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Kapp, Clare. "Job Joab Bwayo." Lancet 369, no. 9563 (March 2007): 736. http://dx.doi.org/10.1016/s0140-6736(07)60347-x.
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Moszynski, Peter. "Job Joab Bwayo." BMJ 334, no. 7593 (March 15, 2007): 590. http://dx.doi.org/10.1136/bmj.39125.581713.fa.
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Demerouti, Evangelia. "Design Your Own Job Through Job Crafting." European Psychologist 19, no. 4 (January 1, 2014): 237–47. http://dx.doi.org/10.1027/1016-9040/a000188.
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Job crafting can be viewed as changes that employees initiate in the level of job demands and job resources in order to make their own job more meaningful, engaging, and satisfying. As such, job crafting can be used to complement top-down approaches to improve jobs in order to overcome the inadequacies of job redesign approaches, to respond to the complexity of contemporary jobs, and to deal with the needs of the current workforce. This review aims to provide an overview of the conceptualizations of job crafting, the reasons why individuals craft their jobs, as well as the hypothetical predictors and outcomes of job crafting. Furthermore, this review provides suggestions to organizations on how to manage job crafting in their processes, and how to stimulate more beneficial job crafting behavior. Although research on job crafting is still in its infancy, it is worthwhile for organizations to recognize its existence and to manage it such that it has beneficial effects on the employees and the organization at large.
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Kim, Yuna, and John S. Talbott. "Marketing social selling jobs: a re-labelling strategy." Marketing Intelligence & Planning 36, no. 1 (February 5, 2018): 2–16. http://dx.doi.org/10.1108/mip-03-2017-0056.
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Purpose The purpose of this paper is to investigate whether communicating recent changes in the sales profession, shifting from a performance-focused model to a customer need-focused model, to job candidates by re-labeling job descriptions can increase job candidates’ interest in pursuing sales jobs. Design/methodology/approach Two experiments using job candidates (undergraduate business students) were conducted at two public US universities to examine: whether job candidates use job title or job description to determine their interest in pursuing jobs and whether terminology used in the job description affects job candidates’ interest in pursuing sales jobs. Findings Results show that job candidates’ interest in pursuing jobs are affected by job titles more than the actual job responsibilities. Further, job candidates’ interest in pursuing sales jobs is affected by terminology used in the job descriptions, where customer need-focused (selling-focused) terminology increases (decreases) interest in pursuing a sales job. Practical implications Sales jobs have been recognized as one of the hardest job positions to fill. Results from this paper can help recruiters develop effective strategies to improve job candidates’ interest in pursuing sales jobs, especially the emerging social selling jobs. Originality/value Contrary to most extant research that investigates resistance toward sales jobs by examining job candidates’ idiosyncratic characteristics, this paper adopts a branding and consumer learning perspective and examines how job candidates’ interest in pursuing a job is influenced by their ability or willingness to process job information.
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Karanika-Murray, Maria, George Michaelides, and Stephen J. Wood. "Job demands, job control, psychological climate, and job satisfaction." Journal of Organizational Effectiveness: People and Performance 4, no. 3 (September 4, 2017): 238–55. http://dx.doi.org/10.1108/joepp-02-2017-0012.
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Purpose Research into job design and employee outcomes has tended to examine job design in isolation of the wider organizational context, leading to calls to attend to the context in which work is embedded. The purpose of this paper is to examine the effects of the interaction between job design and psychological climate on job satisfaction. Design/methodology/approach Cognitive dissonance theory was used to explore the nature of this relationship and its effect on job satisfaction. The authors hypothesized that psychological climate (autonomy, competence, relatedness dimensions) augments favorable perceptions of job demands and control when there is consistency between them (augmentation effect) and compensates for unfavorable perceptions when they are inconsistent (compensation effect). Findings Analysis of data from 3,587 individuals partially supported the hypotheses. Compensation effects were observed for job demands under a high autonomy and competence climate and for job control under a low competence climate. Augmentation effects were observed for job demands under a high relatedness climate. Practical implications When designing jobs managers should take into account the effects of psychological climate on employee outcomes. Originality/value This study has offered a way to bridge the job design and psychological climate fields and demonstrated that the call for more attention to the context in which jobs are embedded is worth heeding.
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Ismail, Hussein N., Silva Karkoulian, and Sevag K. Kertechian. "Which personal values matter most? Job performance and job satisfaction across job categories." International Journal of Organizational Analysis 27, no. 1 (March 11, 2019): 109–24. http://dx.doi.org/10.1108/ijoa-11-2017-1275.
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PurposeAs one of the first studies in this field, the purpose of this paper is to explore the effect of personal values on job performance and job satisfaction across different jobs. Further, it aims to identify personal value types that are positively, or negatively, related to behavioural and attitudinal outcomes in different job categories.Design/methodology/approachBased on a sample of 270 participants across several job categories including finance, accounting, marketing, sales, HR (human resources), operations and information technology (IT), this research explores the relationship between personal values, job performance and job satisfaction across the listed job categories. Ordinary least square (OLS) stepwise-regression and partial least square (PLS) regression were used in analysing the results.FindingsFindings showed that for some of the jobs examined, different types of personal values were associated with different worker outcomes.Originality/valueThis research study identifies sets of personal values that are suited to some jobs more than others in terms of job performance and job satisfaction outcomes. Moreover, this research demonstrates the importance of controlling for job categories in future research models that investigate the links between values, performance and satisfaction.
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O'Keeffe, K. A. "Job description — description of jobs." Psychiatric Bulletin 13, no. 9 (September 1989): 511. http://dx.doi.org/10.1192/pb.13.9.511-a.
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Adler, David A., David W. Oslin, Marcia Valenstein, Jonathan Avery, Lisa B. Dixon, Ilana Nossel, Jeff Berlant, et al. "Our Job and Their Jobs." Journal of Nervous and Mental Disease 200, no. 5 (May 2012): 451–53. http://dx.doi.org/10.1097/nmd.0b013e3182533188.
