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Artículos de revistas sobre el tema "Job security"

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Autor: Grafiati
Publicado: 4 de junio de 2021
Última modificación: 29 de julio de 2024

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1

Wright, J. "Security? What security? [job security]". Engineering & Technology 4, n.º 3 (14 de febrero de 2009): 80–81. http://dx.doi.org/10.1049/et.2009.0321.

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2

Spinellis, Diomidis. "Job Security". IEEE Software 26, n.º 5 (septiembre de 2009): 14–15. http://dx.doi.org/10.1109/ms.2009.131.

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3

Schneider, Philip J. "Job Security". Nutrition in Clinical Practice 2, n.º 4 (agosto de 1987): 141. http://dx.doi.org/10.1177/088453368700200403.

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4

Clark, Andrew y Fabien Postel-Vinay. "Job security and job protection". Oxford Economic Papers 61, n.º 2 (7 de junio de 2008): 207–39. http://dx.doi.org/10.1093/oep/gpn017.

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5

Robinson, James C. "Job Hazards and Job Security". Journal of Health Politics, Policy and Law 11, n.º 1 (1986): 1–18. http://dx.doi.org/10.1215/03616878-11-1-1.

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6

Valletta, Robert G. "Declining Job Security". Journal of Labor Economics 17, S4 (octubre de 1999): S170—S197. http://dx.doi.org/10.1086/209947.

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7

Yupeng, Tuo, Xu Jie, Xu Zhikai y Ye Jianwei. "Job Security in the Cloud Computing". International Journal of Future Computer and Communication 4, n.º 1 (febrero de 2015): 59–62. http://dx.doi.org/10.7763/ijfcc.2015.v4.356.

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8

Wilson, George y Krysia Mossakowski. "Job Authority and Perceptions of Job Security". American Behavioral Scientist 56, n.º 11 (10 de octubre de 2012): 1509–24. http://dx.doi.org/10.1177/0002764212458277.

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A benefit of attaining job authority is heightened perceptions of job security, though no research has examined whether (a) this benefit operates equally across racial groups; and (b) if it does not operate equally across racial groups, why not? Analyzing a combined 2004 and 2006 General Social Survey sample of men, we find—among those who have attained an “upper command” level of job authority—that workplace-based marginality (discriminatory allocation and evaluation practices) rather than dispositions (e.g., fatalism, mistrust) learned outside of the workplace account for lower levels of perceived security among African Americans and Latinos, relative to Whites. Additional sectoral analyses indicate that this pattern is especially pronounced in the private, but not public sector. Discussed are the implications of the findings for understanding racial inequality at privileged levels of the American workplace.
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9

Meltz, Noah M. "Job Security in Canada". Articles 44, n.º 1 (12 de abril de 2005): 149–61. http://dx.doi.org/10.7202/050477ar.

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10

Krepsztul, Pawel y Douglas A. Lyon. "Remote Job Submission Security." Journal of Object Technology 5, n.º 1 (2006): 13. http://dx.doi.org/10.5381/jot.2006.5.1.c2.

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11

Lewis, David. "Whistleblowers and Job Security". Modern Law Review 58, n.º 2 (marzo de 1995): 208–21. http://dx.doi.org/10.1111/j.1468-2230.1995.tb02004.x.

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12

Barsoum, Ghada. "Striving for job security". International Journal of Sociology and Social Policy 35, n.º 5/6 (8 de junio de 2015): 340–58. http://dx.doi.org/10.1108/ijssp-01-2014-0006.

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Purpose – The purpose of this paper is twofold: first, it seeks to voice the concerns of educated youth in Egypt as they describe their work options and preferences. Second, it seeks to highlight the gravity of the policy gap in addressing work informality, drawing on some of the international experience in this field. Design/methodology/approach – Qualitative research in the form of in-depth interviews, desk-review of policies, and descriptive statistical analysis of a recent national survey of labour in Egypt. Findings – A large proportion of educated youth work within the realm of informality and there is a clear policy gap in addressing this issue. Contrary to what would be expected, young people value access to social security and work stability. They face systemic hurdles related to access to such benefits. Because of the legacy of guaranteed government hiring of the educated in Egypt, young people express a great appreciation of work in the government, for virtually being the only employer offering job stability and social security in the labour market. Research limitations/implications – This paper addresses a gap in the literature on youth employment in Egypt, where there is a dearth of research focusing on the lived experience of employment precariousness. The majority of studies in this field relies on statistics with little qualitative research voicing the views of this group. Practical implications – Reforms are more urgent than timely to extend social security and other measures of social protection to workers within the informal economy. Originality/value – The paper builds on primary data and provides insights about the way educated youth perceive their working conditions and options. The paper also provides a discussion of the social security system in Egypt, its coverage, and possible reform approaches.
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13

