Academic literature on the topic 'Person Occupation Fit'
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Journal articles on the topic "Person Occupation Fit"
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le Granse, Mieke. "Den Fit optimieren – Person Environment Occupation (PEO) Model." ergopraxis 12, no. 06 (June 2019): 38–39. http://dx.doi.org/10.1055/a-0883-2768.
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Das Ergotherapiemodell PEO verdeutlicht auf anschauliche Weise die Interaktion zwischen einer Person, ihrer Umwelt und ihrer Betätigung. Ihm liegt der Gedanke zugrunde, dass, je größer die Schnittmenge – der Fit – der drei Anteile ist, sich ein Mensch umso besser betätigen kann. Damit bildet PEO die Grundlage für ergotherapeutisches Denken und weitere Modelle.
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Sobek, Matthew. "Work, Status, and Income." Social Science History 20, no. 2 (1996): 169–207. http://dx.doi.org/10.1017/s0145553200021593.
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The historical record rarely presents researchers with precisely the evidence they desire. This is particularly true for social historians and like-minded scholars, whose subjects left precious few signs of their passing. Consequently, certain data have borne a disproportionate evidentiary load in social-historical research. The occupation a person pursued is one key piece of information on which scholars have come to depend. Our understanding of the historical social structure and where people fit into it is bound up with the interpretation of occupations. But this reliance on occupation as the primary social locator in historical research depends on some largely unexamined premises. Whether scholars group occupations or convert them into numerical status measures, they make assumptions about the nature of the occupational structure. When researchers incorporate change over time into their analyses, they suggest that the meaning of occupations remained stable for the purpose of measuring social mobility, class position, or group status-attainment. This assumption has been the subject of little discussion and even less research. For all the use to which historians have put occupation, there has been little effort to assess systematically its stability as a social or economic indicator.
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Yoo, HongJoon, TaeYong Yoo, TaeIn Chung, Seongho Bae, and AReum Jo. "Scale development of occupational identity and testing model of antecedents and outcome variables of occupational identity." Korean Journal of Industrial and Organizational Psychology 27, no. 4 (November 30, 2014): 617–42. http://dx.doi.org/10.24230/kjiop.v27i4.617-642.
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The first purpose of this study was to define the construct of occupational identity and develop the scale of occupational identity, the second purpose of this study was to examine the factor structure of occupational identity using exploratory common factor analysis and test the discriminant validity of occupational identity with workplace satisfaction, and third purpose of this study was to test the model of antecedents and outcome variables of occupational identity using confirmatory factor analysis. For fulfilling these purposes, three studies were conducted. Data were gathered from 390 workers in study 1, 505 workers in study 2, 1,115 workers in study 3. As a result, the three-factor structure of occupational identity was stably replicated, although the sample was changed. The occupational identity had discriminant validity with workplace satisfaction. Except for person-occupation fit(a subfactor of occupational identity) had a high correlation with general, occupational satisfaction(a subfactor of workplace satisfaction), other subfactors of occupational identity generally had low correlations with other subfactors of workplace satisfaction. It was found that the occupational identity was derived from occupational reputation, dedication to the occupation, occupational pride, and mission to the occupation. And the occupational identity resulted in the purpose of the worker’s life and intention to continue the worker’s occupation. Based on these results, We made discussions about implications, limitations, and future research tasks.
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Watson, Mark, and Mary McMahon. "Matching Occupation and Self: Does Matching Theory Adequately Model Children's Thinking?" Psychological Reports 95, no. 2 (October 2004): 421–31. http://dx.doi.org/10.2466/pr0.95.2.421-431.
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The present exploratory-descriptive cross-national study focused on the career development of 11- to 14-yr.-old children, in particular whether they can match their personal characteristics with their occupational aspirations. Further, the study explored whether their matching may be explained in terms of a fit between person and environment using Holland's theory as an example. Participants included 511 South African and 372 Australian children. Findings relate to two items of the Revised Career Awareness Survey that require children to relate personal-social knowledge to their favorite occupation. Data were analyzed in three stages using descriptive statistics, i.e., mean scores, frequencies, and percentage agreement. The study indicated that children perceived their personal characteristics to be related to their occupational aspirations. However, how this matching takes place is not adequately accounted for in terms of a career theory such as that of Holland.
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Grandey, Alicia A., Lawrence Houston, and Derek R. Avery. "Fake It to Make It? Emotional Labor Reduces the Racial Disparity in Service Performance Judgments." Journal of Management 45, no. 5 (April 26, 2018): 2163–92. http://dx.doi.org/10.1177/0149206318757019.
