Relevant bibliographies by topics / Job

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Job'

Author: Grafiati
Published: 4 June 2021
Last updated: 27 July 2024

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Journal articles on the topic "Job"

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Kapp, Clare. "Job Joab Bwayo." Lancet 369, no. 9563 (March 2007): 736. http://dx.doi.org/10.1016/s0140-6736(07)60347-x.

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Moszynski, Peter. "Job Joab Bwayo." BMJ 334, no. 7593 (March 15, 2007): 590. http://dx.doi.org/10.1136/bmj.39125.581713.fa.

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Demerouti, Evangelia. "Design Your Own Job Through Job Crafting." European Psychologist 19, no. 4 (January 1, 2014): 237–47. http://dx.doi.org/10.1027/1016-9040/a000188.

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Job crafting can be viewed as changes that employees initiate in the level of job demands and job resources in order to make their own job more meaningful, engaging, and satisfying. As such, job crafting can be used to complement top-down approaches to improve jobs in order to overcome the inadequacies of job redesign approaches, to respond to the complexity of contemporary jobs, and to deal with the needs of the current workforce. This review aims to provide an overview of the conceptualizations of job crafting, the reasons why individuals craft their jobs, as well as the hypothetical predictors and outcomes of job crafting. Furthermore, this review provides suggestions to organizations on how to manage job crafting in their processes, and how to stimulate more beneficial job crafting behavior. Although research on job crafting is still in its infancy, it is worthwhile for organizations to recognize its existence and to manage it such that it has beneficial effects on the employees and the organization at large.
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Kim, Yuna, and John S. Talbott. "Marketing social selling jobs: a re-labelling strategy." Marketing Intelligence & Planning 36, no. 1 (February 5, 2018): 2–16. http://dx.doi.org/10.1108/mip-03-2017-0056.

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Purpose The purpose of this paper is to investigate whether communicating recent changes in the sales profession, shifting from a performance-focused model to a customer need-focused model, to job candidates by re-labeling job descriptions can increase job candidates’ interest in pursuing sales jobs. Design/methodology/approach Two experiments using job candidates (undergraduate business students) were conducted at two public US universities to examine: whether job candidates use job title or job description to determine their interest in pursuing jobs and whether terminology used in the job description affects job candidates’ interest in pursuing sales jobs. Findings Results show that job candidates’ interest in pursuing jobs are affected by job titles more than the actual job responsibilities. Further, job candidates’ interest in pursuing sales jobs is affected by terminology used in the job descriptions, where customer need-focused (selling-focused) terminology increases (decreases) interest in pursuing a sales job. Practical implications Sales jobs have been recognized as one of the hardest job positions to fill. Results from this paper can help recruiters develop effective strategies to improve job candidates’ interest in pursuing sales jobs, especially the emerging social selling jobs. Originality/value Contrary to most extant research that investigates resistance toward sales jobs by examining job candidates’ idiosyncratic characteristics, this paper adopts a branding and consumer learning perspective and examines how job candidates’ interest in pursuing a job is influenced by their ability or willingness to process job information.
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Karanika-Murray, Maria, George Michaelides, and Stephen J. Wood. "Job demands, job control, psychological climate, and job satisfaction." Journal of Organizational Effectiveness: People and Performance 4, no. 3 (September 4, 2017): 238–55. http://dx.doi.org/10.1108/joepp-02-2017-0012.

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Purpose Research into job design and employee outcomes has tended to examine job design in isolation of the wider organizational context, leading to calls to attend to the context in which work is embedded. The purpose of this paper is to examine the effects of the interaction between job design and psychological climate on job satisfaction. Design/methodology/approach Cognitive dissonance theory was used to explore the nature of this relationship and its effect on job satisfaction. The authors hypothesized that psychological climate (autonomy, competence, relatedness dimensions) augments favorable perceptions of job demands and control when there is consistency between them (augmentation effect) and compensates for unfavorable perceptions when they are inconsistent (compensation effect). Findings Analysis of data from 3,587 individuals partially supported the hypotheses. Compensation effects were observed for job demands under a high autonomy and competence climate and for job control under a low competence climate. Augmentation effects were observed for job demands under a high relatedness climate. Practical implications When designing jobs managers should take into account the effects of psychological climate on employee outcomes. Originality/value This study has offered a way to bridge the job design and psychological climate fields and demonstrated that the call for more attention to the context in which jobs are embedded is worth heeding.
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Ismail, Hussein N., Silva Karkoulian, and Sevag K. Kertechian. "Which personal values matter most? Job performance and job satisfaction across job categories." International Journal of Organizational Analysis 27, no. 1 (March 11, 2019): 109–24. http://dx.doi.org/10.1108/ijoa-11-2017-1275.

