Academic literature on the topic 'Job Diagnostic Survey'
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Journal articles on the topic "Job Diagnostic Survey"
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Kauffeld, Simone, and Sven Grote. "Der Job Diagnostic Survey (JDS)." Zeitschrift für Arbeits- und Organisationspsychologie A&O 43, no. 1 (January 1999): 55–60. http://dx.doi.org/10.1026//0932-4089.43.1.55.
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van Dick, Rolf, Christiane Schnitger, Carla Schwartzmann-Buchelt, and Ulrich Wagner. "Der Job Diagnostic Survey im Bildungsbereich." Zeitschrift für Arbeits- und Organisationspsychologie A&O 45, no. 2 (April 2001): 74–92. http://dx.doi.org/10.1026//0932-4089.45.2.74.
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Zusammenfassung. Das Job Characteristics Model (JCM, Hackman & Oldham, 1975 , 1980 ) postuliert Beziehungen zwischen Tätigkeitsmerkmalen, psychologischen Erlebniszuständen und Arbeitszufriedenheit sowie intrinsischer Motivation. Der Job Diagnostic Survey (JDS) als operationale Umsetzung der Modellvorstellungen wurde häufig in Untersuchungen in Produktion und Management verwendet und hat sich in diesen Bereichen bewährt. Mit einer deutschsprachigen Weiterentwicklung des JDS soll in dieser Arbeit überprüft werden, ob die Modellvorstellungen des JCM außerhalb des gewerblichen Bereichs Gültigkeit besitzen. Der JDS wurde zwei Lehrerstichproben (N=201, N=190), Hochschulangehörigen (N=146) und Erzieherinnen (N=80) vorgegeben. Die Items wurden an die verschiedenen Berufe adaptiert, zum Teil modifiziert oder völlig neu konzipiert. Die faktorielle Struktur des JDS konnte nicht exakt repliziert werden. Mit den neu gebildeten Skalen wurden die Modellvorhersagen des JCM anhand von Strukturgleichungsanalysen (EQS) überprüft: Dabei war in allen Stichproben ein direkter Einfluss von den Tätigkeitsmerkmalen auf die Arbeitszufriedenheit einzuführen, um eine gute Modellpassung zu erreichen. Die Tätigkeitsmerkmale haben den vorhergesagten Einfluss auf die psychologischen Erlebniszustände Bedeutsamkeit bzw. Verantwortlichkeit und Wissen um die Resultate. Die letztgenannte Variable hängt nicht durchgängig mit den Auswirkungen der Arbeit zusammen, wie von Hackman und Oldham angenommen.
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Spangler, William D. "Single-Source Response Bias in the Job Diagnostic Survey." Psychological Reports 65, no. 2 (October 1989): 531–46. http://dx.doi.org/10.2466/pr0.1989.65.2.531.
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Tests of the job characteristics model using the Job Diagnostic Survey have been criticized in the literature for having single-source response bias. To test this criticism, undergraduate and graduate students used the Job Diagnostic Survey to describe their job as “student” (the pretest). The same students then worked at and described a contrived job using the survey. Results from the current study suggested that personality and instrument characteristics had relatively minimal effects on interscale correlations of the scores in the survey within and across situations. However, response biases attributable to priming, consistency, and implicit theories artificially inflated interscale correlations.
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Brannon, D., M. A. Smyer, M. D. Cohn, L. Borchardt, J. A. Landry, G. M. Jay, A. J. Garfein, E. Malonebeach, and C. Walls. "A Job Diagnostic Survey of Nursing Home Caregivers: Implications for Job Redesign." Gerontologist 28, no. 2 (April 1, 1988): 246–52. http://dx.doi.org/10.1093/geront/28.2.246.
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Buys, M. A., C. Olckers, and P. Schaap. "The construct validity of the revised job diagnostic survey." South African Journal of Business Management 38, no. 2 (June 30, 2007): 33–40. http://dx.doi.org/10.4102/sajbm.v38i2.582.
