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Literatura académica sobre el tema "Job level"

Autor: Grafiati

Publicado: 4 de junio de 2021

Última modificación: 1 de febrero de 2022

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Artículos de revistas sobre el tema "Job level"

1

Huang, Xu y Evert Van De Vliert. "Intrinsic Job Rewards at Country-level and Individual-level Codetermine Job Satisfaction". Journal of International Business Studies 33, n.º 2 (junio de 2002): 385–94. http://dx.doi.org/10.1057/palgrave.jibs.8491023.

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Robie, Chet, Ann Mare Ryan, Robert A. Schmieder, Luis Fernando Parra y Patricia C. Smith. "The Relation between Job Level and Job Satisfaction". Group & Organization Management 23, n.º 4 (diciembre de 1998): 470–95. http://dx.doi.org/10.1177/1059601198234007.

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Aronson, Keith R., Jean-Phillipe Laurenceau, Nicholas Sieveking y William Bellet. "Job Satisfaction as a Function of Job Level". Administration and Policy in Mental Health 32, n.º 3 (enero de 2005): 285–91. http://dx.doi.org/10.1007/s10488-004-0845-2.

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Moroc, Andrei y Octavian Bărnuțiu. "Job Quality, Innovation and Employment – a Structural Equation Modeling on Regional Level". INTERNATIONAL JOURNAL OF INNOVATION AND ECONOMIC DEVELOPMENT 5, n.º 1 (2019): 54–65. http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.51.2005.

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Job quality (JQ) covers the aspects that contribute to wellbeing through the impact on material living conditions or quality of life at work. The research aims to evaluate the relationship between the quality of jobs, in combination with the dimensions of innovation and other economic and social indicators, on the performance of the labor market. The analysis is carried out at the level of 193 NUTS 1, 2 and 3 territorial administrative regions. Job quality is estimated based on the results of Eurofound’s sixth Working Conditions Survey 2015 (EWCS), which outlines some defining features of job quality. In the relationship between JQ and the growth of employment, we also introduced influences of innovation activities concerning the human resources involved, the financial support for research or the creation of collaborative networks between innovators, as well as intellectual assets in the form of patents applications, trademarks or design. The results of our structural equations modeling reveal an intense and positive causal relationship between the intellectual output (intellectual assets) and specific attributes of the job quality, especially regarding job prospects, skills and discretion, and the increase in the rate of employment.

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Kline, Patrick y Christopher Walters. "Reasonable Doubt: Experimental Detection of Job‐Level Employment Discrimination". Econometrica 89, n.º 2 (2021): 765–92. http://dx.doi.org/10.3982/ecta17489.

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

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JANG, Yang-Ja, Ki-Dong KIM, Seong-Yong JANG y Jinwoo PARK. "Flexible Job Shop Scheduling with Multi-level Job Structures." JSME International Journal Series C 46, n.º 1 (2003): 33–38. http://dx.doi.org/10.1299/jsmec.46.33.

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Tilev, Satihanim y Kerime Derya Beydag. "Job Satısfactıon Level of Nurses". Sağlık ve Hemşirelik Yönetimi Dergisi 1, n.º 3 (30 de marzo de 2015): 140–47. http://dx.doi.org/10.5222/shyd.2014.140.

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I-Chen Wu, Hung-Hsuan Lin, Der-Johng Sun, Kuo-Yuan Kao, Ping-Hung Lin, Yi-Chih Chan y Po-Ting Chen. "Job-Level Proof Number Search". IEEE Transactions on Computational Intelligence and AI in Games 5, n.º 1 (marzo de 2013): 44–56. http://dx.doi.org/10.1109/tciaig.2012.2224659.

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Chen, Jr-Chang, I.-Chen Wu, Wen-Jie Tseng, Bo-Han Lin y Chia-Hui Chang. "Job-Level Alpha-Beta Search". IEEE Transactions on Computational Intelligence and AI in Games 7, n.º 1 (marzo de 2015): 28–38. http://dx.doi.org/10.1109/tciaig.2014.2316314.

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Zheng, Xingshan, Ismael Diaz, Ningyu Tang y Kongshun Tang. "Job insecurity and job satisfaction". Career Development International 19, n.º 4 (5 de agosto de 2014): 426–46. http://dx.doi.org/10.1108/cdi-10-2013-0121.

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

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Tesis sobre el tema "Job level"

1

Gerstle, Ben O. "Job Level and Cynicism about Organizational Change". Xavier University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1460573950.

