Journal articles: 'Job analysis'

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Schumacher, Sandra, Martin Kleinmann, and Cornelius J. König. "Job Analysis by Incumbents and Laypersons." Journal of Personnel Psychology 11, no. 2 (January 2012): 69–76. http://dx.doi.org/10.1027/1866-5888/a000050.

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Although research has tried to lessen the cognitive burden for job analysts by decomposing the decision process, findings have been ambiguous. This ambiguity may stem from overlooking the idea that analyzing jobs involves intuitive processes that decomposing hinders, at least if the job analysts have much job experience (i.e., job incumbents). Furthermore, job incumbents’ intuition might be particularly advantageous if complex items are used. Focusing on the job of paramedics, we found that incumbents’ ratings were more accurate than laypersons’ ratings if the job was presented holistically, whereas laypersons were more accurate when the job was decomposed. Results also showed an analogous Job Experience × Item Complexity interaction. These findings indicate that the role of intuition for analyzing jobs deserves more attention.

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Sfiligoi, I. "Estimating job runtime for CMS analysis jobs." Journal of Physics: Conference Series 513, no. 3 (June 11, 2014): 032087. http://dx.doi.org/10.1088/1742-6596/513/3/032087.

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Schneider, Benjamin, and Andrea Marcus Konz. "Strategic job analysis." Human Resource Management 28, no. 1 (1989): 51–63. http://dx.doi.org/10.1002/hrm.3930280104.

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Dwivedi, Sheema. "Industrial Psychology: Job Analysis and Job Evaluation." International Journal for Research in Applied Science and Engineering Technology 9, no. 10 (October 31, 2021): 1708–11. http://dx.doi.org/10.22214/ijraset.2021.38674.

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Lee, Sikyoon, Jinhee Park, and Soohyun Kim. "Determinants of Job-to-Job Transitions Analysis." Korean Development Economics Association 26, no. 3 (September 30, 2020): 67–92. http://dx.doi.org/10.20464/kdea.2020.26.3.3.

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D., Mhamdi. "Job Recommendation System based on Text Analysis." Journal of Advanced Research in Dynamical and Control Systems 12, SP4 (March 31, 2020): 1025–30. http://dx.doi.org/10.5373/jardcs/v12sp4/20201575.

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Downs, Clive G. "Representing the structure of jobs in job analysis." International Journal of Man-Machine Studies 28, no. 4 (April 1988): 363–90. http://dx.doi.org/10.1016/s0020-7373(88)80018-x.

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Song, Kyungho, Hyun Kim, Jisoo Cha, and Taedong Lee. "Matching and Mismatching of Green Jobs: A Big Data Analysis of Job Recruiting and Searching." Sustainability 13, no. 7 (April 6, 2021): 4074. http://dx.doi.org/10.3390/su13074074.

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Creating green jobs tackles two crises: the economic downturn and environmental degradation. Responding to the economic downturn, some governments have declared a “green new deal” to remedy unemployment and the economic crisis. Job creation has been suggested as a driving force for sustainable economic development and climate change action. However, the question of how many and what types of green jobs are required has not been systematically examined. Are green job openings and searches matching each other in terms of timing, sectors, regions, and salary? This study aims to explore the degree of matching between green job supply and demand using a big data analysis (BDA) of online job market recruiting services in South Korea from 2009 to 2020. The BDA of the Ecojob website reveals that green jobs are concentrated in Seoul and Gyeounggi-do metropolitan areas. The number of water- and air-quality-related jobs is high within these sectors. Job searches in the water quality sector outnumbered job openings. The findings imply that green job creation policy should reflect timing, regional, and sectoral demand and supply data. Creating and matching green jobs is expected to reduce environmental harm, enhance environmental quality, and reduce unemployment.

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Foley, Marcia, Julie Lee, Lori Wilson, Virginia Young Cureton, and Daryl Canham. "A Multi-Factor Analysis of Job Satisfaction Among School Nurses." Journal of School Nursing 20, no. 2 (April 2004): 94–100. http://dx.doi.org/10.1177/10598405040200020701.

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Although job satisfaction has been widely studied among registered nurses working in traditional health care settings, little is known about the job-related values and perceptions of nurses working in school systems. Job satisfaction is linked to lower levels of job-related stress, burnout, and career abandonment among nurses. This study evaluated the level of job satisfaction among a convenience sample of school nurses practicing in California. The Index of Work Satisfaction (IWS) was the instrument used. Although the sampled school nurses rated autonomy and interaction as the most important and satisfying factors contributing to job satisfaction, the overall findings indicated that school nurses are relatively dissatisfied with their jobs.

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Iaffaldano, Michelle T., and Paul M. Muchinsky. "Job satisfaction and job performance: A meta-analysis." Psychological Bulletin 97, no. 2 (1985): 251–73. http://dx.doi.org/10.1037/0033-2909.97.2.251.

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Kaba, Abdoulaye. "Online library job advertisement in United Arab Emirates: a content analysis of online sources." Library Management 38, no. 2/3 (March 14, 2017): 131–41. http://dx.doi.org/10.1108/lm-07-2016-0058.