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Service providers who are Black tend to be evaluated less favorably than those who are White, hindering opportunities for advancement. We propose that the Black-White racial disparity in service performance evaluations is due to occupational-racial stereotype incongruence for interpersonal warmth and that more emotional labor is necessary from Blacks to reduce this incongruence. A pilot study manipulating employee race and occupation confirmed warmth and person-occupation fit judgments are lower for an otherwise equal Black than White service provider. We then demonstrate the racial disparity in service performance is due to interpersonal warmth differences in an experimental study with participants evaluating videos of retail clerks (Study 1) and a multisource field study of grocery clerks with supervisor-rated judgments (Study 2). Furthermore, White service providers are rated highly regardless of emotional labor, but performing more emotional labor (i.e., amplifying positive expressions) is necessary for Black providers to increase warmth judgments and reduce the racial disparity. In other words, Black providers are held to a higher standard where they must “fake it to make it” in service roles. We discuss implications for stereotype fit and expectation states theory, emotional labor, and service management.
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Diedrich, Jennifer, Aljoscha C. Neubauer, and Anna Ortner. "The Prediction of Professional Success in Apprenticeship: The Role of Cognitive and Non-Cognitive Abilities, of Interests and Personality." International Journal for Research in Vocational Education and Training 5, no. 2 (August 30, 2018): 82–110. http://dx.doi.org/10.13152/ijrvet.5.2.1.
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Context: We addressed the issue of person-job-fit by focussing on both professional success and work satisfaction. Publications studying the predictive validity of (cognitive) ability, personality, or vocational interest alone have shown relationships with professional success or work satisfaction for each predictor separately. Nevertheless, these predictors have rarely been studied simultaneously. Methods: To this end we tested the incremental validity of abilities, traits, and interests in a sample from diverse occupations: In 648 apprentices and students from five different branches (Food, Tech, People, Office, Craft) the (incremental) contributions of 3 intelligence factors (verbal, numerical, spatial), 3 alternative abilities (social-emotional, creative, practical), 4 conscientiousness facets, other big five factors (O, E, A, N), and of 14 professional interests were analysed regarding prediction of GPA in professional schools and school/job satisfaction. Results: Intelligence and conscientiousness were best predictors, followed by social-emotional competence and interests, whereas other traits provided marginal contributions. Predictors varied between branches, mostly following expectations. The test battery allowed a very good prediction of apprenticeship success (max. 37%), but for some branches prediction was considerably lower.Conclusion: Criteria for person-job-fit are not swappable, neither are the predictors. Professional success was mostly predicted by a different predictor set -namely ability and the personality dimension of conscientiousness- then satisfaction, which was mostly predicted by non-interest in a certain occupation. As a practical implication, we conclude that choosing the right candidate for a certain branch one needs to use a broad set of predictor variables. Besides cognitive ability also personality and vocational interests had predictive validity for an individuals person-job-fit.
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Salzmann, Patrizia, Simone Berweger, and Tavinder K. Ark. "Apprentices’ Affective Occupational Commitment During Vocational Education and Training." Journal of Career Development 45, no. 4 (March 6, 2017): 315–29. http://dx.doi.org/10.1177/0894845317696806.
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Affective occupational commitment (AOC) during training is considered to prevent occupational turnover and positively influence later work-related outcomes and learning processes. However, little is known about AOC development in a training context. This study examines antecedents and consequences of AOC and its development during vocational education and training. Participants were 497 Swiss apprentices who took part in a longitudinal survey throughout their 3-year training program. The results of latent growth curve modeling showed a slight average decrease in AOC over time. Initial AOC was negatively related to occupational turnover intention and positively related to satisfaction with the apprenticeship. Perceived person–occupation fit and feelings of competence during in-company training were positively correlated with initial AOC. Change in AOC was the smallest when apprentices felt autonomous and larger when they felt competent. The results indicate how in-company training environments can be arranged that foster apprentices’ AOC.
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Nosike, Chukwunoso, Njideka Phina Onyekwelu, and Chike Nwosu. "WORKPLACE BULLYING AND OCCUPATIONAL STRESS IN MANUFACTURING FIRMS IN SOUTHEAST NIGERIA." International Journal of Management & Entrepreneurship Research 4, no. 11 (November 2, 2022): 416–27. http://dx.doi.org/10.51594/ijmer.v4i11.386.
