Relevant bibliographies by topics / Work

Academic literature on the topic 'Work'

Author: Grafiati
Published: 4 June 2021
Last updated: 29 July 2024

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Journal articles on the topic "Work"

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Pirgmaier, Elke. "World, Word, Work." Environmental Values 31, no. 3 (June 1, 2022): 245–52. http://dx.doi.org/10.3197/096327122x16452897197810.

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Jackson, Robin. "How work works." Psychosocial Rehabilitation Journal 16, no. 2 (1992): 63–67. http://dx.doi.org/10.1037/h0095703.

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Vorspan, Robby. "Why work works." Psychosocial Rehabilitation Journal 16, no. 2 (1992): 49–54. http://dx.doi.org/10.1037/h0095706.

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Finsterwald, Monika, Petra Schurian-Pokorny, Wolfgang Kogler, and Georg Spiel. "Does WORKS work?" Pädiatrie & Pädologie 50, no. 6 (November 17, 2015): 250–53. http://dx.doi.org/10.1007/s00608-015-0318-8.

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French, Craig. "Communication works for those who work at it." Critical Care and Resuscitation 22, no. 4 (December 7, 2020): 295–96. http://dx.doi.org/10.51893/2020.4.e1.

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The transition of a patient’s care from active intensive care treatment to palliation is always sad and sometimes challenging. The decision is made when consensus of medical opinion is that ongoing life-sustaining therapies will not be effective — the acceptance of this medical decision is sought most often from a representative of the patient’s family.
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Jaglan, Akshar, Sarah Roemer, and Bijoy Khandheria. "Myocardial work index: it works." European Heart Journal - Cardiovascular Imaging 21, no. 9 (April 15, 2020): 1049. http://dx.doi.org/10.1093/ehjci/jeaa076.

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Witt, Anne. "SPGs: Work in the Works." American String Teacher 40, no. 3 (August 1990): 8–9. http://dx.doi.org/10.1177/000313139004000303.

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Hudspeth, A. J. "How the ear's works work." Nature 341, no. 6241 (October 1989): 397–404. http://dx.doi.org/10.1038/341397a0.

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Romano, Tom. "Prior to Publishing: Word Work." Voices from the Middle 8, no. 1 (September 1, 2000): 16–22. http://dx.doi.org/10.58680/vm20002306.

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Selection of a writing topic, then research, organization, language choice, drafting, response, revision. And that’s just the start. Veteran writing teacher Tom Romano shares stories, strategies, favorite leads and more as he shepherds student writing through to publication.
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Chen, Li Min. "Semantic-related Word Root Sets: To Work, or Not to Work." Journal of Language Teaching and Research 9, no. 4 (July 1, 2018): 675. http://dx.doi.org/10.17507/jltr.0904.02.

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The study investigates whether semantic-related word root sets, such as -graph- & -scrib-, meaning to write, assist learning and analysis of morphological complex academic words in the EFL middle high setting. Two intact classes of 88 EFL learners (L1: Mandarin) were treated with two varied word lists grouped under semantic-related word root sets vs. alphabetical-ordered ones individually. Learning gains were measured on two levels of sensitivity, including two form recognition tests (target words and new words) and one form recall test. Although the effect of semantic-related word root sets seems negative on the form recall test, semantic-related word root sets may assist learners with the form recognition of new words. The study provides specific information to researchers, education practitioners and publishers fascinated with form-focused morphological awareness vocabulary instruction.
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Dissertations / Theses on the topic "Work"

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Meerkins, Tera M. "Where work works: The role of community context in decent work and life satisfaction." Thesis, Boston College, 2021. http://hdl.handle.net/2345/bc-ir:109028.

