystein Nordrum; Reitan, Jarl

2017-12-07

Petroleum operations in the Barents Sea require personal protective clothing (PPC) to ensure the safety and performance of the workers. This paper describes the accomplishment of a user-centred design process of new PPC for offshore workers operating in this area. The user-centred design process was accomplished by mixed-methods. Insights into user needs and context of use were established by group interviews and on-the-job observations during a field-trip. The design was developed based on these insights, and refined by user feedback and participatory design. The new PPC was evaluated via field-tests and cold climate chamber tests. The insight into user needs and context of use provided useful input to the design process and contributed to tailored solutions. Providing users with clothing prototypes facilitated participatory design and iterations of design refinement. The group interviews following the final field test showed consensus of enhanced user satisfaction compared to PPC in current use. The final cold chamber test indicated that the new PPC provides sufficient thermal protection during the 60 min of simulated work in a wind-chill temperature of -25°C. Accomplishing a user-centred design process contributed to new PPC with enhanced user satisfaction and included relevant functional solutions.

Solar Energy Installers Curriculum Guides. Final Report.

ERIC Educational Resources Information Center

Walker, Gene C.

A project was conducted to develop solar energy installers curriculum guides for use in high school vocational centers and community colleges. Project activities included researching job competencies for the heating, ventilation, and air conditioning industry and determining through interviews and manufacturers' literature what additional…

Entrepreneurship Education in Malaysian Universities

ERIC Educational Resources Information Center

Ahmad, Syed Zamberi; Buchanan, Robert Frederick

2015-01-01

Entrepreneurship education in the strongly emerging market of Malaysia was examined throughout the country's 20 public universities. A broad based interview process amongst multiple stakeholders profiled educational policies as well as revealing shortcomings in practice. Observers noted that students showed a preference for salaried jobs after…

International Students' Experiences of Integrating into the Workforce

ERIC Educational Resources Information Center

Nunes, Sarah; Arthur, Nancy

2013-01-01

This study explored the integration experiences of 16 international students entering the Canadian workforce using a semistructured interview and constant comparison method. The international students were pursuing immigration to Canada, despite unmet job prospects. Students recommended that employers refrain from discriminating against students…

Women in Nontraditional Careers: Setting Them Up to Succeed.

ERIC Educational Resources Information Center

Stenberg, Laurie; Tuchscherer, Jerry

1992-01-01

Idaho's Nontraditional-by-Gender Scholarship Program includes the following elements of success: provision of realistic information to women about jobs, support groups and peer advisors, placement, career fairs and on-campus interviews, business-labor-education partnerships, and career guidance and counseling. (SK)

Yemeni Arabic II.

ERIC Educational Resources Information Center

Qafisheh, Hamdi A.

Instructional materials for advanced Sanaani Arabic, a dialect used predominantly for oral communication, include 25 units consisting of text derived from recordings of spontaneous conversations of native speakers in various communication situations. Some of the topics are: medical services, marriage, jobs, an interview, a car accident, proverbs…

Federal Health Care Center: VA and DOD Need to Address Ongoing Difficulties and Better Prepare for Future Integrations

DTIC Science & Technology

2016-02-01

Based on Small- Group Interviews with Captain James A. Lovell Federal Health Care Center (FHCC) Staff, April–May 2015 34 Figure 7: Comparison of...Effects of Workforce Integration on Staff Efficiency, Quality of Work, and Job Satisfaction between Civilian and Active Duty Staff, Based on Small- Group ...Integration on Daily Work Based on Small- Group Interviews with Captain Page iii GAO-16-280 VA and DOD Federal Health Care Center

The Effect of Intra- Versus Post-Interview Feedback during Simulated Practice Interviews about Child Abuse

ERIC Educational Resources Information Center

Powell, Martine B.; Fisher, Ronald P.; Hughes-Scholes, Carolyn H.