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The Job Characteristics Model, the accompanying Job Diagnostic Survey (JDS) and the proposed steps for improving motivation, satisfaction and performance have been functionally utilized in South Africa as a revised job redesign practice to address some critical human resources problems currently facing managers and human resources practitioners. The aim of the study was ] to determine the construct validity of the Revised Job Diagnostic Survey (JDS) in the South African context. The Revised JDS was evaluated using item analysis and confirmatory factor analysis. The finding of this study is in favour of the Revised JDS as a reliable and factorially valid instrument for South African use. The promising results of this study should pave the way for further research and the search for more conclusive evidence on the construct validity of the Revised JDS in the South African context.
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Telles, Renato, Ivandilson Souza Duarte, Maciel Manoel Queiroz, and Natália Novaes. "Job Diagnostic Survey: A Team Project Information Technology Perspective." Revista Científica Hermes - FIPEN 16 (October 22, 2016): 69. http://dx.doi.org/10.21710/rch.v16i0.294.
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Hinsz, Verlin B., and Leissa C. Nelson. "Family Farmers' Reactions to Their Work: A Job Diagnostic Survey." Family Business Review 3, no. 1 (March 1990): 35–44. http://dx.doi.org/10.1111/j.1741-6248.1990.00035.x.
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Responses of family farmers to the Job Diagnostic Survey were examined to assess the internal rewards farmers receive from their work. It is suggested that family farmers' high motivation and commitment to farming are largely influenced by the positive job characteristics associated with farming.
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Boonzaier, Billy, and Michèle Boonzaier. "The job diagnostic survey: A functional tool for South African managers." South African Journal of Business Management 25, no. 3 (September 30, 1994): 101–9. http://dx.doi.org/10.4102/sajbm.v25i3.849.
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Current literature on manpower problems in South Africa has hardly focused on what should be done to improve jobs in order to create job experiences that will fulfil employee goals and organizational goals simultaneously. While the focus has been on the environmental (economic, social, political) and organizational (human resources policies, e.g. affirmative action) components of human resources management, in this article the authors provide guidelines to facilitate a process through which South African managers can practically achieve the optimal fit between current employees and their jobs. A theory that specifies when workers will display motivation, satisfaction and productive behaviour is reviewed. The accompanying diagnostic instrument is presented with South African norms for use by managers of change. Where remedial action is required, guidelines are proposed to assist managers in planning for an enriched work-place. The authors conclude that this approach represents a powerful strategy that can help organizations achieve their goals as well as meeting the needs of contemporary employees for a more meaningful work experience. This approach ensures that changes in the workplace are brought about on the basis of relevant information regarding the characteristics of jobs and the needs of workers, which is, in turn, based upon fundamental psychological rules and buttressed by South African findings that the theory is empirically sound.
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Kulik, Carol T., Greg R. Oldham, and Paul H. Langner. "Measurement of job characteristics: Comparison of the original and the revised Job Diagnostic Survey." Journal of Applied Psychology 73, no. 3 (1988): 462–66. http://dx.doi.org/10.1037/0021-9010.73.3.462.
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Burke, Beverly G. "Item Reversals and Response Validity in the Job Diagnostic Survey." Psychological Reports 85, no. 1 (August 1999): 213–19. http://dx.doi.org/10.2466/pr0.1999.85.1.213.
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Experts disagree on whether questionnaires should have items worded in both positive and negative directions or items all worded in the same direction. This study examined this controversy in a sample of 921 employees of a state agency who completed two versions of a widely used questionnaire, Hackman and Oldham's Job Diagnostic Survey. One version had both positively and negatively worded items, and the other version had only positively worded items. Subsamples of respondents high and low on inconsistency and inaccuracy scales (response validity scales developed by the author) were studied to determine whether invalid responding might account for problems with item wording. Correlations between job characteristics (skill variety, task identity, task significance, autonomy, and feedback) and work outcomes (general job satisfaction, internal motivation, and growth satisfaction) were compared between subsamples using the Fisher r to z transformation. Out of 18 comparisons, only 3 correlations were significantly different for the subsamples of respondents. The conclusion was that results were similar regardless of item wording and regardless of invalid responding. However, further research may be warranted to assess whether inflated correlations for respondents high on the inaccuracy scale suggests that they are prone to common method variance.