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Al-Towaijry, Mohammad A. "Job satisfaction and job descriptions among middle-level managers in Saudi organisations". Thesis, University of Dundee, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.320888.

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Loganathan, Shanu. "Moderating Effect of Job Level on Work-to-Family Conflict and Job Attitudes". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6606.

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Past research has shown the likelihood of work-to-family conflict in employees' struggle to manage work, family, and personal life, however, work-to-family conflict remained unexamined in employees' job attitudes at different job levels. Previous studies highlighted that employees at higher job level experience greater work-to-family conflict than employees at lower job level. The purpose of the study was to examine the moderating effects of job level (supervisory or managerial and nonsupervisory or nonmanagerial) on the relationships between work-to-family conflict and job attitudes (job satisfaction, work engagement, organizational commitment, and turnover intention). In this quantitative study, the theoretical framework included conflict theory and role enhancement theory. A convenience sampling of 149 working adults, aged 18 years to 65 years) volunteered to participate in an online survey. Participants completed an online survey. Collected data were analyzed using regression analysis. Based on the results, job level of the working adults moderated the relationships between work-to-family conflict and job attitudes, such that the relationship between work-to-family conflict and job attitudes of the working adults was stronger at high job level than at low job level.The findings may contribute to positive social change by providing useful information for human resource and management personnel of organizations in designing job level-specific training programs (e.g., work-life balance practices) and structuring appropriate settings (e.g., alternate work locations) to take control of leading, managing or coordinating projects, tasks or events in their work situations.

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Thornton, Renita. "Impact of Job Classification Level on Perceived Empowerment Level in a Work Setting". Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc501268/.

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Empowerment, which has been described as both a means of effecting higher and more efficient quality work outputs and a means of facilitating greater freedom in the workplace combines elements of philosophy, psychology, and management theory. The perceptions of the present empowerment level of 3500 employees of a division of a major corporation were analyzed using data from an empowerment survey. The results were examined using correlational and factorial measures to test the structure of the survey. ANOVA and pair-wise comparisons were used to examine group differences on five subscales of the survey based on employee level in the organization. Significant differences were found in almost all categories. Rank order for the three levels differed from previous findings, perhaps due to empowerment thrusts.

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Xiphu, Lizeka Cynthia. "An evaluation of and comparison between job satisfaction levels of first-line supervisors and middle-level managers in the Nelson Mandela Metropolitan area". Thesis, Port Elizabeth Technikon, 2003. http://hdl.handle.net/10948/166.

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South African organizations operate in a changing environment. The ultimate criterion of organisational effectiveness is whether the organisation survives in its environment. Political, social, technological and economic changes constantly challenge businesses to adopt new approaches in this strive for survival. These challenges affect the roles, and possibly the job satisfaction levels of first-line supervisors and middle-level managers. In this paper, the writer aimed to study and compare job satisfaction levels of first-line supervisors and middle-level managers in the Nelson Mandela Metropolitan area. The effects of job satisfaction, or the lack thereof must be clearly identifiable to the top managers. These can either be positive or negative. In the case of positive effects, managers must strive to maintain the conditions that contribute to the positive effects of job satisfaction. In the study it was observed that middle-level managers scored higher and therefore they had higher overall job satisfaction levels than first-line supervisors. The job satisfaction levels of the first-line supervisors are found to be lower in all the areas that were stated as factors affecting job satisfaction. These areas were the personality job fit, the job content, the job context, the organisational environment and the macro environment. The companies therefore have a task of improving the job satisfaction levels in these areas. The writer recommends that organisations in the Nelson Mandela Metropolitan area take a closer look at the job satisfaction levels of their first-line supervisors. These managers' job satisfaction levels need to be improved from being just satisfactory to being excellent. It is mentioned in the theoretical study that firstline supervisors are very important in organisations, as they are the link between upper management and the employees. Their roles are multi-faceted as they have important functions to fulfil in the operation and ultimately success of the organization.

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Castillo, Jaime X. "The level of job satisfaction among agricultural teacher educators /". The Ohio State University, 1999. http://rave.ohiolink.edu/etdc/view?acc_num=osu1247848470.

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Davidson, Denise L. "National Job Satisfaction of Enty- and Mid-level Student Affairs Professionals". Bowling Green State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1244571494.

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Hays, Richard Roy. "Relationships between literacy level and job-related reading self concept". Virtual Press, 1986. http://liblink.bsu.edu/uhtbin/catkey/478855.

