Articles de revues : « Job reduction »

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Kramer, Michael W. « Uncertainty Reduction During Job Transitions ». Management Communication Quarterly 7, n^o 4 (mai 1994) : 384–412. http://dx.doi.org/10.1177/0893318994007004002.

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Kammeyer-Mueller, John, et Hui Liao. « Workforce reduction and job-seeker attraction : Examining job seekers' reactions to firm workforce-reduction policies ». Human Resource Management 45, n^o 4 (2006) : 585–603. http://dx.doi.org/10.1002/hrm.20133.

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Rakhra, Manik. « Optimizing Job distribution for load reduction ». IOSR Journal of Engineering 4, n^o 1 (janvier 2014) : 38–41. http://dx.doi.org/10.9790/3021-04123841.

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Lally, Martin. « Optimal exit dates for members of the GSF ». Pacific Accounting Review 28, n^o 2 (4 avril 2016) : 201–18. http://dx.doi.org/10.1108/par-07-2015-0028.

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Purpose This paper aims to determine the optimal date for an employee to initiate the pension payments from the New Zealand Government Superannuation Fund (GSF), through retirement or job shifting. Design/methodology/approach The paper uses discounted cash flow methods in conjunction with mortality tables, inflation estimates and a range of values for the yield on inflation-adjusted bonds in New Zealand. Findings The paper finds that, if job shifting is costless, then the optimal exit date is between 60 and 65. If job switching is costly, then this paper determines the effective salary reduction arising from continuing to work at the GSF-associated job beyond the optimal job switching age under costless job switching, arising from the adverse impact on the present value of the pension benefits, so as to assist in deciding when to switch jobs or retire. These effective salary reductions are small below 65 but rapidly rise after that, thereby significantly discouraging work much beyond age 65. Originality/value This paper assists GSF members to determine when to switch jobs or retire.

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Sudrajad, Eka Yudha, Dyah Sawitri et Djuni Farhan. « The Effect of Job Fair on Unemployment Reduction Mediated by Job Opportunity ». Management and Economic Journal (MEC-J) 5, n^o 2 (25 août 2021) : 165–74. http://dx.doi.org/10.18860/mec-j.v5i2.12016.

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Bank plays an important role for Indonesian economy. Service quality and employee performance have become a priority for human development in Malang City. This study will examine the effect of job fair on job opportunities, and unemployment reduction becomes a priority for human development in Malang City. Therefore, this study will examine the effect of a job fair on unemployment reduction moderated by job opportunities. These study purposes are as follow: 1) Knowing the effect of a job fair on job opportunities in Malang City, 2) Knowing the effect of a job fair on unemployment reduction in Malang City, 3) Knowing the effect of job opportunities on unemployment reduction in Malang City, 4) Knowing the effect of a job fair on unemployment reduction mediated by job opportunities in Malang City. This is a survey research using explanatory research. This research was conducted in Malang City. This study used samples of 96 respondents. Data was collected using a questionnaire and filled in by respondents. From the data obtained, a moderation analysis is done to examine the effect of each variable. This research has four findings. First, job fair has positive and significant effect on job opportunities. Second, job fair has positive and significant effect on unemployment reduction. Third, job opportunities have positive and significant effect on unemployment reduction. Job opportunities mediated the effect of a job fair on unemployment reduction

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von Wachter, Till. « Long-Term Employment Effects from Job Losses during the COVID-19 Crisis ? A Comparison to the Great Recession and Its Slow Recovery ». AEA Papers and Proceedings 111 (1 mai 2021) : 481–85. http://dx.doi.org/10.1257/pandp.20211091.

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This paper compares predictions for the long-term reductions in the employment-to-population (EPOP) ratio based on estimates of the overall job-loss rate and the long-term effects of job loss with the actual evolution of the EPOP ratio. It took about ten years after the end of the Great Recession for the EPOP ratio to recover from substantial reductions partly implied by job-loss effects. Based on job loss during the COVID-19 crisis through July, the prediction is that 15-37 percent of the reduction of the EPOP ratio in December 2020 is permanent.

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Wang, Senhu, Daiga Kamerāde, Brendan Burchell, Adam Coutts et Sarah Ursula Balderson. « What matters more for employees’ mental health : job quality or job quantity ? » Cambridge Journal of Economics 46, n^o 2 (10 décembre 2021) : 251–74. http://dx.doi.org/10.1093/cje/beab054.

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Abstract Recent debates about whether the standard full-time working week (35–40 h) can be replaced by a shorter working week have received extensive attention. Using 2015 European Working Conditions Survey data, this study contributes to these debates by exploring the relationships between job quantity, job quality and employees’ mental health. Overall, we find that a job’s quality matters more than its quantity as measured in hours per week. The results show that actual working hours are hardly related to employees’ mental health but job quality, especially intrinsically meaningful work, less intensified work and having a favourable social environment, has positive effects on employee mental health, even in jobs with short working hours. Moreover, although working less than one prefers (under-employment) has negative effects, these negative effects become much smaller in size and non-significant in good quality jobs, especially in jobs with skill discretion and good job prospects. These findings develop the debates about a shorter standard working week by emphasising the continued and crucial importance of job quality in debates on the future of work. These results also suggest that policymakers should pay particular attention to job quality when addressing the dramatic reduction in total hours of employment in Europe following the COVID-19 crisis.

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CHAPMAN, JOANN. « Collegial Support Linked to Reduction of Job Stress ». Nursing Management (Springhouse) 24, n^o 5 (mai 1993) : 52???57. http://dx.doi.org/10.1097/00006247-199305000-00011.

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Reichert, Arndt R., et Harald Tauchmann. « Workforce reduction, subjective job insecurity, and mental health ». Journal of Economic Behavior & ; Organization 133 (janvier 2017) : 187–212. http://dx.doi.org/10.1016/j.jebo.2016.10.018.

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Tetrick, Lois E., et Yitzhak Fried. « Industrial relations : Stress induction or stress reduction ? » Journal of Organizational Behavior 14, n^o 5 (septembre 1993) : 511–14. http://dx.doi.org/10.1002/job.4030140511.