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Coupe, Tom. "Automation, job characteristics and job insecurity." International Journal of Manpower 40, no. 7 (October 7, 2019): 1288–304. http://dx.doi.org/10.1108/ijm-12-2018-0418.
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Purpose The purpose of this paper is to analyze whether specific jobs characteristics, which experts have identified as being more automation proof, are associated with reduced job insecurity. Design/methodology/approach Data come from a recent survey providing information on sources of job insecurity as well as on detailed job characteristics. The analysis is based on various regression models. Findings People who have jobs that involve lots of personal interaction are less likely to be concerned about losing their job because of automation, or because of other reasons, and are more likely to think their job will exist 50 years from now. Having a creative job does not change these concerns. The share of respondents who fear losing their job to automation is fairly small, and those who do, typically fear other sources of job insecurity as much or even more. Practical implications Developing interpersonal skills is more likely to be an effective strategy for reducing job insecurity than developing creative skills. The findings further suggest that policies aimed at automation are unlikely to suffice for the elimination of worry over job loss, as many workers who fear automation at the same time feel there are other reasons that might lead to the loss of their job. Originality/value There are very few studies that link fear of losing one’s job to automation to a job’s characteristics. The survey used here is unique in the level of detail provided on job characteristics.
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Sun, Ruoyan. "Migration-Driven Aggregation Behaviors of Job Markets in a Multi-Group Environment." Economics Research International 2013 (October 21, 2013): 1–6. http://dx.doi.org/10.1155/2013/250717.
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This paper introduces a new model describing the aggregate growth of job markets. We divide the job market in each city into two groups: native job market of size and an immigrant job market of size . A reversible migration of jobs exists in both groups. In addition, the interaction between these two groups creates both native and immigrant jobs. A loss of native jobs also takes place due to the interaction. Through studying initial conditions, job-creation rate, and job-loss rate we discover some meaningful results. The size change of native job market is closely related to that of the migration rate, native job-creation rate, and native job-loss rate. We assume that these rates are proportional to the sizes of two groups and find out that for certain initial conditions, immigrants influence native job markets positively. They create more jobs for both job markets. In addition, we can make conclusions about the future trend of the flow of jobs. People will move to places like big cities where there is a higher concentration of job opportunities.
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Orpen, Christopher. "Job Dependence as a Moderator of Effects of Job Threat on Employees' Job Insecurity and Performance." Psychological Reports 72, no. 2 (April 1993): 449–50. http://dx.doi.org/10.2466/pr0.1993.72.2.449.
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The effects of job dependence on the relationships between objective job threat and, respectively, employees' job insecurity and performance were examined among 135 employees of a small Australian manufacturer. Objective job threat was given by the combined ratings of three managers of the likelihood of each of the jobs disappearing over the next few years. Moderated multiple regression analysis showed that job dependence interacted with job threat in predicting differences in insecurity, but not in performance. Subjects dependent on their jobs felt more insecure than those who were more independent, as predicted.
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Drewery, David, T. Judene Pretti, and Jamie Nettinga. "Priming Jobs as Skill Development Opportunities and Responses to Job Postings." Canadian Journal of Career Development 21, no. 2 (September 9, 2022): 4–16. http://dx.doi.org/10.53379/cjcd.2022.337.
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Many inexperienced job seekers adopt a focused job search strategy in which they disregard job postings that seem unrelated to their interests. Yet, many of the jobs that they disregard during their job search could have been relevant to such interests because they offer opportunities for skill development. Counterintuitively, an exploratory job search can help such job seekers find and pursue more relevant jobs. In an experiment (N = 122), we examined the effect of priming seemingly irrelevant jobs as skill development opportunities on inexperienced job seekers’ responses to job postings. Compared to those who did not receive the prime, those who received the prime reported higher perceived job relevance and, in turn, perceived job attractiveness for subsequently viewed job postings. The results suggest that career educators could use peer-to-peer learning, or public reflection, to encourage students to share insights with each other, reframe the meanings of job relevance, and pursue more relevant jobs.
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Menachery, Thomas J. "Employees shaping their own jobs: how to enable job crafting?" Human Resource Management International Digest 26, no. 5 (July 9, 2018): 27–29. http://dx.doi.org/10.1108/hrmid-05-2018-0106.
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Purpose The purpose of this study is to review the latest developments in the area of job crafting and provide guidelines on how to enable job crafting. Design/methodology/approach The concept of job crafting is examined through a review, and the author gives his insights on the conditions to be created to enable job crafting. Findings In job crafting, individual employees and groups of employees customize their jobs by changing perceptions, tasks, and interactions related to their jobs in ways that would lead to work engagement and job satisfaction. Job crafting behavior is positively linked to engagement, work performance, job satisfaction, and employees’ well-being. Organizations can benefit by enabling job crafting to supplement top-down traditional job design approaches, thereby facilitating continuous improvement of jobs and innovation. Originality/value The different ways in which employees shape their jobs are examined, and guidelines on how to enable job crafting are elucidated.
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Naughton, Thomas J. "Effect of Female-Linked Job Titles on Job Evaluation Ratings." Journal of Management 14, no. 4 (December 1988): 567–78. http://dx.doi.org/10.1177/014920638801400407.
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In this study an experiment was performed to test whether sex role stereotyping evoked through female-linked job titles might influence job evaluation ratings. One hundred and ten subjects who had received training in job evaluation procedures rated two jobs on nine factors commonly used in job evaluation plans. For one half of the subjects the job titles for the two jobs were changed to reflect a female sex linkage. The results indicate that one of the two jobs with a femalelinked job title received 5.6% fewer total points. A key finding was that, in comparison to the sex-linkage effects, a large proportion of variance in ratings reflected between job differences. Where bias occurred, however, it appeared to be based on job contentfactors (effort and responsibility required) rather than skill or human capital (education and experience)factors. Potential implications for managers as well as limitations of the research are discussed. Suggestions for future research are also noted.
