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Dissertations / Theses on the topic 'Job level'
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Gerstle, Ben O. "Job Level and Cynicism about Organizational Change." Xavier University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1460573950.
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Al-Towaijry, Mohammad A. "Job satisfaction and job descriptions among middle-level managers in Saudi organisations." Thesis, University of Dundee, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.320888.
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Loganathan, Shanu. "Moderating Effect of Job Level on Work-to-Family Conflict and Job Attitudes." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6606.
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Past research has shown the likelihood of work-to-family conflict in employees' struggle to manage work, family, and personal life, however, work-to-family conflict remained unexamined in employees' job attitudes at different job levels. Previous studies highlighted that employees at higher job level experience greater work-to-family conflict than employees at lower job level. The purpose of the study was to examine the moderating effects of job level (supervisory or managerial and nonsupervisory or nonmanagerial) on the relationships between work-to-family conflict and job attitudes (job satisfaction, work engagement, organizational commitment, and turnover intention). In this quantitative study, the theoretical framework included conflict theory and role enhancement theory. A convenience sampling of 149 working adults, aged 18 years to 65 years) volunteered to participate in an online survey. Participants completed an online survey. Collected data were analyzed using regression analysis. Based on the results, job level of the working adults moderated the relationships between work-to-family conflict and job attitudes, such that the relationship between work-to-family conflict and job attitudes of the working adults was stronger at high job level than at low job level.The findings may contribute to positive social change by providing useful information for human resource and management personnel of organizations in designing job level-specific training programs (e.g., work-life balance practices) and structuring appropriate settings (e.g., alternate work locations) to take control of leading, managing or coordinating projects, tasks or events in their work situations.
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Thornton, Renita. "Impact of Job Classification Level on Perceived Empowerment Level in a Work Setting." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc501268/.
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Empowerment, which has been described as both a means of effecting higher and more efficient quality work outputs and a means of facilitating greater freedom in the workplace combines elements of philosophy, psychology, and management theory. The perceptions of the present empowerment level of 3500 employees of a division of a major corporation were analyzed using data from an empowerment survey. The results were examined using correlational and factorial measures to test the structure of the survey. ANOVA and pair-wise comparisons were used to examine group differences on five subscales of the survey based on employee level in the organization. Significant differences were found in almost all categories. Rank order for the three levels differed from previous findings, perhaps due to empowerment thrusts.
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Xiphu, Lizeka Cynthia. "An evaluation of and comparison between job satisfaction levels of first-line supervisors and middle-level managers in the Nelson Mandela Metropolitan area." Thesis, Port Elizabeth Technikon, 2003. http://hdl.handle.net/10948/166.
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South African organizations operate in a changing environment. The ultimate criterion of organisational effectiveness is whether the organisation survives in its environment. Political, social, technological and economic changes constantly challenge businesses to adopt new approaches in this strive for survival. These challenges affect the roles, and possibly the job satisfaction levels of first-line supervisors and middle-level managers. In this paper, the writer aimed to study and compare job satisfaction levels of first-line supervisors and middle-level managers in the Nelson Mandela Metropolitan area. The effects of job satisfaction, or the lack thereof must be clearly identifiable to the top managers. These can either be positive or negative. In the case of positive effects, managers must strive to maintain the conditions that contribute to the positive effects of job satisfaction. In the study it was observed that middle-level managers scored higher and therefore they had higher overall job satisfaction levels than first-line supervisors. The job satisfaction levels of the first-line supervisors are found to be lower in all the areas that were stated as factors affecting job satisfaction. These areas were the personality job fit, the job content, the job context, the organisational environment and the macro environment. The companies therefore have a task of improving the job satisfaction levels in these areas. The writer recommends that organisations in the Nelson Mandela Metropolitan area take a closer look at the job satisfaction levels of their first-line supervisors. These managers' job satisfaction levels need to be improved from being just satisfactory to being excellent. It is mentioned in the theoretical study that firstline supervisors are very important in organisations, as they are the link between upper management and the employees. Their roles are multi-faceted as they have important functions to fulfil in the operation and ultimately success of the organization.
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Castillo, Jaime X. "The level of job satisfaction among agricultural teacher educators /." The Ohio State University, 1999. http://rave.ohiolink.edu/etdc/view?acc_num=osu1247848470.
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Davidson, Denise L. "National Job Satisfaction of Enty- and Mid-level Student Affairs Professionals." Bowling Green State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1244571494.
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Hays, Richard Roy. "Relationships between literacy level and job-related reading self concept." Virtual Press, 1986. http://liblink.bsu.edu/uhtbin/catkey/478855.
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This study investigated relationships between literacy level and global self concept. employment status. income level, age. and gender among students enrolled at a vocational technical college. The contribution of a subset of job-related reading self concepts to the multiple correlation was also examined. The study sample consisted of 100 students in Related Education Courses at Indiana Vocational Technical College, Region VI. Muncie. Indiana. Subjects responded to three instruments and a demographic questionnaire. The Literacy Assessment Battery (Sticht. 1982) provided literacy levels, the Tennessee Self Concept Scale (Fitts. 1964) yielded global self concept, and the Hays Job-Related Reading Survey (Hays, 1986) indicated job-related reading self concepts. Piloting of Hays Job-Related Reading Survey Reliability and construct validity were sought using responses from a sample (N = 230) closely comparable to one selected for the study. An analysis revealed four interpretable factors:(a) Positive Employee Self, (b) Perceived Limitations of Self, (c) Perceived Importance of Occupational Literacy, and (d) Perceived Value of Company Notices. Further analysis yielded coefficient alpha reliabilities of r = .69 to r = .86.Results Significant relationships were found between literacy level and the following: (a) Global Self Concept (r .20, p<.04`; (b) Global Self Concept when combined with Perceived Limitations of Self, a factor from the Hays JobRelated Reading Survey (r = .56. p<.000+); and (c) Perceived Limitations of Self alone (r = .56, p<.000+).Conclusions Both Global Self Concept and Perceived Limitations of Self were significantly related to Literacy, both singly and in combination. The "best" (most efficient) predictor of Literacy Level could be gained by Perceived Limitations of Self alone. Additional research with adults is needed to confirm the findings and expand established research at younger ages. Educational suggestions focus on strengthening self concepts and occupational literacy of adults pursuing vocational training. Business should foster occupational literacy self concepts and employer-employee relationships in the workplace. Economic implications involved public and private sector support for long-term occupational literacy and job-related reading self concept programs which may yield more effective, productive employees.
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Ali, Syed Zeeshan. "An investigation into parallel job scheduling using service level agreements." Thesis, University of Manchester, 2014. https://www.research.manchester.ac.uk/portal/en/theses/an-investigation-into-parallel-job-scheduling-using-service-level-agreements(f4685321-374e-41c4-86da-d07f09ea4bac).html.