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PurposeAs one of the first studies in this field, the purpose of this paper is to explore the effect of personal values on job performance and job satisfaction across different jobs. Further, it aims to identify personal value types that are positively, or negatively, related to behavioural and attitudinal outcomes in different job categories.Design/methodology/approachBased on a sample of 270 participants across several job categories including finance, accounting, marketing, sales, HR (human resources), operations and information technology (IT), this research explores the relationship between personal values, job performance and job satisfaction across the listed job categories. Ordinary least square (OLS) stepwise-regression and partial least square (PLS) regression were used in analysing the results.FindingsFindings showed that for some of the jobs examined, different types of personal values were associated with different worker outcomes.Originality/valueThis research study identifies sets of personal values that are suited to some jobs more than others in terms of job performance and job satisfaction outcomes. Moreover, this research demonstrates the importance of controlling for job categories in future research models that investigate the links between values, performance and satisfaction.
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O'Keeffe, K. A. "Job description — description of jobs." Psychiatric Bulletin 13, no. 9 (September 1989): 511. http://dx.doi.org/10.1192/pb.13.9.511-a.

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Adler, David A., David W. Oslin, Marcia Valenstein, Jonathan Avery, Lisa B. Dixon, Ilana Nossel, Jeff Berlant, et al. "Our Job and Their Jobs." Journal of Nervous and Mental Disease 200, no. 5 (May 2012): 451–53. http://dx.doi.org/10.1097/nmd.0b013e3182533188.

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Coupe, Tom. "Automation, job characteristics and job insecurity." International Journal of Manpower 40, no. 7 (October 7, 2019): 1288–304. http://dx.doi.org/10.1108/ijm-12-2018-0418.

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Purpose The purpose of this paper is to analyze whether specific jobs characteristics, which experts have identified as being more automation proof, are associated with reduced job insecurity. Design/methodology/approach Data come from a recent survey providing information on sources of job insecurity as well as on detailed job characteristics. The analysis is based on various regression models. Findings People who have jobs that involve lots of personal interaction are less likely to be concerned about losing their job because of automation, or because of other reasons, and are more likely to think their job will exist 50 years from now. Having a creative job does not change these concerns. The share of respondents who fear losing their job to automation is fairly small, and those who do, typically fear other sources of job insecurity as much or even more. Practical implications Developing interpersonal skills is more likely to be an effective strategy for reducing job insecurity than developing creative skills. The findings further suggest that policies aimed at automation are unlikely to suffice for the elimination of worry over job loss, as many workers who fear automation at the same time feel there are other reasons that might lead to the loss of their job. Originality/value There are very few studies that link fear of losing one’s job to automation to a job’s characteristics. The survey used here is unique in the level of detail provided on job characteristics.
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Sun, Ruoyan. "Migration-Driven Aggregation Behaviors of Job Markets in a Multi-Group Environment." Economics Research International 2013 (October 21, 2013): 1–6. http://dx.doi.org/10.1155/2013/250717.

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This paper introduces a new model describing the aggregate growth of job markets. We divide the job market in each city into two groups: native job market of size and an immigrant job market of size . A reversible migration of jobs exists in both groups. In addition, the interaction between these two groups creates both native and immigrant jobs. A loss of native jobs also takes place due to the interaction. Through studying initial conditions, job-creation rate, and job-loss rate we discover some meaningful results. The size change of native job market is closely related to that of the migration rate, native job-creation rate, and native job-loss rate. We assume that these rates are proportional to the sizes of two groups and find out that for certain initial conditions, immigrants influence native job markets positively. They create more jobs for both job markets. In addition, we can make conclusions about the future trend of the flow of jobs. People will move to places like big cities where there is a higher concentration of job opportunities.
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Dissertations / Theses on the topic "Job"

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Rineer, Jennifer Rae. "Social Job Characteristics and Older Workers: Effects on Job Satisfaction and Job Tension." PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/613.

