Gotowe bibliografie tematyczne / Job ability

Gotowa bibliografia na temat „Job ability”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 20 lutego 2023

Utwórz poprawne odniesienie w stylach APA, MLA, Chicago, Harvard i wielu innych

Wybierz rodzaj źródła:

Spis treści

Zobacz listy aktualnych artykułów, książek, rozpraw, streszczeń i innych źródeł naukowych na temat „Job ability”.

Przycisk „Dodaj do bibliografii” jest dostępny obok każdej pracy w bibliografii. Użyj go – a my automatycznie utworzymy odniesienie bibliograficzne do wybranej pracy w stylu cytowania, którego potrzebujesz: APA, MLA, Harvard, Chicago, Vancouver itp.

Możesz również pobrać pełny tekst publikacji naukowej w formacie „.pdf” i przeczytać adnotację do pracy online, jeśli odpowiednie parametry są dostępne w metadanych.

Artykuły w czasopismach na temat "Job ability"

1

Rosse, Joseph G. "Job-related ability and turnover". Journal of Business and Psychology 1, nr 4 (1987): 326–36. http://dx.doi.org/10.1007/bf01018142.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
2

Hunter, John E. "Cognitive ability, cognitive aptitudes, job knowledge, and job performance". Journal of Vocational Behavior 29, nr 3 (grudzień 1986): 340–62. http://dx.doi.org/10.1016/0001-8791(86)90013-8.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
3

WILK, STEFFANIE L., i PAUL R. SACKETT. "LONGITUDINAL ANALYSIS OF ABILITY-JOB COMPLEXITY FIT AND JOB CHANGE". Personnel Psychology 49, nr 4 (grudzień 1996): 937–67. http://dx.doi.org/10.1111/j.1744-6570.1996.tb02455.x.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
4

Vann, John W., Roger D. Wessel i Sheila A. Spisak. "Job Opportunity Evaluation Matrix: Ability to Perform and Job Attractiveness". Journal of Career Development 26, nr 3 (styczeń 2000): 191–204. http://dx.doi.org/10.1177/089484530002600303.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
5

Wihler, Andreas, James A. Meurs, Jochen Kramer i Gerhard Blickle. "General Mental Ability and Job Stress jointly moderate the Job Tenure-Job Performance Relationship". Academy of Management Proceedings 2015, nr 1 (styczeń 2015): 10088. http://dx.doi.org/10.5465/ambpp.2015.10088abstract.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
6

Wooten, William. "Using Knowledge, Skill and Ability (KSA) Data to Identify Career Pathing Opportunities: An Application of Job Analysis to Internal Manpower Planning". Public Personnel Management 22, nr 4 (grudzień 1993): 551–63. http://dx.doi.org/10.1177/009102609302200405.

Pełny tekst źródła
Streszczenie:
Job analytic methodology was used to identify knowledge, skill and ability (KSA) dimensions of four classes of jobs (secretarial/clerical, managerial/administrative, professional/technical and service). The KSA's were then identified as either selection or training criteria (critical for the development of selection tests or training programs). The feasibility of establishing career paths between the secretarial/clerical jobs (source jobs) and the managerial/administrative jobs (target jobs) was evaluated by comparing the selection and training criteria of the source job to the critical (important) knowledge, skills and abilities (KSAs) of the target jobs. It was found that when the critical KSAs for the managerial/administrative positions were rated using job analysis techniques, they significantly correlated with the content identified as part of the secretarial/clerical jobs. Sixty-eight percent (68%) of the KSAs identified as important for performance in the managerial/administrative jobs were also identified as important for the performance in the secretarial/clerical jobs. Further, 81% of the target jobs' KSAs not found to be source job selection criteria were found to be source job training criteria. The implications are that job analysis methodology can be used to identify possible career paths, and that career paths can be established between secretarial/clerical jobs and entry level administrative/managerial jobs.
Style APA, Harvard, Vancouver, ISO itp.
7

Sackett, Paul R., Melissa L. Gruys i Jill E. Ellingson. "Ability-personality interactions when predicting job performance." Journal of Applied Psychology 83, nr 4 (1998): 545–56. http://dx.doi.org/10.1037/0021-9010.83.4.545.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
8

Cunnigham, J. W., Thomas E. Powell, William E. Wimpee, Mark A. Wilson i Rodger D. Ballentine. "Ability-Requirement Factors for General Job Elements". Military Psychology 8, nr 3 (wrzesień 1996): 219–34. http://dx.doi.org/10.1207/s15327876mp0803_6.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
9

Leite, Rodrigo de Oliveira, Ricardo Lopes Cardoso, Ana Paula Gomes Jelihovschi i Jamil Civitarese. "Job market compensation for cognitive reflection ability". Research in Economics 74, nr 1 (marzec 2020): 87–93. http://dx.doi.org/10.1016/j.rie.2020.02.002.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
10

Martinez i Fischer. "Work Ability and Job Survival: Four-Year Follow-Up". International Journal of Environmental Research and Public Health 16, nr 17 (28.08.2019): 3143. http://dx.doi.org/10.3390/ijerph16173143.