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A scheduler, as a central components of a computing site, aggregates computing resources and is responsible to distribute the incoming load (jobs) between the resources. Under such an environment, the optimum performance of the system against the service level agreement (SLA) based workloads, can be achieved by calculating the priority of SLA bound jobs using integrated heuristic. The SLA defines the service obligations and expectations to use the computational resources. The integrated heuristic is the combination of different SLA terms. It combines the SLA terms with a specific weight for each term. Theweights are computed by applying parameter sweep technique in order to obtain the best schedule for the optimum performance of the system under the workload. The sweepingof parameters on the integrated heuristic observed to be computationally expensive. The integrated heuristic becomes more expensive if no value of the computed weights result in improvement in performance with the resulting schedule. Hence, instead of obtaining optimum performance it incurs computation cost in such situations. Therefore, there is a need of detection of situations where the integrated heuristic can be exploited beneficially. For that reason, in this thesis we propose a metric based on the concept of utilization, to evaluate the SLA based parallel workloads of independent jobs to detect any impact of integrated heuristic on the workload.
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MURRAY, ALAN JAMES. "THE RELATION OF LEVEL OF EDUCATION AND GENDER TO JOB SATISFACTION." Diss., The University of Arizona, 1986. http://hdl.handle.net/10150/183842.
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Changing demographic characteristics of the American workforce include increased levels of education and increased numbers of females. In 1979, females became a majority in the workforce and in higher education. Little research has been conducted on the impact of education and gender on job satisfaction since these changes have occurred. The purpose of this study was to investigate the differences in job satisfaction associated with level of education and gender. The data of the National Longitudinal Study of the High School Class of 1972 were used to answer the research questions: (1) Were there significant differences among education levels when measured by any of three measures of job satisfaction? and (2) Were there significant differences between males and females on any of the three measures of job satisfaction? Three levels of education were used, these were: high school graduate, two year college graduate, and four-year college graduate were the independent variable for education. Since the literature indicated job level, ability, and socioeconomic status could influence job satisfaction, they were included in the analysis as covariates. Multivariate analyses were used to determine whether education, gender or the interaction of these independent variables resulted in significant differences in any of the three measures of job satisfaction. The multivariate analyses indicated that there were significant differences for both level of education and for gender on the job satisfaction variables considered simultaneously. There was no significant interaction between the education and gender variables. Univariate analyses indicated that there were significant differences for both education and gender on the internal job satisfaction measure, but not on the external or overall measures. The Scheffe post hoc test was used to identify which levels of the education variable were responsible for the significant differences found. Two-year college graduates and four-year college graduates were found to be more satisfied with the internal aspects of their jobs than high school graduates. Similarly, males were found to be more satisfied with the internal aspects of their jobs than were females.
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Kessler, Stacey R. "The effects of organizational structure on faculty job performance, job satisfaction, and counterproductive work behavior." [Tampa, Fla] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0001945.
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Davidson, Denise L. "National job satisfaction of entry- and mid-level student affairs professionals." Bowling Green, Ohio : Bowling Green State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1244571494.
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Betser, Dina M. (Dina Marguerite). "Improving service level agreements for a job scheduler by visualizing simulations." Thesis, Massachusetts Institute of Technology, 2012. http://hdl.handle.net/1721.1/76829.
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Thesis (M. Eng.)--Massachusetts Institute of Technology, Dept. of Electrical Engineering and Computer Science, 2012.<br>This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.<br>Cataloged from student-submitted PDF version of thesis.<br>Includes bibliographical references (p. 49-51).<br>Currently, job owners at Google do not have a good way to generate suitable Service Level Agreements (SLAs), which means that they cannot accurately communicate their intentions to the job scheduler. This means that the owner's job might not finish on time or at all. The solution described in this thesis helps users visualize design changes to SLAs and use simulation to explore the behavior resulting from the SLAs. I have designed and begun development of a visualization and simulation framework that allows users to see how the job scheduler's behavior might vary under different SLA parameters. This thesis describes the steps made towards designing and implementing a system that both helps users visualize SLAs and their reward functions, and allows users to create an SLA and gain an idea of the behavior of a job scheduler with the SLA as input.<br>by Dina M. Betser.<br>M.Eng.
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Shuter, Melanie. "The operational implications of service customisation level." Queensland University of Technology, 2005. http://eprints.qut.edu.au/16137/.
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THE OPERATIONAL IMPLICATIONS OF SERVICE CUSTOMISATION LEVEL Customisation offers the opportunity for organisations to capitalise on the many potential benefits to both themselves and to clients, afforded by offering a greater choice of goods and services for customers. Many organisations have implemented increased customisation with the expectation of increased demand and profitability. However a critical analysis of the operational aspects involved in customising services reveals that different levels of customisation have distinct operational needs which render the adoption of different levels of customisation more difficult than is indicated in existing literature. Three distinct degrees of customisation are examined in this study. These are standardisation, medium customisation and high customisation. The study puts forward a comprehensive model which provides an insight into the organisational factors which potentially enable or impede an organisation in introducing different levels of customisation. This model builds on previous studies of factors which impact on the ability of an organisation to deliver customised services. Factors which are included in this model are: (a) the level and type of knowledge, skills and abilities (KSA's) held by employees involved in designing and delivering services (b) the degree of information distribution and exchange between employees and (c) goal clarity for staff involved in delivering the service. Initial case studies conducted in six organisations and a subsequent quantitative study which elicited 101 responses from 21 organisations, revealed that each level of customisation held a distinct configuration of these operational factors. Organisations offering high customisation were characterised by a low degree of information distribution and exchange between employees, a high level of KSA's about the service being provided and low goal clarity for service staff. Organisations offering medium customisation were characterised by a high degree of information distribution and exchange between employees, a moderate level of KSA's about the service being provided and relatively high goal clarity for staff. Organisations offering standardised services were characterised by a low degree of information distribution and exchange between employees, a low level of KSA's required about the service being provided and high goal clarity for staff. By examining the relationship between customisation and the identified operational implications, the study allows us to piece together a multi-faceted viewpoint of the same broad issue, which is answered by the overarching question 'how are organisations enabled to provide different levels of customisation'? This study therefore provides us with a well-rounded insight as to how and why organisations can effectively implement different levels of service customisation.
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Koch, Timothy C. "Organisational climate and its effect on job engagement: exploring the mediating effect of employees level of job satisfaction." Master's thesis, University of Cape Town, 2013. http://hdl.handle.net/11427/6837.
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This study examined two under-researched organisational climate facets, integration and family-focused supervisor support, as predictors of employees' job engagement. It further set out to explore the extent to which job satisfaction mediated these relationships. Results were based on self-reported survey data from 226 South African employees in the publishing, distribution and advertising industries. Standard multiple regression analysis showed that climates of both integration and family-focused supervisor support were significant predictors of job engagement. Baron and Kenny's four-step approach to mediation revealed that job satisfaction fully meditated the relationships between each of the organisational climate facets and job engagement. Implications for organisational climate research and managers are discussed.
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Jain, Anant Singh. "A multi-level hybrid framework for the deterministic job-shop scheduling problem." Thesis, University of Dundee, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.321923.
