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Full Text Available Aging at work is a dynamic process. Attrition, burnout, job dissatisfaction and occupational therapy managers. At a time when there is growing concern about the person-power shortages in occupational therapy, there is a need to address reasons why therapists leave the job market. Two job -related reasons for attrition are burnout and job dissatisfaction.

The burnout phenomenon occurs as a result of personnel shortages, high-stress demands on therapists, the severity and complexity of client’s problems, and the therapist’s own “worker personality. Occupational therapy managers can consider the causes of burnout and job dissatisfaction and initiate resources to retain therapists. Managers can increase the job benefits, such as flexible working hours, take steps to reduce stress in the workplace, offer career laddering opportunities , and promote staff development.

By identifying the causes for attrition and by addressing those causes, the threat of losing therapists from the work force may be averted. They reported a variety of strategies to reduce job dissatisfaction, burnout, and attrition. When these problems were present, managers cited bureaucratic red tape, lack of opportunity for advancement, and increasing role demands as contributing factors. Trends in the orthopedic job market and the importance of fellowship subspecialty training. Previous studies have examined possible incentives for pursuing orthopedic fellowship training, but we are unaware of previously published studies reporting the trends in the orthopedic job market since the acceptance of certain criteria for fellowship programs by the Accreditation Council for Graduate Medical Education ACGME in We hypothesized that, since the initiation of accredited postresidency fellowship programs, job opportunities for fellowship-trained orthopedic surgeons have increased and job opportunities for nonfellowship-trained orthopedic surgeons have decreased.

We reviewed the job advertisements printed in the Journal of Bone and Joint Surgery, American Volume, for the years , , , and We categorized the job opportunities as available for either a general nonfellowship-trained orthopedic surgeon or a fellowship-trained orthopedic surgeon. Based on the advertisements posted in the Journal of Bone and Joint Surgery, American Volume, a trend exists in the orthopedic job market toward seeking fellowship-trained orthopedic surgeons.

In the years , , , and , the percentage of job opportunities seeking fellowship-trained orthopedic surgeons was These differences were statistically significant analysis of variance, Ptraining is thus a worthwhile endeavor. Looking Forward: New Challenges and Opportunities. It is essential for higher education professionals to remain abreast of industry trends, emerging fields, and changing requirements that affect the job market and advanced education opportunities for new graduates.

Equally important is a continual review of evolving strategies for success in the job search itself. Common practices in today’s…. Job demands as a moderator of the political skill- job performance relationship. Perhaps, most Children of the so-called „net generation“ began joining the nurse workforce from the mids. Studies on the characteristics of this generation have been done primarily outside of Taiwan, and results may not adequately reflect conditions in Taiwan due to cultural differences.

This study aimed to investigate the relationships amongst work values, job characteristics and job involvement in „net generation“ nurses. This study employed a cross-sectional design. A randomized sample of nurses born between and working in a medical center or a community hospital in Southern Taiwan accepted our invitation to join this study.

A structured questionnaire was used to collect data. This study provides insights that may be of potential value to nursing administrators. We suggest that administrators adopt democratic management practices, build diverse learning methods, strengthen autonomy, completeness, and feedback, and provide appropriate work guidance for nurses to increase job involvement. This paper reveals how equal educational opportunities , equal job opportunities and equality of opportunity for welfare are related to each other, and how they are related to other demands for justice.

There are several important objections to the emphasis on equal educational opportunities. Nevertheless, this paper shows that demanding equal…. A social work study on different entrepreneurship opportunities. Full Text Available Entrepreneurs are big potentials for developing economy in any countries.

They provide new job opportunities and help economy boost. There are literally many industries, which rely on new these people and they are considered as the primary source of generating new jobs.

In this paper, we discuss three entrepreneurship opportunities including universities, technical and vocational centers and women. Universities are able to educate highly skilled people and send them to business and they are able to create new ideas. Technical and vocational centers are, in fact, the best place for training basic or recent advances in technological skills through short term or long term planning.

The survey also indicates that women can be considered as a good source of job creation. In this paper, we review the recent related literature on entrepreneurship opportunities in the world and discuss some of the related issues more specifically in Iran. Spatial flexibility in job mobility: macro-level opportunities and micro-level restrictions.

Disequilibria among regional labour markets persist through spatial inflexibility in job mobility resulting from restrictions in migration and long-distance commuting. Job hunting by through the internet: The experiences of some Each year, thousands of graduates are turned into the labour market from over fifty tertiary institutions in Nigeria in search of jobs.

In addition to the traditional methods of job -hunting, most of these graduates are increasingly using the Internet as a veritable source of job opportunities. However, jobhunting through the Internet However, job Answering adverts in professional or trade journals. New York: United Nations Development. Opportunities for training and development are paramount in decisions regarding employee career choices. Despite the importance, many research studies on job satisfaction do not address satisfaction with workplace training as an element of overall job satisfaction, and many job satisfaction survey instruments do not include a „satisfaction….

Librarians recognize the importance of professional learning as their roles and responsibilities evolve in the shifting teaching and learning environments of the twenty-first century. However, the literature on meaningful, job -embedded learning opportunities for academic librarians is scant, and opportunities are especially scarce in the fields of…. Job insecurity and health. As employers respond to new competitive pressures of global capitalism through layoffs and the casualization of labor, job insecurity affects a growing number of workers.

It appears to harm mental health, but less is known about its effects on physical health and health behaviors and the mechanisms through which it may act. The prevailing individual-centered conceptualization of job insecurity as the perception of a threat to job continuity precludes systematic investigation of the social patterning of its health effects. Analysis of data from a Canadian national probability sample of adults determined that high levels of job insecurity lowered self-rated health and increased distress and the use of medications, but had no impact on heavy drinking.

The findings support one possible mechanism of action whereby job insecurity reduces feelings of control over one’s environment and opportunities for positive self-evaluation; these psychological experiences, in turn, have deleterious health consequences. There is little evidence of social patterning of this relationship by gender, education, household income, age, marital status, and social support at work. Job sharing is a form of employment often overlooked by the average worker.

Eight women were interviewed for this qualitative research study on the benefits and drawbacks of job sharing. Rather than simply allowing more time for them to spend with their children or on domestic chores, job sharing provided unanticipated opportunities to enjoy a…. The prospective effects of workplace violence on physicians’ job satisfaction and turnover intentions: the buffering effect of job control.

Health care professionals, including physicians, are at high risk of encountering workplace violence. At the same time physician turnover is an increasing problem that threatens the functioning of the health care sector worldwide.