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Köklü, Fahrettin. "Eğitim Yönetiminde İşten Ayrılma Niyetine Etki Eden Faktörlerin İncelenmesi." International Journal of Social Sciences 7, no. 30 (June 20, 2023): 15–26. http://dx.doi.org/10.52096/usbd.7.30.02.
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The aim of this study is to examine the factors affecting the intention to quit work in education management. Job satisfaction refers to how satisfied employees are with their jobs. Job satisfaction is a factor that has a direct impact on employees' motivation, performance, loyalty and attitudes at work. Therefore, job satisfaction is important for both employees and employers. Workplaces that provide job satisfaction retain employees and provide loyalty to the job. Job satisfaction is related to employees' thoughts, feelings and expectations about their jobs. The level of job satisfaction depends on how happy employees are at their jobs and how adequate they are at their jobs. Employees with a high level of job satisfaction tend to perform higher at their jobs, exhibit higher motivation and higher productivity. In addition, it has been observed that employees with high levels of job satisfaction experience less stress at work, leave work less often, and get sick less. Job satisfaction is also important for employers. The level of job satisfaction of employees helps employers to retain their employees and reduces the costs of employers. Increasing employee job satisfaction can help employers demonstrate a higher performance and higher productivity in the workplace. In addition, employees with a high level of job satisfaction increase the image of employers in the workplace and can help employers to be more attractive during the hiring process. Intention to leave work is an employee's thoughts and plans about leaving his current job. The intention to quit your job may vary depending on many factors. Some employees may consider quitting when they get a better job offer or want to move to a different job to achieve their career goals. Other employees may consider leaving their jobs due to adverse conditions at work. Key Words: Educational Management, Job Satisfaction, Intention to Quit Work
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Kaupins, Gundars. "Influence Of Job Familiarity On Job Evaluation Ratings." Journal of Applied Business Research (JABR) 6, no. 3 (October 21, 2011): 80. http://dx.doi.org/10.19030/jabr.v6i3.6293.
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The effect of job familiarity on job evaluation ratings was investigated. Data came from a survey of 222 personnel specialists and middle to upper level managers. The results failed to show significant associations between various measures of job familiarity and job evaluation ratings of 7 jobs.
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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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Skalli, Ali, Ioannis Theodossiou, and Efi Vasileiou. "Jobs as Lancaster goods: Facets of job satisfaction and overall job satisfaction." Journal of Socio-Economics 37, no. 5 (October 2008): 1906–20. http://dx.doi.org/10.1016/j.socec.2008.04.003.
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Alsaif, Suleiman Ali, Minyar Sassi Hidri, Hassan Ahmed Eleraky, Imen Ferjani, and Rimah Amami. "Learning-Based Matched Representation System for Job Recommendation." Computers 11, no. 11 (November 14, 2022): 161. http://dx.doi.org/10.3390/computers11110161.
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Job recommender systems (JRS) are a subclass of information filtering systems that aims to help job seekers identify what might match their skills and experiences and prevent them from being lost in the vast amount of information available on job boards that aggregates postings from many sources such as LinkedIn or Indeed. A variety of strategies used as part of JRS have been implemented, most of them failed to recommend job vacancies that fit properly to the job seekers profiles when dealing with more than one job offer. They consider skills as passive entities associated with the job description, which need to be matched for finding the best job recommendation. This paper provides a recommender system to assist job seekers in finding suitable jobs based on their resumes. The proposed system recommends the top-n jobs to the job seekers by analyzing and measuring similarity between the job seeker’s skills and explicit features of job listing using content-based filtering. First-hand information was gathered by scraping jobs description from Indeed from major cities in Saudi Arabia (Dammam, Jeddah, and Riyadh). Then, the top skills required in job offers were analyzed and job recommendation was made by matching skills from resumes to posted jobs. To quantify recommendation success and error rates, we sought to compare the results of our system to reality using decision support measures.
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Mittal, Dr Santosh, Dr Prativindhya Saini, and Dr Renu Jain. "A Conceptual Study of Job Evaluation." International Journal for Research in Applied Science and Engineering Technology 11, no. 7 (July 31, 2023): 1315–22. http://dx.doi.org/10.22214/ijraset.2023.54881.
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Abstract: Job evaluation is the systematic process of determining the relative value of different jobs in an organization. The goal of job evaluation is to compare jobs with each other in order to create a pay structure that is fair, equitable, and consistent for everyone. In simple worlds, job evaluation is the rating of jobs in an organization. This is the process establishing the value or worth of jobs in a job hierarchy and compares the relative intrinsic value or worth of jobs within an organization. According to the International Labour Organization (ILO), “job evaluation is an attempt to determine and compare the demands which the normal performance of a particular job makes on normal workers, without taking into account the individual abilities or performance of the workers concerned”. In this article, we will focus on the process of Job Evaluation and the methods of Job Evaluation analytical and non- analytical methods along with their managerial implications.
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Hall, Robert E., and Sam Schulhofer-Wohl. "Measuring Job-Finding Rates and Matching Efficiency with Heterogeneous Job-Seekers." American Economic Journal: Macroeconomics 10, no. 1 (January 1, 2018): 1–32. http://dx.doi.org/10.1257/mac.20170061.
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Matching efficiency is the productivity of the process for matching job-seekers to available jobs. Job-finding is the output; vacant jobs and active job-seekers are the inputs.We develop a framework for measuring matching productivity when the population of job-seekers is heterogeneous. We find that overall matching efficiency declined smoothly over the period from 2001 through 2013. Measures of matching efficiency that neglect heterogeneity among the unemployed and also neglect job-seekers other than the unemployed suggest a large 28 percent decline in efficiency between 2007 and 2009. Most of this apparent decline results from changes in the composition of job-seekers. (JEL E24, J22, J23, J24, J41, J63)
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WEGMANN, ROBERT G. "From Job to Job." Journal of Employment Counseling 28, no. 1 (March 1991): 8–12. http://dx.doi.org/10.1002/j.2161-1920.1991.tb00384.x.