Pełny tekst źródła
Streszczenie:
Background: Employees with impaired work ability might be at higher risk of remaining shorter in the job than those with adequate work ability. The aim of the study was to establish whether work ability plays a role in job survival. Methods: Four-year follow-up (2008–2012) study of 1037 employees of a hospital in São Paulo, Brazil. Work ability was categorized as “adequate” or “impaired”. Employment status at the end of follow-up was categorized as active, resignation or dismissal. Survival analysis was performed using the Kaplan–Meier method and the Cox proportional-hazards model. Results: About 78.9% of the participants had adequate and 21.1% impaired work ability. Job survival was longer for the participants with adequate work ability independently from the type of job termination (p < 0.001). The odds of job termination were higher for the participants with impaired work ability (p < 0.001) who either resigned (hazard ratio—HR = 1.58) or were dismissed (HR = 1.68). Conclusion: Job survival was shorter for the employees with impaired work ability independently from the type of job termination. It was also shorter for the employees who were dismissed compared to those who resigned. Duration in the job might be extended through actions to enhance work ability.
Style APA, Harvard, Vancouver, ISO itp.
Więcej źródeł

Rozprawy doktorskie na temat "Job ability"

1

Alexander, Sandra G. Marshall Linda L. "Predicting long term job performance using a cognitive ability test". [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-4010.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
2

Alexander, Sandra G. "Predicting long term job performance using a cognitive ability test". Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc4010/.

Pełny tekst źródła
Streszczenie:
This study focuses on the relationship of one cognitive ability test on long-term job performance as measured by personnel data. Archival data from over 3,000 employees at an international technology company were used to assess how aptitude test scores relate to both objective and subjective job performance measures. Supervisory performance ratings, level of promotion, and salary increase significantly contributed to variance in test scores; however, these results were inconsistent. Number of training courses did not have a significant relationship with test scores. Additionally, type of turnover did not moderate the relationship between aptitude test scores and job performance. These results indicate that although aptitude test score is related to long term job performance factors, other factors account for the majority of the variance. The implication is that aptitude should not be the sole consideration when predicting long term job success.
Style APA, Harvard, Vancouver, ISO itp.
3

Whipple, Jennifer L. "The relationship of ability and experience to on-the-job performance over time and job complexity /". The Ohio State University, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487758178235474.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
4

Postlethwaite, Bennett Eugene. "Fluid ability, crystallized ability, and performance across multiple domains: a meta-analysis". Diss., University of Iowa, 2011. https://ir.uiowa.edu/etd/1255.

Pełny tekst źródła
Streszczenie:
Cognitive ability is one of the most frequently investigated individual differences in management and psychology. Countless studies have demonstrated that tests measuring cognitive ability or intelligence predict a number of important real-world outcomes such as academic performance, vocational training performance, and job performance. Although the relationship between intelligence and real-world performance is well established, there is a lack of consensus among scholars with regard to how intelligence should be conceptualized and measured. Of the more traditional theories of intelligence, two perspectives are particularly dominant: the Cattell-Horn model of fluid and crystallized intelligence and the theory of General Cognitive Ability (GCA or g). Fluid ability (Gf) represents novel or abstract problem solving capability and is believed to have a physiological basis. In contrast, crystallized ability (Gc) is associated with learned or acculturated knowledge. Drawing on recent research in neuroscience, as well as research on past performance, the nature of work, and expert performance, I argue that compared to measures of fluid ability, crystallized ability measures should more strongly predict real-world criteria in the classroom as well as the workplace. This idea was meta-analytically examined using a large, diverse set of over 400 primary studies spanning the past 100 years. With regard to academic performance, measures of fluid ability were found to positively predict learning (as measured by grades). However, as hypothesized, crystallized ability measures were found to be superior predictors of academic performance compared to their fluid ability counterparts. This finding was true for both high school and college students. Likewise, similar patterns of results were observed with regard to both training performance and job performance. Again, crystallized ability measures were found to be better predictors of performance than fluid measures. This finding was consistent at the overall level of analysis as well as for medium complexity jobs. These findings have important implications for both intelligence theory and selection practice. Contemporary intelligence theory has placed great emphasis on the role of fluid ability, and some researchers have argued that Gf and g are essentially the same construct. However, the results of this study, which are based on criterion-related validities rather than factor-analytic evidence, demonstrate that Gc measures are superior predictors in comparison to Gf measures. This is contrary to what one would expect if Gf and g were indeed the same construct. Rather, the findings of this study are more consistent with General Cognitive Ability theory, which predicts that Gc indicators will be the best predictors of future learning and performance. Given that Gc measures demonstrate higher criterion-related validities than Gf measures, Gc measures are likely to be preferred for selection purposes. Further, Gf scores are known to decline with age while Gc scores remain relatively stable over the lifespan. Thus, when used for selection purposes, Gf tests may underpredict the performance of older workers. In contrast, research has shown that Gc measures are predictively unbiased. Additional implications for theory and practice are discussed, along with study limitations and opportunities for future research.
Style APA, Harvard, Vancouver, ISO itp.
5

Irvin, Ryan. "Job crafting and organizational citizenship behavior: believing in your creative ability to better your job and organization". Thesis, Kansas State University, 2017. http://hdl.handle.net/2097/36253.