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Thesis advisor: David L. Blustein
The U.S. has witnessed growing inequality, decreasing wages, and increasing instability in work over the past several decades (Krugman, 2012; Stiglitz, 2015). Moreover, evidence demonstrating work’s impact on well-being is expansive, as is its role in upward mobility and maintaining systemic oppression (Blustein, 2006; 2008; Swanson, 2012). Despite this breadth of research, studies rarely attend to community factors that shape opportunity for accessing work. As such, the present study sought to better understand relationships among individuals’ economic resources and work-related psychological constructs, in conjunction with community economic conditions and access to decent work. The present study utilized latent structural equation modeling to test several hypothesized tenets of the Psychology of Working Theory (Duffy et al., 2016) involving the latent constructs of social class, work volition, decent work and life satisfaction, in a sample of 816 working adults. Modeling contained both a composite decent work (DW) factor and its five discrete components of DW: safe working conditions, adequate compensation, access to healthcare, adequate rest and free time, and a match of organizational and social/family values (Duffy et al., 2017). Moderation analyses relied on matching individual participant data to their county-specific opportunity data, such as poverty, unemployment, and Preschool enrollment rates. Results indicated that social class indirectly predicted DW through work volition and that DW subsequently predicted life satisfaction. When examining distinct DW components in tandem with a global construct, social class predicted the healthcare and rest/time off components of DW, which further attests to the unique variance in these components. Findings underscore the powerful role economic resources play in securing DW and shaping people’s work conditions, in addition to the clear impact of DW on overall well-being. Analyses did not yield significant moderation effects for economic conditions and community opportunity in hypothesized pathways. Implications for research, practice and policy, as well as study limitations are presented
Thesis (PhD) — Boston College, 2021
Submitted to: Boston College. Lynch School of Education
Discipline: Counseling, Developmental and Educational Psychology
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North, Fiona Mary. "Work and absence from work." Thesis, University College London (University of London), 1990. http://discovery.ucl.ac.uk/1349621/.

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This study assesses risk factors for sickness absence in the British civil service. As one component of a large study of psychosocial factors and health, 10,314 civil servants between the age of 35 and 55 completed questionnaires about their work environment, social circumstances outside work, health and health-related behaviours. To obtain a more objective measure of the work environment, personnel managers provided external assessments of participants' jobs. The baseline variables were related to rates of short spells (7 days or less) and long spells (more than 7 days) of sickness absence for 85% of participants, over a mean period of 20 months (6-26 months). There were striking grade differences in sickness absence, with a stepwise increase in rates of both short and long spells from top administrators to clerical and office support staff. Other identified risk factors explained only a third of these grade differences in sickness absence. Further analyses were adjusted for age and grade. Self-reported health was strongly related to rates of long spells and, to a lesser extent, short spells. Adequacy of support and difficulty paying bills were the two factors outside work which related to rates of both short and long spells. Job satisfaction was the only measure of the work environment which related to rates of both short and long spells. Other aspects of the work environment which were associated with increased rates of short spells were low variety and skill use and low support at work for both sexes, and low control, slow work pace and few conflicting demands for men. Self-reports and external assessments of the work environment related to sickness absence in a similar way, suggesting that the work environment itself was important. Factors which did not relate to either short or long spells of sickness absence were marital status, dependent children, the frequency of social contacts and physical activity. Women had higher rates of sickness absence than men and Asians had higher rates than Caucasians. This study identified a number of risk factors for sickness absence and differences in these risk factors for short and long spells of sickness absence. The grade, sex and ethnic differences in sickness absence remained largely unexplained. Group attitudes towards sickness absence may be important. Methodological issues related to the assessment of psychosocial factors are discussed.
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Cody, Celia. "Team work, piece work, or both : work reform at Levi Strauss." Thesis, Massachusetts Institute of Technology, 1993. http://hdl.handle.net/1721.1/65221.

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Ekelin, Annelie. "The work to make eParticipation work /." Karlskrona : Department of Systems and Interaction Design, Blekinge Institute of Technology, 2007. http://www.bth.se/fou/forskinfo.nsf/01f1d3898cbbd490c12568160037fb62/06c223cbd4e0037dc12572dd004a9ca1!OpenDocument.

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Jordon, John David. "The work programme : making welfare work?" Thesis, Manchester Metropolitan University, 2016. http://e-space.mmu.ac.uk/600415/.