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Menezes, António, and José Vieira. "Training, Job Upgrading, Job Creation and Job Destruction." Atlantic Economic Journal 36, no. 3 (July 28, 2008): 275–92. http://dx.doi.org/10.1007/s11293-008-9137-7.
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Sharma, Anshu. "A Quantitative Study of User Perception of Credibility of Jobs Posted on Online Job Search Portals." Shanlax International Journal of Management 9, S1-Feb (February 25, 2022): 226–39. http://dx.doi.org/10.34293/management.v9is1.4864.
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Purpose: This study aims to study the factors which influence user perception of credibility of jobs posted on online job search portalsDesign/Methodology/Approach: A quantitative research methodology was used and 240 responses received, via a web-based survey, were analysed. These responses covered user perception across more than 10 leading online job portals.Findings: Credibility perception of jobs posted on online job search portals differs across users belonging to different categories with respect to years of work experience, job application response, and number of jobs changed. Number of responses received on their online job applications and the proportion of jobs they get via the online portals emerged as significant predictors of users’ credibility perception of the jobs posted on such portals.Practical Implications: Marketers of online job search portals must collaborate with their recruitment partners to focus on driving response rate and actual job seeking success rate for users on their portals.Originality/Value: This study bridges a key gap in current literature regarding a limited understanding of how users perceive the usefulness of online job search portals.
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Gakhar, Sunny, Joyce Cahoon, Wangchao Le, Xiangnan Li, Kaushik Ravichandran, Hiren Patel, Marc Friedman, et al. "Pipemizer." Proceedings of the VLDB Endowment 15, no. 12 (August 2022): 3710–13. http://dx.doi.org/10.14778/3554821.3554881.
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We demonstrate Pipemizer , an optimizer and recommender aimed at improving the performance of queries or jobs in pipelines. These job pipelines are ubiquitous in modern data analytics due to jobs reading output files written by other jobs. Given that more than 650k jobs run on Microsoft's SCOPE job service per day and about 70% have inter-job dependencies, identifying optimization opportunities across query jobs is of considerable interest to both cluster operators and users. Pipemizer addresses this need by providing recommendations to users, allowing users to understand their system, and facilitating automated application of recommendations. Pipemizer introduces novel optimizations that include holistic pipeline-aware statistics generation, inter-job operator push-up, and job split & merge. This demonstration showcases optimizations and recommendations generated by Pipemizer , enabling users to understand and optimize job pipelines.
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Sutherland, John. "Job Quality in Scotland." Scottish Affairs 25, no. 3 (August 2016): 337–71. http://dx.doi.org/10.3366/scot.2016.0139.
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This article examines job quality and job satisfaction for individuals who are employed at workplaces located in Scotland. Using a series of indices constructed from responses in the survey of employees associated with the 2011 Workplace and Employment Relations Study, it investigates how job quality and job satisfaction differ across individuals. It also examines whether job quality and job satisfaction for individuals employed in Scotland are different from individuals employed elsewhere in Britain. Individuals employed at workplaces in Scotland are seen to have positive perspectives about the quality of their jobs. Although most maintain that they work very hard, nonetheless they are seen to have considerable control over most aspects of their jobs; are confident about their job security; and view their workplace managers as being supportive. In terms of differences across individuals, who have higher (lower) levels of job quality depends upon the index of job quality used. With the exception of their pay, individuals are seen to be satisfied with all aspects of their jobs, although the level of satisfaction does vary across individuals. There is little difference between employees located in Scotland and employees located elsewhere in Britain with respect to either job quality or job satisfaction.
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Yadav, Mangesh Kumar, and Abhinandan Singh. "Online Job Portal using Django." International Journal of Innovative Science and Modern Engineering 12, no. 1 (January 30, 2024): 1–4. http://dx.doi.org/10.35940/ijisme.k1307.12010124.
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The main purpose of the job portal of the Django project is to manage job information, search, post jobs, register with employers, and find jobs. It manages all information regarding employers, interviews, job searches, and workplaces. The project was created with the administration closed, so it was easier for administrators to control it. The startup aims to create the necessary software to reduce the hassle of negotiations with employers, cover letters, interviews, and career guidance. It tracks all information regarding job postings, job listings, and job searches this article, the author presents an online recruitment system that allows employers to post recruitment advertisements, where job seekers come to apply for Volunteers while looking for a job. The event portal provides access to key events tailored to business needs. Online Event Portal is a website designed specifically for job searches. Administrators can access existing roles. Users need to register themselves and then log in. These jobs will be displayed to customers based on their search terms.
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Thakkar, Dr Mehul G., and Dr Kiran Pandya. "Job Involvement and Job Satisfaction – are They Synonymous?" Indian Journal of Applied Research 3, no. 8 (October 1, 2011): 353–55. http://dx.doi.org/10.15373/2249555x/aug2013/111.
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Arumugam, Sunder, and Dr V. Lakshmanapathi Dr. V. Lakshmanapathi. "Job Involvement Correlate Job Satisfaction – A Theoritical Perspective." International Journal of Scientific Research 3, no. 2 (June 1, 2012): 523–24. http://dx.doi.org/10.15373/22778179/feb2014/175.
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Alwan, Zahraa Yaseen, Haider Harbi Hussain, and Rafid Abdulameer Mahdi Ahmed. "JOB BULLYING AND ITS RELATIONSHIP TO JOB FRUSTRATION." International journal of business and management sciences 04, no. 05 (May 8, 2024): 13–21. http://dx.doi.org/10.55640/ijbms-04-05-03.
