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The survey instrument underwent a content validity assessment during both the development and expert-review phases. Three experts, who each had more than 10 years’ experience as an AT in the military setting, were consulted. These 3 experts were all currently working in the military setting and represented the military academy, special operations, and entry-level military training subsettings. A first draft of the survey was developed from interviews and submitted to the 3 experts for feedback.

They were asked to evaluate the language and clarity of the questions, including military terminology, and suggest additional information needed to evaluate the stated areas of interest. Upon receiving the experts’ feedback, a second draft was created and submitted for review by a biostatistician consultant with expertise in survey design.

Biostatistical support included assistance with question order, question wording, and identification of items that required measured content validity.

Items requiring measured content validity consisted of any opinion-based questions, open-ended questions, and questions that required scaling eg, Likert-scale questions.

After consulting the biostatistician, we revised the items to improve clarity and ensure that responses would provide data capable of addressing the research questions.

A third draft was created, and content validity was measured. Questions being measured for content validity were evaluated on a scale ranging from 1 to 4, with 4 being ideal , for each of the following components: relevance, clarity, simplicity, and ambiguity. The minimum mean score of all questions being measured for content validity was 3.

Therefore, the questions were deemed valid. The survey instrument was then pilot tested by 10 current or former military-setting ATs in the authors’ professional network. In addition to completing the surveys, pilot testers were asked to provide feedback if necessary. Feedback included clarification of wording, which was addressed before distribution to the participants.

The final survey of 36 to 40 questions, depending on the participant’s previous answers, was estimated to take 20 to 40 minutes. Questions were in multiple-choice, Likert-scale, and short-answer formats. Any multiple-choice question with the option of other was given a text box for respondents to clarify their selection.

All questions were optional, and participants could progress forward and backward within the survey instrument. Questions were grouped in each module based on similarity of topic to allow participants to reference their previous answers without needing to toggle backward in the survey. The initial module was used for inclusionary and exclusionary purposes. Branching of the survey was limited but occurred for selected questions so that we could gain more information regarding job setting.

Potentially sensitive items, such as salary range, were positioned near the end of the survey to allow participants to develop confidence in our research team before they answered these questions.

Once a participant had progressed through the entire survey, the survey was sealed. A member of the research team assessed study progress and evaluated potential problems each day. Recruitment took place via an announcement at the Armed Forces Athletic Trainers’ Society’s annual meeting in June and word of mouth in the research team’s professional networks 11 and with the assistance of the Armed Forces Athletic Trainers’ Society’s listserv and social media.

The survey instrument was available from the beginning of June through the end of September On first entering the survey Web site, participants were provided with information on the purpose of the survey, contact information for the investigator and Office of Human Subjects Research, and an informed consent document.

Beginning the survey indicated that the participant provided informed consent. Once a participant began the study, Qualtrics assigned a numeric code to the participant’s response, which was used as the participant’s identification number. Survey data were analyzed via descriptive statistics and frequencies for all closed-ended or Likert questions. Six open-ended questions asked ATs about previous experiences that were beneficial to their current role, advice for ATs seeking employment in the military setting, the role of ATs in the military setting, past and current barriers related to their employment, and additional comments regarding their experiences working in the military setting.

We used a thematic analysis approach to qualitatively analyze open-ended responses together and allow themes to develop across survey items. They met to discuss similar codes and develop an initial coding framework, which contained key phrases, themes, and subthemes.

This coding framework was referenced during 2 subsequent rounds of data analysis to identify patterns in respondents’ quotes and interpret their meaning. These researchers met 2 additional times to discuss the codes, group similar responses into themes, and refine the themes and subthemes.

In one instance, these researchers were not in agreement for a particular code; therefore, a third researcher E. When consensus was reached, a peer debriefer was sent the raw data, coding framework, and quotes separated by themes and subthemes to confirm representativeness and cohesiveness. Multiple-researcher triangulation and the inclusion of a peer debriefer were used to enhance trustworthiness.

To present the quantitative and qualitative data in a cohesive manner, we blended the findings and presented them by topic area. The survey instrument was begun 63 times. Eight responses were from individual e-mailed links and 55 responses were from the anonymous link used for social media and word-of-mouth recruitment.

The survey was accessed 8 times by participants who did not progress beyond the initial information and informed consent page, resulting in a total of 55 respondents who consented. Two responses were from individuals who did not meet the inclusionary criteria.

Therefore, 53 responses from individuals who met the inclusionary criteria were analyzed. Participant demographic information is presented in Table 1. Four 7.

Three 5. Fourteen Characteristics of the respondents’ current employment settings, or most recent employment in the case of respondents who formerly worked in the military setting, are presented in Table 2. They were allowed to select more than 1 branch of the military; 7 worked with multiple military branches. Two reported other ; 1 in a research capacity and 1 with ROTC. Three reported other for classification of their AT position: 1 contract with a public university, 1 graduate assistantship, and 1 Air Force reservist.

Of the 15 who indicated that their position was classified differently in the past, 5 were previously contracted with an independent company, 7 were previously employed using non-appropriated funds, and 2 responded other contracted individual set aside, National Security Personnel System.

Of the 11 who worked with special operations units, 9 worked solely in this area. Sixteen respondents reported working at a service academy, of whom 14 worked with intercollegiate athletics. The majority of time was spent performing rehabilitation tasks Other categories of time were assigned to injury evaluation Self-reported salary ranges are described in Figure 1.

Multiple Likert-scale questions were used to assess job satisfaction. Most respondents reported opinions corresponding to levels of satisfaction regarding base pay, current workload, and ability to use their skill set and experience in their current position Table 3. Self-reported annual income range specific to athletic trainers’ working in a military setting.

The first of 3 qualitative themes summarized the context of the setting and ATs’ clinical practice while working with the military. Select participant quotes to represent the theme and subthemes are shown in Table 4.

