Relevant bibliographies by topics / Quitting work

Academic literature on the topic 'Quitting work'

Author: Grafiati
Published: 10 December 2022
Last updated: 28 January 2023

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Journal articles on the topic "Quitting work"

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Salem, Nasreen. "Quiet quitting." Dental Nursing 18, no. 10 (October 2, 2022): 480–81. http://dx.doi.org/10.12968/denn.2022.18.10.480.

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Rosaz, Julie, Robert Slonim, and Marie Claire Villeval. "Quitting and peer effects at work." Labour Economics 39 (April 2016): 55–67. http://dx.doi.org/10.1016/j.labeco.2016.02.002.

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Macarov, David. "Quitting Time: The End of Work." International Journal of Sociology and Social Policy 8, no. 2/3/4 (February 1988): 1–181. http://dx.doi.org/10.1108/eb013053.

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Grafton-Green, Patrick. "Social work exits prompt shortage concerns." Children and Young People Now 2022, no. 5 (May 2, 2022): 14–15. http://dx.doi.org/10.12968/cypn.2022.5.14.

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Shirasawa, Masakazu, Yoshihito Takemoto, Kazutaka Masuda, and Ryousuke Hata. "Factors Related to Family Caregivers Quitting Their Work." Innovation in Aging 4, Supplement_1 (December 1, 2020): 73. http://dx.doi.org/10.1093/geroni/igaa057.238.

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Abstract As the working population declines in Japan, preventing family caregivers from quitting their work has become a government priority. Approximately 100,000 people leave their jobs annually because of caregiving obligations. The present study examines the reasons behind caregivers’ resignation and the factors that prevent caregivers from quitting. In January 2018, 3,000 sites were randomly selected from care management institutions nationwide. Surveys were conducted by mail, first with one care manager from each institution, then with an elderly person requiring long-term care and who had a family caregiver overseen by that same manager. The second survey was contingent on the response to the first. A total of 1,719 valid responses were received in the first survey (response rate: 57.3%), and 594 in the second survey (response rate: 34.6%). The surveys found that 21.2% of family caregivers quit their jobs. Caregivers also quit their hobbies (23.6%), neighborhood associations (7.2%), and stopped volunteer activities (5.4% ). Eight items from the survey of people requiring long-term care and who were supported by their family caregivers, and 5 items from the survey of care managers were analyzed in binomial logistic regression analysis with continuation of work (yes/no) as the dependent variable. Caregivers are less likely to continue working if they are older and their dependents require extended care, and more likely to continue working if they and their dependents are satisfied with the care manager. Care managers could therefore play a crucial role in allowing caregivers to find a better balance between caregiving and work.
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Hidayah Ibrahim, Siti Nur, Choo Ling Suan, and Osman M. Karatepe. "The effects of supervisor support and self-efficacy on call center employees’ work engagement and quitting intentions." International Journal of Manpower 40, no. 4 (July 1, 2019): 688–703. http://dx.doi.org/10.1108/ijm-12-2017-0320.

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Purpose The purpose of this paper is to investigate work engagement as a mediator of the impacts of supervisor support and self-efficacy on quitting intentions, and examine self-efficacy as a mediator between supervisor support and work engagement. Design/methodology/approach Data were collected from 177 call center employees in Malaysia. The aforesaid linkages were tested through structural equation modeling. Findings As hypothesized, self-efficacy mediates the relationship between supervisor support and work engagement, while work engagement mediates the impacts of supervisor support and self-efficacy on quitting intentions. Originality/value Though work engagement is on the decline and employee turnover is on the rise, no attention has been given to investigating the impacts of supervisor support and self-efficacy simultaneously on call center employees’ work engagement and quitting intentions so far. Therefore, the study aims to fill in this void.
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Mahand, Thalmus, and Cam Caldwell. "Quiet Quitting – Causes and Opportunities." Business and Management Research 12, no. 1 (January 9, 2023): 9. http://dx.doi.org/10.5430/bmr.v12n1p9.

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According to a recent Wall Street Journal article, 50% of today's workforce have chosen to limit their commitment to their jobs. “Quiet Quitting” is the current term that defines ceasing to be fully committed to one's job and doing just enough to meet the requirements of one's job description. This paper outlines how the root cause of the decline of employee commitment lies with the failure of many managers and supervisors to honor their fundamental leadership responsibilities required to engage, empower, and inspire employees with whom they work. Finally, we outline practical steps that companies can use to reengage their employees and increase employee commitment.
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Elfimova, I. V., D. A. Elfimov, A. I. Shumel, J. I. Lebedeva, and E. V. Kruchinin. "Practical aspects of smoking cessation." Medical Science And Education Of Ural 21, no. 3 (2020): 95–98. http://dx.doi.org/10.36361/1814-8999-2020-21-3-95-98.