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This study examined the effect of workplace bullying and occupational stress in manufacturing firms in southeast Nigeria as the broad objective with a specific objective and a hypothesis accompanying it. Person-Environment (P-E) Fit Theory was used in anchoring the work. A survey research design was adopted by the study. The population of the study consisted of 798 employees of 25 manufacturing firms from the five southeastern states in Nigeria. A sample size of 259 was gotten by the application of Krejcie and Morgan's 1970 sample size formula. The method of data collection was primary, with a structured questionnaire being the instrument and was tested for reliability and validity. The data collected were analyzed using correlation analysis and the hypothesis was tested at a 5% level of significance. Results revealed that there is a statistically significant relationship between work-related bullying and occupational stress among workers in manufacturing firms in southeast Nigeria (r = 918, P-value < 0.05). The study, therefore, concluded that workplace bullying has a relationship with occupational stress. Hence, it was recommended that the management of the manufacturing firms should know the threshold of employees' tolerance, so as not to push them to the extent of the employee seeing it as bullying, and therefore, make them more stressed. Keywords: Workplace Bullying, Work-Related Bullying, Stress, Occupation Stress, Manufacturing Firms and Southeast Nigeria.
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Bergman Bruhn, Åsa. "The Double-Sided Nature of Meaningful Work: Promoting and Challenging Factors within the Swedish Equine Sector." Challenges 13, no. 1 (April 1, 2022): 13. http://dx.doi.org/10.3390/challe13010013.
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Meaningful work is related to a range of positive outcomes, but also negative effects. Research regarding meaningful work and lifestyle-oriented work; i.e., when making a livelihood based on a leisure interest and personal lifestyle, is deficient. The aim of this qualitative study is therefore to explore factors that promote and challenge meaningful work in a lifestyle-oriented setting. The study focuses on the perspective of employees within the Swedish equine sector, and is based on individual interviews. The results show that person–environment fit, task significance, and occupational culture seem to be important factors in the promotion of meaningful work. In addition, the analysis also illustrates how the nature of meaningful work has an inherent duality, constructed by a balancing act between doing good for oneself and for others. The tension is reinforced by the fact that the same factors can both promote meaningful work and challenge meaningfulness. This study shows that meaningful work not only comes with satisfaction, enjoyment, and fulfillment, but also an acceptance of challenging working conditions, which may lead to sacrifices and exhaustion. The double-sided nature of meaningful work can therefore affect the employees’ well-being, and challenge the willingness and ability to remain in the occupation.
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Wakcher, Sandra, Kara Cross, and Melinda C. Blackman. "Personality Comparison of Airline Pilot Incumbents, Applicants, and the General Population Norms on the 16PF." Psychological Reports 92, no. 3 (June 2003): 773–80. http://dx.doi.org/10.2466/pr0.2003.92.3.773.
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Personality comparisons using Cattell's 16PF were made between 137 pilot incumbents, 81 pilot applicants, and the general population norms. No significant differences were found between the scores on the personality factors for the Pilot Incumbents and the Pilot Applicants. Further, the incumbents and applicants who had previous military training versus those who did not had highly similar personalities. However, on nearly every personality factor a significant difference was found between the general population norms and the sample of Pilot Incumbents and Applicants. The Pilot Incumbent/Applicant group scored significantly more intelligent, emotionally stable, and mature in comparison to the general population norms. We believe that it is the high-risk nature of this occupation that leads applicants, wishing to pursue this field, to assess very carefully their own person-job fit and self-select themselves, thus ultimately producing this very distinct “pilot personality profile” described in 1995 by Bartram.
Dissertations / Theses on the topic "Person Occupation Fit"
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Kennedy, Michael. "An integrative investigation of person-vocation fit, person-organization fit, and person-job fit perceptions." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4768/.
