Journal articles: 'Job ability'

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Rosse, Joseph G. "Job-related ability and turnover." Journal of Business and Psychology 1, no. 4 (1987): 326–36. http://dx.doi.org/10.1007/bf01018142.

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Hunter, John E. "Cognitive ability, cognitive aptitudes, job knowledge, and job performance." Journal of Vocational Behavior 29, no. 3 (December 1986): 340–62. http://dx.doi.org/10.1016/0001-8791(86)90013-8.

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WILK, STEFFANIE L., and PAUL R. SACKETT. "LONGITUDINAL ANALYSIS OF ABILITY-JOB COMPLEXITY FIT AND JOB CHANGE." Personnel Psychology 49, no. 4 (December 1996): 937–67. http://dx.doi.org/10.1111/j.1744-6570.1996.tb02455.x.

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Vann, John W., Roger D. Wessel, and Sheila A. Spisak. "Job Opportunity Evaluation Matrix: Ability to Perform and Job Attractiveness." Journal of Career Development 26, no. 3 (January 2000): 191–204. http://dx.doi.org/10.1177/089484530002600303.

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Wihler, Andreas, James A. Meurs, Jochen Kramer, and Gerhard Blickle. "General Mental Ability and Job Stress jointly moderate the Job Tenure-Job Performance Relationship." Academy of Management Proceedings 2015, no. 1 (January 2015): 10088. http://dx.doi.org/10.5465/ambpp.2015.10088abstract.

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Wooten, William. "Using Knowledge, Skill and Ability (KSA) Data to Identify Career Pathing Opportunities: An Application of Job Analysis to Internal Manpower Planning." Public Personnel Management 22, no. 4 (December 1993): 551–63. http://dx.doi.org/10.1177/009102609302200405.

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Job analytic methodology was used to identify knowledge, skill and ability (KSA) dimensions of four classes of jobs (secretarial/clerical, managerial/administrative, professional/technical and service). The KSA's were then identified as either selection or training criteria (critical for the development of selection tests or training programs). The feasibility of establishing career paths between the secretarial/clerical jobs (source jobs) and the managerial/administrative jobs (target jobs) was evaluated by comparing the selection and training criteria of the source job to the critical (important) knowledge, skills and abilities (KSAs) of the target jobs. It was found that when the critical KSAs for the managerial/administrative positions were rated using job analysis techniques, they significantly correlated with the content identified as part of the secretarial/clerical jobs. Sixty-eight percent (68%) of the KSAs identified as important for performance in the managerial/administrative jobs were also identified as important for the performance in the secretarial/clerical jobs. Further, 81% of the target jobs' KSAs not found to be source job selection criteria were found to be source job training criteria. The implications are that job analysis methodology can be used to identify possible career paths, and that career paths can be established between secretarial/clerical jobs and entry level administrative/managerial jobs.

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Sackett, Paul R., Melissa L. Gruys, and Jill E. Ellingson. "Ability-personality interactions when predicting job performance." Journal of Applied Psychology 83, no. 4 (1998): 545–56. http://dx.doi.org/10.1037/0021-9010.83.4.545.

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Cunnigham, J. W., Thomas E. Powell, William E. Wimpee, Mark A. Wilson, and Rodger D. Ballentine. "Ability-Requirement Factors for General Job Elements." Military Psychology 8, no. 3 (September 1996): 219–34. http://dx.doi.org/10.1207/s15327876mp0803_6.

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Leite, Rodrigo de Oliveira, Ricardo Lopes Cardoso, Ana Paula Gomes Jelihovschi, and Jamil Civitarese. "Job market compensation for cognitive reflection ability." Research in Economics 74, no. 1 (March 2020): 87–93. http://dx.doi.org/10.1016/j.rie.2020.02.002.

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Martinez and Fischer. "Work Ability and Job Survival: Four-Year Follow-Up." International Journal of Environmental Research and Public Health 16, no. 17 (August 28, 2019): 3143. http://dx.doi.org/10.3390/ijerph16173143.

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Background: Employees with impaired work ability might be at higher risk of remaining shorter in the job than those with adequate work ability. The aim of the study was to establish whether work ability plays a role in job survival. Methods: Four-year follow-up (2008–2012) study of 1037 employees of a hospital in São Paulo, Brazil. Work ability was categorized as “adequate” or “impaired”. Employment status at the end of follow-up was categorized as active, resignation or dismissal. Survival analysis was performed using the Kaplan–Meier method and the Cox proportional-hazards model. Results: About 78.9% of the participants had adequate and 21.1% impaired work ability. Job survival was longer for the participants with adequate work ability independently from the type of job termination (p < 0.001). The odds of job termination were higher for the participants with impaired work ability (p < 0.001) who either resigned (hazard ratio—HR = 1.58) or were dismissed (HR = 1.68). Conclusion: Job survival was shorter for the employees with impaired work ability independently from the type of job termination. It was also shorter for the employees who were dismissed compared to those who resigned. Duration in the job might be extended through actions to enhance work ability.

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Astid Putera, Trie Islamy Pangestu, and Tri Martiana. "Factors Affecting Job Stress in Construction Workers." Indonesian Journal of Occupational Safety and Health 11, no. 1 (March 30, 2022): 143–51. http://dx.doi.org/10.20473/ijosh.v11i1.2022.143-151.

