Relevant bibliographies by topics / Job type

Contents

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

Academic literature on the topic 'Job type'

Author: Grafiati
Published: 4 June 2021
Last updated: 2 February 2022

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Journal articles on the topic "Job type"

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Tsuchiya, Miyako, Yoshitsugu Horio, Hatsumi Funazaki, Kenjiro Aogi, Kazue Miyauchi, Yasuaki Arai, and Miyako Takahashi. "Impact of gender and employment type on job loss among cancer survivors." Japanese Journal of Clinical Oncology 50, no. 7 (April 24, 2020): 766–71. http://dx.doi.org/10.1093/jjco/hyaa040.

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Abstract Objective To identify factors associated with cancer-related job loss following cancer diagnosis. Methods A multicentre cross-sectional survey was conducted among adult cancer survivors employed at the time of cancer diagnosis. Hierarchical multivariate logistic regression was used to examine the association of gender and employment type with job loss after cancer diagnosis and if the interaction between gender and employment type predicted job loss. Results Of 1618 patients recruited, 1483 returned questionnaires (91.7% response rate). Data from 708 patients were eligible for analyses. Approximately 21% of patients had lost their job within 10 years of diagnosis. Patients who had undergone chemotherapy were more likely to lose their jobs than those who had not (OR = 3.24, 95% CI 2.13–4.91). Women were more likely to lose their jobs than men (OR = 2.58, 95% CI 1.48–4.50). Temporary employees were more likely to lose their jobs than regular employees (OR = 2.62, 95% CI 1.72–3.99). After controlling for demographic and clinical characteristics, no interaction effects between gender and employment type were observed (P = 0.44). Conclusions Women and temporary employees are more vulnerable to cancer-related job loss. Clinicians need greater awareness of the risk of patient job loss, and they need to assess patients’ employment types and provide appropriate support to balance treatment schedules and work.
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Kim, Hyun. "Job Stress, Coping Type, and Job Satisfaction in Firefighters." Korean Journal of Occupational Health Nursing 24, no. 4 (November 30, 2015): 323–30. http://dx.doi.org/10.5807/kjohn.2015.24.4.323.

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den Boer, Hiske, Tinka van Vuuren, and Jeroen de Jong. "Job Design to Extend Working Time: Work Characteristics to Enable Sustainable Employment of Older Employees in Different Job Types." Sustainability 13, no. 9 (April 23, 2021): 4719. http://dx.doi.org/10.3390/su13094719.

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Due to an aging workforce and an increasing structural labor shortage across Western economies, it is important to design jobs for older workers that support their continued employability. The aim of this qualitative study was to investigate how job type (operational, professional and managerial jobs) influences work characteristics older workers need to continue working. Semistructured interviews were conducted with 21 older (55+) Dutch employees working in the health and education sector. A full thematic analysis of interview transcripts was performed, and work characteristics were identified, coded, categorized and compared to discover patterns of similarities and differences between job types. The results show that job types have a number of work characteristics in common: operational job types share autonomy with managers and client interaction with professionals, and professionals and managers share mentorship. Unique work characteristics for operational roles are supervisor support and comfortable workspace. Professionals especially want to use their expertise and flexible working hours, and managers are different because they value personal development and contact with colleagues. In conclusion, the results show that certain work characteristics have a different impact on the design of future jobs for older workers, depending on the type of job of the employee.
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Gërxhani, Klarita, and Ferry Koster. "Making the right move. Investigating employers’ recruitment strategies." Personnel Review 44, no. 5 (August 3, 2015): 781–800. http://dx.doi.org/10.1108/pr-12-2013-0229.