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Purpose The purpose of this paper is to investigate and analyze library jobs advertised by higher education institutions, newspapers and job market sites in United Arab Emirates (UAE). Design/methodology/approach The paper uses summative content analysis approach for data collection, data analysis, evaluation and assessment. It reports about the accuracy of advertisements, job titles, job categories, locations and types of libraries. Findings Higher education institutions demonstrate the highest accuracy level in advertising library jobs. Librarian emerged to be the highest advertised title by the sources. e-library executive, principal-publications and library, and primary librarian found to be the new titles in the market. The paper also found inconsistencies and lack of uniformities among the sources in using job categories to advertise library jobs. In fact, none of them used the term “library” in any category. Academic libraries recorded the highest advertised jobs compared to other types of libraries. Research limitations/implications The paper is based on library jobs advertised on the websites. Websites are only one source of library job advertisement. Practical implications The paper provides important information for librarians looking for library jobs in the Middle East as well as for library managers and decision makers who wish to recruit library professionals. Originality/value The paper represents one of the few studies conducted on library job marketing in UAE. Findings of the study may contribute to the improvement of library job marketing not only in UAE but also in the other gulf countries.

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Chan, Jeremy Y., Timothy P. Charlton, and David B. Thordarson. "An Analysis of Orthopaedic Job Availability in the United States Based on Subspecialty." Foot & Ankle Orthopaedics 5, no. 4 (October 1, 2020): 2473011420S0016. http://dx.doi.org/10.1177/2473011420s00160.

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Category: Other Introduction/Purpose: Over the past three decades, the number of orthopaedic residency graduates pursuing subspecialty fellowship training has increased to over 90 percent. The percentage of advertised jobs requiring fellowship training has also increased to nearly 70 percent. As such, fellowship training has potential implications for both job availability and marketability. The purpose of this study was to evaluate job availability based on orthopaedic subspecialty in the United States. Methods: Job advertisements in 2019 were reviewed from the career center databases of the Journal of Bone and Joint Surgery, American Academy of Orthopaedic Surgeons as well as of individual orthopaedic subspecialty societies. Job listings were cross- referenced between databases to identify unique jobs within the United States, which were categorized by the orthopaedic subspecialty fellowship training required and by practice type (academic, private practice, hospital employed). To assess job availability, a ratio of applicants to job listings was calculated based on the number of matched candidates for nine subspecialty fellowships in 2019. Results: A total of 352 unique job listings were identified in 2019. Of the nine orthopaedic subspecialties, job availability was the highest for foot and ankle (1.1 applicants/job), adult reconstruction (2.0), and trauma (2.1). Job availability was lowest for sports medicine (6.3), shoulder and elbow (5.8), and oncology (5.7). (Figure 1) Across all subspecialties, hospital based jobs were most common (46.9%) compared to private practice (36.9%) and academic positions (16.2%). Within the foot and ankle subspecialty, private practice jobs were most common (45.8%) compared to hospital employed (43.8%) and academic positions (10.4%). Conclusion: Job availability for new fellowship graduates varies significantly based on orthopaedic subspecialty. At this time, subspecialists trained in foot and ankle, adult reconstruction and trauma appear to be in greatest demand. The reason for the differences in demand is likely multifactorial, but could include changes in population demographics as well as the labor force for individual subspecialties. Our findings have important implications for orthopaedic residents pursuing fellowship training, who must weigh both personal interest and financial considerations in their subspecialty choice.

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Yasmin, Shakila, Khaled Mahmud, and Farzan Afrin. "Job Attribute Preference of Executives: A Conjoint Analysis." Asian Social Science 12, no. 2 (January 11, 2016): 68. http://dx.doi.org/10.5539/ass.v12n2p68.

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<p>This research explores the job attribute preferences of executives in Bangladesh. Unlike most past researches that deployed isolated estimation methods, this research used conjoint analysis, a marketing research tool to measures the relative utilities and trade-off matrices of different job attributes. Data was collected from 140 executive MBA students from a premier business school in Dhaka using a questionnaire presenting an array of hypothetical job offers. Salary & benefit and person-job match are found to be the top two most preferred job attributes. Workenvironment and company- reputation are indicated as the two least important job attributes. Simulation was run to demonstrate the trade-offs people make in their job choice decisions. Case-wise conjoint results show no significant difference among different demographic groups (e.g. married-single, have-don’t have dependents and others) in terms of the order of importance of the job attributes. However, the value of the relative importance was found to be slightly different for different demographic groups.This research is important for academics as it demonstrate a new technique to analyze job attribute preferences. Managers can use the results of this study for designing jobs to attract and retain the best talents of the market. They can use the simulation process demonstrated here for optimizing overall preference of their job offers. </p>

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Alqahtani, Nouf, Wafa Alqarawi, Amani Alghamdi, Ohud Alosaimi, and Omer Alrwais. "A Spatial Analysis of the Relationship between IT Jobs and Regions in Saudi Arabia." CGC International Journal of Contemporary Technology and Research 4, no. 2 (August 5, 2022): 286–92. http://dx.doi.org/10.46860/cgcijctr.2022.07.31.286.

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Saudi Arabia has vast area with sprawling regions. As a result of diversification of kingdom's land-use (such as agriculture, residential, commercial and industrial), the employment opportunities are varied from one region to another. Saudi Arabia struggles with both high aggregate unemployment rates and persistent regional unemployment rate differentials. In this paper, we focus on Saudis’ male and female job seekers who imposes IT certifications or capabilities and sectors either public or private which provide IT job opportunities in Saudi’s regions. Using GIS-based analysis, in this research, we attend to examining spatial distributions of IT jobs and IT jobs seeker, and analyze relationship between IT jobs and Saudi’s regions in order to help both IT job seekers and providers to identify their destination for fill or provide suitable job vacancies and alleviate unemployment. This research shows that the regions with high residential density are highly centralized IT jobs and IT job seekers.

