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Jobs
Kinds of Jobs Terms modified by Jobs Selected AbstractsMISSIOLOGICAL DIMENSIONS IN THE BOOK OF JOBINTERNATIONAL REVIEW OF MISSION, Issue 360 2002Danie C. van Zyl First page of article [source] UNDERSTANDING REACTIONS TO JOB REDESIGN: A QUASI-EXPERIMENTAL INVESTIGATION OF THE MODERATING EFFECTS OF ORGANIZATIONAL CONTEXT ON PERCEPTIONS OF PERFORMANCE BEHAVIORPERSONNEL PSYCHOLOGY, Issue 2 2006FREDERICK P. MORGESON Redesigning jobs from a traditional workgroup structure to a semi-autonomous team structure has become increasingly popular, but the impact of such redesigns on employee effectiveness criteria has been mixed. The present longitudinal quasi-experimental study showed that although such a redesign had positive effects on 3 performance behaviors (effort, skill usage, and problem solving), its effectiveness also depended on aspects of the organizational context. In conditions where the organizational reward and feedback and information systems were effective, redesigning work into a semi-autonomous team structure had no discernible effect on performance behaviors. In conditions where these systems were poor, however, such a redesign produced large positive benefits. This suggests that work redesigns that enhance worker autonomy are most effective in contexts where other supportive management systems are absent. [source] SOCIAL EXCHANGE AND ORGANIZATIONAL COMMITMENT: DECISION-MAKING TRAINING FOR JOB CHOICE AS AN ALTERNATIVE TO THE REALISTIC JOB PREVIEWPERSONNEL PSYCHOLOGY, Issue 3 2002YOAV GANZACH This field experiment investigated the effects of exchange-inducing treatments on pre- and postentry commitment of military recruits. Behavioral (volunteering for combat service and turnover), intentional (willingness to commit to combat service), and attitudinal (commitment, satisfaction, perceived fairness, and perceived choice variety) outcomes are examined. Two exchange-inducing experimental groups, one receiving realistic job preview and another receiving decisionmaking training, were compared to 3 control groups. Results indicated that preentry commitment was significantly higher among participants in the exchange-inducing conditions. However, the effect of decisionmaking training lasted longer than the effect of realistic job preview. [source] PATTERNS OF INTERDEPENDENCE IN WORK TEAMS: A TWO-LEVEL INVESTIGATION OF THE RELATIONS WITH JOB AND TEAM SATISFACTIONPERSONNEL PSYCHOLOGY, Issue 1 2001GERBEN S. VAN DER VEGT A questionnaire study in 17 school and 24 engineering teams examined affective reactions to task and goal interdependence at the group and individual level of analysis. Group-level task interdependence was positively related to group members' job and team satisfaction. Within-group differences in the degree of task interdependence were unrelated to affective responses. Interactions revealed that within-group task interdependence is positively related to both job and team satisfaction only if the degree of goal interdependence in the work team is high. [source] LONGITUDINAL ANALYSIS OF DISPOSITIONAL INFLUENCES AND SEXUAL HARASSMENT: EFFECTS ON JOB AND PSYCHOLOGICAL OUTCOMESPERSONNEL PSYCHOLOGY, Issue 1 2000LIBERTY J. MUNSON Research consistently demonstrates that sexual harassment is related to a variety of negative outcomes. Negative outcomes, however, may be influenced by respondents' dispositions or response biases rather than by their sexual harassment experiences alone. This study investigates relationships between negative outcomes and sexual harassment over time in an attempt to assess this possibility. Further, little empirical research on sexual harassment has explored the impact of various coping strategies on experiences of harassment over time. Sexual harassment experiences, job-related and psychological outcomes, and coping responses were obtained from 216 female faculty and staff members at a midwestern university at 2 times, 24 months apart. Patterns of results suggests that sexual harassment has important effects on job-related and psychological outcomes that operate independently of dispositional influences or response biases. Results also indicate that sexual harassment at Time 1 is a better predictor of harassment at Time 2 than are coping strategies. [source] SCHLEIERMACHERIAN TRANSCENDENTAL SPIRITUALITY AND THE BOOK OF JOBTHE HEYTHROP JOURNAL, Issue 5 2009DAVID J. TURNBLOOM The Book of Job is certainly one of the most enigmatic and attractive books in all of the Hebrew Scriptures. As a masterfully written poem, Job utilizes imagery and metaphor in such a way as to leave even the secular reader in awe. It tells the story of a pious man who, through many sufferings, is tested by the Divine and sent on