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Controlling the development of chronic non-communicable diseases is one of the main mass activities of modern preventive medicine. In this work, modern medicine focuses on the influence of modifiable risk factors. Among these risk factors for developing chronic non-communicable diseases, Smoking occupies a special place. Aim. To analyze the provision of medical care when quitting Smoking on the example of a city polyclinic. Matherials and methods. We have analyzed the provision of medical care for quitting Smoking in a city polyclinic. Results. Medical care for quitting Smoking in our country is provided in the conditions of outpatient care. This assistance consists of comprehensive patient support, including individual counseling and regular check-UPS to the doctor. Conclusions. The analysis of medical care for quitting Smoking has shown its effectiveness, which is confirmed by the clinical situation.
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Hossain, Ziarat, Elizabeth Noll, and Maribel Barboza. "Caregiving Involvement, Job Condition, and Job Satisfaction of Infant-Toddler Child-Care Teachers in the United States." Education Research International 2012 (2012): 1–9. http://dx.doi.org/10.1155/2012/676352.

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This study explored the degree to which infant-toddler child-care teachers were involved in their caregiving tasks, the nature of their job condition, and the relationships among caregiving involvement, SES variables (e.g., age, income, education, and work hours), and job condition including job satisfaction, burnout, and quitting behavior. Forty-one teachers from 10 daycare centers in small towns of the Southwest participated in the study. Results indicate that there was a high level of caregiving involvement and job satisfaction among the teachers. However, most teachers were dissatisfied with their current income levels, showed a moderate level of burnout, and yet did not express their intention to quit their present job. Correlation analyses reveal that teachers’ job satisfaction was positively related to their interaction with children and colleagues, resources, and training but negatively correlated to burnout and quitting behavior. Teachers’ burnout and quitting behavior were negatively correlated to their interaction with children and colleagues, resources, training, and income. While the desire to work with children had a significant impact on teachers’ job satisfaction and burnout, income and level of collegiality significantly predicted their quitting behavior.
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Ashraf, Fatima, and Muhammad Asif Khan. "A Study of Job Insecurity and Turnover Intentions Among Bullied Employees in Pakistan – Does Psychological Capital Ameliorate?" Journal of Research in Social Sciences 10, no. 2 (July 25, 2022): 1–17. http://dx.doi.org/10.52015/jrss.10i2.187.

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This study aimed at investigating whether job insecurity and turnover intentions are outcomes of workplace bullying, and whether psychological capital is a moderator of relationships of workplace bullying with job insecurity and with turnover intentions among telecom, banking and healthcare sectors in Pakistan. Employing snowball sampling method, we drew a sample of 300 respondents from various firms of Pakistan using a cross-section study design. Study instruments included the Negative Acts Questionnaire, (Einarsen et al., 2009) the Psychological Capital Questionnaire, (Luthans et al., 2007) the Job Insecurity Scale, (Ashford et al., 1989) and three items each from Singh et al. (1996) and Camman et al. (1979) quitting intentions scales. Data were analysed using correlation, regression, and moderation techniques. Results showed that workplace bullying prompts job insecurity and quitting intentions in bullied employees and psychological capital acts as an important resource by offering a buffering mechanism that offsets the undesirable impact of workplace bullying on job insecurity and quitting intentions. This study mainly highlights the instrumentality of psychological capital as a positive psychological resource to the negative impact of work-place bullying on job insecurity and quitting intentions. This study makes a novel contribution to literature by testing for buffering effect of psychological capital within bullying prone work contexts in Pakistan, and offers psychological capital as a preemptive individual-level coping mechanism bullying-prone work settings.
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Dissertations / Theses on the topic "Quitting work"

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Bailey, Beth A., Judy G. McCook, Andrea D. Clements, and Lana McGrady. "Infant Birth Outcomes Among Substance Abusing Women: Why Quitting Smoking Is Just as Important as Quitting Harder Drugs." Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/7272.