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Yeo, Hyesu. "JOB AVAILABILITY FOR OLDER WORKERS IN A COMMUNITY: ANALYSIS ON JOB POSTINGS." Innovation in Aging 7, Supplement_1 (December 1, 2023): 740. http://dx.doi.org/10.1093/geroni/igad104.2394.

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Abstract Objectives This study examined the current job availability in a local job market for older workers and investigated the required skills the older workers to be competitive. Background Most studies approached older workers’ employment transition from the supply side of the labor market, examining individual-level factors for a successful employment transition. However, there is a lack of knowledge on the demand side, such as job opportunities, regarding older workers’ employment transition. Methods The study uses combined data with job postings collected in the 4th quarter of 2021 from three engines and the O*NET database with occupational information to identify job opportunities and required skills. Additionally, the 2020 and 2021 American Community Survey were used to explore the characteristics of the older workforce in the community. Results A total of 5,160 job postings divided into 468 occupations were found in the community. The most frequently available jobs were healthcare (14%), transportation and material moving (13 %), and sales (13%) occupations, which required some work experience needed. The older labor force mostly had a college or associate degree (45.8%) and was in educational (16%), office (11%), and sales (11%) occupations. All occupations require technological skills. Conclusion The study found a mismatch between the available jobs and the actual older labor force, and those who are in employment transition, even downward movement, would be required some related experience. These suggest that a pre-employment transition program providing job training and age-friendly employment support services would be helpful for older workers in all occupational classes.

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Basha, Syed Muzamil, and N. Ch Sriman Narayana Iyengar. "The Visualization and Analysis of the Online Postings of Information Technology Jobs." Journal of Innovative Technology Convergence 1, no. 2 (December 30, 2019): 17–24. http://dx.doi.org/10.69478/jitc2019v1n2a03.

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Nowadays, gaining a substantial knowledge of the current job trends before obtaining a specialization in a certain field can be essentially important. Knowledge of the current job trends will help prepare the students before getting employed in different fields in the industry by training them with the correct and latest technologies that are required to do their jobs. This study aims to determine the most frequent and popular Information Technology job titles that can help prepare the future workforce. The data is analyzed from the job postings dataset through the KNIME miner, and then documents are created using Part-Of-Speech (POS) tagging through the Stanford Tagger. The documents are then preprocessed, and the most frequent and popular jobs are visualized using the Tag Cloud. The results showed the twelve most frequent and in-demand Information Technology job titles.

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Буянов and V. Buyanov. "The Job Analysis of Civil Servants." Administration 4, no. 1 (March 17, 2016): 10–13. http://dx.doi.org/10.12737/18787.

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This paper has been devoted to the job analysis as the first stage of civil servants’ competencies modeling; the jobs have been correlated with solution of managerial, organizational and economic, organizational and administrative, organizational and methodical, organizational and technical goals and tasks.

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Farell, Geovanne, Cho Nwe Zin Latt, Nizwardi Jalinus, Asmar Yulastri, and Rido Wahyudi. "Analysis of Job Recommendations in Vocational Education Using the Intelligent Job Matching Model." JOIV : International Journal on Informatics Visualization 8, no. 1 (March 31, 2024): 361. http://dx.doi.org/10.62527/joiv.8.1.2201.

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Vocational high schools are one of the educational stages impacted by Indonesia's low quality of education. Vocational High Schools play a crucial role in improving human resources. Graduates of Vocational High Schools can continue their education at universities or enter the workforce directly. Many students are found to have not yet considered their career path after graduation. At the same time, graduates are still expected to find mismatched employment with their expertise and skills. This research uses CRISP-DM, or Cross Industry Standard Process for Data Mining, to build machine learning models. The approach used is content-based filtering. This model recommends items similar to previously liked or selected items by the user. Item similarity can be calculated based on the features of the items being compared. After students receive job recommendations through intelligent job matching, they can use these recommendations as references when applying for jobs that align with their results. This process helps students direct their steps toward finding jobs that match their profiles, ultimately increasing their chances of success in the job market. These recommendations are crucial in guiding students toward career paths that align with their abilities and interests. The Intelligent Job Matching Model developed in this research provides recommendations for the job-matching process. This model benefits graduates by providing job recommendations aligned with their profiles and offers advantages to the job market. By implementing the Model of Intelligent Job Matching in the recruitment process, applicants with job qualifications can be matched effectively.

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WAGNER, RAYMOND. "Job analysis at ARBED." Ergonomics 28, no. 1 (January 1985): 255–73. http://dx.doi.org/10.1080/00140138508963133.

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Rozenfeld, Ophir, Rafael Sacks, Yehiel Rosenfeld, and Hadassa Baum. "Construction Job Safety Analysis." Safety Science 48, no. 4 (April 2010): 491–98. http://dx.doi.org/10.1016/j.ssci.2009.12.017.

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Roy, Debdulal Dutta. "Computer Programming Job Analysis." Management and Labour Studies 27, no. 4 (October 2002): 255–62. http://dx.doi.org/10.1177/0258042x0202700403.

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This study investigated relative uses of computer programming job characteristics across different organizations and effects of different demographic variables on job analysis ratings. Data were collected from 201 computer programers of 6 different organizations through checklist. Principal component analysis noted four mostly used job characteristics as program writing and testing, human relations, data analysis and user satisfaction. Of them only data analysis differed among different organizations significantly. No significant main and interaction effects of the demographic variables on job analysis ratings were noted. Results were explained in terms of different human resource program design.