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Introduction: TIn the 3rd SDGs target is “Ensure Healthy and Promote Wellbeing for all ages", it is hoped that the workforce is not only free from illness but also free from psychological disorders, one of which is job stress. Job stress is a negative impact of a job, especially in dealing with situation and demand that exceed the worker’s ability to cope. Job stress arises because knowledge of workers problem solving not fit with job demand at organization or company. Job stress can degrade workers ability to solve problem. The worker's ability to cope with job stress is not same. Job stress may occur in construction workers whose jobs are monotonous. This study aims to analyze the factors that affect job stress in construction workers. Internal factors include exercise habit and social support. External factors include job demand, work period, and non-work activities. Method: This was observational study which approach by cross-sectional in a construction company. The sample of this study was 55 workers. This study used National Institute Occupational Safety and Health (NIOSH) Generic Job Stress Questionnaire instrument. The variables in this study were internal factors: exercise habit and social support. External factors: job demand, work period and non-work activities. The data were analyzed statistically with the Ordinal Regression Test. Results: Internal factor that have a significant effect was exercise habit variable (p=0.014). External factor that have a significant effect was job demand (p=0.045). Conclusion: Exercise habit can affect the ability of workers to deal job stress. The job demand factor can affect the job stress.Keywords: construction workers, job stress, the SDGs 3rd

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Heyam, Dalky F., Gharaibeh Besher, and Al-Khateeb Nesreen. "Work Ability Index of Shift Working Hospital Nurses in Jordan." Open Nursing Journal 12, no. 1 (June 29, 2018): 116–24. http://dx.doi.org/10.2174/1874434601812010116.

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Background:Despite the extensive literature on work ability, few studies have looked at variables associated with work ability of nurses working fixed versus rotating shifts.Objective:The study aims were to explore variables contributing to work ability and to examine the association of demographic, job satisfaction, and work shift to work ability.Method:A cross-sectional design was utilized to assess work ability level and job satisfaction among nurses working 8 or 12 hour rotating or fixed shifts in Jordanian hospitals. The data collection tools were the Work Ability Index and the Mueller/McCloskey Satisfaction Scale. Data were analyzed to determine the extent to which job satisfaction, shift work, and demographic variables were associated with work ability.Results:Work ability level was “moderate”, while job satisfaction level was “moderately dissatisfied”. A positive significant relationship was found between work ability and job satisfaction (r = 0.347, n = 349, p < 0.000). This relationship was higher for fixed-shift workers (r =.507) compared to rotating-shift workers (r = .299). Standard linear multiple regression analysis indicated that job satisfaction level predicted work ability level (β =.347, p = .000).Conclusion:The study confirmed that promoting job satisfaction leads to higher work ability, and thus, enhances the quality of care provided. The finding that job satisfaction is predictive of work ability has implications for training intervention.

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Hoover, Larry T. "Trends in Police Physical Ability Selection Testing." Public Personnel Management 21, no. 1 (March 1992): 29–40. http://dx.doi.org/10.1177/009102609202100103.

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Currently police agencies are employing variants of three basic forms of physical ability testing: job simulation exercises, physical agility and/or stamina tests, and norm referenced physical fitness or “wellness” tests. Although job simulation exercises superficially appear most defensible, they lack benchmark standards of minimal performance levels. Physical agility tests can be administered more economically, safely, and conveniently, but generally have substantial adverse impact. Norm referenced wellness tests are gaining in popularity because they solve some of the problems of both simulation exercises and physical agility tests, but are probably least defensible as directly job related. A dominant methodology has yet to emerge from either usage or court decisions.

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Choudhary, Neetu, M. Muzamil Naqshbandi, P. J. Philip, and Rajender Kumar. "Employee job performance." Journal of Management Development 36, no. 8 (September 11, 2017): 1087–98. http://dx.doi.org/10.1108/jmd-10-2016-0195.

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Purpose The purpose of this paper is to examine the impact of emotion management ability of leaders on employee job performance by highlighting the mediating role of employee perception of job characteristics. Design/methodology/approach Hypotheses were developed and tested using multi-source data collected from 65 dyads of heads of department and their subordinates. Findings Results show that leaders’ emotion management ability relates positively to employee job performance, and that this relationship is mediated by employees’ perception of job characteristics. Research limitations/implications Cross-sectional data were used to test the hypotheses. Generalizability of the findings is limited as the sample is taken from only one industry in India. Originality/value The findings contribute to HRM and leadership literature. The study has implications for jobs that require a high degree of interpersonal interaction with subordinates. Unique value also lies in the context of the study as this study is one of the first to explore the phenomenon in India.

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Audry Efendy, Shima, and I. Nengah Suarmanayasa. "Pengaruh Kemampuan Kerja Dan Kepuasan Kerja Terhadap Kinerja Karyawan Pada Perusahaan Daerah (PD) Pasar Kabupaten Buleleng." Bisma: Jurnal Manajemen 7, no. 2 (October 30, 2021): 208. http://dx.doi.org/10.23887/bjm.v7i2.32002.