Baxter, Rory. "Cell provides job security". Production Engineer 65, n.º 4 (1986): 25. http://dx.doi.org/10.1049/tpe.1986.0086.

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14

Islam, Monija y Tanveer Muhammad Al-Shams. "The Impact of COVID – 19 on Employee’s Job Security and Job Satisfaction of Bangladesh". ABC Research Alert 9, n.º 3 (7 de diciembre de 2021): 109–26. http://dx.doi.org/10.18034/abcra.v9i3.584.

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This paper presents a comprehensive diagnosis of Job Security and Job Satisfaction of different service sector in Bangladesh. The different service sector job holders are in a precarious situation in terms of their job security. The survey questionnaire was modeled to measure the job security & job satisfaction of an employee in this Covid-19 pandemic. In this study, we investigate the vacillation of job security for different service sector employees. Job security and Job Satisfaction is one of the vexed questions here in the COVID-19 pandemic situation. It focuses on the relative importance of Job Security and job satisfaction factors and their impact on the employment. The result shows that working conditions, chance to try my own methods and co workers harmony are the most important factors contributing to job satisfaction during COVID-19. For this purpose, we formed questionnaire of 300 service sector employees such as Teachers School, College and University; bankers, doctors, engineers etc. to find out the actual scenarios. It also investigates the influence of age, gender and managerial/non managerial differences on the attitude towards job satisfaction. The study also examines the differences between intrinsic and extrinsic job satisfaction factors. Based on the findings, the employees at different service sector they were slightly satisfied with their jobs. Service sector employees are agonizing mostly due to this problem.
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15

Islam, Monija y Tanveer Muhammad Al-Shams. "The Impact of COVID – 19 on Employee’s Job Security and Job Satisfaction of Bangladesh". ABC Research Alert 9, n.º 3 (7 de diciembre de 2021): Bangladesh. http://dx.doi.org/10.18034/ra.v9i3.584.

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This paper presents a comprehensive diagnosis of Job Security and Job Satisfaction of different service sector in Bangladesh. The different service sector job holders are in a precarious situation in terms of their job security. The survey questionnaire was modeled to measure the job security & job satisfaction of an employee in this Covid-19 pandemic. In this study, we investigate the vacillation of job security for different service sector employees. Job security and Job Satisfaction is one of the vexed questions here in the COVID-19 pandemic situation. It focuses on the relative importance of Job Security and job satisfaction factors and their impact on the employment. The result shows that working conditions, chance to try my own methods and co workers harmony are the most important factors contributing to job satisfaction during COVID-19. For this purpose, we formed questionnaire of 300 service sector employees such as Teachers School, College and University; bankers, doctors, engineers etc. to find out the actual scenarios. It also investigates the influence of age, gender and managerial/non managerial differences on the attitude towards job satisfaction. The study also examines the differences between intrinsic and extrinsic job satisfaction factors. Based on the findings, the employees at different service sector they were slightly satisfied with their jobs. Service sector employees are agonizing mostly due to this problem.
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16

Sarıipek, Doğa Başar, Meryem Aybas y Brigita Stanikūnienė. "Precarious Job and Union Tendencies among Women and Young Employees: The Relationships between Economic Constraints, Job Security and Trust in Employers". Engineering Economics 34, n.º 3 (23 de junio de 2023): 335–50. http://dx.doi.org/10.5755/j01.ee.34.3.32994.