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Redi, Mekonnen, et Mohammad Ikram. « Dimension Reduction and Relaxation of Johnson’s Method for Two Machines Flow Shop Scheduling Problem ». Sultan Qaboos University Journal for Science [SQUJS] 25, n^o 1 (9 juin 2020) : 26. http://dx.doi.org/10.24200/squjs.vol25iss1pp26-47.

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The traditional dimensionality reduction methods can be generally classified into Feature Extraction (FE) and Feature Selection (FS) approaches. The classical FE algorithms are generally classified into linear and nonlinear algorithms. Linear algorithms such as Principal Component Analysis (PCA) aim to project high dimensional data to a lower-dimensional space by linear transformations according to certain criteria. The central idea of PCA is to reduce the dimensionality of the data set consisting of a large number of variables. In this paper, PCA was used to reduce the dimension of flow shop scheduling problems. This mathematical procedure transforms a number of (possibly) correlated jobs into a smaller number of uncorrelated jobs called principal components, which are the linear combinations of the original jobs. These jobs are carefully determined so that from the solution of the reduced problem multiple solutions of the original high dimensional problem can readily be obtained, or completely characterized, without actually listing the optimal solution(s). The results show that by fixing only some critical jobs at the beginnings and ends of the sequence using Johnson's method, the remaining jobs could be arranged in an arbitrary order in the remaining gap without violating the optimality condition that also guarantees minimum completion time. In this regard, Johnson's method was relaxed by terminating the listing of jobs at the first/last available positions when the job with minimum processing time on either machine attains the highest processing time on the other machine for the first time. By terminating Johnson's algorithm at an early stage, the method minimizes the time needed for sequencing those jobs that could be left arbitrarily. By allowing these jobs to be arranged in arbitrary order it gives job sequencing freedom for job operators without affecting minimum completion time. The results of the study were originally obtained for deterministic scheduling problems but they are more relevant on test problems randomly generated from uniform distribution with lower bound and upper bound and normal distribution with mean and standard deviation .

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Petrucci, Alberto. « Money, labour supply, and growth in a liquidity costs economy ». Recherches économiques de Louvain 66, n^o 1 (2000) : 21–32. http://dx.doi.org/10.1017/s0770451800008113.

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SummaryEconomists often compare two ways of work sharing: increase of part-time work and the reduction of the weekly work time. Most of the literature focuses upon the labour demand size. The aim of this paper is to tackle this question from the point of view of labour supply. We calibrate on French data a sequential job search model, which as two specific features: the characterization of job offers in terms of utility level which combines hourly wage rates with available leisure time and the fact that unemployment is not the only compatible state with a job search. Simulations of the model show that, for a given labour demand, the probability to be unemployed increases with the proportion of part-time jobs and decrease with the reduction of the weekly work time.

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DEWI, I. Gusti Ayu Ratih Permata, et Putu Yudha Asteria PUTRI. « Audit Quality Reduction Behavior : Locus Of Control, Job Stress, Time Pressure ». International Journal of Environmental, Sustainability, and Social Science 1, n^o 2 (31 juillet 2020) : 19–27. http://dx.doi.org/10.38142/ijesss.v1i2.23.

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This study aims to examine the effect of locus of control and job stress on audit time budget pressure and its implications on the behavior of KAP audit quality reduction in Bali. Data used by using a questionnaire. The sample in this study amounted to 35 respondent. The data analysis technique used is path analysis. The test results show that locus of control and job stress has a positive effect on audit time budget pressure. Audit time budget pressure has a positive effect on quality reduction behavior in an audit. Furthermore, audit time budget pressure mediates the effect of locus of control and job stress on audit quality reduction behavior. The coefficient of the indirect effect of job stress on the behavior of the reduction of the quality of the audit through the budget pressure audits provides a greater effect than a direct effect of path coefficient value of job stress on the behavior of the reduction of the quality of the audit.

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Dabade, Utkarsha. « Productivity Improvement through Cycle Time Reduction and Line Balancing : A Case Study of Machine Shop ». International Journal for Research in Applied Science and Engineering Technology 9, n^o 10 (31 octobre 2021) : 1548–53. http://dx.doi.org/10.22214/ijraset.2021.38643.

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Abstract: Competitiveness among the manufacturing industries is rapidly increasing because of industrialization. In today’s era, every manufacturing industry is trying to produce low cost products with superior quality and with propriety to deliver them in stipulated time period. Every manufacturing organisation needs appropriate system to produce high quality products in minimum cycle time, which can be achieved by maintaining higher productivity. In this research study, an attempt has been made to enhance the productivity of automotive component oil pan by reducing the machining cycle time and balancing the line to avoid unwanted movement of work piece and bottlenecks. It has been found that by incorporating CBN cutters and spot facing tool in machining, cycle time has been reduced by 7.02minutes per job. U type machine layout has been suggested to balance the production line.It has been observed that, with reduction of cycle time by 7.02 minutes per job, production capacity per shift can be increased from current 28 jobs per shift to 36 jobs per shift. With machining of additional 8 jobs per shift, production capacity of oil pan can be increased from 2000 jobs per month to 2900 jobs per month. Keywords: Productivity, Cycle Time Reduction, Line Balancing, Machine Shop

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Park, Sungwon, et Min Kyeong Jang. « Associations Between Workplace Exercise Interventions and Job Stress Reduction : A Systematic Review ». Workplace Health & ; Safety 67, n^o 12 (24 août 2019) : 592–601. http://dx.doi.org/10.1177/2165079919864979.