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Bailey, Beth A., Judy G. McCook, Alexis Hodge, and Lana McGrady. "Infant Birth Outcomes Among Substance Using Women: Why Quitting Smoking during Pregnancy Is Just as Important as Quitting Illicit Drug Use." Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/7173.

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Poor birth outcomes are associated with illicit drug use during pregnancy. While prenatal cigarette exposure has similar effects, cessation of illicit drug use during pregnancy is often prioritized over cessation of smoking. The study goal was to examine the impact of pregnancy tobacco use, relative to use of illicit drugs, on birth outcomes. Women were recruited at entry to prenatal care, with background and substance use information collected during pregnancy. Urine drug screens were performed during pregnancy, and the final sample (n = 265) was restricted to infants who also had biologic drug testing at delivery. Participants were classified by pregnancy drug use: no drugs/no cigarettes, no drugs/cigarette use, illicit drugs/no cigarettes, and illicit drugs/cigarette use. Groups differed significantly on infant birthweight, but not gestational age at delivery after control for confounders including background and medical factors. Among women who smoked, the adjusted mean birthweight gain was 163 g for those not using hard illicit drugs, while marijuana use had no effect on birth weight beyond the effect of smoking cigarettes. Women who used hard illicit drugs and did not smoke had an adjusted mean birthweight gain of 317 g over smokers. Finally, women who refrained from hard illicit drugs and smoking had a birthweight gain of 352 g. Among substance using pregnant women, smoking cessation may have a greater impact on birthweight than eliminating illicit drug use. Intervention efforts should stress that smoking cessation is at least as important to improving pregnancy outcomes as abstaining from illicit drug use.
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Herrmann, Andrew F. "I Hit the Ctrl-Alt-Del Button': Technology Professionals’ Stories of Quitting." Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/822.

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Bailey, Beth, Judy G. McCook, Andrea Clements, and Lana McGrady. "Quitting Smoking During Pregnancy and Birth Outcomes: Evidence of Gains Following Cessation by Third Trimester." Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/7189.

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Bailey, Beth A., Judy G. McCook, A. L. Hodge, Andrea D. Clements, and Lana McGrady. "Quitting Smoking During Pregnancy and Birth Outcomes: Evidence of Gains Following Cessation by Third Trimester." Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/7278.

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Herrmann, Andrew F. "…That Really Was the End for Me’: Technology Professionals’ Narrative of Voluntary Organizational Exit." Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/826.

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LU, CHU-FEN, and 呂俶芬. "The Study of Travel industry Nepotism on Work Values and Quitting Intention - The Mediating Effect of Human Resource Practices." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/uc8u84.

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碩士
銘傳大學
觀光事業學系碩士在職專班
107
In order to keep an invincible position in the highly competitive tourism market, tourism companies must have good management and strategy of human resource management. It is also important that employees have a good relationship in the company. When the situation dominated by the nepotism, it will generate different recognition of work values, and also affecting the intention to resign in the work environment.The main objects of this research are the employees of the domestic travel industry. In order to collect the research data, we did the questionnaire survey, and there were 312 questionnaires received. The findings of study are as follows: There is a positive significant effect of the nepotism and work values;There is a positive significant effect of the nepotism and the Quitting Intention;There is a positive significant effect of the nepotism and the practice of human resource;There is a negative influence of work values and the Quitting Intention;There is a positive significant effect of the practice of human resource and work values; There is an indirect influence of the nepotism and work values through the practice of human resource.the results of the research might be valuable to management for the tourism industry managers. Besides, it could also provide references and strategies for companies to reduce the turnover rate of employees.
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郭芳綺. "Study on the Relationship Among Indiidual Characteristics, Work Performance, Job Satisfaction, and Wish For Quitting Job—Based On the Example of Auto salesmen in Taipe County." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/54266874265342662124.