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Purpose – The purpose of this paper is to investigate employers’ recruitment strategies to address distinct job-related agency problems before establishing an employment relationship. Insights from agency theory and the social embeddedness perspective are combined to hypothesize whether and why employers adapt their recruitment strategies to the job type (differing in level of discretion) for which they are externally hiring. Design/methodology/approach – The hypotheses are empirically tested using data from a survey of 288 Dutch employers. Questions were asked about the two types of jobs. Multi-level logistic regression analysis is applied to investigate the effect of social context on the choice of recruitment strategy. In addition to that, separate analyses are conducted for the two job types, using logistic regression analysis. Findings – As predicted, employers have the tendency to use informal recruitment channels more often for jobs with high degree of discretion (i.e. managerial, professional, and specialists jobs (MPS)) than for jobs with low degree of discretion (i.e. administrative and supporting jobs). In addition, the type of information transmitted through employers’ social contacts matters for their recruitment strategies. In particular, the reliable and trustworthy information from contacts with friends and family is more important for MPS jobs. This seems to be the way employers deal with the high agency costs characterizing this type of jobs. Originality/value – This study extends prior research as follows. First, while earlier studies more closely looked at why organizations use formal or informal recruitment, this study specifically focusses on the role the job type plays in the hiring process. Second, it provides an extension of agency theory by including job type in the analyses. And, third, the study examines how the networks of employers, rather than employees, affect the hiring process.
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Leon, Linda A., Kala Chand Seal, Zbigniew H. Przasnyski, and Ian Wiedenman. "Skills and Competencies Required for Jobs in Business Analytics." International Journal of Business Intelligence Research 8, no. 1 (January 2017): 1–25. http://dx.doi.org/10.4018/ijbir.2017010101.

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The explosive growth of business analytics has created a high demand for individuals who can help organizations gain competitive advantage by extracting business knowledge from data. What types of jobs satisfy this demand and what types of skills should individuals possess to satisfy this huge and growing demand? The authors perform a content analysis of 958 job advertisements posted during 2014-2015 for four types of positions: business analyst, data analyst, data scientist, and data analytics manager. They use a text mining approach to identify the skills needed for these job types and identify six distinct broad competencies. They also identify the competencies unique to a particular type of job and those common to all job types. Their job type categorization provides a framework that organizations can use to inventory their existing workforce competencies in order to identify critical future human resources. It can also guide individual professionals with their career planning as well as academic institutions in assessing and advancing their business analytics curricula.
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Dumas, Orianne, Raphaëlle Varraso, Jan Paul Zock, Paul K. Henneberger, Frank E. Speizer, Aleta S. Wiley, Nicole Le Moual, and Carlos A. Camargo. "Asthma history, job type and job changes among US nurses." Occupational and Environmental Medicine 72, no. 7 (February 24, 2015): 482–88. http://dx.doi.org/10.1136/oemed-2014-102547.

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Lee, Thomas W., and Darryll R. Johnson. "Reactions to job transfer by job type and career stage." Journal of Business and Psychology 8, no. 3 (March 1994): 377–90. http://dx.doi.org/10.1007/bf02230380.

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Yang, Cheng Cheng, Hsuan-Fu Ho, and Shan-Hua Chen. "Which Type Of Work-Study Experience Is More Beneficial?: Perceptions Of Taiwanese College Students." Journal of College Teaching & Learning (TLC) 10, no. 1 (December 24, 2012): 83–88. http://dx.doi.org/10.19030/tlc.v10i1.7535.

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The rapidly increase of tuition and the reduced financial support from government and families have forced many more students to take part-time jobs, however, different jobs might bear different benefits. The main purpose of this study were to identify the major benefits of part-time jobs or work-study experiences performed by college students, and to calculate the relative weight of each benefits perceived by students, and finally, to determine the most appropriate type of job for college students. A self-developed questionnaire is administered to 250 students from three universities. The results of this study not only help students to select the most appropriate types of job for a given purpose, but also provide school administrators with a guide to develop their student part-time job policies.
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HAVERSTICK, KELLY, ALICIA H. MUNNELL, GEOFFREY SANZENBACHER, and MAURICIO SOTO. "Pension type, tenure, and job mobility." Journal of Pension Economics and Finance 9, no. 4 (April 6, 2010): 609–25. http://dx.doi.org/10.1017/s1474747209990321.