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The aim of this study is to examine whether having a precarious job (low job security) increases union tendencies among female workers and young workers. The study examines the relationship between economic constraints, trust in employers and union attitudes in terms of gender and age in the context of the antecedents and consequences of job security. Data were collected using a survey conducted among 804 Turkish employees working in various sectors and analysed through multi-group path models, t-tests and ANOVA to measure job security objectively and subjectively. Economic constraints increase the acceptance of low job security and decrease trust towards employers. The research also indicates that poorer job security does not affect collective and union tendencies. While precarious jobs are more intense among young and women employees, there is no difference in their union tendencies. This article used the decent work perspective to explore the consequences of having a precarious job among women and young workers in Turkey. We assumed that the perception of precariousness reduces trust towards employers and strengthens collective and union tendencies. We also argue that economic constraints play an important role in choosing precarious jobs. We also test whether women and young employees, as two prominent disadvantaged groups, have collective efficacy and union efficacy in precarious job conditions.
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17

Nanavyan, Ashkhen. "Assessing job satisfaction and job security in Russia". Obshchestvo i ekonomika, n.º 7 (2022): 96. http://dx.doi.org/10.31857/s020736760021100-9.

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The author presents an analysis of job and salary satisfaction, and job security in the regions of Russia. In the article general and specific job satisfaction indices are calculated based on the Comprehensive Observation of Living Conditions of the Population; it is shown that job security is much more appreciated, and the most significant regional differentiation is noted by the wage satisfaction index. The minimum values of the wage satisfaction index are in the Volgograd region and in the Republic of North Ossetia-Alania, but job security in these constituent entities of the Russian Federation is estimated at almost twice as high, compared to other regions. Maximum wage satisfaction values are more typical for regions with high levels of labor force participation.
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18

Jarosch, Gregor. "Searching for Job Security and the Consequences of Job Loss". Econometrica 91, n.º 3 (2023): 903–42. http://dx.doi.org/10.3982/ecta14008.

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Job loss comes with large present value earnings losses which elude workhorse models of unemployment and labor market policy. I propose a parsimonious model of a frictional labor market in which jobs differ in terms of unemployment risk and workers search off‐ and on‐the‐job. This gives rise to a job ladder with slippery bottom rungs where unemployment spells beget unemployment spells. I allow for human capital to respond to time spent out of work and estimate the framework on German Social Security data. The model captures the joint response of wages, employment, and unemployment risk to job loss which I measure empirically. The key driver of the “unemployment scar” is the loss in job security and its interaction with the evolution of human capital and, in particular, the search for better employment.
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19

김진희. "The Effects of Job Security Policy on Perceived Job Security and Organizational Commitment". Korean Journal of Human Resource Development Quarterly 11, n.º 3 (octubre de 2009): 233–52. http://dx.doi.org/10.18211/kjhrdq.2009.11.3.011.

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20

Koustelios, Athanasios, Olga Kouli y Nicholas Theodorakis. "Job Security and Job Satisfaction among Greek Fitness Instructors". Perceptual and Motor Skills 97, n.º 1 (agosto de 2003): 192–94. http://dx.doi.org/10.2466/pms.2003.97.1.192.

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In analyzing the relation between job satisfaction and job security, a sample of 97 Greek fitness instructors, 18 to 42 years of age, showed statistically significant positive correlations between job security and job satisfaction (p < .002). Particularly, job security was correlated with pay .54, promotion .43, job itself .41, and the organization as a whole .43.
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21

Elbir, Nazlı. "Job security of occupational physicians". Annals of Medical Research 27, n.º 10 (2020): 2499. http://dx.doi.org/10.5455/annalsmedres.2020.07.796.

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22

Thomas, Linda. "In search of job security". Nursing Standard 4, n.º 48 (22 de agosto de 1990): 3. http://dx.doi.org/10.7748/ns.4.48.3.s1.

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23

Lazear, Edward P. "Job Security Provisions and Employment". Quarterly Journal of Economics 105, n.º 3 (agosto de 1990): 699. http://dx.doi.org/10.2307/2937895.

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24

Vaucher, David. "Earning Job and Career Security". Way Ahead 10, n.º 02 (1 de junio de 2014): 3. http://dx.doi.org/10.2118/0214-003-twa.

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25

Machek, Martin. "Job security and labor productivity:". European Journal of Management Issues 27, n.º 3-4 (25 de diciembre de 2019): 82–89. http://dx.doi.org/10.15421/191909.