Dissertations / Theses on the topic "Job Diagnostic Survey"
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D'Emiljo, Anle. "Job demands and resources as antecedents of work engagement : a diagnostic survey of nursing practitioners." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96748.
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Thesis (MCom)--Stellenbosch University, 2015.ENGLISH ABSTRACT: Health care is a key factor in the general health and wellbeing of any society. At the centre of any well-functioning healthcare system is sufficient, engaged and competent nursing staff. Access to proper health care is reliant on sufficient nursing staff levels, but unfortunately the global scarcity of nursing staff is proving to be a big challenge to the quality and service delivery that public and private healthcare organisations are providing. One of the many contributing factors to the shortage of nursing staff is the global challenge of an aging nursing staff population. At a time of widespread concern about nursing shortages and an ageing nursing workforce globally, human resources functions should pay increasing attention to addressing the shortage of nursing staff. Although attracting individuals to the nursing profession will increase the nursing pool, the engagement (and consequently retention) of current nursing staff is crucial to ensure a sustainable nursing workforce, and as a result, a sustainable healthcare system. The purpose of this study therefore included a diagnosis of the current state of work engagement of nursing practitioners, with the Job Demands and Resources model as diagnostic model, in an attempt to identify the antecedents that significantly contribute to the engagement of nursing practitioners. The data analysis techniques that were applied in this study included item analysis, correlation analysis, hierarchical multiple regression analysis, PLS analysis and ANOVA. While the overall level of work engagement of nursing practitioners in the sample might not have been as low as had been envisioned, there are clearly deficiencies that need to be addressed. In terms of job resources, the factors that were found to be below optimum levels, and warrants intervention, included remuneration, participation, career possibilities, variety at work, independence at work, opportunities to learn, and information. The job resources communication, contact possibilities, relationships with colleagues and relationship with supervisor yielded acceptable mean scores and as a result no particular interventions were proposed for these variables. In terms of job demands, all job demands were reported to be at unacceptably high levels; however, no correlation between pace and amount of work and work engagement was confirmed. As a result, practical recommendations were built around these job demands and resources which anticipate increasing the work engagement of nursing practitioners and thereby partially addressing the greater problem of nursing shortages.
AFRIKAANSE OPSOMMING: Geen opsomming beskikbaar.
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Porch, Celina, and n/a. "The impact of desktop personal computer technology on the factors that contribute to job satisfaction and motivation." University of Canberra. Information, Language & Culture, 1994. http://erl.canberra.edu.au./public/adt-AUC20061106.094834.
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This research study had three aims. The first aim was to identify if any
changes in job characteristics and the motivating potential of jobs occurred
when workers were provided with their own personal desktop computers for
accessing automated integrated information management systems,
wordprocessing and spreadsheeting facilities. The second aim of the study
was to determine if any changes in job satisfaction occurred as a result of
such changes in job characteristics and the motivating potential of jobs. The
third aim of the study was to determine whether changes in job satisfaction
that resulted from changes in job characteristics and changes in the
motivating potential of jobs were moderated by the following factors:
workers' perceptions of the impact of the new technology on their work
practices, workers' prior knowledge of computing, and workers' age, gender
and job category.
A survey questionnaire was used to collect information for this research
study. The complete version of the Job Diagnostic Survey formed the major
portion of this questionnaire. The additional portions of the questionnaire
were designed to collect information relating to workers' perceptions of the
impact of the new technology, their prior computing knowledge and their
age, gender and job category.
A quasi-experimental multiple time-series research design was used to
fulfill the aims of this study. The experimental group comprised 19 workers
who had been using the new technology for no longer than five months. In
order to maximise discrimination between effects that resulted from the
introduction of the new technology and effects that resulted from other
organisational factors, two control groups were used in this research study.
The "established users" group comprised 10 workers who had been using the
new technology in their jobs for at least six months, and the "non-users"
group comprised 22 workers who had not used the new techno�logy in their
jobs and would not do so for the duration of the study. A period of 18
months elapsed between the pretest and the posttest. In total, 51
respondents completed both the pretest and posttest questionnaires. These
respondents' results were analysed using Statview 512+ and JMP
(version 2).