The present study examined the prospective associations of work-related physical violence and bullying with physicians’ turnover intentions and job satisfaction. In addition, we tested whether job control would modify these associations.

The present study was a 4-year longitudinal survey study, with data gathered in and Analyses of covariance ANCOVA were conducted while adjusting for gender, age, baseline levels, specialisation status, and employment sector.

The results of covariance analyses showed that physical violence led to increased physician turnover intentions and that both bullying and physical violence led to reduced physician job satisfaction even after adjustments.

We also found that opportunities for job control were able to alleviate the increase in turnover intentions resulting from bullying. Our results suggest that workplace violence is an extensive problem in the health care sector and may lead to increased turnover and job dissatisfaction.

Thus, health care organisations should approach this problem through different means, for example, by giving health care employees more opportunities to control their own work. Job Demand and Job Resources related to the turnover intention of public health nurses: An analysis using a Job Demands-Resources model.

Considering sex-based differences in occupational stress, I analyzed women’s answers in The average age of respondents was For public health nurses, there was a turnover intention of 9.

The “ job demands“ section consisted of 29 items and 10 factors, while the “ job resources“ section consisted of 54 items and 22 factors. The result of examining the structure of job demands and job resources, leading to turnover intention was supported by the JD-R model. Turnover intention was strong and the Mental Component Summary MCS is low in those who had many job demands and few job resources experiencing ‘burn-out’. Enhancement of work engagement and turnover intention was weak in those who had many job resources.

Enhancement of work engagement and turnover intention is weak in those with many job resources. This suggests that suitable staffing and organized efforts to raise awareness of job significance are effective in reducing. Municipal opportunities. The panel discussing market opportunities for municipal electric companies was moderated by Markham Mayor Don Cousens. He expressed himself in favour of deregulation and was optimistic about the benefits it will bring to municipal electric utilities and their customers.

Barry Chuddy, General Manager of Business Development for TransAlta Energy discussed the advantages of recent cogeneration and district energy for municipal utilities in Ontario and Quebec, and expressed his support for incentive-based regulation based on a level playing field, competitive generation, and a reasonable charge for stranded assets.

Toronto City Councillor Dan Leckie described cogeneration and district energy as a tremendous opportunity to reduce the cost of doing business in the city core through local job creation and by keeping money in the local economy.

Karl Wahl, General Manager of Hydro Mississauga expressed optimism that the government will move expeditiously toward competition, choice and lower-cost supply. David McGarry, President of Elecsar Engineering of Sarnia spoke about the significant job creating potential that deregulation will bring to the electrical industry.

He cited several examples from Ontario and British Columbia. POC is defined as employees’ perception of their opportunity to craft their job. In Study 1, the perceived opportunity to craft scale POCS was developed and tested for its factor structure and reliability in an explorative way.

Study 2 consisted of confirmatory analyses of the factor structure and reliability of the scale as well as examination of the discriminant and criterion-related validity of the POCS. The results indicated that the scale consists of one dimension and could be reliably measured with five items.

Evidence was found for the discriminant validity of the POCS. Full Text Available Introduction: Employees are regularly offered opportunities to make their work more appealing and rewarding. These opportunities might be as simple as making fine changes to their daily tasks to boost happiness and to connect with more people at vocation.

Hence, an attempt is made to assess job -crafting behavior among the dental academic faculty. Materials and Methods: A cross-sectional study was conducted among dental academic faculty from five dental colleges. Mean scores were calculated for different domains of JCQ.

Results: A total of dental faculty members with a mean age of The mean value of job -crafting behavior was found to be highest among female faculty Male faculty scored higher in task-crafting domain and female faculty scored higher in both cognitive- and relational-crafting domains. The professors scored highest in all the three domains of job -crafting behavior as compared to that of senior lecturers and readers.

Conclusion: Job crafting is an effectual workplace intervention, where employees assume an active role in shaping their work experience to enhance their job satisfaction and well-being.

The overall score of job -crafting behavior was found to be highest among both professors and female faculty members. Male faculty members scored higher in task-crafting domain. With regard to individual domains, the participants scored highest in cognitive crafting followed by task and relational crafting. A preliminary study to measure and develop job satisfaction scale for medical teachers. Background: Job satisfaction of medical teachers has an impact on quality of medical education and patient care.

In this background, the study was planned to develop scale and measure job satisfaction status of medical teachers. Materials and Methods: To generate items pertaining to the scale of job satisfaction, closed-ended and open-ended questionnaires were administered to medical professionals.

The job satisfaction questionnaire was developed and rated on Likert type of rating scale. Both quantitative and qualitative methods were used to ascertain job satisfaction among health science faculty of an autonomous educational institution. Factor loading was calculated and final items with strong factor loading were selected.

Data were statistically evaluated. Results: Average job satisfaction score was The Cronbach’s alpha reliability coefficient was 0. There was statistically significant difference in job satisfaction level across different age groups P 0. Opportunity for self-development was biggest satisfier, followed by work, opportunity for promotion, and job security.

Factors contributing toward job dissatisfaction were poor utilization of skills, poor promotional prospects, inadequate pay and allowances, work conditions, and work atmosphere. Conclusion: Tertiary care teaching hospitals in autonomous educational institutions need to build infrastructure and create opportunities for their medical professional.

Job satisfaction of young entrants needs to be raised further by improving their work environment. This will pave the way for effective delivery of health care. Full Text Available Background: Job satisfaction of medical teachers has an impact on quality of medical education and patient care. Job satisfaction of medical teachers has an impact on quality of medical education and patient care. To generate items pertaining to the scale of job satisfaction, closed-ended and open-ended questionnaires were administered to medical professionals.

Average job satisfaction score was Tertiary care teaching hospitals in autonomous educational institutions need to build infrastructure and create opportunities for their medical professional. Retention of women accountants: The interaction of job demands and job resources. Retaining women CAs might therefore lead to an increase in women in leadership.

The Job Demands-Resources model presents a framework to investigate organisational job -related factors that promote or deter voluntary turnover of women CAs.

Research purpose: The primary objective was to investigate which organisational factors promote or reduce the risk of turnover intentions for South African women CAs. The secondary objective was to investigate the moderating potential of job resources on the relationship between job demands and turnover intentions. Motivation for the study: There is a fair amount of research on the problems associated with the retention of women CAs in public practice but very little is known about how those problems interact with each other, and whether there are factors that could buffer them.

We used structural equation modelling together with moderated regression analysis. Main findings: Job demands promote turnover intentions, whereas job resources have a negative effect on turnover intentions. Counter-intuitively a negative direct effect was found between job insecurity and turnover intentions.

