Journal articles: '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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AL-Khateeb, Asef, Rosni Abdullah, and Nur`Aini Abdul Rash. "Job Type Approach for Deciding Job Scheduling in Grid Computing Systems." Journal of Computer Science 5, no. 10 (October 1, 2009): 745–50. http://dx.doi.org/10.3844/jcssp.2009.745.750.

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Green, Malinda Hendricks. "Influences of job type, job status, and gender on achievement motivation." Current Psychology 14, no. 2 (June 1995): 159–65. http://dx.doi.org/10.1007/bf02686888.

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Johnsen, Nina Føns, Birthe Lykke Thomsen, Jørgen Vinsløv Hansen, Birgitte Schütt Christensen, Reiner Rugulies, and Vivi Schlünssen. "Job type and other socio-demographic factors associated with participation in a national, cross-sectional study of Danish employees." BMJ Open 9, no. 8 (August 2019): e027056. http://dx.doi.org/10.1136/bmjopen-2018-027056.

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ObjectivesParticipation in population-based surveys and epidemiological studies has been declining over the years in many countries. The aim of this study was to examine the association between job type and participation in the work environment and health in Denmark survey with/without taking into account other socio-demographic factors.DesignCross-sectional survey using questionnaire data on working environment and registry data on job type, industry and socio-economic variables.SettingThe work environment and health study.ParticipantsA total of 50 806 employees (15 767 in a stratified workplace sample; 35 039 in a random sample) working at least 35 hours/month and earning at least 3000 Danish Krones.Outcome measuresThe outcome was participation (yes/no) and logistic regression was used to estimate the OR for participation with 95% CI.ResultsIn the random sample, women were more likely to participate than men, and married/non-married couples were more likely to participate than persons living alone or more families living together. Participation increased with higher age, higher annual personal income, higher education and Danish origin, and there were marked differences in participation between job types and geographical regions. For armed forces, craft and related trade workers, and skilled agricultural, forestry and fishery workers, the association between job type and participation was strongly attenuated after adjustment for sex and age. Additional adjustment for annual income, education, cohabitation, country of origin and geographical region generally attenuated the association between job type and participation. Similar results were found in the stratified workplace sample.ConclusionIn this population of Danish employees, participation varied across types of jobs. Some but not all the variation between job types was explained by other socio-demographic factors. Future studies using questionnaires may consider targeting efforts to (sub-)populations, defined by job type and other factors, where response probability is particularly important.

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Zheng, Xingshan, Ismael Diaz, Ningyu Tang, and Kongshun Tang. "Job insecurity and job satisfaction." Career Development International 19, no. 4 (August 5, 2014): 426–46. http://dx.doi.org/10.1108/cdi-10-2013-0121.

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Purpose – The purpose of this paper is to examine optimism and how facets of subordinates’ psychological characteristics, such as their attitudes and personalities, are similar to their direct supervisors’ (as person-supervisor deep-level similarity or P-S deep-level similarity) in order to understand their interactions with job insecurity in predicting employee job satisfaction. Design/methodology/approach – Empirical study had been conducted. Sample firms in this study consist of eight state-run electric power companies and 16 licensed chemical companies in central Hubei Province in China. In total, 368 valid samples were included in the analyses (with a valid return rate of 73 percent). All constructs were rated on a five-point Likert-type response scale. In order to diminish the possibility of common method biases, the authors used participants’ dyad supervisors to rate P-S deep-level similarity and P-S guanxi. The authors tested the hypotheses by implementing hierarchical linear regression. Findings – The results show that when certain demographic variables (e.g. age, gender, education, post, employment type, income proportion, position) and P-S guanxi are controlled, optimism and P-S deep-level similarity significantly interact with job insecurity to predict job satisfaction. Job satisfaction is bolstered when job security increases among those who report a high level of both optimism and P-S deep-level similarity. Originality/value – Researchers have found that job insecurity has negative effects on job satisfaction (Sverke et al., 2002). But there is a lack of understanding about the mechanism of how job insecurity affects job satisfaction. In this study, the authors found that optimism and P-S deep level similarity could jointly moderate the relation (and direction) between job insecurity and job satisfaction. The work illustrates how positive traits (such as optimism) and psychological factors (such as P-S deep-level similarity) could affect employee job satisfaction with different levels of job insecurity.

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Dowell, William R., Fei Yuan, and Brian H. Green. "Office Seating Behaviors an Investigation of Posture, Task, and Job Type." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 45, no. 16 (October 2001): 1245–48. http://dx.doi.org/10.1177/154193120104501602.