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This thesis provides a review of the United Kingdom’s ‘Work Programme’ as it was operating in 2014. The Work Programme was a welfare-to-work scheme rolled out nationally across mainland Britain in 2011. It was the flagship welfare programme of the Conservative and Liberal Democrat coalition government that was formed following the UK’s general election of 2010. Welfare-to-work, alternatively known as ‘workfare’, is an approach to welfare provision which, in theory, mandates strict ‘reciprocal activity’ in return for receiving state benefits. Welfare-to-work is also increasingly associated with ‘payment-by-results’ schemes operated by private ‘providers’. Welfare-to-work has been described by numerous theorists, politicians and social commentators as a positive and revolutionary transformation of the UK’s benefits system that will re-build long-term welfare claimants’ self-esteem, re-train them via ‘tailored help and support’, and subsequently re-integrate them into the active labour market. Such claims are also often associated with the belief that past welfare systems were too generous, thereby prompting the emergence of a pathological, intergenerational underclass. Welfare-to-work is therefore argued by many to be the best solution to a crisis of social exclusion, cultural degeneration and excessive national welfare costs. However, critics characterise welfare-to-work as an essential aspect of a ‘neoliberal’ crackdown on former social democratic states. Such critics claim that this New Right ‘hardening’ of welfare policy is designed to force the UK’s labour markets to adapt to conditions of global competitiveness, lower-wages, less rights, and onerously ‘flexible’ working conditions. This thesis explores these broad and seemingly contradictory themes in both theory and also practice. More specifically, it assesses the degree to which either of these competing claims could be said to be valid for the Work Programme as it was operating within two welfare-to-work centres in the north of England in May, 2014. The thesis is based on 68 interviews with Work Programme staff and ‘customers’, foodbank managers and one anti-workfare activist. In addition, it draws on full-time fieldwork conducted over four weeks in May 2014 within two Work Programme centres. The main findings are that the Work Programme did not support the long-term unemployed into work, but also that it did not act as a punitive forced work scheme. Rather, it provided only limited contact with, and support to, claimants, and was essentially pointless in terms of improving a claimant’s chances of finding work.
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Scanlon, Thomas Joseph. "Work and non-work stress among solicitors : modelling the work-home interface." Thesis, University of Central Lancashire, 2005. http://clok.uclan.ac.uk/22005/.

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Focusing upon solicitors working in private law firms in England and Wales, the study investigates the interrelationships between domain-specific and work-home interference factors and their predictive value in relation to different categories of strain symptomatology and satisfaction outcomes. The research also examines the moderating influences of gender and family type on the interface between work and home, and their differential impacts on well-being. Data were gathered in two stages. Stage one involved 20 interviews that allowed respondents to identify sources of work and home pressures for themselves. Content analysis of the interview transcripts facilitated the development of separate work and home pressure inventories. In addressing the difficulties associated with construct measurement, stage two developed an unorthodox approach for measuring both forms of work-home interference, which was part of an extensive survey instrument that included established outcome measures. The sample group was devised using a cluster sampling strategy whereby legal firms were grouped according to their size and then by regional cities. Nearly 2,500 surveys were distributed with a return rate of nearly 30%. The data set was split into two sub-sets via a cluster sampling strategy based on gender and family type to allow for a series of exploratory and confirmatory analyses in the development and testing of structural equation models of the work and home domain. A distinguishing feature of this study is its examination of the work-home interface at the microlevel, which involved developing a series of structural equation models relevant to the most salient sources of work-home interference and domain-specific pressures experienced by solicitors. Through a series of exploratory and confirmatory analyses, the study' tested three differing sets of explanatory relations as to the interplay between specific aspects of the two domains, and the implications of this interplay for a range of outcomes. The findings provide strong empirical support to assert that work-to-home interference (e. g., concerns over ability) and home-to-work interference (e. g., unfulfilled domestic responsibilities) represent two distinct dimensions of individuals functioning with different rates of prevalence and different role related antecedents and outcomes that indicate that solicitors are being stretched in both domains. The empirical evidence indicates an increasing convergence in the public and private roles of male and female solicitors, highlighting the importance of both sexes having the opportunity to attain a balance between the domains of work and home. The study also demonstrates that work-home interference is not exclusively a problem for employees located in traditional nuclear families and shows that solicitors within differing familial situations (e. g., single persons) experience high levels of work-home interference that can exacerbate domainspecific pressures resulting in a poor state of health and low levels of work and home satisfaction.
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true, Connie L. "The influence of work station architecture on work perceptions and work behavior." PDXScholar, 1988. https://pdxscholar.library.pdx.edu/open_access_etds/3852.