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This study investigated relationships between literacy level and global self concept. employment status. income level, age. and gender among students enrolled at a vocational technical college. The contribution of a subset of job-related reading self concepts to the multiple correlation was also examined. The study sample consisted of 100 students in Related Education Courses at Indiana Vocational Technical College, Region VI. Muncie. Indiana. Subjects responded to three instruments and a demographic questionnaire. The Literacy Assessment Battery (Sticht. 1982) provided literacy levels, the Tennessee Self Concept Scale (Fitts. 1964) yielded global self concept, and the Hays Job-Related Reading Survey (Hays, 1986) indicated job-related reading self concepts. Piloting of Hays Job-Related Reading Survey Reliability and construct validity were sought using responses from a sample (N = 230) closely comparable to one selected for the study. An analysis revealed four interpretable factors:(a) Positive Employee Self, (b) Perceived Limitations of Self, (c) Perceived Importance of Occupational Literacy, and (d) Perceived Value of Company Notices. Further analysis yielded coefficient alpha reliabilities of r = .69 to r = .86.Results Significant relationships were found between literacy level and the following: (a) Global Self Concept (r .20, p<.04`; (b) Global Self Concept when combined with Perceived Limitations of Self, a factor from the Hays JobRelated Reading Survey (r = .56. p<.000+); and (c) Perceived Limitations of Self alone (r = .56, p<.000+).Conclusions Both Global Self Concept and Perceived Limitations of Self were significantly related to Literacy, both singly and in combination. The "best" (most efficient) predictor of Literacy Level could be gained by Perceived Limitations of Self alone. Additional research with adults is needed to confirm the findings and expand established research at younger ages. Educational suggestions focus on strengthening self concepts and occupational literacy of adults pursuing vocational training. Business should foster occupational literacy self concepts and employer-employee relationships in the workplace. Economic implications involved public and private sector support for long-term occupational literacy and job-related reading self concept programs which may yield more effective, productive employees.

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9

Ali, Syed Zeeshan. "An investigation into parallel job scheduling using service level agreements". Thesis, University of Manchester, 2014. https://www.research.manchester.ac.uk/portal/en/theses/an-investigation-into-parallel-job-scheduling-using-service-level-agreements(f4685321-374e-41c4-86da-d07f09ea4bac).html.

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A scheduler, as a central components of a computing site, aggregates computing resources and is responsible to distribute the incoming load (jobs) between the resources. Under such an environment, the optimum performance of the system against the service level agreement (SLA) based workloads, can be achieved by calculating the priority of SLA bound jobs using integrated heuristic. The SLA defines the service obligations and expectations to use the computational resources. The integrated heuristic is the combination of different SLA terms. It combines the SLA terms with a specific weight for each term. Theweights are computed by applying parameter sweep technique in order to obtain the best schedule for the optimum performance of the system under the workload. The sweepingof parameters on the integrated heuristic observed to be computationally expensive. The integrated heuristic becomes more expensive if no value of the computed weights result in improvement in performance with the resulting schedule. Hence, instead of obtaining optimum performance it incurs computation cost in such situations. Therefore, there is a need of detection of situations where the integrated heuristic can be exploited beneficially. For that reason, in this thesis we propose a metric based on the concept of utilization, to evaluate the SLA based parallel workloads of independent jobs to detect any impact of integrated heuristic on the workload.

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10

MURRAY, ALAN JAMES. "THE RELATION OF LEVEL OF EDUCATION AND GENDER TO JOB SATISFACTION". Diss., The University of Arizona, 1986. http://hdl.handle.net/10150/183842.

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Changing demographic characteristics of the American workforce include increased levels of education and increased numbers of females. In 1979, females became a majority in the workforce and in higher education. Little research has been conducted on the impact of education and gender on job satisfaction since these changes have occurred. The purpose of this study was to investigate the differences in job satisfaction associated with level of education and gender. The data of the National Longitudinal Study of the High School Class of 1972 were used to answer the research questions: (1) Were there significant differences among education levels when measured by any of three measures of job satisfaction? and (2) Were there significant differences between males and females on any of the three measures of job satisfaction? Three levels of education were used, these were: high school graduate, two year college graduate, and four-year college graduate were the independent variable for education. Since the literature indicated job level, ability, and socioeconomic status could influence job satisfaction, they were included in the analysis as covariates. Multivariate analyses were used to determine whether education, gender or the interaction of these independent variables resulted in significant differences in any of the three measures of job satisfaction. The multivariate analyses indicated that there were significant differences for both level of education and for gender on the job satisfaction variables considered simultaneously. There was no significant interaction between the education and gender variables. Univariate analyses indicated that there were significant differences for both education and gender on the internal job satisfaction measure, but not on the external or overall measures. The Scheffe post hoc test was used to identify which levels of the education variable were responsible for the significant differences found. Two-year college graduates and four-year college graduates were found to be more satisfied with the internal aspects of their jobs than high school graduates. Similarly, males were found to be more satisfied with the internal aspects of their jobs than were females.