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碩士
國立臺北商業技術學院
商學研究所
97
Amid the competitive global environment, the establishment and maintenance of long-term customer relationship is critical for success in the service industry. Kusluvan once mentioned that frontline staffers can make valuable contribution to the contact with and reception of corporate and individual clients, thereby keeping long-term relationship. Therefore, managerial personnel must seek effective methods to enhance the work performance and job satisfaction of frontline staffers, so that they can carry out excellent customer service and help with the maintenance of good longer-term customer relationship Proper personnel turnover can contribute to organizational vibrancy and avoid the aging of organization, thereby boosting management efficiency. Excessive turnover, though. will lead to the Loss of experienced staffers, augment outlays for personnel recruitment and training, dampen the morale of staying staffers, and even personnel shortage, in addition to the disruption in the passage of individual skills and experience. The study analyzes the factors behind the resignation intention of employees, in the hope of forestalling job-quitting with proper management and improvement. In the research of marketing, there exists massive amount of empirical studies on the effect of various organizational variables on the work performance and job satisfaction of frontline staffers However, there have been fewer studies on the effect of individual traits, such as competitive feature, self efficacy, and diligence at work, on work performance and job satisfaction. Some recent personality study shows that some personality constructs are linked to employees’ performance, such as the proposition raised by Harvey in 1999 that job capability, working attitude, and knowledge/skill can enhance employability. Workers with some traits tend to perform better for some specific professions or jobs, such an extroverted person for sales and management jobs or an creative person for R&D and marketing. The study looks into the personality traits of frontline staffers, analyzing the effect of individual traits, organizational commitment on their work performance, job satisfaction, and resignation intention. The study is based on the framework comprising the three elements of individual traits: 1. Trait competitiveness, or the intention for completing a mission: A persons with strong competitive feature is a personal with high mission orientation, 2. self-efficacy Strong self-efficacy is conducive to the materialization of behaviors in own-designated fields; 3. Effort: A persona with a diligent personality tends to work hard at workplace. Study shows that employees with stronger personality traits in the three aspects tend to achieve higher job satisfaction and better work performance. The study is conducted on a framework based on the aforementioned propositions and the reference to the research model of Karatepe (2005), probing frontline staffers as the subject for the effect of their trait competitiveness, self-efficacy, and effort on their performance, thereby developing and experimenting a research model, with the aim of understanding the relationship among individual traits, work performance. job satisfaction, and intention to leave of frontline staffers. The investigation targets are: (1) The management of individual traits, such as trait competitiveness, self efficacv and effort; (2) The effect of individual traits on effort, work performance, and job satisfaction; (3) The relationship among job satisfaction, work performance, and intention to leave. Subjects of the study are employees at auto sale outlets in Taipei County selected by convenience sampling. 803 copies of questionnaires were issued and 616 copies of responses were received, for 76.7% of response rate. The collected data were subject to the process of analysis, verification, research, and presumption using USREL (Linear Structural Relations) model as the verification tool. Major findings of the study are listed below: (1) The establishment of linkage model consisting of seven dimensions and evaluation indicators and the setup of a complete linkage model covering competitive feature, organizational commitment self efficacy, effort, work performance. job satisfaction, and intention to leave via the use of LISREL model as the verification tool. (2) Key factors affecting diligence at work are trait competitiveness, organizational commitment, and self efficacy. (3) Key factors affecting work performance are trait competitiveness, effort, and self efficacy. (4) Key factors affecting job satisfaction are effort and sell efficacy (5) Key factor affecting resignation intention is job satisfaction. (6) Work performance has a negative influence on intention to leave. The finding of the study can enhance the understanding of the factors behind job quitting by employees and of the effect of augmenting employees’ individual traits, organizational commitment, work performance, and job satisfaction on curtailing their intention to leave, thereby helping the organization in the formulation of related management policies.
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Books on the topic "Quitting work"

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Macarov, David. Quitting time: The end of work. Patrington: Barmarick Publications, 1988.

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Around quitting time: Work and middle-class fantasy in American fiction. Durham [N.C.]: Duke University Press, 2001.

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Charlton, Velten Emmett, ed. When AA doesn't work for you: Rational steps to quitting alcohol. Fort Lee, N.J: Barricade Books, 1992.

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Brodowsky, Pamela K. Staying sane when you're quitting smoking. Cambridge, MA: Da Capo Press, 2005.

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Mommy needs a raise: Because quitting's not an option. Grand Rapids: Revell, 2016.

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Macarov, David. Quitting Time: The End of Work. Barmarick Publications, 1988.

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Quitting Your Day Job: Chauncey Hares Photographic Work. Mackaware, 2022.

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Seguin, Robert, and Donald E. Pease. Around Quitting Time: Work and Middle-Class Fantasy in American Fiction. Duke University Press, 2001.

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McHugh, Aaron. Fire Your Boss: Discover Work You Love Without Quitting Your Job. Post Hill Press, 2020.

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Seguin, Robert, and Donald E. Pease. Around Quitting Time: Work and Middle-Class Fantasy in American Fiction. Duke University Press, 2001.

