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Job Requirements (job + requirement)
Selected AbstractsSurvey ranking of job competencies by perceived employee importance: Comparing China's three regionsHUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 4 2006Jin Xiao The acquisition of skills that match job requirements has become an issue in human resource development. A uniform but vague list of desirable skills often provided by policymakers or advocated by scholars is used as a guide in education and training programs in China. Using survey data, this study analyzes the core skills that workforces in China consider to be important in carrying out job routines in different jobs, different industries, and different geographical regions. This study surveyed 25,933 employees from 397 randomly sampled firms of four counties in each of the East, Central, and West regions of China. Twenty kinds of job skills were deduced from interviews conducted in the field. Five categories of skills were identified by the employees: dispositional characteristics, technical know-how skills, job basics, problem solving, and communication. Using a hierarchical model, the analysis is focused on whether employees in different occupations ( for example, managerial, professional, salesperson, frontline workers) had different perceptions of required job skills. The results show both differences related to occupation and work experience and similarities in perceived job competencies among industries and across three regions. [source] Job Requirements Biodata as a Predictor of Performance in Customer Service RolesINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 3 2000Elizabeth Allworth A job requirements approach to biodata item specification, similar to the content-valid job analysis approach developed by Pannone (1984), is used to predict customer service. Applicants rate the extent to which their current and previous jobs involve tasks and behaviours that have been identified through an analysis of the target job. On a sample of 245 employees in an international hotel, the criterion-related validity of job requirements biodata compares favourably with traditional construct-oriented biodata measures of customer service, cognitive ability and personality (Conscientiousness, Agreeableness and Extroversion). The job requirements approach provides a simple, direct and content-valid method of biodata item specification. As the approach can also be tailored for particular jobs or organizations, validity is also potentially optimized. [source] THE TRANSPORTABILITY OF JOB INFORMATION ACROSS COUNTRIESPERSONNEL PSYCHOLOGY, Issue 1 2008PAUL J. TAYLOR Three Occupational Information Network (O*NET) instruments (Generalized Work Activities, Basic and Cross-Functional Skills, Work Styles) were administered to 1,007 job incumbents, from 369 organizations, performing 1 of 3 jobs (first-line supervisor, office clerk, computer programmer) in New Zealand, China, and Hong Kong. Data from these countries were compared with archival data collected from 370 incumbents holding similar jobs in the United States. Hypothesized country differences, derived from cross-cultural theory, received limited support. The magnitude of differences in mean item ratings between incumbents from the United States and the other 3 countries were generally small to moderate in size, and rank-orderings of the importance and level of work activities and job requirements were quite similar, suggesting that, for most applications, job information is likely to transport quite well across countries. [source] Occupational injuries among aides and nurses in acute care,AMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 12 2009R.L. Rodríguez-Acosta PhD Abstract Background Occupational injuries are common among nursing personnel. Most epidemiologic research on nursing aides comes from long-term care settings. Reports from acute care settings often combine data on nurses and aides even though their job requirements and personal characteristics are quite different. Our objective was to assess risk of work-related injuries in an acute care setting while contrasting injuries of aides and nurses. Methods A retrospective cohort of aides (n,=,1,689) and nurses (n,=,5,082) working in acute care at a large healthcare system between 1997 and 2004 were identified via personnel records. Workers' compensation filings were used to ascertain occupational injuries. Poisson regression was used to estimate rate ratios (RR) and 95% confidence intervals (95% CI). Results Aides had higher overall injury rates than nurses for no-lost work time (RR,=,1.2, 95% CI: 1.1,1.3) and lost work time (RR,=,2.8, 95% CI: 2.1,3.8) injuries. The risk of an injury due to lifting was greater among aides compared to nurses for both non-lost work time and lost work time injuries. Injury rates among aides were particularly high in rehabilitation and orthopedics units. Most of the injuries requiring time away from work for both groups were related to the process of delivering direct patient care. Conclusions Our findings illustrate the importance of evaluating work-related injuries separately for aides and nurses, given differences in injury risk profiles and injury outcomes. It is particularly important that occupational safety needs of aides be addressed as this occupation experiences significant job growth. Am. J. Ind. Med. 52:953,964, 2009. © 2009 Wiley-Liss, Inc. [source] Ergonomic and socioeconomic risk factors