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Purpose – to investigate the relationship between job security and labor productivity among 45,506 companies from the Czech Republic, Slovakia, Croatia, Slovenia, and Latvia. Design/Method/Approach. This article uses linear regression analysis based on data from the period of 2013-2017. Findings. The study indicates an inverse U-shaped relationship between employment volatility, as measured by the coefficient of variation, and labor productivity. Labor productivity increases along with employment fluctuation up to a certain point; however, when employees feel insecure, their labor productivity deteriorates. Surprisingly, for most companies, the relationship between employment fluctuation and labor productivity remains positive. Labor productivity gets affected positively by the security feeling rather than by guaranteeing the job position. Originality/Value. The results are consistent within the subsamples of the five individual countries in the sample and robust to two alternative measures of fluctuation, the mean absolute deviation, and the studentized range. Paper type – empirical.
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26

Parker, Donn B. "Security Accountability in Job Performance". Information Systems Security 3, n.º 4 (enero de 1995): 16–20. http://dx.doi.org/10.1080/10658989509342474.

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27

Miller, E. K. "On the job: Security clearances". IEEE Potentials 22, n.º 4 (octubre de 2003): 4–5. http://dx.doi.org/10.1109/mp.2003.1238685.

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28

Maurin, Eric y Fabien Postel-Vinay. "The European Job Security Gap". Work and Occupations 32, n.º 2 (mayo de 2005): 229–52. http://dx.doi.org/10.1177/0730888405274603.

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29

COLLINS, HUGH. "The Meaning of Job Security". Industrial Law Journal 20, n.º 4 (1991): 227–39. http://dx.doi.org/10.1093/ilj/20.4.227.

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30

Hogan, Seamus y Christopher Ragan. "Job security with equilibrium unemployment". Labour Economics 5, n.º 2 (junio de 1998): 185–204. http://dx.doi.org/10.1016/s0927-5371(97)00022-5.

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31

Collinson, Helen. "A job for security counsel". Computers & Security 14, n.º 5 (enero de 1995): 411–12. http://dx.doi.org/10.1016/0167-4048(95)97097-t.

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32

Bertola, Giuseppe. "Job security, employment and wages". European Economic Review 34, n.º 4 (junio de 1990): 851–79. http://dx.doi.org/10.1016/0014-2921(90)90066-8.

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33

KUPKE, VALERIE y WAYNE MARANO. "Job Security and First Homebuyers". Urban Policy and Research 22, n.º 4 (septiembre de 2004): 393–410. http://dx.doi.org/10.1080/0811114042000296317.

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34

Stevens, Deborah Ann y Adelaide Carpenter. "Physical Education Job Security: Saving Our Jobs and Programs". Journal of Physical Education, Recreation & Dance 69, n.º 4 (abril de 1998): 53–59. http://dx.doi.org/10.1080/07303084.1998.10605537.

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35

KOUSTELIOS, ATHANASIOS. "JOB SECURITY AND JOB SATISFACTION AMONG GREEK FITNESS INSTRUCTORS". Perceptual and Motor Skills 97, n.º 5 (2003): 192. http://dx.doi.org/10.2466/pms.97.5.192-194.

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36

Nedelkoska, L. "Occupations at risk: job tasks, job security, and wages". Industrial and Corporate Change 22, n.º 6 (14 de febrero de 2013): 1587–628. http://dx.doi.org/10.1093/icc/dtt002.

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37

Alnajjar, Ahmed A. "Relationship between Job Satisfaction and Organizational Commitment among Employees in the United Arab Emirates". Psychological Reports 79, n.º 1 (agosto de 1996): 315–21. http://dx.doi.org/10.2466/pr0.1996.79.1.315.

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The purpose of this study was to assess 171 employees' job satisfaction and job commitment using two questionnaires, one to evaluate job satisfaction and one to examine commitment of the respondents to their respective jobs. The Job Satisfaction Questionnaire assessed job security, job status, relations with managers, and relations with colleagues. The desire to fulfill the commitments related to job requirements was tested using the scores on the Organizational Commitment Scale which measures discipline, concern, and updating. Scores on job satisfaction and the desire to fulfill job commitments were correlated; however, scores on job security were not correlated with the motivation towards job fulfillment. Positive satisfaction for relations with managers and with colleagues and job status were significantly correlated with positive job commitment. The canonical variant indicated that those who were disciplined about their work tended to have better relations with their managers as well as with colleagues.
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38

Zhu, Qianping. "Research Review: Job Security and Insecurity". Modern Economics & Management Forum 4, n.º 3 (21 de noviembre de 2023): 40. http://dx.doi.org/10.32629/memf.v4i3.1371.