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Background: High job stress is positively associated with reduced quality of life in workers, detrimental effects on worker health, and increased worker absenteeism and lower productivity. Exercise is a proven approach for coping with psychological stress in general. However, relatively few research studies have examined the effects of workplace exercise interventions on job stress reduction. The purpose of this systematic review was to identify associations between workplace exercise interventions and job stress reduction among employees. Methods: A literature search was performed using five databases (i.e., CINAHL, Medline via PubMed, Scopus, PsycINFO, and Embase), and eligible studies were written in English, and were published between January 1990 and October 2018. Studies were included if worker participants were subjected to a workplace exercise intervention, and their job stress was measured before and after the intervention. To assess the quality of these studies, van Tulder’s risk of bias assessment tool was applied. Findings: Eight studies were identified, and six of those (75%) were found to be of relatively good quality. In only two of the studies (25%) was the workplace exercise program associated with a statistically significant reduction in job stress. The study findings suggest that relationships between workplace exercise interventions and job stress reduction have not been sufficiently evaluated in the literature. Conclusion and Application to Practice: Based on the limited data available, future intervention research should focus on randomized controlled trials of interventions incorporating both exercise and multidimensional strategies to reduce job stress.

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Domínguez, Emilio, Miren Ullibarri et Idoia Zabaleta. « Effects of reduction in working hours on a model with job creation and job destruction ». Applied Economics 44, n^o 7 (mars 2012) : 917–32. http://dx.doi.org/10.1080/00036846.2010.526583.

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Carr, Stuart C., Malcolm MacLachlan, Walter Reichman, Jane Klobas, Mary O'Neill Berry et Adrian Furnham. « Organizational Psychology and poverty reduction : where supply meets demand ». Journal of Organizational Behavior 29, n^o 7 (17 septembre 2008) : 843–51. http://dx.doi.org/10.1002/job.548.

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Jang, Seokha, et Taeyoung Yoo. « The Effect of Working-Hour Reduction on Job Commitment ». Korean Academy of Organization and Management 44, n^o 1 (28 février 2020) : 61–85. http://dx.doi.org/10.36459/jom.2020.44.1.61.

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Smith, Michael J., et Pascale C. Sainfort. « A balance theory of job design for stress reduction ». International Journal of Industrial Ergonomics 4, n^o 1 (juillet 1989) : 67–79. http://dx.doi.org/10.1016/0169-8141(89)90051-6.

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Kraft, Frederic B., Devdeep Maity et Stephen Porter. « The salesperson wellness lifestyle, coping with stress and the reduction of turnover ». Journal of Business & ; Industrial Marketing 34, n^o 2 (4 mars 2019) : 347–59. http://dx.doi.org/10.1108/jbim-03-2017-0058.

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PurposeIt is well known that job stress is major cause of salesperson job dissatisfaction and turnover. Salespeople require the resources to cope adequately with a multitude of job stressors, and the purpose of this study is to demonstrate that salesperson wellness promotes the ability of salespeople to use effective coping strategies in the workplace and as a result decrease their intentions of leaving the firm.Design/methodology/approachData including measures of coping strategies and a wellness lifestyle orientation were collected from a sample of 441 full-time professional salespeople in two metropolitan statistical areas of the USA. Structural equation modeling was used to demonstrate the relationship of a wellness lifestyle to coping strategies and in turn the relationship of coping strategies to job satisfaction and turnover intentions.FindingsThe study demonstrated the influence of the wellness lifestyle on salespeople’s ability to cope effectively with job stress. It extends previous research by demonstrating the direct influence of salesperson wellness on coping behaviors and demonstrates the nomological validity of the wellness lifestyle construct by modeling its relationship with job satisfaction and the intent to leave the organization.Research limitations/implicationsThe study recommends new research on the synergies that might be produced by simultaneous consideration of the social, physical, and psychological elements of the multicomponent wellness lifestyle. This should be particularly valuable in the context of the Challenger Sale.Practical implicationsWellness programs may be introduced or improved following an assessment of coping resource weaknesses of the sales force. New employees could be screened by examining their wellness profiles.Originality/valueMajor firms have promoted wellness lifestyle programs for years, but no studies have examined the influence of such programs on coping with job stress by salespeople. The paper demonstrates the value of the salesperson wellness lifestyle by showing that it promotes the most adjustive form of coping strategy, problem-focused coping.

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Yoon, Yeongjoon. « Need to downsize ? Your future employees may like the idea of cutting pay more ». Employee Relations : The International Journal 44, n^o 2 (28 octobre 2021) : 407–30. http://dx.doi.org/10.1108/er-01-2021-0009.

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PurposeStudies comparing the consequences of payroll cost reduction methods (i.e. cutting pay and downsizing) have been limited, with no studies comparing these methods' impact on job-seeker attraction. The current research tries to close this gap by comparing the effects of cutting pay and downsizing on job-seeker attraction outcomes.Design/methodology/approachTwo studies are conducted. The first study compares the effects of the two payroll cost reduction methods (i.e. cutting pay vs downsizing) on job-seeker attraction through a within-subject design experiment of people in the United States. The second study analyzes secondary data in South Korea to compare the two methods' effects on the number of job applicants applying for job openings.FindingsThe results demonstrate that organizations with a history of pay cuts yield more favorable job-seeker attraction outcomes than organizations with a history of downsizing.Practical implicationsAlthough firms that choose to downsize may better maintain the morale of surviving employees, the decision of downsizing can have long-term costs, such as having a worse capability to attract job-applicants than firms that choose to cut pay and share the pain as a group.Originality/valueThe research provides an insight into which payroll cost reduction method yields better outcomes in terms of job-seeker attraction. The research responds to the call in the payroll cost reduction method literature of identifying a feasible alternative to downsizing in terms of various outcomes other than the morale of current (or remaining) employees.

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Li, Shi-Sheng, et Ren-Xia Chen. « Scheduling with Rejection and a Deteriorating Maintenance Activity on a Single Machine ». Asia-Pacific Journal of Operational Research 34, n^o 02 (avril 2017) : 1750010. http://dx.doi.org/10.1142/s0217595917500105.