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The workforce in most industrialized countries is aging and becoming more age diverse, but few studies have examined the implications of age differences in the design of jobs. This study examined the role of age as a moderator in the relationship between job characteristics and two individual outcomes, job satisfaction and job tension. Specifically, the study focused on the relationship between social characteristics of the job (given social support, [received] social support, interdependence, interaction outside the organization, and feedback from others) and job tension and job satisfaction among Portland Water Bureau employees. Based in Socioemotional Selectivity (SES) theory (Carstensen, 1991), I hypothesized that these job characteristics would have a differential relationship with these outcomes for older and younger workers. Results showed that four of the eight hypothesized interactions were significant, providing support for age as a moderating variable. Differential interaction effects were demonstrated on job satisfaction and job tension. Further, this study incorporated a new conceptualization and measurement of the social support job characteristic (given social support), which demonstrated utility in predicting outcomes. Subjective age was also found to moderate the relationship between job satisfaction and job attitudes, but in a pattern similar to that found for chronological age. This study contributes to the existing literature by answering the call to examine the role of individual differences in the relationship between job design features and outcomes, and by increasing knowledge of the types of job characteristics that increase job satisfaction and reduce job tension for older and younger employees. Implications for the aging workforce are discussed along with future research to better understand the mediating mechanisms.
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Rich, Bruce Louis. "Job engagement construct validation and relationships with job satisfaction, job involvement, and intrinsic motivation /." [Gainesville, Fla.] : University of Florida, 2006. http://purl.fcla.edu/fcla/etd/UFE0015674.

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Pemberton, Wanda Harris. "Federal Women, Incivility, Job Satisfaction, and Job Stress." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7324.

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Incidents of incivility in the workplace have continued to increase in frequency. Workplace incivility impacts the health and well-being of those who experience or witness the behavior and impacts morale, levels of engagement, attendance, retention, and overall organizational health. Researchers have explored the damage caused by workplace incivility, but few have focused on the impact of incivility among federally employed women. The purpose of this quantitative, correlational study was to examine the relationship between incivility, job satisfaction, and job stress among women working in the federal sector. The affective events theory framed this study. Online surveys were used to capture perceptions of workplace incivility while controlling for demographics (i.e., age, race, ethnicity, general schedule level, position, and tenure). Survey responses from 94 federally employed women were analyzed using a regression model. Findings revealed a negative correlation between job satisfaction and job stress, and a positive correlation between incivility and job stress. The findings can be used to create a positive social change within organizations. Organizational development professionals can use the analyses to interrupt and reverse patterns of negative workplace interactions and worker mistreatment.
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Liu, Cong. "A Comparison of Job Stressors and Job Strains Among Employees Holding Comarable Jobs in Western and Eastern Societies." Scholar Commons, 2002. https://scholarcommons.usf.edu/etd/7598.

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In this study, comparisons on job stressors and job strains have been made between American and Chinese employees. Data were collected from two jobs differing in social status: university professors and university administrative and support staff. Both quantitative and qualitative methods were used. The quantitative part involved traditional Likert scales for measuring job stressors (e.g., lack of job autonomy, interpersonal conflict, and organizational constraints), and job strains (e.g., turnover intention, frustration, negative emotions, job dissatisfaction, depression, and physical symptoms). The qualitative part was an open-ended questionnaire asking about a stressful job incident. Independent t-tests were used to compare the United States to China on the job stressors and job strains for the quantitative data. Content analyses were applied on the open-ended answers. Finally, I conducted chi-square tests to examine if the frequencies of reported stressors/strains between the U.S. sample and the Chinese sample were significantly different. From the quantitative analyses on job stressors, American employees perceived more job autonomy and organizational constraints than Chinese employees. There was no significant difference between the two samples on interpersonal conflict. The analyses on the qualitative data revealed that heavy workload, interpersonal conflicts, and organizational constraints were the common job stressors for both the U.S. and Chinese samples. However, lack of job control was a unique stressor for American employees, while performance evaluations and work mistakes were specifically stressful for Chinese employees. The Chi-square analysis yielded a significant difference in the nature of reported stressors between the U.S. and Chinese sample. The qualitative analyses on job strain data revealed that, under high pressure, American employees tended to be angry and frustrated, while Chinese employees tended to feel worried and helpless. The most important physical symptom for the U.S. sample was tiredness and exhaust, while sleep problems was serious to Chinese sample. The Chisquare analysis yielded a significant difference in both psychological and physical strains between the U.S. and Chinese samples.
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Morris, David Charles. "Comparing job component validity to observed validity across jobs." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2046.