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Book chapters on the topic "Quitting work"

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Chamie, Joseph. "Quitting Work in Retirement? Fuhgeddaboudit!" In Population Levels, Trends, and Differentials, 29–31. Cham: Springer Nature Switzerland, 2022. http://dx.doi.org/10.1007/978-3-031-22479-9_7.

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Saboga-Nunes, Luis, Uwe H. Bittlingmayer, and Pauline Bakibinga. "The Digital Lifeworld and Salutogenesis." In The Handbook of Salutogenesis, 625–34. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-79515-3_56.

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AbstractIn this chapter, the authors explore salutogenesis in the context of the ‘digital world’, concerning both high- and low-resource countries. The digital world is rapidly developing and can transcend physical and financial barriers of health care and health promotion. The digital world also has many challenges, especially for equity. On the one hand, digitalization carries the risk of excluding many people – also healthcare workers – because they cannot access the digital world or do not have the technical skills to understand it (make sense of it). On the other hand, the digital world offers both new generalized resistance resources (GRRs) and specific resistance resources (SRRs) to improve population health and promote healthy lifestyles and health literacy. The authors nicely illustrate how the sense of coherence (SOC) helps people find a balance in the digital world’s stress-rich environment. Important steps forward in this field include work to strengthen the evidence base and to document the preconditions for a digital world that supports decision making in health care, health behaviour change (e.g. quitting smoking) and – above all – supports empowerment and social justice.
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"Quitting Time: An Introduction." In Post-Work, 7–36. Routledge, 2013. http://dx.doi.org/10.4324/9780203699966-5.

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Stalans, Loretta J., and Mary A. Finn. "Self-Narratives of Persistent Pimps and Those Anticipating Desistance: Emotions, Conventional Work, and Moral Profitability Calculus." In Quitting the Sex Trade, 115–38. Routledge, 2021. http://dx.doi.org/10.4324/9781003142140-7.

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Preble, Kathleen, Karen Magruder, and Andrea N. Cimino. "“It’s like Being an Electrician, You’re Gonna Get Shocked”: Differences in the Perceived Risks of Indoor and Outdoor Sex Work and Its Impact on Exiting." In Quitting the Sex Trade, 93–114. Routledge, 2021. http://dx.doi.org/10.4324/9781003142140-6.

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Abdullah, Abu, Tai-Hing Lam, Steve Chan, Gabriel Leung, Iris Chi, Winnie Ho, and Sophia Chan. "Effectiveness of a Mobile Smoking Cessation Service in Reaching Elderly Smokers and Predictors of Quitting." In Social Work and Geriatric Services, 248–63. Apple Academic Press, 2011. http://dx.doi.org/10.1201/b13135-16.

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Brandmo, Christian, and Dijana Tiplic. "Nyutdannede læreres opplevelse av læreryrket." In Hva kan vi lære av TALIS 2018?, 107–22. Cappelen Damm Akademisk/NOASP, 2021. http://dx.doi.org/10.23865/noasp.123.ch6.

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Beginning teachers’ job perceptions Over the last decade, the lack of qualified teachers in schools has been the subject of both research and political debate in many countries. In this study, we have investigated the factors that predict beginning teachers’ perceptions of job satisfaction, stress, and thoughts about quitting the job. The sample consisted of a total of 597 beginning teachers (65% women) from Norway. The results show that women experience higher job satisfaction and more stress at work than men do. The beginning teachers who said teaching was their first choice of career reported higher satisfaction with the profession and had fewer thoughts about quitting. Furthermore, the results show that beginning teachers are more satisfied than their more experienced colleagues with the profession and their school, a trend that was also reported by TALIS 2013. When it comes to beginning teachers’ own competence, the results show that self-efficacy in classroom management is significantly related to both higher satisfaction with their school and less stress. Regarding organizational factors, the findings show that commitment to and support from the school organisation are significantly related to higher satisfaction with the workplace. The study has several implications for school leaders and decision makers.
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Woldoff, Rachael A., and Robert C. Litchfield. "Not on Holiday: Making Money and Building Dreams." In Digital Nomads, 113–51. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780190931780.003.0005.