a spiritual journey which culminates in a face to face meeting with God. As a poem and as Scripture, Job has been the subject many interpretations over thousands of years. Often read as an insight into the mysteries of evil, innocent suffering, human nature, and the Divine, this piece of poetic Scripture has been the source of much debate and frustration among scholars and the faithful alike. It is not the purpose of this essay to attempt an overview of these various interpretations with the intention of settling upon one superior interpretation. Also, it is not the purpose of this essay to refute any previous interpretations. What I will offer is merely one interpretation among many , an interpretation which I hope might further, if only to the smallest degree, the significance of this great text for even one reader. This essay will take the theology of Friedrich Schleiermacher and, relying on an interpretation of Job given by Gustavo Gutierrez, offer a way of reading Job which leads to a transcendental spirituality. I will accomplish this in three parts: first, I will lay out certain Schleiermacherian concepts which advocate a form of transcendental spirituality; next, relying on Gutierrez's interpretation, I will draw parallels between Schleiermacher's concepts and the spiritual journey of Job; finally, I will show how the book of Job itself can be read as a tool for developing a transcendental spirituality within the reader. In the end, it will be clear that, without fear of ,misinterpretation,' the Book of Job can guide the reader to a transcendental spirituality. [source] Conservation Planning and Biodiversity: Assembling the Best Data for the JobCONSERVATION BIOLOGY, Issue 6 2004R. L. PRESSEY First page of article [source] The utilization of the Purdue cognitive job analysis methodologyHUMAN FACTORS AND ERGONOMICS IN MANUFACTURING & SERVICE INDUSTRIES, Issue 1 2003June Wei The objective of this article is to illustrate the utilization of the Purdue Cognitive Job and Task Analysis methodology, the Human Centered Cognitive Performance model based Purdue Cognitive Task Analysis Questionnaire, which not only analyzes jobs and tasks, but also provides a mechanism for improving cognitive job and task performance. Specifically, the utilization of this methodology can assist job evaluation, job design and job rotation, and personnel selection and training. © 2003 Wiley Periodicals, Inc. Hum Factors Man 13: 59,84, 2003. [source] Reclaiming a Theological Reading of the Bible: Barth's Interpretation of Job as a Case StudyINTERNATIONAL JOURNAL OF SYSTEMATIC THEOLOGY, Issue 2 2000Robert J. Sherman Modern scholarship often seems intent on breaking scripture apart without offering a means to put it back together again in an intellectually responsible and theologically useful way. This article recognizes that numerous scholars have sought to redress this situation and suggests that Karl Barth's method of scriptural interpretation may be a useful and instructive resource. Barth possessed the historical-critical skills of his day yet always employed them in the service of his theological interpretation. One clear example of his method may be found in his ,mini-commentary' on the book of Job (in Church Dogmatics IV/3), which is examined as a case study. [source] Finding an Adequate Job: Employment and Income of Recent Immigrants to IsraelINTERNATIONAL MIGRATION, Issue 2 2003Haya Stier Summary The study examines the early market experience of recent immigrants to Israel from the former Soviet Union (FSU) and their mobility patterns a few years after migration. The Labour Utilization Framework, proposed by Clogg and Sullivan (1983), was analysed to identify the employment difficulties immigrants experienced upon arrival, their short-term mobility in the labour market, and the income consequences of their disadvantaged position in the market. Using a panel study of immigrants who arrived in Israel during 1990, we found that although most of them found employment, only a minority did not experience employment hardships. Four years after their arrival, most immigrants were still employed in occupations for which they were over-qualified, and only a small portion of the group managed to find adequate employment. Women had more severe employment hardships and a lower rate of mobility into the better positions. For men and women alike, almost any deviation from a stable adequate employment entailed wage penalties. [source] Managing job stress in nursing: what kind of resources do we need?JOURNAL OF ADVANCED NURSING, Issue 1 2008Marieke Van Den Tooren Abstract Title.,Managing job stress in nursing: what kind of resources do we need? Aim., This paper is a report of a study to investigate the functionality