The participants of this research study were all employees of the National
Library of Australia (NLA). Although computer technology has been in use
at the NLA since the 1980s, the new technology that has been the focus of
this research study differs from previous technology because it provides
staff of the NLA with instant access to an information system that is both
fully automated and fully integrated. This has been achieved in two ways.
Firstly, the development of a local area network, the installation of a Dynix
Integrated Library Management System, and the provision of Epsom
personal computers equipped with Word for Windows and Excel for
Windows have collectively made it possible for staff of the NLA now to
access all the NLA's existing and new automated systems from a single
personal computer instead of having to use different equipment for different
automated tasks as has previously been the case. Secondly, rather than
having to share equipment with other staff, each staff member has been
supplied with their own PC.
The study found that the introduction of the new technology did not have
any significant effects on job characteristics and the motivating potential of
jobs. However, there was a significant decrease in job satisfaction after the
introduction of the new technology. It was found that workers had very
positive perceptions of the effects of the technology on their jobs, and very
high levels of prior computing knowledge, and therefore it was concluded
that these factors did not have any moderating effects on the relationship
between the introduction of the new technology and job satisfaction. No
relationships were found between the decrease in job satisfaction and
workers' age, gender and job category. Results of further analysis, however,
reveal that there was a relationship between the decrease in job satisfaction
after the introduction of the new technology and two other factors. These
were a reduction in workers' perceptions of the value of the skills required
to complete their work tasks and a decrease in their social satisfaction.
Further research is suggested in order to determine the general
applicability of these results to other organisations and other occupational
groups.
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Giraldo, O'Meara Martha Marcela. "VALIDACION DE LAS ESCALAS DEL JOB DIAGNOSTIC SURVEY (JDS) APLICADAS A ENTORNOS EDUCATIVOS UNIVERSITARIOS." Doctoral thesis, Universitat Politècnica de València, 2014. http://hdl.handle.net/10251/36741.
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Desde hace tiempo se habla de la necesidad de modificar la enseñanza
tradicional, caracterizada por la superficialidad en el aprendizaje y la pasividad en el
estudiante, por una en la que éste participe de forma activa y cuyo aprendizaje sea más
profundo. De hecho, en la adaptación que están llevando a cabo las universidades en
España, dentro de los planes del Espacio Europeo de Educación Superior (EEES), uno
de los objetivos propuestos es la mejora de las metodologías y recursos en la educación
de los estudiantes.
Este tipo de aprendizaje activo genera un contexto más motivador, estimulante y
más satisfactorio para los estudiantes, y una forma de crearlo es modificando las
actividades que los estudiantes realizan en clase, es decir, las características del contexto
de aprendizaje.
A pesar de toda la investigación que existe en el área de la educación sobre este
aspecto, sigue existiendo un vacío con respecto a las características relacionadas con el
aprendizaje y con la motivación y la satisfacción.
Al no haber podido encontrar instrumentos que evalúen este tipo de conceptos,
se ha decidido investigar dentro del mundo laboral, para comprender mejor ambos
constructos.
La analogía entre el mundo laboral y el académico no es un planteamiento
nuevo. Desde hace mucho tiempo se ha sugerido la idea de que lo que hace el estudiante
en la universidad, es comparable a lo que hace un trabajador en su puesto de trabajo.
En este trabajo se ha realizado la adaptación al mundo académico, de un
instrumento ampliamente utilizado en el mundo laboral para diagnosticar y rediseñar las
propiedades motivacionales del puesto de trabajo y medir la satisfacción en los
trabajadores: El Job Diagnostic Survey (JDS). Aunque existen otros instrumentos que
evalúan estos conceptos, el JDS, además de ser uno de los instrumentos más utilizados
para su valoración, incluye ambos constructos en su modelo conceptual. A través de este trabajo se ha conseguido ofrecer un instrumento válido para
analizar el potencial motivador del puesto de trabajo de los alumnos, rediseñarlo y
evaluar cómo influye en la satisfacción.Giraldo O'meara, MM. (2014). VALIDACION DE LAS ESCALAS DEL JOB DIAGNOSTIC SURVEY (JDS) APLICADAS A ENTORNOS EDUCATIVOS UNIVERSITARIOS [Tesis doctoral no publicada]. Universitat Politècnica de València. https://doi.org/10.4995/Thesis/10251/36741
TESIS
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Hullberg, Fredrik, and Pontus Sjögren. "Motivation through Benevolence : A Case Study on the Impact of CSR on Work Motivation." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-275899.