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Five hundred and eighteen observed validity coefficients based on correlations between commercially available test data and supervisory ratings of overall job performances were collected in 89 different job titles. Using Dictionary of Occupational Title Codes, Job Component Validity (JUV) estimates based on similar job titles residing in the PAQ Service database were collected and averaged across the General Aptitude Test.
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Futterknecht, Jean-Marc. "Job sharing /." [S.l.] : [s.n.], 1985. http://www.ub.unibe.ch/content/bibliotheken_sammlungen/sondersammlungen/dissen_bestellformular/index_ger.html.

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Córdova, Caracciolo Christian Steve, Gonzales Estefany Lizet Matos, Castillo Carlos Alberto Ramirez, and Molinari Alonso Enrique Virú. "HURRY JOB." Bachelor's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2020. http://hdl.handle.net/10757/655094.

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Desde finales de 2019, el mundo está viviendo una pandemia que genera incertidumbre. En el Perú, el sector más afectado fue el laboral. Según INEI, la población ocupada disminuyó en 39.6%, lo que equivale a 6 millones 720 mil empleos, solo entre abril y junio del 2020. Este problema ha afectado tanto a empresas como trabajadores, pero los que más se vieron perjudicados fueron los practicantes pre profesionales, es decir, estudiantes universitarios que recién empezaban sus prácticas y los que estaban en búsqueda de ellas. Por ello, se decidió desarrollar Hurry Job, un aplicativo móvil para estudiantes universitarios que se encuentren en búsqueda de prácticas pre profesionales en la modalidad part time. En ese sentido, este proyecto se enfoca en ser un vínculo entre estudiantes y empresas que se encuentren en búsqueda de practicantes pre profesionales con disponibilidad para trabajar media jornada, consiguiendo así beneficios para ambas partes. Para realizar el trabajo, se validó el proyecto mediante entrevistas hacia ambos segmentos. También, se desarrollaron experimentos utilizando el landing page y concierge del servicio. Asimismo, se calculó el tamaño del mercado, delimitando el negocio a medianas y grandes empresas de Lima Metropolitana. Los segmentos objetivos para Hurry Job fueron el tipo de empresas mencionadas anteriormente y estudiantes universitarios en búsqueda de prácticas pre profesionales. Por último, se realizará un plan financiero, que incluya los principales ratios financieros, el Balance General y el Estado de Resultados, para analizar la viabilidad del negocio en términos monetarios.
Since the end of 2019, the world has been experiencing a pandemic that generates uncertainty. In Peru, the most affected sector was labor. According to INEI, the employed population decreased by 39.6%, which is equivalent to 6 million 720 thousand jobs, only between April and June 2020. This problem has affected both companies and workers, but those who were most affected were pre-practitioners professionals, that is, university students who were just starting their internships and those who were looking for them. Therefore, it was decided to develop Hurry Job, a mobile application for university students who are looking for pre-professional practices in the part time mode. In this sense, this project focuses on being a link between students and companies that are in search of pre-professional practitioners with availability to work part-time, thus achieving benefits for both parties. To carry out the work, the project was validated through interviews with both segments. Also, experiments were developed using the landing page and the service's concierge. Likewise, the size of the market was calculated, delimiting the business to medium and large companies in Lima Metropolitana. The target segments for Hurry Job were the type of companies mentioned above and university students looking for pre-professional practices. Finally, a financial plan will be made, including the main financial ratios, the Balance Sheet and the Income Statement, to analyze the viability of the business in monetary terms.
Trabajo de investigación
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Satterwhite, Robert C. "Job category, adaptation to change, and person-job fit." Diss., Georgia Institute of Technology, 1999. http://hdl.handle.net/1853/29559.

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Abate, Jason J. "Relationship between Generational Identity, Burnout, Job Satisfaction, Job Tenure, and Turnover Intention." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3131.