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Person-environment (PE) fit has been considered one of the most pervasive concepts in psychology. This study presents an integrative investigation of three levels of PE fit: person-vocation (PV) fit, person-organization (PO) fit, and person-job (PJ) fit, using multiple conceptualizations (e.g., value congruence, needs-supplies fit) of each fit level. While a trend in the PE fit literature has been the inclusion of only one fit level with a single conceptualization, researchers call for the addition of multiple conceptualizations of multiple fit levels in a single study. Traditionally, PO fit has been conceptualized as value congruence, whereas PV fit has remained untouched in the literature investigating the direct measurement of fit perceptions. Therefore, new fit perceptions scales assessing PO fit using a needs-supplies fit conceptualization and PV fit using a variety of conceptualizations were introduced. To address the limitation of employing direct measures, common method variance was modeled with a positive affect factor. The study accomplished two objectives. First, a previously supported three-factor model of fit perceptions consisting of PO value congruence (PO-VC), PJ needs-supplies (PJ-NS), and PJ demands-abilities (PJ-DA) fit was strongly replicated. Second, this model was expanded by examining additional conceptualizations (needs-supplies, demands-abilities fit, value, personality, and interest congruence) of fit levels (PV, PO, and PJ fit). Results suggested that professionals make distinctions based on both the fit level and fit conceptualization and these fit perceptions uniquely influence their attitudes and behaviors. A six-factor model (PO-VC, PJ-NS, PJ-DA, PO needs-supplies fit [PO-NS], PV demands-abilities fit [PV-DA], and general PV fit) best fit the data. Providing ample evidence of construct validity, PO fit perceptions (PO-VC and PO-NS fit) were related to the organization-focused outcome of organizational identification, whereas the profession-focused outcome of occupational commitment was exclusively predicted by PV fit perceptions (PV-DA and general PV fit). As expected, both needs-supplies fit perceptions (PO-NS and PJ-NS fit) predicted intentions to quit and job satisfaction. Recommendations for future research are suggested.
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Yu, Angel On Kei. "The outcome of person-job fit: A test of the realistic information hypothesis." CSUSB ScholarWorks, 1995. https://scholarworks.lib.csusb.edu/etd-project/1232.
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Woodhouse, Andrea. "Employee turnover and retention : the role of person environment fit as it applies to personality and job role behavioural competencies /." [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19392.pdf.
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Rodgers, Carrie Anne. "Person-job fit and person-organization fit as components of job seeking." CSUSB ScholarWorks, 2000. https://scholarworks.lib.csusb.edu/etd-project/1608.
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Job seekers have often made job choices based upon the degree to which they fit the tasks requirements of the job. This concept is referred to as person-job (P-J) fit. In addition, research has suggested that job seekers self-select organizations to work for based upon the perceived fit between themselves and the organization. This concept is referred to as person-organization (P-O) fit.
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Filkins, Carol R. "A study of the relationship between occupational stress and person-environment fit." Virtual Press, 1990. http://liblink.bsu.edu/uhtbin/catkey/722448.
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The purpose of this study was to examine the relationship between personenvironment fit (P-E fit) and occupational stress. All 31 employees of the University Police Department of Ball State University were invited to participate in the study on a voluntary basis, and were assured anonymity. Participants completed a demographic information sheet and three questionnaires: the Work Environment Scale, Ideal (WES-I) and Real (WES-R) versions, and the Occupational Stress Inventory (OSI). Twenty-two participants turned in completed test packets. Raw scores were calculated and graphed for individuals (OSI) and the entire group (WES). A correlation matrix with Pearson r as the correlation coefficient among the 14 OSI subscales and the 10 WES subscales was used to examine the relationship between P-E fit and occupational stress. Different patterns of occupational stress and work environment were found. The three job subgroups (police officers, radio dispatchers, and "other") exhibited different levels of occupational stress, with the most difference in the Physical Environment subscale. The group perceptions of the ideal and real work environments were different on every WES subscore, indicating employees wanted improvement in each area tested. Radio dispatchers were found to have the widest gap between their ideal and real work environments. There appeared to be no significant relation between occupational stress and P-E fit for this small sample. The results suggested an inverse relationship between a University police department employee's occupational stress and how well that employee fits the work environment for four variables: Role Insufficiency, Role Boundary, Vocational Strain, and Psychological Strain. Those who fit the work environment least scored highest on the Rational/Cognitive Coping variable, the only statistically significant correlation. It is possible the work environment may have such a powerful effect on personal life that it is unaffected by personal efforts to change it. Recognition of the different work environments and occupational stress levels could be useful in departmental planning. Further study is suggested.Institute for Wellness
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Sekiguchi, Tomoki. "The role of person-organization fit and person-job fit in managers' hiring decisions : the effects of work status and occupational characteristics of job openings /." Thesis, Connect to this title online; UW restricted, 2003. http://hdl.handle.net/1773/8771.
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Britton, Ashlie Rae. "Safety-Specific Person-Environment Fit: Relation with Safety Behaviors, Job Attitudes, and Strain." Bowling Green State University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1416214729.