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We study single-machine scheduling problems with job rejection and a deteriorating maintenance activity, where the impact of performing this activity is reflected in a reduction of the job processing times. The duration of the maintenance activity is a linear increasing function of its starting time. The aim is to determine the location of the maintenance activity and the job sequence of the accepted jobs so as to minimize scheduling cost of the accepted jobs plus total penalty of the rejected jobs. When the scheduling measures are the makespan, total completion time and combination of earliness, tardiness and due date cost, we provide polynomial time algorithms to solve these problems, respectively. When the scheduling measures are the maximum tardiness and total weighted completion time under the agreeable ratio assumption, we introduce pseudo-polynomial time algorithms to solve these [Formula: see text]-hard problems, respectively.

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Shin, Kyoung Hee. « Effects of Bibliotherapy on Reduction of Depression in Middle Ages ». Korean Association Of Bibliotherapy 13, n^o 2 (31 décembre 2021) : 81–113. http://dx.doi.org/10.35398/job.2021.13.2.81.

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May Amy, Yeo Chu, Lim Cong Hong et Jeffton Low Boon Tiong. « THE EFFECT OF JOB CONTEXT AND COVID-19 ON PERCEIVED AUDIT QUALITY BEHAVIOUR : ». JBFEM 5, n^o 1 (24 mai 2022) : 13–30. http://dx.doi.org/10.32770/jbfem.vol513-30.

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The unprecedented impact of Covid-19 pandemic has caused untoward consequences to almost all professions and auditors are no exception. This study investigated perceived audit quality reduction behaviour through job context, COVID-10 effect and mediated by job satisfaction. An online survey involving 103 junior auditors were conducted during the Covid-19 lockdown and that the collected data were analysed using partial least square (PLS). The results revealed that human capital training and perceived compensation can reduce perceived audit quality reduction behaviour during the pandemic while other factors such as time pressure and role ambiguity do not contribute to perceived audit quality reduction behaviour. Job satisfaction also has a significant relationship with perceived audit quality reduction behaviour but it does not mediate any relationship between job context factors and perceived audit quality reduction behaviour. The findings provide new insights into the effect of COVID-19 on audit quality reduction behaviour and its influence on the job context factors. Inevitably, in the midst of pandemic, human capital training appears to be insurmountable and such skills facilitation and knowledge if not being prioritised would likely to impede the auditing process. As a consequence, audit personnel in particular; the audit managers, directors and partners should take heed of the essential human development in the relevant auditing profession over time. Our research findings revealed that COVID-19 pandemic had a profound effect on audit quality behaviour and its influence on the job context factors. It is therefore imperative for audit profession to prepare for such unprecedented and the perceived long-lasting endemic that had thus far impacted to a significant extent on people all around the world.

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Peltola, Pekka. « Working time reduction in Finland ». Transfer : European Review of Labour and Research 4, n^o 4 (novembre 1998) : 729–46. http://dx.doi.org/10.1177/102425899800400411.

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The chronically high levels of unemployment in Finland have led to an increased search for ways of reducing working time. This contribution presents various models of working time reduction including forms of voluntary working time reduction, job rotation models, sabbaticals, etc. Of particular interest also are experiments with the two-shift 6-hour model which combine shorter individual working hours with longer periods of plant operation. Such experiments have in some cases received public subsidies.

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Mazerolle, Maurice J., et Gangaram Singh. « Social support and the reduction of discouragement after job displacement ». Journal of Socio-Economics 31, n^o 4 (janvier 2002) : 409–22. http://dx.doi.org/10.1016/s1053-5357(02)00132-4.

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Mejía, Gonzalo, Guillermo González Vargas et Felipe González. « Scheduling and buffer reduction algorithm for job shop production systems ». International Journal of Industrial and Systems Engineering 13, n^o 3 (2013) : 345. http://dx.doi.org/10.1504/ijise.2013.052281.

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Muhhammad Shafiu, Awwal, Halimah Abdul Manaf et Sakinah Muslim. « Utilization Entrepreneurship for Job Creation, Poverty Reduction and National Development ». Journal of Social Sciences Research, n^o 61 (29 janvier 2020) : 97–102. http://dx.doi.org/10.32861/jssr.61.97.102.

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Entrepreneurship has become a tool for uplifting nations and improving their socio-economic development for the benefit of all citizens. This has worked for Western capitalist economies and the newly industrialized countries (NICs). In Africa there is less reliance on entrepreneurship as an engine of economic growth and development which has led to unemployment pervasive poverty and underdevelopment. The paper examined how entrepreneurship can help to speed up socio-economic development in Nigeria and reduce reliance on unsuccessful Western backed neo-liberal development strategies. The data of the study were sourced from array of both published and unpublished materials such as textbook, journal papers, newspapers, magazines, conference papers and seminar papers and internet material. The paper argues that Nigeria cannot develop without utilizing entrepreneurship as the cornerstone of its development strategy. Furthermore, the paper sees entrepreneurship as crucial to developing indigenous capacity in technology, manufacturing and export trade. It recommends development and implementation of local solutions to developmental problems, effective implementation of development policies, and credit provision to local entrepreneurs and creation an enabling environment for production and trade, and capacity development of Nigerian youth through technical and vocational training.

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Dhanraj, Dayanath, et Sanjana Brijball Parumasur. « Employee perceptions of job characteristics and challenges of job rotation ». Corporate Ownership and Control 12, n^o 1 (2014) : 733–41. http://dx.doi.org/10.22495/cocv12i1c8p6.

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This study assesses employees’ level of satisfaction with the nature of work and specific job characteristics (task variety, challenge, remuneration, recognition and skills variety) and their perceived challenges of job rotation. Biographical influences on these were also assessed. The study was undertaken in an operations environment of a textile company in KwaZulu-Natal, South Africa. The population includes 77 full time shift employees in the organization and due to the small population size consensus sampling was used. Data was collected using a self-developed, pre-coded, self-administered questionnaire whose reliability was assessed using Cronbach’s Coefficient Alpha. Data was analyzed using descriptive and inferential statistics. The results reflect some doubt regarding the potential for job rotation to reduce work pressure and stress and, indicate the potential of job rotation to disrupt work flow in the short-term and reduce productivity as a result of a reduction in motivation of those employees that are not rotating. Recommendations presented aim to enhance the implementation of job rotation as a work design such that its potential benefits may be realized.