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Ursin, Ronnie. "Level/Indicators of Job Satisfaction Among Unlicensed Assistive PersonnelEmployed in Acute Care." Case Western Reserve University Doctor of Nursing Practice / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=casednp1424367466.
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Rahtz, Anna M. "Reverse Commute Bus Service to Entry-Level Employment: A Spatial Mismatch Study of Cincinnati." University of Cincinnati / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1243127690.
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Thompson, Sheila R. "The five most important entry-level employability skills that employeers of the Chippewa Valley seek in entry-level job applicants." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001thompsons.pdf.
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Richman, Alice E. "Therapist job satisfaction the match between patient level of functioning and therapist polytraition /." View full text, 2002.
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Sharma, Priti R. "Organizational Communication: Perceptions of Staff Members’ Level of Communication Satisfaction and Job Satisfaction." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etd/2481.
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The purpose of this research study was to explore the topic of organizational communication in higher education and examine staff members’ perceptions about their level of communication and job satisfaction in their workplaces. This study was also designed to test the relationship between communication satisfaction and job satisfaction by analyzing the significance of different dimensions of Communication Satisfaction with the view that satisfaction is multifaceted.
A total of 463 non-faculty staff members from different units of a single higher education institution participated in this study. This study included non-teaching staff, including student workers and both full-time and part-time staff members. A modified version of Communication Satisfaction Questionnaire (CSQ) developed by Downs and Hazen was used to collect data. The study used a Likert-type scale with a 7-point scale and had eight dimensions (personal feedback, relationship to supervisors, horizontal and informal communication, organizational integration, organizational perspective, communication climate, media quality, and job satisfaction).
The statistical analyses of the data from eight research questions revealed some significant relationships and differences. The results found that staff members perceived their level of satisfaction with communication satisfaction dimensions personal feedback, relationship to supervisors, horizontal and informal communication, organizational integration, and media quality from somewhat satisfied to satisfied, and communication satisfaction dimensions organizational perspective and communication climate as somewhat satisfied. The results found significant differences among different dimensions of CSQ, indicating that communication satisfaction is multi-faceted. The staff members perceived their level of job satisfaction to be among somewhat satisfied to satisfied range.
The results indicated that gender and number of years in service do not seem to make a significant difference among staff members’ level of satisfaction, but level of education and job classification does. There were strong positive relations found among all dimensions of CSQ. A strong positive relationship and statistically significant correlation was found between overall communication satisfaction and job satisfaction scores, indicating that when staff members feel satisfied with communication in their workplace, they also tend to feel satisfied with their job in their workplace.
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Sharma, Priti, James Lampley, and Donald W. Good. "Organizational Communication: Perceptions of Staff Members' Level of Communication Satisfaction and Job Satisfaction." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/280.
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The purpose of this research study was to explore the topic of organizational communication in higher education and examine staff members’ perceptions about their level of communication and job satisfaction in their workplaces. This study was also designed to test the relationship between communication satisfaction and job satisfaction by analyzing the significance of different dimensions of Communication Satisfaction with the view that satisfaction is multifaceted.
The results of the study indicated that gender differences and the number of years in service do not seem to make a significant difference in the level of satisfaction among staff members, but the level of education and job classification seem to make a significant difference in the level of satisfaction among staff members. There were strong positive relationships found among all 8 dimensions of Communication Satisfaction Questionnaire (CSQ ), which indicated that staff members when felt positive about 1 dimension of CSQ, also tended to feel positive about other dimensions of CSQ. A strong positive relationship and statistically significant correlation was found between overall communication satisfaction and job satisfaction scores, indicating that when staff members feel satisfied with communication in their workplace, they also tend to feel satisfied with their job in their workplace.
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Lampley, James, Priti Sharma, and Donald W. Good. "Organizational Communication: Perceptions of Staff Members' Level of Communication Satisfaction and Job Satisfaction." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/260.
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Excerpt:The purpose of this research study was to explore the topic of organizational communication in higher education and examine staff members’ perceptions about their level of communication and job satisfaction in their workplaces.
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Palekar, Nipun Pushpasheel. "Job Sequencing & WIP level determination in a cyclic CONWIP Flowshop with Blocking." Thesis, Virginia Tech, 2000. http://hdl.handle.net/10919/34997.
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A CONWIP (Constant Work-In-Progress) system is basically a hybrid system with a PUSH-PULL interface at the first machine in the line. This research addresses the most general case of a cyclic CONWIP system by incorporating two additional constraints over earlier studies namely; stochastic processing times and limited intermediate storage. One of the main issues in the design of a CONWIP system is the WIP level 'M', to be maintained. This research proposes an iterative procedure to determine this optimal level. The second main issue is the optimization of the line by determining an appropriate job sequence. This research assumes a 'permutational' scheduling policy and proposes an iterative approach to find the best sequence. The approach utilizes a controlled enumerative approach called the Fast Insertion Heuristic (FIH) coupled with a method to appraise the quality of every enumeration at each iteration. This is done by using a modified version of the Floyd's algorithm, to determine the cycle time (or Flow time) of a partial/full solution.
The performance measures considered are the Flow time and the Interdeparture time (inverse of throughput). Finally, both the methods suggested for the two subproblems, are tested through computer implementations to reveal their proficiency.<br>Master of Science
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Dlamini, Phiwase Marilyn. "Impact of organizational culture on perceived job satisfaction of mid-level social workers /." The Ohio State University, 1993. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487844948075587.
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Yiou, Gong, and Ye Shaolin. "Employee Satisfaction Management on Job‐related Stress : The mechanism between middle level manager’s leadership and knowledge worker’s autonomy." Thesis, Linköpings universitet, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-72892.
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Background: Resource-based view emphasizes that the competitive advantage of organization is built on two elements: resources and capabilities/competences, which are related to employees within it. And job-related stress is a phenomenon in workplace and a problem in employee satisfaction management. Aim: How are decision-making latitude in terms of autonomy, as the need of knowledge worker, and his/her job-related stress related? How is knowledge worker autonomy affected by middle level manager’s authority? What is the mechanism between middle level manager’s leadership and knowledge worker’s stress? Definitions: Stress: the overall transactional process; Stressors: the events or properties of events (stimuli) that are encountered by individuals; Strain: the individual’s psychological, physical and behavioral responses to stressors; Outcomes: the consequences of strain at both the individual and the organizational levels. Completion & Results: The mechanism among elements in and between knowledge worker and middle level manager is identified and presented.
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Gabler, Craig Thomas. "Sustained, job-embedded professional development and the learning environment of middle-level mathematics classrooms." Curtin University of Technology, Science and Mathematics Education Centre, 2007. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=21410.