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AbstractOver the last 25 years, the United States has seen a dramatic shift in the private sector away from defined benefit plans and towards defined contribution plans. While commentators constantly cite an increase in labor mobility as a major reason for the shift in the private sector from defined benefit to defined contribution plans, researchers to date have not been able to document any difference in mobility by pension type. This study argues that the inability to find such a relationship stems from ignoring the important role of job tenure. Using data from the Survey of Income and Program Participation (SIPP) and the Panel Study of Income Dynamics (PSID), the results of duration analyses that include the interaction of job tenure and pension type reveal that workers with between five and ten years of tenure at a firm are 23% more likely to leave a job with a defined contribution plan than with a defined benefit plan. This difference is consistent with differences in the timing of benefit level entitlement between the two types of plans.
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Carson, Dean, Kristal Coe, Kerstin Zander, and Stephen Garnett. "Does the type of job matter?" Employee Relations 32, no. 2 (January 5, 2010): 121–37. http://dx.doi.org/10.1108/01425451011010087.

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Dissertations / Theses on the topic "Job type"

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Wikoff, Logan Marie. "Humor Type, Source, and Perceived Job Satisfaction." Xavier University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1460979977.

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Jacquez, Amy Michele. "The relationship between teacher personality type and job satisfaction." Morgantown, W. Va. : [West Virginia University Libraries], 2004. https://etd.wvu.edu/etd/controller.jsp?moduleName=documentdata&jsp%5FetdId=3643.

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Vilcot, Geoffrey. "Algorithmes approchés pour des problèmes d'ordonnancement multicritères de type job shop flexible et job shop multiressource." Phd thesis, Université François Rabelais - Tours, 2007. http://tel.archives-ouvertes.fr/tel-00198068.

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Ce travail de thèse s'inscrit dans le cadre d'une collaboration industrielle avec la société Volume Software pour le développement du module d'ordonnancement du logiciel "DirectPlanning". Dans ce travail, nous étudions le problème de job shop flexible multicritère et le problème de job shop multiressource multicritère. Notre objectif est de déterminer une approximation du front de Pareto. Nous avons proposé des algorithmes de résolution approchés et plus particulièrement des algorithmes de recherche Tabou et des algorithmes génétiques. Nous avons proposé différentes versions de nos méthodes pour les deux problèmes considérés. Des expérimentations ont été réalisées et montrent les bonnes performances de nos algorithmes, à la fois d'un point de vue qualité des résultats et d'un point de vue de la rapidité des méthodes.
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Smith, Nicholas. "The cost of discrimination job age-type and legal outcomes." Honors in the Major Thesis, University of Central Florida, 2012. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/623.

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The older population is growing rapidly and businesses must prepare for changes in their workforce. Cases of age discrimination have also become more common. Older workers are being forced out of their jobs at a faster rate than any other age group. As a result, older workers commonly take jobs in different careers, where they compete with younger workers who have similar relevant experience and are valued for their youth. Both prototype matching theory and career timetables theory state that people hold stereotypes of the job in addition to stereotypes of people. In laboratory research, a mismatch between the age of the worker and the age-type of the job has led to lower evaluations, lower job suitability ratings, and other indicators of discrimination. The purpose of this thesis is to assess whether the construct of age-type is related to discrimination in real-world legal cases. Real life instances of discrimination were attained from a 15-year sample of 388 age discrimination jury verdicts and settlements. Each job in the sample of cases was rated to determine age-type, perceived proportion of older and younger workers in the job, and importance of stereotypically older worker features to the job. Results showed that all forms of age stereotypes, both general and specific, were related to the frequency of cases in jobs associated with older or younger stereotypes. Specifically, older workers were more likely to have age discrimination cases go to trial in younger age-typed jobs. However, these variables did not help to predict formal outcomes of the cases (win vs. loss). Among the cases that did win, cases in older age-typed jobs won significantly more money than in younger age-typed jobs.
B.S.
Bachelors
Sciences
Psychology
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Hentous, Hamid. "Contribution au pilotage des systèmes de production de type Job Shop." Lyon, INSA, 1999. http://www.theses.fr/1999ISAL0028.