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This study aims to examine the effects of: (1) job ability and job satisfaction on employee performance, (2) work ability on employee performance, (3) job satisfaction on employee performance and (4) job ability on job satisfaction at Perusahaan Daerah (PD) Pasar Kabupaten Buleleng. The research design used in this research is causal quantitative. The object of this research were job ability, job satisfaction and employee performance. The research subjects were all employees of Perusahaan Daerah (PD) Pasar Kabupaten Buleleng with a population of 32 people. The data collected by the method of recording documents and questionnaires. The analysis technique is used by path analysis. The results showed that: (1) job ability and job satisfaction has a positive and significant effect on employee performance (2) job ability has a positive and significant effect on employee performance, (3) job satisfaction has a positive and significant effect on employee performance and (4) ability work has a positive and significant effect on job satisfaction at Perusahaan Daerah (PD) Pasar Kabupaten Buleleng

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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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Lubis, Abdul Rahman, Falexius ., Asmar Zunawi Harahap, Plenning Dalf T., and Abdul Kawi Siregar. "PENGARUH SIKAP KERJA, KEMAMPUAN DIRI DAN STRES KERJA TERHADAP KINERJA PEGAWAI DINAS PEKERJAAN UMUM DAN PENATAAN RUANG KOTA SIBOLGA." JEKKP (Jurnal Ekonomi, Keuangan dan Kebijakan Publik) 2, no. 2 (January 7, 2021): 116–25. http://dx.doi.org/10.30743/jekkp.v2i2.3386.

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Problem of this study is how influence of job attitude on performance. How influence of self ability on performance. How influence of job stress on performance. How influence job attitude, self ability and job stress on performance. The purpose of this study to determine the effect of job attitude on performance. Determine the effect of self ability on performance. Determine the effect of job stress on performance. Determine the effect of job attitude, self ability and job stress on performance. Sample in the study is 60 employee. Data analysis techniques used in this study is descriptive analyze and multiple linear regression analysis. The results of the study indicate job attitude variable has a positive and significant effect on performance. Self ability variable has a positive and significant effect on performance. Job stress variable has a positive and no significant effect on performance. Job attitude, self ability and job stress variable has a positive and significant effect on performance.

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Kelman, Mark. "Concepts of Discrimination in "General Ability" Job Testing." Harvard Law Review 104, no. 6 (April 1991): 1157. http://dx.doi.org/10.2307/1341713.

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Johnson, Richard W., Gordon B. T. Mermin, and Matthew Resseger. "Job Demands and Work Ability at Older Ages." Journal of Aging & Social Policy 23, no. 2 (March 31, 2011): 101–18. http://dx.doi.org/10.1080/08959420.2011.551465.

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Buntaran, Firman Alamsyah Ario, Dicky Andika, and Vita Yuli Alfiyana. "IMPACT OF JOB SATISFACTION ON JOB PERFORMANCE." Review of Behavioral Aspect in Organizations and Society 1, no. 2 (October 12, 2019): 121–28. http://dx.doi.org/10.32770/rbaos.vol1121-128.

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Basically, performance is something that is individual because each employee has a different level of ability to do their jobs. Performance depends on the combination of ability, effort, and opportunity obtained. Employee performance is capital for companies to survive and develop in responding to business and business competition today, advanced and developing companies are very dependent on reliable human resources so that the output is high performance on employee performance which will later affect the company's performance. However, it is not easy to maintain and improve employee performance. There are many factors that can affect performance. Many employee turnovers occur due to a lack of satisfaction with work. Employee performance is very dependent on the value of employee satisfaction in the workplace. The fulfillment of employee rights greatly affects the performance of the organization. So, in this study the focus of the study would like to see the extent of the influence of job satisfaction on employee performance in a national company engaged in oil palm plantations. The results showed that there was an effective contribution from the influence of employee satisfaction on employee performance. The research data was taken from 55 employees engaged in oil palm plantations in an office in the city of Jakarta.

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Kasrul, Kasrul, and Ali Murdhani Ngandoh. "Incentives and Work Ability on Job Satisfaction through Performance." Economics and Digital Business Review 1, no. 1 (January 30, 2020): 29–38. http://dx.doi.org/10.37531/ecotal.v1i1.4.

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This type of research used in this study is associative research. The research site is located at PT. Surveyor of Indonesia in Pangkep Region. The sample in this study used the census method in which the entire population was sampled in the study as many as 57 employees. In conducting statistical testing, it uses path analysis. The results showed that the incentives had a positive and significant effect on job satisfaction at PT. Surveyor of Indonesia in Pangkep Region. Work ability has a positive and significant effect on job satisfaction at PT. Surveyor of Indonesia in Pangkep Region. Incentives have a positive and significant effect on performance at PT. Surveyor of Indonesia in Pangkep Region. Work ability has a positive and significant effect on performance at PT. Surveyor of Indonesia in Pangkep Region. Job satisfaction has a positive and significant effect on performance at PT. Surveyor of Indonesia in Pangkep Region. Incentives have a positive and significant effect on performance through job satisfaction at PT. Surveyor of Indonesia in Pangkep Region. Work ability has a positive and significant effect on performance through job satisfaction at PT. Surveyor of Indonesia in Pangkep Region

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Sottimano, Ilaria, Gloria Guidetti, Sara Viotti, and Daniela Converso. "The Interplay between Job Control, SOC Strategies, and Age in Sustaining Work Ability in a Sample of Administrative Employees." Sustainability 11, no. 5 (March 9, 2019): 1463. http://dx.doi.org/10.3390/su11051463.