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A field study was conducted to find whether open office architecture is related to employees' perceptions of their jobs and their work groups, and to their behavior in and around their work stations. Fifty-two employees in the administrative division of a large manufacturing operation volunteered to participate by answering a questionnaire and allowing their work stations to be analyzed for levels of visual access and visual exposure, the two independent variables. Access and exposure, at first theorized to be independent and interacting functions, were found to be too highly correlated in this open off ice setting to test as originally planned. The design was modified by combining the measures of access and exposure, thereby creating a new independent variable called visual information. Under the modified design, results supported a prediction that less visual information would correlate with more positive responses to survey items about employees' job characteristics, and a prediction that less visual information would correlate with higher rates of work station occupancy. But there was no support for a prediction that more visual information would correlate with more positive responses to survey items about employees' work groups, nor was there support for a prediction that more visual information would correlate with fewer numbers of personal items displayed at employees' work stations. Suggestions were made for more appropriate tests of the original design in order to determine whether visual access and visual exposure operate as independent and interacting dynamics.
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Mullins, Christine M., Jo-Ann Marrs, and S. Reed. "Preceptorship With Graduate Students: What Works and Doesn’t Work." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/7129.

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Rana, Vishal. "Non-Preferred Work Tasks in Work Design." Thesis, Griffith University, 2020. http://hdl.handle.net/10072/393982.

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Both academics and practitioners have devoted increasing attention to job design as a result of continued changes to the nature of work. There have been many studies on job design over the last five decades, and the most prominent model used to study job design is the job characteristics model (JCM) (Hackman & Oldham, 1980). More recently, Morgeson and Humphrey (2006) extended the JCM and job design research by developing a comprehensive work design questionnaire (WDQ) that includes characteristics such as social characteristics, knowledge characteristics and work context, in addition to the already existing JCM. The focus of JCM, and now WDQ, has primarily been on the job characteristics that motivate employees. In reality, however, not every task that an employee performs in their work role is preferred by that employee. Therefore, it would be naïve to not consider those tasks in work roles that employees prefer not to perform. A mixed methods research approach was used in this research to delve deeper into the task level analysis of job design. In particular, this research investigates those tasks that employees prefer not to perform. This research is based on the following research questions: RQ1: Do employees identify non-preferred work tasks (NPWTs)?; RQ2: How do employees manage NPWTs?; RQ3: What is the effect of NPWTs on work outcomes? The first and second research questions were answered through Study 1, which was qualitative in nature and sought responses from 40 professionals working over two industries (hospitality and university). The semi-structured interviews with the participants provided greater understanding of the nature of NPWTs in work roles. Furthermore, the respondents provided various ways in which they managed their NPWTs when answering the second research question. Addressing the third research question required the use of a scale development process in Study 2, as there were no pre-established scales measuring NPWTs. This process established the reliability and validity of the scale for NPWTs by testing the scale for predictive and discriminant validity with a sample size of 126 respondents. After successfully establishing a scale for NPWTs in Study 2, Study 3 was undertaken to answer the third research question, using an experimental design that manipulated positive emotions (high and low) and further test the predictive and discriminant validity for the scale of NPWTs. Study 3 tested whether NPWTs predict organisational citizenship behaviour (OCB) and work engagement. Chapter 1 provides the background and introduction to the dissertation, including justifying the broad research questions. Chapter 2 provides a review of the literature across a diverse range of fields under which research on this topic has been undertaken. NPWTs are conceptualised and unpacked in Chapter 3 through a variety of examples that provide the basis and reasoning to understanding NPWTs in this thesis. Chapter 4 describes Study 1, which involved the conduct of semi-structured interviews to explore the nature of NPWTs and how employees manage NPWTs in their work roles. Upon confirming that NPWTs exist and employees identify and differentiate between their NPWTs and preferred work tasks (PWTs), the data from Chapter 4 were used to develop a scale to measure NPWTs in Chapter 5, which outlines Study 2. Study 2 established the items for the scale of NPWTs and confirmed the internal reliability for the measure. The predictive and discriminant validity with a small sample size of 126 respondents was also assessed. The predictive validity of NPWTs was tested against the outcome variables of creativity and workplace deviance. Once the reliability and validity of the scale was confirmed, an experimental design was conducted in Chapter 6, Study 3, to manipulate positive emotions (high and low activation) further test the predictive validity of the scale of NPWTs with 145 respondents. The outcome variables for this study were organisational citizenship behaviours and work engagement. The results of this study confirmed the prediction that NPWTs are negatively related to positive organisational outcomes of OCB and work engagement. Chapter 7 outlines the overall results, draws out emerging themes, and notes the contributions to research and practice that emerged from this program of research. The research findings, limitations, and implications for practice and theory are discussed. The results of these studies offer several contributions to research and practice. Firstly, they offer researchers a new, timely, and an important avenue of research in job design literature by highlighting the importance of task analysis in job design. The results also draw attention to the new concept of non-preferred work tasks. The scale developed in this thesis will further help researchers to investigate the impact of NPWTs in organisational outcomes. Finally, the findings from this new measure will assist practitioners to understand the impact of NPWTs on work outcomes and the role of positive emotions in ameliorating this effect. Given that billions of dollars are being lost on lack of employee engagement in workplaces, it is anticipated that this research will support managers and organisations in making decisions about the tasks that employees perform in their roles and reduce NPWTs by addressing these with their employees.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Dept Empl Rel & Human Resource
Griffith Business School
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Morris, Robyn Joy. "Employee work motivation and discretionary work effort." Thesis, Queensland University of Technology, 2009. https://eprints.qut.edu.au/31725/1/Robyn_Morris_Thesis.pdf.