Statistical support was found for the moderating role of all job resources, except financial advancement, on the relationship between work—family conflict and turnover intentions; and growth opportunities , on the relationship between job insecurity and turnover intentions. Contribution: This is the first study to investigate factors that may retain women CAs in public practice audit, tax, and advisory firms Big Four Accountancy Firms using the JD-R model.

Few studies have investigated the. The logic of job -sharing in the provision and delivery of health care. By definition the practice of job -sharing starts from the premiss that there is a full-time job to be shared by those who want to balance their work with other commitments.

In a public sector institution, such as the National Health Service NHS , where most employees are female, it seems logical to believe that a job -sharing policy would be able to promote equal opportunities , to increase employee job satisfaction and to reduce labour costs.

Hence, this paper attempts to discuss the advantages and disadvantages of having a job -sharing policy, and to analyse the reasons for the limited number of job -sharers in the NHS despite the apparent benefits of job -sharing to both the employees and the employer.

This study was carried out in 15 NHS Trusts in northern England and Scotland, by the use of questionnaires and interviews, and found that most NHS managers did not see the practice of job -sharing as a major cost-saving opportunity or as a working pattern that would enhance employee satisfaction and commitment.

Read their stories. Our Best Places to Work in the Federal Government Rankings are the authoritative rating of employee engagement in government. Learn more. Public servants get the Netflix treatment. Curious about public service? Many federal applications include a very important step called an occupational questionnaire. While federal resumes are reviewed by humans, the questionnaire is scored by computers.

A high score 70 at minimum on the occupational questionnaire is the best way to ensure that a human will see your resume and review it. The occupational questionnaire is a likert scale, starting at A and going to the highest ranking of E. The occupational questionnaire gives you even more understanding of what the hiring agency is specifically looking for in the role.

Take the opportunity to prove your expertise not just by rating yourself E, but by demonstrating how you used the skill to succeed. Writing a resume to apply for a job in the federal government is extremely different from applying in the private sector. Federal HR may look for some of the same things that a private sector recruiter will, but their perspective is completely different.

Federal resumes are much longer than a standard private sector resume. Even entry-level applicants should furnish resumes of 4 to 6 pages. The length of federal resumes comes from the amount of detail each resume section needs to contain. One way you can find those keywords is by scanning the JVA and your resume with Jobscan.

Develop a Digital Business Strategy that embraces an improved customer experience, and empower and fund your digital services team to modernize agency websites and online systems to take advantage of new technologies. Collaborate internally, and with other agencies and stakeholders, to improve the overall government customer experience.

Have feedback or questions? Send us an email at digitalgov gsa. Join 60, others in government and sign-up for our newsletter — a round-up of the best digital news in government and across our field. An official website of the U. Compensation Regardless of the debate over revealing earlier pay in the private area, pay is normally included on government resumes.

Government Resume Format Levin suggests building your very own resume, in light of the fact that albeit government continue designing is exceptionally traditionalist, there are a couple of things you can do to make your resume emerge. Utilizing the USA Jobs government continue developer Utilizing the USA Jobs continue developer is an incredible thought whether you’re new to the government work application process.

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Fall sessions:. Tuesday, October 25 th from pm ET. Wednesday, November 9 th from pmpm ET Please register for one of our virtual sessions this fall at the link below. Login details will be sent to those who register. Read more about the Call to Serve Network, the only national system that brings together both federal agencies and institutions of higher education to promote federal service and recruit the next generation of public servants. Learn More. Curious about public service opportunities and how to make a difference in your community through federal employment?

Fall sessions: Tuesday, October 25 th from pm ET Wednesday, November 9 th from pmpm ET Please register for one of our virtual sessions this fall at the link below. Stay up to date with the Partnership Subscribe to our emails to receive our latest news and updates. Inspiring Federal Employees. Watch More. Work in higher education? Our Fellowships and Internships Applications Open. Unlike traditional models of labor supply, which assume that work can be supplied freely in the labor market, we develop a framework that explicitly takes into account the notion of job opportunities and observable sets of feasible jobs.

The framework is formulated within a random utility setting in which unob Full Text Available This study aimed to examine the effect of job satisfaction and perceptions of job opportunities to the turnover intention and organizational commitment as an intervening variable. These studies use survey methods to collect data from selected samples. The chosen samples were managers who were placed at the middle management in stars hospitality field institutions. There were respondents total taken in this research.

Nevertheless research trip to 5-star hotels do not provide research permit due to not accepting study from any party, therefore samples were taken from 4-star hotel in East Java for 71 respondents. Research result indicates that the job satisfaction has a positive influence on turnover intention, the perception of employment opportunities positive effect on turnover intention and positive effect on job satisfaction organizational commitment.

But the perception of employment opportunities negatively affect organizational commitment, organizational commitment negatively affect turnover intention, not able to mediate organizational commitment to job satisfaction and turnover intention organizational commitment are not able to mediate the perception of job opportunities to turnover intention.

Job characteristics as determinants of job satisfaction and labour mobility. This paper investigates the effects of detailed job characteristics on job satisfaction, job search and quits using data from the German Socio-Economic Panel GSOEP in a fixed effects framework. Using a factor analysis, seventeen job characteristics are reduced to seven factors that describe different aspects of a job , which are qualified as status, physical strain, autonomy, advancement opportunities , social relations at the work place, work time and job security.

The effects of these facto Influence of job satisfaction on job performance: a study of teacher However, they were found to be satisfied with the type of work they carry out daily. The study concludes that job satisfaction has a significant influence on job performance of teacher librarians.

Keywords: job satisfaction, job performance, teacher librarians, employees satisfaction Gender influences on career opportunities , practice choices, and job satisfaction in a cohort of physicians with certification in sports medicine.

To examine the gender differences in practice patterns, experiences, and career opportunities for family physicians who practice sports medicine. Descriptive, self-administered questionnaire. Survey consisted of multiple choice, Likert scale, and opened-ended questions. The data was analyzed with contingency tables, with gender as the dependent variable. Demographics of our population demonstrated some gender differences. Males were of higher average age Practice types, location, and time spent in sports medicine did not differ with the exception of training room and event coverage.

Males were more likely to cover all levels of training room except at the Division I level, where the percent of males and females covering training rooms were equal.

Males were also more likely to cover all types of sporting events. Job satisfaction and reasons for choosing current jobs did not show significant gender differences. However, factors affecting career opportunities did vary. Professional relationships with athletic trainers and coaches were perceived to be different by males and females surveyed.