Overall, these ATs believed it was a rewarding experience to provide care for individuals serving our nation. However, they also illustrated how the military population and patient needs are unique due to more being at stake for this patient population and the context of return to duty versus athletic participation.

For example, recognizing the patient population’s physical activity demands, such as carrying heavy packs and preparing personnel to return to duty after injuries sustained in combat training or on the battlefield, were essential to the ATs’ development of treatment plans. Lastly, although the participants highlighted the benefit of having a set work schedule in their current role , some indicated they could be more beneficial by expanding the role of ATs in the military.

Role-expansion suggestions included reclassifying AT positions and allowing ATs to serve active-duty populations overseas. Respondents’ opinions regarding their professional- entry- level athletic training program’s ability to prepare them for working in a military setting were varied Figure 2.

However, the mode of responses indicated a neutral belief that professional-level coursework and clinical experiences prepared ATs for working within a military setting. Beliefs about professional-level athletic training educational preparation for working within a military setting.

In the second qualitative theme, ATs described the importance of clinical and interpersonal skills while working with the military. Select participant quotes for this theme are presented in Table 5. Many participants stressed the importance of developing athletic training skills in any setting before working in the military.

Others highlighted the benefits of working with specific populations eg, Division 1 or elite-level athletics or obtaining military-specific experiences eg, personal military enlistment, previous work exposure in the military, working with universities’ ROTC units. Beneficial skill sets were in line with job expectations: ATs working in a research facility highlighted prior research training as critical to their success, whereas clinically practicing ATs described the value of additional certifications and credentials to address patients’ needs and prevent injuries.

This finding mirrors the numerous certifications reported in the previous quantitative section; however, 1 AT advised that being the best possible AT was more important than additional certifications. Interpersonal skills, such as adaptability, the ability to work in high-stress environments, effective communication, and learning to work with difficult people were also important to their success while working in the military setting.

Regarding entrance into the military setting, resilience and persistence while applying for military jobs were also stressed. The need to continue applying ie, for multiple postings or through multiple steps over a long period of time , actively improving one’s self, and displaying a willingness to learn were all cited as beneficial to gaining entry into this clinical setting.

Lastly, respondents discussed previous and current barriers experienced while working in the military. Job availability and navigation through the hiring process , military culture , and lack of recognition were described as challenges to working in this setting. Job creation potential of solar. This document defines the size of the job market within Canada’s solar industry and presents a preliminary forecast of the employment opportunities through to The issue of job potential within Canada’s solar technologies is complicated by the wide range of different fields and technologies within the solar industry.

The largest energy generator of the solar technologies is passive solar, but the jobs in this sector are generally in the construction trades and window manufacturers. The Canadian Solar Industries Association estimates that there are about to firms in Canada with the primary business of solar technologies, employing between to 1, employees. However, most solar manufacturing jobs in Canada are for products exports as demonstrated by the 5 main solar manufacturers in Canada who estimate that 50 to 95 per cent of their products are exported.

The main reason for their high export ratio is the lack of a Canadian market for their products. The 3 categories of job classifications within the solar industry include manufacturing, installation, and operations and maintenance.

The radiology job market: analysis of the ACR jobs board. The aim of this study was to assess the status of the radiology job market as represented by the ACR Jobs Board from October to June With the assistance of the ACR, data from the ACR Jobs Board from October through June , including the numbers of monthly new job seekers, new job postings, and job posting clicks, were gathered and used to calculate a monthly competitive index, defined as the ratio of new job seekers to new job postings.

There was no significant difference between and with regard to the number of new job seekers or job postings. Over the time period assessed, more new job seekers registered in October and November , August to November , and October and November These periods were also associated with the highest competitive index values.

There were less job seekers in the winter and spring of , , and , periods associated with lower competitive index values. ACR Jobs Board activity, measured by job posting clicks, was significantly higher in than in P Jobs Board, there were consistently more new job seekers than job postings throughout the study period, and fall is the period in the year most associated with the highest competitive index for radiologist employment.

Published by Elsevier Inc. All rights reserved. The impact of intermediate care services on job satisfaction, skills and career development opportunities. The purpose of this study was to examine, in depth, the impact of intermediate care services on staff job satisfaction, skills development and career development opportunities. Recruitment and retention difficulties present a major barrier to the effective delivery of intermediate care services in the UK. The limited existing literature is contradictory, but points to the possibility of staff deskilling and suggests that intermediate care is poorly understood and may be seen by other practitioners as being of lower status than hospital work.

These factors have the potential to reduce staff morale and limit the possibilities of recruiting staff. The research is based on interviews with 26 staff from case studies of two intermediate care services in South Yorkshire.

Participants reported high levels of job satisfaction, which was because of the enabling philosophy of care, increased autonomy, the setting of care and the actual teams within which the workers were employed. For most disciplines, intermediate care facilitated the application of existing skills in a different way; enhancing some skills, while restricting the use of others. Barriers to career development opportunities were attributed to the relative recency of intermediate care services, small size of the services and lack of clear career structures.

Career development opportunities in intermediate care could be improved through staff rotations through acute, community and intermediate care to increase their awareness of the roles of intermediate care staff. The non-hierarchical management structures limits management career development opportunities , instead, there is a need to enhance professional growth opportunities through the use of consultant posts and specialization within intermediate care.

This study provides insight into the impact of an increasingly popular model of care on the roles and job satisfaction of workers and highlights the importance of this learning for recruitment and retention of. Job hindrances, job resources, and safety performance: The mediating role of job engagement.

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

Theoretical and practical implications and directions for future research are also discussed. Full Text Available Orientation: The study of work stressors, job insecurity and union support creates opportunity for iron ore mining organisations to manage job satisfaction and safety motivation and behaviour more effectively. Motivation for the study: The mining industry in general is often faced with hazardous and physically demanding working environments, where employees work under constant pressure.