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The focus of this thesis is discretionary work effort, that is, work effort that is voluntary, is above and beyond what is minimally required or normally expected to avoid reprimand or dismissal, and is organisationally functional. Discretionary work effort is an important construct because it is known to affect individual performance as well as organisational efficiency and effectiveness. To optimise organisational performance and ensure their long term competitiveness and sustainability, firms need to be able to induce their employees to work at or near their peak level. To work at or near their peak level, individuals must be willing to supply discretionary work effort. Thus, managers need to understand the determinants of discretionary work effort. Nonetheless, despite many years of scholarly investigation across multiple disciplines, considerable debate still exists concerning why some individuals supply only minimal work effort whilst others expend effort well above and beyond what is minimally required of them (Le. they supply discretionary work effort). Even though it is well recognised that discretionary work effort is important for promoting organisational performance and effectiveness, many authors claim that too little is being done by managers to increase the discretionary work effort of their employees. In this research, I have adopted a multi-disciplinary approach towards investigating the role of monetary and non-monetary work environment characteristics in determining discretionary work effort. My central research questions were "What non-monetary work environment characteristics do employees perceive as perks (perquisites) and irks (irksome work environment characteristics)?" and "How do perks, irks and monetary rewards relate to an employee's level of discretionary work effort?" My research took a unique approach in addressing these research questions. By bringing together the economics and organisational behaviour (OB) literatures, I identified problems with the current definition and conceptualisations of the discretionary work effort construct. I then developed and empirically tested a more concise and theoretically-based definition and conceptualisation of this construct. In doing so, I disaggregated discretionary work effort to include three facets - time, intensity and direction - and empirically assessed if different classes of work environment characteristics have a differential pattern of relationships with these facets. This analysis involved a new application of a multi-disciplinary framework of human behaviour as a tool for classifying work environment characteristics and the facets of discretionary work effort. To test my model of discretionary work effort, I used a public sector context in which there has been limited systematic empirical research into work motivation. The program of research undertaken involved three separate but interrelated studies using mixed methods. Data on perks, irks, monetary rewards and discretionary work effort were gathered from employees in 12 organisations in the local government sector in Western Australia. Non-monetary work environment characteristics that should be associated with discretionary work effort were initially identified through a review of the literature. Then, a qualitative study explored what work behaviours public sector employees perceive as discretionary and what perks and irks were associated with high and low levels of discretionary work effort. Next, a quantitative study developed measures of these perks and irks. A Q-sorttype procedure and exploratory factor analysis were used to develop the perks and irks measures. Finally, a second quantitative study tested the relationships amongst perks, irks, monetary rewards and discretionary work effort. Confirmatory factor analysis was firstly used to confirm the factor structure of the measurement models. Correlation analysis, regression analysis and effect-size correlation analysis were used to test the hypothesised relationships in the proposed model of discretionary work effort. The findings confirmed five hypothesised non-monetary work environment characteristics as common perks and two of three hypothesised non-monetary work environment characteristics as common irks. Importantly, they showed that perks, irks and monetary rewards are differentially related to the different facets of discretionary work effort. The convergent and discriminant validities of the perks and irks constructs as well as the time, intensity and direction facets of discretionary work effort were generally confirmed by the research findings. This research advances the literature in several ways: (i) it draws on the Economics and OB literatures to redefine and reconceptualise the discretionary work effort construct to provide greater definitional clarity and a more complete conceptualisation of this important construct; (ii) it builds on prior research to create a more comprehensive set of perks and irks for which measures are developed; (iii) it develops and empirically tests a new motivational model of discretionary work effort that enhances our understanding of the nature and functioning of perks and irks and advances our ability to predict discretionary work effort; and (iv) it fills a substantial gap in the literature on public sector work motivation by revealing what work behaviours public sector employees perceive as discretionary and what work environment characteristics are associated with their supply of discretionary work effort. Importantly, by disaggregating discretionary work effort this research provides greater detail on how perks, irks and monetary rewards are related to the different facets of discretionary work effort. Thus, from a theoretical perspective this research also demonstrates the conceptual meaningfulness and empirical utility of investigating the different facets of discretionary work effort separately. From a practical perspective, identifying work environment factors that are associated with discretionary work effort enhances managers' capacity to tap this valuable resource. This research indicates that to maximise the potential of their human resources, managers need to address perks, irks and monetary rewards. It suggests three different mechanisms through which managers might influence discretionary work effort and points to the importance of training for both managers and non-managers in cultivating positive interpersonal relationships.
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Books on the topic "Work"