Our survey of sports medicine physicians showed some gender differences in practice patterns relative to training room and sporting event coverage.

Surprisingly, there were not many differences in the factors that affected job choice and factors affecting job opportunities with the exception of gender itself. However, our study does not conclude how or when gender begins to affect the female sports medicine physician’s career opportunities. The radiology job market remains daunting. Trainees choosing fellowships benefit from understanding employers’ likely future needs.

Radiology practices may similarly refine recruiting practices. This study quantitatively analyzes the current radiology job landscape. As entries are frequently added and removed, posts were manually collected weekly. The database was analyzed to characterize employer needs, salary, partnership track availability, and job availability by geography. A total of 1, jobs were posted during the study period. Of these, 1, Most jobs were in private practice However, when indexed per million population, the highest job rates were in Nevada The impact of job crafting on job demands, job resources, and well-being.

This longitudinal study examined whether employees can impact their own well-being by crafting their job demands and resources. Based on the job demands-resources model, we hypothesized that employee job crafting would have an impact on work engagement, job satisfaction, and burnout through changes in job demands and job resources.

The results of structural equation modeling showed that employees who crafted their job resources in the first month of the study showed an increase in their structural and social resources over the course of the study 2 months. This increase in job resources was positively related to employee well-being increased engagement and job satisfaction, and decreased burnout.

Crafting job demands did not result in a change in job demands, but results revealed direct effects of crafting challenging demands on increases in well-being. We conclude that employee job crafting has a positive impact on well-being and that employees therefore should be offered opportunities to craft their own jobs.

Although scholars have suggested that employees’ perceived. Extrinsic job characteristics focus on the work environment and include working conditions, co-worker relations, supervision, company policy, salary, and job security. Intrinsic characteristics deal with the content and tasks involved in the job as well as opportunities provided for self expression and self actualization, e.

The labour market in Norway, as in other Scandinavian countries, is often claimed to be overregulated and incapable of adjustment to changes in job opportunities. The results presented in this paper suggest to the contrary that in terms of job creation and job reallocation between plants, the manufacturing sector in Norway is surprisingly flexible, and similar to the manufacturing sector in other OECD countries such as the U.

We show that 8. Successful police organizations rely on involved, satisfied, and committed workers. The concepts of job involvement i. The current study used multivariate ordinary least squares OLS regression analysis on survey results from a sample of Indian police officers to explore how perceptions of work environment factors affect officers’ job involvement, job satisfaction, and organizational commitment.

Organizational support, formalization i. Specifically, in the multivariate analysis, perceptions of formalization and instrumental communication had a positive relationship with job involvement; perceptions of organizational support, promotional opportunities , instrumental communication, and input into decision-making had positive associations with job satisfaction; and perceptions of organizational support, formalization, promotional opportunities , instrumental communication, and input into decision-making had positive relationships with organizational commitment.

Jobs for Two Million Workers. The outlook for jobs in the computer industry is excellent for people with appropriate training. The shortage of computer personnel is expected to continue, resulting in higher wages, more job mobility, increasing job security and generally greater opportunities for two million Americans by Recent education reform has emphasized the importance of teacher learning in improving classroom instruction and raising student achievement.

This article focuses on teachers’ learning opportunities , including formal professional development and on-the- job learning that occurs through interactions with colleagues. Using data from 30 elementary…. Job demands, job resources and work engagement of academic staff in South African higher education institutions. Full Text Available The objective of this study was to investigate the work engagement of academics in selected South African higher education institutions as well as the impact of job demands and job resources on their work engagement.

The results confirmed a two-factor structure of work engagement, consisting of vigour and dedication. Six reliable factors were extracted on the JDRS, namely organisational support, growth opportunities , social support, overload, advancement and job insecurity.

Job demands overload impacted on dedication of academics at low and moderate levels of organisational support. Job resources and emotional exhaustion: The mediating role of learning opportunities. The Job Demands-Resources model predicts that job demands increase and job resources decrease emotional exhaustion in employees. In this study, we investigated one possible mechanism for this, in order to provide a deeper insight into the role of job resources in this energy-depletion process.

Job access, workplace mobility, and occupational achievement. Are career opportunities influenced by the place where you live?

Does it help your career if you accept a job at a longer distance? What is the best place to live if you want to combine maximum career opportunities with a minimum of commuting and migration costs?

Job access, workplace mobility,. Employment relations: A data driven analysis of job markets using online job boards and online professional networks. We propose a data driven approach to begin to understand a slice Knowledge and job opportunities in a gender perspective: Insights from Italy. Full Text Available The paper proposes an enlargement of the traditional notion of human capital, by conceptualising knowledge in a comprehensive and multidimensional way.

In our empirical approach, knowledge encompasses several formal and informal skills, to complement the mainstream view narrowly concerned with education and on-the- job training.

Our results for Italy point out that despite much rhetoric about the reduction or even the reversal of gender gaps in education, women often lack the main skills and competencies that can profitably be deployed in the labour market. However, when adopting an extensive definition of knowledge these activities may be regarded as a source of relevant knowledge.

Maintaining a focus on opportunities at work : The interplay between age, job complexity, and the use of selection, optimization, and compensation strategies. The concept of focus on opportunities describes how many new goals, options, and possibilities employees believe to have in their personal future at work.

This study investigated the specific and shared effects of age, job complexity, and the use of successful aging strategies called selection,. Demographic correlates of job satisfaction are also investigated. The sample consists of sergeants and officers in different hierarchical positions, who equally perform different functions. The data support a 6-factor structure of job satisfaction. Pay and promotion opportunities emerge as the job satisfaction dimensions more related to the demographic variables.

Job satisfaction among a multigenerational nursing workforce. To explore generational differences in job satisfaction. Effective retention strategies are required to mitigate the international nursing shortage. Job satisfaction, a strong and consistent predictor of retention, may differ across generations. Understanding job satisfaction generational differences may lead to increasing clarity about generation-specific retention approaches. Multivariate analysis of variance explored generational differences for overall and specific satisfaction components.

In overall job satisfaction and five specific satisfaction components, Baby Boomers were significantly more satisfied than Generations X and Y. It is imperative to improve job satisfaction for younger generations of nurses. Strategies to improve job satisfaction for younger generations of nurses may include creating a shared governance framework where nurses are empowered to make decisions.

Implementing shared governance, through nurse-led unit-based councils, may lead to greater job satisfaction, particularly for younger nurses. Opportunities to self schedule or job share may be other potential approaches to increase job satisfaction, especially for younger generations of nurses.