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Habanabakize, Thomas, and Paul-Francois Muzindutsi. "Time series analysis of interaction between aggregate expenditure and job creation in South Africa." Journal of Governance and Regulation 4, no. 4 (2015): 649–57. http://dx.doi.org/10.22495/jgr_v4_i4_c5_p11.

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Jobs are the pillars of the economy and aggregate expenditure is among the key factor used to create an employment stimulating environment. This study scrutinizes the relationship between the component of aggregate expenditure and job creation in South Africa form 1995 to 2014. The Vector Autoregressive (VAR) model and multivariate co-integration approach were employed to examine how household consumption, government, investment and export expenditures affect job creation in South Africa. Findings of this study revealed that there is long-run relationship between aggregate expenditure and job creation with government and investment expenditure being the key determinants of job creation in South Africa. Contrary to priori expectation, consumption and exports do not improve jobs creation in South Africa. In the short-run, there are no significant interactions between components of aggregate expenditure and job creation. This study provided recommendation that may assist in boosting job creation in South Africa.

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Dingemans, Ellen, and Kène Henkens. "Job strain in working retirees in Europe: a latent class analysis." Ageing and Society 40, no. 9 (May 2, 2019): 2040–60. http://dx.doi.org/10.1017/s0144686x19000473.

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AbstractScientific research has made great progress towards a better understanding of the determinants and consequences of working after retirement. However, working conditions in post-retirement jobs remain largely unexplored. Therefore, using information on working conditions such as job demands, job control and work hours, we investigate whether working retirees can be categorised by the quality of their jobs. Using data from the Survey of Health, Ageing and Retirement in Europe, we perform latent class analysis on a sample of 2,926 working retirees in 11 European countries. The results point to the existence of two sub-groups of working retirees. The first is confronted with high-strain jobs, while the second sub-group participates in low-strain jobs. Subsequent (multi-level) logit analysis undertaken to describe the two classes further suggests that classification in either group is predicted by the socio-economic status of working retirees and by the context of poverty in old age in the countries in question. We conclude that working after retirement in a high-strain job may be conceptually different from working in a low-strain job.

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Asomaning, Sarpong Smart, Akom Mary Safowah, Kusi-Owusu Emelia, Ofosua-Adjei Irene, Abrokwah A. Moreen, Gyimah D. Michael, Botwe Benjamin, and Biritwum Bertrin Amponsah. "Employability Requirements in the Labour Market: Analysis of Advertised Job Vacancies in Ghana." International Business Research 14, no. 5 (April 13, 2021): 27. http://dx.doi.org/10.5539/ibr.v14n5p27.

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Background: Employability is often broadly defined as an individual’s ability to gain employment, to maintain employment or to replace an employment relationship by another. This study seeks to provide information on employability demands in the Ghanaian labour market. Method: The study is based on an in-depth analysis of job advertisements in the most widely read national daily, the Daily Graphic Newspaper. Analysis of the study was done using IBM-SPSS version 25. Results: More than half of all advertised jobs (54.3%) were for Professionals and Management Officials. About 22.8% of all advertised jobs were open to persons with no academic qualifications. Of the remaining 77.2% that required educational qualifications, almost half (47.3%) were open to university first degree holders. Job seekers who lack job-specific skills, computer literacy and communicative skills are not likely to succeed in the Ghanaian labour market. Also from the results, one may secure a job from age 25 and is most likely to secure a suitable job by age 35 with a minimum of 3 years of working experience. However, the likelihood of securing a job reduces as one approaches age 45. Conclusion: The study concludes that training and preparation for the job market should begin early enough for all prospective job seekers. Also, persons undertaking higher learning should take advantage of any small period of time in internship programs, voluntary works and industrial attachments to acquire the necessary work experiences needed to be competitive in the search for jobs in the Ghanaian labour market.

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Mosheiov, Gur. "Complexity analysis of job-shop scheduling with deteriorating jobs." Discrete Applied Mathematics 117, no. 1-3 (March 2002): 195–209. http://dx.doi.org/10.1016/s0166-218x(00)00385-1.

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Wooten, William. "Using Knowledge, Skill and Ability (KSA) Data to Identify Career Pathing Opportunities: An Application of Job Analysis to Internal Manpower Planning." Public Personnel Management 22, no. 4 (December 1993): 551–63. http://dx.doi.org/10.1177/009102609302200405.

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

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Cheng, T. C. E. "Analysis of Job Flow-Time in a Job Shop." Journal of the Operational Research Society 36, no. 3 (March 1985): 225. http://dx.doi.org/10.2307/2582253.

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Cheng, T. C. E. "Analysis of Job Flow-Time in a Job Shop." Journal of the Operational Research Society 36, no. 3 (March 1985): 225–30. http://dx.doi.org/10.1057/jors.1985.40.

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Riascos, Carmen Elena Martínez, Nathalia Lamari, Jéssica Mayumi Takeshita, Carlos Sobrinho, and Ana Paula Perfetto-Demarchi. "COGNITIVE JOB EVALUATION: APPLYING THE COGNITIVE JOB ANALYSIS TECHNIQUE." Revista Ação Ergonômica 16, no. 2 (2022): 1–9. http://dx.doi.org/10.4322/rae.v16n2.e202218.en.