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High employee turnover rates are problematic in the retail banking industry because turnover increases the risk of costly regulatory compliance mistakes. The factors that predict turnover in this industry are not well understood, however. The purpose of this correlational study was to examine the relationship between the independent variables of job satisfaction, burnout, time on the job, generational identity, and the dependent variable of turnover intention for retail banking employees in the United States. Mannheim's theory of generations was the framework for this study. A random sample of 100 individuals from the banking industry responded to an online survey that combined elements of a job satisfaction survey by Babin and Boles, a turnover intention survey by Boshoff and Allen, and the Maslach Burnout Inventory. Results of the multiple linear regression analysis suggested statistically significant (p < .001) relationships between burnout and turnover intention �� = 0.297) and between job satisfaction and turnover intention (� = 0.683). These findings are congruent with research that shows that satisfied employees report less burnout and are more likely to remain in their job. Positive social change may occur because reduced employee turnover allows banks to serve businesses and consumers in local communities better and to accomplish their financial goals and objectives, thus potentially leading to improvements in community stability. Reduced employee turnover in turn increases the likelihood of positive contributions to economic activity, as well increased employment and improvements in the overall employment experience for retail banking employees through increased job satisfaction.
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Portugal, Denise Sodero Vinhas. "Estudo e modelagem de job shops ciclicos com jobs distintos." [s.n.], 1999. http://repositorio.unicamp.br/jspui/handle/REPOSIP/259753.

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Orientador: Rafael Santos Mendes
Dissertação (mestrado) - Universidade Estadual de Campinas, Faculdade de Engenharia Eletrica e de Conputação
Made available in DSpace on 2018-07-25T01:26:28Z (GMT). No. of bitstreams: 1 Portugal_DeniseSoderoVinhas_M.pdf: 4601014 bytes, checksum: 6c5d47e08ef85485b21b3c75f560cb1d (MD5) Previous issue date: 1999
Resumo: Um problema de escalonamento cíclico com recursos disjuntivos e múltiplos jobs, denominado job shop cíclico com jobs distintos, é investigado. Para a resolução deste problema duas modelagens em programação inteira mista são adaptadas de modelos encontrados na literatura. Os modelos são implementados no software GAMS. O comportamento dos modelos face a múltiplos variações paramétricas é analisado graficamente. Finalmente a equivalência entre os modelos é mostrada analítica e empiricamente
Abstract: A cyclic scheduling problem with disjunctive resources and multiples jobs called cyclic job-shop with differents jobs is investigated. The adaptation of two models in mixed integer programming, found in the literature, solve the problem. The models are implemented using software GAMS. The behavior of the models in face of multiple parameter variations is shown graphically. Finally the equivalence between models is shown analytically and empirically
Mestrado
Mestre em Engenharia Elétrica
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Books on the topic "Job"

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Lee, Joe Paris. A Job For Joe. USA: BookBaby, 2013.

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Gratton, Lynda. JOB FUTURE – FUTURE JOBS. München: Carl Hanser Verlag GmbH & Co. KG, 2012. http://dx.doi.org/10.3139/9783446431096.

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It's my job: Job descriptions for over 30 camp jobs. Martinsville, IN: American Camping Association, 1992.

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Ill, Alty Julie, ed. Job Applications: Job Skills. Shrewsbury: Axis Education, 2001.

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Pastore, Michael. Summer Camp Jobs USA: How to Find Your Job, Get Your Job and Love Your Job. 2nd ed. Ithaca, New York: Zorba Press, 2009.

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Clark, Andrew E. Job security and job protection. Bonn, Germany: IZA, 2005.

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Clark, Andrew E. Job security and job protection. London: Centre for Economic Performance, London School of Economics and Political Science, 2005.

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Whybray, R. N. Job. Sheffield, England: Sheffield Phoenix Press, 2008.

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Alden, Robert L. Job. Nashville: Broadman & Holman, 1993.

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Job. Louisville, KY: Westminster John Knox Press, 2005.

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Book chapters on the topic "Job"

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Marrenbach, Dirk, and Laura Geiger. "Job rotation, job enlargement, job enrichment." In Handbuch psycho-soziale Gestaltung digitaler Produktionsarbeit, 359–63. Wiesbaden: Springer Fachmedien Wiesbaden, 2019. http://dx.doi.org/10.1007/978-3-658-26154-2_27.

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McGovern, Patrick, Stephen Hill, Colin Mills, and Michael White. "Unequal jobs: job quality and job satisfaction." In Market, Class, and Employment, 233–76. Oxford University Press, 2007. http://dx.doi.org/10.1093/acprof:oso/9780199213375.003.0008.

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Brown, Gavin, and Richard Whittle. "Job 1/Job 2/Job 3 … Job n." In Algorithms, Blockchain & Cryptocurrency: Implications for the Future of the Workplace, 63–106. Emerald Publishing Limited, 2020. http://dx.doi.org/10.1108/978-1-83867-495-320201005.