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Intitulée Contribution au Pilotage des Systèmes de Production de Type Job Shop, cette thèse traite des problèmes d'ordonnancement de type job shop simple et job shop hybride. Ces problèmes appartiennent à la classe des problèmes NP Difficile de la combinatoire. Afin d'aborder progressivement la complexité inhérente au job shop, une• première heuristique est tout d'abord proposée pour résoudre le cas à trois machines. Ensuite, une généralisation de cette méthode est exposée pour résoudre le problème d'ordonnancement de type job shop hybride pour un nombre quelconque d'ateliers (c. à. D de machines), L'élaboration de notre méthode est basée sur deux phases principales. La première phase correspond à une procédure de transformation qui consiste à réduire le problème job shop en un problème flow shop à deux machines. La seconde phase permet de définir à l'aide de différentes règles de priorité plusieurs versions de l'algorithme pour résoudre le problème initial qui consiste en un problème de séquencement et un autre d'affectation. Des contraintes de capacité de stockage et de ressource auxiliaire limitées ont été modélisées et intégrées dans le calcul des plans de lancement. Des expérimentations et des comparaisons ont été effectuées sur un grand nombre de jeux d'essais. Différents objectifs de production ont été pris en compte correspondants soit à une gestion de production sur stock soit à une gestion de production à la commande. De nouvelles bornes inférieures pour les solutions optimales ont été définies afin de faciliter 1' évaluation des heuristiques proposées. Ces travaux de doctorat s'insèrent dans un travail plus global de conception d'un atelier de génie décisionnel de pilotage des systèmes de production, travail entrepris dans le cadre d'un projet de collaboration européen Tournesol
Titled Contribution to Production Control in Job Shop Environment, this thesis deals with scheduling problems in job shop and hybrid job shop environments. Job shop problems are known to belong to the NP-Hard class of combinatorial problems. In order to tackle progressively the problem complexity, a first heuristic is given in order to solve the three machines job shop problem. Than this method is generalised in order to solve the scheduling machines problem in hybrid job shop environment. Our method is based on two main phases. The first phase is a changing procedure which consists to reduce the job shop problem to a flow shop one with two machines. The second phase enables us various versions of the heuristic to solve the original problem, thanks to priority rules. The latter phase consists on solving two problems: the sequencing and the assignment problems. Buffer storage constraints and limited auxiliary resources have been modeled and integrated in scheduling planning calculation. Experiments and comparisons have been done on a large number of problem data. Various production objectives have been taken into account for make to stock production and for make to order production environments. New lower bounds for optimal solution have been defined to facilitate the method evaluation. These works have been done in the context of a more global project which consists in designing a workshop control case for production systems which has been initiated in a European project Tournesol
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Benbrahim, Mohammed. "Ordonnancement de la production dans un atelier du type "job shop"." Doctoral thesis, Universite Libre de Bruxelles, 1998. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/212055.

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El, Khoukhi Fatima. "Métaheuristiques hybrides pour la résolution de problèmes d'ordonnancement de type Job Shop." Le Havre, 2009. http://www.theses.fr/2009LEHA0023.