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A field study was conducted of 40 office workers to determine if seating posture and task differ between job type. Participants were observed through videotape within their own workstations. Torso posture, upper extremity posture and task were coded using event-recording software. Each job type was observed for approximately 31 hours. The job types were categorized as administrative, customer service, executive and technical/professional. Behaviors were examined as frequency of occurrence, duration of occurrence, and percentage of the working hour that the behavior was held. Technical/professional workers spent a significantly greater (p<.05) percentage of the working hour with the mouse in their hand than the other job types. Customer service workers spent a greater (p<.01) percentage of the working hour reading the VDT and typing on their keyboard than the other job types. They also read the VDT more frequently (p<.01) than the other job types. In terms of postures, customer service workers sit with their arms in a neutral posture for a greater (p<.01) percentage of the working hour than the other job types.

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Horie, Norio. "Job Redesign in Russian Enterprises: Path Dependency on Soviet-type Job Classification." Russian and East European Studies 2011, no. 40 (2011): 65–78. http://dx.doi.org/10.5823/jarees.2011.65.

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Zurlo, Maria Clelia, Daniela Pes, and Roberto Capasso. "Personality Characteristics, Job Stressors, and Job Satisfaction." Psychological Reports 119, no. 1 (July 22, 2016): 27–38. http://dx.doi.org/10.1177/0033294116656818.

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The study proposed an application of the transactional model of stress in teaching elaborated by Travers and Cooper in 1996, and aimed to investigate the influence of personality characteristics (coping strategies, type A behaviors), situational characteristics (sources of pressure), and perceived job satisfaction in the prediction of teachers’ psychophysical health conditions. The Italian version of the Teacher Stress Questionnaire was administered to 621 teachers. Logistic regression was used to evaluate significant main and interaction effects of personality characteristics, situational characteristics, and perceived job satisfaction on teachers’ self-reported psychophysical health conditions. The findings highlighted specific coping strategies (focused on the problem, on innovation, and on hobbies and pastimes) and dimensions of job satisfaction (related to intrinsic aspects of job and to employee relations) buffering the negative effects of several job stressors. Type A behaviors and coping strategies focused on mobilized social support, suppression of stress, and not confronting the situation had main and interactions with negative effects on psychophysical health. Findings confirmed the necessity to run multi-factor research to analyze the different combinations of individual and situational variables implicated in negative health outcomes and to highlight the most significant buffering or increasing associations.

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Desrumaux, Pascale, Sabine De Bosscher, and Véronique Léoni. "Effects of Facial Attractiveness, Gender, and Competence of Applicants on Job Recruitment." Swiss Journal of Psychology 68, no. 1 (February 2009): 33–42. http://dx.doi.org/10.1024/1421-0185.68.1.33.

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Many studies have shown that physical appearance has a strong effect on hiring decisions, but they have not simultaneously taken into account the applicant’s competence, the hierarchical status, and job sex type. Recruiters rated the hireability, utility, and desirability of eight applicants based on their resumes, which varied according to a 2 × 2 × 2 × 2 × 2 design with four within-subject variables (Gender × Attractiveness × High/Moderate Competence, Male/Female Sex-Typed Jobs) and one between-subjects variable (hierarchical status of the job: managerial/nonmanagerial). An univariate, repeated-measures analysis conducted on the composite score showed a main effect of attractiveness and competence. Globally, decision-makers gave more favorable ratings for male sex-typed jobs than for female sex-typed jobs and for low-status jobs than for high-status jobs. Attractiveness and competence had a more disadvantageous effect for female than for male sex-typed jobs.

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Linden, M., and B. Muschalla. "Work Place Phobia and Type of Job." European Psychiatry 24, S1 (January 2009): 1. http://dx.doi.org/10.1016/s0924-9338(09)71171-x.

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Background:Conditions at the work place affect in many ways the well being of empoyees. One frequent reaction is anxiety because opf threads by superiors, colleagues or customers, the possibility of failing and not fullfilling job demands, accidents, or the possiblity to lose the job.Method:230 patients (71% female) from a psychosomatic inpatient unit were interviewed with as DSM-based half standardized interview in respect to work related anxiety.Results:58% of the patients reported about work related anxieties.Across all areas generalized work related worrying is most frequent (26% service, 35% office/civil servants).Anxieties related to specific situations at work were most frequent in patients working in schools/education (32%) and in production/construction workers (28%).Anxiety related to feelings of insufficency and adjustment related anxiety were most often seen in office workers/civil servant (37% and 26%).Hypochondriac anxieties were mostly reported by school/education employees (18%) and construction/production workers (17%) but to a much lower degree by health workers (6%).Work related phobic reactions were reported by 17% of all patients and most frequent by office workers/civil servants (22%), followed by health workers (21%), service jobs (16%), construction/producrtion workers (11%) and patients working in schools and education (9%).Conclusion:Work related anxieties are frequently seen in patients with mental and psychosomatic disorders. There are different types of anxieties which are differently related to different types of jobs.