2008-01-01

Objective: This study compared the effectiveness of two types of instructor feedback (relative to no feedback) on investigative interviewers' ability to adhere to open-ended questions in simulated practice interviews about child abuse. Method: In one condition, feedback was provided at the end of each practice interview. In the other, the…

A Labor Market Analysis of the Electricity Sector for 2030 using the National Energy with Weather System Simulator

NASA Astrophysics Data System (ADS)

Terry, L.; Clack, C.; Marquis, M.; Paine, J.; Picciano, P.

2015-12-01

We conducted an analysis that utilized the National Renewable Energy Laboratory's (NREL) Jobs and Economic Development Impact (JEDI) models to estimate the temporary and permanent jobs, earnings, and state sales tax revenues that would be created by various scenarios of the National Energy with Weather System (NEWS) simulator. This simulator was created by a collaboration between the Cooperative Institute for Research in Environmental Sciences (CIRES) at the University of Colorado and the Earth Systems Research Laboratory (ESRL NOAA). The NEWS simulator used three years of high-resolution (13-km, hourly) weather and power data to select the most cost-efficient, resource-maximizing, and complementary locations for wind, solar photovoltaic, and natural gas power plants along with high-voltage direct-current transmission, thereby providing the cheapest possible electricity grid that facilitates the incorporation of large amounts of wind and solar PV. We applied various assumptions to ensure that we produced conservative estimates, while keeping costs in line with those of the NEWS simulator. Our analysis shows that under the lowest carbon-emitting scenario of the NEWS carried out (80% reduction in CO2 compared with 1990 levels), almost ten million new jobs could be created by 2030. Of those jobs, over 400,000 would be permanently supporting the operations of the power plants. That particular scenario would also add over 500 billion to the paychecks of American workers and 75 billion to state tax revenues by 2030. All of this is achieved with average electricity costs of 10.7¢/kWh, because the electric system relies less heavily on fuel and more on jobs constructing, operating, and maintaining infrastructure. We use the current presentation to describe the methods used to reach these findings and examine some potential impacts of our estimates on public policy. Although we are able to identify some systematic problems with the JEDI model, we find that these problems are unavoidable due to the limited data available about the new renewable energy industry. Our discussion will include estimates for many of the twenty-seven NEWS-generated energy mix scenarios, comparisons of the jobs gained through a lower-carbon energy mix to those lost by the coal industry, and the directions for future study.

Practice Environments and Job Satisfaction in Patient-Centered Medical Homes

PubMed Central

Alidina, Shehnaz; Rosenthal, Meredith B.; Schneider, Eric C.; Singer, Sara J.; Friedberg, Mark W.

2014-01-01

PURPOSE We undertook a study to evaluate the effects of medical home transformation on job satisfaction in the primary care setting. METHODS We collected primary data from 20 primary care practices participating in medical home pilot projects in Rhode Island and Colorado from 2009 to 2011. We surveyed clinicians and staff about the quality of their practice environments (eg, office chaos, communication, difficulties in providing safe, high-quality care) and job satisfaction at baseline and 30 months, and about stress, burnout, and intention to leave at 30 months. We interviewed practice leaders about the impact of pilot project participation. We assessed longitudinal changes in the practice environment and job satisfaction and, in the final pilot year, examined cross-sectional associations between the practice environment and job satisfaction, stress, burnout, and intention to leave. RESULTS Between baseline and 30 months, job satisfaction improved in Rhode Island (P =.03) but not in Colorado. For both pilot projects, reported difficulties in providing safe, high-quality care decreased (P <.001), but emphasis on quality and the level of office chaos did not change significantly. In cross-sectional analyses, fewer difficulties in providing safe, high-quality care and more open communication were associated with greater job satisfaction. Greater office chaos and an emphasis on electronic information were associated with greater stress and burnout. CONCLUSIONS Medical home transformations that emphasize quality and open communication while minimizing office chaos may offer the best chances of improving job satisfaction. PMID:25024241

Measuring potential predictors of burnout and engagement among young veterinary professionals; construction of a customised questionnaire (the Vet-DRQ).