Work stressors, job insecurity, union support and job satisfaction are considered key variables when investigating effective means of managing safety. Research design, approach and method: A cross-sectional survey design was utilised to collect the data.

Structural equation modelling and bootstrapping resampling analysis were used to analyse the data. Main findings: Work stressors and job insecurity were found to be negatively associated with job satisfaction. Conversely, perceived union support was positively associated with job satisfaction and safety motivation and behaviour.

Furthermore, job satisfaction mediated the relationship between union support and safety motivation and behaviour. To date, very little empirical research exists that simultaneously considers all these constructs. Attrition, burnout, job dissatisfaction and occupational therapy managers. At a time when there is growing concern about the person-power shortages in occupational therapy, there is a need to address reasons why therapists leave the job market.

Two job -related reasons for attrition are burnout and job dissatisfaction. The burnout phenomenon occurs as a result of personnel shortages, high-stress demands on therapists, the severity and complexity of client’s problems, and the therapist’s own ”worker personality. Occupational therapy managers can consider the causes of burnout and job dissatisfaction and initiate resources to retain therapists.

Managers can increase the job benefits, such as flexible working hours, take steps to reduce stress in the workplace, offer career laddering opportunities , and promote staff development. By identifying the causes for attrition and by addressing those causes, the threat of losing therapists from the work force may be averted. They reported a variety of strategies to reduce job dissatisfaction, burnout, and attrition. When these problems were present, managers cited bureaucratic red tape, lack of opportunity for advancement, and increasing role demands as contributing factors.

The study found that job involvement had significant relationship with work motivation and job satisfaction of the respondents. It was also found that work motivation and job satisfaction jointly and individually predict job involvement of the respondents. Nevertheless, it was established that there was significant difference in Job anxiety, organizational commitment and job satisfaction: An Job anxiety, organizational commitment and job satisfaction: An empirical assessment of supervisors in the state of Eritrea.

The findings of the present research revealed that i recognition and self-esteem facets of job anxiety were found to be significantly related to job satisfaction, ii facets of organizational commitment Change in job stress and job satisfaction over a two-year interval using the Brief Job Stress Questionnaire.

The relationship between job stress and job satisfaction by the follow-up study should be more evaluated for workers’ health support. Job stress is strongly affected by the content of the job and the personality of a worker. This study was focused on determining the changes of the job stress and job satisfaction levels over a two-year interval, using the Brief Job Stress Questionnaire BJSQ.

This self-administered questionnaire was distributed to the same employees of a Japanese industrial company in and Sixty-one employees were lost from responders in Data of 16 items from 57 items graded on a four-point Likert-type scale to measure the job stressors, psycho-physical complaints and support for workers, job overload six items , job control three items , support six items and job satisfaction score one item were selected for the analysis.

The age-adjusted partial correlation coefficients for job overload, job control and support were 0. There were no significant differences in the mean score for job overload, job control or support, although significant decline in the job satisfaction level was apparent at the end of the two-year period pjob satisfaction in and in for subjects with keeping low job strain.

No significant changes in the scores on the three elements of job stress were observed over the two-year study period, and the job satisfaction level deteriorated significantly during this period. There was a decline in the job satisfaction in the two-year period, although subjects did not suffer from job stress at the same period.

Job crafting: Towards a new model of individual job redesign. Research purpose: The purpose of the study was to fit job crafting in job design theory. Motivation for the study: The study was an attempt to shed more light on the types of proactive behaviours of individual employees at work. Moreover, we explored the concept of job crafting and its antecedents and consequences. Research design, approach and method: A literature study was conducted in which the focus was first on proactive behaviour of the employee and then on job crafting.

Main findings: Job crafting can be seen as a specific form of proactive behaviour in which the employee initiates changes in the level of job demands and job resources. Job crafting may be facilitated by job and individual characteristics and may enable employees to fit their jobs to their personal knowledge, skills and abilities on the one hand and to their preferences and needs on the other hand. Employees could be encouraged to exert more influence on their job characteristics.

Job -demand for learning and job -related learning: the mediating effect of job performance improvement initiatives. A partial least squares analysis revealed that job -performance-improvement-initiatives mediate partially the effects of job -demand for learning on job -related learning. This research investigates the hypotheses that the relationship between job seniority and job satisfaction will resemble a curvilinear function of a U-shaped curve, while age and job level will be linearly related to job satisfaction; and that intrinsic rather than extrinsic aspects of job satisfaction will be the major contributor to the U-shaped….

Universities could benefit by offering more flexible part-time job opportunities such as job -sharing, following an apparent national trend in accommodating social and economic needs. Institutions have many options in scheduling and allocating tasks.

Possible benefits include improved employee attitude and productivity. 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.

The importance of job autonomy, cognitive ability, and job -related skill for predicting role breadth and job performance. Role theory suggests and empirical research has found that there is considerable variation in how broadly individuals define their jobs.

We investigated the theoretically meaningful yet infrequently studied relationships between incumbent job autonomy, cognitive ability, job -related skill, role breadth, and job performance.

In addition, role breadth was positively related to job performance and was found to mediate the relationship between job autonomy, cognitive ability, job -related skill, and job performance. These results add to our understanding of the factors that predict role breadth, as well as having implications for how job aspects and individual characteristics are translated into performance outcomes and the treatment of variability in incumbent reports of job tasks. Labor market modeling recognizing latent job attributes and opportunity constraints : an empirical analysis of labor market behavior of Eritrean women.

Abstract: This paper analyzes labor market behavior of urban Eritrean women with particular reference to the impact of education, earnings and labor market opportunities. Unlike traditional models of labor supply, which assume that work can be supplied freely in the labor market, we develop a framework that explicitly takes into account the notion of job opportunities and observable sets of feasible jobs.