for hospital workers' compensation injury claimsAMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 7 2009Jon Boyer ScD Abstract Background Hospital workers are a diverse population with high rates of musculoskeletal disorders (MSDs). The risk of MSD leading to workers' compensation (WC) claims is likely to show a gradient by socioeconomic status (SES) that may be partly explained by working conditions. Methods A single community hospital provided workforce demographics and WC claim records for 2003,2005. An ergonomic job exposure matrix (JEM) was developed for these healthcare jobs from direct observation of physical workload and extraction of physical and psychosocial job requirements from the O*NET online database. Occupational exposures and SES categories were assigned to workers through their O*NET job titles. Univariate and multivariate Poisson regression analyses were performed to estimate the propensity to file an injury claim in relation to individual factors, occupational exposures, and SES. Results The jobs with the highest injury rates were nurses, semi-professionals, and semi-skilled. Increased physical work and psychological demands along with low job tenure were associated with an increase in risk, while risk decreased with psychosocial rewards and supervisor support. Both occupational and individual factors mediated the relationship between SES and rate of injury claims. Conclusions Physical and organizational features of these hospital jobs along with low job tenure predicted WC injury claim risk and explained a substantial proportion of the effects of SES. Further studies that include lifestyle risk factors and control for prior injuries and co-morbidities are warranted to strengthen the current study findings. Am. J. Ind. Med. 52:551,562, 2009. © 2009 Wiley-Liss, Inc. [source] Top Management Team Heterogeneity, Strategic Change and Operational Performance,BRITISH JOURNAL OF MANAGEMENT, Issue 3 2008David Naranjo-Gil This study examines the role of top management team (TMT) heterogeneity in facilitating strategic change. Based on the upper echelons literature, we argue that heterogeneous management teams are better able to handle the simultaneous and conflicting demands of refocusing the organization strategically and keeping up operational performance. We expect this to be true only for teams that are heterogeneous with respect to factors directly related to job requirements, however. Data were collected from 92 full TMTs of hospitals in Spain that were confronted with institutional pressures that challenged their current strategies. In support of our hypotheses, the results show job-related TMT heterogeneity moderates the relation between strategic change and operational performance. No moderating effect is found for non-job-related TMT heterogeneity. [source] Hoarse voice in adults: an evidence-based approach to the 12 minute consultationCLINICAL OTOLARYNGOLOGY, Issue 1 2009I. Syed Background:, The hoarse voice is a common presentation in the adult ENT clinic. It is estimated that otolaryngology/voice clinics receive over 50 000 patients with dysphonia each year. Good vocal function is estimated to be required for around 1/3 of the labour force to fulfil their job requirements. The assessment and management of the patient with a hoarse voice is potentially a complex and protracted process as the aetiology is often multi-factorial. This article provides a guide for the clinician in the general ENT clinic to make a concise, thorough assessment of the hoarse patient and engage in an evidence based approach to investigation and management. Method:, Literature search performed on 4 October 2008 using EMBASE, MEDLINE, Cochrane databases using subject headings hoarse voice or dysphonia in combination with diagnosis, management, investigation, treatment, intervention and surgery. Results:, General vocal hygiene is beneficial for non organic dysphonia but the evidence base for individual components is poor. There is a good evidence base for the use of voice therapy as first line treatment of organic dysphonia such as vocal fold nodules and polyps. There is little evidence for surgical intervention as first line therapy for most common benign vocal fold lesions. Surgery is, however, the treatment of choice for hoarseness due to papillomatosis. Both CO2 laser and microdissection are equally acceptable modalities for surgical resection of common benign vocal fold lesions. Laryngopharyngeal reflux is commonly cited as a cause of hoarseness but the evidence base for treatment with gastric acid suppression is poor. Despite the widespread use of proton pump inhibitors for treating laryngopharyngeal reflux, there is high quality evidence to suggest that they are no more effective than placebo. Conclusion:, A concise and thorough approach to assessment in the general ENT clinic will provide the diagnosis and facilitate the management of the hoarse voice in the majority of cases. Voice therapy is an important tool that should be utilised in the general ENT clinic and should not be restricted to the specialist voice clinic. If there is no improvement after initial measures, the larynx appears normal and/or the patient has failed initial speech & language therapy, referral to a specialist voice clinic may be helpful. More research is still required particularly with regard to laryngopharyngeal reflux which is often cited as an important cause of hoarseness but is still poorly understood. [source] | |||||||||||||