Pełny tekst źródła
Streszczenie:
Master of Science
Department of Hospitality Management and Dietetics
Jichul Jang
Working as a front line employee in the hospitality industry is not always easy. There can be long working hours, high work demand and many other disadvantages that can lead to increased stress on an employee of the industry. These disadvantages have led to one of the highest turnover rates compared to most other industries (NRA, 2017). Managers have been looking at possible ways to reduce turnover by giving employees more freedom. In most organizations, the manager implements changes in each employee’s job design and roles within the organization. Recent job design has focused on letting the employee develop some of the task they do. This certain type of job redesign is called job crafting. Job crafting is a theoretical concept where an employee is allowed to implement change or redesign certain aspects of their job (Wrzesniewski & Dutton, 2001). According to Wrzesniewski and Dutton (2001), the three main ways that one can craft their job are through changes in work tasks, relationships, and perception of one’s job. So the question is, “How does job crafting have a creative impact on front line hospitality employee behavior at work?” The purpose of this study is to examine whether job crafting is related to creative self- efficacy, which can in turn lead to employee organizational citizenship behaviors. That is, the more employees participate in crafting activities, the more they will believe that they can be creative and follow through with their creative idea, which will lead the employees to having more organization citizenship behavior. The sample for this study consists of 323 front line employees in the hotel industry. Participants’ job crafting, creative self-efficacy and organizational citizenship behaviors were measured. After running the variables through a regression analysis, the results showed a significant positive relation between job crafting and organizational citizenship behavior with creative self-efficacy as a mediator. From a theoretical perspective, this study contributes to an understanding of organizational citizenship behavior in the hotel context by shedding light on the role of job crafting. Practical implications from this study could encourage managers that are focused on improving organizational citizenship behavior in their hotels to look into promoting job crafting.
Style APA, Harvard, Vancouver, ISO itp.
6

PALUMBO, MARK V. "COGNITIVE ABILITY, JOB KNOWLEDGE, AND STEREOTYPE THREAT: WHEN DOES ADVERSE IMPACT RESULT?" Wright State University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=wright1187103730.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
7

Slaughter, Andrew Joseph. "Cognitive ability, personality, and experience: evidence for differential impact on job performance factors". Thesis, Texas A&M University, 2005. http://hdl.handle.net/1969.1/2417.

Pełny tekst źródła
Streszczenie:
Using a sample of 443 participants employed in a variety of jobs, the interactions between cognitive ability, conscientiousness, agreeableness, task experience, and task and contextual performance were explored. Results suggest that task experience is a better predictor of task performance than contextual performance; that agreeableness is associated with greater levels of contextual performance, but only for those lower in cognitive ability; and that conscientiousness moderates the interaction between cognitive ability and task experience on task performance. Specifically, it was found that for higher levels of conscientiousness, task performance converged for those of different cognitive abilities when task experience was high; likewise, for lower levels of conscientiousness, task performance diverged for those of different cognitive abilities when task experience was high. The impact and limitations of these results are discussed.
Style APA, Harvard, Vancouver, ISO itp.
8

Wolman, Stacey D. "Self-estimates of job performance and learning potential". Diss., Atlanta, Ga. : Georgia Institute of Technology, 2008. http://hdl.handle.net/1853/26649.

Pełny tekst źródła
Streszczenie:
Thesis (Ph.D)--Psychology, Georgia Institute of Technology, 2009.
Committee Chair: Ackerman, Phillip; Committee Member: Catrambone, Richard; Committee Member: James, Lawrence; Committee Member: Kanfer, Ruth; Committee Member: Parsons, Chuck. Part of the SMARTech Electronic Thesis and Dissertation Collection.
Style APA, Harvard, Vancouver, ISO itp.
9

Brill, Robert T. "The effect of job knowledge and task complexity on information processing and rating ability". Diss., Virginia Tech, 1992. http://hdl.handle.net/10919/39444.

Pełny tekst źródła
Streszczenie:
Previous research exploring the assumptions of process invariance (Walker, 1989) found discrepancies between process and rating outcomes when rater and ratee populations were crossed. Divergent results were attributed to differences in the ratee stimulus performance tapes. The present study attempted to explore how levels of task complexity would moderate the relationship between job knowledge and both information processing and rating accuracy. 123 male subjects were measured on their knowledge of football, and viewed the performance of either offensive tackles (complex task) or running backs (simple task) under directions to either form an impression or remember as much detail as possible. It was expected that observational purpose would moderate the type of information recalled, rating accuracy, and accuracy in recording behavior frequencies in the complex task condition only. Results supported hypotheses only tor Cronbaoh-. (19S5) elevation measure pertaining to behavior frequency ratings, and consistent task complexity main effects among accuracy measures for behavior frequency ratings. Some possible limitations and explanations for the present results and some implioations for future researoh are offered.
Ph. D.
Style APA, Harvard, Vancouver, ISO itp.
10

Burton, Melissa Lynn. "The Effects of a Realistic Job Preview on an Applicant's Ability to Self-select into Organizations". PDXScholar, 1995. https://pdxscholar.library.pdx.edu/open_access_etds/4893.

Pełny tekst źródła
Streszczenie:
In typical selection processes organizations gather information about an applicant. Rarely, however, do applicants collect equal information about the job or organization. This unequal exchange can inhibit an applicant's participation in the selection process. Studies have shown that realistic job previews (RJPs) positively influence applicants' job expectations, job satisfaction, turnover, selfselection, etc. Applicant self-selection can benefit both the organization and the applicant in terms of time, money, and energy required during the selection process and after organizational entry. The purpose of the present study was to explore the relationship between RJPs and self-selection. The study assessed the influence of a content valid RJP on applicants' job expectations. It also measured the degree of fit between applicants' ideal job ratings and the job in question. This measure of fit was then related to the applicant's propensity to self-select. Twenty six applicants for an emergency 911 position participated. Each participant completed a Job Profile Measure consisting of three scales. These scales included ratings of job tasks (based on a job analysis), job characteristics (the Job Diagnostic Survey by Hackman & Oldham, 1980), and organizational characteristics (the Organizational Culture Profile by O'Reilly, Chatman & Caldwell, 1991 ). Applicants completed the measure before and after viewing the RJP and as a measure of ideal job requirements. Dispatch job incumbents also completed the measure to provide actual job ratings. Results were limited by a small sample size, but several trends were found. T-tests showed that the RJP did not significantly alter applicants' job expectations. However, chi-square analyses indicated that applicant job task ratings were more consistent with incumbent ratings post RJP than pre RJP. MANOVA analyses indicated that applicant Job Profile ratings and incumbent ratings did not significantly converge after viewing the RJP. Self-selection ratings were also not significantly correlated with fit scores, but they were in the predicted direction. Applicant's with lower fit scores were more likely to self-select out of the hiring process. The trends in the data are encouraging, but more research is needed to be conclusive.
Style APA, Harvard, Vancouver, ISO itp.
Więcej źródeł