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OKADA, Yukihiko, and Nobuyuki INAMIZU. "Effect of Job Type on Perspective Index." Annals of Business Administrative Science 13, no. 6 (2014): 315–28. http://dx.doi.org/10.7880/abas.13.315.

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O'Neill, Michael J. "Job Type, Workstation Design and Effective Work." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 39, no. 12 (October 1995): 819–23. http://dx.doi.org/10.1177/154193129503901215.

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The purpose of this study was to determine the relationship between job type, workstation design features, and the self-reported individual performance, team participation and group effectiveness of office workers. A total of 62 workers in four job types located in four field sales offices of a US computer manufacturer provided data. Regression analyses tested three indexes of workstation design as independent variables, including: environmental control through adjustability of workstation features, layout of workstation interior to match job requirements, and quality of workstation storage. For professional sales staff, workstation layout predicted 22 percent of the variance in individual performance. Environmental control and quality of storage predicted 45 percent of the variance in group effectiveness. For computer technical professionals, the three dependent variables predicted 7 percent of the variance in individual performance and 9 percent for group effectiveness. Workstation layout predicted 18 percent of the variance in level of group participation. The findings suggest that it may be possible to develop workstation design criteria that leverage specific design features to enhance performance for particular job types.

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KIRK, JAMES J. "Job Satisfaction Among Type C Career Changers." Journal of Employment Counseling 26, no. 4 (December 1989): 161–68. http://dx.doi.org/10.1002/j.2161-1920.1989.tb00254.x.

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van den Tooren, Marieke, and Jeroen de Jong. "Job demands-resources and employee health and well-being." Career Development International 19, no. 1 (February 4, 2014): 101–22. http://dx.doi.org/10.1108/cdi-05-2013-0058.

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Purpose – The aim of this paper is to investigate whether the main propositions of the job demands-resources (JDR) model are moderated by type of contract (i.e. temporary contract vs permanent contract). Design/methodology/approach – Survey data were collected in a large, heterogeneous sample from different countries, sectors, and jobs (n=3,845). Hypotheses were tested by means of multilevel analyses. Findings – Results showed moderate support for the main effects of job demands (job insecurity and time pressure) and job resources (autonomy and social support) and weak support for the buffer effect of job resources in the prediction of job satisfaction and general health. The impact of contract type on the main propositions of the JDR model appeared to be weak. Yet, the evidence that was found suggests that temporary workers may be more tolerant to job insecurity and more likely to benefit from the buffering role of autonomy than permanent workers. Originality/value – This is the first study to investigate whether the relation between job demands and job resources and employee health and well-being differs for permanent workers and temporary workers.

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Lee, Cynthia, P. Christopher Earley, and L. Alice Hanson. "Are type as better performers?" Journal of Organizational Behavior 9, no. 3 (July 1988): 263–69. http://dx.doi.org/10.1002/job.4030090306.

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Maharjan, Sumi. "Graduates Perception on Job Search: A Critical Review." Quest Journal of Management and Social Sciences 1, no. 2 (December 31, 2019): 308–17. http://dx.doi.org/10.3126/qjmss.v1i2.27448.

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Background:The impact of the increased popularity of the internet as a platform to search for jobs may benefit every job seeker as an alternative to generate employment opportunities. Graduates that emphasize on general skills have a higher likelihood of disparitywhile searching for jobs. Objectives:This paper explores graduates’ perceptionson the knowledge of how to search for jobs from relevant sourcesr. Methods:The theoretical review focuses on job search strategies, job choices and job accessibility through different sources, highlights the usefulness of job portals for job seekers to find the right job as per their skills and requirements. The existing literature has observed that many job search behaviors through different sourceshas been performed and these behaviors indicate that awareness level affects job seekers’ intentions to apply for jobs. Empirical studies indicate that thechoice of job search by graduates match between a worker’s education and job offered.General skills have a higher likelihood of mismatch at job searches in different countries. Findings:Still in many developing countries, due to lack of awareness of job portals, people are not getting the right jobs and alternatives of their current jobs by different sources. Conclusions:A comprehensive study on applicability of the internet job search is useful for employers, considering the introduction of new graduate recruitment programmers. It is also useful for those wishing to improve their existing ones as well as for institutions of higher education, to reconsider the type of knowledge and skills they provide in order to prepare their students for the real world of work. Implications: Graduates require proper awareness on job search sites and the concerned industry should focus on it as well.

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Baek, Seonyeong, Yulee Shin, Gunhee Kim, Jieun Oh, Seungmin Lee, and Sunny Ham. "Analysis of Job Importance and Job Performance in Dietitians by Kindergarten Establishment Type." Journal of the East Asian Society of Dietary Life 30, no. 4 (August 31, 2020): 274–87. http://dx.doi.org/10.17495/easdl.2020.8.30.4.274.