PubMed

Mastenbroek, N J J M; Demerouti, E; van Beukelen, P; Muijtjens, A M M; Scherpbier, A J J A; Jaarsma, A D C

2014-02-15

The Job Demands-Resources model (JD-R model) was used as the theoretical basis of a tailormade questionnaire to measure the psychosocial work environment and personal resources of recently graduated veterinary professionals. According to the JD-R model, two broad categories of work characteristics that determine employee wellbeing can be distinguished: job demands and job resources. Recently, the JD-R model has been expanded by integrating personal resource measures into the model. Three semistructured group interviews with veterinarians active in different work domains were conducted to identify relevant job demands, job resources and personal resources. These demands and resources were organised in themes (constructs). For measurement purposes, a set of questions ('a priori scale') was selected from the literature for each theme. The full set of a priori scales was included in a questionnaire that was administered to 1760 veterinary professionals. Exploratory factor analysis and reliability analysis were conducted to arrive at the final set of validated scales (final scales). 860 veterinarians (73 per cent females) participated. The final set of scales consisted of seven job demands scales (32 items), nine job resources scales (41 items), and six personal resources scales (26 items) which were considered to represent the most relevant potential predictors of work-related wellbeing in this occupational group. The procedure resulted in a tailormade questionnaire: the Veterinary Job Demands and Resources Questionnaire (Vet-DRQ). The use of valid theory and validated scales enhances opportunities for comparative national and international research.

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.'

General practice on-the-job training in Chinese urban community: a qualitative study on needs and challenges.

PubMed

Zhao, Yali; Chen, Rui; Wang, Bo; Wu, Tao; Huang, Yafang; Guo, Aimin

2014-01-01

On-the-job training is an important strategy for general practitioners to deliver appropriately community health services in China. The development of basic professional competence for general practitioners is the main goal of on-the-job training program. The aim of this study was to explore the needs of and the challenges to on-the-job training for general practitioners, and to provide advices for policy-makers to carry out this program more effectively. We conducted 3 nominal group techniques, 17 in-depth interviews and 3 focus groups to identify the status of, needs of and challenges to on-the-job training for general practitioners in Liaoning, Ningxia, and Fujian provinces from September 2011 until December 2011. Audiotapes and transcripts were analyzed to identify major themes. Content analysis of the data was completed from January 2012 to March 2012. Basic theoretical knowledge and clinical skills were the main needs for general practitioners during on-the-job training. The challenges during training included the time contradiction between work and training, deficiencies of qualified preceptors, and lack of training funds. Participants gave recommendations how to resolve the above problems. In order to improve the outcomes of general practice on-the-job training, it is necessary for government officials to resolve the contradiction between work and training, train preceptors continuously, and increase financial support in the training program.

Effects of work-family conflict and job insecurity on psychological distress.

PubMed

Mutambudzi, M; Javed, Z; Kaul, S; Prochaska, J; Peek, M K

2017-12-02

Work-family conflict (WFC) and job insecurity are important determinants of workers' mental health. To examine the relationship between WFC and psychological distress, and the co-occurring effects of WFC and job insecurity on distress in US working adults. This study used cross-sectional data from the 2010 National Health Interview Survey (NHIS) for adults aged 18-64 years. The 2010 NHIS included occupational data from the National Institute for Occupational Safety and Health (NIOSH) sponsored Occupational Health Supplement. Logistic regression models were used to examine the independent and co-occurring effects of WFC and job insecurity on distress. The study group consisted of 12059 participants. In the model fully adjusted for relevant occupational, behavioural, sociodemographic and health covariates, WFC and job insecurity were independently significantly associated with increased odds of psychological distress. Relative to participants reporting WFC only, participants reporting no WFC and no job insecurity had lower odds of moderate and severe distress. Co-occurring WFC and job insecurity was associated with significantly higher odds of both moderate [odds ratio (OR) = 1.55; 95% confidence interval (CI) 1.25-1.9] and severe (OR = 3.57; 95% CI 2.66-4.79) distress. Rates of WFC and job insecurity were influenced by differing factors in working adults; however, both significantly increased risk of adverse mental health outcomes, particularly when experienced jointly. Future studies should explore the temporal association between co-occurring WFC and job insecurity and psychological distress. © 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

Do Japanese workers who experience an acute myocardial infarction believe their prolonged working hours are a cause?