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As the need for educational reform is increasingly recognized, so too is the need for effective professional development (Guskey, 2000). Historically the evaluation of professional development experiences has been limited to exit surveys, noticeably failing to examine the long-term impact of the effort. This study assessed the impact on the classroom learning environment of a yearlong, job-embedded professional development opportunity for middle-school mathematics teachers. The application of learning environment instruments to the evaluation of professional development is a unique feature of this study. The research employed the Questionnaire on Teacher Interactions (QTI) and a modified version of the What Is Happening In this Class? (WillIC) survey with over 1000 middle-school mathematics students in 57 classrooms in the state of Washington. Both instruments were administered at the beginning and end of the school year. Teacher interviews were conducted with a sample of participants in order to further illuminate the impact of the professional development. Data from the study were examined for changes in the learning environment and to cross-validate the QTI and WIHIC with this specific population. Results indicate that the QTI and WIHIC are valid and reliable with the middle-school population is this study. Statistical analyses of learning environment data indicate that any pretest-posttest changes that were observed are mostly likely too small to be of educational significance. This study contributes to a better general understanding of the impact of this professional development, and its findings could be utilized in the preparation of future professional development opportunities.
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Konings, Jozef Gerard Leo. "Gross job flows and wage determination in the U.K. : evidence from firm level data." Thesis, London School of Economics and Political Science (University of London), 1994. http://etheses.lse.ac.uk/1343/.
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This thesis studies important evolutions in three areas in labour economics: the flow approach, the efficiency wage hypothesis and unions. In part one I discuss gross job flows in the U.K., while part II is concerned with wage determination and firm performance. I give an introduction in chapter I where I motivate the study of gross job flows and I highlight the importance of spillovers from the product market to the labour market and vice versa. In chapter II I analyze a pattern of gross job creation and destruction in the U.K. during the 70's and early 80's. At any point in time and even within narrowly defined sectors simultaneous creation and destruction of jobs is observed, the latter being more variable over the cycle. Gross job reallocation, defined as the sum of gross job creation and destruction, is counter cyclical. Chapter III explores the relationship between firm size and job creation and destruction. The largest firms create and destroy most jobs. However, in percentage terms the gross job creation rate is largest in small firms, while the gross job destruction rate is lowest. I further investigate the size distribution dynamics and find that in the long run firms converge towards their average size, while plants do not. The final chapter of part I compares gross job flows across countries and shows the difficulties involved in making a consistent comparison. In part II I analyze vertical spillovers from the labour market to the product market and vice versa. I show that there exists a positive relationship between the wage paid in the firm and its market share performance, only under the hypothesis of efficiency wages. The theory is supported by evidence from firm level panel data. I show that important new insights may be obtained if the product market is explicitly taken into account when analyzing labour problems. Finally, in chapter VI I investigate the impact of unions on employment growth in the U.K. and find that unions have a negative effect on employment growth, but a positive effect on employment levels, although this effect is not robust with respect to time. Moreover, the union effect is weaker the more competitors the firm faces.
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Trukeschitz, Birgit, and Ulrike Schneider. "What Determines the Quality of Job Training Services? A Multi-Level Analysis for Austria." Institut für Sozialpolitik, WU Vienna University of Economics and Business, 2008. http://epub.wu.ac.at/1656/1/document.pdf.
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Within the last few decades, the provision of social services was and still is changing in many ways: due to ideological changes and cost containment efforts, the public sector has been gradually withdrawing from his dual role as financier and provider of social services. The public sector now prefers acting as a financier rather than a provider. It purchases services on behalf of service users, while private sector organizations assume the responsibility for service provision. Recently, European rules for public procurement policies and the efforts to liberalize service markets have promoted changes in the funding relationship between public entities on the one hand and nonprofit or forprofit organisations on the other hand. Increasingly, in terms of instruments the public sector follows a contractual approach to managing its relationship with private and nonprofit organizations. Performance related forms of funding are becoming gradually more important whereas funding via grants is on the decline. Moreover, modes of public procurement are relying more heavily on competitive processes. (...) (author´s abstract)<br>Series: Working Papers / Institut für Sozialpolitik
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Vavricka, Rochelle Lynn. "Intern and non-intern school counselor's perceived level of effectiveness on counselor job functions." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001vavrickar.pdf.
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Holbrook, Susan. "Burnout in the critical care setting : level of expertise and social support." Virtual Press, 1991. http://liblink.bsu.edu/uhtbin/catkey/834612.
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The purpose of this study was to examine burnout in the critical care nurse. One hundred-eighty eight nurses employed at Community Hospitals of Indiana were surveyed to determine the relationship between burnout, level of expertise and social support systems. Frequency and intensity of burnout was measured by the Maslach Burnout Inventory. Social support systems were measured by the Norbeck Social Support Questionnaire. Level of expertise was determined by question 1 of the demographic questionnaire length of time employed as a critical care nurse.Findings of this study revealed no significant differences in level of expertise related to intensity and frequency of burnout (F= .232). Results of ANOVA indicated the sampled nurses experienced a low to average degree of burnout for both frequency and intensity of burnout. Similarly using Pearson correlate there was no relationship between level of support systems and frequency also concluded that level of support systems did not and intensity of burnout (novice, p= -.23; competent, p= .11; expert, p= .07). Conclusions of this study indicated level of expertise was not a factor in determining intensity and frequency of burnout.It was burnout need to be readily available for all nurses in influence intensity and frequency of burnout in the novice, competent or expert critical care nurse.Implications indicate that preventative measures for critical care settings. Other implications were that nursing support systems may not be an effective strategy for burnout prevention and resources may need to focus on other strategies.<br>School of Nursing
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Moore, Willie Mack. "Examining the relationship between collective bargaining and worker participation : an empirical investigation of issues and processes relating to level of satisfaction." Connect to resource, 1987. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1262700756.
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Bam, Lize. "Job insecurity, job satisfaction, social support and intention to leave of process controllers in a South African petro-chemical company / Lize Bam." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4803.
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With South Africa currently experiencing a skills shortage, companies need to take job insecurity, job satisfaction and social support into consideration as part of their retention strategy. There is also tremendous pressure being placed on organisations to improve their performance and to become increasingly competitive, which has resulted in job insecurity becoming a reality in South Africa. A petro-chemical company in South Africa was studied to determine the possible relationships between job insecurity, job satisfaction, social support, tenure, intention to leave and qualifications. The participants (N=l 84) included process controllers, senior process controllers, group leaders/foremen, section leaders and area leaders of various business units of the petro-chemical company. A quantitative study was conducted using a cross-sectional survey design. Self-administered questionnaires were used which included the Job Insecurity Questionnaire (JIQ), The Turnover Scale, Social Support and the Job Satisfaction Scale. The statistical analysis included descriptive statistics, factor analysis, Pearson product-moment correlation coefficients as well as MANOY A and structural equation modelling. The statistical analysis included descriptive statistics, factor analysis, Pearson product-moment correlation coefficients as well as MANOVA and structural equation modelling. Results indicated there was no correlation between job insecurity and tenure, nor between qualifications and job insecurity. It was concluded that lower job satisfaction resulted in higher job insecurity and that higher job satisfaction resulted in lower levels of intentions to leave. There was a positive correlation between social support and job satisfaction. With these results and the model developed it would be possible for the company to adjust their retention strategy to achieve optimal results.<br>Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.