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Vermette, Paul J., and Cynthia L. Kline. Group Work that Works. New York : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315618364.

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Yates, Irene. Word level work: Phonics. Dunstable: Brilliant Publications, 2001.

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Weatherley, Michael, and Michael Ryan. Work for Work. 2nd ed. Kings Ripton: Hyperion Books, 1987.

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Spector, David M. Can work-sharing work? Cambridge, Mass: Dept. of Economics, Massachusetts Institute of Technology, 1999.

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Little, Linda. Work and more work. Toronto: Groundwood Books, 2015.

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Leichtman, Harry M. Helping work environments work. Washington, DC: CWLA Press, 1996.

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Canning, Shelagh. Work: Sock at work! New York: Simon Spotlight, 1997.

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Ford, Cobb Douglas, Parker Wally 1937-, Cobb Douglas Ford, and Cobb Group, eds. Putting Microsoft Works to work. 2nd ed. Redmond, Wash: Microsoft Press, 1990.

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Cobb, Douglas. Putting Microsoft Works to work. 2nd ed. Redmond, Wash: Microsoft Press, 1990.

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Word Work (Focus on Word Work). Collins Educational, 2002.

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Book chapters on the topic "Work"

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Seevinck, Jennifer. "How the Work, Works." In Springer Series on Cultural Computing, 97–137. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-45201-2_6.

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Diller, Debbie. "Word Study Work Station." In Practice with Purpose, 85–102. New York: Routledge, 2023. http://dx.doi.org/10.4324/9781032682112-6.

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Mann, Anthony. "Work Is a Four-Letter Word." In Rethinking Work, 182–86. New York: Routledge, 2023. http://dx.doi.org/10.4324/9781003272397-38.

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Diller, Debbie. "ABC/Word Study Work Station." In Literacy Work Stations, 75–90. New York: Routledge, 2023. http://dx.doi.org/10.4324/9781032681498-7.

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Prichard, Debora, and Eric Bérard. "Making group work work." In Traumatic Brain Injury Rehabilitation, 180–92. Boston, MA: Springer US, 1995. http://dx.doi.org/10.1007/978-1-4899-2871-9_14.

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Bilton, Tony, Kevin Bonnett, Pip Jones, David Skinner, Michelle Stanworth, and Andrew Webster. "Work and Non-Work." In Introductory Sociology, 374–408. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24712-7_12.

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Bilton, Tony, Kevin Bonnett, Pip Jones, Tony Lawson, David Skinner, Michelle Stanworth, Andrew Webster, Liz Bradbury, James Stanyer, and Paul Stephens. "Work and non-work." In Introductory Sociology, 298–327. London: Macmillan Education UK, 2002. http://dx.doi.org/10.1007/978-0-230-21417-0_11.

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Bratton, John, and Jeff Gold. "Work and Work Systems." In Human Resource Management, 106–42. London: Macmillan Education UK, 2012. http://dx.doi.org/10.1007/978-1-137-00095-8_4.

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Korpi, Walter. "Work and work orientations." In The Working Class in Welfare Capitalism, 109–41. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003326922-5.