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Remus, Harold. "One Job + One Job + One Job = A Job." In I Remember Laurier, 171–76. Wilfrid Laurier Press, 2013. http://dx.doi.org/10.51644/9781554584116-033.

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"Introduction." In Job. Bloomsbury T&T Clark, 2017. http://dx.doi.org/10.5040/9780567670960.ch-001.

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"Job as A Wisdom Book." In Job. Bloomsbury T&T Clark, 2017. http://dx.doi.org/10.5040/9780567670960.ch-002.

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"Job as Parody." In Job. Bloomsbury T&T Clark, 2017. http://dx.doi.org/10.5040/9780567670960.ch-003.

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"Job in the ContexT of thE Ancient Near Eastern World." In Job. Bloomsbury T&T Clark, 2017. http://dx.doi.org/10.5040/9780567670960.ch-004.

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"Theological Issues Raised by the Book of Job." In Job. Bloomsbury T&T Clark, 2017. http://dx.doi.org/10.5040/9780567670960.ch-005.

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"‘Reading’ Job in a Postmodern World." In Job. Bloomsbury T&T Clark, 2017. http://dx.doi.org/10.5040/9780567670960.ch-006.

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Conference papers on the topic "Job"

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Rodler, Patrick, Erich Teppan, and Dietmar Jannach. "Randomized Problem-Relaxation Solving for Over-Constrained Schedules." In 18th International Conference on Principles of Knowledge Representation and Reasoning {KR-2021}. California: International Joint Conferences on Artificial Intelligence Organization, 2021. http://dx.doi.org/10.24963/kr.2021/72.

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Optimal production planning in the form of job shop scheduling problems (JSSP) is a vital problem in many industries. In practice, however, it can happen that the volume of jobs (orders) exceeds the production capacity for a given planning horizon. A reasonable aim in such situations is the completion of as many jobs as possible in time (while postponing the rest). We call this the Job Set Optimization Problem (JOP). Technically, when constraint programming is used for solving JSSPs, the formulated objective in the constraint model can be adapted so that the constraint solver addresses JOP, i.e., searches for schedules that maximize the number of timely finished jobs. However, also highly specialized solvers which proved very powerful for JSSPs may struggle with the increased complexity of the reformulated problem and may fail to generate a JOP solution given practical computation timeouts. As a remedy, we suggest a framework for solving multiple randomly modified instances of a relaxation of the JOP, which allows to gradually approach a JOP solution. The main idea is to have one module compute subset-minimal job sets to be postponed, and another one effectuating that random job sets are found. Different algorithms from literature can be used to realize these modules. Using IBM’s cutting-edge CP Optimizer suite, experiments on well-known JSSP benchmark problems show that using the proposed framework consistently leads to more scheduled jobs for various computation timeouts than a standalone constraint solver approach.
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Ahamad, Faiz. "Impact of Online Job Search and Job Reviews on Job Decision." In WSDM '20: The Thirteenth ACM International Conference on Web Search and Data Mining. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3336191.3372184.

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Majid, Muhammad Khairi Abdul. "Psychological Capital Moderating Relationship Between Job Demands, Job Resources And Job Burnout." In AIMC 2017 - Asia International Multidisciplinary Conference. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.05.66.

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Nigam, Amber, Aakash Roy, Hartaran Singh, and Harsimran Waila. "Job Recommendation through Progression of Job Selection." In 2019 IEEE 6th International Conference on Cloud Computing and Intelligence Systems (CCIS). IEEE, 2019. http://dx.doi.org/10.1109/ccis48116.2019.9073723.

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Sabin, G., G. Kochhar, and P. Sadayappan. "Job fairness in non-preemptive job scheduling." In International Conference on Parallel Processing, 2004. ICPP 2004. IEEE, 2004. http://dx.doi.org/10.1109/icpp.2004.1327920.

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Imran, Budiman, Siti Mariam, Fika Aryani, and Abdul Haeba Ramli. "Job Stress, Job Satisfaction and Turnover Intention." In International Conference on Management, Accounting, and Economy (ICMAE 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200915.065.