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Kapur, Kanika. « The Impact of Health on Job Mobility : A Measure of Job Lock ». ILR Review 51, n^o 2 (janvier 1998) : 282–98. http://dx.doi.org/10.1177/001979399805100208.

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The author analyzes data from the National Medical Expenditure Survey of 1987 to measure the importance of “job lock”—the reduction in job mobility due to the non-portability of employer-provided health insurance. Refining the approach commonly used by other researchers investigating the same question, the author finds insignificant estimates of job lock; moreover, the confidence intervals of these estimates exclude large levels of job lock. A replication of an influential previous study that used the same data source shows large and significant job lock, as did that study, but when methodological problems are corrected and improved data are used to construct the job lock variables, job lock is found to be small and statistically insignificant.

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ADIO, Lateef A. « COVID-19 : It’s Impact on Job Security and Employees Attrition of Selected Aviation Companies in Lagos State ». Research in Social Sciences 5, n^o 1 (30 juin 2022) : 1–9. http://dx.doi.org/10.53935/26415305.v5i1.209.

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The global widespread of Covid-19 disease has led to an unparalleled unemployment disaster cum employees’ market surprises and it is anticipated to bring in distinct systemic substitute and prolonged problems for global works. This study tries to investigate the impact of Covid-19 on job security and employees’ attrition of selected aviation companies in Lagos State. A cross-sectional design and simple random sampling technique were employed. A questionnaire was employed as the research instrument for the study with 269 respondents adjudged usable. Multiple regression and correlation analyses were employed to determine the hypotheses of the study. The hypotheses result showed that job security (r = 0.450, p < 0.05), employees’ attrition (r = 0.275, p < 0.05) and lay off and unemployment (F = 33.237; p =0.000) were significantly impacted by Covid-19. The study recommends that National governments and various bodies such as World Health Organizations (WHO) to introduce policies and guidelines that will cushion the impacts of Covid-19 on employees’ job security,’ attrition and lay off and unemployment in terms of taxes reductions, improved safety measures, contingencies approaches, reductions of levies on licenses, public awareness, relaxation of aviation laws in terms pilots renewal licenses, reduction of airline fuel price, reduction of parking lots of the aircrafts, supporting the airlines with funds and adequate incentives would curb employees attrition, job security and employment and would allow the aviation sector to rise again as in the past before the final solution to eradicate the pandemic.

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Kåreholt, Ingemar, Charlotta Nilsen, Janne Agerholm, Susanne Kelfve, Jonas Wastesson, Kirsten Nabe-Nielsen et Bettina Meinow. « HISTORY OF JOB STRAIN AND RISK OF LATE-LIFE DEPENDENCY : A NATIONWIDE SWEDISH REGISTER-BASED STUDY ». Innovation in Aging 6, Supplement_1 (1 novembre 2022) : 502–3. http://dx.doi.org/10.1093/geroni/igac059.1927.

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Abstract There is substantial evidence that work plays a significant role in post-retirement health. Yet little is known about its role in when late-life dependency may occur. We examined associations between job strain and the risk of entering late-life dependency. Individually linked nationwide Swedish registers were used to identify people 70+ alive in January 2014, and who did not experience the outcome (late-life dependency) during two months prior to the start of the follow-up. Late-life dependency was operationalized as use of long-term care. Information about job strain was obtained via a job exposure matrice and matched with job titles. Cox regression models with age as time-scale (adjusted for living situation, educational attainment, country of birth, and sex) were conducted to estimate hazard ratios (HR) for entering late-life dependency during the 24 months of follow-up (n=993,595). Having an initial high starting point of job strain followed by an increasing trajectory throughout working life implied a 23% higher risk of entering late-life dependency at a younger age, compared with the reference group (low starting point with a decreasing trajectory). High initial starting point followed by a stable trajectory implied a 12% higher risk of entering late-life dependency at a younger age. High initial starting point followed by a decreasing trajectory implied a 10% risk reduction, and a low starting point with a stable trajectory implied a 22% risk reduction, of entering late-life dependency at a younger age. Reducing stressful jobs across working life may contribute to postponing late-life dependency.

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Pratiwi, Ade Ananta, Al Munawir et Dewi Rokhmah. « The Quality Life of Matriarch and Program of Poverty Reduction in Jember Regency ». Aloha International Journal of Health Advancement (AIJHA) 3, n^o 1 (22 janvier 2020) : 11. http://dx.doi.org/10.33846/aijha30103.

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Introduction: Poverty was regarded as a common problem existed in many countries, either in developed countries or developing countries, even, the poverty was still a priority problem in SDGs era. In 2018 East Java was positioned on the first rank of highest level of poverty in Java, particularly Jember Regency was ranked in the second. The government of East Java has observed this poverty phenomenon on female society, which was then called as poverty feminization. Therefore, the government of East Java established a program of poverty alleviation on women, it was known as a feminization program of poverty reduction. This program aimed to provide job or job, so the matriarch would have access to several sectors, as economic, education, or health. The easy access given to the matriarch was expected to realize more quality of life. Methods: This research was categorized into quantitative research and exerted cross sectional approach. The total population in this research was taken from all women who got help from the feminization program of poverty reduction in Jember, specifically the total were about 1227 respondents. The method of sampling was purposive sampling by employing representative of data sampling in each sub-regency. The total sample in this research were 302 respondents. Further, the data was collected through instrument of WHOQOL-BREF questionnaire, while the data was analyzed through Spearman correlation method. Results: According to the result of data analysis on factor of job to the life quality, it was obtained p-value of 0.000, which referred the correlation between job and life quality of matriarch. Moreover, the data analysis on factor of income to the life quality, it was obtained p-value of 0.000, which referred the relation between income and life quality of matriarch. Conclusion: There was a relation between job as well as income and the life quality of matriarch. Keywords: matriarch; feminization of poverty; job; income; life quality

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Butcher, Bob, et Matt Bursnall. « How Dynamic is the Private Sector ? Job Creation and Insights from Workplace-Level Data ». National Institute Economic Review 225 (août 2013) : F4—F14. http://dx.doi.org/10.1177/002795011322500101.