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Robson, Sue. "Does Work Discussion ‘work’?" In Talking with Feeling in the Early Years, 35–45. London: Routledge, 2023. http://dx.doi.org/10.4324/b23247-7.

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Conference papers on the topic "Work"

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Maalej, Walid, and Hans-Jorg Happel. "From work to word: How do software developers describe their work?" In 2009 6th IEEE International Working Conference on Mining Software Repositories (MSR). IEEE, 2009. http://dx.doi.org/10.1109/msr.2009.5069490.

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Justino, Elsa, Gina Santos, and Diana Dias. "SOCIAL WORK REALLY WORKS: LEARNING OUTCOMES IN PORTUGUESE SOCIAL WORK UNDERGRADUATE DEGREES." In 13th International Technology, Education and Development Conference. IATED, 2019. http://dx.doi.org/10.21125/inted.2019.1907.

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Marick, Brian. "Methodology work is ontology work." In Companion to the 19th annual ACM SIGPLAN conference. New York, New York, USA: ACM Press, 2004. http://dx.doi.org/10.1145/1028664.1028714.

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Stock, Gerald. "Group Work: Does It Work?" In Applied Human Factors and Ergonomics Conference. AHFE International, 2019. http://dx.doi.org/10.54941/ahfe100251.

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Group-work plays a significant part in all undergraduate courses while working effectively as a member of a group is one of the most important generic skills that students need to develop while at university in preparation for their future working lives. Many stakeholders, however, have reservations regarding group-based assignments, in particular about whether or not individual group members are rewarded appropriately for their contribution to the overall group achievement. The success of group-work is dependent on both extrinsic factors, such as assignment design, management, assessment, etc. as well as intrinsic factors, such as the knowledge, skills, etc. of individual group members.In this paper the challenges presented by the extrinsic factors that impact on the success of group-based assignments are considered against the background of the of formal summative assessment of group-based assignments on BSc Computing undergraduate courses in the Department of Computing at Canterbury Christ Church University in the United Kingdom. In particular the effectiveness of group-work in terms of improved learning, improved development of non-cognitive skills and assessment validity/reliability are considered.
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"XV REPUBLICAN CONFERENCE OF SCIENTIFIC SOURCES." In SCIENTIFIC WORK. AEM(Azerbaijan Science Center), 2023. http://dx.doi.org/10.36719/2663-4619/2023/xv.

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"SCIENTIFIC RESEARCH." In SCIENTIFIC WORK. AEM(Azerbaijan Science Center), 2023. http://dx.doi.org/10.36719/2023/xii.

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Lounis, Karim, and Mohammad Zulkernine. "Bluetooth Low Energy Makes “Just Works” Not Work." In 2019 3rd Cyber Security in Networking Conference (CSNet). IEEE, 2019. http://dx.doi.org/10.1109/csnet47905.2019.9108931.

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Poltrock, Steve. "Session details: Work and Work Environments." In CSCW '16: Computer Supported Cooperative Work and Social Computing. New York, NY, USA: ACM, 2016. http://dx.doi.org/10.1145/3260436.

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Baker, Michael J. "Learning in Work, Work in Learning." In ECCE '15: European Conference on Cognitive Ergonomics 2015. New York, NY, USA: ACM, 2015. http://dx.doi.org/10.1145/2788412.2788417.

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Tang, Raphael, Jaejun Lee, Ji Xin, Xinyu Liu, Yaoliang Yu, and Jimmy Lin. "Showing Your Work Doesn’t Always Work." In Proceedings of the 58th Annual Meeting of the Association for Computational Linguistics. Stroudsburg, PA, USA: Association for Computational Linguistics, 2020. http://dx.doi.org/10.18653/v1/2020.acl-main.246.

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Reports on the topic "Work"

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Harris, Timothy F. Do SNAP Work Requirements Work? W.E. Upjohn Institute, December 2018. http://dx.doi.org/10.17848/wp19-297.

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True, Connie. The influence of work station architecture on work perceptions and work behavior. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.5736.

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Pritchard, Joy, H. R. Whay, and A. Brown. Work type. Brooke, 2004. http://dx.doi.org/10.46746/gaw.2020.abi.wtype.

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Hamermesh, Daniel, Katie Genadek, and Michael Burda. Racial/Ethnic Differences in Non-Work at Work. Cambridge, MA: National Bureau of Economic Research, January 2017. http://dx.doi.org/10.3386/w23096.