Książki na temat "Job ability"

1

Ree, Malcolm James. General cognitive ability predicts job performance. Brooks Air Force Base, Tex: Armstrong Laboratory, Air Force Systems Command, 1992.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
2

Ree, Malcolm James. Relationships of general ability, specific ability, and job category for predicting training performance. Brooks Air Force Base, Tex: Air Force Human Resources Laboratory, Air Force Systems Command, 1990.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
3

5 necessary skills: To maintain employment in tumultuous times. Denver, Colo: Outskirts Press, 2009.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
4

1948-, Williams Geoffrey, red. Test your own job aptitude: Exploring your career potential. Wyd. 2. New York: Penguin Books, 1992.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
5

Sweeney, Neil R. For those who would be president: 16 management skills for the top job. Glenview, Ill: Scott, Foresman, 1986.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
6

E, Reilly Maureen, red. Handbook of human abilities: Definitions, measurements, and job task requirements. Palo Alto, CA: Consulting Psychologists Press, 1992.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
7

CEO: The low-down on the top job. Harlow, England: FT Prentice Hall, 2008.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
8

Moving up: Proven strategies for career success. New York: Morrow, 1985.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
9

Creative ecologies: Where thinking is a proper job. New Brunswick: Transaction Publishers, 2010.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
10

Howkins, John. Creative ecologies: Where thinking is a proper job. New Brunswick: Transaction Publishers, 2010.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
Więcej źródeł

Części książek na temat "Job ability"

1

Watkins, Alan, i Simon Jones. "It's Not Our Job to Solve Society's Problems". W Lie-Ability, 37–41. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003304852-7.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
2

Kanfer, Ruth, i Tracy M. Kantrowitz. "Ability and Non-Ability Predictors of Job Performance". W Psychological Management of Individual Performance, 27–50. Chichester, UK: John Wiley & Sons, Ltd, 2005. http://dx.doi.org/10.1002/0470013419.ch2.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
3

Levin, Henry M. "Ability Testing for Job Selection: Are the Economic Claims Justified?" W Test Policy and the Politics of Opportunity Allocation: The Workplace and the Law, 211–32. Dordrecht: Springer Netherlands, 1989. http://dx.doi.org/10.1007/978-94-009-2502-1_10.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
4

Pata, Kai, Irina Maslo i Larissa Jõgi. "Transforming Adult Education from Neo-liberal to Holistically Inclusive Adult Education in Baltic States". W Young Adults and Active Citizenship, 139–65. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-65002-5_8.

Pełny tekst źródła
Streszczenie:
AbstractAfter regaining the independence and entering the market economy the Baltic states went through the neo-liberal changes resulting in some new developments in adult education taking the main direction in mobilizing people for transforming learning into a desirable consumer commodity. Active citizenship has been operationalized in adult education largely through developing citizens’ entrepreneurial attitudes and ability to be less dependent upon the state. The recent trend in adult education is promoting educational opportunities for developing job skills and work-embedded learning, non-formal and informal education as the means to proactively advance competences through project work, voluntary activities, self-employment and enabling the validation of competences learnt at job situations in formal adult education institutions. As a new direction, adult educators in the Baltic states have started to practice sustainable and holistic approaches in adult education practices that highlight personal self-development besides their employability goals. In this chapter, we explore how changes in adult education in the Baltic states appear at micro level, focusing on three dimensions of active participatory citizenship in the observed educational programmes and among the programme stakeholders’ reflections. We posit that holistic approaches in adult education may be illustrated through three dimensions of active participatory citizenship concept – politico-legal, socio-cultural and socio-economic.
Style APA, Harvard, Vancouver, ISO itp.
5

Jauhiainen, Jussi S., i Miriam Tedeschi. "Internet and Social Media Use of Undocumented Migrants". W IMISCOE Research Series, 149–63. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-68414-3_6.