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Delking, Joakim, and Jacob Kjessler. "Mellanchefens väg till arbetstillfredsställelse : En kvalitativ studie om hur arbetsdelegering, arbetsbeslutsgrad och arbetstillfredsställelse påverkar varandra sett från mellanchefens perspektiv." Thesis, Högskolan i Gävle, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-26835.
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Titel: Mellanchefens väg till arbetstillfredsställelse - En kvalitativ studie om hur arbetsdelegering, arbetsbeslutsgrad och arbetstillfredsställelse påverkar varandra sett från mellanchefens perspektiv. Nivå: C-uppsats inom ämnet företagsekonomi Författare: Jacob Kjessler och Joakim Delking Handledare: Signe Jernberg och Kristina Mickelsson Datum: 2018 - maj Syfte: Inom företag finner vi mellanchefer, en anställd som befinner sig i mitten av organisationen med ledning och styrelse ovanför sig och anställda under sig. Krav ställs på dessa mellanchefer att arbeta effektivt med hög produktivitet där många beslut behöver fattas. Detta kan medföra att mellanchefer uppfattar en hög press i form av att arbeta hårt med brist på resursen tid och mellanchefer behöver arbeta effektivt för att klara av det dagliga arbetet vilket de kan göra genom deras höga arbetsbeslutsgrad. Denna höga press på effektivitet, produktivitet samt hög arbetstid kan medföra en minskning av mellanchefens arbetstillfredsställelse. För att hantera denna press med begränsade tidsresurs finns ledarskapsverktyget arbetsdelegering. Arbetsdelegering till underordnade gör att mellanchefer kan ge ifrån sig auktoritet och kontroll att utföra uppgifter, vilket har en effekt på att mellanchefens arbetstid frigörs. Med detta sagt finner vi tre begrepp, arbetstillfredsställelse, arbetsbeslutsgrad samt arbetsdelegering som är relaterade med varandra men vi vet inte hur de påverkar varandra. Hur dessa begrepp påverkar varandra kan bana väg för hur mellanchefer kan använda sig av dessa begrepp för att nå en hög arbetstillfredsställelse, inneha en välbalanserad arbetsbeslutsgrad samt arbeta effektivt med delegering. För att förstå detta ställer vi oss frågan; Hur påverkas arbetsbeslutsgraden när delegering av arbetsuppgifter till underordnade sker, påverkar även denna delegering mellanchefens arbetstillfredsställelse samt om fallet är så att delegering påverkar arbetsbeslutsgraden, kan arbetstillfredsställelsen påverkas också? Detta mynnar ut i ett syfte där denna studie vill skapa en fördjupad förståelse hur dessa begrepp påverkar varandra; Arbetstillfredsställelse Arbetsbeslutsgrad Arbetsdelegering till underordnade Metod: För att göra denna studie möjlig har vi utfört 11 kvalitativa semistrukturerade intervjuer. Vi skapade ett urval med hjälp av strategiskt urval som grundar sig i vissa kriterier som vi tror våra respondenter behöver ha för att skapa ett resultat som hjälper oss att finna hur dessa begrepp påverkar varandra. Resultat och Slutsats: Vi fann hur arbetsdelegering och arbetsbeslutsgrad påverkar varandra, samtidigt som dessa två begreppet påverkar varandra fann vi att högre frekvent användning av arbetsdelegering positivt påverkar mellanchefens arbetstillfredsställelse. Då arbetsdelegering minskar arbetsbeslutsgrad fann vi även att den minskade arbetsbeslutsgraden även påverkar arbetstillfredsställelsen positivt. Uppsatsens bidrag: Mellanchefers arbetstillfredsställelse har tidigare inte behandlats inom företagsekonomin. Vi ger därför företagsekonomin en teoretisk insikt i hur arbetstillfredsställelse, arbetsbeslutsgrad samt arbetsdelegering påverkar varandra. Dock på grund av den begränsade forskningen inom detta område ger vi en första inblick sett från mellanchefers synsätt. Förslag på fortsatt forskning: Vi har sammanfattat fyra punkter som förslag till ytterligare forskning. Först anser vi att ytterligare studier behöver genomföras för att styrka vår slutsats, där studier som använder sig av fler respondenter är i fokus. Andra förslaget kretsar kring denna studies synsätt, då vi endast utgått från mellanchefers perspektiv behöver detta kompletteras med fler perspektiv från underordnade och överordnade. Tredje förslaget inkluderar ett mönster vi såg under intervjuerna, teorin menar att mer erfarenhet också kommer resultera i att mellanchefer använder sig utav arbetsdelegering mer frekvent. Detta vad dock inget vi kunde se under våra intervjuer, därför anser vi att fortsatt forskning inom området hur erfarenheten hos mellanchefer påverkar deras sätt att se på arbetsdelegering. Sista och fjärde förslaget innebär vad kontroll och auktoritet över en uppgiften egentligen är? Nyckelord: Arbetsbeslutsgrad, arbetsbelastning, arbetstillfredsställelse, mellanchefer, arbetsdelegering.<br>Title: The Middle level managers road to job satisfaction - A qualitative study of how job delegation, job decision latitude and job satisfaction affect eachother, from a middle level managers perspective. Level: Final assignment for Bachelor Degree in Business Administration Author: Jacob Kjessler and Joakim Delking Supervisor: Signe Jernberg and Kristina Mickelsson Date: 2018– May Aim: Within companies we find the middle level managers, located in the middle of the organization with managers above them, as well as employees underneath. Requirements are made on these middle level managers to work efficiently with high productivity, where many decisions need to be made. This may cause middle managers to perceive high pressure in terms of working hard with lack of resource time, middle managers need to work effectively to cope with daily work, which can be summed up as high levels of job decision latitude. This high pressure on efficiency, productivity and high working hours can lead to a reduction of the mid-career's job satisfaction. To manage this press with limited time resources, the leadership tool delegation could be an option. Subordination of work to subordinates allows middle level managers to give authority and control to perform tasks, which has the effect of releasing the mid-term working hours. Having said that, we find three concepts, job satisfaction, job decision latitude, and job delegation that seem to coincide with each other, but we do not know how they affect each other. How these concepts affect each other can pave the way for middle level managers to use these concepts to achieve high job satisfaction, maintain a well-balanced job decision latitude, and see benefits of job delegation. In order to understand this, we ask ourselves the question; How does job decision latitude affect when delegation of duties to subordinates takes place, does this delegation affect the middle level managers job satisfaction, and if the case is such that delegation affects the level of job decision latitude, can job satisfaction also be affected? This opens up for a aim in which this study wants to create an in-depth understanding of how these concepts affect each other; Job satisfaction Employment Decisions Degree Work delegation to subordinates Method: In order to make this study possible we have conducted 11 qualitative semistructured interviews. We created a selection using strategic selection based on certain criteria that we believe our respondents need to create a result that helps us find out how these concepts affect each other. Result & Conclusions: We found how job delegation and job decision latitude affect each other. While these two concepts affect each other, we found that higher frequent use of job delegation positively affects the middle level managers job satisfaction. As labor delegation reduces the level of workability we also found that the reduced job decision latitude also has a positive impact on job satisfaction. Contribution of the thesis: Middle level managers job satisfaction has previously not been addressed in the business administration. We therefore give the business economics a theoretical insight into how job satisfaction, job decision latitude and work delegation affect each other. However, due to the limited research in this area, we provide a first insight from the middle level managers approach. Suggestions for future research: We have summarized three points as suggestions for further research. First, we consider that further studies need to be conducted to reinforce our conclusion, where studies that use more respondents are in focus. The second proposal focuses on this study approach, since we only started from the middle managers perspective, we ask further studies to include more perspectives from subordinates and superiors. The third suggestion includes a pattern we saw during the interviews, the theory means that more work experience will also affect how much middle managers uses job delegation as a management tool. This, however was nothing we could see during our interviews, we therefore believe that further research in the field should be made of how the experience of middle managers affects their way of looking at work delegation. The last and fourth proposals mean what control and authority over a task really is? Key words: Job Decision Latitude, Job Demands, Job Satisfaction, Middle level manager, Job Delegation.