Another potential strategy would be to aggressively provide and support education and career-development opportunities. Work stressors, job insecurity, union support, job satisfaction and safety outcomes within the iron ore mining environment.

Orientation: The study of work stressors, job insecurity and union support creates opportunity for iron ore mining organisations to manage job satisfaction and safety motivation and behaviour more effectively. Research purpose: The objective of this study was to investigate the relationship between work stressors, job insecurity, union support, job satisfaction and safety motivation and behaviour of a sample of iron ore mine workers in South Africa.

Motivation for the study: The minin Young Generation Network appearance on the job opportunity fair. We describe the way in which we have appeared on a job -fair, organised for the connection between employers and students.

We have offered jobs in the nuclear branch and by gaining the interest of the participants mainly students were able to popularise nuclear energy. In this way we dealt with two big problems: the lack of new young professionals in the field and the public opinion, not generally in favour of the use of nuclear energy. I thank God for giving me the ability and opportunity to grow as a professional and as a person. I thank my classmate Factors that prevent the development of job dissatisfaction.

Hygiene factors include salary, status, and job security, quality of work Includes responsibility, variety, skill, autonomy, opportunities for personal growth and development, and. The Equal Opportunity Officer Job opportunities still exist for teachers who are willing to go where jobs are. Areas of the country with teacher shortages, subjects in demand, and future trends are explored.

Demographics, salaries, and the economic health of various areas are discussed as are opportunities for teaching abroad. A Project must create or retain one Job Opportunity per an amount of loan funding that will be specified Universities could benefit by offering more flexible part-time job opportunities such as job -sharing, following an apparent national trend in accommodating social and economic needs.

Institutions have many options in scheduling and allocating tasks. Possible benefits include improved employee attitude and productivity. In four empirical studies, different aspects in life were investigated in order to gain a holistic understanding of gender inequalities related to flexibility at work: the d Aging at work is a dynamic process. As individuals age, their motives, abilities and values change as suggested by life-span development theories Lang and Carstensen, ; Kanfer and Ackerman, Their growth and extrinsic motives weaken while intrinsic motives increase Kooij et al.

However, there is significant individual variability in aging trajectories Hedge et al. In addition, the changing nature of work, the evolving job demands, as well as the available opportunities at work may no longer be suitable for older workers, increasing the likelihood of person- job misfit.

The potential misfit may, in turn, impact how older workers perceive themselves on the job , which leads to conflicting work identities. With the traditional job redesign approach being a top-down process, it is often difficult for organizations to take individual needs and skills into consideration and tailor jobs for every employee Berg et al.

Therefore, job crafting, being an individualized process initiated by employees themselves, can be a particularly valuable mechanism for older workers to realign and enhance their demands-abilities and needs-supplies fit. Through job crafting, employees can exert personal agency and make changes to the task, social and cognitive aspects of their jobs with the goal of improving their work experience Wrzesniewski and Dutton, Building on the Life Span Theory of Control Heckhausen and Schulz, , we posit that job crafting, particularly cognitive crafting, will be of increasing value as employees age.

Through reframing how they think of their job and choosing to emphasize job features that are personally meaningful, older workers can optimize their resources to proactively redesign their jobs and maintain congruent, positive work identities. Full Text Available Aging at work is a dynamic process.

Attrition, burnout, job dissatisfaction and occupational therapy managers. At a time when there is growing concern about the person-power shortages in occupational therapy, there is a need to address reasons why therapists leave the job market. Two job -related reasons for attrition are burnout and job dissatisfaction. The burnout phenomenon occurs as a result of personnel shortages, high-stress demands on therapists, the severity and complexity of client’s problems, and the therapist’s own “worker personality.

Occupational therapy managers can consider the causes of burnout and job dissatisfaction and initiate resources to retain therapists. Managers can increase the job benefits, such as flexible working hours, take steps to reduce stress in the workplace, offer career laddering opportunities , and promote staff development.

By identifying the causes for attrition and by addressing those causes, the threat of losing therapists from the work force may be averted. They reported a variety of strategies to reduce job dissatisfaction, burnout, and attrition.

When these problems were present, managers cited bureaucratic red tape, lack of opportunity for advancement, and increasing role demands as contributing factors. Trends in the orthopedic job market and the importance of fellowship subspecialty training. Previous studies have examined possible incentives for pursuing orthopedic fellowship training, but we are unaware of previously published studies reporting the trends in the orthopedic job market since the acceptance of certain criteria for fellowship programs by the Accreditation Council for Graduate Medical Education ACGME in We hypothesized that, since the initiation of accredited postresidency fellowship programs, job opportunities for fellowship-trained orthopedic surgeons have increased and job opportunities for nonfellowship-trained orthopedic surgeons have decreased.

We reviewed the job advertisements printed in the Journal of Bone and Joint Surgery, American Volume, for the years , , , and We categorized the job opportunities as available for either a general nonfellowship-trained orthopedic surgeon or a fellowship-trained orthopedic surgeon.

Based on the advertisements posted in the Journal of Bone and Joint Surgery, American Volume, a trend exists in the orthopedic job market toward seeking fellowship-trained orthopedic surgeons. In the years , , , and , the percentage of job opportunities seeking fellowship-trained orthopedic surgeons was These differences were statistically significant analysis of variance, Ptraining is thus a worthwhile endeavor. Looking Forward: New Challenges and Opportunities.

It is essential for higher education professionals to remain abreast of industry trends, emerging fields, and changing requirements that affect the job market and advanced education opportunities for new graduates. Equally important is a continual review of evolving strategies for success in the job search itself. Common practices in today’s…. Job demands as a moderator of the political skill- job performance relationship.

Perhaps, most Children of the so-called „net generation“ began joining the nurse workforce from the mids. Studies on the characteristics of this generation have been done primarily outside of Taiwan, and results may not adequately reflect conditions in Taiwan due to cultural differences.

This study aimed to investigate the relationships amongst work values, job characteristics and job involvement in „net generation“ nurses. This study employed a cross-sectional design.

A randomized sample of nurses born between and working in a medical center or a community hospital in Southern Taiwan accepted our invitation to join this study. A structured questionnaire was used to collect data. This study provides insights that may be of potential value to nursing administrators. We suggest that administrators adopt democratic management practices, build diverse learning methods, strengthen autonomy, completeness, and feedback, and provide appropriate work guidance for nurses to increase job involvement.