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Andiansyah, Mahardhika, Arif Rahman, Sarinten, Budi Ismanto, Ardiansyah, Theresye Yoanyta Octora, Cokorda Bagus Purnama Dwisa, and Euis Saribanon. "Person job fit on seafarers’ job satisfaction." In THE PROCEEDINGS OF THE 5TH INTERNATIONAL CONFERENCE ON MARITIME EDUCATION AND TRAINING (The 5th ICMET) 2021. AIP Publishing, 2023. http://dx.doi.org/10.1063/5.0117722.

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Kim, Heejung, and Namyoung Yang. "The Correlation Between Medical Tourism Coordinators' Job Characteristics, Job Burnout and Job Satisfaction." In Healthcare and Nursing 2015. Science & Engineering Research Support soCiety, 2015. http://dx.doi.org/10.14257/astl.2015.116.19.

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Zhong, Anyuan, Ruiyu Qiu, Xiangxian Zhang, Shaojie Lv, and Linxiao Song. "Characterizing the Job-task-skill Pattern of Job Requirements with Job Advertisement Mining." In ICCMB 2023: 2023 The 6th International Conference on Computers in Management and Business. New York, NY, USA: ACM, 2023. http://dx.doi.org/10.1145/3584816.3584838.

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Classen, Jiska, and Matthias Hollick. "Inside job." In WiSec '19: 12th ACM Conference on Security and Privacy in Wireless and Mobile Networks. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3317549.3319727.

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Reports on the topic "Job"

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Madrigal, Lucía, and Carmen Pagés. Is Informality a Good Measure of Job Quality?: Evidence from Job Satisfaction Data. Inter-American Development Bank, December 2008. http://dx.doi.org/10.18235/0010725.

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The formality status of a job is the most widely used indicator of job quality in developing countries. However, a number of studies argue that, at least for some workers, the informality status may be driven by choice rather than exclusion. This paper uses job satisfaction data from three low-income countries (Honduras, Guatemala and El Salvador) to assess whether informal jobs are less valued than formal jobs. The paper finds substantial differences in job satisfaction within different types of informal jobs. More importantly, according to self-reported measures of job satisfaction, informality is not necessarily associated with poor job quality. This correspondence varies across countries, and seems to be lower for less-skilled workers.
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Faccini, Renato, and Leonardo Melosi. Job-to-Job Mobility and Inflation. Federal Reserve Bank of Chicago, 2023. http://dx.doi.org/10.21033/wp-2023-03.

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Mamer, John W., and Stephen A. Smith. Job-Fill Inventories for Sequences of Jobs. Fort Belvoir, VA: Defense Technical Information Center, August 1988. http://dx.doi.org/10.21236/ada204651.

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Flater, David, Edward Barkmeyer, and Evan Wallace. State models for jobs and job supervisors. Gaithersburg, MD: National Institute of Standards and Technology, 1997. http://dx.doi.org/10.6028/nist.ir.6037.

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Corsetto, Lisa, and Simon Cooper. Reducing search barriers for job seekers. J-PAL, January 2022. http://dx.doi.org/10.31485/pi.2234.2022.

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Programs focused on reducing job search barriers often improve job seekers’ employment outcomes. These programs can help job seekers increase their search effort, identify where and how to look for jobs, surmount geographic and financial obstacles to finding a job, and communicate qualifications to employers.
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Cappelli, Peter, and David Neumark. External Job Churning and Internal Job Flexibility. Cambridge, MA: National Bureau of Economic Research, February 2001. http://dx.doi.org/10.3386/w8111.

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Rineer, Jennifer. Social Job Characteristics and Older Workers: Effects on Job Satisfaction and Job Tension. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.613.

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Kuhn, Moritz, Iourii Manovskii, and Xincheng Qiu. The Geography of Job Creation and Job Destruction. Cambridge, MA: National Bureau of Economic Research, October 2021. http://dx.doi.org/10.3386/w29399.

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Paxson, Christina, and Nachum Sicherman. The Dynamics of Dual-Job Holding and Job Mobility. Cambridge, MA: National Bureau of Economic Research, December 1994. http://dx.doi.org/10.3386/w4968.

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Klein, Michael, Scott Schuh, and Robert Triest. Job Creation, Job Destruction, and the Real Exchange Rate. Cambridge, MA: National Bureau of Economic Research, January 2000. http://dx.doi.org/10.3386/w7466.

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You might also be interested in the extended bibliographies on the topic 'Job' for particular source types:
Journal articles Dissertations / Theses Books
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