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Heponiemi, Tarja, Marko Elovainio, Anne Kouvonen, Anja Noro, Harriet Finne-Soveri, and Timo Sinervo. "The Association of Ownership Type With Job Insecurity and Worry About Job Stability." Advances in Nursing Science 35, no. 1 (2012): 39–50. http://dx.doi.org/10.1097/ans.0b013e31824454a2.

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Cannata, Marisa Ann, and Roberto Penaloza. "Who Are Charter School Teachers? Comparing Teacher Characteristics, Job Choices, and Job Preferences." education policy analysis archives 20 (September 23, 2012): 29. http://dx.doi.org/10.14507/epaa.v20n29.2012.

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Given the importance of teachers to student learning, it is important to understand how and why charter schools differ in terms of their human capital. This paper explores the following questions: How do teacher qualifications and characteristics vary across school types? How much choice do teachers feel they have about where to work? How do teacher preferences for where to work differ by school type? Our findings suggest that charter school teachers do have different preferences for where to work compared to traditional public school teachers, but understanding these differences requires exploring differences among types of charter schools as well.

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Kline, Patrick, and Christopher Walters. "Reasonable Doubt: Experimental Detection of Job‐Level Employment Discrimination." Econometrica 89, no. 2 (2021): 765–92. http://dx.doi.org/10.3982/ecta17489.

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This paper develops methods for detecting discrimination by individual employers using correspondence experiments that send fictitious resumes to real job openings. We establish identification of higher moments of the distribution of job‐level callback rates as a function of the number of resumes sent to each job and propose shape‐constrained estimators of these moments. Applying our methods to three experimental data sets, we find striking job‐level heterogeneity in the extent to which callback probabilities differ by race or sex. Estimates of higher moments reveal that while most jobs barely discriminate, a few discriminate heavily. These moment estimates are then used to bound the share of jobs that discriminate and the posterior probability that each individual job is engaged in discrimination. In a recent experiment manipulating racially distinctive names, we find that at least 85% of jobs that contact both of two white applications and neither of two black applications are engaged in discrimination. To assess the potential value of our methods for regulators, we consider the accuracy of decision rules for investigating suspicious callback behavior in various experimental designs under a simple two‐type model that rationalizes the experimental data. Though we estimate that only 17% of employers discriminate on the basis of race, we find that an experiment sending 10 applications to each job would enable detection of 7–10% of discriminatory jobs while yielding Type I error rates below 0.2%. A minimax decision rule acknowledging partial identification of the distribution of callback rates yields only slightly fewer investigations than a Bayes decision rule based on the two‐type model. These findings suggest illegal labor market discrimination can be reliably monitored with relatively small modifications to existing correspondence designs.

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Chusmir, Leonard H., and Jacqueline A. Hood. "Relationship between Type a Behavior Pattern and Motivational Needs." Psychological Reports 58, no. 3 (June 1986): 783–94. http://dx.doi.org/10.2466/pr0.1986.58.3.783.

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Type A/B behavior pattern, motivational needs, and several job-related attitudes and characteristics were examined for a group of 799 working men and women (358 men, 441 women) in a wide variety of occupations and hierarchical positions. Results of multiple regression analysis indicated that Type A individuals tend to be higher in n Ach, n Pwr, job commitment and managerial responsibilities, but lower in job satisfaction than Type B persons. Type B subjects are inclined in the opposite direction, being higher in job satisfaction but lower in n Ach, n Pwr, job commitment and organization level. A number of other variables, including n Aut, years employed, sex, education, and propensity to leave were not significantly related to Type A/B behavior.

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De Leo, D., S. Caracciolo, M. A. Baserga Marchetti, and S. Molinari. "Self-Reported Type A Behavior and Marital Status." Psychological Reports 60, no. 1 (February 1987): 105–6. http://dx.doi.org/10.2466/pr0.1987.60.1.105.

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The Jenkins Activity Survey Form C. was administered to a stratified sample of workers (1000 men and 465 women) to study the distribution of the Type A Behavior Pattern among Italians. General Type A scores were higher in married vs unmarried men and Job Involvement scores were higher for single persons than for married ones. Results suggest a stronger link between job involvement and marital status than between job involvement and Type A behavior.

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Liang, Jiazhao, Hankyu Jang, D. M. Hasibul Hasan, Philip Polgreen, Sriram Pemmaraju, and Alberto Segre. "Using Data Collected from a Commercial Sensor System to Inform Mathematical Models of Healthcare-Associated Infections." Infection Control & Hospital Epidemiology 41, S1 (October 2020): s427. http://dx.doi.org/10.1017/ice.2020.1086.