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In recent years, the average age of workers has risen. Because of that, work ability is reducing in many sectors, especially in a public context. Given the above, it is necessary to investigate the individual and organisational resources that can play a role in the protection of work ability. This study investigates the work ability of administrative workers, examines selection, optimisation, and compensation (SOC) as a form of mediation between job control and work ability, and explores the relationship of job control, age, work ability, and SOC strategies via moderated mediation models. The findings indicate that job control, SOC strategies, and age correlate to work ability, but the effect of these factors is different. Job control and SOC strategies are positively related to work ability, and job control positively relates to the use of optimisation and compensation. However, only optimisation and compensation strategies mediate the association between job control and work ability. Finally, age moderates the effect of job control on work ability. The findings suggest that interventions, such as SOC training, promotion, and job control, may help to sustain work ability among elderly administrative workers.

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Schmidt, Frank L., John E. Hunter, and Alice N. Outerbridge. "Impact of job experience and ability on job knowledge, work sample performance, and supervisory ratings of job performance." Journal of Applied Psychology 71, no. 3 (1986): 432–39. http://dx.doi.org/10.1037/0021-9010.71.3.432.

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Morgeson, Frederick P., Kelly Delaney-Klinger, and Monica A. Hemingway. "The Importance of Job Autonomy, Cognitive Ability, and Job-Related Skill for Predicting Role Breadth and Job Performance." Journal of Applied Psychology 90, no. 2 (2005): 399–406. http://dx.doi.org/10.1037/0021-9010.90.2.399.

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Setiawan, Heri, Wisnu Wijayanto, Sri Sundari, Fatwa Zuahaena, and Edi Sumantri. "PENGARUH KEMAMPUAN KERJA, EFIKASI DIRI, BUDAYA ORGANISASI, DAN KARAKTERISTIK PEKERJAAN TERHADAP KEPUASAN KERJA KARYAWAN PADA PT BIO TAKARA PURWOKERTO." Value : Jurnal Manajemen dan Akuntansi 17, no. 2 (August 31, 2022): 164–74. http://dx.doi.org/10.32534/jv.v17i2.3082.

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PT Bio Takara Purwokerto in running its business strives to create and manage employee job satisfaction well, but there are various factors that affect employee job satisfaction such as work ability, self-efficacy, organizational culture, and job characteristics. This research aims to determine the effect of work ability, self-efficacy, organizational culture, and job characteristics on employee job satisfaction at PT Bio Takara Purwokerto. This research used Multiple Linear Regression Analysis, and data were obtained from questionnaires which were distributed directly to the respondents. The results of this research indicate that work ability, self-efficacy, organizational culture, and job characteristics have a significant positive effect on employee job satisfaction at PT Bio Takara Purwokerto. Keywords: Work Ability, Self-Efficacy, Organizational Culture, Job Characteristics, and Employee Job Satisfactio

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Kuo, Yen-Ku, Tsung-Hsien Kuo, and Li-An Ho. "Enabling innovative ability: knowledge sharing as a mediator." Industrial Management & Data Systems 114, no. 5 (June 3, 2014): 696–710. http://dx.doi.org/10.1108/imds-10-2013-0434.

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Purpose – The purpose of this paper is to investigate the relationships among job satisfaction, workplace friendship, knowledge sharing and service innovation. Design/methodology/approach – This is an empirical study that targets electronic information engineers at the science parts located in Taipei, Hsinchu and Tainan (n=851), utilizing a survey questionnaire as the data collection instrument to test the relationship among the four dimensions. Findings – The results indicated that: first, both job satisfaction and workplace friendship have demonstrated a significant effect on service innovation; second, knowledge sharing significantly moderates the effect of job satisfaction and workplace friendship on service innovation. Originality/value – The present study adds value by examining the moderating effect of knowledge sharing. The results can contribute to the strategic planning of human resource development in order to enhance the capability of service innovation in the technological industry.

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Stijepic, Damir. "Job Mobility and Sorting." Jahrbücher für Nationalökonomie und Statistik 240, no. 1 (January 28, 2020): 19–49. http://dx.doi.org/10.1515/jbnst-2018-0047.

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AbstractMotivated by the canonical (random) on-the-job search model, I measure a person’s ability to sort into higher ranked jobs by the risk ratio of job-to-job transitions to transitions into unemployment. I show that this measure possesses various desirable features. Making use of the Survey of Income and Program Participation (SIPP), I study the relation between human capital and the risk ratio of job-to-job transitions to transitions into unemployment. Formal education tends to be positively associated with this risk ratio. General experience and occupational tenure have a pronounced negative correlation with both job-to-job transitions and transitions into unemployment, leaving the risk ratio, however, mostly unaffected. In contrast, the estimates suggest that human-capital concepts that take into account the multidimensionality of skills, e.g. versatility, play a prominent role.

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Nguyen, Nhu Ngoc, Phong Tuan Nham, and Yoshi Takahashi. "Relationship between Ability-Based Emotional Intelligence, Cognitive Intelligence, and Job Performance." Sustainability 11, no. 8 (April 17, 2019): 2299. http://dx.doi.org/10.3390/su11082299.