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På senare tid har Corporate Social Responsibility (CSR) blivit en allt viktigare företagsfråga. Det har dock framhävts att otillräcklig forskning har ägnats åt att dess inverkan på anställda. Syftet med denna studie varit att undersöka effekten av CSR, riktad mot externa intressenter, på anställdas arbetsmotivation. För detta ändamål har en fallstudie av en svensk bank genomförts. Först utfördes en kartläggning av bankens CSR. Sedan utvecklades ett konceptuellt ramverk inspirerat av dels kartläggningen av bankens CSR, och dels av Hackman och Oldhams Job Diagnostic Survey. Därefter distribuerades en psykometrisk undersökning till 117 anställda i ett av bankens sex affärsområden. Detta i syfte att försöka fånga in den potentiella motivationseffekten av bankens CSR. Den huvudsakliga upptäckten av studien indikerar ett positivt samband mellan upplevd CSR och arbetsmotivation. Dessutom, utav de valda måtten för arbetsmotivation, visade sig upplevd meningsfullhet generera den tydligaste kopplingen till CSR, följt av upplevt ansvarstagande och feedback. Följaktligen är den viktigaste slutsatsen, inom ramen för denna studie, att arbetsmotivation påverkas positivt av CSR.In recent times, Corporate Social Responsibility (CSR) has become an increasingly important corporate issue. It has, however, been argued that insufficient research has been dedicated to its impact on employees. The purpose of this study has been to examine the effect of CSR directed at external stakeholders on employee motivation. In order to do so, a case study on a Swedish bank was conducted. First, a mapping of the bank's CSR was carried out. Thereafter, a conceptual framework inspired by the mapping of the bank's CSR as well as by Hackman and Oldham's Job Diagnostic Survey was developed. Second, a psychometric survey was distributed to 117 of the bank's employees in one of its six regional business units. This was done in order to capture the potential motivational effect of the CSR of the bank. The principal finding of the study indicates a positive relationship between perceived CSR and work motivation. Furthermore, out of the selected measures of work motivation, experienced meaningfulness provided the most distinct connection to CSR, followed by experienced responsibility and feedback. Accordingly the most important conclusion, within the scope of this study, is that CSR positively affects work motivation.
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Zaal, Wilhelmina Elizabeth. "Job satisfaction of research librarians in selected research libraries in the Western Cape." University of Western Cape, 2012. http://hdl.handle.net/11394/3513.
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Magister Bibliothecologiae - MBiblThe study examines job satisfaction among research librarians in selected research libraries situated in the Western Cape region. Many studies worldwide have been done on job satisfaction in various subject fields including librarianship. The theoretical framework for this study refers however only on the Job Characteristics Model (JCM) (1976) of Hackman and Oldham. The reason why this model was chosen was because this model was the most appropriate model given the nature of the study, even though there are other models available. A brief overview of the other theoretical models namely; Maslow's (1943) hierarchy of needs and Herzberg's (1954) two factor theory of motivation are discussed as a starting point of this research study. Research librarians work under stressful conditions given the need to produce successful end results.
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Ehrlich, Christian. "Erfassung und Gestaltung von Motivationspotenzialen als Aufgabe der Personalführung : Entwicklung und Erprobung eines Fragebogens zur Erfassung von Motivationspotenzialen in Unternehmen /." München [u. a.] : Hampp, 2003. http://www.gbv.de/dms/zbw/371119723.pdf.