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Digital nomads have come to Bali to work. Chapter 4 unpacks nomads’ sources of earned income through entrepreneurship, freelancing, and full-time employment. It also details their occupations, which tend to cluster in marketing, e-commerce, coaching, and technology. It then explains the role of coworking spaces in the digital nomad ecosystem and the processes through which digital nomads build and sustain their work-centric community. Many of the more successful nomads continue to work side-by-side with those who are just starting out in this lifestyle. The informal social environment of coworking is supplemented by formal skill share events on topics like quitting one’s job, blogging, coding, podcasting, social media, outsourcing, team-building, partnering, getting investors, and finance that give nascent entrepreneurs opportunities to learn from the community. Bali is a place where people easily find cheerleaders, advisors, and helpers as they pursue their professional dreams.
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Van Leuven, Holly. "Jupiter Forbid." In Ray Bolger, 103–22. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780190639044.003.0007.

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This chapter details Bolger’s return to New York after exiting his MGM contract at the conclusion of filming The Wizard of Oz. His Broadway show Keep Off the Grass with Jimmy Durante, a revue, is discussed as is his last collaboration with Rodgers and Hart: the long-running Broadway hit By Jupiter. This chapter also remarks on the outbreak of World War II and United States involvement in it. The chapter concludes with Bolger quitting By Jupiter to join the United Service Organization’s (USO) Camp Show tour. Ray had promised his agent he would go overseas again with the USO after a year’s work on By Jupiter. He informed Rodgers privately of the decision, but he could not publicly share his true reason for leaving the show due to the USO’s efforts to keep the camp show trip under wraps for security.
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Woldoff, Rachael A., and Robert C. Litchfield. "Stages of Nomadism: Honeymooners, Visa Runners, and Resident Nomads." In Digital Nomads, 152–80. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780190931780.003.0006.

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Chapter 5 describes the stages of digital nomadism through the lens of three vignettes. The first, focused on honeymooners testing out the location-independent lifestyle, features Pauline, a twenty-eight-year-old who arrived in Bali two months after quitting a high-pressure Manhattan job in the music industry. The second vignette illustrates visa runners, who “run” to another country to receive an entry stamp before returning in order to extend their stay past the sixty days allowed on a typical visit visa. It profiles Lucy, a media content creator, who left her job in London to work as a freelancer based in Bali. The final vignette illuminates the lives of resident nomads who have been in Bali for over a year and have no immediate plans to leave. This vignette tells the story of Lorelei and Norman, a couple who moved to Bali in 2014 and have reinvented their lives through online entrepreneurship.
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Conference papers on the topic "Quitting work"

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Tommasi, Francesco, Andrea Ceschi, and Riccardo Sartori. "PERSON-ENVIRONMENT MISFIT AND MENTAL DISORDER AMONG PHD STUDENTS: THE MEDIATING ROLE OF MEANINGFUL WORK." In International Psychological Applications Conference and Trends. inScience Press, 2021. http://dx.doi.org/10.36315/2021inpact045.

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"In organizational psychology, the authors’ awareness of the concerns about the current academic working conditions and their potential impacts on PhD students’ mental health is increasing. Accordingly, authors have witnessed increased the attention to PhD students’ perception of their fit with the environmental conditions, i.e., organizational policies, co-workers’ and supervisors’ relations and supports, as an antecedent of their PhD experience. In particular, such environmental conditions seem to be related to the high diffusion of state anxiety and depression among PhD students that perceive a certain level of misfit between them and the environment. However, studies suggested that, despite the working conditions, in the presence of positive experience at work, such as meaningful work, individuals are less at risk of developing mental disorders as well as of quitting their job. Indeed, meaningful work construct regards a positive individual phenomenon of experience and perception of meaningfulness at work. Then, it might be a potential experience that might mitigate the experience of negative states at work. The present paper aims to address the current need for knowledge by involving a literature review of the role played by meaningful work in the PhD experience. Then, the paper explores the potential mediational role of meaningful work between the path from P-E misfit and mental disorders’ symptoms and students’ intention to quit. A cross-sectional study has been devised via the use of an online questionnaire with self-report measures on P-E misfit, meaningful work, mental health disorders symptoms, and intention to quit. In a sample of N = 251 Italian PhD students, the results showed a prevalence of three mental health disorders symptoms, i.e., depression, anxiety and hostility, among doctorate students, which resulted to be positively related to the levels of P-E misfit. Then, the results showed a negative mediating role of meaningful work on the paths from P-E misfit to (a) mental disorders and (b) intention to quit. Finally, the paper advances further steps for research as well as for practical implications for supporting PhD students."
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Wei, Y., U. Nienhuis, and E. Moredo. "Two Approaches to Scheduling Outfitting Processes in Shipbuilding." In SNAME Maritime Convention. SNAME, 2009. http://dx.doi.org/10.5957/smc-2009-p09.