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Background: Hospital-acquired infections are commonly spread through the movement of healthcare professionals (HCPs). Computational simulations provide a powerful tool for understanding how HCP behavior contributes to these infections, but how well they reflect the real world rests on a number of critical parameters. Our goal is to provide accurate, fine-grained estimates of real HCP movement and interaction parameters suitable for simulating the potential spread of pathogens over different types of inpatient facilities. Methods: We obtained a commercial data set with 44 million deidentified elements compiled from >27,000 HCPs from >30 job types. The data were collected over 27 months from >20 facilities of varying size using a proprietary electronic sensor system. Each observation recorded an HCP visiting 1 of 12,000 rooms (38% being patient rooms) and consisted of the entry and exit time stamps, hand hygiene behavior, and for many rooms, their (x, y) geometric coordinates within the facility. From these data, we can reconstruct the behavior (including location and hand-hygiene adherence) of each instrumented HCP across multiple shifts. Results: Distributions describing various aspects of HCP behavior (eg, arrival rates and dwell times) were derived using HCP job function, department or unit assignment, type of shift (day vs night), time of day, facility size, and staffing of facility. In a similar fashion, we constructed HCP cross-table transition probabilities using job type, room type, department type, unit type, and facility type. These distributions were used to generate reasonable HCP movement and behavior patterns in a simulation environment. Distributions of dwell time were, for the most part, heavy tailed, but they varied by type of job and facility: dwell times over all facilities, job types, and room types averaged ∼339 seconds (SD, 495 seconds), with a mean of maximums by job type of ∼37,168 seconds. However, these distributions differ within job type but across facilities (ie, nurses in 1 facility averaged 397 seconds, but 277 seconds in another) and within facility but across job type. For example, physicians averaged 292 seconds, whereas nurses averaged 397 seconds and physical therapists averaged 861 seconds. Conclusions: Our results provide a unique resource for disease modelers who wish to build meaningful simulations of the transmission of hospital-acquired infections. The scale and diversity of the data gave us the unique capability to provide, with confidence, distinct parameter sets for different types and sizes of healthcare facilities across a wide range of situations.Funding: NoneDisclosures: None

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Setiawan, Ari, Luthfan Qashmal, Rachmawati Wangsaputra, Yatna Yuwana Martawirya, and Abdul Hakim Halim. "An Object-Oriented Modelling of Production Scheduling for Flexible Manufacturing System." Applied Mechanics and Materials 842 (June 2016): 345–54. http://dx.doi.org/10.4028/www.scientific.net/amm.842.345.

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This paper presents an object-oriented modelling approach to production scheduling for FMS. The purpose of this study is to prepare a simulation tool to try a method of production scheduling that allocates jobs to the machines and cutting tools in an FMS. This model is developed by using Pharo as the language software for object-oriented programming through UML system design. This model consists of three types of classes. The first type is the Equipment-class, which related to the physical equipment in the FMS, for example machining-centers, cutting tools, pallet stocker, stacker crane. The second type is the Product-class that related to the information how to process the product. This class has sub-class such as process plan, machining operation and required cutting tools. The third class is the Production Planning and Controlling (PPC) class, which related to create the schedule to equipment. The PPC-class has sub-classes such as the daily order or job, job sequence, job allocation on machine and scheduling methods. A numerical example is provided in this paper to show that the object-oriented model for FMS and production scheduling is verified. The FMS consist of four identical machining centers and eight jobs. Each job has a process plan that requires some specific cutting tool types. The method for production scheduling in this model is Shortest Processing Time (SPT). The production scheduling performance is measured in this model.

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Lindfors, Petra, and Niklas Hansen. "Control dimensions, job demands and job satisfaction: does ownership matter?" International Journal of Workplace Health Management 11, no. 5 (October 1, 2018): 305–18. http://dx.doi.org/10.1108/ijwhm-10-2017-0079.

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PurposeNew ownership types in health care of welfare states raise concerns regarding psychosocial work conditions including different control dimensions. The purpose of this paper is to investigate how job demands, control over work and control within work (CWW) were related to job satisfaction in publicly administered, private non-profit and private for-profit hospitals.Design/methodology/approachQuestionnaire data came from employees at three hospitals; a publicly administered (n=774), a private non-profit (n=1,481) and a private for-profit (n=694) hospital. Mean-level analyses and hierarchical regressions with multiple group tests were conducted.FindingsDemands including workload were significantly lower at the publicly administered hospital while the control dimension CWW was significantly higher. Background factors and their associations with job satisfaction differed slightly between ownership types. Attitudes to privatization were not associated with job satisfaction within any ownership type. Overall, psychosocial work characteristics, including job demands and control, were significantly associated with job satisfaction while their interactions showed no consistent associations with job satisfaction. As for the strength of the associations, no consistent differences emerged between ownership types.Research limitations/implicationsUsing self-reports only, the associations between psychosocial work characteristics and job satisfaction seemed comparable across ownership types.Practical implicationsAssociations between psychosocial work characteristics and job satisfaction seem comparable across ownership types. This may relate to societal demands on the structuring of costs, work and production efficiency being similar for all.Originality/valueContributions include researching different occupations and their attitudes to privatization and two control dimensions considered important for different ownership types.