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Libros sobre el tema "Job level"

1

Kearns, Una M. Job stress in second level teaching. Dublin: University College Dublin, 1996.

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Service, Leicestershire Careers. The A-Level and BTEC job book. Glenfield: Leicestershire County Council, 1992.

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Arago, Marybeth. The language of entry-level job interviews. [Honolulu]: Department of English as a Second Language, University o f Hawaii at Manoa, 1985.

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Leicestershire Careers and Guidance Service. The A-Level and BTEC job book. Glenfield: Leicestershire County Council, 1993.

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Lieber, Ron. Best entry-level jobs. New York: Princeton Review, 2006.

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Lieber, Ron. Best entry-level jobs. 2^a ed. New York: Random House/Princeton Review, 2007.

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Lieber, Ron. Best entry-level jobs. New York: Princeton Review, 2004.

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Lieber, Ron. Best entry-level jobs. 2^a ed. New York: Random House, 2006.

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Dobson, S. M. The job generation process at a local level. Leeds: University of Leeds, School of economic studies, 1988.

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Yocom, Carolyn. Job analysis study of newly licensed, entry-level practical/vocational nurses. Chicago, IL (676 N. St. Clair, Ste. 550, Chicago 60611): National Council of State Boards of Nursing, 1991.

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Capítulos de libros sobre el tema "Job level"

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Weik, Martin H. "job-level field". En Computer Science and Communications Dictionary, 846. Boston, MA: Springer US, 2000. http://dx.doi.org/10.1007/1-4020-0613-6_9686.

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Hirst, Jack, Roy Brooks y John Whipp. "Workshop Job Sheet". En Workshop Job Sheets Motor Vehicle NVQ Level 3: Routine Servicing or Vehicle Cleaning, 3–202. London: Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-13621-6_1.

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Abdelmoamen, Ahmed, Dezhong Wang y Nadeem Jamali. "Approaching Actor-Level Resource Control for Akka". En Job Scheduling Strategies for Parallel Processing, 127–46. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-10632-4_7.

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Wu, I.-Chen, Hung-Hsuan Lin, Ping-Hung Lin, Der-Johng Sun, Yi-Chih Chan y Bo-Ting Chen. "Job-Level Proof-Number Search for Connect6". En Computers and Games, 11–22. Berlin, Heidelberg: Springer Berlin Heidelberg, 2011. http://dx.doi.org/10.1007/978-3-642-17928-0_2.

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Sun, Hongyang, Yangjie Cao y Wen-Jing Hsu. "Competitive Two-Level Adaptive Scheduling Using Resource Augmentation". En Job Scheduling Strategies for Parallel Processing, 207–31. Berlin, Heidelberg: Springer Berlin Heidelberg, 2009. http://dx.doi.org/10.1007/978-3-642-04633-9_12.

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Elmroth, Erik, Peter Gardfjäll, Arvid Norberg, Johan Tordsson y Per-Olov Östberg. "Grid infrastructure tools for multi-level job management". En Towards Next Generation Grids, 175–84. Boston, MA: Springer US, 2007. http://dx.doi.org/10.1007/978-0-387-72498-0_16.

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Wei, Ting-Han, I.-Chen Wu, Chao-Chin Liang, Bing-Tsung Chiang, Wen-Jie Tseng, Shi-Jim Yen y Chang-Shing Lee. "Job-Level Algorithms for Connect6 Opening Position Analysis". En Communications in Computer and Information Science, 29–44. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-14923-3_3.

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Tchernykh, Andrei, Juan Manuel Ramírez, Arutyun Avetisyan, Nikolai Kuzjurin, Dmitri Grushin y Sergey Zhuk. "Two Level Job-Scheduling Strategies for a Computational Grid". En Parallel Processing and Applied Mathematics, 774–81. Berlin, Heidelberg: Springer Berlin Heidelberg, 2006. http://dx.doi.org/10.1007/11752578_93.