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In shipbuilding, outfitting is the process of installing non-structural components, like equipment, pipes, cables, ducts, etc., which can run through several structural compartments. Pre-outfitting is defined as outfitting activities that take place before hull erection, thus during panel, section and block assembly. The outfitting process is characterized by interferences between yard and many subcontractors, disturbances by unexpected delays, and technological constraints concerning the installation of main propulsion machinery. Scheduling of this process is therefore quite complex and a difficult topic to research. According to extensive literature study, there have been some relevant paper published more than twenty years ago[1],[2],[3],although since then the topic has not received much attention.. Traditionally, the initial outfitting process planning is generated largely manually by experts with the help of computer software, like Microsoft Project and Primavera. These tools allow some limited plan checking and evaluation. As soon as special simulation tools, for example based on eM-Plant or, Arena, are fully developed, plans can be tested, analyzed and optimized in a more accurate way. Even though the digitalization of downstream work is being developed, the initial plan depends greatly on experts. They have to be trained and then gain their expertise from practice. It generally takes over five years for someone to acquire sufficient expertise in a particular area[4]. Furthermore, the knowledge the experts gained by their years of experience may be lost, due to retirement and personnel quitting the company. Hence, it is indispensable to make such tacit knowledge explicit through models. It means that in order to optimize the facilities, maximize the production efficiency and minimize the building time, it is necessary to develop a system to automatically generate plans for outfitting processes, which can also support the simulation models afterwards for verification purposes. The research discussed in this paper looks into the possibilities to automatically generate an outfitting sequence and planning, based on two approaches. The first approach is an analytical approach, where the focus lies on the most convenient installation sequence on a system or compartment level. This sequence considers all relations between activities within one system and with activities of other systems, and relations within one compartment and its adjacent compartments. Then a mathematical approach is discussed. Physical constraints between the pipes, ducts, cable trays, etc. are introduced and represented. A model is made to generate an installation sequence of these components in one compartment.
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3

Al Balushi, Mohamed Abdul Wahab Abdul Karim. "Huff and Puff Field Production Optimization at Al Noor's Ara Salt Basin in South Oman." In SPE Annual Technical Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/206329-ms.

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Abstract The everlasting emphasis on abiding by the forecasted plans and targets in Greater Birba while limiting operating expenditure exhaustion has paved the way for additional analysis and monitoring of current well performance trends in complex reservoir configurations such as Al Noor. Buried at deep depths underneath a high-pressure overburden, the Ara Salt depositional features in the southern basin of Oman present unique yet extremely challenging characteristics with respect to hydrocarbon extraction and subsequent production. Situated below the four primary carbonate layers of A1C-A4C, Al Noor Field's Athel-type formation poses one of the most challenging reservoir configurations across the region. Recent efforts to sustain free-flowing production in this field were initiated through applying the cyclic huff and puff process to spark the necessary pressure difference between the tubing head and the flowline pressures, allowing the well to remain active. With projected additional constraints bound to augment the producing capacity, efforts to sustain a high yield from what remains to be a considerable extent of unrecovered hydrocarbons has called for a more thorough case study; one that is aimed at maximizing the capital gain as well as minimizing the environmental footprint and existing time constrains on the field operators. The goal of this work is to present a thorough study of Al Noor field's huff and puff plan as well as highlight underlying subsurface and surface issues. Based on initial deductions, the task is to then analyze a wide selection of parameters on PI and energy component, both of which are primary production programming interfaces that are consulted to correlate existent depressurization patterns with respect to the tubing head pressure (THP) before and after kick-off procedures, lowest flowline pressure (FLP) readings, average choke opening sizes in order to contrive an updated categorization of the field's active or temporarily closed/quit wells; one based on the tested net production rate of each well against the duration of its quitting cycle in days/month. Consequently, preliminary observations of a few wells unravelled startling revelations in terms of the potential for prolonging time elapse until quit. In addition to minimizing the operator's load and reducing quantities of gas flared, large capital gains were generated in proportion to the feasibility of reducing inefficient disparities, some even stretching to an excess of a $142,000 in relatively low producers and over a considerably small batch of tested wells. Following that, an implementation proposal comprised of a case-by-case strategy for three selected wells was relayed to the on-site operations team. The selection process was based on their optimization viability with regards to examined parameters as well as their productivity profile. Instructions included following the standard procedure in ALNR 21 but depressurizing the FLP to below 4 bars instead of 40, aiming therein to maximize the THP after kick-off and stretch out the cycle. The choke size was adjusted from 50% to 20% opening in ALNR 20 to observe effects on rates as well as pressure maintenance and last but not least, apply the innovative pressure build-up theory in a quantitatively low producing ALNR 24. The effects of this strategy presented an overwhelming degree of success in augmenting post kick THP levels, steadying production rates and perpetuate the wells’ activity. Finally, case study focussed and general recommendations were outlaid for short to long-term future performance improvements.
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Reports on the topic "Quitting work"