of different kinds of job resources for managing job stress in nursing. Background., There is increasing recognition that healthcare staff, and especially nurses, are at high risk for burnout and physical complaints. Several researchers have proposed that job resources moderate the relationship between job demands and job-related outcomes, particularly when there is a match between the type of demands, resources, and outcomes. Method., Based on the Demand-Induced Strain Compensation Model, cross-sectional survey data were collected between November 2006 and February 2007 by a paper-and-pencil questionnaire. The final sample consisted of 69 nurses from a Dutch nursing home (response rate 59·4%). Data were analyzed by hierarchical regression analyses. Results., High physical demands had adverse effects on both physical complaints and emotional exhaustion (i.e. burnout), unless employees had high physical resources. A similar pattern was found for high physical demands and emotional resources in predicting emotional exhaustion. The likelihood of finding theoretically-valid moderating effects was related to the degree of match between demands, resources, and outcomes. Conclusion., Job resources do not randomly moderate the relationship between job demands and job-related outcomes. Both physical and emotional resources seem to be important stress buffers for human service employees such as nurses, and their moderating effects underline the importance of specific job resources in healthcare work. Job redesign in nursing homes should therefore primarily focus on matching job resources to job demands in order to diminish poor health and ill-being. [source] Starting a New Job: The Social and Emotional Experience of People with Intellectual DisabilitiesJOURNAL OF APPLIED RESEARCH IN INTELLECTUAL DISABILITIES, Issue 5 2009Andrew Jahoda Background, Employment is viewed by policy makers as both a human right and as a means of changing the marginalized status of people with intellectual disabilities, with important social and emotional benefits. However, there has been little longitudinal research examining the experience of people with intellectual disabilities in the workplace. Methods, Thirty-five individuals with mild to borderline intellectual disabilities participated in this study. They were recruited from supported employment agencies in Scotland. A longitudinal approach was adopted, with the participants being interviewed around the time of starting their jobs, and again 9,12 months later. Results, The content analyses of the semi-structured interviews indicated that the participants perceived continuing benefits from entering mainstream employment, including more purposeful lives and increased social status. However, over the follow-up period the participants reported few social opportunities that extended beyond the workplace, and an anxiety about their competence to meet employers' demands remained a concern for some. Conclusions, The discussion addresses the importance of understanding work in relation to the participants' wider lives, along with the longer-term role for supported employment agencies to help people achieve their social and emotional goals in a vocational context. [source] What Is Important on the Job?JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 1 2010Differences Across Gender, Job Level, Perspective The importance ratings of job competency dimensions on a 360-degree feedback instrument were examined. We hypothesized that men (incumbents and bosses) would rate agentic behaviors higher in importance than would women, and that women (incumbents and bosses) would rate communal behaviors higher in importance than would men. Differences were found for men and women across rating sources and across job level (organizational position). The present findings suggest that men and women incumbents view different factors as important for their jobs and that people in higher level jobs place more importance on agentic behaviors than do those in lower level positions, and people in lower level jobs place more importance on communal behaviors than do those in higher level positions. [source] Lawyers at Mid-Career: A 20-Year Longitudinal Study of Job and Life SatisfactionJOURNAL OF EMPIRICAL LEGAL STUDIES, Issue 3 2009John Monahan This study is the first to our knowledge to simultaneously measure the predictors of lawyers' satisfaction with their careers and the predictors of lawyers' satisfaction with their lives more broadly. One class of the University of Virginia School of Law was studied between their matriculation in 1987 and their graduation in 1990. All 360 living graduates of this class were contacted in 2007, with a response rate of 72.2 percent. Descriptive information