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Based on previous findings, which found that the three facets of ability-based emotional intelligence (EI) have varying effects on job performance, this study investigates the relationship between emotional intelligence, cognitive intelligence (CI), and job performance. The use of a cascade model suggests a progressive pattern, starting from emotion perception, followed by emotional understanding and emotion regulation, with downstream effects on job performance. Considering the advantages and disadvantages of both measurements, we employed the performance-based ability measurement, the Mayer–Salovey–Caruso Emotional Intelligence Test (MSCEIT) and the self-reporting ability EI measurement, Wong Law Emotional Intelligence Scale (WLEIS). Our findings supported the cascade model, but in the case of WLEIS measures, both self-emotion appraisal and others’ emotion appraisal precede emotion regulation, leading to a positive effect on job performance. Moreover, CI moderated the relationship between EI and job performance, such that a decline in CI rendered the relationship more positive. The MSCEIT and WLEIS showed similar results, thus supporting the cascading model and moderating effects.

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Harville, Donald L. "Ability Test Equity in Predicting Job Performance Work Samples." Educational and Psychological Measurement 56, no. 2 (April 1996): 344–48. http://dx.doi.org/10.1177/0013164496056002015.

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CAMPION, MICHAEL A. "ABILITY REQUIREMENT IMPLICATIONS OF JOB DESIGN: AN INTERDISCIPLINARY PERSPECTIVE." Personnel Psychology 42, no. 1 (March 1989): 1–24. http://dx.doi.org/10.1111/j.1744-6570.1989.tb01548.x.

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Gittleman, Maury, and Brooks Pierce. "Inter-Industry Wage Differentials Job Content and Unobserved Ability." ILR Review 64, no. 2 (January 2011): 356–74. http://dx.doi.org/10.1177/001979391106400208.

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Hwang, Ju-Young, Young-Il Jang, Wan-Shin Park, and Sun-Woo Kim. "A qualitative research on the job ability of architects." Contemporary Engineering Sciences 8 (2015): 1111–17. http://dx.doi.org/10.12988/ces.2015.57211.

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Kniffen, Donald A. "Instrument's ability to do the job is NASA's priority." Nature 405, no. 6782 (May 2000): 14. http://dx.doi.org/10.1038/35011154.

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Varca, Philip E., and Marsha James-Valutis. "The Relationship of Ability and Satisfaction to Job Performance." Applied Psychology 42, no. 3 (July 1993): 265–75. http://dx.doi.org/10.1111/j.1464-0597.1993.tb00742.x.

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Perri, Timothy J. "Testing for ability when job assignment is a signal." Labour Economics 1, no. 3-4 (September 1994): 365–81. http://dx.doi.org/10.1016/0927-5371(94)90018-3.

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Perri, T. J. "Testing for ability when job assignment is a signal." Labour Economics 2, no. 1 (March 1995): 106–7. http://dx.doi.org/10.1016/0927-5371(95)80028-v.

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Jeske, Debora, and Sonia Lippke. "Predictors of employees’ self-reported future learning ability and disengagement at work." Journal of Workplace Learning 34, no. 3 (November 15, 2021): 277–94. http://dx.doi.org/10.1108/jwl-02-2021-0016.

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Purpose The purpose of this study is to examine the relationship between job characteristics that foster learning (experience with and demand for continuous learning at work, skills variety and autonomy) as potential predictors of self-reported outcomes, such as future learning ability and employee disengagement at work for a cohort of employees with no or very limited job change experience. Further consideration was given to employees’ experiences at work (meaningfulness and recognition at work) as potential mediators in this relationship between job characteristics and employee outcomes. Design/methodology/approach A cross-sectional design was applied. Participants (N = 284) were recruited from Northern Germany and asked to complete a paper-and-pencil survey. The results were subsequently analyzed using path models to examine direct and indirect effects associated with mediation. Findings Path model analysis indicated that job characteristics promoting learning at work are positive predictors of self-reported future learning ability and negative predictors of disengagement. Both meaningfulness and recognition predict future learning ability as well. However, these variables only operated as significant mediators in the relationship between job characteristics and employee disengagement (but not self-reported future learning ability). Originality/value The study outlines the importance of job characteristics and employee experience to understand employees’ beliefs about their learning ability and engagement at work. The findings highlight the importance of meaningfulness and recognition for employees, as well as the role of learning-supportive job characteristics.

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Welton, RH, PG Morton, and A. Amig. "How to succeed in job interviewing." Critical Care Nurse 18, no. 1 (February 1, 1998): 68–73. http://dx.doi.org/10.4037/ccn1998.18.1.68.

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Effective interviewing skills are critical for any nurse seeking a position in today's challenging job market. The successful applicant is more than just poised, appropriately dressed, and courteous. Jobs go to applicants who are well prepared, qualified, confident, and motivated. To win a competitive edge, convince employers of your genuine desire for the position, your ability to do the job, your positive attitude, and the strengths that distinguish you from other applicants.

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Wiswall, Matthew, and Basit Zafar. "Preference for the Workplace, Investment in Human Capital, and Gender*." Quarterly Journal of Economics 133, no. 1 (August 26, 2017): 457–507. http://dx.doi.org/10.1093/qje/qjx035.

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Abstract We use a hypothetical choice methodology to estimate preferences for workplace attributes from a sample of high-ability undergraduates attending a highly selective university. We estimate that women on average have a higher willingness to pay (WTP) for jobs with greater work flexibility and job stability, and men have a higher WTP for jobs with higher earnings growth. These job preferences relate to college major choices and to actual job choices reported in a follow-up survey four years after graduation. The gender differences in preferences explain at least a quarter of the early career gender wage gap.