This paper reveals how equal educational opportunities , equal job opportunities and equality of opportunity for welfare are related to each other, and how they are related to other demands for justice. There are several important objections to the emphasis on equal educational opportunities. Nevertheless, this paper shows that demanding equal…. A social work study on different entrepreneurship opportunities. Full Text Available Entrepreneurs are big potentials for developing economy in any countries.

They provide new job opportunities and help economy boost. There are literally many industries, which rely on new these people and they are considered as the primary source of generating new jobs. In this paper, we discuss three entrepreneurship opportunities including universities, technical and vocational centers and women. Universities are able to educate highly skilled people and send them to business and they are able to create new ideas.

Technical and vocational centers are, in fact, the best place for training basic or recent advances in technological skills through short term or long term planning.

The survey also indicates that women can be considered as a good source of job creation. In this paper, we review the recent related literature on entrepreneurship opportunities in the world and discuss some of the related issues more specifically in Iran.

Spatial flexibility in job mobility: macro-level opportunities and micro-level restrictions. Disequilibria among regional labour markets persist through spatial inflexibility in job mobility resulting from restrictions in migration and long-distance commuting. Job hunting by through the internet: The experiences of some Each year, thousands of graduates are turned into the labour market from over fifty tertiary institutions in Nigeria in search of jobs.

In addition to the traditional methods of job -hunting, most of these graduates are increasingly using the Internet as a veritable source of job opportunities. However, jobhunting through the Internet However, job Answering adverts in professional or trade journals.

New York: United Nations Development. Opportunities for training and development are paramount in decisions regarding employee career choices. Despite the importance, many research studies on job satisfaction do not address satisfaction with workplace training as an element of overall job satisfaction, and many job satisfaction survey instruments do not include a „satisfaction….

Librarians recognize the importance of professional learning as their roles and responsibilities evolve in the shifting teaching and learning environments of the twenty-first century. However, the literature on meaningful, job -embedded learning opportunities for academic librarians is scant, and opportunities are especially scarce in the fields of….

Job insecurity and health. As employers respond to new competitive pressures of global capitalism through layoffs and the casualization of labor, job insecurity affects a growing number of workers. It appears to harm mental health, but less is known about its effects on physical health and health behaviors and the mechanisms through which it may act. The prevailing individual-centered conceptualization of job insecurity as the perception of a threat to job continuity precludes systematic investigation of the social patterning of its health effects.

Analysis of data from a Canadian national probability sample of adults determined that high levels of job insecurity lowered self-rated health and increased distress and the use of medications, but had no impact on heavy drinking. The findings support one possible mechanism of action whereby job insecurity reduces feelings of control over one’s environment and opportunities for positive self-evaluation; these psychological experiences, in turn, have deleterious health consequences.

There is little evidence of social patterning of this relationship by gender, education, household income, age, marital status, and social support at work. Job sharing is a form of employment often overlooked by the average worker.

Eight women were interviewed for this qualitative research study on the benefits and drawbacks of job sharing. Rather than simply allowing more time for them to spend with their children or on domestic chores, job sharing provided unanticipated opportunities to enjoy a….

The prospective effects of workplace violence on physicians’ job satisfaction and turnover intentions: the buffering effect of job control. Health care professionals, including physicians, are at high risk of encountering workplace violence. At the same time physician turnover is an increasing problem that threatens the functioning of the health care sector worldwide.

The present study examined the prospective associations of work-related physical violence and bullying with physicians’ turnover intentions and job satisfaction.

In addition, we tested whether job control would modify these associations. The present study was a 4-year longitudinal survey study, with data gathered in and Analyses of covariance ANCOVA were conducted while adjusting for gender, age, baseline levels, specialisation status, and employment sector.

The results of covariance analyses showed that physical violence led to increased physician turnover intentions and that both bullying and physical violence led to reduced physician job satisfaction even after adjustments.

We also found that opportunities for job control were able to alleviate the increase in turnover intentions resulting from bullying. Our results suggest that workplace violence is an extensive problem in the health care sector and may lead to increased turnover and job dissatisfaction. Thus, health care organisations should approach this problem through different means, for example, by giving health care employees more opportunities to control their own work.

Job Demand and Job Resources related to the turnover intention of public health nurses: An analysis using a Job Demands-Resources model. Considering sex-based differences in occupational stress, I analyzed women’s answers in The average age of respondents was For public health nurses, there was a turnover intention of 9.

The “ job demands“ section consisted of 29 items and 10 factors, while the “ job resources“ section consisted of 54 items and 22 factors.

The result of examining the structure of job demands and job resources, leading to turnover intention was supported by the JD-R model. Turnover intention was strong and the Mental Component Summary MCS is low in those who had many job demands and few job resources experiencing ‘burn-out’. Enhancement of work engagement and turnover intention was weak in those who had many job resources. Enhancement of work engagement and turnover intention is weak in those with many job resources.

This suggests that suitable staffing and organized efforts to raise awareness of job significance are effective in reducing. Municipal opportunities.

The panel discussing market opportunities for municipal electric companies was moderated by Markham Mayor Don Cousens. He expressed himself in favour of deregulation and was optimistic about the benefits it will bring to municipal electric utilities and their customers. Barry Chuddy, General Manager of Business Development for TransAlta Energy discussed the advantages of recent cogeneration and district energy for municipal utilities in Ontario and Quebec, and expressed his support for incentive-based regulation based on a level playing field, competitive generation, and a reasonable charge for stranded assets.

Toronto City Councillor Dan Leckie described cogeneration and district energy as a tremendous opportunity to reduce the cost of doing business in the city core through local job creation and by keeping money in the local economy.

Karl Wahl, General Manager of Hydro Mississauga expressed optimism that the government will move expeditiously toward competition, choice and lower-cost supply. David McGarry, President of Elecsar Engineering of Sarnia spoke about the significant job creating potential that deregulation will bring to the electrical industry.

He cited several examples from Ontario and British Columbia. POC is defined as employees’ perception of their opportunity to craft their job. In Study 1, the perceived opportunity to craft scale POCS was developed and tested for its factor structure and reliability in an explorative way.

Study 2 consisted of confirmatory analyses of the factor structure and reliability of the scale as well as examination of the discriminant and criterion-related validity of the POCS. The results indicated that the scale consists of one dimension and could be reliably measured with five items. Evidence was found for the discriminant validity of the POCS.

Full Text Available Introduction: Employees are regularly offered opportunities to make their work more appealing and rewarding. These opportunities might be as simple as making fine changes to their daily tasks to boost happiness and to connect with more people at vocation. Hence, an attempt is made to assess job -crafting behavior among the dental academic faculty.