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The current study sought to test the level of contribution of both occupational bullying with its dimensions represented by (physical or material bullying, verbal bullying, physical bullying) and its relationship to occupational frustration with its dimensions represented by (self-frustration, relationship frustration, frustration with merit), as it adopted within its theoretical framework occupational bullying As an independent variable, job frustration came as a dependent variable. The researcher reached a set of conclusions, the most important of which is that job bullying has a bad impact on the employees of the organization studied as a result of the neglect of its officials regarding the employees and their care and providing them with means of success at work and providing the best services to them despite their commitment to the laws, rules and codes that the organization has established to perform the tasks assigned to it. The most important recommendations were that the organization must strive to encourage the elimination of bullying at work and continue to establish regulations, laws and rules that help overcome this phenomenon among employees and provide the best services in order to reach a high level of task performance.
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Schumacher, Sandra, Martin Kleinmann, and Cornelius J. König. "Job Analysis by Incumbents and Laypersons." Journal of Personnel Psychology 11, no. 2 (January 2012): 69–76. http://dx.doi.org/10.1027/1866-5888/a000050.
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Although research has tried to lessen the cognitive burden for job analysts by decomposing the decision process, findings have been ambiguous. This ambiguity may stem from overlooking the idea that analyzing jobs involves intuitive processes that decomposing hinders, at least if the job analysts have much job experience (i.e., job incumbents). Furthermore, job incumbents’ intuition might be particularly advantageous if complex items are used. Focusing on the job of paramedics, we found that incumbents’ ratings were more accurate than laypersons’ ratings if the job was presented holistically, whereas laypersons were more accurate when the job was decomposed. Results also showed an analogous Job Experience × Item Complexity interaction. These findings indicate that the role of intuition for analyzing jobs deserves more attention.
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Ledić, Marko. "Performance Pay Jobs and Job Satisfaction." CESifo Economic Studies 64, no. 1 (March 1, 2018): 78–102. http://dx.doi.org/10.1093/cesifo/ify008.
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Al Abdullah, Hassan A., Mohamed A. Zytoon, and Nader H. Al Sayed. "Assessment of the Quality of Job Descriptions of Safety Jobs in the Saudi Companies." Journal of Safety Studies 4, no. 1 (January 15, 2018): 1. http://dx.doi.org/10.5296/jss.v4i1.12210.
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The poor occupational safety and health (OSH) performance of many sectors in Saudi Arabia necessitates studying the reasons behind this performance. While other studies addressed many potential reasons, the objective of the current study is to investigate the quality of job descriptions of the safety jobs in Saudi Arabia. A sample of 69 job descriptions for several safety job titles and from different industrial or service sectors were analyzed to discover the important factors that may have an impact. The results revealed that there are some gaps in the design of the sampled job descriptions' components, particularly in the job information and the required qualifications for the jobs. The quality of job descriptions varied from one industrial sector to another, with oil & gas, petrochemicals and utilities sectors being in the top, and manufacturing, education/training, construction, and service/retail/distribution in the bottom in terms of job descriptions quality. There was no clear relationship between the safety job title and the quality of job descriptions. However, the required experience had positive impact on the quality of job descriptions of safety jobs. It is recommended that further studies covering a larger sample size of job descriptions to be conducted to obtain results that can be generalized and utilized in setting proper policies to improve the practices of the Saudi companies in the design of job descriptions of safety jobs and, hence, hiring the appropriate safety professionals.
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Berdicchia, Domenico, Francesco Nicolli, and Giovanni Masino. "Job enlargement, job crafting and the moderating role of self-competence." Journal of Managerial Psychology 31, no. 2 (March 14, 2016): 318–30. http://dx.doi.org/10.1108/jmp-01-2014-0019.
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Purpose – The purpose of this paper is to explore the relationship between job enlargement and some specific job crafting behaviors and to analyze the moderating role of self-competence. Design/methodology/approach – Data were gathered from 158 workers in a large retail company and analyzed through a regression methodology. Findings – Job enlargement is positively related to specific job crafting behaviors, such as increasing structural and social resources. Self-competence does not moderate the relationship between job enlargement and increasing structural resources; however, it does negatively moderate the relationship between job enlargement and increasing social resources. Research limitations/implications – This is a cross-sectional, single source study. Practical/implications – Organizations may implement job design policies aimed at facilitating the way workers proactively craft their jobs (increasing social and structural resources) by promoting a collaborative organizational culture and decreasing the social costs of job crafting initiatives. Originality/value – This study clarifies the role of contextual and personal antecedents to job crafting. More specifically, it shows that enlarged jobs and employees’ level of self-competence may significantly influence employees’ job crafting in the workplace.
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Nawazkhan, Meeya, Al-Qalhati Fawziya, and Al Hashemi Ahlam. "Influence of Social Media in the Dissemination of Employment Opportunities in Sultanate of Oman." European Journal of Business and Management Research 7, no. 1 (February 22, 2022): 287–91. http://dx.doi.org/10.24018/ejbmr.2022.7.1.1239.
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Social media presently plays a vital role in searching for jobs and the recruitment of employees in all industries across the world. It is used both by job seekers and employers prominently in generating employment opportunities. This research work is carried out to study the influence of social media in the dissemination of employment opportunities with the objectives of (1) to study the different social media used by job seekers in searching for jobs, (2) to find the most preferred social media in searching for jobs and (3) to explore the effectiveness of social media by the job seekers in searching for jobs. The results revealed that more job seekers use online job sites to find jobs and they perceive that WhatsApp is the most preferred social media in finding jobs, followed by Google+, Instagram and Twitter. It is also found that information quality, the scope of networking and privacy & safety are the factors affecting the effectiveness of social media in finding job opportunities.
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Van Den Berg, Peter Th, and Jan A. Feij. "Personality traits and job characteristics as predictors of job experiences." European Journal of Personality 7, no. 5 (December 1993): 337–57. http://dx.doi.org/10.1002/per.2410070505.