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Kasarkod, Jeevak. "A Configurable Job Submission and Scheduling System for the Grid." Thesis, Virginia Tech, 2003. http://hdl.handle.net/10919/34656.
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Grid computing provides the necessary infrastructure to pool together diverse and distributed resources interconnected by networks to provide a unified virtual computing resource view to the user. One of the important responsibilities of the grid software is resource management and techniques to allow the user to make optimal use of the resources for executing applications. In addition to the goals of minimizing job completion time and achieving good throughput there are other minimum requirements such as minimum memory and cpu requirements, choice of operating system, fine grained file access permissions etc. Currently such requirements are being fulfilled by resource brokers, which act as mediating agents between users and resource owners.
In this thesis we approach the resource brokering architectural issue in a different manner. Instead of a monolithic broker, which performs all the superscheduling functions we propose a Modular Framework based Architecture for Task Initiation and Scheduling (MFATIC) based on the three main stages in the superscheduling process.
There are three major goals of this research. The first aim is to develop a decoupled architectural model that not only provides a clear distinction in the responsibilities of each of the components but also provides the user the flexibility to replace one component with another functionally equivalent component. Secondly each of these components should be configurable and extensible to be able to accommodate user requirements. Finally, the design should enable the user to plug in modules within components of different deployments of the resource broker and thus promoting software reuse.<br>Master of Science
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Tyler, Judith Mary. "Job satisfaction, occupational stress and opportunities for continuing professional education among second level (enrolled) nurses." Thesis, University of Hertfordshire, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.259617.
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Reddy, Koovesheni. "An investigation into work-family conflict in females occupying lower-level jobs." Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1201.
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The study focused on work-family conflict among females occupying lower level jobs. A quantitative research methodology was conducted on a sample of (N=144) females working on the assembly line in two private sector organisations. The research instrument was a questionnaire comprising six parts. The variables were measured under four categories: work-family conflict, job demands, perceived organisational support and job self-efficacy. Descriptive statistics were used to analyse and interpret the data. A comparative study was done between Hesto and Alpha pharmaceutical employees and it was found that Hesto employees experience greater work-family conflict, job demands, perceived organisational support and job self-efficacy. The correlation results of the study showed that a significant negative relationship exists between perceived organisation support and work-family conflict. There was a weak positive relationship between perceived organisational support and job self-efficacy. Work demands was found to be positively and significantly related to work-family conflict. There was a significant negative relationship between perceived organisational support and work demand. A significant negative relationship was found between job self-efficacy and work-family conflict. Based on these results recommendations were made on how South African companies can help reduce work-family conflict.
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Mayorova, Olga Vladislavovna. "Social Capital and Institutional Transition: Regional Context for Network Use in Job Search in Russia, 1985-2001." Diss., The University of Arizona, 2008. http://hdl.handle.net/10150/193995.
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Current research on network use in the labor market focuses primarily on network morphology. In this dissertation, I use hierarchical regression to examine the influence of macro-level context on network use in job search.This study relies on a unique data set that combines individual job history data for years 1985 through 2001 collected by the Survey of Social Dynamics and Migration in Russia (SSMDR) in 40 regions in 2001-2002 and corresponding regional macro-economic data published by Goskomstat, the State Statistical Committee of the Russian Federation.The first question of this study focuses on what accounts for the temporal and regional variation in personal network use in the Russian labor market. I find that, for the post-Soviet period, increase in network use in job search can be attributed to the growth of the private sector: Russian employers are becoming "social capitalists" who take advantage of the resources personal connections can offer. I also find that the chances of finding a new job through personal ties are higher in the regions with larger small business sectors and in the regions with lower economic performance.Next I examine how regional economic performance and unemployment affect workers' chances of getting new jobs in the private sector and in smaller size organizations by means of personal networks. The analysis shows that social networks do lead to employment in the private sector and that this relationship is positively affected by regional economic performance, but not by unemployment rate. I also find here that social ties are likely to lead to new jobs in small organizations, but that this relationship does not vary by region.Finally, I investigate how regional economic performance and unemployment rates affect wages for jobs found through personal networks in the private sector and in small organizations. I find that while the private sector rewards network use, small organizations do not. The relationship between network use and wages does not vary by region. That is, regional economic performance does not have an effect on this relationship.
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Sentovich, Christina. "Teacher Satisfaction in Public, Private, and Charter Schools: A Multi-Level Analysis." [Tampa, Fla.] : University of South Florida, 2004. http://purl.fcla.edu/fcla/etd/SFE0000405.
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Lartey, Nathaniel. "Differentials in unemployment duration across households in South Africa: A two-level modelling approach." University of the Western Cape, 2018. http://hdl.handle.net/11394/6783.
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Philosophiae Doctor - PhD<br>This study aimed to examine the structural changes affecting the duration of unemployment across households in South Africa. It made use of existing datasets from the Labour Force Survey produced by Statistics South Africa, covering a period of six years (2011-2016). Relations among demographic and household variables were explored to determine how they related to unemployment duration. On the basis of the relations identified, a predictive analysis of unemployment duration was attempted using two-level modelling. The results suggest a significant difference in the duration of unemployment, according to the individual socio-demographic characteristics and the household moderating variables. More specifically, the greatest share percentage of both men and women experiencing long-term unemployment were found within the age group 25-34 years. The study also found that the percentage share of Non-White population groups experiencing longer duration of unemployment was more than for the White population group. Another variable found to have great influence on the duration of unemployment was the individual’s previous work experience.
Going beyond the individual’s socio-demographic characteristics to consider household variables. It was found that unemployed workers living in households headed by a female are more vulnerable to longer unemployment duration. The study found individuals living in smaller households displaying longer unemployment duration. Also, it was found that individuals living in less endowed households (households where no one or few people were in gainful employment) were more vulnerable to experiencing longer unemployment spells. The study concluded with some recommendations for employment policy and follow-up research.
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Robinson, Gary W. "Career orientation analysis of selected Indiana middle level principals." Virtual Press, 1999. http://liblink.bsu.edu/uhtbin/catkey/1159149.