The framework is formulated within a random utility setting in which unob Job demands, job resources, and job performance in japanese workers: a cross-sectional study. This study investigated the cross-sectional association of job demands i.

A total of 1, workers males and females from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performance Questionnaire, and demographic survey.

Hierarchical multiple regression analyses were conducted. On the other hand, psychological demands or co-worker support was not significantly associated with job performance.

These findings suggest that higher decision latitude and extrinsic reward enhance job performance among Japanese employees. We conducted an empirical study aimed at identifying and quantifying the relationship between work characteristics, organizational commitment, job satisfaction, job involvement and organizational policies and procedures in the transition economy of Serbia, South Eastern Europe.

The study, which included persons, employed by 8 companies, revealed that existing models of work motivation need to be adapted to fit the empirical data, resulting in a revised research model elaborated in the paper. In the proposed model, job involvement partially mediates the effect of job satisfaction on organizational commitment.

Job satisfaction in Serbia is affected by work characteristics but, contrary to many studies conducted in developed economies, organizational policies and procedures do not seem significantly affect employee satisfaction. Job satisfaction and intention to quit the job. Negative psychosocial work conditions may influence the motivation of employees to adhere to their job.

To elucidate the perception of psychosocial work conditions among Danish hospital employees who would quit their job if economically possible and those who would not.

A cross-sectional questionnaire study of hospital employees. The questionnaire gave information on elements of the psychosocial work environment job demands, job influence, job support, management quality, exposure to bullying , general health status, sick-leave during the preceding year, life style leisure time physical activity, alcohol intake and smoking habits , age, sex and profession.

In a final logistic regression model, six factors were identified as independently associated with the wish to quit or not: self-assessed health status, meaningfulness of the job , quality of collaboration among colleagues, age, trustworthiness of closest superior s and exposure to bullying.

Psychosocial work conditions, in particular meaningfulness of the job , were independently associated with intention to quit the job if economically possible and relevant within different job categories.

Job Matching and On-the- Job Training. Conventional analysis predicts that workers pay part of their on-the- job training costs by accepting a lower starting wage and subsequently realize a return to this investment in the form of greater wage growth. Missing from the conventional treatment of on-the- job training is a discussion of the process by which heterogeneous worker s are matched to jobs requiring varying amounts of training.

This matching process constitutes a key feature of the on-the- job training model that is presented i Rural nurse job satisfaction. Rural nurses considered lifestyle and personal life issues when choosing a job. Concepts like time away from work, rural lifestyle, recreation opportunities , climate and social activities influenced the intention to stay on the job.

Rural nurses with the most job satisfaction preferred rural lifestyles and possessed rural backgrounds. Since the generalist nurse role requires autonomy and task variability, recruiting nurses who prefer these job characteristics might enhance nurse retention. Other findings were tied to rural health and nursing theories. It is unknown why the most dissatisfied nurses had years of experience.

Similar studies with larger samples are suggested. Full Text Available Introduction: Employees are regularly offered opportunities to make their work more appealing and rewarding. These opportunities might be as simple as making fine changes to their daily tasks to boost happiness and to connect with more people at vocation.

Hence, an attempt is made to assess job -crafting behavior among the dental academic faculty. Materials and Methods: A cross-sectional study was conducted among dental academic faculty from five dental colleges. Mean scores were calculated for different domains of JCQ.

Results: A total of dental faculty members with a mean age of The mean value of job -crafting behavior was found to be highest among female faculty Male faculty scored higher in task-crafting domain and female faculty scored higher in both cognitive- and relational-crafting domains.

The professors scored highest in all the three domains of job -crafting behavior as compared to that of senior lecturers and readers. Conclusion: Job crafting is an effectual workplace intervention, where employees assume an active role in shaping their work experience to enhance their job satisfaction and well-being.

The overall score of job -crafting behavior was found to be highest among both professors and female faculty members. Male faculty members scored higher in task-crafting domain. With regard to individual domains, the participants scored highest in cognitive crafting followed by task and relational crafting. A total of 1, workers males and females from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performa Physician job satisfaction related to actual and preferred job size.

Job satisfaction is essential for physicians’ well-being and patient care. The work ethic of long days and hard work that has been advocated for decades is acknowledged as a threat for physicians’ job satisfaction, well-being, and patient safety. Our aim was to determine the actual and preferred job size of physicians and to investigate how these and the differences between them influence physicians’ job satisfaction.

We used regression analysis to investigate the influence of job size on physicians’ job satisfaction 13 aspects and ANOVA to examine differences in job satisfaction between physicians wishing to retain, reduce or increase job size.

Respondents’ average actual and preferred job sizes were. Physicians who preferred larger job sizes were – compared to the other groups of physicians – least satisfied with professional accomplishments.

A considerable group of physicians reported a gap between actual and preferred job size. Realizing physicians’ preferences as to job size will hardly affect total workforce, but may greatly benefit individual physicians as well as their patients and society. Therefore, it seems time for a shift in work ethic. I thank God for giving me the ability and opportunity to grow as a professional and as a person.

I thank my classmate Factors that prevent the development of job dissatisfaction. Hygiene factors include salary, status, and job security, quality of work Includes responsibility, variety, skill, autonomy, opportunities for personal growth and development, and.

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

Impact of financial pressure on unemployed job search, job find success and job quality. Research shows that financial pressure — implied as a consequence of benefit sanctions or exhaustion — prompts the unemployed to intensify their job search. However, there is less agreement about whether that intensified job search produces better quality job outcomes. Building on Self-Determination.

The prospective effects of workplace violence on physicians’ job satisfaction and turnover intentions: the buffering effect of job control. Health care professionals, including physicians, are at high risk of encountering workplace violence. At the same time physician turnover is an increasing problem that threatens the functioning of the health care sector worldwide. The present study examined the prospective associations of work-related physical violence and bullying with physicians’ turnover intentions and job satisfaction.