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Et. al., Sriyani Violina,. "Branch And Bound Algorithm Analysis For Solving Job Assignment Problems." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 11 (May 10, 2021): 1272–76. http://dx.doi.org/10.17762/turcomat.v12i11.6031.

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The Branch & Bound algorithm is a method commonly used to solve optimization problems. Some examples of problems that the Branch & Bound algorithm can solve are Knapsack Problems, Traveling Salesman Problems, Scheduling Problems and many other optimization problems. Job Assignment Problem is one of the optimization problems of how to do n people doing n jobs where one person does one job. This paper will analyze the Branch and Bound Algorithm in solving Job Assignments Problem.

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Lee, Raymond, and Elizabeth R. Wilbur. "Age, Education, Job Tenure, Salary, Job Characteristics, and Job Satisfaction: A Multivariate Analysis." Human Relations 38, no. 8 (August 1985): 781–91. http://dx.doi.org/10.1177/001872678503800806.

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Orpen, Christopher. "Job Dependence as a Moderator of Effects of Job Threat on Employees' Job Insecurity and Performance." Psychological Reports 72, no. 2 (April 1993): 449–50. http://dx.doi.org/10.2466/pr0.1993.72.2.449.

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The effects of job dependence on the relationships between objective job threat and, respectively, employees' job insecurity and performance were examined among 135 employees of a small Australian manufacturer. Objective job threat was given by the combined ratings of three managers of the likelihood of each of the jobs disappearing over the next few years. Moderated multiple regression analysis showed that job dependence interacted with job threat in predicting differences in insecurity, but not in performance. Subjects dependent on their jobs felt more insecure than those who were more independent, as predicted.

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Sekerbayeva, Aigerim, Saltanat Tamenova, Bulent Tarman, Dina Razakova, and Zaira Satpayeva. "Analysis of employment factors for university graduates in Kazakhstan." Problems and Perspectives in Management 22, no. 2 (July 1, 2024): 683–95. http://dx.doi.org/10.21511/ppm.22(2).2024.53.

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Having a university degree provides only a slight advantage over those without higher education, making other factors crucial in determining a graduate’s employment prospects. This study aims to analyze the factors that affect the employment of university graduates and define opportunities for public administration and university management in Kazakhstan. A logistic regression model based on primary data was used to examine the impact of the availability of practical experience and jobs in their specialty, social connections, technology development, and entrepreneurship on the likelihood of employment. The survey was conducted in 2022 and involved 300 graduates of the 2020–2021 academic year from all regions of Kazakhstan. Findings show that personal connections (F3) and technology and entrepreneurship (F4) positively impact graduates’ job prospects. However, lack of experience (F1) and the limited number of job offers (F2) reduce employment likelihood. If a graduate responds with 3 points for F1, 7 for F2, 7 for F3, and 1 for F4, they are less likely to secure a job in their specialty within a year of graduation. The main practical value of this study is that university career centers can use this model to predict the likelihood of graduates being employed. Providing a sophisticated online platform and different analytics-driven career services, open access to administrative data on the labor market, and new programs for students’ job experience and entrepreneurship will prepare university graduates for a dynamic labor market and reduce the mismatch between education and employment needs.

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Peng, Bangxin, and Wisanupong Potipiroon. "Fear of Losing Jobs during COVID-19: Can Psychological Capital Alleviate Job Insecurity and Job Stress?" Behavioral Sciences 12, no. 6 (May 30, 2022): 168. http://dx.doi.org/10.3390/bs12060168.

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Job insecurity is a growing concern among bank employees. In this research, we examined whether psychological capital can alleviate bank workers’ perceptions of job insecurity and job stress during COVID-19. In particular, we aimed to examine this relationship at both the individual and work-unit levels of analysis. Based on the data collected from 520 bank tellers in 53 bank branches in Thailand, our multilevel structural equation modeling (MSEM) analyses revealed that there was significant between-branch variation in the levels of psychological capital (15%), job insecurity (23%) and job stress (24%). In particular, perceptions of job insecurity were found to have a positive effect on job stress at both levels of analysis. We also found that psychological capital significantly reduced perceptions of job insecurity and job stress at the individual level. These findings emphasize that perceptions of job insecurity can emerge at both the individual and work-unit levels. Theoretical and practical implications are discussed.

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Oktaviani, Rosana, and Sopiah. "SYSTEMATIC LITERATURE REVIEW OF JOB SATISFACTION: AN OVERVIEW AND BIBLIOMETRIC ANALYSIS." JURNAL EKONOMI KREATIF DAN MANAJEMEN BISNIS DIGITAL 1, no. 2 (November 23, 2022): 185–203. http://dx.doi.org/10.55047/jekombital.v1i2.314.

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Job satisfaction is the main variable that must be considered in managing human resource practices. Job satisfaction discusses the extent to which employees are satisfied or dissatisfied with their jobs are caused by several factors that motivate them. This study aims to dig deeper into job satisfaction variable. In achieving this goal, the researchers used a systematic review using PRISMA method and bibliometric analysis techniques which took journals from Science Direct and Emerald during 2017-2022. The results of the screening on the PRISMA method produced 30 (thirty) articles written by 95 (ninety five) authors. Based on the 30 (thirty) articles collected, the results of this study found that there are 4 (four) categories that explain several variables that related to job satisfaction, including leadership, salary, organizational commitment, and job stress. Overall, the research is expected to be the right reference for further research, especially researchers who will examine titles that related to job satisfaction.