was obtained and empirically validated measures of both career satisfaction and life satisfaction were administered. Respondents were found to have taken many diverse career paths, with most (85 percent) having changed jobs at least once, and half having changed jobs at least twice. Gender differences in the personal and professional lives of respondents were pervasive. Women graduates were far more likely than men to interrupt or forego full-time employment (39 percent vs. 1 percent), mainly in order to care for children, and were also more likely to have a spouse or partner employed full time outside the home (77 percent vs. 24 percent). Working conditions at large private law firms emerged as a significant problem for many respondents; half of those who started their careers in large firms left to go to a different type of employer. Finally, both career satisfaction and life satisfaction were found to be high, with 81 percent of the respondents satisfied with their decision to become a lawyer, and 86 percent satisfied with their lives more broadly. [source] Communication and the Manager's JobJOURNAL OF NURSING MANAGEMENT, Issue 5 2003P. Milligan No abstract is available for this article. [source] Job and industry fit: the effects of age and gender matches on career progress outcomes,JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 7 2004Caren B. Goldberg Using a sample of 232 MBA alumni, we tested the impact of respondent age, gender, and their interaction on career progress outcomes (managerial level, number of promotions, and salary) and whether age- and gender-type of contexts moderated these relationships. Women's salaries did not increase much with age, whereas men's salaries showed a marked increase with age. We also found a gender,×,job gender-type effect on salary, such that women earned somewhat higher salaries in masculine-typed jobs, while men earned considerably higher salaries in feminine-typed jobs. In addition, we observed a three-way interaction between gender, age, and age-type of industry indicating that younger men received more promotions in old-typed industries, while younger women received more promotions in young-typed ones. Results are discussed in light of cognitive matching approaches and status characteristics theory. Copyright © 2004 John Wiley & Sons, Ltd. [source] Factors Affecting the Job,to,joblessness Turnover and GenderLABOUR, Issue 4 2002I. Theodossiou This paper explores gender differences with respect to the factors affecting the job,to,joblessness turnover. It casts light on the characteristics of those men and women who experience the highest propensity of their job ending in joblessness, taking into account the reasons for the job loss. The findings highlight the determinants of gender differences in labour turnover patterns. [source] Perceiving Discrimination on the Job: Legal Consciousness, Workplace Context, and the Construction of Race DiscriminationLAW & SOCIETY REVIEW, Issue 2 2010Elizabeth Hirsh Despite the continued importance of discrimination for racial labor market inequality, little research explores the process by which workers name potentially negative experiences as race discrimination. Drawing on the legal consciousness literature and organizational approaches to employment discrimination, we assess the effect of social status, job characteristics, and workplace context on the likelihood that workers perceive race discrimination at work. Analyzing data from the Multi-City Study of Urban Inequality, we find that ascriptive status is associated with perceptions of discrimination, with African Americans, Hispanics, and women more likely to perceive racial discrimination, net of job and organizational controls. Results also suggest that workers with a greater sense of entitlement (as indicated by job authority, promotion experience, and union membership) and knowledge of legal entitlements (as indicated by education level and age) are more likely to perceive workplace racial discrimination. Other workplace conditions can signal fairness and decrease perceptions of racial bias, such as formalized screening practices and having nonwhite supervisors, whereas working among predominantly nonwhite coworkers increases the likelihood of perceiving discrimination. These findings suggest that personal attributions of discrimination vary across social groups and their environments, and demonstrate the importance of workplace context for understanding how individuals apply legal concepts, such as discrimination, to their experiences. [source] Ahab and Job: Essential ConnectionsLEVIATHAN, Issue 3 2008Jonathan A. Cook [source] Learning on the Job: Moving From Faculty to AdministrationNEW DIRECTIONS FOR COMMUNITY COLLEGES, Issue 123 