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Private sector employment rose by over a million in the past three years. Commentators often interpret this number – which is a net figure – as ‘job creation’. But how many jobs really are created each year, and conversely how many are lost? How has this changed with the downturn and what does it imply for the recovery?This article uses findings from business and workplace-level data to map i) job creation and destruction over recent years, ii) its components in accounting terms, iii) the relative contribution by firms of different size and age, and iv) the reallocation of resource between firms and to workplaces within firms. There are four main points: a)Job churn far outweighs net change. Before the downturn, an average of 4.0 million jobs were created each year and a slightly smaller number lost (3.7m), resulting in a net increase of about 300,000 per year.b)Most job creation (over 70 per cent) is within existing firms; but within that, over a third comes from the creation of new workplaces set up within those firms.c)The net reduction in jobs in 2008–11 was not, in contrast to earlier recessions, due to higher rates of job loss; instead it reflects a sustained period of lower job creation in new workplaces, especially in SMEs (figure 1). This is consistent with ongoing credit constraints hitting SMEs particularly hard, as discussed in Armstrong et al. (2013), or could simply be in line with lack of confidence to invest at this time.d)Looking at the years 2008–11 individually, the downturn begins with reduced levels of entry, followed by a peak of job destruction in 2009 in line with reduced aggregate demand, and then a continuation of low levels of entry of new SMEs, and lower levels of destruction too (figure 2).

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Shin, Yelin, Jinyoung Olivia Choi et Sunghyup Sean Hyun. « The Effect of Psychological Anxiety Caused by COVID-19 on Job Self-Esteem and Job Satisfaction of Airline Flight Attendants ». International Journal of Environmental Research and Public Health 19, n^o 7 (29 mars 2022) : 4043. http://dx.doi.org/10.3390/ijerph19074043.

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This study aimed to investigate how psychological anxiety caused by COVID-19 has influenced airline cabin crew job self-esteem and job satisfaction. A questionnaire based on prior research was developed to identify factors of psychological anxiety among cabin crews as a result of COVID-19. The survey sample was limited to current cabin crews who experienced leave of absence due to COVID-19, and questionnaires were distributed to 201 crew members from 15 February to 15 April 2021. As a result of the analysis, the hypothesis that salary reduction, career stagnation, social perception, and employment insecurity have a significant effect on job self-esteem and job satisfaction was supported, while perceived infection risk and benefit reduction were rejected. This study found that psychological anxiety caused by COVID-19 affected cabin crew’s self-esteem and job satisfaction. These findings could aid in the development of strategies for effective airline human resource management to prevent psychological anxiety from creating stress and negatively affecting work. Furthermore, since the alert for the emergence of new viruses will not be eased in the future, this study will prevent psychological anxiety among cabin crews to cause job self-esteem and job dissatisfaction.

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Cahalin, Lawrence P. « Job strain and older workers : Can a reduction in job strain help to eliminate the Social Security drain ? » Work 33, n^o 1 (2009) : 3–12. http://dx.doi.org/10.3233/wor-2009-0838.

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Lin, Lin, Guoping He, Jin Yan, Can Gu et Jianfei Xie. « The Effects of a Modified Mindfulness-Based Stress Reduction Program for Nurses : A Randomized Controlled Trial ». Workplace Health & ; Safety 67, n^o 3 (29 octobre 2018) : 111–22. http://dx.doi.org/10.1177/2165079918801633.

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The purpose of the study was to evaluate the effects of a modified mindfulness-based stress reduction (MBSR) program on the levels of stress, affect, and resilience among nurses in general hospitals in mainland China. In addition, the study attempted to determine the impact of the program on job satisfaction. A total of 110 nurses were randomly assigned to the intervention versus control groups. The intervention group participated in a modified 8-week MBSR program. All participants were evaluated with questionnaires at baseline, immediately after the intervention, and 3 months later. The intervention group showed decreases in stress and negative affect and increases in positive affect and resilience after the intervention. No improvement in job satisfaction was observed, but the trends of the data were in the hypothesized direction that job satisfaction would improve. The modified MBSR program is an effective approach for nurses to decrease stress and negative affect and improve positive affect and resilience. In addition, the program has the potential to improve job satisfaction.

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Heaney, Catherine A., Barbara A. Israel, Susan J. Schurman, Elizabeth A. Baker, James S. House et Margrit Hugentobler. « Industrial relations, worksite stress reduction, and employee well-being : A participatory action research investigation ». Journal of Organizational Behavior 14, n^o 5 (septembre 1993) : 495–510. http://dx.doi.org/10.1002/job.4030140510.

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Abdalkafor, Ahmed Subhi, et Khattab M. Ali Alheeti. « A hybrid approach for scheduling applications in cloud computing environment ». International Journal of Electrical and Computer Engineering (IJECE) 10, n^o 2 (1 avril 2020) : 1387. http://dx.doi.org/10.11591/ijece.v10i2.pp1387-1397.

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Cloud computing plays an important role in our daily life. It has direct and positive impact on share and update data, knowledge, storage and scientific resources between various regions. Cloud computing performance heavily based on job scheduling algorithms that are utilized for queue waiting in modern scientific applications. The researchers are considered cloud computing a popular platform for new enforcements. These scheduling algorithms help in design efficient queue lists in cloud as well as they play vital role in reducing waiting for processing time in cloud computing. A novel job scheduling is proposed in this paper to enhance performance of cloud computing and reduce delay time in queue waiting for jobs. The proposed algorithm tries to avoid some significant challenges that throttle from developing applications of cloud computing. However, a smart scheduling technique is proposed in our paper to improve performance processing in cloud applications. Our experimental result of the proposed job scheduling algorithm shows that the proposed schemes possess outstanding enhancing rates with a reduction in waiting time for jobs in queue list.