In addition, we tested whether job control would modify these associations. The present study was a 4-year longitudinal survey study, with data gathered in and Analyses of covariance ANCOVA were conducted while adjusting for gender, age, baseline levels, specialisation status, and employment sector.

The results of covariance analyses showed that physical violence led to increased physician turnover intentions and that both bullying and physical violence led to reduced physician job satisfaction even after adjustments. We also found that opportunities for job control were able to alleviate the increase in turnover intentions resulting from bullying. Our results suggest that workplace violence is an extensive problem in the health care sector and may lead to increased turnover and job dissatisfaction.

Thus, health care organisations should approach this problem through different means, for example, by giving health care employees more opportunities to control their own work. Job flexibility and job insecurity : the Dutch case. Since the s the flexible workforce in the Netherlands has been an important factor of labour force growth. The question raised in this article is whether job flexibility gives rise to feelings of job security.

It appears that flexiworkers experience more job insecurity than workers with. Job demands as a moderator of the political skill- job performance relationship. Perhaps, most The agricultural extension agent is a key stakeholder in extension systems. The nature of their work is so important that it has overriding effect on their job performance. This study investigates the relationship between job characteristics and job performance of agricultural extension agents in Imo and Rivers States, Nigeria.

Young Generation Network appearance on the job opportunity fair. We describe the way in which we have appeared on a job -fair, organised for the connection between employers and students. We have offered jobs in the nuclear branch and by gaining the interest of the participants mainly students were able to popularise nuclear energy.

In this way we dealt with two big problems: the lack of new young professionals in the field and the public opinion, not generally in favour of the use of nuclear energy. Job Hazard Analysis. Establishing proper job procedures is one of the benefits of conducting a job hazard analysis carefully studying and recording each step of a job , identifying existing or potential job hazards Job stress, fatigue, and job dissatisfaction in Dutch lorry drivers: towards an occupation specific model of job demands and control.

Building on Karasek’s model of job demands and control JD-C model , this study examined the effects of job control, quantitative workload, and two occupation specific job demands physical demands and supervisor demands on fatigue and job dissatisfaction in Dutch lorry drivers.

Stepwise multiple regression analyses were performed to examine the main effects of job demands and job control and the interaction effect between job control and job demands on fatigue and job dissatisfaction.

Moreover, in accordance with Karasek’s interaction hypothesis, job control buffered the positive relation between quantitative workload and job dissatisfaction. Despite methodological limitations, the results suggest that the inclusion of occupation specific job control and job demand measures is a fruitful elaboration of the JD-C model. 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. 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. Table-top job analysis. The purpose of this Handbook is to establish general training program guidelines for training personnel in developing training for operation, maintenance, and technical support personnel at Department of Energy DOE nuclear facilities.

TTJA is not the only method of job analysis; however, when conducted properly TTJA can be cost effective, efficient, and self-validating, and represents an effective method of defining job requirements.

The table-top job analysis is suggested in the DOE Training Accreditation Program manuals as an acceptable alternative to traditional methods of analyzing job requirements. DOE A strongly endorses and recommends it as the preferred method for analyzing jobs for positions addressed by the Order.

The Job Content Questionnaire JCQ : an instrument for internationally comparative assessments of psychosocial job characteristics. This article consists of three parts. Part 1 discusses the Job Content Questionnaire JCQ , designed to measure scales assessing psychological demands, decision latitude, social support, physical demands, and job insecurity. Part 2 reports the cross-national validity, for men and women, of the JCQ. Investigated the effects of knowledge of current pay levels and perceived job gender on subsequent job evaluations.

Confirmed the hypothesis that jobs with high pay levels would receive higher evaluations than jobs with low pay levels. Found evidence of a pro-female bias in the job evaluation ratings of 53 job evaluators. This mixed-methods research compared job satisfaction among counselors working in pre-schools and primary-schools. Its quantitative phase included 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.

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. United States Employment Service data on the cognitive and noncognitive aptitude requirements of different occupations were used to create an occupational classification–the Occupational Aptitude Patterns OAP Map.

Thirteen job clusters are arrayed according to major differences in overall intellectual difficulty level and in functional focus…. Job satisfaction and job content in Dutch dental hygienists.

This study compares the scope of practice of Dutch dental hygienists DHs educated through a 2- or 3-year curriculum ‘old-style DHs’ with that of hygienists educated through a new extended 4-year curriculum leading to a bachelor’s degree ‘new-style DHs’ , with the aim to investigate whether an extended scope of practice positively affects perceived skill variety, autonomy and job satisfaction. T -tests were used to analyse differences between old- and new-style DHs, and regression analyses were performed to assess the relation between scope of practice and skill variety, autonomy and job satisfaction.

New-style DHs have a more extended scope of practice compared with old-style DHs. The core business of DHs remains the prevention and periodontology services.

New-style DHs combine these tasks with extended tasks in the caries field, which can lead to comparatively less job satisfaction, because of a lower experienced autonomy in performing these extended tasks.

Occupational uncertainty has a considerable effect upon consumer decisions during a recession, especially with respect to discretionary products and services such as tourism. Using Qualitative Comparative Analysis QCA , the study examines the complex relations among job vulnerability, disposable income for tourism, marketing activities, and price and quality issues for Greek holiday makers returning from their vacations.

The article also compares QCA with the two dominant linear methods of a Expert ratings of job demand and job control as predictors of injury and musculoskeletal disorder risk in a manufacturing cohort. To examine associations between workplace injury and musculoskeletal disorder MSD risk and expert ratings of job -level psychosocial demand and job control, adjusting for job -level physical demand.