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Canney, Nathan, and Angela Bielefeldt. "Collegiate service engagement correlations with engineering job selection and satisfaction." International Journal for Service Learning in Engineering, Humanitarian Engineering and Social Entrepreneurship 15, no. 1 (March 30, 2020): 1–17. http://dx.doi.org/10.24908/ijsle.v15i1.13538.

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Curricular and co-curricular service programs are becoming more common in engineering education. For some students, these experiences align with preexisting desires to use engineering to help others; for others it instills these expectations for one’s career. There has been a lack of research on the long-term impacts of these service experiences on engineers’ career pathways, including satisfaction with an ability to help others through one’s career. A survey asked engineering alumni to describe characteristics of their most and least satisfying jobs with respect to an ability to help others or society. Results showed that for individuals in their first job since graduation, undergraduate collegiate service weakly correlated with an ability to help others as a motivator for job selection, and graduate level collegiate service moderately correlated with satisfaction with an ability to help others through one’s job. The results point to the formative effect that service can have on career aspirations and perceptions, but also highlight the complexity of these issues and the need for more in-depth and nuanced assessments of the effects of collegiate experiences on post-collegiate pathways.

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Csoba, Judit. "„Do the unemployed want to work?” Employee ability and willingness of unemployed." Corvinus Journal of Sociology and Social Policy 1, no. 2 (2010): 89–107. http://dx.doi.org/10.14267/cjssp.2010.02.05.

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Seeking ways out of unemployment in today's Europe the most accentuated argument support the "workfare" model. Among views backing the necessity of the new labour market model the incontestable argument can be detected in the background ever more often, namely the change from the "welfare" system giving social support for those losing touch to the "workfare" system guaranteeing resources in the ratio of work is necessary as unemployed do not want to work. The fact of vagrancy is emphasized generally by liberals and conservatives while social democrats argue that the number of voluntary unemployed is rather small in today's society with results of empiric analyses. In their opinion the problem is not the willingness to work but the insufficient number of jobs and disproportionate salary compared to performance. Therefore their answer goes like: unemployed can not (no job), are not able (qualification, health condition) to work or taking a job is not worth it as it leads to deficit (salaries failing to ensure living).

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Hwang, In-Ho, and Sung-Hwa Jang. "Effect of Psychological Well-being, Empathy Ability Scale and Job Efficiency on Teacher's Job Satisfaction." Journal of the Korea Contents Association 12, no. 2 (February 28, 2012): 232–42. http://dx.doi.org/10.5392/jkca.2012.12.02.232.

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高, 雨. "Construction of College Students’ Job-Seeking Ability and Job Matching Model Based on Deep Learning." Vocational Education 11, no. 04 (2022): 443–49. http://dx.doi.org/10.12677/ve.2022.114069.

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Mount, Michael K., Murray R. Barrick, and J. Perkins Strauss. "The Joint Relationship of Conscientiousness and Ability with Performance: Test of the Interaction Hypothesis." Journal of Management 25, no. 5 (October 1999): 707–21. http://dx.doi.org/10.1177/014920639902500505.

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This study investigated whether conscientiousness and ability interact in the prediction of job performance. Although few studies have directly addressed this issue, there is limited evidence that ability moderates the relationship between conscientiousness and job performance. Specifically, it has been reported that the relationship of conscientiousness to performance is positive for high ability and near zero or negative for low ability. Results in the present study provided no support for the interaction of GMA and conscientiousness. Moderated hierarchical regression analyses for three independent samples of participants (146 managers in sample 1, 103 sales representatives in sample 2, and 121 managers in sample 3), showed that the interaction did not account for unique variance in the prediction of supervisory ratings of job performance beyond that accounted for by GMA and conscientiousness. These findings indicate that ability does not moderate the relationship of conscientiousness to job performance. Practical implications for employee selection practices, and theoretical implications for models of job performance, are discussed.

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Lee, Kyoungmi. "New Core Competencies due to Digitize Business·Account·Affair Job and Retraining Programs Adaptive to Future." Korean Association For Learner-Centered Curriculum And Instruction 23, no. 2 (January 31, 2023): 57–84. http://dx.doi.org/10.22251/jlcci.2023.23.2.57.

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Objectives To predict job changes in management, accounting, and office jobs due to digital economy, and to select future core competencies to develop job digitalization retraining programs. Methods Following Gast & Vaughn(2012)’s Strategic Job Analysis, consisted of 3 procedure and 6 small steps. It focuses on anticipating performance requirement from changes in technology, organizational structure, organizational functions. As the aim of this study was to predict occupation in transition and to make workers adaptive to new mission, this methods perfectly match to the study purpose. It is used in study scenes of a large insurance company and US Army Select 21 etc. Results NCS and 2018 HEF foundational digital skill was used as a survey indicating 5 likert scale, key results were that importance of management planning and fund maintained at 4 points or more, in contrast, management evaluation decreased under 4 point. Planning and decision making task was maintained especially marketing planning close to 4, and typical support duties like general affairs personnel was down, the overall importance was forecasted to decrease because of digitalization spread out most organizational member job. Experts emphasized employee should be try more professional and upgrade self management ability as much as working system flex. and offered 3 level educational program and opinions on some useful contents and digital tools worth to learn. Conclusions Digital data utilization ability, job crafting, value-oriented planning ability, and context-based communication ability were finally presented as future core competencies, and developed four job retraining programs. The concept of situational learning, organizational dynamic capability will be needed to include in educational course as background theoretic concept, tried to overcome the problem of main competence concept vague and setback of member’s resistance on job change.