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Kliebenstein, James B., Terrance Hurley, Peter F. Orazem, Dale Miller, and Steve May. Work Environment, Job Satisfaction, Top Employees Work Interests. Ames (Iowa): Iowa State University, January 2006. http://dx.doi.org/10.31274/ans_air-180814-867.

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Autor, David. Work of the Past, Work of the Future. Cambridge, MA: National Bureau of Economic Research, February 2019. http://dx.doi.org/10.3386/w25588.

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Mylnikova, Ekaterina, Marina Ufimtseva, Yurii Bochkarev, Alexandra Shubina, Evgenia Gurkovskaya, Kristina Nikolaeva, Natalya Simonova, Natalya Savchenko, and Maria Efimova. E-course "Research work (primary skills of research work)". SIB-Expertise, December 2022. http://dx.doi.org/10.12731/er0661.15122022.

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Электронный учебный модуль «Научно-исследовательская работа (получение первичных навыков научно-исследовательской работы)» предназначен для освоения по специальностям 31.05.01 «Лечебное дело» студентами медицинских вузов. Цель курса - формирование универсальных, общепрофессиональных и профессиональных компетенций, приобретение умений и навыков научно-исследовательской работы, направленных на закрепление и углубление теоретической подготовки обучающегося. Обеспечение готовности обучающихся к осуществлению деятельности в профессиональной среде. Основное содержание практики: 1. Основы методологии научного творчества (наука как способ познания мира. Роль науки в развитии медицины. Формы научного общения). 2. Основы организации и проведения научных исследований (организация научного исследования. Типы научных исследований в медицине). 3. Основы организации и проведения научных исследований (этические вопросы в НИР). 4. Статистический анализ и представление результатов НИР (направления и задачи статистического анализа в НИР, анализ результатов НИР). 5. Поиск, анализ и представление научных данных (источники научной информации, постановка вопросов и поиск ответов. Оформление библиографической записи и списка. Вторичные тексты – обзор литературы). 6. Разработка и реализация проекта НИР (сбор информации. Формирование базы данных и статистический анализ информации. Анализ результатов и подготовка отчета о НИР). Для практических занятий используются медицинские базы данных и виды работы: анализ научных публикаций, поиск научных данных в печатных, электронных ресурсах, подготовка обзора литературы, составление библиографических записей и списка литературы, подготовка доклада и презентации, написание делового письма; при повышенном уровне освоения дисциплины (по выбору студента) - проектная деятельность (обоснование проекта научного исследования). С использованием интерактивных (групповых) форм проводятся все практические занятия. Учебный комплекс состоит из 2 модулей (по 18 занятий), содержащих теоретическую часть, руководство к самостоятельному выполнению работ и практической научно-исследовательской работы.
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Carrillo, Paul E., Edgar Castro, and Carlos Scartascini. Do Rewards Work?: Evidence from the Randomization of Public Works. Inter-American Development Bank, April 2017. http://dx.doi.org/10.18235/0000673.

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CORPS OF ENGINEERS WASHINGTON DC. Army Programs Civil Works Activities - Funding, Work Allowances, and Reprogramming. Fort Belvoir, VA: Defense Technical Information Center, August 1995. http://dx.doi.org/10.21236/ada403728.

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Carrillo, Paul E., Edgar Castro, and Carlos Scartascini. Do Rewards Work?: Evidence from the Randomization of Public Works. Inter-American Development Bank, April 2017. http://dx.doi.org/10.18235/0011793.

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This paper evaluates the effect of positive inducements on tax behavior by exploiting a natural experiment in which a municipality of Argentina randomly selected 400 individuals among more than 72,000 taxpayers who had complied with payment of their property tax. These individuals were publicly recognized and awarded the construction of a sidewalk. Results indicate that: i) being selected in the lottery and publicly recognized by the government has a positive but not persistent effect on future compliance; ii) receiving the sidewalk has a large positive and persistent effect; iii) high and persistent spillover effects exist: some neighbors of those who receive the reward comply more too, and these effects can be even larger than the direct effects; and iv) there is no financial motive effect; i.e., people do not pay their taxes just to participate in the lottery. Recognition serves only as a short-term incentive, but the provision of a durable and visible good has more persistent and broader effects. These findings provide evidence on features that make a positive inducement more successful, whether for tax compliance or other policy purposes.
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