2003Chris McCarthy With administrative roles come many changes for faculty leaders, including the perceptions of others, the perception of self, and the skills necessary to remain credible. [source] Job and residential search behaviour of two-earner households,PAPERS IN REGIONAL SCIENCE, Issue 4 2000Jos van Ommeren Two-earner households; job mobility; residential mobility; commuting; search Abstract Even though a large share of the workforce belongs to two-earner households, job search models invariably ignore the interaction between the wage earners of the same household. In this article, job and residential search behaviour of two-earner households are simultaneously analysed. The main finding of the theoretical model is that two-earner households search less intensively in the housing market, and more intensively in the labour market, if the distance between the workplaces of the two wage earners is longer. In the empirical part the latter finding has been analysed based upon a data set for Dutch two-earner households. [source] Sector Switching from a Business to a Government Job: Fast-Track Career or Fast Track to Nowhere?PUBLIC ADMINISTRATION REVIEW, Issue 1 2009Barry Bozeman This paper examines the career consequences for public managers of having had full-time private sector work experience. We find positive career outcomes for public managers with private sector experience: Individuals with such experience are more likely to have been recently promoted relative to peers and to supervise somewhat greater number of employees, especially if their most recent job was in the private sector. While experience in the private sector enhances such career outcomes, the length of such experience diminishes them. The authors conclude by identifying three career scenarios emerging from the models and discussing the managerial and theoretical implications of "sector-switching careers." [source] Out of the Whirlwind: Creation Theology in the Book of Job , By Kathryn SchifferdeckerRELIGIOUS STUDIES REVIEW, Issue 2 2010Jacob Rennaker No abstract is available for this article. [source] Moving from Unemployment to Permanent Employment: Could a Casual Job Accelerate the Transition?THE AUSTRALIAN ECONOMIC REVIEW, Issue 4 2001Jenny Chalmers This article compares the time taken to exit from unemployment to permanent work with the time taken to exit from unemployment to permanent work through casual work. [source] SCHLEIERMACHERIAN TRANSCENDENTAL SPIRITUALITY AND THE BOOK OF JOBTHE HEYTHROP JOURNAL, Issue 5 2009DAVID J. TURNBLOOM The Book of Job is certainly one of the most enigmatic and attractive books in all of the Hebrew Scriptures. As a masterfully written poem, Job utilizes imagery and metaphor in such a way as to leave even the secular reader in awe. It tells the story of a pious man who, through many sufferings, is tested by the Divine and sent on a spiritual journey which culminates in a face to face meeting with God. As a poem and as Scripture, Job has been the subject many interpretations over thousands of years. Often read as an insight into the mysteries of evil, innocent suffering, human nature, and the Divine, this piece of poetic Scripture has been the source of much debate and frustration among scholars and the faithful alike. It is not the purpose of this essay to attempt an overview of these various interpretations with the intention of settling upon one superior interpretation. Also, it is not the purpose of this essay to refute any previous interpretations. What I will offer is merely one interpretation among many , an interpretation which I hope might further, if only to the smallest degree, the significance of this great text for even one reader. This essay will take the theology of Friedrich Schleiermacher and, relying on an interpretation of Job given by Gustavo Gutierrez, offer a way of reading Job which leads to a transcendental spirituality. I will accomplish this in three parts: first, I will lay out certain Schleiermacherian concepts which advocate a form of transcendental spirituality; next, relying on Gutierrez's interpretation, I will draw parallels between Schleiermacher's concepts and the spiritual journey of Job; finally, I will show how the book of Job itself can be read as a tool for developing a transcendental spirituality within the reader. In the end, it will be clear that, without fear of ,misinterpretation,' the Book of Job can guide the reader to a transcendental spirituality. [source] "The Best Man for the Job": Corporate Responsibility and Racial Integration in the Workplace, 1945,1960THE HISTORIAN, Issue 5 2003Stacy Kinlock Sewell First page of article [source] "One Shiny Bleach Job": The Power of Whiteness in James Ellroy's American TabloidTHE JOURNAL OF