Pełny tekst źródła
Streszczenie:
AbstractThe internet and social media are crucial tools in asylum-related journeys and the lives of undocumented migrants in their destination countries. Many use the internet and social media in the country of origin to prepare and plan the trip, and their use becomes even more common during their asylum-related journeys. In the destination country, use of the internet and social media becomes a common, if not an everyday, necessity. In general, the digital divides diminish along their journeys to the destination countries.This chapter explores the access of undocumented migrants to the internet and social media applications; their ability to use them; and the impact of their use in their country of origin, during their journeys, and in the destination country (Finland). Internet and social media are important tools for building and maintaining social relationships; staying in touch with family; and finding a job, food and clothing, and shelter for the night. Finally, the chapter analyses rumours and misinformation on the internet and in social media, as well as among the migrants’ own networks.
Style APA, Harvard, Vancouver, ISO itp.
6

"Systematic review for assessing job demands and physical work capacity in safety jobs". W Promotion of Work Ability towards Productive Aging, 29–34. CRC Press, 2008. http://dx.doi.org/10.1201/9780203882511-8.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
7

Smolander, Juhani, Annina Ropponen i Veikko Louhevaara. "Systematic review for assessing job demands and physical work capacity in safety jobs". W Promotion of Work Ability towards Productive Aging, 19–23. CRC Press, 2008. http://dx.doi.org/10.1201/9780203882511.ch4.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
8

"Effect of continuous exercise on job stress among Japanese nurses". W Promotion of Work Ability towards Productive Aging, 313–16. CRC Press, 2008. http://dx.doi.org/10.1201/9780203882511-55.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
9

Yamada, Yasuyuki, Sumio Tanaka, Yujiro Kawata, Miyuki Sugiura, Motoki Mizuno, Yasunobu Nishi i Masataka Hirosawa. "Effect of continuous exercise on job stress among Japanese nurses". W Promotion of Work Ability towards Productive Aging, 303–6. CRC Press, 2008. http://dx.doi.org/10.1201/9780203882511.ch46.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
10

Hunter, John E. "A Causal Analysis of Cognitive Ability, Job Knowledge, Job Performance, and Supervisor Ratings". W Performance Measurement and Theory, 257–66. Routledge, 2017. http://dx.doi.org/10.4324/9781315211947-13.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.

Streszczenia konferencji na temat "Job ability"

1

Fu, Liwei. "Improve Chinese Ability to Promote Development in Job Market". W 2018 2nd International Conference on Education, Economics and Management Research (ICEEMR 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/iceemr-18.2018.48.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
2

Kartika, Ragil, i Hengky Widhiandono. "The Mediation Effect of Work Ability on The Relationship between Job Training, Work Experience, and Job Performance". W Proceedings of the 3rd International Conference of Business, Accounting, and Economics, ICBAE 2022, 10-11 August 2022, Purwokerto, Central Java, Indonesia. EAI, 2022. http://dx.doi.org/10.4108/eai.10-8-2022.2320796.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
3

A. Gabry, Mohamed, Samuel A. Thabet, Emad Abdelhaliem, Ahmed Algarhy i Maharaja Palanivel. "Ability to Use DFIT to Replace the Minifrac in Sandstone Formations for Reservoir Characterizations". W SPE 2020 Symposium Compilation. SPE, 2021. http://dx.doi.org/10.2118/201216-ms.

Pełny tekst źródła
Streszczenie:
Abstract One of essential parts of hydraulic fracture job design optimization in deep sandstone formations is to conduct a minifrac test using fracture fluid to identify the closure pressure for calibration of the stress profile and to calibrate the leak-off coefficient of the fracturing fluid, but the test could not provide good understanding for reservoir properties of permeability, reservoir pressure, and intensity of natural fractures. By conducting the actual DFIT (Diagnostic Fracture Injection Test) and minifrac in more than thirty wells in different formations from different fields, several leak-off behaviors are observed and several conclusions can be reached by integrating minifrac, DFIT, geologic settings information, and production data. With the experience of conducting high rate and low rate DFIT before minifrac jobs, we can conclude that there are several benefits for the DFIT by replacing the minifrac, which conventionallyusesg a polymer fracturing fluid, with a non-wall-building fluid consisting mainly of water from the operations and job design perspective, and from the post frac production perspective. DFIT with water can introduce the best methodology to detect the induced complexity that may cause hydraulic fracture job cancellation in cases of detecting high complexity value early before rig movement. Implementing DFIT in a complete hydraulic fracturing design, execution and evaluation workflow can provide a deep understanding of the fracture geometry propagation and reservoir characterization. The main disadvantages of the DFIT is that it requires a long leak-off observation period but that can be minimized in the mD range of sandstone permeability. This paper introduces DFIT in sandstone formations as a good method for integration between the geology, reservoir management, and fracture operations. The paper provides the operational and integral benefits of replacing minifrac and fracturing fluid with DFIT and water in deep sandstone formations, which provides more accurate data analysis because testing is done with same fluid. In addition, it can reduce fracture operations cost by 10%.
Style APA, Harvard, Vancouver, ISO itp.
4

Sun, Penghao, Zehua Guo, Junchao Wang, Junfei Li, Julong Lan i Yuxiang Hu. "DeepWeave: Accelerating Job Completion Time with Deep Reinforcement Learning-based Coflow Scheduling". W Twenty-Ninth International Joint Conference on Artificial Intelligence and Seventeenth Pacific Rim International Conference on Artificial Intelligence {IJCAI-PRICAI-20}. California: International Joint Conferences on Artificial Intelligence Organization, 2020. http://dx.doi.org/10.24963/ijcai.2020/458.