PubMed

Fukuoka, Yoshimi; Dracup, Kathleen; Froelicher, Erika Sivarajan; Ohno, Miyoshi; Hirayama, Haruo; Shiina, Hiromi; Kobayashi, Fumio

2005-04-08

Cardiovascular disease related to excessive work/job stress has been a significant social concern for the Japanese public. Therefore, we conducted a cross-sectional study to (1) compare job stress levels between patients with acute myocardial infarction (AMI) patients and healthy workers, and (2) examine the types of stresses associated with patients' causal belief of AMI among patients with AMI. Forty-seven patients admitted to the hospital with AMI and 47 healthy workers visiting a hospital for their annual physical examination were recruited in Japan. Both groups were employed full time and matched on age and gender. Job stress was assessed by the Brief Job Stress Questionnaire, which consists of four subscales: job demand, job control, support from supervisors, and support from coworkers. Causal belief was assessed by a semi-structured interview. Compared with healthy workers (50.7+/-8.6 h), AMI patients worked significantly longer hours per week (58.3+/-15.0 h) prior to their AMI. Among AMI patients, 38% reported that job stress might have contributed to their AMI. AMI patients who reported acute stressful events at work during the month prior to AMI were 6.88 times (95% CI: 1.84, 25.75) more likely to believe that job stress/overwork caused their AMI after controlling for working hours per week and age. Like other known cardiac risk factors, it is important for clinicians to assess patient's excessive working hours. The education and counseling of patients following AMI must take into consideration long working hours, acute stressful events at work, and the patient's perceived view of job stress.

African Immigrants in Low-Wage Direct Health Care: Motivations, Job Satisfaction, and Occupational Mobility.

PubMed

Covington-Ward, Yolanda

2017-06-01

This study explores motivations, job satisfaction, and overall perceived occupational mobility for African immigrants working in low-wage direct health care occupations. The study uses qualitative semi-structured interviews with a sample of thirty African immigrant workers in the greater Pittsburgh metropolitan area. Results show that four major themes captured the motivations of interviewees for doing direct care work: passion for care work, quick money, easily obtained employment, and direct care work as a pathway to other health occupations. The majority of the interviewees were satisfied with their jobs, yet almost all of them saw their occupations as temporary or transitional employment. Most of the interviewees also saw their jobs as lacking occupational mobility. In light of the increased national demand for direct care workers, the growing numbers of immigrants in the direct care labor force, and the high turnover and low retention rates of direct care workers overall, the study suggests that more must be done to make direct care work attractive and rewarding for African immigrant workers.

A Model of Supervisor Decision-Making in the Accommodation of Workers with Low Back Pain.

PubMed

Williams-Whitt, Kelly; Kristman, Vicki; Shaw, William S; Soklaridis, Sophie; Reguly, Paula

2016-09-01

Purpose To explore supervisors' perspectives and decision-making processes in the accommodation of back injured workers. Methods Twenty-three semi-structured, in-depth interviews were conducted with supervisors from eleven Canadian organizations about their role in providing job accommodations. Supervisors were identified through an on-line survey and interviews were recorded, transcribed and entered into NVivo software. The initial analyses identified common units of meaning, which were used to develop a coding guide. Interviews were coded, and a model of supervisor decision-making was developed based on the themes, categories and connecting ideas identified in the data. Results The decision-making model includes a process element that is described as iterative "trial and error" decision-making. Medical restrictions are compared to job demands, employee abilities and available alternatives. A feasible modification is identified through brainstorming and then implemented by the supervisor. Resources used for brainstorming include information, supervisor experience and autonomy, and organizational supports. The model also incorporates the experience of accommodation as a job demand that causes strain for the supervisor. Accommodation demands affect the supervisor's attitude, brainstorming and monitoring effort, and communication with returning employees. Resources and demands have a combined effect on accommodation decision complexity, which in turn affects the quality of the accommodation option selected. If the employee is unable to complete the tasks or is reinjured during the accommodation, the decision cycle repeats. More frequent iteration through the trial and error process reduces the likelihood of return to work success. Conclusion A series of propositions is developed to illustrate the relationships among categories in the model. The model and propositions show: (a) the iterative, problem solving nature of the RTW process; (b) decision resources necessary for accommodation planning, and (c) the impact accommodation demands may have on supervisors and RTW quality.