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The literature on middle level education addresses teaching and learning in great detail. While research on elementary and high schools consistently supports the importance of the school principal, the middle level principal is not readily addressed. Relatively little empirical evidence exists that addresses the career orientation of the middle level principal. Knowing the career orientation of middle level principals is important for principal-training programs, school corporations who hire middle level administrators, and educators who are contemplating or preparing for entry into the middle level principalship.This study examined the career orientation of Indiana middle level principals, grades six (6) through eight (8), during the 1998-1999 school year. The population consisted of 215 principals; 194 (90.2%) participated in the study. The purpose of the study was to determine the career orientation of practicing middle level principals by examining three strands: career aspirations, focusing on career path and career goals; professional preparation, focusing on licensing, educational background, and perceptions of preparedness; and job satisfaction, focusing on work preference and satisfaction. The demographic variables of age, gender, school size, experience as an assistant principal, years of professional experience, geographic location, highest degree earned, and employment of middle school constructs were considered in light of the three strands.Research questions examined four areas of the Indiana middle level principal's career orientation: the extent to which the individuals 1) aspired to be a middle level principal, 2) followed a career path that included middle level experience, 3) were prepared for the middle level principalship, and 4) were satisfied being a middle level principal.Findings of the study indicated that Indiana's middle level principals did aspire to the middle level principalship. Prior to their first middle level principalship, the career path for most middle level principals included middle level experience. Although middle level courses were part of most degree programs, most of the participants believed that preparation for middle level administration was not adequate. Finally, Indiana's middle level principals were satisfied with their work and most considered the middle level principalship to be their ultimate career goal.Recommendations for further study are included.<br>Department of Educational Leadership
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Wei, Ting-Han, and 魏廷翰. "On Job-Level Computing." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/7x3zww.
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博士<br>國立交通大學<br>資訊科學與工程研究所<br>107<br>The job-level (JL) computing model is a generic distributed computing scheme that decomposes a larger problem into smaller jobs, then leverages existing game-playing programs to compute these jobs in parallel. It has been successful in the past in position analysis and opening book construction. This dissertation builds upon prior successes by first redesigning the JL computing system into modularized components, separated based on developer roles. This new software framework enables the search algorithm developer, game type developer, and application developer to work independently. By doing so, new JL applications can be implemented with very little effort, while simultaneously improving code reuse and maintainability. Two best-first JL search algorithms are discussed in detail, the job-level Proof-number search (JL-PNS) algorithm and the job-level upper confidence bound tree (JL-UCT) algorithm.
Five new features are also added to the JL system. First, to implement a transposition table for JL search trees, the search tree is stored in a new unified format. Second, for problem size scalability, JL search trees can be stored in remote databases instead of in local memory. Third, a caching mechanism is designed to speed up the overall computation. The caching mechanism, when enabled, can be up to 18 times faster than when it is not used. Fourth, to leverage more volunteer workers and take advantage of additional computing resources, a method to combine JL systems with BOINC is proposed. Lastly, we demonstrate that the JL system can be used as a game-playing agent. By playing on the website Little Golem, the JL player won 12 of 18 Connect6 tournaments from 2009-2018, for a total of 205 in 228 games (90% win rate). A win/loss database is also proposed so that the JL player can take advantage of previously analyzed winning/losing positions.
A case study of a JL application is the automatic construction of Connect6 opening books using JL-UCT. JL-UCT has the benefit of being designed to choose the best move to play. Using the JL-UCT generated opening book, our Connect6 program NCTU6 can achieve 61% win rate against the same version of itself without an opening book. Comparing between opening books from JL-UCT and JL-PNS, the former can achieve win rates of about 56%.
Finally, the two-tier job-level (2T-JL) system is proposed. 2T-JL contains two separate trees: the kernel tier search tree is a simulation of a JL search, and is guaranteed to be strictly ordered between different trials of the same experiment, whereas the probe tier behaves exactly the same as a normal JL search. The probe tier performs jobs and provides the job results for the kernel tier, so that it may maintain the strict ordering. The purpose of 2T-JL is to alleviate the instability caused by the speedup anomaly phenomenon, where no guarantees can be made that the speedup will improve as more computing units are added to the distributed computing system. The 2T-JL system can achieve reasonable speedups, and the overhead for providing an additional service on top of the normal JL system decreases as the problem size increases, so it is suitable for large and complex problems.
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陳柏廷. "Job-Level Conspiracy Number Search." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/01040380268849829743.
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Chiang, Han, and 江翰. "Database Caching for Job-Level Computing." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/38bx46.
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碩士<br>國立交通大學<br>資訊科學與工程研究所<br>105<br>This thesis improves upon Job-Level (JL) computing, a general distributed computing approach. In JL computing, a client maintains the overall search tree and encapsulates the overall search into coarse-grained jobs, which are then each calculated by pre-existing game-playing programs. In order to support large-scale problems such as solving 7x7 killall-Go, or building opening books for 9x9 Go or Connect6, JL computing is modified so that the entire search tree is stored in a database, as opposed to simply being stored in the client process’ memory. However, the time cost of accessing this database becomes a bottleneck on performance when using a large number of computing resources. This thesis proposes a cache mechanism for JL search trees. Instead of the previous approach, where the entire search tree is stored in the database, we maintain parts of the search tree in the memory of the client process to reduce the number of database accesses. Our method significantly improves the performance of job operations. We can perform 8.96 jobs/second on average without using the cache mechanism (not taking into consideration the job execution time). With the cache mechanism, the same application can perform up to 167.88 jobs/second. The data access speed is 18 times faster of the original approach when using the cache mechanism.
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Chang, Chia-Chuan, and 張家銓. "Job-Level Computing with BOINC Support." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/b9t4r8.
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碩士<br>國立交通大學<br>多媒體工程研究所<br>105<br>Recently, Wu et al. introduced a general approach, named Job-Level (JL) Computing. JL Computing is one of the techniques which is based on distributed computing, and was successfully used to construct the opening books of game-playing programs. In order to support large-scale computing problems, such as solving 7x7 killall-Go, or building opening books for 9x9 Go or Connect6, database are used as storage of JL computing. In this paper, we further design a mechanism to combine the JL computing system with BOINC (Berkeley Open Infrastructure for Network Computing), so that we can leverage more computing power from volunteers to solve even larger problems. A preliminary experiment has been done to demonstrate the feasibility of the design.
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Liang, Xi, and 梁熙. "Job-Level Search for Solving Hex." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/44982481363597023018.