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Cheri, Lawan. « Job Creation, Poverty Reduction and Conflict Resolution in North Eastern Nigeria ». IOSR Journal of Humanities and Social Science 19, n^o 5 (2014) : 31–35. http://dx.doi.org/10.9790/0837-19533135.

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Kramer, Michael W. « Communication and uncertainty reduction during job transfers : Leaving and joining processes ». Communication Monographs 60, n^o 2 (juin 1993) : 178–98. http://dx.doi.org/10.1080/03637759309376307.

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Kher, Hemant V., et Lawrence D. Fredendall. « Comparing variance reduction to managing system variance in a job shop ». Computers & ; Industrial Engineering 46, n^o 1 (mars 2004) : 101–20. http://dx.doi.org/10.1016/j.cie.2003.11.002.

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Stroo, Marissa, Kirubel Asfaw, Christine Deeter, Stephanie A. Freel, Rebecca J. N. Brouwer, Betsy Hames et Denise C. Snyder. « Impact of implementing a competency-based job framework for clinical research professionals on employee turnover ». Journal of Clinical and Translational Science 4, n^o 4 (11 mars 2020) : 331–35. http://dx.doi.org/10.1017/cts.2020.22.

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AbstractIntroduction:A new competency-based job framework was implemented for clinical research professionals at a large, clinical research-intensive academic medical center. This study evaluates the rates of turnover before and after implementation of the new framework. Turnover in this workforce (as with most) is costly; it contributes to wasted dollars and lost productivity since these are highly specialized positions requiring extensive training, regardless of experience in the field.Methods:Trends in employee turnover for 3 years prior to and after the implementation of competency-based job framework for clinical research positions were studied using human resources data. Employee demographics, turnover rates, and comparisons to national statistics are summarized.Results:Employee turnover within the clinical research professional jobs has decreased from 23% to 16%, a 45% reduction, since the implementation of competency-based job framework.Conclusion:The new jobs and career ladders, both of which are centered on a competency-based framework, have decreased the overall turnover rate in this employee population. Since little is known about the rates of turnover in clinical research, especially in the academic medical setting, the results of this analysis can provide important insights to other academic medical centers on both employee turnover rate in general and the potential impact of implementing large-scale competency-based job changes.

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Stephen, Jeremiah, et Rabiu Ibrahim. « Assessment Of Job Satisfaction Among Doctors And Nurses Of Federal Teaching Hospital Gombe, Northeast Nigeria ». Jewel Journal of Medical Sciences 3, n^o 1 (1 avril 2022) : 62–69. http://dx.doi.org/10.56167/jjms.2022.0301.07.

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Background:Job satisfaction refers to how people feel about their jobs and the different aspects of their jobs. Job satisfaction has been associated with benefits that range from giving an employee the motivation to work, improving the performance of employees, efficiency, commitment, and reduction of burnout level. Job satisfaction is an important determinant of productivity and effective service delivery in the workplace. Objective:To assess the level of job satisfaction, factors associated with it and the difference in job satisfaction between doctors and nurses in Federal Teaching Hospital, Gombe, Nigeria Methodology: A cross-sectional descriptive study was carried out among doctors and nurses of the federal teaching hospital Gombe. A Cluster sampling technique was implored to select the study participants. Data was collected using a semi-structured, self-administered questionnaire. The questionnaire was divided into two sections; socio-demographic data and evaluation of job satisfaction which has five domains (general satisfaction, opportunity to develop and responsibility, patient care, time pressure, and staff relation). Results were presented in the form of tables, and charts and described using mean and standard deviation. The analysis was carried out using the statistical package for social sciences (SPSS) program. The level of job satisfaction was measured on a five-point Likert scale. The association between the independent variable with overall job satisfaction was then determined using the chi-square test, taking p-value <0.05 to be statistically significant. Results: The mean age, length of service, and working hours were found to be 35.6±8.7 years, 8.2±5.9 years, and 8.5±1.9 hours respectively. Only 37.1% of the respondents were nurses, and 62.9% of the respondents were doctors. The study showed that the overall job satisfaction of respondents was 90.0%, of which 82.7% of respondents were satisfied with the general aspect of their job. The study also found that job satisfaction amongst nurses and doctors was associated with younger age and shorter working hours per day with p values of <0.001 and 0.002 respectively. Conclusion: Job satisfaction among the doctors and nurses in this study is high. The younger staff and those working shorter hours daily are more satisfied with their jobs. We recommend that the daily working hours should also be reviewed and those working longer hours be compensated for the additional hours done daily

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Ruppel, Christopher, Julia Stranzl et Sabine Einwiller. « Employee-centric perspective on organizational crisis : how organizational transparency and support help to mitigate employees' uncertainty, negative emotions and job disengagement ». Corporate Communications : An International Journal 27, n^o 5 (26 août 2022) : 1–22. http://dx.doi.org/10.1108/ccij-04-2022-0045.

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PurposeThe study focuses on the negative implications that an organizational crisis can have for individual employees. Specifically, it considers job-related uncertainty, negative emotions (anxiety and frustration) and job disengagement. Through the lens of the social exchange theory, it is argued that internal crisis communication needs to provide sufficient socioemotional resources to their employees in order to mitigate these negative outcomes. In particular, the study argues for internal crisis communication that fosters organizational transparency and organizational support to achieve these mitigating effects.Design/methodology/approachAn online survey among employees in Austria was administered one year after the outbreak of the COVID-19 pandemic – this specific crisis context particularly evoked job-related uncertainty and negative emotions which are considered relevant drivers of job disengagement. The hypotheses were tested using structural equation modeling based on a sample of N = 410.FindingsResults show that employees' perceptions of job-related uncertainty are strongly linked to job-related anxiety and frustration; job-related frustration, in turn, strongly influences job disengagement. Overall, employees' perceptions of organizational transparency and organizational support contribute both to prevent the risk of job disengagement; however, the processes how these effects evolve differ. Whereas organizational transparency works on the cognitive level via a reduction of employees' perceptions of uncertainty, organizational support shows its effect on the emotional level through a reduction of job frustration.Originality/valueThe study contributes to the scarce research on how internal crisis communication can address employees' uncertainty, negative emotions and job disengagement during a crisis. Moreover, despite the lack of organizational responsibility for creating the crisis, the study emphasizes organizational accountability to respond to the needs of its employees to mitigate negative effects.