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Abbo, Shahal, Hongbin Zhang, Clarice Coyne, Amir Sherman, Dan Shtienberg, and George J. Vandemark. Winter chickpea; towards a new winter pulse for the semiarid Pacific Northwest and wider adaptation in the Mediterranean basin. United States Department of Agriculture, January 2011. http://dx.doi.org/10.32747/2011.7597909.bard.

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Original objectives: [a] Screen an array of chickpea and wild annual Cicer germplasm for winter survival. [b] Genetic analysis of winter hardiness in domesticated x wild chickpea crosses. [c] Genetic analysis of vernalization response in domesticated x wild chickpea crosses. [d] Digital expression analysis of a core selection of breeding and germplasm lines of chickpea that differ in winter hardiness and vernalization. [e] Identification of the genes involved in the chickpea winter hardiness and vernalization and construction of gene network controlling these traits. [f] Assessing the phenotypic and genetic correlations between winter hardiness, vernalization response and Ascochyta blight response in chickpea. The complexity of the vernalization response and the inefficiency of our selection experiments (below) required quitting the work on ascochyta response in the framework of this project. Background to the subject: Since its introduction to the Palouse region of WA and Idaho, and the northern Great Plains, chickpea has been a spring rotation legume due to lack of winter hardiness. The short growing season of spring chickpea limits its grain yield and leaves relatively little stubble residue for combating soil erosion. In Israel, chilling temperatures limit pod setting in early springs and narrow the effective reproductive time window of the crop. Winter hardiness and vernalization response of chickpea alleles were lost due to a series of evolutionary bottlenecks; however, such alleles are prevalent in its wild progenitor’s genepool. Major conclusions, solutions, achievements: It appears that both vernalization response and winter hardiness are polygenic traits in the wild-domesticated chickpea genepool. The main conclusion from the fieldwork in Israel is that selection of domesticated winter hardy and vernalization responsive types should be conducted in late flowering and late maturity backgrounds to minimize interference by daylength and temperature response alleles (see our Plant Breeding paper on the subject). The main conclusion from the US winter-hardiness studies is that excellent lines have been identified for germplasm release and continued genetic study. Several of the lines have good seed size and growth habit that will be useful for introgressing winter-hardiness into current chickpea cultivars to develop releases for autumn sowing. We sequenced the transcriptomes and profiled the expression of genes in 87 samples. Differential expression analysis identified a total of 2,452 differentially expressed genes (DEGs) between vernalized plants and control plants, of which 287 were shared between two or more Cicer species studied. We cloned 498 genes controlling vernalization, named CVRN genes. Each of the CVRN genes contributes to flowering date advance (FDA) by 3.85% - 10.71%, but 413 (83%) other genes had negative effects on FDA, while only 83 (17%) had positive effects on FDA, when the plant is exposed to cold temperature. The cloned CVRN genes provide new toolkits and knowledge to develop chickpea cultivars that are suitable for autumn-sowing. Scientific & agricultural implications: Unlike the winter cereals (barley, wheat) or pea, in which a single allelic change may induce a switch from winter to spring habit, we were unable to find any evidence for such major gene action in chickpea. In agricultural terms this means that an alternative strategy must be employed in order to isolate late flowering – ascochyta resistant (winter types) domesticated forms to enable autumn sowing of chickpea in the US Great Plains. An environment was identified in U.S. (eastern Washington) where autumn-sown chickpea production is possible using the levels of winter-hardiness discovered once backcrossed into advanced cultivated material with acceptable agronomic traits. The cloned CVRN genes and identified gene networks significantly advance our understanding of molecular mechanisms underlying plant vernalization in general, and chickpea in particular, and provide a new toolkit for switching chickpea from a spring-sowing to autumn-sowing crop.
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