AMERICAN CULTURE, Issue 3 2004Tim Ryan First page of article [source] The Jung-White dialogue and why it couldn't work and won't go awayTHE JOURNAL OF ANALYTICAL PSYCHOLOGY, Issue 3 2007John P. Dourley Abstract:, White's Thomism and its Aristotelian foundation were at the heart of his differences with Jung over the fifteen years of their dialogue. The paper examines the precedents and consequences of the imposition of Thomism on the Catholic Church in 1879 in order to clarify the presuppositions White carried into his dialogue with Jung. It then selects two of Jung's major letters to White to show how their dialogue influenced Jung's later substantial work, especially his Answer to Job. The dialogue with White contributed to foundational elements in the older Jung's development of his myth which simply outstripped White's theological imagination and continues to challenge the worlds of contemporary monotheistic orthodoxy in all their variants. Translations of Abstract Le thomisme de White et ses fondements aristotéliciens furent au coeur de ses différences d'avec Jung au cours des quinze années que dura leur dialogue. L'article examine les précédents et les conséquences de l'imposition du thomisme à l'église catholique en 1879, dans le but d'éclairer les présupposés dont White était porteur au cours de son dialogue avec Jung. L'évocation de deux des lettres les plus importantes de Jung à White laisse apparaître comment leur dialogue influença le travail ultérieur de Jung, plus particulièrement sa Réponse à Job. Le dialogue avec White contribua à jeter les fondations de ce qui allait devenir le développement ultime de son mythe, et ce, bien au-delà de l'imagination théologique de White. Il constitue aujourd'hui encore un défi aux univers contemporains de l'orthodoxie monothéiste dans toutes leurs variantes. Whites Thomismus mit seiner aristotelischen Grundlage stand im Mittelpunkt seiner Differenzen mit Jung in ihrem über 15 Jahre andauernden Dialog. In dieser Arbeit werden frühere Beispiele und die Konsequenzen der Einführung des Thomismus in die katholische Kirche im Jahr 1879 untersucht, um die Vorannahmen zu verdeutlichen, die White in seinen Dialog mit Jung einbrachte. Der Autor bezieht sich auf zwei Briefe von besonderer Bedeutung an White, um zu zeigen, wie der Dialog Jungs spätere wichtige Arbeiten, insbesondere seine Antwort auf Hiob, beeinflusst hat. Der Dialog mit White trug zu grundlegenden Elementen bei, mit denen der späte Jung seinen Mythos entwickelte, welcher Whites theologische Vorstellungskraft übertraf und bis jetzt die Welt der gegenwärtigen monotheistischen Orthodoxien in all ihren Varianten in Frage stellt. Il Tomismo di White e le sue basi Aristoteliche furono al centro delle sue differenze da Jung per tutti i 15 anni del loro dialogo. Questo lavoro prende in esame i precedenti e le conseguenze dell'imposizione del Tomismo sulla Chiesa cattolica nel 1879, per chiarire i presupposti che White portò nel dialogo con Jung. Vengono poi selezionate due delle lettere più importanti che Jung spedì a White per mostrare in che modo il loro dialogo influenzò Jung nei lavori successivi, in particolare nella Risposta a Giobbe. Il dialogo con White contribuì a dare fondamenta a elementi nello sviluppo del mito dello Jung senior che semplicemente andavano molto oltre l'immaginazione teologica di White e continuano a sfidare i mondi dell'ortodossia monoteistica contemporanea in tutte le sue varianti. El Tomismo de White con su fundamente aristotélico se encuentra en el corazón de sus diferencias con Jung durante los quince años de su diálogo. Este trabajo examina los precedentes y las consecuencias de la imposición del Tomismo en la Iglesia Católica en 1879 para poder aclarar los prejuicios que White trajo a su diálogo con Jung. Entonces selecciono dos de las mas importantes cartas de Jung a White para mostrar como su diálogo influenció substancialmente la obra posterior de Jung, especialmente Respuesta a Job. El diálogo con White contribuyó a los elementos fundacionales del desarrollo maduro de Jung de su mito el cual simplemente se adelantó a la imaginación Teológica de White y continua retando los mundos de la monoteísmo ortodoxo contemporáneo y todas sus variantes. [source] Will the Last Good Job Please Turn Off the Lights?ANTHROPOLOGY OF WORK REVIEW, Issue 1 2010Academic Responses to the Exploitation of Graduate Student Workers First page of article [source] World's Fastest Modeling Job, or Information Architecture: What Is It?BULLETIN OF THE AMERICAN SOCIETY FOR INFORMATION SCIENCE & TECHNOLOGY (ELECTRONIC), Issue 5 2000The Multidisciplinary Adventures of Two Ph.D. Students No abstract is available for this article. [source] | |||||||||||||||||||||||||||||||||||||||||||||||||