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Cosme, Maria Natália Morais. "A qualidade de vida no trabalho: a aplicação do Job Diagnostic Survey no Complexo das Escolas de Artes (CEARTE) - Belas - Luanda." Master's thesis, 2019. http://hdl.handle.net/10284/8262.
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O presente trabalho estuda a Qualidade de Vida no Trabalho no CEARTE, uma escola de artes em Angola. Para o fazer foram analisadas diferentes alternativas e modelos, tendo-se optado pelo “Job Diagnostic Survey” Hacklman e Oldham (1974) usando para o efeito a versão brasileira normalizada Pedroso, et al, (2014). A pesquisa questiona: o que caracteriza o cargo; o impacto do cargo; em que medida o trabalho proporciona satisfação, motivação e segurança; de que forma o trabalho apresenta as características necessárias. Para a aplicação da escala de Hacklman e Oldham, assegurou-se a autorização da direcção da escola e a participação dos colaboradores. Depois de recolhida e tratada a informação, concluiu-se que no que respeita ao meio organizacional (variáveis sociodemográficas) o CEARTE se apresenta equilibrado e dotando das sinergias precisas para encarar o futuro. Quanto aos resultados específicos relativos ao “Job Diagnostic Survey” os factores apresentam desempenhos maioritariamente positivos, bem como as dimensões, o Potencial Motivador Do Trabalho embora apresente um valor positivo, este não é suficientemente elevado para ser considerado satisfatório na escala definida pelos autores.This paper studies the Quality of Work Life at CEARTE, a school of arts in Angola. In order to do so, different alternatives and models were analyzed, and the "Job Diagnostic Survey" (Hacklman and Oldham, 1974) was used, recurring to the Brazilian standardized version Pedroso et al. (2014). The research questions: what characterizes the post; the impact of the post; the extent to which work provides satisfaction, motivation and security; how the work has the necessary characteristics. For the application of the Hacklman and Oldham scale, the authorization of the school management and the participation of the employees was ensured. After collecting and processing information, it was concluded that in terms of the organizational environment (sociodemographic variables) CEARTE is balanced and providing the necessary synergies to face the future. Regarding the specific results of the "Job Diagnostic Survey", the facts as well as the dimensions present mostly positive performances, the Motivatory Work Potential although it has a positive value, it is not high enough to be considered satisfactory in the scale defined by the authors.
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Alves, Catarina Isabel Cunha. "Contributos para a validação da versão portuguesa modificada do JDS." Master's thesis, 2019. http://hdl.handle.net/1822/61434.
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Dissertação de mestrado integrado em PsicologiaO Modelo das Caraterísticas do Trabalho de Hackman e Oldham tem sido dos mais citados na literatura na organização do trabalho. Para avaliar as cinco caraterísticas que preconiza (autonomia, feedback, identidade da tarefa, significado da tarefa e variedade de competências), foi desenvolvido um instrumento, o Job Diagnostic Survey (JDS). Na validação deste instrumento têm sido identificadas lacunas suscetíveis de contribuir para a não verificação da estrutura de cinco fatores, nomeadamente, a existência de itens formulados na negativa e a não operacionalização de todas as âncoras de resposta. Considerando tais limitações, foi desenvolvida por Silva e Keating (2011) uma versão modificada do JDS, em contexto português, denominada Escala de Diagnóstico do Trabalho (EDT). O presente estudo tem como objetivo contribuir para a validação da EDT, tendo por base uma amostra de 302 profissionais de diversos setores de atividade. Em termos de análise, foi realizada uma análise fatorial confirmatória, com recurso ao AMOS (25.0). Os resultados indicam que o modelo composto pelos cinco fatores tem um ajustamento satisfatório aos dados, modelo esse, congruente com o modelo teórico proposto.