Among a cohort of aluminium manufacturing workers in jobs for which expert ratings of job -level physical and psychological demand and control were obtained during the 2 years following rating obtainment, multivariate mixed effects models were used to estimate relative risk RR of minor injury and minor MSD, serious injury and MSD, minor MSD only and serious MSD only by tertile of demand and control, adjusting for physical demand as well as other recognised risk factors.

Using expert ratings of job -level exposures, this study provides evidence that psychological job demand and job control contribute independently to injury and MSD risk in a blue-collar manufacturing cohort, and emphasises the importance of monitoring psychosocial workplace exposures in addition to physical workplace exposures to promote worker health and safety.

This paper stresses the importance of a specification of the matching function in which the measure of job matches corresponds to the measure of job searchers. In many empirical studies on the matching function this requirement has not been fulfilled because it is difficult to find information about. Yes, each Job Corps center must establish and operate an effective system to account for Each center must operate its student accountability system according to requirements and Generational differences in factors influencing job turnover among Japanese nurses: an exploratory comparative design.

Understanding nurses’ needs and the reasons for job turnover by the generation in which they were born may provide some feasible solutions. The purpose of the study was to identify specific work-related needs and values of nurses in three generations born in , , present. The study also aimed to explore generation-specific reasons that might make nurses consider leaving the jobs.

The study was conducted in three public hospitals in Japan. A convenience sample of registered nurses participated in the study. A survey method was used to collect quantitative and qualitative data. Nurses born between and embraced high needs and values in professional privileges such as autonomy and recognition, while those born after expressed low needs and values in the opportunities for clinical challenge. For nurses born between and , the imbalance between their jobs and personal life made them consider leaving their jobs.

For those born after , losing the confidence to care made them consider turning over. Nurses born after tended to value economic return and job security more highly compared to those born between and Understanding generation-specific needs and values of nurses may enable organisations and Nurse Managers to develop feasible and effective countermeasures to reduce nurse turnover.

The variables and management strategies influencing the job satisfaction of research scientists are examined. Emphasis is on defining satisfaction within the job context and the implications for managing the context to enhance satisfaction. Readiness for change and job satisfaction in a case of lean management application – a comparative study.

This current study investigates the effect of lean management system on work attitudes of workers of two manufacturing companies.

Workers of two enterprises, the first one with lean production and the second one with old mass production, were compared for their readiness for change and job satisfaction both emotional and cognitive aspect. Individuals from the lean manufacturing company were characterized by higher level of readiness for change, positive affect at work, and cognitive job satisfaction.

In this approach the introduction of lean production positively affected company’s human resource attitudes. Comparing the job satisfaction and intention to leave of different categories of health workers in Tanzania, Malawi, and South Africa. Full Text Available Background: Job satisfaction is an important determinant of health worker motivation, retention, and performance, all of which are critical to improving the functioning of health systems in low- and middle-income countries.

A number of small-scale surveys have measured the job satisfaction and intention to leave of individual health worker cadres in different settings, but there are few multi-country and multi-cadre comparative studies. Objective: The objective of this study was to compare the job satisfaction and intention to leave of different categories of health workers in Tanzania, Malawi, and South Africa.

Methods: We undertook a cross-sectional survey of a stratified cluster sample of 2, health workers, from Tanzania, from Malawi, and from South Africa. Participants completed a self-administered questionnaire, which included demographic information, a item job satisfaction scale, and one question on intention to leave.

Multiple regression was used to identify significant predictors of job satisfaction and intention to leave. Results: There were statistically significant differences in job satisfaction and intention to leave between the three countries. Approximately Conclusions: We have shown differences in the levels of job satisfaction and intention to leave between different groups of health workers from Tanzania, Malawi, and South Africa.

Our results caution against generalising about the effectiveness of interventions in different contexts and. Job stressors and job stress among teachers engaged in nursing activity. Teachers and staff members engaged in nursing activity experience more stress than other workers. However, it is unknown whether teachers engaged in nursing activity in schools for handicapped children experience even greater stress.

This study evaluated job stressors and job stress among such teachers using a cross-sectional study design. The subjects were all 1, teachers from all 19 prefectural schools for handicapped children in Shizuoka Prefecture, Japan. We used a brief job stress questionnaire for the survey and teachers completed the questionnaire.

Job stressors among teachers engaged in nursing activity were compared with those among teachers not engaged in nursing activity. Job stress among such teachers was estimated by the score for total health risk, and was compared with the score in the Japanese general population. Male and female teachers engaged in nursing activity had a significantly higher level of job stressors for physical work load and job control compared with those not engaged in nursing activity.

The scores for total health risk among male and female teachers engaged in nursing activity were points and 98 points, respectively. These scores were not markedly above points which is the mean score in the Japanese general population. Ant colony optimisation for scheduling of flexible job shop with multi-resources requirements. Full Text Available The paper presents application of ant colony optimisation algorithm for scheduling multi-resources operations in flexible job shop type of production systems.

Operations that require the participation of two or more resources are common in industrial practice, when planning are subject not only machines, but also other additional resources personnel, tools, etc.. Resource requirements of operation are indicated indirectly by resource groups. The most important parameters of the resource model and resource groups are also described. A basic assumptions for ant colony algorithm used for scheduling in the considered model with multiresources requirements of operations is discussed.

The main result of the research is the schema of metaheuristic that enables searching best-score solutions in manufacturing systems satisfying presented constraints. Job satisfaction is an important determinant of health worker motivation, retention, and performance, all of which are critical to improving the functioning of health systems in low- and middle-income countries.

The objective of this study was to compare the job satisfaction and intention to leave of different categories of health workers in Tanzania, Malawi, and South Africa. We undertook a cross-sectional survey of a stratified cluster sample of 2, health workers, from Tanzania, from Malawi, and from South Africa. There were statistically significant differences in job satisfaction and intention to leave between the three countries.