Materials and Methods: A cross-sectional study was conducted among dental academic faculty from five dental colleges. Mean scores were calculated for different domains of JCQ. Results: A total of dental faculty members with a mean age of The mean value of job -crafting behavior was found to be highest among female faculty Male faculty scored higher in task-crafting domain and female faculty scored higher in both cognitive- and relational-crafting domains.

The professors scored highest in all the three domains of job -crafting behavior as compared to that of senior lecturers and readers. Conclusion: Job crafting is an effectual workplace intervention, where employees assume an active role in shaping their work experience to enhance their job satisfaction and well-being.

The overall score of job -crafting behavior was found to be highest among both professors and female faculty members. Male faculty members scored higher in task-crafting domain. With regard to individual domains, the participants scored highest in cognitive crafting followed by task and relational crafting.

A preliminary study to measure and develop job satisfaction scale for medical teachers. Background: Job satisfaction of medical teachers has an impact on quality of medical education and patient care.

In this background, the study was planned to develop scale and measure job satisfaction status of medical teachers. Materials and Methods: To generate items pertaining to the scale of job satisfaction, closed-ended and open-ended questionnaires were administered to medical professionals. The job satisfaction questionnaire was developed and rated on Likert type of rating scale.

Both quantitative and qualitative methods were used to ascertain job satisfaction among health science faculty of an autonomous educational institution. Factor loading was calculated and final items with strong factor loading were selected. Data were statistically evaluated. Results: Average job satisfaction score was The Cronbach’s alpha reliability coefficient was 0.

There was statistically significant difference in job satisfaction level across different age groups P 0. Opportunity for self-development was biggest satisfier, followed by work, opportunity for promotion, and job security. Factors contributing toward job dissatisfaction were poor utilization of skills, poor promotional prospects, inadequate pay and allowances, work conditions, and work atmosphere. Conclusion: Tertiary care teaching hospitals in autonomous educational institutions need to build infrastructure and create opportunities for their medical professional.

Job satisfaction of young entrants needs to be raised further by improving their work environment. This will pave the way for effective delivery of health care. Full Text Available Background: Job satisfaction of medical teachers has an impact on quality of medical education and patient care.

Job satisfaction of medical teachers has an impact on quality of medical education and patient care. To generate items pertaining to the scale of job satisfaction, closed-ended and open-ended questionnaires were administered to medical professionals. Average job satisfaction score was Tertiary care teaching hospitals in autonomous educational institutions need to build infrastructure and create opportunities for their medical professional.

Retention of women accountants: The interaction of job demands and job resources. Retaining women CAs might therefore lead to an increase in women in leadership.

The Job Demands-Resources model presents a framework to investigate organisational job -related factors that promote or deter voluntary turnover of women CAs. Research purpose: The primary objective was to investigate which organisational factors promote or reduce the risk of turnover intentions for South African women CAs. The secondary objective was to investigate the moderating potential of job resources on the relationship between job demands and turnover intentions.

Motivation for the study: There is a fair amount of research on the problems associated with the retention of women CAs in public practice but very little is known about how those problems interact with each other, and whether there are factors that could buffer them. We used structural equation modelling together with moderated regression analysis. Main findings: Job demands promote turnover intentions, whereas job resources have a negative effect on turnover intentions.

Counter-intuitively a negative direct effect was found between job insecurity and turnover intentions. Statistical support was found for the moderating role of all job resources, except financial advancement, on the relationship between work—family conflict and turnover intentions; and growth opportunities , on the relationship between job insecurity and turnover intentions. Contribution: This is the first study to investigate factors that may retain women CAs in public practice audit, tax, and advisory firms Big Four Accountancy Firms using the JD-R model.

Few studies have investigated the. The logic of job -sharing in the provision and delivery of health care. By definition the practice of job -sharing starts from the premiss that there is a full-time job to be shared by those who want to balance their work with other commitments. In a public sector institution, such as the National Health Service NHS , where most employees are female, it seems logical to believe that a job -sharing policy would be able to promote equal opportunities , to increase employee job satisfaction and to reduce labour costs.

Hence, this paper attempts to discuss the advantages and disadvantages of having a job -sharing policy, and to analyse the reasons for the limited number of job -sharers in the NHS despite the apparent benefits of job -sharing to both the employees and the employer. This study was carried out in 15 NHS Trusts in northern England and Scotland, by the use of questionnaires and interviews, and found that most NHS managers did not see the practice of job -sharing as a major cost-saving opportunity or as a working pattern that would enhance employee satisfaction and commitment.

They saw job -sharing as just a routine equal opportunities request which did not deserve such managerial attention or long-term strategic thinking. It is argued in this paper that job -sharing is a potentially useful option against a background of demographic and other social and economic changes which require the development and use of long-term strategic policies.

Therefore, it is concluded that, in the NHS, there is a need for a more active and creative approach to job -sharing, rather than the reactive and passive approach that has dominated the practice so far. Therefore it is concluded that, in the NHS, there is a need for a more active and creative approach to job -sharing rather than the reactive and passive approach that has dominated the practice so far.

On-the- job Training: Differences by Race and Sex. A recent national survey suggests that women and Blacks receive less on-the- job training and training opportunities in their jobs than White males. This is especially true of young Black men.

The factor of low wage does not seem to play a large part in this discrepancy. Job satisfaction among primary health care physicians and nurses in Al-madinah Al-munawwara. Job satisfaction is the affective orientation that an employee has towards his work. Greater physician satisfaction is associated with greater patient adherence and satisfaction. Nurses’ job satisfaction, have great impact on the organizational success.

Knowing parts of job dissatisfaction among physicians and nurses is important in forming strategies for retaining them in primary health care PHC centers.

Also, to explore the relationship of their personal and job characteristics with job satisfaction. A descriptive cross- sectional epidemiological approach was adopted. A self completion questionnaire was distributed to physicians and nurses at PHC centers.

A multi-dimensional job scale adopted by Traynor and Wade was modified and used. The studied sample included health care providers, Job dissatisfaction was highly encountered where Professional opportunities , patient care and financial reward were the most frequently encountered domains with which physicians were dissatisfied. The dissatisfying domains for majority of nurses were professional opportunities , workload and appreciation reward.

Exploring the relation between demographic and job characteristics with job satisfaction revealed that older, male, non-Saudi, specialists physicians had insignificantly higher mean score of job satisfaction than their counterparts.

While older, female, non-Saudi, senior nurses had significantly higher mean score than their counterparts. It is highly recommended to reduce workload for nurses and provision of better opportunities promotional for PHC physicians and nurses.