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Améliorer la coordination et la planification de la production vis-à-vis des activités logistiques des ateliers de production réel (à savoir les ressources : machines et engins de transport) est devenu une grande nécessité pour la diminution des coûts et la réduction des délais de livraison. La présente thèse est scindée en quatre parties. La première partie est un tour d’horizon des problèmes d’ordonnancement, l’accent est mis essentiellement sur les environnements Job Shop. Dans la deuxième partie, nous présentons une étude plus détaillée de ces environnements :problématique, état de l’art, modélisation et méthodes de résolution. Dans le cadre de la logistique interne des ateliers de production de type Job Shop, nous étudions dans la troisième partie, deux problématiques, le Job Shop avec transport dans un environnement ‘’juste à temps’’ et le Job Shop à flexibilité partielle avec maintenance préventive. La dernière partie est consacrée au problème d’atterrissage d’avions multipistes que nous avons modélisé sous forme de problème de Job Shop. Dans les différents cas d’études présentés, notre travail s’articule autour d’une étude systématique à base de trois fondamentaux, une formulation mathématique et/ou graphique du problème puis une résolution par une approche d'optimisation à base de métaheuristiques hybrides et enfin une validation des résultats par des simulations numériques. Notre objectif était de développer des systèmes d’ordonnancement dynamique d’aide à la décision capables de supporter la nature NP-complet des problèmes étudiés
In most real shop floor, improving the coordination and the planning of the production with respect to the logistic activities, namely resources : machines and material handling equipments, became a great necessity for the lowering of costs and reducing of lead-times delivery. The present thesis is split into four parts. The first one is a survey of the scheduling problems ; the emphasis is on the Job Shop environments. In the second part, we provide a more detailed study of these environments : problematic, state of the art, modelling and methods of resolution. As part of the internal logistics of the production facilities in Job Shop Scheduling Problem, the third part is devoted to showing two problems, the Job Shop Scheduling Problem with transportationfor just-in-time production as well as the flexible Job Shop Scheduling problem with machines availability constraints. Finally, the last part addresses the aircraft landing problem that we formulated as a Job Shop problem. In the various study cases previously cited, our work revolves around a systematic study based on three fundamental processes, a mathematical and/or graphical formulations, and then an approach for resolution optimization based on hybrid metaheuristics, finally a validation of the results by numerical simulations. The objective is to develop dynamic scheduling systems to resolve these NP-hard problems
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Schulz, Michelle Renae. "The influence of job type, information provided, test type, and test performance on applicant reactions to personnel selection tests." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/2028.

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The evolution of the Systems Model approach to personnel selection marks the emergence of the relationship between the organization and the applicant. It has made organizations become increasingly aware of the potential influence of applicant reactions to selection procedures.
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Reeves, Michael. "The Challenges of Young-Typed Jobs and How Older Workers Adapt." Doctoral diss., University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/6010.

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This study sought to explore the challenges faced by older workers who do not fit the age-type of their jobs and how older workers adapt to overcome those challenges. Specifically, I surveyed a national sample of 227 workers 50 years of age and older, in a wide variety of jobs, on measures of perceived age discrimination and adaptation behaviors. I found that fit, as determined by career timetables theory, but not prototype matching theory, successfully predicted perceived age discrimination. Specifically, more age discrimination was perceived when fewer older workers occupied a job. Additionally, multiple regression analysis showed that career timetables theory, prototype matching theory, and measures of perceived discrimination interacted to predict adaptation behaviors. That is, older workers made more efforts appear younger at work when they perceived age discrimination in jobs occupied by fewer older workers and older women expressed greater desires to appear younger at work when they perceived age discrimination in jobs viewed as more appropriate for younger workers. Although older workers made a wide variety of efforts to appear younger at work, from changing the way they dressed to undergoing surgical procedures, the adaptation efforts believed to be the most effective against age discrimination were more oriented toward enhancing job performance than one's appearance. It is especially troubling that greater perceived age discrimination was found in young-typed jobs (than in old-typed jobs) given that the number of older workers occupying young-typed jobs is expected to rapidly grow in the near future and perceived discrimination is associated with mental and physical consequences for older adults. Understanding effective adaptations to age discrimination is a valuable first step in helping older workers overcome the disadvantages they may face in the workplace, especially when they occupy young-typed jobs. Implications for theory and research are discussed.
Ph.D.
Doctorate
Psychology
Sciences
Psychology; Industrial and Organizational
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Vest, Cynthia Ann. "Job Satisfaction Among Women Accounting Educators." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc279359/.