We have shown differences in the levels of job satisfaction and intention to leave between different groups of health workers from Tanzania, Malawi, and South Africa. Our results caution against generalising about the effectiveness of interventions in different contexts and highlight the need for less standardised and more targeted HRH strategies than has been practised to date.

Background Job satisfaction is an important determinant of health worker motivation, retention, and performance, all of which are critical to improving the functioning of health systems in low- and middle-income countries. Objective The objective of this study was to compare the job satisfaction and intention to leave of different categories of health workers in Tanzania, Malawi, and South Africa. Methods We undertook a cross-sectional survey of a stratified cluster sample of 2, health workers, from Tanzania, from Malawi, and from South Africa.

Results There were statistically significant differences in job satisfaction and intention to leave between the three countries. Conclusions We have shown differences in the levels of job satisfaction and intention to leave between different groups of health workers from Tanzania, Malawi, and South Africa. Specifically , let nj be the number of jobs that have already been allocated to server j.

When job i arrives, it is The problem of online job allocation has attracted much attention. Most current studies study Strategic collaborative quality management and employee job satisfaction. The study presents a case study over six years following the implementation of the SCQM programme in a public hospital. A validated questionnaire was used to measure employees’ job satisfaction.

The impact of the intervention was measured by comparing the pre-intervention and post-intervention measures in the hospital.

The hospital reported a significant improvement in some dimensions of job satisfaction like management and supervision, organisational policies, task requirement , and working conditions.

This paper provides detailed information on how a quality management model implementation affects employees. A well developed, well introduced and institutionalised quality management model can improve employees’ job satisfaction.

However, the success of quality management needs top management commitment and stability. Methods The study presents a case study over six years following the implementation of the SCQM programme in a public hospital.

Results The hospital reported a significant improvement in some dimensions of job satisfaction like management and supervision, organisational policies, task requirement , and working conditions.

Conclusion This paper provides detailed information on how a quality management model implementation affects employees. Working conditions and job quality: comparing sectors in Europe: overview report. This report and the accompanying 33 sectoral information sheets aim to capture the diversity prevalent across sectors in Europe in terms of working conditions and job quality.

The information sheets indicate how workers in each sector compare to the European average for all workers, as well as highlighting differences and similarities among different groups of workers. The report pinpoints trends across sectors in areas such as working time and work—life balance, work organisation, skills and Management competencies in higher education: Perceived job importance in relation to level of training required.

Research purpose: The aim of this article is to determine the relationship between a specific set of HOD managerial competencies identified as being important for the job and the level of training required in terms of these competencies. Motivation for the study: Research has provided evidence that HODs are often ill-prepared for their managerial role, which requires the development of specific management competencies to enable them to fulfil their roles effectively.

Research design, approach and method: A non-experimental quantitative survey design approach was followed and correlational data analyses were performed. A cross-sectional sample of 41 HODs of 22 departments from various faculties of a higher education institution in Gauteng participated in this study. Main findings: The Pearson product-moment analysis indicated that there is a significant relationship between the competencies indicated as being important for the job and the level of training required.

Relationship between job stress, occupational position and job satisfaction using a brief job stress questionnaire BJSQ. Subjects with higher occupational position are speculated to have higher ability to handle with stress, and they were less affected by job stress.

This study focused on the relationship between job satisfaction and three sub-scales of a brief job stress questionnaire BJSQ related to workload. This self-administered questionnaire was distributed to employees of a company, and all the workers sent back their responses. Among the 57 items graded on a 4-point Likert-type scale to measure job stressors, psycho-physical complaints, and support for workers, the authors studied the influence of quantitative and qualitative job overload six items , job control three items , and support port six items.

The job satisfaction score estimated on a 4-point Likert-type scale was also used in relation to job stress determined using a item scale from the BJSQ based on demand-control-support model. Occupational positions were classified into directors, managers, and general workers, and the content of job was classified into clerical workers, skilled technicians, and unskilled manual workers.

All the scales on job stress presented acceptable alpha coefficients reflecting high internal consistency job demand: 0. Principal axis factor analysis was conducted, and three factors were extracted; support, job demand and job control. There was a significant difference in the mean score among four groups divided by the job satisfaction level as evaluated by Dunnett’s multiple comparison, and members who were dissatisfied with their job showed a high job demand, limited job control, and poor support.

The mean score of support for managers were significantly higher lower support than that for general workers. The logistic regression analysis revealed that job control and support contributed significantly to job satisfaction.

In addition, unskilled manual workers showed significantly higher job dissatisfaction compared. They studied on the government non government college teachers in relation to job satisfaction and job stress. They collected the sample from college teacher from government and non government from bathinda district Punjab to discover the difference between government and non government male and female college teachers in relation to job….

The Job Demands-Resources model as predictor of work identity and work engagement: A comparative analysis. Research purpose: This study explored possible differences in the Job Demands-Resources model JD-R as predictor of overall work engagement, dedication only and work-based identity, through comparative predictive analyses. Motivation for the study: This study may shed light on the dedication component of work engagement.

Currently no literature indicates that the JD-R model has been used to predict work-based identity. Research design: A census-based survey was conducted amongst a target population of employees that yielded a sample of a response rate of about A work-based identity scale was developed for this study.

Factor and reliability analyses were conducted on the scales and general multiple regression models were used in the predictive analyses. Main findings: The JD-R model yielded a greater amount of variance in dedication than in work engagement. It, however, yielded the greatest amount of variance in work-based identity, with job resources being its strongest predictor. Work and organizational psychology has long been concerned with measuring job satisfaction in organizational contexts, and this has carried across to the field of education, leading to a research focus on the work-related satisfaction of teachers.