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Solem, Per Erik. "Age Changes in Subjective Work Ability." International Journal of Ageing and Later Life 3, no. 2 (February 16, 2009): 43–70. http://dx.doi.org/10.3384/ijal.1652-8670.083243.

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This article explores the influence of psychosocial work environment on age-related subjective changes in work ability and discusses differences between work ability and job performance. The results show age and physical health to be strong predictors of subjective decline in work ability. The age effect is independent of age-associated declining health. It is not clear what it is about age that produces the subjective decline in work ability. While primary age changes may produce decline, stereotypes and self-stereotypes about ageing may also be important. Among psychosocial factors, options for learning and problems at work are robust predictors of subjective changes in work ability. One practical consequence is to ensure learning opportunities for workers, even for workers approaching retirement age. By giving learning opportunities to senior workers, subjective work ability may be maintained, and competence acquired through learning may in a direct way support stability or improvements in job performance.

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Jo, Ahra, and Hyeeun Kim. "Korean Teacher’s Ability to Manage Non-face-to-face Classes A Study on Job Stress and Job Challenge." Korean Society of Culture and Convergence 44, no. 5 (May 31, 2022): 47–74. http://dx.doi.org/10.33645/cnc.2022.5.44.5.47.

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The purpose of this study is to empirically identify the job stress and job challenge perceived by Korean teachers in the non-face-to-face classroom environment caused by COVID-19. Today’s evolving technological advances and the variable COVID-19 have had a direct impact on the change in the educational field. The introduction of the non-face-to-face class method changed the educational paradigm and had an effect on the job of the professor. In particular, in the case of Korean classes for foreigners, there was a lot of trouble from designing the class method. In order to achieve the purpose of this study, qualitative data were collected and analyzed from 5 Korean language teachers at metropolitan universities. The research method was a semistructured interview based on a questionnaire, and took three forms: face-to-face, telephone, and video. The results of interview data analysis were able to draw contradictory results in job stress and job challenge. Job stress increased due to non-face-to-face classes, but on the other hand, job challenge also increased. The factors contributing to job stress were the application of the online job environment, the difficulty of interaction between teachers and learners, and the phenomenon of work overload. Nevertheless, the professor had the characteristic of being able to demonstrate job challenge by producing high-quality educational contents. Factors affecting job challenge include competency development and expansion, creative idea creation, and job prospect search. Based on the analysis results, conclusions and implications for improving job stress and job challenge of Korean teachers were presented.

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Qiao, Pengliang, Zhecheng Huang, and Abu Bakar Abdul Hamid. "THE MODERATING EFFECT OF JOB SEARCH INTENSITY ON POSTGRADUATES' COMPREHENSIVE ABILITY, EMPLOYMENT PERFORMANCE AND PSYCHOLOGICAL ANXIETY SENSITIVITY." International Journal of Neuropsychopharmacology 25, Supplement_1 (July 1, 2022): A3—A4. http://dx.doi.org/10.1093/ijnp/pyac032.004.

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Abstract Background With the increasing number of college students in China year by year, the employment situation of college students is becoming more and more serious. In this context, more and more students have participated in various comprehensive ability activities in school, so a series of questions need to be solved and answered urgently, such as whether the improvement of these abilities can make students more competitive in the job market, and whether the degree of competition in the job market will affect the employment performance of college students. The research questions of this study are as follows: (1) whether the comprehensive ability obtained by students through conscious participation is conducive to job hunting; (2) How different comprehensive abilities play a role in job hunting. (3) Whether the pressure of the job market affects the motivation and willingness of students to improve their comprehensive ability. It also analyzes the anxiety phenomenon of students after employment. Subjects and Methods This study used questionnaire survey to obtain data. The variables were measured by the existing maturity scale, and 300 valid questionnaires were obtained through the online questionnaire. The reliability, convergent validity and differential validity of the variables were good. Using the methods of descriptive analysis, analysis of variance, regression analysis and adjustment effect analysis, this paper makes an empirical analysis on the adjustment effect of the seven dimensions of College Students' overall ability on the relationship between job hunting intensity and job performance. We use Kim's job anxiety scale as the measurement scale, and use Likert scoring method to evaluate the scale. Pearson correlation, standard deviation and statistical significance are combined to illustrate the correlation. T-test of independent samples was used to verify the difference between high anxiety group and low anxiety group. According to the statistical value of anxiety, participants were divided into three groups: low, medium and high anxiety groups. The questionnaire includes two kinds of anxiety, namely debilitating anxiety and promoting anxiety. Through t-test, univariate and multivariate analysis of variance and regression analysis, we investigated the relationship between job-hunting anxiety, self-efficacy and comprehensive ability of students of different majors and genders. Results The relationship between College Students' comprehensive vocational ability and employment performance is regulated by the intensity of job hunting. Employment intensity has a negative impact on the relationship between College Students' comprehensive vocational ability and employment performance. The empirical analysis based on SPSS software shows that the seven comprehensive abilities of college students, such as intelligence ability, social communication ability, social adaptability, problem-solving ability, self-development ability, personal execution ability and emotion regulation ability, have significantly improved the employment performance of college students. Job hunting intensity negatively regulates the positive correlation between College Students' intelligence ability, social communication ability, social adaptability, problem-solving ability, self-development ability, personal execution ability and emotional regulation ability and employment performance. In the process of the influence of job-hunting on anxiety, emotional response plays an intermediary role, and psychological elasticity plays a regulatory role. Job-hunting activities are regulated by psychological elasticity through the intermediary effect of emotional response on anxiety. That is, the higher the psychological elasticity, the lower the influence of job hunting on anxiety through coping styles; On the contrary, the lower the level of psychological elasticity, the higher the effect of job hunting on anxiety through coping styles. Conclusion The significance of this study is that college students should not only pay attention to the study of professional courses, but also comprehensively enrich and supplement their abilities through seven dimensions to improve employment performance. As a social phenomenon, the intensity of job hunting cannot be changed by individuals. College students need to improve their comprehensive ability and actively pay attention to the changes of the employment market. Research limitations: future research can focus on the relationship between employment pressure and professional development of students in different majors, so as to draw analytical conclusions among professional groups in different disciplines. In short, we should give full play to students' self initiative, strengthen their self-regulation ability in job-hunting activities, and actively pay attention to their psychological, emotional and behavioral changes. Acknowledgements Supported by the projects: Innovation Project of Guangxi Graduate Education: Research on the Cultivation of Professional Development Ability of Master of International Business (Grant No.:JGY2020177), Guangxi Higher Education Reform Project: Research and Practice of Deep Modular Teaching Reform Based on the Integration of Industry and Education (Grant No.: 2019JGA241), and the project of major scientific research projects in Colleges and universities in Guangdong (Grant: 2021ZDJS122).