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A national survey was conducted to investigate job satisfaction among women accounting educators at four-year college and universities in the United States. The purpose of the study was to determine if differences existed among women accounting educators at research, doctoral, master's, and baccalaureate institutions in three areas relating to job satisfaction: levels of job satisfaction, individual sources of job satisfaction, and structural sources of job satisfaction. Also, the relationships among these three areas of job satisfaction were examined. A stratified random sample of 755 women accounting educators was selected from the population of 1,519 women. A mailed questionnaire was used to collect data. A total of 495 (66%) questionnaires were returned. Women accounting educators expressed satisfaction with co-workers, supervision, and work. They were neutral regarding satisfaction with pay and dissatisfied with promotion opportunities. A difference was detected between satisfaction with pay and type of institution. Differences were found between individual sources of job satisfaction and type of institution. The differences were attributable to education level and the personality characteristics of conscientiousness and openness. Differences were detected between structural sources of job satisfaction and type of institution. Academic rank, salary, tenure, institutional resources, and job functions accounted for the differences. Significant relationships were found between individual and structural sources of job satisfaction and levels ofjob satisfaction. Satisfaction with co-workers was related to agreeableness, conscientiousness, neuroticism, institutional resources, mentoring, and time spent on research. Satisfaction with pay was related to neuroticism, salary, academic rank, and institutional resources. Satisfaction with promotion opportunities was related to agreeableness, salary, tenure, institutional resources, mentoring, networking, other job functions, and type of institution. Satisfaction with supervision was related to personal roles, agreeableness, salary, institutional resources, mentoring, research, and advising students. Satisfaction with work was related to marital status, personal roles, agreeableness, neuroticism, institutional resources, and mentoring. It was concluded that differences exist among women accounting educators at research, doctorate, master's, and baccalaureate institutions. Also, it was possible to determine relationships between individual and structural sources ofjob satisfaction and levels ofjob satisfaction.
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Books on the topic "Job type"

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Hand job: A catalog of type. New York: Princeton Architectural Press, 2007.

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Douglas, Kennedy. The job. London: Abacus, 1999.

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Douglas, Kennedy. The job. Thorndike, Me: Thorndike Press, 1999.

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Douglas, Kennedy. The job. New York: Hyperion, 1998.

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Douglas, Kennedy. The job. London: BCA, 1998.

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Baldwin, Faith. A job for Jenny. Thorndike, Me: Thorndike Press, 1997.

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Readymade job search letters: Every type of letter for getting the job you want. 2nd ed. London: Kogan Page, 2000.

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Readymade CVs: Winning CVs for every type of job. 4th ed. London: Kogan Page, 2009.

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M, Thuesen Janet, and Rutledge Hile, eds. Type talk at work: How 16 personality types determine your success on the job. New York: Dell Pub., 2002.

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MacLeod, Charlotte. The odd job. New York, NY: Mysterious Press, 1995.

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Book chapters on the topic "Job type"

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Nicodemus, Katharine M. "Personality Type and Job Satisfaction." In Physicians’ Pathways to Non-Traditional Careers and Leadership Opportunities, 11–17. New York, NY: Springer New York, 2011. http://dx.doi.org/10.1007/978-1-4614-0551-1_2.

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Chen, Zhenming, Vikas Singh, and Jinhui Xu. "Efficient Job Scheduling Algorithms with Multi-type Contentions." In Algorithms and Computation, 318–29. Berlin, Heidelberg: Springer Berlin Heidelberg, 2004. http://dx.doi.org/10.1007/978-3-540-30551-4_29.

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Wallwork, Adrian. "Preliminaries - thinking about the type of job you want." In English for Academic Research, 1–11. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-11090-1_1.

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Yang, Shaoqing, Jianzhu Bo, Xiaotong Zhu, Xiaohong Li, Baoqiang Yang, Chunjuan Niu, Xiaoyi Wang, Ying Zhang, and Xiaoyan Li. "Study on Relationship Between Role Type and Job Satisfaction of Student Leaders in University." In Proceedings of the 2nd International Conference on Green Communications and Networks 2012 (GCN 2012): Volume 1, 633–38. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-35419-9_74.

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Karaoglan, Aslan Deniz, and Ezgi Cetin. "Artificial Bee Colony Algorithm for Labor Intensive Project Type Job Shop Scheduling Problem: A Case Study." In Lecture Notes in Management and Industrial Engineering, 79–88. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-03317-0_7.

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Fischer, R. X., and W. H. Baur. "JOZ." In Zeolite-Type Crystal Structures and their Chemistry. 41 New Framework Type Codes, 272–77. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-642-41452-7_25.

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Stewart, Rosemary. "Implications of Job Types." In Managers and their Jobs, 107–12. London: Palgrave Macmillan UK, 1988. http://dx.doi.org/10.1007/978-1-349-19319-6_7.