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This study investigates the relationships of personality traits and job characteristics (predictors) with job experiences (criteria) in a sample of job incumbents working in a broad variety of occupations. Subjects were 181 job applicants, who participated in a personnel selection procedure carried out by a Dutch staffing organization. As a part of this procedure, subjects completed a number of personality questionnaires. Personality scale scores were factor‐analysed, and four orthogonal trait dimensions were identified: Emotional Stability, Extraversion, Sensation Seeking, and Achievement Motivation. Between l½ and 2 years after the selection, subjects rated their current jobs on four job characteristics dimensions, namely dynamicity, autonomy, external–internal, and structure. At the same time, they completed a questionnaire measuring job experiences, namely job satisfaction, job‐induced tension, propensity to leave the job, and self‐appraised performance. The results indicated that personality traits had several significant and hypothesized longitudinal effects on the job experience criteria. Personality contributed to the prediction of the criteria even when the effects of job characteristics were taken into account. No significant Personality X Job Characteristics interactions were found, although subgroup analysis revealed a number of interesting differences among the various categories of occupations. For example, Sensation Seeking predicted job strain and propensity to leave, especially in highly structured and not very autonomous jobs. It is concluded that work experiences are clearly determined by person and job characteristics, although in an additive rather than in an interactional way.
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Barnard, Neil B., Sebastiaan Rothmann, Leon T. De Beer, and Welma Lubbe. "Emergency Nurses’ Job Demands-Resources Profiles and Capabilities: Effects on Performance and Intention to Leave." Sustainability 15, no. 6 (March 18, 2023): 5415. http://dx.doi.org/10.3390/su15065415.
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This study investigated emergency nurses’ job demands-resources profiles and the associations thereof with their work capabilities, job performance, and intention to leave. A cross-sectional survey was used to gather data from emergency nurses working in South Africa (n = 204). The Job Demands-Resources Scale, Capability Set for Work Questionnaire, World Health Organization Health and Work Performance Questionnaire, and Turnover Intention Scale were administered. Latent profile analysis resulted in four job demands-resources profiles: a demanding job, resourceful job, rich job, and poor job. Job demands-resources profiles, specifically having a rich job and not having a poor job (compared to a demanding job), significantly impacted emergency nurses’ capability set and specific work capabilities. In addition, having a resourceful job and two work capabilities, namely, using knowledge and skills and contributing to something valuable, affected emergency nurses’ job performance. Furthermore, poor and demanding jobs (compared to rich and resourceful jobs) predicted emergency nurses’ intentions to leave. A rich job (compared to a demanding job) was significantly associated with six of the seven work capabilities, while a resourceful job was associated with earning a good income and contributing to something valuable. Autonomy at work, career progress, and relationships with supervisors were associated with most emergency nurse work capabilities.
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Romanuke, Vadim. "A Heuristic’s Job Order Gain in Pyramidal Preemptive Job Scheduling Problems for Total Weighted Completion Time Minimization." Information Technology and Management Science 22 (December 23, 2019): 1–8. http://dx.doi.org/10.7250/itms-2019-0001.
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A possibility of speeding up the job scheduling by a heuristic based on the shortest processing period approach is studied in the paper. The scheduling problem is such that the job volume and job priority weight are increasing as the job release date increases. Job preemptions are allowed. Within this model, the input for the heuristic is formed by either ascending or descending job order. Therefore, an estimator of relative difference in duration of finding an approximate schedule by these job orders is designed. It is ascertained that the job order results in different time of computations when scheduling at least a few hundred jobs. The ascending-order solving becomes on average by 1 % to 2.5 % faster when job volumes increase steeply. As the steepness of job volumes decreases, this gain vanishes and, eventually, the descending-order solving becomes on average faster by up to 4 %. The gain trends of both job orders slowly increase as the number of jobs increases.
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Terzis, Vasileios, and Anastasios A. Economides. "Job Site Evaluation Framework (JSEF) and comparison of Greek and foreign job sites." Human Systems Management 24, no. 3 (August 3, 2005): 223–37. http://dx.doi.org/10.3233/hsm-2005-24305.
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Job sites are emerging as a successful way of job finding and filling. Job seekers are using job sites to find appropriate jobs. Recruiters are using job sites to find appropriate employees. This paper provides a Job Site Evaluation Framework (JSEF) both from the job seeker and the recruiter point of view. This framework may be useful for job seekers, recruiters and job site designers. Furthermore, the paper evaluates the state of Greek job sites in comparison to foreigner ones. Guidelines and proposals for job sites improvement are given.
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Van Houdt, Benny. "On the Stochastic and Asymptotic Improvement of First-Come First-Served and Nudge Scheduling." Proceedings of the ACM on Measurement and Analysis of Computing Systems 6, no. 3 (December 2022): 1–22. http://dx.doi.org/10.1145/3570610.
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Recently it was shown that, contrary to expectations, the First-Come-First-Served (FCFS) scheduling algorithm can be stochastically improved upon by a scheduling algorithm called Nudge for light-tailed job size distributions. Nudge partitions jobs into 4 types based on their size, say small, medium, large and huge jobs. Nudge operates identical to FCFS, except that whenever a small job arrives that finds a large job waiting at the back of the queue, Nudge swaps the small job with the large one unless the large job was already involved in an earlier swap. In this paper, we show that FCFS can be stochastically improved upon under far weaker conditions. We consider a system with 2 job types and limited swapping between type-1 and type-2 jobs, but where a type-1 job is not necessarily smaller than a type-2 job. More specifically, we introduce and study the Nudge- K scheduling algorithm which allows type-1 jobs to be swapped with up to K type-2 jobs waiting at the back of the queue, while type-2 jobs can be involved in at most one swap. We present an explicit expression for the response time distribution under Nudge- K when both job types follow a phase-type distribution. Regarding the asymptotic tail improvement ratio (ATIR), we derive a simple expression for the ATIR, as well as for the K that maximizes the ATIR. We show that the ATIR is positive and the optimal K tends to infinity in heavy traffic as long as the type-2 jobs are on average longer than the type-1 jobs.