Pełny tekst źródła
Streszczenie:
To improve the processing efficiency of jobs in distributed computing, the concept of coflow is proposed. A coflow is a collection of flows that are semantically correlated in a multi-stage computation task. A job consists of multiple coflows and can be usually formulated as a Directed-Acyclic Graph (DAG). A proper scheduling of coflows can significantly reduce the completion time of jobs in distributed computing. However, this scheduling problem is proved to be NP-hard. Different from existing schemes that use hand-crafted heuristic algorithms to solve this problem, in this paper, we propose a Deep Reinforcement Learning (DRL) framework named DeepWeave to generate coflow scheduling policies. To improve the inter-coflow scheduling ability in the job DAG, DeepWeave employs a Graph Neural Network (GNN) to process the DAG information. DeepWeave learns from the history workload trace to train the neural networks of the DRL agent and encodes the scheduling policy in the neural networks, which make coflow scheduling decisions without expert knowledge or a pre-assumed model. The proposed scheme is evaluated with a simulator using real-life traces. Simulation results show that DeepWeave completes jobs at least 1.7X faster than the state-of-the-art solutions.
Style APA, Harvard, Vancouver, ISO itp.
5

Guo, Xiaojun, Wei Jiang, Huajie Hong i Yifeng Niu. "CULTIVATION OF INNOVATIVE ABILITY OF TALENTS IN JOB TRAINING COURSES FROM THE PERSPECTIVE OF EDUCATION ECOSYSTEM". W International Conference on Education and New Developments. inScience Press, 2022. http://dx.doi.org/10.36315/2022v1end095.

Pełny tekst źródła
Streszczenie:
"Focusing on the cultivation of talents' innovation ability by the professional course system of unmanned aerospace vehicle (UAV) technology, we will explore the talent cultivation mode from the perspective of education ecosystem, analyze the low enthusiasm for independent learning in talent cultivation, how to reflect the job demand, closed-loop talent evaluation and lifelong learning how to implement and other issues. Innovative education models, curriculum system design, training quality assurance and other methods and mechanisms driven by job competency requirements are studied, which actively coordinate to ""producers"", ""decomposers"" and ""consumers"" in the innovative education ecosystem and ""inorganic environment"" and other major factors, aiming to explore the innovation ability training of high-quality innovative talents. Combining scientific literacy, innovative talents with ""knowledge-ability-quality"" are cultivated. Combined with the innovative education model of the education ecosystem, the innovation ability of talents will be improved. Combined with talent evaluation feedback and training exchange mechanism, the improvement of iterative education ecological cycle can be realized."
Style APA, Harvard, Vancouver, ISO itp.
6

Cloyd, Scott T. "Career Opportunities in Power Generation". W ASME Turbo Expo 2001: Power for Land, Sea, and Air. American Society of Mechanical Engineers, 2001. http://dx.doi.org/10.1115/2001-gt-0469.

Pełny tekst źródła
Streszczenie:
The Power Generation Industry has a wide variety of challenging career opportunities for engineers. This paper provides an overview of the types of job opportunities that are currently available within the fossil fuel segment of the industry with a focus on gas and steam turbine based power plants. The challenges within these jobs and ability to alter career paths as individual interests’ change are also described.
Style APA, Harvard, Vancouver, ISO itp.
7

Schaaijk, van, JS Boschman, MHW Frings-Dresen i JK Sluiter. "1563 Appraisal of work ability in relation to job-specific health requirements in ambulance workers". W 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.924.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
8

Li, Yun-Mei, i Luo-Na Zhang. "A Study on the Relationship among Management Staff's Job Experience, Ability Accumulation and Promotion Possibility". W 2016 International Conference on Management Science and Management Innovation. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/msmi-16.2016.69.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
9

Yan, Ying, i Haiyun Gan. "Research on the Influence of Teachers' Scientific Research Ability on Students' Job Opportunity and Competitiveness". W Proceedings of the 2018 4th International Conference on Social Science and Higher Education (ICSSHE 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icsshe-18.2018.91.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
10

Lin a Hsiao-Ting Lu b, Yu-Cheng, i Hsin-Chieh Wu c. "The Study of Work Ability for the Staff of Chain Hair Salons in Central Taiwan". W Applied Human Factors and Ergonomics Conference. AHFE International, 2019. http://dx.doi.org/10.54941/ahfe100167.

Pełny tekst źródła
Streszczenie:
With the social development and economy improvement in Taiwan, people are pursuing a better life quality. The “better life quality” maybe means a self-satisfied life style for most of young people in Taiwan. They pay more attention and spend more money and time on their appearance, just like their hair styles and dressing. The growing rate of number of employees in styles hair industry is about 2% per year. Musculoskeletal disorders and chemicals exposure are the major factors to affect the working ability for the employees in hair-styling industry. However, the situation becomes worse because of the rise and development of chain hair salons and prolonged working time. The purpose of this study is to investigate the work ability with the Work Ability Index Questionnaire for staff working at chain hair salons in central Taiwan, including supervisors, hair stylists and assistants. According to the result of Work Ability questionnaire, overall Work Ability Index (WAI) is 35.14 and the work ability category is “moderate”. If the gender is considered, the WAI for male and female are 37.26 and 33.8, and their work ability categories are “good” and “moderate” respectively. If the job position is considered, only the work ability category for supervisors/branch manager is good. There are significant differences of work ability between job positions and gender. Thus, the present situation of work ability for these hair-styling staff in central Taiwan is evident and related improvement suggestions are made.
Style APA, Harvard, Vancouver, ISO itp.