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Marcic, Dorothy, Thomas A. Aiuppa, and John G. Watson. "Personality Type, Organizational Norms and Self-Esteem." Psychological Reports 65, no. 3 (December 1989): 915–19. http://dx.doi.org/10.2466/pr0.1989.65.3.915.

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To measure the relations of personality type, self-esteem, and job satisfaction 102 managers in New York were given a battery of tests, including the Myers-Briggs Type Indicator. Regression analysis was conducted to determine the similarity or congruence of each subject's personality type with what had been determined to be the organizational norm for each organization in the study. Subjects with personality types most similar to the organizational norm had higher self-esteem and lower turnover rates. No correlation was found with personality type congruence and job satisfaction.

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Kim, Kwan-Woo, and Yoon-Ho Cho. "The Moderating Effect of Managerial Roles on Job Stress and Satisfaction by Employees’ Employment Type." International Journal of Environmental Research and Public Health 17, no. 21 (November 9, 2020): 8259. http://dx.doi.org/10.3390/ijerph17218259.

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The roles of managers affect job stress and satisfaction. As irregular employees increase globally, more research is needed on the effects of managerial roles. This study analyzed job stress (subfactors: job autonomy and demand), job satisfaction, and managerial roles by employment type. Data comprised 33,420 cases from the fifth Korean Working Condition Survey. Regular employees had higher job autonomy and satisfaction fewer lower demands than irregular employees. For both, job autonomy positively and job demand negatively affected job satisfaction; the interaction of job autonomy and managerial roles negatively affected the relationship between job autonomy and satisfaction. In the relationship between job demand and satisfaction, the interaction of job demand and managerial roles had positive and negative effects for regular and irregular employees, respectively. The moderating effect of the interaction between job stress and managerial roles differed by employment type. Thus, managerial roles should differ by employment type. Guaranteed autonomy and minimal managerial intervention positively affect job satisfaction regardless of employment type. Appropriate managerial intervention relieves job stress and increases satisfaction for regular employees; managerial intervention negatively impacts irregular employees’ satisfaction. Irregular employees should be provided with clear job expectations from the start, with minimal managerial intervention.

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Kim, Y. J. "Turnover Intention by Type of Job Attitude of Care Worker: Focusing on Job Image, Burnout, Professionality, and Job Satisfaction." Advanced Science Letters 24, no. 3 (March 1, 2018): 2072–75. http://dx.doi.org/10.1166/asl.2018.11852.

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Kirmeyer, Sandra L., and Alice Diamond. "Coping by police officers: A study of role stress and Type A and Type B Behavior Patterns." Journal of Organizational Behavior 6, no. 3 (July 1985): 183–95. http://dx.doi.org/10.1002/job.4030060303.

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Fasang, Anette Eva, Sara Geerdes, and Klaus Schömann. "Which type of job mobility makes people happy? A comparative analysis of European welfare regimes." International Sociology 27, no. 3 (February 9, 2012): 349–83. http://dx.doi.org/10.1177/0268580911423048.

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In view of changing job mobility patterns in Europe, the impact of job mobility on job satisfaction is gaining importance, yet has received little attention. This article analyses 23 European countries to address two questions: (1) how do different types of job mobility affect job satisfaction, and (2) do welfare state regimes alter the relationship between job mobility and job satisfaction? Theoretically the study integrates economic and sociological approaches to job satisfaction with insights from the psychology of well-being. The findings show that job mobility differentially affects job satisfaction domains. External upward mobility is decisive to enhance satisfaction with objective working conditions and work–life balance, while internal mobility is pivotal for satisfaction with future career prospects. The experience of unemployment lowers all job satisfaction domains even after re-employment. The article’s findings on welfare regimes indicate that social policies interact with country differences in workforce composition, such as the overall prevalence of unemployment, to determine job satisfaction.

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Bigot, Antonella, Marie-France Leroy, and Valérie Poulain. "Entretien d’embauche, une simulation du type “job dating”." Soins Cadres 25, no. 99 (September 2016): 60–62. http://dx.doi.org/10.1016/j.scad.2016.07.012.

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Nowack, Kenneth M. "Health habits, type A behaviour and job burnout." Work & Stress 1, no. 2 (April 1987): 135–42. http://dx.doi.org/10.1080/02678378708258495.