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Van Houdt, Benny. "On the Stochastic and Asymptotic Improvement of First-Come First-Served and Nudge Scheduling." ACM SIGMETRICS Performance Evaluation Review 51, no. 1 (June 26, 2023): 97–98. http://dx.doi.org/10.1145/3606376.3593556.
Full textAbstract:
Recently it was shown that, contrary to expectations, the First-Come-First-Served (FCFS) scheduling algorithm can be stochastically improved upon by a scheduling algorithm called Nudge for light-tailed job size distributions. Nudge partitions jobs into 4 types based on their size, say small, medium, large and huge jobs. Nudge operates identical to FCFS, except that whenever a small job arrives that finds a large job waiting at the back of the queue, Nudge swaps the small job with the large one unless the large job was already involved in an earlier swap. In this paper, we show that FCFS can be stochastically improved upon under far weaker conditions. We consider a system with 2 job types and limited swapping between type-1 and type-2 jobs, but where a type-1 job is not necessarily smaller than a type-2 job. More specifically, we introduce and study the Nudge-K scheduling algorithm which allows type-1 jobs to be swapped with up to K type-2 jobs waiting at the back of the queue, while type-2 jobs can be involved in at most one swap. We present an explicit expression for the response time distribution under Nudge-K when both job types follow a phase-type distribution. Regarding the asymptotic tail improvement ratio (ATIR), we derive a simple expression for the ATIR, as well as for the K that maximizes the ATIR. We show that the ATIR is positive and the optimal K tends to infinity in heavy traffic as long as the type-2 jobs are on average longer than the type-1 jobs.
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Cheng, Wan-Ju, Li-Chung Pien, Tomohide Kubo, and Yawen Cheng. "Trends in Work Conditions and Associations with Workers’ Health in Recent 15 Years: The Role of Job Automation Probability." International Journal of Environmental Research and Public Health 17, no. 15 (July 30, 2020): 5499. http://dx.doi.org/10.3390/ijerph17155499.
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Job automation and associated psychosocial hazards are emerging workplace challenges. This study examined the trends in work conditions and associations with workers’ health over time in jobs with different automation probabilities. We utilized data from six waves of national questionnaire surveys of randomly selected 95,762 employees between 2001 and 2016. The Job Content Questionnaire, the Copenhagen Burnout Inventory, and the Self-Rated Health Scale were applied, and working time was self-reported. Automation probability was derived for 38 occupations and then categorized into three groups. Trends in work conditions and the associations between automation probability, work conditions and health were examined. We observed a 7% decrease in high automation probability jobs, an overall increase in job demands for and prevalence of shift work, and a decrease in job control. Workers with high automation probability jobs had low job demands, low job control and high job insecurity. Low automation probability was associated with burnout in logistic regression models. The odds ratio of job insecurity, long working hours, and shift work relating to health was higher in the later years of the surveys. In conclusion, there has been a decrease in high automation probability jobs. Workers employed in jobs with different levels of automation probability encountered different work condition challenges.
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Williams, Mark, and Maria Koumenta. "Occupational closure and job quality: The case of occupational licensing in Britain." Human Relations 73, no. 5 (April 17, 2019): 711–36. http://dx.doi.org/10.1177/0018726719843170.
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The notion of job quality has been at the forefront of academic and policy-debates, best crystallized in the pursuit to create more but also better jobs as a route to economic prosperity. Motivated by the need to better understand how occupational-level structures shape job quality, we derive predictions from the occupational closure literature to explore how occupational licensing – the strongest and fastest growing form of closure – shapes job quality in Britain. Using nationally-representative data over several decades, we find that the effects of licensing tend to be confined to jobs in the most stringently-licensed occupations, with such jobs having higher pay, lower job insecurity, greater opportunities for skill-use, and higher continuous learning requirements – relative to jobs in similarly-skilled unlicensed occupations. Of particular concern, however, is the finding that jobs in stringently-licensed occupations are also characterized by significantly lower task discretion and significantly higher job demands. Overall, our study adds a new dimension to job quality debates by highlighting the role of emergent occupational-level institutional structures in shaping job quality, and further, that despite the overall positive effects closure strategies have, they may come at a cost to certain critical intrinsic dimensions of job quality.
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Upadhyay, Kapil Dev, and Dr Vijay Kumar Soni. "Job Enrichment." Indian Journal of Applied Research 1, no. 6 (October 1, 2011): 107–8. http://dx.doi.org/10.15373/2249555x/mar2012/36.
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Huang, Weifan, Chin-Chia Wu, and Shangchia Liu. "Single-machine batch scheduling problem with job rejection and resource dependent processing times." RAIRO - Operations Research 52, no. 2 (April 2018): 315–34. http://dx.doi.org/10.1051/ro/2017040.
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This paper addresses single-machine batch scheduling with job rejection and convex resource allocation. A job is either rejected, in which case a rejection penalty will be incurred, or accepted and processed on the machine. The accepted jobs are combined to form batches containing contiguously scheduled jobs. For each batch, a batch-dependent machine setup time, which is a function of the number of batches processed previously, is required before the first job in the batch is processed. Both the setup times and job processing times are controllable by allocating a continuously divisible nonrenewable resource to the jobs. The objective is to determine an accepted job sequence, a rejected job set, a partition of the accepted job sequence into batches, and resource allocation that jointly minimize a cost function based on the total delivery dates of the accepted jobs, and the job holding, resource consumption, and rejection penalties. An dynamic programming solution algorithm with running time O (n6) is developed for the problem. It is also shown that the case of the problem with a common setup time can be solved in O (n5) time.
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Wooten, William. "Using Knowledge, Skill and Ability (KSA) Data to Identify Career Pathing Opportunities: An Application of Job Analysis to Internal Manpower Planning." Public Personnel Management 22, no. 4 (December 1993): 551–63. http://dx.doi.org/10.1177/009102609302200405.