Raporty organizacyjne na temat "Job ability"

1

Powell, Thomas E., J. W. Cunningham, William E. Wimpee, Mark A. Wilson i Rodger D. Ballentine. Dimensionality of Ability-Requirements for Generic Job Activities. Fort Belvoir, VA: Defense Technical Information Center, lipiec 1999. http://dx.doi.org/10.21236/ada368192.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
2

Burton, Melissa. The Effects of a Realistic Job Preview on an Applicant's Ability to Self-select into Organizations. Portland State University Library, styczeń 2000. http://dx.doi.org/10.15760/etd.6769.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
3

Cooper, Barrie L., i Jane M. Arabian. Department of Defense Physical Strength and Job Performance Survey: Report on the Ability of First-Term Enlisted Personnel to Perform Physically Demanding Work. Fort Belvoir, VA: Defense Technical Information Center, październik 2002. http://dx.doi.org/10.21236/ada407563.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
4

Fernandez, Katya, i Cathleen Clerkin. Leading through COVID-19: The impact of pandemic stress and what leaders can do about it. Center for Creative Leadership, 2021. http://dx.doi.org/10.35613/ccl.2021.2044.

Pełny tekst źródła
Streszczenie:
The results of this study demonstrate that COVID-related stress affects multiple areas of functioning, from work variables like burnout and job satisfaction to general wellbeing. They also demonstrate that there is hope. More specifically, there is indication that engaging in resilience practices, gratitude practices, and developing one’s ability to tolerate ambiguity can all help ameliorate the deleterious effects of COVID-related stress.
Style APA, Harvard, Vancouver, ISO itp.
5

Moorehead, Stewart. Unsettled Issues Regarding the Commercialization of Autonomous Agricultural Vehicles. SAE International, luty 2022. http://dx.doi.org/10.4271/epr2022003.

Pełny tekst źródła
Streszczenie:
Autonomous agricultural vehicles are entering the marketplace, performing jobs that current equipment cannot do or are too dangerous for humans to perform. They offer the prospect of greater farm productivity, and they will help to feed the world’s growing population. This report looks at several topics that impact the commercial success of autonomous agricultural vehicles. The economic benefit that an autonomous system brings to a farm will be discussed alongside machine utilization rates, job quality, and labor savings. The need for standards and regulations to help promote the development of safe systems—as well as to define the language around autonomous agriculture—is also considered. Additionally, this report will highlight the importance of reliability in agricultural machinery and how successful commercialization of autonomy will depend on the ability to do the job correctly and consistently. A critical part of commercial success is how the autonomous agricultural vehicle fits into existing farm processes to provide a complete solution for the farmer. It is hoped that this report will help developers interested in commercializing autonomous agricultural vehicles consider more than just the technical problems to solve and make choices beneficial to market adoption.
Style APA, Harvard, Vancouver, ISO itp.
6

Beuermann, Diether, Nicolas L. Bottan, Bridget Hoffmann, C. Kirabo; Jackson i Diego A. Vera-Cossio. Does Education Prevent Job Loss during Downturns?: Evidence from Exogenous Schools Assignments and COVID-19 in Barbados. Inter-American Development Bank, wrzesień 2021. http://dx.doi.org/10.18235/0003624.

Pełny tekst źródła
Streszczenie:
Canonical human capital theories posit that education, by enhancing worker skills, reduces the likelihood that a worker will be laid off during times of economic change. Yet, this has not been demonstrated causally. We link administrative education records from 1987 through 2002 to nationally representative surveys conducted before and after the onset of COVID-19 in Barbados to explore the causal impact of improved education on job loss during this period. Using a regression discontinuity (RD) design, Beuermann and Jackson (2020) show that females (but not males) who score just above the admission threshold for more selective schools in Barbados attain more years of education than those that scored just below (essentially holding initial ability fixed). Here, in follow-up data, we show that these same females (but not males) are much less likely to have lost a job after the onset of COVID-19. We show that these effects are not driven by sectoral changes, or changes in labor supply. Because employers observe incumbent worker productivity, these patterns are inconsistent with pure education signaling, and they suggest that education enhances worker skill.
Style APA, Harvard, Vancouver, ISO itp.
7

Altamirano, Álvaro, i Nicole Amaral. A Skills Taxonomy for LAC: Lessons Learned and a Roadmap for Future Users. Inter-American Development Bank, listopad 2020. http://dx.doi.org/10.18235/0002898.

Pełny tekst źródła
Streszczenie:
This note brings together lessons from the IDBs and other institutions efforts to adapt a skills taxonomy for Latin America and the Caribbean countries. These efforts have focused primarily on the ability to gather and make use of labor market information on skills demand from non-traditional data sources like online job vacancies. Most of these efforts have used the European Skills, Competences, Qualifications and Occupations (ESCO) taxonomy to underpin the identification and classification of skills. This note is intended to be a starting point and set of considerations for policymakers who may be considering, or already embarking on, similar efforts to use ESCO or other taxonomical structures to help better analyze, understand and use skills-level information for decision making. It also seeks to motivate the need for additional classification systems that help governments take stock of its citizens skills in increasingly complex and rapidly changing labor markets.
Style APA, Harvard, Vancouver, ISO itp.
8

Shiihi, Solomon, U. G. Okafor, Zita Ekeocha, Stephen Robert Byrn i Kari L. Clase. Improving the Outcome of GMP Inspections by Improving Proficiency of Inspectors through Consistent GMP Trainings. Purdue University, listopad 2021. http://dx.doi.org/10.5703/1288284317433.