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Brandewinder, Mathias. "The Joy of Type Providers." In Machine Learning Projects for .NET Developers, 67–92. Berkeley, CA: Apress, 2015. http://dx.doi.org/10.1007/978-1-4302-6766-9_3.

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Farkas, Donka F. "Two Types of “World-Greating” Predicates." In The Joy of Grammar, 35. Amsterdam: John Benjamins Publishing Company, 1992. http://dx.doi.org/10.1075/z.55.05far.

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de Beer, Leon T., Salomé Elizabeth Scholtz, and Johanna Christina Rothmann. "Job Demands-Resources, Person-Job Fit and the Impact on Turnover Intention: Similar Across Professional and Administrative Job-Types?" In Psychology of Retention, 119–36. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-98920-4_6.

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Conference papers on the topic "Job type"

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Chandarana, Meghan, Michael Lewis, Bonnie D. Allen, Katia Sycara, and Sebastian Scherer. "Swarm Size Planning Tool for Multi-Job Type Missions." In 2018 Aviation Technology, Integration, and Operations Conference. Reston, Virginia: American Institute of Aeronautics and Astronautics, 2018. http://dx.doi.org/10.2514/6.2018-3846.

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Chandarana, Meghan, Michael Lewis, Katia Sycara, and Sebastian Scherer. "Determining Effective Swarm Sizes for Multi-Job Type Missions." In 2018 IEEE/RSJ International Conference on Intelligent Robots and Systems (IROS). IEEE, 2018. http://dx.doi.org/10.1109/iros.2018.8593919.

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Zhan, Xiaoying. "Anti-cheating type job submission system design and implementation." In 2015 International Conference on Advances in Mechanical Engineering and Industrial Informatics. Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/ameii-15.2015.346.

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Wang, C. H., Y. T. Chen, and C. C. Hwang. "A Queueing Analysis for Job Assignment on Two-Type Heterogeneous Supercomputer System." In International Conference on Computer Information Systems and Industrial Applications. Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/cisia-15.2015.102.

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Jang, Hae-Kyung, and Bong-Sil Choi. "The Effects of Communication Type, Job Stress, and Stress Coping on Nurses’ Turnover Intention." In 10th International Workshop on Healthcare and Nursing 2016. Global Vision School Publication, 2016. http://dx.doi.org/10.21742/asehl.2016.7.29.

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Mourmant, Gaëtan, and Mike Gallivan. "How personality type influences decision paths in the unfolding model of voluntary job turnover." In the 2007 ACM SIGMIS CPR conference. New York, New York, USA: ACM Press, 2007. http://dx.doi.org/10.1145/1235000.1235032.

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Kakeshita, Tetsuro, and Mika Ohtsuki. "A Relationship Analysis Tool among J07, JITEE and Job Type Utilizing i-Competency Dictionary." In 2015 IIAI 4th International Congress on Advanced Applied Informatics (IIAI-AAI). IEEE, 2015. http://dx.doi.org/10.1109/iiai-aai.2015.202.

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Zhou, Quanzhi, Chuanfei Qiu, Huihua Cheng, Huiyu Nie, Weiqing Tian, and Jin Li. "The Design and Implementation of a Certain Type of Job Control Computer Training Simulator." In 2015 3rd International Conference on Mechatronics and Industrial Informatics. Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/icmii-15.2015.44.

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Sengewald, Timon, Julian Boha, and Angela Roth. "How does the User Type Affect the Acceptance of Digital Innovation on the Job." In SIGMIS-CPR '20: 2020 Computers and People Research Conference. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3378539.3393845.

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Liao, PeiWen, FurHsing Wen, and Chin-Cheh Yu. "Job characteristics, work commitments, and job satisfaction of the Thai workers in Taiwan's construction industry: Taiwan - using type A and B personalities as moderators." In 2010 IEEE International Conference on Industrial Engineering & Engineering Management (IE&EM 2010). IEEE, 2010. http://dx.doi.org/10.1109/ieem.2010.5674271.