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Job analytic methodology was used to identify knowledge, skill and ability (KSA) dimensions of four classes of jobs (secretarial/clerical, managerial/administrative, professional/technical and service). The KSA's were then identified as either selection or training criteria (critical for the development of selection tests or training programs). The feasibility of establishing career paths between the secretarial/clerical jobs (source jobs) and the managerial/administrative jobs (target jobs) was evaluated by comparing the selection and training criteria of the source job to the critical (important) knowledge, skills and abilities (KSAs) of the target jobs. It was found that when the critical KSAs for the managerial/administrative positions were rated using job analysis techniques, they significantly correlated with the content identified as part of the secretarial/clerical jobs. Sixty-eight percent (68%) of the KSAs identified as important for performance in the managerial/administrative jobs were also identified as important for the performance in the secretarial/clerical jobs. Further, 81% of the target jobs' KSAs not found to be source job selection criteria were found to be source job training criteria. The implications are that job analysis methodology can be used to identify possible career paths, and that career paths can be established between secretarial/clerical jobs and entry level administrative/managerial jobs.
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Mercan, Yusuf, and Benjamin Schoefer. "Jobs and Matches: Quits, Replacement Hiring, and Vacancy Chains and Vacancy Chains." American Economic Review: Insights 2, no. 1 (March 1, 2020): 101–24. http://dx.doi.org/10.1257/aeri.20190023.
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In the canonical DMP model of job openings, all job openings stem from new job creation. Jobs denote worker-firm matches, which are destroyed following worker quits. Yet, employers classify 56 percent of vacancies as quit-driven replacement hiring into old jobs, which evidently outlived their previous matches. Accordingly, aggregate and firm-level hiring tightly track quits. We augment the DMP model with longer-lived jobs arising from sunk job creation costs and replacement hiring. Quits trigger vacancies, which beget vacancies through replacement hiring. This vacancy chain can raise total job openings and net employment. The procyclicality of quits can thereby amplify business cycles. (JEL E24, E32, J23, J31, J63)
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Song, Kyungho, Hyun Kim, Jisoo Cha, and Taedong Lee. "Matching and Mismatching of Green Jobs: A Big Data Analysis of Job Recruiting and Searching." Sustainability 13, no. 7 (April 6, 2021): 4074. http://dx.doi.org/10.3390/su13074074.
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Creating green jobs tackles two crises: the economic downturn and environmental degradation. Responding to the economic downturn, some governments have declared a “green new deal” to remedy unemployment and the economic crisis. Job creation has been suggested as a driving force for sustainable economic development and climate change action. However, the question of how many and what types of green jobs are required has not been systematically examined. Are green job openings and searches matching each other in terms of timing, sectors, regions, and salary? This study aims to explore the degree of matching between green job supply and demand using a big data analysis (BDA) of online job market recruiting services in South Korea from 2009 to 2020. The BDA of the Ecojob website reveals that green jobs are concentrated in Seoul and Gyeounggi-do metropolitan areas. The number of water- and air-quality-related jobs is high within these sectors. Job searches in the water quality sector outnumbered job openings. The findings imply that green job creation policy should reflect timing, regional, and sectoral demand and supply data. Creating and matching green jobs is expected to reduce environmental harm, enhance environmental quality, and reduce unemployment.
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Thanekar, Sachin Arun, K. Subrahmanyam, and A. B. Bagwan. "Effective Job Execution in Hadoop Over Authorized Deduplicated Data." Webology 17, no. 2 (December 21, 2020): 430–44. http://dx.doi.org/10.14704/web/v17i2/web17043.
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Existing Hadoop treats every job as an independent job and destroys metadata of preceding jobs. As every job is independent, again and again it has to read data from all Data Nodes. Moreover relationships between specific jobs are also not getting checked. Lack of Specific user identities creation and forming groups, managing user credentials are the weaknesses of HDFS. Due to which overall performance of Hadoop becomes very poor. So there is a need to improve the Hadoop performance by reusing metadata, better space management, better task execution by checking deduplication and securing data with access rights specification. In our proposed system, task deduplication technique is used. It checks the similarity between jobs by checking block ids. Job metadata and data locality details are stored on Name Node which results in better execution of job. Metadata of executed jobs is preserved. Thus by preserving job metadata re computations time can be saved. Experimental results show that there is an improvement in job execution time, reduced storage space. Thus, improves Hadoop performance.
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Yean Yng Ling, Florence, and Weiyan Toh. "Boosting facility managers’ personal and work outcomes through job design." Facilities 32, no. 13/14 (September 30, 2014): 825–44. http://dx.doi.org/10.1108/f-04-2013-0031.
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Purpose – This study aims to identify the job characteristics that would boost the personal and work outcomes (e.g. job satisfaction, internal motivation and output quality) of facility managers (FMs) in Singapore based on the Job Characteristics Theory. Design/methodology/approach – The research method is a survey method, and data were collected using a structured questionnaire from 34 FMs through electronic mail and by post. Findings – Using t-test of the mean, 23 out of the 39 identified job characteristics are found to be significantly present in FMs’ jobs. Pearson’s correlation analysis revealed that the job characteristics that are significantly correlated with personal and work outcomes of FMs include those that use a variety of skills, in which task identity is present, task is significant, allow autonomy, provide feedback and meet FMs’ growth needs. Research limitations/implications – The Job Characteristics Theory is found to be applicable to FMs’ jobs, but this needs to be generalized carefully because of the relatively small sample size. Practical implications – It is recommended that the significant job characteristics that are identified in this study be designed and incorporated into FMs’ jobs. These include setting up teams where members play their parts well; a reward system when a job is done well; a career path with ample opportunities for promotion; and communication channels that are clear and precise. Originality/value – Important job characteristics that could boost FMs’ job satisfaction, internal motivation and quality of work are identified. In addition, job characteristics that could reduce their likelihood of leaving the profession are also uncovered. These job characteristics should be designed into FMs’ jobs, so that firms have high performing and motivated FMs.