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Yue, Kelvin K. y David J. Lilja. "Loop-Level Process Control: An effective processor allocation policy for multiprogrammed shared-memory multiprocessors". En Job Scheduling Strategies for Parallel Processing, 182–99. Berlin, Heidelberg: Springer Berlin Heidelberg, 1995. http://dx.doi.org/10.1007/3-540-60153-8_29.

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Czajkowski, Karl, Ian Foster, Carl Kesselman, Volker Sander y Steven Tuecke. "SNAP: A Protocol for Negotiating Service Level Agreements and Coordinating Resource Management in Distributed Systems". En Job Scheduling Strategies for Parallel Processing, 153–83. Berlin, Heidelberg: Springer Berlin Heidelberg, 2002. http://dx.doi.org/10.1007/3-540-36180-4_9.

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Actas de conferencias sobre el tema "Job level"

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Chiang, Han, Ting-Han Wei y I.-Chen Wu. "Database caching for job-level computing". En 2016 Conference on Technologies and Applications of Artificial Intelligence (TAAI). IEEE, 2016. http://dx.doi.org/10.1109/taai.2016.7880170.

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Chang, Chia-Chuan, Ting-Han Wei y I.-Chen Wu. "Job-level computing with BOINC support". En 2016 Conference on Technologies and Applications of Artificial Intelligence (TAAI). IEEE, 2016. http://dx.doi.org/10.1109/taai.2016.7880173.

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Liang, Xi, Tinghan Wei y I.-Chen Wu. "Job-level UCT search for solving Hex". En 2015 IEEE Conference on Computational Intelligence and Games (CIG). IEEE, 2015. http://dx.doi.org/10.1109/cig.2015.7317908.

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Fanani, Erianto, Abdul Rohim Tualeka y Tri Wahyu Sarwiyata. "Job Stress Level Among Islamic Hospital Nurses". En The 1st International Scientific Meeting on Public Health and Sports (ISMOPHS 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/ahsr.k.201203.014.

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Li, Bin y Lee Gillam. "Towards job-specific service level agreements in the cloud". En 2009 5th IEEE International Conference On E-Science Workshops. IEEE, 2009. http://dx.doi.org/10.1109/esciw.2009.5408003.

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Zubr, Vaclav y Marcela Sokolova. "The Level of Job Satisfaction in the Czech Republic". En Hradec Economic Days 2021, editado por Jan Maci, Petra Maresova, Krzysztof Firlej y Ivan Soukal. University of Hradec Kralove, 2021. http://dx.doi.org/10.36689/uhk/hed/2021-01-095.

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Zhang, Yijia, Ozan Tuncer, Fulya Kaplan, Katzalin Olcoz, Vitus J. Leung y Ayse K. Coskun. "Level-Spread: A New Job Allocation Policy for Dragonfly Networks". En 2018 IEEE International Parallel and Distributed Processing Symposium (IPDPS). IEEE, 2018. http://dx.doi.org/10.1109/ipdps.2018.00121.

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Becker, Matthias, Dakshina Dasari, Saad Mubeen, Moris Behnam y Thomas Nolte. "Synthesizing Job-Level Dependencies for Automotive Multi-rate Effect Chains". En 2016 IEEE 22nd International Conference on Embedded and Real-Time Computing Systems and Applications (RTCSA). IEEE, 2016. http://dx.doi.org/10.1109/rtcsa.2016.41.

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Savoie, Lee, David K. Lowenthal, Bronis R. de Supinski, Kathryn Mohror y Nikhil Jain. "Mitigating Inter-Job Interference via Process-Level Quality-of-Service". En 2019 IEEE International Conference on Cluster Computing (CLUSTER). IEEE, 2019. http://dx.doi.org/10.1109/cluster.2019.8891007.

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Limaye, Kshitij, Box Leangsuksun, Zeno Greenwood, Stephen L. Scott, Christian Engelmann, Richard Libby y Kasidit Chanchio. "Job-Site Level Fault Tolerance for Cluster and Grid environments". En 2005 IEEE International Conference on Cluster Computing. IEEE, 2005. http://dx.doi.org/10.1109/clustr.2005.347043.

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Informes sobre el tema "Job level"

1

Kline, Patrick y Christopher Walters. Reasonable Doubt: Experimental Detection of Job-Level Employment Discrimination. Cambridge, MA: National Bureau of Economic Research, marzo de 2020. http://dx.doi.org/10.3386/w26861.