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Husna, Arnum Wahida Banati, Wuryaningsih Dwi Sayekti, and Adia Nugraha. "HUBUNGAN MOTIVASI, KEMAMPUAN, KEDISIPLINAN, DAN KEPUASAN KERJA DENGAN KINERJA MANDOR DI PT GREAT GIANT PINEAPPLE DEPARTEMEN PG 2 LAMPUNG TENGAH." Jurnal Ilmu-Ilmu Agribisnis 8, no. 2 (May 1, 2021): 287. http://dx.doi.org/10.23960/jiia.v9i2.5101.

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The purposes of this study are to find out the level of motivation, ability, discipline, and job satisfaction, and their relationship with the performance of the foremen at PT Great Giant Pineapple Department of PG 2. This research uses a census method with 67 foremen and 19 section heads as respondents. Data collection was conducted in August to October 2019. Primary data in this study are motivation, ability, discipline, and job satisfaction, while secondary data used are foreman performance. The data are analyzed using Pearson Product Moment correlation analysis method. The results showed that motivation, discipline, and job satisfaction of the foremen are in the very high category, while the foreman's ability is in the high category. Motivation, ability, and discipline have a positive and significant relationship with the performance of the foremen, whereas job satisfaction does not relate to the performance of the foremen. Key words: ability, discipline, job satisfaction, motivation

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Sungu, Lincoln Jisuvei, Qingxiong (Derek) Weng, and Johari Abdu Kitule. "When organizational support yields both performance and satisfaction." Personnel Review 48, no. 6 (September 2, 2019): 1410–28. http://dx.doi.org/10.1108/pr-10-2018-0402.

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Purpose The purpose of this paper is to examine the underlying mechanism through which perceived organizational support (POS) influences job performance and job satisfaction. Specifically, the study aims at examining the contingent role of performance ability in the associations of POS and affective organizational commitment (AOC) with job performance and job satisfaction, thus highlighting the pivot role of ability in the social exchanges. Design/methodology/approach The sample of the present study included 269 employees of a University in Kenya. The data were analyzed with Mplus to test the hypotheses. Findings POS enhances AOC that, in turn, positively influences job performance and job satisfaction. Importantly, the results indicate that performance ability moderates both the direct and indirect (via AOC) effects of POS on job performance and job satisfaction. Thus, employees’ abilities for tasks are not only significant for reciprocating resources that organizations invest in employees, but also enhances employee well-being. Research limitations/implications Although satisfaction with employee reciprocation was implied based on performance levels, it was not directly tested in the supervisor–employee social exchange. It is possible that even with intentions to deliver (high AOC), the resultant reciprocation may be less satisfactory to the organization. Future research would benefit from investigating the role that reciprocity norm could have in the model, specifically, whether employer satisfaction would be a function of employee performance ability. Practical implications Most often, the bottom line goal of organizations is employee performance, whereas AOC indicates employees’ intentions and efforts to reciprocate the organization with high performance, such intentions can only go as far as the ability for such desired outcomes. Consequently, efforts should be made to ensure employee’s capabilities align with specific job tasks to enhance both organizational (job performance) and employee well-being (job satisfaction). During the employee selection process, therefore, a focus on ability cues would be more advantageous than commitment when the bottom line goal is to enhance well-being. Originality/value This is the first study that tests the moderating role of the employee’s performance ability in both the POS and AOC relationships with job performance and job satisfaction. Moreover, this is the first study to examine the relationship between POS and AOC with job satisfaction. The study opens a potential avenue to examine the micro-mechanisms that regulate reciprocity in social exchanges, and thus presents the boundary conditions for the predictions of the social exchange theory.

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Journal articles on the topic 'Job ability'

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