"It's still a great adventure" - exploring offshore employees' working conditions in a qualitative study.

PubMed

Mette, Janika; Velasco Garrido, Marcial; Harth, Volker; Preisser, Alexandra M; Mache, Stefanie

2017-01-01

Despite the particular demands inherent to offshore work, little is known about the working conditions of employees in the German offshore wind industry. To date, neither offshore employees' job demands and resources, nor their needs for improving the working conditions have been explored. Therefore, the aim of this study was to conduct a qualitative analysis to gain further insight into these topics. Forty-two semi-structured telephone interviews with German offshore employees ( n  = 21) and offshore experts ( n  = 21) were conducted. Employees and experts were interviewed with regard to their perceptions of their working conditions offshore. In addition, employees were asked to identify areas with potential need for improvement. The interviews were analysed in a deductive-inductive process according to Mayring's qualitative content analysis. Employees and experts reported various demands of offshore work, including challenging physical labour, long shifts, inactive waiting times, and recurrent absences from home. In contrast, the high personal meaning of the work, regular work schedule (14 days offshore, 14 days onshore), and strong comradeship were highlighted as job resources. Interviewees' working conditions varied considerably, e.g. regarding their work tasks and accommodations. Most of the job demands were perceived in terms of the work organization and living conditions offshore. Likewise, employees expressed the majority of needs for improvement in these areas. Our study offers important insight into the working conditions of employees in the German offshore wind industry. The results can provide a basis for further quantitative research in order to generalize the findings. Moreover, they can be utilized to develop needs-based interventions to improve the working conditions offshore.

Results of the 2013 Association of Residents in Radiation Oncology career planning survey of practicing physicians in the United States.

PubMed

Mattes, Malcolm D; Golden, Daniel W; Mohindra, Pranshu; Kharofa, Jordan

2014-08-01

The goal of this study was to develop insights about the job application process for graduating radiation oncology residents from the perspective of those involved in hiring. In May and June 2013, a nationwide electronic survey was sent to 1,671 practicing radiation oncologists in academic and private practice settings. Descriptive statistics are reported. In addition, subgroup analysis was performed. Surveys were completed by 206 physicians. Ninety-six percent were willing to hire individuals directly from residency. Participants believed that the first half of the fourth postgraduate year is the most appropriate time for residents to begin networking and the beginning of the fifth postgraduate year is the most appropriate time to begin contacting practices in pursuit of employment. Seventy percent began interviewing 4 to 9 months before the job start date, and 84% interviewed ≤6 candidates per available position. The 5 most important factors to participants when evaluating prospective candidates were (from most to least important) work ethic, personality, interview impression, experience in intensity-modulated radiation therapy, and flexibility. Factors that participants believed should be most important to candidates when evaluating practices included a collegial environment; emphasis on best patient care; quality of equipment, physics, dosimetry, and quality assurance; quality of the support staff and facility; and a multidisciplinary approach to patient care. Those in academics rated research-related factors higher than those in private practice, who rated business-related factors higher. The perspectives of practicing physicians on the job application process are documented to provide a comprehensive resource for current and future residents and employers. Copyright © 2014 American College of Radiology. Published by Elsevier Inc. All rights reserved.

Employer-provided health insurance and the incidence of job lock: a literature review and empirical test.