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With the development of the knowledge economy, flexible employment has become a relatively large employment method in the contemporary labor market. With the development of this employment method, the stable job security of employees has gradually been broken and rebuilt. This article collects the existing research on job insecurity in the academic community, summarizes the definitions from the two directions of job security and insecurity, explores the pre-dependent variables of job insecurity from the three directions of individual, social context, and organization, and analyzes the outcome variables of job insecurity from the two levels of individual and organization. It is found that job insecurity has more impact on the organizational level, and has an impact on turnover intention, organizational commitment, Job Satisfaction, organizational trust, organizational loyalty, organizational support, innovative self-efficacy, and organizational citizenship behavior. Finally, it also looks forward to the research on job insecurity in different cultural scenarios in the future and the mechanism of job insecurity.
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39

Lanyasunya, Andrew Ropilo. "The nature and adequacy of equipment used by security guards from Samburu community working in Nairobi". Journal of Policy and Development Studies (JPDS) 2, n.º 1 (5 de diciembre de 2023): 157–61. http://dx.doi.org/10.51317/jpds.v2i1.452.

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The study assessed the nature and the adequacy of equipment which security guards from the Samburu community working in Nairobi have for their jobs. The issue was employee workplace conditions. In examining this issue, the study looked at the nature of equipment and training for the job, which provided evidence for granting or non-granting employee rights. The research used a survey design, and data was collected through questionnaires, which were applied to 200 security guards who had been randomly selected from 5 administrative clusters in Nairobi. The results were presented in tables of numbers and percentages of the sample interviewed, as well as column charts. The findings indicated that security guards were inadequately equipped for their job. The study concluded that security guards were inadequately equipped for their jobs, and this undermined their productivity and job satisfaction. It also recommended that the government, through the parliament, come up with legislation that would prohibit the engagement of security guards outside the employment of a duly registered security company. That way, it will be possible to monitor issues of workplace conditions and equipment issues pertaining to security guards.
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40

Zekic, Nuna. "Job Security or Employment Security: What's in a Name?" European Labour Law Journal 7, n.º 4 (diciembre de 2016): 548–75. http://dx.doi.org/10.1177/201395251600700403.

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41

Salladarré, Frédéric, Boubaker Hlaimi y François-Charles Wolff. "How important is security in the choice of employment? Evidence from European countries". Economic and Industrial Democracy 32, n.º 4 (22 de febrero de 2011): 549–67. http://dx.doi.org/10.1177/0143831x10387649.

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Is job security important for workers when choosing a job? Using comparative data from 18 European countries, this article investigates the influence of job security in the choice of employment. The empirical analysis evidences significant cross-country differences in the importance attributed to job security, which is influenced by both individual and employment characteristics. When comparing the perceived job security and its importance in the choice of employment, the study finds that temporary workers are less sensitive to job security when choosing their job.
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42

Patino-Alonso, Maria-Carmen, Maria-Purificación Vicente-Galindo, Maria-Purificación Galindo-Villardón y Jose-Luis Vicente-Villardón. "Multivariate profile of women who work in rural settings in Salamanca, Spain". Journal of Sociology 52, n.º 4 (10 de julio de 2016): 806–23. http://dx.doi.org/10.1177/1440783315594485.

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We examine the job situation of women living in rural Salamanca, Spain, using principal coordinates analysis to identify the profile of these women (specifically, those with declared vs. undeclared jobs) and explore what they believe would improve their employment situations. Four well-differentiated groups were identified: two groups included rural women with ‘regular’ jobs and two groups included women with ‘irregular’ jobs, where ‘irregular’ work is defined as work that involves a decrease in taxes destined for the Social Security system. These women were differentiated based on their marital status and the job sector in which they worked. Women with an ‘irregular’ employment status stated that they would prefer to work in a ‘regular’ job with a job contract and make contributions to the Social Security system in accordance with the true number of hours they work. Such a job situation guarantees access to all available social benefits.
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43

Matthews, Michael D. y Charles N. Weaver. "Comparison of Perceived Job Security of College Professors versus White-Collar and Blue-Collar Workers". Psychological Reports 79, n.º 2 (octubre de 1996): 367–70. http://dx.doi.org/10.2466/pr0.1996.79.2.367.