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Wu, Shengqi. "Analysis on the Optimal Choice of Work for High School Students During Holidays." Scientific and Social Research 3, no. 3 (October 4, 2021): 66–68. http://dx.doi.org/10.36922/ssr.v3i3.1149.

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It is very difficult to choose the best job among the many vacation jobs based on our subjective judgments. This article tried to solve this problem by combining mathematics and microeconomics. On the premise of combining personal conditions and job requirements, an analysis model was developed to set two objective functions of maximum net income and maximum additional satisfaction, While the constraint condition was given as well .The model for finding the best vacation job is proposed to help high school students choose the best vacation part-time job.

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Im, Mee Young, and So Young Lee. "Job Analysis of School Health Teachers in Korea -based on DACUM Job Analysis-." Journal of Korean Public Health Nursing 28, no. 3 (December 31, 2014): 619–32. http://dx.doi.org/10.5932/jkphn.2014.28.3.619.

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Hermas Gunawan and Wiyogo. "ANALYSIS OF FACTORS AFFECTING WORK READINESS BASED ON STUDENT PERCEPTION USING PARETO ANALYSIS." PARENTAS: Jurnal Mahasiswa Pendidikan Teknologi dan Kejuruan 9, no. 1 (June 29, 2023): 12–18. http://dx.doi.org/10.37304/parentas.v9i1.8989.

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The analysis of students' perceptions of job readiness was conducted using the Pareto analysis method. The results showed that interpersonal skills were the main factor that most influenced students' perceptions of job readiness, with a frequency of 40%. Hard skills had a frequency of 37%, while soft skills had a frequency of 23%. Interpersonal skills are necessary for building good relationships between employees and superiors, colleagues, and customers. Hard skills determine whether employees have the technical skills required in their field of work, while soft skills are essential in problem-solving and making the right decisions in the workplace. Therefore, students need to improve their interpersonal skills by training skills such as communication, leadership, collaboration, and empathy. Hard skills can be improved by increasing technical knowledge and direct practice in the desired field of work. Soft skills can be honed through exercises in creativity, innovation, data analysis, and conflict resolution. Students also need to understand the importance of having a balanced set of interpersonal, hard, and soft skills to prepare themselves well for the job market. They should take advantage of opportunities to participate in extracurricular activities, internships, or relevant training and certification courses. By improving their interpersonal, hard, and soft skills, students will be able to strengthen their perception of job readiness and increase their chances of getting good jobs and succeeding in the future. Furthermore, companies can obtain more qualified and productive employees, helping them to achieve their business goals more effectively.Keywords: Student Perceptions, Job Readiness, Interpersonal Skills, Hard Skills, Soft Skills, Pareto, Gaps

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Li, Wenxin. "Performance Analysis of Modified SRPT in Multiple-Processor Multitask Scheduling." ACM SIGMETRICS Performance Evaluation Review 50, no. 4 (April 26, 2023): 47–49. http://dx.doi.org/10.1145/3595244.3595261.

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In this paper we study the multiple-processor multitask scheduling problem in both deterministic and stochastic models, where each job have several tasks and is complete only when all its tasks are finished. We consider and analyze Modified Shortest Remaining Processing Time (M-SRPT) scheduling algorithm, a simple modification of SRPT, which always schedules jobs according to SRPT whenever possible, while satisfying the non-preemptive constraint. The M-SRPT algorithm is proved to achieve a competitive ratio of θ(log α + β) for minimizing response time, where α denotes the ratio between maximum job workload and minimum job workload, β represents the ratio between maximum non-preemptive task workload and minimum job workload. In addition, the competitive ratio achieved is shown to be optimal (up to a constant factor), when there are constant number of machines. We further consider the problem under Poisson arrival and general workload distribution (i. e., M/GI/N system), and show that M-SRPT achieves asymptotic optimal mean response time when the traffic intensity ρ approaches 1, if job size distribution has finite support. Beyond finite job workload, the asymptotic optimality of M-SRPT also holds for infinite job size distributions with certain probabilistic assumptions, for example, M/M/N system with finite task workload.

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Voskuijl, Olga F., and Tjarda van Sliedregt. "Determinants of Interrater Reliability of Job Analysis: A Meta-analysis." European Journal of Psychological Assessment 18, no. 1 (April 2002): 52–62. http://dx.doi.org/10.1027//1015-5759.18.1.52.

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Summary: This paper presents a meta-analysis of published job analysis interrater reliability data in order to predict the expected levels of interrater reliability within specific combinations of moderators, such as rater source, experience of the rater, and type of job descriptive information. The overall mean interrater reliability of 91 reliability coefficients reported in the literature was .59. The results of experienced professionals (job analysts) showed the highest reliability coefficients (.76). The method of data collection (job contact versus job description) only affected the results of experienced job analysts. For this group higher interrater reliability coefficients were obtained for analyses based on job contact (.87) than for those based on job descriptions (.71). For other rater categories (e.g., students, organization members) neither the method of data collection nor training had a significant effect on the interrater reliability. Analyses based on scales with defined levels resulted in significantly higher interrater reliability coefficients than analyses based on scales with undefined levels. Behavior and job worth dimensions were rated more reliable (.62 and .60, respectively) than attributes and tasks (.49 and .29, respectively). Furthermore, the results indicated that if nonprofessional raters are used (e.g., incumbents or students), at least two to four raters are required to obtain a reliability coefficient of .80. These findings have implications for research and practice.