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Hostetler, Julie M. "A study of the relationship between occupational stress and person-environment fit in Ball State University employees." Virtual Press, 1991. http://liblink.bsu.edu/uhtbin/catkey/774754.
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The purpose of this study was to investigate relationships between person-environment fit (P-E fit) and occupational stress in Ball State University employees. A randomly-selected stratified sample of 400 employees from four different employee categories were invited to participate in this study anonymously. Participants completed a demographic information sheet and three questionnaires: the Work Environment Scale, Ideal (WES-I) and Real (WES-R) versions, and the Occupational Stress Inventory (OSI). Two hundred and thirty one subjects returned test packets. One hundred and sixty and one hundred and forty seven participants, respectively, had complete sets of information for the actual discrepancy and perceived discrepancy which could be used for data analysis. Canonical correlation was used to examine the number and nature of mutually independent relationships between occupational stress and person environment fit (three subscales on the OSI and three subscales on the WES). The results showed no significant canonical correlation for perceived discrepancy. The significant canonical correlation indicates that the occupational roles subscale of the OSI is strongly correlated with the P-E fit system maintenance and change and less strongly related to the P-E fit relationships subscale of the WES. This study has implications for worksite stress management interventions. It is recommended that organizational interventions be emphasized more than individual interventions. These results also provide empirical support for an ecological model of health promotion and a systemic or organismic view of the world. Further study is recommended.Institute for Wellness
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Brandon, John R. "An exploratory factor analysis examining traits, perceived fit, and job satisfaction in employed college graduates." Ashland University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ashland1322756914.
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Van, Niekerk Melissa. "The relationship between occupational stress and locus of control among nurses." Diss., University of Pretoria, 2011. http://hdl.handle.net/2263/29362.
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The objective of this study was to explore the relationship between occupational stress and locus of control, to analyse and investigate the nature of nurses’ work and to determine the sources of stress and how they influence the nurses’ work environment and personal lives. The Work and Life Circumstances Questionnaire (WLQ) and Rotter’s 23-item scale were applied in a probability, simple random sample consisting of 302 South African nursing students and nurses currently employed in the private and public healthcare sector. Significant relationships were observed between the variables. Supporting evidence indicates that there is a negative correlation between occupational stress and locus of control. The results further indicate significant differences among the different locus of control orientations and the participants perceived level of stress; as well as a difference in the correlations between occupational stress and demographics such as marital status, working time and occupational level. Finally, the researcher was able to determine which stressors cause the highest level of stress among the participants. The findings should contribute valuable new information to the employee well-being literature and human resource management practices relating to employee assistance programmes, employee well-being and the retention of staff, especially in the healthcare sector. CopyrightDissertation (MCom)--University of Pretoria, 2011.
Human Resource Management
unrestricted
Books on the topic "Person Occupation Fit"
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Roshwald, Aviel. Europe’s Civil Wars, 1941–1949. Edited by Nicholas Doumanis. Oxford University Press, 2014. http://dx.doi.org/10.1093/oxfordhb/9780199695669.013.30.
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A number of the conflicts that wracked European countries under Axis-power occupation during the Second World War can be understood as civil wars. This analytical prism should be seen as complementing rather than replacing the more conventional pairing of collaboration and resistance. The three European cases from this period that best fit conventional notions of civil war in terms of the intensity and duration of fighting among co-nationals are Greece, Yugoslavia, and Italy. A comparative analysis can yield insights into the complex interplay of historical continuities and ruptures, and of nationalist and internationalist frames of reference, in shaping the agendas and choices of participants in these violent struggles.
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Sappok, Tanja, Sabine Zepperitz, and Mark Hudson. Meeting Emotional Needs in Intellectual Disability: The Developmental Approach. Hogrefe Publishing, 2021. http://dx.doi.org/10.1027/00589-000.
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Using a developmental perspective, the authors offer a new, integrated model for supporting people with intellectual disability (ID). This concept builds upon recent advances in attachment-informed approaches, by drawing upon a broader understanding of the social, emotional, and cognitive competencies of people with ID, which is grounded in developmental neuroscience and psychology. The book explores in detail how challenging behaviour and mental health difficulties in people with ID arise when their basic emotional needs are not being met by those in the environment. Using individually tailored interventions, which complement existing models of care, practitioners can help to facilitate maturational processes and reduce behavior that is challenging to others. As a result, the ‘fit’ of a person within his or her individual environment can be improved. Case examples throughout the book illuminate how this approach works by targeting interventions towards the person’s stage of emotional development. This book will be of interest to a wide range of professionals working with people with ID, including: clinical psychologists, psychiatrists, occupational therapists, learning disability nurses, speech and language therapists, and teachers in special education settings, as well as parents and caregivers.