PubMed

Rashad, Inas; Sarpong, Eric

2008-12-01

The incidence of 'job lock' in the health insurance context has long been viewed as a potential problem with employer-provided health insurance, a concept that was instrumental in the passage of the United States Consolidated Omnibus Budget Reconciliation Act of 1986, and later, the Health Insurance Portability and Accountability Act in 1996. Several recent developments in healthcare in the USA include declining healthcare coverage and a noticeable shift in the burden of medical care costs to employees. If these developments cause employees with employer-provided health insurance to feel locked into their jobs, optimal job matches in the labor force may not take place. A summary of the seminal papers in the current literature on the topic of job lock is given, followed by an empirical exercise using single individuals from the National Health Interview Survey (1997-2003) and the 1979 cohort of the National Longitudinal Survey of Youth (1989-2000). Econometric methods used include difference in differences, ordinary least squares and individual fixed effects models, in gauging the potential effect that employer-provided health insurance may have on job tenure and voluntary job departure. Our findings are consistent with recent assertions that there is some evidence of job lock. Individuals with employer-provided health insurance stay on the job 16% longer and are 60% less likely to voluntarily leave their jobs than those with insurance that is not provided by their employers. Productivity may not be optimal if incentives are altered owing to the existence of fringe benefits, such as health insurance. Further research in this area should determine whether legislation beyond the Consolidated Omnibus Budget Reconciliation Act and Health Insurance Portability and Accountability Act laws is needed.

Job Management Requirements for NAS Parallel Systems and Clusters

NASA Technical Reports Server (NTRS)

Saphir, William; Tanner, Leigh Ann; Traversat, Bernard

1995-01-01

A job management system is a critical component of a production supercomputing environment, permitting oversubscribed resources to be shared fairly and efficiently. Job management systems that were originally designed for traditional vector supercomputers are not appropriate for the distributed-memory parallel supercomputers that are becoming increasingly important in the high performance computing industry. Newer job management systems offer new functionality but do not solve fundamental problems. We address some of the main issues in resource allocation and job scheduling we have encountered on two parallel computers - a 160-node IBM SP2 and a cluster of 20 high performance workstations located at the Numerical Aerodynamic Simulation facility. We describe the requirements for resource allocation and job management that are necessary to provide a production supercomputing environment on these machines, prioritizing according to difficulty and importance, and advocating a return to fundamental issues.

A qualitative study of how caseload midwifery is constituted and experienced by Danish midwives.

PubMed

Jepsen, Ingrid; Mark, Edith; Nøhr, Ellen Aagaard; Foureur, Maralyn; Sørensen, Erik Elgaard

2016-05-01

the aim of this study is to advance knowledge about the working and living conditions of midwives in caseload midwifery and how this model of care is embedded in a standard maternity unit. This led to two research questions: 1) What constitutes caseload midwifery from the perspectives of the midwives? 2) How do midwives experience working in caseload midwifery? phenomenology of practice was the analytical approach to this qualitative study of caseload midwifery in Northern Denmark. The methodology was inspired by ethnography, and applied methods were field observations followed by interviews. thirteen midwives working in caseloads were observed during one or two days in the antenatal clinic and were interviewed at a later occasion. being recognised and the feeling of doing high quality care generate high job satisfaction. The obligation and pressure to perform well and the disadvantages to the midwives׳ personal lives are counterbalanced by the feeling of doing a meaningful and important job. Working in caseload midwifery creates a feeling of working in a self-governing model within the public hospital, without losing the technological benefits of a modern birth unit. Midwives in caseload midwifery worked on welcoming and including all pregnant women allocated to their care; even women/families where relationships with the midwives were challenging were recognised and respected. caseload midwifery is a work-form with an embedded and inevitable commitment and obligation that brings forward the midwife׳s desire to do her utmost and in return receive appreciation, social recognition and a meaningful job with great job satisfaction. There is a balance between the advantages of a meaningful job and the disadvantages for the personal life of the midwife, but benefits were found to outweigh disadvantages. In expanding caseload midwifery, it is necessary to understand that the midwives׳ personal lives need to be prepared for this work-form. The number of women per full time midwife has to be surveilled as job-satisfaction is dependent on the midwives׳ ability of fulfilling expectations of being present at women׳s births. Copyright © 2016 Elsevier Ltd. All rights reserved.

Downsizing and health at the United States Department of Energy.