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This study compared perceived job security of 61 college professors with those of 3,442 other white-collar workers and 2,583 blue-collar workers using the 1972–1994 General Social Surveys as the database. Analysis indicated the college professors express greater security in their jobs, being less likely to think they would lose their jobs in the next year, and being more confident about finding a comparable job, if forced to do so.
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44

Ranga Swamy, Sirisati y Sridhar Mandapati. "A fuzzy energy and security aware scheduling in cloud". International Journal of Engineering & Technology 7, n.º 1.2 (28 de diciembre de 2017): 117. http://dx.doi.org/10.14419/ijet.v7i1.2.9021.

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The cloud computing is the one that deals with the trading of the resources efficiently in accordance to the user’s need. A Job scheduling is the choice of an ideal resource for any job to be executed with regard to waiting time, cost or turnaround time. A cloud job scheduling will be an NP-hard problem that contains n jobs and m machines and every job is processed with each of these m machines to minimize the make span. The security here is one of the top most concerns in the cloud. In order to calculate the value of fitness the fuzzy inference system makes use of the membership function for determining the degree up to which the input parameters that belong to every fuzzy set is relevant. Here the fuzzy is used for the purpose of scheduling energy as well as security in the cloud computing.
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45

Martinez Pedreira, Miguel, Costin Grigoras, Volodymyr Yurchenko y Maksim Melnik Storetvedt. "The Security model of the ALICE next generation Grid framework". EPJ Web of Conferences 214 (2019): 03042. http://dx.doi.org/10.1051/epjconf/201921403042.

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JAliEn (Java-AliEn) is the ALICE next generation Grid framework which will be used for the top-level distributed computing resources management during the LHC Run 3 and onward. While preserving an interface familiar to the ALICE users, its performance and scalability are an order of magnitude better than the currently used framework. To implement the JAliEn security model, we have developed the so-called Token Certificates – short lived full Grid certificates, generated by central services automatically or on the client’s request. Token Certificates allow fine-grained control over user/client authorization, e.g. filtering out unauthorized requests based on the client’s type: end user, job agent, jobpayload. These and other parameters (like job ID) are encrypted in the token by the issuing service and cannot be altered.The client-side security implementation is further described in aspects of the interaction between user jobs and job agents. User jobs will use JAliEn tokens for authentication and authorization by the central JAliEn services. These tokens are passed from the job agent through a pipe stream, not stored on disk and thus readily available only to the intended job process. The level of isolation of user payloads is further improved by running them in containers. While JAliEn doesn't rely on X.509 proxies, the backward compatibility is kept to assure interoperability with services that require them.
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46

Khadka, Srijana y Ajaya Kumar Khadka. "Impact of Job Stress on Management Education Teacher’s Job Performance". Nepal Journal of Multidisciplinary Research 6, n.º 3 (3 de noviembre de 2023): 24–36. http://dx.doi.org/10.3126/njmr.v6i3.59475.

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This study aimed to examine the influence of job stress on the job performance of management instructors. Exploring the relationships between these workplace stress factors and job performance was also a specific objective. Convenience sampling was utilized for collecting the required information from 220 management education instructors for the study. According to descriptive statistics, management education teachers reported moderate levels of work stress, higher levels of job security stress, and moderate levels of shift work stress. Analysis of correlation revealed that job security and shift work stress were significantly positively correlated with job performance, whereas work stress was weakly and insignificantly negatively correlated. Regression analysis further supported these findings, highlighting the positive influence of job security and shift work stress on job performance. These findings emphasize the significance of addressing job stress factors, particularly job security stress and shift work stress, to improve the job performance of management instructors. Future research could investigate additional factors and interventions to comprehend better and manage occupational stress in this population. The uniqueness of this study stems from its specific focus on management education, investigation of occupational stress factors, and ability to inform tailored interventions that benefit both educational institutions and management educators.
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47

Ghimire, Binod, Rewan Kumar Dahal y Dipendra Karki. "Job Security and Faculty Commitment within Higher Education Institutions". International Research Journal of Management Science 8, n.º 1 (31 de diciembre de 2023): 14–27. http://dx.doi.org/10.3126/irjms.v8i1.60684.