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Steffen, Ann M., Larry W. Thompson, and Dolores Gallagher-Thompson. Treating Later-Life Depression. 2nd ed. Oxford University Press, 2021. http://dx.doi.org/10.1093/med-psych/9780190068431.001.0001.
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One of the greatest challenges for providers treating later-life depression is the wide variability of life circumstances that accompany depressive symptoms for clients across outpatient mental health, integrated primary care, and inpatient psychiatric settings. This thoroughly revised Clinician Guide for Treating Later-Life Depression: A Cognitive-Behavioral Therapy Approach outlines culturally responsive practices that target the contexts and drivers/antecedents of depression in middle-aged and older adults. Clinicians choose research-supported modules from the accompanying workbook that fit the needs of their clients (i.e., changes in brain health, chronic pain, sleep problems, anxiety, experiences of loss, family caregiving issues). This practical guide reflects continuing international scientific and clinical advances in applying cognitive-behavioral therapy to age-related problems using individual and group formats, with clinician-tested recommendations for telehealth practice. Flexible use of these clinical tools enhances the personalized application of change strategies, including behavioral activation, problem solving, relaxation training, attention to personal strengths and positive emotional experiences, self-compassion, cognitive reappraisal, and communication skills training. Case examples are provided to support the efforts of practitioners from a range of disciplines (e.g., clinical psychology, psychiatry, social work, counseling, marriage and family therapy, nursing, occupational therapy, and recreational specialists). The appendices include aging-friendly assessment tools and other resources to support professional development. Because the practical techniques presented have empirical support accumulated over decades, Treating Later-Life Depression is an indispensable resource for behavioral health providers who wish to effectively and efficiently help diverse aging clients thrive in a daily life that is true to their values and personal strengths.
Book chapters on the topic "Person Occupation Fit"
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Kahlawi, Adham, Francesca Giambona, Lucia Buzzigoli, Laura Grassini, and Cristina Martelli. "A statistical information system in support of job policies orientation." In Proceedings e report, 131–35. Florence: Firenze University Press, 2021. http://dx.doi.org/10.36253/978-88-5518-461-8.25.
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A significant problem for labour market policies relies on the individuation of the most advisable skills to have and to enhance through focused training offers. Vocational training systems and institutions are called to answer the question posed by every person looking for a new job or professional opportunities: which are the skills-to-have to enhance the professional profile? Many efforts have been made to answer this question, mainly designing predictive models; however, these models are often limited to specific economic sectors and usually don’t adopt a country-specific perspective. This paper proposes a recommendation system oriented to specific users: once that the user has described his/her skills profile, the system suggests the skills that, once got, will fit with the most frequent job vacancies. In this proposal perspective, the skills are proposed regardless of the economic sector, and they are compatible with the characteristics of the specific country labour market. In this contribution, we will focus on the Italian market; the recommendation system is based on the job ads published by Italian companies on various websites for both 2019 and 2020 after the skills required for each job offer have been mapped to one of the skills presented in the classification of European Skills/ competence, qualifications ad Occupations (ESCO).
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Persch, Andrew C. "Impacts of Environmental and Person-Fit Factors on Work Satisfaction and Performance in Adults with Autism Spectrum Disorder (ASD)." In 50 Studies Every Occupational Therapist Should Know, edited by Elizabeth A. Pyatak and Elissa S. Lee, 133—C19.P46. Oxford University PressNew York, 2023. http://dx.doi.org/10.1093/med/9780197630402.003.0019.
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Abstract This chapter reviews an article, “Impacts of Environmental and Person-Fit Factors on Work Satisfaction and Performance in Adults with Autism Spectrum Disorders,” which provides evidence supporting the socioecological and biopsychosocial models of disability underlying occupational therapy’s person–environment–occupation model. Specifically, the author identifies environmental factors (i.e., social, attitudinal, sensory/physical) and person factors (i.e., job characteristics, skills and passions, autism spectrum symptoms) that may support or hinder work satisfaction and performance for individuals with autism spectrum disorders. The challenges that working adults with autism face in these areas are opportunities for occupational therapy practitioners. This study provides detailed considerations within each of the six factors that can support interventions for skill development, recommendations for workplace accommodation, or universal environmental modifications to promote effective occupational engagement in work and workplaces for adults with autism.