Hackman and Oldham’s Work Characteristics Model has been one of the most cited in literature in work design. To evaluate the five job characteristics preconized by (autonomy, feedback, task identity, task significance and skill variety), it was developed a measurement tool, the Job Diagnostic Survey (JDS). In this investigation there were identified some gaps that are likely to contribute to the not verification of this five factors structure, those being the existence of negatively formed items and the not operationalization of all response anchors. Considering such limitations, it was developed by Silva and Keating (2011) a reviewed version of JDS in the Portuguese context denominated Escala de Diagnóstico do Trabalho (EDT). The aim of this study is to contribute to the validation of part of the EDT, based on a sample of 302 workers of different sectors of activity. It was used confirmatory factor analysis by means of AMOS (25.0). The results indicate that the five-factor model has a good fit to the data, being the one that corresponds with the theoretic model.
Books on the topic "Job Diagnostic Survey"
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Smaldon, Samantha Jane. A comparison of job designs between telework and traditional workstyles: As measured by the job diagnostic survey. 1995.
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Daly, Ellen T. NURSE-FACULTY WORK MOTIVATION AND PUBLICATION PRODUCTIVITY IN RELATION TO CORE JOB CHARACTERISTICS, JOB SATISFACTION AND DEMOGRAPHIC VARIABLES (HACKMAN AND OLDHAM'S THEORY, DIAGNOSTIC SURVEY). 1986.
Find full textBook chapters on the topic "Job Diagnostic Survey"
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Jacobs, Karen, Miranda Hellman, Jacqueline Markowitz, Ellen Wuest, Töres Theorell, Karen Jacobs, Miranda Hellman, et al. "Job Diagnostic Survey." In Encyclopedia of Behavioral Medicine, 1130–32. New York, NY: Springer New York, 2013. http://dx.doi.org/10.1007/978-1-4419-1005-9_899.
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Schult, Marie-Louise. "Job Diagnostic Survey." In Encyclopedia of Behavioral Medicine, 1258–60. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-39903-0_899.
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Dieninghoff, Mario. "Der Job Diagnostics Survey (JDS)." In Zur Berücksichtigung motivationaler Faktoren im Qualitätsmanagement, 71–81. Wiesbaden: Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-06290-3_5.
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Griffiths, Shelly. "Surgery." In Oxford Assess and Progress: Clinical Medicine. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780198812968.003.0018.
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Starting a surgical job can feel like learning a completely new language. It may be the first time seeing patients in acute severe pain with a variety of lumps and bumps and a past history of previously unheard of complex operations. It can be easy to get hung up on whether the distended large bowel loop on the X- ray is a caecal or sigmoid volvulus or whether the strangulated hernia is femoral or inguinal. Ultimately, however, the most important point is that, as a junior doctor, it is being able to recognize that the patient is acutely unwell and may require an operation that will save lives. Ironically, a surgical rotation involves little time in the operating theatre— mostly, it will be spent dealing with problems during the peri-operative period. This may start a week or two before the patient is even admitted, in the shape of a pre- assessment clinic, though these are increasingly nurse- led clinics with minimal input from junior doctors. Such clinics are, however, a good opportunity to see stable patients with interesting pathology and good clinical signs and to establish how well they look before the majority of their large bowel or their stomach is removed. The preoperative preparation of the patient goes beyond bloods and a cursory chat, and will require one to be on the lookout for previously undiagnosed cardiorespiratory or rheumatological conditions, among others, that might affect the patient getting to sleep or staying safely asleep under anaesthesia. Liaising with the anaesthetist about possible sources of difficulty well in advance of the planned procedure will ensure that operations do not get cancelled. The acute abdomen will take centre stage during general surgical takes. A thorough history and sound anatomical knowledge will help create a list of differential diagnoses. Accurate and careful palpation of the abdomen will reveal peritonism and the presence of any masses, and simple bedside observations and tests can greatly aid the diagnosis. Surgical specialties have a heavy reliance on imaging— erect chest X- ray, ultrasound, computed tomography (CT)/ magnetic resonance imaging (MRI) scan— each providing different information for the symptoms displayed.
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Palmer, Keith T., and C. G. Greenough. "Spinal disorders." In Fitness for Work, 207–32. Oxford University Press, 2013. http://dx.doi.org/10.1093/med/9780199643240.003.0011.