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碩士<br>國立交通大學<br>資訊科學與工程研究所<br>104<br>Recently, Pawlewicz and Hayward successfully solved many Hex openings based on the Scalable Parallel Depth-First Proof-Number Search algorithm (SPDFPN), which was performed in a single machine with multiple threads. However, further parallelization is limited by the number of cores a single machine can possess. This paper investigates adapting this SPDFPN solver to a distributed computing environment, using the previously proposed job-level upper-confidence tree algo-rithm (JL-UCT) in order to further increase parallelism. To improve on the adapted JL-UCT solver system, we make a new attempt to support transposition information sharing among jobs in JL implementations. A mix of shared-memory and database techniques was used to achieve this improvement. Our experiments show that the adapted JL-UCT solver scales for larger problems. Additionally, using a single machine with 24 cores, the adapted method is able to solve Hex openings with less time than the previous SPDFPN solver in five of six test cases. Overall, for the six test cases, the adapted JL-UCT solver, using 6 nodes each with 24 cores, obtained speedups of 1.6, 1.9, 1.8, 2.6, 2.2 and 2.0 over those for the SPDFPN solver using one node with 24 cores.
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Buwalda, Richard Alan. "Stress amongst middle level managers in schools." Thesis, 2014. http://hdl.handle.net/10210/11644.
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M.Ed. (Psychology of Education)<br>This research study originated from the belief that teachers in general, and secondary school teachers in particular, are under an inordinate amount of stress brought about largely as a result of their work as teachers and educators. Moving from that basic premise the research unfolded towards exploring at both theoretical and empirical level, the major causes and management of stress in education within a South African educational context. The study starts with a carefully structured Statement of the Problem, which provides valid reasons why this research is needed (i.e. the motivation for this study), it lists the key areas of concern under 'specific statement of problem', the details regarding the purpose and plan are made clear and finally the method of research is stated. The point is made in this chapter that the basic motive of this research study is to help teachers understand and manage stress in a far more efficient we. The second chapter introduces the challenges of Defining Stress and attempts to appraise several current definitions and approaches to this problem. After a consideration of the now classical General Adaptation Syndrome (GAS), some pertinent reactions to stress are listed, the experience of stress is discussed and the three current approaches, or definitions of stress, namely: response-based, stimulus-based and interaction, are defined and debated.
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Lin, Po-Han, and 林伯翰. "Job-Level AB-DUAL* for Chinese Chess Opening." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/43297873240699617477.
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碩士<br>國立中央大學<br>資訊工程學系<br>101<br>Constructing a passive opening book for Chinese Chess requires the collection of thousands of expert games played on the Internet and filtering and ranking of all positions in the opening book based on factors such as the number of wins/draws/losses. A major issue here is the consistency between the opening book and the game-playing program. That is, the “statistical good” positions could be “weak spots” for game-playing program. In this paper, we evaluate all positions with game-playing program under job-level system to speed up the computation and maintain the consistency for the construction of the Chinese Chess opening book.
Generic job-level search was proposed to solve computer game applications by dispatching jobs to remote workers for parallel processing. This approach leverages game-playing programs and encapsulates them as jobs. Such an approach is well suited for a distributed computing environment, since these jobs can be run independently by remote processors in a job-level system. This paper applies job-level search to AB-DUAL*, which is an extension of Alpha-Beta Search but uses zero-window to increase pruning. In our experiments, the results demonstrate significant performance improvement and speedups.
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Liang, Chao-Chin, and 梁朝欽. "A Software Framework for Job-Level Application Development." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/99598397839793836690.
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碩士<br>國立交通大學<br>資訊科學與工程研究所<br>104<br>In computer games, many parallelization techniques of game-playing programs are proposed. Job-Level (JL) Computing is one of the techniques which is based on distributed computing, and was successfully used to construct the opening books of game-playing programs. It was also used to solve several Connect6 opening positions. Recently, various JL applications such as JL proof number search for Connect6, JL upper confidence tree for Connect6 and Hex, and JL alpha-beta search for Chinese chess were proposed. While these JL applications were developed independently, the communication with JL systems and the procedures of best-first search (BFS) are common and can be shared. In this thesis, we design a software framework for JL applications. This framework implements the low-level behaviors of the communication to JL systems and provides an interface for JL application developers to develop their applications easily. Furthermore, this framework provides some common modules for BFS and separates the algorithm-specific and game-specific behaviors of best-first JL applications. With this JL framework, JL algorithm developers and game developers can focus on their parts independently. Consequently, JL application developers can easily combine different algorithms and games together as a new JL application. In our case studies, only hundreds of lines of code are required for developments of JL applications, while the code for JL framework requires more than ten thousand of lines of code. This demonstrates that efforts were greatly reduced by using this framework.
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Pires, Inês Marques. "Job quality by educational level: similarities and differences." Master's thesis, 2018. http://hdl.handle.net/10071/17916.
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The purpose of this study is to examine how job quality varies across educational level in
Portugal. The analysis of job quality by educational level is quite unexplored in the
literature, as it focuses mainly on wages. This study contributes to fill this gap and provide
a broader analysis on several dimensions of job quality. The empirical analysis draws on
2015 EU-LFS data and an extensive descriptive analysis of job quality variables by level
of education, controlling gender and age. Findings suggest that higher educational level
originates positive variations on job quality, particularly on working conditions. Female
and young employees have lower quality jobs as they are more often in precarious
situations, and although it improves for higher educated, the variations caused by
educational level is not enough to eliminate these inequalities. Higher educated
employees were found to have lower job satisfaction. Overall the investment in higher
education has benefits for the worker, particularly in the long term, related to higher
experience of employees. Being a descriptive study, it does not allow to correlate variable
or conclude regarding cause and effect, being mostly based on assumption which may
introduce bias in the interpretation. In a context of labour market flexibility and growing
precariousness, education is vital both for the individual and for the society, and therefore
this study attempts to raise awareness of its importance and its association to job quality.<br>O objetivo deste estudo é examinar como varia a qualidade do emprego em Portugal
consoante o nível educacional. A análise da qualidade do emprego por nível educacional
é pouco explorada na literatura, uma vez que se foca principalmente nos salários. Este
estudo contribui para preencher essa lacuna e fornecer uma análise mais ampla sobre
diversas dimensões da qualidade do emprego. A análise empírica baseia-se nos dados de
2015 do EU-LFS e numa extensa análise descritiva das variáveis da qualidade do
emprego, por nível educacional, controlando género e idade. Os resultados sugerem que
o nível de educação mais elevado origina variações positivas na qualidade do emprego,
particularmente nas condições de trabalho. As mulheres e os trabalhadores mais jovens
têm empregos de qualidade inferior, uma vez que apresentam situações mais precárias e,
embora melhore quanto maior o nível educacional, as variações causadas pela educação
não são suficientes para eliminar essas desigualdades. Verificou-se que os funcionários
com maior nível educacional têm menor satisfação no trabalho. No geral, o investimento
na educação acarreta benefícios para o trabalhador, especialmente a longo prazo,
relacionado com uma maior experiência dos trabalhadores. Sendo um estudo descritivo,
não permite correlacionar variáveis ou concluir sobre causa e efeito, sendo principalmente
baseado em pressupostos que podem introduzir tendências na interpretação. Num
contexto de flexibilidade do mercado de trabalho e crescente precariedade, a educação é
vital tanto para o indivíduo quanto para a sociedade e, portanto, este estudo tenta
consciencializar sobre sua importância e a sua associação com a qualidade do emprego.