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Boyle, Diane K., Peggy A. Miller, Byron J. Gajewski, Sara E. Hart, and Nancy Dunton. "Unit Type Differences in RN Workgroup Job Satisfaction." Western Journal of Nursing Research 28, no. 6 (October 2006): 622–40. http://dx.doi.org/10.1177/0193945906289506.

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Chen, Zhenming, Vikas Singh, and Jinhui Xu. "Efficient Job Scheduling Algorithms with Multi-Type Contentions." Journal of Combinatorial Optimization 10, no. 2 (September 2005): 179–97. http://dx.doi.org/10.1007/s10878-005-2272-z.

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Lian, Jonathan K. M., and Florence Y. Y. Ling. "The influence of personal characteristics on quantity surveyors’ job satisfaction." Built Environment Project and Asset Management 8, no. 2 (May 14, 2018): 183–93. http://dx.doi.org/10.1108/bepam-12-2017-0117.

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PurposeThe purpose of this paper is to investigate the job satisfaction level of quantity surveyors (QSs); identify the personal characteristics that influence their job satisfaction; and provide recommendations to employers on how to enhance job satisfaction of QSs with different personal characteristics.Design/methodology/approachData were collected via a self-administered questionnaire to QSs in Singapore.FindingsQSs feel that they have significantly high passion for the job, are significantly satisfied with task variety and are treated fairly. However, they are significantly dissatisfied with their workload, hours worked, and lack of work-life balance. QSs in upper management have significantly higher job passion. Those in mid-management are more dissatisfied with their income. QSs who are married/attached, older, and more experienced are significantly more dissatisfied with their workload and hours worked than singles, younger, and less experienced QSs.Research limitations/implicationsSome dimensions of job satisfaction were not measured. Non-personal characteristics such as type of projects handled and type of clients were not investigated.Practical implicationsEmployers should investigate what goes into QSs’ workload, and weed out those that are of low value and unproductive in order to reduce their workload and hours worked, and thereby increase their job satisfaction.Social implicationsThe study contributes to human resource management by identifying the type of QSs who are more likely to be dissatisfied with their jobs.Originality/valueThis study shows that personal differences of QSs affect different dimensions of their job satisfaction. To maximize job satisfaction, employers could choose QSs who have specific characteristics, make changes to the work environment or redesign their jobs.

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Goin, Angela L. "RELATIONSHIPS BETWEEN PREFERENCE TYPES OF EMPLOYEES AND RESPECTIVE JOB CLASSIFICATIONS IN PUBLIC HORTICULTURE." HortScience 29, no. 4 (April 1994): 247b—247. http://dx.doi.org/10.21273/hortsci.29.4.247b.

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The purpose of this research was to measure relationships between preference types of employees and their respective job classifications in public horticulture. Preference type is the way people prefer to look at the external world, perceive information, make decisions, and live a lifestyle. Improved employee interpersonal relations and productivity, and decreased stress and conflict may result from understanding preference types. The Myers Briggs Type Indicator was used to determine preference types at Longwood Gardens, and at Morris, Scott, and Tyler arboreta. According to this research, a correlation exists between preference types and job classifications. In addition, when job classification preferences were compared to each other, they showed areas of potential conflict and miscommunication. In conclusion, my data generally agree with the general preference type theory.

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Henninger, Ean, Adena Brons, Chloe Riley, and Crystal Yin. "Factors Associated with the Prevalence of Precarious Positions in Canadian Libraries: Statistical Analysis of a National Job Board." Evidence Based Library and Information Practice 15, no. 3 (September 15, 2020): 78–102. http://dx.doi.org/10.18438/eblip29783.

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Abstract Objective - To collect and share information about the prevalence of precarious work in libraries and the factors associated with it. Methods - The authors collected and coded job postings from a nationwide job board in Canada for two years. Descriptive and inferential statistics were used to explore the extent of precarity and its relationship with job characteristics such as job type, institution type, education level, and minimum required experience. Results - The authors collected 1,968 postings, of which 842 (42.8%) were coded as precarious in some way. The most common types of precarious work were contracts (29.1% of all postings) and part-time work (22.7% of all postings). Contracts were most prevalent in and significantly associated with academic libraries and librarian positions, and they were most often one year in length. Both on-call and part-time work were most prevalent in school libraries and for library technicians and assistants, and they were significantly associated with all institution types either positively or negatively. Meanwhile, precarious positions overall were least prevalent in government and managerial positions. In terms of education, jobs requiring a secondary diploma or library technician diploma were most likely to be precarious, while positions requiring an MLIS were least likely. The mean minimum required experience was lower for all types of precarious positions than for stable positions, and the prevalence of precarity generally decreased as minimum required experience increased. Conclusion - The proportion of precarious positions advertised in Canada is substantial and seems to be growing over time. Based on these postings, employees with less experience, without advanced degrees, or in library technician and assistant roles are more likely to be precarious, while those with managerial positions, advanced degrees, or more experience, are less likely to be precarious. Variations in precarity based on factors such as job type, institution type, education level, and minimum required experience suggest that employees will experience precarity differently both within and across library systems.