Full textAbstract:
Non-specific low-back pain (LBP) is one of the commonest conditions afflicting adults of working age. It represents a leading cause of disability and a major cause of sickness absence. The problem posed in assessing fitness for work in back pain sufferers is one that all occupational physicians frequently face. Neck pain and its associated disability are scarcely less common. Collectively, therefore, axial pains affecting the spine pose a major challenge to the decision-maker. Commonly, a number of placement and fitness questions arise. In assessing the absent worker with a current episode of pain: When will symptoms improve or resolve? Is this a short- or a long-term problem? Are any further investigations required to exclude serious pathology? Who (among the many with pain) should be referred for such an assessment? At what point should the occupational physician intervene to hasten rehabilitation? And how? Has work contributed to symptom onset? Might it worsen or prolong symptoms? Is it appropriate to return the worker to the same job or does the work need to be modified? When is chronic spinal pain serious enough to declare a person permanently unfit for work? Could more be done to avoid or control the demands of work before that point is reached? Following spinal surgery, when will the patient be fit for work? Should special restrictions be considered and if so when? At the pre-employment stage the issues are no less difficult: Are there any specific inquiries (questions, examination findings, and investigations) predictive of future spinal pain leading to serious disability or sickness absence? How should these be utilized in assessing fitness for work? In particular, how should a past history of spinal pain be regarded? Are any characteristics sufficiently predictive to warrant restrictions? And more generally: What steps can be taken to promote fitness for work and to prevent spinal pain? What obligations exist under health and safety legislation and the Equality Act 2010? Do current policies on back pain promote well-being and avoid needless work restrictions? In attempting to answer these questions it is helpful to appreciate the frequency and natural history of spinal pain, the markers of serious pathology, and the evidence on fitness assessment and preventing disability. It is also important, for simple mechanical LBP, to be aware of evidence-based advances in management and rehabilitation. Adoption of consensus guidelines has led to better coping and faster recovery. Specific guidelines have also been developed for the management of workers and these address, in part, some of the questions posed above. In this chapter we review these initiatives and the problem of assessing fitness for work in those with spinal pain. Emphasis is given to simple non-specific axial spinal pain as this is the commonest presentation. Only rarely does the clinician make a more specific diagnosis; but occasionally serious pathology underlies symptoms and different responses are needed. Some account is provided of more specific spinal pathologies including prolapsed intervertebral disc, spinal stenosis, fusion surgery, ankylosing spondylitis, Scheuermann’s disease, fractures, and spinal cord injury.
Conference papers on the topic "Job Diagnostic Survey"
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Sein, Maung K., and Robert P. Bostrom. "A psychometric study of the job characteristics scale of the job diagnostic survey in an MIS setting." In the 1991 conference. New York, New York, USA: ACM Press, 1991. http://dx.doi.org/10.1145/111084.111096.
Full textReports on the topic "Job Diagnostic Survey"
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Tangka, Florence K. L., Sujha Subramanian, Madeleine Jones, Patrick Edwards, Sonja Hoover, Tim Flanigan, Jenya Kaganova, et al. Young Breast Cancer Survivors: Employment Experience and Financial Well-Being. RTI Press, July 2020. http://dx.doi.org/10.3768/rtipress.2020.rr.0041.2007.
Full textAbstract:
The economic burden of breast cancer for women under 50 in the United States remains largely unexplored, in part because young women make up a small proportion of breast cancer cases overall. To address this knowledge gap, we conducted a web-based survey to compare data from breast cancer survivors 18–39 years of age at first diagnosis and 40–49 years of age at first diagnosis. We administered a survey to a national convenience sample of 416 women who were 18–49 years of age at the time of their breast cancer diagnosis. We analyzed factors associated with financial decline using multivariate regression. Survivors 18–39 years of age at first diagnosis were more likely to report Stage II–IV breast cancer (P<0.01). They also quit their jobs more often (14.6%) than older survivors (4.4%; P<0.01) and faced more job performance issues (55.7% and 42.8%, respectively; P=0.02). For respondents in both groups, financial decline was more likely if the survivor had at least one comorbid condition (odds ratios: 2.36–3.21) or was diagnosed at Stage II–IV breast cancer (odds ratios: 2.04–3.51).