PubMed

Pepper, Lewis; Messinger, Miriam; Weinberg, Janice; Campbell, Richard

2003-11-01

Downsizing and reorganization not only affect workers who lose their jobs, but even workers who retain their jobs are affected in negative ways. The present study measured how downsizing was accomplished at five Department of Energy facilities by evaluating communication with workers, perceived fairness of the process, and job characteristics, and how each of these were associated with worker health and well-being. The researchers collected quantitative data using structured surveys, and captured qualitative data using interviews, focus groups, and open-ended survey responses. Employees, who felt that the downsizing process was fair, and that communication was open and honest, reported fewer medical symptoms, lower survivor syndrome, and more job security than their counterparts. Employees who were less immediately impacted by downsizing reported fewer medical symptoms than those who were more directly involved (e.g., delivered layoff notices, changed jobs, etc.) Thus, downsizing appears to affect the health of survivors, through the effects of the downsizing process. This examination of the effect of downsizing on the physical and mental health of surviving employees supports the conclusion that the impact of downsizing is not limited to those who lose their jobs and highlights the potential repercussions of downsizing on the emotional health of employees. Copyright 2003 Wiley-Liss, Inc.

Job coach factors associated with community-based employment service programme outcome measures for people with disabilities--a Taiwan case study.

PubMed

Yun-Tung, Wang

2010-01-01

The aim of this study is to explore whether/which job coach factors were significantly associated with the community-based employment service (CBES) programme outcome measures in Taiwan. This study used the 2003-2005 CBES programme for People with Disabilities Database in Taipei City in Taiwan (n = 3924) to do a secondary data analysis using hierarchical multiple linear regression. This study found that 'occurrences of the services provided by the job coaches' variable was definitely the dominant predictor and explained additional 19.6% and 27.8% of the variances of annual salary and annual working month outcome measures, respectively. In addition, among six composition variables of 'occurrences of the services provided by the job coaches', 'occurrences of follow-up guidance', 'occurrences of intensive guidance', and 'occurrences of consultation before interviews with employer/director of human resources' were more powerful than the other three in predicting outcomes. Job coach factors in this study were significantly correlated with CBES programme outcome measures for people with disabilities in Taiwan after controlling for the socio-demographic variables. It indicates that the more inputs in the people with disabilities made by job coaches equates to better outcomes in this Taiwan case study.

Marketing and Distribution: New Dimensions of Marketing Careers

ERIC Educational Resources Information Center

Harris, E. Edward

1978-01-01

Findings from research at Northern Illinois University on marketing positions were used to identify job levels and promotion criteria in food marketing, general retail merchandising, and wholesaling. Interviews with business executives in the three areas provided the marketing occupational information needed in vocational distributive education…

Use of Discriminatory Questions in Screening Interviews.

ERIC Educational Resources Information Center

Jablin, Fredric M.

1982-01-01

Fifty-six college placement directors perceived that five percent of the on-campus job recruiters ask illegal questions concerning applicants' sex, age, national origin, race or color, handicaps, or religion. Forty percent of the student applicants are judged to be unaware of illegal questioning. (Author/MLF)

Effective Personnel Management. The 1980 Regional Meeting NACS Traveling Troupe Presentation.

ERIC Educational Resources Information Center

Arnett, Wayne; Williams, James L.

1981-01-01

Specific suggestions are given for more effective personnel management: careful screening of applicants by one person, a well-designed application form (a sample is provided), good interview techniques, job descriptions, promotions from within, employee manuals, employee orientation, and continuing interpersonal communication. (MSE)

Computational Skills for Biology Students

ERIC Educational Resources Information Center

Gross, Louis J.

2008-01-01

This interview with Distinguished Science Award recipient Louis J. Gross highlights essential computational skills for modern biology, including: (1) teaching concepts listed in the Math & Bio 2010 report; (2) illustrating to students that jobs today require quantitative skills; and (3) resources and materials that focus on computational skills.

A Process Model of Principal Selection.