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Reports on the topic "Job type"

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Escardíbul, Josep-Oriol, and Sergio Afcha. Determinants of doctorate holders’ job satisfaction. An analysis by employment sector and type of satisfaction in Spain. CENTRUM Catolica Graduate Business School, March 2015. http://dx.doi.org/10.7835/ccwp-2015-03-0002.

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Nguyen, Hanh. The Effects of Type of Child Care Arrangement and Satisfaction with Care on Employee Job Satisfaction and Absenteeism. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.6668.

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Johnson, Jeff W., Emily E. Duehr, Sarah A. Hezlett, John P. Muros, and Kerri L. Ferstl. Modeling the Direct and Indirect Determinants of Different Types of Individual Job Performance. Fort Belvoir, VA: Defense Technical Information Center, June 2008. http://dx.doi.org/10.21236/ada484316.

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Bakhtiar, M. Mehrab, Abu Sonchoy, Muhammad Meki, and Simon Quinn. Virtual Migration through Online Freelancing: Evidence from Bangladesh. Digital Pathways at Oxford, August 2021. http://dx.doi.org/10.35489/bsg-dp-wp_2021/03.

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Youth unemployment is a major issue in many developing countries, particularly in locations not well connected with large urban markets. A limited number of available job opportunities in urban centres may reduce the benefit of policies that encourage rural–urban migration. In this project, we investigated the feasibility of ‘virtual migration’, by training rural youth in Bangladesh to become online freelancers, enabling them to export their labour services to a global online marketplace. We did this by setting up a ‘freelancing incubator’, which provided the necessary workspace and infrastructure – specifically, high-speed internet connectivity and computers. Close mentoring was also provided to participants to assist in navigating the competitive online marketplace. We show the exciting potential of online work for improving the incomes of poor youth in developing countries. We also highlight the constraints to this type of work: financing constraints for the high training cost, access to the necessary work infrastructure, and soft skills requirements to succeed in the market. We also shed light on some promising possibilities for innovative financial contracts and for ‘freelancing incubators’ or ‘virtual exporting companies’ to assist students in their sourcing of work and skills development.
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Arbeit, Caren A., Alexander Bentz, Emily Forrest Cataldi, and Herschel Sanders. Alternative and Independent: The universe of technology-related “bootcamps". RTI Press, February 2019. http://dx.doi.org/10.3768/rtipress.2019.rr.0033.1902.

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In recent years, nontraditional workforce training programs have proliferated inside and outside of traditional postsecondary institutions. A subset of these programs, bootcamps, advertise high job placement rates and have been hailed by policymakers as key to training skilled workers. However, few formal data exist on the number, types, prices, location, or other descriptive details of program offerings. We fill this void by studying the universe of bootcamp programs offered as of June 30, 2017. In this report, we discuss the attributes of the 1,010 technology-related programs offered in the United States, Canada, and online. We find more diversity among bootcamp providers and programs than would be expected from public discourse. This primarily relates to the mode of delivery (online vs. in person), intensity (part time/full time), cost, and program types. Based on the data we collected, we present a classification structure for bootcamps focused on five distinct program types.
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Giles Álvarez, Laura, and Jeetendra Khadan. Mind the Gender Gap: A Picture of the Socioeconomic Trends Surrounding COVID-19 in the Caribbean with a Gender Lens. Inter-American Development Bank, December 2020. http://dx.doi.org/10.18235/0002961.

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This paper provides an insight on the gender impact of the COVID-19 pandemic in the Caribbean. The analysis makes use of the April 2020 online COVID-19 survey that the Inter-American Development conducted in all six Caribbean Country Department member countries. We find that the pandemic is having different effects on men and women. For example, job losses have been more prevalent amongst single-females, whilst business closures have been more prevalent amongst single-males. Quality of life also seems to have worsened more for single-females than for single-males and partners (married or common law partnership) and domestic violence against women has been on the rise. Although the coverage of social assistance programs has increased substantially during the pandemic, we find that more targeting of households with single females could be beneficial, particularly as they show lower levels of financial resilience. Going forward, we recommend further gender targeting in social assistance programs and the collection of gender-disaggregated data that will allow for more thorough investigation of the gender effects of these types of shocks.
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