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2

Keller, Wolfgang y Hâle Utar. International Trade and Job Polarization: Evidence at the Worker-Level. Cambridge, MA: National Bureau of Economic Research, junio de 2016. http://dx.doi.org/10.3386/w22315.

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3

Thomas, Jeffrey L. y Steve M. Jex. Relations Between Stressors and Job Performance: An Aggregate-Level Investigation Using Multiple Criterion Measures. Fort Belvoir, VA: Defense Technical Information Center, mayo de 2002. http://dx.doi.org/10.21236/ada401702.

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4

Quintana, Rodrigo y Túlio A. Cravo. Demand-Driven Training and Job Turnover: The Effects of Brazil’s Pronatec-MDIC at Firm and Worker Level. Inter-American Development Bank, junio de 2019. http://dx.doi.org/10.18235/0001748.

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5

Ellis, Allison. Building Resources at Home and at Work: Day-Level Relationships between Job Crafting, Recovery Experiences, and Work Engagement. Portland State University Library, enero de 2000. http://dx.doi.org/10.15760/etd.2317.

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6

Leo, Michael. A Mixed-Methods and Multi-Level Investigation of the Effects of a Crew Chief Intervention on Job Attitudes, Occupational Stress, and Organizational Commitment. Portland State University Library, enero de 2000. http://dx.doi.org/10.15760/etd.2759.

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7

Fotouhi, Carolyn H., Gregory P. Mosher, Dickie A. Harris, Donald L. Harville y Mark S. Teachout. Techniques to Infer Job Competency Levels from Hands-on Job Performance Scores. Fort Belvoir, VA: Defense Technical Information Center, marzo de 1992. http://dx.doi.org/10.21236/ada250070.

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8

Bolton, Laura. The Economic Impact of COVID-19 in Colombia. Institute of Development Studies (IDS), febrero de 2021. http://dx.doi.org/10.19088/k4d.2021.073.

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Resumen

Available data provide a picture for the macro-economy of Colombia, agriculture, and infrastructure. Recent data on trends on public procurement were difficult to find within the scope of this rapid review. In 2020, macro-level employment figures show a large drop between February and April when COVID-19 lockdown measures were first introduced, followed by a gradual upward trend. In December 2020, the employment rate was 4.09 percentage points lower than the employment rate in December 2019. Macro-level figures from the National Administrative Department of Statistics (DANE) show that a higher percentage of men experienced job losses than women in November 2020. However, the evidence presented by the Universidad Nacional de Colombia based on the DANE great integrated house survey shows that a higher proportion of all jobs lost were lost by women in the second quarter. It may be that the imbalance shifted over time, but it is not possible to directly compare the data. Evidence suggests that women were disproportionately more burdened by home activities due to the closure of schools and childcare. There is also a suggestion that women who have lost out where jobs able to function during lockdowns with technology are more likely to be held by men. Literature also shows that women have lower levels of technology literacy. There is a lack of reliable data for understanding the economic impacts of COVID-19 for people living with disabilities. A report on the COVID-19 response and disability for the Latin America region recommends improving collaboration between policymakers and non-governmental organisations. Younger people experienced greater job losses. Data for November 2020 show 3.3 percent of the population aged under 25 lost their job compared to 1.8 percent of those employed between 24 and 54. Agriculture, livestock, and fishing increased by 2.8% in 2020 compared to 2019. And the sector as a whole grew 3.4% between the third and fourth quarters of 2020. In terms of sector differences, construction was harder hit by the initial mobility restrictions than agriculture. Construction contracted by 30.5% in the second quarter of 2020. It is making a relatively healthy recovery with reports that 84% of projects being reactivated following return to work. The President of the Colombian Chamber of Construction predicting an 8.4% growth in the construction of housing and other buildings in 2021.

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9

Cory, Charles H., Paul P. Foley y Stephanie Booth-Kewley. Relationship of Mental and Educational Levels of Navy Male Enlisted Personnel to Job Outcome Criteria. Fort Belvoir, VA: Defense Technical Information Center, diciembre de 1991. http://dx.doi.org/10.21236/ada383974.

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10

Hedge, Jerry W., Walter C. Borman, Ulf C. Kubisias y Mark J. Bourne. The Development of Task-Level Performance Standards for Apprentice, Journeyman, and Master Skill Levels for Aerographer's Mate (AG) Jobs in the U.S. Navy. Fort Belvoir, VA: Defense Technical Information Center, enero de 2006. http://dx.doi.org/10.21236/ada521873.

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