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Purpose: The main objective of this study is to examine the relationship between faculty job security and organizational commitment in Nepalese higher education, focusing on qualitative and quantitative job security parameters. Methodology: A cross-sectional methodology was used to examine perceived job security and its impact on academic professionals in the Kathmandu Valley. The study involved developing and distributing a self-administered questionnaire to 210 academics associated with Tribhuvan University from different occupational specialties and pay tiers. Descriptive and causal-comparative research designs were employed in the study. Findings: The study found significant associations between job security and organizational commitment (OC). From the results obtained in regression analysis, the value of adjusted R square was 0.584, signifying that 58.4 % of the variation in organizational commitment was due to qualitative and quantitative aspects of job security. The study's results provide empirical evidence supporting the positive impact of qualitative and quantitative employment security factors on OC. Keeping all other independent measures constant, an increase of one unit in qualitative forces would increase OC by 0.522 units (β = 0.468, p < 0.01), followed by an increase of 0.333 units in OC due to quantitative factors (β = 0.286, p < 0.01). Implications: Commitment was significantly impacted by both the quantitative and qualitative dimensions of job security, suggesting that improving job security measures could lead to higher levels of commitment. These results illustrate the importance of job security in supporting loyalty and productivity in Nepalese academic institutions, emphasizing the necessity for proactive measures to improve job security to increase faculty members' organizational commitment. Originality/Value: This study examines how quantitative and qualitative job security affects organizational commitment in Nepalese academic institutions, providing novel insights. It emphasizes the importance of job security in faculty commitment, emphasizing the necessity for focused interventions to improve qualitative and quantitative aspects of job security.
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Hur, Hyunkang y James L. Perry. "Job Security Rule Changes and Employee Organizational Commitment". Review of Public Personnel Administration 40, n.º 4 (8 de mayo de 2019): 641–68. http://dx.doi.org/10.1177/0734371x19842622.

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This study assesses the impact of different job security rules on federal employees’ organizational commitment by looking at the effects of changes in the Department of Homeland Security (DHS) precipitated by MaxHR, introduced to DHS in 2005. The 2005 job security rule changes, as part of the “reformed” personnel system of the new DHS, reduced employee job security, which in turn weakened organizational commitment. The study found subsequent repeal of the job security rules in 2007 boosted organizational commitment among DHS workers by as much as 10 percentage points. Taken together, the results of difference-in-differences (DID) analysis for the new job security rules in the period 2005-2006 and subsequent repeal of the job security rules in the period 2007-2010 suggest that employees’ commitment to DHS was more favorable after the repeal of the job security rules than prior to the 2005 reforms.
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49

Naidu, P. Sanyasi y Babita Bhagat. "Secure workflow scheduling in cloud environment using modified particle swarm optimization with scout adaptation". International Journal of Modeling, Simulation, and Scientific Computing 09, n.º 01 (23 de enero de 2018): 1750064. http://dx.doi.org/10.1142/s1793962317500647.

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In the distributed data-intensive computing environment, securely assigning tasks to appropriate machines is a big job scheduling problem. The complexity of this problem increases with the number of jobs and their job times. Several meta-heuristic algorithms including particle swarm optimization (PSO) technique and variable neighborhood particle swarm optimization (VNPSO) technique are employed to solve the problem to a certain extent. This paper proposes a modified PSO with scout adaptation (MPSO-SA) algorithm, which uses a cyclic term called mutation operator, to solve the job scheduling problem in the cloud environment. The comparative study between the proposed MPSO-SA scheduling mechanism and the conventional scheduling algorithms show that the proposed method decreases the probability of security risk on scheduling the jobs.
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Bryson, Alex, Lorenzo Cappellari y Claudio Lucifora. "Workers' Perceptions of Job Insecurity: Do Job Security Guarantees Work?" LABOUR 23 (marzo de 2009): 177–96. http://dx.doi.org/10.1111/j.1467-9914.2008.00433.x.

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