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Sujatha, K., and S. Jagannatha. "Performance Analysis of Batch Jobs in Cloud Environment." Journal of Computational and Theoretical Nanoscience 17, no. 9 (July 1, 2020): 4150–55. http://dx.doi.org/10.1166/jctn.2020.9036.

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The complexity of running batch jobs in cloud environment is increasing day by day due to huge volume of back end data increasing dynamically in different formats, growing number of online or offline requests from various environments or availability of system resources. This paper explores the various behaviors of batch jobs from production cluster and the following observations are made: (i) The number of user jobs submitted at offline are high thereby increasing the wait time and processing time. (ii) Each job submitted with huge volume of data causing increase in queue size, job failure and errors on completion. (iii) Server utilization is unbalanced during the peak time thereby causing the server crash.

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Karanika-Murray, Maria, George Michaelides, and Stephen J. Wood. "Job demands, job control, psychological climate, and job satisfaction." Journal of Organizational Effectiveness: People and Performance 4, no. 3 (September 4, 2017): 238–55. http://dx.doi.org/10.1108/joepp-02-2017-0012.

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Purpose Research into job design and employee outcomes has tended to examine job design in isolation of the wider organizational context, leading to calls to attend to the context in which work is embedded. The purpose of this paper is to examine the effects of the interaction between job design and psychological climate on job satisfaction. Design/methodology/approach Cognitive dissonance theory was used to explore the nature of this relationship and its effect on job satisfaction. The authors hypothesized that psychological climate (autonomy, competence, relatedness dimensions) augments favorable perceptions of job demands and control when there is consistency between them (augmentation effect) and compensates for unfavorable perceptions when they are inconsistent (compensation effect). Findings Analysis of data from 3,587 individuals partially supported the hypotheses. Compensation effects were observed for job demands under a high autonomy and competence climate and for job control under a low competence climate. Augmentation effects were observed for job demands under a high relatedness climate. Practical implications When designing jobs managers should take into account the effects of psychological climate on employee outcomes. Originality/value This study has offered a way to bridge the job design and psychological climate fields and demonstrated that the call for more attention to the context in which jobs are embedded is worth heeding.

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Sonenberg, Nikki, Grzegorz Kielanski, and Benny Van Houdt. "Performance Analysis of Work Stealing in Large-scale Multithreaded Computing." ACM Transactions on Modeling and Performance Evaluation of Computing Systems 6, no. 2 (June 30, 2021): 1–28. http://dx.doi.org/10.1145/3470887.

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Randomized work stealing is used in distributed systems to increase performance and improve resource utilization. In this article, we consider randomized work stealing in a large system of homogeneous processors where parent jobs spawn child jobs that can feasibly be executed in parallel with the parent job. We analyse the performance of two work stealing strategies: one where only child jobs can be transferred across servers and the other where parent jobs are transferred. We define a mean-field model to derive the response time distribution in a large-scale system with Poisson arrivals and exponential parent and child job durations. We prove that the model has a unique fixed point that corresponds to the steady state of a structured Markov chain, allowing us to use matrix analytic methods to compute the unique fixed point. The accuracy of the mean-field model is validated using simulation. Using numerical examples, we illustrate the effect of different probe rates, load, and different child job size distributions on performance with respect to the two stealing strategies, individually, and compared to each other.

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Vinod, K. T., S. Prabagaran, and O. A. Joseph. "Simulation modeling and analysis of job release policies in scheduling an agile job shop with process sequence dependent setting time." International Journal of Engineering & Technology 7, no. 1.1 (December 21, 2017): 177. http://dx.doi.org/10.14419/ijet.v7i1.1.9285.

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This paper analyses the effects of job release policies, priority scheduling rules and setup times on the performance of a dynamic job shop in a sequence dependent setup time environment. Two job release policies namely, immediate job release and job release based on a specified work-in-process are investigated. A simulation model of a realistic manufacturing system is developed for detailed analysis. The dynamic total work content method is adopted to assign the due dates of jobs. Six priority rules are applied for prioritizing jobs for processing on machines. Several performance criteria are considered for analyzing the system performance. The simulation results are used to conduct statistical tests. Analytical models have been formulated to represent the simulation model for post-simulation studies. These models are found to yield a satisfactory estimation of the system outputs.

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Ogunwolu, L., A. Sosimi, and S. Obialo. "MODELING, OPTIMISATION AND ANALYSIS OF RE-ENTRANT FLOWSHOP JOB SCHEDULING WITH FUZZY PROCESSING TIMES." Nigerian Journal of Technology 36, no. 3 (June 30, 2017): 806–13. http://dx.doi.org/10.4314/njt.v36i3.21.

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This paper presents a makespan minimization of -jobs -machines re-entrant flow shop scheduling problem (RFSP) under fuzzy uncertainties using Genetic Algorithm. The RFSP objective is formulated as a mathematical programme constrained by number of jobs and resources availability with traditional scheduling policies of First Come First Serve (FCFS) and the First Buffer First Serve (FBFS). Jobs processing times were specified by fuzzy numbers and modelled using triangular membership function representations. The modified centroid defuzzification technique was used at different alpha-cuts to obtain fuzzy processing times (FPT) of jobs to explore the importance of uncertainty. The traditional GA schemes and operators were used together with roulette wheel algorithm without elitism in the selection process based on job fuzzy completion times. A test problem of five jobs with specified Job Processing and Transit Times between service centres, Job Start Times and Job Due times was posed. Results obtained using the deterministic and fuzzy processing times were compared for the two different scheduling policies, FCFS and FBFS. The deterministic optimal makespan for FBFS schedule was 61.2% in excess of the FCFS policy schedule. Â The results also show that schedules with fuzzy uncertainty processing times provides shorter makespans than those for deterministic processing times and those under FCFS performing better than those under FBFS policy for early jobs while on the long run the FBFS policy performs better. The results underscore the need to take account of comprehensive fuzzy uncertainties in job processing times as a trade-off between time and costs influenced by production makespan.Â http://dx.doi.org/10.4314/njt.v36i3.21