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Fisher, Richard T. "Role Stress, the Type A Behavior Pattern, and External Auditor Job Satisfaction and Performance." Behavioral Research in Accounting 13, no. 1 (January 1, 2001): 143–70. http://dx.doi.org/10.2308/bria.2001.13.1.143.

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This study examines the relationship between elements of role stress and two important external auditor job outcome variables: job satisfaction and performance. The study extends prior research by examining the moderating influence of the Type A behavior pattern on these relationships. The need to re-examine the linkages between the elements of role stress and both job satisfaction and job performance using theoretically based moderators, such as the Type A behavior pattern, has been highlighted in the role-stress literature. Analysis of survey data confirmed that both role conflict and role ambiguity are significantly negatively associated with auditor job performance and job satisfaction. However, the expected moderating role of the Type A behavior pattern on the relationships between the components of role stress and job satisfaction and auditor job performance was not found. Interestingly, however, a direct positive relationship between the Type A behavior pattern and both job outcome variables was apparent. The latter result suggests that, among audit professionals, Type A individuals tend to outperform and be more satisfied with their employment than Type Bs.

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van Harten, Jasmijn, Eva Knies, and Peter Leisink. "Dealing with a changing work environment: hospital job type contingencies." Journal of Health Organization and Management 31, no. 6 (September 18, 2017): 647–64. http://dx.doi.org/10.1108/jhom-03-2017-0056.

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Purpose The purpose of this paper is twofold: first, to examine whether workers in various hospital job groups differ in their perceptions of the provision of managerial support, and of their up-to-date expertise (UDE), willingness to change (WTC) and employment opportunities (EO). Second, to examine whether and how the relationships between managerial support, workers’ UDE, WTC and their EO are moderated by hospital job type. Design/methodology/approach Survey data were collected from 1,764 employees of three Dutch hospitals. ANOVAs and structural equation modeling were used to test the hypotheses. Findings The research findings indicate significant differences between the hospital job groups with regard to UDE, WTC and EO. No support was found for differences on managerial support nor for a moderating effect of hospital job type. The latter means that the relationships of managerial support with workers’ UDE, WTC and EO are independent of job type. Originality/value Based on the findings, a classification system is constructed that shows how hospital workers’ UDE, WTC and EO can be explained by the combination of the educational level required by a job and its degree of specialization.

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Koenig, Esther J. "SEX ROLE COMPLEMENTARITY IN JOB STEREOTYPY." Social Behavior and Personality: an international journal 17, no. 2 (January 1, 1989): 181–92. http://dx.doi.org/10.2224/sbp.1989.17.2.181.

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The purpose of this study was to compare the effects of gender and sex role on the perceived suitability of hypothetical job applicants for sex-typed jobs. Six descriptions of applicants were presented to 605 college students, who were asked to rank order them on suitability for different jobs. The questionnaire each student received had five applicants with masculine first names and one with a feminine first name. Results showed no main effect due to either job sex-type, sex role of applicants, or gender of either applicant or student-rater. Interactional analyses, however, showed that for specific applicant job pairings where male applicants were ranked differently than female applicants, a complementarity of gender and sex role was evident. Specifically, the applicant with stereotypically masculine traits was ranked high when presented as a woman, while the applicant with stereotypically feminine traits was ranked high when presented as a man. It is suggested that this interaction effect is best explained by positing that gender-related stereotypes are implicity generated and that they complement sex role characteristics of the other sex. Thus, a woman with male sex role characteristics, or a man with female sex role characteristics, is seen as more adaptable or well-rounded than applicants whose sex roles are consonant with their gender.

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Kekezi, Orsa, and Ron Boschma. "Returns to migration after job loss—The importance of job match." Environment and Planning A: Economy and Space 53, no. 6 (March 25, 2021): 1565–87. http://dx.doi.org/10.1177/0308518x211004577.

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Loss of specific human capital is often identified as a mechanism through which displaced workers might experience permanent drops in earnings after job loss. Research has shown that displaced workers who migrate out of their region of origin have lower earnings than those who do not. This paper extends the discussion on returns to migration by accounting for the type of jobs people get and how related they are to their skills. Using an endogenous treatment model to control for selection bias in migration and career change, we compare displaced stayers with displaced movers in Sweden. Results show that migrants who get a job that matches their occupation- and industry-specific skills display the highest earnings among all displaced workers. If migration is combined with a job mismatch, earning losses are instead observed. This group experiences the lowest earnings among all displaced workers.

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Journal articles on the topic 'Job type'

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