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Arthur, Rudy. « Studying the UK job market during the COVID-19 crisis with online job ads ». PLOS ONE 16, n^o 5 (27 mai 2021) : e0251431. http://dx.doi.org/10.1371/journal.pone.0251431.

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The COVID-19 global pandemic and the lockdown policies enacted to mitigate it have had profound effects on the labour market. Understanding these effects requires us to obtain and analyse data in as close to real time as possible, especially as rules change rapidly and local lockdowns are enacted. This work studies the UK labour market by analysing data from the online job board Reed.co.uk, using topic modelling and geo-inference methods to break down the data by sector and geography. I also study how the salary, contract type, and mode of work have changed since the COVID-19 crisis hit the UK in March. Overall, vacancies were down by 60 to 70% in the first weeks of lockdown. By the end of the year numbers had recovered somewhat, but the total job ad deficit is measured to be over 40%. Broken down by sector, vacancies for hospitality and graduate jobs are greatly reduced, while there were more care work and nursing vacancies during lockdown. Differences by geography are less significant than between sectors, though there is some indication that local lockdowns stall recovery and less badly hit areas may have experienced a smaller reduction in vacancies. There are also small but significant changes in the salary distribution and number of full time and permanent jobs. As well as the analysis, this work presents an open methodology that enables a rapid and detailed survey of the job market in unsettled conditions and describes a web application jobtrender.com that allows others to query this data set.

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Horvath, Gergely. « Alleviating behavioral biases at job search : Do nudges work ? » PLOS ONE 17, n^o 4 (6 avril 2022) : e0266105. http://dx.doi.org/10.1371/journal.pone.0266105.

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We experimentally study the effectiveness of policy interventions in reducing the negative welfare effects of behavioral biases on job search. Due to quasi-hyperbolic discounting, individuals reduce their search effort and reservation wage, while the sunk-cost fallacy makes individuals decrease their reservation wage over the search spell. We compare the effects of search cost reduction and nudging. We find that search cost reduction increases the search effort and payoffs but not the reservation wage. Conversely, nudging increases the reservation wage, but not the search effort or payoffs. Both interventions reduce the impact of the sunk-cost fallacy on the reservation wage.

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Chen, Toly, Yi Chi Wang, Yu Cheng Lin et Kai Hsiang Yang. « Estimating Job Cycle Time in Semiconductor Manufacturing with an ANN Approach Equally Dividing and Post-Classifying Jobs ». Materials Science Forum 594 (août 2008) : 469–74. http://dx.doi.org/10.4028/www.scientific.net/msf.594.469.

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Estimating the cycle time of every job in a semiconductor manufacturing factory is a critical task to the factory. Many recent studies have shown that pre-classifying a job before estimating the cycle time of the job was beneficial to the forecasting accuracy. However, most pre-classification approaches applied in this field could not absolutely classify jobs. Besides, whether the pre-classification approach combined with the subsequent forecasting approach was suitable for the data was questionable. For tackling these problems, an artificial neural network (ANN) approach that equally divides and post-classifies jobs is proposed in this study in which a job is post-classified by a BPN instead after the forecasting error is generated. In this novel way, only jobs which cycle time forecasts are the same accurate will be clustered into the same category, and the classification algorithm becomes tailored to the forecasting approach. For evaluating the effectiveness of the proposed methodology and to make comparison with some existing approaches, some data were collected from an actual semiconductor manufacturing factory. According to experimental results, the forecasting accuracy (measured with root mean squared error (RMSE)) of the proposed methodology was significantly better than those of the other approaches in most cases by achieving a 16%~44% (and an average of 29%) reduction in RMSE over the comparison basis – multiple-factor linear combination (MFLC). The effect of post-classification was also evident.

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Monheit, Alan C., et Philip F. Cooper. « Health Insurance and Job Mobility : Theoryand Evidence ». ILR Review 48, n^o 1 (octobre 1994) : 68–85. http://dx.doi.org/10.1177/001979399404800106.

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It is widely hypothesized that health insurance deters job mobility because of imperfections in the labor and health insurance markets. This paper describes the nature of the welfare loss attributable to such “job-lock” and reviews several studies that empirically test the job-lock hypothesis. The authors find that estimates of the magnitude and importance of job-lock vary. Studies that support the job-lock hypothesis typically report a 20% to 40% reduction in mobility rates, depending on worker marital status and gender. Their own estimates suggest that although job-lock is present in the labor market, the proportion of workers affected and the magnitude of the welfare loss are less than generally supposed.

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Johnston, Richard, Ryan Hogg et Kristel Miller. « Who is Most Vulnerable ? Exploring Job Vulnerability, Social Distancing and Demand During COVID-19 ». Irish Journal of Management 40, n^o 2 (1 décembre 2021) : 100–142. http://dx.doi.org/10.2478/ijm-2021-0011.

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Abstract COVID-19 has resulted in global lockdowns, social distancing and demand fluctuations. Existing crisis management research often provides a retrospective account of strategy making after a crisis. Limited studies have explored the factors which aid policy responses during an ongoing crisis. This research helps fill this gap by exploring the influence Covid-19 had on job vulnerability during the first wave of the COVID-19 crisis (spring and summer of 2020). We explore Northern Ireland (NI) which historically has experienced disadvantages. We utilise point-in-time modelling which considers contextual variations. The findings reveal that a reduction in social distancing reduces the vulnerability of over 30,000 jobs, however, ongoing uncertainties regarding demand will have a more significant longer-term impact on job vulnerabilities. We identify how COVID-19 may impact sectors, groups and geographies differently. We provide policy recommendations on how to alleviate the impact COVID-19 has for job vulnerability across the NI economy.

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