Pełny tekst źródła
Streszczenie:
Approximately 90% of the pharmaceutical inspectors in a pharmacy practice regulatory agency in West Africa have not updated their training on Good Manufacturing Practice (GMP) inspection in at least eight years. However, in the last two years the inspectors relied on learning-on-the job skills. During this time, the agency introduced about 17% of its inspectors to hands-on GMP trainings. GMP is the part of quality assurance that ensures the production or manufacture of medicinal products is consistent in order to control the quality standards appropriate for their intended use as required by the specification of the product. Inspection reports on the Agency’s GMP inspection format in-between 2013 to 2019 across the six geopolitical zones in the country were reviewed retrospectively for gap analysis. Sampling was done in two phases. During the first phase sampling of reports was done by random selection, using a stratified sampling method. In the second phase, inspectors from the Regulatory Agency from different regions were contacted on phone to send in four reports each by email. For those that forwarded four reports, two, were selected. However for those who forwarded one or two, all were considered. Also, the Agency’s inspection format/checklist was compared with the World Health Organization (WHO) GMP checklist and the GMP practice observed. The purpose of this study was to evaluate the reporting skills and the ability of inspectors to interpret findings vis-à-vis their proficiency in inspection activities hence the efficiency of the system. Secondly, the study seeks to establish shortfalls or adequacies of the Agency’s checklist with the aim of reviewing and improving in-line with best global practices. It was observed that different inspectors have different styles and methods of writing reports from the same check-list/inspection format, leading to non-conformances. Interpretations of findings were found to be subjective. However, it was also observed that inspection reports from the few inspectors with the hands-on training in the last two year were more coherent. This indicates that pharmaceutical inspectors need to be trained regularly to increase their knowledge and skills in order to be kept on the same pace. It was also observed that there is a slight deviation in placing sub indicators under the GMP components in the Agency’s GMP inspection format, as compared to the WHO checklist.
Style APA, Harvard, Vancouver, ISO itp.
9

Hoang, Tu Anh, Pauline Oosterhoff, Lan Anh Le i Phuong Nga Dinh. Equitable Access and Public Attitudes to Vaccination for Internal Migrants in Vietnam. Institute of Development Studies, luty 2023. http://dx.doi.org/10.19088/ids.2023.011.

Pełny tekst źródła
Streszczenie:
This mixed methods participatory study explores equity and fairness in access to Vietnam’s Covid-19 vaccination programme, when the Covid-19 vaccine was scarce, with a focus on internal migrant workers. At the beginning of the pandemic large numbers of Vietnamese migrants from rural areas lost their jobs. Migrants are vital to the Vietnamese economy. Many factories that produce goods for export employ internal migrants. Before the pandemic, these workers faced inequalities of access to available health services and nutritious food. Although the Vietnamese state aspires to universal access to health, internal migrant workers living outside their village do not have long-term household book registration, which is the key to access many public services including health care and prevention. We found that migrant workers, especially those working in the export zones where factories produce for export, did have access to vaccination. However, there are intersectional inequalities between internal migrants based on other characteristics such as (dis)ability.
Style APA, Harvard, Vancouver, ISO itp.
10

Sajjanhar, Anuradha, i Denzil Mohammed. Immigrant Essential Workers During the COVID-19 Pandemic. The Immigrant Learning Center Inc., grudzień 2021. http://dx.doi.org/10.54843/dpe8f2.

Pełny tekst źródła
Streszczenie:
The COVID-19 pandemic affected everyone in the United States, and essential workers across industries like health care, agriculture, retail, transportation and food supply were key to our survival. Immigrants, overrepresented in essential industries but largely invisible in the public eye, were critical to our ability to weather the pandemic and recover from it. But who are they? How did they do the riskiest of jobs in the riskiest of times? And how were both U.S.-born and foreign-born residents affected? This report explores the crucial contributions of immigrant essential workers, their impact on the lives of those around them, and how they were affected by the pandemic, public sentiment and policies. It further explores the contradiction of immigrants being essential to all of our well-being yet denied benefits, protections and rights given to most others. The pandemic revealed the significant value of immigrant essential workers to the health of all Americans. This report places renewed emphasis on their importance to national well-being. The report first provides a demographic picture of foreign-born workers in key industries during the pandemic using U.S. Census Bureau American Community Survey (ACS) data. Part I then gives a detailed narrative of immigrants’ experiences and contributions to the country’s perseverance during the pandemic based on interviews with immigrant essential workers in California, Minnesota and Texas, as well as with policy experts and community organizers from across the country. Interviewees include: ■ A food packing worker from Mexico who saw posters thanking doctors and grocery workers but not those like her working in the fields. ■ A retail worker from Argentina who refused the vaccine due to mistrust of the government. ■ A worker in a check cashing store from Eritrea who felt a “responsibility to be able to take care of people” lining up to pay their bills. Part II examines how federal and state policies, as well as increased public recognition of the value of essential workers, failed to address the needs and concerns of immigrants and their families. Both foreign-born and U.S.-born people felt the consequences. Policies kept foreign-trained health care workers out of hospitals when intensive care units were full. They created food and household supply shortages resulting in empty grocery shelves. They denied workplace protections to those doing the riskiest jobs during a crisis. While legislation and programs made some COVID-19 relief money available, much of it failed to reach the immigrant essential workers most in need. Part II also offers several examples of local and state initiatives that stepped in to remedy this. By looking more deeply at the crucial role of immigrant essential workers and the policies that affect them, this report offers insight into how the nation can better respond to the next public health crisis.
Style APA, Harvard, Vancouver, ISO itp.
Możesz być także zainteresowany rozszerzonymi bibliografiami na temat „Job ability” dla poszczególnych typów źródeł:
Artykuły w czasopismach Rozprawy doktorskie Książki
Oferujemy zniżki na wszystkie plany premium dla autorów, których prace zostały uwzględnione w tematycznych zestawieniach literatury. Skontaktuj się z nami, aby uzyskać unikalny kod promocyjny!

Do bibliografii