ERIC Educational Resources Information Center

Flanigan, J. L.; And Others

A process model to assist school district superintendents in the selection of principals is presented in this paper. Components of the process are described, which include developing an action plan, formulating an explicit job description, advertising, assessing candidates' philosophy, conducting interview analyses, evaluating response to stress,…

Employer Engagement in Education

ERIC Educational Resources Information Center

Mann, Anthony; Dawkins, James

2014-01-01

The subject of this paper is employer engagement in education as it supports the learning and progression of young people through activities including work experience, job shadowing, workplace visits, career talks, mock interviews, CV workshops, business mentoring, enterprise competitions and the provision of learning resources. Interest has grown…

UNDERGRADUATE AIR BATTLE MANAGER TRAINING: PREPARED TO ACHIEVE COMBAT MISSION READY

DTIC Science & Technology

2016-04-01

asked about training that prepared the “tank” controller for their combat duties, their primary response were on-the-job-training (OJT). ii i...xxix Ibid. Various. Authors Personal Interviews and Debriefs. November 2015 to March 2016. i Ibid. ii Ibid

The World of Work--Industrial Clean Rooms.

ERIC Educational Resources Information Center

Potts, Frank E.

The purpose of this publication is to present information concerning the environmental conditions imposed upon workers in industries which require clean room facilities to eliminate particle-caused equipment failure. The information, which was collected through interviews, observation, and other standard job analysis techniques, discusses these…

Are Workplace Psychosocial Factors Associated With Work-Related Injury in the US Workforce?: National Health Interview Survey, 2010.

PubMed

Farnacio, Yvonne; Pratt, Michael E; Marshall, Elizabeth G; Graber, Judith M

2017-10-01

Psychosocial hazards in the workplace may adversely impact occupational and general health, including injury risk. Among 16,417 adult workers in the 2010 National Health Interview Survey Occupational Health Supplement, weighted prevalence estimates were calculated for work-related injuries (WRI) and any injuries. The association between injury and psychosocial occupational hazards (job insecurity, work-family imbalance, hostile work environment) was assessed adjusting for sociodemographic and occupational factors. WRI prevalence was 0.65% (n = 99); any injury prevalence was 2.46% (n = 427). In multivariable models job insecurity, work-family imbalance, and hostile work environment were each positively associated with WRI prevalence (odds ratio [OR]: 1.60, 95% CI: 0.97-2.65; OR: 1.69, 95% CI 0.96-2.89; and 2.01, 95% CI 0.94-4.33, respectively). Stressful working conditions may contribute to injuries. There is need for ongoing surveillance of occupational psychosocial risk factors and further study of their relationship with injury.

Creating a climate for ergonomic changes in the construction industry.

PubMed

Boatman, Laura; Chaplan, Debra; Teran, Suzanne; Welch, Laura S

2015-08-01

Ergonomic solutions that have gained acceptance in other industries are often considered not applicable to a construction work environment, even though the industry is characterized by high physical work demands. We conducted 50 key informant interviews with 23 contractor representatives and 27 union staff, plus 4 focus groups with a total of 48 workers. Many workers hold the belief that WMSDs are inevitable as part of the job, and did not consistently believe that changing the nature of the work could prevent that injury or pain. The interviewees reported limited availability and accessibility of tested and effective tools that both reduce physical demand and also get the job done efficiently and effectively. Yet for each major obstacle to implementation of ergonomics in the industry identified, the construction professionals we interviewed offered a variety of solutions. Contractors, unions, and workers need to work together to find actions that work within the parameters of the current economic environment. © 2015 Wiley Periodicals, Inc.

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.

Older Women Doing Home Care: Exploitation or Ideal Job?

PubMed Central

Butler, Sandra S.

2013-01-01

The increased need for both personal assistance workers and meaningful employment opportunities for older workers results in growing numbers of older home care aides. This study examined lifetime financial security and perceived advantages of older age in this field through interviews with 31 older home care aides. Study participants experienced high levels of financial insecurity and perceived older workers as particularly well suited to the home care job. The consequences of this low-wage, low-status work are explored along with implications for social workers to advocate for improved conditions for these workers providing essential care to frail elders. PMID:23600600