Unfortunately, a sort of balkanization of the field has resulted in the production of dozens of specific measurement tools, making it difficult to cross- compare samples and contexts. Confirmatory factor analysis and multi-group invariance tests were applied. The TJSS-9 displayed robust psychometric proprieties and no substantial departures from measurement invariance configural and metric. Future research is required to further test equivalence across additional countries, with view to developing a truly international tool for measuring job satisfaction in teaching.

Full Text Available Work and organizational psychology has long been concerned with measuring job satisfaction in organizational contexts, and this has carried across to the field of education, leading to a research focus on the work-related satisfaction of teachers.

Gender differences in job quality and job satisfaction among doctors in rural western China. Few studies about gender differences in job quality and job satisfaction among medical professionals have been carried out in China. So the objectives of this study were to examine whether and to what extent gender differences existed in job quality and job satisfaction of doctors in rural western China.

From to , a total of doctors from selected county-level health care facilities in rural western China were recruited into the study. Information about the doctors’ demographic characteristics, job quality, and job satisfaction was collected through a designed questionnaire.

Besides examining gender differences in single dimensions of job quality and job satisfaction, principal component analysis was used to construct a composite job quality index to measure the differences in the comprehensive job quality, and exploratory factor analysis was applied to evaluate the differences in the overall job satisfaction.

Chi-square test was used to calculate differences between proportions, and t-test was used to compare differences between means. Among the doctors, there were males and females ratio Male doctors had significantly higher monthly salaries, longer working hours, more times of night shifts per month, longer continuous working hours, and longer years of service at current facilities, and marginally significantly higher hourly wage and longer years of service in current professions.

However, female doctors showed greater overall job qualities. Significant and marginally significant gender differences were only found in satisfaction with remuneration compared to workload, the chance of promotion and working environment.

But female showed greater satisfaction in the overall job satisfaction and the factor including sub-aspects of working environment, remuneration compared to workload, the chance of promotion, utilization of subjective initiative, and sense of achievement. Gender differences in job quality and job satisfaction did.

Exploring job embeddedness’ antecedents. Full Text Available Employees are the key resources of organizational success. Developing and maintaining job embeddedness is a cornerstone success in the workplace.

The purpose of this research study is to analyze selected antecedents of job embeddedness. Role ambiguity, training, and demographics age groups, gender and education were identified from the extant literature as the selected antecedents for this study.

An in-depth statistical analysis of the job embeddedness sub-dimensions was conducted in relation to the selected antecedents. Questionnaires were administered among the employees working in the private banks in Egypt. Results revealed a negative relationship between role ambiguity and job embeddedness, a positive relationship between training and job embeddedness, elder employees held higher level of embeddedness compared to young employees, females possessed higher level of embeddedness compared to males, and no significant differences among the various education levels and job embeddedness.

The radiology job market remains daunting. Trainees choosing fellowships benefit from understanding employers’ likely future needs. Radiology practices may similarly refine recruiting practices. This study quantitatively analyzes the current radiology job landscape. As entries are frequently added and removed, posts were manually collected weekly. The database was analyzed to characterize employer needs, salary, partnership track availability, and job availability by geography.

A total of 1, jobs were posted during the study period. Of these, 1, Most jobs were in private practice However, when indexed per million population, the highest job rates were in Nevada In spite of a strong body of research examining teacher job satisfaction and teachers’ assessment of their principals’ behaviours, most studies focus on the educational systems in the first world countries. This quantitative study focuses on a lesser-examined educational context by comparing school teachers’ job satisfaction levels and principals’….

Asthma history, job type and job changes among US nurses. Nurses are at increased risk of occupational asthma, an observation that may be related to disinfectants exposure. Paradigm Stories Shift Examples. In order to address the clear scientific need to advance high quality techniques for uncertainty estimation, WG10 task group We’ve got low prices on a wide range of Musical instruments, Bargain …. The uncertainty of the thermal expansion is equivalent to a product of the temperature change and the coefficient of linear expansion of scale ….

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We apologize for any inconvenience Double the shunt capacity to carry maximum amperage over the entire brush ‘,1 ‘Weight gain following smoking cessation: a possible role for nicotine replacement in weight management I paid …. The rubric of portfolios refers to the scale of assessment of portfolios. If your current rate exceeds step 10 of the GS scale, you will most likely receive step The new Special Rates schedules are effective on the first day of the first applicable pay ….

The Federal Wage System helps determine the classification of jobs, the. There is usually a Connect button somewhere on the USB receiver. By continuing to use our website, you agree to the use of cookies and similar technologies. The results of these 19 tests have been presented previously. The proposed multi-scale feature aggregation scheme using feature concatenation is easily incorporated into existing photometric stereo network architectures.

Conveyor for Baggage Transport. Contact Supplier Request a quote. See all WG salaries to learn how this stacks up in the market. The Office of Personnel Management provides policy leadership and expertise on a variety of Governmentwide pay programs for Federal employees, including the. Effective in January , all GS employees received this annual adjustment. This estimate is based upon 1 US Air Force WG salary report s provided by employees or estimated based upon statistical methods.

All car regs beginning with WG10P. Pay ranges reflecting market value are then assigned to these pay grades. Premetto una considerazione generale nella. The educational and experience requirements for most GS government jobs are: The General Schedule pay raise this year was 2.

Click on any job series for job descriptions, starting and maximum base pay rates, and a list of current job openings within the series. The GS assigns every job a grade level …. Locality Pay: You may receive pay on top of your salary, depending on what county you work in.

This three-year period can be at any point in your federal career. The higher the grade level, the higher the pay. Everyone earns sick leave at the rate of 4 hours per pay period. After 6 months it goes up about 70 cents and a year after that some more and so on. A large scale file processing application on a hypercube. The WG and WL classes of pay rates each have …. In , a manuscript was published summarising the current state of the art in uncertainty analysis for all the retrospective dosimetry techniques employed by members of WG10 ….

The Federal Wage System helps determine the classification of jobs, the appropriate.

 
 

 

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