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Pollack, Jeffrey. "Improving Employee Selection with Online Testing." In IT Outsourcing, 902–9. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-60566-770-6.ch053.
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Advances in technology now enable employers to utilize computers to administer online employee selection tests, which result in lower costs, increased efficiency, and fewer transcription errors (Richman, Kiesler, Weisband, & Drasgow, 1999; Tippins et al., 2006). Additionally, online employment testing software can effectively and efficiently assist in identifying individuals best suited to an occupation, reducing poor person-job fit, lowering turnover rates, decreasing training costs, and minimizing errors in hiring (Bingham, Ilg, & Davidson, 2002; Mooney, 2002). This article addresses issues related to online employment testing software including types of tests available, validity and reliability, proctoring, and social desirability. Additional terms are defined and implications and future directions for research are discussed.
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Pollack, Jeffrey M. "Improving Employee Selection with Online Testing." In Encyclopedia of Human Resources Information Systems, 504–9. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-59904-883-3.ch074.
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Advances in technology now enable employers to utilize computers to administer online employee selection tests, which result in lower costs, increased efficiency, and fewer transcription errors (Richman, Kiesler, Weisband, & Drasgow, 1999; Tippins et al., 2006). Additionally, online employment testing software can effectively and efficiently assist in identifying individuals best suited to an occupation, reducing poor person-job fit, lowering turnover rates, decreasing training costs, and minimizing errors in hiring (Bingham, Ilg, & Davidson, 2002; Mooney, 2002). This article addresses issues related to online employment testing software including types of tests available, validity and reliability, proctoring, and social desirability. Additional terms are defined and implications and future directions for research are discussed.
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Ali, Imran. "Examining the Role of Person-Environment Fit in Improving Teaching Satisfaction and Subjective Well-Being." In Occupational Stress, 476–87. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0954-8.ch023.
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The current study examines the influence of person-environment fit constructs including; person-organization fit, person-job fit, person-vocation fit, person-group fit and person-person fit between teaching satisfaction and life satisfaction among faculty members. The study uses data collected from 509 faculty members teaching in different colleges and universities of Pakistan. The study found significantly positive influence of all person-environment fit dimensions including; person-organization fit, person-job fit, person-vocation fit, person-group fit and person-person fit on teaching satisfaction and life satisfaction perceptions among faculty members in Pakistan.
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Zacher, Hannes, Daniel C. Feldman, and Heiko Schulz. "Age, Occupational Strain, and Well-Being: A Person-Environment Fit Perspective." In Research in Occupational Stress and Well-being, 83–111. Emerald Group Publishing Limited, 2014. http://dx.doi.org/10.1108/s1479-355520140000012002.
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Zacher, Hannes, Daniel C. Feldman, and Heiko Schulz. "Age, Occupational Strain, and Well-Being: A Person-Environment Fit Perspective." In Research in Occupational Stress and Well-being, 83–111. Emerald Group Publishing Limited, 2014. http://dx.doi.org/10.1108/s1479-3555_2014_0000012002.
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Prescott, Julie, and Jan Bogg. "Female Game Workers: Career Development, and Aspirations." In Gender Considerations and Influence in the Digital Media and Gaming Industry, 206–22. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-6142-4.ch011.
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Understanding the career factors that influence women's career aspirations in male-dominated occupations is important for increasing women's progression within these occupations. This chapter assesses the impact of career influencers on career aspirations of women working in the male-dominated computer games industry. An online questionnaire obtained international data from 450 women working in the computer games industry. A structural equation model was employed to investigate the influencers. Findings suggest that to increase women's career development and career aspirations within the computer games industry, self-efficacy, attitudes towards career barriers, work-life balance attitudes, person-environment fit and job satisfaction are crucial.
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Rodrigues, Andreia Filipa Moreira. "A igreja de São Lourenço (Mouraria, Lisboa): um conjunto de silos e de cerâmica medieval islâmica." In Arqueologia em Portugal 2020 - Estado da Questão - Textos, 1559–69. Associação dos Arqueólogos Portugueses e CITCEM, 2020. http://dx.doi.org/10.21747/978-989-8970-25-1/arqa115.