Factors that affect the job satisfaction of Saudi Arabian nurses. To determine factors that influence the job satisfaction of Saudi nurses. Saudi Arabia has a chronic shortage of Saudi national nurses. This research contributes to a greater understanding of how job satisfaction influences the recruitment and retention of Saudi nationals within the nursing profession.

Qualitative data were gathered from Saudi nurses and content analysis was used to identify themes in the written responses. Four main themes emerged from the data: lack of educational opportunities and support and the poor image of the nursing profession, perceptions of favouritism, high workloads and stressful work environment and the effect of religion on job satisfaction.

Saudi nurses would be more satisfied with their jobs if they had greater access to educational opportunities and if there was a reduction in workload and the perceived favouritism in the workplace was addressed. Religion was also found to play a significant role in supporting job satisfaction.

These findings suggest the development of educational scholarships, as well as policies that better support equity in the workplace, to address Saudi nurses’ level of job satisfaction. The generally positive impact of cultural and religious beliefs is also highlighted in this study. Background Health care professionals, including physicians, are at high risk of encountering workplace violence.

Methods The present study was a 4-year longitudinal survey study, with data gathered in and Results The results of covariance analyses showed that physical violence led to increased physician turnover intentions and that both bullying and physical violence led to reduced physician job satisfaction even after adjustments.

Conclusions Our results suggest that workplace violence is an extensive problem in the health care sector and may lead to increased turnover and job dissatisfaction. Job creation potential of solar. This document defines the size of the job market within Canada’s solar industry and presents a preliminary forecast of the employment opportunities through to The issue of job potential within Canada’s solar technologies is complicated by the wide range of different fields and technologies within the solar industry.

The largest energy generator of the solar technologies is passive solar, but the jobs in this sector are generally in the construction trades and window manufacturers. The Canadian Solar Industries Association estimates that there are about to firms in Canada with the primary business of solar technologies, employing between to 1, employees. However, most solar manufacturing jobs in Canada are for products exports as demonstrated by the 5 main solar manufacturers in Canada who estimate that 50 to 95 per cent of their products are exported.

The main reason for their high export ratio is the lack of a Canadian market for their products. The 3 categories of job classifications within the solar industry include manufacturing, installation, and operations and maintenance. New approaches to job -sharing of training posts in the North Thames region. This paper proposes a new way of managing the provision of flexible training opportunities by job -sharing. It shows how the difficulties of implementing job -sharing can be overcome, and gives an example of implementation of job -sharing in the context of flexible training.

This training curriculum is designed to inform entry level tradeswomen about the green job opportunities in areas such as deconstruction, weatherization, eco or solar roofing, stormwater systems and more.

The challenges and benefits of job sharing in palliative care education. This article examines the authors’ experience of job sharing a post in palliative care education. It discusses the concept of job sharing and examines factors such as power sharing, compatibility and other people’s perception of the job sharing role. Effective communication is identified as a key issue. Benefits such as reduced professional isolation, increased job satisfaction and the opportunity to offer the knowledge and skills of two people are highlighted.

The authors identify the factors which they consider to be crucial to the success of job sharing. We conducted an on-line survey among specialists in Hygiene and Preventive Medicine in Italy who completed their training between October and July , to assess their training experience, employment opportunities and current job satisfaction. Mean age was 35 years. Job , pay, and training satisfaction are often below expectations with geographical differences that would need to be further investigated.

Job Prospects for Civil Engineers. Government programs and renewed industrial activity have combined with stable enrollments to create bright job prospects for civil engineers. Areas with good opportunities include highway reconstruction and rehabilitation, water-resource management, and new factory construction.

The subspecialty of structural engineering has a growing need in…. Social Services programs for social inclusion through employment: facing challenges of transverslity, multidimensionality and creation of job opportunities.

Full Text Available In a context without employment and with high labour precarity it is necessary to rethink the activation commitments linked to the inclusion policies of social services. The main goal of this paper is to debate about the limitations, potentialities and differences in terms of inclusion capacity, about 9 socio labour programs of social services.

The analysis identifies three key outcomes: the need of collaboration between social services and employment departments, the importance of creating employment opportunities for people at risk of social exclusion and guaranty the multidimensionality of the intervention. Especially in a context of high unemployment and low quality jobs.

These results highlight the need to reconsider the care system that, in line of European recommendations, must focus on social investment policies. Assessment of pharmacists’ job satisfaction and job related stress in Amman. This, in addition to other possible factors, is believed to have influenced pharmacists’ job satisfaction and stress level in different practice settings in Jordan.

This study aimed to determine the level of job satisfaction and job related stress among pharmacists in Amman. Moreover, the main causes of dissatisfaction and stress-related factors affecting pharmacists at their working positions were also explored. The study was conducted in four pharmacy practice settings: independent and chain community pharmacies as well as private and public hospital pharmacies.

The study adopted the self-administered survey methodology technique using a pre-validated pre-piloted questionnaire. The questionnaire was adapted from one previously used in Northern Ireland. Data were entered into SAS database and analysed using descriptive statistics, Chi square and regression analysis. Other job stressors like long working hours, lack of advancement, promotion opportunities and poor physician pharmacists’ relationship have also been reported by participants.

The study concluded that community pharmacists in Amman are found to be less satisfied with their jobs than their hospital counterparts. Pharmacists’ job satisfaction should be enhanced to improve pharmacists’ motivation and competence. Consequently, this will improve their productivity and provision of pharmaceutical care.

Job Outlook Information: Careers for the Future. Job outlook information forecasts the growth and decline of jobs in the near future–usually for a year period. Job Prospects for Metallurgical Engineering. Job prospects in mining, metal-extraction, steel, and refining industries are depressed, but technological discoveries are opening up new fields for metallurgical engineers. Job satisfaction among Australian doctors: the use of latent class analysis. To identify patterns of job satisfaction among Australian doctors using latent class analysis, and to determine the relationships of these patterns to personal and professional characteristics so as to improve satisfaction and minimize medical wastage.

The study collected information on doctors about their job satisfaction, demographic characteristics, their health, country of medical training, opportunities for professional development and social interaction, taking time off work, views of patients’ expectations, unpredictable working hours, hours worked per week, preference to reduce hours and intention to leave the medical workforce. Four latent classes of job satisfaction were identified: 5. Low job satisfaction was associated with reporting poor health, having trained outside Australia, having poor opportunities for professional development and working longer hours.

Low satisfaction was associated with a preference to reduce work hours and an intention to leave the medical workforce.

 
 

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