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Huang, Suizhi. "Employment Analysis of Second Batch Engineering Students." Lecture Notes in Education Psychology and Public Media 11, no. 1 (October 26, 2023): 152–57. http://dx.doi.org/10.54254/2753-7048/11/20230734.

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The quality of employment of graduates is the most direct indicator of the achievement of talent cultivation in universities. At present, engineering students of second batch schools are facing major challenges in seeking jobs. The second batch institutions cited here are the sum of the second batch of institutions enrolling students in the various national general higher education admissions exercises, including public and private general undergraduate programs. Based on related literature, the author has discussed and analyzed the employment quality of second-year engineering students. The result shows that, at present, engineering students of second batch schools are facing major challenges in seeking jobs. Second batch colleges and universities should give full play to all their abilities to explore the potential of engineering students. Society should improve the relevant regulations to let engineering students feel at ease in their job search. Second batch students should not be overly ambitious, but should be down-to-earth and do a good job in every job and put their minds at ease.

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Dougherty, Thomas W., George F. Dreher, and William Whitely. "The MBA as Careerist: An Analysis of Early-Career Job Change." Journal of Management 19, no. 3 (June 1993): 535–48. http://dx.doi.org/10.1177/014920639301900302.

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This study examined the job changes of 680 early-career business school graduates. Although a number of anecdotal articles characterize MBAs as overly “careerist” and oriented toward job-hopping, little empirical research has focused on this issue. The research included a direct comparison of job-hopping behavior of MBAs with bachelor S degree graduates, taking into account a number of control variables, including demographic and economic variables. Results indicated that MBAs changed jobs less frequently than bachelor 5 degree graduates, even when a variety of other factors were controlled.

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Upadhyay, Himanshu, Mecit Can Emre Simsekler, Maher Maalouf, Siddiq Anwar, and Mohammed Omar. "COVID-19, jobs and skills—Exploratory analysis of the job postings in the US and UK healthcare job market." PLOS ONE 18, no. 1 (January 20, 2023): e0278237. http://dx.doi.org/10.1371/journal.pone.0278237.

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The COVID-19 pandemic has significantly affected all spheres of life, including the healthcare workforce. While the COVID-19 pandemic has started driving organizational and societal shifts, it is vital for healthcare organizations and decision-makers to analyze patterns in the changing workforce. In this study, we aim to identify patterns in healthcare job postings during the pandemic to understand which jobs and associated skills are trending after the advent of COVID-19. Content analysis of job postings was conducted using data-driven approaches over two-time intervals in the pandemic. The proposed framework utilizes Latent Dirichlet Allocation (LDA) for topic modeling to evaluate the patterns in job postings in the US and the UK. The most demanded jobs, skills and tasks for the US job postings are presented based on job posting data from popular job posting websites. This is obtained by mapping the job postings to the jobs, skills and tasks defined in the O*NET database for the healthcare occupations in the US. The topic modeling results clearly show increased hiring for telehealth services in both the US and UK. This study also presents an increase in demand for specific occupations and skills in the USA healthcare industry. The results and methods used in the study can help monitor rapid changes in the job market due to pandemics and guide decision-makers to make organizational shifts in a timely manner.

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Dalache, Dalila, and Lakhdar Meddah. "The Importance of the Gradar Method in Job Analysis and Evaluation." Finance and Business Economies Review 6, no. 3 (September 24, 2022): 389–407. http://dx.doi.org/10.58205/fber.v6i3.373.

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The study aims to define and determine the importance of the Gradar approach to job analysis and evaluation in light of the lack of transparency and flexibility of some traditional methods of job evaluation, and the development of new approaches in the context of technological development and the enlarging use of information networks in order to create a practical and understandable job and an existing system that integrates the current results of work sciences and organizational theory; The study concluded with a statement of the need to develop optimal efficiency models for the organization based on graded career paths, job families and grades, and to calculate the value of the work situation, with the objectif of developing jobs, and competencies and optimal performance.

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Lewis, Chad T., and Cynthia Kay Stevens. "An Analysis of Job Evaluation Committee and Job Holder Gender Effects on Job Evaluation." Public Personnel Management 19, no. 3 (September 1990): 271–78. http://dx.doi.org/10.1177/009102609001900304.

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In a study designed to examine the impact of knowledge of a job holder's gender and the dominant gender of a job evaluation committee on job evaluation ratings, knowledge of job holder gender was found to significantly bias committee ratings. The same position was rated more highly when it was held by a male than when it was held by a female, regardless of whether the job evaluation committee was dominated by males or females. This evidence of gender-based discrimination underscores the importance of maintaining anonymity of job holders when conducting job evaluation. Unavoidable bias, which may occur in smaller organizations where the identities of job holders are known, suggests that mandating job evaluation as a means of implementing of comparable worth may be only a partial solution at best.

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Journal articles on the topic 'Job analysis'

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