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The archaeological context uncovered, in 1992 and 1993, in the church of São Lourenço, located in Mouraria, in Lisbon, revealed a wide diachrony of occupation, which translates into a sequence of burials attributable to the middle and modern age, related to the church; but also, in a set of fifteen silos that, according to the exhumed materials of its interior, fit into the medieval islamic period, being prior to the building of the church. This time, it is intended to make known the ceramic artefactual component that was exhumed from the interior of the storage structures, its meaning and what relationship this context has with the reality associated with the religious cult space, which overlaps it.
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Zolnik, Edmund J. "A Spatial Analysis of Male and Female Unemployment in the USA." In Public Affairs and Administration, 1797–809. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-8358-7.ch092.
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An analysis of male and female unemployment in the U.S. explores how gender affects spatial variation in unemployment. The effects of spatially-unlagged and spatially-lagged unemployment rates on the likelihood that individual men and women are unemployed are also explored. Using a recent tabulation of microdata from the American Community Survey, multilevel models of male and female unemployment are fit. Results indicate that age and occupation at the individual-level and a right-to-work dummy at the PUMA-level are the variables that best distinguish unemployed men and women. Results also indicate that unemployment for men is more clustered in space than unemployment for women. Finally, results indicate that the vast majority of the variation in unemployment for individuals in the U.S. is attributable to the personal characteristics of unemployed men and women, not the locational characteristics of high-unemployment places. The paper concludes with a discussion of the policy implications of the latter result.
Conference papers on the topic "Person Occupation Fit"
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Moraes, Anna S. P., Miguel A. Carvalho, Rachel S. Boldt, Fernando B. N. Ferreira, Susan Ashdown, and Linsey Griffin. "Female Firefighters’ Body Weight and Stature: A Comparison between Two Portuguese Fire Brigades." In 20th AUTEX World Textile Conference - Unfolding the future. Switzerland: Trans Tech Publications Ltd, 2022. http://dx.doi.org/10.4028/p-w7pbnb.
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Anthropometric data are essential for applying ergonomic principles to the design of a wide range of products and are paramount when developing personal protective equipment. In the case of occupations that deal with extreme circumstances, as is the case of firefighting, a proper fit and sizing of personal protective equipment is related not only with work performance and comfort but also with protection level. The increase in the number of female firefighters have raised the discussion about the barriers and challenges faced by women in firefighting. Issues with the fit of personal protective equipment commonly appear among physical and psychological stressors encountered by female firefighters. The need to provide gender-specific protective equipment for such professionals is highlighted by many studies. Furthermore, significant anthropometric differences among specialized occupational groups have also been found. However, anthropometric databases on firefighters are still very limited. Aiming to fulfill this shortcoming as well as to understand if Portuguese firefighters’ protective equipment is adjusted to their anthropometrics, a study designated as Size FF Portugal – Anthropometric Study of Portuguese Firefighters is currently underway. This paper presents a preliminary comparison of anthropometric data of female firefighters from two different fire brigades located in the North of Portugal. Stature and body weight measurements of 30 participants were analyzed using both descriptive and inferential statistics. Results show that there were not statistically significant differences on the average stature nor on the average body weight of female firefighters from both brigades. Moreover, significant differences were not found when comparing their types of commitment for both considered measurements. However, the comparison of stature data of female firefighters with two available anthropometric databases of the Portuguese population presented statistically significant differences. These results corroborate similar research and highlight the relevance of the on-going study. A discussion regarding the results is presented, taking into consideration the current stage of the study and its limitations.
Reports on the topic "Person Occupation Fit"
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Титаренко, Дмитро Миколайович, and Таня Пентер. Local memory on war, German occupation and postwar years. An oral history project in the Donbass. Cahiers du monde Russe, Vol. 52, No. 2/3, 2011. http://dx.doi.org/10.31812/123456789/6476.
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This article presents the findings of a small oral history project carried out during the years 2001-2010 in the Eastern Ukrainian Donbass region. We learn from the interviews that loyalties were rather fragile and changed quite frequently during the war. The sharp lines of definition and categorisation which historians have created in dealing with the past do not fit wartime reality. Many people collaborated at one time and participated in Soviet resistance or fought in the Red Army at another. There were no clear lines between collaboration and resistance, but rather moral grey zones. Experiences of the occupation were diverse, and besides, experiences of terror and violence also included cultural and working experiences as well as various personal relationships with the German enemy. Therefore the authors argue for much more integrated research approaches trying to combine the wide range of different wartime experiences.